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Sample records for change party leadership

  1. Institute of party leadership system of the party creation of modern Ukraine

    Directory of Open Access Journals (Sweden)

    I. O. Lavrenyuk

    2015-06-01

    Full Text Available This article based on the study of the theory and practice of party­building in Ukraine examines the role of party leader in the political process and the establishment of parties, implementation of the political power, the development of political consciousness and the formation of modern political elite of our country. It is alleged that party leader – a reputable, recognized in its political environment, the person chosen to lead the party and the ability of citizens to consolidate around a common goal, most effectively represent the interests of a particular social group. It is stated that the defining feature of the phenomenon of party leadership is that under conditions of constant political development and irreversibility of democratic transformations in Ukraine part of leaders of political parties in fact is a powerful talent pool for senior government officials, local government agencies and other administrative institutions. The process of creating games as an integral part of the political process is characterized by a certain way, the mechanism of action of consciousness and culture in the public sphere, which deals with political parties. Regularities component of modern political elite of the party elite acts ­ governing the range of persons in the political party headed by its leader that are directly involved in strategic decision­making, policy formulation of this power, as well as its participation in the political process. We study the classification model of national political parties and the institutions of the party leadership. It is proposed to assess the level of correlation of the party leaders and the general dynamics of the civil society in Ukraine. It is stated that at this time a fundamental change in Ukrainian Party elite has not happened yet. However, there is a long evolution of the institute of the party leadership – a rather difficult process of internal and external, objective and subjective, economic

  2. Do Leadership Changes Improve Electoral Performance?

    NARCIS (Netherlands)

    Helboe Pedersen, H.; Schumacher, G.; Cross, W.; Pilet, J.-B.

    2015-01-01

    Does changing the leader improve a party’s electoral performance? And does it matter who for electoral performance who selects the leader? We hypothesize that in parties with inclusive selectorates leadership change is beneficial because the competition for the leadership is more open, receives more

  3. The gender of party leadership and its impact on voter's asessment

    DEFF Research Database (Denmark)

    Kosiara-Pedersen, Karina

    Even though most political parties are still male dominated, an increasing number of women reach the top position of party leader. Furthermore, party leadership is increasingly regarded as an important part of party images due to the personalization of politics. Does the gender of the party leader...... leader characteristics appreciated by men and women. If this holds, the gender of party leadership matters to women because they value woman party leaders higher, not because they value other characteristics than men....

  4. The role of the party leadership to activization the political process of modern Ukraine

    OpenAIRE

    N. V. Morar

    2014-01-01

    This article analyzes the conceptual position of the party leadership as a factor in activation processes of political transformation in societies. The place of the party leaders in the political processes in Ukraine, which belongs to the transitional societies. It is proved that the main factor determining the place and role of party leaders in the political processes of transformation of societies dynamics. Where society is experiencing political transformation implemented constitutional...

  5. Golkar Party's Political Communications the New Paradigm Bakrie Leadership 2009-2013

    Directory of Open Access Journals (Sweden)

    Khoiruddin Muchtar

    2013-11-01

    Full Text Available This study base on the efforts of the Golkar Party's to the process of interpretation, socialization, and implementation of the new paradigm, the paradigm guide to reformations Golkar Party's become to democratic, independent, solid, strong, foundamental, and responsive. How Golkar party's political communication about socialization and implementation of a new paradigm of Golkar Party's leadership Aburizal Bakrie-year period from 2009 to 2012.The aim of this research is to study and overview of the process of socialization and implementation new paradigm Golkar Party's of the Aburizal Bakrie’s leadership. This contect described to using constructivist paradigm through the theory of Performance of Communication and Structuration. Research using the case study method. Data obtained by participation observer, unstructured interviews, and documentary study. The data also collected from informants. The results of this research show: 1 The Golkar Party's has a very significant infrastructure, so the making easier to socialization new paradigm to internal party, but Golkar Party's can not erase stigma society as the New Order party. Socializing new paradigm Golkar Party's to be done in integrated, systematic and continuous addressed to all cadres of various levels from the center to the village. 2 the new paradigm Golkar Party's ideals as the basis and foundation values stand for the Golkar Party's, the implementation is faced with the reality of the condition of the various political considerations and the interests of power, so it can not shown the Golkar Party's political communication with the direction of the reality, Golkar Party's must be have to political communication with the role of multi faces.

  6. Mediated Leader Effects: The Impact of Newspapers' Portrayal of Party Leadership on Electoral Support.

    Science.gov (United States)

    Aaldering, Loes; van der Meer, Tom; Van der Brug, Wouter

    2018-01-01

    Conventional wisdom holds that party leaders matter in democratic elections. As very few voters have direct contact with party leaders, media are voters' primary source of information about these leaders and, thus, the likely origin of leader effects on party support. Our study focuses on these supposed electoral effects of the media coverage of party leaders. We examine the positive and negative effects of specific leadership images in Dutch newspapers on vote intentions. To this end, we combine an extensive automated content analysis of leadership images in the media with a panel data set, the Dutch 1Vandaag Opinion Panel (1VOP), consisting of more than fifty thousand unique respondents and 110 waves of interviews conducted between September 2006 and September 2012. The results confirm that media coverage of party leaders' character traits affects voters: Positive mediated leadership images increase support for the leader's party, while negative images decrease this support. However, this influence is not unconditional: During campaign periods, positive leadership images have a stronger effect, while negative images no longer have an impact on subsequent vote intentions.

  7. Mediated Leader Effects: The Impact of Newspapers’ Portrayal of Party Leadership on Electoral Support

    Science.gov (United States)

    Aaldering, Loes; van der Meer, Tom; Van der Brug, Wouter

    2017-01-01

    Conventional wisdom holds that party leaders matter in democratic elections. As very few voters have direct contact with party leaders, media are voters’ primary source of information about these leaders and, thus, the likely origin of leader effects on party support. Our study focuses on these supposed electoral effects of the media coverage of party leaders. We examine the positive and negative effects of specific leadership images in Dutch newspapers on vote intentions. To this end, we combine an extensive automated content analysis of leadership images in the media with a panel data set, the Dutch 1Vandaag Opinion Panel (1VOP), consisting of more than fifty thousand unique respondents and 110 waves of interviews conducted between September 2006 and September 2012. The results confirm that media coverage of party leaders’ character traits affects voters: Positive mediated leadership images increase support for the leader’s party, while negative images decrease this support. However, this influence is not unconditional: During campaign periods, positive leadership images have a stronger effect, while negative images no longer have an impact on subsequent vote intentions. PMID:29527251

  8. Leadership, Culture and Organizational Change

    Directory of Open Access Journals (Sweden)

    Vladimir-Codrin Ionescu

    2014-12-01

    Full Text Available An effective leadership, an evolutionary organizational culture and permanent connection to change may ensure a company’s success within an ever more dynamic competitive environment. The scientific approach of this paper is in line with theoretical and applied research in the field by the presentation of the connections existing among leadership, organizational culture and organizational change. The paper highlights the triad “vision – motivation – momentum”, the mission and the defining coordinates of leadership, the complementarity “new – tradition” in organizational culture, the stages of the change management process and the role of managers and leaders in the preparation and implementation of change projects. Leadership is essential in building and developing an appropriate cultural model, which, in its turn, is an important vector of organizational change processes in modern companies.

  9. Political marketing in untraditional campaigns: The case of David Cameron's Conservative Party leadership victory

    DEFF Research Database (Denmark)

    Ormrod, Robert P.; Henneberg, Stephan C.; Forward, Nick

    2007-01-01

    This study investigates the concept of political market orientation (PMO) in an untraditional setting, namely the 2005 contest for the leadership of the British Conservative Party. Based on a collective case-study method, a content analysis of candidates' speeches and manifestos is provided. We...... and a contextspecific evaluation of the merits of alternative PMO profiles. Thus, the generic conceptual model of political market orientatation, which previously has only been used in the content of parties contesting a general election campaign, can be adapted to alternative campaign situations without a reduction...

  10. The Changing of Political Orientation of Masyumi Party During 1950-1959

    Directory of Open Access Journals (Sweden)

    Alfi Hafidh Ishaqro

    2017-06-01

    The formation of the General Election Law made M. Natsir and Masyumi the symbol of the establishment and growth of democracy in the Republic of Indonesia, which became more evident when M. Natsir was ousted and the subsequent working cabinet heads failed to hold a General Election. And finally, at the end of 1955 under the leadership of Burhanuddin Harahap, who was himself a Masyumi figure, a general election was held for the first time. The political attitude shown by Masyumi indicated that Masumi Party had shifted its political orientation. Masyumi Party, which originally struggled to implement Islam by employing the Syura in forming a government was helplessly compromising its principle by following and combining itself into a democracy model the initiator of which was the leader of Masyumi Party itself. Such political behavioral changes were associated with the reasoning of the then leaders of Masyumi Party, who tended to accommodative and excessively compromising.

  11. Leadership Shifts in Changing Field

    Science.gov (United States)

    Zubrzycki, Jaclyn

    2013-01-01

    As groups representing local and state education players struggle to remain relevant in a policy conversation often dominated by foundations, think tanks, new advocacy groups, and political and business figures, a shift in leadership has been under way at major associations. Most of the changes have come as part of the natural churn; former…

  12. The role of the party leadership to activization the political process of modern Ukraine

    Directory of Open Access Journals (Sweden)

    N. V. Morar

    2014-01-01

    The role, place and their value is determined by the influence of which is carried out on the formation of political will and public opinion, the definition of public and governmental purposes, expressing the interests of social groups, political socialization and mobilization of voters of the national elite corps and replenishment policy, a process of public administration. It is concluded that the party leader is the most optimal form of leadership political process at the present stage of modernization of Ukrainian society as well as the most effective mechanism for implementing group interests in politics. A certain person or even a few actors perform the functions of the head of the party, his supporters organized activities to achieve program goals and objectives.

  13. Party Organizational Change: Formal Distribution of Power between National and Regional Levels in Italian Political Parties (1991-2012

    Directory of Open Access Journals (Sweden)

    Enrico Calossi

    2015-03-01

    Full Text Available In the last 20 years an increasing number of scholars have centred their attention on the relationships between party national structures and party sub-national branches. A relevant part of the specialized literature has interpreted party change as the by-product of the denationalization of party politics. The aim of this contribution is to investigate to what extent eight relevant Italian parties have followed patterns of organizational change, after the reforms of the municipal, provincial and regional election sys-tems; and the process of devolution of administrative powers begun during the Nineties. By focusing on two analytical dimensions (the level of involvement and the level of autonomy of party regional units, we analyse diachronically continuity and change in party formal organization, through an in-depth analysis of the statutes adopted from 1992 to 2012

  14. Changing the Way We Assess Leadership

    Science.gov (United States)

    1997-01-01

    article is twofold. The first is to present a theory of leader- ship for the circumstances described above. The second is to provide manag - ers with a...between management and leadership . While both management and leadership are necessary, the change and complexity associated with the future demands that...the leadership role takes precedence over the management role. This concept of managerial leadership in an environment full of surprising, novel, messy

  15. The Changing of Political Orientation of Masyumi Party During 1950-1959

    Directory of Open Access Journals (Sweden)

    Alfi Hafidh Ishaqro

    2017-06-01

    Full Text Available Through historical method, this article studies the Shifts in Political Ideological Orientation of Masyumi Party during the Liberal Democracy Era 1950–1959. The shifted orientations of Masyumi Party included a shif of orientation in its principle, form of government and the government executive system. The establishment of Masyumi Party was the apex of the Japanese concern in trying to map the axis of the powers of various groups in Indonesia. The formations of PUTERA, which bore the nationalist inclination and MIAI, which tended to accommodate urban Muslims were not attractive enough to win the hearts and empathy from the Indonesian native communities for its occupation in Indonesia. Masyumi Party made Islam as a its struggling principle, not only as a symbol but also tha ideology and spirits in conducting the various siyasah preaches within the scope of political struggles. Numerous internal dynamics were then occuring in the body Masymi Party. The Party’s change in its orientation began to be visible, indicated by the idea suggested by M. Natsir to formulate the Constitution or Law of General Election. The formation of the General Election Law made M. Natsir and Masyumi the symbol of the establishment and growth of democracy in the Republic of Indonesia, which became more evident when M. Natsir was ousted and the subsequent working cabinet heads failed to hold a General Election. And finally, at the end of 1955 under the leadership of Burhanuddin Harahap, who was himself a Masyumi figure, a general election was held for the first time. The political attitude shown by Masyumi indicated that Masumi Party had shifted its political orientation. Masyumi Party, which originally struggled to implement Islam by employing the Syura in forming a government was helplessly compromising its principle by following and combining itself into a democracy model the initiator of which was the leader of Masyumi Party itself. Such political behavioral changes

  16. A leader without a party: exploring the relationship between Geert Wilders’ leadership performance in the media and his electoral success

    NARCIS (Netherlands)

    van der Pas, D.; de Vries, C.; van der Brug, W.

    2013-01-01

    Most existing studies of leadership effects on electoral success employ survey data only. This time-series study combines a content analysis of media appearances of the right-wing populist leader Geert Wilders in 2006 with his party's popularity in the polls. The content analysis focuses on three

  17. A Week Is a Long Time in Politics: The Health Implications of Jeremy Corbyn's UK Labour Party Leadership Victory.

    Science.gov (United States)

    Scott-Samuel, Alex; Bambra, Clare

    2016-01-01

    For more than 30 years, socialism within the UK Labour Party - which was in government from 1997 to 2010 and is currently the main UK parliamentary opposition - has been in decline. Despite its origins as a party of and for the working class, Labour has become at best a social democratic party with strong neoliberal leanings. However, in the recent leadership election that followed Labour's general election defeat in May 2015, the socialist Jeremy Corbyn confounded all expectations by winning Labour's leadership with a substantial majority. We describe the political context of Corbyn's controversial victory and discuss its potential short- and medium-term impact on England's troubled National Health Service and on the public health. © The Author(s) 2015.

  18. Facilitative Social Change Leadership Theory: 10 Recommendations toward Effective Leadership

    Science.gov (United States)

    Watt, Willis M.

    2009-01-01

    In the fast pace of the 21st century there is a demand for effective leaders capable of handling the internal and external changes occurring in our organizations. This paper seeks to inform the reader because change is natural; it is constant; it is inevitable. But, what constitutes effective leadership is the question. The main purpose of this…

  19. Leadership, change management and social sourcing

    NARCIS (Netherlands)

    Willems, Frank

    2013-01-01

    • Basic principles of Change Management • Group practice • TheoryU and Social Networking theory as framework for Leadership • Theory about Lean thinking as a method for improving Leadership skills and strategy deployment • Group practice in collegial peer coaching • Summary and mission setting for

  20. Lean leadership and change management skills

    NARCIS (Netherlands)

    Frank Willems

    2013-01-01

    Gastcollege Masteropleiding MIM Tilburg University/TiasNimbas Business School op 17 & 18 mei 2013. • Basic principles of Change Management • Group practice • TheoryU and Social Networking theory as framework for Leadership • Theory about Lean thinking as a method for improving Leadership skills and

  1. Change Leadership in Universities: The Confucian Dimension

    Science.gov (United States)

    Tjeldvoll, Arild

    2011-01-01

    The intensified competition of the global, market-based knowledge economy requires change leadership in universities and colleges throughout the world. National policy makers increasingly see knowledge as a core resource of modern economies and a prerequisite for global competitiveness. By implication, the quality of university leadership becomes…

  2. Examining Leadership Style Influence on Engagement in a National Change Process: Implications for Leadership Education

    Science.gov (United States)

    Lamm, Alexa J.; Lamm, Kevan W.; Rodriguez, Mary T.; Owens, Courtney T.

    2016-01-01

    Individuals expected to offer leadership are often chosen based on their power position within the field of interest and specialization in the context area being addressed and not on their leadership style. Leadership education curriculum often focuses on change as a product of leadership and leadership styles but places little emphasis on how the…

  3. Leadership for coping with and adapting to policy change in ...

    African Journals Online (AJOL)

    Leadership for coping with and adapting to policy change in deprived contexts: ... what, from school principals' perspectives, constitutes leadership for coping with and ... We conclude that leadership practices are not fixed, but are fluid, and ...

  4. Experiential learning and changing leadership style.

    Science.gov (United States)

    Zanecchia, M D

    1985-11-01

    One of the many problems facing the nursing profession today is the lack of preparedness of its leaders. Nursing educators, collaborating with nursing service, can teach baccalaureate students leadership skills and to develop leadership styles. Experiential real-world management tasks selected by faculty and head nurses can serve as learning opportunities. Students can learn leadership ability and change style. Utilizing t-test, the before and after course mean scores on the standardized Leadership Ability Evaluation instrument were statistically analyzed. Significant differences and style changes were identified. Students in the total class became more effective leaders as did the students in both the traditional and experiential groups. Traditional students (lecture only) became less autocratic-submissive and more democratic. The experiential group significantly became less autocratic-aggressive, less laissez-faire and more democratic.

  5. Mediated Leader Effects: The Impact of Newspapers’ Portrayal of Party Leadership on Electoral Support

    NARCIS (Netherlands)

    Aaldering, L.; van der Meer, T.; van der Brug, W.

    2018-01-01

    Conventional wisdom holds that party leaders matter in democratic elections. As very few voters have direct contact with party leaders, media are voters’ primary source of information about these leaders and, thus, the likely origin of leader effects on party support. Our study focuses on these

  6. Defining Leadership in a Changing Time.

    Science.gov (United States)

    Elwell, Sean M; Elikofer, Amanda N

    2015-01-01

    The purpose of this article is to discuss the difference between leadership and management. Leadership and management have been discussed for many years. Both are important to achieve success in health care, but what does that really mean? Strong leaders possess qualities that inspire others to follow them. This fosters team engagement, goal achievement, and ultimately drives outcomes. Managers plan, organize, and coordinate. It takes dedication, motivation, and passion to be more than a manager and be a good leader. There is not a single correct leadership style, but there are important characteristics that all leaders must demonstrate to get the desired results with the team. In a time when health care is rapidly changing, leadership is important at all levels of an organization.

  7. Undergraduate Student Leadership and Social Change

    Science.gov (United States)

    Soria, Krista M.; Fink, Alexander; Lepkowski, Christine; Snyder, Lynn

    2013-01-01

    Colleges are under increasing pressure to develop future citizens who are interested in-and capable of-creating positive social change and improving their communities. Using data from the multiinstitutional SERU survey, this study suggests college students' participation in leadership positions can promote their engagement in greater social change.

  8. John Kotter on Leadership, Management and Change.

    Science.gov (United States)

    Bencivenga, Jim

    2002-01-01

    Excerpts from interview with John Kotter, Konosuke Matsushita Professor of Leadership at the Harvard Business School, about his thoughts on the role of the superintendent as leader and manager. Describes his recent book "John P. Kotter on What Leaders Really Do," 1999. Lists eight-step change process from his book "Leading Change," 1996. (PKP)

  9. LEADERSHIP AND MANAGEMENT OF STRATEGIC CHANGE

    Directory of Open Access Journals (Sweden)

    Yehia AL-DAAJA

    2017-08-01

    Full Text Available In Today’s turbulent business environment Anticipatory leadership is a need, the organizations that can be flexible in anticipation of inevitable change are expected to survive, and the key as they say today is in anticipating the future. This paper deals with the anticipatory of strategic change and it aims to outline the framework of leadership that needs to be employed in the changing scenario and provide an additional understanding of what modern leadership entails trends, skill set. Leaders are required to be aware, authentic, audacious, and adaptable and action oriented. These skills, also termed as literacies which should be in line with the trends in leadership where are all required of modern leaders, these trends of leadership and a developed set of skills discussed alongside with the illustrations of the ministry of health in Jordan as an example also will conclude a set of recommendations. Data sources were of secondary research and a desk research was used to illustrate most important points and findings of the topic.

  10. Better Together: Considering Student Interfaith Leadership and Social Change

    Science.gov (United States)

    Campbell, William; Lane, Megan

    2014-01-01

    On campuses across the country, students and professional staff are considering student interfaith leadership as one way that students act on their core values to make a positive difference in the world. This kind of student leadership can be framed through student leadership models like the social change model of leadership development. Better…

  11. Manipulating Morality: Third-Party Intentions Alter Moral Judgments by Changing Causal Reasoning.

    Science.gov (United States)

    Phillips, Jonathan; Shaw, Alex

    2015-08-01

    The present studies investigate how the intentions of third parties influence judgments of moral responsibility for other agents who commit immoral acts. Using cases in which an agent acts under some situational constraint brought about by a third party, we ask whether the agent is blamed less for the immoral act when the third party intended for that act to occur. Study 1 demonstrates that third-party intentions do influence judgments of blame. Study 2 finds that third-party intentions only influence moral judgments when the agent's actions precisely match the third party's intention. Study 3 shows that this effect arises from changes in participants' causal perception that the third party was controlling the agent. Studies 4 and 5, respectively, show that the effect cannot be explained by changes in the distribution of blame or perceived differences in situational constraint faced by the agent. © 2014 Cognitive Science Society, Inc.

  12. Leadership side in changing strategic creation of firms

    OpenAIRE

    Malinovska, Elizabeta

    2013-01-01

    The research of this master paper focuses on the strategic leadership or the role that the strategic leadership plays when creating strategic changes within companies. Particular matters that this paper considers refer to concepts of leadership and strategic leadership which may be found in countries with developed market economies and enormous knowledge and experience in management, furthermore it is the concepts of strategic management which the leadership becomes vital eleme...

  13. Intra-Campaign Changes in Voting Preferences: The Impact of Media and Party Communication

    Science.gov (United States)

    Johann, David; Königslöw, Katharina Kleinen-von; Kritzinger, Sylvia; Thomas, Kathrin

    2018-01-01

    An increasing number of citizens change and adapt their party preferences during the electoral campaign. We analyze which short-term factors explain intra-campaign changes in voting preferences, focusing on the visibility and tone of news media reporting and party canvassing. Our analyses rely on an integrative data approach, linking data from media content analysis to public opinion data. This enables us to investigate the relative impact of news media reporting as well as party communication. Inherently, we overcome previously identified methodological problems in the study of communication effects on voting behavior. Our findings reveal that campaigns matter: Especially interpersonal party canvassing increases voters’ likelihood to change their voting preferences in favor of the respective party, whereas media effects are limited to quality news outlets and depend on individual voters’ party ambivalence.

  14. Intra-Campaign Changes in Voting Preferences: The Impact of Media and Party Communication.

    Science.gov (United States)

    Johann, David; Königslöw, Katharina Kleinen-von; Kritzinger, Sylvia; Thomas, Kathrin

    2018-01-01

    An increasing number of citizens change and adapt their party preferences during the electoral campaign. We analyze which short-term factors explain intra-campaign changes in voting preferences, focusing on the visibility and tone of news media reporting and party canvassing. Our analyses rely on an integrative data approach, linking data from media content analysis to public opinion data. This enables us to investigate the relative impact of news media reporting as well as party communication. Inherently, we overcome previously identified methodological problems in the study of communication effects on voting behavior. Our findings reveal that campaigns matter: Especially interpersonal party canvassing increases voters' likelihood to change their voting preferences in favor of the respective party, whereas media effects are limited to quality news outlets and depend on individual voters' party ambivalence.

  15. Critical Perspectives on Changes in Educational Leadership Practice

    Science.gov (United States)

    Wang, Ting

    2011-01-01

    This paper examines a group of Chinese educational leaders' leadership practice changes after undertaking a leadership development course offered by an Australian university in China. It presents their self-reported changes in leadership practice profiles and features selected vignettes. The study was primarily qualitative and interpretative,…

  16. New York County Dental Society: leaders creating change through leadership.

    Science.gov (United States)

    Sukmonowski, Patricia

    2011-01-01

    The New York County Dental Society has recently worked through a transformation focusing on leadership that is responsive to membership needs. This article describes this leadership philosophy, organizational structure changes, new program activity, and communication strategies.

  17. Improving leadership on climate change

    Energy Technology Data Exchange (ETDEWEB)

    Chandani, Achala

    2011-03-15

    The upcoming UN conference on climate change in Durban, South Africa throws a spotlight on African climate policy. As part of a knowledge-sharing initiative in Southern Africa, we assessed parliamentarians' needs for more information on climate threats and responses, and ways to improve their capabilities as key stakeholders influencing national and global decisionmaking. Funded by the UK Foreign and Commonwealth Office and partnered with the Association of European Parliamentarians with Africa (AWEPA), IIED worked with parliamentarians in the Southern Africa Customs Union (SACU) — Botswana, Lesotho, Namibia, South Africa and Swaziland — through interviews, literature surveys, field trips and workshops. Similar studies in Malawi and Scotland also fed into this project.

  18. Leadership Styles for the Five Stages of Radical Change

    Science.gov (United States)

    1998-04-01

    radical change. This article continues prior work on radical change with theory and research on leadership style. The result is a model of radical...every stage of that process. Leadership style and organiza- tional change theory and re- search have ex- isted for de- cades, but have rarely con...phase, inspire and en- ergize them to adopt the change after it Figure 3. Senior Manager Leadership Styles for the Five Phases of Radical Change Phase

  19. Leadership development: A lever for system-wide educational change

    African Journals Online (AJOL)

    Suraiya Naicker

    Department of Education Leadership and Management, Faculty of Education ... current significance and pose a challenge for educational leaders. ... Evidence suggests a positive link between high-quality leadership and ... aimed to build leadership capacity that would drive education change directed at improving teaching ...

  20. Distributed Leadership of School Curriculum Change: An Integrative Approach

    Science.gov (United States)

    Fasso, Wendy; Knight, Bruce Allen; Purnell, Ken

    2016-01-01

    Since its inception in 1999, the distributed leadership framework of Spillane, Halverson, and Diamond [2004. "Towards a Theory of Leadership Practice: A Distributed Perspective." "Journal of Curriculum Studies" 36 (1): 3-34. doi:10.1080/0022027032000106726] has supported research into leadership and change in schools. Whilst…

  1. An integrated approach to change leadership.

    Science.gov (United States)

    Skelton-Green, Judith; Simpson, Beverley; Scott, Julia

    2007-01-01

    Leading change has become one of the essential core competencies of health professionals today. Since 2001, the authors have been the key designers and facilitators of the Dorothy Wylie Nursing Leadership Institute (DMW-NLI). The background, key characteristics and benefits of the DMW-NLI have been described in detail elsewhere (Simpson et al. 2002). One of the Institute's key features is that participants bring a change initiative that they wish to pursue and - during their time on site - we assist them in developing that project to the point where it has a strong chance of success. When we incorporated this aspect into the DMW-NLI program, we believed that opportunity to apply the learning of the Institute to a desired initiative in the home setting would add significant value, not only to the participants, but also to their sponsoring organizations. Further, it was our hope that we could develop a methodology to advance the change initiative, which would be a valuable tool that participants could use in future change projects.As we looked to the literature, we found no shortage of articles on change theory, as well as numerous tools and techniques for project management. However, we did not find one single approach or methodology that we felt was comprehensive yet concise enough to serve as a practical guide for those who wish to advance a change initiative in their practice settings today. Therefore, we developed an integrated conceptual framework and methodology for leading change initiatives, building on selected current and classic theories of change that are relevant today. Both the framework and methodology have proven very hardy, and will, we believe, be of interest to nurse leaders and other health professionals in leadership roles. This paper will provide a brief overview of relevant background literature on leading change initiatives, introduce the DMW-NLI Change Leadership conceptual framework, describe a number of activities that support the

  2. Business Leadership in Global Climate Change Responses.

    Science.gov (United States)

    Esty, Daniel C; Bell, Michelle L

    2018-04-01

    In the 2015 Paris Climate Change Agreement, 195 countries committed to reducing greenhouse gas emissions in recognition of the scientific consensus on the consequences of climate change, including substantial public health burdens. In June 2017, however, US president Donald Trump announced that the United States would not implement the Paris Agreement. We highlight the business community's backing for climate change action in the United States. Just as the US federal government is backing away from its Paris commitments, many corporate executives are recognizing the need to address the greenhouse gas emissions of their companies and the business logic of strong environmental, social, and governance practices more generally. We conclude that climate change could emerge as an issue on which the business and public health communities might align and provide leadership.

  3. Leadership Style and the Process of Organisational Change

    DEFF Research Database (Denmark)

    Holten, Ann-Louise; Brenner, Sten Olof

    2015-01-01

    structural equation modeling. Findings — Transformational and transactional leadership styles were positively related to the engagement of managers. Managers’ engagement was associated with followers’ appraisal of change. The two leadership styles also had a direct, long-term effect on followers’ change...... appraisal; positive for transformational leadership and negative for transactional leadership. Practical implications — Our results have potential implications for change management, as followers’ change appraisal may be improved by developing managers’ leadership style and engagement. Originality......Purpose — This paper aims to identify processes which may contribute to followers’ positive reactions to change. By focusing on the relationship between change antecedents and explicit reactions, we investigate the direct and indirect relationships between leadership styles (transformational...

  4. Perioperative leadership: managing change with insights, priorities, and tools.

    Science.gov (United States)

    Taylor, David L

    2014-07-01

    The personal leadership of the perioperative director is a critical factor in the success of any change management initiative. This article presents an approach to perioperative nursing leadership that addresses obstacles that prevent surgical departments from achieving high performance in clinical and financial outcomes. This leadership approach consists of specific insights, priorities, and tools: key insights include self-understanding of personal barriers to leadership and accuracy at understanding economic and strategic considerations related to the OR environment; key priorities include creating a customer-centered organization, focusing on process improvement, and concentrating on culture change; and key tools include using techniques (e.g., direct engagement, collaborative leadership) to align surgical organizations with leadership priorities and mitigate specific perioperative management risks. Included in this article is a leadership development plan for perioperative directors. Copyright © 2014 AORN, Inc. Published by Elsevier Inc. All rights reserved.

  5. A novel trauma leadership model reflective of changing times.

    Science.gov (United States)

    DʼHuyvetter, Cecile; Cogbill, Thomas H

    2014-01-01

    As a result of generational changes in the health care workforce, we sought to evaluate our current Trauma Medical Director Leadership model. We assessed the responsibilities, accountability, time requirements, cost, and provider satisfaction with the current leadership model. Three new providers who had recently completed fellowship training were hired, each with unique professional desires, skill sets, and experience. Our goal was to establish a comprehensive, cost-effective, accountable leadership model that enabled provider satisfaction and equalized leadership responsibilities. A 3-pronged team model was established with a Medical Director title and responsibilities rotating per the American College of Surgeons verification cycle to develop leadership skills and lessen hierarchical differences.

  6. Diversity and leadership in a changing world.

    Science.gov (United States)

    Eagly, Alice H; Chin, Jean Lau

    2010-04-01

    Scholars of leadership have infrequently addressed the diversity of leaders and followers in terms of culture, gender, race and ethnicity, or sexual orientation. This omission has weakened the ability of research and theory to address some of the most provocative aspects of contemporary leadership, including (a) the limited access of individuals from diverse identity groups to leadership roles; (b) the shaping of leaders' behavior by their dual identities as leaders and members of gender, racial, ethnic, or other identity groups; and (c) the potential of individuals from groups formerly excluded from leadership roles to provide excellent leadership because of their differences from traditional leaders. In addressing such issues, we argue that the joining of the two bodies of theory and research--one pertaining to leadership and the other to diversity--enriches both domains of knowledge and provides guidelines for optimizing leadership in contemporary organizations and nations. (PsycINFO Database Record (c) 2010 APA, all rights reserved).

  7. Strategy implementation and organizational change in healthcare organizations - a distributed change leadership perspective

    DEFF Research Database (Denmark)

    Holm, Anna B.; Ulhøi, John Parm

    This paper examines some theoretical underpinnings of distributed leadership and its ability to serve as change leadership during the process of major organizational changes in healthcare organizations. The study was initiated as part of a larger research project on distributed leadership (DL......) in the healthcare sector, financed by a research grant addressing both empirical and theoretical questions. The paper clarifies the relationship between distributed leadership and change leadership, and more specifically, the characteristics of distributed leadership in the change leadership process. We also...... propose a distributed change leadership (DCL) model that permits further development of research design and empirical studies of DCL. On a more general side, with this paper we shed more light on some aspects of leadership patterns in healthcare, where there is a distinct gap....

  8. Approaches to leadership and managing change in the NHS.

    Science.gov (United States)

    Lumbers, Melanie

    2018-05-24

    The NHS is continually changing as research evidence leads to new practices and technology transforms the workplace. Resistance to some changes may occur because of staff fears about adapting to and coping with new methods. This is where change models and leadership are important. This article discusses changes taking place in the NHS, and some theoretical models of change. Leadership styles are also discussed, including those most useful for the nurse to use when leading a team and implementing change.

  9. National Framework of Professional Standards for Change Leadership in Education

    Science.gov (United States)

    Duffy, Francis M.

    2009-01-01

    The ten professional standards form what Francis Duffy refers to as a "National Framework of Professional Standards for Change Leadership in Education." Each standard has examples of the knowledge, skills, and dispositions that the research suggests are important for effective change leadership. Duffy's hope is that this proposed…

  10. How the Ability to Manage Change Affects Leadership Style

    Science.gov (United States)

    Pujol, Kelley

    2012-01-01

    This study addressed how the ability to manage change affects leadership style. The problem addressed in this project was the natural human tendency to resist change and how the inability to mange this tendency can interfere with the development of leadership skills. The purpose of this dissertation was to investigate how an individual's change…

  11. A pharmacy course on leadership and leading change.

    Science.gov (United States)

    Sorensen, Todd D; Traynor, Andrew P; Janke, Kristin K

    2009-04-07

    To develop and implement a course that develops pharmacy students' leadership skills and encourages them to become leaders within the profession. A leadership course series was offered to pharmacy students on 2 campuses. The series incorporated didactic, experiential, and self-directed learning activities, and focused on developing core leadership skills, self-awareness, and awareness of the process for leading change. Students reported increased knowledge and confidence in their ability to initiate and lead efforts for change. The learning activities students' valued most were the StrengthsFinder assessment (67% of students rated "very useful") and a Leadership Networking Partners (LNP) program (83% of students rated "very useful"). Teaching leadership skills poses a significant challenge in curriculum development and requires multifaceted course design elements that resonate with students and engage the practice community. Addressing these requirements results in a high level of student engagement and a desire to continue the development of leadership skills.

  12. Minor parties and independents in times of change: Scottish local elections 1974 to 2007

    OpenAIRE

    Bochel, Hugh; Denver, David

    2008-01-01

    This article explores the electoral performance of minor party and Independent candidates in Scottish local elections from 1974 to 2007. This is a period which began with a major restructuring of local government and ended with a change in the electoral system from first-past-the-post to the single transferable vote. It encompasses a second restructuring in the 1990s, the consolidation of the Scottish National Party as an electoral force, and the creation of the Scottish Parliament. Throughou...

  13. Worklife Improvement and Leadership Development study: a learning experience in leadership development and "planned" organizational change.

    Science.gov (United States)

    Cummings, Greta G; Spiers, Judith A; Sharlow, Janice; Germann, Paula; Yurtseven, Ozden; Bhatti, Aslam

    2013-01-01

    In response to increasing recognition of the importance of quality health care work environments, the Alberta Cancer Board initiated a province-wide leadership development program to plan for organizational change through a series of stages. In 2004, the Leadership Development Initiative (LDI) was implemented to facilitate organizational learning using a cohort-based leadership intervention based on a communities of practice framework. The aim of the Worklife Improvement and Leadership Development study was to examine both the outcomes and experiences of participants of the LDI program to better understand leadership development, implementation, and its impact on worklife quality among 5 cohorts of health care managers and staff at the Alberta Cancer Board. This study used both structured survey and interview methods, using a pretest-intervention-posttest quasi-experiment without a control group design, to assess the effects of LDI on worklife of leaders and staff. Surveys included the Leadership Practices Inventory and Areas of Worklife Scale, which looked at meaningfulness of work and organizational engagement. Interviews and focus group data provided a more detailed description of the experience of leadership development and perceptions of organizational worklife. The study revealed layers of information about the complexity of individual and collective leadership in a cohort-based design, perceptions of leadership initiatives, organizational worklife, and planned organizational change. Our findings suggest that early changes in how leaders reflected on their own skills and practices (Leading Self) were positive; however, growing disengagement as the LDI continued was evident in the focus group data, particularly when change in behavior of others was not perceived to be evident. To support the effectiveness and success of a leadership initiative, managers and administrators need to implement strategies designed to help leaders grow and cope with ongoing flux of

  14. Political Parties and Innovation

    DEFF Research Database (Denmark)

    Bischoff, Carina Saxlund; Christiansen, Flemming Juul

    2017-01-01

    parties themselves as well their impact on potentially innovative public decisions. One major expectation is that hierarchical parties with centralized leadership make more efficient decisions but that sustainable innovation outcomes promoted by collaborative efforts are easier to obtain for decentralized...... political parties with participatory internal democratic processes....

  15. Leadership and Change in Sustainable Regional Development

    NARCIS (Netherlands)

    Sotarauta, M.; Horlings, L.G.; Liddle, J.

    2012-01-01

    This book shows, first of all, that leadership plays a crucial role in reinventing regions and branching out from an old path to something new in order to create more balanced and sustainable regional development. Second, it maintains that leadership is not a solo but a multi-agent and -level

  16. Diversity and Leadership in a Changing World

    Science.gov (United States)

    Eagly, Alice H.; Chin, Jean Lau

    2010-01-01

    Scholars of leadership have infrequently addressed the diversity of leaders and followers in terms of culture, gender, race and ethnicity, or sexual orientation. This omission has weakened the ability of research and theory to address some of the most provocative aspects of contemporary leadership, including (a) the limited access of individuals…

  17. Authentic Leadership in an Era of Change

    Science.gov (United States)

    Orem, Donna

    2016-01-01

    Donna Orem, interim president of the National Association of Independent Schools (NAIS), recalls two leaders in her early career who shaped her own approach to leadership and guided her through tough times. Here she shares some reflections on authentic leadership and focuses on the following four traits: (1) Being self aware and genuine; (2) Being…

  18. A transformational leadership model for managing change

    African Journals Online (AJOL)

    kirstam

    between transformational leadership and diversification strategies.Using a qualitative .... House's (1997) concepts of charisma and vision formulation became the pillars of contemporary ... Laissez-faire is applied in cases where a leadership- .... in market demands and preferences in favour of the products or services of new.

  19. Building leadership for LAC cities in a changing climate | CRDI ...

    International Development Research Centre (IDRC) Digital Library (Canada)

    This 48-month leadership program aims to develop multiple technical capacities among young leaders in the region, particularly women. It is one of three leadership programs implemented by IDRC's Climate Change Program in Latin America, the Caribbean, Africa, and Asia. It consists of a postgraduate diploma that ...

  20. The role of leadership in regional climate change adaptation

    NARCIS (Netherlands)

    Meijerink, Sander; Stiller, Sabina; Keskitalo, E.C.H.; Scholten, Peter; Smits, Robert; Lamoen, van Frank

    2015-01-01

    This paper aims to better understand the role of leadership in regional climate change adaptation. We first present a framework, which distinguishes five functions of leadership within inter-organizational networks: the connective, enabling, adaptive, political–administrative and dissemination

  1. Using instrumental leadership to manage change.

    Science.gov (United States)

    Lesic, S A

    1999-01-01

    Effective leadership is the key factor in directing and influencing change in an organization. In today's healthcare environment, leaders have less time to make decisions that will ensure their organization's survival, a fact that has forced them to recreate the way they do business and be cognizant of ways to remain competitive. In the environment of change, a new type of leader is needed--the instrumental leader--one who combines the charismatic traits of envisioning, energizing and enabling with the three key facilitating behaviors of controlling, structuring and rewarding. To these attributes the instrumental leader adds critical thinking, problem solving and a feedback mechanism. Leaders who focus on employees as individuals and on the organization as a whole will achieve greater success. Today's leader must share a picture of the intended reality with the organization's staff, constituents and the community. Those most affected by oncoming change must be included in future planning. A shared vision is, however, an ongoing process, with communication crucial for its success. At some point in the change process, leaders must spend time building teams, clarifying behaviors and administering rewards and punishments. Part of this process involves energizing and aligning employees who will find ways to implement the shared new vision. The instrumental leader understands the need for teams that will form the backbone of the integrated system. Creating objective measures for performance, based on the new shared vision, demonstrates the organization's values better than communication or vision alone. Additional training or dialogue may better clarify the organization's expectations of employees.

  2. The Labour Party and the Need for Change: Values, Education and Emotional Literacy/Intelligence

    Science.gov (United States)

    Matthews, Brian

    2012-01-01

    The author argues that when the Labour Party has analysed its values emotional development has been neglected. He shows the importance of emotional literacy and uses education as a vehicle to show how Labour when in power reinforced right-wing ideology. Ways of changing education policy are indicated. It is hoped that this article will promote a…

  3. Changing the Rules of the Game : the development and reform of party law in Latin America

    NARCIS (Netherlands)

    Molenaar, F.F.

    2017-01-01

    Party law, or the legal regulation of political parties, has become a prominent feature of party systems. Some party laws are designed to have a much larger political impact than others. It remains unknown why some countries adopt party laws that have substantial implications for party

  4. Examining Competing Models of Transformational Leadership, Leadership Trust, Change Commitment, and Job Satisfaction.

    Science.gov (United States)

    Yang, Yi-Feng

    2016-08-01

    This study discusses the influence of transformational leadership on job satisfaction through assessing six alternative models related to the mediators of leadership trust and change commitment utilizing a data sample (N = 341; M age = 32.5 year, SD = 5.2) for service promotion personnel in Taiwan. The bootstrap sampling technique was used to select the better fitting model. The tool of hierarchical nested model analysis was applied, along with the approaches of bootstrapping mediation, PRODCLIN2, and structural equation modeling comparison. The results overall demonstrate that leadership is important and that leadership role identification (trust) and workgroup cohesiveness (commitment) form an ordered serial relationship. © The Author(s) 2016.

  5. The effects of transformational and change leadership on employees' commitment to a change: a multilevel study.

    Science.gov (United States)

    Herold, David M; Fedor, Donald B; Caldwell, Steven; Liu, Yi

    2008-03-01

    The effects of transformational leadership on the outcomes of specific change initiatives are not well understood. Conversely, organizational change studies have examined leader behaviors during specific change implementations yet have failed to link these to broader leadership theories. In this study, the authors investigate the relationship between transformational and change leadership and followers' commitment to a particular change initiative as a function of the personal impact of the changes. Transformational leadership was found to be more strongly related to followers' change commitment than change-specific leadership practices, especially when the change had significant personal impact. For leaders who were not viewed as transformational, good change-management practices were found to be associated with higher levels of change commitment. Copyright 2008 APA

  6. Transformational leadership style and its relationship with change management

    Directory of Open Access Journals (Sweden)

    Aymn Sulieman Alqatawenah

    2018-03-01

    Full Text Available Transformational leadership is considered one of the main leadership styles that influence organizational and individual outcomes to achieve competitive advantage. This study aims to identify the relationship between some dimensions of transformational leadership namely: Idealized Influence, Inspirational motivation, Intellectual stimulation and empowerment, and change management in Jordanian Insurance companies. A questionnaire was developed to investigate the dimensions of the study and was applied to a sample that consisted of 500 respondents. SPSS package was utilized to analyze the quantitative data. The study has concluded that the dimensions of the transformational leadership (Idealized Influence, Inspirational motivation, Intellectual stimulation and Empowerment and change management are available in Jordanian Insurance companies. The study contributes by recommending organizations to conduct and organize training courses to enhance the capability of the workers by promoting empowerment’s behaviors, also taking into account the individual differences between the employees, particularly in assigning work and tasks.

  7. The state of Alberta's environment : our review and recommendations, for PCAA leadership candidates and opposition party leaders

    Energy Technology Data Exchange (ETDEWEB)

    Raynolds, M.; Whittingham, E.; Powell, G.

    2006-10-01

    Canada has the ability to become sustainable through the use of renewable energy, as well as by reducing waste and pollution, investing in natural capital, and promoting global sustainability. However, Canada will need active leadership from all provinces in order to achieve sustainability. This document was designed to inform leaders and leadership candidates in Alberta about key environmental and socio-economic issues relating to sustainable development in the province. The paper was divided into 5 categories: (1) land; (2) water; (3) air; (4) climate change; and (5) people. The categories presented current physical, ecological and political states, as well as recent trends and projects. Potential questions asked by stakeholders were provided at the end of each category, as well as a set of solutions. Solutions to land use challenges included establishing protected areas to protect wildlife habitat, implementing effective land use planning; and investing in recreation and tourism infrastructure to manage recreation impacts. Possible solutions to water-related challenges in Alberta included establishing a levy on water used for oil recovery; improving groundwater monitoring; and the establishment of a wetlands policy. Solutions to air-related challenges included adopting more stringent standards for industrial pollution; establishing air emission caps; and implementing a province-wide air monitoring program. Clear targets for absolute reductions in greenhouse gas (GHG) pollution were recommended, as well as fiscal incentives for reducing emissions. It was concluded that the government needs to develop a vision for resource developments in the province, and ensure that it is getting maximum revenue from the development of non-renewable resources.

  8. Parties at the convention of the United Nations on climatic change and second meeting of the parties to the Kyoto protocol

    International Nuclear Information System (INIS)

    2006-01-01

    Kenya hosted the second meeting of the Parties to the Kyoto Protocol in conjunction with the twelfth session of the conference of the Parties to the climatic change convention, in Nairobi from 6 to 17 November 2006. This document presents in a first part the key areas discussed at Nairobi; in a second part the international framework with the consequences of the Kyoto protocol implementation; and in the last part the demonstrable progresses of the France in the policy effects, tendencies concerning the greenhouse gases and the respect of the commitments. (A.L.B.)

  9. Leadership Development: A Lever for System-Wide Educational Change

    Science.gov (United States)

    Naicker, Suraiya R.; Mestry, Raj

    2016-01-01

    The continuous poor performance of South Africa's learners is detrimental to its developing economy. The need for education change prompted two universities to initiate a system-wide change strategy in a poorly performing school district. The leverage for change was leadership development, involving school principals and district officials. The…

  10. Transformational Leadership and Stakeholder Management in Library Change

    Directory of Open Access Journals (Sweden)

    Dolores Sucozhañay

    2014-11-01

    Full Text Available This article aims to analyse the role of library managers as change agent when implementing Library 2.0, using transformational leadership and stakeholder management approaches. To do so, a case study in a Latin American academic library was performed. The experiences acquired for a period of six years were analysed, during which three library managers were involved in managing change. Qualitative data from documents, interviews, and observations were collected, and qualitative analysis methods were used to obtain in-depth understanding of the change process. Results show that lack of transformational leadership and stakeholder management contribute to delayed implementation and limited adoption of innovations. Although library managers recognized the importance of different stakeholders to implement changes, they did not apply systematic and proactive strategies to define and manage them. All in all, library managers should be trained as change agents, with emphasis on transformational leadership and stakeholder management skills.

  11. The legitimacy of leadership in international climate change negotiations.

    Science.gov (United States)

    Karlsson, Christer; Hjerpe, Mattias; Parker, Charles; Linner, Bjorn-Ola

    2012-01-01

    Leadeship is an essential ingredient in reaching international agreements and overcoming the collective action problems associated with responding to climate change. In this study, we aim at answering two questions that are crucial for understanding the legitimacy of leadership in international climate change negotiations. Based on the responses of the three consecutive surveys distributed at COPs 14-16, we seek first to chart which actors are actually recognized as leaders by climate change negotiation participants. Second, we aim to explain what motivates COP participants to support different actors as leaders. Both these questions are indeed crucial for understanding the role, importance, and legitimacy of leadership in the international climate change regime. Our results show that the leadership landscape in this issue area is fragmented, with no one clear-cut leader, and strongly suggest that it is imperative for any actor seeking recognition as climate change leader to be perceived as being devoted to promoting the common good.

  12. Principal Change Leadership Competencies and Teacher Attitudes toward Change: The Mediating Effects of Teacher Change Beliefs

    Science.gov (United States)

    Tai, Mei Kin; Kareem, Omar Abdul; Nordin, Mohamad Sahari; Khuan, Wai Bing

    2018-01-01

    This study investigates the relationship between "Principal Change Leadership Competencies," "Teacher Change Beliefs" and "Teacher Attitudes toward Change." A total of 936 teachers from 47 High Performing Secondary Schools in Malaysia completed the survey. Structural equation modelling was applied to test the models.…

  13. A Pharmacy Course on Leadership and Leading Change

    Science.gov (United States)

    Traynor, Andrew P.; Janke, Kristin K.

    2009-01-01

    Objective To develop and implement a course that develops pharmacy students' leadership skills and encourages them to become leaders within the profession. Design A leadership course series was offered to pharmacy students on 2 campuses. The series incorporated didactic, experiential, and self-directed learning activities, and focused on developing core leadership skills, self-awareness, and awareness of the process for leading change. Assessment Students reported increased knowledge and confidence in their ability to initiate and lead efforts for change. The learning activities students' valued most were the StrengthsFinder assessment (67% of students rated “very useful”) and a Leadership Networking Partners (LNP) program (83% of students rated “very useful”). Conclusion Teaching leadership skills poses a significant challenge in curriculum development and requires multifaceted course design elements that resonate with students and engage the practice community. Addressing these requirements results in a high level of student engagement and a desire to continue the development of leadership skills. PMID:19513161

  14. Place-based collaboration: Leadership for a changing world

    Directory of Open Access Journals (Sweden)

    Hambleton Robin

    2015-12-01

    Full Text Available Placeless power, meaning the exercise of power by decision-makers who are unconcerned about the impact of their decisions on communities living in particular places, has grown significantly in the last thirty years. A consequence is that societies are becoming more unequal. Even in the wealthy global cities modern capitalism is increasing inequality at a formidable rate. In a new book the author provides an international, comparative analysis of the efforts being made by place-based leaders to create inclusive, sustainable cities. This article draws on the evidence presented in the book to suggest that place-based leaders can play a significant role in advancing social justice, promoting care for the environment and bolstering community empowerment. An opening section introduces the idea of place-based power, providing a context for the subsequent discussion. A second section sets out a new way of conceptualising the roles of place-based leaders in any given context, a framework described as the New Civic Leadership. This distinguishes five different realms of civic leadership. The third section provides an example of place-based leadership in action. It outlines the way local leadership has brought about a remarkable transformation of the central area of Melbourne, Australia. A final section presents a comparative discussion of three themes relating to place-based leadership and local collaboration: (i the changing possibilities for place-based leadership in our rapidly globalising world, (ii the need for outward-facing local government leadership given the changing nature of public policy challenges and (iii the role of place-based leadership in bringing about radical public innovation.

  15. 1988 changes to United States law regarding nuclear third party liability

    International Nuclear Information System (INIS)

    Cunningham, G.H.

    1989-09-01

    The Price-Anderson Amendments Act of 1988 has introduced sweeping changes into the nuclear third party liability regime in the United States. The basis principle that a single, assured source of funds for compensation of those injured by a nuclear incident, regardless of the party actually at fault, has been maintained. The amount of such funding has been increased tenfold, to more than $7 billion, with a commitment that even more will be made available by the Congress, if needed. The scope of compensable injury has been broadened to include precautionary evacuations. With respect to contractors carrying out the defense-related nuclear activities of the Government, the changes have been equally momentous. The ceiling on Government idemnification has risen to keep pace with the maximum amount of licensee liability. Provisions designed to provide greater incentive to adherence to all nuclear safety standards have been added, authorizing the imposition of substantial civil and criminal sanctions for violations

  16. Leadership and employees reaction towards change: Role of leaders personal attributes and transformational leadership.

    Directory of Open Access Journals (Sweden)

    Ayoosha Saleem

    2017-03-01

    Full Text Available This research study has empirically examined the role of leadership in shaping employees’ attitude towards an organizational change/reform in an educational sector organization i.e. Army Public Schools and Colleges System, Pakistan. Data was collected from 95 leaders (principals, wing-heads and coordinators and 250 employees (teachers through convenience sampling technique. Data was analyzed through Hierarchical Linear Modeling (HLM. This study has found that leaders’ and teachers’ dispositional resistance to change were positively related to teachers’ intentions to resist change and leaders’ transformational behaviors had a negative impact on teachers’ intentions to resist change. Furthermore, leaders’ conservation values were positively related to teachers’ resistance intentions whereas leaders’ openness to change values were negatively associated with teachers’ resistance intentions. However, transformational leadership did not moderate the relationship between teachers’ dispositional resistance to change and teachers’ resistance intentions.

  17. Collaborative Professional Development for Distributed Teacher Leadership towards School Change

    Science.gov (United States)

    Sales, Auxiliadora; Moliner, Lidón; Francisco Amat, Andrea

    2017-01-01

    Professional development that aims to build school change capacity requires spaces for collaborative action and reflection. These spaces should promote learning and foster skills for distributed leadership in managing school change. The present study analyses the case of the Seminar for Critical Citizenship (SCC) established by teachers of infant,…

  18. 33 Change Mantra and Leadership Model: Schoolings from Emmy ...

    African Journals Online (AJOL)

    USER

    Change Mantra and Leadership Model- Akowe. 37. Change: According to Webster's New Collegiate Dictionary is “to become or make different; to become something or somebody different. “From this definition, one can deduce that, it means a transformation in one's identity or makeup. This source, again at another level ...

  19. Changes in Leadership Attitudes and Beliefs Associated with the College Experience: A Longitudinal Study

    Science.gov (United States)

    Fischer, Donald V.; Wielkiewicz, Richard M.; Stelzner, Stephen P.; Overland, Maribeth; Meuwissen, Alyssa S.

    2015-01-01

    Incoming first-year college students completed a leadership survey prior to any formal leadership education. These students were reassessed during the spring of their senior year; 386 students completed both surveys. The differential effect of 33 leadership and demographic variables on change in hierarchical and systemic leadership beliefs were…

  20. A Content Analysis of Undergraduate Students' Perceived Reasons for Changes in Personal Leadership Behaviors

    Science.gov (United States)

    Burbank, Michael; Odom, Summer F.; Sandlin, M'Randa R.

    2015-01-01

    Leadership educators seek to understand how they can better develop leadership among their students through formal and informal course experiences. The purpose of this study was to understand how undergraduate students perceive reasons for changes in their leadership practices, after completing a personal leadership education course. The course…

  1. The Teacher Leadership Process: Attempting Change within Embedded Systems

    Science.gov (United States)

    Cooper, Kristy S.; Stanulis, Randi N.; Brondyk, Susan K.; Hamilton, Erica R.; Macaluso, Michael; Meier, Jessica A.

    2016-01-01

    This embedded case study examines the leadership practices of eleven teacher leaders in three urban schools to identify how these teacher leaders attempt to change the teaching practice of their colleagues while working as professional learning community leaders and as mentors for new teachers. Using a theoretical framework integrating complex…

  2. A Distributed Leadership Change Process Model for Higher Education

    Science.gov (United States)

    Jones, Sandra; Harvey, Marina

    2017-01-01

    The higher education sector operates in an increasingly complex global environment that is placing it under considerable stress and resulting in widespread change to the operating context and leadership of higher education institutions. The outcome has been the increased likelihood of conflict between academics and senior leaders, presaging the…

  3. Complex Adaptive Schools: Educational Leadership and School Change

    Science.gov (United States)

    Kershner, Brad; McQuillan, Patrick

    2016-01-01

    This paper utilizes the theoretical framework of complexity theory to compare and contrast leadership and educational change in two urban schools. Drawing on the notion of a complex adaptive system--an interdependent network of interacting elements that learns and evolves in adapting to an ever-shifting context--our case studies seek to reveal the…

  4. Implementing Culture Change in Nursing Homes: An Adaptive Leadership Framework.

    Science.gov (United States)

    Corazzini, Kirsten; Twersky, Jack; White, Heidi K; Buhr, Gwendolen T; McConnell, Eleanor S; Weiner, Madeline; Colón-Emeric, Cathleen S

    2015-08-01

    To describe key adaptive challenges and leadership behaviors to implement culture change for person-directed care. The study design was a qualitative, observational study of nursing home staff perceptions of the implementation of culture change in each of 3 nursing homes. We conducted 7 focus groups of licensed and unlicensed nursing staff, medical care providers, and administrators. Questions explored perceptions of facilitators and barriers to culture change. Using a template organizing style of analysis with immersion/crystallization, themes of barriers and facilitators were coded for adaptive challenges and leadership. Six key themes emerged, including relationships, standards and expectations, motivation and vision, workload, respect of personhood, and physical environment. Within each theme, participants identified barriers that were adaptive challenges and facilitators that were examples of adaptive leadership. Commonly identified challenges were how to provide person-directed care in the context of extant rules or policies or how to develop staff motivated to provide person-directed care. Implementing culture change requires the recognition of adaptive challenges for which there are no technical solutions, but which require reframing of norms and expectations, and the development of novel and flexible solutions. Managers and administrators seeking to implement person-directed care will need to consider the role of adaptive leadership to address these adaptive challenges. © The Author 2014. Published by Oxford University Press on behalf of The Gerontological Society of America. All rights reserved. For permissions, please e-mail: journals.permissions@oup.com.

  5. The Changing Research Context: Implications for Leadership

    Science.gov (United States)

    Billot, Jennie

    2011-01-01

    Within the changing tertiary environment, research activity and performance are coming under greater pressure and scrutiny. External policy and funding directives are resulting in revised institutional objectives, requiring variations to organisational structures and processes. These changes have an impact on the relationship between the…

  6. Leadership in academic and public libraries a time of change

    CERN Document Server

    Düren, Petra

    2013-01-01

    In a time when libraries have to face constant change, this book provides examples and advises on how to lead when change is needed (for example, when quality management is implemented or when libraries have to merge or to relocate). Engaging with how constant change affects leadership in libraries and how leaders in libraries act in times of change, this book is aimed at practitioners and students of Library and Information Science (LIS) alike, and is based on both theory and expert interviews from leaders in academic and public libraries that are in the midst, or are now coming out of a proc

  7. The Social Change Model as Pedagogy: Examining Undergraduate Leadership Growth

    Science.gov (United States)

    Buschlen, Eric; Dvorak, Robert

    2011-01-01

    Understanding whether leadership can be learned is important as many colleges and universities attempt to develop future leaders through a variety of programmatic efforts. Historic leadership research argues leadership is an innate skill. While contemporary leadership research tends to argue that leadership can be learned. The purpose of this…

  8. Lost in Translation? Emotional Intelligence, Affective Economies, Leadership and Organizational Change

    Science.gov (United States)

    Blackmore, Jill

    2011-01-01

    Not until the late 1990s did the rational/emotional binary embedded in mainstream literature on educational leadership and management come under challenge. Now the emotional dimensions of organisational change and leadership are widely recognised in the leadership, organisational change and school improvement literature. However, the dissolution…

  9. Collaborative Leadership as a Catalyst for Change

    Science.gov (United States)

    Davenport, Allan; Mattson, Kristen

    2018-01-01

    In the spring of 2015, Dr. Karen Sullivan, superintendent of Indian Prairie School District 204 in Aurora, Illinois, signed the Alliance for Excellent Education's Future Ready Pledge, "making a firm commitment to implementing meaningful changes toward a digital learning transition that supports teachers, and addresses the district's vision…

  10. South Asian Water (SAWA) Leadership Program on Climate Change ...

    International Development Research Centre (IDRC) Digital Library (Canada)

    South Asian Water (SAWA) Leadership Program on Climate Change. Selon le cinquième rapport du Groupe d'experts intergouvernemental sur l'évolution du climat, les principaux risques en Asie du Sud seraient une augmentation du débordement des rivières, des inondations côtières et des inondations en milieu urbain ...

  11. "I will change the world": The Intersection of Social Change and Male College Athletes' Leadership Perspectives.

    Science.gov (United States)

    Fuller, Rhema D; Harrison, C Keith; Lawrence, S Malia; Eyanson, Jeff; McArdle, Danielle

    2017-01-01

    Historically, men have been characterized as task-oriented leaders who are motivated by desires for autonomy, wealth, and power (17, 33). However, these "masculine" views of leadership might not accurately capture the leadership motivations of Millennial males as the views were developed in previous generations (4). Given the commitment of many Millennials towards socially responsible attitudes and behaviors (18, 25), we utilized a qualitative research design to examine the influence of social change on the leadership motivations of Millennial male intercollegiate athletes. In doing so, we found participants were motivated to lead in order to affect social change within their communities and within society. Our findings indicate a new perspective, one which includes a commitment to social change, is potentially needed when discussing "masculine" views of leadership.

  12. Matchmaking in organizational change : does every employee value participatory leadership? An empirical study

    OpenAIRE

    Rogiest, Sofie; Segers, Jesse; Witteloostuijn, van, Arjen

    2018-01-01

    Abstract: Although leadership is generally considered an important lever to increase commitment during organizational change, empirical research has yet to unravel many of the underlying mechanisms. In this paper, we propose that the impact of participative leadership on affective commitment to change will be contingent on employees orientation toward leadership. In our empirical study in two police organizations, we find evidence that followers orientation toward leadership is a useful inter...

  13. Leadership

    OpenAIRE

    Eagly, A. H.; Antonakis, J.

    2015-01-01

    In this chapter, we review leadership research, with special attention to the questions that psychologists have addressed. Our presentation emphasizes that the phenomena of leadership can be predicted by a wide range of situational, social, and individual differences factors. Although not organized into a single, coherent theory, these bodies of knowledge are sufficiently related that we are able to piece together a moderately cohesive picture of leadership. This emergent understanding derive...

  14. Leadership

    Science.gov (United States)

    2003-04-07

    USAWC STRATEGY RESEARCH PROJECT LEADERSHIP by LIEUTENANT COLONEL RONALD D. JOHNSON United States Army Colonel David R. Brooks Project Advisor The...TITLE AND SUBTITLE Leadership Unclassified 5a. CONTRACT NUMBER 5b. GRANT NUMBER 5c. PROGRAM ELEMENT NUMBER 6. AUTHOR(S) Johnson, Ronald D. ; Author... Leadership FORMAT: Strategy Research Project DATE: 07 April 2003 PAGES: 28 CLASSIFICATION: Unclassified This SRP shows that values and ethics are essential

  15. The Diffusion of Global Models of Appropriate Leadership Behavior: Explaining Changing Leadership Priorities of High Ranking Public Managers

    DEFF Research Database (Denmark)

    Hansen, Morten Balle

    , which emphasizes the importance of diffusion and translation of global models of legitimate behavior. The hypothesis is that certain globally legitimated notions of good leadership gradually became more widespread among municipal senior managers from the start of the 1990s to the end of the 2000s....... The empirical analyses are based on multivariate regression analyses of survey data generated among Danish municipal senior managers in 1992, 2006 and 2008. The study clearly indicates that a change has taken place in leadership orientation among Danish municipal senior managers towards globally legitimated...... models of good leadership. Municipal senior managers orient themselves more towards leadership priorities that are recommended in the international literature on leadership. They have generally become more oriented towards production, development of relations, innovation and attention to the external...

  16. Adapting to health impacts of climate change: a study of UNFCCC Annex I parties

    International Nuclear Information System (INIS)

    Lesnikowski, A C; Ford, J D; Berrang-Ford, L; Paterson, J A; Barrera, M; Heymann, S J

    2011-01-01

    Adapting to the health effects of climate change is one of the key challenges facing public health this century. Our knowledge of progress on adaptation, however, remains in its infancy. Using the Fifth National Communications of Annex I parties to the UNFCCC, 1912 initiatives are systematically identified and analyzed. 80% of the actions identified consist of groundwork (i.e. preparatory) action, with only 20% constituting tangible adaptations. No health vulnerability was recognized by all 38 Annex I countries. Furthermore, while all initiatives affect at least one health vulnerability, only 15% had an explicit human health component. Consideration for the special needs of vulnerable groups is uneven and underdeveloped. Climate change is directly motivating 71% of groundwork actions, and 61% of adaptation initiatives are being mainstreamed into existing institutions or programs. We conclude that the adaptation responses to the health risks of climate change remain piecemeal. Policymakers in the health sector must engage with stakeholders to implement adaptation that considers how climate change will impact the health of each segment of the population, particularly within those groups already considered most vulnerable to poor health outcomes.

  17. What do Parties Want?

    DEFF Research Database (Denmark)

    Pedersen, Helene Helboe

    2012-01-01

    What parties want – policy, office or votes - is important to how they represent their voters, how they make strategic decisions and how they respond to external changes in society. What parties strive to accomplish is simply important to what they do. Moreover, our knowledge of what parties want...... is important to what we expect them to do. For instance, coalition theory assumes that parties have homogeneous goals, and hence are equally likely to join coalitions given the same circumstances. However, this article investigates this basic assumption of party goal homogeneity and finds that party goals do...

  18. Building Social Change Oriented Leadership Capacity Among Student Organizations: Developing Students and Campuses Simultaneously.

    Science.gov (United States)

    Kezar, Adrianna; Acuña Avilez, Arely; Drivalas, Yianna; Wheaton, Marissiko M

    2017-09-01

    This chapter highlights nontraditional forms of leadership development in student organizations. Using the social change model for leadership as a framework, the authors discuss the ways in which collectivist and activist approaches can result in similar skills obtained through traditional forms of leadership development. © 2017 Wiley Periodicals, Inc., A Wiley Company.

  19. The Relation of Physics Teachers' Leadership with Burnout Levels and Attitudes towards Change. Turkey Case

    Science.gov (United States)

    Tortop, Hasan Said

    2012-01-01

    Nowadays, leadership concept has changed into ability to work with team behaviour from doing something alone It is inevitable that school managements include their teachers to the leadership concept. Leadership of physics teachers who educate necessary individuals for developing society in views of technologically and scientifically is important.…

  20. Leadership in New Hampshire Independent Schools: An Examination of Trust and Openness to Change

    Science.gov (United States)

    D'Entremont, John P.

    2016-01-01

    The study of leadership is extensive in business and public education. Research on headmaster leadership in private schools is limited. This mixed methods study aimed to determine if exemplary private school headmaster leadership practices builds faculty trust creating an openness to change. The sample in the study consisted of five National…

  1. Leadership

    OpenAIRE

    anonymous

    2001-01-01

    Leadership in a community of 30,000 offers lessons to all of us on vision, responsibility and character. See how the leaders of Garden City, Kansas deal with challenges that many communities face. This issue also provides information about leadership and Community Affairs resources.

  2. Developing high-level change and innovation agents: competencies and challenges for executive leadership.

    Science.gov (United States)

    Malloch, Kathy; Melnyk, Bernadette Mazurek

    2013-01-01

    The work of health care reform and revolution requires leadership competencies that integrate the digital realities of time, space, and media. Leadership skills and behaviors of command, control, and directing from predigital times are no longer effective, given the impacts of the digital changes. Developing leadership competence in evidence-driven processes, facilitation, collaborative teamwork, and instilling a sense of urgency is the work of today's executive leaders. Ten competencies necessary for contemporary executive leadership are presented in this article.

  3. The relationship between the principals’ leadership styles and their efficacy in change management

    Directory of Open Access Journals (Sweden)

    Yusuf İNANDI

    2016-04-01

    Full Text Available In this study, the relationship between principles’ efficacy in change management and their democratic and autocratic leadership styles are examined. The data in the research were collected from 231 teachers and 49 principals working in the central districts of Mersin, Turkey. According to the results obtained, there is a significant difference between teachers’ and principals’ views about principals’ efficacy in change management and their leadership styles. While principals define their leadership style as one of democratic leadership, teachers define their principles’ leadership style as autocratic. Also, a positive relation at the middle level is observed between all the dimensions of principals’ efficacy in change management and their democratic leadership styles. According to the results of regression analysis to understand the degree of the relation, democratic leadership style applied by the principals very much determines the dimensions of their efficacy in change management.

  4. Leadership and Ethics: A Pragmatic Exploration among Candidates in a Doctoral Leadership Program

    Science.gov (United States)

    Hatfield, Jennifer Marie

    2011-01-01

    The study of leadership and ethics, in the context of ethical behavior, is an area of concern, yet interest in an ever changing multicultural society of social norms and values. The magnitude of success has been and can be attributed to thriving and flourishing leadership exhibited by those parties involved. However, the behaviors exhibited by…

  5. School Leadership and Educational Change: Tools and Practices in Shared School Leadership Development

    Science.gov (United States)

    Hauge, Trond Eiliv; Norenes, Svein Olav; Vedøy, Gunn

    2014-01-01

    This study examines the features of school leadership as it evolved in an upper secondary school attempting to enhance school improvement through a dedicated team of developmental leaders. We study the team leadership's tools and design over one school year and report on the evolution of a collective approach to leadership for school…

  6. Change and Innovation Leadership in an Industrial Digital Environment

    Directory of Open Access Journals (Sweden)

    Steude Dietrich H.

    2017-12-01

    Full Text Available With the high pace of digital innovation processes the risk of digital disruption increases for industrial companies. However, the progress in industrial digitalization accelerates the decision processes and relieves management from routine work. It gives room for creative management challenges like change and innovation processes. Team-oriented methods like Design Thinking are becoming a crucial part of the innovation culture. Industrial leadership must find current ways that are linked to creativity and to a coordinated human interaction. The article ties together the relevant literature and innovative ideas of digital tools, agile methodology and consequences for a flexible organizational structure.

  7. A Study on Integrated Use of Turbulence Theory and Multi-Frame Leadership in School Leadership and Change

    OpenAIRE

    Cheng-Hung Chen

    2014-01-01

    This study aimed to engage in an empirical investigation on school leaders’ comprehensive perspectives of adopting both turbulence theory and multi-frame leadership model on change and leadership within school settings. Applying the qualitative case study approach, workshops and focus group interviews were held involving five directors and three principals from different elementary schools, who graduated from the master program in school administration where the researcher serves, to discuss ...

  8. Strategic Leadership as Determinant of Strategic Change: A Theoretical Review and Propositions

    OpenAIRE

    Ahadiat, Ayi

    2009-01-01

    The strategic change is an issue that closely related to strategic leadership. As this paper elaborates how strategic leadership determines the strategic change, the elaboration of both concept and their relationship are presented through propositions that are developed from the modified Hambrick’s model. Strategic leadership that causes strategic change in terms of strategic process and content within environmental and organizational context will lead to organizational performance as an ulti...

  9. Culture change, leadership and the grass-roots workforce.

    Science.gov (United States)

    Edwards, Mark; Penlington, Clare; Kalidasan, Varadarajan; Kelly, Tony

    2014-08-01

    The NHS is arguably entering its most challenging era. It is being asked to do more for less and, in parallel, a cultural shift in response to its described weaknesses has been prescribed. The definition of culture, the form this change should take and the mechanism to achieve it are not well understood. The complexity of modern healthcare requires that we evolve our approach to the workforce and enhance our understanding of the styles of leadership that are required in order to bring about this cultural change. Identification of leaders within the workforce and dissemination of a purposeful and strategic quality improvement agenda, in part defined by the general workforce, are important components in establishing the change that the organisation currently requires. We are implementing this approach locally by identifying and developing grassroots networks linked to a portfolio of safety and quality projects. © 2014 Royal College of Physicians.

  10. Beyond Service: Equipping Change Agents Through Community Leadership Education.

    Science.gov (United States)

    Marks, Laurie

    2015-01-01

    This chapter describes one university's effort to integrate civic engagement programs and leadership education curriculum, informed by empowerment theory, servant leadership, and community organizing methodologies. © 2015 Wiley Periodicals, Inc., A Wiley Company.

  11. Parties at the convention of the United Nations on climatic change and second meeting of the parties to the Kyoto protocol; Parties a la convention-cadre des Nations-Unies sur les changements climatiques et seconde reunion des parties au Protocole de Kyoto

    Energy Technology Data Exchange (ETDEWEB)

    NONE

    2006-07-01

    Kenya hosted the second meeting of the Parties to the Kyoto Protocol in conjunction with the twelfth session of the conference of the Parties to the climatic change convention, in Nairobi from 6 to 17 November 2006. This document presents in a first part the key areas discussed at Nairobi; in a second part the international framework with the consequences of the Kyoto protocol implementation; and in the last part the demonstrable progresses of the France in the policy effects, tendencies concerning the greenhouse gases and the respect of the commitments. (A.L.B.)

  12. Leadership Qualities for Successful School Change and Improvement

    Institute of Scientific and Technical Information of China (English)

    李宗文

    2013-01-01

      It is well acknowledged that school leadership plays a vital role in the management and development of a school. While what is good leadership? Based on the previous findings, this essay aims at probing into the possible qualities which can make sound school leadership.

  13. Generating Change from Below: What Role for Leadership from Above?

    Science.gov (United States)

    King, Fiona; Stevenson, Howard

    2017-01-01

    Purpose: In recent years the benefits of distributed leadership have often assumed the status of an unchallengeable orthodoxy. There is a general acceptance that leadership is best when it is dispersed. In reality this is often little more than a form of "licensed leadership" in which those working in subordinate roles can only exercise…

  14. Strategic Leadership and Entrepreneurial Capability for Game Change

    DEFF Research Database (Denmark)

    Abdelgawad, Sondos G.; Zahra, Shaker A.; Velikova, Silviya Svejenova

    2013-01-01

    In this article, we introduce the concept of entrepreneurial capability (EC) to capture a firm’s capacity to sense, select, and shape opportunities, and synchronize their strategic moves and resources in pursuit of these opportunities. We define EC and explain its dimensions, highlighting its role...... in achieving and sustaining a firm’s competitive advantage. We also propose that EC is instrumental for realizing a firm’s game-changing strategies, that is, those strategic moves that fundamentally alter the nature, domain and dynamics of competition. Furthermore, we propose that strategic leadership plays...... an essential role in honing a company’s EC and aligning it with its game-changing strategy by creating an organizational context where transforming the business ecosystem becomes feasible. Finally, we articulate the implications of EC for managerial practices and for advancing future research...

  15. About green political parties

    Directory of Open Access Journals (Sweden)

    Orlović Slobodan P.

    2015-01-01

    Full Text Available In this work the author refers to some legal and political questions in connection with green political parties. Those questions cover: the ideology of green political parties, their number and influence, both in general and in Serbia. The first part of work is generally speaking about political parties - their definition, ideology, role and action. Main thesis in this work is that green political parties, by their appearance, were something new on the political scene. But quickly, because of objective and subjective reasons, they were changing original ideas and were beginning to resemble to all other political parties. In this way, they lost their vanguard and political alternativeness.

  16. A Study on Integrated Use of Turbulence Theory and Multi-Frame Leadership in School Leadership and Change

    Directory of Open Access Journals (Sweden)

    Cheng-Hung Chen

    2014-12-01

    Full Text Available This study aimed to engage in an empirical investigation on school leaders’ comprehensive perspectives of adopting both turbulence theory and multi-frame leadership model on change and leadership within school settings. Applying the qualitative case study approach, workshops and focus group interviews were held involving five directors and three principals from different elementary schools, who graduated from the master program in school administration where the researcher serves, to discuss and reflect upon the cross match of two theories as they may be applied to change and leadership. Accordingly, both theories’ practical application encompassed three advantages: “both theories interactively match with each other,” “both theories correspond to the authentic context of school leadership and change,” and “the matching matrix of both theories could serve as school leaders’ decision check list;” meanwhile, there were two issues that needed to be noticed and examined, including “the differentiation, definition and measurement of turbulence levels,” and “the subjective identification of turbulence levels.” This study concluded by proposing practical implications of applying theory into practice of school leadership and change.

  17. What kind of leadership do we need for climate adaptation? A framework for analyzing leadership objectives, functions, and tasks in climate change adaptation

    NARCIS (Netherlands)

    Meijerink, S.; Stiller, S.J.

    2013-01-01

    This paper explores the relevance of various leadership concepts for climate change adaptation. After defi ning four main leadership challenges which are derived from the key characteristics of climate adaptation issues, a review of modern leadership theories addressing these challenges is

  18. Leaders and Change: Leadership Behaviors and Influence on Subordinates' Reaction to Organizational Change

    Science.gov (United States)

    Valencic-Miller, Olivia V.

    2017-01-01

    Within the educational arena today, leaders face many problems ranging from shifts in governmental mandates and regulations, to increased expectations for teachers and administrators in order to improve academic outcomes. Combining facets of leadership behaviors with organizational changes, the educational arena has become more complex compared to…

  19. A Qualitative Study of Superintendent Leadership Experiences during a Top-Down Organizational Change

    Science.gov (United States)

    Bryant, Johane

    2014-01-01

    The purpose was to investigate common experiences of superintendents as they responded to realignment of leadership responsibilities during an organizational change initiated by mayoral control. To discover the shared essence of changes in leadership responsibilities experienced by superintendents, individuals "told their stories" to…

  20. Matchmaking in organizational change : Does every employee value participatory leadership? An empirical study

    NARCIS (Netherlands)

    Rogiest, Sofie; Segers, Jesse; van Witteloostuijn, Arjen

    2018-01-01

    Although leadership is generally considered an important lever to increase commitment during organizational change, empirical research has yet to unravel many of the underlying mechanisms. In this paper, we propose that the impact of participative leadership on affective commitment to change will be

  1. Distributed Leadership and Organizational Change: Implementation of a Teaching Performance Measure

    Science.gov (United States)

    Sloan, Tine

    2013-01-01

    This article explores leadership practice and change as evidenced in multiple data sources gathered during a self-study implementation of a teaching performance assessment. It offers promising models of distributed leadership and organizational change that can inform future program implementers and the field in general. Our experiences suggest…

  2. Numerical Cognition Explains Age-Related Changes in Third-Party Fairness

    Science.gov (United States)

    Chernyak, Nadia; Sandham, Beth; Harris, Paul L.; Cordes, Sara

    2016-01-01

    Young children share fairly and expect others to do the same. Yet little is known about the underlying cognitive mechanisms that support fairness. We investigated whether children's numerical competencies are linked with their sharing behavior. Preschoolers (aged 2.5-5.5) participated in third-party resource allocation tasks in which they split a…

  3. Something for everyone? Changes and choices in the ethno-party scene in urban nightlife

    NARCIS (Netherlands)

    de Bruin, S.

    2011-01-01

    The urban population is becoming increasingly diverse and growing (ethnic) diversity is having a singular effect on nightlife in Dutch cities. By studying the motivation behind and nightlife choices of the young people who participate in ethno-party scenes, Boogaarts-de Bruin investigates how the

  4. Voting for a change : The democratic lure of populist radical right parties in voting behavior

    NARCIS (Netherlands)

    Immerzeel, T.

    2015-01-01

    With the entrance and growing popularity of populist radical right parties (PRRs) in Western and Eastern European democracies in the 1980s, 1990s and 2000s, the scientific and public debate has recently focused on the ‘threatening’ and ‘corrective’ consequences of the PRR for contemporary

  5. Social Change: A Framework for Inclusive Leadership Development in Nursing Education.

    Science.gov (United States)

    Read, Catherine Y; Pino Betancourt, Debra M; Morrison, Chenille

    2016-03-01

    The social change model (SCM) promotes equity, social justice, self-knowledge, service, and collaboration. It is a relevant framework for extracurricular leadership development programs that target students who may not self-identify as leaders. Application of the SCM in a leadership development program for prelicensure nursing students from underresourced or underrepresented backgrounds is described. Students' opinions about leadership for social change were explored through a focus group and a pilot test of an instrument designed to assess the values of the SCM. Students lack the experience required to feel comfortable with change, but they come into nursing with a sense of commitment that can be nurtured toward leadership for social change and health equity through best practices derived from the SCM. These include sociocultural conversations, mentoring relationships, community service, and membership in off-campus organizations. Nurse educators can cultivate inclusive leadership for social change using the SCM as a guide. Copyright 2016, SLACK Incorporated.

  6. Exploring Quantum Perspective in School Leadership: A Review of Effective Principal Leadership in the Changing Nature of School Management

    Directory of Open Access Journals (Sweden)

    Ikhfan Haris

    2016-06-01

    Full Text Available In dynamic changing nature of school management and school environments, schools need principals who are fully engaged, creative, energetic and competent. In the school, the principal is the key leader to lead and manage school resources. An effective school leadership with multi-tasking competences always makes a difference strategy and approaching in improving the quality of their school. These multi-tasking competences could be realized through approaching the quantum leadership. This paper focuses on providing an overview on multi-tasking competence of school principals with using the quantum leadership as approach for managing the school activity. In order to lead the school in effectively ways, the quantum skill grow into critical importance competences for school leaders. The paper also provides some examples of the required key performance indicators regarding the competence of quantum leadership. Finally, this review concluded that even though approaching of quantum leadership is it not enough to produce a great school but effective management through quantum skill is needed to run a good school, particulary in the changing nature of school management

  7. Leadership for coping with and adapting to policy change in ...

    African Journals Online (AJOL)

    Phumlani Myende

    Education Leadership, Management and Policy, School of Education, University of KwaZulu-Natal, ... The study included principals, heads of department, teachers and parents. .... academic results (Chikoko et al., 2015). .... experiences of the participating principals for a ... codes that related to leadership approaches that.

  8. Contemporary Challenges and Changes: Principals' Leadership Practices in Malaysia

    Science.gov (United States)

    Jones, Michelle; Adams, Donnie; Joo, Mabel Tan Hwee; Muniandy, Vasu; Perera, Corinne Jaqueline; Harris, Alma

    2015-01-01

    This article outlines the findings from a contemporary study of principals' leadership practices in Malaysia as part of the 7 System Leadership Study. Recent policy developments within Malaysia have increased principals' accountability and have underlined the importance of the role of the principals in transforming school performance and student…

  9. Successive leadership changes in the regional jet industry

    NARCIS (Netherlands)

    Vertesy, D.

    2014-01-01

    This study examines leadership dynamics in the regional jet manufacturing industry from the 1980s onwards. With the help of leading products (aircraft or aircraft family), British Aerospace (BAe), Fokker, Bombardier and Embraer consecutively took the leadership in terms of new deliveries. In order

  10. Responsible Leadership

    Science.gov (United States)

    Stone-Johnson, Corrie

    2014-01-01

    Purpose: At a time when school leadership takes on great import, we must ask how leadership can move beyond a focus on individual- and school-level changes to collective leadership that relies on the strength of relationships between schools and the communities in which they reside to foster and sustain change. Such leadership is termed…

  11. From Party Systems to Party Organizations: The Adaptation of Latin American Parties to Changing Environments De sistemas partidarios a la organización partidaria. La adaptación de partidos latinoamericanos a ambientes cambiantes

    Directory of Open Access Journals (Sweden)

    Laura Wills-Otero

    2009-04-01

    Full Text Available Review Article:Alcántara Sáez, Manuel (ed. (2008, Politicians and Politics in Latin America, Boulder: Lynne Rienner Publishers. Greene, Kenneth F. (2007, Why Dominant Parties Lose. Mexico’s Democratization in Comparative Perspective, New York: Cambridge University Press. Levitsky, Steven (2003, Transforming Labor-based Parties in Latin America: Argentine Peronism in Comparative Perspective, New York: Cambridge University Press. The study of party systems and political parties is one of the largest subfields in political science. Classic studies in advanced democracies focused primarily on party systems and developed theories about the causes and consequences of different types of systems. In recent years, new academic work begun to differentiate parties within systems by understanding their organizational structure, their internal dynamics, the different ways in which they interact with their constituencies, and the strategies that they use to attract voters. Studies show that parties within the same system behave and react differently given their internal conditions. This article reviews three scholarly books that deal with this issue. The works analyze the internal dynamics of Latin American political parties and their capacity to respond and adapt their structures when environmental challenges take place. Review Article:Alcántara Sáez, Manuel (ed. (2008, Politicians and Politics in Latin America, Boulder: Lynne Rienner Publishers. Greene, Kenneth F. (2007, Why Dominant Parties Lose. Mexico���s Democratization in Comparative Perspective, New York: Cambridge University Press. Levitsky, Steven (2003, Transforming Labor-based Parties in Latin America: Argentine Peronism in Comparative Perspective, New York: Cambridge University Press. El estudio de los sistemas de partidos y partidos políticos es una de las áreas más amplias en la ciencia política. Trabajos clásicos llevados a cabo en democracias avanzadas, enfocaron su atenci

  12. The effect of leadership style on the information receivers' reaction to management accounting change

    NARCIS (Netherlands)

    Jansen, E. Pieter

    Although we know that the use of accounting information and the leadership styles of managers are related, only little is known about how the leadership styles of managers affect the information receivers' reaction to management accounting change. Therefore, using a case study of a company that owns

  13. Motivating Teachers' Commitment to Change through Transformational School Leadership in Chinese Urban Upper Secondary Schools

    Science.gov (United States)

    Liu, Peng

    2015-01-01

    Purpose: The purpose of this paper is to examine the effects of transformational school leadership on teachers' commitment to change and the effects of organizational and teachers' factors on teachers' perception of transformational school leadership in the Chinese urban upper secondary school context. Design/methodology/approach: The paper mainly…

  14. Analysis of Leadership Dynamics in Educational Settings during Times of External and Internal Change

    Science.gov (United States)

    Jäppinen, Aini-Kristiina

    2017-01-01

    Background: The article concerns the tensions that can arise during demanding external, and consequential internal changes and considers how educational leadership is able to respond to them. Leadership is here understood as a collaborative endeavour, producing shared sense-making in situations of tension. Purpose: The main research question was:…

  15. Paving the Way for Change: Visionary Leadership in Action at the Middle Level.

    Science.gov (United States)

    Brown, Kathleen M.; Anfara, Vincent A., Jr.

    2003-01-01

    Case study explores visionary leadership in action by focusing on the strategies that some middle-school principals use before implementing schoolwide reforms. Finds that visionary leadership in action involves an initial exploration of possible change areas; discussions and education regarding the issues involved; and support, commitment, and…

  16. Circuit parties.

    Science.gov (United States)

    Guzman, R

    2000-03-01

    Circuit parties are extended celebrations, lasting from a day to a week, primarily attended by gay and bisexual men in their thirties and forties. These large-scale dance parties move from city to city and draw thousands of participants. The risks for contracting HIV during these parties include recreational drug use and unsafe sex. Limited data exists on the level of risk at these parties, and participants are skeptical of outside help because of past criticism of these events. Health care and HIV advocates can promote risk-reduction strategies with the cooperation of party planners and can counsel individuals to personally reduce their own risk. To convey the message, HIV prevention workers should emphasize positive and community-centered aspects of the parties, such as taking care of friends and avoiding overdose.

  17. FRAGMENTATION AND CONFLICT AMONG ISLAMIC POLITICAL PARTIES IN INDONESIA DURING REFORMASI ERA (1998-2009: Anatomy, Factors and Implications

    Directory of Open Access Journals (Sweden)

    Sri Yunanto

    2013-12-01

    Full Text Available Since independence of the Republic of Indonesia, Muslims, as the majority population, have established diverse Islamic political parties. The nature of such parties has changed from the days of the Old Order to the New Order and Reformasi eras. Despite similar anatomies between Islamic parties of the Old Order and those of Reformasi, Islamic political parties profess different ideological missions. While the beginning of Old Order saw the confederation of Islamic political parties, Masyumi, seeking to promote the establishment of an Islamic State, none of the Islamic political parties which mushroomed during Reformasi era expressly struggled for the establishment of an Islamic state. However, the Islamic political parties had to weather similar problems of internal conflict and fragmentation. Different ideological strands, policy stances and leadership styles are believed to be amongst the pivotal root causes of their domestic troubles. With their popular votes and parliamentary seats significantly reduced, they prove to be no competition to the nationalist political parties.

  18. Change It Up! What Girls Say About Redefining Leadership

    Directory of Open Access Journals (Sweden)

    Patricia A. Dawson

    2008-12-01

    Full Text Available A national study conducted by Girl Scouts of the USA and Fluent, a New York-based research firm explores the leadership aspirations of girls and boys. Over 4,000 youth were included in the study which examines perceptions, behaviors, experiences and attitudes regarding leadership. The executive summary includes numerous tables and charts highlighting the research findings and comparative responses of boys and girls. Readers will find the results from this study to be of great value when designing youth leadership programs.

  19. The Influence of the Leadership Style on the Resistance to Change Phenomenon in Romanian Organizations

    Directory of Open Access Journals (Sweden)

    Daniela Braduţanu

    2014-02-01

    Full Text Available In this article we examine the influence of the leadership style on the resistance to change phenomenon, as well as how the degree of resistance to change differs in private organizations versus public ones. After analyzing the literature and conducting a survey in Romanian organizations we have concluded that the leadership style adopted by a top manager has an important impact on employees resistance to change. The research was designed to inform practitioners, researchers, managers and other interested persons about the influence of the leadership style on the resistance to change phenomenon, as well as how the phenomenon is manifested in different types of organizations. The main contribution of this paper is that in order to benefit of a lower degree of resistance to change from employees, the participative leadership style is recommended to be applied.

  20. Sistema de partidos y cambio democrático: aproximaciones al caso dominicano Party system and democratic change: approaches to the Dominican case

    Directory of Open Access Journals (Sweden)

    Wilfredo LOZANO

    2011-03-01

    Full Text Available Se analizan las transformaciones de los partidos políticos y del sistema de partidos, tras la desaparición de los líderes fundadores de los tres principales partidos políticos modernos: Bosch (PLD, Peña Gómez (PRD y Balaguer (PRSC. Se analizan los procesos constitutivos del sistema de partidos y los estilos de liderazgo. Se discute la relación del sistema de partidos con el Estado, destacando su ascendiente neopatrimonialista y la función del clientelismo. Finalmente, se proponen algunas notas destacando el proceso de formación de una élite neopatrimonialista y el manejo clientelar de la política electoral.The analysis of transformation of political parties as well as the party system have taken place after the disappearance of the three mayor political leaders and founders of the three most important modern political parties: Bosch (PLD, Peña Gómez (PRD and Balaguer (PRSC. The constituent process of party system and leadership styles have been studied. The relationship between party systems and the State have been discussed, emphasizing its neopatrimonialist ascending and clientelism performance. Finally, a few notes have been provided in order to address the development of a neopatrimonialist elite and clientelistic management of electoral politics.

  1. Leadership and Diversity: Challenging Theory and Practice in Education. Education Leadership for Social Change

    Science.gov (United States)

    Lumby, Jacky; Coleman, Marianne

    2007-01-01

    As society becomes increasingly diverse, there is significant international awareness in education about how this impacts on leaders and leadership. For decades the emphasis has been placed on increasing the number of leaders with specific attributes, such as women or those from ethnic minorities, to encourage a true representation of society.…

  2. The Nature of Leadership: A Case Study of Distributed Leadership amidst a Participative Change Effort

    Science.gov (United States)

    Coleman, Eric D.

    2014-01-01

    The purpose of this study was to examine the nature of distributed leadership at the University of ABC's SCPS, as the School worked to transform itself through reorganization. The study examined the perceptions of key leaders and members of the implementation team as they sought to understand the implementation of a more participative approach to…

  3. Transportation system resilience, extreme weather and climate change : a thought leadership series

    Science.gov (United States)

    2014-09-01

    This report summarizes key findings from the Transportation System Resilience, Extreme Weather and Climate Change thought leadership series held at Volpe, the National Transportation Systems Center from fall 2013 to spring 2014.

  4. The relationship between the principals’ leadership styles and their efficacy in change management

    OpenAIRE

    Yusuf İNANDI; Ayşe UZUN; Hayriye YEŞİL

    2016-01-01

    In this study, the relationship between principles’ efficacy in change management and their democratic and autocratic leadership styles are examined. The data in the research were collected from 231 teachers and 49 principals working in the central districts of Mersin, Turkey. According to the results obtained, there is a significant difference between teachers’ and principals’ views about principals’ efficacy in change management and their leadership styles. While principals define their lea...

  5. The Crucible simulation: Behavioral simulation improves clinical leadership skills and understanding of complex health policy change.

    Science.gov (United States)

    Cohen, Daniel; Vlaev, Ivo; McMahon, Laurie; Harvey, Sarah; Mitchell, Andy; Borovoi, Leah; Darzi, Ara

    2017-05-11

    The Health and Social Care Act 2012 represents the most complex National Health Service reforms in history. High-quality clinical leadership is important for successful implementation of health service reform. However, little is known about the effectiveness of current leadership training. This study describes the use of a behavioral simulation to improve the knowledge and leadership of a cohort of medical doctors expected to take leadership roles in the National Health Service. A day-long behavioral simulation (The Crucible) was developed and run based on a fictitious but realistic health economy. Participants completed pre- and postsimulation questionnaires generating qualitative and quantitative data. Leadership skills, knowledge, and behavior change processes described by the "theory of planned behavior" were self-assessed pre- and postsimulation. Sixty-nine medical doctors attended. Participants deemed the simulation immersive and relevant. Significant improvements were shown in perceived knowledge, capability, attitudes, subjective norms, intentions, and leadership competency following the program. Nearly one third of participants reported that they had implemented knowledge and skills from the simulation into practice within 4 weeks. This study systematically demonstrates the effectiveness of behavioral simulation for clinical management training and understanding of health policy reform. Potential future uses and strategies for analysis are discussed. High-quality care requires understanding of health systems and strong leadership. Policymakers should consider the use of behavioral simulation to improve understanding of health service reform and development of leadership skills in clinicians, who readily adopt skills from simulation into everyday practice.

  6. “I will change the world”: The Intersection of Social Change and Male College Athletes’ Leadership Perspectives

    Science.gov (United States)

    FULLER, RHEMA D.; HARRISON, C. KEITH; LAWRENCE, S. MALIA; EYANSON, JEFF; MCARDLE, DANIELLE

    2017-01-01

    Historically, men have been characterized as task-oriented leaders who are motivated by desires for autonomy, wealth, and power (17, 33). However, these “masculine” views of leadership might not accurately capture the leadership motivations of Millennial males as the views were developed in previous generations (4). Given the commitment of many Millennials towards socially responsible attitudes and behaviors (18, 25), we utilized a qualitative research design to examine the influence of social change on the leadership motivations of Millennial male intercollegiate athletes. In doing so, we found participants were motivated to lead in order to affect social change within their communities and within society. Our findings indicate a new perspective, one which includes a commitment to social change, is potentially needed when discussing “masculine” views of leadership. PMID:29170692

  7. Gendering transnational party politics

    DEFF Research Database (Denmark)

    Kantola, Johanna; Rolandsen-Agustín, Lise

    2016-01-01

    research traditions, we build toward an analytical framework to study gender and transnational party politics. Our empirical analysis focuses on two policy issues, the economic crisis and the sexual and reproductive health and rights, analyzing European Parliament reports, debates and voting on the issues...... from 2009 to 2014. By focusing on gender equality constructions and the way in which consensus and contestation are built around them within and between party groups, we argue that shared constructions about gender equality are issue specific and change over time. Consensus breaks down along the left......In this article, we analyze transnational party politics in the European Union from a gender perspective. This is a subject that has been neglected both by mainstream European studies on party politics and by gender scholars who work on political parties. Drawing on the insights of these two...

  8. Divergence over conformity: Change in immigration attitudes after the electoral success of an anti-immigration populist party in the Finnish 2015 parliamentary elections.

    Science.gov (United States)

    Lönnqvist, Jan-Erik; Mannerström, Rasmus; Leikas, Sointu

    2018-06-05

    The populist, anti-immigration-oriented Finns Party was considered the winner of the Finnish 2015 parliamentary elections. In a representative sample of young adults (N = 606), a longitudinal pre- post-election design revealed that attitudes towards immigration became more favourable among those disappointed by the outcome and those who did not vote for the Finns Party. Among the latter, both supporting the green-red rival parties and disliking the Finns Party independently predicted increased support for migration. Other attitudes did not change. The results highlight the importance of social processes and identity concerns, particularly self-categorization, as drivers of attitude change. While previous work has focused on conformity dynamics, our results suggest that diverging from an unwanted identity may be associated with attitude change. © 2018 International Union of Psychological Science.

  9. Transformational Leadership and Organizational Change during Agile and DevOps Initiatives

    Science.gov (United States)

    Mayner, Stephen W.

    2017-01-01

    Organizational change initiatives are more likely to fail than to succeed, especially when the change challenges corporate culture and norms. Researchers have explored factors that contribute to change failure, to include the relationship between leadership behaviors and change success. Peer reviewed studies have yet to examine these variables in…

  10. From Management to Leadership: Semantic or Meaningful Change?

    Science.gov (United States)

    Bush, Tony

    2008-01-01

    Educational management was still a relatively new field of study and practice in the UK at the time of the Education Reform Act (ERA) 1988. The field focused on "management" and not leadership. This emphasis very much reflected the business world and its use in education illustrated the "policy borrowing" characteristic of an…

  11. Utilizing Teacher Leadership as a Catalyst for Change in Schools

    Science.gov (United States)

    Ankrum, Raymond J.

    2016-01-01

    School leaders are constantly trying to find alternative ways to leverage and explore teacher leadership potential in their school building(s). Teachers leaders that are willing to go above and beyond their general duties. Teacher leaders are the type of educators that fall under the motif of potentially taking on additive responsibilities that…

  12. "Metamorphosis": A Collaborative Leadership Model to Promote Educational Change

    Science.gov (United States)

    Gialamas, Stefanos; Pelonis, Peggy; Medeiros, Steven

    2014-01-01

    A school that holds as a central belief that knowledge is individually and socially constructed by learners who are active observers of the world, active questioners, agile problem posers and critical and creative problem solvers must evolve leadership models and organizational patterns that mirror this model of genuine and meaningful learning as…

  13. THE IMPACT OF PERSONALITY AND LEADERSHIP STYLES ON LEADING CHANGE CAPABILITY OF MALAYSIAN MANAGERS

    OpenAIRE

    Ali Hussein Alkahtani; Ismael Abu-Jarad; Mohamed Sulaiman; Davoud Nikbin

    2011-01-01

    This study was conducted to investigate the influence of the Big Five Dimensions of personality of the Malaysian Managers and the leadership styles these managers use on their leading change capabilities. Total sample of 105 managers was used in this study. The results of this study revealed that the Malaysian managers tend to enjoy personalities that are conscious and open to experience. These managers tend to use consultative leadership style. However, they use autocratic, democratic and so...

  14. Women's Health Leadership to Enhance Community Health Workers as Change Agents.

    Science.gov (United States)

    Ingram, Maia; Chang, Jean; Kunz, Susan; Piper, Rosie; de Zapien, Jill Guernsey; Strawder, Kay

    2016-05-01

    Objectives A community health worker (CHW) is a frontline public health worker who is a trusted member of and/or has an unusually close understanding of the community served. While natural leadership may incline individuals to the CHW profession, they do not always have skills to address broad social issues. We describe evaluation of the Women's Health Leadership Institute (WHLI), a 3-year training initiative to increase the capacity of CHWs as change agents. Methods Pre-/postquestionnaires measured the confidence of 254 participants in mastering WHLI leadership competencies. In-depth interviews with CHW participants 6 to 9 months after the training documented application of WHLI competencies in the community. A national CHW survey measured the extent to which WHLI graduates used leadership skills that resulted in concrete changes to benefit community members. Multivariate logistic regressions controlling for covariates compared WHLI graduates' leadership skills to the national sample. Results Participants reported statistically significant pre-/postimprovements in all competencies. Interviewees credited WHLI with increasing their capacity to listen to others, create partnerships, and initiate efforts to address community needs. Compared to a national CHW sample, WHLI participants were more likely to engage community members in attending public meetings and organizing events. These activities led to community members taking action on an issue and a concrete policy change. Conclusions Leadership training can increase the ability of experienced CHWs to address underlying issues related to community health across different types of organizational affiliations and job responsibilities. © 2016 Society for Public Health Education.

  15. Experiential Workshop with Educational Leadership Doctoral Students: Managing Affective Reactions to Organizational Change

    Science.gov (United States)

    Falls, Leigh; Jara, Teresa; Sever, Tim

    2009-01-01

    Managing change processes, resistance to change, and organizational members' emotional reactions to change are crucial skills for future educational leaders to learn. Our case study is based on a workshop conducted using two experiential exercises to facilitate current educational leadership doctoral students' reflections on their own reactions to…

  16. Leadership behaviors for successful university--community collaborations to change curricula.

    Science.gov (United States)

    Bland, C J; Starnaman, S; Hembroff, L; Perlstadt, H; Henry, R; Richards, R

    1999-11-01

    What constitutes effective leadership in a collaborative effort to achieve enduring curricular and student career changes? This question was investigated as part of a larger evaluation of the W. K. Kellogg Foundation's Community Partnership Health Professions Education, a five-year initiative involving projects at seven sites. The goal was to produce more primary care health providers by making enduring curricular change. Data were collected from participants with respect to predictors of project success and leaders' use of 16 behaviors via telephone interviews, mailed surveys, and focus groups. Focus groups also gathered project leaders' views of skills and knowledge necessary for effective leadership. Leadership strategies associated with positive outcomes were: consistent leader; use of multiple cognitive frames, especially a human resource frame; use of a broad range of leadership behaviors, particularly participative governance and cultural influence; and a majority of community representatives on the partnership board. The primary leader, compared with a leadership team, is most influential in achieving positive outcomes. Effective leaders use a broad array of behaviors, but particularly emphasize the use of participative governance and culture/value-influencing behaviors. In addition, the more frequent use of these behaviors compared with the use of organizational power behaviors is important. It is helpful to perceive the project from a human-relations frame and at least one other frame. Using a leadership team can be helpful, especially in building coalitions, but the importance of the primary leader's behaviors to project outcomes is striking.

  17. Organizational models as configurations of structure, culture, leadership, control, and change strategy

    Directory of Open Access Journals (Sweden)

    Janićijević Nebojša

    2017-01-01

    Full Text Available Starting from the axioms of consistency, stability, contingency, and configuration, research on organizational structure, culture, control, leadership, and change management strategy has shown that their typical configurations, or models, can be differentiated according to the same two criteria: distribution of power and dominant organizational dimension. On the one hand there are models of structure, culture, control, leadership, and change management strategy that are based on an unequal, or authoritarian, distribution of power within organizations, while on the other hand there are models that are based on democratic, or equal, distribution of power. Also, on the one hand there are models of structure, culture, control, leadership, and change strategy that are based on work structure and tasks, while on the other hand there are models of these organizational components that are based on social structure, people, and their relationships. Harmonization of typical configurations of organizational structure, culture, control, leadership, and change strategy occurs due to the harmonization of the differentiation criteria. Based on this harmonization, four organizational models have been identified as typical configurations of structure, culture, control, leadership, and change strategy: the autocratic, bureaucratic, innovative, and task models. Each of these models is effective in a different environmental contingency.

  18. Changes in leadership styles as a function of a four-day leadership training institute for nurse managers: a perspective on continuing education program evaluation.

    Science.gov (United States)

    Wolf, M S

    1996-01-01

    This study measured changes in knowledge acquisition and application of the Hersey and Blanchard model of leadership styles and leadership style adaptability among 144 registered nurses who participated in a four-day management institute. A pre- and post-institute administration of the LEAD-Self instrument was conducted. Although the findings demonstrated a significant change in the participants' leadership styles, the data revealed that outcomes were not as positive as had been assumed based on participants' self-reports. The discussion of findings reveals the complexity and the necessity of measuring learning outcomes for continuing education program improvement.

  19. Party politics and Greek security policy from 1974 to 1984: change and continuity

    OpenAIRE

    Haines, John L.

    1984-01-01

    Approved for public release; distribution is unlimited This thesis explores the effects of political change on Greek security policy during the period 1974 to 1984. This period encompasses significant change in Greece's foreign relations including those with the United States. The central question is: Are the elements of Greek security policy based on long-term basic interests which find consistent expression, or are they a function of domestic political factors, more ideologicall...

  20. TRANSFORMATIONAL LEADERSHIP – THE ART OF SUCCESSFULLY MANAGING TRANSFORMATIONAL ORGANIZATIONAL CHANGES

    Directory of Open Access Journals (Sweden)

    Ionel Scaunasu

    2012-12-01

    Full Text Available Companies today face new challenges waves, striving to remain competitive in a rapidly-changing market. Transformational leadership is a strategic key approach to successfully managing organizational transformational changes, the art of boat business leads by turbulence beginning of the XXI century. In fact, this is a new quality of leadership that so-called transactional management blew it in an attempt to end the cycle of conversion efficiency. In this sense, the success of transformational organizational change management involving key people in an organization (managers to develop appropriate skill sets and attributes that characterize the so-called transformational leaders.

  1. Leadership change: A case study analysis of strategy and control systems development

    Directory of Open Access Journals (Sweden)

    Alaudin Ahmadasri

    2017-01-01

    Full Text Available This paper reports on how a change of leadership at the CEO-level influences strategic practices and control systems development. The case study describes how the new chief executive developed and communicated his vision and strategy through control systems and structural change. The findings indicate that senior employees’ involvement in strategic plan development (through SLT mechanism in this case brought clarity and assurance to them. Meetings are important control mechanisms to structure the sharing of information and to enhance employee commitment and help decision making. It is argued leadership manifests through the interactions of leader with employees in many control practices. The findings have implications for family-owned businesses that are facing imminent change in leadership. They benefit founders/top managers that are about to change leadership of entrepreneurial firm to the next level by highlighting the importance of preparing leader’s capacity for an effective leadership role. The study also highlights some important factors which are seldom discussed in control theories.

  2. Authentic Leadership: Strategy of the Implementation of Madrasah Management of Change

    Directory of Open Access Journals (Sweden)

    Aan Komariah

    2017-12-01

    Full Text Available Implementing the management of madrasah change starts from an authentic leadership. Authentic leadership is the identity of a head of madrasah in developing value-based educational system. His identity is seen from his sincerity in working, his kindness in treating people and the sharpness of his mind in determining the future of the organization. The authentic leadership of madrasah should represent the identity of moslem morality with work orientation on the sincerity of being a STAF+B (Siddiq, Tablig, Amanah, Fathonah + Brave leader. Leading the madrasah in the context of implementing management of change is not enough to be pious but it requires courage to take strategic and innovative decisions in realizing a qualified madrasah. This research aims to find an authentic leadership strategy model for management of change by head of madrasah. The research was conducted on the head of madrasah in Pangandaran Regency. The results show that the application of authentic leadership can build madrasah changes by empowering the Professional Learning Community (PLC in which 4CS strategy is implemented in a reciprocal (cumsuis-Casing, Communicating, Competencies, Contribution, Sample. The followers can identify who the authentic leader is by finding the integrity of identity that represents in: his mind is vision; his heart is good and his legs work hard.

  3. Leadership and organizational change for implementation (LOCI): a randomized mixed method pilot study of a leadership and organization development intervention for evidence-based practice implementation.

    Science.gov (United States)

    Aarons, Gregory A; Ehrhart, Mark G; Farahnak, Lauren R; Hurlburt, Michael S

    2015-01-16

    Leadership is important in the implementation of innovation in business, health, and allied health care settings. Yet there is a need for empirically validated organizational interventions for coordinated leadership and organizational development strategies to facilitate effective evidence-based practice (EBP) implementation. This paper describes the initial feasibility, acceptability, and perceived utility of the Leadership and Organizational Change for Implementation (LOCI) intervention. A transdisciplinary team of investigators and community stakeholders worked together to develop and test a leadership and organizational strategy to promote effective leadership for implementing EBPs. Participants were 12 mental health service team leaders and their staff (n = 100) from three different agencies that provide mental health services to children and families in California, USA. Supervisors were randomly assigned to the 6-month LOCI intervention or to a two-session leadership webinar control condition provided by a well-known leadership training organization. We utilized mixed methods with quantitative surveys and qualitative data collected via surveys and a focus group with LOCI trainees. Quantitative and qualitative analyses support the LOCI training and organizational strategy intervention in regard to feasibility, acceptability, and perceived utility, as well as impact on leader and supervisee-rated outcomes. The LOCI leadership and organizational change for implementation intervention is a feasible and acceptable strategy that has utility to improve staff-rated leadership for EBP implementation. Further studies are needed to conduct rigorous tests of the proximal and distal impacts of LOCI on leader behaviors, implementation leadership, organizational context, and implementation outcomes. The results of this study suggest that LOCI may be a viable strategy to support organizations in preparing for the implementation and sustainment of EBP.

  4. The Influence of Leadership Behavior and Organizational Commitment on Organizational Readiness for Change in a Higher Learning Institution

    Science.gov (United States)

    Nordin, Norshidah

    2012-01-01

    Many factors contribute to the effectiveness in implementing organizational change. However, many change effort fail due to several factors such as lack of commitment, style of leadership, and emotional distress of the employees who have to implement the change. This study was intended to determine the influence of leadership behavior and…

  5. Fishing for leadership: The role diversification plays in facilitating change agents.

    Science.gov (United States)

    Stoll, Joshua S

    2017-09-01

    Leadership is often viewed as being critical to successful natural resource management. This research focuses on a set of leaders identified through a social network analysis of fishers in a rural coastal region. Leaders' connections to different fisheries are evaluated, and these actors are found to be significantly more diversified than other fishers in the area. Drawing on theory related to institutional entrepreneurship and a series of in-depth interviews with these actors, this paper puts forward several hypotheses to explain how diverse social-ecological connections facilitate leadership. Three mechanisms are identified. Being diversified facilitates: (1) production of alternative visions; (2) framing of tractable strategies to sustain local marine resource; and (3) participation in the management process. While more research is needed to understand the relationship between diversification and leadership, these exploratory results suggest that leadership is, in part, a manifestation of ecological circumstance, supporting recent assertions that scholarship on leadership in natural resource management settings could benefit from being more attentive to the processes that shape leadership rather than fixating on individuals and their personal attributes. Given that fisheries policies increasingly constrain diversification, policymakers and managers should consider how specialization of fishers might change the form and function of leaders in the future. Copyright © 2017 Elsevier Ltd. All rights reserved.

  6. Leadership behavior changes following a theory-based leadership development intervention: A longitudinal study of subordinates' and leaders' evaluations.

    Science.gov (United States)

    Larsson, Gerry; Sandahl, Christer; Söderhjelm, Teresa; Sjövold, Endre; Zander, Ann

    2017-02-01

    The aim was to evaluate effects of leadership courses based on the developmental leadership model at the leadership behavioral level. A longitudinal design was employed with assessments before, one and six months after the leadership courses. The sample consisted of 59 leaders who made self-ratings and were rated by at least three subordinates on each occasion. Leadership behaviors were measured with the Developmental Leadership Questionnaire (DLQ). A limited increase of favorable leadership behaviors and a significant reduction of unfavorable leadership behaviors were found, particularly according to the subordinates' ratings. A cluster analysis yielded three meaningful leader profiles and showed that this pattern was found in all three profiles, irrespective of how favorably they were rated before the onset of the intervention. © 2016 Scandinavian Psychological Associations and John Wiley & Sons Ltd.

  7. Christmas party

    CERN Multimedia

    Staff Association

    2011-01-01

    The Christmas party organized by the Staff Association took place on Saturday 3 December. 200 children from 5 to 7 years old attended a magic show which filled them with wonder. Then they were served a snack in the Novae restaurant. Finally, just before their parents came to pick them up, Father Christmas gave them a present. The Staff Association wishes you a Merry Christmas and a Happy New Year!

  8. 77 FR 42149 - Changes To Implement the Preissuance Submissions by Third Parties Provision of the Leahy-Smith...

    Science.gov (United States)

    2012-07-17

    ... Provision of the Leahy-Smith America Invents Act; Final Rule #0;#0;Federal Register / Vol. 77 , No. 137... Implement the Preissuance Submissions by Third Parties Provision of the Leahy-Smith America Invents Act... preissuance submissions by third parties provision of the Leahy-Smith America Invents Act (AIA). This...

  9. Forming of the dynamics of the changes in convergent production system depending on size of production party

    Directory of Open Access Journals (Sweden)

    Bożena Zwolińska

    2017-09-01

    Full Text Available Background: In terms of Lean Six Sigma, the whole process focuses on clients and their needs. Existence of a client generates the supply of companies. Extended customization has a negative impact for a structure of the production system. Dynamics of changes and no predictability of system’s state in time t+1 lead to increase of the operational costs. It particularly affects those companies which are producing goods using MTO (make – to – order method in short series. The goal of this article is to establish a mathematical model defining how the structure of a production system is subject to change depending on the volume of the production batch for a production system in accordance with MTO. Furthermore pilot calculations have been presented which determine the probability value, how subsequent random variables are contained within three standard deviations (±3δ from the determined expected value (ET for the entire production structure. Months of analysis and research on introducing selected lean toolbox components to a polish company from the small and medium enterprises sector resulted in the models presented in the article. The production structure of the discussed actual facility is complex and is of converged nature in accordance with MTO, while the final products are manufactured in short production series with a relatively wide customization options. Materials and results: Wrought models consider theories of  Klir and Maserovicz [Mesarovic 1964] and also theory of mass operation (one of the probability areas.  In the article there are results from two models which are fundamental in defining problems in logistics engineering and production in scientific research. Important attribute of presented models is a fact that they consider relations between variables in a structure of consecutive processes and also consider relations between a size of production party and a real object. Presented models are not only theoretical coverage

  10. Insecure Commitment and Resistance: An Examination of Change Leadership, Self-Efficacy, and Trust on the Relationship between Job Insecurity, Employee Commitment, and Resistance to Organizational Change

    Science.gov (United States)

    Smith, Robert Elijah

    2013-01-01

    This study was designed to examine the mediation role of self-efficacy and the moderating roles of change leadership strategy and trust on the change attitudes of job insecure employees. Using job insecurity theory (Greenhalgh, 1983), Chin & Benne's (1961) seminal classification of change leadership strategies and the tripartite model of…

  11. Leadership and transformational change in healthcare organisations: a qualitative analysis of the North East Transformation System.

    Science.gov (United States)

    Erskine, Jonathan; Hunter, David J; Small, Adrian; Hicks, Chris; McGovern, Tom; Lugsden, Ed; Whitty, Paula; Steen, Nick; Eccles, Martin Paul

    2013-02-01

    The research project 'An Evaluation of Transformational Change in NHS North East' examines the progress and success of National Health Service (NHS) organisations in north east England in implementing and embedding the North East Transformation System (NETS), a region-wide programme to improve healthcare quality and safety, and to reduce waste, using a combination of Vision, Compact, and Lean-based Method. This paper concentrates on findings concerning the role of leadership in enabling tranformational change, based on semi-structured interviews with a mix of senior NHS managers and quality improvement staff in 14 study sites. Most interviewees felt that implementing the NETS requires committed, stable leadership, attention to team-building across disciplines and leadership development at many levels. We conclude that without senior leader commitment to continuous improvement over a long time scale and serious efforts to distribute leadership tasks to all levels, healthcare organisations are less likely to achieve positive changes in managerial-clinical relations, sustainable improvements to organisational culture and, ultimately, the region-wide step change in quality, safety and efficiency that the NETS was designed to deliver. © The Author(s) 2013 Reprints and permissions: sagepub.co.uk/journalsPermissions.nav.

  12. "We're Not in Kansas Anymore" Disaster Relief, Social Change Leadership, and Transformation

    Science.gov (United States)

    Buschlen, Eric L.; Warner, Cathleen A.

    2014-01-01

    This qualitative study explored a high-intensity, transformational service event following a natural disaster. Using data collected from promptbased journals, the researchers in this study sought to understand how social change leadership develops while serving after a natural disaster. This paper outlines how qualitative research can be used to…

  13. Foregrounding the Role of Relationships in Reform: A Social Network Perspective on Leadership and Change

    Science.gov (United States)

    Liou, Yi-Hwa; Daly, Alan J.; Brown, Chris; del Fresno, Miguel

    2015-01-01

    Purpose: The role of relationships in the process of leadership and change is central, yet the social aspect of the work of reform is often background in favor of more technical approaches to improvement. Therefore, the purpose of this paper is to argue that social network theory and analysis provides a useful theory and set of tools to unpack the…

  14. LEADERSHIP AND CHANGE, A MUST FOR CRISIS PERIOD IN HIGHER EDUCATION INSTITUTIONS

    Directory of Open Access Journals (Sweden)

    MIRCEA REMUS SABAU

    2012-05-01

    Full Text Available Leadership is always a matter of focus for both scholars, private and public institutions, especially nowadays when the whole planet is suffering from a worldwide financial crisis, which has lead to an international uncertainty. The present drastic changes of the social environment forced higher education institutions to respond and this conducted to the appearance of the leadership change issue. Current times can be considered as very difficult ones for educational leaders, especially since they are continuously faced with shifting environments, new provocations, new stakes and in the same time, new threats. In order to remain competitive in the global market and also in order to become prepared for the changing international environment, academic leaders must change. The present financial crisis is shaped by a sense of urgency and reality. Due to the fact that it affects plenty of people and various countries, it is also characterized by transboundary effects. Taking into consideration these circumstances, the necessity for quick crisis solution occurs. Accordingly, the aim of this project is to investigate the leadership problem in the academic education area during the present financial crisis. The researcher found it appealing to study the effects of external circumstances on higher education leadership. The conducted analysis discusses possible guidelines for a higher education leader to use especially in crisis situations as nowadays. The researcher plans to answer the following question: what must be analyzed when developing a model or method that can be used as guidance when leading in crisis times?

  15. Changes in Emotional-Social Intelligence, Caring, Leadership and Moral Judgment during Health Science Education Programs

    Science.gov (United States)

    Larin, Helene; Benson, Gerry; Wessel, Jean; Martin, Lynn; Ploeg, Jenny

    2014-01-01

    In addition to having academic knowledge and clinical skills, health professionals need to be caring, ethical practitioners able to understand the emotional concerns of their patients and to effect change. The purpose of this study was to determine whether emotional-social intelligence, caring, leadership and moral judgment of health science…

  16. Around the Fishing Net: Leadership Dynamics for Change in an American International School

    Science.gov (United States)

    Murakami-Ramalho, Elizabeth; Benham, Maenette

    2010-01-01

    This study explored the active involvement of school and community members investing in leadership dynamics for change, especially considering the increasingly globalized world and the importance of preparing globally minded citizens. To explore how educators and leaders work to foster dynamic learning experiences in a highly mobile global…

  17. Self-Leadership Change Project: The Continuation of an Ongoing Experiential Program

    Science.gov (United States)

    Phillips, James I.; Kern, Dave; Tewari, Jitendra; Jones, Kenneth E.; Beemraj, Eshwar Prasad; Ettigi, Chaitra Ashok

    2017-01-01

    Purpose: The self-leadership change project (SLCP) is an ongoing program for senior level students at a regional university designed to provide hands-on experience in building self-management skills, which is considered a pre-requisite by many leaders and scholars (e.g. Drucker, 1996; Schaetti et al., 2008). The paper aims to discuss this issue.…

  18. Culture and Leadership in a Public University Setting: Implications for Shared Governance and Change

    Science.gov (United States)

    Mills, Edward E.

    2014-01-01

    Noting a lack of quantitative research on perceptions of culture, leadership and change in the shared governance environment of Higher Education, this study utilized the Organizational Culture Assessment Instrument (Cameron & Quinn, 2011) to measure current (now) and preferred cultural perceptions of faculty and administrative leaders.…

  19. Teachers' Perception on the Relationship between Change Leadership and Organizational Commitment

    Science.gov (United States)

    Savas, Ahmet Cezmi; Kosker, Erkan; Demir, Selcuk; Utar, Nurten

    2015-01-01

    The aim of this survey is to analyze the perception of teachers regarding the relationship between change leadership and organizational commitment. The study sample is 221 teachers working in the schools of Gaziantep, Sanliurfa and Mardin during the 2014-15 educational year since it is easier to reach them. The sample choice of our study has been…

  20. Leadership in Higher Education Is Due for a Change: Co-Presidents (Really)

    Science.gov (United States)

    Gross, Karen

    2018-01-01

    Few question the difficulties of being a college or university president in today's era. The work of college and university presidencies is getting harder not easier with the passage of time. In this article, the author discusses how leadership in higher education is due for a change. She offers and discusses a solution of co-presidency.

  1. A Faculty Development Program for Change and Growth. [and] Leadership Institute for Continuing Professional Education.

    Science.gov (United States)

    Wheeler, Daniel W.; Queeney, Donna S.

    1993-01-01

    The purpose of the Nebraska University Program for Renewal of Faculty is to foster systematic, planned change benefiting the individual and the institution. Penn State and Harvard Universities initiated the Leadership Institute for Continuing Professional Education to enable participants to discuss issues common to professional continuing…

  2. Changes in Perception of Selected Concepts That Accompany Differing Leadership Treatments.

    Science.gov (United States)

    Callan, Laurence Brian

    A study was made of effects of two different leadership treatments on perception of nonverbal stimuli relating to concepts of leaders, authority, and cohesion as measured by changes in the Semantic Differential Scale. Subjects (28 Yaqui Indian and Mexican-American members of the Neighborhood Youth Corps) were randomly assigned to an autocratic…

  3. Leadership for Coping with and Adapting to Policy Change in Deprived Contexts: Lessons from School Principals

    Science.gov (United States)

    Bhengu, Thamsanqa Thulani; Myende, Phumlani Erasmus

    2016-01-01

    This paper explores what, from school principals' perspectives, constitutes leadership for coping with and adapting to policy change within deprived school contexts. Using qualitative interpretive research, we drew from the practices of five principals that were purposively selected from a broader study, which focused on school principals'…

  4. Leadership and change commitment in the life insurance service context in Taiwan: the mediating-moderating role of job satisfaction.

    Science.gov (United States)

    Yang, Yi-Feng

    2011-06-01

    The effects of transformational leadership and satisfaction were studied along with their interconnected effects (mediation and moderation) on commitment to change in the life insurance industry in two samples, sales managers and salespersons. A multiple mediated-moderated regression approach showed mediation and moderation to have statistically significant main effects on change commitment. Transformational leadership and satisfaction made a more important contribution to change commitment while job satisfaction had a mediating and moderating role that could enhance the relationships between leadership and change commitment. This information is of importance in building successful change commitment associations with customers.

  5. European Research Framework Programme. Research on Climate Change. Prepared for the Third World Climate Conference (WCC-3) and the UNFCCC Conference of the Parties (COP-15)

    International Nuclear Information System (INIS)

    2009-01-01

    This publication gathers the abstracts of European research projects on climate change and related to climate change which have been completed recently or are ongoing under the sixth and seventh framework programmes for research. This document aims at providing a relevant overview of research activities on climate change funded by the European Community to participants to the third World Climate Conference held in Geneva in August 2009 and to the UNFCCC 15th Conference of the Parties meeting in Copenhagen in December 2009.

  6. Attitude change in a realistic experiment: the effect of party membership and audience reaction during an interview with a Dutch politician

    NARCIS (Netherlands)

    Wiegman, O.

    1987-01-01

    In this realistic experiment, an interview with the leader of the Liberals in the Dutch Parliament was recorded in the presence of a live audience, which reacted in a positive, negative, or neutral way. It was shown to subjects of two opposing political parties, whose attitudes were to be changed by

  7. The Partnership between Project Management and Organizational Change: Integrating Change Management with Change Leadership

    Science.gov (United States)

    Griffith-Cooper, Barber; King, Karyl

    2007-01-01

    The nature of project management is change. Even though all knowledge areas in the Project Management Body of Knowledge (PMBOK) are rooted in controlling change, none of these areas specifically addresses the human elements of change. There is a significant distinction between directly controlling change relative to the nonhuman aspects of a…

  8. Contribution of the conferences of the parties and the renewable energy role for the fight against climate change

    Energy Technology Data Exchange (ETDEWEB)

    Ghezloun, A., E-mail: a.ghezloun@cder.dz; Oucher, N.; Merabet, H. [Centre de Développement des Energies Renouvelables, CDER, BP 62 Route de l’Observatoire, Bouzaréah, 16340, Algiers (Algeria); Saidane, A. [Université d’Alger, Algiers (Algeria)

    2016-07-25

    The Kyoto Protocol, which entered into force on 16 February 2005, commits developed countries to reduce their emissions of greenhouse gases by 5% in 2012 compared to 1990. Due to the abstention of the United States and the absence of constraint on Southern countries, the protocol establishes obligations only to countries that represent only 33% of global CO{sub 2} emissions. All the diplomatic effort is therefore to seek the commitment of discussion for the period after 2012. The participation of the United States and emerging countries is imperative. The essential point of this second negotiation process is to search in the effort to integrate the United States and the developing countries and, more particularly, emerging economies such as China, India or Brazil, whose current emissions and / or projected should exceed those of developed countries during the first half of the twenty-first century. Real progress has been made in recent years. Indeed, a first universal historic agreement and legally binding was adopted after two weeks of intense negotiations by the Parties from 30 November to 12 December 2015, which aims to limit global warming by the end of this century well below 2 ° C while continuing efforts to not exceed 1.5 ° C. Moreover, the European Union, China and the United States have expressed their willingness to reduce their greenhouse gas. Because, one of the great hopes of the fight against the emission of greenhouse gases is the development of renewable energy, the IPCC (Intergovernmental Panel on Climate Change) report highlights the need to move towards renewable energy sources. The European Union, China and United States also expressed their willingness to increase the share of renewable energy. It is therefore necessary to develop the only inexhaustible energy, renewable energy, to fight against climate change.

  9. Contribution of the conferences of the parties and the renewable energy role for the fight against climate change

    Science.gov (United States)

    Ghezloun, A.; Saidane, A.; Oucher, N.; Merabet, H.

    2016-07-01

    The Kyoto Protocol, which entered into force on 16 February 2005, commits developed countries to reduce their emissions of greenhouse gases by 5% in 2012 compared to 1990. Due to the abstention of the United States and the absence of constraint on Southern countries, the protocol establishes obligations only to countries that represent only 33% of global CO2 emissions. All the diplomatic effort is therefore to seek the commitment of discussion for the period after 2012. The participation of the United States and emerging countries is imperative. The essential point of this second negotiation process is to search in the effort to integrate the United States and the developing countries and, more particularly, emerging economies such as China, India or Brazil, whose current emissions and / or projected should exceed those of developed countries during the first half of the twenty-first century. Real progress has been made in recent years. Indeed, a first universal historic agreement and legally binding was adopted after two weeks of intense negotiations by the Parties from 30 November to 12 December 2015, which aims to limit global warming by the end of this century well below 2 ° C while continuing efforts to not exceed 1.5 ° C. Moreover, the European Union, China and the United States have expressed their willingness to reduce their greenhouse gas. Because, one of the great hopes of the fight against the emission of greenhouse gases is the development of renewable energy, the IPCC (Intergovernmental Panel on Climate Change) report highlights the need to move towards renewable energy sources. The European Union, China and United States also expressed their willingness to increase the share of renewable energy. It is therefore necessary to develop the only inexhaustible energy, renewable energy, to fight against climate change.

  10. Contribution of the conferences of the parties and the renewable energy role for the fight against climate change

    International Nuclear Information System (INIS)

    Ghezloun, A.; Oucher, N.; Merabet, H.; Saidane, A.

    2016-01-01

    The Kyoto Protocol, which entered into force on 16 February 2005, commits developed countries to reduce their emissions of greenhouse gases by 5% in 2012 compared to 1990. Due to the abstention of the United States and the absence of constraint on Southern countries, the protocol establishes obligations only to countries that represent only 33% of global CO 2 emissions. All the diplomatic effort is therefore to seek the commitment of discussion for the period after 2012. The participation of the United States and emerging countries is imperative. The essential point of this second negotiation process is to search in the effort to integrate the United States and the developing countries and, more particularly, emerging economies such as China, India or Brazil, whose current emissions and / or projected should exceed those of developed countries during the first half of the twenty-first century. Real progress has been made in recent years. Indeed, a first universal historic agreement and legally binding was adopted after two weeks of intense negotiations by the Parties from 30 November to 12 December 2015, which aims to limit global warming by the end of this century well below 2 ° C while continuing efforts to not exceed 1.5 ° C. Moreover, the European Union, China and the United States have expressed their willingness to reduce their greenhouse gas. Because, one of the great hopes of the fight against the emission of greenhouse gases is the development of renewable energy, the IPCC (Intergovernmental Panel on Climate Change) report highlights the need to move towards renewable energy sources. The European Union, China and United States also expressed their willingness to increase the share of renewable energy. It is therefore necessary to develop the only inexhaustible energy, renewable energy, to fight against climate change.

  11. Digital Leadership

    DEFF Research Database (Denmark)

    Zupancic, Tadeja; Verbeke, Johan; Achten, Henri

    2016-01-01

    Leadership is an important quality in organisations. Leadership is needed to introduce change and innovation. In our opinion, in architectural and design practices, the role of leadership has not yet been sufficiently studied, especially when it comes to the role of digital tools and media....... With this paper we intend to initiate a discussion in the eCAADe community to reflect and develop ideas in order to develop digital leadership skills amongst the membership. This paper introduces some important aspects, which may be valuable to look into when developing digital leadership skills....

  12. The effects of leadership competencies and quality of work on the perceived readiness for organizational change among nurse managers.

    Science.gov (United States)

    Al-Hussami, Mahmoud; Hamad, Sawsan; Darawad, Muhammad; Maharmeh, Mahmoud

    2017-10-02

    Purpose This paper aims to set a leadership guidance program that can promote nurses' knowledge of leadership and, at the same time, to enhance their leadership competencies and quality of work to promote their readiness for change in healthcare organizations. Design/methodology/approach A pre-experimental, one-group pretest-posttest design was utilized. Out of 90 invited to participate in this study, 61 nurses were accepted to participate. Findings The statistical analyses suggested several significant differences between pre- and in-service nurse managers about leadership competencies, quality of work and readiness for change. Yet, findings from the background characteristics were not found to be significant and had no effects on the perceived readiness for change. Research limitations/implications The present study highlights the importance of leadership competencies and quality of work that healthcare policymakers identify for the success of organizational change efforts. Practical implications Healthcare policymakers, including directors of nursing, should focus on applications that increase leadership competencies and overall satisfaction of the nurse managers to support the changes in hospitals and supporting learning organization. Hence, they should establish policies that decrease the possible negative impact of planned change efforts. Originality/value Competent nurse managers enhance their readiness for change, which in turn helps nurses in constructive change processes. A leadership guidance program should be set for nurse managers. This study has important implications for hospital administrators and directors of nursing.

  13. The Effects of Principal's Leadership Style on Support for Innovation: Evidence from Korean Vocational High School Change

    Science.gov (United States)

    Park, Joo-Ho

    2012-01-01

    A climate of innovation and principal leadership in schools are regarded as significant factors in successfully implementing school change or innovation. Nevertheless, the relationship between the school climate supportive of innovation and the principal's leadership has rarely been addressed to determine whether schools successfully perform their…

  14. Leadership lessons from curricular change at the University of California, San Francisco, School of Medicine.

    Science.gov (United States)

    Loeser, Helen; O'Sullivan, Patricia; Irby, David M

    2007-04-01

    After successive Liaison Committee on Medical Education accreditation reports that criticized the University of California, San Francisco, School of Medicine for lack of instructional innovation and curriculum oversight, the dean issued a mandate for curriculum reform in 1997. Could a medical school that prided itself on innovation in research and health care do the same in education? The authors describe their five-phase curriculum change process and correlate this to an eight-step leadership model. The first phase of curricular change is to establish a compelling need for change; it requires leaders to create a sense of urgency and build a guiding coalition to achieve action. The second phase of curriculum reform is to envision a bold new curriculum; leaders must develop such a vision and communicate it broadly. The third phase is to design curriculum and obtain the necessary approvals; this requires leaders to empower broad-based action and generate short-term wins. In the fourth phase, specific courses are developed for the new curriculum, and leaders continue to empower broad-based action, generate short-term wins, consolidate gains, and produce more change. During the fifth phase of implementation and evaluation, leaders need to further consolidate gains, produce more change, and anchor new approaches in the institution. Arising from this experience and the correlation of curricular change phases with leadership steps, the authors identify 27 specific leadership strategies they employed in their curricular reform process.

  15. Visualizing an Iterative, Dynamic Model for Improving Leadership-Employee Communication in the Organizational Change process

    DEFF Research Database (Denmark)

    Broillet, Alexandra; Barchilon, Marian; Kampf, Constance Elizabeth

    2012-01-01

    Change Management Literature addresses successful and unsuccessful change factors, but there is a conceptual gap that overlooks ways in which Leadership-Employee Communication can be operationalized. To deal with this concern, we address themes emerging from interviews focused on employees....../user metaphor from the technical communication field. These perspectives broaden Change Management to include production and reception of messages about change through a link to 1) sensemaking, 2) Change Management ethos and 3) cultural resources for action available in the organization. We use a series...

  16. Transformation of female leadership in terms of changes in leadership competency

    OpenAIRE

    Šilingienė, Violeta; Stukaitė, Dalia

    2014-01-01

    The constructs perceived by many people in a traditional way underwent a transformation at the end of the 20th century and the beginning of the 21st century. This gave rise to new aspects of the matters that were being researched for a long time. The necessity to adapt to the constant changes in the modern day world reflect a significant turning point and fundamental shifts of the social role of females as well as the concept of woman as a leader. The underlying transformation processes also ...

  17. Did the Tea Party Movement Fuel the Trump-Train? The Role of Social Media in Activist Persistence and Political Change in the 21st Century

    Directory of Open Access Journals (Sweden)

    Deana A. Rohlinger

    2017-05-01

    Full Text Available Arguably, the Tea Party movement played a role in Trump’s rise to power. Indeed, it is difficult to ignore the similarities in the populist claims made by Tea Partiers and those made by Trump throughout his campaign. Yet, we know very little about the potential connections between the Tea Party Movement and the “Trump-train” that crashed through the White House doors in 2017. We take a first step at tracing the connection between the two by examining who stayed involved in the Tea Party Movement at the local level and why. Drawing on interview and participant observation data with supporters of the Florida Tea Party Movement (FTPM over a 2-year time period, we use qualitative comparative analysis (QCA to assess the factors that determine whether individuals stay with or leave the movement and how the structure of the movement, which relied heavily on social media, contributed to this decision. We find that individuals who identified as libertarian left the FTPM, while those who identified as “fiscal conservatives” stayed. The FTPM’s reliance on social media further explains these results. Individuals who left the movement blamed the “openness” of social media, which, in their view, enabled the Republican Party to “hijack” the FTPM for its own purposes. Individuals who stayed in the movement attributed social media’s “openness” with the movement’s successes. We find that social media helped politically like-minded people locate one another and cultivate political communities that likely sustained activist commitment to changing the Republican Party over time.

  18. Attitude change in a realistic experiment: the effect of party membership and audience reaction during an interview with a Dutch politician

    OpenAIRE

    Wiegman, O.

    1987-01-01

    In this realistic experiment, an interview with the leader of the Liberals in the Dutch Parliament was recorded in the presence of a live audience, which reacted in a positive, negative, or neutral way. It was shown to subjects of two opposing political parties, whose attitudes were to be changed by the experimental interview. The main hypothesis, which predicted more attitude change in the positive than in the negative audience condition, could not in general be supported. The alternative au...

  19. Organizational Change, Leadership and Learning: Culture as Cognitive Process.

    Science.gov (United States)

    Lakomski, Gabriele

    2001-01-01

    Examines the claim that it is necessary to change an organization's culture in order to bring about organizational change. Considers the purported causal relationship between the role of the leader and organizational learning and develops the notion of culture as cognitive process based on research in cultural anthropology and cognitive science.…

  20. 77 FR 448 - Changes To Implement the Preissuance Submissions by Third Parties Provision of the Leahy-Smith...

    Science.gov (United States)

    2012-01-05

    ... the Leahy-Smith America Invents Act AGENCY: United States Patent and Trademark Office, Commerce... provision of the Leahy-Smith America Invents Act. This provision provides a mechanism for third parties to... provision of the Leahy-Smith America Invents Act is effective on September 16, 2012, and applies to any...

  1. The role of leadership in regional climate change adaptation: a comparison of adaptation practices initiated by governmental and non-governmental actors

    NARCIS (Netherlands)

    Meijerink, S.V.; Stiller, S.J.; Keskitalo, E.C.H.; Scholten, P.; Smits, R; Lamoen, F van

    2015-01-01

    This paper aims to better understand the role of leadership in regional climate change adaptation. We first present a framework, which distinguishes five functions of leadership within inter-organizational networks: the connective, enabling, adaptive, political–administrative and dissemination

  2. Transformational leadership and change readiness and a moderating role of perceived bureaucratic structure: an empirical investigation

    OpenAIRE

    Badri Abbasi

    2017-01-01

    The purpose of this study was to examine the relationship between transformational leadership and change readiness through perceived bureaucratic structure among government employees in Rasht. As a methodology, descriptive method was applied using questionnaire to collect data. The studied population consisted of 600 employees from three state organizations including Municipality, Gilan Tax Department and Gilan Justice Court. According to Morgan table, the sample size was estimated at 234. Th...

  3. A qualitative study of leadership characteristics among women who catalyze positive community change.

    Science.gov (United States)

    Folta, Sara C; Seguin, Rebecca A; Ackerman, Jennifer; Nelson, Miriam E

    2012-05-28

    Leadership is critical to making changes at multiple levels of the social ecological model, including the environmental and policy levels, and will therefore likely contribute to solutions to the obesity epidemic and other public health issues. The literature describing the relative leadership styles and strengths of women versus men is mixed and virtually all research comes from sectors outside of public health. The purpose of this qualitative study is to identify specific leadership skills and characteristics in women who have successfully created change predominantly within the food and physical activity environments in their communities and beyond. The second purpose of this study is to understand best practices for training and nurturing women leaders, to maximize their effectiveness in creating social change. Key informant interviews were conducted with 16 women leaders in the public health sector from November 2008 through February 2010. The sample represented a broad spectrum of leaders from across the United States, identified through web searches and through networks of academic and professional colleagues. Most were working on improving the food and physical activity environments within their communities. Questions were designed to determine leaders' career path, motivation, characteristics, definition of success, and challenges. The initial coding framework was based on the questioning structure. Using a grounded theory approach, additional themes were added to the framework as they emerged. The NVivo program was used to help code the data. Respondents possessed a vision, a strong drive to carry it out, and an ability to mobilize others around the vision. Their definitions of success most often included changing the lives of others in a sustainable way. Persistence and communications skills were important to their success. The mentoring they received was critical. Challenges included fundraising and drifting from their original mission. These findings

  4. THE ROLE OF LEADERSHIP IN COMMUNITY PARTNERSHIP, ORGANIZATIONAL CHANGES AND DECISION-MAKING PROCESS IN ADDRESSING CRIME ISSUES, AND TERRORISM

    Directory of Open Access Journals (Sweden)

    Ferid Azemi

    2017-09-01

    Full Text Available This research paper explains the role of leadership style in building community partnership and in this way also addressing many crime issues and terrorism. The methods used during this research paper are the deep insight of understanding leadership collaboration and organizational changes through literature review. A qualitative design was applied for face-to-face interview with a high ranking member of Kosovo Police. This interview shed light on the role of leadership style and challenges that are related to police reformation and also organizational changes. Through this paper, police leadership may be viewed differently, and seem to be very complex. Community partnership and shared decision-making process were emphasized during this study. This research paper also focused on integrity, ethics and strategic planning. Community partnership, organizational changes, and shared decision-making process are related to leadership style. Leadership style may have either positive or adverse effect on addressing crime rate and terrorism. Depending on the style leaders implement, certain components such as community partnership, or organizational change or even shared decision-making process may fail to function. This is why leadership style seems to bring some very interesting conclusions on this research.

  5. A social work study on relationship between leadership style and organization change: A case study of Semnan high schools' teachers

    Directory of Open Access Journals (Sweden)

    Mohammad Reza Iravani

    2012-10-01

    Full Text Available The primary objective of this survey is to study the relationship between leadership style among teachers who work in high schools and their orientation on organizational change. The study is performed among students who attended guided schools in province of Semnan, Iran. There are five hypotheses associated with the proposed study of this paper including managers' attitudes on change based on demographic characteristics, the relationship between leadership style and organizational change, the effects of different leadership styles and the organizational change orientation in terms of demographical characteristics. Statistical population includes all teachers who for high schools in city of Semnan, Iran and the study used a sample of 373 people who were randomly selected from three regions of the city. The proposed study used standard leadership questionnaire based on initiating structure and consideration originally developed at Ohio university in two dimensions with 30 questions. The questionnaire also used another type questionnaire consists of 32 questions with three dimensions of structure, technology and employee. The results indicate that there is no meaningful relationship between leadership style and gender, leadership style and job experience, organizational change and gender, management change and gender.

  6. The Chinese Communist Party in Reform

    DEFF Research Database (Denmark)

    Brødsgaard, Kjeld Erik; Yongnian, Zheng

    Contrary to the expectations of many people, China's recent economic growth has not led to the collapse of the Chinese Communist Party. In fact, the party has recently carried out a peaceful and orderly transition to the so-called fourth generation of leadership, has revitalised itself, and created...... a new, younger and better trained cadre corps. Despite this successful transformation, there continue to be many problems that the party will need to overcome if it is to remain in power, including pressures for democratization in both urban and rural areas, widespread corruption, the emergence of new...

  7. Achieving excellence in private intensive care units: The effect of transformational leadership and organisational culture on organisational change outcomes

    Directory of Open Access Journals (Sweden)

    Portia J. Jordan

    2015-12-01

    Full Text Available Orientation: Organisational change outcomes in private intensive care units are linked to higher patient satisfaction, improved quality of patient care, family support, cost-effective care practices and an increased level of excellence. Transformational leadership and fostering a positive organisational culture can contribute to these change outcomes. Research purpose: The study determined whether transformational leadership and a supportive organisational culture were evident in six private intensive care units in the Eastern Cape, South Africa. A conceptual framework to investigate the relationship between transformational leadership, organisational culture, and organisational change outcomes, was proposed and tested. Motivation for the study: The prevalence of transformational leadership, a positive organisational culture and their effect on organisational change outcomes in private healthcare industries require further research in order to generate appropriate recommendations. Research design, approach and method: A positivistic, quantitative design was used. A survey was conducted using a questionnaire which, in previous studies, produced scores with Cronbach’s alpha coefficients greater than 0.80, to collect data from a sample of 130 professional nurses in private intensive care units. Main findings: Transformational leadership and a positive organisational culture were evident in the private intensive care units sampled. A strong, positive correlation exists between transformational leadership, organisational culture, and organisational change outcomes. This correlation provides sufficient evidence to accept the postulated research hypotheses. Innovation and intellectual stimulation were identified as the factors in need of improvement. Practical or managerial implications: The findings of the study may be used by managers in intensive care units to promote organisational change outcomes, linked to transformational leadership and a

  8. Which Party Gets the Mayoralty?

    DEFF Research Database (Denmark)

    Skjæveland, Asbjørn; Serritzlew, Søren

    2010-01-01

    expands the scope of these explanatory variables. However, the study also shows that being a large party is not sufficient for a party to have a good chance of winning the mayoralty. Furthermore, norms guiding appropriate behaviour seem important in addition to instrumental behaviour. It appears......In non-presidential multiparty systems, it is not only the voters but also coalition formation after the election that decides the government of the community. Some national-level studies investigate which parties are most likely to win the Prime Minister's office. The aim of this article...... is to investigate the same question at the local level:What makes a party more likely to win the post of mayor? The article finds that party size and change in size are important along with experience and ideological centrality. The results are similar to those obtained at the national level, and this study thus...

  9. Distributed Leadership in Organizational Change Processes: A Qualitative Study in Public Hospital Units

    DEFF Research Database (Denmark)

    Kjeldsen, Anne Mette; Jonasson, Charlotte; Ovesen, Maria

    2015-01-01

    This paper proposes that the emergence and boundaries of distributed leadership (DL) are developed in a dynamic interplay with planned as well as emergent organizational change. The empirical findings are based on a qualitative, longitudinal case study with interviews conducted at two different....../non-routine, various goals, and organizational planning affect a simultaneous widening or restriction of the local DL. In return, such local DL also leads to ongoing changes in the form of novel work routines for improved collaboration. Moreover, the findings show that restrictions of DL are in some cases considered...

  10. PROMOTION: WOMEN LEADERSHIP AND ALTERNATIVE METHODS FOR RESOLVING BUSINESS CONFLICTS AND CHANGES IN THE ORGANIZATION

    Directory of Open Access Journals (Sweden)

    Violeta Milenkovska

    2017-06-01

    Full Text Available New technological changes significantly change the way people work, how they communicate, inside the company and outside of it, and change the relations in the sphere of competition. All changes are significant and reflect the leadership, and the management of the companies. Today it is believed that without true leadership, companies cannot achieve above average performance; on the contrary, they would stagnate at some average level or they will sink below the average. In terms of turbulent changes, every organization needs leaders who can lead the process of change. In terms of transition and democracy, women entrepreneurs appear significantly more powerful even though their overall role in business and public political areas is often difficult due to lack of understanding, legal barriers and traditional childbearing. However, the future of modern women is in entrepreneurship which will give rise to their economic independence, through the founding of their own firms for self-employment. That way, the woman entrepreneur becomes one of the generators of successful family businesses and new jobs.

  11. Climate control? The relationship between leadership, climate for change, and work outcomes

    NARCIS (Netherlands)

    de Poel, F. M.; Stoker, J. I.; van der Zee, K. I.

    Transformational leadership is seen as one of the most effective leadership styles from which the dynamic context of temporary work agencies may benefit. The current paper presents a theoretical framework that introduces participative leadership as an additional appropriate leadership style. The

  12. Climate control? The relationship between leadership, climate for change, and work outcomes

    NARCIS (Netherlands)

    de Poel, F. M.; Stoker, J. I.; van der Zee, K. I.

    2012-01-01

    Transformational leadership is seen as one of the most effective leadership styles from which the dynamic context of temporary work agencies may benefit. The current paper presents a theoretical framework that introduces participative leadership as an additional appropriate leadership style. The

  13. Critical Change for the Greater Good: Multicultural Perceptions in Educational Leadership toward Social Justice and Equity

    Science.gov (United States)

    Santamaría, Lorri J.

    2014-01-01

    Background: Educational leadership for social justice and equity is the primary leadership response to inclusive and equitable education. This inquiry builds on multicultural education and educational leadership to explore an alternative approach to mainstream leadership practice. Purpose: To examine ways in which educational leaders of color in…

  14. Organizational Change Management For Health Equity: Perspectives From The Disparities Leadership Program.

    Science.gov (United States)

    Betancourt, Joseph R; Tan-McGrory, Aswita; Kenst, Karey S; Phan, Thuy Hoai; Lopez, Lenny

    2017-06-01

    Leaders of health care organizations need to be prepared to improve quality and achieve equity in today's health care environment characterized by a focus on achieving value and addressing disparities in a diverse population. To help address this need, the Disparities Solutions Center at Massachusetts General Hospital launched the Disparities Leadership Program in 2007. The leadership program is an ongoing, year-long, executive education initiative that trains leaders from hospitals, health plans, and health centers to improve quality and eliminate racial and ethnic disparities in health care. Feedback from participating organizations demonstrates that health care leaders seem to possess knowledge about what disparities are and about what should be done to eliminate them. Data collection, performance measurement, and multifaceted interventions remain the tools of the trade. However, the barriers to success are lack of leadership buy-in, organizational prioritization, energy, and execution, which can be addressed through organizational change management strategies. Project HOPE—The People-to-People Health Foundation, Inc.

  15. Leadership Styles

    Science.gov (United States)

    Val, Carlin; Kemp, Jess

    2012-01-01

    This study examines how a group's dynamic changes under the influence of different leadership styles, and determines what leadership style works best in a large group expedition. The main question identified was "What roles can a leader play in affecting the dynamic of a large group while partaking in a field expedition?" The following…

  16. 28 CFR 51.7 - Political parties.

    Science.gov (United States)

    2010-07-01

    ... THE VOTING RIGHTS ACT OF 1965, AS AMENDED General Provisions § 51.7 Political parties. Certain activities of political parties are subject to the preclearance requirement of section 5. A change affecting... 28 Judicial Administration 2 2010-07-01 2010-07-01 false Political parties. 51.7 Section 51.7...

  17. Group Cohesiveness in the Black Panther Party

    Science.gov (United States)

    Calloway, Carolyn R.

    1977-01-01

    This study selects for study the following propositions: 1) similarity among members increased the degree of cohesiveness within the party, 2) group devotion heightened interest in accomplishing group goals and 3) the threat of an external enemy led to interdependence among members and affected both activities and leadership styles. (Author/AM)

  18. Online network organization of Barcelona en Comú, an emergent movement-party.

    Science.gov (United States)

    Aragón, Pablo; Gallego, Helena; Laniado, David; Volkovich, Yana; Kaltenbrunner, Andreas

    2017-01-01

    The emerging grassroots party Barcelona en Comú won the 2015 Barcelona City Council election. This candidacy was devised by activists involved in the Spanish 15M movement to transform citizen outrage into political change. On the one hand, the 15M movement was based on a decentralized structure. On the other hand, political science literature postulates that parties develop oligarchical leadership structures. This tension motivates to examine whether Barcelona en Comú preserved a decentralized structure or adopted a conventional centralized organization. In this study we develop a computational methodology to characterize the online network organization of every party in the election campaign on Twitter. Results on the network of retweets reveal that, while traditional parties are organized in a single cluster, for Barcelona en Comú two well-defined groups co-exist: a centralized cluster led by the candidate and party accounts, and a decentralized cluster with the movement activists. Furthermore, results on the network of replies also shows a dual structure: a cluster around the candidate receiving the largest attention from other parties, and another with the movement activists exhibiting a higher predisposition to dialogue with other parties.

  19. DOD Major Automated Information Systems: Improvements Can Be Made in Reporting Critical Changes and Clarifying Leadership Responsibility

    Science.gov (United States)

    2016-03-01

    Leadership Responsibility Report to Congressional Committees March 2016 GAO-16-336 United States Government Accountability Office United...INFORMATION SYSTEMS Improvements Can Be Made in Reporting Critical Changes and Clarifying Leadership Responsibility Why GAO Did This Study The National...milestone decisions for MAIS programs. AT&L can delegate decision authority for MAIS programs to a component head who may further delegate the authority

  20. Contextual Development: Situating the Social Change Model of Leadership Development within a Broader Reality of Comprehensive Support

    Science.gov (United States)

    Whitten-Andrews, Jeanie

    2016-01-01

    The social change model has proven an effective and widely utilized model assisting college students in leadership development toward positive social change. However, while this particular model gives much needed attention to the process of development leading to social change, it fails to acknowledge the external factors which significantly…

  1. A qualitative study of leadership characteristics among women who catalyze positive community change

    Directory of Open Access Journals (Sweden)

    Folta Sara C

    2012-05-01

    Full Text Available Abstract Background Leadership is critical to making changes at multiple levels of the social ecological model, including the environmental and policy levels, and will therefore likely contribute to solutions to the obesity epidemic and other public health issues. The literature describing the relative leadership styles and strengths of women versus men is mixed and virtually all research comes from sectors outside of public health. The purpose of this qualitative study is to identify specific leadership skills and characteristics in women who have successfully created change predominantly within the food and physical activity environments in their communities and beyond. The second purpose of this study is to understand best practices for training and nurturing women leaders, to maximize their effectiveness in creating social change. Methods Key informant interviews were conducted with 16 women leaders in the public health sector from November 2008 through February 2010. The sample represented a broad spectrum of leaders from across the United States, identified through web searches and through networks of academic and professional colleagues. Most were working on improving the food and physical activity environments within their communities. Questions were designed to determine leaders’ career path, motivation, characteristics, definition of success, and challenges. The initial coding framework was based on the questioning structure. Using a grounded theory approach, additional themes were added to the framework as they emerged. The NVivo program was used to help code the data. Results Respondents possessed a vision, a strong drive to carry it out, and an ability to mobilize others around the vision. Their definitions of success most often included changing the lives of others in a sustainable way. Persistence and communications skills were important to their success. The mentoring they received was critical. Challenges included fundraising

  2. Permission-based Leadership and Change Management in Hong Kong's Nongovernment Organisations

    Directory of Open Access Journals (Sweden)

    Wong Michael

    2014-12-01

    Full Text Available This study addresses the management of transformational change by chief executives in nongovernment organisations (NGOs in Hong Kong. The study takes an exploratory approach with interviews of 18 chief executives from a cross section of Hong Kong's NGOs. The findings indicate that organisational transformation is driven by increasing competition within the NGO sector and from commercial firms, by a demand for greater transparency and by internal forces. These factors are countered by structural inertia. Leadership of the organisational transformation of an NGO is permission-based; agreement from the various stakeholders must be gained to execute a successful transformation. The chief executive should have a humanistic style and be visionary, ethical and participative. Constant communication and involvement facilitate this process. Through this approach, followers will have a greater commitment to the organisational transformation. Organisational change is a combination of planned and emergent processes. The chief executive should relax control and foster a nurturing environment for transformation. This research suggests a leadership style, behavioural approach and model for managing change that will provide chief executives and senior leaders with useful considerations and insights.

  3. The Soft Underbelly of System Change: The Role of Leadership and Organizational Climate in Turnover during Statewide Behavioral Health Reform.

    Science.gov (United States)

    Aarons, Gregory A; Sommerfeld, David H; Willging, Cathleen E

    2011-01-01

    This study examined leadership, organizational climate, staff turnover intentions, and voluntary turnover during a large-scale statewide behavioral health system reform. The initial data collection occurred nine months after initiation of the reform with a follow-up round of data collected 18 months later. A self-administered structured assessment was completed by 190 participants (administrators, support staff, providers) employed by 14 agencies. Key variables included leadership, organizational climate, turnover intentions, turnover, and reform-related financial stress ("low" versus "high") experienced by the agencies. Analyses revealed that positive leadership was related to a stronger empowering climate in both high and low stress agencies. However, the association between more positive leadership and lower demoralizing climate was evident only in high stress agencies. For both types of agencies empowering climate was negatively associated with turnover intentions, and demoralizing climate was associated with stronger turnover intentions. Turnover intentions were positively associated with voluntary turnover. Results suggest that strong leadership is particularly important in times of system and organizational change and may reduce poor climate associated with turnover intentions and turnover. Leadership and organizational context should be addressed to retain staff during these periods of systemic change.

  4. Leadership processes for re-engineering changes to the health care industry.

    Science.gov (United States)

    Guo, Kristina L

    2004-01-01

    As health care organizations seek innovative ways to change financing and delivery mechanisms due to escalated health care costs and increased competition, drastic changes are being sought in the form of re-engineering. This study discusses the leader's role of re-engineering in health care. It specifically addresses the reasons for failures in re-engineering and argues that success depends on senior level leaders playing a critical role. Existing studies lack comprehensiveness in establishing models of re-engineering and management guidelines. This research focuses on integrating re-engineering and leadership processes in health care by creating a step-by-step model. Particularly, it illustrates the four Es: Examination, Establishment, Execution and Evaluation, as a comprehensive re-engineering process that combines managerial roles and activities to result in successfully changed and reengineered health care organizations.

  5. Danish Party Membership

    DEFF Research Database (Denmark)

    Kosiara-Pedersen, Karina

    Political parties have as their main assignment the creation of linkage between citizens and government. They provide one of several channels of participation in modern democracies. Yet, the general trend across the Western world is that party membership figures decline. The purpose of this article...... is to report on the state of Danish party membership; the numbers and participation. The claim of the article is that total membership figures hide evidence of membership renewal and increases, and that mere party membership figures are insufficient when evaluating political parties as channels...... of participation. Instead, membership figures at party level as well as the participation of party members need to be taken into account in order to assess parties as channels of participation. This is supported by the analyses reported here which show that even though membership figures are declining, parties...

  6. Leadership theory and research in the new millennium : current theoretical trends and changing perspectives.

    OpenAIRE

    Dinh, J.; Lord, R.; Garnder, W.; Meuser, J.; Liden, R.C.; Hu, J.

    2014-01-01

    Scholarly research on the topic of leadership has witnessed a dramatic increase over the last decade, resulting in the development of diverse leadership theories. To take stock of established and developing theories since the beginning of the new millennium, we conducted an extensive qualitative review of leadership theory across 10 top-tier academic publishing outlets that included The Leadership Quarterly, Administrative Science Quarterly, American Psychologist, Journal of Management, Acade...

  7. Unconventional Leadership

    OpenAIRE

    Paul Marinescu; Sorin-George Toma

    2015-01-01

    From the perspective of leadership change symbolizes the existence of the organization.Most assuredly, this is not a matter of change at all costs, but rather of increasing organizational performance and training people. As leadership is a creative activity, in this paper, we aim to show that the unconventional is closely connected to creativity. From the perspective of interpersonal relationships the leader has to continually create contexts in which people can express themselves. On the one...

  8. Fusion Leadership: Unlocking the Subtle Forces that Change People and Organizations.

    Science.gov (United States)

    Daft, Richard L.; Lengel, Robert H.

    Fusion leadership is a metaphor for a certain style of management where partnerships are created, barriers reduced, conversation increased, and joint responsibility enhanced. Ways in which an organization can implement this type of leadership are presented. The book details various characteristics of fusion leadership, describing the forces that…

  9. Strong leadership and teamwork drive culture and performance change: Ohio State University Medical Center 2000-2006.

    Science.gov (United States)

    Sanfilippo, Fred; Bendapudi, Neeli; Rucci, Anthony; Schlesinger, Leonard

    2008-09-01

    Several characteristics of academic health centers have the potential to create high levels of internal conflict and misalignment that can pose significant leadership challenges. In September 2000, the positions of Ohio State University (OSU) senior vice president for health sciences, dean of the medical school, and the newly created position of chief executive officer of the OSU Medical Center (OSUMC) were combined under a single leader to oversee the OSUMC. This mandate from the president and trustees was modeled after top institutions with similar structures. The leader who assumed the role was tasked with improving OSUMC's academic, clinical, and financial performance. To achieve this goal, the senior vice president and his team employed the service value chain model of improving performance, based on the premise that leadership behavior/culture drives employee engagement/satisfaction, leading to customer satisfaction and improved organizational performance. Implementing this approach was a seven-step process: (1) selecting the right leadership team, (2) assessing the challenges and opportunities, (3) setting expectations for performance and leadership behavior, (4) aligning structures and functions, (5) engaging constituents, (6) developing leadership skills, and (7) defining strategies and tracking goals. The OSUMC setting during this period provides an observational case study to examine how these stepwise changes, instituted by strong leadership and teamwork, were able to make and implement sound decisions that drove substantial and measurable improvements in the engagement and satisfaction of faculty and staff; the satisfaction of students and patients; and academic, clinical, and financial performance.

  10. Training tomorrow's global health leaders: applying a transtheoretical model to identify behavior change stages within an intervention for health leadership development.

    Science.gov (United States)

    Daniels, Joseph; Farquhar, Carey; Nathanson, Neal; Mashalla, Yohana; Petracca, Frances; Desmond, Michelle; Green, Wendy; Davies, Luke; O'Malley, Gabrielle

    2014-12-01

    Training health professionals in leadership and management skills is a key component of health systems strengthening in low-resource settings. The importance of evaluating the effectiveness of these programs has received increased attention over the past several years, although such evaluations continue to pose significant challenges. This article presents evaluation data from the pilot year of the Afya Bora Fellowship, an African-based training program to increase the leadership capacity of health professionals. Firstly, we describe the goals of the Afya Bora Fellowship. Then, we present an adaptation of the transtheoretical model for behavior change called the Health Leadership Development Model, as an analytical lens to identify and describe evidence of individual leadership behavior change among training participants during and shortly after the pilot year of the program. The Health Leadership Development Model includes the following: pre-contemplation (status quo), contemplation (testing and internalizing leadership), preparation - (moving toward leadership), action (leadership in action), and maintenance (effecting organizational change). We used data from surveys, in-depth interviews, journal entries and course evaluations as data points to populate the Health Leadership Development Model. In the short term, fellows demonstrated increased leadership development during and shortly after the intervention and reflected the contemplation, preparation and action stages of the Health Leadership Development Model. However, expanded interventions and/or additional time may be needed to support behavior change toward the maintenance stages. We conclude that the Health Leadership Development Model is useful for informing health leadership training design and evaluation to contribute to sustainable health organizational change. © The Author(s) 2014.

  11. Educational Leadership ? understanding and developing practice

    DEFF Research Database (Denmark)

    Hargreaves, Andy; Fink, Dean; Southworth, Geoff

    institutions. Different stakeholders bring different interests into policy debate, practice and research on leadership.The articles in this book explore and discuss the theme of 'Educational leadership: Understanding and developing practice' from the following perspectives.- Leadership and change- Leadership...

  12. Implementing Health and Safety Policy Changes at the High School Level From a Leadership Perspective.

    Science.gov (United States)

    Pagnotta, Kelly D; Mazerolle, Stephanie M; Pitney, William A; Burton, Laura J; Casa, Douglas J

    2016-04-01

    Although consensus statements and recommendations from professional organizations aim to reduce the incidence of injury or sudden death in sport, nothing is mandated at the high school level. This allows states the freedom to create and implement individual policies. An example of a recommended policy is heat acclimatization. Despite its efficacy in reducing sudden death related to heat stroke, very few states follow the recommended guidelines. To retroactively examine why and how 3 states were able to facilitate the successful creation and adoption of heat-acclimatization guidelines. Qualitative study. High school athletic associations in Arkansas, Georgia, and New Jersey. Eight men and 3 women (n = 11; 6 athletic trainers; 2 members of high school athletic associations; 2 parents; 1 physician) participated. Participant recruitment ceased when data saturation was reached. All phone interviews were digitally recorded and transcribed verbatim. A grounded-theory approach guided analysis and multiple analysts and peer review were used to establish credibility. Each state had a different catalyst to change (student-athlete death, empirical data, proactivity). Recommendations from national governing bodies guided the policy creation. Once the decision to implement change was made, the states displayed 2 similarities: shared leadership and open communication between medical professionals and members of the high school athletic association helped overcome barriers. The initiating factor that spurred the change varied, yet shared leadership and communication fundamentally allowed for successful adoption of the policy. Our participants were influenced by the recommendations from national governing bodies, which align with the institutional change theory. As more states begin to examine and improve their health and safety policies, this information could serve as a valuable resource for athletic trainers in other states and for future health and safety initiatives.

  13. Implementing Health and Safety Policy Changes at the High School Level From a Leadership Perspective

    Science.gov (United States)

    Pagnotta, Kelly D.; Mazerolle, Stephanie M.; Pitney, William A.; Burton, Laura J.; Casa, Douglas J.

    2016-01-01

    Context:  Although consensus statements and recommendations from professional organizations aim to reduce the incidence of injury or sudden death in sport, nothing is mandated at the high school level. This allows states the freedom to create and implement individual policies. An example of a recommended policy is heat acclimatization. Despite its efficacy in reducing sudden death related to heat stroke, very few states follow the recommended guidelines. Objective:  To retroactively examine why and how 3 states were able to facilitate the successful creation and adoption of heat-acclimatization guidelines. Design:  Qualitative study. Setting:  High school athletic associations in Arkansas, Georgia, and New Jersey. Patients or Other Participants:  Eight men and 3 women (n = 11; 6 athletic trainers; 2 members of high school athletic associations; 2 parents; 1 physician) participated. Participant recruitment ceased when data saturation was reached. Data Collection and Analysis:  All phone interviews were digitally recorded and transcribed verbatim. A grounded-theory approach guided analysis and multiple analysts and peer review were used to establish credibility. Results:  Each state had a different catalyst to change (student-athlete death, empirical data, proactivity). Recommendations from national governing bodies guided the policy creation. Once the decision to implement change was made, the states displayed 2 similarities: shared leadership and open communication between medical professionals and members of the high school athletic association helped overcome barriers. Conclusions:  The initiating factor that spurred the change varied, yet shared leadership and communication fundamentally allowed for successful adoption of the policy. Our participants were influenced by the recommendations from national governing bodies, which align with the institutional change theory. As more states begin to examine and improve their health and safety policies

  14. Transformational leadership in the consumer service workgroup: competing models of job satisfaction, change commitment, and cooperative conflict resolution.

    Science.gov (United States)

    Yang, Yi-Feng

    2014-02-01

    This paper discusses the effects of transformational leadership on cooperative conflict resolution (management) by evaluating several alternative models related to the mediating role of job satisfaction and change commitment. Samples of data from customer service personnel in Taiwan were analyzed. Based on the bootstrap sample technique, an empirical study was carried out to yield the best fitting model. The procedure of hierarchical nested model analysis was used, incorporating the methods of bootstrapping mediation, PRODCLIN2, and structural equation modeling (SEM) comparison. The analysis suggests that leadership that promotes integration (change commitment) and provides inspiration and motivation (job satisfaction), in the proper order, creates the means for cooperative conflict resolution.

  15. Building capacity for change: evaluation of an organisation-wide leadership development program.

    Science.gov (United States)

    Schultz, Tim; Shoobridge, Jodie; Harvey, Gill; Carter, Libby; Kitson, Alison

    2018-05-23

    Objective. This study evaluated Leading 4 Change, a change leadership development program designed to support healthcare middle managers through a period of significant organisational change and enhance workplace resilience. Methods. A mixed methods evaluation was conducted within the program's framework of a quality improvement activity. Quantitative measures were participant responses (n=160) to online questionnaires, which were compared before and after the program, using an uncontrolled pre-post study design. Four questionnaires were used: Resilience @ Work, General Self-Efficacy, the 11-item Learning Organization Survey and organisational climate. Differences between the pre- and post-program periods were compared using linear mixed-effects models, incorporating repeated measures between 'pre' and 'post' periods. Qualitative data were obtained by interviewing four participants on three occasions during the program, and through text responses provided by participants during a presentation session after the program finished. Both interview data and textual data were subjected to thematic analysis. Results. Integration of data from quantitative and qualitative analyses generated three main findings: (1) participants were satisfied and engaged with the program, which met their learning objectives; (2) the program led to increased workplace resilience, in particular the ability to manage stress and self-efficacy for individuals; and (3) organisational learning perceptions were unchanged. Conclusion. Although conducted during a period of intense internal and external pressure, Leading 4 Change led to demonstrable effects. It effectively engaged middle managers across a health system. However, there was no evidence that the effect of the program extended beyond individual participants to their perceptions of their work environment as a learning organisation. What is known about the topic? Although much has been written about change management and change leadership

  16. Summary of the Fourth Conference of the Parties to the UN Framework Convention on Climate Change and of the Activities of The International Nuclear Forum in Buenos Aires

    International Nuclear Information System (INIS)

    Schmidt-Kuster, W.J.

    1999-01-01

    The Fourth Conference of the Parties to the United Nations Convention on Climate Change was concluded on 14 November 1998 in Buenos Aires, Argentina. Unlike Kyoto in 1997, this conference was on a smaller scale and was convened as a technical work session, its aim being to produce a plan of action and a timetable for a programme of work for the next two years. This paper summarizes the main outcomes of the conference and looks at the way in which the International Nuclear Forum organized the nuclear industry's representation. In particular, the paper assesses the impact of the nuclear industry's message regarding the avoidance of greenhouse gas emissions, and goes on to consider what lessons can be reached for raising the industry's profile at future climate change conferences. (author)

  17. Assessing change in perceived community leadership readiness in the Obesity Prevention and Lifestyle program.

    Science.gov (United States)

    Kostadinov, Iordan; Daniel, Mark; Jones, Michelle; Cargo, Margaret

    2016-02-01

    Issue addressed The context of community-based childhood obesity prevention programs can influence the effects of these intervention programs. Leadership readiness for community mobilisation for childhood obesity prevention is one such contextual factor. This study assessed perceived community leadership readiness (PCLR) at two time points in a state-wide, multisite community-based childhood obesity prevention program. Methods PCLR was assessed across 168 suburbs of 20 intervention communities participating in South Australia's Obesity Prevention and Lifestyle (OPAL) program. Using a validated online PCLR tool, four key respondents from each community rated each suburb within their respective community on a nine-point scale for baseline and 2015. Average PCLR and change scores were calculated using the general linear model with suburbs nested in communities. Relationships between demographic variables and change in PCLR were evaluated using multiple regression. Ease of survey use was also assessed. Results Average PCLR increased between baseline (3.51, s.d.=0.82) and 2015 (5.23, s.d.=0.89). PCLR rose in 18 of 20 intervention communities. PCLR was inversely associated with suburb population size (r 2 =0.03, P=0.03, β=-0.25) and positively associated with intervention duration (r 2 change=0.08, P=0.00, β=0.29). Only 8% of survey respondents considered the online assessment tool difficult to use. Conclusions PCLR increased over the course of the OPAL intervention. PCLR varied between and within communities. Online assessment of PCLR has utility for multisite program evaluations. So what? Use of a novel, resource-efficient online tool to measure the key contextual factors of PCLR has enabled a better understanding of the success and generalisability of the OPAL program.

  18. Change is constant in today’s business for competitive advantage. Strategic leadership is vital for effective strategic change management - roles & responsibilities and strategic capability of strategic leadership.”

    OpenAIRE

    Chia, Grace Hui Yen

    2009-01-01

    The aim of this paper is to seek to understand the reachange is constant in today’s business for competitive advantage. And to make the strategic change happen in order to achieve the desired outcome, what will be the right strategic process flow. What are the key challenges that will be encountered throughout the process of strategic change management? This paper will also learn whether strategic leadership is vital to make the strategic change happen in the effective way since many literatu...

  19. Corporate Universities and Corporation- University Partnerships in Thailand: Complimenting Education in Learning, Leadership and Change

    Directory of Open Access Journals (Sweden)

    Oliver S. Crocco

    2017-04-01

    Full Text Available With an estimated workforce of 285 million and the establishment of the Association of Southeast Asian Nations (ASEAN Economic Community in 2015, ASEAN faces vast challenges in human resource development (HRD and higher education. These challenges in Thailand have resulted in the rise of corporate universities and corporation-university partnerships. Corporate partnerships in education adapt quickly to industry needs and are increasingly popular and complimentary to traditional higher education. This research looks at one corporate university and one corporation-university partnership to investigate how, if at all, corporate universities and partnerships address HRD issues such as adult learning, leadership development, organisational change, corporate social responsibility (CSR, as well as ethical and global issues. This research finds initial evidence that corporate educational strategies address a variety of HRD issues and have the potential to revolutionise and compliment higher education in Thailand in a way that drives the nation toward a more sustainable future.

  20. Testing the leadership and organizational change for implementation (LOCI) intervention in substance abuse treatment: a cluster randomized trial study protocol.

    Science.gov (United States)

    Aarons, Gregory A; Ehrhart, Mark G; Moullin, Joanna C; Torres, Elisa M; Green, Amy E

    2017-03-03

    Evidence-based practice (EBP) implementation represents a strategic change in organizations that requires effective leadership and alignment of leadership and organizational support across organizational levels. As such, there is a need for combining leadership development with organizational strategies to support organizational climate conducive to EBP implementation. The leadership and organizational change for implementation (LOCI) intervention includes leadership training for workgroup leaders, ongoing implementation leadership coaching, 360° assessment, and strategic planning with top and middle management regarding how they can support workgroup leaders in developing a positive EBP implementation climate. This test of the LOCI intervention will take place in conjunction with the implementation of motivational interviewing (MI) in 60 substance use disorder treatment programs in California, USA. Participants will include agency executives, 60 program leaders, and approximately 360 treatment staff. LOCI will be tested using a multiple cohort, cluster randomized trial that randomizes workgroups (i.e., programs) within agency to either LOCI or a webinar leadership training control condition in three consecutive cohorts. The LOCI intervention is 12 months, and the webinar control intervention takes place in months 1, 5, and 8, for each cohort. Web-based surveys of staff and supervisors will be used to collect data on leadership, implementation climate, provider attitudes, and citizenship. Audio recordings of counseling sessions will be coded for MI fidelity. The unit of analysis will be the workgroup, randomized by site within agency and with care taken that co-located workgroups are assigned to the same condition to avoid contamination. Hierarchical linear modeling (HLM) will be used to analyze the data to account for the nested data structure. LOCI has been developed to be a feasible and effective approach for organizations to create a positive climate and

  1. The made-in effect and leapfrogging : A model of leadership change for products with country-of-origin bias

    NARCIS (Netherlands)

    Diodato, Dario; Malerba, Franco; Morrison, Andrea

    2018-01-01

    Change in industrial leadership is often explained in terms of technological and costs advantages. However firms in emerging economies not only have to produce high quality, cost-competitive goods, but also win the resistance of consumers in the world market, who are often adverse to purchasing

  2. Changing Economic Leadership : A New Benchmark of Sector Productivity in the United States and Western Europe, ca. 1910

    NARCIS (Netherlands)

    Frankema, Ewout; Woltjer, Pieter; Smits, Jan-Pieter

    2013-01-01

    The debate concerning the exact timing and causes of changes in economic leadership constitutes one of the central themes in economic history. This study aims to improve the measurement of economic performance in the United States and Western Europe (Britain, France and the Netherlands) during the

  3. Changing Economic Leadership. A New Benchmark of Sector Productivity in the United States and Western Europe, ca. 1910

    NARCIS (Netherlands)

    Frankema, E.H.P.; Woltjer, P.J.; Smits, J.P.

    2013-01-01

    The debate concerning the exact timing and causes of changes in economic leadership constitutes one of the central themes in economic history. This study aims to improve the measurement of economic performance in the United States and Western Europe (Britain, France and the Netherlands) during

  4. Re-Conceptualising Hospitality Management: Analysing Changing Views On Leadership Approaches

    OpenAIRE

    YILMAZER, Assis.Prof.Dr.Aydın

    2009-01-01

    Transformational and transactional leadership are distinct but not mutually exclusive processes. In an effort to clarify some of the consequences of these leadership styles, and their impact on the hospitality industry, the aim of the proposed study can best be summarised in three key objectives: To compare the relationships between transformational and transactional leadership behaviour in the hotel industry; To develop a better understanding of the unique factors in other organ...

  5. Party member recruitment and the representativeness of party membership

    DEFF Research Database (Denmark)

    Kosiara-Pedersen, Karina

    Party membership figures are in decline. However, parties are still recruiting party members. Are there any differences in the social and political characteristics of old and new party members? If there is a difference, are new party members more or less representative for party voters than old...

  6. Leadership for School Improvement: Exploring Factors and Practices in the Process of Curriculum Change

    Science.gov (United States)

    Ho, Dora Choi Wa

    2010-01-01

    Research Findings: This article describes research into leadership practice for school improvement in Hong Kong preschools at a time when there was a move toward increased accountability. Two schools were selected for study, both of which were rated as excellent in the quality assurance inspections of the Education Bureau. Leadership practice for…

  7. Counteracting Educational Injustice with Applied Critical Leadership: Culturally Responsive Practices Promoting Sustainable Change

    Science.gov (United States)

    Santamaría, Lorri J.; Santamaría, Andrés P.

    2015-01-01

    This contribution considers educational leadership practice to promote and sustain diversity. Comparative case studies are presented featuring educational leaders in the United States and New Zealand who counter injustice in their practice. The leaders' leadership practices responsive to the diversity presented in their schools offer…

  8. Perspectives on Distance Technology in Leadership Education: Transfer, Meaning, and Change

    Science.gov (United States)

    Sherman, Whitney H.; Crum, Karen S.; Beaty, Danna M.

    2010-01-01

    While the use of distance technology has been touted as having the potential to reform leadership preparation, there is little to no research on students' experiences or outcomes in educational leadership. The authors sought to understand, through a descriptive survey design, whether or not distance technology is a viable competitor to…

  9. Leadership styles in nursing.

    Science.gov (United States)

    Cope, Vicki; Murray, Melanie

    2017-06-21

    Nurses are often asked to think about leadership, particularly in times of rapid change in healthcare, and where questions have been raised about whether leaders and managers have adequate insight into the requirements of care. This article discusses several leadership styles relevant to contemporary healthcare and nursing practice. Nurses who are aware of leadership styles may find this knowledge useful in maintaining a cohesive working environment. Leadership knowledge and skills can be improved through training, where, rather than having to undertake formal leadership roles without adequate preparation, nurses are able to learn, nurture, model and develop effective leadership behaviours, ultimately improving nursing staff retention and enhancing the delivery of safe and effective care.

  10. Perceptions about the Influence of Instructional Leadership Practices of Elementary Principals on Teachers' ELA Pedagogical Changes in High-Poverty NYC Elementary Schools

    Science.gov (United States)

    Green, Linda D.

    2017-01-01

    This quantitative study examined the relationships between instructional leadership practices of elementary school principals in high-poverty schools and changes in teachers' ELA instructional practices. This research sought to identify principals' perceptions about their use of instructional leadership practices and the teaching practices used in…

  11. Eco-innovation, Responsible Leadership and Organizational Change for Corporate Sustainability

    Directory of Open Access Journals (Sweden)

    Dorel Mihai Paraschiv

    2012-06-01

    Full Text Available Creating a sustainable development strategy is essential for organizations that seek to reduce risks associated with tightening legislation, increased energy prices and natural resources and growing customer demands. Sustainability requires the full integration of social and environmental aspects into the vision, culture and operations of an organization, a profound process of organizational change being essential. The purpose of this paper is to present the main drivers of corporate sustainability, illustrating – after a thorough literature review – the link between the following elements: corporate sustainability – a necessity in the current global context; eco-innovation – as a way to implement sustainability in an organization; responsible leadership – as the art of building and maintaining strong and moral relationships with all stakeholders; organizational culture and organizational change – the basic elements through which organizations continuously renew their processes and products, adapting them to the new context. Furthermore, the paper provides an overview of organizations active in Romania in terms of sustainability practices, in general, and the ecological component of sustainable development, in particular, by presenting the results of an exploratory questionnaire-based research. The research reflects the importance of visionary management in adopting and implementing sustainability in the responding organizations.

  12. Simulating political stability and change in the Netherlands (1998-2002). An agent-based model of party competition with media effects empirically tested.

    NARCIS (Netherlands)

    Muis, J.C.

    2010-01-01

    Agent-based models of political party competition in a multidimensional policy space have been developed in order to reflect adaptive learning by party leaders with very limited information feedback. The key assumption is that two categories of actors continually make decisions: voters choose which

  13. Party Control, Party Competition and Public Service Performance

    OpenAIRE

    Boyne, George Alexander; James, O.; John, P.; Petrovsky, Nicolai

    2012-01-01

    This article assesses party effects on the performance of public services. A policy-seeking model, hypothesizing that left and right party control affects performance, and an instrumental model, where all parties strive to raise performance, are presented. The framework also suggests a mixed model in which party effects are contingent on party competition, with parties raising performance as increasing party competition places their control of government at increasing risk. These models are t...

  14. Building a Climate of Change with a link through Transformational Leadership and Corporate Culture: A Management key to a Global Environment

    Directory of Open Access Journals (Sweden)

    Paul Llwellyn Flemming

    2017-03-01

    Full Text Available Leaders in the Caribbean Diaspora have argued that there is no documented evidence of the association between the three fundamental pillars of public sector organization: leadership, performance and culture. This cross-culture leadership concern has evoked a series of research which basic aim is to conceptualize the leadership culture phenomenon. The problem is that there is a high degree of dysfunctional leadership within the public sectors organizations in the Caribbean diaspora and there is limited empirical evidence that can be had to validate the reason for this inadequacy. The purpose of this study is to investigate the link between transformational leadership styles, corporate organizational culture types and performance in sixteen public sectors organizations. The methodology implemented in this research is the Multifactor Leadership Questionnaire (MLQ 5X, and the Organizational Culture Assessment Instrument (OCAI to collect data. Seventy-five executive directors completed measures of the MLQ 5x leadership traits and culture types. A total of 200 employees from   across sixteen public sector organizations completed the measures on leadership and culture. The responses were scaled and coded to enable the segmentation of the data into dependent and independent variables based on the leadership, performance and culture variables. The study utilized the multiple regression models and correlation statistical analyses to determine the degree of commonality among the components. The results indicate support for the hypotheses link between the traits of transformational leadership and organizational culture with performance being the mediating variable. Exploratory analysis showed that several executive leaders have leadership traits that support culture values. The study concluded that transformational leadership and corporate organizational culture have positive effects on facilitating performance and is best suited in managing change and

  15. Party brands and voting

    DEFF Research Database (Denmark)

    Nielsen, Sigge Winther; Larsen, Martin Vinæs

    2014-01-01

    heuristics and voting models. Next, the article measures the brand value of Danish parties by utilizing a representative association analysis. Finally, this measure is used to conduct the very first empirical analysis of a party brand's effect on voting behavior. Overall, the primary finding demonstrates...

  16. Climate Change and Implications for Prevention. California's Efforts to Provide Leadership.

    Science.gov (United States)

    Balmes, John R

    2018-04-01

    The atmospheric concentration of carbon dioxide (CO 2 ) and the temperature of the earth's surface have been rising in parallel for decades, with the former recently reaching 400 parts per million, consistent with a 1.5°C increase in global warming. Climate change models predict that a "business as usual" approach, that is, no effort to control CO 2 emissions from combustion of fossil fuels, will result in a more than 2°C increase in annual average surface temperature by approximately 2034. With atmospheric warming comes increased air pollution. The concept of a "climate gap" in air quality control captures the decreased effectiveness of regulatory policies to reduce pollution with a hotter climate. Sources of greenhouse gases and climate-forcing aerosols ("black carbon") are the same sources of air pollutants that harm health. California has adopted robust climate change mitigation policies that are also designed to achieve public health cobenefits by improving air quality. These policies include advanced clean car standards, renewable energy, a sustainable communities strategy to limit suburban sprawl, a low carbon fuel standard, and energy efficiency. A market-based mechanism to put a price on CO 2 emissions is the cap-and-trade program that allows capped facilities to trade state-issued greenhouse gas emissions allowances. The "cap" limits total greenhouse gas emissions from all covered sources, and declines over time to progressively reduce emissions. An alternative approach is a carbon tax. California's leadership on air quality and climate change mitigation is increasingly important, given the efforts to slow or even reverse implementation of such policies at the U.S. national level.

  17. Chinese engineers and scientists urge leadership to change Three Gorges Dam operating plan

    Energy Technology Data Exchange (ETDEWEB)

    NONE

    2000-04-26

    An appeal to the Chinese Leadership by a group of senior engineers, water management experts and academics about the dire consequences of filling the Three Gorges reservoir on the Yangtze River to 175 metres, is reported. Originally, the plan was to keep water levels behind the Three Gorges Dam at 156 metres for the first ten years of operation, in order to allow for resettlement of people displaced by building the dam, and to evaluate the impact of silt deposits on navigation and ports at the upper end of the reservoir. Plans have changed in 1997; the water level is now scheduled to rise to 175 metres in the sixth year of the dam's operation in order to maximize the dam's power output. The appeal by 53 experts warned the Chinese Government that the filling of the reservoir to 175 metres would displace 1.13 million people and raise the water level in the Yangtze River more than 10 metres at Chongqing City, submerging drainage outlets and backing up the city's sewage, as well as increase silt deposits, blocking shipping traffic along the Yangtze River. A parallel is drawn with the Sanmenxia Dam on the Yellow River. It was completed in 1960; it has proven to be useless for controlling floods while producing only one-third of its expected output due to massive silt build-up in the reservoir.

  18. Chinese engineers and scientists urge leadership to change Three Gorges Dam operating plan

    International Nuclear Information System (INIS)

    2000-01-01

    An appeal to the Chinese Leadership by a group of senior engineers, water management experts and academics about the dire consequences of filling the Three Gorges reservoir on the Yangtze River to 175 metres, is reported. Originally, the plan was to keep water levels behind the Three Gorges Dam at 156 metres for the first ten years of operation, in order to allow for resettlement of people displaced by building the dam, and to evaluate the impact of silt deposits on navigation and ports at the upper end of the reservoir. Plans have changed in 1997; the water level is now scheduled to rise to 175 metres in the sixth year of the dam's operation in order to maximize the dam's power output. The appeal by 53 experts warned the Chinese Government that the filling of the reservoir to 175 metres would displace 1.13 million people and raise the water level in the Yangtze River more than 10 metres at Chongqing City, submerging drainage outlets and backing up the city's sewage, as well as increase silt deposits, blocking shipping traffic along the Yangtze River. A parallel is drawn with the Sanmenxia Dam on the Yellow River. It was completed in 1960; it has proven to be useless for controlling floods while producing only one-third of its expected output due to massive silt build-up in the reservoir

  19. Organisational adaptation in an activist network: social networks, leadership, and change in al-Muhajiroun.

    Science.gov (United States)

    Kenney, Michael; Horgan, John; Horne, Cale; Vining, Peter; Carley, Kathleen M; Bigrigg, Michael W; Bloom, Mia; Braddock, Kurt

    2013-09-01

    Social networks are said to facilitate learning and adaptation by providing the connections through which network nodes (or agents) share information and experience. Yet, our understanding of how this process unfolds in real-world networks remains underdeveloped. This paper explores this gap through a case study of al-Muhajiroun, an activist network that continues to call for the establishment of an Islamic state in Britain despite being formally outlawed by British authorities. Drawing on organisation theory and social network analysis, we formulate three hypotheses regarding the learning capacity and social network properties of al-Muhajiroun (AM) and its successor groups. We then test these hypotheses using mixed methods. Our methods combine quantitative analysis of three agent-based networks in AM measured for structural properties that facilitate learning, including connectedness, betweenness centrality and eigenvector centrality, with qualitative analysis of interviews with AM activists focusing organisational adaptation and learning. The results of these analyses confirm that al-Muhajiroun activists respond to government pressure by changing their operations, including creating new platforms under different names and adjusting leadership roles among movement veterans to accommodate their spiritual leader's unwelcome exodus to Lebanon. Simple as they are effective, these adaptations have allowed al-Muhajiroun and its successor groups to continue their activism in an increasingly hostile environment. Copyright © 2012 Elsevier Ltd and The Ergonomics Society. All rights reserved.

  20. Women in Academic Medicine Leadership: Has Anything Changed in 25 Years?

    Science.gov (United States)

    Rochon, Paula A; Davidoff, Frank; Levinson, Wendy

    2016-08-01

    Over the past 25 years, the number of women graduating from medical schools in the United States and Canada has increased dramatically to the point where roughly equal numbers of men and women are graduating each year. Despite this growth, women continue to face challenges in moving into academic leadership positions. In this Commentary, the authors share lessons learned from their own careers relevant to women's careers in academic medicine, including aspects of leadership, recruitment, editorship, promotion, and work-life balance. They provide brief synopses of current literature on the personal and social forces that affect women's participation in academic leadership roles. They are persuaded that a deeper understanding of these realities can help create an environment in academic medicine that is generally more supportive of women's participation, and that specifically encourages women in medicine to take on academic leadership positions.

  1. Health leadership education programs, best practices, and impact on learners' knowledge, skills, attitudes, and behaviors and system change: a literature review

    Directory of Open Access Journals (Sweden)

    Careau E

    2014-05-01

    Full Text Available Emmanuelle Careau,1 Gjin Biba,1 Rosemary Brander,2 Janice P Van Dijk,2 Sarita Verma,3 Margo Paterson,2 Maria Tassone31Center for Interdisciplinary Research in Rehabilitation and Social Integration, Université Laval, Québec, QC, 2Office of Interprofessional Education and Practice, Queen's University, Kingston, ON, 3Centre for Interprofessional Education, University of Toronto, Toronto, ON, CanadaBackground: A review of the literature was undertaken by the Canadian Interprofessional Health Leadership Collaborative to investigate the content and competencies of health education programs that teach collaborative leadership and to inform the development of an international collaborative leadership curriculum.Methods: A PubMed and Google Scholar search identified the frequency of key leadership education program terms and was adjusted for six major databases. From the 2,119 references, 250 were selected in a double-blinded manner. A descriptive statistical analysis was performed to determine the patterns, types, learners, models, and competencies addressed. Cross-tabulation and analysis of correlation identified best practices and impacts on learners' knowledge, skills, attitudes/behaviors, and on health system change.Results: Four types of leadership models were formally identified, ie, traditional leadership, transformational leadership, clinical leadership, and collaborative leadership. The most identified competencies were interprofessional communication, knowledge on how to work in teams and across disciplines, and financial knowledge. The least addressed topics were social accountability and community engagement. Only 6.8% of the articles reviewed assessed the effectiveness of their program based on patient-centered outcomes and 3.6% on system change.Conclusion: This literature review focused on 250 health leadership education programs reported in peer-reviewed journals to address important questions about the competencies, best practices

  2. The Where-How of Leadership Emergence (WHOLE) Landscape: Charting Emergent Collective Leadership

    OpenAIRE

    Johnson, Norman; Watkins, Jennifer H

    2008-01-01

    Leadership resources are constantly adapting to the challenge of the dynamic and complex systems in which they must function. To understand the changing leadership types and to better guide the development of new leadership resources, we propose a two-dimensional leadership landscape that provides a perspective into past leadership resources and identifies new frontiers of leadership. In the Where-How of Leadership Emergence (WHOLE) Landscape, one dimension is where leadership occurs – rangi...

  3. Changes in geographic variation in the uptake of cervical cancer screening in Taiwan: possible effects of "leadership style factor"?

    Science.gov (United States)

    Chiou, Shu-Ti; Lu, Tsung-Hsueh

    2014-01-01

    Wennberg proposed the "practice style factor" to explain the large variations in the use of medical care. As a corollary, we propose the "leadership style factor" of the director of the city/county bureau of public health to explain changes in geographic variation in the uptake of cervical cancer screening. We first calculated the triennial Pap smear rates for women aged 30-69 years from 1997 through 2010 for each city/county in Taiwan and the rate difference and rate ratio between the highest and the lowest city/county to illustrate the geographic variation in the uptake of cervical cancer screening. We then created an expert panel to conduct a hypothesis generation process to examine the possible effects of "leadership style factors" in explaining the changes. The Pap smear rate in Taiwan as a whole was 35% in 1997 and increased to 56% in 2001, and was then stable until 2010 (55%). In 2002, the geographic variation in the Pap smear rate was the smallest, ranging from 49% in Penghu County to 63% in I-lan County, with a rate ratio of 1.28. Unfortunately, the rate ratio increased to 1.49 in 2010, the rate being lowest in Penghu County (42%) and highest in Tainan City (63%). We identified four cities/counties with unique patterns of change in Pap smear rates, which were highly associated with the leadership style of the director of the city/county bureau of public health. Despite the launch of an organized cancer screening program in Taiwan, geographic variation in the uptake of cervical cancer screening still exists and has increased during the past decade. The "leadership style factor" of the director of the city/county bureau of public health might play a plausible role in explaining the pattern of change in geographic variation in the use of cervical cancer screening in Taiwan. Copyright © 2013 Elsevier Ireland Ltd. All rights reserved.

  4. Changing Economic Leadership: A New Benchmark of Sector Productivity in the United States and Western Europe, ca. 1910

    OpenAIRE

    Frankema, Ewout; Woltjer, Pieter; Smits, Jan-Pieter

    2013-01-01

    The debate concerning the exact timing and causes of changes in economic leadership constitutes one of the central themes in economic history. This study aims to improve the measurement of economic performance in the United States and Western Europe (Britain, France and the Netherlands) during the long nineteenth century by constructing a new benchmark of sector productivity and new estimates of comparative gdp per capita and per worker. Our main finding is that the Anglo-Dutch and Anglo-Amer...

  5. Network Leadership: An Emerging Practice

    Science.gov (United States)

    Tremblay, Christopher W.

    2012-01-01

    Network leadership is an emerging approach that can have an impact on change in education and in society. According to Merriam-Webster (2011), a network is "an interconnected or interrelated chain, group, or system." Intentional interconnectedness is what separates network leadership from other leadership theories. Network leadership has the…

  6. A change navigation-based, scenario planning process within a developing world context from an Afro-centric leadership perspective

    Directory of Open Access Journals (Sweden)

    Chris A. Geldenhuys

    2011-02-01

    Research purpose: This study aimed to investigate how scenario-based planning (a strictly cognitive management tool can be combined with organisational change navigation (a practice addressing the emotionality of change and how this integrated process should be aligned with the prerequisites imposed by a developing country context and an Afro-centric leadership perspective in order to make the process more context relevant and aligned. Motivation for the study: The integration of organisational change navigation with conventional scenario based planning, as well as the incorporation of the perquisites of a developing countries and an Afro-centric leadership perspective, will give organisations a more robust, holistic strategic management tool that will add significantly more value within a rapidly, radically and unpredictably changing world. Research design, approach and method: The adopted research approach comprised a combination of the sourcing of the latest thinking in the literature (the ‘theory’ as well as the views of seasoned practitioners of scenario planning (the ‘practice’ through an iterative research process, moving between theory and practice, back to practice and finally returning to theory in order to arrive at a validated expanded and enhanced scenario-based planning process which is both theory and practice ‘proof’. Main findings: A management tool incorporating the change navigation and the unique features of developing countries and Afro-centric leadership was formulated and empirically validated. This management tool is referred to as a change navigation based, scenario planning process (CNBSPP. Practical/managerial implications: CNBSPP is available for use by organisations wishing to apply a strategic planning tool that fits within a developing country context and an Afro-centric leadership approach. Contribution/value add: The research makes a unique contribution to the current level of knowledge by integrating two disciplines

  7. Leadership landscapes

    NARCIS (Netherlands)

    Cummings, T.; Keen, J.

    2008-01-01

    Most of the books on leadership written over the last 50 years have focused on how to lead where tasks are mainly internal to the organization, and relationships between companies are straightforward market or buy-sell transactions. Things have now changed dramatically. This book looks at the

  8. Partying as Everyday Life

    DEFF Research Database (Denmark)

    Demant, Jakob; Østergaard, Jeanette

    2007-01-01

    situates the event in everyday life. By drawing on Maffesoli's (1996) concept of ‘sociality' and Lincoln's (2005) concept of zoning the spatial and social logic of the house, partying is analysed using both qualitative and quantitative material. The analysis suggests that the consumption of alcohol (i.......e. collective intoxication) is one way the parents' dining room is transformed creatively into a space for teenage partying. Hence, the social logic of a party is to consume alcohol collectively as it symbolises commitment to both the party and to the specific group of friends. Finally, attention is drawn...... to reaffirm friendship and is therefore an integrated part of adolescents' everyday life.  ...

  9. The Primary Care Leadership Track at the Duke University School of Medicine: creating change agents to improve population health.

    Science.gov (United States)

    Sheline, Barbara; Tran, Anh N; Jackson, Joseph; Peyser, Bruce; Rogers, Susan; Engle, Deborah

    2014-10-01

    Physicians need training in community engagement, leadership, and population health to prepare them to work with partners within the community and to adapt medical care to address population health needs. With an overall goal of training primary care practitioners to be change agents for improving population health, the Duke University School of Medicine launched the Primary Care Leadership Track (PCLT) in 2011. The four-year PCLT curriculum requires students to contribute to existing community health initiatives, perform community-engaged research, and participate in leadership training. The clinical curriculum incorporates a longitudinal approach to allow students to follow patient outcomes. In addition, students regularly interact with faculty to explore population health issues, review patient cases, and adjust individual learning opportunities as needed. The first cohort of PCLT students will graduate in 2015. Prospective comparisons with traditional track students are planned on performance on standardized tests and career choices. The authors created the PCLT as a laboratory in which students can engage with the community and explore solutions to address the health of the public and the future delivery of health care. To meet the goal of training change agents, PCLT leaders need to expand opportunities for students to learn from providers and organizations that are successfully bridging the gap between medical care and public health.

  10. Unintended benefits: leadership skills and behavioral change among Guatemalan fieldworkers employed in a longitudinal household air pollution study.

    Science.gov (United States)

    Kuo, Devina; Thompson, Lisa M; Lee, Amy; Romero, Carolina; Smith, Kirk R

    2010-01-01

    The RESPIRE and CRECER studies measured the effects of reduced household air pollution (HAP) from wood-fired cookstoves on respiratory health in rural highland Guatemala. This article examines behavior change and leadership skill development in local community members who were hired as fieldworkers to assist with research. Fieldworkers administered household questionnaires, shared functions similar to community health workers, and bridged health resources to communities. A mixed-methods design for data collection (in-depth interviews, focus groups, impact drawings, knowledge questionnaire, and retrospective pre-test) was used. Purposive sampling included 10 fieldworkers and 13 local service providers. Fieldworkers showed an increase in knowledge, positive attitudes, and practices around HAP. They developed new technical, interpersonal, and leadership skills. Fieldworkers played a crucial role in building confianza (trust) with the community, bridging resources, and improving outside researchers' relationships with locals. Recommendations for future researchers include inclusion of additional training courses and adoption of community participatory approaches.

  11. UNINTENDED BENEFITS: LEADERSHIP SKILLS AND BEHAVIORAL CHANGE AMONG GUATEMALAN FIELDWORKERS EMPLOYED IN A LONGITUDINAL HOUSEHOLD AIR POLLUTION STUDY*

    Science.gov (United States)

    KUO, DEVINA; THOMPSON, LISA M.; LEE, AMY; ROMERO, CAROLINA; SMITH, KIRK R.

    2015-01-01

    The RESPIRE and CRECER studies measured the effects of reduced household air pollution (HAP) from wood-fired cookstoves on respiratory health in rural highland Guatemala. This article examines behavior change and leadership skill development in local community members who were hired as fieldworkers to assist with research. Fieldworkers administered household questionnaires, shared functions similar to community health workers, and bridged health resources to communities. A mixed-methods design for data collection (in-depth interviews, focus groups, impact drawings, knowledge questionnaire, and retrospective pre-test) was used. Purposive sampling included 10 fieldworkers and 13 local service providers. Fieldworkers showed an increase in knowledge, positive attitudes, and practices around HAP. They developed new technical, interpersonal, and leadership skills. Fieldworkers played a crucial role in building confianza (trust) with the community, bridging resources, and improving outside researchers’ relationships with locals. Recommendations for future researchers include inclusion of additional training courses and adoption of community participatory approaches. PMID:22192940

  12. Monopolizing, Mutualizing, or Muddling Through: Factions and Party Management in Contemporary Thailand

    Directory of Open Access Journals (Sweden)

    Paul W. Chambers

    2010-01-01

    Full Text Available In democracies throughout the world, intra-party factions manifest themselves in parties and governments. Formal and informal institutions have, however, proved crucial in managing factionalism. This is especially true in Thailand’s emerging parliamentary democracy where the management of factionalism has become a major objective for Thai parties. This study explores factions and factionalism as well as how different types of parties try to manage intra-party dissension especially in the case of Thailand. The findings suggest that management style tends to be a function of a party’s organization, with parties which practice a collegial style tending to be the more successful in controlling intra-party cliques over time. At the same time, the most important tools which party leaderships can use to control factions are the careful use of constitutional provisions and manipulation of party finance.

  13. Subtractive Leadership

    Science.gov (United States)

    Larwin, K. H.; Thomas, Eugene M.; Larwin, David A.

    2015-01-01

    This paper introduces a new term and concept to the leadership discourse: Subtractive Leadership. As an extension of the distributive leadership model, the notion of subtractive leadership refers to a leadership style that detracts from organizational culture and productivity. Subtractive leadership fails to embrace and balance the characteristics…

  14. MD/MBA programs in the United States: evidence of a change in health care leadership.

    Science.gov (United States)

    Larson, David B; Chandler, Maria; Forman, Howard P

    2003-03-01

    Managerial sciences are playing an increasingly prominent role in the organization and delivery of health care. Despite popular media reports that a rising number of physicians are acquiring a background in this discipline through MD/MBA (medical and master of business administration) programs, no recent study has verified this. This study measured changes in the number and nature of the affiliations between management and medicine in the form of MD/MBA programs in the United States. Surveys of admission officers of 125 U.S. allopathic medical schools and of the overseers of each joint MD/MBA degree program were administered in May-October 2001. Main outcome measures included program growth, curriculum and degree requirements, application and admission requirements, and program leadership and organization. The number of MD/MBA programs grew from six to 33 between 1993 and 2001, and 17 more medical schools were considering establishing the joint-degree program. Ten, 15, and 20 programs produced 27, 42, and 61 graduates in 1999, 2000, and 2001, respectively, and over 100 students were expected to graduate per year when all 33 programs matured. Program structures and oversight indicate a spectrum of philosophies regarding the appropriate level of integration of the two degrees. MD/MBA programs apparently attempt to complement medical education with management education rather than the converse. The growth in the numbers of MD/MBA programs and participants indicates rising cooperation between medical and business schools and increasing interest in management education early in the careers of graduating physicians.

  15. CHARACTERISTICS OF MANAGEMENT AND LEADERSHIP IN ORDER TO EFFICIENTLY ACHIEVE THE ORGANIZATIONAL CHANGES PRODUCED BY THE ECONOMIC CRISIS

    Directory of Open Access Journals (Sweden)

    Iuliana Talmaciu

    2015-05-01

    Full Text Available Change has become the watchword of the present times. The dynamism of economic, social and political life is becoming more pronounced and it determines numerous organizational changes. In times of crisis and during the following periods, companies face major challenges, changes becoming even harder to anticipate and plan. The economic difficulties encountered by the business environment can be a decisive test for the leaders of companies. The main purpose of this article is to analyze the leadership characteristics which are necessary to efficiently manage and implement organizational changes during crisis. The research method used in this paper was based on the content analysis of works by both Romanian and foreign authors and on some studies conducted by different specialized companies. This paper is structured as follows: introduction, aspects regarding managers' role in change management, characteristics needed by the leaders involved in the change process, conclusions and biography.

  16. Climatic change. The third Conference of the Parties of the United Nations - Framework Convention. Kyoto, Japan, 1-10 December 1997

    International Nuclear Information System (INIS)

    Meclot, Bernard; Madet, Daniel

    1997-01-01

    Facing the global problems raised by the climatic change, it is absolutely necessary to bring forth worldwide orientations which must balance the economic growth in the developing countries, the competition between countries and between industrial companies, the right repartition of the efforts of developed countries and the remaining world's countries as well as among the developed countries. This EDF press communique, concerning the 3. Conference of the Parties of the UN Framework - Convention, held in Kyoto on 1-10 Dec 1999, presents the results of EDF struggle against the Greenhouse effect, a comparative statistics of the CO 2 emission and, particularly, the role of electric sector. The following conclusions are drown in this report: 1. No matter what common target will be established for CO 2 emission (2-4.5 tones per inhabitant, for instance), it implies that big countries like US and Canada should decide on plans for significant lowering of the emissions while Europe as well as China have still important steps to do; 2. Although, Europe has mastered rather well the global CO 2 emission there are still very contrasting values from the different countries of the European Union; 3. The emissions produced by transport do increase continuously and will soon become the main contributor to the polluting emissions; 4. The European industrial sector has reduced its emission by about 12% during the last ten years and at present it is only the fourth contributor; 5. The electric sector can bring a major contribution to the pollution abatement by choosing CO 2 non-emitting power generating systems, so as the plots giving the emission evolution in France, Sweden or Austria demonstrate

  17. Charismatic female leadership and gender

    DEFF Research Database (Denmark)

    Meret, Susi

    2015-01-01

    Research on the leadership and electorates of populist right-wing parties emphasizes that most of these parties are charismatic and male-dominated, both as regards their leadership and voters. However, while studies about the gender gap focus mainly on demand-side factors, such as electoral support......, socio-economic characteristics and the voters' attitudes towards issues such as immigration, those that analyse the role and position of gender issues are still rare. Similarly, or even more, overlooked is an analysis of the rhetoric, style, charisma and discourse of populist female leaders...

  18. Organizational structure, leadership and readiness for change and the implementation of organizational cultural competence in addiction health services.

    Science.gov (United States)

    Guerrero, Erick G; Kim, Ahraemi

    2013-10-01

    Increasing representation of racial and ethnic minorities in the health care system and on-going concerns about existing health disparities have pressured addiction health services programs to enhance their cultural competence. This study examines the extent to which organizational factors, such as structure, leadership and readiness for change contribute to the implementation of community, policy and staffing domains representing organizational cultural competence. Analysis of a randomly selected sample of 122 organizations located in primarily Latino and African American communities showed that programs with public funding and Medicaid reimbursement were positively associated with implementing policies and procedures, while leadership was associated with staff having greater knowledge of minority communities and developing a diverse workforce. Moreover, program climate was positively associated with staff knowledge of communities and having supportive policies and procedures, while programs with graduate staff and parent organizations were negatively associated with knowledge of and involvement in these communities. By investing in funding, leadership skills and a strategic climate, addiction health services programs may develop greater understanding and responsiveness of the service needs of minority communities. Implications for future research and program planning in an era of health care reform in the United States are discussed. Copyright © 2013 Elsevier Ltd. All rights reserved.

  19. Changing the culture of academic medicine to eliminate the gender leadership gap: 50/50 by 2020.

    Science.gov (United States)

    Valantine, Hannah; Sandborg, Christy I

    2013-10-01

    Central to the daily struggles that successful working women face is the misalignment of the current work culture and the values of the workforce. In addition to contributing to work-life integration conflicts, this disconnect perpetuates the gender leadership gap. The dearth of women at the highest ranks of academic medicine not only sends a clear message to women that they must choose between career advancement and their personal life but also represents a loss of talent for academic health centers as they fail to recruit and retain the best and the brightest. To close the gender leadership gap and to meet the needs of the next generation of physicians, scientists, and educators, the authors argue that the culture of academic medicine must change to one in which flexibility and work-life integration are core parts of the definition of success. Faculty must see flexibility policies, such as tenure clock extensions and parental leaves, as career advancing rather than career limiting. To achieve these goals, the authors describe the Stanford University School of Medicine Academic Biomedical Career Customization (ABCC) model. This framework includes individualized career plans, which span a faculty member's career, with options to flex up or down in research, patient care, administration, and teaching, and mentoring discussions, which ensure that faculty take full advantage of the existing policies designed to make career customization possible. The authors argue that with vision, determination, and focus, the academic medicine community can eliminate the gender leadership gap to achieve 50/50 by 2020.

  20. The Leadership Experience of a Principal Using Technology to Change a School: An Autoethnography

    Science.gov (United States)

    Foiles Kiel, Donna

    2013-01-01

    Increasingly, principals are challenged to merge technology and instruction to achieve meaningful school reform. There are limited studies revealing the personal perspective of a principal who applied servant and transformational leadership to achieve school improvement by leveraging school-wide technology integration. The purpose of this…

  1. Organizing for Change: A Case Study of Grassroots Leadership at a Kentucky Community College

    Science.gov (United States)

    Borregard, Andrea Rae

    2016-01-01

    Community colleges constitute a special type of higher education organization: their complex mission, dynamics, personnel structures, and values require a distinct set of understandings and skills to lead and manage them well. Most of the research on leadership in community colleges focuses on leaders in positions of power (presidents, provosts,…

  2. Flourishing for the Common Good: Positive Leadership in Christian Higher Education during Times of Change

    Science.gov (United States)

    Dahlvig, Jolyn E.

    2018-01-01

    This paper argues that higher education should exist for society's common good, a focus that has been lost in recent years (Dorn, 2011; Eagan et al., 2015; Ford 2016; Habley, Bloom & Robbins, 2012). To explore how Christian higher education can provide leadership in returning to a focus on the common good, this paper traces the movement of…

  3. South Dakota School Principals' Preferred Leadership Styles for Leading Change to Face Poverty and Discrimination

    Science.gov (United States)

    Soka, John Alex

    2011-01-01

    This quantitative research study identified perceptions regarding leadership styles of a sample of high school, middle school, and elementary school principals serving in South Dakota public and tribal/BIE (Bureau of Indian Education) schools in 2011. From 152 public school districts and 20 tribal/BIE schools, a sample of 148 school principals was…

  4. Participative Leadership and Change-Oriented Organizational Citizenship: The Mediating Effect of Intrinsic Motivation

    Science.gov (United States)

    Sagnak, Mesut

    2016-01-01

    Problem Statement: Scientists support that success cannot be achieved through schools with a bureaucratic structure in which top-down relation is emphasized but rather with a decentralized structure of authority. Scientists also posit that participative management is the best approach. Participation or participative leadership is defined as…

  5. Formulating a Research Agenda in School Leadership and Organisational Change for School Improvement in Singapore

    Science.gov (United States)

    Dimmock, Clive

    2011-01-01

    This paper argues that it is timely for educational researchers in Asia, and Singapore in particular, to generate cultural- and empirical-knowledge bases in school leadership that will speak to the specific interests of Asian students, educators and practitioners. As economic and social development across Asia gathers momentum, the more advanced…

  6. Third party processing

    International Nuclear Information System (INIS)

    Clark, S.

    1997-01-01

    The importance of Canada's natural gas industry to remain competitive on a global level was discussed. Third party processing is a tool that the Canadian gas industry can use to overcome the relative disadvantage of smaller, and therefore more expensive, gas processing plants in Canada, and to maintain, and even improve, its competitive position vis-a-vis its US counterparts. The principal role of a third party processor is to provide midstream services such as raw gas gathering, field compression, gas processing, sales gas transmission, and natural gas liquids fractionation. Some third party processors also provide marketing services. Third party processors add value to the gas producer by reducing risk, reducing cost, improving reliability, and improving netbacks. The many variables involved in determining the economic viability of third party processing, including the quantity and deliverability of the raw resource, facility capacity, capital investment, operating costs, technology, fee structures, operational reliability, and speed, among others, were examined and the significance of each variable was explained

  7. Managerial leadership in the micro hermeneutics school

    Directory of Open Access Journals (Sweden)

    Elsy Rodriguez

    2016-12-01

    Full Text Available In the present work, we analyze in a theoretical way the micropolitics of the centers for understand the singularity in the school organization. The literature review leads to the conclusion, that while the struggle comply an important role in the political arena of the schools, this can be manage through the executive leadership, it’s a necessary role but not ever assumable by the school principals, on the other hand, the reflection around the issue put the conflict and leadership as a factor that influence in the social fabric of an educational community. The first is inherent in the daily dynamics of every organization, including the school, because emerges from the interaction between people, each one with ideologies and ways to read the reality in different way. Situation that gives rise to diversity of goals on which we must agree. Therefore, the negotiation that leads to the parties to reach agreement requires the exercise of a leadership from the management function to avoid polarization of ideas and eventually work for the common good. That is to say the leadership in the managerial function is an important role for promote dialogue in the centers, for motivate to the members of the educational community to participate in future changes, in benefit of all and not a few, and achieve consensus without this implying shield the democracy. 

  8. ENTREPRENEURIAL LEADERSHIP: A THEORETICAL FRAMEWORK

    Directory of Open Access Journals (Sweden)

    Yusuf ESMER

    2017-12-01

    Full Text Available Today, having just leadership or entrepreneurship qualities by business managers is not enough for success of enterprises. Managers need to have both leadership and entrepreneurship qualities in order to be successful. At this point, the concept of entrepreneurial leadership emerges. Entrepreneurial leadership is a new and modern type of leadership that is a combination of leadership qualities and spirit of entrepreneurship. In addition, entrepreneurial leadership is creating new products, new processes and expansion opportunities in existing businesses, working in social institutions and dealing with ignored social issues, participating in social and political movements, contributing to the change of current services and policies implemented by civil society organizations and governments. In recent times, entrepreneurial leadership has become a new phenomenon in business management that needs to be discussed. In this regard, in this study, the importance of entrepreneurial leadership is emphasized by examining the concept of entrepreneurial leadership within a theoretical framework.

  9. DEVELOPMENT OF POLITICAL PARTIES AND PARTY FUNDING: MODELS AND CHARACTERISTICS

    Directory of Open Access Journals (Sweden)

    Hrvoje MATAKOVIC

    2015-03-01

    Full Text Available The first modern political parties were formed at the end of the 18th century and have, from those times up to now, undergone 4 developing phases; each of the phases is bound to ideal-type political party model: cadre parties, mass parties, catch-all parties and cartel parties. Each of these party models differentiates in various characteristics: party foundation, number of members, and way of leading the election campaigns, but also in ways of financing. This paper describes the above mentioned 4 phases of political parties’ development and 4 phases of parties' finances development; it will be analysed in detail positive and negative sides of each of the models of party financing.

  10. Candidates stick to party guns. In lieu of new healthcare plans, Bush, Gore follow party reform proposals.

    Science.gov (United States)

    Gardner, J; Hallam, K

    2000-07-03

    As the Democratic and GOP nominating conventions approach next month, presumptive nominees Al Gore and George W. Bush are offering no new healthcare plans, both preferring to ride the healthcare waves already set in motion by their respective party's leadership. And the really interesting thing is, the plans aren't that different. Call it creeping incrementalism.

  11. The German Environmentalist Party - The Greens

    International Nuclear Information System (INIS)

    Mettke, J.R.

    1982-01-01

    The Greens are winning supporters throughout the FRG, quite a few of them are already members of the parliament of various lands. Will they cooperate with the established political parties in Bonn. Will they take over from the Free Democrats the role of holding the balance of power. In this book, Spiegel editors present their analyses of the changing concepts of the new political movement. The most outstanding members of the Environmentalist Party - the so-called Greens - define their position and state their opinions on the problems of coalition forming, and prominent members of the parties of the German Bundestag answer these statements. (orig.) [de

  12. Political Marketing Mix in Indonesia Parties

    Directory of Open Access Journals (Sweden)

    Freddy Simbolon

    2016-05-01

    Full Text Available The reform era has changed the paradigm of Indonesian politics. Multiparty system has demanded a political party to be able to compete for their constituents. Article aimed to convey a political marketing concept that can helppolitical parties in planning a strategy to win the election. Research method used descriptive method analysis. The results suggest that the approach of the marketing mix that includes the product, price, place, and promotion areapproaches that are very helpful in presenting a plan to win the marketing strategy of political parties in elections.

  13. Abstract Collection of 24th Forum: Energy Day in Croatia: EU Energy Policy after 21st Conference of the Parties to the UN Framework Convention on Climate Changes

    International Nuclear Information System (INIS)

    2015-01-01

    This year's Forum coincides with 21st Conference of the Parties to the UN Framework Convention on Climate Changes (COP21) in Paris. For energy sector, political agreement about climate change in Paris opens the discussion about realization of the climate policy of CO2 emission reduction, with reference on conceiving an energy policy that will be based on complete implementation of climate protection policy. While content and commitments will be discussed in Paris, EU, which supports climate protection policy, will be discussing about elements of climate and energy policy implementation. In Paris the main question will be: is it possible to achieve an agreement on climate change, that would be legally binding, fair and feasible? The majority answer would probably be: difficult, but absolutely necessary. What is the problem in achieving a legally binding agreement on climate policy? Legally binding climate change agreement has its consequence - every country would be legally bound to change its climate policy, include climate protection in energy costs, modify or change technology in the entire manufacturing chain, transport/transfer, distribution and energy supply, increase in energy efficiency, production of energy from renewable energy sources and other measures that contribute to reduction of CO2 emissions. In the start-up phase, it will directly affect the citizens and entrepreneurship with the increase in expenses and then the competitiveness of economy and living standard of citizens. Where it only for the expenses of energy in question, in which every country would be in the same position, there probably would not be any problem in achieving of the agreement. The larger problem lies in thresholds of emission reductions for every country, which produces the differences between countries - from which level to start and to which level to get to in certain amount of time. The starting point is not the same, responsibility for the current emission levels is

  14. Lack of political leadership hinders energy transition. The necessity of cooperation between market parties. Special on Energy Transition; Gemis aan politiek leiderschap belemmert energietransitie. Samenwerking tussen marktpartijen noodzakelijk. Themanummer Energietransitie

    Energy Technology Data Exchange (ETDEWEB)

    Van Mil, R. (ed.)

    2008-10-15

    Energy use in the Netherlands must be reduced significantly and the use of sustainable energy increased quickly in order to realize the ambitious targets of 20% sustainable energy in 2020, among other things. Five experts who are involved in the energy transition trajectory consider the targets feasible, but they miss government leadership. [mk]. [Dutch] Het energiegebruik in Nederland moet sterk omlaag en het gebruik van duurzame energie snel omhoog om de ambitieuze doelstellingen van onder meer 20 procent duurzame energie in 2020 te realiseren. Vijf experts die betrokken zijn bij het energietransitietraject vinden de doelstellingen haalbaar, maar missen leiderschap van de overheid.

  15. Your Golden Jubilee Party!

    CERN Multimedia

    2004-01-01

    All staff are invited to the Golden Jubilee Staff Party on the evening of 17 September. To mark CERN's 50th anniversary, the Director General would like to invite all staff working at CERN to celebrate the success of the organization. The party will be held on the terrace of the Main Building on 17 September at 4:00 pm. The event will include an address by the DG, music, film clips, drinks and snacks. Your effort, hard work and enthusiasm have been the key to CERN's success. The first of the main events celebrating the organization's Golden Jubilee is for you, so come along and celebrate!

  16. Terrorism and Political Parties

    DEFF Research Database (Denmark)

    Bourne, Angela

    In the paper I address the empirical puzzle arising from different responses by political authorities in Spain and the UK to the existence of political parties integrated in the terrorist groups Euskadi Ta Askatasuna (ETA, Basque Homeland and Freedom) and the Irish Republican Army (IRA). More...... for realization of free speech rights and representation is also emphasized, and where proscription is seen as inimical to resolution of conflict underpinning violence. In the context of party competition, a winning coalition is required for one discourse to predominate. However, I also argued that both ideas...

  17. Leadership, leadership, wherefore art thou leadership?

    Science.gov (United States)

    Brooks, Charlie G

    2004-06-01

    Leadership is an elusive concept. Although no one best definition exists, some common characteristics, such as charisma and influence, tend to dominate most discussions on leadership qualities and traits. This article presents an overview of the findings of and pitfalls in research on leadership, in its varied and multifaceted contexts. It explores both personal and contextual attributes of leadership.

  18. Images with impact : The electoral consequences of party leader portrayal in the media

    NARCIS (Netherlands)

    Aaldering, L.

    2018-01-01

    This dissertation studies how the media portray party leaders in terms of their character traits, and when and to what extent these mediated leadership images have electoral consequences. The research focusses on the media portrayal of party leaders to establish leader effects, instead of leader

  19. Emergency managers as change agents: recognizing the value of management, leadership, and strategic management in the disaster profession.

    Science.gov (United States)

    Urby, Heriberto; McEntire, David A

    2015-01-01

    This article discusses the influence of management theory, some principles of leadership, four strategic management considerations, that are applied to emergency management, allow emergency managers to transform their followers, organizations, and communities at large. The authors argue that in the past there has been little recognition of the value, or application, of these three areas of emphasis in the disaster profession. Using more of these principles, emergency managers may transform into transformational change agents who make a difference in their followers' lives, who themselves transform other people and improve emergency management.

  20. Leadership Epistemology

    Science.gov (United States)

    Bogenschneider, Bret N.

    2016-01-01

    The study of leadership is characterized by an expanding set of definitions of the term leadership. Some scholars even set out to know leadership by the identification of traits or behaviors of good leaders. However, the scientific study of leadership requires the identification of a causal theory of leadership. The scientific belief in causation…

  1. On School Educational Technology Leadership

    Science.gov (United States)

    Davies, Patricia M.

    2010-01-01

    This analysis of the literatures on school educational technology leadership addresses definitions of school technology leaders and leadership, their role in educational change, and why schools are now changing as a result of 21st century advancements in technology. The literatures disagree over the definition of educational technology leadership.…

  2. Mapping and Changing Informal Nurse Leadership Communication Pathways in a Health System

    Directory of Open Access Journals (Sweden)

    David C. Benton, PhD, RN, FRCN

    2015-03-01

    Conclusions: SNA is a useful tool in mapping existing networks and evaluating how these can be strengthened through the use of task orientated project work. This easy-to-use technique can provide useful insights and a means of targeting management action to improve communication pathways in a moderately large and complex nurse leadership group. Further clinical and academic potential uses of the technique are suggested.

  3. Participative Leadership and Change-Oriented Organizational Citizenship: The Mediating Effect of Intrinsic Motivation

    OpenAIRE

    SAGNAK, Mesut

    2016-01-01

    Problem Statement: Scientists support that success cannot be achieved through schools with a bureaucratic structure in which top-down relation is emphasized but rather with a decentralized structure of authority. Scientists also posit that participative management is the best approach. Participation or participative leadership is defined as deciding jointly or as the shared influence for deciding between superiors and subordinates. From this standpoint, participative management has focused on...

  4. Transformational Leadership, Integrity, and Power

    Science.gov (United States)

    Harrison, Laura M.

    2011-01-01

    Transformational leadership enjoys widespread appeal among student affairs professionals. National Association of Student Personnel Administrators (NASPA) and American College Personnel Association (ACPA) conferences frequently feature speakers who promote transformational leadership's two primary tenets: (1) change is the central purpose of…

  5. Partying as Everyday Life

    DEFF Research Database (Denmark)

    Demant, Jakob; Østergaard, Jeanette

    2007-01-01

    situates the event in everyday life. By drawing on Maffesoli's (1996) concept of ‘sociality' and Lincoln's (2005) concept of zoning the spatial and social logic of the house, partying is analysed using both qualitative and quantitative material. The analysis suggests that the consumption of alcohol (i...... to reaffirm friendship and is therefore an integrated part of adolescents' everyday life.  ...

  6. The Central Role of Physician Leadership for Driving Change in Value-Based Care Environments.

    Science.gov (United States)

    Lustig, Adam; Ogden, Michael; Brenner, Robert W; Penso, Jerry; Westrich, Kimberly D; Dubois, Robert W

    2016-10-01

    In 2013, it was reported that about 1 of every 3 U.S. adults has hypertension. Of these 70 million individuals, approximately 50% have their blood pressure under control. Achieving hypertension control, especially in at-risk populations, requires a multipronged approach that includes lifestyle modifications and pharmacological treatment. As provider groups, hospital systems, and integrated delivery networks optimize their care processes to promote population health activities in support of the accountable care organization (ACO) model of care, managing hypertension and other chronic diseases will be essential to their success. A critical aspect of managing populations in an ACO environment is optimization of care processes among providers to increase care efficiency and improve patient outcomes. Launched in 2013, Measure Up/Pressure Down is a 3-year campaign developed by the American Medical Group Foundation (AMGF) to reduce the burden of high blood pressure. The goal of the campaign is for participating medical groups, health systems, and other organized systems of care to achieve hypertension control for 80% of their patients with high blood pressure by 2016, according to national standards. The role of physician leadership at Cornerstone Health Care (CHC) and Summit Medical Group (SMG) in facilitating organizational change to improve hypertension management through the implementation of the Measure Up/Pressure Down national hypertension campaign is examined. Using patient stratification via its electronic health record, SMG identified 16,000 patients with hypertension. The baseline percentage of hypertension control for this patient population was 66%. Within 7 months, SMG was able to meet the 80% goal set forth by the AMGF's Measure Up/Pressure Down campaign. CHC diagnosed 25,312 patients with hypertension. The baseline percentage of hypertension control for this subgroup of patients was 51.5% when the initiative was first implemented. To date, the organization

  7. Situational Leadership

    OpenAIRE

    Süttö, Marián

    2016-01-01

    This thesis is focused on field of leadership, particularly situational leadership model by Hersey and Blanchard. Thesis is mostly theoretical framework aimed to offer the possibility for reader to get overview in leadership issues. Theoretical framework of the thesis is focused on leadership definition, the most important leadership theories in the past, and especially to situational leadership approach. The focus of this thesis is to get detailed insight in this model and therefore offer in...

  8. Leadership Epistemology

    OpenAIRE

    Bogenschneider, B

    2016-01-01

    The study of leadership is characterized by an expanding set of definitions of the term leadership. Some scholars even set out to know leadership by the identification of traits or behaviors of good leaders. However, the scientific study of leadership requires the identification of a causal theory of leadership. The scientific belief in causation as the common epistemology is the necessary link between the various disciplines interested in leadership (e.g., organizational psychology, statisti...

  9. An Empirical Study of the Change Project as Both Teaching Tool and Outcome of an Educational Leadership Development Program.

    Science.gov (United States)

    King, Jean A.; Schleisman, Jane; Kistler, Susan

    The Bush Foundation's leadership-development programs are an important source of inservice leadership training in Minnesota. The extent to which these programs influence pre-collegiate education is explored. The paper draws on a longitudinal study that asked two basic questions: what are the long-term effects of the Bush Leadership Programs on…

  10. The Mediating Roles of Internal Context Variables in the Relationship between Distributed Leadership Perceptions and Continuous Change Behaviours of Public School Teachers

    Science.gov (United States)

    Kondakci, Yasar; Zayim, Merve; Beycioglu, Kadir; Sincar, Mehmet; Ugurlu, Celal T

    2016-01-01

    This study aims at building a theoretical base for continuous change in education and using this base to test the mediating roles of two key contextual variables, knowledge sharing and trust, in the relationship between the distributed leadership perceptions and continuous change behaviours of teachers. Data were collected from 687 public school…

  11. Towards a National Gang Strategy: A Meta-Policy Analysis of Leadership, Learning, and Organizational Change within the Law Enforcement Context

    Science.gov (United States)

    Richards, Maurice V.

    2010-01-01

    This study examines the process of change within law enforcement, focusing on the leadership, learning, and organizational change required to reduce crime, violence, and social disruption caused by criminal street gangs. The study tests the viability, results, and implications of a new policing model, the trans-jurisdictional task force, through…

  12. Time for Climate Change: Leadership, IT Climate, and their Impact on Organizational Performance

    DEFF Research Database (Denmark)

    Wunderlich, Nico; Beck, Roman

    2017-01-01

    IT climate in organizations where the need for deep IT and business knowledge is constantly increasing. We shed light on how organizational leaders, both from business and IT, influence a positive organizational IT climate by IT leadership and subsequently, how an organizational IT climate affects strategic......Information systems (IS) have become essential for operating firms successfully. How to align business and information technology (IT) executives to increase organizational output has been widely discussed in literature. This research focusses on pre-requisites and consequences of a positive...... groups, and can confirm organization wide firm IS knowledge as a strategically important resource to achieve organizational performance....

  13. Blueprint for Sustainable Change in Diversity Management and Cultural Competence: Lessons From the National Center for Healthcare Leadership Diversity Demonstration Project.

    Science.gov (United States)

    Dreachslin, Janice L; Weech-Maldonado, Robert; Gail, Judith; Epané, Josué Patien; Wainio, Joyce Anne

    How can healthcare leaders build a sustainable infrastructure to leverage workforce diversity and deliver culturally and linguistically appropriate care to patients? To answer that question, two health systems participated in the National Center for Healthcare Leadership's diversity leadership demonstration project, November 2008 to December 2013. Each system provided one intervention hospital and one control hospital.The control hospital in each system participated in pre- and postassessments but received no preassessment feedback and no intervention support. Each intervention hospital's C-suite leadership and demonstration project manager worked with a diversity coach provided by the National Center for Healthcare Leadership to design and implement an action plan to improve diversity and cultural competence practices and build a sustainable infrastructure. Plans explored areas of strength and areas for improvement that were identified through preintervention assessments. The assessments focused on five competencies of strategic diversity management and culturally and linguistically appropriate care: diversity leadership, strategic human resource management, organizational climate, diversity climate, and patient cultural competence.This article describes each intervention hospital's success in action plan implementation and reports results of postintervention interviews with leadership to provide a blueprint for sustainable change.

  14. Your Golden Jubilee Party!

    CERN Multimedia

    2004-01-01

    All staff are invited to the Golden Jubilee Staff Party on the evening of 17 September. To mark CERN's 50th anniversary, the Director General would like to invite all staff working at CERN to celebrate the success of the organization. The party will be held on the terrace of the Main Building on 17 September at 4:00 pm. The event will include an address by the DG, music, film clips, drinks and snacks! Your effort, hard work and enthusiasm have been the key to CERN's success. The first of the main events celebrating the organization's Golden Jubilee is for you, so come along and celebrate! http://www.cern.ch/cern50/

  15. Your Golden Jubilee Party!

    CERN Multimedia

    2004-01-01

    All staff are invited to the Golden Jubilee Staff Party on the evening of 17 September To mark CERN's 50th anniversary, the Director General would like to invite all staff working at CERN to celebrate the success of the organization. The party will be held on the terrace of the Main Building on 17 September at 4:00 pm. The event will include an address by the DG, music, film clips, drinks and snacks. Your effort, hard work and enthusiasm have been the key to CERN's success. The first of the main events celebrating the organization's Golden Jubilee is for you, so come along and celebrate! http://www.cern.ch/cern50/

  16. Your Golden Jubilee Party!

    CERN Multimedia

    2004-01-01

    http://www.cern.ch/cern50/All staff are invited to the Golden Jubilee Staff Party on the evening of 17 September. To mark CERN's 50th anniversary, the Director-General would like to invite all the people working at CERN to celebrate the success of the organization. The party will be held in the cafeteria and on the terrace (if the weather permits) of the Main Building on 17 September at 4:00 pm. The event will include an address by the DG, music, film clips, drinks, snacks and a surprise music show by the CERN Big Bang Orchestra! Your effort, hard work and enthusiasm have been the key to CERN's success. The first of the main events celebrating the organization's Golden Jubilee is for you, so come along and celebrate! Early closure of Restaurant No. 1 (Bldg. 501, Meyrin site): Friday 17 September at 2:00 p.m. On Friday, 17 September, Restaurant No. 1 (NOVAE) will close at 2:00 p.m. owing to the Golden Jubilee party for the CERN staff. No dinner will be served that evening.

  17. Your Golden Jubilee Party!

    CERN Multimedia

    2004-01-01

    http://www.cern.ch/cern50/ All staff are invited to the Golden Jubilee Staff Party on the evening of 17 September. To mark CERN's 50th anniversary, the Director-General would like to invite all the people working at CERN to celebrate the success of the organization. Your Golden Jubilee Party Friday 17 September 2004 at 16:00 Restaurant 1, Main Building Programme Speech by Director-General Toast in honour of CERN Cocktails and ambient music Video projections of five decades of CERN and at 18:00 ... A surprise music show. Your effort, hard work and enthusiasm have been the key to CERN's success. The first of the main events celebrating the organization's Golden Jubilee is for you, so come along and celebrate! Early closure of Restaurant No. 1 (bldg. 501, Meyrin site): Friday 17 September at 2:00 p.m. On Friday, 17 September, Restaurant No. 1 (NOVAE) will close at 2:00 p.m. owing to the Golden Jubilee party for the CERN staff. No dinner will be served that evening.

  18. Changing Napoleonic Leadership In The Department Of Homeland Security: The Identification Of Toxic Leadership Behaviors And How To Facilitate Change To Those Behaviors

    Science.gov (United States)

    2016-02-06

    when the subject of emotional intelligence is brought up, some leaders take a “ machismo ” attitude towards it, in an attempt to discount, ignore, or...Eisenhower School for national Security and Resource StrategyNational Defense University, 2013, 101. 5 Ibid, 101. 6 “ Machismo | an Attitude, Quality, or...webster.com/dictionary/ machismo . 7 McFarland, Walter, and Susan Goldsworthy. Choosing Change: How Leaders and Organizations Drive Results One Person at a

  19. Social Networks and Political Parties in Chile

    Directory of Open Access Journals (Sweden)

    Adler Lomnitz, Larissa

    2002-09-01

    Full Text Available This paper describes the origin and evolution of two Chilean political parties (the Radical Party and the Christian Democrat Party through the analysis of the social networks that originated and composed them. The aim of this study is to propose a model of national political cultures on the basis of the structure of social networks related to power and of the symbol system, which legitimizes it. The structure of social networks, horizontal and vertical, are based on reciprocal or redistributive forms of exchange, on what is being exchanged and on the articulation between networks. In every society there are symmetrical and asymmetrical exchanges, which produce horizontal and vertical networks. These networks interact among themselves to form the social fabric. The dominance of some over others and how they combine, delineate the character of the political culture (authoritarian vs. egalitarian. Chile is a multiparty country within which there are cohorts of horizontal groups of friends, who informally exercise a central control over their members and create invisible boundaries setting them apart from others, in which leadership is under constrains. The result is both a strong presidential system based on an almost fanatic legitimacy, combined with factionalism and a strong parliamentary system.

  20. Movements in Parties: OccupyPD

    Directory of Open Access Journals (Sweden)

    Donatella della Porta

    2015-03-01

    Full Text Available When the United States activists called for people to Occupy#everywhere, it is unlikely they were thinking of the headquarters of the Italian centre-left party. Parties and movements are often considered to be worlds apart. In reality, parties have been relevant players in movement politics, and movements have influenced parties, often through the double militancy of many of their members. OccupyPD testifies to a continuous fluidity at the movement-party border, but also to a blockage in the party’s interactions with society that started long before the economic crisis but drastically accelerated with it. In this paper we present the OccupyPD Movement as a case of interaction between party politics and social movement politics, and in particular between the base membership of a centre-left party and the broader anti-austerity movement that diffused from the US to Europe adopting similar forms of actions and claims. Second, by locating it within the context of the economic and democratic crisis that erupted in 2007, we understand its emergence as a reaction towards politics in times of crisis of responsibility, by which we mean a drastic drop in the capacity of the government to respond to citizens’ requests. To fulfil this double aim, we bridge social movement studies with research on party change, institutional trust and democratic theory, looking at some political effects of the economic crisis in terms of a specific form of legitimacy crisis, as well as citizens’ responses to it, with a particular focus on the political meaning of recent anti-austerity protests. In this analysis, we refer to both quantitative and qualitative data from secondary liter-ature and original in-depth interviews carried out with a sample of OccupyPD activists.

  1. An Analysis of the Relationship between School Managers' Change Leadership Style and Multi-Factorial Leadership Styles from the Views of Teachers

    Science.gov (United States)

    Ozkan, Suna; Alev, Sedat; Ercan, Abdulkadir

    2015-01-01

    The aim of this study has been to identify school managers' leadership styles and levels in terms of teachers' perceptions. The focus of the study includes primary, secondary and high schools in Sahinbey and Sehitkamil districts of Gaziantep. In the study, the selection of the sample, which consists of 228 teachers, was carried out by using the…

  2. Physician leadership is essential to the survival of teaching hospitals.

    Science.gov (United States)

    Schwartz, R W; Pogge, C

    2000-06-01

    Academic medical centers (AMCs) face severe financial constraints because they must now compete directly with private providers that focus exclusively on cost-effective healthcare delivery. Educational and research capacities developed at AMCs have been supported by government and third party payers, but government support is diminishing. Physicians are ill-equipped to respond to market pressures. Analyses of cultural change and restructuring in corporate giants such as Greyhound, IBM and FedEx are relevant to teaching hospitals. To succeed, organizations must flatten hierarchy, empower staff, train leaders, and mobilize intellectual capital. Effective leadership is essential. Physicians must educate themselves on forces impacting the AMC, understand changes needed in the structure and processes of AMC governance and acquire competencies for leadership and management if AMCs are to survive and thrive. Surgeons should acquire competencies that will enable them to become leaders in the process of AMC transformation.

  3. Leadership, Governance

    Science.gov (United States)

    : Environmental Documents, Reports LANL Home Calendar Search Contacts About » Leadership, Governance Leadership national security and energy challenges. Leadership, Governance Ethics, Accountability Los Alamos National . Director's Office terry wallace in leadership, governance Director Terry C. Wallace, Jr. Terry C. Wallace, Jr

  4. Educational Leadership

    DEFF Research Database (Denmark)

    Moos, Lejf

    2003-01-01

    Educational leadership is different from other kinds of leadership, e.g. in leading production or service enterprises or public service institutions ? because educational leaders cannot choose their leadership style. I shall argue that educational leadership must be seen from the perspective...

  5. Departies: conceptualizing extended youth parties

    DEFF Research Database (Denmark)

    Fjær, Eivind Grip; Tutenges, Sébastien

    2017-01-01

    Every year, millions of young people travel away from home to party for days or weeks on end in permissive environments, such as music festivals, dance parties, and nightlife resorts. The studies that have been conducted on these extended youth parties have focused primarily on specific risk...

  6. Transformational Leadership and Change: How Leaders Influence Their Followers' Motivation Through Organizational Justice.

    Science.gov (United States)

    Deschamps, Carl; Rinfret, Natalie; Lagacé, Marie Claude; Privé, Catherine

    2016-01-01

    In the past decade, the reform of Québec's healthcare establishments has resulted in a reduction in the number of institutions through mergers and closures. In this report, we investigate the consequences of reform by looking at managers' motivations and related mitigating factors. We examine the influence that transformational leaders have on their employees' motivation through organizational justice. Using a survey of 253 healthcare managers, we describe how the positive impact of transformational leadership on motivation is fully mediated via different aspects of organizational justice. The results indicate that while transformational leaders influence each type of organizational justice, followers' motivation is affected primarily by procedural and interpersonal justice and little by distributive justice.

  7. Leadership Innovations

    Science.gov (United States)

    1993-04-01

    leadership " and " leadership in innovation." 3 THEORY , AS AN INSTRUMENT OF ANALYSIS FOR INNOVATION IN LEADERSHIP There are many...attributes of a leader.𔃺 Attempts to define leadership usually contrast it with "followship", management ," or sometimes - with ’beadship."’" These...plausible theory . - . . . -. - -- Nevertheless, some authors consider, and I agree, that there is no true leadership theory because existing

  8. Effective leadership

    OpenAIRE

    Vávrová, Zuzana

    2010-01-01

    In my bachelor thesis I describe problems of effective leadership in organization in relation with organization's objectives filling. I focus here on main principles of leadership process. I characterize process of leadership and personality of leader, who is active executor of this process in organization. The effective leadership is here evaluated mainly from organization theory point of view and in relation with requirements to management, especially its relation with leadership and its de...

  9. Situational theory of leadership.

    Science.gov (United States)

    Waller, D J; Smith, S R; Warnock, J T

    1989-11-01

    The situational theory of leadership and the LEAD instruments for determining leadership style are explained, and the application of the situational leadership theory to the process of planning for and implementing organizational change is described. Early studies of leadership style identified two basic leadership styles: the task-oriented autocratic style and the relationship-oriented democratic style. Subsequent research found that most leaders exhibited one of four combinations of task and relationship behaviors. The situational leadership theory holds that the difference between the effectiveness and ineffectiveness of the four leadership styles is the appropriateness of the leader's behavior to the particular situation in which it is used. The task maturity of the individual or group being led must also be accounted for; follower readiness is defined in terms of the capacity to set high but attainable goals, willingness or ability to accept responsibility, and possession of the necessary education or experience for a specific task. A person's leadership style, range, and adaptability can be determined from the LEADSelf and LEADOther questionnaires. By applying the principles of the situational leadership theory and adapting their managerial styles to specific tasks and levels of follower maturity, the authors were successful in implementing 24-hour pharmacokinetic dosing services provided by staff pharmacists with little previous experience in clinical services. The situational leadership model enables a leader to identify a task, set goals, determine the task maturity of the individual or group, select an appropriate leadership style, and modify the style as change occurs. Pharmacy managers can use this model when implementing clinical pharmacy services.

  10. Penteoostalism & schisms in the Reformed church in Zambia 1996-2001: contextual and identity changes

    OpenAIRE

    Hendriks, H.J.; Soko, L.

    2011-01-01

    This article analyzes the historical, contextual and identity changes that took place in the RCZ between 1996 and 2001 in order to find an answer to the question why it happened. The hypothesis is as follows; The leadership style of church leaders was influenced by the one-party state with its autocratic presidential powers that continued the missionary legacy of autocratic rule. The autocratic leadership style met head on with a new globalizing culture and with the Pentecostal tendencies in ...

  11. The More Things Change, the More They Stay the Same: Gleaning Valuable Insights for Modern Educational Leadership from the Life of Harriet Tubman

    Science.gov (United States)

    Schenck, Andrew D.

    2015-01-01

    Late in the 19th century, American communities were in a state of flux. As northern abolitionists fought against slavery, relationships among diverse members of society rapidly changed, forcing historical figures to adopt new leadership strategies. Like communities of the pre- and post-Civil War era, modern educational contexts reveal growing…

  12. SERVANT LEADERSHIP

    Directory of Open Access Journals (Sweden)

    Manalullaili Manalullaili

    2014-12-01

    Full Text Available "Servant leadership" is one form of leadership style that is based sincerity and provide help without thought of personal gain or reward to be gained. Servant leadership is different with transformational leadership and transactional leadership. Because this type of leadership is a combination of environmental assessment related to good behaviour "akhlakul karimah". Greenleef are researchers who agree that this leadership style is very "up to date" and can apply to any form of organization, including educational organizations. This paper will explain what it is "servant leadership", the characteristics of which can be categorized as "servant leadership", advantages and disadvantages, and how to apply them into educational organizations, for example: UIN Raden Fatah Palembang

  13. DEBATING ABOUT SITUATIONAL LEADERSHIP

    Directory of Open Access Journals (Sweden)

    Carmen CÎRSTEA

    2012-01-01

    Full Text Available In this paper we analyzed the cirumstances of every day life which requires the need to adapt the leadership style. Leadership needs a lot of abilities and skills, including the capability to communicate. The paper deals with leader’s need of changing the style of leading as organizational circumstances change. The process is efficient only when the leaders and the followers have the right climate. The importance of this process is reflected in the productivity of the organization. As the economic climate changes the leadership style needs to be changed and also the style of communication throughout the leader coaches, coordinates, evaluates and supervises. Leadership is about organizing a group of people to achieve a goal. The leader may or may not have any formal authority. Students of leadership have produced theories involving traits, situational interaction, function, behavior, power, vision and values, charisma, and intelligence, among others. This paper describes the styles of leadership which the leaders must use and switch when is needed in comparison with what leadership is about.

  14. Mapping and changing informal nurse leadership communication pathways in a health system.

    Science.gov (United States)

    Benton, David C

    2015-03-01

    Social network analysis (SNA) is increasingly being used to provide a visual and quantitative analysis of relationships among groups of staff and other subjects of interest. This paper examines the role SNA can play in identifying existing networks, and measures the impact of participation in brief task-focused project groups on the underlying communication pathways. An SNA of a closed group of nurse leaders was conducted in a health system in Scotland, UK. Data were collected on two occasions 6 months apart. Analysis of both whole network and individual node-based (nurse leader) measures were undertaken. Analysis revealed that the initial network structure was related to functional departments. By establishing task and finish groups, network density and other key measures could be improved. SNA is a useful tool in mapping existing networks and evaluating how these can be strengthened through the use of task orientated project work. This easy-to-use technique can provide useful insights and a means of targeting management action to improve communication pathways in a moderately large and complex nurse leadership group. Further clinical and academic potential uses of the technique are suggested. Copyright © 2015. Published by Elsevier B.V.

  15. THE IMPORTANCE OF MANAGEMENT AND LEADERSHIP IN A CHANGING BUSINESS ENVIRONMENT

    OpenAIRE

    Roxana Mironescu

    2013-01-01

    Change is a factor of impact on managerial functions especially upon those related to the coordination and training of the human resources. Change management is a broad spectrum of means, referring to different types of change , however, it is generally used in the processing management and in the strategic management, in the information management , including the electronic one. The analysis of changes inside the organization is very important , these changes allow the organizations to be mo...

  16. The emergence of shared leadership in newly-formed teams with an initial structure of vertical leadership: A longitudinal analysis

    OpenAIRE

    Fransen, Katrien; Delvaux, Ellen; Mesquita, Batja; Van Puyenbroeck, Stef

    2018-01-01

    The importance of high-quality leadership for team effectiveness is widely recognized, with recent viewpoints arguing shared leadership to be a more powerful predictor than vertical leadership. To identify changes in leadership structures over time, we longitudinally tracked the leadership structure of 27 newly-formed teams (N = 195), all having an initial structure of vertical leadership. Our findings demonstrated that the average team leadership strengthened over the course of the 24-week p...

  17. Ethical aspects of transformational leadership.

    Science.gov (United States)

    Cassidy, V R; Koroll, C J

    1994-10-01

    The requirements of leadership in the current environment of health care reform necessitate a clear distinction between leadership and management, an alteration in traditional leadership roles, and an evaluation of the knowledge and skills needed to address the ethical issues that arise from such reform. Transformational leadership is well suited to the current climate in health care because of the manner in which it actively embraces and encourages innovation and change. The article explores the elements of transformational leadership, describes the need for transformational leaders to be cognizant of the ethical aspects of their roles, and outlines the responsibilities of transformational leaders as moral agents.

  18. Customer Innovation Process Leadership

    DEFF Research Database (Denmark)

    Lindgren, Peter; Jørgensen, Jacob Høj; Goduscheit, René Chester

    2007-01-01

    Innovation leadership has traditionally been focused on leading the companies' product development fast, cost effectively and with an optimal performance driven by technological inventions or by customers´ needs. To improve the efficiency of the product development process focus has been on diffe......Innovation leadership has traditionally been focused on leading the companies' product development fast, cost effectively and with an optimal performance driven by technological inventions or by customers´ needs. To improve the efficiency of the product development process focus has been...... on different types of organisational setup to the product development model and process. The globalization and enhanced competitive markets are however changing the innovation game and the challenge to innovation leadership Excellent product development innovation and leadership seems not any longer to enough...... another outlook to future innovation leadership - Customer Innovation Process Leadership - CIP-leadership. CIP-leadership moves the company's innovation process closer to the customer innovation process and discusses how companies can be involved and innovate in customers' future needs and lead...

  19. Nuclear opponents and party politics

    International Nuclear Information System (INIS)

    Tollmann, A.

    1987-01-01

    The question treated in this article is: what do the members of the Austrian parliament - of the different parties - against nuclear energy, in particular against nuclear installations in neighbour countries? Of special interest is the Green party, now also represented in the parliament. The conclusion is that even this party, though in principle definitely anti-nuclear, is of no help to nuclear opponents in general, and to the Working Group No to Zwentendorf in particular. (qui)

  20. Leadership and power in medical imaging

    Energy Technology Data Exchange (ETDEWEB)

    Yielder, Jill [School of Health and Community Studies, Unitec New Zealand, Private Bag 92 025, Mt Albert, Auckland (New Zealand)]. E-mail: jyielder@unitec.ac.nz

    2006-11-15

    This article examines the concept of professional leadership in medical imaging. It explores the context of power issues in which such leadership is located, the differences between leadership and management, the qualities needed for effective leadership and how an individual's psychology may affect it. The article concludes that in the current climate of change and development, the medical imaging profession needs strong and appropriate leadership to profile the profession effectively and to lead it through to a more autonomous future.

  1. Leadership and power in medical imaging

    International Nuclear Information System (INIS)

    Yielder, Jill

    2006-01-01

    This article examines the concept of professional leadership in medical imaging. It explores the context of power issues in which such leadership is located, the differences between leadership and management, the qualities needed for effective leadership and how an individual's psychology may affect it. The article concludes that in the current climate of change and development, the medical imaging profession needs strong and appropriate leadership to profile the profession effectively and to lead it through to a more autonomous future

  2. Leadership, power and symmetry

    DEFF Research Database (Denmark)

    Spaten, Ole Michael

    2016-01-01

    Research publications concerning managers who coach their own employees are barely visible despite its wide- spread use in enterprises (McCarthy & Milner, 2013; Gregory & Levy, 2011; Crabb, 2011). This article focuses on leadership, power and moments of symmetry in the coaching relationship...... regarding managers coaching their employees and it is asked; what contributes to coaching of high quality when one reflects on the power aspect as being immanent? Fourteen middle managers coached five of their employees, and all members of each party wrote down cues and experiences immediately after each...

  3. Understanding Leadership

    Science.gov (United States)

    2011-02-16

    leadership theories and connect these age old theories to what the Army believes is needed in the 21st century Army leader. The...effective leader. 15. SUBJECT TERMS Trait Theory , Behavior Theory , Situation Theory , Transformational Leadership , Leader, Manager 16. SECURITY...TERMS: Trait Theory , Behavior Theory , Situation Theory , Transformational Leadership , Leader, Manager CLASSIFICATION: Unclassified The purpose

  4. Negative Leadership

    Science.gov (United States)

    2013-03-01

    Negative Leadership by Colonel David M. Oberlander United States Army United States Army War...SUBTITLE Negative Leadership 5a. CONTRACT NUMBER 5b. GRANT NUMBER 5c. PROGRAM ELEMENT NUMBER 6. AUTHOR(S) Colonel David M...Dr. Richard C. Bullis Department of Command Leadership , and Management 8. PERFORMING ORGANIZATION REPORT NUMBER 9. SPONSORING/MONITORING

  5. Trans* Leadership.

    Science.gov (United States)

    Jourian, T J; Simmons, Symone L

    2017-06-01

    Focusing on emerging literature on trans* and gender-nonconforming students and their leadership, this chapter outlines the ways trans* students are engaged in leadership in educational institutions and outside of them and discusses implications for staff and faculty regarding how to support and engage these students and their leadership. © 2017 Wiley Periodicals, Inc., A Wiley Company.

  6. Leadership in Government Organization Change Efforts: A Multi-Case Analysis

    National Research Council Canada - National Science Library

    Jarvis, Thomas

    2004-01-01

    .... Large bureaucracies, hierarchical structures, and deeply rooted work cultures are some characteristics of governmental organizations that have proven to be serious impediments to performance improving change...

  7. Party rules, party resources and the politics of parliamentary democracies

    DEFF Research Database (Denmark)

    Poguntke, Thomas; Scarrow, Susan; Webb, Paul

    2016-01-01

    , then investigate what it tells us about contemporary party organization in these countries, focusing on parties’ resources, structures and internal decision-making. We examine organizational patterns by country and party family, and where possible we make temporal comparisons with older data sets. Our analyses...... suggest a remarkable coexistence of uniformity and diversity. In terms of the major organizational resources on which parties can draw, such as members, staff and finance, the new evidence largely confirms the continuation of trends identified in previous research: that is, declining membership......, but enhanced financial resources and more paid staff. We also find remarkable uniformity regarding the core architecture of party organizations. At the same time, however, we find substantial variation between countries and party families in terms of their internal processes, with particular regard to how...

  8. Party-state relationship, an effect of the political competition. The party system and patronage in Romanian politics

    Directory of Open Access Journals (Sweden)

    Irina Lonean

    2012-06-01

    Full Text Available The article examines the party-state relationship in post-communist Romania. It shows the connections between the existence of patronage, corruption and the states’ weak administrative capacity, on one hand, and the dynamics of the political party system, as an explanatory variable, on the other hand. The instability of the political parties in Romania and their changing relations within the system make the electorates’ task of anticipating and sanctioning their politics impossible. Consequently, the political parties have the possibility of extracting resources from the state without being held accountable in elections, as an effect of their dynamic, but non-robust competition.

  9. Leadership Training for Our Leaders

    International Nuclear Information System (INIS)

    Sowagi, J.

    2016-01-01

    Full text: Leadership development is key to business success. Organizations that invest in leadership development programmes realize improved business results and respond rapidly to changing conditions. This session will examine how the CANDU Owners Group members have engaged in Leadership training development programmes and what impact it has made on the individual, the team and the organization. The focus of these programmes are to build lasting organizational changes through individual growth, effective communication, motivational coaching and team building. (author

  10. Leveraging age diversity in times of demographic change: the crucial role of leadership

    NARCIS (Netherlands)

    Janz, K.; Buengeler, C.; Eckhoff, R.A.; Homan, A.C.; Voelpel, S.C.; Scott, C.L.; Byrd, M.Y.

    2012-01-01

    With demographic change, organizations today are seeing changes in societal make-up translated to the composition of their workforce. In the future, younger and older employees will have to work together synergistically to achieve good performance. The authors argue that it will be largely up to

  11. Lean healthcare from a change management perspective: the role of leadership and workforce flexibility

    NARCIS (Netherlands)

    van Rossum, L.; Aij, K.H.; Simons, F.; van der Eng, N.; ten Have, W.D.

    2016-01-01

    Purpose – Lean healthcare is used in a growing number of hospitals to increase efficiency and quality of care. However, healthcare organizations encounter problems with the implementation of change initiatives due to an implementation gap: the gap between strategy and execution. From a change

  12. Six Community College Presidents: Organizational Pressures, Change Processes and Approaches to Leadership

    Science.gov (United States)

    Malm, James R.

    2008-01-01

    A total of six Maryland community college presidents were guided through conversations to identify the organizational challenges and uncertainties that have forced organizational changes in their respective colleges. Another thrust of the research was to discover what organizational change processes these presidents have implemented to overcome…

  13. Infants in cocktail parties

    Science.gov (United States)

    Newman, Rochelle S.

    2003-04-01

    Most work on listeners' ability to separate streams of speech has focused on adults. Yet infants also find themselves in noisy environments. In order to learn from their caregivers' speech in these settings, they must first separate it from background noise such as that from television shows and siblings. Previous work has found that 7.5-month-old infants can separate streams of speech when the target voice is more intense than the distractor voice (Newman and Jusczyk, 1996), when the target voice is known to the infant (Barker and Newman, 2000) or when infants are presented with an audiovisual (rather than auditory-only) signal (Hollich, Jusczyk, and Newman, 2001). Unfortunately, the paradigm in these studies can only be used on infants at least 7.5 months of age, limiting the ability to investigate how stream segregation develops over time. The present work uses a new paradigm to explore younger infants' ability to separate streams of speech. Infants aged 4.5 months heard a female talker repeat either their own name or another infants' name, while several other voices spoke fluently in the background. We present data on infants' ability to recognize their own name in this cocktail party situation. [Work supported by NSF and NICHD.

  14. Women in Leadership in Higher Education: Leadership Styles and the "Glass Ceiling"

    Science.gov (United States)

    Michael, Rebecka

    2013-01-01

    Women in upper-level leadership positions in higher education are underrepresented. This study examined the predominant leadership styles of women who have achieved upper-level leadership positions in higher education explored intentional changes in their leadership styles. Primarily, the study sought to determine if these leaders had similar…

  15. Examining the Relationship between Congruency of Perceived Principal Leadership Style and Leadership Effectiveness

    Science.gov (United States)

    Iwuanyanwu-Biemkpa, Catherine Chinedum

    2017-01-01

    Despite the constant interest in the theory and practice of leadership as it relates to leadership styles and leadership effectiveness, ongoing debate continues regarding the importance of leadership style and its effectiveness in the administration of underperforming schools. The problem addressed by this study was, despite frequent changes of…

  16. Between Party, Parents and Peers

    DEFF Research Database (Denmark)

    Bregnbæk, Susanne

    2012-01-01

    This article explores the lived contradictions entailed in being a young member of the Chinese Communist Party (ccp) today. The focus is on how political and existential issues intersect. It explores party membership as a strategy for personal mobility among Beijing elite university students by p...

  17. Trends in nuclear third party liability law

    International Nuclear Information System (INIS)

    Avossa, G.

    1992-01-01

    For some ten years now, nuclear third-party liability has been changing at an ever-faster pace, further accelerated by the Chernobyl catastrophe. Some of these changes are discussed in this article. A joint protocol drawn up by the International Atomic Energy Agency (IAEA) and the Nuclear Energy Agency (NEA) mutually extends the benefit of the special third-party liability system regarding nuclear damage instituted by virtue of previous Conventions and settles the conflicts of law likely to result from the simultaneous application of the two international instruments. Within the framework of the IAEA, a review procedure of the Convention of Vienna has been underway since 1989, in which the NEA has taken an integral part. At the outcome of the process underway, not only will the Convention of Vienna be revised, but so, indirectly but very rapidly, will the Conventions of Paris and Brussels. Ultimately, the entire field of nuclear third-party liability will be recast for decades to come. The texts under discussion are as yet nowhere near their final stage but two areas of consideration have already emerged, which will be discussed. Substantial modifications are made in nuclear third-party liability law. Secondly, the indemnification process for nuclear damage will be vastly modified, due to the subsidiary nature of government intervention and new obligations on operators to become members of a Nuclear Operator Pool. (author)

  18. Changes in Transformational Leadership and Empirical Quality Outcomes in a Finnish Hospital over a Two-Year Period: A Longitudinal Study

    Science.gov (United States)

    Mäntynen, Raija; Vehviläinen-Julkunen, Katri; Partanen, Pirjo; Turunen, Hannele; Miettinen, Merja; Kvist, Tarja

    2014-01-01

    This paper describes the changes in transformational leadership and quality outcomes that occurred between 2008 and 2011 in a Finnish university hospital that is aiming to meet the Magnet standards. Measurements were conducted in 2008-2009 and subsequently in 2010-2011 by surveying nursing staff and patients. Nursing staff were surveyed using web-based surveys to collect data on transformational leadership (n 1 = 499, n 2 = 498) and patient safety culture (n 1 = 234, n 2 = 512) and using both postal and web-based surveys to gather information on job satisfaction (n 1 = 1176, n 2 = 779). Questionnaires were used to collect data on care satisfaction from patients (n 1 = 678, n 2 = 867). Transformational leadership was measured using the 54-item TLS, job satisfaction with the 37-item KUHJSS, patient safety culture with the 42-item HSPSC, and patient satisfaction using the 42-item RHCS questionnaire. Transformational leadership, which was the weakest area, was at the same level between the two measurement occasions. Job satisfaction scores increased between 2008 and 2010, although they were generally excellent in 2008. The scores for nonpunitive responses to errors and events reported were also higher in the 2010-2011 surveys. The highest empirical outcome scores related to patient satisfaction. The project and the development initiatives undertaken since 2008 seem to have had positive effects on empirical quality outcomes. PMID:25009744

  19. Comparative Analysis of the Party Systems Development in Russia and Lithuania

    OpenAIRE

    Ivanov, Igor; Volovoj, Vadim

    2014-01-01

    On the basis of factors such as ideology, the degree of populism, political leadership and form of the government a complex comparativeanalysis of the formation and development of the party system in Lithuania and Russia in the post-communist period wascarried out. Summing up, it should be noted that both Russian and Lithuanian party parliamentarism are being progressively consolidated.At the same time they continue to suffer from many shortcomings owing to negative historical heritage, chara...

  20. Report on the behalf of the Commission for Foreign Affairs on the bill project adopted by the Senate, after initiation of the accelerated procedure, authorizing the approval of the agreement between the Government of the French Republic and the Secretary of the United Nations Framework Convention on Climate Change and its Kyoto protocol about the twenty first session of the Conference Of the Parties to the United Nations Framework Convention on Climate Change, the eleventh session of the Conference Of the Parties acting as a gathering of parties to the Kyoto protocol and organ sessions. National Assembly Nr 2943, 3062, Senate Nr 587, 512

    International Nuclear Information System (INIS)

    Le Borgn', Pierre-Yves; Larcher, Gerard; Grand, Jean-Pierre; Valls, Manuel; Fabius, Laurent

    2015-06-01

    As France is about to host the twenty first Conference of Parties (COP 21), this report presents this conference on climate changes as an historical step. It describes the context by recalling the content of international negotiations on climate since 1992, and by commenting the preparation of the Paris conference. It addresses the various and important organisational aspects: means, non-budgetary means, security aspects. The second part discusses the content of the agreement between the French government and the Secretary of United Nations Framework Convention on Climate Change (UNFCCC): provisions related to the material organisation of the conference, provisions related to privileges and immunities, and other arrangements (related to security, financial, responsibility and conflict resolution). The text of the bill project and the discussion of the commission are reported

  1. The Soft Underbelly of System Change: The Role of Leadership and Organizational Climate in Turnover during Statewide Behavioral Health Reform

    OpenAIRE

    Aarons, Gregory A.; Sommerfeld, David H.; Willging, Cathleen E.

    2011-01-01

    This study examined leadership, organizational climate, staff turnover intentions, and voluntary turnover during a large-scale statewide behavioral health system reform. The initial data collection occurred nine months after initiation of the reform with a follow-up round of data collected 18 months later. A self-administered structured assessment was completed by 190 participants (administrators, support staff, providers) employed by 14 agencies. Key variables included leadership, organizati...

  2. Management and Leadership in UK Universities: Exploring the Possibilities of Change

    Science.gov (United States)

    Waring, Matt

    2017-01-01

    This paper considers the case for reform of management structures in UK universities and offers proposals for change. The model of top-down, performance-led management that characterises many institutions is both outmoded and ill-suited to the challenges of an increasingly turbulent higher education sector. Drawing on the experiences of a…

  3. Leadership style and entrepreneurial change: the Centurion operation at Philips Electronics

    NARCIS (Netherlands)

    Karsten, L.; Keulen, S.; Kroeze, R.; Peters, R.

    2009-01-01

    Purpose - This paper aims to look at the role of the top and middle management of the Philips organization during the transition from one type of organizational change to another in the 1990s and the role the history of the organisation played in this process. Design/methodology/approach - The paper

  4. Leadership style and entrepreneurial change : The Centurion operation at Philips Electronics

    NARCIS (Netherlands)

    Karsten, Luchien; Keulen, Sjoerd; Kroeze, Ronald; Peters, Rik

    2009-01-01

    Purpose - This paper aims to look at the role of the top and middle management of the Philips organization during the transition from one type of organizational change to another in the 1990s and the role the history of the organisation played in this process. Design/methodology/approach - The paper

  5. A cognitive organization theory (COT) of organizational change : Measuring organizational texture, audience appeal, and leadership engagement

    NARCIS (Netherlands)

    van den Oord, Ad; Elliott, Karen; Witteloostuijn, Arjen van; Barlage, Melody; Polos, Laszlo; Rogiest, Sofie

    2017-01-01

    Purpose: In this paper, the authors develop a cognitive organization theory (COT) of organizational change. COT was developed in the 2000s, by taking insights from cognitive psychology and anthropology to rebuild the foundation of organizational ecology (OE), grounding macro processes of

  6. Full Speed Ahead: Our Leadership Summit Examines the Wildly Changing World of Reading

    Science.gov (United States)

    School Library Journal, 2011

    2011-01-01

    The face of reading is changing, and it is happening at a much faster rate than most people had imagined. Where is it all going? What factors are driving the most significant developments? And what role do librarians play in this rapidly evolving world? These are some of the key questions that stakeholders--including educators, publishers,…

  7. The Human Face of Reform: Meeting the Challenge of Change through Authentic Leadership.

    Science.gov (United States)

    Evans, Robert L.

    With some notable exceptions, the school critics in the first and second "waves" of restructuring have largely neglected problems of resistance in implementation of reform. The primary task of managing change is not technical, but motivational. Building commitment to innovation among those who must implement it requires a focus on readiness.…

  8. ACT for Leadership: Using Acceptance and Commitment Training to Develop Crisis-Resilient Change Managers

    Science.gov (United States)

    Moran, Daniel J.; Consulting, Pickslyde

    2010-01-01

    The evidence-based executive coaching movement suggests translating empirical research into practical methods to help leaders develop a repertoire of crisis resiliency and value-directed change management skills. Acceptance and Commitment Therapy (ACT) is an evidence-based modern cognitive-behavior therapy approach that has been and applied to…

  9. Leadership style and entrepreneurial change: The Centurion operation at Philips Electronics

    NARCIS (Netherlands)

    Kroeze, D.B.R.; Karsten, L.; Keulen, S.J.; Peters, R.G.P.

    2009-01-01

    Purpose - This paper aims to look at the role of the top and middle management of the Philips organization during the transition from one type of organizational change to another in the 1990s and the role the history of the organisation played in this process. Design/methodology/approach - The paper

  10. Global climate change: US-Japan cooperative leadership for environmental protection

    International Nuclear Information System (INIS)

    Gray, J.E.; Fri, R.W.; Ikuta, Toyoaki; Guertin, D.L.; Tomitate, Takao.

    1991-01-01

    Over the past decade the Atlantic Council of the United States has engaged in continuing dialogue with the Committee for Energy Policy Promotion (Japan), The Institute of Energy Economics (Japan) and the Global Industrial and Social Progress Research Institute (Japan) on a range of energy issues, including environmentally related considerations. Cooperation on environmental issues is the subject of this joint US-Japanese policy paper on global climate change. The Japanese and US participants who prepared this paper agreed on a number of conclusions, principles to guide action, and common recommendations on how best to address global climate change issues. The agreed upon principles include development of strategies in a long-term time frame (50-100 years); aggressive action to increase efficiency or reduce pollution when economically and technologically justified; utilization of market forces to the maximum extent possible; and assistance to developing countries in reducing pollution and increasing energy efficiency. The key recommendations include: The need to strengthen research to better understand global climate change, its implications and appropriate response strategies; The importance of involving as many nations as possible in formulating a framework agreement on global climate change; Recognition that, given economic and technical capabilities, each country should develop its own response strategies; Additional public and private sector efforts to increase the efficient use of resources and the use of alternate, less polluting energy resources when economically justified; Actions to address obstacles to technology cooperation with developing countries; and Increased flow of information to opinion leaders and the general public on global climate change

  11. Intra-party policy entrepreneurship and party goals. The case of political parties’ climate policy preferences in Ireland

    DEFF Research Database (Denmark)

    Little, Conor

    2017-01-01

    This study contributes to the growing literature on the domestic politics of climate change by examining the climate policy preferences of Fianna Fáil, Fine Gael and the Labour Party over 20 years. Bringing the concept of ‘policy entrepreneurship’ into the study of intra-party politics, it uses...... who have engaged in policy entrepreneurship with the aim of strengthening their parties’ climate policy preferences. In instances where office-seeking incentives for climate policy have been strong, they have often contributed to changes in policy preferences, whether or not intra-party policy...... entrepreneurship has been present. Theoretically, the study argues that the concept of ‘policy entrepreneurship’ can be usefully borrowed from the public policy literature by researchers of party policy preferences and intra-party politics. Empirically, it adds to the small but growing body of research on climate...

  12. Effective strategic leadership: Balancing roles during church ...

    African Journals Online (AJOL)

    Effective strategic leadership: Balancing roles during church transitions. ... a substantive grounded theory of organisational change and leadership, particularly focusing on the manifestation and management of organisation inertia in churches ...

  13. Study on Impact of Paternalistic Leadership Style to Organizational Change%家长式领导风格对组织变革影响研究

    Institute of Scientific and Technical Information of China (English)

    尹晓峰; 王军

    2014-01-01

    China South Industries Group Corporation Leadership style theory has attracted more and more attention of scholars at home and abroad,especially domestic scholars and Chinese enterprises. Based on the study of the paternalistic leadership theory,after empirical research in the influence of paternalistic leadership style on organizational change through the form of questionnaire,we give the final conclusion:the authority leader under paternalistic leadership style has a significant negative effect on the prediction of cultural diversity,and benevolent leadership has positive prediction signifi-cantly on risky innovation,dynamic integration and cultural diversity,which can be used in practice to provide management consulting organization reform proposals for Chinese enterprises.%领导风格理论受到越来越多国内外学者的关注,家长式领导风格理论受到本土学者的认可和华人企业的重视,本文在基于学者对家长式领导风格理论研究的基础上,通过问卷调查的形式,实证研究了家长式领导风格对组织变革的影响,最终得出结论:家长式风格中的权威领导对文化多样性具有显著的负向预测效果;仁慈领导对风险创新性、动态整合性和文化多样性具有显著的正向预测效果。这一结论可在实践中为中国企业进行组织变革提供管理咨询的建议。

  14. Analysing leadership traits in establishing effective leadership at Eskom

    Directory of Open Access Journals (Sweden)

    J. Lekganyane

    2006-12-01

    Full Text Available Purpose: Leadership is one of the crucial modern topics in the field of management. A leadership trait is one of the three components to be considered in establishing leadership success. The other two components not assessed in this research are ideal leadership behaviour and situational factors. Managers must act as leaders as they have a critical role to play to ensure effective change. This paper explores the leadership traits relevant to middle managers acting as leaders at Eskom. Design/Methodology/Approach: A theoretical analysis of literature in the field of leadership is conducted with a further focus on leadership traits. Quantitative research is done within Eskom by means of an e-mail survey to a random sample of employees on middle management level. Areas of possible improvement and leadership traits excellence are identified. Recommendations are made regarding leadership traits. Findings: The broad leadership trait categories tested include: intelligence; flexibility; sensitivity to others; stability; dominance; high energy; integrity (honesty and ethics; and finally locus of control. The most dominant traits based on the perception of the respondents are that they possess integrity, intelligence, high energy and the ability to act as leaders. Leadership traits that require great attention and are not as dominant are sensitivity to others, flexibility and to some extent stability. Implications: Managers must have the leadership ability and trait to influence employees in order to communicate, direct, negotiate and motivate with success. Teamwork and a relationship of trust are required in the modern and changing organisation in order to be successful in achieving organisational goals. Originality / Value: South Africa as well as Southern Africa could face an energy crisis in the near future. As Eskom is currently facing growing demand for services and is experiencing limitations to provide this continuous increase in demand, managers

  15. The Drastic Outcomes from Voting Alliances in Three-Party Democratic Voting (1990 → 2013)

    Science.gov (United States)

    Galam, Serge

    2013-04-01

    The drastic effect of local alliances in three-party competition is investigated in democratic hierarchical bottom-up voting. The results are obtained analytically using a model which extends a sociophysics frame introduced in 1986 (Galam in J. Math. Phys. 30:426, 1986) and 1990 (Galam in J. Stat. Phys. 61:943, 1990) to study two-party systems and the spontaneous formation of democratic dictatorship. It is worth stressing that the 1990 paper was published in the Journal of Statistical Physics, the first paper of its kind in this journal. It was shown how a minority in power can preserve its leadership using bottom-up democratic elections. However such a bias holds only down to some critical value of minimum support. The results were used latter to explain the sudden collapse of European communist parties in the nineties. The extension to three-party competition reveals the mechanisms by which a very small minority party can get a substantial representation at higher levels of the hierarchy when the other two competing parties are big. Additional surprising results are obtained, which enlighten the complexity of three-party democratic bottom-up voting. In particular, the unexpected outcomes of local voting alliances are singled out. Unbalanced democratic situations are exhibited with strong asymmetries between the actual bottom support of a party and its associated share of power at the top leadership. Subtle strategies are identified for a party to maximize its hold on the top leadership. The results are also valid to describe opinion dynamics with three competing opinions.

  16. Climate: negotiations are lacking ambitions. Returns on the sixteenth Conference of the Parties of the United Nations Framework Convention on Climate Change (UNFCCC), from the 29 November to the 10 December 2010, Cancun

    International Nuclear Information System (INIS)

    Blavier, Sebastien; Mazounie, Alix; Cheron, Marie; Gautier, Celia; Chetaille, Anne; Giraud, Adeline; Angerand, Sylvain; Burger, Patrice; Fauveaud, Swan; Frignet, Jerome; Kaloga, Alpha; Vielajus, Jean-Louis; Mathy, Sandrine

    2011-03-01

    This report proposes an analysis of the COP16 (16. Conference of Parties) by French NGOs committed in international solidarity and in the protection of the environment. The first part addresses the negotiation process in Cancun in terms of transparency and of geopolitical issues, and outlines the lack of ambition of these negotiations as far as the agreement legal form and the objectives of greenhouse gas emission reduction are concerned. After having discussed the issue of financing, the second part discusses stakes, results and challenges regarding various sectors and aspects: adaptation to climate change, agriculture (which has not been addressed in Cancun), forests. The last part proposes and comments a set of recommendations regarding the future legal form of the agreement, financing and sources of financing, adaptation, agriculture, forests, and civil society mobilisation

  17. Multi-party Quantum Computation

    OpenAIRE

    Smith, Adam

    2001-01-01

    We investigate definitions of and protocols for multi-party quantum computing in the scenario where the secret data are quantum systems. We work in the quantum information-theoretic model, where no assumptions are made on the computational power of the adversary. For the slightly weaker task of verifiable quantum secret sharing, we give a protocol which tolerates any t < n/4 cheating parties (out of n). This is shown to be optimal. We use this new tool to establish that any multi-party quantu...

  18. Ch-Ch-Ch-changes: how action phase functional leadership, team human capital, and interim vs. permanent leader status impact post-transition team performance

    OpenAIRE

    Maynard, M. Travis; Resick, Christian J.; Cunningham, Quinn W.; DiRenzo, Marco S.

    2017-01-01

    The article of record as published may be found at http://dx.doi.org/10.1007/s10869-016-9482-5 This study addresses the following: (1) does a team leader change along with the quality of the team’s human capital affect post-change team performance?; (2) is functional leadership of the team’s human capital a driver of post-change team performance?; and (3) should interim vs. permanent leaders manage the team’s human capital differently? We analyzed archival data from Major League Baseba...

  19. Transformational leadership in nursing practice

    OpenAIRE

    Doody, Owen; Doody, Catriona M.

    2012-01-01

    peer-reviewed Traditionally, nurses have been over-managed and led inadequately, yet today they face unprecedented challenges and opportunities. Organisations constantly face changes that require an increasingly adaptive and flexible leadership. This type of adaptive leadership is referred to as ???transformational???; under it, environments of shared responsibilities that influence new ways of knowing are created. Transformational leadership motivates followers by appealing to higher i...

  20. Interdiscursive leadership communication

    DEFF Research Database (Denmark)

    Frimann, Søren; Broeng, Susanne

    2014-01-01

    Communication realized as discourses, positions, and stories are the stuff leadership primarily is made of and recreated by. Leadership and organizational communication in late capitalism and postmodernity are characterized by hybridity, interdicursivity, and subtle discursive forms of power. We...... Communication (AMOC). We draw on developments in theories of leadership, power, and paradigms within the field of organizational communication. These developments are related to their social and historical contexts. We claim that awareness of approaches, paradigms, forms of power, and positions, as well...... as their historical background, form an important background of knowledge. Such knowledge gives the possibility to learn, meta-reflect, and react and relate in different ways to leadership, communication, power, and the interpersonal relations in organizations. It also gives the possibility to change position...

  1. Relational Leadership

    DEFF Research Database (Denmark)

    Madsen, Charlotte Øland; Rasmussen, Jørgen Gulddahl

    2015-01-01

    In this chapter, we emphasise what we have outlined as interesting areas of relational leadership and present some ideas on how to facilitate a broader understanding of relational leadership practice. This involves the interpretations that create connections between practice and ontology. We...... elaborate on how leadership in everyday situations can be understood from a relational perspective. The chapter will focus on outlining and inspiring the reader to co-operate with other people to develop further relational understandings of leading....

  2. Economic Beliefs and Party Preference

    OpenAIRE

    Michael W.M. Roos; Andreas Orland

    2014-01-01

    This paper reports the results of a questionnaire study used to explore the economic understanding, normative positions along the egalitarian-libertarian spectrum, and the party preferences of a large student sample. The aim of the study is both to find socio-economic determinants of normative and positive beliefs and to explore how beliefs about the economy influence party support. We find that positive beliefs of lay people differ systematically from those of economic experts. Positive beli...

  3. 76 FR 69595 - Application of Third Party Testing Requirements; Reducing Third Party Testing Burdens

    Science.gov (United States)

    2011-11-08

    ... material change in the product's design or manufacturing process, including the sourcing of component parts...)) defines a ``children's product,'' in relevant part, as a consumer product designed or intended primarily... testing by a third party) be designed to show the similarity between the products? Also, sampling...

  4. Leadership in Academic Health Centers: Transactional and Transformational Leadership.

    Science.gov (United States)

    Smith, Patrick O

    2015-12-01

    Leadership is a crucial component to the success of academic health science centers (AHCs) within the shifting U.S. healthcare environment. Leadership talent acquisition and development within AHCs is immature and approaches to leadership and its evolution will be inevitable to refine operations to accomplish the critical missions of clinical service delivery, the medical education continuum, and innovations toward discovery. To reach higher organizational outcomes in AHCs requires a reflection on what leadership approaches are in place and how they can better support these missions. Transactional leadership approaches are traditionally used in AHCs and this commentary suggests that movement toward a transformational approach is a performance improvement opportunity for AHC leaders. This commentary describes the transactional and transformational approaches, how they complement each other, and how to access the transformational approach. Drawing on behavioral sciences, suggestions are made on how a transactional leader can change her cognitions to align with the four dimensions of the transformational leadership approach.

  5. Leadership and adolescent girls: a qualitative study of leadership development.

    Science.gov (United States)

    Hoyt, Michael A; Kennedy, Cara L

    2008-12-01

    This research investigated youth leadership experiences of adolescent girls who participated in a comprehensive feminist-based leadership program. This qualitative study utilized a grounded theory approach to understand changes that occurred in 10 female adolescent participants. The words of the participants revealed that initially they viewed leadership in traditional terms and were hesitant to identify themselves as leaders or to see themselves included within their concepts of leadership. Following the program their view of leadership expanded and diversified in a manner that allowed for inclusion of themselves within it. They spoke with greater strength and confidence and felt better positioned and inspired to act as leaders. Participants identified having examples of women leaders, adopting multiple concepts of leadership, and participating in an environment of mutual respect and trust as factors that contributed to their expanded conceptualization.

  6. A logo-leadership intervention: Implications for leadership development

    Directory of Open Access Journals (Sweden)

    Frances Scholtz

    2015-08-01

    Full Text Available Orientation: Logo-leadership development challenges leaders to move beyond financial or individual gain to accepting leadership as a calling. Research purpose: The objective of the study was to ascertain whether an intervention embedded in the life and teachings of logo-therapist Viktor Frankl affects the way aspiring leaders construct leadership in terms of meaning (logo-leadership. Motivation for the study: A consideration of Frankl’s life gives rise to the question of whether aspiring leaders can learn from and use his life teachings as an inspiration in the discovery of meaning for themselves as leaders. Research approach, design and method: Participants comprised 20 students registered for an MCom degree at a South African metropolitan university. The research process involved three phases: (1 a pre-intervention questionnaire, (2 an appreciative inquiry intervention and (3 a post-intervention questionnaire. Framework analysis and a comparative method were used to analyse the data. Main findings: A meaning-centred leadership development intervention may impact the leadership role orientation of aspiring leaders, changing it from a predominantly career orientation to a calling. However, this effect largely occurred on an explicit (extrinsic level. Managerial implications: Organisations that wish to develop logo-leadership may consider using the life teachings and work of Frankl as a development tool. Contribution/value-add: This study contributes theoretically to a relatively new development within the field of Frankl’s logotherapy, leadership with meaning (logo-leadership. On apractical level, this study introduced the concept of logo-leadership for leadership development and suggests that leadership may be influenced by exposure to a leadership intervention.

  7. Lean Leadership - Organizational Buy - Ins

    Directory of Open Access Journals (Sweden)

    Dr. Revathi Iyer

    2017-05-01

    Full Text Available Great organizations have become leaders due to their leadership and sustainable initiatives. One such initiative is adoption of lean leadership to align core strategies with all functional areas of business. Leadership is likely to take place in a lean environment because improvements that happen are continual and can only be supported by leadership which understands this important aspect. The topic of lean leadership organizational buy ins speaks on how lean leadership could affect organizations that adopt lean and other quality tools. Purpose of the study This study has been undertaken to understand When leadership more of is likely to take place in lean . Leadership plays a very important role while adopting lean processes and how lean leadership can address the process problem. Application of leadership lenses to lean processes needs great foresight thought and creativity. It has been also observed that lean management and lean processes can happen only if leadership is able to effectively communicate the thought of continual improvement to bring in a lean organization and a future state of processes where everything of a firm process and procedure is continually improving and the best strategies to manage this change becomes a philosophy. Lean leadership is associated with such a change. This enables leadership vision to be clear as it paves the way for current state and is clear to everyone. It is this leadership vision which enables employees to think and act in a way that perpetrates continual improvement. Hence leadership buys ins for lean are very necessary. The purpose of the study is also to understand how leaders can not only use cost reduction but also reducing time-to-market improving service quality and reducing risk exposure by adopting lean methods . it has been also seen that there is overall productivity and efficiency in organizations holistically when leadership endorses lean methodology. Radnor Z. and Bucci G. 2007

  8. Transformational leadership: a cascading chain reaction.

    Science.gov (United States)

    Murphy, Lorraine

    2005-03-01

    Historical influences still permeate contemporary nursing practise. These are mirrored in organizational philosophies, transactional and autocratic leadership styles and disempowered staff. Whilst there is disparity amongst the theorists' definitions of leadership, there is consensus pertaining to the attributes necessary to realize effective leadership. Transformational leadership is heralded as new criterion for nurse managers, and can be achieved through training, education and professional development in key leadership competencies. To achieve a chain reaction, charismatic transformational leaders espouse intellectual stimulation and individual consideration to empower staff and enhance patient care. Nurse managers that develop and foster transformational leadership can surmount oppressive traditions and confidently navigate a complex and rapidly changing health care environment.

  9. Developing nurses' transformational leadership skills.

    Science.gov (United States)

    Fischer, Shelly Ann

    2017-08-16

    Healthcare is a complex area with significant potential for service improvement despite the effects of increasing economic and social pressures on the quality and safety of patient care. As the largest group of healthcare professionals in direct contact with patients, nurses are well positioned to contribute to improvements in healthcare services and to the development of new policies. To influence healthcare improvements and policies effectively, nurses require leadership skills. Historically, it was thought that only nurses in management roles required leadership skills; however, the ability to influence change is a requirement at all levels of clinical practice. Transformational leadership competencies provide nurses with the skills to contribute to improvements in the quality and safety of patient care, while enhancing their career satisfaction. This article examines how nurses can apply transformational leadership to their practice. It also informs nurses how to conduct an initial self-assessment of their leadership skills and to formulate a transformational leadership development plan.

  10. Leadership Theories.

    Science.gov (United States)

    Sferra, Bobbie A.; Paddock, Susan C.

    This booklet describes various theoretical aspects of leadership, including the proper exercise of authority, effective delegation, goal setting, exercise of control, assignment of responsibility, performance evaluation, and group process facilitation. It begins by describing the evolution of general theories of leadership from historic concepts…

  11. Ethical leadership

    NARCIS (Netherlands)

    den Hartog, D.N.

    2015-01-01

    High-profile cases of leaders’ ethical failure in different settings and sectors have led to increased attention to ethical leadership in organizations. In this review, I discuss the rapidly developing field of ethical leadership from an organizational behavior/psychology perspective, taking a

  12. Leadership Pipeline

    DEFF Research Database (Denmark)

    Elmholdt, Claus Westergård

    2012-01-01

    Artiklen analyserer grundlaget for Leadership Pipeline modellen med henblik på en vurdering af substansen bag modellen, og perspektiverne for generalisering af modellen til en dansk organisatorisk kontekst.......Artiklen analyserer grundlaget for Leadership Pipeline modellen med henblik på en vurdering af substansen bag modellen, og perspektiverne for generalisering af modellen til en dansk organisatorisk kontekst....

  13. Uplifting Leadership

    Science.gov (United States)

    Hargreaves, Andy; Boyle, Alan

    2015-01-01

    To find out how organizations turn failure into success, Andrew Hargreaves and his colleagues studied more than 15 business, sports, and education organizations. They found that the secret to these organizations' success came down to just two words: uplifting leadership. Uplifting leadership, write Hargreaves and Boyle in this article, raises the…

  14. Learning Leadership

    DEFF Research Database (Denmark)

    Hertel, Frederik; Fast, Alf Michael

    2018-01-01

    Is leadership a result of inheritance or is it something one learns during formal learning in e.g. business schools? This is the essential question addressed in this article. The article is based on a case study involving a new leader in charge of a group of profession practitioners. The leader...... promotes his leadership as a profession comparable to the professions of practitioners. This promotion implies that leadership is something one can and probably must learn during formal learning. The practitioners on the other hand reject this comprehension of leadership and long for a fellow practitioner...... to lead the organization. While asked they are unable to describe how, where and when they think a practitioner develops leadership skills necessary for leading fellows. In the following we will start analysing the case in order to comprehend and discuss both the professional leaders and the practitioners...

  15. Shared leadership

    DEFF Research Database (Denmark)

    Ulhøi, John Parm; Müller, Sabine

    2012-01-01

    The aim of this paper is twofold. First, this paper comprehensively will review the conceptual and empirical literature to identify such critical underlying mechanisms which enable shared or collective leadership. Second, this article identifies the antecedents and outcomes of shared leadership...... according to the literature review to develop a re-conceptualised and synthesized framework for managing the organizational issues associated with shared leadership on various organizational levels. The paper rectifies this by identifying the critical factors and mechanisms which enable shared leadership...... and its antecedents and outcomes, and to develop a re-conceptualized and synthesized framework of shared leadership. The paper closes with a brief discussion of avenues for future research and implications for managers....

  16. Gender and Climate Change. Input from Women to Governments Preparing their Submissions Regarding Article 3.9. Consideration of Commitments for Subsequent Periods for Annex I Parties of the Kyoto Protocol

    International Nuclear Information System (INIS)

    2006-02-01

    The climate change debate in general, and the development of future commitments under the Kyoto Protocol needs to be set firmly into the context of Sustainable Development. Its three pillars - environmental, social and economic - and the Principles of the Rio Declaration should serve as the overall framework for developing fair and effective policies for mitigation and adaptation. Therefore, the preparations for the 2nd commitment period under the Kyoto Protocol need to draw upon experiences, indicators, and other tools developed in international sustainable development processes as well as regional and national sustainable development strategies. Despite its status and development within the United Nations international system, climate change policymaking has failed to adopt a gender-sensitive strategy. This failure not only generates concern in terms of respect for gender equity at the international level, it also leads to shortcomings in the efficiency and effectiveness of climate related measures and instruments. Without a gender-sensitive method of analysis, it is impossible to determine the full set of causes and potential effects of climate change. Furthermore, studies have shown that women and men experience climate change differently in terms of their adaptability, responsibility, vulnerability and aptitude for mitigation. Therefore, the international climate change negotiation process - as well as climate policies at regional, national and local levels - must adopt the principles of gender equity at all stages: from research, to analysis, and the design and implementation of mitigation and adaptation strategies. This applies in particular to the process towards a post-2012 climate protection system or 'regime'. Participation of women and gender experts in the international climate change has been minimal at most COPs (Conferences of Parties). However, in order to ensure gender mainstreaming in the post-2012 discussions, it is important to draw upon the

  17. Race, ideology, and the tea party: a longitudinal study.

    Directory of Open Access Journals (Sweden)

    Eric D Knowles

    Full Text Available The Tea Party movement, which rose to prominence in the United States after the election of President Barack Obama, provides an ideal context in which to examine the roles of racial concerns and ideology in politics. A three-wave longitudinal study tracked changes in White Americans' self-identification with the Tea Party, racial concerns (prejudice and racial identification, and ideologies (libertarianism and social conservatism over nine months. Latent Growth Modeling (LGM was used to evaluate potential causal relationships between Tea Party identification and these factors. Across time points, racial prejudice was indirectly associated with movement identification through Whites' assertions of national decline. Although initial levels of White identity did not predict change in Tea Party identification, initial levels of Tea Party identification predicted increases in White identity over the study period. Across the three assessments, support for the Tea Party fell among libertarians, but rose among social conservatives. Results are discussed in terms of legitimation theories of prejudice, the "racializing" power of political judgments, and the ideological dynamics of the Tea Party.

  18. Race, Ideology, and the Tea Party: A Longitudinal Study

    Science.gov (United States)

    Knowles, Eric D.; Lowery, Brian S.; Shulman, Elizabeth P.; Schaumberg, Rebecca L.

    2013-01-01

    The Tea Party movement, which rose to prominence in the United States after the election of President Barack Obama, provides an ideal context in which to examine the roles of racial concerns and ideology in politics. A three-wave longitudinal study tracked changes in White Americans’ self-identification with the Tea Party, racial concerns (prejudice and racial identification), and ideologies (libertarianism and social conservatism) over nine months. Latent Growth Modeling (LGM) was used to evaluate potential causal relationships between Tea Party identification and these factors. Across time points, racial prejudice was indirectly associated with movement identification through Whites’ assertions of national decline. Although initial levels of White identity did not predict change in Tea Party identification, initial levels of Tea Party identification predicted increases in White identity over the study period. Across the three assessments, support for the Tea Party fell among libertarians, but rose among social conservatives. Results are discussed in terms of legitimation theories of prejudice, the “racializing” power of political judgments, and the ideological dynamics of the Tea Party. PMID:23825630

  19. Climatic change. The third Conference of the Parties of the United Nations - Framework Convention. Kyoto, Japan, 1-10 December 1997; Les changements climatiques. 3eme conference des Parties de la Convention Cadre des Nations Unies a Kyoto au Japon du 1er au 10 Decembre 1997

    Energy Technology Data Exchange (ETDEWEB)

    Meclot, Bernard; Madet, Daniel [Electricite de France (EDF), 75 - Paris (France)

    1997-11-28

    Facing the global problems raised by the climatic change, it is absolutely necessary to bring forth worldwide orientations which must balance the economic growth in the developing countries, the competition between countries and between industrial companies, the right repartition of the efforts of developed countries and the remaining world's countries as well as among the developed countries. This EDF press communique, concerning the 3. Conference of the Parties of the UN Framework - Convention, held in Kyoto on 1-10 Dec 1999, presents the results of EDF struggle against the Greenhouse effect, a comparative statistics of the CO{sub 2} emission and, particularly, the role of electric sector. The following conclusions are drown in this report: 1. No matter what common target will be established for CO{sub 2} emission (2-4.5 tones per inhabitant, for instance), it implies that big countries like US and Canada should decide on plans for significant lowering of the emissions while Europe as well as China have still important steps to do; 2. Although, Europe has mastered rather well the global CO{sub 2} emission there are still very contrasting values from the different countries of the European Union; 3. The emissions produced by transport do increase continuously and will soon become the main contributor to the polluting emissions; 4. The European industrial sector has reduced its emission by about 12% during the last ten years and at present it is only the fourth contributor; 5. The electric sector can bring a major contribution to the pollution abatement by choosing CO{sub 2} non-emitting power generating systems, so as the plots giving the emission evolution in France, Sweden or Austria demonstrate.

  20. Climatic change. The third Conference of the Parties of the United Nations - Framework Convention. Kyoto, Japan, 1-10 December 1997; Les changements climatiques. 3eme conference des Parties de la Convention Cadre des Nations Unies a Kyoto au Japon du 1er au 10 Decembre 1997

    Energy Technology Data Exchange (ETDEWEB)

    Meclot, Bernard; Madet, Daniel [Electricite de France (EDF), 75 - Paris (France)

    1997-11-28

    Facing the global problems raised by the climatic change, it is absolutely necessary to bring forth worldwide orientations which must balance the economic growth in the developing countries, the competition between countries and between industrial companies, the right repartition of the efforts of developed countries and the remaining world's countries as well as among the developed countries. This EDF press communique, concerning the 3. Conference of the Parties of the UN Framework - Convention, held in Kyoto on 1-10 Dec 1999, presents the results of EDF struggle against the Greenhouse effect, a comparative statistics of the CO{sub 2} emission and, particularly, the role of electric sector. The following conclusions are drown in this report: 1. No matter what common target will be established for CO{sub 2} emission (2-4.5 tones per inhabitant, for instance), it implies that big countries like US and Canada should decide on plans for significant lowering of the emissions while Europe as well as China have still important steps to do; 2. Although, Europe has mastered rather well the global CO{sub 2} emission there are still very contrasting values from the different countries of the European Union; 3. The emissions produced by transport do increase continuously and will soon become the main contributor to the polluting emissions; 4. The European industrial sector has reduced its emission by about 12% during the last ten years and at present it is only the fourth contributor; 5. The electric sector can bring a major contribution to the pollution abatement by choosing CO{sub 2} non-emitting power generating systems, so as the plots giving the emission evolution in France, Sweden or Austria demonstrate.

  1. Learning Leadership Skills in Elementary School

    Science.gov (United States)

    Bowman, Richard F.

    2014-01-01

    Leadership is everyone's responsibility-even first graders. The most important contribution that any educator can make in an era of unrelenting change is identifying and developing aspiring leaders. Elementary school teachers can embed leadership development opportunities into the classroom to foster leadership dispositions and skills…

  2. Primary School Leadership Today and Tomorrow

    Science.gov (United States)

    Southworth, Geoff

    2008-01-01

    The article provides a retrospective and prospective view of primary school leadership. It begins with an analytic description of primary school leadership in the recent past. The second part looks at school leadership today, identifies contemporary issues and examines role continuities and changes. The third part looks at what the future might…

  3. Partnership and leadership: building alliances for a sustainable future

    Energy Technology Data Exchange (ETDEWEB)

    Bruijn, Theo de [Twente Univ., Enschede (Netherlands); Tukker, Arnold [TNO-STB, Delft (NL)] (eds.)

    2002-03-01

    Sustainable development has become a central perspective in environmental strategies around the world. It is clear that neither governments nor businesses have the capability to bring about sustainability on their own. Therefore, collaboration has emerged as a central concept. At the same time it is obvious that someone has to take the lead in the development towards sustainability. This book focuses on different forms of collaboration emerging between various actors. The objective of the book is to more systematically explore the different roles and relationships between partnership and leadership. Basically, both partnership and leadership can be seen in a positive and negative way: for example, as far as partnership is concerned, we can assume that the path towards sustainability can be paved by parties coming together, taking some initiative collaborating. On the opposite, partnership and consensus-based decisions can be seen as an obstacle to foster radical changes in production and consumption patterns. Similarly, leadership can be seen as an obstacle to sustainable development if leaders form close circles and are not willing to share experiences with other actors; but leadership could also be considered as an important element to keep concepts and practices forward. The book holds this double perspective: explaining, mapping and analyzing different goals/formats/methods of more and less collaborative approaches, but at the same time taking a critical approach to the theme by understanding related risks, effects, prospects and corrective actions. Next to a conceptual part, the book brings together case-studies from around the world. The focus is in describing and understanding various formats of collaboration and critically evaluating its effects and prospects. A concluding chapter discusses the role of partnership and leadership in realizing various levels of environmental innovations: optimization and re-design, that usually affect only a small part of the

  4. Toward an Understanding of How Teachers Change during School Reform: Considerations for Educational Leadership and School Improvement

    Science.gov (United States)

    Kaniuka, Theodore Stefan

    2012-01-01

    As the concept of distributed leadership and its concomitant organizational structures become more prevalent in schools, studying how teacher capacity can be enhanced and can be used as a catalyst for reform is important. This article documents the nature of how the implementation of a research-validated reform influenced what teachers thought…

  5. Extension Professionals and Community Coalitions: Professional Development Opportunities Related to Leadership and Policy, System, and Environment Change

    Science.gov (United States)

    Smathers, Carol A.; Lobb, Jennifer M.

    2015-01-01

    Community coalitions play an important role in community-wide strategies to promote health and wellbeing, and Extension professionals may provide leadership, technical assistance, and other support to coalitions. Extension professionals across a Midwestern state were invited to participate in an online survey about their coalition involvement and…

  6. Leadership within Emergent Events in Complex Systems: Micro-Enactments and the Mechanisms of Organisational Learning and Change

    Science.gov (United States)

    Hazy, James K.; Silberstang, Joyce

    2009-01-01

    One tradition within the complexity paradigm considers organisations as complex adaptive systems in which autonomous individuals interact, often in complex ways with difficult to predict, non-linear outcomes. Building upon this tradition, and more specifically following the complex systems leadership theory approach, we describe the ways in which…

  7. Effects and outcomes of third-party reproduction: parents.

    Science.gov (United States)

    Greenfeld, Dorothy A

    2015-09-01

    Third-party reproduction has introduced a host of changing family constellations. Research has shown that children conceived through third-party reproduction are doing well psychologically and developmentally, but what about their parents? How have they coped with the transition to third-party reproduction? Has the experience impacted their marital stability or the quality of their parenting? This review will address parents of children conceived through oocyte donation, parents of children conceived through gestational surrogacy, and gay male parents of children conceived through oocyte donation and gestational surrogacy. Copyright © 2015 American Society for Reproductive Medicine. Published by Elsevier Inc. All rights reserved.

  8. Leader as visionary. Leadership education model.

    Science.gov (United States)

    Aroian, Jane

    2002-01-01

    Developing nurse leaders for today and tomorrow is a priority considering the powerful relationship between leadership strength and the influence of the nursing profession in the future of health care. This article addresses leadership theories and research as they relate to visionary leadership. Education for visionary leadership is also addressed including the competencies and skill sets for effective visionary leaders. Visioning is a powerful force for change in shaping organizations and building teams for the future.

  9. Intra-party democracy beyond aggregation

    DEFF Research Database (Denmark)

    Wolkenstein, Fabio

    2016-01-01

    , discussing several functions intra-party deliberation is said to serve in the democratic theory literature. It then goes on to explore the deliberative credentials of political discussion between party members, drawing on group interviews with party members in two Social Democratic parties in Germany...

  10. Promoting Party Politics in Emerging Democracies

    NARCIS (Netherlands)

    Burnell, P.; Gerrits, A.

    2010-01-01

    This opening section briefly introduces international political party support, that is, assistance to political parties by international organizations, mostly from the US and Europe, to strengthen individual political parties, to promote peaceful interaction between parties and to help to create a

  11. Third party financing of renewable energy sources

    International Nuclear Information System (INIS)

    IDAE.

    1994-01-01

    IDAE (Institute of Energy Saving and Diversification) Hosted the Third party on financing renewable energy sources. The meeting was articulated into chapters: 1.- Experiences in the renewable energy field. 2.- Third party financing of small hydro-power projects. 3.- Third party financing of biomass projects. 4.- Third party financing of wind energy projects

  12. Democracy, the Party, and Self-Emancipation

    NARCIS (Netherlands)

    Raekstad, P.

    2017-01-01

    The Party is once again the subject of sustained discussion among academics and popular movements. Jodi Dean’s most recent book, Crowds and Party, is an attempt to re-think the party form for contemporary politics after the experiences and lessons of Occupy. Crowds and Party is engaging and

  13. Studies of transformational leadership in consumer service: leadership trust and the mediating-moderating role of cooperative conflict management.

    Science.gov (United States)

    Yang, Yi-Feng

    2012-02-01

    This is the third in a series of studies evaluating how transformational leadership is associated with related variables such as job satisfaction, change commitment, leadership trust, cooperative conflict management, and market orientation. The present paper evaluates the effects of transformational leadership and cooperative conflict management along with their mediating and moderating of leadership trust in the life insurance industry for two sample groups, sales managers and sales employees. The main effect of leadership trust was mediated and moderated by cooperative conflict management. Cooperative conflict management made a more important contribution than transformational leadership or the moderating effect (interaction), but these three together were the most important variables predicting highest leadership trust. Transformational leadership has an indirect influence on leadership trust. This work summarizes the specific contribution and importance of building successful leadership trust associations with employees in relation to leadership and satisfaction with change commitment.

  14. Public Funding of Political Parties

    DEFF Research Database (Denmark)

    Ortuno-Ortin, Ignacio; Schultz, Christian

    This paper concerns public funding of parties. Parteis receive public funds depending on their vote share. Funds finance electoral campaigns. Two cases are investigated. In the first, some voters are policy motivated and some are ?impressionable? ? their vote depends directly on campaign...... expenditures. In the second, campaigning is informative and all voters are policy motivated. Public funds increase policy convergence in both cases. The effect is larger, the more funding depends on vote shares. When campaigns are informative, there may be multiple euqilibria. Intuitively, a large party can...

  15. Bewitched - The Tea Party Movement

    DEFF Research Database (Denmark)

    Ashbee, Edward

    2011-01-01

    This article considers the development of the Tea Party movement, the character of its thinking and the nature of the interests and constituencies to which it is tied. The article suggests that despite the importance of ideas and interests, and the process of interaction between them, the movement....... The political friction that this creates has contributed to the anger that has characterised the movement. While the Tea Party movement may, as such, have only an ephemeral existence, independent conservatives are likely to remain a significant and potent constituency and will, within the institutional...

  16. The Role of Servant Leadership and Transformational Leadership in Academic Pharmacy.

    Science.gov (United States)

    Allen, George P; Moore, W Mark; Moser, Lynette R; Neill, Kathryn K; Sambamoorthi, Usha; Bell, Hershey S

    2016-09-25

    A variety of changes are facing leaders in academic pharmacy. Servant and transformational leadership have attributes that provide guidance and inspiration through these changes. Servant leadership focuses on supporting and developing the individuals within an institution, while transformational leadership focuses on inspiring followers to work towards a common goal. This article discusses these leadership styles and how they may both be ideal for leaders in academic pharmacy.

  17. The Role of Servant Leadership and Transformational Leadership in Academic Pharmacy

    OpenAIRE

    Allen, George P.; Moore, W. Mark; Moser, Lynette R.; Neill, Kathryn K.; Sambamoorthi, Usha; Bell, Hershey S.

    2016-01-01

    A variety of changes are facing leaders in academic pharmacy. Servant and transformational leadership have attributes that provide guidance and inspiration through these changes. Servant leadership focuses on supporting and developing the individuals within an institution, while transformational leadership focuses on inspiring followers to work towards a common goal. This article discusses these leadership styles and how they may both be ideal for leaders in academic pharmacy.

  18. The Role of Servant Leadership and Transformational Leadership in Academic Pharmacy

    Science.gov (United States)

    Allen, George P.; Moore, W. Mark; Neill, Kathryn K.; Sambamoorthi, Usha; Bell, Hershey S.

    2016-01-01

    A variety of changes are facing leaders in academic pharmacy. Servant and transformational leadership have attributes that provide guidance and inspiration through these changes. Servant leadership focuses on supporting and developing the individuals within an institution, while transformational leadership focuses on inspiring followers to work towards a common goal. This article discusses these leadership styles and how they may both be ideal for leaders in academic pharmacy. PMID:27756921

  19. Strategic Leadership

    Directory of Open Access Journals (Sweden)

    Mohammad Jaradat

    2017-01-01

    Full Text Available Leadership as a concept has been very useful in the last decades, but when it comes to definingand especially to applying strategic leadership theories into the day-to-day life of organizations,things become much more complicated. It is imperative that managers select their basic theoreticalneed in order to assess one organizations leadership. The following article aims to prove that it isnecessary to choose more than one theoretical instrument before applying them into a specificplan, which combines more than one theoretical approach for evaluating and improving strategicleadership into an organization.

  20. Third party bargaining and contract terms: a link over time?

    Science.gov (United States)

    Brooks, John M; Doucette, William R; Sorofman, Bernard A

    2002-01-01

    To evaluate whether prior pharmacy bargaining process strategies and pharmacy dependence on third parties affect the bargaining power of pharmacies in price negotiations with third parties. One-time survey. Random sample of 900 independent and small chain pharmacies in nine states: Colorado, Connecticut, Georgia, Kentucky, Minnesota, Oklahoma, Oregon, Pennsylvania, and Wisconsin. Two hundred sixteen of the returned surveys contained sufficient responses for this analysis. Survey data on pharmacy bargaining power and prior pharmacy bargaining strategies, pharmacy dependence, and market characteristics were analyzed using multiple regression in a previously developed and modified provider/third party bargaining model. Pharmacy bargaining power. Pharmacy bargaining power varied across our sample. Pharmacy bargaining power was positively related to whether a pharmacy previously bargained with the third parties, negatively related to prior requests for contract changes, and negatively related to the pharmacy's dependence on third parties in total. Pharmacy bargaining power is related to the bargaining strategies employed by pharmacies during the previous year and the dependence of pharmacies on third party payers in total. With the prevalence of "take-it-or-leave-it" contracts from third parties, prior pharmacy bargaining behavior may affect the initial terms of the contracts that pharmacies are offered.

  1. 16 CFR 1507.11 - Party poppers.

    Science.gov (United States)

    2010-01-01

    ... 16 Commercial Practices 2 2010-01-01 2010-01-01 false Party poppers. 1507.11 Section 1507.11... FIREWORKS DEVICES § 1507.11 Party poppers. Party poppers (also known by other names such as “Champagne Party Poppers,” and “Party Surprise Poppers,”) shall not contain more than 0.25 grains of pyrotechnic...

  2. The niche party concept and its measurement

    OpenAIRE

    Meyer, Thomas M; Miller, Bernhard

    2015-01-01

    The concept of the niche party has become increasingly popular in analyses of party competition. Yet, existing approaches vary in their definitions and their measurement approaches. We propose using a minimal definition that allows us to compare political parties in terms of their ?nicheness?. We argue that the conceptual core of the niche party concept is based on issue emphasis and that a niche party emphasizes policy areas neglected by its rivals. Based on this definition, we propose a con...

  3. Leadership Opportunities for Women in Career and Technology Education.

    Science.gov (United States)

    Pevoto, Barbara

    2003-01-01

    Contemporary leadership skills include leading in the global economy, initiating and adapting to change, respecting diversity, and empowering employees--attributes of the transformational leadership model. Studies indicate that female leadership traits are reflective of transformational leadership. Career and technical education should expand…

  4. Sailing the "Seven C's" of Leadership.

    Science.gov (United States)

    Weismuller, Penny C; Willgerodt, Mayumi A; McClanahan, Rachel; Helm-Remund, Terri

    2016-01-01

    Nurses are increasingly being called upon to lead changes within health care. How do nurses and, in particular, school nurses become leaders? School nurses lead daily in their work but often do not recognize themselves as leaders. The "Five C's of Leadership"-character, commitment, connectedness, compassion, and confidence-identified by Kowalski and Yoder-Wise are foundational to the development of leadership and are particularly relevant to school nurses and their role. Two additional attributes found in the literature-courage and capacity-also undergird school nursing practice. In this article, we describe how school nurses already embody these leadership qualities. Each leadership attribute is reviewed in light of the literature, followed by specific examples to demonstrate how school nurses provide leadership. Through these illustrations, school nurses can recognize and embrace their present leadership abilities. In addition, by using the "Seven C's" of leadership, school nurses can enhance their inherent leadership abilities. © 2015 The Author(s).

  5. LEADERSHIP PERCEPTIONS

    Directory of Open Access Journals (Sweden)

    José Bernardo Sánchez-Reyes

    2015-07-01

    Full Text Available This article shows the results of an investigative research, conducted onto Instituciones Formadoras de Docentes (Educators Institutions about the leadership that is developed by its principals. The main objective is to describe the idea of leadership that applies among these institutions. This research was conducted qualitative, following the phenomenological method, using as technique the personal interview, and as an instrument an interview guide. The information was systematized by categories, and with a triangulation validation. We have found that the principals consider a distributed, participative and academic leadership as the ideal, however, they manifest that the working environment is not always the best to do this, and a more directive leadership is followed, that can be categorized as autocratic, democratic or laisser-faire.

  6. Being a potentially responsible party

    International Nuclear Information System (INIS)

    Ronan, J.T.

    1989-01-01

    This paper reports on CERCLA II- ability for the unlucky potentially responsible parties (PRPs) which is a Draconian form of strict, joint and several liability with limited statutory defenses that in most cases are impossible to establish. CERCLA vigorously employs these legal concepts, stretching a PRP's financial exposure to the limits necessary to meet the enormous financial costs of remediation

  7. The Party-state Order

    DEFF Research Database (Denmark)

    Grünberg, Nis

    society through its legacy as a socialist work unit (danwei). Using Polanyi’s concept of embeddedness, the paper reveals how SOEs are split into two tiers each tasked with the respective objectives of economic development and political stability, and thus as Party-state organizations are used to flexibly...

  8. [Ketamine as a party drug

    NARCIS (Netherlands)

    Vroegop, M.P.; Dongen, R.T.M. van; Vantroyen, B.; Kramers, C.

    2007-01-01

    Ketamine is a new party drug, which is easy to obtain. For this reason, it is possible that physicians will be increasingly confronted with users that have medical problems. Relatively few cases of ketamine intoxication with a fatal outcome have been reported thus far. Ketamine is very

  9. Changing the Culture of Academic Medicine to Eliminate the Gender Leadership Gap: 50/50 by 2020

    OpenAIRE

    Valantine, Hannah; Sandborg, Christy I.

    2013-01-01

    Central to the daily struggles that successful working women face is the misalignment of the current work culture and the values of the workforce. In addition to contributing to work-life integration conflicts, this disconnect also perpetuates the gender leadership gap. The dearth of women at the highest ranks of academic medicine not only sends a clear message to women that they must choose between career advancement and their personal life but also represents a loss of talent for academic h...

  10. Small 'l' leadership.

    Science.gov (United States)

    Parsons, Jenni

    2009-05-01

    Recently I attended the RACGP Leadership Masterclass in Sydney. When I enrolled, I thought, 'Yes... sounds interesting...good speakers... I need to learn something about leadership...'As the time drew closer I started to get a bit anxious about the whole thing. I realised that the title, 'Masterclass', probably implied that the attendees were expected to already know something about leadership and its theories, if not have considerable expertise and experience in leadership. I also wondered how the workshop sessions were going to go and I started to feel a bit sorry for the facilitators. Imagine trying to facilitate a group of 10 aspiring leaders... a bit like trying to herd cats. A few days later I received a call from the organisers,saying they were a bit short of facilitators and could I help out if necessary. Great... better do a crash course in cat herding! Then there was the first 'predisposing activity'. Step 1: think of leaders you admire. Easy enough. Leaders of social justice and social change on a world stage, people who have shown great courage of their convictions and great orators popped into my head... Ghandi, Martin Luther King, Mandela, JFK. Step 2:describe the ways in which you are like these leaders. Whoa!Never going to measure up here. I wondered if there was going to be sessions on 'leadership for introverts', or 'leadership of small things', or 'leaders without grand vision or fabulous oratory skills', or perhaps 'leadership for people who are deeply suspicious of the corrupting influence of power'.

  11. Copenhagen: citizen momentum in front of political status quo? Returns on the fifteenth Conference of the Parties of the United Nations Framework Convention on Climate Change (UNFCCC), from the 7 to the 10 December 2009, Copenhagen

    International Nuclear Information System (INIS)

    Chetaille, Anne; Creach, Morgane; Blavier, Sebastien; Fauveaud, Swan; Berrebi, Mickael; Bessieres, Marie; Tiphagne, Alexandre; Burger, Patrice; Cheron, Marie; Dupre, Mathilde; Lefebvre, Olivier

    2010-02-01

    This report proposes an analysis of the Conference of the Parties held in Copenhagen as it has been perceived by French NGOs committed in international solidarity and in the protection of the environment. The first part discusses the main elements of the Copenhagen agreement and draws perspectives for the negotiations to come in 2010 (the agreement sounds hollow, is finally not an agreement, and questions who will be a leader for negotiations to come). The second part discusses the new geopolitical deal which emerged in Copenhagen with changes within the traditional balance of power (no leader in the developed countries, how to go beyond the arm-wrestling between China and the USA), citizen mobilization and issues of negotiation governance (confusion, question of a possible future strengthening of international governance on environment). The last chapter proposes an analysis of discussions from an operational point of view on three technical issues (adaptation for which there is a gap between financing and needs, agriculture and forests) in order to identify what is at stake in terms of international solidarity and must be addressed in a near future

  12. Developmental Readiness for Leadership: The Differential Effects of Leadership Courses on Creating "Ready, Willing, and Able" Leaders

    Science.gov (United States)

    Keating, Kari; Rosch, David; Burgoon, Lisa

    2014-01-01

    The development of effective leadership capacity involves multiple factors including increasing students' leadership self-efficacy, motivation to lead, and leadership skills. This study of 165 undergraduate students enrolled in an introductory leadership theory course explores the degree to which students report changes in these three areas of…

  13. Leadership for Challenging Times

    Science.gov (United States)

    American Association of State Colleges and Universities, 2009

    2009-01-01

    This essay focuses on the responsibility of AASCU universities and colleges to take deliberate, concerted actions to help sustain the nation's vitality and competitiveness in a global, multicultural and rapidly changing society. Guiding our work is the premise that presidential leadership is key to the success of any effort to make the nation's…

  14. Immigration politics Italian style: the paradoxical behaviour of mainstream and populist parties.

    Science.gov (United States)

    Perlmutter, T

    1996-01-01

    This article explores the role of electoral politics in managing immigration as a policy option in Italy. Italy was late in passing its first comprehensive immigration legislation (1990). A small, liberal party waged a campaign against the proposed immigration law. A party known for right-wing posturing did not mobilize against the law. These political postures were not anticipated by conventional wisdom. Conventional wisdom suggests that immigration should not be an electoral issue and that consensus solutions should be sought. It is argued that the Italian response supports the view that in a fragmented, multi-party system, minor parties will be more likely to mobilize. Two mass media studies were used as the basis for this article's analysis. The studies provide detailed evidence on party willingness to publicly discuss immigration and the ways the issues are framed. The Italian case illustrates the tendency for mainstream, pro-system parties to politicize the issue and extremist, anti-system parties to depoliticize it. The DC and PCI, as mass parties, behaved traditionally and supported moderately open immigration policies, but in closed forums. The minor parties had a stake in shifting electoral support, so the PSI took an outspoken stand and the PARI publicized its exclusion from the policy-making process and its support for more restrictive policies. It was the constituencies and the leadership structure that facilitated these strategies. The author differs from Betz's party analysis by arguing that party ideology may not be a useful guide for predicting stands on immigration, and that it is difficult to generalize about immigration.

  15. Women's participation in parliament: 'Glass ceiling' syndrome and party selection

    Directory of Open Access Journals (Sweden)

    Čičkarić Lilijana

    2014-01-01

    Full Text Available The impact of 'glass ceiling' syndrome and party selection on participation of women in parliament and other political institutions are examined in this article. 'Glass ceiling' syndrome, which means invisible, but almost impenetrable border that women face in professional life, keeping them away from positions of influence and progress in career, is the main reason for the small number of women involved in politics. According to the focus of the research, there are three groups of barriers to women's political participation. Most researchers examine the influence of the political system, institutional and legal mechanisms, the question of their transparency and functional improvement. Significantly less frequent approach came from authors who are concentrated on the social and economic barriers, financial conditions and the broader social context. The third group consists of those who are considering the ideological and psychological barriers, patriarchal cultural patterns, traditional gender roles, self-confidence, ambition and women's desire to be involved in politics. Political parties are key actors in the process of discrimination against women, because they do not allow them to be selected in a number of political functions. There are many factors that determine that the issue of gender equality is variously interpreted in political parties. The most present are contextual and ideological factors, referring to a different definition of the status of women on the political agenda, the social climate in terms of gender equality and respect for human rights, the level of social development and political freedom. Then come organizational factors pertaining to the structure of parties, the manner in which the leadership is elected, whether there are internal women's pressure groups and lobbying, and are women leaders are visible on high positions in decision-making process. Finally, there are institutional-legal factors, which include the type

  16. Gender and Climate Change. Input from Women to Governments Preparing their Submissions Regarding Article 3.9. Consideration of Commitments for Subsequent Periods for Annex I Parties of the Kyoto Protocol

    Energy Technology Data Exchange (ETDEWEB)

    NONE

    2006-02-15

    The climate change debate in general, and the development of future commitments under the Kyoto Protocol needs to be set firmly into the context of Sustainable Development. Its three pillars - environmental, social and economic - and the Principles of the Rio Declaration should serve as the overall framework for developing fair and effective policies for mitigation and adaptation. Therefore, the preparations for the 2nd commitment period under the Kyoto Protocol need to draw upon experiences, indicators, and other tools developed in international sustainable development processes as well as regional and national sustainable development strategies. Despite its status and development within the United Nations international system, climate change policymaking has failed to adopt a gender-sensitive strategy. This failure not only generates concern in terms of respect for gender equity at the international level, it also leads to shortcomings in the efficiency and effectiveness of climate related measures and instruments. Without a gender-sensitive method of analysis, it is impossible to determine the full set of causes and potential effects of climate change. Furthermore, studies have shown that women and men experience climate change differently in terms of their adaptability, responsibility, vulnerability and aptitude for mitigation. Therefore, the international climate change negotiation process - as well as climate policies at regional, national and local levels - must adopt the principles of gender equity at all stages: from research, to analysis, and the design and implementation of mitigation and adaptation strategies. This applies in particular to the process towards a post-2012 climate protection system or 'regime'. Participation of women and gender experts in the international climate change has been minimal at most COPs (Conferences of Parties). However, in order to ensure gender mainstreaming in the post-2012 discussions, it is important to draw

  17. The 2014 Elections and the Brazilian Party System

    Directory of Open Access Journals (Sweden)

    Carlos Ranulfo Melo

    2015-04-01

    Full Text Available The Brazilian party system presents a paradox. Although the Workers Party (PT and the Brazilian Social Democratic Party (PSDB have controlled presidential elections for the last 20 years, their force at the other levels of electoral competition has not grown. The objective of this study is to undertake a discussion of this situation through the 2014 general elections. After attempting to explain why successive challengers have not been able to change the structure of competition for the Brazilian presidency, I will analyze the relation established between the pattern observed at this level and the other “connected” electoral disputes—both those for state executive and federal legislative office. The general conclusion is that even if the pattern continues, it is quite improbable that this will significantly impact the other levels of national political party competition.

  18. Leadership and management for quality.

    Science.gov (United States)

    Gillam, Steve; Siriwardena, A Niroshan

    2013-01-01

    This is the third in a series of articles about the science of quality improvement. Leadership and management are required for change and are therefore important for all quality improvement initiatives. We describe the differences between and features of each, and how they support change in individuals, groups and organisations according to the culture and characteristics of the latter. Finally, we see that leadership competencies are conceptualised in the NHS Leadership Framework and how this can be applied to quality improvement in general practice and healthcare more generally.

  19. Adaptive Leadership in Digital Transformation

    DEFF Research Database (Denmark)

    Hansen, Anne Mette; Kræmmergaard, Pernille; Mathiassen, Lars

    2012-01-01

    Leaders’ ability to quickly adapt IT practices is especially critical in today’s increasingly turbulent environment with frequent changes in the competitive and technological landscape. However, developing such adaptive leadership is a difficult and complex process. Often, underlying assumptions...

  20. Employee perceptions of managers' leadership over time.

    Science.gov (United States)

    Palm, Kristina; Ullström, Susanne; Sandahl, Christer; Bergman, David

    2015-01-01

    This paper aims to explore if and how employees in a healthcare organisation perceive changes in their managers' leadership behaviour over time. An interview study was conducted with employees whose managers had participated in a two-year leadership development programme offered by their employer, Healthcare Provision Stockholm County. Qualitative content analysis was applied, and the interview discussions focused on areas in which the majority of the informants perceived that a change had occurred over time and their answers were relatively consistent. The majority of employees did discern changes in their managers' leadership over time, and, with very few exceptions, these changes were described as improvements. The knowledge that employees perceived changes in their managers' leadership supports investments in leadership development through courses, programmes or other initiatives. The present findings contribute to a deeper empirical understanding of leadership as it is practised over time in everyday contexts among employees in healthcare organisations.

  1. Transformational leadership in nursing practice.

    Science.gov (United States)

    Doody, Owen; Doody, Catriona M

    Traditionally, nurses have been over-managed and led inadequately, yet today they face unprecedented challenges and opportunities. Organisations constantly face changes that require an increasingly adaptive and flexible leadership. This type of adaptive leadership is referred to as 'transformational'; under it, environments of shared responsibilities that influence new ways of knowing are created. Transformational leadership motivates followers by appealing to higher ideas and moral values, where the leader has a deep set of internal values and ideas. This leads to followers acting to sustain the greater good, rather than their own interests, and supportive environments where responsibility is shared. This article focuses on transformational leadership and its application to nursing through the four components of transformational leadership. These are: idealised influence; inspirational motivation; intellectual stimulation; and individual consideration.

  2. Emergence of Leadership in Communication.

    Science.gov (United States)

    Allahverdyan, Armen E; Galstyan, Aram

    2016-01-01

    We study a neuro-inspired model that mimics a discussion (or information dissemination) process in a network of agents. During their interaction, agents redistribute activity and network weights, resulting in emergence of leader(s). The model is able to reproduce the basic scenarios of leadership known in nature and society: laissez-faire (irregular activity, weak leadership, sizable inter-follower interaction, autonomous sub-leaders); participative or democratic (strong leadership, but with feedback from followers); and autocratic (no feedback, one-way influence). Several pertinent aspects of these scenarios are found as well-e.g., hidden leadership (a hidden clique of agents driving the official autocratic leader), and successive leadership (two leaders influence followers by turns). We study how these scenarios emerge from inter-agent dynamics and how they depend on behavior rules of agents-in particular, on their inertia against state changes.

  3. Emergence of Leadership in Communication

    Science.gov (United States)

    Allahverdyan, Armen E.; Galstyan, Aram

    2016-01-01

    We study a neuro-inspired model that mimics a discussion (or information dissemination) process in a network of agents. During their interaction, agents redistribute activity and network weights, resulting in emergence of leader(s). The model is able to reproduce the basic scenarios of leadership known in nature and society: laissez-faire (irregular activity, weak leadership, sizable inter-follower interaction, autonomous sub-leaders); participative or democratic (strong leadership, but with feedback from followers); and autocratic (no feedback, one-way influence). Several pertinent aspects of these scenarios are found as well—e.g., hidden leadership (a hidden clique of agents driving the official autocratic leader), and successive leadership (two leaders influence followers by turns). We study how these scenarios emerge from inter-agent dynamics and how they depend on behavior rules of agents—in particular, on their inertia against state changes. PMID:27532484

  4. Assessing physician leadership styles: application of the situational leadership model to transitions in patient acuity.

    Science.gov (United States)

    Skog, Alexander; Peyre, Sarah E; Pozner, Charles N; Thorndike, Mary; Hicks, Gloria; Dellaripa, Paul F

    2012-01-01

    The situational leadership model suggests that an effective leader adapts leadership style depending on the followers' level of competency. We assessed the applicability and reliability of the situational leadership model when observing residents in simulated hospital floor-based scenarios. Resident teams engaged in clinical simulated scenarios. Video recordings were divided into clips based on Emergency Severity Index v4 acuity scores. Situational leadership styles were identified in clips by two physicians. Interrater reliability was determined through descriptive statistical data analysis. There were 114 participants recorded in 20 sessions, and 109 clips were reviewed and scored. There was a high level of interrater reliability (weighted kappa r = .81) supporting situational leadership model's applicability to medical teams. A suggestive correlation was found between frequency of changes in leadership style and the ability to effectively lead a medical team. The situational leadership model represents a unique tool to assess medical leadership performance in the context of acuity changes.

  5. Constructing Leadership Identities through Participation in a Leadership Living-Learning Community

    Science.gov (United States)

    Priest, Kerry Louise

    2012-01-01

    This case study conceptually illustrated how a leadership living-learning community provided an educational context well suited to enhance development of leaders within changing leadership and educational paradigms. Specifically, it highlighted how both leadership and learning have come to be viewed as sociocultural processes, and presented…

  6. Leadership Succession Planning in Catholic Education: An Ongoing Plan for Leadership Development, Identification, and Selection

    Science.gov (United States)

    Fitzgerald, Mary; Sabatino, Anthony

    2014-01-01

    The fundamental elements of successful leadership succession in any organization are recognizing the inevitability of leadership change and the necessity of a plan for leadership succession. This book provides a rationale and planning guideline for board chairs, superintendents, and superiors of religious communities to use when the need arises to…

  7. Climate Leadership Award for Organizational Leadership

    Science.gov (United States)

    Apply to the Climate Leadership Award for Organizational Leadership, which publicly recognizes organizations for their comprehensive greenhouse gas inventories and aggressive emissions reduction goals.

  8. Ward leadership styles.

    Science.gov (United States)

    Bowman, G

    1989-01-01

    The purpose of this study was to devise a leadership style scale based in the authoritarian/democratic concept of leadership and to test it with a group of nurses. The working hypothesis was that nurses, working by primary nursing methods, would have a more democratic attitude to leadership than those nurses working in a traditional task allocation system. Recent papers such as that of Henry & Tuxill (1) plead for the caring professions to take on board the concept of the 'person'. Not only is the traditional model of nursing care seen as bad for the patient; it is seen also as harmful to the nurses. Fretwell (2) describes the task system as essentially an industrial model rather than a professional one which tends to satisfy the needs of the doctor rather than the patient or nurse. Kinston (3) describes nursing decision-making and work as Level I work (tradesmen). Current models of care that individualize the nurse's response to work and decision-making become Level II type (professional). Primary nursing fulfils the need for professionalizing nursing and meeting the need for more independence as well as respecting the patient as a 'person' with the organisation there to facilitate interaction between qualified nurse and patient. Changes in attitude and relationships are essential if work is to change from task to person-centred. Styles of leadership in nurses need to alter as our orientation to care issues change (4).(ABSTRACT TRUNCATED AT 250 WORDS)

  9. Leadership in Dental Hygiene Degree Completion Programs: A Pilot Study Comparing Stand-Alone Leadership Courses and Leadership-Infused Curricula.

    Science.gov (United States)

    Smith, Michelle L; Gurenlian, JoAnn R; Freudenthal, Jacqueline J; Farnsworth, Tracy J

    2016-05-01

    The aim of this study was to define the extent to which leadership and leadership skills are taught in dental hygiene degree completion programs by comparing stand-alone leadership courses/hybrid programs with programs that infuse leadership skills throughout the curricula. The study involved a mixed-methods approach using qualitative and quantitative data. Semi-structured interviews were conducted with program directors and faculty members who teach a stand-alone leadership course, a hybrid program, or leadership-infused courses in these programs. A quantitative comparison of course syllabi determined differences in the extent of leadership content and experiences between stand-alone leadership courses and leadership-infused curricula. Of the 53 U.S. dental hygiene programs that offer degree completion programs, 49 met the inclusion criteria, and 19 programs provided course syllabi. Of the program directors and faculty members who teach a stand-alone leadership course or leadership-infused curriculum, 16 participated in the interview portion of the study. The results suggested that competencies related to leadership were not clearly defined or measurable in current teaching. Reported barriers to incorporating a stand-alone leadership course included overcrowded curricula, limited qualified faculty, and lack of resources. The findings of this study provide a synopsis of leadership content and gaps in leadership education for degree completion programs. Suggested changes included defining a need for leadership competencies and providing additional resources to educators such as courses provided by the American Dental Education Association and the American Dental Hygienists' Association.

  10. Transformational and transactional leadership styles among leaders ...

    African Journals Online (AJOL)

    In contrast to transformational leadership where the leader works with employees to identify the needed change, creating a vision to guide the change through inspiration, and executing the change in tandem with committed members of the group, transactional leadership styles focus on the use of rewards and punishments ...

  11. Studies of transformational leadership in consumer service: market orientation behavior and alternative roles for the mediators and moderators of change commitment.

    Science.gov (United States)

    Yang, Yi-Feng

    2013-12-01

    The present paper evaluates the relation between transformational leadership and market orientation along with the mediating and moderating effects of change commitment for employees in customer centers in Taiwan. 327 questionnaires were returned by personnel at several customer centers in four different insurance companies. Inter-rater agreement was acceptable based on the multiple raters (i.e., the consumer-related employees from the division groups) of one individual (i.e., a manager)--indicating the aggregated measures were acceptable. The multi-source sample comprised data taken from the four division centers: phone services, customer representatives, financial specialists, and front-line salespeople. The relations were assessed using a multiple mediation procedure incorporating bootstrap techniques and PRODCLIN2 with structural equation modeling analysis. The results reflect a mediating role for change commitment.

  12. Leadership identities

    DEFF Research Database (Denmark)

    Holmgreen, Lise-Lotte

    2018-01-01

    Questioning the assumption that identities can be controlled through a shared organisational culture, the article explores the inculcation of a discourse of diversity into leadership identities in a Danish bank and building society. Thus, it intends to demonstrate that, on the one hand, discourse...... plays a significant role in identity construction and, on the other, that leaders’ constructions may have many sources of inspiration within and outside the organisation, emphasising that identity construction is a complex process in which organisational efforts to promote a common leadership identity...... to construct their leadership identities. While the respondents present comparable identities to the interviewer, the analysis reveals that the they draw on different discourses and employ a number of different discursive means to present this identity. This, the article argues, may be the result of a number...

  13. 7 CFR 955.91 - Additional parties.

    Science.gov (United States)

    2010-01-01

    ... Marketing Agreement § 955.91 Additional parties. After the effective date thereof, any handler may become a... Regulations of the Department of Agriculture (Continued) AGRICULTURAL MARKETING SERVICE (Marketing Agreements... then be effective as to such new contracting party. ...

  14. Inheritance and the Dynamics of Party Identification

    OpenAIRE

    Kroh, Martin; Selb, Peter

    2009-01-01

    Extensive research efforts notwithstanding, scholars continue to disagree on the nature and meaning of party identification. Traditionalists conceive of partisanship as a largely affective attachment to a political party that emerges in childhood through parental influences and tends to persist throughout life. The revisionist conception of partisanship is that of a running tally of party utilities that is updated based on current party performance. We attempt to reconcile both schools of tho...

  15. China’s Leadership Transition: What’s at Stake?

    Science.gov (United States)

    2012-11-01

    United States on November 6th, because the 18th Party Congress will produce the identification of the new leaders, those who will actually be in...accurate. But I think the real keys for what comes out of the 18th Party Congress are the final lineup not only for the standing committee but...following the new leadership lineup . And yet it’s also true that while we have very little insight to what the potential new members of the

  16. When can we trust a third party?

    NARCIS (Netherlands)

    Hee, van K.M.; Sidorova, N.; Werf, van der J.M.E.M.; Koutny, M.; Aalst, van der W.M.P.; Yakovlev, A.

    2013-01-01

    Organizations often do not want to reveal the way a product is created or a service is delivered. As a consequence, if two organizations want to cooperate, they contact a trusted third party. Each specifies how it wants to communicate with the other party. The trusted third party then needs to

  17. Creative Leadership for Social Impact

    DEFF Research Database (Denmark)

    Svejenova, Silviya; Højgaard Christiansen, Lærke

    2018-01-01

    This study explores how creative leadership unfolds in the pursuit of social purpose. Drawing on the case of an architectural firm’s development of novel social housing model, we identify claims of three creative leadership processes and of scaling up for social impact. The study expands...... the conceptualization of creative leadership to the context of social change. It also adds to the understanding of creative industries by suggesting social purpose as a distinctive, yet underexplored driver of innovation and a source of different balancing act, as well as an important frontier for research...

  18. Spiritual leadership: a new model.

    Science.gov (United States)

    Wolf, Emily J

    2004-01-01

    Recent unethical business practices of some corporations and the overall loss of confidence by the public in corporate leadership have given rise to a unique leadership model--one that focuses on spirituality. "Ninety percent of our diverse American population and health-care workforce have spiritual and religious beliefs. While these beliefs may be mystical, religious, or secular, there are many common patterns that influence change and leadership within our organizations." So says Gary Strack, CHE, president and chief executive officer of Boca Raton (FL) Community Hospital. Strack presented a seminar on the topic at ACHE's 2003 Congress on Healthcare Management.

  19. Public health leadership development: factors contributing to growth.

    Science.gov (United States)

    Olson, Linda G

    2013-01-01

    This study compares pre- and posttest Leadership Practices Inventory (LPI-Self) scores for public health leaders who completed the Regional Institute for Health and Environmental Leadership (RIHEL) training program at least 2 years earlier; it seeks to identify factors contributing to changes in practices and overall leadership development for public health and environment leaders. Sixty-seven alumni who completed the yearlong RIHEL program between 1999 and 2002 participated through mailed surveys and phone interviews. The Leadership Practices Inventory, an alumni leadership development survey, and interviews provided evidence for positive change in leadership practices. Alumni experienced significant increases in pre- to post-LPI scores, collaborative leadership practices, and communication skills consistent with those taught in the RIHEL program. Women presented higher Encourage the Heart scores than men. Years of public health service negatively correlated with Total Change scores of LPI. The RIHEL program as a training intervention was credited significantly with changes in leadership practices for alumni studied. Nine influencing factors were identified for leadership development and are embedded in a Leadership Development Influence Model. These include self-awareness, a leadership development framework, and skills important in multiple leadership situations. Confidence was both an encouraging factor and a resulting factor to the increased exemplary leadership practices. Leadership development in public health must include multiple factors to create consistent increases in exemplary leadership practices. While the study focused on the leadership development process itself, RIHEL training was reported as having a positive, significant impact overall in participant leadership development. This study adds research data as a foundation for training content areas of focus. Studies to further test the Leadership Development Influence Model will allow public health

  20. Major trends in party system in Ukraine for 1998-2014 years

    Directory of Open Access Journals (Sweden)

    D. K. Nosenko

    2015-01-01

    Full Text Available The current party system of Ukraine, defined its main features and trends with regard of parliamentary elections 2014 was investigated. The classification, which distinguish the parliamentary system was determined. It is established that the party system has undergone significant changes compared to previous years. Thus, according to classification Mayra Ukrainian party system evolved from a secondary party system to a system of small parties because the two largest parties have 47.5% of votes in parliament. Meyer’s Index fell by almost a factor of 2, indicating that the party system became more competitive, the process of forming a coalition will be longer, and the stability of the government will be lower than in previous years. The calculated effective indices of the number of parties suggested Laakso, Taagepera and Golosov also show that the party system became more fragmented. Based on the analyzed results of parliamentary elections for 1998­2014 years, it has found that increasing or decreasing the percentage threshold of 1%, not significantly affected by the number of parties represented in Parliament; none of the parties could not be present in every convocation; there is uncertainty in electoral preferences.

  1. Leadership Models.

    Science.gov (United States)

    Freeman, Thomas J.

    This paper discusses six different models of organizational structure and leadership, including the scalar chain or pyramid model, the continuum model, the grid model, the linking pin model, the contingency model, and the circle or democratic model. Each model is examined in a separate section that describes the model and its development, lists…

  2. Passionate Leadership

    Science.gov (United States)

    Davies, Brent; Brighouse, Tim

    2010-01-01

    Passionate leadership is about energy, commitment, a belief that every child can learn and will learn, a concern with social justice and the optimism that people can make a difference. The authors argue that passion survives and prospers and is a moral driving force in ensuring children becoming all they can become. That brings them to the other…

  3. Leadership Skills.

    Science.gov (United States)

    Hutchison, Cathleen; And Others

    1988-01-01

    Lists skills identified by the Leadership Development Task Force as being critical skills for a leader. Discussion focuses on information managing skills, including problem solving, decision making, setting goals and objectives; project management; and people managing skills, including interpersonal communications, conflict management, motivation,…

  4. Teaching Leadership

    Science.gov (United States)

    Leshnower, Susan

    2008-01-01

    When thinking of leaders, people usually think of those in positions of power, such as political leaders, religious leaders, or student leaders. Yet, leaders can be found in all spheres of life, and leadership behaviors can be learned particularly in a small-group format (Hellriegel, Jackson, & Slocum, 2005). This article presents ideas and…

  5. Leadership Development

    Science.gov (United States)

    Mallon, Melissa

    2017-01-01

    This issue's column focuses on online tools and resources available for leadership development of academic, public services staff. The resources are not targeted solely to professional librarians, but rather to all levels of library staff engaged with the public. In addition to inspirational and coaching videos, reviewers recommend resource guides…

  6. Leadership practices

    African Journals Online (AJOL)

    Administrator

    5. Top executives identify 'effective leadership' as the single most determinant of organizational success. (Greenberg 2005). Great leaders throughout history have been known to inspire society's goals. Effective leaders do .... are asked to rate their level of satisfaction or the effectiveness of the leader. Subordinates may be ...

  7. Leadership training, leadership strategies and organizational performance

    DEFF Research Database (Denmark)

    Ladegaard, Louise; Andersen, Lotte Bøgh; Bøllingtoft, Anne

    Leadership is fundamentally important for improving public sector performance, but the existing literature has severe endogeneity problems. Using a field experiment with 720 Danish leaders and 23.000 employees, the LEAP (Leadership and Performance) project will try to overcome these problems. We...... use a field experiment to study the effects of leadership training and leadership strategies on organizational performance. The research question is how leadership training affect leadership strategies, and how these strategies affect performance? This paper takes three steps towards answering...... this question. First, we discuss the conceptualization of leadership strategies. Second, we present our research design and clarify how we expect the leadership training to affect leadership strategies. Third, we discuss briefly how we measure the key concepts: Leadership and performance. Our aim is to develop...

  8. The 19th Party Congress

    DEFF Research Database (Denmark)

    Brødsgaard, Kjeld Erik; Høyrup Christensen, Nis

    2017-01-01

    veteran leaders such as Wang Qishan (69) continue to serve on the committee? Would Xi Jinping pack the Politburo and the PSC with his own close allies, or would he try to achieve a factional balance observing the interests of former leaders such as Jiang Zemin and Hu Jintao? There was also much....... Such a report is usually a long document setting out the Party's priorities and policy objectives for the next five-year period. Would Xi Jinping's report signal new policy initiatives, and would it outline strategic guidelines reaching beyond 2022? This article examines these questions and assesses the future...

  9. Authentication method for authenticating a first party to a second party

    NARCIS (Netherlands)

    2014-01-01

    An authentication system and method is presented for authenticating a first party to a second party, where an operation is performed on condition that the authentication succeeds. The authentication method verifies whether the first party is authenticated. If the first party is not authenticated,

  10. Analyzing the Existing Undergraduate Engineering Leadership Skills

    Directory of Open Access Journals (Sweden)

    Hamed M. Almalki

    2016-12-01

    Full Text Available Purpose: Studying and analyzing the undergraduate engineering students' leadership skills to discover their potential leadership strengths and weaknesses. This study will unveil potential ways to enhance the ways we teach engineering leadership. The research has great insights that might assist engineering programs to improve curricula for the purpose of better engineering preparation to meet industry's demands. Methodology and Findings: 441 undergraduate engineering students have been surveyed in two undergraduate engineering programs to discover their leadership skills. The results in both programs were revealing that undergraduate engineering students are lacking behind in the visionary leadership skills compared to directing, including and cultivating leadership styles. Recommendation: A practical framework has been proposed to enhance the lacking leadership skills by utilizing the Matrix of Change (MOC, and the Balanced Scorecard BSC to capture the best leadership scenarios to design virtual simulation environment as per the lacking leadership skills which is the visionary leadership skills in this case. After that, the virtual simulation will be used to provide an experiential learning by replacing human beings with avatars that can be managed or dramatized by real people to enable the creation of live, practical, measurable, and customizable leadership development programs.

  11. The niche party concept and its measurement.

    Science.gov (United States)

    Meyer, Thomas M; Miller, Bernhard

    2015-03-01

    The concept of the niche party has become increasingly popular in analyses of party competition. Yet, existing approaches vary in their definitions and their measurement approaches. We propose using a minimal definition that allows us to compare political parties in terms of their 'nicheness'. We argue that the conceptual core of the niche party concept is based on issue emphasis and that a niche party emphasizes policy areas neglected by its rivals. Based on this definition, we propose a continuous measure that allows for more fine-grained measurement of a party's 'nicheness' than the dominant, dichotomous approaches and thereby limits the risk of measurement error. Drawing on data collected by the Comparative Manifesto Project, we show that (1) our measure has high face validity and (2) exposes differences among parties that are not captured by alternative, static or dichotomous measures.

  12. Place leadership, governance and power

    Directory of Open Access Journals (Sweden)

    Sotarauta Markku

    2016-12-01

    Full Text Available There is an emerging consensus that place leadership is the missing piece in the local and regional development puzzle. In this context, leadership is a hidden form of agency, shadowed by such visible forms of influence as structures and formal institutions, as well as development programs and plans. This article argues that one of the most central issues in a study of place leadership is to analyse the relationships between governance, power and place leadership. The governance arrangements are undoubtedly important, as they dictate the kind of resources and positions provided to regional development work, and thus they also enable, as well as constrain, the many efforts of regional champions to exercise power in complex development processes. It is argued here that revealing how place leadership is enacted in different places and times would allow us to flesh out novel aspects about the eternal questions of how and why some places are able to adapt strategically to ever-changing social, economic and environmental circumstances while others fail to do so. Additionally, deeper investigations of place leadership would hopefully allow us to provide policymakers and practitioners with added insight on the ways to make regional development policies and practices not only more strategic but also effective. This paper elaborates the conceptual link between place leadership, governance and power.

  13. Multicultural Leadership Development through Experiential Learning.

    Science.gov (United States)

    Overstreet, Michelle; Okiror, Linda; Weber, Margaret J.; McCray, Jacquelyn

    1998-01-01

    The Multicultural Leadership Development Program provided for the exploration into the culture of the individual and others for undergraduates from two different universities. Students reported changes in their perspectives on diversity, leadership, and citizenship and felt these changes could potentially influence awareness and sensitivity in…

  14. Leadership Responsibilities of Professionals

    Science.gov (United States)

    Mitstifer, Dorothy I.

    2014-01-01

    This paper introduces a leadership development model that raises the question "Leadership for what?" Leadership is about going somewhere-personally and in concert with others-in an organization. Although leadership, especially position (elected or appointed) leadership, often is discussed in terms of leader qualities and skills, the…

  15. Leadership: Making Things Happen.

    Science.gov (United States)

    Sisk, Dorothy A.

    This monograph presents activities and guidelines for developing leadership training programs for gifted and talented students. Three theories of leadership are discussed: trait theory which assumes that one is either born with leadership talent or one does not have it; leadership style theory in which the patterns of leadership are categorized as…

  16. Averting the Train Wreck of Captain Attrition - A Leadership Solution

    National Research Council Canada - National Science Library

    Weafer, Thomas

    2001-01-01

    .... This paper looks at officer attrition in the context of a leadership challenge - it examines current perceived problems in leadership culture and command climate and recommends several changes focused on improving morale and retention of young officers.

  17. A missional study of Ghanaian Pentecostal churches' leadership ...

    African Journals Online (AJOL)

    2015-06-11

    Jun 11, 2015 ... Leadership is an organisational challenge, and the nature of the church ..... word; a priestly people, offering the sacrifice of a life lived ..... Dessler, G., 2012, Supervision and leadership in a changing world, Pearson Education,.

  18. Leadership and leadership development within the profession of physiotherapy in Ireland.

    Science.gov (United States)

    McGowan, Emer; Stokes, Emma

    2017-01-01

    Health service reform, physiotherapy graduate unemployment, and the impending introduction of state regulation mean that physiotherapists in Ireland today are facing many challenges. Leadership is needed to ensure that the profession will be able to adapt to the demands and inevitable changes ahead. To investigate the perceptions of physiotherapists in Ireland of leadership and leadership characteristics, and to explore their participation in leadership development training. In this cross-sectional nationwide study, an Internet-based survey was administered via e-mail to members of the Irish Society of Chartered Physiotherapists (n = 2,787). There were 615 responses to the survey. A high proportion of respondents (74.0%) perceived themselves to be a leader. Factors associated with self-declaration as a leader were time since graduation, highest qualification attained, and leadership training. Leadership training was also associated with placing greater importance on achieving a leadership position. Some form of leadership training had been completed by 41.5% of respondents. Communication and professionalism were the most highly rated leadership characteristics in all three settings. Physiotherapists who have had leadership training were more likely to perceive themselves to be leaders. Leadership training may support physiotherapists to assume leadership roles both clinically and nonclinically.

  19. Leadership Pipeline

    DEFF Research Database (Denmark)

    Elmholdt, Claus Westergård

    2013-01-01

    I artiklen undersøges det empiriske grundlag for Leader- ship Pipeline. Først beskrives Leadership Pipeline modellen om le- delsesbaner og skilleveje i opadgående transitioner mellem orga- nisatoriske ledelsesniveauer (Freedman, 1998; Charan, Drotter and Noel, 2001). Dernæst sættes fokus på det...... forholdet mellem kontinuitet- og diskontinuitet i ledel- seskompetencer på tværs af organisatoriske niveauer præsenteres og diskuteres. Afslutningsvis diskuteres begrænsningerne i en kompetencebaseret tilgang til Leadership Pipeline, og det foreslås, at succesfuld ledelse i ligeså høj grad afhænger af...

  20. Conscious Leadership.

    Science.gov (United States)

    Ward, Suzanne F; Haase, Beth

    2016-11-01

    Health care leaders need to use leadership methodologies that support safe patient care, satisfy employees, and improve the bottom line. Conscious leaders help create desirable personal and professional life experiences for themselves using specific tools that include mindfulness, context, and the observer-self, and they strive to help their employees learn to use these tools as well. In perioperative nursing, conscious leaders create an environment in which nurses are supported in their aim to provide the highest level of patient care and in which transformations are encouraged to take place; this environment ultimately promotes safety, contributes to fulfilling and meaningful work, and enhances a facility's financial viability. This article discusses some of the key concepts behind conscious leadership, how perioperative leaders can reach and maintain expanded consciousness, and how they can best assist their staff members in their own evolution to a more mindful state. Copyright © 2016 AORN, Inc. Published by Elsevier Inc. All rights reserved.

  1. Ethical leadership.

    Science.gov (United States)

    Keselman, David

    2012-01-01

    In today's climate and environment, the conventional relationship between caring, economic, and administrative practices no longer serves the interest of patients, clinicians, or systems. A shift toward human caring values and an ethic of authentic healing relationships is required as systems now have to value human resources and life purposes, inner meaning, and processes for providers and patients alike. The costs of unethical behavior can be even greater for followers. When we assume the benefits of leadership, we also assume ethical burdens. It is the assertion and experience of the author that the triangle of ethics and ethical behavior, followers, and patient's outcomes are closely interrelated and affect each other in a very intimate and direct way. Unethical leadership may lead to follower disappointment and distrust, leading to lack of interest and commitment, consequently negatively impacting patient outcomes and organizational effectiveness.

  2. Adaptive leadership curriculum for Indian paramedic trainees.

    Science.gov (United States)

    Mantha, Aditya; Coggins, Nathaniel L; Mahadevan, Aditya; Strehlow, Rebecca N; Strehlow, Matthew C; Mahadevan, S V

    2016-12-01

    Paramedic trainees in developing countries face complex and chaotic clinical environments that demand effective leadership, communication, and teamwork. Providers must rely on non-technical skills (NTS) to manage bystanders and attendees, collaborate with other emergency professionals, and safely and appropriately treat patients. The authors designed a NTS curriculum for paramedic trainees focused on adaptive leadership, teamwork, and communication skills critical to the Indian prehospital environment. Forty paramedic trainees in the first academic year of the 2-year Advanced Post-Graduate Degree in Emergency Care (EMT-paramedic equivalent) program at the GVK-Emergency Management and Research Institute campus in Hyderabad, India, participated in the 6-day leadership course. Trainees completed self-assessments and delivered two brief video-recorded presentations before and after completion of the curriculum. Independent blinded observers scored the pre- and post-intervention presentations delivered by 10 randomly selected paramedic trainees. The third-party judges reported significant improvement in both confidence (25 %, p leadership (2.6 vs. 4.6, p confidence (3.0 vs. 4.8, p leadership curriculum for prehospital providers demonstrated significant improvement in self-reported NTS commonly required of paramedics in the field. The authors recommend integrating focused NTS development curriculum into Indian paramedic education and further evaluation of the long term impacts of this adaptive leadership training.

  3. The reforming appeal of distributed leadership

    OpenAIRE

    Beirne, Martin

    2017-01-01

    With a systematic literature review, this article examines the significance of distributed leadership in healthcare, assessing the extent to which it reflects a consistent set of values, meanings, practices and outcomes. It identifies key mediating factors and their importance in enabling or constraining distributive leadership processes. The findings indicate that clinicians without formal leadership titles are inspiring change and driving improvements, although countervailing pressures are ...

  4. Blue ocean leadership.

    Science.gov (United States)

    Kim, W Chan; Mauborgne, Renée

    2014-05-01

    Ten years ago, two INSEAD professors broke ground by introducing "blue ocean strategy," a new model for discovering uncontested markets that are ripe for growth. In this article, they apply their concepts and tools to what is perhaps the greatest challenge of leadership: closing the gulf between the potential and the realized talent and energy of employees. Research indicates that this gulf is vast: According to Gallup, 70% of workers are disengaged from their jobs. If companies could find a way to convert them into engaged employees, the results could be transformative. The trouble is, managers lack a clear understanding of what changes they could make to bring out the best in everyone. Here, Kim and Mauborgne offer a solution to that problem: a systematic approach to uncovering, at each level of the organization, which leadership acts and activities will inspire employees to give their all, and a process for getting managers throughout the company to start doing them. Blue ocean leadership works because the managers' "customers"-that is, the people managers oversee and report to-are involved in identifying what's effective and what isn't. Moreover, the approach doesn't require leaders to alter who they are, just to undertake a different set of tasks. And that kind of change is much easier to implement and track than changes to values and mind-sets.

  5. Making Sense of Leadership Concepts

    DEFF Research Database (Denmark)

    Frimann, Søren; Keller, Hanne Dauer; Thomassen, Anja Overgaard

    This paper focuses on the development of leadership in the tension field between externally imposed demands for a more unified approach to leadership and individual leaders’ need to modify their management style according to the local context. We investigate how meaning is developed in a group...... of local government leaders during a change process unfolding in the tension field between a functionalist top-down understanding of management development and a postmodern bottom-up understanding, within which leadership develops in dialogical processes based on daily practice. Our intension...... is to transgress the divergence between organizational demands, in this case leadership development, and the individual leader’s social sensemaking processes (Weick, 1995, 2001) as they take place in leaders’ community of practice (Lave & Wenger, 1991; Wenger, 1998)....

  6. LEADERSHIP DEVELOPMENTS IN SLOVENIAN COMPANIES

    Directory of Open Access Journals (Sweden)

    Andrej Kohont

    2016-04-01

    Full Text Available In this paper we study the relationship between the company and the leaders. We are interested what is characteristic of leadership in the best Slovenian companies. We used standardised employee questionnaire and data gathered in the Golden thread project. We observe the situation in these companies in the period between 2007 and 2014 to find out if there are any significant changes in leadership developments. Special attention in leadership observation is devoted to 1. The fundamental relationship between the company and the leaders, 2. The role and quality of leaders work, 3. Organizational culture, climate and relationships, 4. Entrepreneurship and innovation, 5. The quality of the working environment, 6. The personal growth and development and 7. Emotional commitment. The analysis represents an insight into current leadership situation and shows that the recent developments were heavily marked by the economic crisis, especially in 2009.

  7. Leadership Team | Wind | NREL

    Science.gov (United States)

    Leadership Team Leadership Team Learn more about the expertise and technical skills of the wind Initiative and provides leadership in the focus areas of high-fidelity modeling, wind power plant controls

  8. Ineffective Leadership.

    Science.gov (United States)

    Itri, Jason N; Lawson, Leslie M

    2016-07-01

    Radiology leaders can have a profound impact on the success and working environment of a radiology department, promoting core values and inspiring staff members to achieve the organization's mission. On the other hand, ineffective leaders can have a devastating effect on a radiology department by impairing communication among members, undermining staff commitment to the organization's success, and stifling the development of other staff members and leaders in the organization. One of the most important investments a radiology department can make is in identifying, cultivating, and promoting new leaders. The authors describe 13 habits and characteristics of new leaders that lead these individuals to address situations in both ineffective and counterproductive ways, impeding the performance of a radiology department and its capacity to play a meaningful role in shaping the future of radiology. New leaders must continually learn and improve their leadership skills if they are to avoid the destructive habits of ineffective leaders and successfully overcome the challenges facing radiology today. Senior leaders may also benefit from understanding the pitfalls that make leaders ineffective and should strive to continually improve their leadership skills given the critical role of leadership in the success of radiology departments. Copyright © 2016 American College of Radiology. Published by Elsevier Inc. All rights reserved.

  9. Italy's green party: on the road to success

    International Nuclear Information System (INIS)

    Rosenbaum, A.

    1988-01-01

    Italy's Green Party (Lista Verde) does not consider itself a political party but it is changing the environmental consciousness of the nation. There are new eight popular television shows covering environmental problems and a national weekly newspaper devotes a regular column to ecology. Environmental associations, including the Environmental League, have been started in the 1980s. The Greens have also succeeded in halting Italy's nuclear power programme. In a national referendum held in 1987 almost 80% of the voters agreed with the Greens' views. No fewer than 14 more popular referenda are planned throughout Italy on environmental issues. (UK)

  10. Direct and indirect welfare chauvinism as party strategies

    DEFF Research Database (Denmark)

    Careja, Romana; Elmelund-Præstekær, Christian; Klitgaard, Michael Baggesen

    2016-01-01

    welfare chauvinism occurs as a result of legislative changes that explicitly exclude recipients from social protection or reduce the level thereof on the basis of ethnicity. Indirect welfare chauvinism is the result of policy measures that apply to both natives and immigrants, but which deliberately...... and deliberate policy-making strategies of the party. It shows that the distinction between direct and indirect chauvinism is a useful theoretical tool for understanding how the Danish People's Party can fulfill the expectations of both its electorate and its coalition partners, even if they point in different...

  11. Dialogue on leadership development

    OpenAIRE

    Reddy, C Manohar; Srinivasan, Vasanthi

    2015-01-01

    Sharing our considerable experience as teachers who have designed and conducted leadership development programmes, we discuss the challenges in the field of leadership development. We distinguish between leader development and leadership development; differentiate leadership theories from leadership development theories; discuss the goals of leadership development programmes and their implications for the design of such programmes – the knowing, being and doing gap and how the goal, cognitive...

  12. Lives and Political Field. An Analysis of the Power Structure of the Social Democratic Party of Germany (SPD

    Directory of Open Access Journals (Sweden)

    Max Reinhardt

    2011-05-01

    Full Text Available This article discusses methods and results of an explorative study of two generations of the Social Democratic Party of Germany (SPD: the two generations comprise, on the one hand, older and younger members of the postwar generation who witnessed the Second World War as young soldiers or as children, and on the other hand, the generation that was born in the 1950s and has mainly been responsible for shaping policy for some years. The aim of my dissertation was to analyze the ability of the social democratic leadership to represent the full range of party members and (base voters by comparing two generations, using a sample of political leaders and the habitus/field-analysis inspired by Pierre BOURDIEU. The basis of the analysis were partly biographical, partly theme-focused interviews, as well as a range of sources and already published literature regarding the biographies of these political leaders. The following article is based on my dissertation and is focused on a description of selected theoretical implications, on the description of the essential criteria for selecting the sample and on some of the methods used. These are an analysis of the life, life and field effects, the factions and the development of types of political leaders. I will present some results to exemplify the methods used. They show that the ability of the SPD to represent the full range of party members and (base voters and the power structure of the SPD have changed, thus threatening the party’s status as a "Volkspartei." URN: http://nbn-resolving.de/urn:nbn:de:0114-fqs1102197

  13. Gender differences in Assessments of Party Leaders

    DEFF Research Database (Denmark)

    Kosiara-Pedersen, Karina; Hansen, Kasper Møller

    2015-01-01

    Is there a relationship between party leader gender and voters' assessments? Yes, according to theses on gender identity and stereotyping. A voter survey during the 2011 Danish general election allows for a comprehensive analysis of a less likely case with four male and four female party leaders...... of gender does not increase with age, actually, the opposite is the case among men since younger male voters have smaller sympathy for female party leaders. Furthermore, there is no support for the expectation that voters with more education or with higher levels of political interest and knowledge are more....... Female party leaders are assessed more positively by female voters than male voters both in regard to general party leader sympathy and assessment of specific characteristics, whereas it is not the case that male party leaders are assessed more positively by male voters than female voters. The impact...

  14. Party drugs - use and harm reduction.

    Science.gov (United States)

    Frei, Matthew

    2010-08-01

    Party drug use, the intermittent use of stimulants, ecstasy and so-called 'designer drugs' at dance parties or 'raves', is now part of the culture of many young Australians. This article discusses the risks associated with the use of 'party drugs' and describes an useful approach to general practitioner assessment and management of patients who may be using party drugs. Party drug use is associated with a range of harms, including risks associated with behaviour while drug affected, toxicity and overdose, mental health complications and physical morbidity. Multiple substance use, particularly combining sedatives, further amplifies risk. If GPs have some understanding of these drugs and their effects, they are well placed to provide an effective intervention in party drug users by supporting the reduction of harm.

  15. A Literature Review of Servant Leadership and Criticism of Advanced Research

    OpenAIRE

    So-Jung Kim; Kyoung-Seok Kim; Yeong-Gyeong Choi

    2014-01-01

    Although there are many theories and discussion of leadership, the necessity of having a new leadership paradigm was emphasized. The existing leadership characteristic of instruction and control revealed its limitations. Market competition becomes fierce and economic recession never ends worldwide. Of the leadership theories, servant leadership was introduced recently and is in line with the environmental changes of the organization. Servant leadership is a combination of two words, 'servant'...

  16. Dialogue on leadership development

    Directory of Open Access Journals (Sweden)

    C. Manohar Reddy

    2015-03-01

    Full Text Available Sharing our considerable experience as teachers who have designed and conducted leadership development programmes, we discuss the challenges in the field of leadership development. We distinguish between leader development and leadership development; differentiate leadership theories from leadership development theories; discuss the goals of leadership development programmes and their implications for the design of such programmes – the knowing, being and doing gap and how the goal, cognitive understanding vs. deeper internalization vs. transformation would impact the design; the need to synthesize Western and Indian approaches to leadership development; and the importance of designing coherent leadership development programmes which combine multiple methods and approaches.

  17. Leadership Effectiveness and Gender

    National Research Council Canada - National Science Library

    Gedney, Christine

    1999-01-01

    .... It specifically looks at the current definitions of leadership and looks at some historical background information relating to the more common theories that relate to leadership and effectiveness...

  18. Single Party Cabinets and Presidential Democracies: insights from the Argentinean case

    Directory of Open Access Journals (Sweden)

    Marcelo CAMERLO

    2013-07-01

    Full Text Available The study of presidential cabinets has mainly focused on coalitional formations, distinguishing individual ministers in terms of their party affiliation particularly at cabinet instauration and termination. This article moves the focus to single-party cabinets to study minister appointment in situations where the legislative support is less relevant. A model of analysis that observes extra-partisan affiliations, individual technical skills and personal liaison with the president is proposed and exploratory applied to the Argentinean case. The results suggest that well positioned presidents tend to apply closer strategies of portfolio distribution, with levels of institutionalization that depends on the president’s party organization and the president’s style of leadership.

  19. Social Networks and Political Parties in Chile

    OpenAIRE

    Adler Lomnitz, Larissa

    2002-01-01

    This paper describes the origin and evolution of two Chilean political parties (the Radical Party and the Christian Democrat Party) through the analysis of the social networks that originated and composed them. The aim of this study is to propose a model of national political cultures on the basis of the structure of social networks related to power and of the symbol system, which legitimizes it. The structure of social networks, horizontal and vertical, are based on reciprocal or redistribut...

  20. Latin American intra-party democracy

    Directory of Open Access Journals (Sweden)

    Aldo Adrián Martínez Hernández

    2017-12-01

    Full Text Available Research proposes to determine the level of internal democracy of political parties in Latin America from perception of its members, allowing the creation of an index that has parameters for the measurement and comparison of the parties according to its democratic features. At the same time, research supports designing a profile of the parties by subjecting to analysis the relationship between ideology and internal democracy, stressing that despite the differences between left and right, parties in Latin America do not have dichotomous democratic features, while maintaining low levels despite their ideological location.