Leadership as an Emergent Feature in Social Organizations: Insights from A Laboratory Simulation Experiment.

Science.gov (United States)

Curral, Luis; Marques-Quinteiro, Pedro; Gomes, Catarina; Lind, Pedro G

2016-01-01

Recent theoretical contributions have suggested a theory of leadership that is grounded in complexity theory, hence regarding leadership as a complex process (i.e., nonlinear; emergent). This article tests if complexity leadership theory promotes efficiency in work groups. 40 groups of five participants each had to complete four decision making tasks using the city simulation game SimCity4. Before engaging in the four decision making tasks, participants received information regarding what sort of leadership behaviors were more adequate to help them perform better. Results suggest that if complexity leadership theory is applied, groups can achieve higher efficiency over time, when compared with other groups where complexity leadership is not applied. This study goes beyond traditional views of leadership as a centralized form of control, and presents new evidence suggesting that leadership is a collective and emergent phenomenon, anchored in simple rules of behavior.

Authentic leadership, group cohesion and group identification in security and emergency teams.

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García-Guiu López, Carlos; Molero Alonso, Fernando; Moya Morales, Miguel; Moriano León, Juan Antonio

2015-01-01

Authentic leadership (AL) is a kind of leadership that inspires and promotes positive psychological capacities, underlining the moral and ethical component of behavior. The proposed investigation studies the relations among AL, cohesion, and group identification in security and emergency teams. A cross-sectional research design was conducted in which participated 221 members from 26 fire departments and operative teams from the local police of three Spanish provinces. The following questionnaires were administered: Authentic Leadership (ALQ), Group Cohesion (GEQ), and Mael and Ashford's Group Identification Questionnaire. A direct and positive relation was found between AL, cohesion, and group identification. An indirect relation was also found between AL and group cohesion through group identification, indicating the existence of partial mediation. The utility of the proposed model based on AL is considered; this model can be employed by those in charge of the fire departments and operative groups in organizations to improve workteams' cohesion. Both AL and group identification help to explain group cohesion in organizations committed to security and emergencies.

City leadership for health and well-being: back to the future.

Science.gov (United States)

Tsouros, Agis

2013-10-01

The new European Health Policy Framework and Strategy: Health 2020 of the World Health Organization, draws upon the experience and insights of five phases, spanning 25 years, of the WHO European Healthy Cities Network (WHO-EHCN). Applying the 2020 health lens to Healthy Cities, equity in health and human-centered sustainable development are core values and cities have a profound influence on the wider determinants of health in the European population. "Making it Happen" relies on four action elements applied and tested by municipalities and their formal and informal partners: political commitment, vision and strategy, institutional change, and networking. In turn, the renewed commitment by member states of the WHO Regional Committee to work with all spheres and tiers of government is a new dawn for city governance, encouraging cities to redouble their investment in health and health equity in all policies, even in a period of austerity. For phase VI, the WHO-EHCN is being positioned as a strategic vehicle for implementing Health 2020 at the local level. Healthy Cities' leadership is more relevant than ever.

The catalystic function of leadership in efficient group functioning ...

African Journals Online (AJOL)

The more efficient group leaders were found to be more competent and revealed a greater task orientation. Compared to the less efficient groups, the better functioning groups were characterised by a higher degree of shared leadership. The bigger involvement in leadership functions seems to increase the competence ...

Shared leadership and group identification in healthcare: The leadership beliefs of clinicians working in interprofessional teams.

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Forsyth, Craig; Mason, Barbara

2017-05-01

Despite the proposed benefits of applying shared and distributed leadership models in healthcare, few studies have explored the leadership beliefs of clinicians and ascertained whether differences exist between professions. The current article aims to address these gaps and, additionally, examine whether clinicians' leadership beliefs are associated with the strength of their professional and team identifications. An online survey was responded to by 229 healthcare workers from community interprofessional teams in mental health settings across the East of England. No differences emerged between professional groups in their leadership beliefs; all professions reported a high level of agreement with shared leadership. A positive association emerged between professional identification and shared leadership in that participants who expressed the strongest level of profession identification also reported the greatest agreement with shared leadership. The same association was demonstrated for team identification and shared leadership. The findings highlight the important link between group identification and leadership beliefs, suggesting that strategies that promote strong professional and team identifications in interprofessional teams are likely to be conducive to clinicians supporting principles of shared leadership. Future research is needed to strengthen this link and examine the leadership practices of healthcare workers.

Learning during Group Therapy Leadership Training.

Science.gov (United States)

Stone, Walter N.; Green, Bonnie L.

1978-01-01

Examined factors affecting congitive learning during a combined experiential-didactic group therapy training program. The overall goal for trainees was the acquisition of a cognitive model of group functioning, which can be translated into consistent leadership techniques. (Author/PD)

Leadership in moving human groups.

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Margarete Boos

2014-04-01

Full Text Available How is movement of individuals coordinated as a group? This is a fundamental question of social behaviour, encompassing phenomena such as bird flocking, fish schooling, and the innumerable activities in human groups that require people to synchronise their actions. We have developed an experimental paradigm, the HoneyComb computer-based multi-client game, to empirically investigate human movement coordination and leadership. Using economic games as a model, we set monetary incentives to motivate players on a virtual playfield to reach goals via players' movements. We asked whether (I humans coordinate their movements when information is limited to an individual group member's observation of adjacent group member motion, (II whether an informed group minority can lead an uninformed group majority to the minority's goal, and if so, (III how this minority exerts its influence. We showed that in a human group--on the basis of movement alone--a minority can successfully lead a majority. Minorities lead successfully when (a their members choose similar initial steps towards their goal field and (b they are among the first in the whole group to make a move. Using our approach, we empirically demonstrate that the rules of swarming behaviour apply to humans. Even complex human behaviour, such as leadership and directed group movement, follow simple rules that are based on visual perception of local movement.

Leadership and regressive group processes: a pilot study.

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Rudden, Marie G; Twemlow, Stuart; Ackerman, Steven

2008-10-01

Various perspectives on leadership within the psychoanalytic, organizational and sociobiological literature are reviewed, with particular attention to research studies in these areas. Hypotheses are offered about what makes an effective leader: her ability to structure tasks well in order to avoid destructive regressions, to make constructive use of the omnipresent regressive energies in group life, and to redirect regressions when they occur. Systematic qualitative observations of three videotaped sessions each from N = 18 medical staff work groups at an urban medical center are discussed, as is the utility of a scale, the Leadership and Group Regressions Scale (LGRS), that attempts to operationalize the hypotheses. Analyzing the tapes qualitatively, it was noteworthy that at times (in N = 6 groups), the nominal leader of the group did not prove to be the actual, working leader. Quantitatively, a significant correlation was seen between leaders' LGRS scores and the group's satisfactory completion of their quantitative goals (p = 0.007) and ability to sustain the goals (p = 0.04), when the score of the person who met criteria for group leadership was used.

Analysis of Leadership Flexibility Capability of District/City Public Health Department in North Sumatra

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Achmad Rifai

2016-02-01

Full Text Available Leadership has an important role in the organization as leader is in charge of supervising and controlling the course of an organization. Ability to lead in mobilizing and empowering employees will affect the performance of the organization. This behavior has a significant impact on the attitudes, behavior and performance of employees. The results of the study showed there is a significant relationship between characteristics such as age (p = 0.004, education(p = 0.034, work experience (p = 0.000, the experience of the organization (p = 0.000, and educational hierarchy (p =0.000 for leadership flexibility. Sex variable is not significant to the leadership flexibility (p = 0.801. There is a relationship with the flexibility of directive leadership style (p = 0.027, supportive leadership style (p = 0.046, and participative leadership style (p = 0.009 with the flexibility of leadership. There is aso a relationship between achievement-oriented leadership style and leadership flexibility (p = 0.000. There is a relationship between the individual characteristics of leadership style and versatility with variable: educational level of leadership (p = 0.021; OR = 19.265. The result suggests that we need more organized seminars / work shop / scientific studies that stimulate the realization of learning about leadership flexibility in improving the performance of the District/City Health Office and it is necessary to study theperformance of the head of the Department of Health assessment intensively and periodically

Role Differentiation in Groups: The Relationship Between Instrumental and Expressive Leadership.

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Rees, C. Roger; Segal, Mady Wechsler

1984-01-01

Examined the degree of differentiation between instrumental and expressive leadership roles in two natural groups (N=101). Results showed a relatively high degree of leadership role integration with several members of each group fulfilling both instrumental and expressive leadership roles. (LLL)

Managing parental groups: personal impact of a group leadership course for child healthcare nurses.

OpenAIRE

Lefevre, Åsa; Lundqvist, Pia; Drevenhorn, Eva; Hallström, Inger

2017-01-01

AIMS AND OBJECTIVES: To investigate the experience and personal impact of a group leadership course for child healthcare nurses.BACKGROUND: During their child's first year, all parents in Sweden are invited to participate in parental groups within the child health service; however, only 49% choose to participate. Despite extensive experience, child healthcare nurses find managing parental groups challenging and express a need for training in group dynamics and group leadership.DESIGN: The stu...

Transformational leadership and group potency in small military units: The mediating role of group identification and cohesion

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Carlos García-Guiu

2016-12-01

Full Text Available In the present study, we examined an exploratory model to assess the relationship between transformational leadership and group potency and analyze the mediating role of group identification and cohesion. The research was conducted with squads of the Spanish Army. The sample was composed of 243 members of 51 squads of operational units. Our findings highlighted the importance of the transformational leadership style of command of non-commissioned officers (NCOs due to its positive relationship with the group potency of the squad. We also analyzed the indirect relationships between transformational leadership and group identification and group cohesion and found that the latter variables played a mediating role between transformational leadership and group potency. The conclusions of this study are relevant due to the growing importance of transformational leadership and actions implemented at lower levels of the command chain for the success of missions of security organizations and defense.

Group Coaching: A New Way of Constructing Leadership Identity?

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Aas, Marit; Vavik, Mette

2015-01-01

This paper focuses on group coaching, one of the newer school leadership development approaches to recently emerge. Using a group-coaching methodology developed at the University of Oslo, we deconstruct the concept of leadership identity as it is reported in texts from students in the National Principal Programme. We suggest that leaders develop…

Intergroup leadership in organizations: Leading across group and organizational boundaries

NARCIS (Netherlands)

M.A. Hogg (Michael); D.L. van Knippenberg (Daan); D.E. Rast III (David)

2012-01-01

textabstractIntergroup leadership-leadership of collaborative performance of different organizational groups or organizations-is associated with unique intergroup challenges that are not addressed by traditional leadership theories. To address this lacuna, we describe a theory of intergroup

Task Type and Group Motivation: Implications for a Behavioral Approach to Leadership in Small Groups.

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Latham, Van M.

1987-01-01

Discusses a theory of leadership effectiveness in small discussion/decision making groups developed to facilitate discussion and goal efficacy. Develops four leadership styles (coordinator, inventor, enthusiast, and director) focusing on two critical questions the leader must address. Discusses implications of the model for leadership training and…

Effective leadership in salient groups: revisiting leader-member exchange theory from the perspective of the social identity theory of leadership.

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Hogg, Michael A; Martin, Robin; Epitropaki, Olga; Mankad, Aditi; Svensson, Alicia; Weeden, Karen

2005-07-01

Two studies compared leader-member exchange (LMX) theory and the social identity theory of leadership. Study 1 surveyed 439 employees of organizations in Wales, measuring work group salience, leader-member relations, and perceived leadership effectiveness. Study 2 surveyed 128 members of organizations in India, measuring identification not salience and also individualism/collectivism. Both studies provided good support for social identity predictions. Depersonalized leader-member relations were associated with greater leadership effectiveness among high-than low-salient groups (Study 1) and among high than low identifiers (Study 2). Personalized leadership effectiveness was less affected by salience (Study 1) and unaffected by identification (Study 2). Low-salience groups preferred personalized leadership more than did high-salience groups (Study 1). Low identifiers showed no preference but high identifiers preferred depersonalized leadership (Study 2). In Study 2, collectivists did not prefer depersonalized as opposed to personalized leadership, whereas individualists did, probably because collectivists focus more on the relational self.

Making time for learning-oriented leadership in multidisciplinary hospital management groups.

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Singer, Sara J; Hayes, Jennifer E; Gray, Garry C; Kiang, Mathew V

2015-01-01

Although the clinical requirements of health care delivery imply the need for interdisciplinary management teams to work together to promote frontline learning, such interdisciplinary, learning-oriented leadership is atypical. We designed this study to identify behaviors enabling groups of diverse managers to perform as learning-oriented leadership teams on behalf of quality and safety. We randomly selected 12 of 24 intact groups of hospital managers from one hospital to participate in a Safety Leadership Team Training program. We collected primary data from March 2008 to February 2010 including pre- and post-staff surveys, multiple interviews, observations, and archival data from management groups. We examined the level and trend in frontline perceptions of managers' learning-oriented leadership following the intervention and ability of management groups to achieve objectives on targeted improvement projects. Among the 12 intervention groups, we identified higher- and lower-performing intervention groups and behaviors that enabled higher performers to work together more successfully. Management groups that achieved more of their performance goals and whose staff perceived more and greater improvement in their learning-oriented leadership after participation in Safety Leadership Team Training invested in structures that created learning capacity and conscientiously practiced prescribed learning-oriented management and problem-solving behaviors. They made the time to do these things because they envisioned the benefits of learning, valued the opportunity to learn, and maintained an environment of mutual respect and psychological safety within their group. Learning in management groups requires vision of what learning can accomplish; will to explore, practice, and build learning capacity; and mutual respect that sustains a learning environment.

Academic Leadership: Management of Groups or Leadership of Teams? A Multiple-Case Study on Designing and Implementing a Team-Based Development Programme for Academic Leadership

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Söderhjelm, Teresa; Björklund, Christina; Sandahl, Christer; Bolander-Laksov, Klara

2018-01-01

Demands on academic leadership are increasing, which raises the need for leadership training. This article describes development and implementation of a group training intervention in academic leadership at a departmental level. Little systematic research has addressed the question of what forms of leadership training are associated with…

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.

Factors Influencing Womens Career Progression To Leadership Positions In Harare City Council Zimbabwe

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Anella Tendai Machiridza

2015-08-01

Full Text Available This study examines the factors influencing womens career progression to leadership positions in Harare City Council. The specific objective was to determine the influence of gender roles on womens career progression to leadership positions in Harare City Council. The target population included management team and permanent staff in the Harare City Council. Data was collected using questionnaires as well as semi structured interviews. A sample size of 116 was determined by using 33 of the population. Data from interviews was analyzed by means of establishing recurring themes and providing narratives of key findings. The collected data from the questionnaires was analyzed using SPSS. The findings revealed that traditional gender roles made the balance between work and family difficult in such a way that some women would prioritize family responsibilities at the expense of focusing on their careers. Furthermore it was revealed that gender roles affected the careers choices they make thus influencing the gender compositions in departments and divisions and consequently those in leadership positions. As a result of study findings the researcher recommends that civil society organizations implement gender deconstruction programs in societies such that women will not be confined to the traditionally expected roles. The researchers expectation is that it will lead to society accepting the concept of stay-at home- dads thus encouraging the acceptance of women as serious career women. It is also recommended that family friendly policies should be put in place in order to minimize the pressure that women experience in trying to balance between work and family. These policies should enable employees especially women to work from home without being physically present at their workplace but monitoring mechanisms should be in place to ensure that work deadlines are met. Furthermore women are encouraged to implement personal strategies that will help them

Nursing leadership from the perspective of clinical group supervision: a paradoxical practice.

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Bondas, Terese

2010-05-01

Increase understanding of nursing leadership in group clinical supervision (CS). Leadership in CS has received little interest besides the theories in use and administrative CS. Hermeneutic interpretation of written narratives of 24 clinical nurse supervisors. Continuity in structuring, story and mission and reflection in group and leadership processes and theories of nursing and caring characterize leadership in CS. Leadership by inhibiting and creating fear, inapproachability and indistinctiveness were patterns in content brought to CS. Supervision when leadership was involved illuminated a reflexive change in focus from leadership to nursing care, from particular experiences to nursing and caring science, and from the unfamiliar to the well known and the well known to the unknown. Continuity and reflective changes using nursing and caring theories seem to be core ideas of nursing leadership from the perspective of CS. The poles of separation and communion show opposites of nursing leadership as it is illuminated in CS. The findings add knowledge to Bondas' theory of caritative leadership. CS is a reflexive practice of support and guidance that seems to have an impact on the trajectory of nursing care and staff development using nursing and caring theories.

The development and achievement of a healthy cities network in Taiwan: sharing leadership and partnership building.

Science.gov (United States)

Hu, Susan C; Kuo, Hsien-Wen

2016-03-01

The World Health Organization (WHO) Healthy Cities (HC) projects are the best known of the settings-based approaches to health promotion. They engage local governments in health development through a process of political commitment, institutional change, capacity-building, partnership-based planning and innovative projects. Many cities have promoted HC projects in Taiwan since 2002. In 2008, the Taiwan Alliance for Healthy Cities (TAHC) was launched to assist local governments in effectively establishing, operating and promoting HC projects. In this article, we share our experiences of establishing a platform and network to promote the HC program in Taiwan. Based on individual city profiles and governance in Taiwan, the TAHC developed a well-organized framework and model to encourage strong leadership in local governments and to promote participation and engagement in their communities. In the last 6 years, leaders from Taiwan's local governments in HC networks have integrated the HC concepts into their governance models, actively engaging and combining various resources with practical expertise and private sectors. The network of health in Taiwan allows each city to develop its unique perspective on the HC projects. Using this method, not only local government meets its needs, but also increases governance efficiency and effectiveness, resulting in the promotion of its citizens' overall sustainable urban health development. This HC network in Taiwan has partnerships with government and non-governmental organizations (NGOs), with academic support and citizen involvement, a dynamic data collection system and demonstrated leadership in the sharing of information in the Asian region. © The Author(s) 2016.

Antibacterial Resistance Leadership Group: Open for Business

OpenAIRE

Chambers, Henry F.; Bartlett, John G.; Bonomo, Robert A.; Chiou, Christine; Cosgrove, Sara E.; Cross, Heather R.; Daum, Robert S.; Downing, Michele; Evans, Scott R.; Knisely, Jane; Kreiswirth, Barry N.; Lautenbach, Ebbing; Mickley, Brenda S.; Patel, Robin; Pettigrew, Melinda M.

2014-01-01

The Antibacterial Resistance Leadership Group (ARLG) is tasked with prioritizing, designing, implementing, and conducting clinical studies to address antibacterial resistance. This article outlines clinical research resources and opportunities made available by ARLG and encourages submission of proposals that address antibacterial resistance.

Factors that influence leadership of the financial sector managers in the city of Cucuta, Norte de Santander

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Geli Pautt Torres

2012-08-01

Full Text Available Rev.esc.adm.neg This paper shows the results of an empirical research, whose purpose is to identify three leadership factors: the leader´s personality, the perception of followers, and the organizational culture in managers of the financial sector in the city of Cucuta, Norte de Santander. Finally, those three aspects formerly mentioned have exerted a huge influence upon executive leadership due to the fact that the comparative frequency between the amount of employees and executives that are in agreement is relatively high.

Democratic Leadership by Managing Meetings for Effective Group Decision-Making.

Science.gov (United States)

Stephens, Mary; Forest, Robert

Instrumental to successful democratic leadership is the use of committees to solve management problems. In democratic leadership, a leader encourages participation and uses a guidance approach to direct a group toward consensus. This document offers leaders guidelines in effective democratic management of meetings. The authors first discuss the…

Emergent Leadership in Children's Cooperative Problem Solving Groups

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Sun, Jingjng; Anderson, Richard C.; Perry, Michelle; Lin, Tzu-Jung

2017-01-01

Social skills involved in leadership were examined in a problem-solving activity in which 252 Chinese 5th-graders worked in small groups on a spatial-reasoning puzzle. Results showed that students who engaged in peer-managed small-group discussions of stories prior to problem solving produced significantly better solutions and initiated…

Realisation of Strategic Leadership in Leadership Teams' Work as Experienced by the Leadership Team Members of Basic Education Schools

Science.gov (United States)

Lahtero, Tapio Juhani; Kuusilehto-Awale, Lea

2013-01-01

This article introduces a quantitative research into how the leadership team members of 49 basic education schools in the city of Vantaa, Finland, experienced the realisation of strategic leadership in their leadership teams' work. The data were collected by a survey of 24 statements, rated on a five-point Likert scale, and analysed with the…

Leadership, teams, and collaborative groups – its relationship with job satisfaction

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Pablo Sebastián Pérez Vilar

2013-06-01

Full Text Available Results obtained from a literature review of scientific articles related to job satisfaction published between the years 2000 and 2010, are presented. Findings of research studies analyzed indicate the relationship between leadership, some aspects of the supervision, groups, teams and its influence on job satisfaction. The revised bibliography noted mainly the positive relationship between transformational leadership and the SWA model of supervision on job satisfaction. Also the importance of the influence of certain aspects such as the efficacy group, group cohesion and the need to share values for group work be more satisfying than individual work.

Managing medical groups: 21st century challenges and the impact of physician leadership styles.

Science.gov (United States)

Martin, William E; Keogh, Timothy J

2004-01-01

Physician group managers and administrators charged with leading medical groups in the 21st century face a set of old and new challenges and opportunities. Leadership is assumed to make the difference between a successful and not-so-successful medical group. Yet, there is little research about how physician manager leadership styles contribute to the success of medical group practices. This article is a study of physician leadership styles using the DiSC, based upon a sample of 232 physician managers. Dominance (D) and conscientiousness (C) were the two dominant styles found in this study. Moreover, the two dominant combination leadership styles fall under the categories of the "creative" and the 'perfectionist." The article formulates practical recommendations for both physician managers and administrators for leading medical groups to respond more effectively to the challenges and opportunities facing medical groups in the 21st century.

Sustainability and Interest Group Participation in City Politics

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Kent E. Portney

2013-05-01

Full Text Available Many cities across the United States have embraced programs aimed at achieving greater sustainability. This may seem surprising, particularly since adopting aggressive environmental protection programs is regarded by some as inimical to economic development. An alternative perspective is that in the modern city sustainability can be part of an economic development strategy. What is largely missing from the literature on sustainable cities’ policies and programs is systematic analysis of the political dynamics that seem to affect support for, and adoption and implementation of, local sustainability policies. To explore the actual behavior of cities with respect to sustainability and economic development policies, two original databases on 50 large U.S. cities are used. One source of data is composed of survey responses from city councilors, agency administrators, and leaders of local advocacy groups in each of these cities. The second database contains information as to what these 50 cities actually do in terms of sustainable programs and policies. In testing a series of hypotheses, findings suggest that: a high number of programs aimed at achieving sustainability is linked to the inclusion of environmental advocacy groups; that this relationship is not compromised by business advocacy; and that inclusion of environmental groups in policymaking seems to be supported, rather than impeded, by high rates of economic growth by the cities.

A Comparative Analysis of the Organizational Culture and Employee’s Motivation of Selected Cities in CALABARZON: Basis for Employee’s Motivation, Leadership and Innovative Management

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Dr. Francis Kayode Ashipaoloye

2014-10-01

Full Text Available Organizational culture is ultimately defined and practiced according to assumptions, attitudes, beliefs and values of the larger society it is imbedded. Organizational culture varies from one organization to the other. Thus, a closer look at the Philippine public administration shows that the Filipino culture is a special kind of environment. The reason being that there are three major traits that showcase the Filipino behavior and decision-making: personalism, familism, and particularism or popularism. The city governments of Batangas, Lipa and Tanauan like any other City Government have their own unique culture. This distinctness is based on many factors such as: events, history, past leadership as well as current leadership that results in routines or the way things are done in their respective institution. This paper presents a comparative analysis of organizational culture and employee’s motivation of selected cities in CALABARZON: Basis for Employee’s Motivation, Leadership and Innovative Management. The descriptive correlation method of research was used to gather the needed information. The result revealed that the three cities all agreed as to the organizational culture and levels of motivation. Overall, working relationship was found to be the best predictor among the organizational culture. While the best motivator among employees, was their need for achievement. Lastly, a proposed program to further boost employee’s motivation/morale, leadership, and innovative management was tabled based on the significance of the findings of the research.

"From resistance to challenge": child health service nurses experiences of how a course in group leadership affected their management of parental groups.

Science.gov (United States)

Lefèvre, Åsa; Lundqvist, Pia; Drevenhorn, Eva; Hallström, Inger

2017-01-01

All parents in Sweden are invited to child health service (CHS) parental groups, however only 49% of the families participate. The way the parental groups are managed has been shown to be of importance for how parents experience the support and CHS nurses describe feeling insecure when running the groups. Lack of facilitation, structure and leadership might jeopardise the potential benefit of such support groups. This study describes CHS nurses' experiences of how a course in group leadership affected the way they ran their parental groups. A course in group leadership given to 56 CHS nurses was evaluated in focus group interviews 5-8 months after the course. The nurses felt strengthened in their group leader role and changed their leadership methods. The management of parental groups was after the course perceived as an important work task and the nurses included time for planning, preparation and evaluation, which they felt improved their parental groups. Parental participation in the activities in the group had become a key issue and they used their new exercises and tools to increase this. They expressed feeling more confident and relaxed in their role as group leaders and felt that they could adapt their leadership to the needs of the parents. Specific training might strengthen the CHS nurses in their group leader role and give them new motivation to fulfil their work with parental groups.  Clinical Trials.gov ID: NCT02494128.

Leadership-Driven Anger Management Groups for Adolescents: Do They Really Work?

Science.gov (United States)

Burt, Isaac

2018-01-01

This study investigated a current trend in anger-management groups labeled as leadership development. The goal of the investigation was to determine if leadership is a critical factor in working with angry youth. A total of 52 middle school-aged adolescents from 2 schools served as participants. Of those, 18 participants received a strength-based,…

A Study of Leadership and Continuous Improvement at Leadership Preparatory Academy

Science.gov (United States)

Medina Araujo, Jacqueline

2013-01-01

This capstone project examines how an elementary school principal and her leadership team transformed Leadership Prep Academy in Capital City into a collaborative, high performing community school. This five-year process of continuous improvement involved engaging students, staff, parents, and members of the community in developing a culture of…

Studer Group® ' s evidence-based leadership initiatives.

Science.gov (United States)

Schuller, Kristin A; Kash, Bita A; Gamm, Larry D

2015-01-01

The purpose of this paper is to analyze the implementation of an organizational change initiative--Studer Group®'s Evidence-Based Leadership (EBL)--in two large, US health systems by comparing and contrasting the factors associated with successful implementation and sustainability of the EBL initiative. This comparative case study assesses the responses to two pairs of open-ended questions during in-depth qualitative interviews of leaders and managers at both health systems. Qualitative content analysis was employed to identify major themes. Three themes associated with success and sustainability of EBL emerged at both health systems: leadership; culture; and organizational processes. The theme most frequently identified for both success and sustainability of EBL was culture. In contrast, there was a significant decline in salience of the leadership theme as attention shifts from success in implementation of EBL to sustaining EBL long term. Within the culture theme, accountability, and buy-in were most often cited by interviewees as success factors, while sense of accountability, buy-in, and communication were the most reported factors for sustainability. Cultural factors, such as accountability, staff support, and communication are driving forces of success and sustainability of EBL across both health systems. Leadership, a critical factor in several stages of implementation, appears to be less salient as among factors identified as important to longer term sustainability of EBL.

Inferring influence and leadership in moving animal groups.

Science.gov (United States)

Strandburg-Peshkin, Ariana; Papageorgiou, Danai; Crofoot, Margaret C; Farine, Damien R

2018-05-19

Collective decision-making is a daily occurrence in the lives of many group-living animals, and can have critical consequences for the fitness of individuals. Understanding how decisions are reached, including who has influence and the mechanisms by which information and preferences are integrated, has posed a fundamental challenge. Here, we provide a methodological framework for studying influence and leadership in groups. We propose that individuals have influence if their actions result in some behavioural change among their group-mates, and are leaders if they consistently influence others. We highlight three components of influence (influence instances, total influence and consistency of influence), which can be assessed at two levels (individual-to-individual and individual-to-group). We then review different methods, ranging from individual positioning within groups to information-theoretic approaches, by which influence has been operationally defined in empirical studies, as well as how such observations can be aggregated to give insight into the underlying decision-making process. We focus on the domain of collective movement, with a particular emphasis on methods that have recently been, or are being, developed to take advantage of simultaneous tracking data. We aim to provide a resource bringing together methodological tools currently available for studying leadership in moving animal groups, as well as to discuss the limitations of current methodologies and suggest productive avenues for future research.This article is part of the theme issue 'Collective movement ecology'. © 2018 The Author(s).

Requirements for effective academic leadership in Iran: A Nominal Group Technique exercise

Science.gov (United States)

Bikmoradi, Ali; Brommels, Mats; Shoghli, Alireza; Sohrabi, Zohreh; Masiello, Italo

2008-01-01

Background During the last two decades, medical education in Iran has shifted from elite to mass education, with a considerable increase in number of schools, faculties, and programs. Because of this transformation, it is a good case now to explore academic leadership in a non-western country. The objective of this study was to explore the views on effective academic leadership requirements held by key informants in Iran's medical education system. Methods A nominal group study was conducted by strategic sampling in which participants were requested to discuss and report on requirements for academic leadership, suggestions and barriers. Written notes from the discussions were transcribed and subjected to content analysis. Results Six themes of effective academic leadership emerged: 1)shared vision, goal, and strategy, 2) teaching and research leadership, 3) fair and efficient management, 4) mutual trust and respect, 5) development and recognition, and 6) transformational leadership. Current Iranian academic leadership suffers from lack of meritocracy, conservative leaders, politicization, bureaucracy, and belief in misconceptions. Conclusion The structure of the Iranian medical university system is not supportive of effective academic leadership. However, participants' views on effective academic leadership are in line with what is also found in the western literature, that is, if the managers could create the premises for a supportive and transformational leadership, they could generate mutual trust and respect in academia and increase scientific production. PMID:18430241

Requirements for effective academic leadership in Iran: A Nominal Group Technique exercise

Directory of Open Access Journals (Sweden)

Shoghli Alireza

2008-04-01

Full Text Available Abstract Background During the last two decades, medical education in Iran has shifted from elite to mass education, with a considerable increase in number of schools, faculties, and programs. Because of this transformation, it is a good case now to explore academic leadership in a non-western country. The objective of this study was to explore the views on effective academic leadership requirements held by key informants in Iran's medical education system. Methods A nominal group study was conducted by strategic sampling in which participants were requested to discuss and report on requirements for academic leadership, suggestions and barriers. Written notes from the discussions were transcribed and subjected to content analysis. Results Six themes of effective academic leadership emerged: 1shared vision, goal, and strategy, 2 teaching and research leadership, 3 fair and efficient management, 4 mutual trust and respect, 5 development and recognition, and 6 transformational leadership. Current Iranian academic leadership suffers from lack of meritocracy, conservative leaders, politicization, bureaucracy, and belief in misconceptions. Conclusion The structure of the Iranian medical university system is not supportive of effective academic leadership. However, participants' views on effective academic leadership are in line with what is also found in the western literature, that is, if the managers could create the premises for a supportive and transformational leadership, they could generate mutual trust and respect in academia and increase scientific production.

Administrative Leadership in Three Small, Private Tennessee Colleges: Working Groups, Real Teams, or Both?

Science.gov (United States)

Nichols, Michael E.

2010-01-01

Diversity of knowledge and multiple perspectives are characteristic advantages of group leadership as compared to transactional or bureaucratic forms of leadership. When groups are engaged in administrative functions, they are more likely to realize a higher level of performance and more relevant and innovative solutions than may be achieved by a…

What an understanding of the dynamics of gossip has to teach about group dynamics and group leadership.

Science.gov (United States)

Gans, Jerome S

2014-01-01

Although what transpires in group therapy is not gossip per se-except perhaps when absent or former members are discussed-listening to group interaction through an understanding of the dynamics of gossip can contribute to a greater appreciation of group dynamics and group leadership as well as enlarge therapeutic space. After examining the interpersonal dynamics of gossip, this paper discusses six ways in which an understanding of these dynamics can inform group leadership and shed light on group psychotherapy. Central features of gossip that appear in group interactions are explored: These include projection, displacement, self-esteem regulation, clarification of motivation, unself-consciousness, social comparison and bonding, avoidance of psychic pain, and making the ego-syntonic dystonic. The lively use of imagination in the mature phase of group therapy is conceived of as the time when the darker side of human nature-imagined gossip harnessed for therapeutic purposes-can be welcomed in and processed in a kind, playful, and compassionate manner.

Case Study: Student Perceptions of Groups & Teams in Leadership Education

Science.gov (United States)

Coers, Natalie; Lorensen, Marianne; Anderson, James C., II.

2009-01-01

Working in groups and teams is a common practice in today's college classroom, partly in order to meet the growing demand by employers that students entering the workforce have leadership and group experience. This practice has many inherent benefits and challenges. The experiences created must meet the needs of both students and other…

Intra-Group Conflict and Teamwork Quality: The Moderating Role of Leadership Styles

Directory of Open Access Journals (Sweden)

Petru L. Curşeu

2011-03-01

Full Text Available The study examines the extent to which task and relations oriented leadership moderate the impact of task and relationship conflict on teamwork quality. In a sample of 37 teams, the study shows that relationship oriented leadership is beneficial for dealing with relationship conflict, but it does not have the expected positive interaction effect with task conflict. The main practical implication of the results is that in order to mitigate the negative effects of intra-group conflict on teamwork quality the leadership style should fit the type of disagreement (task versus relational predominantly experienced by the teams.

Gender differences in leadership amongst first-year medical students in the small-group setting.

Science.gov (United States)

Wayne, Nancy L; Vermillion, Michelle; Uijtdehaage, Sebastian

2010-08-01

To investigate the extent of gender bias in the volunteerism of small-group leaders amongst first-year medical students, and whether bias could be eliminated with special instructions to the students. The gender of leaders in small-group sessions in a real academic setting was monitored under two conditions: control conditions, in which basic instructions were provided to participants, and intervention conditions, in which the same basic instructions were provided plus a brief "pep talk" on the importance of experiencing a leadership role in a safe environment. During the small-group sessions, an observer noted the gender and names of group leaders for later analysis. After a class debriefing, a subset of leaders and nonleaders from both the control and intervention groups were invited to be interviewed about their perceptions of the small-group experience. Interviews were tape recorded and transcribed for analysis. In 2007-2008 and 2008-2009, disproportionately fewer women than men volunteered to become small-group leaders under control conditions. This gender bias was eliminated under intervention conditions. The interviews illustrated how a subtle change in instructions helped some female students take on a leadership role. Gender bias in leadership in the small-group setting amongst medical students-even when women make up half of the class-may persist without targeted intervention. The authors suggest that frequent and consistent intervention during medical school could be an important factor in encouraging women to identify themselves as leaders, promoting confidence to consider leadership roles in medicine.

Combining a leadership course and multi-source feedback has no effect on leadership skills of leaders in postgraduate medical education. An intervention study with a control group

DEFF Research Database (Denmark)

Malling, Bente; Mortensen, Lene; Bonderup, Thomas

2009-01-01

regarding development of leadership skills over time. METHODS: Study participants were consultants responsible for postgraduate medical education at clinical departments. STUDY DESIGN: pre-post measures with an intervention and control group. The intervention was participation in a seven-day leadership...... of variances. RESULTS: There were no differences in multi-source feedback scores at one year follow up compared to baseline measurements, either in the intervention or in the control group (p = 0.149). CONCLUSION: The study indicates that a leadership course following a MSF procedure compared to MSF alone does...... not improve leadership skills of consultants responsible for education in clinical departments. Developing leadership skills takes time and the time frame of one year might have been too short to show improvement in leadership skills of consultants responsible for education. Further studies are needed...

Leadership in physical activity groups for older adults: a qualitative analysis.

Science.gov (United States)

Estabrooks, Paul A; Munroe, Krista J; Fox, Elizabeth H; Gyurcsik, Nancy C; Hill, Jennie L; Lyon, Robert; Rosenkranz, Sara; Shannon, Vanessa R

2004-07-01

The purpose of this study was to determine whether a theory-based framework could be used to deductively identify and understand the characteristics of motivational leaders of physical activity groups for older adults. Participants were 23 older adults (mean age = 78.5 +/- 8.0 years, 65% women). An interview-guide approach was employed to elicit older adults' thoughts on important characteristics of physical activity group leaders. The data suggested that effective leaders are those whom the participants feel are properly qualified, are able to develop a personal bond with participants, and can use their knowledge and the group to demonstrate collective accomplishments. It was concluded that the findings could be used to extend the leadership activities beyond the traditional technical performance and individual feedback to include activities of social integration. Furthermore, the conceptual framework identified can serve as a valuable tool in guiding future researchers in their examination of leadership in physical activity groups for older adults. Copyright 2004 Human Kinetics Publishers, Inc.

Transformational leadership and group interaction as climate antecedents: a social network analysis.

Science.gov (United States)

Zohar, Dov; Tenne-Gazit, Orly

2008-07-01

In order to test the social mechanisms through which organizational climate emerges, this article introduces a model that combines transformational leadership and social interaction as antecedents of climate strength (i.e., the degree of within-unit agreement about climate perceptions). Despite their longstanding status as primary variables, both antecedents have received limited empirical research. The sample consisted of 45 platoons of infantry soldiers from 5 different brigades, using safety climate as the exemplar. Results indicate a partially mediated model between transformational leadership and climate strength, with density of group communication network as the mediating variable. In addition, the results showed independent effects for group centralization of the communication and friendship networks, which exerted incremental effects on climate strength over transformational leadership. Whereas centralization of the communication network was found to be negatively related to climate strength, centralization of the friendship network was positively related to it. Theoretical and practical implications are discussed.

The Role of Leadership in Urban Development: Reflections from ...

African Journals Online (AJOL)

The central argument of this paper is that cities and towns in Tanzania are facing leadership challenge which has a crippling effect to sustainable growth of urban centers. The objective of this paper was to map out how different understanding of leadership has affected the trajectory of development of cities in Tanzania.

Relationship of Leadership/Delegation to Group Effectiveness in Youth Organizations.

Science.gov (United States)

Gamon, Julia A.; Carter, Richard I.

1987-01-01

Instructional materials designed to teach high school age youth how to increase member involvement by delegating leadership were experimentally tested. New materials made a difference in one test situation. Positive correlations were found between group effectiveness and tendency toward delegation. (Author/CH)

GP leadership in clinical commissioning groups: a qualitative multi-case study approach across England.

Science.gov (United States)

Marshall, Martin; Holti, Richard; Hartley, Jean; Matharu, Tatum; Storey, John

2018-06-01

Clinical commissioning groups (CCGs) were established in England in 2013 to encourage GPs to exert greater influence over the processes of service improvement and redesign in the NHS. Little is known about the extent and the ways in which GPs have assumed these leadership roles. To explore the nature of clinical leadership of GPs in CCGs, and to examine the enablers and barriers to implementing a policy of clinical leadership in the NHS. A qualitative multi-case study approach in six localities across England. The case studies were purposefully sampled to represent different geographical localities and population demographics, and for their commitment to redesigning specified clinical or service areas. Data were collected from the case study CCGs and their partner organisations using a review of relevant documents, semi-structured individual or group interviews, and observations of key meetings. The data were analysed thematically and informed by relevant theories. GPs prefer a collaborative style of leadership that may be unlikely to produce rapid or radical change. Leadership activities are required at all levels in the system from strategy to frontline delivery, and the leadership behaviours of GPs who are not titular leaders are as important as formal leadership roles. A new alliance is emerging between clinicians and managers that draws on their different skillsets and creates new common interests. The uncertain policy environment in the English NHS is impacting on the willingness and the focus of GP leaders. GPs are making an important contribution as leaders of health service improvement and redesign but there are significant professional and political barriers to them optimising a leadership role. © British Journal of General Practice 2018.

The Influence of Selected Leadership Variables on the Effectiveness of Curriculum Planning Groups.

Science.gov (United States)

Farrell, Glen Michael

This study evaluated whether effectiveness in curriculum planning groups is raised by involving a professional adult educator as a nondirective, information giving group member, or by training group chairmen in discussion leadership skills. Group effectiveness was measured by member satisfaction with the group product, satisfaction with…

THE EFFECT OF PATH-GOAL LEADERSHIP STYLES ON WORK GROUP PERFORMANCE: A RESEARCH ON JEWELLERY INDUSTRY IN ISTANBUL

OpenAIRE

Erenel, Fahri

2016-01-01

Individuals who embraces one of the leadership styles of Path-Goal Leadership Theory which is one of the leadership theories, can be succesful at making the work group effective, for these leadership styles enables leaders to assess needs and clarify goals.Looking at studies in Turkish literature, it is noticed that leadership behaviours were examined in the terms of Path-Goal Leadership Theory however the relationship between leadership styles in this theory and work performance were not exa...

How Knowledge Worker Teams Deal Effectively with Task Uncertainty: The Impact of Transformational Leadership and Group Development.

Science.gov (United States)

Leuteritz, Jan-Paul; Navarro, José; Berger, Rita

2017-01-01

The purpose of this paper is to clarify how leadership is able to improve team effectiveness, by means of its influence on group processes (i.e., increasing group development) and on the group task (i.e., decreasing task uncertainty). Four hundred and eight members of 107 teams in a German research and development (R&D) organization completed a web-based survey; they provided measures of transformational leadership, group development, 2 aspects of task uncertainty, task interdependence, and team effectiveness. In 54 of these teams, the leaders answered a web-based survey on team effectiveness. We tested the model with the data from team members, using structural equations modeling. Group development and a task uncertainty measurement that refers to unstable demands from outside the team partially mediate the effect of transformational leadership on team effectiveness in R&D organizations ( p transformational leaders reduce unclarity of goals ( p transformational leadership and team processes on team effectiveness considering the task characteristics uncertainty and interdependence.

Requirements for effective academic leadership in Iran: A Nominal Group Technique exercise

OpenAIRE

Bikmoradi, Ali; Brommels, Mats; Shoghli, Alireza; Sohrabi, Zohreh; Masiello, Italo

2008-01-01

Abstract Background During the last two decades, medical education in Iran has shifted from elite to mass education, with a considerable increase in number of schools, faculties, and programs. Because of this transformation, it is a good case now to explore academic leadership in a non-western country. The objective of this study was to explore the views on effective academic leadership requirements held by key informants in Iran's medical education system. Methods A nominal group study was c...

Convergence to consensus in heterogeneous groups and the emergence of informal leadership.

Science.gov (United States)

Gavrilets, Sergey; Auerbach, Jeremy; van Vugt, Mark

2016-07-14

When group cohesion is essential, groups must have efficient strategies in place for consensus decision-making. Recent theoretical work suggests that shared decision-making is often the most efficient way for dealing with both information uncertainty and individual variation in preferences. However, some animal and most human groups make collective decisions through particular individuals, leaders, that have a disproportionate influence on group decision-making. To address this discrepancy between theory and data, we study a simple, but general, model that explicitly focuses on the dynamics of consensus building in groups composed by individuals who are heterogeneous in preferences, certain personality traits (agreeability and persuasiveness), reputation, and social networks. We show that within-group heterogeneity can significantly delay democratic consensus building as well as give rise to the emergence of informal leaders, i.e. individuals with a disproportionately large impact on group decisions. Our results thus imply strong benefits of leadership particularly when groups experience time pressure and significant conflict of interest between members (due to various between-individual differences). Overall, our models shed light on why leadership and decision-making hierarchies are widespread, especially in human groups.

A bottom-up perspective on leadership of collaborative innovation in the public sector:The social construction of leadership for disadvantaged city districts in The City of Copenhagen

OpenAIRE

Hansen, Jesper Rohr

2014-01-01

The thesis investigates how new forms of public leadership can contribute to solving complex problems in today’s welfare societies through innovation. A bottom-up type of leadership for collaborative innovation addressing wicked problems is theorised, displaying a social constructive process approach to leadership; a theoretical model emphasises that leadership emerges through social processes of recognition. Leadership is recognised by utilising the uncertainty of a wicked problem and innova...

Synergies, Conflicts, and Trade-offs of C40 Cities Adaptation Strategies

DEFF Research Database (Denmark)

Driscoll, Patrick Arthur; De Rosa, Michele; Lehmann, Martin

2013-01-01

There is a growing body of literature in the field of urban climate change adaptation planning that indicate a need to address climate change planning measures from a more holistic sustainable development perspective. This paper presents the findings from a recently completed study that indicates...... there remain significant unresolved tensions between the development pathways and the climate change adaptation strategies of the 58 cities within the C40 Cities Climate Leadership Group....

Preparing School Leaders: Action Research on the Leadership Study Group

Science.gov (United States)

Kamler, Estelle

2016-01-01

This article reports an action research study that examined the Leadership Study Group, one learning activity designed to build knowledge and skills for aspiring school leaders and implemented in a six-credit introductory course for school leader certification. Through analysis of a variety of qualitative data collected over nine semesters, I…

Innovation in City Governments

DEFF Research Database (Denmark)

Lewis, Jenny M; Ricard, Lykke Margot; Klijn, Erik Hans

Innovation has become an important focus for governments around the world over the last decade, with greater pressure on governments to do more with less, and expanding community expectations. Some are now calling this ‘social innovation’ – innovation that is related to creating new services...... that have value for stakeholders (such as citizens) in terms of the social and political outcomes they produce. Innovation in City Governments: Structures, Networks, and Leadership establishes an analytical framework of innovation capacity based on three dimensions: Structure - national governance...... project in Copenhagen, Barcelona and Rotterdam. The book provides major new insights on how structures, networks and leadership in city governments shape the social innovation capacity of cities. It provides ground-breaking analyses of how governance structures and local socio-economic challenges...

Leadership Styles: An Experimental Study to Determine the Comparative Effectiveness of Democratic and Autocratic Leadership in Adult, "Real World" Groups.

Science.gov (United States)

Fadely, L. Dean; Fadely, Patricia R.

To study the effect of democratic and autocratic leadership styles upon the commitment and productivity of voluntary adult groups, eight tenant councils, composed of approximately six persons each, were selected to serve as experimental groups. Trained researchers acting as discussion leaders for each council functioned as either democratic or…

Combining a leadership course and multi-source feedback has no effect on leadership skills of leaders in postgraduate medical education. An intervention study with a control group

Directory of Open Access Journals (Sweden)

Scherpbier Albert

2009-12-01

Full Text Available Abstract Background Leadership courses and multi-source feedback are widely used developmental tools for leaders in health care. On this background we aimed to study the additional effect of a leadership course following a multi-source feedback procedure compared to multi-source feedback alone especially regarding development of leadership skills over time. Methods Study participants were consultants responsible for postgraduate medical education at clinical departments. Study design: pre-post measures with an intervention and control group. The intervention was participation in a seven-day leadership course. Scores of multi-source feedback from the consultants responsible for education and respondents (heads of department, consultants and doctors in specialist training were collected before and one year after the intervention and analysed using Mann-Whitney's U-test and Multivariate analysis of variances. Results There were no differences in multi-source feedback scores at one year follow up compared to baseline measurements, either in the intervention or in the control group (p = 0.149. Conclusion The study indicates that a leadership course following a MSF procedure compared to MSF alone does not improve leadership skills of consultants responsible for education in clinical departments. Developing leadership skills takes time and the time frame of one year might have been too short to show improvement in leadership skills of consultants responsible for education. Further studies are needed to investigate if other combination of initiatives to develop leadership might have more impact in the clinical setting.

Combining a leadership course and multi-source feedback has no effect on leadership skills of leaders in postgraduate medical education. An intervention study with a control group.

Science.gov (United States)

Malling, Bente; Mortensen, Lene; Bonderup, Thomas; Scherpbier, Albert; Ringsted, Charlotte

2009-12-10

Leadership courses and multi-source feedback are widely used developmental tools for leaders in health care. On this background we aimed to study the additional effect of a leadership course following a multi-source feedback procedure compared to multi-source feedback alone especially regarding development of leadership skills over time. Study participants were consultants responsible for postgraduate medical education at clinical departments. pre-post measures with an intervention and control group. The intervention was participation in a seven-day leadership course. Scores of multi-source feedback from the consultants responsible for education and respondents (heads of department, consultants and doctors in specialist training) were collected before and one year after the intervention and analysed using Mann-Whitney's U-test and Multivariate analysis of variances. There were no differences in multi-source feedback scores at one year follow up compared to baseline measurements, either in the intervention or in the control group (p = 0.149). The study indicates that a leadership course following a MSF procedure compared to MSF alone does not improve leadership skills of consultants responsible for education in clinical departments. Developing leadership skills takes time and the time frame of one year might have been too short to show improvement in leadership skills of consultants responsible for education. Further studies are needed to investigate if other combination of initiatives to develop leadership might have more impact in the clinical setting.

Team-oriented leadership: the interactive effects of leader group prototypicality, accountability, and team identification.

Science.gov (United States)

Giessner, Steffen R; van Knippenberg, Daan; van Ginkel, Wendy; Sleebos, Ed

2013-07-01

We examined the interactive effects of leader group prototypicality, accountability, and team identification on team-oriented behavior of leaders, thus extending the social identity perspective on leadership to the study of leader behavior. An experimental study (N = 152) supported our hypothesis that leader accountability relates more strongly to team-oriented behavior for group nonprototypical leaders than for group prototypical leaders. A multisource field study with leaders (N = 64) and their followers (N = 209) indicated that this interactive effect is more pronounced for leaders who identify more strongly with their team. We discuss how these findings further develop the social identity analysis of leadership. PsycINFO Database Record (c) 2013 APA, all rights reserved.

Leadership and management influences on personal and professional development and group dynamics: a student's experience.

Science.gov (United States)

Ahmed, Fathima

2018-03-07

The ever-evolving nature of nursing requires professionals to keep their knowledge up to date and uphold the Nursing and Midwifery Council (NMC) Code by engaging themselves in ongoing personal and professional development (PPD). This article aims to highlight the importance of good leadership and management in healthcare and to explore the literature surrounding leadership and management, such as the current NHS healthcare leadership model ( NHS Leadership Academy 2013 ), the Leading Change, Adding Value Framework underpinned by the 10 commitments and 6Cs ( NHS England 2016 ) and the NMC Code ( NMC 2015a ) in relation to PPD. It examines how nurses can be supported in their PPD by their team leader and or managers using examples experienced in a clinical setting while caring for children and young people (CYP). Furthermore, the importance of team working and group processes in the context of leadership will be deliberated, using examples of formative group work to illustrate principles described in the literature. Finally, reflections will be discussed on how learning from this experience can influence future practice when caring for CYP. ©2018 RCN Publishing Company Ltd. All rights reserved. Not to be copied, transmitted or recorded in any way, in whole or part, without prior permission of the publishers.

Leadership emergence over time in short-lived groups: Integrating expectations states theory with temporal person-perception and self-serving bias.

Science.gov (United States)

Kalish, Yuval; Luria, Gil

2016-10-01

Research into leadership emergence typically focuses on the attributes of the emergent leader. By considering also the attributes of perceivers and the passage of time, we develop a more complete theory of leadership emergence in short-lived groups. Using expectation states theory as an overarching theoretical framework, and integrating it with the surface- and deep-level diversity literature and with theories of self-serving biases, we examine the predictors of leadership emergence in short timeframes. We conduct a field study in a military assessment boot camp (a pilot study, n = 60; and a main study, n = 89). We use cross-sectional and longitudinal exponential random graph models to analyze data on participants' abilities and on their perceptions of who, in their respective groups, were "leaders." We find that the criteria by which people perceive leadership in others change over time, from easily noticeable attributes to covert leadership-relevant attributes, and that people also rely on leadership-relevant attributes that they possess at high levels to inform their perceptions of leadership in others. The integration of expectation states theory, attribute salience over time and theories of self-serving bias is needed for a full understanding of leadership emergence in groups, because perceivers' own abilities are instrumental in shaping their perceptions of emergent leadership over time. Theoretical and practical implications are discussed. (PsycINFO Database Record (c) 2016 APA, all rights reserved).

THE INFLUENCE OF SPIRITUAL INTELLIGENCE,LEADERSHIP, AND ORGANIZATIONAL CULTURE ON ORGANIZATIONAL CITIZENSHIP BEHAVIOR: A STUDY TO ISLAMIC BANK IN MAKASSAR CITY

Directory of Open Access Journals (Sweden)

Muhdar. HM

2015-06-01

Full Text Available The aims of this study are to find out and to analys: (1 the influence of spiritual intelligence on organizational citizenship behavior; (2 the influence of leadership on organizational citizenship behavior; (3 the influence of organizationan culture on organizational citizenship behaviorThe population included all employees of Islamic Bank in Makassar City. There were 178 samples determined by using Slovin formula. The samples were selected in two stages: proportional and purposive sampling. The data were analyzed by using path analysis with the AMOS 21 program. The results show that: spiritual intelligence has a positive and significant influence on organizational citizenship behavior; leadership has a positive and significant influence on organizational citizenship behavior; organizational culture has a positive and significant influence on organizational citizenship behavior.

It's about the Leadership: The Importance of Women Leaders Doing Leadership for Women

Science.gov (United States)

Vongalis-Macrow, Athena

2016-01-01

What do a group of female leadership aspirants think about female leadership? This question and the subsequent discussion broach a sensitive topic about how women respond to female leadership and whether this differs from that of male leadership. This article investigates female leadership through the experiences of a group of female leadership…

Assessing public leadership styles for innovation

DEFF Research Database (Denmark)

Ricard, Lykke Margot; Klijn, Erik Hans; Lewis, Jenny M.

2017-01-01

This article explores which leadership qualities public managers regard as important for public innovation. It is based on a survey of 365 senior public managers in Copenhagen, Rotterdam and Barcelona. Five perspectives on leadership were identified and tested using a number of items. Some...... of these proved to be more robust than others. Analysis of the three cities reveals a nuanced set of leadership styles, which include a transformational style, and one that is more dedicated to motivating employees, risk-taking and including others in decision-making. This suggests the need for more research...

Comparing Three of the Leadership Theories: Leader- Member Exchange Theory,transformational Leadership and Team Leadership

Institute of Scientific and Technical Information of China (English)

王子涵

2013-01-01

Leadership is a complex process.It is one of the most researched areas around the world.It has gained importance in every walk of life from politics to business and from education to social organizations.According to the study of"Leadership in Adult Education Venues",here has a much more clear recognition of leadership:leadership is a process whereby an individual influences a group of individuals to achieve a common goal.There are many approaches of leadership throughout the study of this class,the three theories of leadership I choose to describe in this paper are:Leader-Member Exchange(LMX)Theory,Transformational Leadership,and Team Leadership.

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 ...

Group Selection Methods and Contribution to the West Point Leadership Development System (WPLDS)

Science.gov (United States)

2015-08-01

Government. 14. ABSTRACT Group work in an academic setting can consist of projects or problems students can work on collaboratively. Although pedagogical ...ABSTRACT Group work in an academic setting can consist of projects or problems students can work on collaboratively. Although pedagogical studies...helping students develop intangibles like communication, time management, organization, leadership, interpersonal, and relationship skills. Supporting

The Effect of Vocational High School Administrators' Leadership Behaviors on Teacher Job Satisfaction

Science.gov (United States)

Tas, Said

2017-01-01

The purpose of this research is to determine the effect of vocational high school administrators' leadership behaviors on teacher job satisfaction. The study group of the research consists of 21 technical teachers who work at vocational high schools in the city of Isparta. The data obtained have been analyzed by calculating the frequency,…

The Influence of Spiritual Intelligence,Leadership, and Organizational Culture on Organizational Citizenship Behavior: a Study to Islamic Bank in Makassar City

OpenAIRE

HM, Muhdar; Rahma, St

2015-01-01

The aims of this study are to find out and to analys: (1) the influence of spiritual intelligence on organizational  citizenship  behavior; (2) the influence of leadership on organizational  citizenship  behavior; (3) the influence of organizationan culture on organizational  citizenship  behaviorThe population included all employees of Islamic Bank in Makassar City. There were 178 samples determined by using Slovin formula.  The samples were selected in two...

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…

A theory of leadership in human cooperative groups.

Science.gov (United States)

Hooper, Paul L; Kaplan, Hillard S; Boone, James L

2010-08-21

Two types of models aim to account the origins of rank differentiation and social hierarchy in human societies. Conflict models suggest that the formation of social hierarchies is synonymous with the establishment of relationships of coercive social dominance and exploitation. Voluntary or 'integrative' models, on the other hand, suggest that rank differentiation--the differentiation of leader from follower, ruler from ruled, or state from subject--may sometimes be preferred over more egalitarian social arrangements as a solution to the challenges of life in social groups, such as conflict over resources, coordination failures, and free-riding in cooperative relationships. Little formal theoretical work, however, has established whether and under what conditions individuals would indeed prefer the establishment of more hierarchical relationships over more egalitarian alternatives. This paper provides an evolutionary game theoretical model for the acceptance of leadership in cooperative groups. We propose that the effort of a leader can reduce the likelihood that cooperation fails due to free-riding or coordination errors, and that under some circumstances, individuals would prefer to cooperate in a group under the supervision of a leader who receives a share of the group's productivity than to work in an unsupervised group. We suggest, in particular, that this becomes an optimal solution for individual decision makers when the number of group members required for collective action exceeds the maximum group size at which leaderless cooperation is viable.

Emergence of leadership in a robotic fish group under diverging individual personality traits.

Science.gov (United States)

Wang, Chen; Chen, Xiaojie; Xie, Guangming; Cao, Ming

2017-05-01

Variations of individual's personality traits have been identified before as one of the possible mechanisms for the emergence of leadership in an interactive collective, which may lead to benefits for the group as a whole. Complementing the large number of existing literatures on using simulation models to study leadership, we use biomimetic robotic fish to gain insight into how the fish's behaviours evolve under the influence of the physical hydrodynamics. In particular, we focus in this paper on understanding how robotic fish's personality traits affect the emergence of an effective leading fish in repeated robotic foraging tasks when the robotic fish's strategies, to push or not to push the obstacle in its foraging path, are updated over time following an evolutionary game set-up. We further show that the robotic fish's personality traits diverge when the group carries out difficult foraging tasks in our experiments, and self-organization takes place to help the group to adapt to the level of difficulties of the tasks without inter-individual communication.

Competencies and leadership effectiveness: Which skills predict effective leadership?

OpenAIRE

Vaculík Martin; Procházka Jakub; Smutný Petr

2014-01-01

This study explores the relationship between leadership effectiveness and generic and stable competencies. Task- related, people-related and self-related competencies were examined as predictors of leadership effectiveness as measured by four different criteria: group performance, leader effectiveness, leadership emergence and leadership self–efficacy. 134 top managers were evaluated by 2,482 subordinates after a four-month management simulation game. Task-related competencies were shown to b...

Trust-Based Leadership in the Making

DEFF Research Database (Denmark)

Bentzen, Tina Øllgaard; Jagd, Søren

I spite of the popularity of trust-based leadership in consultancy and popular management writings empirical research on the transformation from traditional top-down to trust-based leadership is still limited. In this paper we study the implementation of a trust-based leadership reform in the City...... of Copenhagen taking place since 2012. We focus on understanding the trust dynamics in this major transformation. We show that the implementation of trust-based leadership should be seen as an emergent process involving a variety of actors within the organization. The case study reveals that the Trust Reform...... indicates that the implementation of a radical management reform involves a complex interplay of trust relations between actors at multiple levels of the organization....

City leadership: At the heart of the global challenge

Energy Technology Data Exchange (ETDEWEB)

Oliver, P.A.

2008-09-30

The world's attention is now focused on cities, and for good reasons. From a global perspective cities have become the engines of economic prosperity. In 2007, the collective Gross Domestic Product (GDP) of the top 10 cities exceeded the total GDP of 162 countries combined, with Tokyo alone generating a larger GDP than Canada. Cities have become the centers of population. In 1900, only 10% of the world's population lived in cities, but by 2007 the urban population had reached 50%, and the estimate for 2050 is that 75% of the world's population, over 7 billion people, will be living in cities. In parallel, cities have become the centers of consumption. In 2006, cities accounted for approximately 67% of global primary energy demand, a concentration that is expected to rise to 75% by 2030. The corollary to this concentration of population and consumption is the concentration of activities that lead to climate change. Cities now acount for over 70% of global carbon dioxide (CO{sub 2}) emissions. Asia's cities are at the forefront of the global challenges of urbanization. While they are the location of many challenges, cities also present opportunities, particularly in finding solutions to the crucial global challenges of our time -- climate change, energy demand and water. Many of the world's greatest challenges, from environmental degradation to widening income gaps, are increasingly coming to be defined as urban challenges, given the rapid growth of cities. The author, who leads the World Economic Forum's SlimCity initiative, take a look at the options being explored by the public and private sectors.

The Development of Social Perspective Taking and Leadership Decision-Making in City Government Managers

Science.gov (United States)

Van Rossum, Zachary Johannes

2013-01-01

I examined the role of social perspective taking in leadership decision-making by investigating how a group of 70 leaders made sense of a hypothetical workplace dilemma in order to understand how they used their capacity for social perspective taking as part of their decision-making process. The majority of these leaders work in North America, are…

Training Counseling Students to Develop Group Leadership Self-Efficacy and Multicultural Competence through Service Learning

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Midgett, Aida; Hausheer, Robin; Doumas, Diana M.

2016-01-01

This article describes a service-learning project designed to increase student group leadership self-efficacy and multicultural competence. Students facilitated debriefing groups for campus and community members after they participated in a theater production aimed at increasing awareness of oppression, power, and privilege. Students completed…

The relationship between individual personality orientation and principals’ leadership behavior

Directory of Open Access Journals (Sweden)

Faribah Gorkani

2015-05-01

Full Text Available This study examined the relationship between personality types and leadership styles in the city's high school principals. The population of this survey includes all principals of secondary schools in city of Zanjan, Iran. Using a stratified random sampling, 48 principals were surveyed. To assess the reliability of the questionnaire, a pretest was accomplished by distributing 20 questionnaires among the target population and Cronbach alpha has been calculated as 0.79. To analyze the data, descriptive and inferential statistics has been used. The study has confirmed that there was a positive and meaningful relationship between personality and leadership style. In addition, the study has confirmed that there were positive and meaningful relationships between task/relationship-oriented leadership style and principals’ competition/ Impatience and restlessness behavior.

Antibacterial resistance leadership group: open for business.

Science.gov (United States)

Chambers, Henry F; Bartlett, John G; Bonomo, Robert A; Chiou, Christine; Cosgrove, Sara E; Cross, Heather R; Daum, Robert S; Downing, Michele; Evans, Scott R; Knisely, Jane; Kreiswirth, Barry N; Lautenbach, Ebbing; Mickley, Brenda S; Patel, Robin; Pettigrew, Melinda M; Rodvold, Keith A; Spellberg, Brad; Fowler, Vance G

2014-06-01

Funded by the National Institute of Allergy and Infectious Diseases, the Antibacterial Resistance Leadership Group (ARLG) is tasked with developing a clinical research agenda and conducting clinical studies to address the growing public health threat of antibacterial resistance. The ARLG has identified 4 high-priority areas of research: infections caused by gram-negative bacteria, infections caused by gram-positive bacteria, antimicrobial stewardship and infection prevention, and diagnostics. The ARLG will be accepting proposals from the scientific community for clinical research that addresses 1 or more of these high-priority areas. These studies should have the potential to transform medical practice and be unlikely to occur without ARLG support. The purpose of this article is to make interested parties aware of clinical research opportunities made available by ARLG and to encourage submission of clinical research proposals that address the problem of antibacterial resistance.

The role as moderator and mediator in parent education groups--a leadership and teaching approach model from a parent perspective.

Science.gov (United States)

Forslund Frykedal, Karin; Rosander, Michael

2015-07-01

To investigate the didactic and social leadership in parent education groups based on a parent perspective, and to conceptualise parent experiences of the leader roles in these groups. Leadership in parent education groups has been associated with a lack of confidence in one's ability to function in that role. Research on how it can be delivered to produce a favourable outcome is scarce. It can be difficult to abandon the role of expert and let participants set their own learning agenda. To facilitate these processes requires leadership skills, knowledge of group dynamics as well as pedagogical skills. Qualitative interview study. Semi-structured interviews with parents (25 participants, 21 interviews). Transcripts were analysed using, first, thematic analysis, then comparative analysis. The study resulted in a four-field model, The Leadership - Teaching Approach model. It consists of the dimensions 'Teaching approaches' ('Knowledge is imparted' and 'Knowledge is jointly constructed'), and 'Leadership approaches' ('Instrumental approach' and 'Investigative approach'). Using an investigative approach is necessary to get a well-functioning group that can help the expectant and new parents in the transition to parenthood. Supervision can help develop an awareness of one's professional role as a nurse and leader of a parent education group. The actions and choices of nurses as leaders of parent groups have an impact on how the participants perceive and take in the content and purpose of the group, and whether they perceive it as meaningful. Getting support in reflecting about one's role as a leader in this context can help create a learning environment in which the participants can become engaged in the activities and be strengthened by the experience. © 2015 John Wiley & Sons Ltd.

Emergence of leadership in a robotic fish group under diverging individual personality traits

NARCIS (Netherlands)

Wang, Chen; Chen, Xiaojie; Xie, Guangming; Cao, Ming

2017-01-01

Variations of individual’s personality traits have been identified before as one of the possible mechanisms for the emergence of leadership in an interactive collective, which may lead to benefits for the group as a whole. Complementing the large number of existing literatures on using simulation

A social work study on relationship between transactional and laissez-fair leadership style and personality traits: A case study of educational system

Directory of Open Access Journals (Sweden)

Hajar Jannesari

2013-03-01

Full Text Available Leadership style plays an essential role on personality trait in educational systems. In this paper, we present a study among 180 school principals in city of Khomeinishahr, located in province of Esfahan, Iran. The study selects a sample of 123 principals and examines ten hypotheses including the effects of personality trait neuroticism, extroversion, resilience, participative, conscientiousness on leadership style. The study examined the effects of two groups of leadership, namely transactional leadership and Laissez-fair leadership styles on five personality traits. The results have shown that there were some meaningful relationship between transactional leadership and personality trait extraversion, resilience, participative and consciousness but there was not meaningful relationship between transactional leadership and personality trait neuroticism. In addition, while there were meaningful and positive relationship between Laissez-fair leadership style and personality trait extraversion as well as being resilience, our survey did not find any meaningful relationship between Laissez-fair leadership style and personality trait neuroticism, extraversion and being consciousness.

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.

iLead-a transformational leadership intervention to train healthcare managers' implementation leadership.

Science.gov (United States)

Richter, Anne; von Thiele Schwarz, Ulrica; Lornudd, Caroline; Lundmark, Robert; Mosson, Rebecca; Hasson, Henna

2016-07-29

Leadership is a key feature in implementation efforts, which is highlighted in most implementation frameworks. However, in studying leadership and implementation, only few studies rely on established leadership theory, which makes it difficult to draw conclusions regarding what kinds of leadership managers should perform and under what circumstances. In industrial and organizational psychology, transformational leadership and contingent reward have been identified as effective leadership styles for facilitating change processes, and these styles map well onto the behaviors identified in implementation research. However, it has been questioned whether these general leadership styles are sufficient to foster specific results; it has therefore been suggested that the leadership should be specific to the domain of interest, e.g., implementation. To this end, an intervention specifically involving leadership, which we call implementation leadership, is developed and tested in this project. The aim of the intervention is to increase healthcare managers' generic implementation leadership skills, which they can use for any implementation efforts in the future. The intervention is conducted in healthcare in Stockholm County, Sweden, where first- and second-line managers were invited to participate. Two intervention groups are included, including 52 managers. Intervention group 1 consists of individual managers, and group 2 of managers from one division. A control group of 39 managers is additionally included. The intervention consists of five half-day workshops aiming at increasing the managers' implementation leadership, which is the primary outcome of this intervention. The intervention will be evaluated through a mixed-methods approach. A pre- and post-design applying questionnaires at three time points (pre-, directly after the intervention, and 6 months post-intervention) will be used, in addition to process evaluation questionnaires related to each workshop. In

Integrating the Beliefs of Dewey, Lewin, and Rogers into a Rationale for Effective Group Leadership.

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Grove, Richard W.

1992-01-01

Presents a rationale for effective group leadership grounded in John Withall's articulation of selected beliefs of John Dewey, Kurt Lewin, and Carl Rogers. Teachers and administrators need more and better preparation in collaborative inquiry. Knowledge and skills in collaborative inquiry should undergird the successful functioning of groups of…

A rugged landscape model for self-organization and emergent leadership in creative problem solving and production groups.

Science.gov (United States)

Guastello, Stephen J; Craven, Joanna; Zygowicz, Karen M; Bock, Benjamin R

2005-07-01

The process by which an initially leaderless group differentiates into one containing leadership and secondary role structures was examined using the swallowtail catastrophe model and principles of selforganization. The objectives were to identify the control variables in the process of leadership emergence in creative problem solving groups and production groups. In the first of two experiments, groups of university students (total N = 114) played a creative problem solving game. Participants later rated each other on leadership behavior, styles, and variables related to the process of conversation. A performance quality measure was included also. Control parameters in the swallowtail catastrophe model were identified through a combination of factor analysis and nonlinear regression. Leaders displayed a broad spectrum of behaviors in the general categories of Controlling the Conversation and Creativity in their role-play. In the second experiment, groups of university students (total N = 197) engaged in a laboratory work experiment that had a substantial production goal component. The same system of ratings and modeling strategy was used along with a work production measure. Leaders in the production task emerged to the extent that they exhibited control over both the creative and production aspects of the task, they could keep tension low, and the externally imposed production goals were realistic.

Chinese implicit leadership theory.

Science.gov (United States)

Ling, W; Chia, R C; Fang, L

2000-12-01

In a 1st attempt to identify an implicit theory of leadership among Chinese people, the authors developed the Chinese Implicit Leadership Scale (CILS) in Study 1. In Study 2, they administered the CILS to 622 Chinese participants from 5 occupation groups, to explore differences in perceptions of leadership. Factor analysis yielded 4 factors of leadership: Personal Morality, Goal Efficiency, Interpersonal Competence, and Versatility. Social groups differing in age, gender, education level, and occupation rated these factors. Results showed no significant gender differences, and the underlying cause for social group differences was education level. All groups gave the highest ratings to Interpersonal Competence, reflecting the enormous importance of this factor, which is consistent with Chinese collectivist values.

Assessing Community Leadership: Understanding Community Capacity for Health Improvement.

Science.gov (United States)

Castle, Billie; Wendel, Monica; Kelly Pryor, Brandy N; Ingram, Monique

The purpose of this study was to pilot a quantitative instrument to measure aspects of community leadership within an assessment framework. The instrument includes 14 Likert-type questions asking residents how they perceive leaders within 5 sectors: Louisville Metro Council/Mayor's Office, the faith community, education, business, and the civic sector. Louisville/Jefferson County, Kentucky, has a population of about 743 000 residents. Respondents were asked to examine leadership within West Louisville, an economically deprived area of the city made up of 9 contiguous neighborhoods. This area is predominantly African American (78% compared with 22% in Louisville Metro), with an overall poverty rate of 43% (compared with 18% in Louisville Metro), and unemployment rate of 23% (compared with 8% in Louisville Metro). Residents of West Louisville are looking to leadership to address many of the inequities. Twenty-seven participants representing 7 community sectors completed the survey, of whom 90% work in West Louisville. The instrument measured local perceptions of leadership strength, effectiveness, trust, communication, community building, and leadership development. The majority of respondents agree that strong leadership exists across the 5 sectors, with variation regarding perceptions of the quality of that leadership. City leadership within the Mayor's Office and Metro Council is largely viewed positively, while the growing tensions within the education sector were reflected in the survey results. The perception of community leadership is important to understanding local community capacity to improve health and also inclusivity of community voice in the assessment and community improvement processes. Results from such assessments can offer useful information for strengthening community capacity and sustaining relationships needed to enact progressive and equitable solutions to address local issues. Leaders in a variety of settings can utilize this instrument to

Team-oriented leadership: The interactive effects of leader group prototypicality, accountability, and team identification

NARCIS (Netherlands)

Giessner, S.R.; van Knippenberg, D.; van Ginkel, W.; Sleebos, E.

2013-01-01

We examined the interactive effects of leader group prototypicality, accountability, and team identification on team-oriented behavior of leaders, thus extending the social identity perspective on leadership to the study of leader behavior. An experimental study (N = 152) supported our hypothesis

How are cities combating climate change?

International Nuclear Information System (INIS)

Paugam, Anne; Giraud, Gael; Thauvin, Eric

2015-11-01

Cities are often blamed for being the main emitters of greenhouse gases (up to 75% of CO_2 emissions are attributed to cities [IPCC, Climate Change Synthesis Report 2014]) due to the energy consumption tied to the activities they host: transport, industry, etc. But they are also the first to suffer from climate change: extreme climate events have more drastic outcomes in highly populated areas and the harmful effects of polluting activities are felt more strongly. Aware of the role that they can play, cities have been organising themselves into networks since the 1990's (C40, Cities Climate Leadership Group, ICLEI Local Governments for Sustainability, etc.) to share their experiences and reinforce their actions. Their commitment now singles them out as leading players: for example, London has announced an 80% reduction in its emissions by 2050, which is one of the most ambitious objectives targeted at local authority level or even national level. A comparative study conducted in five cities of the Global North and South (Agadir, Da Nang, Lima, London, Nantes) aimed at understanding their commitment to action on climate change. Why have they made this a priority? What concrete actions have been launched? What challenges are they facing?

Selfish or servant leadership? Leadership and followership personalities in coordination games

NARCIS (Netherlands)

Gillet, J.; Cartwright, E.; van Vugt, M.

2010-01-01

We study the personalities of emergent leaders in two coordination games in groups of four players each with monetary incentives. Our results support the evolutionary hypothesis that leadership is a social good for the group: leadership benefits followers but is potentially costly for the individual

The impact of nurse managers' leadership styles on ward staff.

Science.gov (United States)

Saleh, Usama; O'Connor, Tom; Al-Subhi, Hattan; Alkattan, Rana; Al-Harbi, Saad; Patton, Declan

2018-02-22

to explore the nature of leadership styles used by the nursing management team, as perceived by nurses working at the bedside. leadership style is related to job satisfaction, staff retention, costs, and quality of care. The leadership styles of managers can be crucial in the healthcare setting, but very few studies have focused on them. the study employed qualitative methodology, involving 35 nurses working in different specialties of a medical city in Saudi Arabia. Data collection consisted of completing demographic and professional information and a semi-structured interview using open-ended questions. a phenomenologic-hermeneutic approach was used to identify major themes. the findings showed that participants described four types of leadership styles: relational leadership, preferential leadership, communication chain leadership, and ineffectual leadership. the leadership style employed by nurse managers has a major impact on nurses' satisfaction, turnover, and the quality of patient care they deliver.

Twisted Leadership: A Visual Example of Leadership Style Using a Human Knot

Science.gov (United States)

Simmons, Nathaniel; Striley, Katie

2014-01-01

Effective leadership is imperative for successful societies. Therefore, researchers have studied effective leadership styles for nearly a century (Kalaluhi, 2013). Leadership is instrumental in creating productive groups and teams (Wheelan, 2005), organizations, businesses, communities, and countries (Kosicek, Soni, Sandbothe, & Slack, 2012).…

The Influence of Principals’ Leadership Styles on School Innovation in Jambi (Case Study in Several Senior High Schools in Jambi

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Samsu Samsu

2016-02-01

Full Text Available School leadership styles that affect school innovation is essential to bring schools’ changes. This study aimed to determine school leadership styles and its effect on school innovation at the senior high school level in Jambi city. This study uses ten leadership styles, they are participative, laissez faire, authoritarian, democratic, charismatic, transformational, situational, trust, grid, and three-dimensional leaderships. The framework of the research are developed by associating ten leadership styles with school innovations including (1 the principal's role in doing innovation in the schools, (2 the forms of innovation implemented in the areas of academic achievement, (3 the form of innovations carried out in the field sports and (4 the form of innovations implemented in the institutional field, and (5 the forms of innovation undertaken in the field of school’ culture. There are 32 teachers and 32 principals were taken as samples. This study used mixed methods research. Data were analyzed using mean, standard deviation, and correlation. The results showed that the overall principal's leadership style is not sufficient to affect senior high school innovation in Jambi city, this is evidenced by there are only three of those ten leadership styles have positive relationship when they are doing school’s innovations in Jambi city. Thus, the principals should give attention to all the leadership styles to do innovation at senior high school in Jambi city to improve the quality of schools.

Leadership in Groups: Social Networks and Perceptions of Formal and Informal Leaders

Science.gov (United States)

2006-03-01

anguish . Using SPSS v. 12.0. Melbourne, Australia: Wiley and Sons. Cohen, P. A. (1981). Student ratings of instruction and student achievement: A...level of analysis. Level one data was analyzed using the SPSS ® statistical package for Windows™ (version 13.0). The informal leader side of the...expressive-instrumental leadership model consists of both group and individual level data. Again, SPSS ® was used to analyze the level one data

Perception of leadership among health managers working in tertiary level hospitals.

Science.gov (United States)

Shahzad, Saadia; Zareen, Humaira

2012-01-01

Rapid growth of medical knowledge has created major changes in technology which in turn has created greater demand of the client for better health services, and health sector is constantly under pressure of great internal and external demands. Quality of services, largely depend on to what extent managers are well versed with the concept of evidence based management, team and group approach in achieving organizational objectives. Making an effective health system, addressing the double burden of diseases coupled with resource crunch in developing countries is a big challenge for policy makers and health managers. Comprehensive concepts and application knowledge of leadership is very important for health managers in the present day in order to get best output that satisfies all the stake holders. Present anthropological study was done to assess the perception and knowledge of leadership among the health managers working in tertiary level hospitals. This qualitative study was conducted in two public sector tertiary level hospitals of Lahore chosen randomly out of a total of seven such hospitals in the same city. Convenient sampling technique was used. Observation and in- depth interviews were conducted for data collection. Open ended questionnaire on the lines of MLQ was used. One main domain of leadership was developed and categorisation of the themes was done in the two evolved categories of transformational and transactional leadership. In the domain of leadership 10 of the health managers showed positive themes for transactional leadership, 6 showed positive themes for transformational leadership, and still 1 health manager showed overall negative response for the concept of leadership; he was totally in favour of dictatorship. Health managers with degrees in management/administration had better concept about the key idea of leadership and its variables. Female health managers were more inclined towards transformational leadership behaviour.

Speed Determines Leadership and Leadership Determines Learning during Pigeon Flocking.

Science.gov (United States)

Pettit, Benjamin; Ákos, Zsuzsa; Vicsek, Tamás; Biro, Dora

2015-12-07

A key question in collective behavior is how individual differences structure animal groups, affect the flow of information, and give some group members greater weight in decisions. Depending on what factors contribute to leadership, despotic decisions could either improve decision accuracy or interfere with swarm intelligence. The mechanisms behind leadership are therefore important for understanding its functional significance. In this study, we compared pigeons' relative influence over flock direction to their solo flight characteristics. A pigeon's degree of leadership was predicted by its ground speeds from earlier solo flights, but not by the straightness of its previous solo route. By testing the birds individually after a series of flock flights, we found that leaders had learned straighter homing routes than followers, as we would expect if followers attended less to the landscape and more to conspecifics. We repeated the experiment from three homing sites using multiple independent flocks and found individual consistency in leadership and speed. Our results suggest that the leadership hierarchies observed in previous studies could arise from differences in the birds' typical speeds. Rather than reflecting social preferences that optimize group decisions, leadership may be an inevitable consequence of heterogeneous flight characteristics within self-organized flocks. We also found that leaders learn faster and become better navigators, even if leadership is not initially due to navigational ability. The roles that individuals fall into during collective motion might therefore have far-reaching effects on how they learn about the environment and use social information. Copyright © 2015 Elsevier Ltd. All rights reserved.

Crisis leadership in an acute clinical setting: christchurch hospital, new zealand ICU experience following the february 2011 earthquake.

Science.gov (United States)

Zhuravsky, Lev

2015-04-01

On Tuesday, February 22, 2011, a 6.3 magnitude earthquake struck Christchurch, New Zealand. This qualitative study explored the intensive care units (ICUs) staff experiences and adopted leadership approaches to manage a large-scale crisis resulting from the city-wide disaster. To date, there have been a very small number of research publications to provide a comprehensive overview of crisis leadership from the perspective of multi-level interactions among staff members in the acute clinical environment during the process of the crisis management. The research was qualitative in nature. Participants were recruited into the study through purposive sampling. A semi-structured, audio-taped, personal interview method was chosen as a single data collection method for this study. This study employed thematic analysis. Formal team leadership refers to the actions undertaken by a team leader to ensure the needs and goals of the team are met. Three core, formal, crisis-leadership themes were identified: decision making, ability to remain calm, and effective communication. Informal leaders are those individuals who exert significant influence over other members in the group to which they belong, although no formal authority has been assigned to them. Four core, informal, crisis-leadership themes were identified: motivation to lead, autonomy, emotional leadership, and crisis as opportunity. Shared leadership is a dynamic process among individuals in groups for which the objective is to lead one another to the achievement of group or organizational goals. Two core, shared-leadership themes were identified: shared leadership within formal medical and nursing leadership groups, and shared leadership between formal and informal leaders in the ICU. The capabilities of formal leaders all contributed to the overall management of a crisis. Informal leaders are a very cohesive group of motivated people who can make a substantial contribution and improve overall team performance in a

Cyber-security in smart cities: The case of Dubai

OpenAIRE

Efthymiopoulos, Marios-Panagiotis

2016-01-01

The city of Dubai emerges as a leading partner in not only technology innovation but also designed infrastructure and strategic security. There is a strategy, which will globally add the city and leadership to the leading smart cities of the world. Considering current and future challenges, the strategic aim is to "smart" wire the city of Dubai by 2020. Dubai is a city of strategic technology, innovation and management. It is a global, vibrant and emerging economy among others, that can becom...

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…

Leadership in Sustainability: Creating an Interface between Creativity and Leadership Theory in Dealing with “Wicked Problems”

Directory of Open Access Journals (Sweden)

Renee Newman-Storen

2014-09-01

Full Text Available Fundamental to Leadership in Sustainability, a course in the Masters in Sustainability and Climate Policy (coursework offered through Curtin University Sustainability Policy (CUSP Institute, is that the complexity, flexibility and vitality of sustainability are precisely why sustainability practitioners commit themselves to finding new and innovative solutions to complex problems. The course asks the student to “think differently” and to engage in debate that inspires and encourages creative thinking strategies for the planning and development of our cities and communities. This paper details what the course is about, how it is structured and what the connections are between creativity, sustainability and theories of leadership, arguing that strong and resilient leadership requires thinking differently in order to deal with “wicked problems” associated with sustainability.

Analysis of the effect of leadership and organizational culture on the organizational effectiveness of radiological technologist's working environments

International Nuclear Information System (INIS)

Kim, J.H.; Kim, C.S.; Kim, J.M.

2011-01-01

Purpose: The purpose of this study was to present ideas to upgrade job performance and improve organizational management by analyzing leadership aspects and organizational cultures of radiological technologist organizations. Method: A questionnaire was used to collect data from 261 radiological technologists working in the city of Busan. Then, SPSS/PC + Win 13 was used to statistically analyze the collected data. One-way ANOVA was adopted to test differences among groups, and multiple regression analyses were conducted to examine the effect of organizational culture and leadership upon organizational effectiveness. Results: First, it was found that radiological technologists stressed consensus most among the 4 types of organizational culture and regarded core transformational leadership as the right type of leadership. Second, regarding the relationship between leadership and organizational effectiveness, transformational leadership had the highest influence upon organizational effectiveness. Third, as for the relationship between organizational culture and organizational effectiveness, it was found that a developmental culture has the highest influence upon organizational effectiveness, followed by a culture of consensus. Conclusion: If transformational leadership and consensual culture are used properly for upgrading job performance in the organization, conflicts among radiological technologists might be reduced, thereby enhancing organizational effectiveness.

The essential tension between leadership and power: when leaders sacrifice group goals for the sake of self-interest.

Science.gov (United States)

Maner, Jon K; Mead, Nicole L

2010-09-01

Throughout human history, leaders have been responsible for helping groups attain important goals. Ideally, leaders use their power to steer groups toward desired outcomes. However, leaders can also use their power in the service of self-interest rather than effective leadership. Five experiments identified factors within both the person and the social context that determine whether leaders wield their power to promote group goals versus self-interest. In most cases, leaders behaved in a manner consistent with group goals. However, when their power was tenuous due to instability within the hierarchy, leaders high (but not low) in dominance motivation prioritized their own power over group goals: They withheld valuable information from the group, excluded a highly skilled group member, and prevented a proficient group member from having any influence over a group task. These self-interested actions were eliminated when the group was competing against a rival outgroup. Findings provide important insight into factors that influence the way leaders navigate the essential tension between leadership and power. (PsycINFO Database Record (c) 2010 APA, all rights reserved).

Influence of Leadership Styles on Community Development ...

African Journals Online (AJOL)

Toshiba

Influence of Leadership Styles on Community. Development Programmes' Implementation in. Rural Communities of Akwa Ibom State Nigeria. Okoji, Olufemi Onweazu - Department of Educational Management,. Lead City University, Ibadan, Nigeria. E-mail: femiokoji2008@yahoomail.com. Abstract. Community development ...

[Self-determined but with professional leadership? On the effectiveness and definition of self-help groups].

Science.gov (United States)

Klytta, C; Wilz, G

2007-02-01

Because the effectiveness of self-help groups (SHGs) has not been proven yet and also since multi-focus reviews on SHGs are rare, the present article offers an overview of the current state of research. Possible reasons for the conflicting results in the literature are also investigated. An extensive literature search was done to review studies which used longitudinal design and control groups to measure the effectiveness of SHGs and so-called "support groups". Positive effects in comparison to the control groups were proven in four out of seven of the studies. In the remaining three studies the outcomes between the groups were the same. Considering the naturalistic designs of the studies, these results clearly indicate that SHGs are indeed effective. An insufficient consideration of the heterogeneity of the groups is held responsible for the difficulties associated with previous research on the topic, especially as far as the differentiation between SHGs and professionally led groups is concerned. The definition excludes professional leadership but, in fact, professional involvement in SHGs up to their leadership is the rule. The following suggestions have been derived from this literature analysis: uniform classifications for SHGs and professionally-led support groups should be established in order to make it possible to provide a clear distinction between these types of groups as well as to indicate the extent of professional involvement in them. A plea is made for a generally stronger consideration of organisational differences in the research of SHGs.

Collaborative planning for city development. A perspective from a city planner

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Kamalia Purbani

2017-04-01

Full Text Available A number of definitions related to collaborative governance have been developed since early 2000. The common characteristics of collaborative governance are, among others, policy consensus, community visioning, consensus rule-making, and collaborative network structures. Collaborative planning is a new paradigm of planning for a complex contemporary society through which it encourages people to be engaged in a dialogue in a situation of equal empowerment and shared information to learn new ideas through mutual understanding, to create innovative outcomes and to build institutional capacity. This indicates that collaborative planning can provide policy makers with more effective community participation. Collaborative process is the key of collaborative planning which also emphasizes the significant role of collaborative leadership. The process includes a participatory activity of dialogue oriented to the joint decision and summarized in a collaborative process. The collaborative leadership is crucial for setting and maintaining clear ground rules, building trust, facilitating dialogue, and exploring mutual gains. Along with the shift of planning paradigm, the role of city planner will also change since the city planning deals with the political process. In the political process, city planners must be able to perform as technocrats, bureaucrats, lawyers and politicians who always uphold their ethics because they are responsible to the society, the assignor for their integrity and professionalism.

Transformational Leadership in the City of Yogyakarta During Herry Zudianto’s Era

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Erni Zuhriyati

2014-08-01

Full Text Available Political and governmental transformation that took place after the 1998 reformation brought the necessity for the bureaucracy to make self improvement. Bureaucratic performance in providing public services became the main focus. In this framework, leadership is the significant factor in performing a series of government innovation. This study aims to describe the implementation of transformational leadership to create an innovative government in Yogyakarta during Herry Zudianto’s Era. The category of this study is a qualitative research. The data used is primary data that was obtained by interview, questionnaire, and observation, and secondary data obtained with the technique of data collection documentation. The results showed that Herry Zudianto has the criteria of transformative leadership in doing government innovation with characteristics of the four dimensions, namely idealized influence, inspirational motivation, intellectual stimulation and individualized consideration. Transformational leadership by contextual style according to the demands of the contemporary socio-politics has implications for the occurrence of a change of two organizational entities, namely organizational culture and innovation in policy implementation.

Competencies for Student Leadership Development in Doctor of Pharmacy Curricula to Assist Curriculum Committees and Leadership Instructors

Science.gov (United States)

Traynor, Andrew P.; Boyle, Cynthia J.

2013-01-01

Objective. To assist curriculum committees and leadership instructors by gathering expert opinion to define student leadership development competencies for pharmacy curricula. Methods. Twenty-six leadership instructors participated in a 3-round, online, modified Delphi process to define competencies for student leadership development in pharmacy curricula. Round 1 asked open-ended questions about leadership knowledge, skills, and attitudes. Round 2 grouped responses for agreement rating and comment. Round 3 allowed rating and comment on competencies not yet meeting consensus, which was prospectively set at 80%. Results. Eleven competencies attained 80% consensus or higher and were grouped into 3 areas: leadership knowledge, personal leadership commitment, and leadership skill development. Connections to contemporary leadership development literature were outlined for each competency as a means of verifying the panel’s work. Conclusions. The leadership competencies will aid students in addressing: What is leadership? Who am I as a leader? What skills and abilities do I need to be effective? The competencies will help curriculum committees and leadership instructors to focus leadership development opportunities, identify learning assessments, and define program evaluation. PMID:24371346

Competencies for student leadership development in doctor of pharmacy curricula to assist curriculum committees and leadership instructors.

Science.gov (United States)

Janke, Kristin K; Traynor, Andrew P; Boyle, Cynthia J

2013-12-16

To assist curriculum committees and leadership instructors by gathering expert opinion to define student leadership development competencies for pharmacy curricula. Twenty-six leadership instructors participated in a 3-round, online, modified Delphi process to define competencies for student leadership development in pharmacy curricula. Round 1 asked open-ended questions about leadership knowledge, skills, and attitudes. Round 2 grouped responses for agreement rating and comment. Round 3 allowed rating and comment on competencies not yet meeting consensus, which was prospectively set at 80%. Eleven competencies attained 80% consensus or higher and were grouped into 3 areas: leadership knowledge, personal leadership commitment, and leadership skill development. Connections to contemporary leadership development literature were outlined for each competency as a means of verifying the panel's work. The leadership competencies will aid students in addressing: What is leadership? Who am I as a leader? What skills and abilities do I need to be effective? The competencies will help curriculum committees and leadership instructors to focus leadership development opportunities, identify learning assessments, and define program evaluation.

The effects of proportional representation and gender orientation of the task on emergent leadership behavior in mixed-gender work groups.

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Karakowsky, L; Siegel, J P

1999-08-01

Much of the research that has examined the behavioral consequences of membership in mixed-gender work groups suggests that men are more participative and influential in task-related behavior. Drawing from elements of sociological, structural, and psychological perspectives, this study examined the effects of group gender composition and gender orientation of the group's task on patterns of emergent leadership behavior. Participants were assigned to male-dominated, female-dominated, or balanced-gender groups for the purpose of discussing and generating solutions for two business-related cases--each case emphasized either male-oriented or female-oriented expertise. The findings suggest that the proportional representation of men and women in a work group, along with the gender orientation of the group's task, can significantly influence the level of leadership behavior exhibited in group activity.

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…

Chicago Business Leadership and School Reform. Supporting Leaders for Tomorrow, Occasional Paper #3.

Science.gov (United States)

Bednarik, David

Chicago's city leaders, unlike other city leaders, are going after fundamental and radical restructuring of the nation's third largest school system, but have found that it is hard to achieve. This paper provides a snapshot of the growing political involvement of Chicago's business leadership with the city's troubled school system. The need for…

The Responsive Leadership Intervention: Improving leadership and individualized care in long-term care.

Science.gov (United States)

Caspar, Sienna; Le, Anne; McGilton, Katherine S

The Responsive Leadership Intervention (RLI) is a multi-faceted intervention. We evaluated the influence of the RLI on i) responsive leadership practices by team leaders; ii) health care aides' (HCAs) self-determination; iii) HCAs' perceived ability to provide individualized care. A quasi-experimental repeated measures non-equivalent control group design was used to assess participant outcomes in four long-term care facilities (two control, two intervention) across four time periods. Change from baseline to 1-month post-intervention was greater in the intervention group than control group for Individualized Care (IC) (p = 0.001), but not for Self Determination (p = 0.26). Perceived levels of responsive leadership was greater following the intervention among participants with baseline measures that were less than the median (p = 0.007), but not if greater. At 3-months post-intervention, the intervention group retained 32% of the difference from control in IC, and 49% of the difference from control in responsive leadership; at 6-months post-intervention, 35% and 28%, respectively. The RLI is a feasible method for improving responsive leadership practices and individualized care. Copyright © 2017 Elsevier Inc. All rights reserved.

The need for strong clinical leaders - Transformational and transactional leadership as a framework for resident leadership training.

Science.gov (United States)

Saravo, Barbara; Netzel, Janine; Kiesewetter, Jan

2017-01-01

For the purpose of providing excellent patient care, residents need to be strong, effective leaders. The lack of clinical leadership is alarming given the detrimental effects on patient safety. The objective of the study was to assess whether a leadership training addressing transactional and transformational leadership enhances leadership skills in residents. A volunteer sample of 57 residents from postgraduate year one to four was recruited across a range of medical specialties. The residents took part in an interventional controlled trial. The four-week IMPACT leadership training provided specific strategies for leadership in the clinical environment, addressing transactional (e.g. active control, contingent reward) and transformational leadership skills (e.g. appreciation, inspirational motivation). Transactional and transformational leadership skill performance was rated (1) on the Performance Scale by an external evaluator blinded to the study design and (2) self-assessed transformational and transactional leadership skills. Both measures contained items of the Multifactor Leadership Questionnaire, with higher scores indicating greater leadership skills. Both scores were significantly different between the IMPACT group and the control group. In the IMPACT group, the Performance Scale increased 15% in transactional leadership skill performance (2.10 to 2.86) (intervention effect, 0.76; 95% CI, 0.40 to 1.13; p transformational leadership skill performance (2.26 to 2.94) (intervention effect, 0.68; 95% CI, 0.27 to 1.09; p transformational leadership skills (3.54 to 3.86) (intervention effect, 0.31; 95% CI, 0.02 to 0.40; ptransformational leadership framework for graduate leadership training. Future studies should incorporate time-latent post-tests, evaluating the stability of the behavioral performance increase.

Who are the Devils Wearing Prada in New York City?

OpenAIRE

Chen, KuanTing; Chen, Kezhen; Cong, Peizhong; Hsu, Winston H.; Luo, Jiebo

2015-01-01

Fashion is a perpetual topic in human social life, and the mass has the penchant to emulate what large city residents and celebrities wear. Undeniably, New York City is such a bellwether large city with all kinds of fashion leadership. Consequently, to study what the fashion trends are during this year, it is very helpful to learn the fashion trends of New York City. Discovering fashion trends in New York City could boost many applications such as clothing recommendation and advertising. Does...

[Unravelling medical leadership].

Science.gov (United States)

Voogt, Judith J; van Rensen, Elizabeth L J; Noordegraaf, Mirko; Schneider, Margriet M E

2015-01-01

Medical leadership is a popular topic in the Netherlands, and several interest groups now incorporate medical leadership into postgraduate medical education. However, there is no consensus on what this concept entails. By conducting a discourse analysis, a qualitative method which uses language and text to reveal existing viewpoints, this article reveals three perspectives on medical leadership: administrative leadership, leadership within organisations and leadership within each doctor's daily practice. Text analysis shows that the first two perspectives refer to medical leadership mainly in a defensive manner: by demonstrating medical leadership doctors could 'take the lead' once again; patient care only seems to play a small part in the process. These perspectives are not free of consequences, they will determine how the medical profession is constructed. For this reason, it is argued that there should be more emphasis on the third perspective, in which the quality of care for patients is of primary importance.

A Known Group Analysis Validity Study of the Vanderbilt Assessment of Leadership in Education in US Elementary and Secondary Schools

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Covay Minor, Elizabeth; Porter, Andrew C.; Murphy, Joseph; Goldring, Ellen B.; Cravens, Xiu; Elloitt, Stephen N.

2014-01-01

The Vanderbilt Assessment of Leadership in Education (VAL-ED) provides educators with a tool for principal evaluation based on principal, teacher, and supervisor reports of principals' learning-centered leadership. In this study, we conduct a known group analysis as part of a larger argument for the validity of the VAL-ED in US elementary and…

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.

Collective leadership and safety cultures (Co-Lead): protocol for a mixed-methods pilot evaluation of the impact of a co-designed collective leadership intervention on team performance and safety culture in a hospital group in Ireland.

Science.gov (United States)

McAuliffe, Eilish; De Brún, Aoife; Ward, Marie; O'Shea, Marie; Cunningham, Una; O'Donovan, Róisín; McGinley, Sinead; Fitzsimons, John; Corrigan, Siobhán; McDonald, Nick

2017-11-03

There is accumulating evidence implicating the role of leadership in system failures that have resulted in a range of errors in healthcare, from misdiagnoses to failures to recognise and respond to patient deterioration. This has led to concerns about traditional hierarchical leadership structures and created an interest in the development of collective ways of working that distribute leadership roles and responsibilities across team members. Such collective leadership approaches have been associated with improved team performance and staff engagement. This research seeks to improve our understanding of collective leadership by addressing two specific issues: (1) Does collective leadership emerge organically (and in what forms) in a newly networked structure? and (2) Is it possible to design and implement collective leadership interventions that enable teams to collectively improve team performance and patient safety? The first phase will include a social network analysis, using an online survey and semistructured interviews at three time points over 12 months, to document the frequency of contact and collaboration between senior hospital management staff in a recently configured hospital group. This study will explore how the network of 11 hospitals is operating and will assess whether collective leadership emerges organically. Second, collective leadership interventions will be co-designed during a series of workshops with healthcare staff, researchers and patient representatives, and then implemented and evaluated with four healthcare teams within the hospital network. A mixed-methods evaluation will explore the impact of the intervention on team effectiveness and team performance indicators to assess whether the intervention is suitable for wider roll-out and evaluation across the hospital group. Favourable ethical opinion has been received from the University College Dublin Research Ethics Committee (HREC-LS-16-116397/LS-16-20). Results will be disseminated

A Cross-Cultural Study on Transformational Leadership

Institute of Scientific and Technical Information of China (English)

XU Wei

2016-01-01

This paper examines transformational leadership theory and the relationship between transformational leadership and group performance as well. Transformational leadership asks leaders to understand the needs of followers and motivate follow-ers for their overall development, which brings benefits to a group. It is hoped that this paper can contribute to comparative stud-ies on Transformational leadership in the U.S. and China.

Motivational atmosphere, leadership and group cohesion in university sports context

Directory of Open Access Journals (Sweden)

Santiago Maximiliano Troncoso Avalos

2015-06-01

Full Text Available Objectives: To learn about the coach-athlete interactions and understand the practice of leadership, motivational atmosphere generation and communication between players and sport leaders. Methodology: Mixed cohort methodology. A correlation of quantitative variables was performed and the experience and sense of sporting context were analysed with a qualitative approach. The following instruments were applied to 31 college athletes: Perceived Motivational atmosphere in Sport (PMASQ-2 Sport atmosphere (SA and ego orientation and Task in Sport. To obtain further information, semi-structured interviews were carried out to 6 athletes and 2 university coaches. Results: the sportsperson’s feeling of confidence in his/her coach is a result of his/her feeling understood and accepted by the coach. He/She generates a motivational atmosphere oriented towards ego is related to athletes with ego-goal orientations. Coaches use two opposing styles of leadership: democratic leadership (training and autocratic leadership (competitions Conclusions: When sportspeople trust the person who coaches them, they experience more satisfaction in sport. Moreover, when the coach promotes social comparison, this contributes to create rivalry among teammates and to base their performance in sport results.

Tuberculosis control in big cities and urban risk groups in the European Union: a consensus statement.

Science.gov (United States)

van Hest, N A; Aldridge, R W; de Vries, G; Sandgren, A; Hauer, B; Hayward, A; Arrazola de Oñate, W; Haas, W; Codecasa, L R; Caylà, J A; Story, A; Antoine, D; Gori, A; Quabeck, L; Jonsson, J; Wanlin, M; Orcau, Å; Rodes, A; Dedicoat, M; Antoun, F; van Deutekom, H; Keizer, St; Abubakar, I

2014-03-06

In low-incidence countries in the European Union (EU), tuberculosis (TB) is concentrated in big cities, especially among certain urban high-risk groups including immigrants from TB high-incidence countries, homeless people, and those with a history of drug and alcohol misuse. Elimination of TB in European big cities requires control measures focused on multiple layers of the urban population. The particular complexities of major EU metropolises, for example high population density and social structure, create specific opportunities for transmission, but also enable targeted TB control interventions, not efficient in the general population, to be effective or cost effective. Lessons can be learnt from across the EU and this consensus statement on TB control in big cities and urban risk groups was prepared by a working group representing various EU big cities, brought together on the initiative of the European Centre for Disease Prevention and Control. The consensus statement describes general and specific social, educational, operational, organisational, legal and monitoring TB control interventions in EU big cities, as well as providing recommendations for big city TB control, based upon a conceptual TB transmission and control model.

City Carbon Footprint Networks

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Guangwu Chen

2016-07-01

Full Text Available Progressive cities worldwide have demonstrated political leadership by initiating meaningful strategies and actions to tackle climate change. However, the lack of knowledge concerning embodied greenhouse gas (GHG emissions of cities has hampered effective mitigation. We analyse trans-boundary GHG emission transfers between five Australian cities and their trading partners, with embodied emission flows broken down into major economic sectors. We examine intercity carbon footprint (CF networks and disclose a hierarchy of responsibility for emissions between cities and regions. Allocations of emissions to households, businesses and government and the carbon efficiency of expenditure have been analysed to inform mitigation policies. Our findings indicate that final demand in the five largest cities in Australia accounts for more than half of the nation’s CF. City households are responsible for about two thirds of the cities’ CFs; the rest can be attributed to government and business consumption and investment. The city network flows highlight that over half of emissions embodied in imports (EEI to the five cities occur overseas. However, a hierarchy of GHG emissions reveals that overseas regions also outsource emissions to Australian cities such as Perth. We finally discuss the implications of our findings on carbon neutrality, low-carbon city concepts and strategies and allocation of subnational GHG responsibility.

LEADERSHIP IN OPTIMIZING MANAGEMENT OF HUMAN RESOURCES FOR GROUP SUSTAINABILITY (Case of Farmer Groups of Gisik Pranaji Bugel Village Panjatan Kulon Progo Regency

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Sri Kuning Retno Dewandini

2016-07-01

Full Text Available Leadership is one important aspect in the sucess of the group. The leader of a group have a role as determinat sucess of the group. Nothing a leader, a group will only run without direction and purpose. But the sucess of a group is not only determined by a leader, but also it determined by his followers as well as a supportive environment. Gisik Pranaji farmer groups in the Bugel village of Panjatan Kulon Progo Regency able to survive due to the role of farmer group. To sustain these group need the support of the parties involved in it, including all the members of farmers and the environment.

Analysis of the effect of leadership and organizational culture on the organizational effectiveness of radiological technologist's working environments

Energy Technology Data Exchange (ETDEWEB)

Kim, J.H.; Kim, C.S. [Department of Radiological Science, College of Health sciences, Catholic University of Pusan, Bugok 3-Dong, Geumjeong-gu, Busan 607-757 (Korea, Republic of); Kim, J.M., E-mail: donald@cup.ac.kr [Department of Computer Education, Graduate School, Korea University, Anam-dong Seongbuk - gu, Seoul 136-701 (Korea, Republic of)

2011-08-15

Purpose: The purpose of this study was to present ideas to upgrade job performance and improve organizational management by analyzing leadership aspects and organizational cultures of radiological technologist organizations. Method: A questionnaire was used to collect data from 261 radiological technologists working in the city of Busan. Then, SPSS/PC + Win 13 was used to statistically analyze the collected data. One-way ANOVA was adopted to test differences among groups, and multiple regression analyses were conducted to examine the effect of organizational culture and leadership upon organizational effectiveness. Results: First, it was found that radiological technologists stressed consensus most among the 4 types of organizational culture and regarded core transformational leadership as the right type of leadership. Second, regarding the relationship between leadership and organizational effectiveness, transformational leadership had the highest influence upon organizational effectiveness. Third, as for the relationship between organizational culture and organizational effectiveness, it was found that a developmental culture has the highest influence upon organizational effectiveness, followed by a culture of consensus. Conclusion: If transformational leadership and consensual culture are used properly for upgrading job performance in the organization, conflicts among radiological technologists might be reduced, thereby enhancing organizational effectiveness.

The need for strong clinical leaders – Transformational and transactional leadership as a framework for resident leadership training

Science.gov (United States)

Saravo, Barbara; Netzel, Janine

2017-01-01

Background For the purpose of providing excellent patient care, residents need to be strong, effective leaders. The lack of clinical leadership is alarming given the detrimental effects on patient safety. The objective of the study was to assess whether a leadership training addressing transactional and transformational leadership enhances leadership skills in residents. Methods A volunteer sample of 57 residents from postgraduate year one to four was recruited across a range of medical specialties. The residents took part in an interventional controlled trial. The four-week IMPACT leadership training provided specific strategies for leadership in the clinical environment, addressing transactional (e.g. active control, contingent reward) and transformational leadership skills (e.g. appreciation, inspirational motivation). Transactional and transformational leadership skill performance was rated (1) on the Performance Scale by an external evaluator blinded to the study design and (2) self-assessed transformational and transactional leadership skills. Both measures contained items of the Multifactor Leadership Questionnaire, with higher scores indicating greater leadership skills. Results Both scores were significantly different between the IMPACT group and the control group. In the IMPACT group, the Performance Scale increased 15% in transactional leadership skill performance (2.10 to 2.86) (intervention effect, 0.76; 95% CI, 0.40 to 1.13; p transformational leadership skill performance (2.26 to 2.94) (intervention effect, 0.68; 95% CI, 0.27 to 1.09; p transformational leadership skills (3.54 to 3.86) (intervention effect, 0.31; 95% CI, 0.02 to 0.40; ptransformational leadership framework for graduate leadership training. Future studies should incorporate time-latent post-tests, evaluating the stability of the behavioral performance increase. PMID:28841662

Developing a parent-professional team leadership model in group work: work with families with children experiencing behavioral and emotional problems.

Science.gov (United States)

Ruffolo, Mary C; Kuhn, Mary T; Evans, Mary E

2006-01-01

Building on the respective strengths of parent-led and professional-led groups, a parent-professional team leadership model for group interventions was developed and evaluated for families of youths with emotional and behavioral problems. The model was developed based on feedback from 26 parents in focus group sessions and recommendations from mental health professionals in staff meetings. Evaluations of an implementation of the model in a support, empowerment, and education group intervention (S.E.E. group) have demonstrated the usefulness of this approach in work with families of children with behavioral and emotional problems. This article discusses the challenges of instituting the model in an S.E.E. group. It explores how parents and professionals build the team leadership model and the strengths of this approach in working with parents of youths with serious emotional disturbances.

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...

Leadership and Knowledge Management in an E-Government Environment

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Jason H. Sharp

2012-02-01

Full Text Available The Malcolm Baldrige National Quality Award (MBNQA is well known to assess quality and business processes in a variety of sectors, including government. In this study, we investigate the relationship between aspects of the MBNQA’s leadership triad and knowledge management in an e-government context. Specifically, we survey 1,100 employees of a medium-sized city government in the United States to investigate the relationship between leadership triad components, leadership strategic planning, and customer/market focus, with knowledge management. Our results show that these components are significantly related to knowledge management and are important in the delivery of e-government applications to the citizenry.

The effects of intervention based on supportive leadership behaviour on Iranian nursing leadership performance: a randomized controlled trial.

Science.gov (United States)

Shirazi, Mandana; Emami, Amir Hossein; Mirmoosavi, Seyed Jamal; Alavinia, Seyed Mohammad; Zamanian, Hadi; Fathollahbeigi, Faezeh; Masiello, Italo

2016-04-01

To assess the effects of a workshop on supportive leadership behaviour (SLB) on the performance of head nurses, using a randomized controlled trial design. The effect of transformational leadership on SLB in nursing management is emphasised. A total of 110 head nurses working at university hospitals were included randomly in two control and intervention groups. The head nurses in the intervention group participated in supportive leadership training, but the control group did not. Performance in supportive leadership was assessed with a validated instrument, which six subordinates used to assess their head nurse (n = 731). There was a significant difference in SLB scores from baseline to the 3 month follow-up (P leadership behaviour, particularly the interactive multifaceted training, improved the leadership performance of the head nurses who participated in this study. Health policy decision makers should apply SLB, which is a significant leadership style, to improve the outcomes in other groups of health-care management, such as physicians. Future studies are needed to investigate the effects of such workshops in longer periods of follow up. © 2015 John Wiley & Sons Ltd.

THE BASIC COMPONENTS OF SUCCESSFUL LEADERSHIP IN SPORT

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Radovan Čokorilo

2015-05-01

Full Text Available Leadership is the most important factor of the structure and dynamics of each organised group. In the broadest sense of the word it is studied as an interactive process which affects individuals and groups in terms of implementation of the set goals. Leadership affects orientation of a group, exchange of information, decision making, establishment of interpersonal relations, people’s motivation, etc. One should make a difference between a leader and a manager who is primarily in charge of planning, organisation, budget, assistant personnel etc. Even though leaders sometimes have the same obligations, leadership involves the skill of vision embodiment and not only a specific style of behaviour. Methods: It is primarily used descriptive, analytical and synthetic methods by which we critically anlizirali phenomenon of leadership in the sports group and different approaches in his study. In connection with this leadership was observed as an important multidimensional conditioned interactive process in the sports group. Results: Summative results of different approaches to analysis of leadership in sport have shown that no single approach can be labelled as the best one however, understanding advantages of each one of them enables us to understand better the thing that makes leadership successful. The most important proven factors of efficient leadership are leader’s quality, followers’ quality, situational factor and leadership style. Discussion: The most important quality leaders have proven integrity, flexibility, responsibility, self-discipline and patience. They should be viewed in the context of democratic and autocratic style of leadership. Situational and environmental factors (type of sport, the number of teams, team interactivity ... determine the importance of certain personality traits and leadership style choice. Finally, the quality of group members largely determines the success of a leader. The need for blending style leaders

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).

Clinical leadership development and education for nurses: prospects and opportunities

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Joseph ML

2015-07-01

Full Text Available M Lindell Joseph, Diane L Huber College of Nursing, The University of Iowa, Iowa City, IA, USA Abstract: With the implementation of the Affordable Care Act, elevated roles for nurses of care coordinator, clinical nurse leader, and advanced practice registered nurse have come to the forefront. Because change occurs so fast, matching development and education to job requirements is a challenging forecasting endeavor. The purpose of this article is to envision clinical leadership development and education opportunities for three emerging roles. The adoption of a common framework for intentional leadership development is proposed for clinical leadership development across the continuum of care. Solutions of innovation and interdependency are framed as core concepts that serve as an opportunity to better inform clinical leadership development and education. Additionally, strategies are proposed to advance knowledge, skills, and abilities for crucial implementation of improvements and new solutions at the point of care. Keywords: clinical leadership, nursing leadership, CNL, care coordination, innovation, interdependency

The Surgeons' Leadership Inventory (SLI): a taxonomy and rating system for surgeons' intraoperative leadership skills.

Science.gov (United States)

Henrickson Parker, Sarah; Flin, Rhona; McKinley, Aileen; Yule, Steven

2013-06-01

Surgeons must demonstrate leadership to optimize performance and maximize patient safety in the operating room, but no behavior rating tool is available to measure leadership. Ten focus groups with members of the operating room team discussed surgeons' intraoperative leadership. Surgeons' leadership behaviors were extracted and used to finalize the Surgeons' Leadership Inventory (SLI), which was checked by surgeons (n = 6) for accuracy and face validity. The SLI was used to code video recordings (n = 5) of operations to test reliability. Eight elements of surgeons' leadership were included in the SLI: (1) maintaining standards, (2) managing resources, (3) making decisions, (4) directing, (5) training, (6) supporting others, (7) communicating, and (8) coping with pressure. Interrater reliability to code videos of surgeons' behaviors while operating using this tool was acceptable (κ = .70). The SLI is empirically grounded in focus group data and both the leadership and surgical literature. The interrater reliability of the system was acceptable. The inventory could be used for rating surgeons' leadership in the operating room for research or as a basis for postoperative feedback on performance. Copyright © 2013 Elsevier Inc. All rights reserved.

A bottom-up perspective on leadership of collaborative innovation in the public sector

DEFF Research Database (Denmark)

Hansen, Jesper Rohr

The thesis investigates how new forms of public leadership can contribute to solving complex problems in today’s welfare societies through innovation. A bottom-up type of leadership for collaborative innovation addressing wicked problems is theorised, displaying a social constructive process...... approach to leadership; a theoretical model emphasises that leadership emerges through social processes of recognition. Leadership is recognised by utilising the uncertainty of a wicked problem and innovation to influence collaborators’ sensemaking processes. The empirical setting is the City of Copenhagen....... A crucial condition for success is iterative leadership adaptation. In conclusion, the thesis finds that specialized professionals are indeed able to develop politically viable, innovative and collaborative solutions to wicked problems; and that such professionals are able to transform themselves...

The need for strong clinical leaders - Transformational and transactional leadership as a framework for resident leadership training.

Directory of Open Access Journals (Sweden)

Barbara Saravo

Full Text Available For the purpose of providing excellent patient care, residents need to be strong, effective leaders. The lack of clinical leadership is alarming given the detrimental effects on patient safety. The objective of the study was to assess whether a leadership training addressing transactional and transformational leadership enhances leadership skills in residents.A volunteer sample of 57 residents from postgraduate year one to four was recruited across a range of medical specialties. The residents took part in an interventional controlled trial. The four-week IMPACT leadership training provided specific strategies for leadership in the clinical environment, addressing transactional (e.g. active control, contingent reward and transformational leadership skills (e.g. appreciation, inspirational motivation. Transactional and transformational leadership skill performance was rated (1 on the Performance Scale by an external evaluator blinded to the study design and (2 self-assessed transformational and transactional leadership skills. Both measures contained items of the Multifactor Leadership Questionnaire, with higher scores indicating greater leadership skills.Both scores were significantly different between the IMPACT group and the control group. In the IMPACT group, the Performance Scale increased 15% in transactional leadership skill performance (2.10 to 2.86 (intervention effect, 0.76; 95% CI, 0.40 to 1.13; p < .001, eta2 = 0.31 and 14% in transformational leadership skill performance (2.26 to 2.94 (intervention effect, 0.68; 95% CI, 0.27 to 1.09; p < .001, eta2 = 0.22. The self-assessed transactional skills revealed a 4% increase (3.83 to 4.03 (intervention effect, 0.20; 95% CI, 0.08 to 0.33; p < .001, eta2 = 0.18 and a 6% increase in transformational leadership skills (3.54 to 3.86 (intervention effect, 0.31; 95% CI, 0.02 to 0.40; p< .001, eta2 = 0.53.These findings support the use of the transactional and transformational leadership framework

Transformational leadership behaviors in allied health professions.

Science.gov (United States)

Wylie, David A; Gallagher, Helen L

2009-01-01

The aim of this study was to explore self-reported transformational leadership behavior profiles within the six largest allied health profession groups in the National Health Service in Scotland and to determine whether factors such as seniority of grade, locus of employment, and/or leadership training have a positive influence on transformational leadership behaviors. A postal survey comprising the shorter version of the Multifactorial Leadership Questionnaire (MLQ) and contextual demographic information was completed by 753 allied health professionals from four Health Board areas across Scotland who were randomly selected through a modified cluster sampling technique. The MLQ contains 36 items that measure nine identified leadership factors; however, only the responses to the five transformational leadership factors are reported here. The study identified significant differences in transformational leadership behaviors between individual allied health professions. Radiographers and podiatrists scored consistently lower than the other professional groups across the range of transformational behaviors. Seniority of grade significantly influenced the scores, with higher-graded staff reporting greater leadership behaviors (p leadership training also positively influenced transformational behaviors (p transformational leadership behaviors between individual allied health professions, indicating that some professional groups are inherently advantaged in embracing the modernization agenda. This highlights an as-yet missed opportunity for effectively targeting and evaluating multidisciplinary leadership training programs across the allied health professions.

Evaluating a leadership program: a comparative, longitudinal study to assess the impact of the Executive Leadership in Academic Medicine (ELAM) Program for Women.

Science.gov (United States)

Dannels, Sharon A; Yamagata, Hisashi; McDade, Sharon A; Chuang, Yu-Chuan; Gleason, Katharine A; McLaughlin, Jean M; Richman, Rosalyn C; Morahan, Page S

2008-05-01

The Hedwig van Ameringen Executive Leadership in Academic Medicine (ELAM) program provides an external yearlong development program for senior women faculty in U.S. and Canadian medical schools. This study aims to determine the extent to which program participants, compared with women from two comparison groups, aspire to leadership, demonstrate mastery of leadership competencies, and attain leadership positions. A pre-/posttest methodology and longitudinal structure were used to evaluate the impact of ELAM participation. Participants from two ELAM cohorts were compared with women who applied but were not accepted into the ELAM program (NON) and women from the Association of American Medical Colleges (AAMC) Faculty Roster. The AAMC group was a baseline for midcareer faculty; the NON group allowed comparison for leadership aspiration. Baseline data were collected in 2002, with follow-up data collected in 2006. Sixteen leadership indicators were considered: administrative leadership attainment (four indicators), full professor academic rank (one), leadership competencies and readiness (eight), and leadership aspirations and education (three). For 15 of the indicators, ELAM participants scored higher than AAMC and NON groups, and for one indicator they scored higher than only the AAMC group (aspiration to leadership outside academic health centers). The differences were statistically significant for 12 indicators and were distributed across the categories. These included seven of the leadership competencies, three of the administrative leadership attainment indicators, and two of the leadership aspirations and education indicators. These findings support the hypothesis that the ELAM program has a beneficial impact on ELAM fellows in terms of leadership behaviors and career progression.

Constructing leadership identities through stories

DEFF Research Database (Denmark)

Frimann, Søren; Hersted, Lone

2016-01-01

This article analyzes the construction of leadership identities through stories found in four narrative interviews from a qualitative study and leadership development project based on social constructionism and action learning. We argue that leadership development and the construction of leadership...... that the concept of coauthoring is useful in developing leadership and leadership identities through reflexive dialogs and emerging stories....... identities in a postmodern paradigm are based on the negotiation and co-construction of meanings, relationships, and stories. The following questions are investigated: What happens when a group of leaders from different organizations construct, deconstruct, and reconstruct their identity as leaders through...

A Typology of Black Leadership.

Science.gov (United States)

Tryman, Donald L.

1977-01-01

A leadership typology is developed which describes the relationship of Black leadership styles to the Black masses. The role that such leadership plays in the political integration of Blacks as an ethnic group is analyzed. Four authority types are discussed: traditional brokerage, cultural nationalist, religious nationalist, and faddist…

Ethical Leadership, Leader-Member Exchange and Feedback Seeking: A Double-Moderated Mediation Model of Emotional Intelligence and Work-Unit Structure

Science.gov (United States)

Qian, Jing; Wang, Bin; Han, Zhuo; Song, Baihe

2017-01-01

This research elucidates the role of ethical leadership in employee feedback seeking by examining how and when ethical leadership may exert a positive influence on feedback seeking. Using matched reports from 64 supervisors and 265 of their immediate employees from a hotel group located in a major city in China, we proposed and tested a moderated mediation model that examines leader-member exchange (LMX) as the mediator and emotional intelligence as well as work-unit structure as double moderators in the relationships between ethical leadership and followers’ feedback-seeking behavior from supervisors and coworkers. Our findings indicated that (1) LMX mediated the positive relationship between ethical leadership and feedback seeking from both ethical leaders and coworkers, and (2) emotional intelligence and work-unit structure served as joint moderators on the mediated positive relationship in such a way that the relationship was strongest when the emotional intelligence was high and work-unit structure was more of an organic structure rather than a mechanistic structure. PMID:28744251

How does a servant leader fuel the service fire? A multilevel model of servant leadership, individual self identity, group competition climate, and customer service performance.

Science.gov (United States)

Chen, Zhijun; Zhu, Jing; Zhou, Mingjian

2015-03-01

Building on a social identity framework, our cross-level process model explains how a manager's servant leadership affects frontline employees' service performance, measured as service quality, customer-focused citizenship behavior, and customer-oriented prosocial behavior. Among a sample of 238 hairstylists in 30 salons and 470 of their customers, we found that hair stylists' self-identity embedded in the group, namely, self-efficacy and group identification, partially mediated the positive effect of salon managers' servant leadership on stylists' service performance as rated by the customers, after taking into account the positive influence of transformational leadership. Moreover, group competition climate strengthened the positive relationship between self-efficacy and service performance. PsycINFO Database Record (c) 2015 APA, all rights reserved.

Dedicated Education Units: Partnerships for Building Leadership Competency.

Science.gov (United States)

Galuska, Lee A

2015-07-01

To enable nurses to lead in health care transformation, nursing education must include opportunities for developing leadership, as well as clinical competencies. Dedicated education units (DEUs) provide supportive environments for competency development in undergraduate students. This study's aim was to explore the effects of a DEU experience on the leadership development of baccalaureate nursing students. A mixed-methods design included a quantitative strand, using a quasi-experimental, pretest-posttest, multisite design with control groups and a qualitative strand using focus groups. Students in the DEUs demonstrated significant increases (p leadership behaviors, as measured by the Student Leadership Practice Inventory. Focus group themes illuminate how the experiences of the students contributed to their leadership growth. Findings suggest that the DEU experience may promote enhanced undergraduate leadership competency development. Copyright 2015, SLACK Incorporated.

The Leader Ship Is Sinking: A Temporal Investigation of Narcissistic Leadership.

Science.gov (United States)

Ong, Chin Wei; Roberts, Ross; Arthur, Calum A; Woodman, Tim; Akehurst, Sally

2016-04-01

Individuals higher in narcissism have leader emergent tendencies. The characteristics of their personality suggest, however, that their leadership qualities will decrease over time as a function of group acquaintance. We present data from two studies that provide the first empirical support for this theoretical position within a transformational leadership framework. In Study 1 (N = 112), we tested narcissistic leadership qualities in groups of unacquainted individuals over a 12-week period. In Study 2 (N = 152), we adopted the same protocol with groups of acquainted individuals. In Study 1, narcissism was positively associated with peer-rated leadership during initial group formation but not later. In Study 2, narcissism was not significantly associated with peer-rated leadership during initial group formation and was negatively associated with peer-rated leadership later. In Study 1, transformational leadership mediated the relationship between narcissism and leadership initially but not later on. In Study 2, transformational leadership failed to mediate the relationship between narcissism and leadership throughout the study. Despite enjoying a honeymoon period of leadership, the appeal and attractiveness of the narcissistic leader rapidly wane. This decline is explained in part by their changing transformational leadership qualities. © 2014 Wiley Periodicals, Inc.

Enhancing the Leadership of Ward Councillors through Emotional ...

African Journals Online (AJOL)

This article focuses on how emotional intelligence could be utilised to enhance the leadership skill of ward councillors in the Buffalo City Metropolitan Municipality. In this article, the concept of emotional intelligence is considered to include aspects such as self-awareness, motivation, self-management, social awareness, ...

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

Conjoint Analysis As Robust Measure Leadership Preferences Evidence From The Military Service

Directory of Open Access Journals (Sweden)

Easter B. Belandres

2015-08-01

Full Text Available The study proves that conjoint analysis is a robust measure of preferences as it offers to be a promising technique in determining the leadership preferences in the military service. The process of conjoint analysis in this study employs both qualitative and quantitative methods. The qualitative result shows that the ideal military leadership style in Baguio City and in Benguet is authentic servant transformational and transactional leadership. The findings led to the construction of a data gathering tool for the quantitative method to determine the average importance utility weight that the respondents attach to their preferences on military leadership. Quantitative results reveal that the respondents give a higher degree of importance to military officers who carry out transformational transactional servant and authentic leadership in decreasing order of importance.

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.

The role of a positive trigger event in actioning authentic leadership development

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S. Puente

2007-11-01

Full Text Available Authenticity can best be understood in context, and context implies action (Payne, 1996. For the purpose of this study, leadership in general, and authentic leadership in particular, were explored in terms of the actions of former mayor of New York City, Rudolph Giuliani, who displayed authentic leadership in action during the tragic aftermath of the World Trade Centre attacks. Authentic leadership development tends to be triggered by a negative event (as in the case of 9/11 for Giuliani, for example. Since there is limited knowledge of how a positive event may trigger authentic leadership development, the aim of this study was to explore the potential of Appreciative Inquiry (AI - an affirmative mode of action research - as a positive trigger event for authentic leadership development. The results indicated that this positive approach to change could indeed be implemented for this purpose.

CITY OF LONDON: THE SECRETS OF STABILITY

OpenAIRE

M. K. Belyaev

2010-01-01

Reasons why the City, oldest London global financial centre, keeps to hold up leading positions in the financial world, are thoroughly discussed. Initially, this phenomenon was explained by dominating position England held as world industrial power. However, the City has not lost its leadership over last decades when England economics suffered bad times. This is explained by traditions, by the history as well as by specific position London holds as place where «business is made» as well as by...

The empty carriage: lessons in leadership from Florence Nightingale.

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Hegge, Marge

2011-01-01

Florence Nightingale made a profound statement about leadership when she returned from the Crimean War without the fanfare offered to her. Promoters paraded her empty carriage around the city of Southampton England to applaud her accomplishments in the war. Her absence signaled a new leadership, one of quiet determination, humility, and political strategy to improve quality of life. The lessons to be learned for today's nurse leaders revolve around mindfulness, clarity of purpose, reverence for human life, collaborative partnerships, co-evolution, engagement, keeping up with a world in motion, and making meaning.

Leadership from Below

DEFF Research Database (Denmark)

Buhmann, Karin

2017-01-01

Addressing potential global as well as regional or local ‘leadership challenges that matter’, this paper outlines the background and prospects for a potential research agenda for ‘leadership from below’ in the evolution of norms of sustainable conduct and their implementation. The paper understands...... ‘leadership from below’ as the inclusion of individuals or groups who may not have or only with difficulty have access to actively join in conventional processes of evolving norms of conduct on sustainability concerns or drafting implementation strategies, but who possess as valid and relevant insights...... may be included in mainstream communicative processes through electronic communication platforms enabling ‘leadership from below’ through including local people’s sustainability related insights and views and the experience of African mobile phone firms....

NASBE Study Group Surveys State Leadership Development Policy

Science.gov (United States)

Newman, Bobbi; Hull, Robert

2015-01-01

State board members, working in partnership with the Consortium for Policy Research in Education (CPRE) at the University of Pennsylvania, conducted an in-depth study of states' school leadership development policies and practices. Data from this study are being analyzed to determine ways that states can create systems and structures for…

Outdoor Leadership Skills: A Program Perspective

Science.gov (United States)

Shooter, Wynn; Sibthorp, Jim; Paisley, Karen

2009-01-01

Successful hiring, training, and pairing or grouping of staff requires administrators to consider the relationship between their programs' goals and the specific outdoor leadership skills of individual leaders. Authors have divided outdoor leadership skills into a three-category structure, and models of outdoor leadership have focused on skills…

Distinctive Facial Cues Predict Leadership Rank and Selection.

Science.gov (United States)

Re, Daniel E; Rule, Nicholas

2017-09-01

Facial appearance correlates with leadership, both in terms of who is chosen (leader selection) and how they do (leader success). Leadership theories suggest that exceptional individuals acquire positions as leaders. Exceptional traits can differ between domains, however, and so the qualities valued in leaders in one occupation may not match those valued among leaders in another. To test this, we compared the relationship between facial appearance and leadership across two domains: law firms and mafia families. Perceptions of power correlated with leadership among law executives whereas social skill correlated with leadership in organized crime. Critically, these traits were distinctive within their respective groups. Furthermore, an experimental test showed that the relative frequency of facial traits in a group can render them either an asset or liability. Perceived leadership ability is therefore enhanced by characteristics that appear unique among individuals who satisfy the basic criteria for their group.

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

Madrasah Culture Based Transformational Leadership Model

OpenAIRE

Nur Khoiri

2016-01-01

Leadership is the ability to influence, direct behavior, and have a particular expertise in the field of the group who want to achieve the goals. A dynamic organization requires transformational leadership model. A school principal as a leader at school aims to actualize good learning leadership. Leadership learning focuses on learning which components include curriculum, teaching and learning process, assessment, teacher assessment and development, good service in learning, and developing a ...

Leadership Training in Otolaryngology Residency.

Science.gov (United States)

Bent, John P; Fried, Marvin P; Smith, Richard V; Hsueh, Wayne; Choi, Karen

2017-06-01

Although residency training offers numerous leadership opportunities, most residents are not exposed to scripted leadership instruction. To explore one program's attitudes about leadership training, a group of otolaryngology faculty (n = 14) and residents (n = 17) was polled about their attitudes. In terms of self-perception, more faculty (10 of 14, 71.4%) than residents (9 of 17, 52.9%; P = .461) considered themselves good leaders. The majority of faculty and residents (27 of 31) thought that adults could be taught leadership ability. Given attitudes about leadership ability and the potential for improvement through instruction, consideration should be given to including such training in otolaryngology residency.

Canadian public and leadership attitudes to nuclear power

International Nuclear Information System (INIS)

Dobson, J.K.

1976-01-01

Surveys of the Canadian public and leadership were carried out to determine levels of knowledge, perceptions and attitudes toward the use of nuclear power in Canada. The public sample included population over 18 years broken down by region, age, sex and education. The leadership study sampled businessmen, politicians, civil servants, academics and environmentalists. Only 56 % of the public indicated a knowledge of the use of nuclear power: 68 % were in favour, and of these, 39 % were unsure of its safety. Environmentalits were the most knowledgealbe of all the leadership groups, with academics second, and the remaining groups having low levels of information. Fear-producing aspects defined by the survey should be used as the basis for providing information. All leadership groups except environmentalists favoured nuclear power development. Leadership groups identified the same disadvantages as the public (radiation, waste management, pollution and explosions) but added cost. (J.T.A.)

Clinical leadership: Part 2. Transforming leadership.

Science.gov (United States)

Sheridan, Mary; Corney, Barbra

2003-08-01

The second article in a series of three focuses on group-driven approaches to tackling problems and shows how good leadership relies on teamwork and respect for colleagues, helping to enhance problem-solving and enabling you to build on your team's successes.

[Role of self-leadership in the relationship between organizational culture and informatics competency].

Science.gov (United States)

Kim, Myoung Soo

2009-10-01

The purpose of this study was to identify the moderating and mediating effects of self-leadership in the relationship between organizational culture and nurses' informatics competency. Participants in this study were 297 nurses from the cities of Busan and Ulsan. The scales of organizational culture, self-leadership and informatics competency for nurses were used in this study. Descriptive statistics, Pearson correlation coefficient, stepwise multiple regression were used for data analysis. Nursing informatics competency of the participants was relatively low with a mean score 3.02. There were significant positive correlations between subcategories of perceived organizational culture, self-leadership and nursing informatics competency. Self-leadership was a moderator and a mediator between organizational culture and informatics competency. Based on the results of this study, self-leadership promotion strategies to improve nursing informatics competency are needed.

Role of transformational and transactional leadership on job satisfaction and career satisfaction

OpenAIRE

Mubarak Hussain Haider; Adnan Riaz

2010-01-01

Effective leadership always plays an important role in the growth and better performance of the organization. This research has been conducted to determine the impact of transformational and transactional leadership style on job success and career satisfaction. A total of 240 responses (n = 240) from various private organizations working in the capital city of Pakistan were collected using various measures of TLI Questionnaire along with items of job success and career satisfaction. Results s...

Nursing leadership in an academic hospital in Gauteng.

Science.gov (United States)

Maboko, D R

2012-10-01

This study was aimed at describing nursing leadership in an academic hospital in Gauteng, South Africa. Nurse managers' leadership styles affect nurses' attitudes, behaviour and work performance. However, little is known about how nurses experience nurse leadership and what leadership styles are found in academic hospitals in Gauteng. The study was based on Maxwell's framework of leadership (relationships, equipping, leadership and attitude). A qualitative design was used in order to describe the experiences of registered nurses and nurse managers. The population of the study was all registered nurses and nurse managers of the hospital in which the study was conducted. In phase one of the study, a discussion group with 35 registered nurses using the nominal group technique was held to respond to the following statement: 'Please explain how you have experienced leadership by nurse managers in this hospital'. In phase two of the study, five nurse managers were interviewed individually, using a semi-structured interview guide. Some nurse managers were practising autocratic leadership in this hospital. he nurse managers need to be taught about contemporary leadership styles such as transformational leadership and visionary leadership and also about supervision, role modelling and caring. © 2011 Blackwell Publishing Ltd.

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.

Are Leaders born or made? Leadership Training Effects on Employee Perceptions of Leadership

DEFF Research Database (Denmark)

Andersen, Lotte Bøgh; Bøllingtoft, Anne; Jacobsen, Christian Bøtcher

Scholars have discussed for many years whether leaders are born or made. A key question is whether leadership training can push leaders to a more active leadership behavior - also in the eyes of their employees. This article presents the results of a large-scale field experiment where public...... and private leaders were randomly assigned to a control group or one of three leadership training modules aimed at affecting employee-perceived transformational and/or transactional leadership. The participating leaders are from different Danish organizations: Tax agencies, primary and secondary schools......, daycare centers, and banks. All participating leaders and employees were surveyed before and after the training programs, providing us with panel data from 4,782 employees from 474 organizations. We find that the three leadership training programs significantly affected the level of employee...

2020 Leadership Agenda for Existing Commercial and Multifamily Buildings

Energy Technology Data Exchange (ETDEWEB)

Burr, Andrew [Dept. of Energy (DOE), Washington DC (United States). Office of Energy Efficiency and Renewable Energy; Goldthwaite, Carolyn Sarno [Northeast Energy Efficiency Partnerships (NEEP), Boston, MA (United States). High Performance Buildings; Coffman, Eric [Montgomery County Dept. of General Services, Rockville, MD (United States). Office of Energy and Sustainability

2016-01-21

Leadership by state and local governments is critical to unlock national energy efficiency opportunities and deliver the benefits of efficiency to all Americans. But related to building energy efficiency, what will it mean to be a public sector leader over the next several years? What are the energy efficiency solutions that cities, counties, and states are implementing today that will make their communities more affordable, livable, healthy, and economically competitive? The SEE Action Network 2020 Leadership Agenda for Existing Commercial and Multifamily Buildings establishes a benchmark for state and local government leadership on improving the energy efficiency of buildings and seeks two-way collaboration among state, local, and federal officials. It defines a suite of innovative, yet practical policies and programs for policymakers to consider implementing by 2020, focusing on six important areas.

Dialogic leadership: strategies for application in the hospital environment

Directory of Open Access Journals (Sweden)

Simone Coelho Amestoy

2014-04-01

Full Text Available Objective. To analyze the strategies used by nurses to support the insertion of dialogic leadership in the hospital environment. Methodology. Qualitative study, case study type. Twenty five nurses working in three hospitals in the city of Florianopolis, in the state of Santa Catarina (Brazil participated in the study. Data were collected from May to December 2010. For data collection, semi-structured interviews were performed, non-participant observation and dialogue workshops. Data analysis was performed through Minayo's operational proposal. Results. The strategies mentioned by the study participants were: dialogue, humility, setting an example, resoluteness, meetings and teamwork. It was observed that one strategy completed the other, which contributed to the nurses' leadership. Conclusion. The acceptance of dialogic leadership strategies in hospitals helps nurses strengthen the care provided in their workplace.

Building Regional Networking Capacity through Leadership Development: The Case of Leadership Northwest Missouri

Science.gov (United States)

Maltsberger, Beverly; Majee, Wilson

2012-01-01

Through a case study analysis of a regional leadership development program, this article describes the impact on individual and group leadership skills and how the skills are employed to benefit individual communities and the region as a whole. Data were obtained through surveys. Through cooperation and collaboration between and among leadership…

Madrasah Culture Based Transformational Leadership Model

Directory of Open Access Journals (Sweden)

Nur Khoiri

2016-10-01

Full Text Available Leadership is the ability to influence, direct behavior, and have a particular expertise in the field of the group who want to achieve the goals. A dynamic organization requires transformational leadership model. A school principal as a leader at school aims to actualize good learning leadership. Leadership learning focuses on learning which components include curriculum, teaching and learning process, assessment, teacher assessment and development, good service in learning, and developing a learning community in schools based on organizational culture as value, assumption, belief evolved from the roots of member thought of the organization and believed by all members of the organization and implemented in everyday life that could give meaning Keywords: leadership, transformational leadership, headmaster, instructional leadership, organizational culture.

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.

Leadership in Mammalian Societies: Emergence, Distribution, Power, and Payoff.

Science.gov (United States)

Smith, Jennifer E; Gavrilets, Sergey; Mulder, Monique Borgerhoff; Hooper, Paul L; Mouden, Claire El; Nettle, Daniel; Hauert, Christoph; Hill, Kim; Perry, Susan; Pusey, Anne E; van Vugt, Mark; Smith, Eric Alden

2016-01-01

Leadership is an active area of research in both the biological and social sciences. This review provides a transdisciplinary synthesis of biological and social-science views of leadership from an evolutionary perspective, and examines patterns of leadership in a set of small-scale human and non-human mammalian societies. We review empirical and theoretical work on leadership in four domains: movement, food acquisition, within-group conflict mediation, and between-group interactions. We categorize patterns of variation in leadership in five dimensions: distribution (across individuals), emergence (achieved versus inherited), power, relative payoff to leadership, and generality (across domains). We find that human leadership exhibits commonalities with and differences from the broader mammalian pattern, raising interesting theoretical and empirical issues. Copyright © 2015 Elsevier Ltd. All rights reserved.

The case of higher education provision in further education: leadership in the evolution of higher education in the post leaving certificate sector of the city of Dublin vocational education committee.

OpenAIRE

Murray, Denis

2015-01-01

The case of Higher Education provision in Further Education: Leadership in the evolution of Higher Education in the Post Leaving Certificate sector of the City of Dublin Vocational Education Committee. (Denis Murray, BA, MBS.) This research investigates evolutionary change in Further Education (FE) within the Post Leaving Certificate (PLC) sector with a particular emphasis on the development of Higher Education (HE) courses within the CDVEC. The objective of the study is to understand what...

Leadership Behaviors In Project Design Offices

OpenAIRE

Kasapoğlu, Esin

2011-01-01

Leadership may be defined as the ability to collect a group of people around definite objectives and the achievement of said objectives. An architectural design team needs a leader, and in this paper, the owner of the office is the formal leader. Leadership behaviors of employer architects are directly related to the performance of the design team; therefore, effective leadership is key to a successful design process. Data were collected through a questionnaire on leadership behaviors that wa...

Leadership Practices in Hospital Nursing: A Self of Manager Nurses

Directory of Open Access Journals (Sweden)

Vânea Lúcia dos Santos Silva

Full Text Available Abstract OBJECTIVE To assess the frequency of the leadership practices performed by the manager nurses of hospital institutions and their association with the variables of the socioprofessional profile. METHOD Cross-sectional, descriptive, correlational study conducted in four hospitals in a city of the state of São Paulo. A sociodemographic questionnaire and the instrument Leadership Practices Inventory were used. Data collection and analysis were based on an exemplary Leadership Practices Model. RESULTS Eighty-four manager nurses participated in the study. The mean values of the leadership practices used by the nurses were: enable others to act (50.6; encourage the heart (48.2; model the way (46.7; challenge the process (43.3; and inspire a shared vision (43.1. Data analysis also evidenced a correlation between the practice encourage the heart and the variables time of care and employment relationship. Conclusion The study evidenced the presence of manager nurses exercising moderate leadership, and promoting teamwork, an environment of trust, and a horizontal vision. However, moderate values also reveal managerial aspects to be improved by the leaders by means of organizational strategies and/or tools aimed at best leadership practices.

Leadership for All: An Internal Medicine Residency Leadership Development Program.

Science.gov (United States)

Moore, Jared M; Wininger, David A; Martin, Bryan

2016-10-01

Developing effective leadership skills in physicians is critical for safe patient care. Few residency-based models of leadership training exist. We evaluated residents' readiness to engage in leadership training, feasibility of implementing training for all residents, and residents' acceptance of training. In its fourth year, the Leadership Development Program (LDP) consists of twelve 90-minute modules (eg, Team Decision Making and Bias, Leadership Styles, Authentic Leadership) targeting all categorical postgraduate year (PGY) 1 residents. Modules are taught during regularly scheduled educational time. Focus group surveys and discussions, as well as annual surveys of PGY-1s assessed residents' readiness to engage in training. LDP feasibility was assessed by considering sustainability of program structures and faculty retention, and resident acceptance of training was assessed by measuring attendance, with the attendance goal of 8 of 12 modules. Residents thought leadership training would be valuable if content remained applicable to daily work, and PGY-1 residents expressed high levels of interest in training. The LDP is part of the core educational programming for PGY-1 residents. Except for 2 modules, faculty presenters have remained consistent. During academic year 2014-2015, 45% (13 of 29) of categorical residents participated in at least 8 of 12 modules, and 72% (21 of 29) participated in at least 7 of 12. To date, 125 categorical residents have participated in training. Residents appeared ready to engage in leadership training, and the LDP was feasible to implement. The attendance goal was not met, but attendance was sufficient to justify program continuation.

Future directions in leadership training of MCH professionals: cross-cutting MCH leadership competencies.

Science.gov (United States)

Mouradian, Wendy E; Huebner, Colleen E

2007-05-01

Leadership in Maternal and Child Health (MCH) requires a repertoire of skills that transcend clinical or academic disciplines. This is especially true today as leaders in academic, government and private settings alike must respond to a rapidly changing health environment. To better prepare future MCH leaders we offer a framework of MCH leadership competencies based on the results of a conference held in Seattle in 2004, MCH Working Conference: The Future of Maternal and Child Health Leadership Training. The purpose of the conference was to articulate cross-cutting leadership skills, identify training experiences that foster leadership, and suggest methods to assess leadership training. Following on the work of the Seattle Conference, we sub-divide the 12 cross-cutting leadership competencies into 4 "core" and 8 "applied" competencies, and discuss this distinction. In addition we propose a competency in the knowledge of the history and context of MCH programs in the U.S. We also summarize the conference planning process, agenda, and work group assignments leading to these results. Based on this leadership competency framework we offer a definition of an MCH leader, and recommendations for leadership training, assessment, and faculty development. Taken as a set, these MCH leadership competencies point towards the newly-emerging construct of capability, the ability to adapt to new circumstances and generate new knowledge. "Capstone" projects can provide for both practice and assessment of leadership competencies. The competency-based approach to leadership that has emerged from this process has broad relevance for health, education, and social service sectors beyond the MCH context.

A model for selecting leadership styles.

Science.gov (United States)

Perkins, V J

1992-01-01

Occupational therapists lead a variety of groups during their professional activities. Such groups include therapy groups, treatment teams and management meetings. Therefore it is important for each therapist to understand theories of leadership and be able to select the most effective style for him or herself in specific situations. This paper presents a review of leadership theory and research as well as therapeutic groups. It then integrates these areas to assist students and new therapists in identifying a style that is effective for a particular group.

The City Image in the Political Representation Scenery

Directory of Open Access Journals (Sweden)

Fábio Pendiuk

2009-02-01

Full Text Available Facing the introduction of a new leadership profile of Curitiba-PR, in this article, it is identified, from analysis of Curitiba city images produced on media before and after the city elections of 2004, how this element contributed to the result of that electoral competition, considering that an important element on the development of the politic representation scenery at that moment. The analysis shows that the image built on media promoted a change in the technocratic profile of the urbanists that exercised the hegemony in the city since the 1970’s and benefited the elected candidate, which profile was the best to be adapted to that image.

ONE-DIMENSIONAL AND TWO-DIMENSIONAL LEADERSHIP STYLES

Directory of Open Access Journals (Sweden)

Nikola Stefanović

2007-06-01

Full Text Available In order to motivate their group members to perform certain tasks, leaders use different leadership styles. These styles are based on leaders' backgrounds, knowledge, values, experiences, and expectations. The one-dimensional styles, used by many world leaders, are autocratic and democratic styles. These styles lie on the two opposite sides of the leadership spectrum. In order to precisely define the leadership styles on the spectrum between the autocratic leadership style and the democratic leadership style, leadership theory researchers use two dimensional matrices. The two-dimensional matrices define leadership styles on the basis of different parameters. By using these parameters, one can identify two-dimensional styles.

City Leadership for Health and Well-being: Back to the Future

OpenAIRE

Tsouros, Agis

2013-01-01

The new European Health Policy Framework and Strategy: Health 2020 of the World Health Organization, draws upon the experience and insights of five phases, spanning 25 years, of the WHO European Healthy Cities Network (WHO-EHCN). Applying the 2020 health lens to Healthy Cities, equity in health and human-centered sustainable development are core values and cities have a profound influence on the wider determinants of health in the European population. “Making it Happen” relies on four action ...

Effective strategic leadership: Balancing roles during church ...

African Journals Online (AJOL)

2011-08-15

Aug 15, 2011 ... 1Rhodes Business School,. Rhodes ... strategic theories of leadership are concerned with leadership 'of' ... concern for the evolution of the organization as a whole, including its ... This article investigated the application of the strategic leadership of ... it is reflected within a single small group. ..... contingent).

Experiential learning and changing leadership style.

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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.

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

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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.

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

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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.

Enhancing Leadership Skills in Volunteers

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Lockett, Landry L.; Boyd, Barry

2012-01-01

This article describes how professionals leading volunteers can purposefully work toward developing the "leadership identity" of individual volunteers. These concepts and the application of them are presented in the context of Cooperative Extension volunteer groups. Specific methods of developing the leadership identity and capacity of individual…

Contemporary leadership in healthcare organizations: fragmented or concurrent leadership.

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Wikstrøm, Ewa; Dellve, Lotta

2009-01-01

The purpose of this paper is to gain a deeper understanding of the main contemporary challenges for healthcare leaders in their everyday work practice, and the support they need to master their experienced dilemmas. Qualitative in-depth interviews (n=52), and focus-group interviews (n=6) with 31 first-line and 45 second-line healthcare leaders are analysed in line with constructivist grounded theory. In this paper, two leadership models are proposed for defining and differentiating ways of meeting different logics and demands made on leaders in the healthcare sector. The first model is leadership by separating different logics and fragmentation of time. Here, leaders express a desire for support in defining, structuring, dividing, and allocating tasks. The second model is leadership by integrating different logics and currentness of solutions. In this case, leaders want support in strengthening proactive leadership and shaping the basis for participative employeeship. This research is designed to describe what people experience rather than to assess the frequency of that experience in the studied settings. However, it would be interesting to elaborate on the findings of this study using other research methodologies. The findings contribute to contextual knowledge that is of relevance in supporting healthcare leaders. This is helpful in identifying important conditions that support the establishment of leadership and employeeship, leading to improvements in healthcare practice. The paper describes how contemporary leadership in the healthcare sector is constituted through different strategies for meeting multiple logics.

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

Leadership and productivity in planning organizations: a case study.

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Whitcomb, G R; Williams, E G

1978-01-01

This paper presents the findings of a case study dealing mainly with the effects of two divergent leadership styles on the productivity of a planning organization. Changes in various kinds of participation in the agency's activities--an important side effect--are also linked to the two leadership patterns. The agency studied, a private health and welfare council in a medium-sized American city, varied considerably in its output of planning activities and decision making depending on whether it had a participative or a directive leader. The results indicated that there was a trade-off between such highly revered social values as leadership and the extent of participation by staff, board members, and local agency administrators. Implications focus on ways to achieve diversity in communication style among managers and the role of productivity measures in determining the overall effectiveness of planning agencies.

Leadership succession patterns in the apostolic church as a template for critique of contemporary charismatic leadership succession patterns

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Cephas Tushima

2016-06-01

Full Text Available The pattern of leadership succession observed globally in most contemporary Pentecostal movements and churches can be characterised as dynastic succession. Yet historic modern Pentecostalism (in the Azusa tradition prided itself on being biblical. This article explores the biblical sources, examining first the leadership structure and then the leadership succession patterns in the apostolic church as well as the extra-biblical sources of the apostolic patristic era. Our findings from this New Testament (and patristic sources survey of leadership succession in the apostolic church and post-apostolic churches furnish a template for critical evaluation of the prevalent succession approaches of contemporary Pentecostal groups. Critical elements of apostolic and leadership structure and succession patterns are highlighted, and needed inferences are drawn for the re-shaping of leadership and its succession in contemporary Christian ministries and churches. Keywords: Azusa; Apostolic Leadership; Leadership Succession; Pentecostalism; Evangelicals; Leadership Patterns

The relationship between transformational leadership and leadership effectiveness in Kenyan indigenous banks

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Lynette Louw

2017-11-01

transformational leadership abilities of inspirational motivation, intellectual stimulation, individualised consideration and idealised influence, together with the leadership effectiveness indicators of cross-cultural competency, influence, follow commitment, versatility and group organisation are essential for the effectiveness of Kenyan banks.

ETHICS OF LEADERSHIP IN SPORTS MANAGEMENT

OpenAIRE

Radovan Čokorilo; Zoran Milošević

2013-01-01

Leadership is the most important factor of the structure and dynamics of each organised group. In the broadest sense of the word it is studied as an interactive process which affects individuals and groups in terms of implementation of the set goals. Leadership affects orientation of a group, exchange of information, decision making, establishment of interpersonal relations, people’s motivation, etc. One should make a difference between a leader and a manager who is primarily in charge of pla...

Plan for city identity establishment and city marketing - the case of Kimpo city

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Kim Inn

2004-01-01

Full Text Available The purpose of this study is to provide theoretical methods and practical strategies of creatingcity identity, and to utilize them as basic tools of city management. Place marketingconsists of two parts, place assets making and place promotion. Place asset making is theprocess of making the place-specific advantage or attractiveness and the place promotion isthe process that makes notice of it. The place marketing debates and strategies is quite oftenconfined to partial place marketing, the search for the tactical method of place promotion.However, this study examines the characteristics of full place marketing focused on theplace making such as the background, concept, category, participants and principles ofplace making. This study finds out that the originality, specificity, and indispensability ofplace asset is the source of competitive advantage. The principles of place asset making areparticipation, learning and experience, and leadership and networks among actors. Thepolicy implication of this study is that it is most important for the success of place marketingto make competitive assets and eventual city identity.

Deep-level diversity and leadership.

Science.gov (United States)

Klein, Kristen M; Wang, Mo

2010-12-01

In the special issue on Diversity and Leadership (April 2010), the authors made a strong case for the importance of diversity in workplace leadership, rejected premature declarations that workplace discrimination is obsolete, and called for leadership theories that acknowledge and promote the value of diversity. We appreciate all authors' stressing that the glass ceiling still exists, not only for women but for other historically low-power groups as well. We also agree that modern theories of leadership can benefit immensely from increased participation by scholars and practitioners who are not Western, White, upper-class men (Chin, 2010). PsycINFO Database Record (c) 2010 APA, all rights reserved.

ONE-DIMENSIONAL AND TWO-DIMENSIONAL LEADERSHIP STYLES

OpenAIRE

Nikola Stefanović

2007-01-01

In order to motivate their group members to perform certain tasks, leaders use different leadership styles. These styles are based on leaders' backgrounds, knowledge, values, experiences, and expectations. The one-dimensional styles, used by many world leaders, are autocratic and democratic styles. These styles lie on the two opposite sides of the leadership spectrum. In order to precisely define the leadership styles on the spectrum between the autocratic leadership style and the democratic ...

ETHICS OF LEADERSHIP IN SPORTS MANAGEMENT

Directory of Open Access Journals (Sweden)

Radovan Čokorilo

2013-07-01

Full Text Available Leadership is the most important factor of the structure and dynamics of each organised group. In the broadest sense of the word it is studied as an interactive process which affects individuals and groups in terms of implementation of the set goals. Leadership affects orientation of a group, exchange of information, decision making, establishment of interpersonal relations, people’s motivation, etc. One should make a difference between a leader and a manager who is primarily in charge of planning, organisation, budget, assistant personnel etc. Even though leaders some¬times have the same obligations, leadership involves the skill of vision embodi¬ment and not only a specific style of behaviour. The paper begins with an analyses of four approaches to leadership (character, behavioural, interactive, multidimensional. This is followed by an analysis of theoretical aspects of ethical theories on personal traits and leader behaviour. Special emphasis is put on the phenomenon of influence of each leader on his followers, which includes a huge ethical responsibility. Results of our analysis indicate that ethics of leadership in sports management is primarily important to the leader himself, however, due to the nature of influence as a process, it is equally important for organisational values and motivation of followers in implementation of common goals.

Ottawa Model of Implementation Leadership and Implementation Leadership Scale: mapping concepts for developing and evaluating theory-based leadership interventions.

Science.gov (United States)

Gifford, Wendy; Graham, Ian D; Ehrhart, Mark G; Davies, Barbara L; Aarons, Gregory A

2017-01-01

Leadership in health care is instrumental to creating a supportive organizational environment and positive staff attitudes for implementing evidence-based practices to improve patient care and outcomes. The purpose of this study is to demonstrate the alignment of the Ottawa Model of Implementation Leadership (O-MILe), a theoretical model for developing implementation leadership, with the Implementation Leadership Scale (ILS), an empirically validated tool for measuring implementation leadership. A secondary objective is to describe the methodological process for aligning concepts of a theoretical model with an independently established measurement tool for evaluating theory-based interventions. Modified template analysis was conducted to deductively map items of the ILS onto concepts of the O-MILe. An iterative process was used in which the model and scale developers (n=5) appraised the relevance, conceptual clarity, and fit of each ILS items with the O-MILe concepts through individual feedback and group discussions until consensus was reached. All 12 items of the ILS correspond to at least one O-MILe concept, demonstrating compatibility of the ILS as a measurement tool for the O-MILe theoretical constructs. The O-MILe provides a theoretical basis for developing implementation leadership, and the ILS is a compatible tool for measuring leadership based on the O-MILe. Used together, the O-MILe and ILS provide an evidence- and theory-based approach for developing and measuring leadership for implementing evidence-based practices in health care. Template analysis offers a convenient approach for determining the compatibility of independently developed evaluation tools to test theoretical models.

Ottawa Model of Implementation Leadership and Implementation Leadership Scale: mapping concepts for developing and evaluating theory-based leadership interventions

Science.gov (United States)

Gifford, Wendy; Graham, Ian D; Ehrhart, Mark G; Davies, Barbara L; Aarons, Gregory A

2017-01-01

Purpose Leadership in health care is instrumental to creating a supportive organizational environment and positive staff attitudes for implementing evidence-based practices to improve patient care and outcomes. The purpose of this study is to demonstrate the alignment of the Ottawa Model of Implementation Leadership (O-MILe), a theoretical model for developing implementation leadership, with the Implementation Leadership Scale (ILS), an empirically validated tool for measuring implementation leadership. A secondary objective is to describe the methodological process for aligning concepts of a theoretical model with an independently established measurement tool for evaluating theory-based interventions. Methods Modified template analysis was conducted to deductively map items of the ILS onto concepts of the O-MILe. An iterative process was used in which the model and scale developers (n=5) appraised the relevance, conceptual clarity, and fit of each ILS items with the O-MILe concepts through individual feedback and group discussions until consensus was reached. Results All 12 items of the ILS correspond to at least one O-MILe concept, demonstrating compatibility of the ILS as a measurement tool for the O-MILe theoretical constructs. Conclusion The O-MILe provides a theoretical basis for developing implementation leadership, and the ILS is a compatible tool for measuring leadership based on the O-MILe. Used together, the O-MILe and ILS provide an evidence- and theory-based approach for developing and measuring leadership for implementing evidence-based practices in health care. Template analysis offers a convenient approach for determining the compatibility of independently developed evaluation tools to test theoretical models. PMID:29355212

Evolutionary Game Theory and Leadership

Science.gov (United States)

Guastello, Stephen J.

2009-01-01

Comments on the article Leadership, followership, and evolution: Some lessons from the past by Van Vugt, Hogan, and Kaiser. This article offers a fresh perspective on leaders, followers, and their possible origins in nonhuman and primitive human behavior patterns. The connections between group coordination, leadership, and game theory have some…

Computational Model-Based Design of Leadership Support Based on Situational Leadership Theory

NARCIS (Netherlands)

Bosse, T.; Duell, R.; Memon, Z.A.; Treur, J.; van der Wal, C.N.

2017-01-01

This paper introduces the design of an agent-based leadership support system exploiting a computational model for development of individuals or groups. It is to be used, for example, as a basis for systems to support a group leader in the development of individual group members or a group as a

Culture specific and cross-culturally generalizable implicit leadership theories: Are attributes of charismatic/transformational leadership universally endorsed?

NARCIS (Netherlands)

den Hartog, D.N.; House, R.J.; Ruiz-Quintanilla, S.A.; Dorfman, P.W.; Koopman, P.L.

1999-01-01

This study focuses on culturally endorsed implicit theories of leadership (CLTs). Although crosscultural research emphasizes that different cultural groups likely have different conceptions of what leadership should entail, a controversial position is argued here: namely that attributes associated

Group cohesion and coach leadership based on the competitive level of teams in the context of Paraná’s indoor soccer

Directory of Open Access Journals (Sweden)

José Roberto Andrade do Nascimento Junior

2013-01-01

Full Text Available DOI: http://dx.doi.org/10.5007/1980-0037.2013v15n1p89 The objective of the present study was to analyze the level of group cohesion and coach leadership style of five-a-side soccer teams from the state of Paraná. Participants consisted of 122 athletes of four teams competing at the National League and four teams competing at the Paraná State Championship in 2011, as well as eight coaches. The following instruments were used: the Group Environment Questionnaire, the Leadership Scale for Sports, and a semi-structured interview. Data analysis was performed using the Kolmogorov-Smirnov test, Cronbach’s alpha, Mann-Whitney “U” test (p < 0.05, and categorical analysis. The results demonstrated that the State Championship teams showed higher levels of group cohesion when compared to the National League teams; the coaches of the State Championship teams provided more instructions, reinforcement, and social support to athletes, in addition to showing a more democratic style when compared to the National League coaches – these characteristics were also found in the qualitative analysis. We concluded that the performance level (state/national of the five-a-side soccer teams had an influence on the cohesion level and coaches’ leadership style.

Consumer attitudes about opioid addiction treatment: a focus group study in New York City.

Science.gov (United States)

Sohler, Nancy L; Weiss, Linda; Egan, James E; López, Carolina M; Favaro, Jamie; Cordero, Robert; Cunningham, Chinazo O

2013-01-01

To develop effective programs for people who are opioid dependent and to impact the opioid epidemic in New York City, it is crucial to monitor attitudes about opioid addiction treatments among opioid users who have experienced barriers to engagement and retention in addiction treatment. The authors conducted a qualitative study using focus groups. Six focus groups in three needle exchanges in New York City were audio recorded, transcribed, and systematically coded. The authors report on the main themes related to the study objectives. Participants of each needle exchange who were opioid dependent and had some knowledge of both methadone and buprenorphine were eligible. There were four main findings. Participants felt the following: 1) buprenorphine is an appropriate option for those heroin users who are motivated to stop using, 2) they have less control over their addiction treatment with methadone than they would have with buprenorphine, 3) buprenorphine treatment is not accessible to many New York City residents who would benefit from this treatment, and 4) lack of access to buprenorphine treatment is a cause of treatment-related diversion. Both methadone maintenance and buprenorphine treatment opportunities are necessary to address the diverse treatment needs of opioid-dependent people in New York City. However, the current medical model of buprenorphine treatment may be too restrictive for some opioid-dependent people and may be contributing to the use of illicit buprenorphine. New models to deliver buprenorphine treatment may address these problems.

Leadership and professionalism curriculum in the Gross Anatomy course.

Science.gov (United States)

Pawlina, Wojciech; Hromanik, Michael J; Milanese, Tia R; Dierkhising, Ross; Viggiano, Thomas R; Carmichael, Stephen W

2006-09-01

Today's physicians must demonstrate both professionalism and leadership skills in order to succeed in largely team-based healthcare environments. The purpose of this study was to determine if professionalism attributes, leadership style, and leadership style adaptability are associated with academic performance among first-year students early in their medical curriculum. Students were divided into 4-member dissection groups for the duration of the Gross and Developmental Anatomy course. Leadership responsibility was randomly assigned to a team member on a rotating basis every 5 weeks. After each 5-week block, student performance was measured by written and practical examinations, and each student assessed their leader's or their own professionalism attributes and leadership style using validated survey instruments. Most students demonstrated either a "selling" only (57%) or "participating" only (30%) leadership style with low to moderate leadership adaptability. "Participating" and "delegating" leadership styles have the highest average group written exam scores (89.4%, P leadership styles and aspects of professionalism are associated with written and practical examination scores in the Gross and Developmental Anatomy course. Furthermore, it demonstrates that first-year medical students are in need of leadership skill development.

A case for safety leadership team training of hospital managers.

Science.gov (United States)

Singer, Sara J; Hayes, Jennifer; Cooper, Jeffrey B; Vogt, Jay W; Sales, Michael; Aristidou, Angela; Gray, Garry C; Kiang, Mathew V; Meyer, Gregg S

2011-01-01

Delivering safe patient care remains an elusive goal. Resolving problems in complex organizations like hospitals requires managers to work together. Safety leadership training that encourages managers to exercise learning-oriented, team-based leadership behaviors could promote systemic problem solving and enhance patient safety. Despite the need for such training, few programs teach multidisciplinary groups of managers about specific behaviors that can enhance their role as leadership teams in the realm of patient safety. The aims of this study were to describe a learning-oriented, team-based, safety leadership training program composed of reinforcing exercises and to provide evidence confirming the need for such training and demonstrating behavior change among management groups after training. Twelve groups of managers from an academic medical center based in the Northeast United States were randomly selected to participate in the program and exposed to its customized, experience-based, integrated, multimodal curriculum. We extracted data from transcripts of four training sessions over 15 months with groups of managers about the need for the training in these groups and change in participants' awareness, professional behaviors, and group activity. Training transcripts confirmed the need for safety leadership team training and provided evidence of the potential for training to increase targeted behaviors. The training increased awareness and use of leadership behaviors among many managers and led to new routines and coordinated effort among most management groups. Enhanced learning-oriented leadership often helped promote a learning orientation in managers' work areas. Team-based training that promotes specific learning-oriented leader behaviors can promote behavioral change among multidisciplinary groups of hospital managers.

Leadership Styles: Which One Is Right for You?

Science.gov (United States)

Jordan, Debra J.

1996-01-01

Successful leaders possess technical, human relations, and conceptual skills. Often, due to its complexity, leadership is overlooked as a teachable skill. Choosing a leadership style depends on several factors, including the leader, group, and situation. Six leadership styles (democratic, benevolent autocratic, consultive, participative,…

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.

Student Leadership Distribution: Effects of a Student-Led Leadership Program on School Climate and Community

Science.gov (United States)

Pedersen, Jeff; Yager, Stuart; Yager, Robert

2012-01-01

This study focuses on the understandings educators developed from two schools concerning how distributed leadership involving a select group of students affected the climate and community of their schools. Findings suggest that student-led leadership roles within the school community have an impact on creating a positive school-wide climate; a…

Consequences of Self-Leadership: A Study on Primary School Teachers

Science.gov (United States)

Sesen, Harun; Tabak, Akif; Arli, Ozgur

2017-01-01

This study explores the consequences of self-leadership on job satisfaction, organizational commitment and innovative behaviors of teachers. For this purpose, a field study was conducted with the data gathered from 440 primary school teachers who work in different cities. To test the research hypotheses, correlation and regression analysis were…

The Authority and Charismas of Jack Ma's Leadership

Institute of Scientific and Technical Information of China (English)

陈希

2014-01-01

Jack Ma is the top manager of Ali Baba group, with a strong leadership. He mixes autocratic leadership and charismatic leadership together. The powers he used are from his position, the reward system of the company and the charismas to gain his leading power. In addition, he uses his charismas and his achievements to win the trust of the employees, which develop his leadership.

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,…

Key Elements of Clinical Physician Leadership at an Academic Medical Center

Science.gov (United States)

Dine, C. Jessica; Kahn, Jeremy M; Abella, Benjamin S; Asch, David A; Shea, Judy A

2011-01-01

Background A considerable body of literature in the management sciences has defined leadership and how leadership skills can be attained. There is considerably less literature about leadership within medical settings. Physicians-in-training are frequently placed in leadership positions ranging from running a clinical team or overseeing a resuscitation effort. However, physicians-in-training rarely receive such training. The objective of this study was to discover characteristics associated with effective physician leadership at an academic medical center for future development of such training. Methods We conducted focus groups with medical professionals (attending physicians, residents, and nurses) at an academic medical center. The focus group discussion script was designed to elicit participants' perceptions of qualities necessary for physician leadership. The lead question asked participants to imagine a scenario in which they either acted as or observed a physician leader. Two independent reviewers reviewed transcripts to identify key domains of physician leadership. Results Although the context was not specified, the focus group participants discussed leadership in the context of a clinical team. They identified 4 important themes: management of the team, establishing a vision, communication, and personal attributes. Conclusions Physician leadership exists in clinical settings. This study highlights the elements essential to that leadership. Understanding the physician attributes and behaviors that result in effective leadership and teamwork can lay the groundwork for more formal leadership education for physicians-in-training. PMID:22379520

Investigating Teaching Leadership in the Capstone Marketing Course

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Facca-Miess, Tina M.

2015-01-01

Marketing graduates are ultimately expected to perform in managerial roles, yet limited course work is devoted to leadership training for marketing management. In the capstone marketing course, group projects with partner organizations can serve as an opportunity for student leadership development. Marketing students working in groups on…

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'.

Leadership Training Program for Shared Leadership Based on Super Leadership at Cheo-Eum Korean Presbyterian Church: A Study of Christian Leadership

Science.gov (United States)

Youn, Houng Jin

2013-01-01

The purpose of this dissertation was to launch a leadership training program for shared leadership based on "super leadership." The constructs of the study were designed to study Bible leaders in shared leadership, leadership paradigm and types, transformational leadership, and, super leadership and shared leadership theory that are all…

Leadership of healthcare commissioning networks in England: a mixed-methods study on clinical commissioning groups

Science.gov (United States)

Zachariadis, Markos; Oborn, Eivor; Barrett, Michael; Zollinger-Read, Paul

2013-01-01

Objective To explore the relational challenges for general practitioner (GP) leaders setting up new network-centric commissioning organisations in the recent health policy reform in England, we use innovation network theory to identify key network leadership practices that facilitate healthcare innovation. Design Mixed-method, multisite and case study research. Setting Six clinical commissioning groups and local clusters in the East of England area, covering in total 208 GPs and 1 662 000 population. Methods Semistructured interviews with 56 lead GPs, practice managers and staff from the local health authorities (primary care trusts, PCT) as well as various healthcare professionals; 21 observations of clinical commissioning group (CCG) board and executive meetings; electronic survey of 58 CCG board members (these included GPs, practice managers, PCT employees, nurses and patient representatives) and subsequent social network analysis. Main outcome measures Collaborative relationships between CCG board members and stakeholders from their healthcare network; clarifying the role of GPs as network leaders; strengths and areas for development of CCGs. Results Drawing upon innovation network theory provides unique insights of the CCG leaders’ activities in establishing best practices and introducing new clinical pathways. In this context we identified three network leadership roles: managing knowledge flows, managing network coherence and managing network stability. Knowledge sharing and effective collaboration among GPs enable network stability and the alignment of CCG objectives with those of the wider health system (network coherence). Even though activities varied between commissioning groups, collaborative initiatives were common. However, there was significant variation among CCGs around the level of engagement with providers, patients and local authorities. Locality (sub) groups played an important role because they linked commissioning decisions with

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...

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.

Mauá Working to Become an Educator City

Science.gov (United States)

Malachias, Rosangela; dos Santos, Maria E. Rosa; de Aguiar, Lairce Rodrigues

2015-01-01

This essay presents the Educational Policy from Mauá, which has been, as the epigraph says, built and organized by articulating thoughts from different people and institutions. At the level of democratic and popular governments of city, the women's leadership in education has been essential to identify the needs of the population and the educators.

Zaire program expands to cover high-risk groups in two cities.

Science.gov (United States)

1989-01-01

This article announces the expansion of Zaire's social marketing program for condoms to high-risk groups in the cities of Goma and Matadi. The program will use proven marketing techniques from Kinshasha, printed materials, and direct marketing to retail outlets, emphasizing hotels, bars, and other areas frequented by prostitutes, migrants, and other travelers. In addition to retail outlets such as pharmacies, 50 taxis will be tested as additional retail sources for Prudence condoms. Once under way, this effort could reach as many as 96,000 people/day. 5 new AIDS information spots are being televised, and an anti-AIDS song and jingle are on the air. Condom social marketing representatives report a 357% increase in condom sales through March, 1989, over 1988, and that products are now available in 85% of Kinshasha pharmacies. Medical center coverage has increased to 14 from 9 zones, while products reach 11 additional cities and 5 interior provinces.

A leadership programme for critical care.

Science.gov (United States)

Crofts, Linda

2006-08-01

This paper describes the genesis, design and implementation of a leadership programme for critical care. This was an initiative funded by the National Health Service (NHS) Nursing Leadership Project and had at the core of its design flexibility to meet the needs of the individual hospitals, which took part in it. Participation was from the multi-disciplinary critical care team. Six NHS hospitals took part in the programme which was of 20 days duration and took place on hospital sites. The programme used the leadership model of as its template and had a number of distinct components; a baseline assessment, personal development, principles of leadership and critical case reviews. The programme was underpinned by three themes; working effectively in multi-professional teams to provide patient focussed care, managing change through effective leadership and developing the virtual critical care service. Each group set objectives pertinent to their own organisation's needs. The programme was evaluated by a self-reporting questionnaire; group feedback and feedback from stakeholders. Programme evaluation was positive from all the hospitals but it was clear that the impact of the programme varied considerably between the groups who took part. It was noted that there was some correlation between the success of the programme and organisational 'buy in' as well as the organisational culture within which the participants operated. A key feature of the programme success was the critical case reviews, which were considered to be a powerful learning tool and medium for group learning and change management.

Leadership styles in secondary school science teachers

Science.gov (United States)

Lawson, Michael A.

A comparison of United States secondary school science teachers who mentor high quality student research and teachers who do not mentor research was conducted using a demographic survey and the Multifactor Leadership Questionnaire-Form 5X. The major demographic difference between the two groups was a significantly greater number of years of teaching experience in the research group, a factor that correlated significantly with Extra Effort in students. Research group teachers self-reported higher mean scores than non-research group teachers on the five transformational leadership scales plus the transactional scale of Contingent Reward; however, a Multivariate Analysis of Variance found no significant difference between the groups. Independent t-tests found no significant difference between the groups based upon the remaining transactional scales. The research group was found to be significantly higher on the outcome variable of Extra Effort generated by students while the non-research group rated themselves significantly higher on Satisfaction of students. Transformational leadership in teachers should be addressed by future studies as a possible method of identifying motivational teachers.

Student-led leadership training for undergraduate healthcare students.

Science.gov (United States)

Sheriff, Ibrahim Hasanyn Naim; Ahmed, Faheem; Jivraj, Naheed; Wan, Jonathan C M; Sampford, Jade; Ahmed, Na'eem

2017-10-02

Purpose Effective clinical leadership is crucial to avoid failings in the delivery of safe health care, particularly during a period of increasing scrutiny and cost-constraints for the National Health Service (NHS). However, there is a paucity of leadership training for health-care students, the future leaders of the NHS, which is due in part to overfilled curricula. The purpose of this study was to assess the impact of student-led leadership training for the benefit of fellow students. Design/methodology/approach To address this training gap, a group of multiprofessional students organised a series of large-group seminars and small-group workshops given by notable health-care leaders at a London university over the course of two consecutive years. Findings The majority of students had not previously received any formal exposure to leadership training. Feedback post-events were almost universally positive, though students expressed a preference for experiential teaching of leadership. Working with university faculty, an inaugural essay prize was founded and student members were given the opportunity to complete internships in real-life quality improvement projects. Originality/value Student-led teaching interventions in leadership can help to fill an unmet teaching need and help to better equip the next generation of health-care workers for future roles as leaders within the NHS.

The origins and evolution of leadership

NARCIS (Netherlands)

King, A.; Johnson, D.; van Vugt, M.

2009-01-01

How groups of individuals achieve coordination and collective action is an important topic in the natural sciences, but until recently the role of leadership in this process has been largely overlooked. In contrast, leadership is arguably one of the most important themes in the social sciences,

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

The relationship betweenmanagers’ leadership styles and emergency medical technicians’ job satisfaction

Directory of Open Access Journals (Sweden)

Azimeh Ghorbanian

2012-01-01

Full Text Available Background/AimsLeadership plays a crucial role in many professions, especially in challenging positions such as emergency medical service jobs. The purpose of this study was to explore the relationship between managers’ leadership styles and emergency medical technicians’ job satisfaction.MethodThis is a descriptive and cross-sectional study that was carried out in 2010. The research population included 21 managers and 87 emergency medical technicians working in 23 stations in Isfahan city, Iran. The main tools used for data accumulation were the Multiple Leadership Questionnaire for evaluating leadership styles and the Job Descriptive Index for measuring job satisfaction levels. Also, the Pearson correlation analysis test was used to evaluate the relationship between leadership style and job satisfaction.ResultsAmong both managers and technicians, the highest mean score related to the transformational management style, whereas the lowest mean score related to the laissez-faire management style. Moreover, a significant relationship (P<0.01 was found between the transformational and transactional leadership styles and job satisfaction. However, no significant relationship was observed between the laissez-faire management style and job satisfaction.ConclusionConsidering the importance of job satisfaction in medical emergencies, it is recommended that health sector policy makers should provide the groundwork for implementing the transformational leadership style to enhance job satisfaction of the medical emergency staff.

〈Articles〉Leadership Styles in Japan

OpenAIRE

Leeming, Paul

2013-01-01

[Abstract] A model for leadership types has emerged which shows that leaders generally concentrate on maintaining and improving relationships with other members of the team, or improving the quality of the group product. These leadership styles are respectively referred to as relationship- or task-leadership. The Least Preferred Coworker (LPC) scale was developed by Fiedler (1971) to assess which kind of leader an individual was. This paper describes an administration of the LPC scale to stud...

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)....

Community gardens: lessons learned from California Healthy Cities and Communities.

Science.gov (United States)

Twiss, Joan; Dickinson, Joy; Duma, Shirley; Kleinman, Tanya; Paulsen, Heather; Rilveria, Liz

2003-09-01

Community gardens enhance nutrition and physical activity and promote the role of public health in improving quality of life. Opportunities to organize around other issues and build social capital also emerge through community gardens. California Healthy Cities and Communities (CHCC) promotes an inclusionary and systems approach to improving community health. CHCC has funded community-based nutrition and physical activity programs in several cities. Successful community gardens were developed by many cities incorporating local leadership and resources, volunteers and community partners, and skills-building opportunities for participants. Through community garden initiatives, cities have enacted policies for interim land and complimentary water use, improved access to produce, elevated public consciousness about public health, created culturally appropriate educational and training materials, and strengthened community building skills.

Model Keterkaitan Market Orientation, Leadership, Organizational Innovation dan Organizational Performance pada Industri Kerajinan di Sumatera Barat

Directory of Open Access Journals (Sweden)

RATNI PRIMA LITA

2018-04-01

Full Text Available The purpose of this study is to analyze the influence of market orientation, leadership, organizational innovation and organizational performance in handycraft industry in Bukittinggi City, Pariaman City, Padang Pariaman Regency, and Pesisir Selatan Regency. This research uses quantitative methods, while the sampling technique using Purposive sampling with sample size of 86 craft companies. The criteria assigned to the respondent is the handycraft business that produce and market their own product. In this study, data were collected through the questionnaire of the owner of the handycraft industry. Data were analyzed using structural equation modeling (SEM method with SmartPLS software. This research uses multidimensional constructions first order reflective and second order formative. Based on the data analyzed it can be concluded that leadership has a significant positive effect on business performance. This is evidenced by the two dimensions of leadership (Transactional leadership and transformational leadership is able to explain the performance of the organization well. In addition, market orientation  have 3 dimensional (Customer orientation, resource orientation, and competitor orientation is also able to give influence to organizational performance and organizational innovation. However, organizational innovation is not able to give a significant influence for the performance improvement of handycraft industry. It can be concluded that organizational performance in handycraft industry is influenced by market orientation conducted on consumers and competitors. And also the most important factor is how the attitude of leadership owned by the owner of handicraft industry in managing and running the business, in order to craft products in accordance with customer tastes.

The Implementation Leadership Scale (ILS): development of a brief measure of unit level implementation leadership.

Science.gov (United States)

Aarons, Gregory A; Ehrhart, Mark G; Farahnak, Lauren R

2014-04-14

In healthcare and allied healthcare settings, leadership that supports effective implementation of evidenced-based practices (EBPs) is a critical concern. However, there are no empirically validated measures to assess implementation leadership. This paper describes the development, factor structure, and initial reliability and convergent and discriminant validity of a very brief measure of implementation leadership: the Implementation Leadership Scale (ILS). Participants were 459 mental health clinicians working in 93 different outpatient mental health programs in Southern California, USA. Initial item development was supported as part of a two United States National Institutes of Health (NIH) studies focused on developing implementation leadership training and implementation measure development. Clinician work group/team-level data were randomly assigned to be utilized for an exploratory factor analysis (n = 229; k = 46 teams) or for a confirmatory factor analysis (n = 230; k = 47 teams). The confirmatory factor analysis controlled for the multilevel, nested data structure. Reliability and validity analyses were then conducted with the full sample. The exploratory factor analysis resulted in a 12-item scale with four subscales representing proactive leadership, knowledgeable leadership, supportive leadership, and perseverant leadership. Confirmatory factor analysis supported an a priori higher order factor structure with subscales contributing to a single higher order implementation leadership factor. The scale demonstrated excellent internal consistency reliability as well as convergent and discriminant validity. The ILS is a brief and efficient measure of unit level leadership for EBP implementation. The availability of the ILS will allow researchers to assess strategic leadership for implementation in order to advance understanding of leadership as a predictor of organizational context for implementation. The ILS also holds promise as a tool for

The implementation leadership scale (ILS): development of a brief measure of unit level implementation leadership

Science.gov (United States)

2014-01-01

Background In healthcare and allied healthcare settings, leadership that supports effective implementation of evidenced-based practices (EBPs) is a critical concern. However, there are no empirically validated measures to assess implementation leadership. This paper describes the development, factor structure, and initial reliability and convergent and discriminant validity of a very brief measure of implementation leadership: the Implementation Leadership Scale (ILS). Methods Participants were 459 mental health clinicians working in 93 different outpatient mental health programs in Southern California, USA. Initial item development was supported as part of a two United States National Institutes of Health (NIH) studies focused on developing implementation leadership training and implementation measure development. Clinician work group/team-level data were randomly assigned to be utilized for an exploratory factor analysis (n = 229; k = 46 teams) or for a confirmatory factor analysis (n = 230; k = 47 teams). The confirmatory factor analysis controlled for the multilevel, nested data structure. Reliability and validity analyses were then conducted with the full sample. Results The exploratory factor analysis resulted in a 12-item scale with four subscales representing proactive leadership, knowledgeable leadership, supportive leadership, and perseverant leadership. Confirmatory factor analysis supported an a priori higher order factor structure with subscales contributing to a single higher order implementation leadership factor. The scale demonstrated excellent internal consistency reliability as well as convergent and discriminant validity. Conclusions The ILS is a brief and efficient measure of unit level leadership for EBP implementation. The availability of the ILS will allow researchers to assess strategic leadership for implementation in order to advance understanding of leadership as a predictor of organizational context for implementation

Building and Sustaining Successful School Leadership in New Zealand

Science.gov (United States)

Notman, Ross; Henry, D. Annie

2011-01-01

This article outlines success factors of six New Zealand primary and secondary school principals. These factors are grouped under principals' personal characteristics, leadership skills that connect with their teachers, leadership strategies that impact positively on school stakeholder needs, and factors that sustain leadership success. Emerging…

A social work study on the effect of different factors on leadership style: A case study of educational system

Directory of Open Access Journals (Sweden)

Hajar Jannesari

2013-03-01

Full Text Available Leadership style plays an important role on job satisfaction in educational systems. In this paper, we present a study among 180 school principals in city of Khomeinishahr, located in province of Esfahan, Iran. The study selects a sample of 123 principals and examines ten hypotheses including the effects of personality trait neuroticism, extroversion, resilience, participative, conscientiousness on job satisfaction. The study also investigates the impacts of transformational leadership style, transactional leadership style and Laissez – fair leadership style on job satisfaction. Finally, the study considers the relationship between personality trait neuroticism and transformational leadership style as well as personality trait extraversion and transformational leadership style. The study uses Pearson correlation test and verify that nine out of ten hypotheses have been confirmed and the relationship between Laissez – fair leadership style and job satisfaction is not confirmed.

Interactive Leadership in Turbulent School Climates. An Exploratory Study of High School Principals from the City of Buenos Aires

Science.gov (United States)

Romero, Claudia; Krichesky, Gabriela

2018-01-01

School leadership has been identified as a key function to assuring quality in education. Principals' leadership can have a direct effect on students' learning by improving teaching, or an indirect effect by creating conditions that foster learning. This exploratory study aims to understand how school principals exercise their leadership and its…

Responsible Leadership Research: A Bibliometric Review

Directory of Open Access Journals (Sweden)

Tânia Marques

2018-03-01

Full Text Available Political, religious, sports and business leaders across the world have been under scrutiny regarding allegedly unethical behaviors. The current study analyzes the use of responsible leadership in management research. Using a sample of 64 articles published in SSCI-indexed journals over 10 years (2006-2016, we carried out a bibliometric analysis to understand the intellectual structure of the responsible leadership literature. The results of authorship, citation and co-citation, and factor analyses reveal the most prolific authors and the most notable journals writing and publishing on responsible leadership. The most cited works are theoretical, using Western frameworks and cultures, and focus on the concept of responsible leadership; only a few empirical/case study articles appear. Also, the most prevalent links are between theoretical works and highlight the conceptualization, understanding, and roles and parameters of responsible leaders. Six distinct factors emerge, denoting the groups of studies devoted to the evolution of leadership, transformational leadership, stakeholder theory and leadership, conceptualization and understanding of the topic, and roles of responsible leaders. These various research topics show the central tenets of responsible leadership, as well as the existing gaps in the existent literature.

LEADERSHIP`S INFLUENCE ON OTHERS

OpenAIRE

TUTULEA Anca

2012-01-01

The article tries to explore different perspectives and points of view to understand the importance, the necessity and utility of practicing leadership in organizations, in order to improve performance and to consolidate the unity of members. Understanding the importance of leadership is the key to every business success, because leadership has so much influence in people’s lives. The importance of leadership is a key ingredient to successful businesses and championship teams, and organizatio...

The origins and evolution of leadership.

Science.gov (United States)

King, Andrew J; Johnson, Dominic D P; Van Vugt, Mark

2009-10-13

How groups of individuals achieve coordination and collective action is an important topic in the natural sciences, but until recently the role of leadership in this process has been largely overlooked. In contrast, leadership is arguably one of the most important themes in the social sciences, permeating all aspects of human social affairs: the election of Barack Obama, the war in Iraq, and the collapse of the banks are all high-profile events that draw our attention to the fundamental role of leadership and followership. Converging ideas and developments in both the natural and social sciences suggest that leadership and followership share common properties across humans and other animals, pointing to ancient roots and evolutionary origins. Here, we draw upon key insights from the animal and human literature to lay the foundation for a new science of leadership inspired by an evolutionary perspective. Identifying the origins of human leadership and followership, as well as which aspects are shared with other animals and which are unique, offers ways of understanding, predicting, and improving leadership today.

Nursing leadership style and psychosocial work environment.

Science.gov (United States)

Malloy, Terry; Penprase, Barbara

2010-09-01

This study examines the relationship between leadership style and the psychosocial work environment of registered nurses. Research consistently supports the positive relationship between transformational leadership style and job satisfaction. There is less evidence, which identifies the relationship between leadership style and psychosocial work environment. The Multifactor Leadership Questionnaire 5× was used to identify the leadership style. The Copenhagen Psychosocial Questionnaire was used to measure psychosocial work environment dimensions. Statistical analysis included Pearson's r correlation between leadership style and psychosocial work environment and anova to analyse group means. There is a significant correlation between leadership style and 22 out of the 37 dimensions of the psychosocial work environment. This correlation was significant ranging from r = 0.88, P leadership scores of the immediate supervisor report significant differences in their psychosocial work environment. This study supports the significant correlation between leadership style and psychosocial work environment for registered nurses. The results of this study suggest that there would be an improvement in the nursing psychosocial work environment by implementation of transformational and contingent reward leadership behaviours. © 2010 The Authors. Journal compilation © 2010 Blackwell Publishing Ltd.

Mission from the margins: A reflection on faith by women displaced or trafficked into forced labour in the City of Tshwane

Directory of Open Access Journals (Sweden)

Mangoedi, Leomile

2014-12-01

Full Text Available This article is an engagement with a group of homeless women in the street of Tshwane. The Meal of Peace project, together with the Tshwane Leadership Foundation, seeks to engage with people on the margins of the city. It explores the economic challenges that expose women to trafficking. The article looks at how the women at TLF reflected on the faith of a servant girl in the story of 2 Kings 5:1-4.

A Qualitative Case Study of Hurricane Katrina and University Presidential Leadership

Science.gov (United States)

McNeely, Stanton Francis, III

2013-01-01

Leaders of many institutions of higher education are not equipped to manage a major crisis or disaster, and presidential leadership during a disaster is essential, as university presidents are ultimately accountable for the well-being of their institutions. Hurricane Katrina devastated New Orleans in 2005, flooding 80% of the city for many weeks…

Nurse managers' preferred and perceived leadership styles: a study at an Italian hospital.

Science.gov (United States)

Zampieron, Alessandra; Spanio, Daniele; Bernardi, Paola; Milan, Rosalia; Buja, Alessandra

2013-04-01

The aim of this cross-sectional descriptive study was to compare the different leadership styles based on perceptions of nurse managers and their staff. Nurse managers' styles are fundamental to improving subordinates' performance and achieving goals at health-care institutions. This was a cross-sectional study. A questionnaire developed by Ekvall & Arvonen, considering three leadership domains (Change, Production and Employee relations), was administered to all nurse managers and to their subordinates at a city hospital in north-east Italy. The comparison between the leadership styles actually adopted and those preferred by the nurse managers showed that the preferred style always scored higher than the style adopted, the difference reaching statistical significance for Change and Production. The leadership styles preferred by subordinates always scored higher than the styles their nurse managers actually adopted; in the subordinates' opinion, the differences being statistically significant in all three leadership domains. The study showed that nurse managers' expectations in relation to their leadership differ from those of their subordinates. These findings should be borne in mind when selecting and training nurse managers and other personnel, and they should influence the hospital's strategic management of nurses. © 2012 Blackwell Publishing Ltd.

Effectiveness of the Group Play Therapy on the Insecure Attachment and Social Skills of Orphans in Ahvaz City

Science.gov (United States)

Mousavi, Bahareh; Safarzadeh, Sahar

2016-01-01

This study aimed to determine the effectiveness of the group play therapy on the insecure attachment and social skills of orphans in Ahvaz city. Statistical population included all orphans in Ahvaz city, of whom 30 students were selected whose scores in insecure attachment and in social skills were one standard deviation higher and one standard…

ONLINE VS OFFLINE: DOES CITY IMAGE MODERATING COMPARISON BETWEEN INFLUENCE PERCEIVED BLOG INFORMATION AND REFERENCE GROUP TOWARD TOURIST VISIT INTENTION?

Directory of Open Access Journals (Sweden)

Angga Pandu Wijaya

2017-03-01

Full Text Available This research aims to investigating the phenomenon of perceived blog information, reference group, image of a city, and tourists’ intention to visit particular places. Perceived blog information is the online source, while the offline one is reference group. This is the first study comparing on online and offline information influence tourists’ intention to visit particular places. Samples are obtained through an electronic questionnaire involving 177 respondents and analyzed by using PLS-SEM. The results reveal that perceived blog information and reference group significantly influence image of the city and the intention to visit tourism destination. Image of the city moderate the relationship between independent and dependent variables partially. The influence of perceived blog information is greater than the reference group. It is indicates that online information is more influential. The stakeholders of tourism sector can utilize blog in increasing the number of visitors.

Leadership Influence: A Core Foundation for Advocacy.

Science.gov (United States)

Shillam, Casey R; MacLean, Lola

As the largest segment of the health care workforce, nurses have the greatest potential for advancing systems and services to improve health care delivery in the United States. This article presents a framework for nurse administrators to use in developing direct care nurses in their leadership influence competency as a means of increasing their advocacy potential. A systematic review resulted in establishing a nurse leadership influence framework based on the Kouzes and Posner leadership model. The framework includes leadership competencies by nursing professional organizations and was validated by 2 national nurse leader focus groups. Nurse administrators have the opportunity to adopt an evidence-based leadership influence framework to ensure development of advocacy competency in direct care nurses. The impact of nurse administrators systematically adopting a standardized leadership influence framework will result in setting a strong foundation for nurse advocacy. Successful long-term impacts will result in nurses skillfully integrating leadership influence and advocacy into all aspects of daily practice.

Nurse executive transformational leadership found in participative organizations.

Science.gov (United States)

Dunham-Taylor, J

2000-05-01

The study examined a national sample of 396 randomly selected hospital nurse executives to explore transformational leadership, stage of power, and organizational climate. Results from a few nurse executive studies have found nurse executives were transformational leaders. As executives were more transformational, they achieved better staff satisfaction and higher work group effectiveness. This study integrates Bass' transformational leadership model with Hagberg's power stage theory and Likert's organizational climate theory. Nurse executives (396) and staff reporting to them (1,115) rated the nurse executives' leadership style, staff extra effort, staff satisfaction, and work group effectiveness using Bass and Avolio's Multifactor Leadership Questionnaire. Executives' bosses (360) rated executive work group effectiveness. Executives completed Hagberg's Personal Power Profile and ranked their organizational climate using Likert's Profile of Organizational Characteristics. Nurse executives used transformational leadership fairly often; achieved fairly satisfied staff levels; were very effective according to bosses; were most likely at stage 3 (power by achievement) or stage 4 (power by reflection); and rated their hospital as a Likert System 3 Consultative Organization. Staff satisfaction and work group effectiveness decreased as nurse executives were more transactional. Higher transformational scores tended to occur with higher educational degrees and within more participative organizations. Transformational qualities can be enhanced by further education, by achieving higher power stages, and by being within more participative organizations.

The relationship between managers' leadership styles and emergency medical technicians' job satisfaction.

Science.gov (United States)

Ghorbanian, Azimeh; Bahadori, Mohammadkarim; Nejati, Mostafa

2012-01-01

Leadership plays a crucial role in many professions, especially in challenging positions such as emergency medical service jobs. The purpose of this study was to explore the relationship between managers' leadership styles and emergency medical technicians' job satisfaction. This is a descriptive and cross-sectional study that was carried out in 2010. The research population included 21 managers and 87 emergency medical technicians working in 23 stations in Isfahan city, Iran. The main tools used for data accumulation were the Multiple Leadership Questionnaire for evaluating leadership styles and the Job Descriptive Index for measuring job satisfaction levels. Also, the Pearson correlation analysis test was used to evaluate the relationship between leadership style and job satisfaction. Among both managers and technicians, the highest mean score related to the transformational management style, whereas the lowest mean score related to the laissez-faire management style. Moreover, a significant relationship (Pleadership styles and job satisfaction. However, no significant relationship was observed between the laissez-faire management style and job satisfaction. Considering the importance of job satisfaction in medical emergencies, it is recommended that health sector policy makers should provide the groundwork for implementing the transformational leadership style to enhance job satisfaction of the medical emergency staff.

Moving Beyond Accidental Leadership: A Graduate Medical Education Leadership Curriculum Needs Assessment.

Science.gov (United States)

Hartzell, Joshua D; Yu, Clifton E; Cohee, Brian M; Nelson, Michael R; Wilson, Ramey L

2017-07-01

small group exercises (3.2). Online power points were reported as only slightly effective (1.9). Free text comments suggest that incorporating current duties, a mentoring and coaching component, and project based would be valuable to the curriculum. Few training programs at Walter Reed have a dedicated leadership curriculum. The survey data provide important information for programs considering implementing a leadership development curriculum in terms of content and delivery. Reprint & Copyright © 2017 Association of Military Surgeons of the U.S.

Fifth-year dental students' visions of leadership-A qualitative study.

Science.gov (United States)

Taipale, H; Tuononen, T A; Suominen, A L

2018-04-22

Leadership skills are important in dentists' work. Leadership education already in undergraduate curriculum is noteworthy. The aim of this qualitative study was to describe dental students' visions of leadership: how they imagined they end up in leadership position, factors supporting either staying in or leaving the position and their future views. The data were gathered after participants, fifth-year dental students, attended a "Dentist as a Leader" study module. A method of empathy-based stories was utilised. Based on contrasting frame stories, students were divided into two groups and wrote essays about an imagined situation in which they either enjoyed their leadership position ("Stayers") or considered leaving it ("Leavers"). The data were analysed using the content analysis method. The reasons for ending up in a leadership position were similar in the two groups: accidentally drifting into or intentionally heading for it. Factors supporting staying or leaving the leadership position were more diverse and were divided into personal and working community levels. These factors were common and group-specific. Clinical work, personal life and the ability to improve the organisations were common factors. Good working community was a "Stayer"-specific factor. "Leaver"-specific factors included loneliness, stress and lack of public sector resources. Future career plans were similar in both groups emphasising clinical work. After having attended leadership training, dental students were able to describe their future careers and list factors supporting either staying or leaving an imagined leadership position. These factors can be utilised by organisations to develop better working environments for future dentist leaders. By recognising the factors, students themselves are able to plan their future career choices and prepare to become leaders. © 2018 John Wiley & Sons A/S. Published by John Wiley & Sons Ltd.

Comparing the content of leadership theories and managers' shared perceptions of effective leadership: a Q-method study of trainee managers in the English NHS.

Science.gov (United States)

Freeman, Tim

2013-08-01

Health service managers face potential conflicts between corporate and professional agendas, a tension sharpened for trainees by their junior status and relative inexperience. While academic leadership theory forms an integral part of contemporary management development programmes, relatively little is known of trainees' patterned subjectivities in relation to leadership theories. The objective of this study was to explore such subjectivities within a cohort of trainees on the National Health Service Graduate Management Training Scheme (NHS GMTS), a 'fast-track' programme which prepares graduate entrants for director-level health service management posts. A Q-method design was used and four shared subjectivities were identified: leadership as collaborative social process ('relational'); leadership as integrity ('moral'); leadership as effective support of subordinates ('team'); and leadership as construction of a credible leadership persona ('identity'). While the factors broadly map onto competencies indicated within the NHS Leadership Qualities Framework which underpin assessments of performance for this student group, it is important not to overstate the governance effect of the assessment regime. Rather, factors reflect tensions between required competencies, namely the mobilisation of diverse interest groups, the ethical base of decisions and the identity work required to convince others of leadership status. Indeed, factor 2 ('moral') effectively defines leadership as the embodiment of public service ethos. © The Author(s) 2013 Reprints and permissions: sagepub.co.uk/journalsPermissions.nav.

Wilderness leadership--on the job.

Science.gov (United States)

Kanengieter, John; Rajagopal-Durbin, Aparna

2012-04-01

Lessons taught and learned in the challenging, unpredictable environment of a wilderness expedition have direct applications to today's business world. That's according to two directors at the National Outdoor Leadership School, who in this article share five principles for expedition--and career-success. (1) Practice leadership. The fundamental philosophy of NOLS is that leadership can be learned-even by those who don't think they have a natural ability to lead. You just need to practice making decisions, then reflecting on and learning from the outcomes. (2) Lead from everywhere. In an expedition group, or in an organization, you can play four roles, often simultaneously: designated leader, active follower, peer leader, and self-leader. Effective teamwork rests on knowing how and when to step into each role. (3) Behave well Leadership means getting along in a diverse group, cooperating with teammates, effectively resolving conflict, and keeping yourself and others motivated. (4) Keep calm. On expeditions and in business, people often end up scrapping not only Plan A but also Plan B. Leadership involves planning for things you can control, letting go of things you can't, expecting the unexpected, and maintaining composure when unforeseen circumstances arise. (5) Disconnect to connect. The fast-paced, high-tech world of work wreaks havoc on leaders' ability to engage in the careful, strategic thinking required of them. It's important to disconnect from 21st-century distractions and to connect with nature once in a while.

Measuring distributed leadership agency in a hospital context

DEFF Research Database (Denmark)

Jønsson, Thomas; Unterrainer, Christine; Jeppesen, Hans Jeppe

2016-01-01

and valid quantitative instrument that measures how much employees’ at all hierarchical levels are involved in concrete leadership activities in the hospital context. Taking a normative perspective we could show that Distributed Leadership – measured with the DLA-questionnaire – has positive effects......Purpose: The purpose of this study is to develop and validate an instrument that can measure Distributed Leadership as employees’ active participation in distributed leadership tasks. We designate this as the Distributed Leadership Agency (DLA). Methodology: Data were collected throughout all......, discriminant and convergent validity, and ANOVAs were applied to analyze group differences in DLA. Findings: The identified uni-dimensional questionnaire consists of seven items, as it is different from, but associated with, empowering leadership, organizational influence, attitude to participation and trust...

[Perceptions of nurses about leadership].

Science.gov (United States)

Amestoy, Simone Coelho; Cestari, Maria Elisabeth; Thofehrn, Maira Buss; Backes, Vânia Marli Schubert; Milbrath, Viviane Marten; Trindade, Letícia de Lima

2009-12-01

This study aimed at ascertaining the perceptions of nurses facing the use of managerial leadership as a tool in their work process. This was a qualitative study of descriptive and exploratory type, conducted with eleven nurses from a large hospital in the southern region of Rio Grande do Sul, Brazil, during the months of February and March 2008. For data collection were used semi-structured interviews and focus group. The content analysis was chosen as a technique for processing the data, resulting in two categories: meanings attributed to the leadership and authority versus authoritarianism. It was noticed that even the leadership offering advantages in nursing work, are still great the difficulties to understand it and, especially, to put it into practice, making it necessary to create programs and strategies to improve the performance of the leadership as a nurses managerial instrument.

Individual-level outcomes from a national clinical leadership development programme.

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Patton, Declan; Fealy, Gerard; McNamara, Martin; Casey, Mary; Connor, Tom O; Doyle, Louise; Quinlan, Christina

2013-08-01

A national clinical leadership development programme was instituted for Irish nurses and midwives in 2010. Incorporating a development framework and leadership pathway and a range of bespoke interventions for leadership development, including workshops, action-learning sets, mentoring and coaching, the programme was introduced at seven pilot sites in the second half of 2011. The programme pilot was evaluated with reference to structure, process and outcomes elements, including individual-level programme outcomes. Evaluation data were generated through focus groups and group interviews, individual interviews and written submissions. The data provided evidence of nurses' and midwives' clinical leadership development through self and observer-reported behaviours and dispositions including accounts of how the programme participants developed and displayed particular clinical leadership competencies. A key strength of the new programme was that it involved interventions that focussed on specific leadership competencies to be developed within the practice context.

Subtractive Leadership

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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…

Assessing leadership decision-making styles: psychometric properties of the Leadership Judgement Indicator

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Faraci P

2013-10-01

Full Text Available Palmira Faraci,1 Michael Lock,2 Robert Wheeler2 1Faculty of Human and Social Sciences, University of Enna “Kore”, Enna, Italy; 2Formula 4 Leadership Limited, Nottingham, UK Abstract: This study aimed to validate the Italian version of the Leadership Judgement Indicator, an unconventional instrument devoted to measurement of leaders' judgments and preferred styles, ie, directive, consultative, consensual, or delegative, when dealing with a range of decision-making scenarios. After forward-translation and back-translation, its psychometric properties were estimated for 299 managers at various levels, who were asked to put themselves in the position of leader and to rate the appropriateness of certain ways of responding to challenge. Differences between several groups of managers, ranked in order of seniority, provided evidence for discriminant validity. Internal consistency was adequate. The findings show that the Italian adaptation of the Leadership Judgement Indicator has promising psychometric qualities, suggesting its suitability for use to improve outcomes in both organizational and selection settings. Keywords: Leadership Judgement Indicator, decision-making, situational test, scenarios, psychometric properties

Leadership Competences in Slovenian Health Care

Science.gov (United States)

KOVAČIČ, Helena; RUS, Andrej

2015-01-01

Background Leadership competences play an important role for the success of effective leadership. The purpose of this study was to examine leadership competences of managers in the healthcare sector in Slovenia. Methods Data were collected in 2008. The research included 265 employees in healthcare and 267 business managers. Respondents assessed their level of 16 leadership relevant competences on a 7-point Likert-type scale. Results Test of differences between competences and leader position of health care professionals yielded statistically significant differences between leader and non-leader positions. Leaders gave strongest emphasis to interpersonal and informational competences, while regarding decision making competences, the differences between leaders and other employees are not that significant. When comparing competences of healthcare managers with those of business managers, results show that healthcare managers tend to give weaker emphasis to competences related to all three managerial roles than business managers. Conclusions The study showed that in Slovenian health care, leaders distinguish themselves from other employees in some leadership competences. In addition, all three dimensions of leadership competences significantly distinguished the group of healthcare managers from the business managers, which indicates a serious lag in leadership competences among leaders in Slovenian healthcare. PMID:27646617

Leadership Competences in Slovenian Health Care.

Science.gov (United States)

Kovačič, Helena; Rus, Andrej

2015-03-01

Leadership competences play an important role for the success of effective leadership. The purpose of this study was to examine leadership competences of managers in the healthcare sector in Slovenia. Data were collected in 2008. The research included 265 employees in healthcare and 267 business managers. Respondents assessed their level of 16 leadership relevant competences on a 7-point Likert-type scale. Test of differences between competences and leader position of health care professionals yielded statistically significant differences between leader and non-leader positions. Leaders gave strongest emphasis to interpersonal and informational competences, while regarding decision making competences, the differences between leaders and other employees are not that significant. When comparing competences of healthcare managers with those of business managers, results show that healthcare managers tend to give weaker emphasis to competences related to all three managerial roles than business managers. The study showed that in Slovenian health care, leaders distinguish themselves from other employees in some leadership competences. In addition, all three dimensions of leadership competences significantly distinguished the group of healthcare managers from the business managers, which indicates a serious lag in leadership competences among leaders in Slovenian healthcare.

Approaching Leadership Education in the New Millennium

Science.gov (United States)

Huber, Nancy S.

2002-01-01

Leadership is cast in many roles and, thus, leadership educators may be found in a variety of venues, including youth club organizers, junior high and high school teachers, college professors, student program directors in higher education, community development professionals, military trainers, religious groups, human resource development…

Learning about self: leadership skills for public health

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Rob Moodie

2016-04-01

Full Text Available As public health practitioners and as clinicians we are taught to care for our patients, and for our community members. But how much do we teach and learn about how to lead, manage and care for our colleagues, our team members and ourselves? This paper emphasizes the need for leadership learning and teaching to become an essential element of the practice of public health. The paper presents the author’s perspective on the leadership skills required for public health and describes a five-day intensive course designed to enable participants to develop these skills over time. The paper briefly covers leadership definitions, styles and types and key leadership skills. It mainly focuses on the design and ethos of the course, skills self-assessment, group interaction and methods for developing and refining leadership skills. The course uses a collaborative learning approach where the power differential between teachers, facilitators, guests and participants is minimized. It is based on creating an environment where any participant can reveal his or her stories, successes, failures, preferences and dislikes in a safe manner. It encourages continual, constructive individual reflection, self-assessment and group interaction. The course is aimed at the practice of public health leadership, with a particular emphasis on the leadership of self, of knowing oneself, and of knowing and understanding colleagues retrospectively as well as prospectively. The most important outcome is the design and implementation of participants’ own plans for developing and nurturing their leadership skills.

Examining School Leadership in New York City Community Schools

Science.gov (United States)

Campo, Stacey Elizabeth

2017-01-01

The community school model is rooted in John Dewey's (1902) conceptualization of the public school as a hub for the community. This work has evolved over a hundred years and recently experienced prominence in the public eye as a fundamental component of New York City's school turnaround policy. This dissertation describes findings and…

Soft Assembling Project-Based Learning and Leadership in Japan

Science.gov (United States)

Knight, Kevin; Murphey, Tim

2017-01-01

In this article, we initially focus on how the conceptualization of leadership by Knight (2013a) in his leadership seminars became the basis for choosing a project-based learning (PBL) approach. We then consider how soft assembling can enhance the leadership project activities of student teams and group-work in general classes. Soft assembling…

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

The conscious city II: traffic congestion and the tipping point in greater Vancouver

OpenAIRE

Holt, Rebecca

2007-01-01

The Conscious City II explores how broad, long-term change toward sustainability in cities can be fostered, nurtured and facilitated. Using a qualitative, mixed-method approach, this research adapts a model from Malcolm Gladwell’s Tipping Point framework to explore how social consciousness can be mobilized to achieve change toward sustainability through an analysis of traffic congestion in Greater Vancouver. The results demonstrate the important influence of leadership, context and message on...

Erythromycine resistance in streptococcus pyogenes group a throat isolates in sukkur city

International Nuclear Information System (INIS)

Memon, B.

2007-01-01

To examine and evaluate the predominant and common etiologic agent(s) of pharyngitis in Sukkur city and to determine their current antibiotic susceptibility/resistance trends. Out of 257 throat samples, 149 positive for Streptococcus pyogenes Group A between November 2001 and May 2003 from adult population of Sukkur city were tested for their susceptibility to erythromycin, clindamycin, azithromycin and clairithromycin. The throat samples (swabs) were examined by Gram-stain, API system, and for presence of a hemolysis. Samples were further cultured on Muller Hinton agar for determination of antibiotic sensitivity patterns. The sensitivity was performed on only those samples which were positive for S. pyogenes. Of all throat isolates, 95% were predominantly resistant to erythromycin. Their sensitivity towards clindamycin was 30%, azithromycin 44% and clairithromycin 76% respectively. The current pharyngeal isolates of S. pyogenes exhibited frequent and alarmingly high erythromycin resistance which may be due to both intrinsic and acquired mechanisms. (author)

The relationship between technology leadership roles and profiles of school principals and technology integration in primary school classrooms

OpenAIRE

Mustafa SAMANCIOĞLU; Murat BAĞLIBEL; Mahmut KALMAN; Mehmet SİNCAR

2015-01-01

The purpose of this study was to investigate the relationship between technology leadership behaviors of school principals and teachers’ level of technology integration, and to determine technology leadership profiles based on teacher views and examine their association with technology integration. The researchers administered two questionnaires to 352 teachers working at sixteen primary schools in a large city in southeastern Turkey. The results revealed a positive, but weak relationship bet...

Toward an affirmative lesbian, gay, bisexual, and transgender leadership paradigm.

Science.gov (United States)

Fassinger, Ruth E; Shullman, Sandra L; Stevenson, Michael R

2010-04-01

This article presents an affirmative paradigm for understanding the leadership of sexual minorities-that is, lesbian, gay, bisexual, and transgender (LGBT) people. Although research on LGBT issues in leadership to date is almost nonexistent, there are several bodies of literature that can contribute to an understanding of the unique leadership challenges faced by sexual minority people. These include the literatures on stigma and marginalization, leadership in particular status groups (e.g., college students, women), and LGBT vocational issues (especially workplace climate and identity disclosure). We propose a new, multidimensional model of LGBT leadership enactment that incorporates sexual orientation (particularly regarding identity disclosure), gender orientation (including leader gender), and the situation (conceptualized here as group composition); the model also is embedded in context, the most relevant factors that affect the enactment of leadership being stigma and marginalization. We explicate this model with findings and concepts from relevant literatures, and we conclude the article with recommendations for building a scholarly literature in LGBT leadership. (PsycINFO Database Record (c) 2010 APA, all rights reserved).

Building a leadership brand.

Science.gov (United States)

Ulrich, Dave; Smallwood, Norm

2007-01-01

How do some firms produce a pipeline of consistently excellent managers? Instead of concentrating merely on strengthening the skills of individuals, these companies focus on building a broad organizational leadership capability. It's what Ulrich and Smallwood--cofounders of the RBL Group, a leadership development consultancy--call a leadership brand. Organizations with leadership brands take an "outside-in" approach to executive development. They begin with a clear statement of what they want to be known for by customers and then link it with a required set of management skills. The Lexus division of Toyota, for instance, translates its tagline--"The pursuit of perfection"--into an expectation that its leaders excel at managing quality processes. The slogan of Bon Secours Health System is "Good help to those in need." It demands that its managers balance business skills with compassion and caring. The outside-in approach helps firms build a reputation for high-quality leaders whom customers trust to deliver on the company's promises. In examining 150 companies with strong leadership capabilities, the authors found that the organizations follow five strategies. First, make sure managers master the basics of leadership--for example, setting strategy and grooming talent. Second, ensure that leaders internalize customers' high expectations. Third, incorporate customer feedback into evaluations of executives. Fourth, invest in programs that help managers hone the right skills, by tapping customers to participate in such programs. Finally, track the success of efforts to build leadership bench strength over the long-term. The result is outstanding management that persists even when individual executives leave. In fact, companies with the strongest leadership brands often become "leader feeders"--firms that regularly graduate leaders who go on to head other companies.

Leadership Competences Among Managers

Directory of Open Access Journals (Sweden)

Anna Baczynska

2017-06-01

Full Text Available Purpose: The aim of this paper is to present the results of a survey conducted among managers (N=38 in the framework of the project “Development of the Bounded Leadership Theory”. The research juxtaposes two types of variables: (1 leadership competencies outlined in Kozminski’s theory (i.e. anticipatory, visionary, value-creating, mobilizing, self-reflection with (2 three psychological predispositions of leaders, such as intelligence, personality and ability to influence others. The tested predispositions represented three groups: non-variable traits, or permanent characteristics (intelligence, partially variable characteristics (personality and variable characteristics (influence tactics. Methodology: A total of 38 middle and senior managers, students of the MBA programme at Kozminski University, took part in the survey. Participants flled out a preliminary version of the Leadership Competence Questionnaire, as well as tests pertaining to intelligence, personality and influence tactics. The hypotheses were tested using Spearman’s rho correlation. The research has brought interesting results relating to the correlation between the fve tested competencies and leadership predispositions. Findings: Permanent and partly stable characteristics do not correlate with leadership competencies, i.e. a high score in leadership competencies is not necessarily synonymous with high intelligence levels or positive personality traits. Correlations have been observed between mobilization skills and influence tactics in the surveyed sample, i.e. legitimacy and personal appeals that leaders have recourse to and, in the case of value-creating competencies, an interesting correlation with legitimacy. Originality: The study constitutes an important contribution to the extant literature, as – first and foremost – it represents a new approach to the understanding of leadership competencies. Secondly, it reveals correlations between complex skills, i

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 ...

Effects of participation in the Executive Leadership in Academic Medicine (ELAM) program on women faculty's perceived leadership capabilities.

Science.gov (United States)

McDade, Sharon A; Richman, Rosalyn C; Jackson, Gregg B; Morahan, Page S

2004-04-01

This study measured the impact of participation by women academics in the Executive Leadership in Academic Medicine (ELAM) program as part of a robust evaluation agenda. The design is a classic pre/post, within-group, self-report study. The survey elicits self-perception about leadership in ten constructs: knowledge of leadership, management, and organizational theory; environmental scanning; financial management; communication; networking and coalition building; conflict management; general leadership; assessment of strengths and weaknesses; acceptance of leadership demands; and career advancement sophistication. The post surveys inquire additionally about perceived program usefulness. Data were collected from 79 participants (1997-98, 1998-99, and 2000-01 classes). Response rates were nearly 100% (pre) and 69% to 76% (post). Statistically significant increases (p leadership capabilities were identified across all ten leadership constructs. Gains were large in knowledge of leadership and organizational theory, environmental scanning, financial management, and general leadership. Gains in career building knowledge were large to moderate. More modest were gains in communication, networking, and conflict management. There were significant correlations between each leadership construct and perceived usefulness of the program. Significant improvements were reported on all leadership constructs, even when participants viewed themselves as already skilled. While it cannot be concluded that participation in ELAM directly and solely caused all improvements, it seems unlikely that midcareer women faculty would improve on all ten constructs in 11 months after program completion by natural maturation alone. Future research will investigate whether the changes are due to ELAM or other factors, and assess whether participants show more rapid advancement into leadership than comparable women not participating in ELAM.

Model Keterkaitan Market Orientation, Leadership, Organizational Innovation dan Organizational Performance pada Industri Kerajinan di Sumatera Barat

OpenAIRE

PRIMA LITA, RATNI; MEUTHIA, MEUTHIA; FAISAL, RANNY FITRIANA

2018-01-01

The purpose of this study is to analyze the influence of market orientation, leadership, organizational innovation and organizational performance in handycraft industry in Bukittinggi City, Pariaman City, Padang Pariaman Regency, and Pesisir Selatan Regency. This research uses quantitative methods, while the sampling technique using Purposive sampling with sample size of 86 craft companies. The criteria assigned to the respondent is the handycraft business that produce and market their own pr...

Ottawa Model of Implementation Leadership and Implementation Leadership Scale: mapping concepts for developing and evaluating theory-based leadership interventions

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Gifford W

2017-03-01

Full Text Available Wendy Gifford,1 Ian D Graham,2,3 Mark G Ehrhart,4 Barbara L Davies,5,6 Gregory A Aarons7 1School of Nursing, Faculty of Health Sciences, University of Ottawa, ON, Canada; 2Centre for Practice-Changing Research, Ottawa Hospital Research Institute, 3School of Epidemiology, Public Health and Preventive Medicine, Facility of Medicine, University of Ottawa, Ottawa, ON, Canada; 4Department of Psychology, San Diego State University, San Diego, CA, USA; 5Nursing Best Practice Research Center, University of Ottawa, Ottawa, ON, Canada; 6Department of Psychiatry, University of California, San Diego, La Jolla, CA, USA; 7Child and Adolescent Services Research Center, University of California, San Diego, CA, USA Purpose: Leadership in health care is instrumental to creating a supportive organizational environment and positive staff attitudes for implementing evidence-based practices to improve patient care and outcomes. The purpose of this study is to demonstrate the alignment of the Ottawa Model of Implementation Leadership (O-MILe, a theoretical model for developing implementation leadership, with the Implementation Leadership Scale (ILS, an empirically validated tool for measuring implementation leadership. A secondary objective is to describe the methodological process for aligning concepts of a theoretical model with an independently established measurement tool for evaluating theory-based interventions.Methods: Modified template analysis was conducted to deductively map items of the ILS onto concepts of the O-MILe. An iterative process was used in which the model and scale developers (n=5 appraised the relevance, conceptual clarity, and fit of each ILS items with the O-MILe concepts through individual feedback and group discussions until consensus was reached.Results: All 12 items of the ILS correspond to at least one O-MILe concept, demonstrating compatibility of the ILS as a measurement tool for the O-MILe theoretical constructs.Conclusion: The O

Fashion opinion leadership, innovativeness, and attitude toward advertising among Portuguese consumers//Liderazgo de opinión, innovación y actitud de los consumidores de moda portugueses

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Paulo Ribeiro Cardoso

2016-07-01

Full Text Available In the context of the fashion market, this study aims to analyze opinion leadership and, specifically, to verify the correlation that may exist between opinion leadership, fashion innovativeness and attitude towards fashion advertising. It is also intended to identify two different consumer groups: opinion leaders and fashion followers based on “opinion leadership” construct. Data collection was done through a self-administered questionnaire with a convenience sample of 203 graduate and post-graduate students of two universities of Porto, the second major city of Portugal. Results show a positive correlation between fashion innovativeness, fashion opinion leadership, and attitude towards fashion advertising, which supports previous studies that presented opinion leaders as incorporating innovators traits and a predisposition to consume fashion information and media. It was possible to identify two groups of consumers: fashion influencers exhibit a moderate sense of innovativeness and a positive attitude towards fashion advertising; and fashion followerswho don’t consider themselves neither innovators nor opinion leaders, but have a moderate positive attitude towards fashion advertising. This research contributes to a better understanding of the profile of fashion opinion leaders, giving empirical support to the idea that this group can be a strategic target of advertising communication in fashion sector.

Developing a Leadership Identity: A Case Study Exploring a Select Group of Hispanic Women at a Hispanic Serving Institution

Science.gov (United States)

Onorato, Suzanne M.

2010-01-01

Leadership is a socially constructed concept shaped by the context, values and experiences of society (Klenke, 1996); the historical context of gender and ethnicity in society affects views about leadership and who merits a leadership role. Therefore, developing an understanding of Hispanic women students' leadership identity development is…

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…

Leadership in rural medicine: the organization on thin ice?

Science.gov (United States)

Hana, Jan; Rudebeck, Carl Edvard

2011-06-01

OBJECTIVE. To explore the personal experiences of and conceptions regarding leading rural primary care in Northern Norway. DESIGN. Qualitative content analysis of focus-group interviews. SETTING. Lead primary care physicians in the three northernmost counties. Subjects. Four groups with 22 out of 88 municipal lead physicians in the region. RESULTS. Three main categories were developed and bound together by an implicit theme. Demands and challenges included the wide leadership span of clinical services and public health, placed in a merged line/board position. Constraints of human resources and time and the ever changing organizational context added to the experience of strain. Personal qualifications indicates the lack of leadership motivation and training, which was partly compensated for by a leader role developed through clinical undergraduate training and then through the responsibilities and experiences of clinical work. In Exercising the leadership, the participants described a vision of a coaching and coordinating leadership and, in practice, a display of communication skills, decision-making ability, result focusing, and ad hoc solutions. Leadership was made easier by the features of the small, rural organization, such as overview, close contact with cooperating partners, and a supportive environment. There was incongruence between demands and described qualifications, and between desired and executed leadership, but nevertheless the organization was running. Leadership demonstrated a "working inadequacy". CONCLUSION. Under resource constraints, leadership based on clinical skills favours management by exception which, in the long run, appears to make the leadership less effective. Leadership training which takes into account the prominent features of rural and decentralized primary care is strongly needed.

Leadership in rural medicine: The organization on thin ice?

Science.gov (United States)

Hana, Jan; Rudebeck, Carl Edvard

2011-01-01

Objective To explore the personal experiences of and conceptions regarding leading rural primary care in Northern Norway. Design Qualitative content analysis of focus-group interviews. Setting Lead primary care physicians in the three northernmost counties. Subjects Four groups with 22 out of 88 municipal lead physicians in the region. Results Three main categories were developed and bound together by an implicit theme. Demands and challenges included the wide leadership span of clinical services and public health, placed in a merged line/board position. Constraints of human resources and time and the ever changing organizational context added to the experience of strain. Personal qualifications indicates the lack of leadership motivation and training, which was partly compensated for by a leader role developed through clinical undergraduate training and then through the responsibilities and experiences of clinical work. In Exercising the leadership, the participants described a vision of a coaching and coordinating leadership and, in practice, a display of communication skills, decision-making ability, result focusing, and ad hoc solutions. Leadership was made easier by the features of the small, rural organization, such as overview, close contact with cooperating partners, and a supportive environment. There was incongruence between demands and described qualifications, and between desired and executed leadership, but nevertheless the organization was running. Leadership demonstrated a “working inadequacy”. Conclusion Under resource constraints, leadership based on clinical skills favours management by exception which, in the long run, appears to make the leadership less effective. Leadership training which takes into account the prominent features of rural and decentralized primary care is strongly needed. PMID:21526921

Is leadership a reliable concept in animals? An empirical study in the horse.

Science.gov (United States)

Bourjade, Marie; Thierry, Bernard; Hausberger, Martine; Petit, Odile

2015-01-01

Leadership is commonly invoked when accounting for the coordination of group movements in animals, yet it remains loosely defined. In parallel, there is increased evidence of the sharing of group decisions by animals on the move. How leadership integrates within this recent framework on collective decision-making is unclear. Here, we question the occurrence of leadership in horses, a species in which this concept is of prevalent use. The relevance of the three main definitions of leadership--departing first, walking in front travel position, and eliciting the joining of mates--was tested on the collective movements of two semi-free ranging groups of Przewalski horses (Equus ferus przewalskii). We did not find any leader capable of driving most group movements or recruiting mates more quickly than others. Several group members often displayed pre-departure behaviours at the same time, and the simultaneous departure of several individuals was common. We conclude that the decision-making process was shared by several group members a group movement (i.e., partially shared consensus) and that the leadership concept did not help to depict individual departure and leading behaviour across movements in both study groups. Rather, the different proxies of leadership produced conflicting information about individual contributions to group coordination. This study discusses the implications of these findings for the field of coordination and decision-making research.

Is leadership a reliable concept in animals? An empirical study in the horse.

Directory of Open Access Journals (Sweden)

Marie Bourjade

Full Text Available Leadership is commonly invoked when accounting for the coordination of group movements in animals, yet it remains loosely defined. In parallel, there is increased evidence of the sharing of group decisions by animals on the move. How leadership integrates within this recent framework on collective decision-making is unclear. Here, we question the occurrence of leadership in horses, a species in which this concept is of prevalent use. The relevance of the three main definitions of leadership--departing first, walking in front travel position, and eliciting the joining of mates--was tested on the collective movements of two semi-free ranging groups of Przewalski horses (Equus ferus przewalskii. We did not find any leader capable of driving most group movements or recruiting mates more quickly than others. Several group members often displayed pre-departure behaviours at the same time, and the simultaneous departure of several individuals was common. We conclude that the decision-making process was shared by several group members a group movement (i.e., partially shared consensus and that the leadership concept did not help to depict individual departure and leading behaviour across movements in both study groups. Rather, the different proxies of leadership produced conflicting information about individual contributions to group coordination. This study discusses the implications of these findings for the field of coordination and decision-making research.

The Influence of Primary School Principals´ Leadership Styles on Innovative Practices

Directory of Open Access Journals (Sweden)

Petra Heissenberger

2017-12-01

Full Text Available This qualitative research explored the relationship between school principals’ leadership styles and their innovative practices in schools. The Multifactor Leadership Questionnaire (MLQ; Avolio & Bass, 1995, was administered to 38 school principals in Lower Austria, who, based on their responses, were then categorized as leaders with stronger or weaker transformational leadership styles. Six of these principals were then interviewed: three with strong transformational leadership styles (Transformational – High and three with weaker transformational leadership styles (Transformational – Low. Interview data were coded qualitatively, and patterns and themes emerged relating to how these two groups viewed innovation in their school. The two groups of leaders were similar in that they both viewed requirements for innovation similarly. Both groups also believed that the results of innovation could lead to an improvement in collegial collaboration and relationship. However, leaders with stronger transformational leadership styles viewed innovation more positively and placed more importance on innovation than participants with their weaker transformational counterparts. Implications for practice are discussed.

The Influence of Values on the Leadership Style

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Cătălina Andra ROȘCA

2014-12-01

Full Text Available The study of values has been an issue of interest for several subjects, such as philosophy, social sciences, ethics, axiology etc. Despite the fact that psychologists acknowledge the importance of values as orientation tools for every individual in their environment, generating attitudes which translate into behaviours, the empirical research on this topic has been rather scarce, given the complexity of the field, as well as the lack of a sensitive and valid tool able to allow the measurement of values. The academic research, however, cannot avoid an emphasis of (the values in the study of leadership. Based on the complete leadership model (Bass & Avolio, 1997, the empirical research we propose aims at studying the influence of values on the informal leadership style. The lot of respondents is made up of students, master degree candidates and prisoners from Târgsor, Prahova county prison - totalling 135 persons, divided in 15 groups with one informal leader for each group. The Multifactor Leadership Questionnaire (Avolio & Bass, Schwartz Value Inventory and the socio-metric techniques for identifying the informal leaders have been applied to all of them. The proposed hypotheses approach the congruence between the leader's fundamental values and those of the group's members, the way the values influence the leadership in the educational environment (students, master degree candidates as opposed to the prison environment and, in perspective, the interactions of the members within and outside the group, determined by the degree of identification with the others' values.

Leadership: social identity and guiding from within.

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Kerfoot, Karlene M

2007-01-01

An important field in leadership research is that of the social identity of the group and what that means for leadership. In health care, there are many different types of social identities that vary by hospital, geography, and profession. Leaders often sabotage their effectiveness when they do not consider the social values of the group. The work of leaders is to help move units and organizations to a higher level of performance. Identifying the social identity of the group is the first step. The most successful have expertise in assessing the social identity of groups and developing a commonality of a shared vision that represents the best work of the group and of the leader.

Democratic leadership for school improvement in challenging contexts

OpenAIRE

Harris, A.; Chapman, C.

2002-01-01

There is a great deal of contemporary interest in improving schools in challenging contexts. However, there are relatively few research studies that have focused exclusively upon successful leadership practices in such schools. This article outlines the findings from a research study funded by the National College for School Leadership in England that explored successful leadership practices and school improvement strategies in a group of secondary schools in challenging circumstances.

Leadership Competencies for Managing Diversity

OpenAIRE

Jan Visagie; Herman Linde; Werner Havenga

2011-01-01

The new understanding of diversity involves more than increasing the number of different identity groups on the payroll. An important proposal is that the experience of diversity in an organisation results from pervasive styles of management. This article dealt with the specific paradigms of diversitymanagement and leadership style theory used to address the research problem in the empirical study, namely ‘Is diversity management experience related to leadership styles or competencies?’ The m...

A logo-leadership intervention: Implications for leadership development

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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.

Recognizing excellence in maternal and child health (MCH) epidemiology: the 2012 Co-hosted 18th MCH Epidemiology Conference and 22nd CityMatCH Urban MCH Leadership Conference, the 25th anniversary of the MCH Epidemiology Program, and the National MCH Epidemiology Awards.

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Kroelinger, Charlan D; Jones, Jessica; Barfield, Wanda D; Kogan, Michael D

2014-09-01

In December 2012, multiple leading agencies in the field of Maternal and Child Health (MCH) partnered to co-host a national MCH Epidemiology Conference. The Conference offered opportunities for peer exchange; presentation of new scientific methodologies, programs, and policies; dialogue on changes in the MCH field; and discussion of emerging MCH issues relevant to the work of MCH professionals. During the Conference, the MCH Epidemiology Program celebrated 25 years of success and partnership, and 16 MCH agencies presented six deserving health researchers and leaders with national awards in the areas of advancing knowledge, effective practice, outstanding leadership, excellence in teaching and mentoring, and young professional achievement. In September 2014, building on knowledge gained and changes in the field of MCH, leading agencies including the Centers for Disease Control and Prevention, the Health Resources and Services Administration, CityMatCH, and the Association of MCH Programs plan to replicate the achievements of 2012 through the implementation of a fully integrated national conference: the CityMatCH Leadership and MCH Epidemiology Conference.

The effect of gender on transformational leadership and job satisfaction among Saudi nurses.

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Alghamdi, Mohammed G; Topp, Robert; AlYami, Mansour S

2018-01-01

To compare nurses' job satisfaction and perceptions of transformational leadership style of their manager among four different nurse/manager gender dyads in Saudi Arabia. Women and men differ on many behavioural characteristics and are influenced by the cultural environment. Understanding these differences may have an impact on leadership behaviours and job satisfaction. A descriptive analysis of one-time survey data collected in 2011 from Saudi nurses employed in six general public hospitals located in three cities. Three hundred and eight (51.3%) of 600 Saudi nurses solicited to participate completed anonymous questionnaires that measured their job satisfaction and perceptions of transformational leadership style of their manager. Factorial ANOVA tested the main effects of gender of the nurse, gender of the manager and the interaction term on the nurse's job satisfaction, and perceived transformational leadership style of their manager. These analyses indicated a main effect of gender of the manager on both job satisfaction and perceived transformational leadership style of the manager (p transformational leadership style of their manager when their manager was male. These findings contrast with what other researchers have reported that nurse job satisfaction and perceived leadership characteristics of their manager are independent of the gender of the manager. These perceptions of Saudi nurses may be a result of "sex-role spillover" in a male-dominated, gender-segregated society. © 2017 John Wiley & Sons Ltd.

In search for a public health leadership competency framework to support leadership curriculum-a consensus study.

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Czabanowska, Katarzyna; Smith, Tony; Könings, Karen D; Sumskas, Linas; Otok, Robert; Bjegovic-Mikanovic, Vesna; Brand, Helmut

2014-10-01

Competency-based education is increasingly popular, especially in the area of continuing professional development. Many competency frameworks have been developed; however, few address leadership competencies for European public health professionals. The aim of this study was to develop a public health leadership competency framework to inform a leadership curriculum for public health professionals. The framework was developed as part of the Leaders for European Public Health project-supported by the EU Lifelong Learning Programme. The study was carried out in three phases: a literature review, consensus development panel and Delphi survey. The public health leadership competency framework was initially developed from a literature review. A preliminary list of competencies was submitted to a panel of experts. Two consensus development panels were held to evaluate and make changes to the initial draft competency framework. Then two rounds of a Delphi survey were carried out in an effort to reach consensus. Both surveys were presented through Survey Monkey to members of the Association of the Schools of Public Health in the European Region Working Group on Innovation in Public Health Teaching and Education. The framework was developed consisting of 52 competencies organized into eight domains: Systems Thinking; Political Leadership; Collaborative Leadership: Building and Leading Interdisciplinary Teams; Leadership and Communication; Leading Change; Emotional Intelligence and Leadership in Team-based Organizations; Leadership, Organizational Learning and Development and Ethics and Professionalism. The framework can serve as a useful tool in identifying gaps in knowledge and skills, and shaping competency-based continuing professional development leadership curricula for public health professionals in Europe. © The Author 2013. Published by Oxford University Press on behalf of the European Public Health Association. All rights reserved.

Effects of Inclusive Leadership on Employee Voice Behavior and Team Performance: The Mediating Role of Caring Ethical Climate

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Lei Qi

2017-09-01

Full Text Available As an emerging research field of leadership, inclusive leadership reflects the new style of leadership demanded by researchers and practitioners. Is it a leadership style that can better integrate employees and organizations and adapt to new complex management situation? Based on theories of social exchange, organizational support, and self-determination, this study investigated the impact of inclusive leadership on employee voice behavior and team performance through caring ethical climate. We evaluated the model with a time-lagged data of 329 team members from 105 teams in six cities in China. Results indicated as following: inclusive leadership was positively correlated with employee voice behavior at the individual level and team performance at the team level; caring ethical climate mediated the relationship between inclusive leadership and employee voice behavior at the individual level, as well as mediated the relationship between inclusive leadership and team performance at the team level. This study revealed the mechanism of the positive cross-level effects of inclusive leadership on the caring ethical climate, employee voice behavior, and team performance. These findings also provided important contributions for human resource management and practice.

Leadership Elasticity Enhancing Style-Flex for Leadership Equilibrium

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Rajbhandari, Mani Man Singh

2017-01-01

Leadership elasticity enhances leadership style flexibility and mobility to enable educational leaders to maintain appropriate leadership equilibrium. The essential of leadership elasticity contributes towards organizational effectiveness by followership's maintenance through appropriate expansion and contraction of relations and task behavioural…

The relationship between technology leadership roles and profiles of school principals and technology integration in primary school classrooms

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Mustafa SAMANCIOĞLU

2015-12-01

Full Text Available The purpose of this study was to investigate the relationship between technology leadership behaviors of school principals and teachers’ level of technology integration, and to determine technology leadership profiles based on teacher views and examine their association with technology integration. The researchers administered two questionnaires to 352 teachers working at sixteen primary schools in a large city in southeastern Turkey. The results revealed a positive, but weak relationship between technology leadership and technology integration. Furthermore, it was concluded that there were positive but weak relationships among technology integration and human centeredness, communication and collaboration, vision and support sub-dimensions of technology leadership. Two technology leadership profiles (high-TLP=65.6% and low-TLP=34.4% were constructed as a result of cluster analysis. A statistically significant difference was detected between teachers’ technology integration perceptions which were categorized into two profiles. The paper concludes by suggestions for implications to strengthen the link between technology leadership and technology integration.

Collaborating internationally on physician leadership education: first steps.

Science.gov (United States)

Matlow, Anne; Chan, Ming-Ka; Bohnen, Jordan David; Blumenthal, Daniel Mark; Sánchez-Mendiola, Melchor; de Camps Meschino, Diane; Samson, Lindy Michelle; Busari, Jamiu

2016-07-04

Purpose Physicians are often ill-equipped for the leadership activities their work demands. In part, this is due to a gap in traditional medical education. An emergent international network is developing a globally relevant leadership curriculum for postgraduate medical education. The purpose of this article is to share key learnings from this process to date. Design/methodology/approach The Toronto International Summit on Leadership Education for Physicians (TISLEP) was hosted by the Royal College of Physicians and Surgeons of Canada, and the University of Toronto's Faculty of Medicine and Institute of Health Policy, Management and Evaluation. Of 64 attendees from eight countries, 34 joined working groups to develop leadership competencies. The CanMEDS Competency Framework, stage of learner development and venue of learning formed the scaffold for the work. Emotional intelligence was selected as the topic to test the feasibility of fruitful international collaboration; results were presented at TISLEP 2015. Findings Dedicated international stakeholders engaged actively and constructively through defined working groups to develop a globally relevant, competency-based curriculum for physician leadership education. Eleven principles are recommended for consideration in physician leadership curriculum development. Defining common language and taxonomy is essential for a harmonized product. The importance of establishing an international network to support implementation, evaluation, sustainability and dissemination of the work was underscored. Originality/value International stakeholders are collaborating successfully on a graduated, competency-based leadership curriculum for postgraduate medical learners. The final product will be available for adaptation to local needs. An international physician leadership education network is being developed to support and expand the work underway.

Leadership and the fate of organizations.

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Kaiser, Robert B; Hogan, Robert; Craig, S Bartholomew

2008-01-01

This article concerns the real-world importance of leadership for the success or failure of organizations and social institutions. The authors propose conceptualizing leadership and evaluating leaders in terms of the performance of the team or organization for which they are responsible. The authors next offer a taxonomy of the dependent variables used as criteria in leadership studies. A review of research using this taxonomy suggests that the vast empirical literature on leadership may tell us more about the success of individual managerial careers than the success of these people in leading groups, teams, and organizations. The authors then summarize the evidence showing that leaders do indeed affect the performance of organizations--for better or for worse--and conclude by describing the mechanisms through which they do so.

The Ethical City: A Rationale for an Urgent New Urban Agenda

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Brendan F. D. Barrett

2016-11-01

Full Text Available The ethical city, in contrast to many other adjectives used to describe our cities, implies an approach to urban development that is about doing the right thing for and by urban citizens. Acknowledging the rich traditions of urban development studies and human ethics, this article draws on examples of existing practices in cities that reflect a principled and ethical approach to leadership, governance, planning, economic development, sustainability and citizen engagement. An increased focus on ethics and justice is central in shaping how we respond effectively to global pressing issues such as climate change while at the same time tackling diverse social and economic problems in our cities including inequality, marginalization and lack of access to opportunities for the most vulnerable. While an ethical city points towards sustainability, resilience, inclusion and shared prosperity, the opposite direction could lead to corruption, poverty and social disaffection.

Advancing tendencies? PR leadership, general leadership, and leadership pedagogy

OpenAIRE

McKie, D; Willis, P

2014-01-01

What are the best ways to advance PR leadership? In exploring answers, we consider the last two decades of PR literature and identify two main tendencies. We link those two with general leadership literature and practices, as well as with literature on leadership pedagogy. We conclude that, rather than recent moves to look within the field, without self-reflection, to existing PR perspectives and figures for solutions, looking outwards has greater potential to transform not only the PR leader...

City Car = The City Car / Andres Sevtshuk

Index Scriptorium Estoniae

Sevtshuk, Andres, 1981-

2008-01-01

Massachusettsi Tehnoloogiainstituudi (MIT) meedialaboratooriumi juures tegutseva Targa Linna Grupi (Smart City Group) ja General Motorsi koostööna sündinud kaheistmelisest linnasõbralikust elektriautost City Car. Nimetatud töögrupi liikmed (juht William J. Mitchell, töögruppi kuulus A. Sevtshuk Eestist)

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...

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...

Assessing public leadership styles for innovation: A comparison of Copenhagen, Rotterdam and Barcelona

DEFF Research Database (Denmark)

Ricard, Lykke Margot; Lewis, Jenny M; Klijn, Erik Hans

2017-01-01

of these proved to be more robust than others. Analysis of the three cities reveals a nuanced set of leadership styles, which include a transformational style, and one that is more dedicated to motivating employees, risk-taking and including others in decision-making. This suggests the need for more research...

Measuring distributed leadership agency in a hospital context.

Science.gov (United States)

Jønsson, Thomas; Unterrainer, Christine; Jeppesen, Hans-Jeppe; Jain, Ajay Kumar

2016-09-19

Purpose The purpose of this paper is to develop and validate an instrument that can measure distributed leadership (DL) as employees' active participation in DL tasks. The authors designate this as the distributed leadership agency (DLA). Design/methodology/approach Data were collected throughout all departments and occupational groups at a merged centralized hospital setting in Denmark. A total of 1,774 employees from 24 hospital departments and 16 occupational groups completed our survey. Structural equation model and confirmatory factor analyses were applied to identify appropriate items and a test for measurement invariance, predictive, discriminant and convergent validity, and ANOVAs were applied to analyse group differences in DLA. Findings The identified unidimensional questionnaire consists of seven items, as it is different from, but associated with, empowering leadership, organizational influence, attitude to participation and trust in management. As theoretically predicted, DLA is positively related to self-efficacy, job satisfaction and innovative behaviour. Chief physicians, permanent employees and employee representatives scored higher on the scale than the rest of their respective counterparts. Practical implications The survey offers a method to assess a distribution of leadership agency in hospital organizations. Such assessment may provide a basis for organizational and leadership development. Originality/value The present study provides a reliable and valid quantitative instrument that measures how much employees at all hierarchical levels are involved in concrete leadership activities in the hospital context. Taking a normative perspective the authors could show that DL - measured with the DLA-questionnaire - has positive effects on employees' behaviour.

The Benefits of Merging Leadership Research and Emotions Research.

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Humphrey, Ronald H; Burch, Gerald F; Adams, Laural L

2016-01-01

A closer merging of the literature on emotions with the research on leadership may prove advantageous to both fields. Leadership researchers will benefit by incorporating the research on emotional labor, emotional regulation, and happiness. Emotions researchers will be able to more fully consider how leadership demands influence emotional processes. In particular, researchers can better understand how the workplace context and leadership demands influence affective events. The leadership literature on charisma, transformational leadership, leader-member exchange, and other theories have the potential to shed light on how rhetorical techniques and other leadership techniques influence emotional labor, emotional contagion, moods, and overall morale. Conversely, the literature on emotional labor and emotional contagion stands to provide insights into what makes leaders charismatic, transformational, or capable of developing high quality leader-follower relationships. This review examines emotions and leadership at five levels: within person, between persons, interpersonal, groups and teams, and organizational wide and integrates research on emotions, emotional contagion, and leadership to identify opportunities for future research for both emotions researchers and leadership researchers.

The Benefits of Merging Leadership Research and Emotions Research

Science.gov (United States)

Humphrey, Ronald H.; Burch, Gerald F.; Adams, Laural L.

2016-01-01

A closer merging of the literature on emotions with the research on leadership may prove advantageous to both fields. Leadership researchers will benefit by incorporating the research on emotional labor, emotional regulation, and happiness. Emotions researchers will be able to more fully consider how leadership demands influence emotional processes. In particular, researchers can better understand how the workplace context and leadership demands influence affective events. The leadership literature on charisma, transformational leadership, leader-member exchange, and other theories have the potential to shed light on how rhetorical techniques and other leadership techniques influence emotional labor, emotional contagion, moods, and overall morale. Conversely, the literature on emotional labor and emotional contagion stands to provide insights into what makes leaders charismatic, transformational, or capable of developing high quality leader–follower relationships. This review examines emotions and leadership at five levels: within person, between persons, interpersonal, groups and teams, and organizational wide and integrates research on emotions, emotional contagion, and leadership to identify opportunities for future research for both emotions researchers and leadership researchers. PMID:27458415

Leadership Identity Development Through Reflection and Feedback in Team-Based Learning Medical Student Teams.

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Alizadeh, Maryam; Mirzazadeh, Azim; Parmelee, Dean X; Peyton, Elizabeth; Mehrdad, Neda; Janani, Leila; Shahsavari, Hooman

2018-01-01

Studies on leadership identity development through reflection with Team-Based Learning (TBL) in medical student education are rare. We assumed that reflection and feedback on the team leadership process would advance the progression through leadership identity development stages in medical students within the context of classes using TBL. This study is a quasi-experimental design with pretest-posttest control group. The pretest and posttest were reflection papers of medical students about their experience of leadership during their TBL sessions. In the intervention group, TBL and a team-based, guided reflection and feedback on the team leadership process were performed at the end of all TBL sessions. In the other group, only TBL was used. The Stata 12 software was used. Leadership Identity was treated both as a categorical and quantitative variable to control for differences in baseline and gender variables. Chi-square, t tests, and linear regression analysis were performed. The population was a cohort of 2015-2016 medical students in a TBL setting at Tehran University of Medical Sciences, School of Medicine. Teams of four to seven students were formed by random sorting at the beginning of the academic year (intervention group n = 20 teams, control group n = 19 teams). At baseline, most students in both groups were categorized in the Awareness and Exploration stage of leadership identity: 51 (52%) in the intervention group and 59 (55%) in the control group: uncorrected χ 2 (3) = 15.6, design-based F(2.83, 108) = 4.87, p = .003. In the posttest intervention group, 36 (36%) were in exploration, 33 (33%) were in L-identified, 20 (20%) were in Leadership Differentiated, and 10 (10%) were in the Generativity. None were in the Awareness or Integration stages. In the control group, 3 (20%) were in Awareness, 56 (53%) were in Exploration, 35 (33%) were in Leader Identified, 13 (12%) were in Leadership Differentiated. None were in the Generativity and Integration stages

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…

Leadership = Communication? The Relations of Leaders' Communication Styles with Leadership Styles, Knowledge Sharing and Leadership Outcomes.

Science.gov (United States)

de Vries, Reinout E; Bakker-Pieper, Angelique; Oostenveld, Wyneke

2010-09-01

PURPOSE: The purpose of this study was to investigate the relations between leaders' communication styles and charismatic leadership, human-oriented leadership (leader's consideration), task-oriented leadership (leader's initiating structure), and leadership outcomes. METHODOLOGY: A survey was conducted among 279 employees of a governmental organization. The following six main communication styles were operationalized: verbal aggressiveness, expressiveness, preciseness, assuredness, supportiveness, and argumentativeness. Regression analyses were employed to test three main hypotheses. FINDINGS: In line with expectations, the study showed that charismatic and human-oriented leadership are mainly communicative, while task-oriented leadership is significantly less communicative. The communication styles were strongly and differentially related to knowledge sharing behaviors, perceived leader performance, satisfaction with the leader, and subordinate's team commitment. Multiple regression analyses showed that the leadership styles mediated the relations between the communication styles and leadership outcomes. However, leader's preciseness explained variance in perceived leader performance and satisfaction with the leader above and beyond the leadership style variables. IMPLICATIONS: This study offers potentially invaluable input for leadership training programs by showing the importance of leader's supportiveness, assuredness, and preciseness when communicating with subordinates. ORIGINALITY/VALUE: Although one of the core elements of leadership is interpersonal communication, this study is one of the first to use a comprehensive communication styles instrument in the study of leadership.

Intelligent leadership and leadership competencies : developing a leadership framework for intelligent organizations

OpenAIRE

Sydänmaanlakka, Pentti

2003-01-01

The purpose of this study was to develop a leadership framework for intelligent organizations. This was done by analyzing the future working environment of managers, leadership as a phenomenon and as a process and leadership competencies. How leadership is typically learned and trained and how we could improve these activities, was also studied. One of the contentions of this thesis is that as the world is shifting from an industrial paradigm to a post-industrial paradigm, it is necessary tha...

Leadership Identity Development through an Interdisciplinary Leadership Minor

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Sorensen, Tyson J.; McKim, Aaron J.; Velez, Jonathan J.

2016-01-01

Leadership development among postsecondary students can occur through a variety of experiences; one such experience is a leadership minor. The purpose of this descriptive interpretive study was to analyze students' experiences while enrolled in a leadership minor with a focus on exploring evidence of leadership identity development. By exploring…

Can Servant Leaders Fuel the Leadership Fire? The Relationship between Servant Leadership and Followers’ Leadership Avoidance

OpenAIRE

Martin Lacroix; Armin Pircher Verdorfer

2017-01-01

This study tested the effect of servant leadership on followers’ inclinations to strive for and, in contrast, to avoid leadership responsibility. Results from a study in the health care context, including two waves of data from 222 employees, revealed that servant leadership had a small but positive effect on followers’ leadership avoidance. This effect was influenced by followers’ implicit conception of an ideal leader. Specifically, servant leadership was found to reduce leadership avoidanc...

Perceptions of leadership among final-year undergraduate nursing students.

Science.gov (United States)

Francis-Shama, Jayne

2016-11-01

Aim The promotion of a distributed leadership model in health care means there is an expectation that undergraduate training should contribute to the development of nursing students' leadership capabilities. However, there is concern that the nursing degree programme is not sufficiently preparing students. This study explored nursing students' perceptions of leadership before qualifying, and how prepared they felt to take on leadership roles. Method Data were collected from 20 undergraduate nursing students, using a Straussian grounded theory approach, through three focus groups and six semi-structured interviews. Findings These suggest students are disengaged from the learning of leadership, and preparation for leadership in clinical areas is problematic, as students are exposed to flawed role modelling. Conclusion Discrepancies between nurse education and the realities of clinical practice mean that successfully preparing nursing students for leadership roles will be challenging within current provision.

Connecting Leadership and Learning: Do Versatile Learners make Connective Leaders?

Directory of Open Access Journals (Sweden)

Jill L. Robinson

2016-03-01

Full Text Available Abstract Recent failures in leadership, suggest that creating better-quality leadership development programs is critical. In moving from theory to practice, this paper examined the relationship between learning style and leadership style which may enable us to move away from one-size-fits-all leadership development programs. Utilizing Kolb’s Experiential Learning Model and Connective Leadership theory, approximately 3600 college students were analyzed to discover whether versatility in learning styles translates into versatility in leadership styles. One group of versatile learners reported using a wider range of leadership styles suggesting that learning flexibility may transfer to leadership flexibility. Surprisingly, learners of all types reported utilizing Power and Intrinsic styles of leadership above all others. Implications for leadership development include considering individual differences when crafting leadership programs, matching learning styles to leader training, and the need to move beyond one set of leadership behaviors to increase flexibility in dealing with complex situations. Using a large sample rarely seen in management studies, this paper makes key contributions to the literature. 

Transformational leadership training programme for charge nurses.

Science.gov (United States)

Duygulu, Sergul; Kublay, Gulumser

2011-03-01

This paper is a report of an evaluation of the effects of a transformational leadership training programme on Unit Charge Nurses' leadership practices. Current healthcare regulations in the European Union and accreditation efforts of hospitals for their services mandate transformation in healthcare services in Turkey. Therefore, the transformational leadership role of nurse managers is vital in determining and achieving long-term goals in this process. The sample consisted of 30 Unit Charge Nurses with a baccalaureate degree and 151 observers at two university hospitals in Turkey. Data were collected using the Leadership Practices Inventory-Self and Observer (applied four times during a 14-month study process from December 2005 to January 2007). The transformational leadership training programme had theoretical (14 hours) and individual study (14 hours) in five sections. Means, standard deviations and percentages, repeated measure tests and two-way factor analysis were used for analysis. According the Leadership Practices Inventory-Self and Observer ratings, leadership practices increased statistically significantly with the implementation of the programme. There were no significant differences between groups in age, length of time in current job and current position. The Unit Charge Nurses Leadership Practices Inventory self-ratings were significantly higher than those of the observers. There is a need to develop similar programmes to improve the leadership skills of Unit Charge Nurses, and to make it mandatory for nurses assigned to positions of Unit Charge Nurse to attend this kind of leadership programme. © 2010 Blackwell Publishing Ltd.

Can Servant Leaders Fuel the Leadership Fire? The Relationship between Servant Leadership and Followers’ Leadership Avoidance

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Martin Lacroix

2017-02-01

Full Text Available This study tested the effect of servant leadership on followers’ inclinations to strive for and, in contrast, to avoid leadership responsibility. Results from a study in the health care context, including two waves of data from 222 employees, revealed that servant leadership had a small but positive effect on followers’ leadership avoidance. This effect was influenced by followers’ implicit conception of an ideal leader. Specifically, servant leadership was found to reduce leadership avoidance when the congruence with the followers’ ideal leader prototype was high. Furthermore, followers’ core self-evaluations and affective motivation to lead mediated the relationship between servant leadership and reduced leadership avoidance. Implications of these patterns for theory and practice and avenues for future research are discussed.

Successful, safe and sustainable cities: towards a New Urban Agenda

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David Satterthwaite

2017-04-01

Full Text Available There is a growing interest among national governments and international agencies in the contribution of urban centres to sustainable development. The paper outlines the new global agendas to guide this: the Sustainable Development Goals, the Paris Agreement and the New Urban Agenda. It then sets out the key challenges and opportunities facing urban governments across the Commonwealth in implementing these agendas and achieving inclusive, safe, resilient and sustainable cities. This is hampered by significant infrastructure deficits (especially in provision for water and sanitation and a lack of funding. After outlining the commitments agreed by national governments in these global agendas, the paper discusses the vital role in meeting these of city leadership, financing and investment, urban planning and local economic development. Whilst it is good to see recognition of the importance of cities to national economies, economic success in any city does not automatically contribute to a healthier city, a more inclusive city or a sustainable city. This needs capable and accountable urban governments working closely with local civil society, and the redirection of public funds and development assistance to support them.

Developing a model for effective leadership in healthcare: a concept mapping approach

Science.gov (United States)

Hargett, Charles William; Doty, Joseph P; Hauck, Jennifer N; Webb, Allison MB; Cook, Steven H; Tsipis, Nicholas E; Neumann, Julie A; Andolsek, Kathryn M; Taylor, Dean C

2017-01-01

Purpose Despite increasing awareness of the importance of leadership in healthcare, our understanding of the competencies of effective leadership remains limited. We used a concept mapping approach (a blend of qualitative and quantitative analysis of group processes to produce a visual composite of the group’s ideas) to identify stakeholders’ mental model of effective healthcare leadership, clarifying the underlying structure and importance of leadership competencies. Methods Literature review, focus groups, and consensus meetings were used to derive a representative set of healthcare leadership competency statements. Study participants subsequently sorted and rank-ordered these statements based on their perceived importance in contributing to effective healthcare leadership in real-world settings. Hierarchical cluster analysis of individual sortings was used to develop a coherent model of effective leadership in healthcare. Results A diverse group of 92 faculty and trainees individually rank-sorted 33 leadership competency statements. The highest rated statements were “Acting with Personal Integrity”, “Communicating Effectively”, “Acting with Professional Ethical Values”, “Pursuing Excellence”, “Building and Maintaining Relationships”, and “Thinking Critically”. Combining the results from hierarchical cluster analysis with our qualitative data led to a healthcare leadership model based on the core principle of Patient Centeredness and the core competencies of Integrity, Teamwork, Critical Thinking, Emotional Intelligence, and Selfless Service. Conclusion Using a mixed qualitative-quantitative approach, we developed a graphical representation of a shared leadership model derived in the healthcare setting. This model may enhance learning, teaching, and patient care in this important area, as well as guide future research. PMID:29355249

College Men's Perceptions of Their Leadership Practice: Unpacking Power and Influence

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Tillapaugh, Daniel; Haber-Curran, Paige

2016-01-01

This qualitative exploratory study focuses on the leadership experiences of college men who held leadership roles in campus organizations. The researchers examined the students' experiences of leading their organizations and group members and the students' perceptions of gender roles influencing their leadership practice. Four male participants at…

Collaborative leadership and the implementation of community-based fall prevention initiatives: a multiple case study of public health practice within community groups.

Science.gov (United States)

Markle-Reid, Maureen; Dykeman, Cathy; Ploeg, Jenny; Kelly Stradiotto, Caralyn; Andrews, Angela; Bonomo, Susan; Orr-Shaw, Sarah; Salker, Niyati

2017-02-16

Falls among community-dwelling older adults are a serious public health concern. While evidence-based fall prevention strategies are available, their effective implementation requires broad cross-sector coordination that is beyond the capacity of any single institution or organization. Community groups comprised of diverse stakeholders that include public health, care providers from the public and private sectors and citizen volunteers are working to deliver locally-based fall prevention. These groups are examples of collective impact and are important venues for public health professionals (PHPs) to deliver their mandate to work collaboratively towards achieving improved health outcomes. This study explores the process of community-based group work directed towards fall prevention, and it focuses particular attention on the collaborative leadership practices of PHPs, in order to advance understanding of the competencies required for collective impact. Four community groups, located in Ontario, Canada, were studied using an exploratory, retrospective, multiple case study design. The criteria for inclusion were presence of a PHP, a diverse membership and the completion of an initiative that fit within the scope of the World Health Organization Fall Prevention Model. Data were collected using interviews (n = 26), focus groups (n = 4), and documents. Cross-case synthesis was conducted by a collaborative team of researchers. The community groups differed by membership, the role of the PHP and the type of fall prevention initiatives. Seven practice themes emerged: (1) tailoring to address context; (2) making connections; (3) enabling communication; (4) shaping a vision; (5) skill-building to mobilize and take action; (6) orchestrating people and projects; and (7) contributing information and experience. The value of recognized leadership competencies was underscored and the vital role of institutional supports was highlighted. To align stakeholders working

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

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...

Development and Validation of the Foundational Healthcare Leadership Self-assessment.

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Van Hala, Sonja; Cochella, Susan; Jaggi, Rachel; Frost, Caren J; Kiraly, Bernadette; Pohl, Susan; Gren, Lisa

2018-04-01

We sought to develop and validate a self-assessment of foundational leadership skills for early-career physicians. We developed a leadership self-assessment from a compilation of materials on health care leadership skills. A sequential exploratory study was conducted using qualitative and quantitative analysis for face, content, and construct validity of the self-assessment. First, two focus groups were conducted with leaders in medicine and family medicine residents, to refine the pilot self-assessment. The self-assessment pilot was then tested with family medicine residents across the country, and the results were quantitatively evaluated with principal component analysis. This data was used to reduce and group the statements into leadership domains for the final self-assessment. Twenty-two invited family medicine residency programs agreed to distribute the survey. A total of 163 family medicine residents completed the survey, representing 16 to 20 residency programs from 12 states (response rate 28.9% to 34.8%). Analysis showed important differences by residency year, with more advanced residents scoring higher. The analysis reduced the number of items from 33 on the pilot assessment to 21 on the final assessment, which the authors titled the Foundational Healthcare Leadership Self-assessment (FHLS). The 21 items were grouped into five leadership domains: accountability, collaboration, communication, team management, and self-management. The FHLS is a validated 21-item self-assessment of foundational leadership skills for early career physicians. It takes less than 5 minutes to complete, and quantifies skill within five domains of foundational leadership. The FHLS is a first step in developing educational and evaluative assessments for training medical residents as clinician leaders.

Building the capacity for evidence-based clinical nursing leadership: the role of executive co-coaching and group clinical supervision for quality patient services.

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Alleyne, Jo; Jumaa, Mansour Olawale

2007-03-01

The general aims of this article were to facilitate primary care nurses (District Nurse Team Leaders) to link management and leadership theories with clinical practice and to improve the quality of the service provided to their patients. The specific aim was to identify, create and evaluate effective processes for collaborative working so that the nurses' capacity for clinical decision-making could be improved. This article, part of a doctoral study on Clinical Leadership in Nursing, has wider application in the workplace of the future where professional standards based on collaboration will be more critical in a world of work that will be increasingly complex and uncertain. This article heralds the type of research and development activities that the nursing and midwifery professions should give premier attention to, particularly given the recent developments within the National Health Service in the United Kingdom. The implications of: Agenda for Change, the Knowledge and Skills Framework, 'Our Health, Our Care, Our Say' and the recent proposals from the article 'Modernising Nursing Career', to name but a few, are the key influences impacting on and demanding new ways of clinical supervision for nurses and midwives to improve the quality of patient management and services. The overall approach was based on an action research using a collaborative enquiry within a case study. This was facilitated by a process of executive co-coaching for focused group clinical supervision sessions involving six district nurses as co-researchers and two professional doctoral candidates as the main researchers. The enquiry conducted over a period of two and a half years used evidence-based management and leadership interventions to assist the participants to develop 'actionable knowledge'. Group clinical supervision was not practised in this study as a form of 'therapy' but as a focus for the development of actionable knowledge, knowledge needed for effective clinical management and

Sustainable Leadership: Honeybee Practices at Thailand's Oldest University

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Kantabutra, Sooksan; Saratun, Molraudee

2013-01-01

Purpose: The aim of this paper is to adopt Avery and Bergsteiner's 23 sustainable leadership practices derived from sustainable organizations as a framework to examine the leadership practices of Thailand's oldest university. Design/methodology/approach: Avery and Bergsteiner's principles were grouped into six categories for analysis: long-term…

Learning About Self: Leadership Skills for Public Health.

Science.gov (United States)

Moodie, Rob

2016-04-26

As public health practitioners and as clinicians we are taught to care for our patients, and for our community members. But how much do we teach and learn about how to lead, manage and care for our colleagues, our team members and ourselves? This paper emphasizes the need for leadership learning and teaching to become an essential element of the practice of public health. The paper presents the author's perspective on the leadership skills required for public health and describes a five-day intensive course designed to enable participants to develop these skills over time. The paper briefly covers leadership definitions, styles and types and key leadership skills. It mainly focuses on the design and ethos of the course, skills self-assessment, group interaction and methods for developing and refining leadership skills. The course uses a collaborative learning approach where the power differential between teachers, facilitators, guests and participants is minimized. It is based on creating an environment where any participant can reveal his or her stories, successes, failures, preferences and dislikes in a safe manner. It encourages continual, constructive individual reflection, self-assessment and group interaction. The course is aimed at the practice of public health leadership, with a particular emphasis on the leadership of self, of knowing oneself, and of knowing and understanding colleagues retrospectively as well as prospectively. The most important outcome is the design and implementation of participants' own plans for developing and nurturing their leadership skills. Significance for public healthThe nature of public health is changing rapidly and increasing in complexity. These changes include major shifts in the burden of disease and the insatiable demands of clinical medicine swamping those of public health. Public health practitioners have failed over many years to systematically ensure that leadership and management skills are essential parts of public

Leadership Development of Rehabilitation Professionals in a Low-Resource Country: A Transformational Leadership, Project-Based Model.

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Pascal, Maureen Romanow; Mann, Monika; Dunleavy, Kim; Chevan, Julia; Kirenga, Liliane; Nuhu, Assuman

2017-01-01

This paper presents an overview of the activities and outcomes of the Leadership Institute (LI), a short-term leadership development professional development course offered to physiotherapists in a low-resource country. Previous studies have provided examples of the benefits of such programs in medicine and nursing, but this has yet to be documented in the rehabilitation literature. The prototype of leadership development presented may provide guidance for similar trainings in other low-resource countries and offer the rehabilitation community an opportunity to build on the model to construct a research agenda around rehabilitation leadership development. The course used a constructivist approach to integrate participants' experiences, background, beliefs, and prior knowledge into the content. Transformational leadership development theory was emphasized with the generation of active learning projects, a key component of the training. Positive changes after the course included an increase in the number of community outreach activities completed by participants and increased involvement with their professional organization. Thirteen leadership projects were proposed and presented. The LI provided present and future leaders throughout Rwanda with exposure to transformative leadership concepts and offered them the opportunity to work together on projects that enhanced their profession and met the needs of underserved communities. Challenges included limited funding for physiotherapy positions allocated to hospitals in Rwanda, particularly in the rural areas. Participants experienced difficulties in carrying out leadership projects without additional funding to support them. While the emphasis on group projects to foster local advocacy and community education is highly recommended, the projects would benefit from a strong long-term mentorship program and further budgeting considerations. The LI can serve as a model to develop leadership skills and spur professional

Leadership, Governance

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: 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

Leadership = Communication? The relations of leaders' communication styles with leadership styles, knowledge sharing and leadership outcomes

NARCIS (Netherlands)

de Vries, R.E.; Bakker-Pieper, A.; Oostenveld, W.

2010-01-01

Purpose: The purpose of this study was to investigate the relations between leaders' communication styles and charismatic leadership, human-oriented leadership (leader's consideration), task-oriented leadership (leader's initiating structure), and leadership outcomes. Methodology: A survey was

Principal-Teacher Interactions and Teacher Leadership Development: Beginning Teachers' Perspectives

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Szeto, Elson; Cheng, Annie Yan-Ni

2018-01-01

Teacher leadership lies at the heart of school improvement. Leadership development among beginning teachers, however, is often neglected. This paper examines the role of principal-teacher interactions in the leadership development of a group of beginning teachers. Using a case study design, interviews were conducted and documentary evidence was…

Top Management Leadership Style and Quality of Care in Nursing Homes

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Castle, Nicholas G.; Decker, Frederic H.

2011-01-01

Purpose: The purpose of this study was to examine the association of Nursing Home Administrator (NHA) leadership style and Director of Nursing (DON) leadership style with quality of care. Design and Methods: Leaders were categorized into 4 groups: consensus managers, consultative autocrats, shareholder managers, or autocrats. This leadership style…

Leadership in Higher Education

Directory of Open Access Journals (Sweden)

Drugus D.

2014-12-01

Full Text Available “The conduct” of an academic institution has suffered a permanent change under external pressure and criticism for its failure to adapt to current social and economic requirements. The degradation of quality in the Romanian education system is a current affairs subject. Successive and rather incoherent reforms suggest the lack of a long-term vision, as well as that of a political consensus on the role and place of education within the Romanian economy and society. The reference points identified as a result of the needs analysis and the student opinion polls have indicated the necessity to focus the academic teaching and learning activities on the student, on their level of development, using active-participative strategies, using a specific academic group management and applying various evaluation techniques focused on the student’s performance and his acquired competences. All of these elements signal, at the level of institutional strategic decisions, a direction towards the improvement of professional development of the teaching staff, one concentrated on education quality and performance. The modern school of leadership is based on applied methods, the delegation of responsibilities, regulation of centralized-decentralized relations, research and creativity development and the reinforcement of psychological and social aspects. Unlike management, considered to be a formal and institutionalized type of leadership, leadership is perceived as a process carried out at an informal group level, while the leader as a boss is someone who leads this group.

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 ...

A qualitative evaluation of a pilot leadership programme for dentists.

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Walsh, Jonathan; Taylor, Nicholas; Hough, Donna; Brocklehurst, Paul

2015-07-06

The purpose of this paper was to evaluate a pilot training programme run by Health Education North West to promote clinical leadership amongst general dental practitioners (GDPs). New powers and responsibilities for clinicians have caused a fundamental shift in the way that local services are planned and delivered in England. GDPs are being appointed onto the boards of local professional networks (LPNs) to influence the way that services are delivered at a local level. Analogous to clinical commissioning groups in medicine, the role of LPNs is to ensure that GDPs lead change and drive up the quality of service provision. Clinical leadership has been argued to be fundamentally important in these new structures, but has received little attention in the dental literature. Semi-structured interviews and a focus group were held with participants of the pilot to explore their understanding and experience of clinical leadership. These were recorded, transcribed verbatim and underwent thematic analysis. Nineteen codes were identified and organized into four themes: nature of clinical leadership, challenges for clinical leaders in dentistry, Leadership Exploration and Discovery programme evaluation and future direction. The research provides an understanding of how GDPs conceptualise clinical leadership and provides recommendations for future leadership training programmes. This is the first evaluation of a leadership programme for GDPs and so helps address the paucity of evidence in the dental literature.

Mellemfolkeligt Samvirke and Globalhagen -Theories of leadership and motivation

OpenAIRE

Mannonen, Lida Sofia

2017-01-01

This report is a documentation of qualitative research project, about volunteer motivation and leadership within a non-profit organization Mellemfolkeligt Samvirke’s social enterprise - Globalhagen. It draws on findings from interviews and observations of a group of volunteers, part of a non-profit café and a hostel. Findings of the study are analyzed in the light of servant leadership and co-creation leadership, together with theoretical considerations on volunteer motivation.

Followers in the organizational leadership process: From attribution to shared leadership

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Vesna Stojanovic Aleksic

2016-08-01

Full Text Available Despite the fact that most of the theories and models of leadership are solely focused on the leader as the central figure of the leadership process, there is a need to draw attention to the importance of the followers’ role in the organizational leadership process, which is the main subject of this paper. Newer approaches to leadership provide a framework for the study of a reciprocal influence in the leadership process, in which the behavior of the leader appears as both an independent and a dependent variable at the same time. The aim is to draw attention to the necessity of adjusting leadership styles to the characteristics of the followers and encourage the followers’ active role in leadership, as the basic precondition for the effectiveness of the entire leadership process. The paper reviews the evolution of the role of the followers in organizational leadership through various approaches and models of leadership, from the attribution of potential leadership qualities through the process of attribution, through the followers’ influence in the selection of the dominant leadership style, to the equal participation in the leadership process, reflected in the concepts of servant leadership and shared leadership.

Help yourself: the mechanisms through which a self-leadership intervention influences strain.

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Unsworth, Kerrie L; Mason, Claire M

2012-04-01

This research reports on two field studies which demonstrate that self-leadership training decreases strain via increases in self-efficacy and positive affect. The first, an experimental study, found that strain was reduced in the randomly assigned training group, but not in the control group. The second was a longitudinal study and supported the hypotheses that self-efficacy and positive affect mediated the effect of self-leadership training on strain. Our findings extend both self-leadership and stress management literatures by providing a theoretical framework within which the effects of self-leadership on strain can be understood. Practically speaking, our findings suggest that self-leadership training offers an individual-level preventive approach to stress management. PsycINFO Database Record (c) 2012 APA, all rights reserved.

Leadership in Early Childhood Education:cross-cultural perspectives

OpenAIRE

Nivala, V. (Veijo); Hujala, E. (Eeva)

2002-01-01

Abstract The book consists of presentations given at the Open Forum at the University of Oulu on March 2001. It highlights the contextual approach in leadership in early childhood. The studies introduced in this volume provide strong evidence that leadership is not only a leader's matter — it is a matter of concern for the whole leadership community. Different methods, like focus group — discussion, self study report and shared data will be introduced in the articles. The articles are ...

Dimensions, discourses and differences: trainees conceptualising health care leadership and followership.

Science.gov (United States)

Gordon, Lisi J; Rees, Charlotte E; Ker, Jean S; Cleland, Jennifer

2015-12-01

As doctors in all specialties are expected to undertake leadership within health care organisations, leadership development has become an inherent part of medical education. Whereas the leadership literature within medical education remains mostly focused on individual, hierarchical leadership, contemporary theory posits leadership as a group process, which should be distributed across all levels of health care organisation. This gap between theory and practice indicates that there is a need to understand what leadership and followership mean to medical trainees working in today's interprofessional health care workplace. Epistemologically grounded in social constructionism, this research involved 19 individual and 11 group interviews with 65 UK medical trainees across all stages of training and a range of specialties. Semi-structured interviewing techniques were employed to capture medical trainees' conceptualisations of leadership and followership. Interviews were audiotaped, transcribed verbatim and analysed using thematic framework analysis to identify leadership and followership dimensions which were subsequently mapped onto leadership discourses found in the literature. Although diversity existed in terms of medical trainees' understandings of leadership and followership, unsophisticated conceptualisations focusing on individual behaviours, hierarchy and personality were commonplace in trainees' understandings. This indicated the dominance of an individualist discourse. Patterns in understandings across all stages of training and specialties, and whether definitions were solicited or unsolicited, illustrated that context heavily influenced trainees' conceptualisations of leadership and followership. Our findings suggest that UK trainees typically hold traditional understandings of leadership and followership, which are clearly influenced by the organisational structures in which they work. Although education may change these understandings to some extent

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...

Determination of phylogenetic groups and antibiotic resistance pattern of Enterotoxigenic Escherishia coli isolates from diarrheoic cases in Bam City by PCR

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Hesam Alizade

2015-04-01

Full Text Available Background and Aim: Purposes of this study were to determine the phylogenetic groups, prevalence of enterotoxigenic pathotype and antibiotic resistance of Escherichia coli (E. coli isolates from diarrheic cases in Bam city. Materials and Methods: In this study 155 E. coli were isolated from diarrheic samples in Bam city. Phylogenetic groups of isolates and enterotoxigenic pathotype were determined by detection of chuA, yjaA, TspE4C2 and ST, LT genes respectively. Results: One hundred fifty five examined isolates were distributed in phylogenetic groups: A (71.60%, B1 (3.22%, B2 (9.67% and D (15.48%. The genes for enterotoxigenic pathotype were detected in 52 isolates (33.54%, which ST gene were found in 29 isolates, LT in 16 isolates and LT, ST genes in 7 isolates. Twenty nine ST gene positive isolates were distributed in three phylogenetic groups A (48.28%, D (41.38% and B2 (10.34%. According to the antibiotic susceptibility tests maximum and minimum antibiotic resistance rate was against to trimethoprim/sulfamethoxazole (74.19% and ciprofloxacin and gentamycin (9.67%. Fifteen multiple antibiotic resistance patterns were detected in four phylogenetic groups. Conclusions: Escherichia coli isolates from enterotoxigenic pathotype have a considerable antibiotic resistance rate in Bam city and were distributed in different phylogenetic groups. Since a considerable number of isolates were negative for LT and ST genes, it is necessary to study the other virulence genes and their phylogenetic background in E. coli isolates from diarrheic cases in Bam city.

Functional results-oriented healthcare leadership: a novel leadership model.

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Al-Touby, Salem Said

2012-03-01

This article modifies the traditional functional leadership model to accommodate contemporary needs in healthcare leadership based on two findings. First, the article argues that it is important that the ideal healthcare leadership emphasizes the outcomes of the patient care more than processes and structures used to deliver such care; and secondly, that the leadership must strive to attain effectiveness of their care provision and not merely targeting the attractive option of efficient operations. Based on these premises, the paper reviews the traditional Functional Leadership Model and the three elements that define the type of leadership an organization has namely, the tasks, the individuals, and the team. The article argues that concentrating on any one of these elements is not ideal and proposes adding a new element to the model to construct a novel Functional Result-Oriented healthcare leadership model. The recommended Functional-Results Oriented leadership model embosses the results element on top of the other three elements so that every effort on healthcare leadership is directed towards attaining excellent patient outcomes.

Training of leadership skills in medical education.

Science.gov (United States)

Kiesewetter, Jan; Schmidt-Huber, Marion; Netzel, Janine; Krohn, Alexandra C; Angstwurm, Matthias; Fischer, Martin R

2013-01-01

Effective team performance is essential in the delivery of high-quality health-care. Leadership skills therefore are an important part of physicians' everyday clinical life. To date, the development of leadership skills are underrepresented in medical curricula. Appropriate training methods for equipping doctors with these leadership skills are highly desirable. The review aims to summarize the findings in the current literature regarding training in leadership skills in medicine and tries to integrate the findings to guide future research and training development. The PubMED, ERIC, and PsycArticles, PsycINFO, PSYNDEX and Academic search complete of EBSCOhost were searched for training of leadership skills in medicine in German and English. Relevant articles were identified and findings were integrated and consolidated regarding the leadership principles, target group of training and number of participants, temporal resources of the training, training content and methods, the evaluation design and trainings effects. Eight studies met all inclusion criteria and no exclusion criteria. The range of training programs is very broad and leadership skill components are diverse. Training designs implied theoretical reflections of leadership phenomena as well as discussions of case studies from practice. The duration of training ranged from several hours to years. Reactions of participants to trainings were positive, yet no behavioral changes through training were examined. More research is needed to understand the factors critical to success in the development of leadership skills in medical education and to adapt goal-oriented training methods. Requirements analysis might help to gain knowledge about the nature of leadership skills in medicine. The authors propose a stronger focus on behavioral training methods like simulation-based training for leadership skills in medical education.

Influence of perceived city brand image on emotional attachment to the city

OpenAIRE

Manyiwa, Simon; Priporas, Constantinos-Vasilios; Wang, Xuan Lorna

2018-01-01

Purpose - This study examines the influence of perceived city brand image on emotional attachment to the city. The study also compares the effects of perceived brand image of the city on the emotional attachment to the city across two groups: residents and visitors. \\ud \\ud Design/methodology - A total of 207 usable questionnaires were collected from 107 residents of the city of Bratislava, Slovakia, and 100 visitors to the city. Partial least square structural equation modelling (PLS-SEM) me...

Influence of perceived city brand image on emotional attachment to the city

OpenAIRE

Manyiwa, Simon; Priporas, Constantinos-Vasilios; Wang, Xuan Lorna

2018-01-01

Purpose - This study examines the influence of perceived city brand image on emotional attachment to the city. The study also compares the effects of perceived brand image of the city on the emotional attachment to the city across two groups: residents and visitors. Design/methodology - A total of 207 usable questionnaires were collected from 107 residents of the city of Bratislava, Slovakia, and 100 visitors to the city. Partial least square structural equation modelling (PLS-SEM) met...

Leadership research in business and health care.

Science.gov (United States)

Vance, Connie; Larson, Elaine

2002-01-01

To summarize research on leadership in the health care and business literature and to identify the outcomes of leadership on individuals, groups, and organizations. A computerized search and review of research studies was conducted in the health care and business literature from 1970-1999. Studies were categorized and analyzed according to participants, design, primary topic area, and effects or outcomes of leadership. Most of the health care and business literature on leadership consisted of anecdotal or theoretical discussion. Only 4.4% (n = 290) of 6,628 articles reviewed were data-based. Further, the largest proportion of the research (120/290, 41.4%) was purely descriptive of the demographic characteristics or personality traits of leaders. Other studies showed the influence of leadership on subordinates (27.9%). Only 15 (5.2%) of 290 research articles include correlations of qualities or styles of leadership with measurable outcomes on the recipients of services or positive changes in organizations. Research on leadership in the health care and business literature to date has been primarily descriptive. Although work in the social sciences indicates that leadership styles can have a major influence on performance and outcomes, minimal transfer of this work to the health care system is evident. Limited research on leadership and health care outcomes exists, such as changes in patient care or improvements in organizational outputs. In this era of evidence-based practice, such research, although difficult to conduct, is urgently needed.

School Counselors' Experiential Training in Group Work

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Bore, Samuel K.; Armstrong, Stephen A.; Womack, Ashley

2010-01-01

School counselors' perceptions of the efficacy and satisfaction of their experiential training in group work were investigated. An exploratory factor analysis (n = 304) revealed four salient factors: leader characteristics, leader responsibilities, child/adolescent group leadership and adult group leadership. A majority of participants indicated…

75 FR 67775 - Compass Group USA, Inc., Canteen, Webster City, Iowa; Notice of Negative Determination on...

Science.gov (United States)

2010-11-03

... DEPARTMENT OF LABOR Employment and Training Administration [TA-W-73,503] Compass Group USA, Inc., Canteen, Webster City, Iowa; Notice of Negative Determination on Reconsideration On September 21, 2010... passage of the Trade Globalization Adjustment Assistance Act of 2009'' and that in making those changes...

Grouping of Cities In Terms Of Primary Health Indicators in Turkey: An Application of Cluster Analysis

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Bilgehan TEKİN

2015-12-01

Full Text Available It is thought that to determine the differences between cities that locate in Turkey is important in the context of primary health care indicators. The subject of this study is the classification of cities in Turkey in terms of health indicators. The cluster analysis method which is the one of the data mining and multivariate statistical methods is used for classification method. The main objective of the study is to examine the point of results of movement transformation in health in terms of basic health indicators on the basis of cities.. In this context, 81 cities, in Turkey are grouped with sixteen health indicators which is assumed to demonstrate the effectiveness of health care services, by the years of 2013. And also compared with the health and socio-economic development ranking in the previous studies. Providences are gathered in 21, 13, 11, 7 and 5 clusters. 11’s, 7’s and 5’s clusters are determined as the most significant clusters. As a result of the study the development gap between eastern and western provinces emerges in terms of the health variables.

Leadership development in dental education: report on the ADEA Leadership Institute, 2000-08.

Science.gov (United States)

Haden, N Karl; Ranney, Richard R; Weinstein, George; Breeding, Larry C; Bresch, Jack E; Valachovic, Richard W

2010-03-01

identified by survey respondents included sessions devoted to oral health legislation (33 percent), group projects (28 percent), and mentorship received during the institute year (12 percent). In the final part of the survey, participants provided suggestions for improvements and new areas for program planners to consider. Additions to the current curriculum (30 percent)-such as how to recruit and retain faculty-and advanced leadership training (15 percent)-including behavioral change theory-topped the improvement list. The results of this study indicate that the ADEA Leadership Institute is fulfilling its mission. Fellows are advancing in their careers and assuming administrative leadership roles within their home institutions while making scholarly contributions to the literature and undertaking leadership positions in ADEA.

Crucibles of Leadership.

Science.gov (United States)

Bennis, Warren G.; Thomas, Robert J.

2002-01-01

Often, a traumatic event that forces a profound redefinition of the self forges leadership. The stories of a diverse group of business leaders and the "crucible experiences" that shaped them reveal four essential skills: ability to engage others in shared meanings, compelling voice, integrity, and adaptive capacity (applied creativity). (SK)

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.

Using Horses to Teach Authentic Leadership Skills to At-Risk Youth

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Adams, Brittany Lee

2013-01-01

The primary purpose of this study was to determine the impact of an equine-facilitated authentic leadership development program on at-risk youth. Participants were asked to participate in two focus groups and a 3-day equine-facilitated authentic leadership development program based on Bill George's Model of Authentic Leadership. Participants were…

Generational Differences Impact On Leadership Style And Organizational Success

OpenAIRE

Mecca M. Salahuddin

2011-01-01

Many factors can affect organizational success. One factor that is important to organizational success is effective leadership.  Research has shown there are differences in leadership style among generations.  A cohort- group whose length approximates the span of life and boundaries and fixed by peer personality defines a generation.  The purpose of this paper is to review the current leadership styles and generational differences literature.  The paper examines whether th...

Linking Leadership Studies to Corporate Brand Management: A Review

OpenAIRE

Zullina H. Shaari; Amzairi Amar; M. Radzi Zainol; Azamudin Badri Harun

2015-01-01

Two models of corporate brand or reputation management include ¡°leadership and success¡± as a dimension that influences reactions of multiple stakeholders to organisations. Primary groups of stakeholders such as shareholders/investors, employees, and customers, often associate leadership of organisations with Chief Executive Officers (CEOs) or managing directors. This paper proposes that if CEOs are to be capitalised as part of corporate brand management, their leadership should be projected...

What do doctors and nurses think about development of clinical leadership?

Science.gov (United States)

Lo, David; Till, Alex; McKimm, Judy

2017-09-02

Leadership development for health-care professionals is a priority within the NHS. Training is generally targeted at individual staff groups in isolation, even though contemporary leadership thinking recognizes the benefits of collaborative leadership between different clinical disciplines. Focussing on the attitudes and perceived training needs of undergraduate and qualified medical and nursing professionals, this article highlights the similarities and differences and will help to inform the design of existing and future leadership programmes.

Leadership Development Through Peer-Facilitated Simulation in Nursing Education.

Science.gov (United States)

Brown, Karen M; Rode, Jennifer L

2018-01-01

Baccalaureate nursing graduates must possess leadership skills, yet few opportunities exist to cultivate leadership abilities in a clinical environment. Peer-facilitated learning may increase the leadership skills of competence, self-confidence, self-reflection, and role modeling. Facilitating human patient simulation provides opportunities to develop leadership skills. With faculty supervision, senior baccalaureate students led small-group simulation experiences with sophomore and junior peers and then conducted subsequent debriefings. Quantitative and qualitative descriptive data allowed evaluation of students' satisfaction with this teaching innovation and whether the experience affected students' desire to take on leadership roles. Students expressed satisfaction with the peer-facilitated simulation experience and confidence in mastering the content while developing necessary skills for practice. Peer-facilitated simulation provides an opportunity for leadership development and learning. Study results can inform the development of nursing curricula to best develop the leadership skills of nursing students. [J Nurs Educ. 2018;57(1):53-57.]. Copyright 2018, SLACK Incorporated.

Leadership for the 1970s. Organizational Leadership Tasks for Army Leadership Training

Science.gov (United States)

1977-05-01

principles theory of learning for the soft skills area, we are not faced with the necessity to list ever task implicit in the leadership / management domain...nine skill components (dimensions) of the leadership role: Communication, Human Relations, Counseling, Super- vision, Technical Expertise, Management ...environment, training and development efforts in the leadership / management field become extremely complicated. It is a most difficult--perhaps fruitless

Women otolaryngologist representation in specialty society membership and leadership positions.

Science.gov (United States)

Choi, Sukgi S; Miller, Robert H

2012-11-01

To determine the proportion of female otolaryngologists in leadership positions relative to their number in the specialty, their membership in various otolaryngology organizations, and age. Cross-sectional analyses of otolaryngology organization membership with a subgroup analysis on female membership and leadership proportion comparing 5-year male/female cohort groups. Information on the number of members and leaders was obtained from various specialty societies by direct communication and from their Web sites between June and December 2010. The number of female and male otolaryngologists and their age distribution in 5-year age groups was obtained from the American Academy of Otolaryngology-Head and Neck Surgery (AAO-HNS). Statistical analyses were used to determine whether women had proportional membership and leadership representation in various specialty societies. Additionally, female representation in other leadership roles was analyzed using the male/female ratio within the 5-year cohort groups. Female otolaryngologists were found to constitute approximately 11% of practicing otolaryngologists. The American Society of Pediatric Otolaryngology had a higher proportion of female members (22%) compared to five other societies. When the gender composition within each organization was taken into account, female representation in specialty society leadership positions was proportionate to their membership across all societies. When gender and age were considered, women have achieved proportionate representation in each of the specialty societies' leadership positions. There was also proportionate representation of females as program directors, American Board of Otolaryngology directors, Residency Review Committee members, and journal editors/editorial board members. Finally, fewer female chairs or chiefs of departments/divisions were seen, but when age was taken into consideration, this difference was no longer significant. Women have achieved parity in

Introduction to the special issue on diversity and leadership.

Science.gov (United States)

Chin, Jean Lau

2010-04-01

Theories of leadership have neglected diversity issues. As the population within the United States and in countries throughout the world becomes increasingly diverse, the contexts in which leadership occurs within institutions and communities will also become increasingly diverse. Attention to diversity is not simply about representation of leaders from diverse groups in the ranks of leadership. Attention to diversity means paradigm shifts in our theories of leadership so as to make them inclusive; it means incorporating explanations of how dimensions of diversity shape our understanding of leadership. It means paying attention to the perceptions and expectations of diverse leaders by diverse followers and to how bias influences the exercise of leadership. Although leadership theories have evolved and reflect changing social contexts, they remain silent on issues of equity, diversity, and social justice. Theories of leadership need to be expanded to incorporate diversity if they are to be relevant for the 21st century amidst new social contexts, emerging global concerns, and changing population demographics. PsycINFO Database Record (c) 2010 APA, all rights reserved

MODERN CONCEPTIONS OF THE EFFECTIVE LEADERSHIP IN ORGANIZATIONS: GENERAL AND SPECIAL

Directory of Open Access Journals (Sweden)

E. G. Ksenofontova

2017-01-01

Full Text Available Whatever people do in large or small social groups, the question always arises: what factors determine the effectiveness of these groups and what are specific features of group management? While studying in largely the same, researchers from different scientific schools and various sciences put attention to different objects and use different terminology: some say the leadership styles, some speak about the managerial style, other – about the particularities of leadership, and the third about self-managed teams. The main leadership factors, distinguished by researchers, form the model subject of study or complement and clarify the “basic” model of relevant scientific schools. In the first case the model is often expressed schematically, while the second it is more often described verbally. The difficulty of comparing models of different schools, usually lead to either the conceptual rejection of their bases, or disregard to many significant models because of their anticipated heterogeneity. So the task of this article is to overcome the apparent incompatibility of the different authors’ approaches, it allows “not multiply entities” and seek deep similarity of ideas developed over many decades by different researchers. Using the schematic pairwise comparison of numerous models of management and leadership, the author reveals the conceptual validity of some components and possible redundancy (from a historical perspective of others. When this is considered in detail the transition from 1D to 2D, and then to 3D models of leadership-management and related models: Lajkert’s continuum, managerial grid of Blake-Mouton, model of Aristotle, styles by Lewin, Tannenbaum-Schmidt and Hersey-Blanchard, two theories of McGregor, model of managerial competencies and levels of Covey leadership development, strategies in conflict of Thomas-Kilmann and cubic cultural-values model of leadership from Zankovsky. Particular attention is paid to the

Leadership in Dental Hygiene Degree Completion Programs: A Pilot Study Comparing Stand-Alone Leadership Courses and Leadership-Infused Curricula.

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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.

Responsible Leadership

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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…

Leadership Training in Graduate Medical Education: A Systematic Review.

Science.gov (United States)

Sadowski, Brett; Cantrell, Sarah; Barelski, Adam; O'Malley, Patrick G; Hartzell, Joshua D

2018-04-01

Leadership is a critical component of physician competence, yet the best approaches for developing leadership skills for physicians in training remain undefined. We systematically reviewed the literature on existing leadership curricula in graduate medical education (GME) to inform leadership program development. Using the Preferred Reporting Items for Systematic Reviews and Meta-Analysis (PRISMA) guidelines, we searched MEDLINE, ERIC, EMBASE, and MedEdPORTAL through October 2015 using search terms to capture GME leadership curricula. Abstracts were reviewed for relevance, and included studies were retrieved for full-text analysis. Article quality was assessed using the Best Evidence in Medical Education (BEME) index. A total of 3413 articles met the search criteria, and 52 were included in the analysis. Article quality was low, with 21% (11 of 52) having a BEME score of 4 or 5. Primary care specialties were the most represented (58%, 30 of 52). The majority of programs were open to all residents (81%, 42 of 52). Projects and use of mentors or coaches were components of 46% and 48% of curricula, respectively. Only 40% (21 of 52) were longitudinal throughout training. The most frequent pedagogic methods were lectures, small group activities, and cases. Common topics included teamwork, leadership models, and change management. Evaluation focused on learner satisfaction and self-assessed knowledge. Longitudinal programs were more likely to be successful. GME leadership curricula are heterogeneous and limited in effectiveness. Small group teaching, project-based learning, mentoring, and coaching were more frequently used in higher-quality studies.

A Study Concerning of Servant Leadership of Radiotechnologist

International Nuclear Information System (INIS)

An, Hyun; Ko, Seong Jin; Kang, Se Sik; Kim, Dong Hyun; Kim, Chang Soo; Kim, Jung Hoon

2012-01-01

This study aimed to look at servant leadership that general radiotechnologist perceive from the servant leadership perspective and based on this to suggest ways to improve not only organizational effects of radiotechnologist who work clinically but also their working conditions. A population of 290 radiotechnologist who work at hospital in Pusan was the subject of this study and a survey was conducted to them. The analysis for the collected data used SPSS/PC+Win13 version and one-way, ANOVA was carried out to verify differences between groups. Servant leadership according to background factors showed relatively higher values among unmarried than married, twenties or more in terms of age, and nuclear medicine department in terms of the work department than other groups. Regular positions in terms of work types and university hospitals in terms of hospital types showed high scores, and as the motive for being a radiotechnologist, many considered job prospects. Hospitals should improve the organization's ability and performance by managing human resources efficiently. According to this study, servant leadership that radiotechnologist serve the community based on true prestige with basic honesty and trust as a member of fair community is a new model of true leadership that the future society requires.

A Study Concerning of Servant Leadership of Radiotechnologist

Energy Technology Data Exchange (ETDEWEB)

An, Hyun; Ko, Seong Jin; Kang, Se Sik; Kim, Dong Hyun; Kim, Chang Soo; Kim, Jung Hoon [Dept. of Radiological Science, College of Health Sciences, Catholic University of Pusan, Pusan (Korea, Republic of)

2012-09-15

This study aimed to look at servant leadership that general radiotechnologist perceive from the servant leadership perspective and based on this to suggest ways to improve not only organizational effects of radiotechnologist who work clinically but also their working conditions. A population of 290 radiotechnologist who work at hospital in Pusan was the subject of this study and a survey was conducted to them. The analysis for the collected data used SPSS/PC+Win13 version and one-way, ANOVA was carried out to verify differences between groups. Servant leadership according to background factors showed relatively higher values among unmarried than married, twenties or more in terms of age, and nuclear medicine department in terms of the work department than other groups. Regular positions in terms of work types and university hospitals in terms of hospital types showed high scores, and as the motive for being a radiotechnologist, many considered job prospects. Hospitals should improve the organization's ability and performance by managing human resources efficiently. According to this study, servant leadership that radiotechnologist serve the community based on true prestige with basic honesty and trust as a member of fair community is a new model of true leadership that the future society requires.

One size fits all partnerships? What explains community partnership leadership skills?

Science.gov (United States)

El Ansari, Walid; Oskrochi, Reza; Phillips, Ceri J

2010-07-01

The authors evaluated W. K. Kellogg-funded Community Partnerships (CPs) between academic, health service, and community partners in South Africa. Stakeholders (N = 668 respondents) completed questionnaires to explore the operational, functional and organisational factors that contribute to members' perceptions of the skills of their CPs' leadership. Ten factors accounted for 53% of leadership skills across five participating CPs and six stakeholder groups. Each CP displayed its unique footprint of factors that accounted for its leadership levels. Similarly, each stakeholder group had its unique signature of factors that were associated with its leadership. Two factors (communication mechanisms and operational understanding) accounted for more than 25% of leadership skills; management capabilities and participation benefits accounted for 4% and 3%; and effectiveness, benefits to difficulties ratio of being a member, engagement in education, flow of information and sense of ownership accounted for 2% to 3% each. Attention to these and other factors is warranted.

Self-determining medical leadership needs of occupational health physicians.

Science.gov (United States)

Giri, Prosenjit; Aylott, Jill; Kilner, Karen

2017-10-02

Purpose The purpose of this study was to explore which factors motivate doctors to engage in leadership roles and to frame an inquiry of self-assessment within Self-Determination Theory (SDT) to identify the extent to which a group of occupational health physicians (OHPs) was able to self-determine their leadership needs, using a National Health Service (NHS) England competency approach promoted by the NHS England Leadership Academy as a self-assessment leadership diagnostic. Medical leadership is seen as crucial to the transformation of health-care services, yet leadership programmes are often designed with a top-down and centrally commissioned "one-size-fits-all" approach. In the UK, the Smith Review (2015) concluded that more decentralised and locally designed leadership development programmes were needed to meet the health-care challenges of the future. However, there is an absence of empirical research to inform the design of effective strategies that will engage and motivate doctors to take up leadership roles, while at the same time, health-care organisations continue to develop formal leadership roles as a way to secure medical leadership engagement. The problem is further compounded by a lack of validated leadership qualities assessment instruments which support researching this problem. Design/Methodology/approach The analysis draws on a sample of about 25 per cent of the total population size of the Faculty of Occupational Medicine ( n = 1,000). The questionnaire used was the Leadership Qualities Framework tool as a form of online self-assessment ( NHS Leadership Academy, 2012 ). The data were analysed using descriptive statistics and simple inferential methods. Findings OHPs are open about reporting their leadership strengths and leadership development needs and recognise leadership learning as an ongoing development need regardless of their level of personal competence. This study found that the single most important factor to affect a doctor

Leadership development programs for physicians: a systematic review.

Science.gov (United States)

Frich, Jan C; Brewster, Amanda L; Cherlin, Emily J; Bradley, Elizabeth H

2015-05-01

Physician leadership development programs typically aim to strengthen physicians' leadership competencies and improve organizational performance. We conducted a systematic review of medical literature on physician leadership development programs in order to characterize the setting, educational content, teaching methods, and learning outcomes achieved. Articles were identified through a search in Ovid MEDLINE from 1950 through November 2013. We included articles that described programs designed to expose physicians to leadership concepts, outlined teaching methods, and reported evaluation outcomes. A thematic analysis was conducted using a structured data entry form with categories for setting/target group, educational content, format, type of evaluation and outcomes. We identified 45 studies that met eligibility criteria, of which 35 reported on programs exclusively targeting physicians. The majority of programs focused on skills training and technical and conceptual knowledge, while fewer programs focused on personal growth and awareness. Half of the studies used pre/post intervention designs, and four studies used a comparison group. Positive outcomes were reported in all studies, although the majority of studies relied on learner satisfaction scores and self-assessed knowledge or behavioral change. Only six studies documented favorable organizational outcomes, such as improvement in quality indicators for disease management. The leadership programs examined in these studies were characterized by the use of multiple learning methods, including lectures, seminars, group work, and action learning projects in multidisciplinary teams. Physician leadership development programs are associated with increased self-assessed knowledge and expertise; however, few studies have examined outcomes at a system level. Our synthesis of the literature suggests important gaps, including a lack of programs that integrate non-physician and physician professionals, limited use of more

Precipitating the Decline of Al-Shabaab: A Case Study in Leadership Decapitation

Science.gov (United States)

2015-12-01

disbanding leadership councils, and relying on an autocratic leadership style .150 Militarily, Al-Shabaab went back to its roots...Godane’s autocratic leadership methods severely degraded the strength and influence of Al-Shabaab, and would likely have continued to isolate the group...SHABAAB: A CASE STUDY IN LEADERSHIP DECAPITATION by Brett M. Butler December 2015 Thesis Advisor: Bradley Jay Strawser Second Reader: Anna Simons

Leadership and the Church: The Impact of Shifting Leadership Constructs

Directory of Open Access Journals (Sweden)

Douglas Gautsch

2016-01-01

Full Text Available The idea of leadership has been examined for millennia. Examples of leadership in action go back to Moses from the Bible and Xenophón from Greek history.  One of the key theories in early leadership is that of charismatic leadership. Although most scholars agree that a key concept of charismatic leadership is that of follower attribution, defining boundaries for charismatic is as difficult as defining leadership itself. This difficulty is accentuated in this work because of the shifting organizational structures and follower perceptions. The case details follower attributed charismatic leadership traits, and then provides a robust discussion on the impact of shifting organizational constructs.

Training of Leadership Skills in Medical Education

Science.gov (United States)

Kiesewetter, Jan; Schmidt-Huber, Marion; Netzel, Janine; Krohn, Alexandra C.; Angstwurm, Matthias; Fischer, Martin R.

2013-01-01

Background: Effective team performance is essential in the delivery of high-quality health-care. Leadership skills therefore are an important part of physicians’ everyday clinical life. To date, the development of leadership skills are underrepresented in medical curricula. Appropriate training methods for equipping doctors with these leadership skills are highly desirable. Objective: The review aims to summarize the findings in the current literature regarding training in leadership skills in medicine and tries to integrate the findings to guide future research and training development. Method: The PubMED, ERIC, and PsycArticles, PsycINFO, PSYNDEX and Academic search complete of EBSCOhost were searched for training of leadership skills in medicine in German and English. Relevant articles were identified and findings were integrated and consolidated regarding the leadership principles, target group of training and number of participants, temporal resources of the training, training content and methods, the evaluation design and trainings effects. Results: Eight studies met all inclusion criteria and no exclusion criteria. The range of training programs is very broad and leadership skill components are diverse. Training designs implied theoretical reflections of leadership phenomena as well as discussions of case studies from practice. The duration of training ranged from several hours to years. Reactions of participants to trainings were positive, yet no behavioral changes through training were examined. Conclusions: More research is needed to understand the factors critical to success in the development of leadership skills in medical education and to adapt goal-oriented training methods. Requirements analysis might help to gain knowledge about the nature of leadership skills in medicine. The authors propose a stronger focus on behavioral training methods like simulation-based training for leadership skills in medical education. PMID:24282452

Intentional Design of Student Organizations to Optimize Leadership Development.

Science.gov (United States)

Mainella, Felicia C

2017-09-01

This chapter addresses how a group's organizational structure can promote or hinder the leadership capacity of its members. The information in this chapter provides insight into structuring student organizations in a way to maximize all members' leadership development. © 2017 Wiley Periodicals, Inc., A Wiley Company.

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....

A Trial of Psychoeducational Group Leadership Treaining(5)：　Evaluation of Training Effects by Self-rating Scales.

OpenAIRE

古屋, 健; 音山, 若穂; 懸川, 武史

2014-01-01

Furuya, Kakegawa, and Otoyama（2013a）proposed a leadership training program for university students. The purpose of this study was to evaluate the effects of the program using self-rating scales. Two scales were constructed for this purpose;communication-anxiety scale that consisted of five subscales and leadership-efficacy scale that had two subscales. The score of four subscales of communication-anxiety scale decreased, and two subscales of leadership-efficacy scale improved after training. ...

Leadership in evidence-based practice: a systematic review.

Science.gov (United States)

Reichenpfader, Ursula; Carlfjord, Siw; Nilsen, Per

2015-01-01

This study aims to systematically review published empirical research on leadership as a determinant for the implementation of evidence-based practice (EBP) and to investigate leadership conceptualization and operationalization in this field. A systematic review with narrative synthesis was conducted. Relevant electronic bibliographic databases and reference lists of pertinent review articles were searched. To be included, a study had to involve empirical research and refer to both leadership and EBP in health care. Study quality was assessed with a structured instrument based on study design. A total of 17 studies were included. Leadership was mostly viewed as a modifier for implementation success, acting through leadership support. Yet, there was definitional imprecision as well as conceptual inconsistency, and studies seemed to inadequately address situational and contextual factors. Although referring to an organizational factor, the concept was mostly analysed at the individual or group level. The concept of leadership in implementation science seems to be not fully developed. It is unclear whether attempts to tap the concept of leadership in available instruments truly capture and measure the full range of the diverse leadership elements at various levels. Research in implementation science would benefit from a better integration of research findings from other disciplinary fields. Once a more mature concept has been established, researchers in implementation science could proceed to further elaborate operationalization and measurement. Although the relevance of leadership in implementation science has been acknowledged, the conceptual base of leadership in this field has received only limited attention.

The Unique Context of Identity-Based Student Organizations in Developing Leadership.

Science.gov (United States)

Kodama, Corinne M; Laylo, Rhonda

2017-09-01

This chapter addresses the important role of identity-based student organizations in developing leadership, particularly for students who may feel marginalized because of their racial/ethnic, religious, or gender identities. Understanding the influence of these groups can help leadership educators develop a more inclusive and diverse perspective on student leadership development. © 2017 Wiley Periodicals, Inc., A Wiley Company.

Understanding the emergence of state goal orientation in organizational work groups: the role of leadership and multilevel climate perceptions.

Science.gov (United States)

Dragoni, Lisa

2005-11-01

This article attends to a broad range of practically significant employee motivations and provides insight into how to enhance individual-level performance by examining individual-level state goal orientation emergence in organizational work groups. Leadership and multilevel climate processes are theorized to parallel each dimension of state goal orientation to cue and ultimately induce the corresponding achievement focus among individual work group members. It is argued that the patterns of leader behavior, which elucidate the leader's achievement priority, shape group members' psychological and work group climate to embody this priority. Resulting multilevel climate perceptions signal and compel group members to adopt the ascribed form of state goal orientation. The quality of the leader-member exchange relationship is viewed as a means to clarify leader messages in the formation of group members' psychological climate and internalize these cues in the emergence of state goal orientation. Considerations for future research and practice are discussed. ((c) 2005 APA, all rights reserved).

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

Leveraging Conflict to Achieve Advances in Civil Rights: Community Leadership--An Unfinished Work for Educators

Science.gov (United States)

Canfield-Davis, Kathy; Gardiner, Mary E.

2017-01-01

The purpose of this research was to identify community leadership praxis of an activist for Lesbian, Gay, Bi-sexual and Transgender civil rights in community housing, employment and public accommodations. The qualitative single-case study included data from city council meetings, interviews with Tony Stewart, the community leader/activist, other…

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...

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.

Leadership = Communication? The Relations of Leaders’ Communication Styles with Leadership Styles, Knowledge Sharing and Leadership Outcomes

Science.gov (United States)

Bakker-Pieper, Angelique; Oostenveld, Wyneke

2009-01-01

Purpose The purpose of this study was to investigate the relations between leaders’ communication styles and charismatic leadership, human-oriented leadership (leader’s consideration), task-oriented leadership (leader’s initiating structure), and leadership outcomes. Methodology A survey was conducted among 279 employees of a governmental organization. The following six main communication styles were operationalized: verbal aggressiveness, expressiveness, preciseness, assuredness, supportiveness, and argumentativeness. Regression analyses were employed to test three main hypotheses. Findings In line with expectations, the study showed that charismatic and human-oriented leadership are mainly communicative, while task-oriented leadership is significantly less communicative. The communication styles were strongly and differentially related to knowledge sharing behaviors, perceived leader performance, satisfaction with the leader, and subordinate’s team commitment. Multiple regression analyses showed that the leadership styles mediated the relations between the communication styles and leadership outcomes. However, leader’s preciseness explained variance in perceived leader performance and satisfaction with the leader above and beyond the leadership style variables. Implications This study offers potentially invaluable input for leadership training programs by showing the importance of leader’s supportiveness, assuredness, and preciseness when communicating with subordinates. Originality/value Although one of the core elements of leadership is interpersonal communication, this study is one of the first to use a comprehensive communication styles instrument in the study of leadership. PMID:20700375

The Relationship between Authoritarian Leadership and Employees’ Deviant Workplace Behaviors: The Mediating Effects of Psychological Contract Violation and Organizational Cynicism

Science.gov (United States)

Jiang, Hongyan; Chen, Yang; Sun, Peizhen; Yang, Jun

2017-01-01

This study investigated the relationship between authoritarian leadership and employees’ deviant workplace behaviors (DWB), as well as the mediating effects of psychological contract violation and organizational cynicism. A cross-sectional survey was conducted among 391 manufacturing workers in a northern city of China. Structural equation modeling was performed to test the theory-driven models. The results showed that the relationship between authoritarian leadership and employees’ DWB was mediated by organizational cynicism. Moreover, this relationship was also sequentially mediated by psychological contract violation and organizational cynicism. This research unveiled psychological contract violation and organizational cynicism as underlying mechanism that explained the link between authoritarian leadership and employees’ DWB. PMID:28536550