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Sample records for great leaders gardner

  1. Canada refutes Gardner

    International Nuclear Information System (INIS)

    Anon.

    1993-01-01

    An epidemiological study of childhood leukaemia in relation to the preconception occupational exposure of fathers to ionizing radiation has been carried out by an academic team for the Canadian Atomic Energy Control Board. The study had twice as many cases of childhood leukaemia as the study around Sellafield by Gardner et al and had ample statistical power to check the Gardner result. However, the Canadian study found no evidence of any significant effect of parental radiation exposure on childhood leukaemia. (Author)

  2. Leadership conversations challenging high potential managers to become great leaders

    CERN Document Server

    Berson, Alan S

    2012-01-01

    Conversation techniques and tools that can help strong managers become great leaders Often the very same skills and traits that enable rising stars to achieve success ""tenacity, aggressiveness, self-confidence"" become liabilities when promoted into a leadership track. While managers'' conversations are generally transactional and centered on the task at hand, leaders must focus on people, asking great questions and aligning them with the vision for the future. Leadership mindsets and skills can be developed, and Leadership Conversations provides practical guidance for connecting with others

  3. Astronaut Dale Gardner rehearses during EVA practice

    Science.gov (United States)

    1984-01-01

    Astronaut Dale A. Gardner, 51-A mission specialist, rehearses control of manned maneuvering unit (MMU) during a practice for an extravehicular activity (EVA). Gardner is in the Shuttle mockup and integration laboratory at JSC. Gardner handles a stinger device to make initial contact with one of the two satellites they will be working with.

  4. Gardner Transition in Physical Dimensions

    Science.gov (United States)

    Hicks, C. L.; Wheatley, M. J.; Godfrey, M. J.; Moore, M. A.

    2018-06-01

    The Gardner transition is the transition that at mean-field level separates a stable glass phase from a marginally stable phase. This transition has similarities with the de Almeida-Thouless transition of spin glasses. We have studied a well-understood problem, that of disks moving in a narrow channel, which shows many features usually associated with the Gardner transition. We show that some of these features are artifacts that arise when a disk escapes its local cage during the quench to higher densities. There is evidence that the Gardner transition becomes an avoided transition, in that the correlation length becomes quite large, of order 15 particle diameters, even in our quasi-one-dimensional system.

  5. Gardner's syndrome

    International Nuclear Information System (INIS)

    Sobrado Junior, C.W.; Bresser, A.; Cerri, G.G.; Habr-Gama, A.; Pinotti, H.W.; Magalhaes, A.

    1988-01-01

    A case of familiar poliposis of colon related to a right mandibular osteoma is reported (this association is usually called Gardner's syndrome). Radiologic pictures ae shown and some commentaries about this syndrome concerning the treatment are made. (author) [pt

  6. Nonlinear stability of Gardner breathers

    Science.gov (United States)

    Alejo, Miguel A.

    2018-01-01

    We show that breather solutions of the Gardner equation, a natural generalization of the KdV and mKdV equations, are H2 (R) stable. Through a variational approach, we characterize Gardner breathers as minimizers of a new Lyapunov functional and we study the associated spectral problem, through (i) the analysis of the spectrum of explicit linear systems (spectral stability), and (ii) controlling degenerated directions by using low regularity conservation laws.

  7. Síndrome de Gardner Gardner´s syndrome

    Directory of Open Access Journals (Sweden)

    Juan Carlos Quintana Díaz

    2012-09-01

    Full Text Available El síndrome de Gardner, una variante de la poliposis adenomatosa familiar, es una enfermedad hereditaria autosómica dominante caracterizada por la presencia combinada de múltiples pólipos intestinales y manifestaciones extraintestinales que incluyen osteomas múltiples, tumores del tejido conectivo carcinoma de tiroides hipertrofia del epitelio pigmentado de la retina, también son frecuentes la presencia de dientes supernumerarios retenidos y odontomas. Se presenta un caso clínico de un paciente masculino, de 20 años de edad que acude a consulta por presentar aumento de volumen en tres localizaciones de la región facial. Radiográficamente se constataron las imágenes radiopacas características del osteoma y con la rectosigmoidescopia la presencia de pólipos intestinales. La intervención quirúrgica de los osteomas se realizó bajo anestesia general que incluyó condilectomía del lado izquierdo. El diagnóstico histopatológico fue de osteoma ebúrneo. Un año después del procedimiento se observó clínicamente recuperación estética y funcional y radiográficamente buena regeneración ósea en al ángulo mandibular donde se encontraba el osteoma de mayor diámetro. El paciente ha tenido hasta la actualidad una evolución muy satisfactoria, con excelente apertura bucal. El objetivo es describir el manejo que se tuvo con un paciente con síndrome de Gardner en el Servicio de Cirugía Maxilofacial de Artemisa.Gardner's syndrome, a variant of familial adenomatous polyposis, is a dominant autosomal inherited disease characterized by multiple intestinal polyps together with extra-intestinal manifestations including multiple osteomas, connective tissue tumors, thyroid carcinomas, hypertrophied pigmented epithelium of the retina, and also frequent retained supernumerary teeth and odontomas. The objective of this paper was to describe the management of a patient with Gardner's syndrome at the maxillofacial surgery service in the province

  8. Quem eram as bruxas de Gardner?

    OpenAIRE

    Duarte, Janluis

    2017-01-01

    Gerald Gardner, considerado fundador da religião neopagã contemporânea conhecida como Wicca, alegava em suas obras ter obtido seus conhecimentos de um grupo de bruxas inglesas tradicionais. O presente artigo coteja o discurso contido nos livros de Gardner com os conhecimentos históricos a respeito de bruxaria na Inglaterra, buscando esclarecer quais foram suas verdadeiras fontes e influências.

  9. Millennials at Work: The Advice of Great Leaders

    Science.gov (United States)

    2015-04-01

    Millennials at Work The Advice of Great Leaders Carol Axten Axten has more than 30 years of experience in Defense Department engineering, program...management, and policy development. She has graduate degrees in business , engineering, international relations, and national security resource strategy...million members of the millennial generation will enter the workforce and by 2030 will make up 75 percent of all working professionals. As managers in the

  10. Firing back: how great leaders rebound after career disasters.

    Science.gov (United States)

    Sonnenfeld, Jeffrey A; Ward, Andrew J

    2007-01-01

    Among the tests of a leader, few are more challenging-and more painful-than recovering from a career catastrophe. Most fallen leaders, in fact, don't recover. Still, two decades of consulting experience, scholarly research, and their own personal experiences have convinced the authors that leaders can triumph over tragedy--if they do so deliberately. Great business leaders have much in common with the great heroes of universal myth, and they can learn to overcome profound setbacks by thinking in heroic terms. First, they must decide whether or not to fight back. Either way, they must recruit others into their battle. They must then take steps to recover their heroic status, in the process proving, both to others and to themselves, that they have the mettle necessary to recover their heroic mission. Bernie Marcus exemplifies this process. Devastated after Sandy Sigoloff ired him from Handy Dan, Marcus decided to forgo the distraction of litigation and instead make the marketplace his batttleground. Drawing from his network of carefully nurtured relationships with both close and more distant acquaintances, Marcus was able to get funding for a new venture. He proved that he had the mettle, and recovered his heroic status, by building Home Depot, whose entrepreneurial spirit embodied his heroic mission. As Bank One's Jamie Dimon, J.Crew's Mickey Drexler, and even Jimmy Carter, Martha Stewart, and Michael Milken have shown, stunning comebacks are possible in all industries and walks of life. Whatever the cause of your predicament, it makes sense to get your story out. The alternative is likely to be long-lasting unemployment. If the facts of your dismissal cannot be made public because they are damning, then show authentic remorse. The public is often enormously forgiving when it sees genuine contrition and atonement.

  11. Astronaut Dale Gardner rehearses control of MMU during EVA practice

    Science.gov (United States)

    1984-01-01

    Astronaut Dale A. Gardner, 51-A mission specialist, rehearses control of manned maneuvering unit (MMU) during a practice for an extravehicular activity (EVA). Gardner is in the Shuttle mockup and integration laboratory at JSC.

  12. [Gardner syndrome--parent alienation syndrome (PAS). Diagnosis or family reality?].

    Science.gov (United States)

    Namysłowska, Irena; Heitzman, Janusz; Siewierska, Anna

    2009-01-01

    The authors present characteristics of Parental Alienation Syndrome (PAS) proposed by Gardner as well as data, which may help to differentiate that syndrome with real psychological, physical and sexual abuse. The consequences of Gardner Syndrome for legal decisions in the court cases of child custody and the critique of this syndrome in forensic and psychiatric literature are also discussed, and several questions posed. Authors propose to treat Gardner Syndrome not as as a child disorder but as a specific, dynamic family situation, which occurs sometimes, during divorce and fight about child custody.

  13. Gardner syndrome associated with multiple osteomas, intestinal polyposis, and epidermoid cysts

    Energy Technology Data Exchange (ETDEWEB)

    Koh, Kwang Joon; Park, Ha Na; Kim, Kyoung A [Dept. of Oral and Maxillofacial Radiology, School of Dentistry and Institute of Oral Bioscience, Chonbuk National University, Jeonju (Korea, Republic of)

    2016-12-15

    Gardner syndrome is known as a variant of familial adenomatous polyposis. This syndrome is characterized by multiple intestinal polyposes, osteomas, and epidermoid cysts. In addition, dental abnormalities include an increased frequency of multiple odontomas, as well as supernumerary and impacted teeth. The authors report the case of a 7-year-old male patient with Gardner syndrome. Radiographic findings revealed multiple osteomas in both sides of the maxilla, multiple diffuse enostoses in both jaws, and a complex odontoma in the left mandibular body. Two years later, multiple epidermoid cysts on the scalp were found. Since this patient was suspected to have Gardner syndrome, the authors recommended gastrointestinal endoscopy to check for intestinal polyposis. Gastrointestinal endoscopic examination revealed multiple polyposes in the upper gastrointestinal tract and fundus of the stomach. As a result, the final diagnosis was Gardner syndrome.

  14. The radiological and clinical features of Gardner's syndrome

    International Nuclear Information System (INIS)

    Peters, P.E.; Gaebler, J.; Lingemann, B.; Ritter, W.; Muenster Univ.; Muenster Univ.

    1982-01-01

    Gardner's syndrome, completely expressed, consists of a trio of familial polyposis of the colon, osteomas and mesenchymal tumours of the skin. Inheritence is autosomal dominant. In many patients with familial polyposis of the colon, only mesenchymal skin tumours or osteomas can be demonstrated. It is therefore possible that Gardner's syndrome and familial polyposis represent two extremities of a single disease which is characterised by marked variability in the expressivity of the gene. Gardner's syndrome has been considered a rare condition occurring in only about 8% of patients with familial polyposis. Amongst the 20 patients with colonic polyposis from eleven families, mesenchymal and/or osseous lesions were found in seventeen (85%). Osteomas of the mandible were shown particularly frequently by orthopantomography. Since polyposis of the colon tends to remain symptomless for many years, the finding of oesteomas in the facial skeleton, or recurrent skin tumours in young patients, should lead to further investigation. (orig.) [de

  15. Education for All: Gardner's Multiple Intelligences Theory

    Directory of Open Access Journals (Sweden)

    Gisela Emst-Slavit

    2001-12-01

    Full Text Available In the last years the Theory of the Multiple Intelligences developed by Howard Gardner has had a tremendous impact in elementary and secondary classrooms in the United States. Gardner(1983 defines intelligence as the ability to solve a problem or fashion a product that is valued in one or more cultural settings. His definition expands our understanding of "intelligence" beyond the familiar linguistic and Logical-mathematical intelligences, to include the spatial, musical,bodily-kinesthetic, naturalist. interpersonal, and intrapersonal intelligences. This new wayof conceptualizing human intelligence has profound implications for educators whose task needs to include the identification and nourishment of the different talents brought by al students.

  16. Three Billy Goats and Gardner.

    Science.gov (United States)

    Merrefield, Gayle Emery

    1997-01-01

    Describes a Jewish Community Center's efforts to adapt Gardner's multiple-intelligences theory to a preschool special-education program. Since most students had moderate speech disorders, teachers decided to deemphasize linguistic expression in favor of the other seven intelligences. They created successful units exploring patterns and size…

  17. Astronaut Dale Gardner holds up for sale sign after EVA

    Science.gov (United States)

    1984-01-01

    Astronaut Dale A. Gardner, having just completed the major portion of his second extravehicular activity (EVA) period in three days, holds up a 'for sale' sign. Astronaut Joseph P. ALlen IV, who also participated in the two EVA's, is reflected in Gardner's helmet visor. A portion of each of two recovered satellites is in the lower right corner, with Westar nearer Discovery's aft.

  18. PEMIKIRAN HOWARD GARDNER DALAM PENDIDIKAN ANAK USIA DINI

    Directory of Open Access Journals (Sweden)

    Muhibuddin Fadhli

    2016-12-01

    Full Text Available Promises independence Indonesia has spoken by the agents of history, one promise is the co-educating the nation, of course, those promises have not been fully met, that generation has passed, but not with the spoken promise, that promise will remain imprinted in the minds of the generations thereafter , we have to participate repay the appointment, although mouth did not give yet a calling of souls who move the hearts and minds to intervene to guide the realization of this promise. By nature children are born with millions of uniqueness, even children are not always visible twins are similar in all respects, be aware that the duty to educate children inherent in every human being, to educate is to lead children and all human beings are born to be a leader. Educating is not the work, especially of that educating should be higher than just earn money, educate should be fair, be understandable, and brought the child to the noble human decency. This article will discuss educating children in terms of various aspects of the philosophical and theoretical thinking by Howard Gardner

  19. Astronaut Dale Gardner using MMU to travel to Westar VI satellite

    Science.gov (United States)

    1984-01-01

    Astronaut Dale A. Gardner, wearing the manned maneuvering unit (MMU) approaching the spinng Westar VI satellite over Bahama Banks. Gardner uses a large tool called the apogee kick motor capture device (ACD) to enter the nozzle of the spent Westar engine and stabilize the satellite to capture it for return to Earth.

  20. How to grow great leaders.

    Science.gov (United States)

    Ready, Douglas A

    2004-12-01

    Few leaders excel at both the unit and enterprise levels. More than ever, though, corporations need people capable of running business units, functions, or regions and focusing on broader company goals. It's up to organizations to develop leaders who can manage the inherent tensions between unit and enterprise priorities. Take the example of RBC Financial Group, one of the largest, most profitable companies in Canada. In the mid-1990's, RBC revamped its competitive strategy in a couple of ways. After the government announced that the Big Six banks in Canada could neither merge with nor acquire one another, RBC decided to grow through cross-border acquisitions. Additionally, because customers were starting to seek bundled products and services, RBC reached across its traditional stand-alone businesses to offer integrated solutions. These changes in strategy didn't elicit immediate companywide support. Instinctively, employees reacted against what would amount to a delicate balancing act: They would have to lift their focus out of their silos while continuing to meet unit goals. However, by communicating extensively with staff members, cross-fertilizing talent across unit boundaries, and targeting rewards to shape performance, RBC was able to cultivate rising leaders with the unit expertise and the enterprise vision to help the company fulfill its new aims. Growing such well-rounded leaders takes sustained effort because unit-enterprise tensions are quite real. Three common conditions reinforce these tensions. First, most organizational structures foster silo thinking and unimaginative career paths. Second, most companies lack venues for airing and resolving conflicts that arise when there are competing priorities. Third, many have misguided reward systems that pit unit performance against enterprise considerations. Such long-established patterns of organizational behavior are tough to break. Fortunately, as RBC discovered, people can be trained to think and work

  1. Learners Test Performance and Gardner`s MI Theory: Intercorrelation in a Bilingual Context

    Directory of Open Access Journals (Sweden)

    Bagher Azarmi

    2012-05-01

    Full Text Available Although decisions and inferences made based on test scores depend both on the characteristics of test takers and testing environment, the former seems to have the most overriding importance. The present study which was conducted in a bilingual environment is in line with this assumption and is aimed at investigating intelligence as one of the test taker characteristics. First, it aimed at finding the possible correlation between any of the eight types of intelligences in Gardner`s MI theory and EAP test performance. Second, it intended to survey the intercorrelation
    among the eight types of intelligences themselves. To that end, 122 male bilingual EFL learners who were all sophomore university students were chosen as the participants of the study. They sat for the final EAP exam and filled the questionnaire on multiple intelligence. The test takers' scores on EAP exam were correlated with their multiple intelligences. The result did not demonstrate any statistically significant go-togetherness between EAP test performance and any types of intelligence; however, a significantly positive correlation was observed among the eight types of
    intelligences themselves showing that all types of intelligences are equally important and ought to be equally dealt with in EFL context.

  2. Howard Gardner: Knowledge, Learning and Development in Drama and Arts Education.

    Science.gov (United States)

    Roper, Bill; Davis, David

    2000-01-01

    Notes that Howard Gardner's theory of Multiple Intelligences (MI) has afforded support to educators and parents who want to see their children as equals no matter in what area of ability they develop competence. Explains the usefulness of Gardner's approach, based on Kantian notions of the power of mind to give order to the world. Discusses the…

  3. Tratamento cirúrgico da siringomielia pela Técnica de Gardner

    Directory of Open Access Journals (Sweden)

    Gilberto M. Almeida

    1973-12-01

    Full Text Available O tratamento cirúrgico da siringomielia é, em geral, considerado decepcionante. Vários tipos de drenagem da cavidade siringomiélica não têm fornecido resultados satisfatórios. Gardner, em magnífica série de trabalhos, mostrou que a siringomielia e as várias malformações associadas à hidrocefalia têm fisiopatogenia única. Baseado em sua teoria, Gardner propôs, em 1958, o bloqueio da comunicação entre o IV ventrículo e o canal central da medula, para o tratamento da siringomielia. Esta técnica não tem sido realizada com muita freqüência. Empregamos o método proposto por Gardner em 4 pacientes, os quais melhoraram após a intervenção cirúrgica.

  4. Aggressive fibromatosis of the neck in a patient with Gardner's syndrome

    International Nuclear Information System (INIS)

    Rai, A.T.; Nguyen, T.P.; Hogg, J.P.; Gabriele, F.J.

    2001-01-01

    We report a patient with Gardner's syndrome who, in addition to a total colectomy, had multiple excisions of desmoid tumors in both thighs. He presented with left-sided neck swelling and pain. MRI was highly suggestive of desmoid tumors in multiple neck muscles. To our knowledge this is the first description of diffuse fibromatosis of the neck in association with Gardner's syndrome. (orig.)

  5. Ectopic craniopharyngioma of the fourth ventricle in a patient with Gardner syndrome.

    Science.gov (United States)

    Pena, Andres H; Chaudhry, Ammar; Seidman, Roberta J; Peyster, Robert; Bangiyev, Lev

    2016-01-01

    Ectopic craniopharyngioma is uncommon and a craniopharyngioma confined purely within the fourth ventricle is extremely rare. We report a craniopharyngioma of the fourth ventricle in a 20-year-old man with Gardner syndrome. Imaging characteristics of craniopharyngiomas and fourth ventricle lesions are discussed with a review of the literature regarding the pathogenesis of craniopharyngiomas and the possible association with Gardner syndrome. Copyright © 2015 Elsevier Inc. All rights reserved.

  6. Síndrome de Gardner

    Directory of Open Access Journals (Sweden)

    Juan Carlos Quintana Díaz

    2012-09-01

    Full Text Available El síndrome de Gardner, una variante de la poliposis adenomatosa familiar, es una enfermedad hereditaria autosómica dominante caracterizada por la presencia combinada de múltiples pólipos intestinales y manifestaciones extraintestinales que incluyen osteomas múltiples, tumores del tejido conectivo carcinoma de tiroides hipertrofia del epitelio pigmentado de la retina, también son frecuentes la presencia de dientes supernumerarios retenidos y odontomas. Se presenta un caso clínico de un paciente masculino, de 20 años de edad que acude a consulta por presentar aumento de volumen en tres localizaciones de la región facial. Radiográficamente se constataron las imágenes radiopacas características del osteoma y con la rectosigmoidescopia la presencia de pólipos intestinales. La intervención quirúrgica de los osteomas se realizó bajo anestesia general que incluyó condilectomía del lado izquierdo. El diagnóstico histopatológico fue de osteoma ebúrneo. Un año después del procedimiento se observó clínicamente recuperación estética y funcional y radiográficamente buena regeneración ósea en al ángulo mandibular donde se encontraba el osteoma de mayor diámetro. El paciente ha tenido hasta la actualidad una evolución muy satisfactoria, con excelente apertura bucal. El objetivo es describir el manejo que se tuvo con un paciente con síndrome de Gardner en el Servicio de Cirugía Maxilofacial de Artemisa.

  7. Canada refutes Gardner. [Study of effect of parental exposure on childhood leukaemia

    Energy Technology Data Exchange (ETDEWEB)

    Anon.

    1993-02-01

    An epidemiological study of childhood leukaemia in relation to the preconception occupational exposure of fathers to ionizing radiation has been carried out by an academic team for the Canadian Atomic Energy Control Board. The study had twice as many cases of childhood leukaemia as the study around Sellafield by Gardner et al and had ample statistical power to check the Gardner result. However, the Canadian study found no evidence of any significant effect of parental radiation exposure on childhood leukaemia. (Author).

  8. Obstructive Sleep Apnoea | Gardner | South African Family Practice

    African Journals Online (AJOL)

    South African Family Practice. Journal Home · ABOUT THIS JOURNAL · Advanced Search · Current Issue · Archives · Journal Home > Vol 56, No 2 (2014) >. Log in or Register to get access to full text downloads. Username, Password, Remember me, or Register. Obstructive Sleep Apnoea. BM Gardner. Abstract.

  9. Obstructive Sleep Apnoea | Gardner | South African Family Practice

    African Journals Online (AJOL)

    South African Family Practice. Journal Home · ABOUT THIS JOURNAL · Advanced Search · Current Issue · Archives · Journal Home > Vol 56, No 5 (2014) >. Log in or Register to get access to full text downloads. Username, Password, Remember me, or Register. Obstructive Sleep Apnoea. BM Gardner. Abstract.

  10. On the ill-posedness of the Gardner equation

    DEFF Research Database (Denmark)

    Alejo Plana, Miguel Angel

    2012-01-01

    We present ill-posedness results for the initial value problem (IVP) for the Gardner equation. We measure the regularity of the Cauchy problem in the classical Sobolev spaces Hs, and show the critical Sobolev index under which the local well-posedness of the problem is not present, in the sense t...

  11. Ion-acoustic Gardner solitons in a four-component nonextensive multi-ion plasma

    Energy Technology Data Exchange (ETDEWEB)

    Jannat, N., E-mail: nilimajannat74@gmail.com; Ferdousi, M.; Mamun, A. A. [Jahangirnagar University, Department of Physics (Bangladesh)

    2016-07-15

    The nonlinear propagation of ion-acoustic (IA) solitary waves (SWs) in a four-component non-extensive multi-ion plasma system containing inertial positively charged light ions, negatively charged heavy ions, as well as noninertial nonextensive electrons and positrons has been theoretically investigated. The reductive perturbation method has been employed to derive the nonlinear equations, namely, Korteweg−deVries (KdV), modified KdV (mKdV), and Gardner equations. The basic features (viz. polarity, amplitude, width, etc.) of Gardner solitons are found to exist beyond the KdV limit and these IA Gardner solitons are qualitatively different from the KdV and mKdV solitons. It is observed that the basic features of IA SWs are modified by various plasma parameters (viz. electron and positron nonextensivity, electron number density to ion number density, and electron temperature to positron temperature, etc.) of the considered plasma system. The results obtained from this theoretical investigation may be useful in understanding the basic features of IA SWs propagating in both space and laboratory plasmas.

  12. Ion-acoustic Gardner solitons in a four-component nonextensive multi-ion plasma

    International Nuclear Information System (INIS)

    Jannat, N.; Ferdousi, M.; Mamun, A. A.

    2016-01-01

    The nonlinear propagation of ion-acoustic (IA) solitary waves (SWs) in a four-component non-extensive multi-ion plasma system containing inertial positively charged light ions, negatively charged heavy ions, as well as noninertial nonextensive electrons and positrons has been theoretically investigated. The reductive perturbation method has been employed to derive the nonlinear equations, namely, Korteweg−deVries (KdV), modified KdV (mKdV), and Gardner equations. The basic features (viz. polarity, amplitude, width, etc.) of Gardner solitons are found to exist beyond the KdV limit and these IA Gardner solitons are qualitatively different from the KdV and mKdV solitons. It is observed that the basic features of IA SWs are modified by various plasma parameters (viz. electron and positron nonextensivity, electron number density to ion number density, and electron temperature to positron temperature, etc.) of the considered plasma system. The results obtained from this theoretical investigation may be useful in understanding the basic features of IA SWs propagating in both space and laboratory plasmas.

  13. Psychogenic Purpura (Gardner-Diamond Syndrome)

    Science.gov (United States)

    Bhattacharya, Gaurav

    2015-01-01

    Psychogenic purpura, also known as Gardner-Diamond syndrome or autoerythrocyte sensitization syndrome, is a rare condition characterized by spontaneous development of painful edematous skin lesions progressing to ecchymosis over the next 24 hours. Severe stress and emotional trauma always precede the skin lesions. The condition is most commonly seen in women, but isolated cases have been reported in adolescents and in males. Psychodermatologic evaluation and dermatology and psychiatry liaison have been successful in the treatment of these patients. This report provides an overview of psychogenic purpura and presents the case of a 15-year-old girl. PMID:26137346

  14. PENERAPAN TEORI MULTIPLE INTELLIGENCES HOWARD GARDNER DALAM PEMBELAJARAN PENDIDIKAN AGAMA ISLAM

    Directory of Open Access Journals (Sweden)

    Mushollin -

    2009-07-01

    Full Text Available This article is to describe the concept and the theory of Multiple Intelligences developd by Howard Gardner. Furthermore, it tries to explain how they are applied in the classroom in the Islamic education learning. The theory is the development of doubled-intelligences theory stating that human have different intelligences. Gardner argues that human are endowed eight intelligences---linguistic, natural, logic-mathematic, interpersonal, intrapersonal, spatial, musical, and natural. In educational context, Gardner’s theory effects the learning practice in school as well as the parents treatment to the children in the house. In practice, learning is demanded to develop each intelligence and use any kinds of intelligences to measure the students’ intelligence.

  15. What should we learn from great leaders

    Directory of Open Access Journals (Sweden)

    Ionuţ Constantin

    2014-05-01

    Full Text Available I will try in this article to go over some lessons that can and should we learn from leaders in different fields (sales, politics, sports. Some of these lessons can be translated even in a lifestyle, it can help us all to change our perception of things that we were coming forward as we wanted and we can understand how little effort it takes to change this situation. Some of these leaders didn’t had learned how to be successful from school or books but they have qualities like drive, passion, commitment. They have had the courage to go away from what they did before, and gone to something that didn’t exist before. They have built bridges to be crossed by them and their followers.

  16. Symposium--Perspectives on Motivation for Second Language Learning on the 50th Anniversary of Gardner & Lambert (1959)

    Science.gov (United States)

    MacIntyre, Peter

    2010-01-01

    With the 50th anniversary of Robert C. Gardner and Wallace Lambert's seminal paper "Motivational variables in second language acquisition" (Gardner & Lambert 1959), we paused to reflect on the contributions the work has inspired and the state of the art in the study of motivation research.

  17. Solitary wave solution to a singularly perturbed generalized Gardner ...

    Indian Academy of Sciences (India)

    2017-03-24

    Mar 24, 2017 ... Abstract. This paper is concerned with the existence of travelling wave solutions to a singularly perturbed gen- eralized Gardner equation with nonlinear terms of any order. By using geometric singular perturbation theory and based on the relation between solitary wave solution and homoclinic orbits of the ...

  18. Gardner's syndrome: a ten year follow up survey of 12 subjects in a family

    International Nuclear Information System (INIS)

    Lu Kaimin; Si Liya; Wu Zhiqiang; Lu Xuan; Meng Liancheng

    1998-01-01

    Purpose: To study the development of Gardner's syndrome by following up 12 subjects in a family for ten years. Methods: 12 subjects with Gardner's syndrome of 4 generations in a family were studied. Six were male and six female. The age of the patients was from 9 to 74 years, with average of 38 years. The examinations consisted of air-barium double contrast radiography of colon, fiber-optic colonoscopy, plain X-ray and body photography. Results: Triology was present in 8 cases (66.7%) and the double signs in 4 cases (33.3%). 4 patients (33.3%) died of malignant degeneration of colonic polyp in 10 years, all occurring in rectum and sigmoid colon, the oldest one was 74 years and the youngest 35 years. Conclusion: The incidence of malignant degeneration of colonic polyp is very high in patients with Gardner's syndrome and may occur in patients older than 30 years, with the peak incidence in the sixth decade. Preventive resection of colonic polyp is still the best treatment

  19. Adrenocortical Secreting Mass in a Patient with Gardner's Syndrome: A Case Report

    Directory of Open Access Journals (Sweden)

    Nabila Mejdoub Rekik

    2010-01-01

    Full Text Available Gardner's syndrome (GS is a dysplasia characterized by neoformations of the intestine, soft tissue, and osseous tissue. Endocrine neoplasms have occasionally been reported in association with GS. Adrenal masses in GS are rare, and few have displayed clinical manifestations. In the current paper, The authors report a 37-year-old male patient with GS including familial adenomatous polyposis (FAP and mandible osteoma who presented with an incidental adrenal mass. Computerized tomography adrenal scan identified bilateral masses. Functional analyses showed a hormonal secretion pattern consistent with pre-Cushing's syndrome. Other extraintestinal manifestations were hypertrophy of the pigmented layer of the retina and histiocytofibroma in the right leg. This paper describes a rare association of adrenocortical secreting mass in an old male patient with Gardner syndrome.

  20. The great intimidators.

    Science.gov (United States)

    Kramer, Roderick M

    2006-02-01

    After Disney's Michael Eisner, Miramax's Harvey Weinstein, and Hewlett-Packard's Carly Fiorina fell from their heights of power, the business media quickly proclaimed thatthe reign of abrasive, intimidating leaders was over. However, it's premature to proclaim their extinction. Many great intimidators have done fine for a long time and continue to thrive. Their modus operandi runs counter to a lot of preconceptions about what it takes to be a good leader. They're rough, loud, and in your face. Their tactics include invading others' personal space, staging tantrums, keeping people guessing, and possessing an indisputable command of facts. But make no mistake--great intimidators are not your typical bullies. They're driven by vision, not by sheer ego or malice. Beneath their tough exteriors and sharp edges are some genuine, deep insights into human motivation and organizational behavior. Indeed, these leaders possess political intelligence, which can make the difference between paralysis and successful--if sometimes wrenching--organizational change. Like socially intelligent leaders, politically intelligent leaders are adept at sizing up others, but they notice different things. Those with social intelligence assess people's strengths and figure out how to leverage them; those with political intelligence exploit people's weaknesses and insecurities. Despite all the obvious drawbacks of working under them, great intimidators often attract the best and brightest. And their appeal goes beyond their ability to inspire high performance. Many accomplished professionals who gravitate toward these leaders want to cultivate a little "inner intimidator" of their own. In the author's research, quite a few individuals reported having positive relationships with intimidating leaders. In fact, some described these relationships as profoundly educational and even transformational. So before we throw out all the great intimidators, the author argues, we should stop to consider what

  1. Japanese great pioneer and leader, Zenji Nishiyama, on studies of martensitic transformations

    Science.gov (United States)

    Shimizu, K.

    2003-10-01

    Professor Zenji Nishiyama passed away on March 12, 1991, at the age of 89. He was born on October 14, 1901, and so the last year was the centennial birthday anniversary. In such a occasion, his personality and academic achievements will be introduced, because he had been one of great leaders of the world-wide martensite community for a long time, as is well known. The introduction consists of his personal history and academic activities and achievements on martensitic transformations. In addition, some hidden stories will be introduced as to publication of the well-known Nishiyama's orientation relationship and of the crystal structure of a Cu-Al alloy martensite, and as to several works which were carried out during the 2nd world-war and so not published in English.

  2. Educators as Serving Leaders in the Classroom and on Campus

    Science.gov (United States)

    Bowman, Richard

    2014-01-01

    Counterintuitively, the more one develops as a leader, the less of a leader one becomes. What do great leaders do? Great leaders are ambitious first and foremost for the cause, the mission, the work--not themselves. Educators as "serving leaders" sense that every action they take, together with every decision that they make, either…

  3. Jesus the Strategic Leader

    National Research Council Canada - National Science Library

    Martin, Gregg

    2000-01-01

    Jesus was a great strategic leader who changed the world in many ways. Close study of what he did and how he did it reveals a pattern of behavior that is extremely useful and relevant to the modern strategic leader...

  4. The Disciplined Mind. Howard Gardner. New York, NY: Simon and Schuster Inc., 1999.

    Directory of Open Access Journals (Sweden)

    Ted McKelgan

    1999-01-01

    Full Text Available What is true, beautiful, and good? Using the theory of evolution, the musical genius of Mozart, and the horrors of the Holocaust, Howard Gardner, in The Disciplined Mind successfully assists students' and teachers' cultural understanding of their educational process as it relates to truth, beauty, and goodness. He does this by emphasizing that we should teach less but in more depth. By probing important issues in depth, we will be teaching much more. In pursuit of truth, Gardner links Darwin's development of systematic classification of living organisms to the understanding of topics that effect human beings today. In doing so, he manages to fmd common ground between the scientific and religious communities, despite the controversies surrounding the theory of evolution. He uses the power of music to depict the human condition in Mozart's work, "The Marriage of Figaro," in search of beauty as it appears in music and human relations. And, in pursuit of the good (and the ugly, Gardner uses the Holocaust and the atrocities associated with it, as a way to understand, not only the Holocaust, but also the human motivation behind such a horrific and elaborate endeavour

  5. New exact solutions of (2 + 1)-dimensional Gardner equation via the new sine-Gordon equation expansion method

    International Nuclear Information System (INIS)

    Chen Yong; Yan Zhenya

    2005-01-01

    In this paper (2 + 1)-dimensional Gardner equation is investigated using a sine-Gordon equation expansion method, which was presented via a generalized sine-Gordon reduction equation and a new transformation. As a consequence, it is shown that the method is more powerful to obtain many types of new doubly periodic solutions of (2 + 1)-dimensional Gardner equation. In particular, solitary wave solutions are also given as simple limits of doubly periodic solutions

  6. Numerical detection of the Gardner transition in a mean-field glass former.

    Science.gov (United States)

    Charbonneau, Patrick; Jin, Yuliang; Parisi, Giorgio; Rainone, Corrado; Seoane, Beatriz; Zamponi, Francesco

    2015-07-01

    Recent theoretical advances predict the existence, deep into the glass phase, of a novel phase transition, the so-called Gardner transition. This transition is associated with the emergence of a complex free energy landscape composed of many marginally stable sub-basins within a glass metabasin. In this study, we explore several methods to detect numerically the Gardner transition in a simple structural glass former, the infinite-range Mari-Kurchan model. The transition point is robustly located from three independent approaches: (i) the divergence of the characteristic relaxation time, (ii) the divergence of the caging susceptibility, and (iii) the abnormal tail in the probability distribution function of cage order parameters. We show that the numerical results are fully consistent with the theoretical expectation. The methods we propose may also be generalized to more realistic numerical models as well as to experimental systems.

  7. CRED REA Algal Assessments, Gardner Pinnacles, Northwestern Hawaiian Islands 2004 (NODC Accession 0010352)

    Data.gov (United States)

    National Oceanic and Atmospheric Administration, Department of Commerce — Twelve quadrats were sampled along 2 consecutively-placed, 25m transect lines as part of Rapid Ecological Assessments conducted at 3 sites at Gardner Pinnacles in...

  8. Astronat Dale Gardner using MMU to travel to Westar VI satellite

    Science.gov (United States)

    1984-01-01

    Astronat Dale A. Gardner appears to be under the remote manipulator system (RMS) end effector as he makes a turn in space and preapares to use the manned maneuvering unit (MMU) to travel to Westar VI satellite. The 'stinger' he carries will enter the communications satellite through the nozzle of the spent motor.

  9. Variational formulation of the Gardner's restacking algorithm

    International Nuclear Information System (INIS)

    Dodin, I.Y.; Fisch, N.J.

    2004-01-01

    The incompressibility of the phase flow of Hamiltonian wave-plasma interactions restrains the class of realizable wave-driven transformations of the particle distribution. After the interaction, the distribution remains composed of the original phase-space elements, or local densities, which are only rearranged (''restacked'') by the wave. A variational formalism is developed to study the corresponding limitations on the energy and momentum transfer. A case of particular interest is a toroidal plasma immersed in a dc magnetic field. The restacking algorithm by Gardner [Phys. Fluids 6, 839 (1963)] is formulated precisely. The minimum energy state for a plasma with a given current is determined

  10. Giant Desmoid Tumor and Gardner Syndrome. Case Report and Literature Review

    Directory of Open Access Journals (Sweden)

    Etcheverry MG

    2016-06-01

    Full Text Available Gardner´s syndrome represents a variant of the genetic disorder called familial adenomatous polyposis (FAP. The inherited pattern is autosomal dominant, however 20-25% of cases may represent new mutations. It is characterized by colonic polyposis with extracolonic manifestations as gastro-duodenal polyposis, osteomas, dental abnormalities and desmoid tumors.We report a case of a 25 years old man with family history of multiple surgeries caused by desmoid tumors without personal history. He visited our hospital complaining of a large tumor in the abdominal wall, and during the preoperative studies we identified colonic and gastroduodenal polyposis. Tumor resection was performed with safety margins that included the entire abdominal wall with total colectomy, ileal-rectal anastomosis and abdominal wall replacement with a protection visceral mesh. Gardner´s syndrome is a rare entity that is important to identify when we have a patient presenting with a desmoid tumor as in this case. Its association with colonic polyposis with high risk of malignant change demand an early aggressive treatment that will determine the survival of the patient.

  11. Leadership, Leaders, and Leading (Part One).

    Science.gov (United States)

    Dean, Peter J.

    2002-01-01

    Presents an historical overview of the leadership literature. Highlights include "great man" theories; studies of leaders' traits; studies of leaders' behavioral style; studies of leadership functions; and studies of the situational aspects of leadership. (LRW)

  12. CRED Gridded Bathymetry of East Gardner Pinnacles (100-016) in the Northwestern Hawaiian Islands

    Data.gov (United States)

    National Oceanic and Atmospheric Administration, Department of Commerce — File 100-016b is a 60-m ASCII grid of depth data collected near E Gardner Pinnacles in the Northwestern Hawaiian Islands as of May 2003. This grid has been produced...

  13. CRED Gridded Bathymetry of Northeast Gardner Pinnacles (100-013) in the Northwestern Hawaiian Islands

    Data.gov (United States)

    National Oceanic and Atmospheric Administration, Department of Commerce — File 100-013b is a 60-m ASCII grid of depth data collected near NE Gardner Pinnacles in the Northwestern Hawaiian Islands as of May 2003. This grid has been produced...

  14. CRED Gridded Bathymetry of Southwest Gardner Pinnacles (100-012) in the Northwestern Hawaiian Islands

    Data.gov (United States)

    National Oceanic and Atmospheric Administration, Department of Commerce — File 100-012b is a 60-m ASCII grid of depth data collected near SW Gardner Pinnacles in the Northwestern Hawaiian Islands as of May 2003. This grid has been produced...

  15. Initial-value problem for the Gardner equation applied to nonlinear internal waves

    Science.gov (United States)

    Rouvinskaya, Ekaterina; Kurkina, Oxana; Kurkin, Andrey; Talipova, Tatiana; Pelinovsky, Efim

    2017-04-01

    The Gardner equation is a fundamental mathematical model for the description of weakly nonlinear weakly dispersive internal waves, when cubic nonlinearity cannot be neglected. Within this model coefficients of quadratic and cubic nonlinearity can both be positive as well as negative, depending on background conditions of the medium, where waves propagate (sea water density stratification, shear flow profile) [Rouvinskaya et al., 2014, Kurkina et al., 2011, 2015]. For the investigation of weakly dispersive behavior in the framework of nondimensional Gardner equation with fixed (positive) sign of quadratic nonlinearity and positive or negative cubic nonlinearity {eq1} partial η/partial t+6η( {1± η} )partial η/partial x+partial ^3η/partial x^3=0, } the series of numerical experiments of initial-value problem was carried out for evolution of a bell-shaped impulse of negative polarity (opposite to the sign of quadratic nonlinear coefficient): {eq2} η(x,t=0)=-asech2 ( {x/x0 } ), for which amplitude a and width x0 was varied. Similar initial-value problem was considered in the paper [Trillo et al., 2016] for the Korteweg - de Vries equation. For the Gardner equation with different signs of cubic nonlinearity the initial-value problem for piece-wise constant initial condition was considered in detail in [Grimshaw et al., 2002, 2010]. It is widely known, for example, [Pelinovsky et al., 2007], that the Gardner equation (1) with negative cubic nonlinearity has a family of classic solitary wave solutions with only positive polarity,and with limiting amplitude equal to 1. Therefore evolution of impulses (2) of negative polarity (whose amplitudes a were varied from 0.1 to 3, and widths at the level of a/2 were equal to triple width of solitons with the same amplitude for a 1) was going on a universal scenario with the generation of nonlinear Airy wave. For the Gardner equation (1) with the positive cubic nonlinearity coefficient there exist two one-parametric families of

  16. Gardner's Two Children Problems and Variations: Puzzles with Conditional Probability and Sample Spaces

    Science.gov (United States)

    Taylor, Wendy; Stacey, Kaye

    2014-01-01

    This article presents "The Two Children Problem," published by Martin Gardner, who wrote a famous and widely-read math puzzle column in the magazine "Scientific American," and a problem presented by puzzler Gary Foshee. This paper explains the paradox of Problems 2 and 3 and many other variations of the theme. Then the authors…

  17. Heterogeneous response to X-ray and ultraviolet light irradiations of cultured skin fibroblasts in two families with Gardner's Syndrome

    International Nuclear Information System (INIS)

    Kinsella, T.J.; Little, J.B.; Nove, J.; Weichselbaum, R.R.; Li, F.P.; Meyer, R.J.; Marchetto, D.J.; Patterson, W.B.

    1982-01-01

    A heterogeneous response to X-ray and far UV (254 nm) light irradiations was found in cultured skin fibroblast lines from 2 separate families with Gardner's syndrome. When compared to 2 normal control cultures and cultures from 2 patients with nonfamilial colon cancer, cultures from 4 clinically affected members of family 1 showed increased sensitivity to the lethal effects of both X-ray and UV light irradiations. These cells also showed a delayed pattern of X-ray potentially lethal damage repair (PLDR) and absent UV PLDR. In contrast, cultures from 3 members of family 2 (2 of whom were clinically affected) showed a normal response of survival and PLDR to both X-ray and UV light irradiations. Thus increased sensitivity of cultured skin fibroblasts to X-ray and UV light irradiations was not a consistent in vitro finding in patients with Gardner's syndrome. However, in families with Gardner's syndrome who demonstrate in vitro radiosensitivity, additional studies are needed to assess the usefulness of these techniques in detecting affected individuals prior to the development of colon carcinoma and other manifestations

  18. How To Make Good People Great Leaders And Reap the Rewards!

    CERN Document Server

    Nowak, Ricky

    2011-01-01

    If you're serious about creating a sustainable competitive advantage and opportunities for the future, this book will make the experience more rewarding. In leadership, as in everything in life, there are followers and there are leaders - true leaders, who set the agenda and make the running. It is no longer good enough, if indeed it ever was, to do what everyone else is doing. Organisations need to stay one step ahead of the game if they are to survive and grow. The key to ongoing success is leadership, and the key to successful leadership is being able to see the wave coming and positioning

  19. Learners Test Performance and Gardner`s Multiple Inteligence Theory: Intercorrelation in a Bilingual Context

    Directory of Open Access Journals (Sweden)

    Bagher Azarmi

    2015-03-01

    Full Text Available Although decisions and inferences made based on test scores depend both on the characteristics of test takers and testing environment, the former seems to have the most overridingimportance. The present study which was conducted in a bilingual environment is in line with this assumption and is aimed at investigating intelligence as one of the test taker characteristics. First, it aimed at finding the possible correlation between any of the eight types of intelligences in Gardner`s MI theory and EAP test performance. Second, it intended to survey the intercorrelationamong the eight types of intelligences themselves. To that end, 122 male bilingual EFL learners who were all sophomore university students were chosen as the participants of the study. They satfor the final EAP exam and filled the questionnaire on multiple intelligence. The test takers' scores on EAP exam were correlated with their multiple intelligences. The result did not demonstrate anystatistically significant go-togetherness between EAP test performance and any types of intelligence; however, a significantly positive correlation was observed among the eight types of intelligences themselves showing that all types of intelligences are equally important and ought to be equally dealt with in EFL context.

  20. Great to Influential: Teacher Leaders' Roles in Supporting Instruction

    Science.gov (United States)

    Jacques, Catherine; Weber, Gretchen; Bosso, David; Olson, Derek; Bassett, Katherine

    2016-01-01

    This report is the second in a series from a collaboration of nine leading organizations working to advance teaching and elevate the profession. For years, education leaders have sought to pinpoint how teachers become effective in order to better leverage teachers' impact on student learning and improve student outcomes. Teacher leadership is…

  1. Study of immunogenicity of solid Gardner's lymphosarcoma implanted to C3H/Sumice mice

    International Nuclear Information System (INIS)

    Motycka, K.; Soucek, J.; Potmesilova, I.; Zak, M.; Jandova, A.; Bostik, J.; Pezlarova, A.

    1982-01-01

    Mice of inbred strain C3H/Sumice (H-2sup(k)) were immunized with solid Gardner's lymphosarcoma cells inactivated using a 60 Co source. Immunization once repeated extended average survival after transplantation of proliferation-capable cells of the tumor as against intact controls. After immunization twice repeated, some mice were so resistant that they survived the time of observation without tumor. Significant differences were found in relative numbers of mice in the individual experimental groups which, immunized using the same technique, became little, or totally resistant to the transplantation of viable tumor. Transplantation of spleen cells of the C3H strain mice which survived the time of observation without apparent tumor showed that resistance need not be associated with the disposal of all malignant Gardner's lymphosarcoma cells. Different reasons for immunity to the tumor are disscussed on the basis of the differences in the cytotoxicity of the spleen cells of the C3H (H-2sup(k)) strain mice and those of the C 57B1.B10 (H-2sup(b)) strain, immune to the lymphosarcoma. (author)

  2. Evaluación de la inteligencia lingüística en Educación Inafanil según el modelo de Gardner

    OpenAIRE

    Paíno Tesedo, Tamara

    2017-01-01

    En el presente Trabajo Fin de Grado (TFG) que exponemos se trata de una iniciación a la investigación educativa. El presente estudio pretende analizar los conocimientos y encontrar la forma de evaluar las Inteligencias Múltiples, concretamente una de las ocho propuestas por Howard Gardner, la Inteligencia Lingüística. La primera búsqueda de este trabajo es la indagación sobre los estudios e investigaciones de Howard Gardner, centrándonos esencialmente en el análisis la teoría del autor que...

  3. Managing authenticity: the paradox of great leadership.

    Science.gov (United States)

    Goffee, Rob; Jones, Gareth

    2005-12-01

    Leaders and followers both associate authenticity with sincerity, honesty, and integrity. It's the real thing--the attribute that uniquely defines great managers. But while the expression of a genuine self is necessary for great leadership, the concept of authenticity is often misunderstood, not least by leaders themselves. They often assume that authenticity is an innate quality--that a person is either genuine or not. In fact, the authors say, authenticity is largely defined by what other people see in you and, as such, can to a great extent be controlled by you. In this article, the authors explore the qualities of authentic leadership. To illustrate their points, they recount the experiences of some of the authentic leaders they have known and studied, including the BBC's Greg Dyke, Nestlé's Peter Brabeck-Letmathe, and Marks & Spencer's Jean Tomlin. Establishing your authenticity as a leader is a two-part challenge. You have to consistently match your words and deeds; otherwise, followers will never accept you as authentic. But it is not enough just to practice what you preach. To get people to follow you, you also have to get them to relate to you. This means presenting different faces to different audiences--a requirement that many people find hard to square with authenticity. But authenticity is not the product of manipulation. It accurately reflects aspects of the leader's inner self, so it can't be an act. Authentic leaders seem to know which personality traits they should reveal to whom, and when. Highly attuned to their environments, authentic leaders rely on an intuition born of formative, sometimes harsh experiences to understand the expectations and concerns of the people they seek to influence. They retain their distinctiveness as individuals, yet they know how to win acceptance in strong corporate and social cultures and how to use elements of those cultures as a basis for radical change.

  4. Compressive and rarefactive dust-ion-acoustic Gardner solitons in a multi-component dusty plasma

    International Nuclear Information System (INIS)

    Ema, S. A.; Ferdousi, M.; Mamun, A. A.

    2015-01-01

    The linear and nonlinear propagations of dust-ion-acoustic solitary waves (DIASWs) in a collisionless four-component unmagnetized dusty plasma system containing nonextensive electrons, inertial negative ions, Maxwellian positive ions, and negatively charged static dust grains have been investigated theoretically. The linear properties are analyzed by using the normal mode analysis and the reductive perturbation method is used to derive the nonlinear equations, namely, the Korteweg-de Vries (K-dV), the modified K-dV (mK-dV), and the Gardner equations. The basic features (viz., polarity, amplitude, width, etc.) of Gardner solitons (GS) are found to exist beyond the K-dV limit and these dust-ion-acoustic GS are qualitatively different from the K-dV and mK-dV solitons. It is observed that the basic features of DIASWs are affected by various plasma parameters (viz., electron nonextensivity, negative-to-positive ion number density ratio, electron-to-positive ion number density ratio, electron-to-positive ion temperature ratio, etc.) of the considered plasma system. The findings of our results obtained from this theoretical investigation may be useful in understanding the nonlinear structures and the characteristics of DIASWs propagating in both space and laboratory plasmas

  5. New Exact Solutions of Time Fractional Gardner Equation by Using New Version of F -Expansion Method

    International Nuclear Information System (INIS)

    Pandir, Yusuf; Duzgun, Hasan Huseyin

    2017-01-01

    In this article, we consider analytical solutions of the time fractional derivative Gardner equation by using the new version of F-expansion method. With this proposed method multiple Jacobi elliptic functions are situated in the solution function. As a result, various exact analytical solutions consisting of single and combined Jacobi elliptic functions solutions are obtained. (paper)

  6. Smart power. Great leaders know when hard power is not enough.

    Science.gov (United States)

    Nye, Joseph S

    2008-11-01

    The next U.S. administration will face enormous challenges to world peace, the global economy, and the environment. Exercising military and economic muscle alone will not bring peace and prosperity. According to Nye, a former U.S. government official and a former dean at Harvard University's John F. Kennedy School of Government, the next president must be able to combine hard power, characterized by coercion, and what Nye calls "soft" power, which relies instead on attraction. The result is smart power, a tool great leaders use to mobilize people around agendas that look beyond current problems. Hard power is often necessary, Nye explains. In the 1990s, when the Taliban was providing refuge to Al Oaeda, President Clinton tried---and failed--to solve the problem diplomatically instead of destroying terrorist havens in Afghanistan. In other situations, however, soft power is more effective, though it has been too often overlooked. In Iraq, Nye argues, the use of soft power could draw young people toward something other than terrorism. "I think that there's an awakening to the need for soft power as people look at the crisis in the Middle East and begin to realize that hard power is not sufficient to resolve it," he says. Solving today's global problems will require smart power--a judicious blend of the other two powers. While there are notable examples of men who have used smart power--Teddy Roosevelt, for instance--it's much more difficult for women to lead with smart power, especially in the United States, where women feel pressure to prove that they are not "soft." Only by exercising smart power, Nye says, can the next president of the United States set a new tone for U.S. foreign policy in this century.

  7. Hedgehogs and Foxes at the Crossroads: Leadership and Diversity at the University of California

    Science.gov (United States)

    González, Cristina

    2011-01-01

    Following Clark Kerr's distinction between hedgehogs, or visionary leaders who know "one big thing," and foxes, or shrewd leaders who know "many things," this paper studies Kerr, an archetypical hedgehog, and David Gardner, a quintessential fox, as models for these two types of leaders. The paper also analyzes the hedgehog…

  8. Leaders in social networks, the Delicious case.

    Science.gov (United States)

    Lü, Linyuan; Zhang, Yi-Cheng; Yeung, Chi Ho; Zhou, Tao

    2011-01-01

    Finding pertinent information is not limited to search engines. Online communities can amplify the influence of a small number of power users for the benefit of all other users. Users' information foraging in depth and breadth can be greatly enhanced by choosing suitable leaders. For instance in delicious.com, users subscribe to leaders' collection which lead to a deeper and wider reach not achievable with search engines. To consolidate such collective search, it is essential to utilize the leadership topology and identify influential users. Google's PageRank, as a successful search algorithm in the World Wide Web, turns out to be less effective in networks of people. We thus devise an adaptive and parameter-free algorithm, the LeaderRank, to quantify user influence. We show that LeaderRank outperforms PageRank in terms of ranking effectiveness, as well as robustness against manipulations and noisy data. These results suggest that leaders who are aware of their clout may reinforce the development of social networks, and thus the power of collective search.

  9. Leaders in social networks, the Delicious case.

    Directory of Open Access Journals (Sweden)

    Linyuan Lü

    Full Text Available Finding pertinent information is not limited to search engines. Online communities can amplify the influence of a small number of power users for the benefit of all other users. Users' information foraging in depth and breadth can be greatly enhanced by choosing suitable leaders. For instance in delicious.com, users subscribe to leaders' collection which lead to a deeper and wider reach not achievable with search engines. To consolidate such collective search, it is essential to utilize the leadership topology and identify influential users. Google's PageRank, as a successful search algorithm in the World Wide Web, turns out to be less effective in networks of people. We thus devise an adaptive and parameter-free algorithm, the LeaderRank, to quantify user influence. We show that LeaderRank outperforms PageRank in terms of ranking effectiveness, as well as robustness against manipulations and noisy data. These results suggest that leaders who are aware of their clout may reinforce the development of social networks, and thus the power of collective search.

  10. Characteristics of lightning leader propagation and ground attachment

    Science.gov (United States)

    Jiang, Rubin; Qie, Xiushu; Wang, Zhichao; Zhang, Hongbo; Lu, Gaopeng; Sun, Zhuling; Liu, Mingyuan; Li, Xun

    2015-12-01

    The grounding process and the associated leader behavior were analyzed by using high-speed video record and time-correlated electric field change for 37 natural negative cloud-to-ground flashes. Weak luminous grounded channel was recognized below the downward leader tip in the frame preceding the return stroke, which is inferred as upward connecting leader considering the physical process of lightning attachment, though not directly confirmed by sequential frames. For stepped leader-first return strokes, the upward connecting leaders tend to be induced by those downward leader branches with brighter luminosity and lower channel tip above ground, and they may accomplish the attachment with great possibility. The upward connecting leaders for 2 out of 61 leader-subsequent stroke sequences were captured in the frame prior to the return stroke, exhibiting relatively long channel lengths of 340 m and 105 m, respectively. The inducing downward subsequent leaders were of the chaotic type characterized by irregular electric field pulse train with duration of 0.2-0.3 ms. The transient drop of the high potential difference between stepped leader system and ground when the attachment occurred would macroscopically terminate the propagation of those ungrounded branches while would not effectively prevent the development of the existing space stem systems in the low-conductivity streamer zone apart from the leader tip. When the ungrounded branches are of poor connection with the main stroke channel, their further propagation toward ground would be feasible. These two factors may contribute to the occurrence of multiple grounding within the same leader-return stroke sequence.

  11. The GREAT3 challenge

    International Nuclear Information System (INIS)

    Miyatake, H; Mandelbaum, R; Rowe, B

    2014-01-01

    The GRavitational lEnsing Accuracy Testing 3 (GREAT3) challenge is an image analysis competition that aims to test algorithms to measure weak gravitational lensing from astronomical images. The challenge started in October 2013 and ends 30 April 2014. The challenge focuses on testing the impact on weak lensing measurements of realistically complex galaxy morphologies, realistic point spread function, and combination of multiple different exposures. It includes simulated ground- and space-based data. The details of the challenge are described in [1], and the challenge website and its leader board can be found at http://great3challenge.info and http://great3.projects.phys.ucl.ac.uk/leaderboard/, respectively

  12. The leader's challenge: meetings, spiritual energy, and sneaker ratio.

    Science.gov (United States)

    Kerfoot, Karlene

    2004-01-01

    Leaders who inspire are affirming to everyone in the meeting. They create the environment that meets the needs of the people first, not the leaders. People yearn to be heard, and to be engaged with their soul in genuine dialogue and engagement. If that doesn't happen in the meeting, then they search for meaning and support of their soul elsewhere and sneaker time increases. Leaders get from people what they give to them. If people in a meeting are given nothing, they in turn have nothing to give. If they truly feel they are served by the leader, they will give back much more than they receive. As Martin Luther King, Jr. so aptly said: "Everyone can be great because everyone can serve.

  13. Practical Leader Development Program Using Emotional Intelligence

    DEFF Research Database (Denmark)

    Barfod, Jakob Rømer; Bakkegaard, Bjarne

    2017-01-01

    The Danish Army has more than ten years of experience working with developing emotional intelligence in the Royal Danish Army Officers’ Academy (RDAOA), and the Academy has developed military leaders who have benefitted from emotional intelligence training. Today many of the military leaders...... are better at understanding themselves as well as their ability to build relationships whilst under great pressure e.g. during combat operations. On the basis of field experience, qualitative research and quantitative data the effects of working with emotional intelligence in a structured way is presented...

  14. PENGGUNANAN METODE BERMAIN DENGAN TEHNIK LEADER CONFERENCE DALAM UPAYA MENINGKATKAN KECERDASAN LINGUISTIK ANAK USIA DINIDI TAMAN KANAK-KANAK CENDEKIA LEADERSHIP SCHOOL KECAMATAN CIMENYAN KABUPATEN BANDUNG

    Directory of Open Access Journals (Sweden)

    Endang Purwaningsih

    2018-01-01

    Full Text Available Penelitian ini didasarkan atas permasalahan masih rendahnya keterampilan berbicara anak, dan secara umum permasalahan penelitian ini adalah “Bagimana proses penggunan metode bermain melalui  tehnik Leader Conference dalam meningkatkan kecerdasan linguistik pada anak usia dini?” yang dirumuskan sebagai berikut : 1 Bagaimana perencanaan  penggunanan tehnik leader conference dalam  upaya mengembangkan  kemampuan verbal anak usia dini? 2 Bagaimanakah proses penggunanan metode bermain dengan teknik Leader Conference dalam proses pembelajaran anak usia dini di TK Cendekia Leadership School Kec. Cimenyan Kab. Bandung  dalam meningkatkan kecerdasan linguistik anak usia dini? 3 Bagaimana hasil penggunaan metode bermain dengan tehnik Leader Conference dalam proses pembelajaran anak usia dini di TK Cendekia Leadership School Kecamatan Cimenyan Kab. Bandung? Tujuan yang ingin dicapai adalah Mendeskripsikan penggunaan metode bermain dengan tehnik Leader Conference dalam proses  pembelajaran  di PAUD dalam  mengembangkan kecerdasan verbal anak usia dini. Memperoleh informasi tentang proses penggunan metode bermain melalui Leader Conference Guru dapat menggunakan metode yang tepat dalam mengembangkan kemampuan verbal anak usia dini. Memperoleh informasi tentang hasil dari pembelajaran di PAUD dengan menggunakan tehnik Leader Conference  dalam  pengembangan  kemampuan verbal anak usia dini. Penelitian  dilandasi oleh teori Pendidikan anak usia dini khususnya tentang enam aspek pengembangan anak usia dini  dan teori kecerdasan ganda Howard Gardner, tenntang metode pembelajaran PAUD serta  tentang metode bermain dengan pendekatan Leader Conference sebagai obyek kajian utama. Metode penelitian yang digunakan adalah studi kasus, dengan pendekatan kualitatif. Teknik pengumpulan data yang digunakan adalah studi dokumentasi, observasi dan wawancara. Dari hasil pelaksanaan dan observasi yang dilakukan, metode bermain dengan tehnik leader conference

  15. Beautiful Teams Inspiring and Cautionary Tales from Veteran Team Leaders

    CERN Document Server

    Stellman, Andrew

    2009-01-01

    What's it like to work on a great software development team facing an impossible problem? How do you build an effective team? Beautiful Teams takes you behind the scenes with some of the most interesting teams in software engineering history. You'll learn from veteran team leaders' successes and failures, told through a series of engaging personal stories -- and interviews -- by leading programmers, architects, project managers, and thought leaders.

  16. Leader self-definition and leader self-serving behavior

    NARCIS (Netherlands)

    Rus, Diana; van Knippenberg, Daan; Wisse, Barbara

    The present research investigated the relationship between leader self-definition processes and leader self-serving behaviors. We hypothesized that self-definition as a leader interacts with social reference information (descriptive and injunctive) in predicting leader self-serving actions Six

  17. Unveiling the unicorn: a leader's guide to ACO preparation.

    Science.gov (United States)

    Aslin, Paul

    2011-01-01

    The great uncertainty surrounding healthcare reform provides little incentive for action. However, as healthcare leaders wait for final rules and clarity about accountable care organizations (ACOs), inaction is the inappropriate response. Several central themes emerge from research about beginning the ACO process. Leaders should be able to understand and articulate ACO concepts. They should champion embracing cultural change while partnering with physicians. Inventory of skills and capabilities should take place to understand any deficiencies required to implement an ACO. Finally, a plan should be formed by asking strategic questions on each platform needed to ensure performance and strategic goals are at the forefront of decisions regarding structure and function of an ACO. It takes a visionary leader to accept these challenges.

  18. What makes a leader?

    Science.gov (United States)

    Goleman, D

    1999-01-01

    Superb leaders have very different ways of directing a team, a division, or a company. Some are subdued and analytical; others are charismatic and go with their gut. And different of situations call for different types of leadership. Most mergers need a sensitive negotiator at the helm whereas many turnarounds require a more forceful kind of authority. Psychologist and noted author Daniel Goleman has found, however, that effective leaders are alike in one crucial way: they all have a high degree of what has come to be known as emotional intelligence. In fact, Goleman's research at nearly 200 large, global companies revealed that emotional intelligence--especially at the highest levels of a company--is the sine qua non for leadership. Without it, a person can have first-class training, an incisive mind, and an endless supply of good ideas, but he still won't make a great leader. The components of emotional intelligence--self-awareness, self-regulation, motivation, empathy, and social skill--can sound unbusinesslike. But exhibiting emotional intelligence at the workplace does not mean simply controlling your anger or getting along with people. Rather it means understanding your own and other people's emotional makeup well enough to move people in the direction of accomplishing your company's goals. In this article, the author discusses each component of emotional intelligence and shows through examples how to recognize it in potential leaders, how and why it leads to measurable business results, and how it can be learned. It takes time and, most of all, commitment. But the benefits that come from having a well-developed emotional intelligence, both for the individual and the organization, make it worth the effort.

  19. What makes a leader?

    Science.gov (United States)

    Goleman, D

    1998-01-01

    Superb leaders have very different ways of directing a team, a division, or a company. Some are subdued and analytical; others are charismatic and go with their gut. And different situations call for different types of leadership. Most mergers need a sensitive negotiator at the helm, whereas many turnarounds require a more forceful kind of authority. Psychologist and noted author Daniel Goleman has found, however, that effective leaders are alike in one crucial way: they all have a high degree of what has come to be known as emotional intelligence. In fact, Goleman's research at nearly 200 large, global companies revealed that emotional intelligence--especially at the highest levels of a company--is the sine qua non for leadership. Without it, a person can have first-class training, an incisive mind, and an endless supply of good ideas, but he still won't make a great leader. The components of emotional intelligence--self-awareness, self-regulation, motivation, empathy, and social skill--can sound unbusinesslike. But exhibiting emotional intelligence at the workplace does not mean simply controlling your anger or getting along with people. Rather, it means understanding your own and other people's emotional makeup well enough to move people in the direction of accomplishing your company's goals. In this article, the author discusses each component of emotional intelligence and shows through examples how to recognize it in potential leaders, how and why it leads to measurable business results, and how it can be learned. It takes time and, most of all, commitment. But the benefits that come from having a well-developed emotional intelligence, both for the individual and the organization, make it worth the effort.

  20. Role of leader peptide synthesis in tryptophanase operon expression in Escherichia coli K-12.

    OpenAIRE

    Stewart, V; Yanofsky, C

    1986-01-01

    We used site-directed mutagenesis to replace the Escherichia coli tryptophanase (tna) operon leader peptide start codon with AUC. This change greatly decreased the uninduced rate of tna operon expression, and it also lowered the response to inducer. We conclude that leader peptide synthesis plays an essential role in tna operon expression.

  1. Meet the Authors of "Social Context View of Sociology" by Marty Zusman, David Knox and Tracie Gardner:

    Directory of Open Access Journals (Sweden)

    Marty E. Zusman

    2008-01-01

    Full Text Available The Social Context View of Sociology by Marty E. Zusman, David Knox, and Tracie Gardner (2009 is an introductory sociology textbook published by Carolina University Press (ISBN 978-1-59460-572-7. The purpose of writing The Social Context View of Sociology was to provide a unique perspective of the social world. More importantly, to avoid what we consider the sometimes confusing introduction of the discipline (by standard textbooks into diverse frameworks, we presented a basic typology.

  2. Teaching Technology: From Knowing to Feeling Enhancing Emotional and Content Acquisition Performance through Gardner's Multiple Intelligences Theory in Technology and Design Lessons

    Science.gov (United States)

    Sanchez-Martin, Jesus; Alvarez-Gragera, Garcia J.; Davila-Acedo, Maria Antonia; Mellado, Vicente

    2017-01-01

    Gardner's Multiple Intelligences Theory (MIT) can be a cognitive and emotional improvement if is taken into account in the standard development of the Technology lessons. This work presents a preliminary evaluation of the performance enhancement in two concomitant aspects: contents acquisition and emotional yield. The study was made on up to 150…

  3. Teaching Group Work with "The Great Debaters"

    Science.gov (United States)

    Moe, Jeffry; Autry, Linda; Olson, Joann S.; Johnson, Kaprea F.

    2014-01-01

    An experiential learning activity, based on the film "The Great Debaters" (Washington, D., 2007), was used during a group work class. Description and preliminary evaluation of the activity is provided, including analysis of participant scores on the group leader self-efficacy instrument at multiple points. Implications and future…

  4. [Borderline structure and painful skin hemorrhages: a case of Gardner-Diamond syndrome].

    Science.gov (United States)

    Plassmann, R

    1985-01-01

    The Gardner-Diamond Syndrome is an infrequently diagnosed impressive psychosomatosis. The patients (exclusively female) suffering from this disorder are described as "angry young women". They are considered hysterical, masochistic, depressive, hostile and timid. Physically the syndrome is characterized by atypical, painful, apparently spontaneous skin bleeding in young women and these patients look like they have been beaten, injured or are seriously ill. Besides hematoma, renal hemorrhage, uterine hemorrhage, headaches or unconsciousness as well as numerous symptoms of conversion in the narrower sense of the word have been observed, e.g. loss speech, gait deviation, or feelings of discomfort. To this day the pathophysiological peculiarity that enables the patients to transform subconscious psychic events into the specific temporary alteration in the permeability of the capillary walls being a constitutional variant characteristic of females suffering from Gardner-Diamond Syndrome and activated by psychic stimuli. In the case history presented, the problem is the psychic working out of narcissistic injuries in the context of a borderline structure. These injuries turn into physical symptoms analogous to the process of conversion. Since, in this case, there is no question of a defense against oedipal fantasies one would prefer to speak of a "narcissistic conversion". Quite peculiar is the universally described resemblance of the patients to one another. The syndrome, together with the character and psychodynamic features, is repeated in almost a stereotypical manner. An explanation for this phenomenon cannot be expected even from the discovery of a pathophysiological detail in the blood vessels. Rather, we are confronted with one of those extremely rare syndromes where, in a limited field, physical and psychic events are completely blended. The physical events such as affects and defense mechanisms for which they can be substituted at random and without mutual

  5. 76 FR 32857 - Great Outdoors Month, 2011

    Science.gov (United States)

    2011-06-07

    ... protecting an iconic vast public land, or by creating a community garden or an urban park. Last year, I was... leaders, students, and community groups led to a report unveiled in February, America's Great Outdoors: A Promise to Future Generations, which lays the foundation for smarter, more community-driven action to...

  6. Building leaders paving the path for emerging leaders

    CERN Document Server

    Stoner, Charles R

    2013-01-01

    Although the selection and development of emerging leaders is fundamental to organizational growth and success, many organizations are facing a troubling scenario - a striking gap between the leaders they need and the talent available to assume the mantle of leadership. This book, grounded in empirical investigations and philosophical insights into the study of leadership, is designed to help emerging leaders bridge the gap between 'new leader' and confident, respected difference maker. From the development of leadership skills to the practice and application of successful strategies, award-wi

  7. Mastering the leader role : how individuals in leader roles increase leader role efficacy and trust in subordinates, (re)construct leader identities, and attempt to craft leader roles that fit

    OpenAIRE

    Gjerde, Susann

    2018-01-01

    People have a psychological need to master their environment and the roles they enact (Ashforth, 2001). Individuals who take on leader roles are no exception. However, as the leader role is filled with complex, demanding, conflicting and ambiguous role expectations (Conger & Fishel, 2007; Denis, Langley, & Pineault, 2000; Levin, 2010) mastering the leader role may be particularly challenging. This thesis addresses three complementary approaches to mastering the leader role and deals with each...

  8. Trust in direct leaders and top leaders: A trickle-up model.

    Science.gov (United States)

    Fulmer, C Ashley; Ostroff, Cheri

    2017-04-01

    Low levels of employee trust in top leaders pose challenges to organizations with respect to retention, performance, and profits. This research examines how trust in top leaders can be fostered through the relationships individuals have with their direct leaders. We propose a trickle-up model whereby trust in direct leaders exerts an upward influence on trust in top leaders. Drawing on the group value model, we predict that direct leaders' procedural justice serves as the key mechanism in facilitating the trickle-up process. Further, this process should be particularly strong for employees high on vertical collectivism, and the trickled-up trust in top leaders should exert a stronger impact on employees' overall performance in the organization than trust in direct leaders. Multiphase and multisource data from 336 individuals support these hypotheses. The findings advance our understanding of trust and leadership by highlighting that trust in leaders at different levels does not form independently and that trust in leaders trickles up across hierarchical levels. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

  9. Ethical leader behavior and leader effectiveness: the role of prototypicality and trust

    OpenAIRE

    Kalshoven, K.; den Hartog, D.N.

    2009-01-01

    The study examines factors that mediate the impact of ethical leader behavior on leader effectiveness. Little is known about how ethical leadership impacts leader effectiveness. We hypothesized that prototypicality and trust sequentially mediate the relationship between ethical leader behavior and perceived leader effectiveness. The group prototype forms an ideal representation of the group’s identity, prescribing appropriate attitudes and behaviors. Ethical leaders are role models and thus a...

  10. Selecting physician leaders for clinical service lines: critical success factors.

    Science.gov (United States)

    Epstein, Andrew L; Bard, Marc A

    2008-03-01

    Clinical service lines and interdisciplinary centers have emerged as important strategic programs within academic health centers (AHCs). Effective physician leadership is significant to their success, but how these leaders are chosen has not been well studied. The authors conducted a study to identify current models for selecting the physician leaders of clinical service lines, determine critical success factors, and learn how the search process affected service line performance. In 2003 and 2004, the authors interviewed clinical and executive personnel involved in 14 programs to establish, or consider establishing, heart or cancer service lines, at 13 AHCs. The responses were coded to identify and analyze trends and themes. The key findings of the survey were (1) the goals and expectations that AHCs set for their service line leaders vary greatly, depending on both the strategic purpose of the service line in the AHC and the service line's stage of development, (2) the matrix organizational structure employed by most AHCs limits the leader's authority over necessary resources, and calls forth a variety of compensating strategies if the service line is to succeed, (3) the AHCs studied used relatively informal processes to identify, evaluate, and select service line leaders, and (4) the leader's job is vitally shaped by the AHC's strategic, structural, and political context, and selection criteria should be determined accordingly. Institutions should be explicit about the strategic purpose and stage of development of their clinical service lines and be clear about their expectations and requirements in hiring service line leaders.

  11. Creating a Culture: How School Leaders Can Optimise Behaviour

    Science.gov (United States)

    Bennett, Tom

    2017-01-01

    The national picture of school behaviour is complex, but numerous indicators suggest that it can be better in a great number of schools and contexts. Every leader should consciously aspire to the very best behaviour possible in their schools as a matter of priority. There are a number of strategies that schools with outstanding behaviour use…

  12. Leader narcissism and follower outcomes: The counterbalancing effect of leader humility.

    Science.gov (United States)

    Owens, Bradley P; Wallace, Angela S; Walker, Angela S; Waldman, David A

    2015-07-01

    [Correction Notice: An Erratum for this article was reported in Vol 100(4) of Journal of Applied Psychology (see record 2015-29666-001). The last name of the second author was misspelled in the Online First version of the article. All versions of this article have been corrected.] In response to recent calls to theorize and examine how multiple leader characteristics may work together in their effects, the current research examines how leader narcissism and humility interact to predict perceived leader effectiveness and follower (i.e., direct-report) job engagement and performance. Although an examination of leaders who are narcissistic yet humble may seem oxymoronic and even paradoxical, researchers have suggested that seemingly contradictory personal attributes may exist simultaneously and may actually work together to produce positive outcomes. Results from survey data from followers and leaders working for a large health insurance organization showed that the interaction of leader narcissism and leader humility is associated with perceptions of leader effectiveness, follower job engagement, and subjective and objective follower job performance. Together, these results suggest that narcissistic leaders can have positive effects on followers when their narcissism is tempered by humility. (c) 2015 APA, all rights reserved).

  13. Flexible knowledge repertoires: communication by leaders in trauma teams

    Directory of Open Access Journals (Sweden)

    Jacobsson Maritha

    2012-07-01

    Full Text Available Abstract Background In emergency situations, it is important for the trauma team to efficiently communicate their observations and assessments. One common communication strategy is “closed-loop communication”, which can be described as a transmission model in which feedback is of great importance. The role of the leader is to create a shared goal in order to achieve consensus in the work for the safety of the patient. The purpose of this study was to analyze how formal leaders communicate knowledge, create consensus, and position themselves in relation to others in the team. Methods Sixteen trauma teams were audio- and video-recorded during high fidelity training in an emergency department. Each team consisted of six members: one surgeon or emergency physician (the designated team leader, one anaesthesiologist, one nurse anaesthetist, one enrolled nurse from the theatre ward, one registered nurse and one enrolled nurse from the emergency department (ED. The communication was transcribed and analyzed, inspired by discourse psychology and Strauss’ concept of “negotiated order”. The data were organized and coded in NVivo 9. Results The findings suggest that leaders use coercive, educational, discussing and negotiating strategies to work things through. The leaders in this study used different repertoires to convey their knowledge to the team, in order to create a common goal of the priorities of the work. Changes in repertoires were dependent on the urgency of the situation and the interaction between team members. When using these repertoires, the leaders positioned themselves in different ways, either on an authoritarian or a more egalitarian level. Conclusion This study indicates that communication in trauma teams is complex and consists of more than just transferring messages quickly. It also concerns what the leaders express, and even more importantly, how they speak to and involve other team members.

  14. Flexible knowledge repertoires: communication by leaders in trauma teams

    Science.gov (United States)

    2012-01-01

    Background In emergency situations, it is important for the trauma team to efficiently communicate their observations and assessments. One common communication strategy is “closed-loop communication”, which can be described as a transmission model in which feedback is of great importance. The role of the leader is to create a shared goal in order to achieve consensus in the work for the safety of the patient. The purpose of this study was to analyze how formal leaders communicate knowledge, create consensus, and position themselves in relation to others in the team. Methods Sixteen trauma teams were audio- and video-recorded during high fidelity training in an emergency department. Each team consisted of six members: one surgeon or emergency physician (the designated team leader), one anaesthesiologist, one nurse anaesthetist, one enrolled nurse from the theatre ward, one registered nurse and one enrolled nurse from the emergency department (ED). The communication was transcribed and analyzed, inspired by discourse psychology and Strauss’ concept of “negotiated order”. The data were organized and coded in NVivo 9. Results The findings suggest that leaders use coercive, educational, discussing and negotiating strategies to work things through. The leaders in this study used different repertoires to convey their knowledge to the team, in order to create a common goal of the priorities of the work. Changes in repertoires were dependent on the urgency of the situation and the interaction between team members. When using these repertoires, the leaders positioned themselves in different ways, either on an authoritarian or a more egalitarian level. Conclusion This study indicates that communication in trauma teams is complex and consists of more than just transferring messages quickly. It also concerns what the leaders express, and even more importantly, how they speak to and involve other team members. PMID:22747848

  15. Flexible knowledge repertoires: communication by leaders in trauma teams.

    Science.gov (United States)

    Jacobsson, Maritha; Hargestam, Maria; Hultin, Magnus; Brulin, Christine

    2012-07-02

    In emergency situations, it is important for the trauma team to efficiently communicate their observations and assessments. One common communication strategy is "closed-loop communication", which can be described as a transmission model in which feedback is of great importance. The role of the leader is to create a shared goal in order to achieve consensus in the work for the safety of the patient. The purpose of this study was to analyze how formal leaders communicate knowledge, create consensus, and position themselves in relation to others in the team. Sixteen trauma teams were audio- and video-recorded during high fidelity training in an emergency department. Each team consisted of six members: one surgeon or emergency physician (the designated team leader), one anaesthesiologist, one nurse anaesthetist, one enrolled nurse from the theatre ward, one registered nurse and one enrolled nurse from the emergency department (ED). The communication was transcribed and analyzed, inspired by discourse psychology and Strauss' concept of "negotiated order". The data were organized and coded in NVivo 9. The findings suggest that leaders use coercive, educational, discussing and negotiating strategies to work things through. The leaders in this study used different repertoires to convey their knowledge to the team, in order to create a common goal of the priorities of the work. Changes in repertoires were dependent on the urgency of the situation and the interaction between team members. When using these repertoires, the leaders positioned themselves in different ways, either on an authoritarian or a more egalitarian level. This study indicates that communication in trauma teams is complex and consists of more than just transferring messages quickly. It also concerns what the leaders express, and even more importantly, how they speak to and involve other team members.

  16. Why people follow the leader: the power of transference.

    Science.gov (United States)

    Maccoby, Michael

    2004-09-01

    We all admire leaders. In trying to understand how leadership works, however, we often lose sight of the fact that followers are a crucial part of the equation. Regrettably, they get short shrift in the management literature, where they are described as merely responding to their leaders' charisma or caring attitudes. What most analyses seem to ignore is that followers have their own motivations and are as powerfully driven to follow as leaders are to lead. In this article, psychoanalyst, anthropologist, and management consultant Michael Maccoby delves into the unconscious recesses of followers' minds. He looks closely at the often irrational tendency to relate to a leader as some important person from the past--a parent, a sibling, a close friend, or even a nanny. Sigmund Freud discovered this dynamic when working with his patients and called it"transference." But as important as it is, the concept remains little understood outside the realm of clinical psychoanalysis. This is unfortunate, because a solid understanding of transference can yield great insight into organizational behavior and endow you with the wisdom and compassion to be a tremendous leader. The author explains the most common types of transference--paternal, maternal, and sibling--and shows how they play out in the workplace. He notes that they have evolved as our family structures have changed. Whether followers perceive a leader as an all-knowing father figure, as an authoritative yet unconditionally loving mother figure, or as a brother or sister who isn't necessarily a model of good behavior, the leader can manage transferential ties by bringing unconscious projections to light. Then debilitating resentment and animosity can give way to mutual understanding and productivity--and a limping organization can start to thrive.

  17. F 18 FDG PET/CT Findings of Spontaneous Mesenteric Fibromatosis in a Patient with Gardner's Syndrome

    International Nuclear Information System (INIS)

    Sohn, Myung Hee; Jeong, Young Jin; Lim, Seok Tae; Kim, Dong Wook; Jeong, Hwan Jeong; Yim, Chang Yeol

    2011-01-01

    Gardner's syndrome (GS), a variant of familial adenomatous polyposis, is an autosomal dominant disease. Originally, Gardner described a syndrome consisting of hereditary intestinal polyposis With osteomas and multiple cutaneous and subcutaneous lesions. The syndrome was later modified by the addition of other features, such as dental abnormalities, abdominal fibromatosis, and a number of malignant tumors. the principal cutaneous lesions that have been described in GS are epidermoid cysts. Other cutaneous lesions include fibromas, lipomas, leiomyomas, neurofibromas, and pigmented skin lesions. Fibromatoses are histologically benign, but locally aggressive fibrous tumors consisting of mature fibroblasts within an extensive collagen matrix. Most cases are sporadic, but there is a clear association with familial adenomatous polyposis and GS, suggesting a link with a mutation of the APC gene on chromosome 5q22. Fibromatosis occurs in 3.5%-29% of patients with GS, and is more likely to be multiple and to involve the mesentery and abdominal wall rather than being an isolated form. Clinically, fibromatosis presents as a painless firm soft tissue mass. Most cases of fibromatosis are believed to be precipitated by surgical trauma, however, a few cases of spontaneous occurrence have been reported. In our patient, no history of abdominal surgery or trauma was present. In addition, an abdominal CT obtained 2 years ago revealed no abnormality. Although the radiological features of fibromatosis on CT or MR have been described in the literature, F 18 FDG PET or PET/CT findings are rarely reported. The F 18 FDG uptake in patients with fibromatosis ranged from low to moderate grade and was generally heterogenous with a few tiny foci of relatively intense uptake or relatively homogenous. The areas of higher FDG metabolism are likely to represent more cellular and mitotically active areas. Mesenteric fibromatosis has similar findings to extra abdominal lesions.

  18. SISL and SIRL: Two knowledge dissemination models with leader nodes on cooperative learning networks

    Science.gov (United States)

    Li, Jingjing; Zhang, Yumei; Man, Jiayu; Zhou, Yun; Wu, Xiaojun

    2017-02-01

    Cooperative learning is one of the most effective teaching methods, which has been widely used. Students' mutual contact forms a cooperative learning network in this process. Our previous research demonstrated that the cooperative learning network has complex characteristics. This study aims to investigating the dynamic spreading process of the knowledge in the cooperative learning network and the inspiration of leaders in this process. To this end, complex network transmission dynamics theory is utilized to construct the knowledge dissemination model of a cooperative learning network. Based on the existing epidemic models, we propose a new susceptible-infected-susceptible-leader (SISL) model that considers both students' forgetting and leaders' inspiration, and a susceptible-infected-removed-leader (SIRL) model that considers students' interest in spreading and leaders' inspiration. The spreading threshold λcand its impact factors are analyzed. Then, numerical simulation and analysis are delivered to reveal the dynamic transmission mechanism of knowledge and leaders' role. This work is of great significance to cooperative learning theory and teaching practice. It also enriches the theory of complex network transmission dynamics.

  19. Leaders of the profession and 'professional' leaders

    DEFF Research Database (Denmark)

    Bøje, Jakob Ditlev; Frederiksen, Lars Frode

    of the professional complex according to a Parsonian perspective) and a more distinct leader identity associated with business, management, and accountancy. We will attempt to go beyond some of the manifest expectations of school leaders, including expectations of their training programmes, and show how being...

  20. Leader Affect and Leadership Effectiveness: How leader affective displays influence follower outcomes

    OpenAIRE

    Visser, Victoria

    2013-01-01

    textabstractThe aim of this dissertation is to uncover the relationship between leader affective displays and leadership effectiveness. Five empirical studies were conducted to test the influence of several leader affective displays on different follower outcomes that indicate leadership effectiveness. The results showed that leader happy displays enhance followers’ creative performance, whereas leader sad displays enhance followers’ analytical performance. In addition, a leader displaying ha...

  1. Ethical leader behavior and leader effectiveness: the role of prototypicality and trust

    NARCIS (Netherlands)

    Kalshoven, K.; den Hartog, D.N.

    2009-01-01

    The study examines factors that mediate the impact of ethical leader behavior on leader effectiveness. Little is known about how ethical leadership impacts leader effectiveness. We hypothesized that prototypicality and trust sequentially mediate the relationship between ethical leader behavior and

  2. The good leader.

    Science.gov (United States)

    Bottles, K

    2001-01-01

    What are the traits of successful leaders and can they be applied to those of us in health care? Leaders must deal with conflict to get a group of people to move in the same direction. Successful leaders learn to have difficult conversations that increase understanding and morale and creatively deal with the inevitable interpersonal conflicts present in every organization made up of people. Another useful trait for a leader during uncertain and chaotic times is the ability to see things as they really are, rather than as we wish or believe them to be. Successful leaders are also usually optimists who level with their co-workers.

  3. Narcissistic leaders: An asset or a liability? Leader visibility, follower responses, and group-level absenteeism.

    Science.gov (United States)

    Nevicka, Barbara; Van Vianen, Annelies E M; De Hoogh, Annebel H B; Voorn, Bart C M

    2018-03-19

    Although narcissists often emerge as leaders, research has thus far shown inconsistent results on the relationship between leader narcissism and effectiveness in the eyes of followers. Here we draw on leader distance theory (Shamir, 1995) and implicit leader theory (Lord & Maher, 1991) to propose that followers' assessment of a narcissistic leader and followers' overall job attitudes depend on the leader's visibility to the followers. The more opportunities followers have to observe narcissistic leaders the more they will experience these leaders' toxic behavior (e.g., exploitativeness) and the less they will perceive the leader as effective. To test our hypotheses we collected multisource, longitudinal data from 175 retail stores and obtained subjective (followers' perceptions of leader effectiveness and their overall job attitudes) as well as objective (leaders' organizational experience at time of hire, employee absenteeism trends) indices of leader functionality. Results showed that narcissistic leaders had less organizational experience at the time they were hired. Moreover, when followers had fewer opportunities to observe their leader, leader narcissism was positively related to perceived leadership effectiveness and job attitudes. However, when followers had more opportunity to observe their leader, the positive relationship disappeared. Finally, leader narcissism was neither positively nor negatively associated with absenteeism, whereas absenteeism declined over time under non-narcissistic leaders. These findings advance our knowledge of how followers respond to narcissistic leaders and how these leaders function in organizational settings where they have legitimate positions of power. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

  4. Establishing the Next Generation at Work : Leader Generativity as a Moderator of the Relationships Between Leader Age, Leader-Member Exchange, and Leadership Success

    NARCIS (Netherlands)

    Zacher, Hannes; Rosing, Kathrin; Henning, Thomas; Frese, Michael

    In this study, the authors investigated leader generativity as a moderator of the relationships between leader age, leader-member exchange, and three criteria of leadership success (follower perceptions of leader effectiveness, follower satisfaction with leader, and follower extra effort). Data came

  5. Analytical solutions of time-fractional models for homogeneous Gardner equation and non-homogeneous differential equations

    Directory of Open Access Journals (Sweden)

    Olaniyi Samuel Iyiola

    2014-09-01

    Full Text Available In this paper, we obtain analytical solutions of homogeneous time-fractional Gardner equation and non-homogeneous time-fractional models (including Buck-master equation using q-Homotopy Analysis Method (q-HAM. Our work displays the elegant nature of the application of q-HAM not only to solve homogeneous non-linear fractional differential equations but also to solve the non-homogeneous fractional differential equations. The presence of the auxiliary parameter h helps in an effective way to obtain better approximation comparable to exact solutions. The fraction-factor in this method gives it an edge over other existing analytical methods for non-linear differential equations. Comparisons are made upon the existence of exact solutions to these models. The analysis shows that our analytical solutions converge very rapidly to the exact solutions.

  6. Elementary Mathematics Leaders

    Science.gov (United States)

    Fennell, Francis; Kobett, Beth McCord; Wray, Jonathan A.

    2013-01-01

    Elementary school mathematics leaders often come to the realization that their position, however titled and determined, although dedicated to addressing needs in math teaching and learning, also entails and directly involves leadership. Elementary school math specialists/instructional leaders (referenced here as elementary mathematics leaders, or…

  7. Organising nursing practice into care models that catalyse quality: A clinical nurse leader case study.

    Science.gov (United States)

    Bender, Miriam; Spiva, LeeAnna; Su, Wei; Hites, Lisle

    2018-02-09

    To determine the power of a conceptual clinical nurse leader practice model to explain the care model's enactment and trajectory in real world settings. How nursing, organised into specific models of care, functions as an organisational strategy for quality is not well specified. Clinical nurse leader integrated care delivery is one emerging model with growing adoption. A recently validated clinical nurse leader practice model conceptualizes the care model's characteristics and hypothesizes their mechanisms of action. Pattern matching case study design and mixed methods were used to determine how the care model's constructs were operationalized in one regional United States health system that integrated clinical nurse leaders into their care delivery system in 2010. The findings confirmed the empirical presence of all clinical nurse leader practice model constructs and provided a rich description of how the health system operationalized the constructs in practice. The findings support the hypothesized model pathway from Clinical Nurse Leader structuring to Clinical Nurse Leader practice and outcomes. The findings indicate analytic generalizability of the clinical nurse leader practice model. Nursing practice organised to focus on microsystem care processes can catalyse multidisciplinary engagement with, and consistent enactment of, quality practices. The model has great potential for transferability across diverse health systems. © 2018 John Wiley & Sons Ltd.

  8. Creative leaders create 'unsung heroes':leader creativity and subordinate organizational citizenship behavior

    Institute of Scientific and Technical Information of China (English)

    Xiao Deng; Zhishuang Guan

    2017-01-01

    As leader creativity is found to be effective at promoting outcomes for organizations,more and more organizations select creative individuals as leaders.However,the influence of leader creativity has not received enough attention.Thus,this research seeks to focus on the potential influences of leader creativity in organizations.Based on social cognitive theory,we explore the relationship between leader creativity and subordinate organizational citizenship behavior (OCB).We find that leader creativity is positively related to subordinate OCB,and perceived team creative efficacy mediates the relationship.Moreover,creative self-efficacy moderates the relationships between perceived team creative efficacy and subordinate OCB.We then discuss implications and limitations,and suggest directions for future research.

  9. Developing physician-leaders: a call to action.

    Science.gov (United States)

    Stoller, James K

    2009-07-01

    The many challenges in health care today create a special need for great leadership. However, traditional criteria for physicians' advancement to leadership positions often regard academic and/or clinical accomplishments rather than the distinctive competencies needed to lead. Furthermore, physicians' training can handicap their developing leadership skills. In this context, an emerging trend is for health-care institutions to offer physician-leadership programs. This paper reviews the rationale for developing physician-leaders. Factors that underscore this need include: (1) physicians may lack inclinations to collaborate and to follow, (2) health-care organizations pose challenging environments in which to lead (e.g., because of silo-based structures, etc.), (3) traditional criteria for advancement in medicine regard clinical and/or academic skills rather than leadership competencies, and (4) little attention is currently given to training physicians regarding leadership competencies. Definition of these competencies of ideal physician-leaders will inform the curricula and format of emerging physician leadership development programs.

  10. The Emotional Intelligence of Leaders as Antecedent to Leader-Member Exchanges: A Field Study

    Science.gov (United States)

    Barbuto, John E., Jr.; Bugenhagen, Marilyn J.

    2009-01-01

    Eighty elected leaders and 388 followers were sampled to test the relationships between leaders' emotional intelligence and the quality of leader-member exchange. Results of the field study found a significant relationship between leaders' emotional intelligence (total) and leader-member exchange quality. Specific subscales of emotional…

  11. Authenticating the Leader

    DEFF Research Database (Denmark)

    Garmann Johnsen, Christian

    2018-01-01

    In the wake of a series of corporate scandals, there has been a growing call for authentic leadership in order to ensure ethical conduct in contemporary organizations. Authentic leadership, however, depends upon the ability to draw a distinction between the authentic and inauthentic leader......’s inverted Platonism, the paper challenges the practice by which authentic leaders are distinguished from inauthentic leaders. In conclusion, the paper suggests that an adequate concept of authentic leadership should consider how ethics can occur when the authentic leader is able to critically reflect his...

  12. The impact of previous leaders on the evaluation of new leaders: an alternative to prototype matching.

    Science.gov (United States)

    Ritter, Barbara A; Lord, Robert G

    2007-11-01

    In 2 studies, this research demonstrated the existence of leader transference, a cognitive process whereby mental representations of previous leaders are activated and used for evaluation when new, similar leaders are encountered. The 1st study demonstrated that exposure to a new leader who was similar to a past leader led to erroneous generalization of leader characteristics and associated underlying attributions. The 2nd study showed that expectations of just treatment and abuse were also subject to transfer from old to new, similar leaders, although positive and negative affective responses were not. Results suggested that individuals exposed to a leader who was not reminiscent of an old leader were more likely to use a general leader prototype to form leader expectations, whereas individuals exposed to a leader who was similar to an old leader activated a significant other mental representation for use in making judgments. These results have implications for individual- and relational-level processes as characterized by implicit leadership theory and leader-member exchange theory as well as macro theories of leader succession and organizational culture change. (c) 2007 APA

  13. Authentic leadership: develop the leader within.

    Science.gov (United States)

    Yasinski, Lesia

    2014-03-01

    Great leadership usually starts with a willing heart, a positive attitude, and a desire to make a difference. Strong leadership is important, in today's health care climate, to ensure optimal patient outcomes and the fostering of future generations of knowledgeable, motivated and enthusiastic perioperative nurses. This article will explore key elements necessary for the development of authentic leadership. While highlighting the role that personal development plays in leadership skills, this article will also discuss ways to cultivate authenticity in leadership. The following questions will be addressed: What is authentic leadership? How does one become an authentic leader?

  14. TRANSACTIONAL LEADER IN ROMANIAN PRIVATE BANKING SYSTEM

    Directory of Open Access Journals (Sweden)

    Lucian Ciprian CRIȘAN

    2016-05-01

    Full Text Available From a managerial point of view, all the media means of professional communication, socialization and interaction emphasize entrepreneurial success stories. One of the modern concerns of all current researchers is to underline the place and role of leaders in the institutional framework. The leadership is perceived as a support pillar in maintaining any business. The analysis of this phenomenon is extremely extensive, starting with the culture of a company, the purpose of its existence and comprises aspects concerning the employees motivation and the degree of identifying themselves with the organizational objective. A constant concern in analyzing this phenomenon is retaining the employees and encouraging them to bring added value to the organization where they perform their daily activities. Nevertheless, the Romanian banking system in Timişoara seems to display a strong resistance towards change. The leadership of this industry is comprised of people with great managerial abilities. The transactional method, manifested by the leader in the Romanian private banking system in Timişoara, seems to be the main phenomenon at the basis of their daily activity. The manager – leader hypothesis is slowly taking shape. Due to the resistance to change, generated by the educational model, from a managerial point of view, the balance is strongly tilting towards the managerial traits at the expense of the leadership ones. We are still at the stage where the tolerance towards liberty, uncertainty, are some of the traits of the leader in the Romanian private banking system in Timişoara, which are poorly identified at the management level of this very important segment of activity.

  15. Not even the past: The joint influence of former leader and new leader during leader succession in the midst of organizational change.

    Science.gov (United States)

    Zhao, Helen H; Seibert, Scott E; Taylor, M Susan; Lee, Cynthia; Lam, Wing

    2016-12-01

    Leader succession often occurs during organizational change processes, but the implications of leader succession, in terms of reactions to the change, rarely have been investigated. Employee attitudes and behaviors during organizational change may be influenced jointly by a former leader who recently has transitioned out of the team and the new leader who recently has transitioned into it. We predict an interaction between former and new leaders' transformational leadership on employees' behavioral resistance to and support for change. On the basis of contrast effect theory, a highly transformational former leader constrains the potential effectiveness of the new leader, but a former leader low in transformational leadership enhances this potential effectiveness. We also propose conditional indirect effects transmitted through commitment to the changing organization. Our research was conducted in a large Chinese hospitality organization that was implementing radical organizational change, during which virtually all aspects of processes and products are changed. We collected a 2-wave multisource data from employees who had recently experienced a leader succession and their newly assigned leaders. On the basis of a final sample of 203 employees from 22 teams, we found empirical support for the proposed interaction effects. The conditional indirect effects were also consistent with our expectations, but the effect on behavioral resistance to change was stronger than the effect on behavioral support for change. (PsycINFO Database Record (c) 2016 APA, all rights reserved).

  16. Sustaining leaders of cancer support groups: the role, needs, and difficulties of leaders.

    Science.gov (United States)

    Butow, Phyllis; Ussher, Jane; Kirsten, Laura; Hobbs, Kim; Smith, Katharine; Wain, Gerald; Sandoval, Mirjana; Stenlake, Annie

    2005-01-01

    Cancer support groups are an important source of support for cancer patients, yet little is known about the characteristics of, and barriers to, effective leadership, and the training needs of both professionally trained and untrained leaders. This study explored the views of 179 leaders of 184 cancer support groups in NSW, Australia, regarding these issues. Four hundred and sixteen members of 50 groups selected from the larger cohort completed questionnaires eliciting the importance of group processes, including leader qualities, and satisfaction with group leadership. Finally, members of nine groups participated in focus groups regarding effective group processes. The importance of the leader(s) was emphasized in all stages of the research. Fifty-nine percent of group leaders were currently experiencing a difficulty, primarily related to infrastructure or group process. Three characteristics of effective leaders were identified: educational qualities, facilitation skills, and personal qualities. There is clearly a need to develop and evaluate effective interventions to maintain leaders in these roles, if the proven benefits for cancer patients are to be protected.

  17. Archbishop Desmond Tutu as moral sage and servant leader: A compassionate zealot

    Directory of Open Access Journals (Sweden)

    R. Rensburg

    2002-08-01

    Full Text Available Desmond Mpilo Tutu, Archbishop emeritus, has been a prominent character in the global sphere for many years and more recently he has established himself as one of the great leaders in the world. This article investigates transformational and charismatic leadership, as well as the concept of zealotry and comes to the conclusion that the leadership of Desmond Tutu is a synthesis of elements of pragmatic, transformational and charismatic leadership. The article further describes the Archbishop as a servant leader with elements of self-sacrifice, and a zealot with deep compassion for people and causes. Desmond Tutu remains a leading moral and reconciliatory voice across the globe.

  18. Leader trust and employee voice : The moderating role of empowering leader behaviors

    NARCIS (Netherlands)

    Gao, L.; Janssen, O.; Shi, K.

    This paper explored how employees' trust in their leader interacted with empowering leader behaviors in promoting employee voice. Using data collected from 314 employees in the telecommunication industry in China, we found that the relationship between leader trust and employee voice became more

  19. ENSINO ORIENTADO PELO RESPEITO ÀS INTELIGÊNCIAS MÚLTIPLAS: AS CONTRIBUIÇÕES DE HOWARD GARDNER PARA O EXERCÍCIO DA DOCÊNCIA

    Directory of Open Access Journals (Sweden)

    Kelly Roman Pavan

    2014-09-01

    Full Text Available A obra de Howard Gardner intitulada Inteligências múltiplas – A teoria na prática foi publicada no Brasil há quase vinte anos. Embora não se trate de obra recente, vale a pena revisitá-la com um olhar crítico e destacar suas importantes contribuições para o exercício da docência.

  20. Courageous leaders. The integral force behind organizational excellence.

    Science.gov (United States)

    Snyder, N H

    1995-01-01

    For more than a decade, Total Quality Management (TQM) has been used as a powerful instrument in shaping the competitive strategies of businesses, and producing quality products and services has become the credo of firms trying to defend or expand their markets. During this time, we have come to realize that without effective leadership no quality program can succeed. That is why the quality guru, W. Edwards Deming, refused to work in any organization unless he could begin with the CEO. That is why the first criterion examined for the Malcolm Baldridge National Quality Award is leadership. Focusing on quality will not guarantee success in today's rapidly changing markets. Increasingly discriminating consumers have come to expect quality in the products and services they buy, and businesses that fail to deliver it will not survive. In a very real sense, quality performance is the price you must pay simply to play the game. But consumers want more, and satisfying their expectations will determine tomorrow's winners and losers. Building organizations capable of producing superior results that consistently meet the needs of customers is the responsibility of leaders. For this reason, leaders are more important today than they have ever been before. Leaders in successful businesses must show the way for their employees by nurturing "cultures" that encourage and reward superior performance and by exhibiting personal characteristics that inspire excellence. Great leaders possess three crucial characteristics--vision, strong values and beliefs, and the courage to do the job despite seemingly insurmountable obstacles. These characteristics make the difference between excellence and "business as usual."

  1. The uncompromising leader.

    Science.gov (United States)

    Eisenstat, Russell A; Beer, Michael; Foote, Nathaniel; Fredberg, Tobias; Norrgren, Flemming

    2008-01-01

    Managing the tension between performance and people is at the heart of the CEO's job. But CEOs under fierce pressure from capital markets often focus solely on the shareholder, which can lead to employee disenchantment. Others put so much stock in their firms' heritage that they don't notice as their organizations slide into complacency. Some leaders, though, manage to avoid those traps and create high-commitment, high-performance (HCHP) companies. The authors' in-depth research of HCHP CEOs reveals several shared traits: These CEOs earn the trust of their organizations through their openness to the unvarnished truth. They are deeply engaged with their people, and their exchanges are direct and personal. They mobilize employees around a focused agenda, concentrating on only one or two initiatives. And they work to build collective leadership capabilities. These leaders also forge an emotionally resonant shared purpose across their companies. That consists of a three-part promise: The company will help employees build a better world and deliver performance they can be proud of, and will provide an environment in which they can grow. HCHP CEOs approach finding a firm's moral and strategic center in a competitive market as a calling, not an engineering problem. They drive their firms to be strongly market focused while at the same time reinforcing their firms' core values. They are committed to short-term performance while also investing in long-term leadership and organizational capabilities. By refusing to compromise on any of these terms, they build great companies.

  2. Jaded Optimism and Other Critical Elements for 21st Century Educational Leaders

    Science.gov (United States)

    Theoharis, George

    2010-01-01

    The job of school leaders is becoming increasing complex within a context of greater pressure and demands. Thus, effective schools in a democratic society require a great deal from educational leadership. With a focus on creating and maintaining schools that foster equitable and excellent education for each and every child, The author discusses…

  3. Leader self-sacrifice and leadership effectiveness: The moderating role of leader prototypicality

    NARCIS (Netherlands)

    van Knippenberg, B.M.; van Knippenberg, D.

    2005-01-01

    Self-sacrificing behavior of the leader and the extent to which the leader is representative of the group (i.e., group prototypical) are proposed to interact to influence leadership effectiveness. The authors expected self-sacrificing leaders to be considered more effective and to be able to push

  4. The Great Famine in Nationalist and Land League propaganda 1879-1882

    OpenAIRE

    RYNNE, Frank

    2015-01-01

    Introduction In the late 1870s news of famines in India and China appeared continuously in Irish newspapers. The reporting of these famines in Ireland sometimes directly alluded to Ireland’s Great Famine with The Nation reporting: A great deal has been said about over-population in India, just as there has been talk about overpopulation in Ireland, and the Earl of Beaconsfield, or some other political leader, may yet call for three cheers for famine for having removed "the redundant people."...

  5. Combined Logistics Officers Advanced Course (CLOAC): Leader Development for Future Ordnance Strategic Leaders

    National Research Council Canada - National Science Library

    Shipley, Claude

    1998-01-01

    Formal training is one of the methods for development of strategic leaders. The development of strategic Ordnance leaders is rooted initially with an officer first becoming competent as a leader and knowledgeable in their technical skills...

  6. Creativity and the role of the leader.

    Science.gov (United States)

    Amabile, Teresa M; Khaire, Mukti

    2008-10-01

    In today's innovation-driven economy, understanding how to generate great ideas has become an urgent managerial priority. Suddenly, the spotlight has turned on the academics who've studied creativity for decades. How relevant is their research to the practical challenges leaders face? To connect theory and practice, Harvard Business School professors Amabile and Khaire convened a two-day colloquium of leading creativity scholars and executives from companies such as Google, IDEO, Novartis, Intuit, and E Ink. In this article, the authors present highlights of the research presented and the discussion of its implications. At the event, a new leadership agenda began to take shape, one rooted in the awareness that you can't manage creativity--you can only manage for creativity. A number of themes emerged: The leader's job is not to be the source of ideas but to encourage and champion ideas. Leaders must tap the imagination of employees at all ranks and ask inspiring questions. They also need to help their organizations incorporate diverse perspectives, which spur creative insights, and facilitate creative collaboration by, for instance, harnessing new technologies. The participants shared tactics for enabling discoveries, as well as thoughts on how to bring process to bear on creativity without straitjacketing it. They pointed out that process management isn't appropriate in all stages of creative work; leaders should apply it thoughtfully and manage the handoff from idea generators to commercializers deftly. The discussion also examined the need to clear paths through bureaucracy, weed out weak ideas, and maximize the organization's learning from failure. Though points of view varied, the theories and frameworks explored advance the understanding of creativity in business and offer executives a playbook for increasing innovation.

  7. Teaching Leaders to Lead Themselves: An Emerging Leader Exercise

    Science.gov (United States)

    Chavez, Carolyn I.; Gomez, Claudia; Valenzuela, Marcus; Perera, Yasanthi B.

    2017-01-01

    This article describes an exercise that allows students to experience and understand the importance of perception in leader emergence. Based on implicit leadership theories, this exercise asks students to provide one another with anonymous feedback about what extent they exhibit various trait-based leader behaviors. This exercise, which can be…

  8. Leader charisma and affective team climate: the moderating role of the leader's influence and interaction.

    Science.gov (United States)

    Hernández Baeza, Ana; Araya Lao, Cristina; García Meneses, Juliana; González Romá, Vicente

    2009-11-01

    In this study, we evaluate the role of leader charisma in fostering positive affective team climate and preventing negative affective climate. The analysis of a longitudinal database of 137 bank branches by means of hierarchical moderated regression shows that leader charisma has a stronger effect on team optimism than on team tension. In addition, the leader's influence and the frequency of leader-team interaction moderate the relationship between charisma and affective climate. However, whereas the leader's influence enhances the relationship between leader charisma and positive affective climate, the frequency of interaction has counterproductive effects.

  9. Jakes Gerwel (1946-2012: Humble intellectual, scholar and leader

    Directory of Open Access Journals (Sweden)

    Saleem Badat

    2013-01-01

    Full Text Available Media commentaries and tributes on the passing of Jakes Gerwel were unanimous: South Africa has lost an exceptional humble intellectual, scholar and leader, and a good and great man who provided wise counsel to people in leadership positions in the higher education, political, business, sporting and philanthropic worlds. His death leaves a "big void" in South Africa. Antjie Krog wrote: "South Africa has lost its most broad-minded thinker and its most loyal critic who matters".

  10. Online Leader Training Course: Nebraska Equine Extension Leader Certification

    Science.gov (United States)

    Cottle, Lena; D'Angelo, Nicole

    2015-01-01

    The Nebraska Equine Advancement Level Leader Certification Program is an online learning tool that clarifies principles of the Nebraska 4-H Equine Advancement Programs. Through an online Moodle course through eXtension.org, 4-H leaders and Extension educators are able to fulfill the certification requirement from any location before allowing youth…

  11. Leader power and leader self-serving behavior : The role of effective leadership beliefs and performance information

    NARCIS (Netherlands)

    Rus, Diana; van Knippenberg, Daan; Wisse, Barbara

    2010-01-01

    In this research we investigated the role played by leader power in determining leader self-serving behavior. Based on an integration of insights from research on the determinants of leader behavior and the power-approach theory, we hypothesized that with higher leader power leader self-serving

  12. Developing Global Transformational Leaders

    DEFF Research Database (Denmark)

    Ramsey, Jase R.; Rutti, Raina M.; Lorenz, Melanie P.

    2016-01-01

    Despite significant increases in training and development of global managers, little is known about the precursors of transformational leadership in Multilatinas. While prior cross-cultural literature suggests that being an autocratic leader is ideal in Multilatinas, using transformational...... leadership theory, we argue that global leaders of Multilatinas embrace a more humanistic approach to leadership because of the importance of relationships between leaders and their followers. Additionally, we argue that global leaders with high levels of cultural intelligence will have high levels...

  13. What about the leader? Crossover of emotional exhaustion and work engagement from followers to leaders.

    Science.gov (United States)

    Wirtz, Nina; Rigotti, Thomas; Otto, Kathleen; Loeb, Carina

    2017-01-01

    Although a growing body of research links leadership behavior to follower health, comparatively little is known about the health effects of being in the lead. This longitudinal study of 315 team members and 67 leaders examined the crossover of emotional exhaustion and work engagement from followers to leaders. Leader emotional self-efficacy was tested as a moderator in the crossover process. Multiple regression analyses revealed that followers' work engagement was positively related to leaders' work engagement eight months later, controlling for followers' tenure with the leader, leader gender, autonomy, workload, and work engagement at Time 1. Leaders' emotional self-efficacy did not moderate the crossover of work engagement. Followers' emotional exhaustion was not directly related to leaders' emotional exhaustion over time. We did find a significant interaction effect for follower emotional exhaustion and leader emotional self-efficacy. This study is the first to show that crossover of emotional exhaustion and work engagement can unfold over time from team members to leaders. Main theoretical implications lie in the finding that-in line with job demands-resources theory-followers' psychological states can pose a demand or resource for leaders, and influence their well-being. For practitioners, our results offer valuable insights regarding the design of organizational health interventions as well as leadership development measures. (PsycINFO Database Record (c) 2016 APA, all rights reserved).

  14. Leaders as Corporate Responsibility Spokesperson: How Leaders Explain Liabilites Via Corporate Web Sites?

    Directory of Open Access Journals (Sweden)

    Burcu Öksüz

    2014-12-01

    Full Text Available The aim of this paper is to reveal the corporate social responsibility (CSR understandings of corporations from the leaders’ perspective and discuss how leaders define and explain CSR practices their organizations executed as spokesperson via social media channels of their organizations.  In this context, a content analysis aiming to display the ideas of Turkey’s top 250 corporations’ leaders (CEO, chairman of the board, general manager designated by Istanbul Chamber of Industry in 2013. The leader messages about different dimensions of CSR and CSR practices that are partaking in corporate web sites were examined. According to the results of the analysis, it is found that the leaders act as responsible leaders, and also the spokesperson of their corporations. In addition it is found out that responsible leaders included multiplexed information on different dimensions and various practices of CSR in their social media messages.

  15. Experimental study on thermal characteristics of positive leader discharges using Mach-Zehnder interferometry

    International Nuclear Information System (INIS)

    Zhou, X.; Zeng, R.; Zhuang, C.; Chen, S.

    2015-01-01

    Leader discharge is one of the main phases in long air gap breakdown, which is characterized by high temperature and high conductivity. It is of great importance to determine thermal characteristics of leader discharges. In this paper, a long-optical-path Mach-Zehnder interferometer was set up to measure the thermal parameters (thermal diameter, gas density, and gas temperature) of positive leader discharges in atmospheric air. IEC standard positive switching impulse voltages were applied to a near-one-meter point-plane air gap. Filamentary channels with high gas temperature and low density corresponding to leader discharges were observed as significant distortions in the interference fringe images. Typical diameters of the entire heated channel range from 1.5 mm to 3.5 mm with an average expansion velocity of 6.7 m/s. In contrast, typical diameters of the intensely heated region with a sharp gas density reduction range from 0.4 mm to 1.1 mm, about one third of the entire heated channel. The radial distribution of the gas density is calculated from the fringe displacements by performing an Abel inverse transform. The typical calculated gas density reduction in the center of a propagating leader channel is 80% to 90%, corresponding to a gas temperature of 1500 K to 3000 K based on the ideal gas law. Leaders tend to terminate if the central temperature is below 1500 K

  16. Experimental study on thermal characteristics of positive leader discharges using Mach-Zehnder interferometry

    Energy Technology Data Exchange (ETDEWEB)

    Zhou, X., E-mail: zhouxuan12@mails.thu.edu.cn; Zeng, R.; Zhuang, C.; Chen, S. [Department of Electrical Engineering, Tsinghua University, Beijing 100084 (China)

    2015-06-15

    Leader discharge is one of the main phases in long air gap breakdown, which is characterized by high temperature and high conductivity. It is of great importance to determine thermal characteristics of leader discharges. In this paper, a long-optical-path Mach-Zehnder interferometer was set up to measure the thermal parameters (thermal diameter, gas density, and gas temperature) of positive leader discharges in atmospheric air. IEC standard positive switching impulse voltages were applied to a near-one-meter point-plane air gap. Filamentary channels with high gas temperature and low density corresponding to leader discharges were observed as significant distortions in the interference fringe images. Typical diameters of the entire heated channel range from 1.5 mm to 3.5 mm with an average expansion velocity of 6.7 m/s. In contrast, typical diameters of the intensely heated region with a sharp gas density reduction range from 0.4 mm to 1.1 mm, about one third of the entire heated channel. The radial distribution of the gas density is calculated from the fringe displacements by performing an Abel inverse transform. The typical calculated gas density reduction in the center of a propagating leader channel is 80% to 90%, corresponding to a gas temperature of 1500 K to 3000 K based on the ideal gas law. Leaders tend to terminate if the central temperature is below 1500 K.

  17. Do lightning positive leaders really "step"?

    Science.gov (United States)

    Petersen, D.

    2015-12-01

    It has been known for some time that positive leaders exhibit impulsive charge motion and optical emissions as they extend. However, laboratory and field observations have not produced any evidence of a process analogous to the space leader mechanism of negative leader extension. Instead, observations have suggested that the positive leader tip undergoes a continuous to intermittent series of corona streamer bursts, each burst resulting in a small forward extension of the positive leader channel. Traditionally, it has been held that lightning positive leaders extend in a continuous or quasi-continuous fashion. Lately, however, many have become concerned that this position is incongruous with observations of impulsive activity during lightning positive leader extension. It is increasingly suggested that this impulsive activity is evidence that positive leaders also undergo "stepping". There are two issues that must be addressed. The first issue concerns whether or not the physical processes underlying impulsive extension in negative and positive leaders are distinct. We argue that these processes are in fact physically distinct, and offer new high-speed video evidence to support this position. The second issue regards the proper use of the term "step" as an identifier for the impulsive forward extension of a leader. Traditional use of this term has been applied only to negative leaders, due primarily to their stronger impulsive charge motions and photographic evidence of clearly discontinuous forward progression of the luminous channel. Recently, due to the increasing understanding of the distinct "space leader" process of negative leader extension, the term "step" has increasingly come to be associated with the space leader process itself. Should this emerging association, "step" = space leader attachment, be canonized? If not, then it seems reasonable to use the term "step" to describe impulsive positive leader extension. If, however, we do wish to associate the

  18. Exploring Leader Identity and Development.

    Science.gov (United States)

    Priest, Kerry L; Middleton, Eric

    2016-01-01

    Taking on a leader identity can be a motivating force for pursuing leader development. This chapter explores the reciprocal and recursive nature of identity development and leader development, emphasizing how shifting views of self influence one's motivation to develop as a leader. © 2016 Wiley Periodicals, Inc., A Wiley Company.

  19. Pension-Induced Rigidities in the Labor Market for School Leaders. Working Paper 67

    Science.gov (United States)

    Koedel, Cory; Grissom, Jason A.; Ni, Shawn; Podgursky, Michael

    2012-01-01

    Educators in public schools in the United States are typically enrolled in defined-benefit pension plans, which penalize across-plan mobility. We use administrative data from Missouri to examine how the mobility penalties affect the labor market for school leaders, and show that pension borders greatly reduce leadership flows across schools. Our…

  20. Establishing collaborative structures and relationships: Teacher leaders' experiences

    Science.gov (United States)

    Canizo, Thea Lynne

    2002-04-01

    The purpose of this study was to explore teacher leaders' experiences as they attempted to establish collaborative structures and relationships resulting in improved science instruction at their schools. Teacher leaders were middle school science facilitators, full-time classroom teachers who acted as liaisons between the science teachers at their schools and a change initiative funded by the National Science Foundation. This was a qualitative study, using interviews to create a case study. The researcher used a three-part interview design developed by Seidman (1991). Six research questions served as a framework for the data analysis. Participants identified the following as factors which contributed to their success: support from the principal, other science teachers, central staff personnel, and the district-wide group of science facilitators; professional development; and the successful completion of a scope and sequence for science instruction. Factors identified as hindering their success were: lack of support or conflict with the principal; resistance to change; time constraints; a district policy which limited meeting time; teacher and administrator turnover; tension between the middle school and junior high school models; and personal doubts. From descriptions of their understanding and exercising of leadership, the researcher concluded that teacher leaders had become empowered. The school culture was seen to have a great effect on teacher leaders. The contrasts between a school with a positive culture and another school in disarray were presented. Structures such as summer institutes and release time during the school day were identified as critical for giving teachers the time needed to establish more collaborative working relationships. Once greater trust and understanding were present, teachers were better able to examine their teaching practices more critically. Participants identified mentoring of new members, a continuing role for science

  1. Abnormal sensitivity of diploid skin fibroblasts from a family with Gardner's syndrome to the lethal effects of X-irradiation, ultraviolet light and mitomycin-C

    International Nuclear Information System (INIS)

    Little, J.B.; Nove, J.; Weichselbaum, R.R.

    1980-01-01

    Skin fibroblasts isolated from two members of the same family with the cancer-prone disease Gardner's Syndrome (intestinal polyposis, colon cancer, bone and soft tissue tumors) showed enhanced sensitivity to the lethal effects of X-irradiation, ultraviolet light and mitomycin-C. These cells showed no liquid-holding type recovery following UV-irradiation of confluent cultures, but were normal in their capacity for UV-induced unscheduled DNA synthesis. UV survival was not influenced by post-irradiation incubation with caffeine. (orig.)

  2. Leader-to-leader splicing is required for efficient production and accumulation of polyomavirus late mRNAs.

    OpenAIRE

    Adami, G R; Marlor, C W; Barrett, N L; Carmichael, G G

    1989-01-01

    Polyomavirus late mRNA molecules contain multiple, tandem copies of a noncoding 57-base "late leader" exon at their 5' ends. This exon is encoded only once in the genome. Leader multiplicity arises from leader-leader splicing in giant primary transcripts, which are the result of multiple circuits of the viral genome by RNA polymerase II. We have been interested in learning more about the role of the leader exon in late viral gene expression. We recently showed that an abbreviated-leader mutan...

  3. With Great Power Comes Great Responsibility: An Examination of the Behaviors of Leaders in Student Services Administrative Officers Positions within Southern California Based Institutions of Higher Learning

    Science.gov (United States)

    Brooks, Jalin A.

    2013-01-01

    Purpose: The purpose of this study was to determine if there is a relationship between the Big Five Personality Traits and the leaders self-efficacy as measured by the Ten-Item Personality Inventory (TIPI) as developed by Gosling, Rentfrow, and Swann, 2003 and the Leadership Self-Efficacy Measure as developed by Chan and Drasgow (2001) for Student…

  4. Authenticating the Leader

    DEFF Research Database (Denmark)

    Johnsen, Christian Garmann

    As authentic leadership, with its dictum of being true to the self, has become increasingly influential among practitioners and mainstream leadership scholars, critical writers have drawn attention to the negative consequences of this development. Yet, few scholars have investigated the problem...... of authentication within discourse of authentic leadership. If authentic leadership is to make any sense, it is necessary to be able to distinguish the authentic from the inauthentic leader – in other words, it is necessary to authenticate the leader. This paper uses Gilles Deleuze’s reading of Plato as the point...... of departure for discussing the problem of authentication – separating the authentic leader form the inauthentic one – in the leadership guru Bill George’s model of authentic leadership. By doing so, the paper offers a way of conceptualizing the problem of authenticating leaders, as well as challenging...

  5. Commanders of the Great Victory

    Directory of Open Access Journals (Sweden)

    Anatoly Dmitriyevich Borshchov

    2015-01-01

    Full Text Available The honorary title of «commander» as well as the «admiral» is granted to a military or naval figure on the basis of public recognition of his personal contribution to the success of actions. Generals are usually individuals with creative thinking, the ability to foresee the development of military events. Generals usually have such personality traits as a strong will and determination, rich combat experience, credibility and high organizational skills. In an article dedicated to the 70th anniversary of the Soviet victory in the Great War examines the experience of formation and practice of the most talent-ed Soviet military leaders.

  6. Nursing science leaders.

    Science.gov (United States)

    Ortiz, Mario R

    2015-04-01

    This introduces the guest author's column on perspectives on the development of leaders in science. The need for leadership in science is discussed and a model for the development of science leaders in nursing is outlined. © The Author(s) 2015.

  7. Leader Development for a Transforming Army

    National Research Council Canada - National Science Library

    Yackley, Stephen G

    2005-01-01

    .... The development of future strategic leaders requires an increased emphasis from senior leaders on subordinate leader development, combined with a method to enhance developmental feedback to these subordinate leaders...

  8. Who helps the leaders? Difficulties experienced by cancer support group leaders.

    Science.gov (United States)

    Kirsten, Laura; Butow, Phyllis; Price, Melanie; Hobbs, Kim; Sunquist, Kendra

    2006-07-01

    Cancer support groups are an important source of support for cancer patients, yet little is known about the challenges and training needs of both professionally trained and untrained leaders. The aim of this study was to discover the difficulties experienced and training desired by cancer support group leaders. Twenty-seven leaders of 34 cancer support groups participated in focus groups or individual interviews. Groups were purposively selected as representative of 173 support groups identified in New South Wales which were for adults with cancer and/or their adult carers and were not therapeutic or education-only groups. Difficulties identified included dealing with people's different communication styles and needs; dealing with recurrence, metastases and death; practical issues, including resources, setting the programme and funding security; maintaining personal balance and preventing burn out; establishing group credibility; dealing with group cycles; and leading groups in rural areas. Leaders also identified benefits and rewards from group leadership such as contributing to others' well-being, self-development and insight into others' lives. Non-professionally trained leaders experienced more difficulties, particularly in dealing with group process and practical issues. Difficulties identified were related both to working with a cancer population specifically and to working with groups in general. While some issues were common to both health professionals and non-health professionals, non-health professionals reported greater supportive needs. Clear guidelines, targeted training and development of better methods of support to reduce the stress and burn out experienced by group leaders are needed.

  9. Remembering the Leaders of China.

    Science.gov (United States)

    Fu, Mingchen; Xue, Yan; DeSoto, K Andrew; Yuan, Ti-Fei

    2016-01-01

    In two studies, we examined Chinese students' memory for the names of the leaders of China. In Study 1, subjects were cued with the names of periods from China's history. Subjects listed as many leaders as possible from each period and put them in the correct ordinal position when they could (see Roediger and DeSoto, 2014). Results showed that within each period, a primacy effect and sometimes a recency effect emerged. Moreover, the average recall probability for leaders within a specific period was a function of the ordinal position of the period. In Study 2, we asked another group of subjects to identify the sources through which they were able to recall each leader. We found that most subjects remembered leaders due to class and coursework. We also found a relation between a leader's recall probability and the amount of information available on that leader on the Internet. Our findings further imply that the serial position function captures the form of collective memory.

  10. The Power of Eloquence: Moderation of Style in Puritan Great Awakening Sermons.

    Science.gov (United States)

    Nelms, Gerald

    The latter part of the twentieth century has brought explicit emotional appeals; some by advertisers for commercial goods and others from political and religious leaders. The religious appeals to feelings can be traced back in history to the revivals in the mid-eighteenth century where the "Great Awakening" opened up religious…

  11. On the Transition from Initial Leader to Stepped Leader in Negative Cloud-to-ground Lightning

    Science.gov (United States)

    Stolzenburg, M.; Marshall, T. C.; Karunarathne, S.; Orville, R. E.

    2017-12-01

    High-speed video and electric field change (E-change) data are used to describe the first 5 ms of a natural negative cloud-to-ground (CG) flash. These observations reveal differences in appearance of both the video luminosity and the E-change pulses before the leader transitions to propagating as a negative stepped leader (SL). During the initial breakdown (IB) stage, the initial leader advances intermittently forward in jumps of 78-175 m, at intervals of 100-280 μs, and in separate bursts that are bright for a few 20-μs video frames. The IB pulses accompanying these luminosity bursts have long duration, large amplitude, and a characteristic bipolar shape in nearby E-change observations. In the time between IB pulses, the initial leader is very dim or not visible during the earliest 1-2 ms of the IB stage. Over the next few milliseconds, the leader propagation transitions to an early SL phase, in which the leader tips advance 20-59 m forward at more regular intervals of 40-80 μs during relatively dim and brief steps. In the E-change data, the accompanying SL pulses have very short duration, small amplitude, and are typically unipolar. These data indicate that when the entire initial leader length behind the lower end begins to remain illuminated between bursts, the propagation mode changes from IB bursts to SL steps, and the IB stage ends. Additional differences in initial leader character are evident during the return stroke, as its luminosity speed decreases sharply upon reaching the topmost initial leader section of the channel, and that section of channel does not saturate the video intensity. Results of these analyses support a prior hypothesis that the early initial leader development occurs in the absence of a continuously hot channel, and consequently, the initial leader propagation is unlike the self-propagating advance of the later stepped leader.

  12. Lessons from Leaders.

    Science.gov (United States)

    Schuh, John H.

    2002-01-01

    A semistructured interview protocol was used to present perspectives on leadership from five national leaders in student affairs. Several major themes emerged. Issues were discussed about leaderships; how they manage difficulties; what work were they most proud of; and what was their advice for aspiring leaders. Reviews limitations and…

  13. Persuasion: A Leader's Edge

    National Research Council Canada - National Science Library

    McGuire, Mark

    2002-01-01

    .... Nevertheless, today's leaders should realize the need for persuasion. In one manner or another, leaders depend on persuasive rhetoric to convince, encourage, and energize superiors, peers, and subordinates...

  14. The Existential Learner

    Science.gov (United States)

    McCoog, Ian J.

    2010-01-01

    We are all smart in different ways. Through the theory of multiple intelligences, Howard Gardner has been one of the leaders in cataloging HOW people are smart as opposed to how smart they ARE. The ability to see "the big picture" and make connections between similar and dissimilar concepts has been considered for inclusion in the multiple…

  15. Leadership behaviors of athletic training leaders compared with leaders in other fields.

    Science.gov (United States)

    Laurent, Timothy G; Bradney, Debbie A

    2007-01-01

    Athletic trainers are in positions of leadership. To determine self-reported leadership practices of head athletic trainers (HATCs) and program directors (PDs). Cross-sectional study. Respondents' academic institutions. A total of 238 athletic training leaders completed the Leadership Practices Inventory. Of these, 50.4% (n = 120) were HATCs and 49.6% (n = 118) were PDs; 69.3% (n = 165) were men and 30.7% (n = 73) were women; almost all respondents (97.1%, n = 231) were white. Respondents typically reported having 11 to 15 years of experience as an athletic trainer (n = 57, 23.9%) and being between the ages of 30 and 39 years (n = 109, 45.8%). Categories of leadership behaviors (ie, Model, Inspire, Challenge, Encourage, and Enable) were scored from 1 (almost never) to 10 (almost always). Item scores were summed to compute mean category scores. We analyzed demographic information; used t ratios to compare the data from athletic training leaders (PDs and HATCs) with normative data; compared sex, age, position, ethnicity, and years of experience with leadership practices; and computed mean scores. Athletic training leaders reported using leadership behaviors similar to those of other leaders. The PDs reported using inspiring, challenging, enabling, and encouraging leadership behaviors more often than did the HATCs. No differences were found by ethnicity, age, years of experience, or leadership practices. Athletic training leaders are transformational leaders. Athletic training education program accreditation requirements likely account for the difference in leadership practices between PDs and HATCs.

  16. What Is an Innovative Educational Leader?

    Science.gov (United States)

    Marron, Joseph M.; Cunniff, Dan

    2014-01-01

    This paper outlined the traits of an innovative educational leader in our changing society. It discussed the difference in a manager and leader, as well as the specific dispositions that differentiate the innovative educational leader from what many consider the average leader. The authors used the acronym "HELPSS" to highlight the…

  17. Leader Affect and Leadership Effectiveness: How leader affective displays influence follower outcomes

    NARCIS (Netherlands)

    V.A. Visser (Victoria)

    2013-01-01

    textabstractThe aim of this dissertation is to uncover the relationship between leader affective displays and leadership effectiveness. Five empirical studies were conducted to test the influence of several leader affective displays on different follower outcomes that indicate leadership

  18. Responsible leader behavior in health sectors.

    Science.gov (United States)

    Longest, Beaufort

    2017-02-06

    Purpose The purpose of this paper is to expand attention to responsible leader behavior in the world's health sectors by explaining how this concept applies to health sectors, considering why health sector leaders should behave responsibly, reviewing how they can do so, and asserting potential impact through an applied example. Design/methodology/approach This paper is a viewpoint, reflecting conceptualizations rooted in leadership literature which are then specifically applied to health sectors. A definition of responsible leader behavior is affirmed and applied specifically in health sectors. Conceptualizations and viewpoints about practice of responsible leader behavior in health sectors and potential consequences are then discussed and asserted. Findings Leadership failures and debacles found in health, but more so in other sectors, have led leadership researchers to offer insights, many of them empirical, into the challenges of leadership especially by more clearly delineating responsible leader behavior. Practical implications Much of what has been learned in the research about responsible leader behavior offers pathways for health sector leaders to more fully practice responsible leadership. Social implications This paper asserts and provides a supporting example that greater levels of responsible leader behavior in health sectors hold potentially important societal benefits. Originality/value This paper is the first to apply emerging conceptualizations and early empirical findings about responsible leader behavior specifically to leaders in health sectors.

  19. Leadership: difficulties and potentials of a introvert leader in organizations

    Directory of Open Access Journals (Sweden)

    Pedro Henrique Faria Carvalho da Costa

    2015-06-01

    Full Text Available This study aims to demonstrate through theoretical and bibliographical potentials and difficulties encountered in introvert searches. Leadership, overcoat can be seen as a great symphony, having the leader as the maestro. What determines whether the presentation it is good or not is the ability and / or skill that the leader has to influence their subordinates to act to the music according. To lead is one of the most crucial tasks within organizations. Considering that, companies seek people with a particular style of leadership, taking into account factors such as assertiveness, public speaking skills and body language. These are common characteristics of the extroverted style, however, the paper will be about the opposite style, Known as by introversion, reflection, understanding and cooperative sense. The results show that introverted leadership is almost insignificant minority or in organizations where through studies is full with their ability to lead a team in one sector or even an organization.

  20. A Handbook for Teacher Leaders.

    Science.gov (United States)

    Pellicer, Leonard O.; Anderson, Lorin W.

    This handbook is written for teachers in leadership roles, including team leaders, lead teachers, department chairpersons, and master teachers. Part 1, "The Nature of School Leadership," is devoted to a description of teacher leaders and how they lead. Results are provided from research on teacher leaders, and persistent obstacles to…

  1. One member, two leaders: extending leader-member exchange theory to a dual leadership context.

    Science.gov (United States)

    Vidyarthi, Prajya R; Erdogan, Berrin; Anand, Smriti; Liden, Robert C; Chaudhry, Anjali

    2014-05-01

    In this study, we develop and test a model that extends leader-member exchange (LMX) theory to a dual leadership context. Drawing upon relative deprivation theory, we assert that when employees work for 2 leaders, each relationship exists within the context of the other relationship. Thus, the level of alignment or misalignment between the 2 relationships has implications for employees' job satisfaction and voluntary turnover. Employing polynomial regression on time-lagged data gathered from 159 information technology consultants nested in 26 client projects, we found that employee outcomes are affected by the quality of the relationship with both agency and client leaders, such that the degree of alignment between the 2 LMXs explained variance in outcomes beyond that explained by both LMXs. Results also revealed that a lack of alignment in the 2 LMXs led to asymmetric effects on outcomes, such that the relationship with agency leader mattered more than the relationship with one's client leader. Finally, frequency of communication with the agency leader determined the degree to which agency LMX affected job satisfaction in the low client LMX condition. (c) 2014 APA, all rights reserved.

  2. Leader emergence through interpersonal neural synchronization.

    Science.gov (United States)

    Jiang, Jing; Chen, Chuansheng; Dai, Bohan; Shi, Guang; Ding, Guosheng; Liu, Li; Lu, Chunming

    2015-04-07

    The neural mechanism of leader emergence is not well understood. This study investigated (i) whether interpersonal neural synchronization (INS) plays an important role in leader emergence, and (ii) whether INS and leader emergence are associated with the frequency or the quality of communications. Eleven three-member groups were asked to perform a leaderless group discussion (LGD) task, and their brain activities were recorded via functional near infrared spectroscopy (fNIRS)-based hyperscanning. Video recordings of the discussions were coded for leadership and communication. Results showed that the INS for the leader-follower (LF) pairs was higher than that for the follower-follower (FF) pairs in the left temporo-parietal junction (TPJ), an area important for social mentalizing. Although communication frequency was higher for the LF pairs than for the FF pairs, the frequency of leader-initiated and follower-initiated communication did not differ significantly. Moreover, INS for the LF pairs was significantly higher during leader-initiated communication than during follower-initiated communications. In addition, INS for the LF pairs during leader-initiated communication was significantly correlated with the leaders' communication skills and competence, but not their communication frequency. Finally, leadership could be successfully predicted based on INS as well as communication frequency early during the LGD (before half a minute into the task). In sum, this study found that leader emergence was characterized by high-level neural synchronization between the leader and followers and that the quality, rather than the frequency, of communications was associated with synchronization. These results suggest that leaders emerge because they are able to say the right things at the right time.

  3. Remembering the Leaders of China

    Directory of Open Access Journals (Sweden)

    Mingchen eFu

    2016-03-01

    Full Text Available In two studies, we examined Chinese students’ memory for the names of the leaders of China. In Study 1, subjects were cued with the names of periods from China’s history. Subjects listed as many leaders as possible from each period and put them in the correct ordinal position when they could (see Roediger & DeSoto, 2014. Results showed that within each period, a primacy effect and sometimes a recency effect emerged. Moreover, the average recall probability for leaders within a specific period was a function of the ordinal position of the period. In Study 2, we asked another group of subjects to identify the sources through which they were able to recall each leader. We found that most subjects remembered leaders thanks to class and coursework. We also found a relation between a leader’s recall probability and the amount of information available on that leader on the Internet. Our findings further imply that the serial position function captures the form of collective memory.

  4. A mechanism for leader stepping

    Science.gov (United States)

    Ebert, U.; Carlson, B. E.; Koehn, C.

    2013-12-01

    The stepping of negative leaders is well observed, but not well understood. A major problem consists of the fact that the streamer corona is typically invisible within a thunderstorm, but determines the evolution of a leader. Motivated by recent observations of streamer and leader formation in the laboratory by T.M.P. Briels, S. Nijdam, P. Kochkin, A.P.J. van Deursen et al., by recent simulations of these processes by J. Teunissen, A. Sun et al., and by our theoretical understanding of the process, we suggest how laboratory phenomena can be extrapolated to lightning leaders to explain the stepping mechanism.

  5. A self-consistent upward leader propagation model

    International Nuclear Information System (INIS)

    Becerra, Marley; Cooray, Vernon

    2006-01-01

    The knowledge of the initiation and propagation of an upward moving connecting leader in the presence of a downward moving lightning stepped leader is a must in the determination of the lateral attraction distance of a lightning flash by any grounded structure. Even though different models that simulate this phenomenon are available in the literature, they do not take into account the latest developments in the physics of leader discharges. The leader model proposed here simulates the advancement of positive upward leaders by appealing to the presently understood physics of that process. The model properly simulates the upward continuous progression of the positive connecting leaders from its inception to the final connection with the downward stepped leader (final jump). Thus, the main physical properties of upward leaders, namely the charge per unit length, the injected current, the channel gradient and the leader velocity are self-consistently obtained. The obtained results are compared with an altitude triggered lightning experiment and there is good agreement between the model predictions and the measured leader current and the experimentally inferred spatial and temporal location of the final jump. It is also found that the usual assumption of constant charge per unit length, based on laboratory experiments, is not valid for lightning upward connecting leaders

  6. A Comparison of Student Leader and Non Leader Attitudes Toward Legalizing Marihuana

    Science.gov (United States)

    Bittner, John R.; Cash, William B.

    1971-01-01

    The data tends to imply that campus leaders have attitudes on the issue of marihuana legalization which conform to the norms of a major midwestern university sampling. Drug education programs might include student leaders with local credibility and who may possess attitudes very similar to their peers. (Author/BY)

  7. Leading change: a three-dimensional model of nurse leaders' main tasks and roles during a change process.

    Science.gov (United States)

    Salmela, Susanne; Eriksson, Katie; Fagerström, Lisbeth

    2012-02-01

    This paper is a report of a qualitative study which explored how nurse leaders described and understood their main tasks and roles during a change process. During a database search for literature, no actual research that highlighted the main tasks and roles of nurse leaders during a change process was found. Earlier research has indicated the need for different leadership styles and the importance of strategies and values. In-depth interviews with 17 nurse leaders took place in 2004. A phenomenological-hermeneutical approach was used for data analysis. The findings resulted in a model of leading change in health care that focuses on good patient care and consists of three dimensions: leading relationships, leading processes and leading a culture. In addition to leading relationships and processes, nurse leaders, as role models, greatly impact caring culture and its inherent ethical behaviour, especially about the responsibility for achieving good patient care. Nurse leaders are also instrumental in leading ward culture. Nurse leaders need guidance and knowledge of what is expected of them during a structural change process. They play different roles by directing, guiding, motivating, supporting and communicating without losing their cultural ethos of caring and use various leadership styles to bring about actual change, which, in turn, requires learning so that the thought patterns, values and attitudes of personnel can be changed. © 2011 Blackwell Publishing Ltd.

  8. Leader-member exchange and follower creativity : the moderating roles of leader and follower expectations for creativity

    NARCIS (Netherlands)

    Qu, Rujie; Janssen, Onne; Shi, Kan

    2017-01-01

    We examined leader and follower expectations for creativity as moderators in the relationship between leader-member exchange (LMX) and follower creativity. The results of a survey among 193 leader-follower dyads from two high-tech companies in mainland China show that LMX positively relates to

  9. On angry leaders and agreeable followers. How leaders' emotions and followers' personalities shape motivation and team performance.

    Science.gov (United States)

    Van Kleef, Gerben A; Homan, Astrid C; Beersma, Bianca; van Knippenberg, Daan

    2010-12-01

    Do followers perform better when their leader expresses anger or when their leader expresses happiness? We propose that this depends on the follower's level of agreeableness. Anger is associated with hostility and conflict-states that are at odds with agreeable individuals' goals. Happiness facilitates affiliation and positive relations-states that are in line with agreeable individuals' goals. Accordingly, the two studies we conducted showed that agreeableness moderates the effects of a leader's emotional displays. In a scenario study, participants with lower levels of agreeableness responded more favorably to an angry leader, whereas participants with higher levels of agreeableness responded more favorably to a neutral leader. In an experiment involving four-person teams, teams composed of participants with lower average levels of agreeableness performed better when their leader expressed anger, whereas teams composed of participants with higher average levels of agreeableness performed better when their leader expressed happiness. Team performance was mediated by experienced workload, which was highest among agreeable followers with an angry leader. Besides having important practical implications, the findings shed new light on the fundamental question of how emotional expressions regulate social behavior.

  10. Leaders' Personal Wisdom and Leader-Member Exchange Quality : The Role of Individualized Consideration

    NARCIS (Netherlands)

    Zacher, Hannes; Pearce, Liane K.; Rooney, David; McKenna, Bernard

    Business scholars have recently proposed that the virtue of personal wisdom may predict leadership behaviors and the quality of leader-follower relationships. This study investigated relationships among leaders' personal wisdom-defined as the integration of advanced cognitive, reflective, and

  11. What Does the Military Need to do to Ensure that Our Operational Leaders are Prepared to Meet the Challenges of the 21st Century

    Science.gov (United States)

    2009-05-04

    and experience. Some theories looked at followers and their interaction with the leader. Still, other theories looked at leadership as a...great leader. “Like love, leadership continued to be something everyone knew existed but nobody could define. Many other theories of leadership have...between leadership and management ?” Nowhere is this question more blurry than in the business world. Consequently, the business profession has spent

  12. Kansas nurse leader residency programme: advancing leader knowledge and skills.

    Science.gov (United States)

    Shen, Qiuhua; Peltzer, Jill; Teel, Cynthia; Pierce, Janet

    2018-03-01

    To evaluate the effectiveness of the Kansas Nurse Leader Residency (KNLR) programme in improving nurses' leadership knowledge and skills and its acceptability, feasibility and fidelity. The Future of Nursing Report (Institute of Medicine, 2011) calls for nurses to lead change and advance health. The 6-month KNLR programme was developed by the Kansas Action Coalition to support nurses' leadership development. Nurses (n = 36) from four nursing specialties (acute care, long-term care, public health and school health) participated in the programme. The adapted Leader Knowledge and Skill Inventory was used to assess leadership knowledge and skills. Programme acceptability, feasibility and implementation fidelity also were evaluated. The programme completion rate was 67.7% (n = 24). Programme completers had significantly improved self-assessed and mentor-assessed leadership knowledge and skills (p leaders are critical for successful transition into management positions. © 2017 John Wiley & Sons Ltd.

  13. Understanding health policy leaders' training needs.

    Directory of Open Access Journals (Sweden)

    Carey Roth Bayer

    Full Text Available We assessed the training needs of health policy leaders and practitioners across career stages; identified areas of core content for health policy training programs; and, identified training modalities for health policy leaders.We convened a focus group of health policy leaders at varying career stages to inform the development of the Health Policy Leaders' Training Needs Assessment tool. We piloted and distributed the tool electronically. We used descriptive statistics and thematic coding for analysis.Seventy participants varying in age and stage of career completed the tool. "Cost implications of health policies" ranked highest for personal knowledge development and "intersection of policy and politics" ranked highest for health policy leaders in general. "Effective communication skills" ranked as the highest skill element and "integrity" as the highest attribute element. Format for training varied based on age and career stage.This study highlighted the training needs of health policy leaders personally as well as their perceptions of the needs for training health policy leaders in general. The findings are applicable for current health policy leadership training programs as well as those in development.

  14. Creating tomorrow's leaders today: the Emerging Nurse Leaders Program of the Texas Nurses Association.

    Science.gov (United States)

    Sportsman, Susan; Wieck, Lynn; Yoder-Wise, Patricia S; Light, Kathleen M; Jordan, Clair

    2010-06-01

    The Texas Nurses Association initiated an Emerging Nurse Leaders Program as an approach to engaging new nurses in the leadership of the professional association. This article explains the program's origin, the commitment of the Texas Nurses Association to this process, the implementation of the plan, and the discussions that launched a new way of connecting leaders across generations. Further, it is an approach that any professional organization can use to encourage the involvement of new leaders.

  15. Effects of nurses' emotional intelligence on their organizational citizenship behavior, with mediating effects of leader trust and value congruence.

    Science.gov (United States)

    Lim, So-Hee; Han, Sang-Sook; Joo, Yun-Su

    2018-02-20

    To investigate the causal relationship between nurses' emotional intelligence and their organizational citizenship behavior and the possible mediating effects of leader trust and value congruence. The participants were 348 nurses who were working in a general hospital in a metropolitan area. The data were collected from December 16, 2012 to February 20, 2013. The hypothetical model of emotional intelligence, organizational citizenship behavior, leader trust, and value congruence was fitted to the actual data via structural equation modeling. The leaders' emotional intelligence had a direct positive effect on leader trust and value congruence; however, the nurses' own emotional intelligence had a negative effect on these two variables. Furthermore, leader trust had a direct positive effect on organizational citizenship behavior; value congruence had no such relationship. The nurses' emotional intelligence had a partial, indirect effect on organizational citizenship behavior via leader trust. In a nursing organization, it is necessary to build a system, such as mentoring, to be able to exchange emotions actively among the members in order to enhance emotional intelligence and have the same values between leaders and members throughout open communication. Therefore, nurse managers can contribute greatly to the enhancement of organizational performance by promoting members' organizational citizenship behavior through improving their relationships with them and gaining their trust, while concurrently making efforts to further develop their emotional intelligence. © 2018 Japan Academy of Nursing Science.

  16. The double-edged sword of leader charisma: Understanding the curvilinear relationship between charismatic personality and leader effectiveness.

    Science.gov (United States)

    Vergauwe, Jasmine; Wille, Bart; Hofmans, Joeri; Kaiser, Robert B; De Fruyt, Filip

    2018-01-01

    This study advanced knowledge on charisma by (a) introducing a new personality-based model to conceptualize and assess charisma and by (b) investigating curvilinear relationships between charismatic personality and leader effectiveness. Moreover, we delved deeper into this curvilinear association by (c) examining moderation by the leader's level of adjustment and by (d) testing a process model through which the effects of charismatic personality on effectiveness are explained with a consideration of specific leader behaviors. Study 1 validated HDS charisma (Hogan Development Survey) as a useful trait-based measure of charisma. In Study 2 a sample of leaders (N = 306) were assessed in the context of a 360-degree development center. In line with the too-much-of-a-good-thing effect, an inverted U-shaped relationship between charismatic personality and observer-rated leader effectiveness was found, indicating that moderate levels are better than low or high levels of charisma. Study 3 (N = 287) replicated this curvilinear relationship and further illustrated the moderating role of leader adjustment, in such a way that the inflection point after which the effects of charisma turn negative occurs at higher levels of charisma when adjustment is high. Nonlinear mediation modeling further confirmed that strategic and operational leader behaviors fully mediate the curvilinear relationship. Leaders low on charisma are less effective because they lack strategic behavior; highly charismatic leaders are less effective because they lack operational behavior. In sum, this work provides insight into the dispositional nature of charisma and uncovers the processes through which and conditions under which leader charisma translates into (in)effectiveness. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

  17. The effect of reduced air density on streamer-to-leader transition and on properties of long positive leader

    International Nuclear Information System (INIS)

    Bazelyan, E M; Raizer, Yu P; Aleksandrov, N L

    2007-01-01

    New results of observations of the leader process in a pressure chamber are presented for reduced air pressures. The analysis of these data and observations of the leader discharge in peak regions shows that the length of the leader tip and some other characteristics vary by several times as pressure decreases from 1 to 0.3 atm, whereas, under the conditions considered, the leader velocity remains almost independent of air density, the leader current being the same. These data are used to extract relationships between discharge parameters. It is shown that, at reduced air densities, electric field in a 'young' section of the leader channel exceeds electric field in the streamer zone. Therefore, transition of the leader process to the final-jump phase is not inevitably followed by a breakdown of the gap for reduced pressures, as opposed to the discharge in atmospheric pressure air. The model suggested previously by the authors for the streamer-to- leader transition at atmospheric pressure is amended to take into account hydrodynamic expansion of the channel and used to simulate the process at a relative air density of 0.3. The calculated results are used to interpret the observations of the leader process at reduced air pressures

  18. Air Force Senior Leaders

    Science.gov (United States)

    Force TV Radio Week in Photos About Us Air Force Senior Leaders SECAF CSAF CMSAF Biographies Adjunct Professors Senior Mentor Biographies Fact Sheets Commander's Call Topics CCT Archive CSAF Reading List 2017 Media Sites Site Registration Contact Us Search AF.mil: Home > About Us > Air Force Senior Leaders

  19. Political Leaders after the Cold War. The Case of Slobodan Milošević: Toxic vs. Charismatic Leader

    Directory of Open Access Journals (Sweden)

    Adriana Popoiu

    2012-12-01

    Full Text Available The end of the Cold War is often associated with the close of the year 1989, characterizedby the regaining of independence in Eastern Europe countries that were under dictatorships.The endof the Cold War was also connected with the fall of the Berlin Wall or with the disintegration of theSoviet Union in 1991. This paper is aimed to present Slobodan Milošević, analyzed as a toxic but alsoas a charismatic leader. Furthermore, this paper analyses the role of this political leader in Serbia andalso in the Federal Republic of Yugoslavia. The paper presents the concept of “toxic” leader, with thepurpose of identifying characteristics of this type of leaders. In order to perceive the complexity of theconcept, the paper is focused on a multidimensional study that should emphasize the intentions, thebehaviors, the character of a “toxic” leader, the impact and also the consequences of his decisions andactions. Focusing on Slobodan Milošević, this paper also outlines essential aspects which describe“charismatic” leaders and addresses the challenging possibility of the “charismatic” leaders being“toxic” leaders simultaneously.

  20. Exact theory of dense amorphous hard spheres in high dimension. II. The high density regime and the Gardner transition.

    Science.gov (United States)

    Kurchan, Jorge; Parisi, Giorgio; Urbani, Pierfrancesco; Zamponi, Francesco

    2013-10-24

    We consider the theory of the glass phase and jamming of hard spheres in the large space dimension limit. Building upon the exact expression for the free-energy functional obtained previously, we find that the random first order transition (RFOT) scenario is realized here with two thermodynamic transitions: the usual Kauzmann point associated with entropy crisis and a further transition at higher pressures in which a glassy structure of microstates is developed within each amorphous state. This kind of glass-glass transition into a phase dominating the higher densities was described years ago by Elisabeth Gardner, and may well be a generic feature of RFOT. Microstates that are small excitations of an amorphous matrix-separated by low entropic or energetic barriers-thus emerge naturally, and modify the high pressure (or low temperature) limit of the thermodynamic functions.

  1. Competitive Pricing by a Price Leader

    OpenAIRE

    Abhik Roy; Dominique M. Hanssens; Jagmohan S. Raju

    1994-01-01

    We examine the problem of pricing in a market where one brand acts as a price leader. We develop a procedure to estimate a leader's price rule, which is optimal given a sales target objective, and allows for the inclusion of demand forecasts. We illustrate our estimation procedure by calibrating this optimal price rule for both the leader and the follower using data on past sales and prices from the mid-size sedan segment of the U.S. automobile market. Our results suggest that a leader-follow...

  2. Leaders from Nursing's History.

    Science.gov (United States)

    Fondiller, Shirley H.; And Others

    1995-01-01

    Looks at the lives and accomplishments of four leaders in professional nursing: (1) Loretta Ford, who championed the cause of nurse practitioners; (2) Mable Staupers, a pioneer in community health and nursing; (3) Janet Geister, a leader in private nursing; and (4) Isabel Stewart, who led the movement to standardize nursing education. (JOW)

  3. Identifying important nodes by adaptive LeaderRank

    Science.gov (United States)

    Xu, Shuang; Wang, Pei

    2017-03-01

    Spreading process is a common phenomenon in complex networks. Identifying important nodes in complex networks is of great significance in real-world applications. Based on the spreading process on networks, a lot of measures have been proposed to evaluate the importance of nodes. However, most of the existing measures are appropriate to static networks, which are fragile to topological perturbations. Many real-world complex networks are dynamic rather than static, meaning that the nodes and edges of such networks may change with time, which challenge numerous existing centrality measures. Based on a new weighted mechanism and the newly proposed H-index and LeaderRank (LR), this paper introduces a variant of the LR measure, called adaptive LeaderRank (ALR), which is a new member of the LR-family. Simulations on six real-world networks reveal that the new measure can well balance between prediction accuracy and robustness. More interestingly, the new measure can better adapt to the adjustment or local perturbations of network topologies, as compared with the existing measures. By discussing the detailed properties of the measures from the LR-family, we illustrate that the ALR has its competitive advantages over the other measures. The proposed algorithm enriches the measures to understand complex networks, and may have potential applications in social networks and biological systems.

  4. Leadership and Leader Developmental Self-Efficacy: Their Role in Enhancing Leader Development Efforts.

    Science.gov (United States)

    Murphy, Susan Elaine; Johnson, Stefanie K

    2016-01-01

    This chapter describes the role of two types of self-efficacy-leader self-efficacy and leader developmental efficacy-for enhancing leadership development. Practical implications for designing and developing leadership programs that take into account these two types of self-efficacy are discussed. © 2016 Wiley Periodicals, Inc., A Wiley Company.

  5. Positive organisation:  the role of leader behaviour in work engagement and retention

    OpenAIRE

    Mendes, Fallen; Stander, Marius W.

    2011-01-01

    Orientation: The positive organisation creates a framework in which its elements can be investigated in relation to the retention of talent. Research purpose: The aim of this study was to investigate if leader empowering behaviour can positively impact on role clarity, psychological empowerment and work engagement, with the final outcome being the retention of talent. Motivation for the study: In the ever changing work environment organisations place great emphasis on their human ...

  6. Why the world needs moral leaders

    DEFF Research Database (Denmark)

    Mehlsen, Camilla

    2009-01-01

    The educational system plays a huge role in developing the moral leaders of tomorrow. The Quarterly takes a closer look at diversity in South Africa's schools, at the young generation in China, and at the making of moral leaders with both a global and local mindset.......The educational system plays a huge role in developing the moral leaders of tomorrow. The Quarterly takes a closer look at diversity in South Africa's schools, at the young generation in China, and at the making of moral leaders with both a global and local mindset....

  7. [Identification of community leaders].

    Science.gov (United States)

    Chevalier, S; Dedobbeleer, N; Tremblay, M

    1995-01-01

    Although many methods of measuring leadership have been developed in sociological studies, there are few articles on the feasibility of these methods. The goal of this study was to verify the feasibility of the "modified positional-reputational approach" developed by Nix. The study was conducted in a small community located north of Montreal. Nix's questionnaire was translated, adapted and administered to 49 key informants. Two hundred and fourteen leaders were selected. Three types of leaders were identified: the legitimizers, the effectors and the activists. Through a sociometric analysis, we established links between the different leaders and we described the power structure of the community. Despite a few shortcomings, Nix's approach was found extremely useful.

  8. Choosing a public-spirited leader

    DEFF Research Database (Denmark)

    Markussen, Thomas; Tyran, Jean-robert

    2017-01-01

    In this experiment, voters select a leader who can either act in the public interest, i.e. make efficient and equitable policy choices, or act in a corrupt way, i.e. use public funds for private gain. Voters can observe candidates⿿ pro-social behavior and their score in a cognitive ability test...... prior to the election, and this fact is known to candidates. Therefore, self-interested candidates have incentives to act in a pro-social manner, i.e. to pretend to be public-spirited leaders. We find that both truly pro-social and egoistic leaders co-exist, but that political selection is ineffective...... in choosing public-spirited leaders. The main reason is that egoistic candidates strategically pretend to be pro-social to increase their chances of winning the election....

  9. VISION- REQUIREMENT FOR A SUCCESSFUL LEADER

    Directory of Open Access Journals (Sweden)

    Angela - Olimpia Lobonea (Oltean

    2014-12-01

    Full Text Available These people were called in the past chiefs, rulers. Now they are known as leaders. After management by objectives, strategic planning, project organization, this concept appears as a tool called "fourth generation". It is called VISION. Leadership and vision exist in the actual sense, which has become modern a few decades ago, managing to gather during this time a variety of scientific instruments. The connection between these two domains creates a certain type of leader, the visionary leader. The hypothesis from which we start is that all active leaders have a vision of what needs to be accomplished, and the inability to predict something that could be provided involves loss the capacity of the leader. Without vision, the energy reaches the lowest quotas, production decreases, terms limits are exceeded and human resources begin to dissipate.. The conclusion is that visionary leaders are endowed with multiple attributes (multiple intelligence, even if sometimes the role of intuition and unconscious in building vision at the expense of reason that is based on experience and facts is exaggerated.

  10. Developing Successful Global Leaders

    Science.gov (United States)

    Training, 2011

    2011-01-01

    Everyone seems to agree the world desperately needs strong leaders who can manage a global workforce and all the inherent challenges that go with it. That's a big part of the raison d'etre for global leadership development programs. But are today's organizations fully utilizing these programs to develop global leaders, and, if so, are they…

  11. Leader Training Conference Report.

    Science.gov (United States)

    Michigan-Ohio Regional Educational Lab., Inc., Detroit.

    The purpose of this conference was to prepare key people in the field of education to function as inservice education leaders in their respective settings. It called for participants to learn what the MOREL inservice education program is and what it hopes to accomplish, to identify the role and functions of the inservice education leader, and to…

  12. When is a leader considered as a good leader? Perceived impact on teammates’ confidence and social acceptance as key ingredients

    OpenAIRE

    Fransen, Katrien; Vanbeselaere, Norbert; De Cuyper, Bert; Vande Broek, Gert; Boen, Filip

    2018-01-01

    Effective leadership is perceived as a key factor for optimal team functioning. The present study aimed to identify the characteristics of athlete leaders with respect to four different leadership roles (i.e., task leader, motivational leader, social leader, and external leader), while recognizing the surrounding team context. Furthermore, we aimed to identify the most decisive characteristics for a player’s perceived leadership quality on each of these leadership roles. An on-line survey was...

  13. The hidden challenges in role transitions and how leadership coaching can help new leaders find solid ground.

    Science.gov (United States)

    Weinstock, Beth

    2011-01-01

    Leadership coaching is becoming an increasingly important intervention that helps individual nurse executives and managers develop and use the best of their strengths, gifts, and talents. As the need for leadership in nursing becomes urgent and brave souls move into the positions of greater authority and potential impact, they will face challenges as they move up in rank. This article identifies the hidden and often-overlooked challenges that are faced by new leaders as they transition into roles of increased responsibility, and it demonstrates how leadership coaching can help new leaders make successful transitions. As the current health care crisis creates opportunity for new leaders, those who opt for promotions and lateral shifts encounter both expected and surprising challenges. The expected challenges include mastering new content skills, learning new organizational structures, and getting to know new teams. The less obvious stressors include issues of self-esteem, assertiveness, self-consciousness, self-criticism, perfectionism, new boundaries, changing identities, and finding one's own leadership style. These important issues are often kept out of conscious awareness and overlooked at great cost to the individual leader and her institution. Leadership coaching can provide support and practical strategies for managing and overcoming these hidden challenges.

  14. The Humble Leader: Association of Discrepancies in Leader and Follower Ratings of Implementation Leadership With Organizational Climate in Mental Health.

    Science.gov (United States)

    Aarons, Gregory A; Ehrhart, Mark G; Torres, Elisa M; Finn, Natalie K; Beidas, Rinad S

    2017-02-01

    Discrepancies, or perceptual distance, between leaders' self-ratings and followers' ratings of the leader are common but usually go unrecognized. Research on discrepancies is limited, but there is evidence that discrepancies are associated with organizational context. This study examined the association of leader-follower discrepancies in Implementation Leadership Scale (ILS) ratings of mental health clinic leaders and the association of those discrepancies with organizational climate for involvement and performance feedback. Both involvement and performance feedback are important for evidence-based practice (EBP) implementation in mental health. A total of 593 individuals-supervisors (leaders, N=80) and clinical service providers (followers, N=513)-completed surveys that included ratings of implementation leadership and organizational climate. Polynomial regression and response surface analyses were conducted to examine the associations of discrepancies in leader-follower ILS ratings with organizational involvement climate and performance feedback climate, aspects of climate likely to support EBP implementation. Both involvement climate and performance feedback climate were highest where leaders rated themselves low on the ILS and their followers rated those leaders high on the ILS ("humble leaders"). Teams with "humble leaders" showed more positive organizational climate for involvement and for performance feedback, contextual factors important during EBP implementation and sustainment. Discrepancy in leader and follower ratings of implementation leadership should be a consideration in understanding and improving leadership and organizational climate for mental health services and for EBP implementation and sustainment in mental health and other allied health settings.

  15. How Can the Norwegian Leader Development Program Improve to Better Develop Leaders?

    Science.gov (United States)

    2012-12-14

    emotional intelligence , as defined by Daniel Goleman , is how leaders handle themselves and their relationships. More important than what a leader does...to be that leadership is a combination of art and science; some elements are trainable and controllable and some not. Daniel Goleman , well known for...introducing the groundbreaking term emotional intelligence to the study of leadership, presents six styles of leadership in “Leadership That Gets

  16. Strategic Military Leaders - Leading Tomorrow

    National Research Council Canada - National Science Library

    Kit, Ng W

    2008-01-01

    .... Four key leadership competencies stand out. We need strategic leaders who are good at doing the right things and doing things right leaders who have the mental agility to choose the correct goals to achieve, the social intelligence to inspire...

  17. Leader to Leader: Enduring Insights on Leadership from the Drucker Foundation's Award-Winning Journal.

    Science.gov (United States)

    Hesselbein, Frances, Ed.; Cohen, Paul M., Ed.

    Amid unprecedented social, demographic, and economic changes, leaders must enhance performance and deliver desired results. The growing importance of managing the explosion in information requires attention to defining organizational missions and visions. The 37 chapters in this work are divided into 7 parts. Part 1, "On Leaders and…

  18. GOOD TO GREAT: WHY SOME COMPANIES MAKE THE LEAP…AND SOME OTHERS DON’T

    Directory of Open Access Journals (Sweden)

    Jim Collins

    2012-12-01

    Full Text Available The book consists of nine chapters explaining the concept of Good to Great. Starting from emphasizing that “good is the enemy of great”, Jim Collins provides great explanations as well as arguments of why his concept is very important for leaders who want to be successful in their efforts of building “enduring results” of their companies, organizations, or institutions. He in detail explains four principles underlining the framework of good to great. There are disciplined people (level 5 leadership and first who, then what concepts, disciplined thought (confront the brutal facts and the Hedgehog concepts, disciplined action (culture of discipline and the flywheel concepts, and building greatness to last (clock building, not the time telling and preserve the core/stimulate progress concepts. For further analysis of the Good to Great, I will shortly summarize the concept of how to make something good to be great explained in the book in the following section. I will also conclude this paper by commenting on the concept as my critique toward the theory of Good to Great.

  19. Recruiting leaders: an analysis of leadership advertisements

    NARCIS (Netherlands)

    den Hartog, D.N.; Caley, A.; Dewe, P.

    2007-01-01

    Recruiting the right leaders is an important challenge for organisations. How do organisations find these leaders? This article looks at the recruitment of leaders through advertisements. We address to what extent the 'vocabulary of leadership' originating in influential leadership theories is

  20. The Role of Maranao Traditional Leaders and Local Political Leaders towards Collaboration in Promotion of Peace in Marawi City

    Directory of Open Access Journals (Sweden)

    Prof. Milhaya Dianalan Langco

    2014-02-01

    Full Text Available This study determined the role of traditional Maranao leaders and local political leaders towards collaboration in promotion of peace in Marawi City. The study used the descriptive – explanatory research design. Descriptive statistics such as frequency counts and percentage distribution were used in the presentation and analysis of data. Furthermore, this study explored the association among variables. Pearson R tests were conducted to determine if there were associations between the traits and characteristics of Maranao traditional leaders and their role in promotion of peace; association between the administrative capabilities of local political leaders and their role in promotion of peace; both as independent variables, and association between roles of traditional and political leaders and their level of collaboration in promotion of peace, as the dependent variables. Percentage was used to quantitatively describe and analyze the responses given by the respondents while weighted mean was used to determine the average value of the responses in each item of the given questionnaire. Results of the findings revealed that the Sulutan was the highest traditional leader involved in conflict resolution while the Datu was the second most influential traditional leaders involved in the same. Furthermore, these traditional Maranao leaders is still seen by the respondents as honest and dependable, morally upright, tenacious and responsible, able to identify and clarify the needs and desires of groups, as well as that of the community as their priority. Moreover, the local political leaders in Marawi City including those of the Province of Lanao del Sur, are being seen to be important along with the Maranao traditional leaders in terms of conflict resolution and promotion of peace in the aforementioned areas.

  1. Structural Source of the Trap of ICT Advancement - Lessons from World ICT Top Leaders

    OpenAIRE

    Watanabe, Chihiro; Naveed, Kashif; Zhao, Weilin

    2014-01-01

    In light of the significant consequence of the trap of dramatic advancement of information and communication technology (ICT) in the global economy, both nations and firms that have been compelling their productivity decline. This resulted in great stagnation of ICT advanced economies and therefore its structural sources were analyzed. Based on an empirical analysis tracing, the trend in marginal productivity of ICT and its subsequent prices among the top ICT leaders in the ...

  2. Gender differences in Assessments of Party Leaders

    DEFF Research Database (Denmark)

    Kosiara-Pedersen, Karina; Hansen, Kasper Møller

    2015-01-01

    Is there a relationship between party leader gender and voters' assessments? Yes, according to theses on gender identity and stereotyping. A voter survey during the 2011 Danish general election allows for a comprehensive analysis of a less likely case with four male and four female party leaders...... of gender does not increase with age, actually, the opposite is the case among men since younger male voters have smaller sympathy for female party leaders. Furthermore, there is no support for the expectation that voters with more education or with higher levels of political interest and knowledge are more....... Female party leaders are assessed more positively by female voters than male voters both in regard to general party leader sympathy and assessment of specific characteristics, whereas it is not the case that male party leaders are assessed more positively by male voters than female voters. The impact...

  3. Leaders produce leaders and managers produce followers

    Science.gov (United States)

    Khoshhal, Khalid I.; Guraya, Salman Y.

    2016-01-01

    Objectives: To elaborate the desired qualities, traits, and styles of physician’s leadership with a deep insight into the recommended measures to inculcate leadership skills in physicians. Methods: The databases of MEDLINE, EMBASE, CINAHL, and the Cochrane Library were searched for the full-text English-language articles published during the period 2000-2015. Further search, including manual search of grey literature, was conducted from the bibliographic list of all included articles. Medical Subject Headings (MeSH) keywords “Leadership” AND “Leadership traits” AND “Leadership styles” AND “Physicians’ leadership” AND “Tomorrow’s doctors” were used for the literature search. This search followed a step-wise approach defined by the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA). The retrieved bibliographic list was analyzed and non-relevant material such as abstracts, conference proceedings, letters to editor, and short communications were excluded. Finally, 21 articles were selected for this review. Results: The literature search showed a number of leadership courses and formal training programs that can transform doctors to physician leaders. Leaders can inculcate confidence by integrating diverse views and listening; supporting skillful conversations through dialogue and helping others assess their influence and expertise. In addition to their clinical competence, physician leaders need to acquire the industry knowledge (clinical processes, health-care trends, budget), problem-solving skills, and emotional intelligence. Conclusion: This review emphasizes the need for embedding formal leadership courses in the medical curricula for fostering tomorrow doctors’ leadership and organizational skills. The in-house and off-campus training programs and workshops should be arranged for grooming the potential candidates for effective leadership. PMID:27652355

  4. Modeling of X-ray Images and Energy Spectra Produced by Stepping Lightning Leaders

    Science.gov (United States)

    Xu, Wei; Marshall, Robert A.; Celestin, Sebastien; Pasko, Victor P.

    2017-11-01

    Recent ground-based measurements at the International Center for Lightning Research and Testing (ICLRT) have greatly improved our knowledge of the energetics, fluence, and evolution of X-ray emissions during natural cloud-to-ground (CG) and rocket-triggered lightning flashes. In this paper, using Monte Carlo simulations and the response matrix of unshielded detectors in the Thunderstorm Energetic Radiation Array (TERA), we calculate the energy spectra of X-rays as would be detected by TERA and directly compare with the observational data during event MSE 10-01. The good agreement obtained between TERA measurements and theoretical calculations supports the mechanism of X-ray production by thermal runaway electrons during the negative corona flash stage of stepping lightning leaders. Modeling results also suggest that measurements of X-ray bursts can be used to estimate the approximate range of potential drop of lightning leaders. Moreover, the X-ray images produced during the leader stepping process in natural negative CG discharges, including both the evolution and morphological features, are theoretically quantified. We show that the compact emission pattern as recently observed in X-ray images is likely produced by X-rays originating from the source region, and the diffuse emission pattern can be explained by the Compton scattering effects.

  5. The wise leader.

    Science.gov (United States)

    Nonaka, Ikujiro; Takeuchi, Hirotaka

    2011-05-01

    In an era of increasing discontinuity, wise leadership has nearly vanished. Many leaders find it difficult to reinvent their corporations rapidly enough to cope with new technologies, demographic shifts, and consumption trends. They can't develop truly global organizations that operate effortlessly across borders. And they find it tough to ensure that their people adhere to values and ethics. The authors assert that leaders must acquire practical wisdom, or what Aristotle called phronesis: experiential knowledge that enables people to make ethically sound judgments. Wise leaders demonstrate six abilities: (i) They make decisions on the basis of what is good for the organization and for society. (2) They quickly grasp the essence of a situation and fathom the nature and meaning of people, things, and events. (3) They provide contexts in which executives and employees can interact to create new meaning. (4) They employ metaphors and stories to convert their experience into tacit knowledge that others can use. (5) They exert political power to bring people together and spur them to act. (6) They use apprenticeship and mentoring to cultivate practical wisdom in orders.

  6. Constrained deterministic leader-follower mean field control

    NARCIS (Netherlands)

    Möller, L.; Gentile, B.; Parise, F.; Grammatico, S.; Lygeros, J.

    2016-01-01

    We consider a mean field game among a large population of noncooperative agents divided into two categories: leaders and followers. Each agent is subject to heterogeneous convex constraints and minimizes a quadratic cost function; the cost of each leader is affected by the leaders' aggregate

  7. When are transgressing leaders punitively judged? An empirical test.

    Science.gov (United States)

    Shapiro, Debra L; Boss, Alan D; Salas, Silvia; Tangirala, Subrahmaniam; Von Glinow, Mary Ann

    2011-03-01

    Using Hollander's (1958) idiosyncrasy credit theory of leadership as the theoretical backdrop, we examined when and why organizational leaders escape punitive evaluation for their organizational transgressions. In a sample of 162 full-time employees, we found that leaders who were perceived to be more able and inspirationally motivating were less punitively evaluated by employees for leader transgressions. These effects were mediated by the leaders' LMX (leader-member exchange) with their employees. Moreover, the tendency of leaders with higher LMX to escape punitive evaluations for their transgressions was stronger when those leaders were more valued within the organization. Finally, employees who punitively evaluated their leaders were more likely to have turnover intentions and to psychologically withdraw from their organization. Theoretical and practical implications associated with relatively understudied leader-transgression dynamics are discussed. PsycINFO Database Record (c) 2011 APA, all rights reserved.

  8. Positive organisation: The role of leader behaviour in work engagement and retention

    Directory of Open Access Journals (Sweden)

    Fallen Mendes

    2011-05-01

    Research purpose: The aim of this study was to investigate if leader empowering behaviour can positively impact on role clarity, psychological empowerment and work engagement, with the final outcome being the retention of talent. Motivation for the study: In the ever changing work environment organisations place great emphasis on their human capital. The positive organisation utilises specific elements to optimise human capital’s potential. It is therefore important to identify the elements contributing to a positive organisation as well as the elements which lead to the retention of talent. Research design, approach and method: A survey research design was used. A convenience sample (n = 179 was taken from a business unit in a chemical organisation. The Leader Empowering Behaviour Questionnaire, Measures of Role Clarity and Ambiguity Questionnaire, Measuring Empowerment Questionnaire, Utrecht Work Engagement Scale and the Intention to Leave Scale were administered. Main findings: Leader empowering behaviour, role clarity and psychological empowerment predicted work engagement. Role clarity interacted with competence to affect employees’ dedication and interacted with the development of employees to affect absorption. Work engagement predicted employees’ intention to leave. Practical/managerial implications: Organisations should foster the elements of a positive organisation if they want to retain their talent. Contribution/value-add: The results of this research contribute to scientific knowledge about the effects of a positive organisation on retention.

  9. Employees' Perceptions of Their Leaders

    Directory of Open Access Journals (Sweden)

    Golubović-Stojanović Aleksandra

    2016-06-01

    Full Text Available This paper presents the research about employees and the leaders who are included in leading the organization, as an important segment of the modern business. The aim of this research is to show the real picture about presence new strategies of leaders in the organizations, as well as the analysis of the perception of employees about their leaders. The research in business organizations conducted on the sample of leaders and employees. The construction of high-quality questionnaire represents the important segment of modern statistical and business researches. The issues in questionnaire construction are very complex and they are in the focus of all statistical and research methodologies. It was conducted on the sample of at least 250 examinees (employees in bigger companies in Serbia. Research results showed that understanding communication satisfaction, with its link to job satisfaction, should provide an ability to better target resources to improve communication satisfaction issues.

  10. Creative benefits from well-connected leaders: leader social network ties as facilitators of employee radical creativity.

    Science.gov (United States)

    Venkataramani, Vijaya; Richter, Andreas W; Clarke, Ronald

    2014-09-01

    Employee radical creativity critically depends on substantive informational resources from others across the wider organization. We propose that the social network ties of employees' immediate leaders assume a central role in garnering these resources, thereby fostering their employees' radical creativity both independent of and interactively with employees' own network ties. Drawing on data from 214 employees working in 30 teams of a public technology and environmental services organization, we find that team leaders' betweenness centrality in the idea network within their teams as well as among their peer leaders provides creative benefits beyond employees' own internal and external ties. Further, employees' and leaders' ties within and external to the team interactively predict employee radical creativity. Implications for theory and practice are discussed. PsycINFO Database Record (c) 2014 APA, all rights reserved.

  11. The Decision Calculus of Terrorist Leaders

    OpenAIRE

    J. Tyson Chatagnier; Alex Mintz; Yair Samban

    2012-01-01

    This article contributes to the literature on terrorist group decision-making by introducing a new procedure, Applied Decision Analysis, in an attempt to understand how leaders of terrorist organizations make decisions. We examine twenty-three decisions taken by leaders of three terrorist organizations: Al-Qaeda, Hamas, and Hizballah. We also demonstrate the use of the Applied Decision Analysis procedure to uncover the "Decision DNA" or “decision code” of leaders of such organizat...

  12. Beyond the classroom: nurse leader preparation and practices.

    Science.gov (United States)

    O'Connor, Mary

    2011-01-01

    Formal academic education and experience as a nurse are established preparation for the chief nurse executive (CNE) or upcoming nurse leaders. This article proposes that the nurse leader must build on these fundamentals through self-discipline, lifelong learning, and practice. Three critical ingredients are discussed to guide the nurse leader on a life/career for the CNE and the nurse leader at every level. These include fostering relationships, feeding intellectual curiosity, and engaging in self-care practices. These indispensable ingredients of the successful nurse leader serve as an augmentation to formal education and experience for the nurse aspiring to reach the CNE level and beyond as well as for the current CNE mentoring future leaders.

  13. When ethical leader behavior breaks bad: How ethical leader behavior can turn abusive via ego depletion and moral licensing.

    Science.gov (United States)

    Lin, Szu-Han Joanna; Ma, Jingjing; Johnson, Russell E

    2016-06-01

    The literature to date has predominantly focused on the benefits of ethical leader behaviors for recipients (e.g., employees and teams). Adopting an actor-centric perspective, in this study we examined whether exhibiting ethical leader behaviors may come at some cost to leaders. Drawing from ego depletion and moral licensing theories, we explored the potential challenges of ethical leader behavior for actors. Across 2 studies which employed multiwave designs that tracked behaviors over consecutive days, we found that leaders' displays of ethical behavior were positively associated with increases in abusive behavior the following day. This association was mediated by increases in depletion and moral credits owing to their earlier displays of ethical behavior. These results suggest that attention is needed to balance the benefits of ethical leader behaviors for recipients against the challenges that such behaviors pose for actors, which include feelings of mental fatigue and psychological license and ultimately abusive interpersonal behaviors. (PsycINFO Database Record (c) 2016 APA, all rights reserved).

  14. Leaders in space: Mission commanders and crew on the International Space Station

    Science.gov (United States)

    Brcic, Jelena

    Understanding the relationship between leaders and their subordinates is important for building better interpersonal connections, improving group cohesion and cooperation, and increasing task success. This relationship has been examined in many types of groups but not a great amount of analysis has been applied to spaceflight crews. We specifically investigated differences between mission commanders and flight commanders during missions to the International Space Station (ISS). Astronauts and cosmonauts on the ISS participate in long-duration missions (2 to 6 months in length) in which they live and work in close proximity with their 2 or 3 member crews. The leaders are physically distant from their command centres which may result in delay of instructions or important advice. Therefore, the leaders must be able to make quick, sound decisions with unwavering certainty. Potential complications include that the leaders may not be able to exercise their power fully, since material reward or punishment of any one member affects the whole group, and that the leader's actions (or lack thereof) in this isolated, confined environment could create stress in members. To be effective, the mission commander must be able to prevent or alleviate any group conflict and be able to relate to members on an emotional level. Mission commanders and crew are equal in the competencies of spaceflight; therefore, what are the unique characteristics that enable the commanders to fulfill their role? To highlight the differences between commander and crew, astronaut journals, diaries, pre- flight interviews, NASA oral histories, and letters written to family from space were scored and analyzed for values and coping styles. During pre-flight, mission commanders scored higher than other crew members on the values of Stimulation, Security, Universalism, Conformity, Spirituality, and Benevolence, and more often used Self-Control as a coping style. During the long-duration mission on ISS, mission

  15. A Phenomenology of Outdoor Education Leader Experiences

    Science.gov (United States)

    Field, Stephanie C.; Lauzon, Lara L.; Meldrum, John T.

    2016-01-01

    Limited qualitative research exists on the experiences of outdoor education leaders. The purpose of this phenomenological study was to explore the job-related experiences of outdoor education leaders within and outside the workplace. Five participants who had experience as outdoor education leaders completed in-depth, one-on-one interviews about…

  16. Identifying Opinion Leaders to Promote Behavior Change

    Science.gov (United States)

    Valente, Thomas W.; Pumpuang, Patchareeya

    2007-01-01

    This article reviews 10 techniques used to identify opinion leaders to promote behavior change. Opinion leaders can act as gatekeepers for interventions, help change social norms, and accelerate behavior change. Few studies document the manner in which opinion leaders are identified, recruited, and trained to promote health. The authors categorize…

  17. Evaluating pharmacy leader development through the seven action logics.

    Science.gov (United States)

    Philip, Achsah; Desai, Avani; Nguyen, Phouc Anne; Birney, Patrick; Colavecchia, Anthony; Karralli, Rusol; Smith, Lindsey; Lorimer, Dirk; Burgess, Gwen; Munch, Kyle; Daniel, Nelvin; Lionetti, Jason; Garey, Kevin W

    2016-01-15

    Pharmacy leader development over time was analyzed using the seven action logics. As part of an ongoing leadership seminar series, students were required to select a visionary pharmacy leader and conduct a structured interview to evaluate pharmacy leaders' action logics. A standardized questionnaire comprising 13 questions was created by the class. Questions addressed leadership qualities during the leaders' early years, education years, and work years. Transcripts were then coded by two separate trained investigators based on the leader's stage of life to provide a score for each action logic individually over time. Kappa coefficient was used to evaluate interrater agreement. A total of 14 leaders were interviewed. All leaders were currently employed and had won national awards for their contributions to pharmacy practice. Overall, there was 82% agreement between the two evaluators' scores for the various characteristics. Action logics changed based on the leaders' life stage. Using aggregate data from all leader interviews, a progression from lower-order action logics (opportunist, diplomat, expert) to higher-order action logics (strategist, alchemist) was found. Ten leaders (71%) were diplomats during their early years. Six leaders (43%) were experts during their education years, and 4 (29%) were strategists or alchemists. During the third life stage analyzed (the work years), 6 leaders (43%) were strategists, and 2 were alchemists. During their work years, all leaders had a percentage of their answers coded as alchemist (range, 5-22%). Throughout their professional careers, pharmacy leaders continually develop skills through formal education and mentorship that follow action logics. Copyright © 2016 by the American Society of Health-System Pharmacists, Inc. All rights reserved.

  18. Hereditary familial polyposis and Gardner's syndrome: contribution of the odonto-stomatology examination in its diagnosis and a case description.

    Science.gov (United States)

    Chimenos-Küstner, Eduardo; Pascual, Montserrat; Blanco, Ignacio; Finestres, Fernando

    2005-01-01

    Familial Adenomatous Polyposis (FAP) and its phenotype variant, Gardner's syndrome, constitute a rare autosomal dominant inherited disorder. They are characterised by the development, generally during the second and third decades of life, of multiple adenomatous polyps in the colon and rectum. These polyps have a high risk of subsequently becoming malignant, which normally occurs in the third and fourth decades of life. The phenotypical features of FAP can be very variable. As well as colorectal polyps, these individuals can present with extra-colonic symptoms, among which are particularly: gastro-duodenal polyps, dermoid and epidermoid cysts, desmoid tumours, congenital hypertrophy of the retinal pigment epithelium, disorders of the maxillary and skeletal bones and dental anomalies. In this paper the most important aspects of this syndrome are reviewed, showing an example based on a well documented clinical case. The importance of odonto-stomatological examinations should be pointed out, among others, as a means of reaching a presumptive diagnosis, whose confirmation is vital to the patient.

  19. Future Leaders: The Way Forward?

    Science.gov (United States)

    Earley, Peter; Weindling, Dick; Bubb, Sara; Glenn, Meli

    2009-01-01

    The recruitment and retention of senior school leaders is high on the UK Government's agenda with much attention currently being given to succession planning. Future Leaders and other fast track leadership development programmes are, in part, a response to this "crisis" brought about by demographic change--many headteachers are due to…

  20. Stepped-to-dart Leaders in Cloud-to-ground Lightning

    Science.gov (United States)

    Stolzenburg, M.; Marshall, T. C.; Karunarathne, S.; Karunarathna, N.; Warner, T.; Orville, R. E.

    2013-12-01

    Using time-correlated high-speed video (50,000 frames per second) and fast electric field change (5 MegaSamples per second) data for lightning flashes in East-central Florida, we describe an apparently rare type of subsequent leader: a stepped leader that finds and follows a previously used channel. The observed 'stepped-to-dart leaders' occur in three natural negative ground flashes. Stepped-to-dart leader connection altitudes are 3.3, 1.6 and 0.7 km above ground in the three cases. Prior to the stepped-to-dart connection, the advancing leaders have properties typical of stepped leaders. After the connection, the behavior changes almost immediately (within 40-60 us) to dart or dart-stepped leader, with larger amplitude E-change pulses and faster average propagation speeds. In this presentation, we will also describe the upward luminosity after the connection in the prior return stroke channel and in the stepped leader path, along with properties of the return strokes and other leaders in the three flashes.

  1. An Intra-Group Perspective on Leader Preferences

    DEFF Research Database (Denmark)

    Bøggild, Troels; Laustsen, Lasse

    2016-01-01

    This article argues that followers’ preferences for dominant leadership vary according to two types of exploitation risks from other individuals within the group. Previous work demonstrates that contexts of inter-group war and peace make followers prefer dominant- and non-dominant-looking leaders......, respectively. We add an intra-group perspective to this literature. Four original studies demonstrate that contexts with high risks of free-riding and criminal behavior from other group members (i.e., horizontal exploitation) increase preferences for dominant-looking leaders, whereas contexts with high risks...... of unresponsive, self-interested behavior from leaders themselves (i.e., vertical exploitation) decrease preferences for dominant-looking leaders. Moreover, within this framework of intra-group exploitation risks we show that followers prefer leaders from another vis-à-vis their own ethnic coalition to look less...

  2. Tartus alustas tegevust LEADER infokeskus

    Index Scriptorium Estoniae

    2005-01-01

    Tartus alustas tegevust LEADER infokeskus, mille eesmärk on informeerida ja nõustada maakondade omavalitsustöötajate, ettevõtjate ning MTÜde esindajaid, kes on huvitatud Eesti riikliku arengukava meetme "Kohaliku initsiatiivi arendamine - LEADER-tüüpi meetme raames toetuse saamisest ning selleks vajalike partnerlusel põhinevate kohalike tegevusgruppide loomisest"

  3. It takes chutzpah: oncology nurse leaders.

    Science.gov (United States)

    Green, E

    1999-01-01

    Chutzpah, according to the Oxford Dictionary of Current English (1996) is a slang term from the Yiddish language which means shameless audacity. Chutzpah has been used to identify people with courage who take on situations that others avoid and somehow achieve the impossible. Tim Porter-O'Grady (1997) recently wrote that management is dead, and has been replaced by process leadership. Health care organizations have made shifts from hierarchical structures to process or program models where people have dual/multiple reporting/communication relationship. In this new orientation, management functions of controlling, directing, organizing and disciplining are replaced by process leadership functions of coordinating, facilitating, linking and sustaining (Porter O'Grady, 1997). Herein lies the challenge for oncology nurse leaders: "what lies behind us and what lies before us are tiny matters compared to what lies within us" (Ralph Waldo Emerson). Leadership is not a function of job title. The evidence for this is clear in current practice.... There are no/few positions of nurse leaders. Titles have changed to eliminate the professional discipline, and reflect a non-descript orientation. The new titles are process leaders, program leaders, professional practice leaders. Nurse leaders need new points of reference to take in the challenges of influencing, facilitating and linking. Those points of reference are: principle-centered leadership, integrity and chutzpah. This presentation will focus on examining current thinking, defining key characteristics and attributes, and using scenarios to illustrate the impact of leadership. We, as leaders in oncology nursing, must use chutzpah to make positive change and long-term gains for patient care and the profession of nursing.

  4. The failure-tolerant leader.

    Science.gov (United States)

    Farson, Richard; Keyes, Ralph

    2002-08-01

    "The fastest way to succeed," IBM's Thomas Watson, Sr., once said, "is to double your failure rate." In recent years, more and more executives have embraced Watson's point of view, coming to understand what innovators have always known: Failure is a prerequisite to invention. But while companies may grasp the value of making mistakes at the level of corporate practices, they have a harder time accepting the idea at the personal level. People are afraid to fail, and corporate culture reinforces that fear. In this article, psychologist and former Harvard Business School professor Richard Farson and coauthor Ralph Keyes discuss how companies can reduce the fear of miscues. What's crucial is the presence of failure-tolerant leaders--executives who, through their words and actions, help employees overcome their anxieties about making mistakes and, in the process, create a culture of intelligent risk-taking that leads to sustained innovation. Such leaders don't just accept productive failure, they promote it. Drawing from their research in business, politics, sports, and science, the authors identify common practices among failure-tolerant leaders. These leaders break down the social and bureaucratic barriers that separate them from their followers. They engage at a personal level with the people they lead. They avoid giving either praise or criticism, preferring to take a nonjudgmental, analytical posture as they interact with staff. They openly admit their own mistakes rather than trying to cover them up or shifting the blame. And they try to root out the destructive competitiveness built into most organizations. Above all else, failure-tolerant leaders push people to see beyond traditional definitions of success and failure. They know that as long as a person views failure as the opposite of success, rather than its complement, he or she will never be able to take the risks necessary for innovation.

  5. Preparing nurse leaders for 2020.

    Science.gov (United States)

    Huston, Carol

    2008-11-01

    This article highlights eight leadership competencies likely to be an essential part of the nurse leader's repertoire in 2020. Planning for the future is difficult, even when environments are relatively static. When environments are dynamic, the challenges multiply exponentially. Unfortunately, few environments have been more unpredictable in the 21st century than health care. The healthcare system is in chaos, as is much of the business world. It is critical then that contemporary nursing and healthcare leaders identify skill sets that will be needed by nurse leaders in 2020 and begin now to create the educational models and management development programs necessary to assure these skills are present. Essential nurse leader competencies for 2020 include: (i) A global perspective or mindset regarding healthcare and professional nursing issues. (ii) Technology skills which facilitate mobility and portability of relationships, interactions, and operational processes. (iii) Expert decision-making skills rooted in empirical science. (iv) The ability to create organization cultures that permeate quality healthcare and patient/worker safety. (v) Understanding and appropriately intervening in political processes. (vi) Highly developed collaborative and team building skills. (vii) The ability to balance authenticity and performance expectations. (viii) Being able to envision and proactively adapt to a healthcare system characterized by rapid change and chaos. Nursing education programmes and healthcare organizations must be begin now to prepare nurses to be effective leaders in 2020. This will require the formal education and training that are a part of most management development programmes as well as a development of appropriate attitudes through social learning. Proactive succession planning will also be key to having nurse leaders who can respond effectively to the new challenges and opportunities that will be presented to them in 2020.

  6. From the Field: Learning Leaders

    Science.gov (United States)

    Weigel, Kathleen; Jones, Richard

    2015-01-01

    Leadership is essential to successful schools. One of the ways to support effective school leadership is to share ideas and best practices to address the common challenges faced by school leaders. This question and response format addresses common challenges and questions from practicing school leaders in the manner that a mentor might respond to…

  7. Leader-team complementarity: Exploring the interactive effects of leader personality traits and team power distance values on team processes and performance.

    Science.gov (United States)

    Hu, Jia; Judge, Timothy A

    2017-06-01

    Integrating the leader trait perspective with dominance complementarity theory, we propose team power distance as an important boundary condition for the indirect impact of leader extraversion, agreeableness, and conscientiousness on team performance through a team's potency beliefs and through relational identification with the leader. Using time-lagged, 3-source data from 71 teams, we found that leader extraversion had a positive indirect impact on team in-role and extrarole performance through relational identification, but only for high power distance teams; leader conscientiousness had a positive influence on team in-role performance through team potency, but only for high power distance teams; and leader agreeableness had a positive effect on team in-role and extrarole performance via relational identification and on team in-role performance via team potency, but only for low power distance teams. The findings address prior inconsistencies regarding the relationships between leader traits and team effectiveness, identify an important boundary condition and key team processes that bridge the links, and provide a deeper understanding of the role of leader traits in teams. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

  8. Factors supporting dentist leaders' retention in leadership.

    Science.gov (United States)

    Tuononen, T; Lammintakanen, J; Suominen, A L

    2017-12-01

    The aim was to study factors associated with staying in a dentist leadership position. We used an electronic questionnaire to gather data from 156 current or former Finnish dentist leaders in 2014. Principal component analysis categorized statements regarding time usage and opportunities in managerial work into five main components. Associations between these main component scores and the tendency to stay as a leader were analyzed with logistic regression. Out of the five main components, two were significantly associated with staying as a leader: 'career intentions', which represented intent to continue or to leave the leadership position; and 'work time control opportunities', which represented how leaders could control their own work time. Other factors that supported staying were leadership education, more work time available for leadership work, and lower age. The main component 'work pressure' decreased, although not significantly, the odds of continuing; it included lack of leadership work time, and pressure from superiors or subordinates. Leaders have important roles in health care, ensuring everyday operations as well as developing their organizations to meet future challenges. Knowledge of these supporting factors will enable dentist leaders and their organizations to improve working conditions in order to recruit and retain motivated and competent persons. In addition, well-designed education is important to inspire and encourage future leaders. Copyright© 2017 Dennis Barber Ltd.

  9. Conceptualizing clinical nurse leader practice: an interpretive synthesis.

    Science.gov (United States)

    Bender, Miriam

    2016-01-01

    The Institute of Medicine's Future of Nursing report identifies the clinical nurse leader as an innovative new role for meeting higher health-care quality standards. However, specific clinical nurse leader practices influencing documented quality outcomes remain unclear. Lack of practice clarity limits the ability to articulate, implement and measure clinical nurse leader-specific practice and quality outcomes. Interpretive synthesis design and grounded theory analysis were used to develop a theoretical understanding of clinical nurse leader practice that can facilitate systematic and replicable implementation across health-care settings. The core phenomenon of clinical nurse leader practice is continuous clinical leadership, which involves four fundamental activities: facilitating effective ongoing communication; strengthening intra and interprofessional relationships; building and sustaining teams; and supporting staff engagement. Clinical nurse leaders continuously communicate and develop relationships within and across professions to promote and sustain information exchange, engagement, teamwork and effective care processes at the microsystem level. Clinical nurse leader-integrated care delivery systems highlight the benefits of nurse-led models of care for transforming health-care quality. Managers can use this study's findings to frame an implementation strategy that addresses theoretical domains of clinical nurse leader practice to help ensure practice success. © 2015 John Wiley & Sons Ltd.

  10. Leaders Growing Leaders: Designing a Tier-Based Leadership Program for Surgeons.

    Science.gov (United States)

    Torbeck, Laura; Rozycki, Grace; Dunnington, Gary

    2018-02-07

    Leadership has emerged as a crucial component of professional development for physicians in academic medicine. Most leadership skills can be learned and therefore best practices of delivering leadership development are in high demand. For practicing surgeons, specific strategies to teach leadership have been lacking. The purpose of this paper is to describe the structure of a tier-based leadership development program called Leaders Growing Leaders, to identify the major curricular components to each tier including measures and outcomes, and to share lessons learned for those who may want to begin a similar leadership development program. Copyright © 2018 Association of Program Directors in Surgery. Published by Elsevier Inc. All rights reserved.

  11. Electric Substations, Electric substation locations provided to us from Kansas City Power and Light and City of Gardner only at this time. AIMS is working on getting other providers in area. Data is limited to CUE (Collaborative Utility Exchange) Participants and subcontracto, Published in 2004, Johnson County Government.

    Data.gov (United States)

    NSGIC Local Govt | GIS Inventory — Electric Substations dataset current as of 2004. Electric substation locations provided to us from Kansas City Power and Light and City of Gardner only at this time....

  12. Statistics of leaders and lead changes in growing networks

    International Nuclear Information System (INIS)

    Godrèche, C; Grandclaude, H; Luck, J M

    2010-01-01

    We investigate various aspects of the statistics of leaders in growing network models defined by stochastic attachment rules. The leader is the node with highest degree at a given time (or the node which reached that degree first if there are co-leaders). This comprehensive study includes the full distribution of the degree of the leader, its identity, the number of co-leaders, as well as several observables characterizing the whole history of lead changes: number of lead changes, number of distinct leaders, lead persistence probability. We successively consider the following network models: uniform attachment, linear attachment (the Barabási–Albert model), and generalized preferential attachment with initial attractiveness

  13. Auctioning emission permits in a leader-follower setting

    OpenAIRE

    Alvarez, Francisco; André, Francisco J.

    2015-01-01

    We analise emission permit auctions under leader-follower competition when the leader bids strategically and the follower acts as price-taker both at the auction and the secondary market. We obtain linear equilibrium bidding strategies for both firms and a unique equilibrium of the auction, which is optimal ex-post for the leader. Under specific distributional assumptions we conclude that the auction always awards less permits to the leader than the cost-effective amount. Our central result i...

  14. Nurse leaders' perceptions of an approaching organizational change.

    Science.gov (United States)

    Salmela, Susanne; Eriksson, Katie; Fagerström, Lisbeth

    2013-05-01

    The aim of the study was to achieve more profound understanding of nurse leaders' perceptions of an approaching organizational change. We used a three-dimensional hermeneutical method of interpretation to analyze text from 17 interviews. The results suggest that nurse leaders were positive toward and actively engaged in continual change to their units, even though they perceived themselves as mere spectators of the change process. The nurse leaders believed that change might benefit patients and patient care, yet their adaptation lacked deeper engagement. The approaching merger affected the nurse leaders' identities on a deeply personal level. They experienced uneasiness and anxiety with regard to being nurse leaders, the future of nursing care, and their mandate as patient advocates. Nurse leaders are in a critical position to influence the success of organizational change, but the organizations covered in this study were not incorporating their knowledge and experiences into the change.

  15. Leaders' smiles reflect cultural differences in ideal affect.

    Science.gov (United States)

    Tsai, Jeanne L; Ang, Jen Ying Zhen; Blevins, Elizabeth; Goernandt, Julia; Fung, Helene H; Jiang, Da; Elliott, Julian; Kölzer, Anna; Uchida, Yukiko; Lee, Yi-Chen; Lin, Yicheng; Zhang, Xiulan; Govindama, Yolande; Haddouk, Lise

    2016-03-01

    Cultures differ in the emotions they teach their members to value ("ideal affect"). We conducted 3 studies to examine whether leaders' smiles reflect these cultural differences in ideal affect. In Study 1, we compared the smiles of top-ranked American and Chinese government leaders, chief executive officers, and university presidents in their official photos. Consistent with findings that Americans value excitement and other high-arousal positive states more than Chinese, American top-ranked leaders (N = 98) showed more excited smiles than Chinese top-ranked leaders (N = 91) across occupations. In Study 2, we compared the smiles of winning versus losing political candidates and higher versus lower ranking chief executive officers and university presidents in the United States and Taiwan/China. American leaders (N = 223) showed more excited smiles than Taiwanese/Chinese leaders (N = 266), regardless of election outcome or ranking. In Study 3, we administered self-report measures of ideal affect in college student samples from 10 different nations (N = 1,267) and then 8 years later, coded the smiles that legislators from those nations showed in their official photos (N = 3,372). The more nations valued excitement and other high arousal positive states, the more their leaders showed excited smiles; similarly, the more nations valued calm and other low-arousal positive states, the more their leaders showed calm smiles. These results held after controlling for national differences in democratization, human development, and gross domestic product per capita. Together, these findings suggest that leaders' smiles reflect the affective states valued by their cultures. (c) 2016 APA, all rights reserved).

  16. IFOP's survey for the Concorde foundation. Business leaders worry about the energy policy

    International Nuclear Information System (INIS)

    2012-03-01

    In partnership with the French public opinion institute (IFOP), the Concorde foundation has conducted a survey among 600 business leaders. Electricity appears as a fundamental element for companies and industry competitiveness and for French people's buying power. In the coming years, France must hedge against an excessive rise in the electricity price. Therefore, the next energy mix choice will be essential as a too costly kWh would greatly reduce our chances to revitalise our economy. As a conclusion, the Concorde foundation stresses on the importance of not losing one of our few competitive advantages

  17. Leader-Member Exchange Theory in Higher and Distance Education

    Science.gov (United States)

    Power, Robert Leo

    2013-01-01

    Unlike many other prominent leadership theories, leader-member exchange (LMX) theory does not focus on the specific characteristics of an effective organizational leader. Rather, LMX focuses on the nature and quality of the relationships between a leader and his or her individual subordinates. The ideal is for a leader to develop as many…

  18. Types of Leader in Organisation

    Directory of Open Access Journals (Sweden)

    Marian Aurelian Bârgău

    2015-05-01

    Full Text Available Besides leading theories of people in one way or another from different angles reveal the types of leaders who can meet in business management literature contains classifications of management styles, which take into account different criteria or viewpoints. The word “leadership‟ has been used in various aspects of human endeavor such as politics, businesses, academics, social works, etc. Previous views about leadership show it as personal ability. The individual leader traits depend not only on personal abilities and his characteristics, but in special on the characteristics of the situation and environment in which he finds himself. People could become members of an organization in other to achieve certain personal objectives, the extent to which they are active members depends on how they are convinced that their membership will enable them to achieve their predetermined objectives. The leader will support an organization if he believes that through it his personal objectives and goals could be met otherwise the person’s interest will decline. The type leader or style of leading in an organization is one of the factors that play significant role in enhancing or retarding the interest and commitment of the individuals in the organization.

  19. Three Nightmare Traits in Leaders

    Directory of Open Access Journals (Sweden)

    Reinout E. de Vries

    2018-06-01

    Full Text Available This review offers an integration of dark leadership styles with dark personality traits. The core of dark leadership consists of Three Nightmare Traits (TNT—leader dishonesty, leader disagreeableness, and leader carelessness—that are conceptualized as contextualized personality traits aligned with respectively (low honesty-humility, (low agreeableness, and (low conscientiousness. It is argued that the TNT, when combined with high extraversion and low emotionality, can have serious (“explosive” negative consequences for employees and their organizations. A Situation-Trait-Outcome Activation (STOA model is presented in which a description is offered of situations that are attractive to TNT leaders (situation activation, situations that activate TNT traits (trait activation, and the kinds of outcomes that may result from TNT behaviors (outcome activation. Subsequently, the TNT and STOA models are combined to offer a description of the organizational actions that may strengthen or weaken the TNT during six career stages: attraction, selection, socialization, production, promotion, and attrition. Except for mainly negative consequences of the TNT, possible positive consequences of TNT leadership are also explored, and an outline of a research program is offered that may provide answers to the most pressing questions in dark leadership research.

  20. Great War legacies in Serbian culture

    Directory of Open Access Journals (Sweden)

    Milojković-Đurić Jelena

    2015-01-01

    Full Text Available In the aftermath of the Great War, Ivo Andrić published a number of poems, essays and short stories describing the hard-won victorious outcome as transient to the dire reality of the inordinate loss of human lives and suffering. Yet, personal experiences, although perceived as ephemeral, helped to define the historical discourse capturing man’s resolve to persist in his chosen mission. Over time, Serbian literature and fine arts sustained an unfinished dialogue of the past and the present, merging the individual voices with the collective voices to construct the national narrative. The young writer Miloš Crnjanski observed the sights of destruction and despair that seemed to pale in new literary works pertaining to the war. His novel A Diary about Čarnojević was closely related to his own perilous wartime journey as a conscript in the Austrian army. The vastness of Pannonian plains and Galician woods must have invoked a comparison of sorts with another historic chapter recorded in the collective consciousness of his nation: the Great Migration of Serbs led by Patriarch Arsenije III Čarnojević (Crnojević in 1690. The very title of the novel contained a powerful reference to the migration, and its illustrious historic leader which has not been discussed or explored before.

  1. View from the Top: Perspectives on Women in Gastroenterology from Society Leaders.

    Science.gov (United States)

    Schmitt, Colleen M; Allen, John I

    2016-06-01

    Women are making great strides at all levels of medicine, including gastroenterology. The proportion of women members in gastroenterology societies has increased nearly 2-fold and the percent of women trainees is 36%. Although there continue to be challenges for women in academic and community practice, the American Gastroenterological Association, American Society of Gastrointestinal Endoscopy, and other gastroenterology societies have dedicated substantial resources to foster careers of women in gastroenterology and develop women as leaders in our societies. This article outlines ongoing challenges for women in gastroenterology and some key initiatives addressing barriers to success. Copyright © 2016 Elsevier Inc. All rights reserved.

  2. Political leader survival : does competence matter?

    NARCIS (Netherlands)

    Yu, Shu; Jong-A-Pin, Richard

    We examine whether economic and military competence of political leaders affect their duration in office. We introduce leader heterogeneity in the selectorate theory of Bueno de Mesquita et al. (2003) and derive the hypothesis that in the presence of a revolutionary threat, economic competence is

  3. LEADER 2

    DEFF Research Database (Denmark)

    Daniels, G H; Hegedüs, L; Marso, S P

    2015-01-01

    AIMS: To report preliminary data on baseline serum calcitonin concentrations and associated clinical characteristics in a global population with type 2 diabetes before liraglutide or placebo randomization. METHODS: The ongoing LEADER trial has enrolled 9340 people with type 2 diabetes and at high......) baseline serum calcitonin values were 3.9 (1.0 to >7.6) ng/l in men and 1.0 (1.0 to >1) ng/l in women. Serum calcitonin was >10 ng/l in 14.6% of men and in 0.96% of women. In sex-specific multivariable linear analysis of covariance models, a reduced glomerular filtration rate (GFR) was associated...... with higher serum calcitonin concentrations that were statistically significant. A 20 ml/min/1.73 m(2) decrease in estimated GFR (eGFR) was associated with a 14% increase in serum calcitonin in women and an 11% increase in men. CONCLUSIONS: In the LEADER population, the prevalence of elevated serum calcitonin...

  4. Inspiring and Equipping Students to Be Ethical Leaders.

    Science.gov (United States)

    Schwartz, Arthur J

    2015-01-01

    This chapter describes the behaviors of the ethical leader and explores the reasons why leaders do not always act ethically. The chapter also offers five recommendations to help educators integrate the practices of ethical leadership into their work with student leaders. © 2015 Wiley Periodicals, Inc., A Wiley Company.

  5. Health Professions Education Scholarship Unit Leaders as Institutional Entrepreneurs.

    Science.gov (United States)

    Varpio, Lara; O'Brien, Bridget; J Durning, Steven; van der Vleuten, Cees; Gruppen, Larry; Ten Cate, Olle; Humphrey-Murto, Susan; Irby, David M; Hamstra, Stanley J; Hu, Wendy

    2017-08-01

    Health professions education scholarship units (HPESUs) are organizational structures within which a group is substantively engaged in health professions education scholarship. Little research investigates the strategies employed by HPESU administrative leaders to secure and maintain HPESU success. Using institutional entrepreneurship as a theoretical lens, this study asks: Do HPESU administrative leaders act as institutional entrepreneurs (IEs)? This study recontextualizes two preexisting qualitative datasets that comprised interviews with leaders in health professions education in Canada (2011-2012) and Australia and New Zealand (2013-1014). Two researchers iteratively analyzed the data using the institutional entrepreneurship construct until consensus was achieved. A third investigator independently reviewed and contributed to the recontextualized analyses. A summary of the analyses was shared with all authors, and their feedback was incorporated into the final interpretations. HPESU leaders act as IEs in three ways. First, HPESU leaders construct arguments and position statements about how the HPESU resolves an institution's problem(s). This theorization discourse justifies the existence and support of the HPESU. Second, the leaders strategically cultivate relationships with the leader of the institution within which the HPESU sits, the leaders of large academic groups with which the HPESU partners, and the clinician educators who want careers in health professions education. Third, the leaders work to increase the local visibility of the HPESU. Practical insights into how institutional leaders interested in launching an HPESU can harness these findings are discussed.

  6. Role congruity theory of prejudice toward female leaders.

    Science.gov (United States)

    Eagly, Alice H; Karau, Steven J

    2002-07-01

    A role congruity theory of prejudice toward female leaders proposes that perceived incongruity between the female gender role and leadership roles leads to 2 forms of prejudice: (a) perceiving women less favorably than men as potential occupants of leadership roles and (b) evaluating behavior that fulfills the prescriptions of a leader role less favorably when it is enacted by a woman. One consequence is that attitudes are less positive toward female than male leaders and potential leaders. Other consequences are that it is more difficult for women to become leaders and to achieve success in leadership roles. Evidence from varied research paradigms substantiates that these consequences occur, especially in situations that heighten perceptions of incongruity between the female gender role and leadership roles.

  7. Travel opinion leaders and seekers

    DEFF Research Database (Denmark)

    Yoo, Kyung-Hyan; Gretzel, Ulrike; Zach, Florian

    2011-01-01

    While opinion leadership has been recognized as important in tourism, there has been very little empirical research investigating the phenomenon. Given new developments in social media technologies, it is especially important to understand whether travel opinion leadership and seeking are drivers...... of specific social media perceptions and behaviours. Based on an online survey of US online travellers, this paper seeks to identify travel opinion leaders and seekers and their characteristics. Further, the research conducted investigated linkages between travel opinion leadership/seeking and travel social...... media use. The findings suggest that travel opinion leadership and seeking are distinct but connected. Both opinion leaders and seekers are technology savvy, young, educated, involved in travel planning and engaged in social media use for travel. What distinguishes opinion leaders is their greater...

  8. Mood and the evaluation of leaders

    NARCIS (Netherlands)

    Schyns, Birgit; Sanders, Karin

    2003-01-01

    Research on the evaluation of leaders has shown that evaluation ratings are prone to several biases. The present study deals with one possible bias, namely, the relationship between mood and the perception or evaluation of a leader. The affect-as-information framework, which indicates that mood

  9. On angry leaders and agreeable followers: How leader emotion and follower personality shape motivation and team performance.

    NARCIS (Netherlands)

    van Kleef, G.A.; Homan, A.C.; Beersma, B.; van Knippenberg, D.

    2010-01-01

    Do followers perform better when their leader expresses anger or when their leader expresses happiness? We propose that this depends on the follower’s level of agreeableness. Anger is associated with hostility and conflict—states that are at odds with agreeable individuals’ goals. Happiness

  10. School Leaders' Problem Framing: A Sense-Making Approach to Problem-Solving Processes of Beginning School Leaders

    Science.gov (United States)

    Sleegers, Peter; Wassink, Hartger; van Veen, Klaas; Imants, Jeroen

    2009-01-01

    In addition to cognitive research on school leaders' problem solving, this study focuses on the situated and personal nature of problem framing by combining insights from cognitive research on problem solving and sense-making theory. The study reports the results of a case study of two school leaders solving problems in their daily context by…

  11. In praise of the incomplete leader.

    Science.gov (United States)

    Ancona, Deborah; Malone, Thomas W; Orlikowski, Wanda J; Senge, Peter M

    2007-02-01

    Today's top executives are expected to do everything right, from coming up with solutions to unfathomably complex problems to having the charisma and prescience to rally stakeholders around a perfect vision of the future. But no one leader can be all things to all people. It's time to end the myth of the complete leader, say the authors. Those at the top must come to understand their weaknesses as well as their strengths. Only by embracing the ways in which they are incomplete can leaders fill in the gaps in their knowledge with others' skills. The incomplete leader has the confidence and humility to recognize unique talents and perspectives throughout the organization--and to let those qualities shine. The authors' work studying leadership over the past six years has led them to develop a framework of distributed leadership. Within that model, leadership consists of four capabilities: sensemaking, relating, "visioning," and inventing. Sensemaking involves understanding and mapping the context in which a company and its people operate. A leader skilled in this area can quickly identify the complexities of a given situation and explain them to others. The second capability, relating, means being able to build trusting relationships with others through inquiring (listening with intention), advocating (explaining one's own point of view), and connecting (establishing a network of allies who can help a leader accomplish his or her goals). Visioning, the third capability, means coming up with a compelling image of the future. It is a collaborative process that articulates what the members of an organization want to create. Finally, inventing involves developing new ways to bring that vision to life. Rarely will a single person be skilled in all four areas. That's why it's critical that leaders find others who can offset their limitations and complement their strengths. Those who don't will not only bear the burden of leadership alone but will find themselves at the helm

  12. Leader competencies in virtual organization

    OpenAIRE

    Bulinska-Stangrecka, Helena

    2018-01-01

    This paper discusses the competence required in the leadership of virtual organization. The specics of virtual organization presents a challenge to traditional managerial styles. In order to achieve success in virtual environment, a leader must develop specic abilities. This analysis examines the uniqueness of the virtual organization, including team work and management. The last part presents ndings and summaries regarding e€ective e-leadership requirement. A virtual leader ma...

  13. Exploring nurse leader fatigue: a mixed methods study.

    Science.gov (United States)

    Steege, Linsey M; Pinekenstein, Barbara J; Arsenault Knudsen, Élise; Rainbow, Jessica G

    2017-05-01

    To describe hospital nurse leaders' experiences of fatigue. Fatigue is a critical challenge in nursing. Existing literature focuses on staff nurse fatigue, yet nurse leaders are exposed to high demands that may contribute to fatigue and associated risks to patient, nurse and organisational outcomes. A mixed method approach comprising semi-structured interviews and the Occupational Fatigue Exhaustion Recovery scale with 21 nurse administrators (10 nurse managers and 11 nurse executives) from hospitals in a Midwestern state. Most nurse leaders experience fatigue; nurse managers reported higher levels of chronic fatigue. Participants identified multiple sources of fatigue including 24 h accountability and intensity of role expectations, and used a combination of wellness, restorative, social support and boundary setting strategies to cope with fatigue. The consequences of nurse leader fatigue include an impact on decision-making, work-life balance and turnover intent. The high prevalence of nurse leader fatigue could impact the turnover intent of nurse administrators and quality of care. This study highlights the significance and consequences of nurse leader fatigue. As health care organisations continue to raise awareness and establish systems to reduce nurse fatigue, policies and programmes must be adapted to address nurse leader fatigue. © 2017 John Wiley & Sons Ltd.

  14. Interprofessional Care and Role of Team Leaders.

    Science.gov (United States)

    Kaini, B K

    2015-01-01

    Interprofessional care is an essential part of the health service delivery system. It helps to achieve improved care and to deliver the optimal and desired health outcomes by working together, sharing and learning skills. Health care organisation is a collective sum of many leaders and followers. Successful delivery of interprofessional care relies on the contribution of interprofessional care team leaders and health care professionals from all groups. The role of the interprofessional care team leader is vital to ensuring continuity and consistency of care and to mobilise and motivate health care professionals for the effective delivery of health services. Medical professionals usually lead interprofessional care teams. Interprofessional care leaders require various skills and competencies for the successful delivery of interprofessional care.

  15. Leader propagation in uniform background fields in SF6

    International Nuclear Information System (INIS)

    Seeger, M; Niemeyer, L; Bujotzek, M

    2009-01-01

    The breakdown mechanism of compressed SF 6 in gas insulation is known to be controlled by stepped leader propagation. This process is still not well understood in uniform and weakly non-uniform background fields with small electrode protrusions, such as particles or surface roughness. In a previous publication an investigation of partial discharges and breakdown in uniform background fields that focused on streamer and leader inception mechanisms was presented (Seeger et al 2008 J. Phys. D: Appl. Phys. 41 185204). In this paper we present for the first time a physical leader propagation model that consistently describes the observed phenomena in uniform background fields in SF 6 . The model explains two different types of leader breakdown; these can be associated with the precursor and the stem mechanisms. It also yields the parameters of stepped leader propagation, which include step lengths, associated step charges, step times and fields and temperatures in the leader channel. Further, it explains the features of arrested leaders in uniform background fields. The model predicts the range of parameters under which arrested and breakdown leaders occur in good agreement with the experimental data.

  16. Caracterização morfo-anatômica dos órgãos vegetativos de Cattleya walkeriana Gardner (Orchidaceae - DOI: 10.4025/actascibiolsci.v26i1.1664 Morpho-anatomic characterization of vegetative organs of Cattleya walkeriana Gardner (Orchidaceae - DOI: 10.4025/actascibiolsci.v26i1.1664

    Directory of Open Access Journals (Sweden)

    Cláudia Inês da Silva

    2004-04-01

    Full Text Available As espécies de orquídeas epífitas possuem adaptações morfo-anatômicas singulares e que as tornam aptas a ocuparem ambientes onde a escassez de água e de nutrientes é freqüente, como os ramos e troncos das árvores. Nelas são comuns os tecidos especializados para a reserva de água, tanto nas folhas quanto nas raízes e nos pseudobulbos, tendo este estudo o objetivo de caracterizar morfo-anatomicamente os órgãos vegetativos de Cattleya walkeriana Gardner. As folhas são coriáceo-carnosas, revestidas com espessa cutícula, hipostomáticas e com mesofilo tendendo para a dorsi-ventralidade. Nos pseudobulbos, a cutícula e algumas camadas de células subjacentes impermeabilizam o parênquima fundamental, formado por grandes células que reservam água e carboidratos na forma de grãos de amido. Os feixes vasculares são colaterais, tendo os maiores, calotas de fibras em ambos os polos de tecidos condutores. Nas raízes o velame e o tecido cortical estão formados por várias camadas de células, embora tanto a exoderme quanto a endoderme mostrem-se pouco espessadasThe epiphytic orchids species have singular morpho-anatomic adaptations, which enable them to stay in places where water and nutrients scarcity are frequent, such as trees branch and trunk. The tissues specialized in water reservation are common in these species, as much as in leaves, roots and pseudobulbs. This study aimed to distinguish morpho-anatomically the vegetative organs of ,em>Cattleya walkeriana Gardner. Their leaves are coriaceous-fleshy in texture, covered by thick cuticle, hypostomatic and their mesophyll tends to the dorsal-ventral. In the pseudobulbs, the cuticle and some underlying cell layers waterproof the fundamental parenchyma, formed by big cells that reserve water and grains of starch. The vascular bundles are collateral, and the longest ones have sclerenchyma cap in both conductor tissue poles. In the roots, the velamen and the cortical tissue are formed

  17. Rise of an alternative majority against opinion leaders

    Science.gov (United States)

    Tucci, K.; González-Avella, J. C.; Cosenza, M. G.

    2016-03-01

    We investigate the role of opinion leaders or influentials in the collective behavior of a social system. Opinion leaders are characterized by their unidirectional influence on other agents. We employ a model based on Axelrod's dynamics for cultural interaction among social agents that allows for non-interacting states. We find three collective phases in the space of parameters of the system, given by the fraction of opinion leaders and a quantity representing the number of available states: one ordered phase having the state imposed by the leaders; another nontrivial ordered phase consisting of a majority group in a state orthogonal or alternative to that of the opinion leaders, and a disordered phase, where many small groups coexist. We show that the spontaneous rise of an alternative group in the presence of opinion leaders depends on the existence of a minimum number of long-range connections in the underlying network. This phenomenon challenges the common idea that influentials are fundamental to propagation processes in society, such as the formation of public opinion.

  18. Cross-cultural comparison of political leaders' operational codes.

    Science.gov (United States)

    Dirilen-Gumus, Ozlem

    2017-12-01

    This study aims at comparing operational codes (namely, philosophical and instrumental beliefs about the political universe) of political leaders from different cultures. According to Schwartz (2004), cultures can be categorised into 3 dimensions: autonomy-embeddedness, egalitarianism-hierarchy and mastery-harmony. This study draws upon the 1st dimension (akin to the most popular cultural dimension of Hofstede: individualism-collectivism) and focuses on comparing the leaders of autonomous and embedded cultures based on how cooperative/conflictual they are. The main research hypothesis is as follows: the leaders of embedded cultures would be more cooperative than the leaders of autonomous cultures. For this purpose, 3 autonomous cultures (the UK, Canada and Australia) and embedded cultures (Singapore, South Africa and Malaysia) cultures were chosen randomly and the cooperativeness of the correspondent countries' leaders were compared after being profiled by Profiler Plus. The results indicated that the leaders of embedded cultures were significantly more cooperative than autonomous cultures after holding the control variables constant. The findings were discussed in the light of relevant literature. © 2016 International Union of Psychological Science.

  19. Educating Native Students: Inspiring Future Leaders.

    Science.gov (United States)

    Lee, Tiffany

    2003-01-01

    A 7-week summer program for college-bound American Indian students prepares them for college and trains them to become leaders. Through role playing a fictitious Native tribe, students encounter realistic dilemmas similar to those facing tribal governments and realize that tribal leaders' decisions involve many social and political issues…

  20. The Called, Chosen, and Faithful Leader

    Science.gov (United States)

    Davis, Hartwell T. Paul

    2009-01-01

    Leaders are made, not born. Like so many other of life's complex issues, the question of nature vs. nurture in leadership is one that is analyzed, researched, and debated by educators, philosophers, social scientist, and even leaders themselves. Leadership has been dissected as to personality, character, and behavior. Researchers have developed…

  1. How China's Leaders Think The Inside Story of China's Past, Current and Future Leaders

    CERN Document Server

    Kuhn, Robert Lawrence

    2011-01-01

    How China’s next generation of leaders think and what that means for its future China will soon undergo a complete change of senior leaders and this book covers that new generation’s background and ideas based on personal interviews with member of China’s ruling party. It covers the future of state media, culture, the press, religion, science and technology, healthcare, agricultural, and economic and financial issues. For anyone who wants to understand China’s future, this book offers valuable insight.

  2. Commander’s Handbook for Unit Leader Development

    Science.gov (United States)

    2007-07-02

    Transforming Organizations: Growing Leaders for Tomorrow. Mahwah, NJ: Lawrence Erlbaum Associates. Kolb , D. (1984). Experiential learning : Experiences...development tools, job aides, or other on-the-job leader development interventions. Implicitly, the handbook employs adult learning theory to engage...most effective and efficient methods of leader development for a unit environment. Principles of adult learning theory were then applied to

  3. Types of Leader in Organisation

    OpenAIRE

    Marian Aurelian Bârgău

    2015-01-01

    Besides leading theories of people in one way or another from different angles reveal the types of leaders who can meet in business management literature contains classifications of management styles, which take into account different criteria or viewpoints. The word “leadership‟ has been used in various aspects of human endeavor such as politics, businesses, academics, social works, etc. Previous views about leadership show it as personal ability. The individual leader traits dep...

  4. Leaders' mental health at work: Empirical, methodological, and policy directions.

    Science.gov (United States)

    Barling, Julian; Cloutier, Anika

    2017-07-01

    While employees' mental health is the focus of considerable attention from researchers, the public, and policymakers, leaders' mental health has almost escaped attention. We start by considering several reasons for this, followed by discussions of the effects of leaders' mental health on their own leadership behaviors, the emotional toll of high-quality leadership, and interventions to enhance leaders' mental health. We offer 8 possible directions for future research on leaders' mental health. Finally, we discuss methodological obstacles encountered when investigating leaders' mental health, and policy dilemmas raised by leaders' mental health. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

  5. Senior Leader Credibility

    National Research Council Canada - National Science Library

    Moosmann, Christopher

    2000-01-01

    .... Leadership at senior levels involves a different type of work than at lower organizational levels and this requires leaders to possess a different set of skills, knowledge, and attributes in order to be successful...

  6. Self-Esteem, Tenure, and Narcissistic Leader's Performance

    Directory of Open Access Journals (Sweden)

    Hanna Peltokangas

    2016-01-01

    Full Text Available This study investigates the associations between the narcissistic leader and performance and the moderating effect of a leader’s tenure and self-esteem. The hypothesis were studied with Pearson correlations and stepwise hierarchical multiple regression analyses (n=203. The moderating effect of leader’s tenure on the relationship between narcissism and leader performance was confirmed. The narcissistic leader’s performance tends to be positively evaluated only because the leader has held the position for a very short period. Self-esteem exhibited a very strong correlation to leader performance. The results support the view that narcissism is a personality dimension, albeit one that is not necessarily pathological. The results of this study suggest it would be wise to add Rorschach Comprehensive System (RCS to the tools available in the personnel assessment situation.

  7. Understanding the relationship between followers and leaders.

    Science.gov (United States)

    Kean, Susanne; Haycock-Stuart, Elaine

    2011-12-01

    Contemporary healthcare policies tend to imply that successful leadership can be attributed to a single leader. Such an understanding of leadership ignores the significant contribution followers make to successful leadership and their influence on leaders. In reality, followers rarely simply follow leaders. Following is a complex process that depends on the context and involves followers making judgements about prospective leaders while deciding whether or not to follow them. This interdependence is ignored all too often or misunderstood by those who see leadership as something that can resolve the problems of the NHS. Using data from a study of leadership in community nursing in which the authors were involved, they argue that senior staff who ignore followers and their contribution to leadership do so at the peril of their organisations.

  8. On the Simulation of the Interception of Lightning Dart Leaders

    OpenAIRE

    Long, Mengni; Becerra, Marley; Thottappillil, Rajeev

    2015-01-01

    This paper presents the numerical evaluation of the propagation of positive upward connecting leaders under the influence of lightning dart leaders. The simulation is performed with the self-consistent leader inception and propagation model - SLIM-. An analytical expression is derived for calculating the charge per unit length required to thermalize a new upward leader segment. The simulation is validated with two dart leader attachment events in a lightning triggering experiment reported in ...

  9. Future Leaders Institute: Rising Leaders and the AACC Competencies

    Science.gov (United States)

    Wallin, Desna L.

    2012-01-01

    The overall mission of the American Association of Community Colleges (AACC) is "Building a Nation of Learners by Advancing America's Community Colleges." A significant component of this mission statement involves the development of leadership. The AACC believes that leadership can be learned and is committed to supporting and growing leaders. In…

  10. Leader communication approaches and patient safety: An integrated model.

    Science.gov (United States)

    Mattson, Malin; Hellgren, Johnny; Göransson, Sara

    2015-06-01

    Leader communication is known to influence a number of employee behaviors. When it comes to the relationship between leader communication and safety, the evidence is more scarce and ambiguous. The aim of the present study is to investigate whether and in what way leader communication relates to safety outcomes. The study examines two leader communication approaches: leader safety priority communication and feedback to subordinates. These approaches were assumed to affect safety outcomes via different employee behaviors. Questionnaire data, collected from 221 employees at two hospital wards, were analyzed using structural equation modeling. The two examined communication approaches were both positively related to safety outcomes, although leader safety priority communication was mediated by employee compliance and feedback communication by organizational citizenship behaviors. The findings suggest that leader communication plays a vital role in improving organizational and patient safety and that different communication approaches seem to positively affect different but equally essential employee safety behaviors. The results highlights the necessity for leaders to engage in one-way communication of safety values as well as in more relational feedback communication with their subordinates in order to enhance patient safety. Copyright © 2015 Elsevier Ltd. and National Safety Council. Published by Elsevier Ltd. All rights reserved.

  11. Leaders in Interdependent Contexts Suppress Nonverbal Assertiveness: A Multilevel Analysis of Japanese University Club Leaders' and Members' Rank Signaling.

    Science.gov (United States)

    Ito, Atsuki; Gobel, Matthias S; Uchida, Yukiko

    2018-01-01

    Previous research has shown that leadership is signaled through nonverbal assertiveness. However, those studies have been mostly conducted in individualistic cultural contexts, such as in the U.S. Here, we suggest that one important strategy for goal attainment in collectivistic cultures is for leaders to self-regulate their behaviors. Thus, contrary to the previous evidence from individualistic cultural contexts, in collectivistic cultural contexts, leaders might suppress nonverbal assertiveness. To test this possibility, we assessed nonverbal behaviors (NVB) of Japanese leaders and members, and how they were evaluated by observers. We recruited Japanese leaders and members of university clubs and video-recorded them while introducing their club. Then, we coded their nonverbal rank signaling behavior. Finally, we asked a new set of naïve observers to watch these video-clips and to judge targets' suitability for being possible club leaders. Results of a multilevel analysis (level 1: individual participants, level 2: clubs) suggested that the more the club culture focused on tasks (rather than relationships), the more likely were leaders (but not members) of those clubs to suppress their nonverbal assertiveness. Naïve observers judged individuals who restrained from emitting nonverbal assertiveness as being more suitable and worthy club leaders. Thus, our findings demonstrate the cultural fit between contextual effects at the collective level (i.e., cultural orientation of a group) and the signaling and perceiving of social ranks at the individual level (i.e., suppression of nonverbal assertiveness). We discuss the importance of studying the cultural fit between the collective reality that people inhabit and people's psychology for future research in cultural psychology.

  12. Leaders in Interdependent Contexts Suppress Nonverbal Assertiveness: A Multilevel Analysis of Japanese University Club Leaders' and Members' Rank Signaling

    Directory of Open Access Journals (Sweden)

    Atsuki Ito

    2018-05-01

    Full Text Available Previous research has shown that leadership is signaled through nonverbal assertiveness. However, those studies have been mostly conducted in individualistic cultural contexts, such as in the U.S. Here, we suggest that one important strategy for goal attainment in collectivistic cultures is for leaders to self-regulate their behaviors. Thus, contrary to the previous evidence from individualistic cultural contexts, in collectivistic cultural contexts, leaders might suppress nonverbal assertiveness. To test this possibility, we assessed nonverbal behaviors (NVB of Japanese leaders and members, and how they were evaluated by observers. We recruited Japanese leaders and members of university clubs and video-recorded them while introducing their club. Then, we coded their nonverbal rank signaling behavior. Finally, we asked a new set of naïve observers to watch these video-clips and to judge targets' suitability for being possible club leaders. Results of a multilevel analysis (level 1: individual participants, level 2: clubs suggested that the more the club culture focused on tasks (rather than relationships, the more likely were leaders (but not members of those clubs to suppress their nonverbal assertiveness. Naïve observers judged individuals who restrained from emitting nonverbal assertiveness as being more suitable and worthy club leaders. Thus, our findings demonstrate the cultural fit between contextual effects at the collective level (i.e., cultural orientation of a group and the signaling and perceiving of social ranks at the individual level (i.e., suppression of nonverbal assertiveness. We discuss the importance of studying the cultural fit between the collective reality that people inhabit and people's psychology for future research in cultural psychology.

  13. The experiences of leaders of self-management courses in Queensland: exploring Health Professional and Peer Leaders' perceptions of working together.

    Science.gov (United States)

    Catalano, Tara; Kendall, Elizabeth; Vandenberg, Avanka; Hunter, Beth

    2009-03-01

    This paper describes the experiences of volunteers who have been trained to deliver the Stanford Chronic Disease Self-Management Program course. In Queensland, Australia, Leaders usually work in pairs (a Health Professional Leader (HPL) and a Peer Leader (PL)). Qualitative data were collected to explore volunteers' experiences as Leaders and their opinions about working together to deliver self-management courses. The data were collected from September 2005 to December 2005. In-depth, semistructured telephone interviews were conducted with a purposive sample of 34 Leaders (17 PL, 17 HPLs). Thematic analysis revealed two core themes that described Leaders' perceptions and experiences of working relationships between HPLs and PLs: (i) The Value of Working Together and (2) Relationship Tensions. Both HPLs and PLs believed that working together represented 'the best of both worlds' and that the combination of peers and health professionals enhanced the sustainability of the approach. However, a number of tensions were revealed that undermined the development and sustainability of these working relationships. From HPLs' perspective, the benefits of working with volunteer PLs did not always justify the 'burden'. Finding the 'right person' for the PL role was difficult and a higher value was often placed on the contribution of professionals. The tensions that were most prominent for PLs were grounded in the disparity between their status and that of HPLs, their lack of ownership over courses coupled with lack of a strong voice in the co-Leader relationship, and the absence of connection and engagement among Leaders. Working relationships between HPLs and PLs have potential to deliver positive outcomes for people with chronic disease, but the current study has highlighted the necessity of developing a culture of mutual respect and a system that values both forms of knowledge and expertise (i.e. experiential and professional).

  14. The five messages leaders must manage.

    Science.gov (United States)

    Hamm, John

    2006-05-01

    If you want to know why so many organizations sink into chaos, look no further than their leaders' mouths. Over and over, leaders present grand, overarching-yet fuzzy-notions of where they think the company is going. They assume everyone shares their definitions of"vision;" "accountability," and "results". The result is often sloppy behavior and misalignment that can cost a company dearly. Effective communication is a leader's most critical tool for doing the essential job of leadership: inspiring the organization to take responsibility for creating a better future. Five topics wield extraordinary influence within a company: organizational structure and hierarchy, financial results, the leader's sense of his or her job, time management, and corporate culture. Properly defined, disseminated, and controlled, these topics give the leader opportunities for increased accountability and substantially better performance. For example, one CEO always keeps communications about hierarchy admirably brief and to the point. When he realized he needed to realign internal resources, he told the staff: "I'm changing the structure of resources so that we can execute more effectively." After unveiling a new organization chart, he said, "It's 10:45. You have until noon to be annoyed, should that be your reaction. At noon, pizza will be served. At one o'clock, we go to work in our new positions." The most effective leaders ask themselves, "What needs to happen today to get where we want to go? What vague belief or notion can I clarify or debunk?" A CEO who communicates precisely to ten direct reports, each of whom communicates with equal precision to 40 other employees, aligns the organization's commitment and energy with a well-understood vision of the firm's real goals and opportunities.

  15. Managers and leaders: are they different?

    Science.gov (United States)

    Zaleznik, Abraham

    2004-01-01

    The traditional view of management, back in 1977 when Abraham Zaleznik wrote this article, centered on organizational structure and processes. Managerial development at the time focused exclusively on building competence, control, and the appropriate balance of power. That view, Zaleznik argued, omitted the essential leadership elements of inspiration, vision, and human passion which drive corporate success. The difference between managers and leaders, he wrote, lies in the conceptions they hold, deep in their psyches, of chaos and order. Managers embrace process, seek stability and control, and instinctively try to resolve problems quickly--sometimes before they fully understand a problems significance. Leaders, in contrast, tolerate chaos and lack of structure and are willing to delay closure to understand the issues more fully. In this way, Zaleznik argued, business leaders have much more in common with artists, scientists, and other creative thinkers than they do with managers. Organizations need both managers and leaders to succeed, but developing both requires a reduced focus on logic and strategic exercises in favor of an environment where creativity and imagination are permitted to flourish.

  16. Internationalization in schools - perspectives of school leaders

    DEFF Research Database (Denmark)

    Egekvist, Ulla Egidiussen; Lyngdorf, Niels Erik; Du, Xiangyun

    2017-01-01

    This paper explores how internationalization ideas in primary and lower secondary schools can be developed through the acquisition of international experience abroad by leaders. The study was inspired by existing literature on internationalization and leadership, and theories of experiential...... learning and reflection. Empirically, qualitative material was derived from a study of nineteen Danish school leaders participating in an eight-day delegation visit to China. This study shows that international experience for leaders can be used to develop ideas for internationalization at the school level...

  17. Educational Leaders and Inclusive Education: Perceptions, Roles, and Responsibilities

    Science.gov (United States)

    Romanuck Murphy, Cammy

    2018-01-01

    This three article dissertation explores educational leaders' perceptions, roles, and responsibilities associated with inclusive special education. Educational leaders include district leaders involved in the special education decision-making process, principals, and assistant principals. Article one provides a detailed literature review outlining…

  18. Gender differences in the perceived effectiveness of narcissistic leaders

    NARCIS (Netherlands)

    de Hoogh, A.H.B.; den Hartog, D.N.; Nevicka, B.

    2015-01-01

    Researchers have obtained inconsistent results on the relationship between leader narcissism and leader effectiveness evaluations. Here we draw on social role theory and recent findings on prescriptive gender stereotypes to propose that leader's and follower's gender influence the degree to which

  19. "They Were Really Looking for a Male Leader for the Building": Gender, Identity and Leadership Development in a Principal Preparation Program.

    Science.gov (United States)

    Burton, Laura J; Weiner, Jennie M

    2016-01-01

    This study utilized a comparative case study analysis to investigate how gender influenced the experiences of participants in a leadership development program (principal preparation program) designed to lead public K-12 schools identified as requiring turnaround. We closely focused on two participants, a man and a woman, and compared the ways each participant made meaning of his/her experiences as developing leaders in the program. Although both participants conceptualized effective leadership in similar communally-oriented ways, the way they came to construct their identities as leaders varied greatly. These differences were largely influenced by different and, what appeared to be, gendered feedback occurring during the program and when participants entered the job market.

  20. They were really looking for a male leader for the building: Gender, identity and leadership development in a principal preparation program.

    Directory of Open Access Journals (Sweden)

    Laura J Burton

    2016-02-01

    Full Text Available This study utilized a comparative case study analysis to investigate how gender influenced the experiences of participants in a leadership development program (principal preparation program designed to lead public K-12 schools identified as requiring turnaround. We closely focused on two participants, a man and a woman, and compared the ways each participant made meaning of his/her experiences as developing leaders in the program. Although both participants conceptualized effective leadership in similar communally-oriented ways, the way they came to construct their identities as leaders varied greatly. These differences were largely influenced by different and, what appeared to be, gendered feedback occurring during the program and when participants entered the job market.

  1. Modeling the stepping mechanism in negative lightning leaders

    Science.gov (United States)

    Iudin, Dmitry; Syssoev, Artem; Davydenko, Stanislav; Rakov, Vladimir

    2017-04-01

    It is well-known that the negative leaders develop in a step manner using a mechanism of the so-called space leaders in contrary to positive ones, which propagate continuously. Despite this fact has been known for about a hundred years till now no one had developed any plausible model explaining this asymmetry. In this study we suggest a model of the stepped development of the negative lightning leader which for the first time allows carrying out the numerical simulation of its evolution. The model is based on the probability approach and description of temporal evolution of the discharge channels. One of the key features of our model is accounting for the presence of so called space streamers/leaders which play a fundamental role in the formation of negative leader's steps. Their appearance becomes possible due to the accounting of potential influence of the space charge injected into the discharge gap by the streamer corona. The model takes into account an asymmetry of properties of negative and positive streamers which is based on well-known from numerous laboratory measurements fact that positive streamers need about twice weaker electric field to appear and propagate as compared to negative ones. An extinction of the conducting channel as a possible way of its evolution is also taken into account. This allows us to describe the leader channel's sheath formation. To verify the morphology and characteristics of the model discharge, we use the results of the high-speed video observations of natural negative stepped leaders. We can conclude that the key properties of the model and natural negative leaders are very similar.

  2. Learning Leadership: Becoming an Outdoor Leader

    Science.gov (United States)

    Enoksen, Elisabeth; Lynch, Pip

    2018-01-01

    Recent leadership research has demonstrated a need for better understanding the process of becominga leader because it might be qualitatively different to being a leader. If so, there is likely to be a need for pedagogies designed deliberately to support first-time outdoor leadership experiences and any such pedagogies must be informed by the…

  3. Adiabatic decay of internal solitons due to Earth's rotation within the framework of the Gardner-Ostrovsky equation

    Science.gov (United States)

    Obregon, Maria; Raj, Nawin; Stepanyants, Yury

    2018-03-01

    The adiabatic decay of different types of internal wave solitons caused by the Earth's rotation is studied within the framework of the Gardner-Ostrovsky equation. The governing equation describing such processes includes quadratic and cubic nonlinear terms, as well as the Boussinesq and Coriolis dispersions: (ut + c ux + α u ux + α1 u2 ux + β uxxx)x = γ u. It is shown that at the early stage of evolution solitons gradually decay under the influence of weak Earth's rotation described by the parameter γ. The characteristic decay time is derived for different types of solitons for positive and negative coefficients of cubic nonlinearity α1 (both signs of that parameter may occur in the oceans). The coefficient of quadratic nonlinearity α determines only a polarity of solitary wave when α1 0. It is found that the adiabatic theory describes well the decay of solitons having bell-shaped profiles. In contrast to that, large amplitude table-top solitons, which can exist when α1 is negative, are structurally unstable. Under the influence of Earth's rotation, they transfer first to the bell-shaped solitons, which decay then adiabatically. Estimates of the characteristic decay time of internal solitons are presented for the real oceanographic conditions.

  4. The Nurse Leader Role in Crisis Management.

    Science.gov (United States)

    Edmonson, Cole; Sumagaysay, Dio; Cueman, Marie; Chappell, Stacey

    2016-09-01

    Leaders from the American Organization of Nurse Executives describe the dynamic state of today's healthcare system related to crisis management. Adaptive leadership, driven by strong values and morality, can guide leaders and organizations through the most difficult times.

  5. 20 CFR 404.1010 - Farm crew leader as employer.

    Science.gov (United States)

    2010-04-01

    ... DISABILITY INSURANCE (1950- ) Employment, Wages, Self-Employment, and Self-Employment Income Employment § 404... leader's or the farm operator's), the crew leader is deemed to be the employer of the workers and is self... determine the crew leader's status. Work Excluded From Employment ...

  6. Predicting Market Direction from Direct Speech by Business Leaders

    OpenAIRE

    Drury, Brett M.; Almeida, José João

    2012-01-01

    Direct quotations from business leaders can communicate to the wider public the latent state of their organization as well as the beliefs of the organization's leaders. Candid quotes from business leaders can have dramatic effects upon the share price of their organization. For example, Gerald Ratner in 1991 stated that his company's products were crap and consequently his company (Ratners) lost in excess of 500 million pounds in market value. Information in quotes from business leaders can b...

  7. The Correlation between Leadership Style and Leader Power

    Science.gov (United States)

    2016-04-22

    Article 3. DATES COVERED (From - To) 1 February 2015-31 October 2015 4. TITLE AND SUBTITLE The Correlation between Leadership Style and Leader Power...Transformational and Transactional leadership style and leader power. Leadership style was measured by the Multifactor Leadership Questionnaire (MLQ...between the factors representing Leadership Style and Leader Power. The CFA results are contrary to developer’s theories of both scales, but are

  8. Reshaping Millennials As Future Leaders Of The Marine Corps

    Science.gov (United States)

    2016-08-04

    transforms people because it aids leaders in understanding individual emotions , values, and ethics, establishing standards, and achieving long-term goals...According to Bass and Riggio,41 leaders use inspirational motivation to build emotional commitment to a mission or goal. The transformational leader...9 Inspirational Motivation

  9. Welfare Comparison of Leader-Follower Models in a Mixed Duopoly

    Directory of Open Access Journals (Sweden)

    Aiyuan Tao

    2013-01-01

    Full Text Available In the standard leader-follower duopoly models with otherwise symmetric firms, the market outcome and total welfare are the same whichever firm is the leader. This paper studies and compares total welfare in a sequential-move mixed duopoly when either the public firm or the private firm acts as the leader. It is found that the fact that which firm is the leader affects total welfare and that whether firms compete in quantity or price also affects the optimal choice of market leader.

  10. Mechanism for propagation of the step leader of streak lightning

    International Nuclear Information System (INIS)

    Golubev, A.I.; Zolotovskil, V.I.; Ivanovskil, A.V.

    1992-01-01

    A hypothetical scheme for the development of the step leader of streak lightning is discussed. The mathematical problem of modeling the propagation of the leader in this scheme is stated. The main parameters of the leader are estimated: the length and propagation velocity of the step, the average propagation velocity, etc. This is compared with data from observations in nature. The propagation of the leader is simulated numerically. Results of the calculation are presented for two 'flashes' of the step leader. 25 refs., 6 figs

  11. LEADER VS MANAGER. INFLUENCES AND CONTRIBUTIONS TO TEAM DEVELOPMENT.

    Directory of Open Access Journals (Sweden)

    Madlena NEN

    2015-06-01

    Full Text Available When exposed to the theoretic leadership concepts, it is rather rare that managers - either already acting or pursuing this role – don’t identify themselves as leaders. A leader is a person who motivates , supports and listens. To be a leader means to mobilize human resources , to establish a direction emerged from a personal vision on the evolution of things, to have the power to transform this vision into reality. And yet, real leaders are far more rare than most managers are ready to admit. Both have their added value within an organization and in practice it’s rather challenging to see things moving ahead without having both roles pulling together. So far, a leader's skills are necessary to deal with the ambiguities and uncertainties with which they are accustomed. Another aspect is the strategic positioning in case of conflict . This paper aims to identify the influences of a leader in team building.

  12. The servant leader: a higher calling for dental professionals.

    Science.gov (United States)

    Certosimo, Fred

    2009-09-01

    The dental profession is guided by normative principles that provide guidance to our leaders and practicing dentists in addressing the needs of patients and the profession, yet there is room for incorporating new ideas that help dental professionals meet their professional obligations. The purpose of this essay is to discuss the concept of "servant leadership," especially in contrast with "self-serving leaders," and to suggest that servant leadership is consistent with the high ethical and professional ideals of the dental profession. The servant leader is the antithesis of the self-serving leader, who incessantly seeks more power and acquisition of material possessions. The servant leader's highest priority is the people (patients/students/customers) he or she serves. The concept of the servant-leader can take us away from self-serving, top-down leadership and encourage us to think harder about how to respect, value, and motivate people and ultimately provide better service to our patients.

  13. The survival of the great financial journalism

    Directory of Open Access Journals (Sweden)

    Elvira CALVO GUTIÉRREZ

    2014-07-01

    Full Text Available Traditionally, the economic international journalism has had in the Anglo-Saxon groups Dow Jones (USA and Pearson (Great Britain, publishers of The Wall Street and Financial Times respectively, his big world models. Nevertheless, the new century has brought enormous convulsions to the sector, to the newspapaers of elite and big agencies specialized in economic information as Reuters, Thomson or Bloomberg. To the battle in Internet, there add the expansion of the informative economic power and the changes of mentality of the companies and of the audiences. All this has derived in a fierce war led by the big leaders who, with more than one century of tradition someones, have been object of sales or mergers, financial indispensable operations to be able to adapt to the new times. The aim of this article is to analyze the path of the great economic journalism, with special dedication to two fronts: one, to know how these neswspapers of elite are positioned in the network; other one, the dilemma between continuing being a journalism of quality, rigorous, cosmopolitan and expensive of supporting, or to change towards an ideological, gruesome journalism or amarillista that, since in other specialities, also has spread between the financial journalism

  14. Romance of Leadership as a Leader Emergence Predictor

    Science.gov (United States)

    2008-03-01

    personality trait that has shown potential in predicting leader emergence is locus of control (Anderson & Schneier, 1978; Johnson, Luthans ...leaderless group. In general terms, it appears that an individual’s view of leaders (and the inspiration to become one), could possibly affect his or... inspire them to “step up” and become leaders themselves, not at all dissimilar from the natural tendency to mimic behaviors of those held in high

  15. The Quality Of Leader/Employee Relationship

    Directory of Open Access Journals (Sweden)

    F. J. Carstens

    2006-11-01

    Full Text Available This study set out to investigate what role the quality of the relationship between business leaders and their employees played in the performance of their business. The study compared the business performance of forty-five area managers in one of the major listed banks in South Africa with their specific leader/employee relationship profiles. The research approach was quantitative and of a correlational nature. The results indicate that although certain elements within the relationship between business leaders and employees indeed have an influence on business performance this alone was not a sufficient condition. The study suggested that the dimensions relating to vision, trust, accountability and decision- making have the strongest influence on business performance. Further research in this area is suggested.

  16. Model checking the HAVi leader election protocol

    NARCIS (Netherlands)

    J.M.T. Romijn (Judi)

    1999-01-01

    textabstractThe HAVi specification proposes an architecture for audio/video interoperability in home networks. Part of the HAVi specification is a distributed leader election protocol. We have modelled this leader election protocol in Promela and Lotos and have checked several properties with the

  17. Collaborating with nurse leaders to develop patient safety practices.

    Science.gov (United States)

    Kanerva, Anne; Kivinen, Tuula; Lammintakanen, Johanna

    2017-07-03

    Purpose The organisational level and leadership development are crucial elements in advancing patient safety, because patient safety weaknesses are often caused by system failures. However, little is known about how frontline leader and director teams can be supported to develop patient safety practices. The purpose of this study is to describe the patient safety development process carried out by nursing leaders and directors. The research questions were: how the chosen development areas progressed in six months' time and how nursing leaders view the participatory development process. Design/methodology/approach Participatory action research was used to engage frontline nursing leaders and directors into developing patient safety practices. Semi-structured group interviews ( N = 10) were used in data collection at the end of a six-month action cycle, and data were analysed using content analysis. Findings The participatory development process enhanced collaboration and gave leaders insights into patient safety as a part of the hospital system and their role in advancing it. The chosen development areas advanced to different extents, with the greatest improvements in those areas with simple guidelines to follow and in which the leaders were most participative. The features of high-reliability organisation were moderately identified in the nursing leaders' actions and views. For example, acting as a change agent to implement patient safety practices was challenging. Participatory methods can be used to support leaders into advancing patient safety. However, it is important that the participants are familiar with the method, and there are enough facilitators to steer development processes. Originality/value Research brings more knowledge of how leaders can increase their effectiveness in advancing patient safety and promoting high-reliability organisation features in the healthcare organisation.

  18. How do leaders react when treated unfairly? Leader narcissism and self-interested behavior in response to unfair treatment.

    Science.gov (United States)

    Liu, Haiyang; Chiang, Jack Ting-Ju; Fehr, Ryan; Xu, Minya; Wang, Siting

    2017-11-01

    In this article we employ a trait activation framework to examine how unfairness perceptions influence narcissistic leaders' self-interested behavior, and the downstream implications of these effects for employees' pro-social and voice behaviors. Specifically, we propose that narcissistic leaders are particularly likely to engage in self-interested behavior when they perceive that their organizations treat them unfairly, and that this self-interested behavior in turn decreases followers' pro-social behavior and voice. Data from a multisource, time-lagged survey of 211 team leaders and 1,205 subordinates provided support for the hypothesized model. Implications for theory and practice are discussed. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

  19. 1995 Emerging Leaders in Healthcare. The new leaders: Gita Budd, Colene Daniel, Elizabeth Gallup, Scott Wordelman.

    Science.gov (United States)

    Southwick, K

    1995-01-01

    Fierce pressures for cost containment. Demands for quality improvements. The drive toward patient-centered care. The push for community involvement. Insistent voices of payers, patients, consumers, physicians. Accumulated tensions amid the chaos of change. Balancing all of these demands while inspiring and encouraging the professionals and other workers within the healthcare organization requires a high level of leadership ability. One that insists on the best from everyone involved in a healthcare system--from physicians to staff, nurses to social workers. And then strives for more. The four young executives who are this year's Emerging Leaders in Healthcare have all pushed their systems beyond traditional boundaries into new territory, helping their patients, their employees, their physicians, and their communities rise to new levels of achievement. At the same time, these leaders emphasize teamwork and consensus-style management, so that their co-workers feel like they're participating in the changes, not being victimized by them. Gita Budd, Colene Daniel, Elizabeth Gallup, and Scott Wordelman are winners of the 1995 award from The Healthcare Forum and Korn/Ferry International that honors ¿dynamic, decisive young leaders (under 40) with the proven ability to nurture the growth of the industry.¿ Korn/Ferry International and The Healthcare Forum are proud to present 1995's Emerging Leaders.

  20. Water Cluster Leaders Meeting Summary Report 2016

    Science.gov (United States)

    As part of its efforts to support environmental technology innovation clusters, U.S. EPA hosted a Water Technology Innovation Cluster Leaders Meeting on September 25, 2016, in New Orleans, Louisiana. The meeting was an opportunity for cluster leaders from across the globe to meet...

  1. Learn to Lead: Mapping Workplace Learning of School Leaders

    Science.gov (United States)

    Hulsbos, Frank Arnoud; Evers, Arnoud Theodoor; Kessels, Joseph Willem Marie

    2016-01-01

    In recent years policy makers' interest in the professional development of school leaders has grown considerably. Although we know some aspect of formal educational programs for school leaders, little is known about school leaders' incidental and non-formal learning in the workplace. This study aims to grasp what workplace learning activities…

  2. Transformational leadership practices of nurse leaders in professional nursing associations.

    Science.gov (United States)

    Ross, Erin J; Fitzpatrick, Joyce J; Click, Elizabeth R; Krouse, Helene J; Clavelle, Joanne T

    2014-04-01

    This study describes the transformational leadership (TL) practices of nurse leaders in professional nursing associations (PNAs). Professional nursing associations are vehicles to provide educational opportunities for nurses as well as leadership opportunities for members. Little has been published about the leadership practices of PNA members. E-mail surveys of 448 nurse leaders in PNAs were conducted in 2013 using the Leadership Practices Inventory (LPI). The top 2 TL practices of these nurse leaders were enabling others to act and encouraging the heart. Respondents with more leadership training reported higher TL practices. This is the 1st study to describe TL practices of nurse leaders in PNAs. Results of this study show that nurse leaders of PNAs emulate practices of TL. Transformational leaders can mobilize and direct association members in reaching shared values, objectives, and outcomes. Understanding TL practices of nurse leaders in PNAs are important to the future of nursing in order to enable nurses to lead change and advance health through these organizations.

  3. “They Were Really Looking for a Male Leader for the Building”: Gender, Identity and Leadership Development in a Principal Preparation Program

    Science.gov (United States)

    Burton, Laura J.; Weiner, Jennie M.

    2016-01-01

    This study utilized a comparative case study analysis to investigate how gender influenced the experiences of participants in a leadership development program (principal preparation program) designed to lead public K-12 schools identified as requiring turnaround. We closely focused on two participants, a man and a woman, and compared the ways each participant made meaning of his/her experiences as developing leaders in the program. Although both participants conceptualized effective leadership in similar communally-oriented ways, the way they came to construct their identities as leaders varied greatly. These differences were largely influenced by different and, what appeared to be, gendered feedback occurring during the program and when participants entered the job market. PMID:26909054

  4. Ethical competency of nurse leaders: A qualitative study.

    Science.gov (United States)

    Barkhordari-Sharifabad, Maasoumeh; Ashktorab, Tahereh; Atashzadeh-Shoorideh, Foroozan

    2018-02-01

    Ethics play an important role in activating the manpower and achieving the organizational goals. The nurse leaders' ethical behavior can promote the care quality by affecting the nurses' performance and bringing up several positive consequences for the organization. The aim of this study was to identify and describe the ethical competency of nurse leaders in cultural domains and the working conditions of the Iranian healthcare setting to arrive at a more comprehensive and specific perspective. This was a qualitative conventional content analysis study conducted with the participation of 14 nurse leaders at various levels. The participants were selected using the purposive sampling method, and the required data were collected using deep interview and also semi-structured interview. A deductive method of content analysis was applied in data analysis. Ethical considerations: This study was conducted in accord with the principles of research ethics and national rules and regulations relating to informed consent and confidentiality. Data analysis resulted in 17 subcategories that were subsequently grouped into three major categories including empathetic interactions, ethical behavior, and exalted manners. Our findings are consistent with previous ones, yet presenting a more complete knowledge about aspects of ethical competency of nurse leaders. The nurse leaders can provide a proper behavioral model for the work environment through the use of new information. The nurse leaders introduced various aspects of ethical competency, so the leaders' ethical competency could be promoted via planning and managing some ethical development programs. More future research is needed regarding the experiences of the subordinates and other related parties.

  5. Aspiring and Residing IT Leaders: A Legacy for the Future

    Science.gov (United States)

    McIntosh, Keith W.

    2012-01-01

    Many people think there is a quick road to leadership success. Those who want to become IT leaders--that is, "aspiring leaders"--often think: "If I just do my job well, I will rise to a leadership position." Those who are already IT leaders--that is, "residing leaders"--often think: "If I just do my job well, I will leave a lasting legacy." Doing…

  6. The evolution of leader-follower reciprocity: the theory of service-for-prestige.

    Science.gov (United States)

    Price, Michael E; Van Vugt, Mark

    2014-01-01

    We describe the service-for-prestige theory of leadership, which proposes that voluntary leader-follower relations evolved in humans via a process of reciprocal exchange that generated adaptive benefits for both leaders and followers. We propose that although leader-follower relations first emerged in the human lineage to solve problems related to information sharing and social coordination, they ultimately evolved into exchange relationships whereby followers could compensate leaders for services which would otherwise have been prohibitively costly for leaders to provide. In this exchange, leaders incur costs to provide followers with public goods, and in return, followers incur costs to provide leaders with prestige (and associated fitness benefits). Because whole groups of followers tend to gain from leader-provided public goods, and because prestige is costly for followers to produce, the provisioning of prestige to leaders requires solutions to the "free rider" problem of disrespectful followers (who benefit from leader services without sharing the costs of producing prestige). Thus service-for-prestige makes the unique prediction that disrespectful followers of beneficial leaders will be targeted by other followers for punitive sentiment and/or social exclusion. Leader-follower relations should be more reciprocal and mutually beneficial when leaders and followers have more equal social bargaining power. However, as leaders gain more relative power, and their high status becomes less dependent on their willingness to pay the costs of benefitting followers, service-for-prestige predicts that leader-follower relations will become based more on leaders' ability to dominate and exploit rather than benefit followers. We review evidential support for a set of predictions made by service-for-prestige, and discuss how service-for-prestige relates to social neuroscience research on leadership.

  7. Empowering behaviour and leader fairness and integrity: studying perceptions of ethical leader behaviour from a levels-of-analysis perspective

    NARCIS (Netherlands)

    de Hoogh, A.H.B.; den Hartog, D.N.

    2009-01-01

    Ethical leadership is seen as important by many researchers and practitioners. However, empirical research on ethical leader behaviour is limited and to date multilevel research is hardly found in this area. This study examines the relationships of two forms of perceived ethical leader behaviour

  8. Who doesn't want to be a leader? Leaders are such wonderful people: Comment on "Leadership and leadership development in healthcare settings - a simplistic solution to complex problems?".

    Science.gov (United States)

    Learmonth, Mark

    2015-01-01

    Leadership, as McDonald (1) argues, is a phenomenon which many people involved in healthcare around the globe put great emphasis on today; some even see the improvement of leadership as a panacea for all the ills of their healthcare system. This brief commentary on her work seeks to supplement the points she makes by emphasising the personal attractions leadership enjoys, at least in the eyes of many of those who exercise power in healthcare. It also endeavours to highlight some of the ironies and absurdities which arise as a result of the conflicts about what terms we should use to describe the "leaders" (or, alternatively perhaps, those who seek to enjoy supremacy) within healthcare.

  9. Lessons Learnt of Thai Women Environmental Leaders

    Directory of Open Access Journals (Sweden)

    Sittipong Dilokwanich

    2015-07-01

    Full Text Available During the past few decades, Thai women have learned how to extent their roles from a care taker of children and a household to natural resources and environmental protection and management in local and inter-regional communities. Due to the application of National Economic and Social Development Plans, rapid resource exploitation has brought in natural resource and environmental degradation all over the country threatening communal security. For this reason, there have been a number of emerging environmental leaders who want to correct directions of national development, especially Thai woman environmental leaders who are taking a successful role of environmental guardian in their communities. This research attempts to explore why they took leadership role in environment, how they work so successful as an environmental guardian, and what their next move is. During early 2013 till mid-2014, there are 28 Thai woman leaders who received the award of Thai Environmental Conservation Mother from the Faculty of Environment and Resource Studies, Mahidol University between 2004 and 2012. They were in-depth interviewed and collected data were preceded by content analysis. Their lessons learnt show that most leaders saved their communities' environment and natural resources from the intervention of new development activities. Most of them had their parents as a good role model in environmental management who provide knowledge of morals and environmental ethics as a good basic of leadership while some shared their husband's responsibility in the same matter. Significantly, teamwork is their working style with the assistance of public participation to hold teamwork and collaboration of the community. Almost all leaders had systematic working with talents of patience, gentleness and sensitivity. The working network also broadens their new information and knowledge between practitioners. In the same time, more than half of the leaders can prepare their

  10. Modern American Agricultural Leaders: Four from Iowa.

    Science.gov (United States)

    Colbert, Thomas B.

    1991-01-01

    Profiles four Iowans who became agricultural leaders and committed themselves to addressing farmers' needs: Henry Wallace, James R. Howard, Milo Reno, and Ruth Buxton Sayre. Identifies farm organizations with which each was affiliated, such as the Farm Bureau and the Farmers' Union. Summarizes each leader's major accomplishments and political…

  11. World Biotechnology Leaders to Gather for Conference

    Science.gov (United States)

    Biotechnology Leaders to Gather for Conference For more information contact: e:mail: Public Affairs biotechnology leaders gather in Fort Collins, CO May 2-6 for the 21st Symposium on Biotechnology for Fuels and special session on funding opportunities for U.S. biotechnology projects. More than 175 presentations are

  12. Inside-Outside: Finding Future Community College Leaders

    Science.gov (United States)

    Strom, Stephen L.; Sanchez, Alex A.; Downey-Schilling, JoAnna

    2011-01-01

    Over the next decade, as the community college's current generation of leaders and administrators begin retiring in large numbers, important steps must be taken to identify and develop future leaders for the institution. A variety of internal opportunities (e.g., internships, leadership development programs, graduate school programs) provide…

  13. District Leaders' Framing of Educator Evaluation Policy

    Science.gov (United States)

    Woulfin, Sarah L.; Donaldson, Morgaen L.; Gonzales, Richard

    2016-01-01

    Purpose: Educator evaluation systems have recently undergone scrutiny and reform, and district and school leaders play a key role in interpreting and enacting these systems. This article uses framing theory to understand district leaders' interpretation and advancement of a state's new educator evaluation policy. Research Methods: The article…

  14. What School Leaders Need to Know about English Learners

    Science.gov (United States)

    Dormer, Jan Edwards

    2016-01-01

    School leaders have the unique opportunity and responsibility to play a crucial role in creating a culture of high expectations and an environment of support so that ELLs can succeed and continue to enrich the fabric of our country. "What School Leaders Need to Know About English Learners" offers school leaders the foundation, the ideas,…

  15. Dependence of driving characteristics upon follower-leader combination

    Science.gov (United States)

    Nagahama, Akihito; Yanagisawa, Daichi; Nishinari, Katsuhiro

    2017-10-01

    The analysis of the microscopic view of mixed traffic offers a basis for resolving traffic jams which are inhomogeneous due to several types of vehicles. In this study, we research the dependence of driving characteristics upon vehicle order in a platoon. By focusing particularly upon the manner in which the driving characteristics of a follower are affected by both their own vehicle type and that of their leader, we measured the trajectories of platoons comprising two vehicles selected from motorcycles, passenger cars, and trucks on a test course. Analysis based on vehicle order showed that the vehicle types of both the leader and the follower as well as the leader's driving characteristics affected the velocity, acceleration, deceleration, operational delay of followers, and the distance gap between leaders and followers in different ways. In addition, we investigated the factors affecting driving characteristics by multiple regression analysis. We revealed that the operational delay and the maximum distance gap tend to be large when the length of leaders is large. Furthermore, as long as a follower can follow, we need not consider vehicle types among the parameters determining maximum velocity in car-following models. The vehicle types of the leader and the follower should be considered to determine maximum acceleration. When determining maximum deceleration, the vehicle types of the follower should be considered.

  16. Beyond Words: Leader Self-Awareness and Interpersonal Skills

    National Research Council Canada - National Science Library

    Montgomery III, William H

    2007-01-01

    Being self aware and using interpersonal skills will be significant to leader success given the 2006 release of the Army's new mandate to create, develop, and nurture a different kind of Army leader...

  17. LEADER-programm toob Jõgevamaale miljoneid kroone / Ardi Kivimets

    Index Scriptorium Estoniae

    Kivimets, Ardi, 1947-

    2007-01-01

    Jõgevamaa Koostöökoja juhatus ja liikmed ning külade esindajad arutasid LEADER-meetme rakendamist maakonnas ning tegevuspiirkonna arengustrateegia koostamist. Oma kogemusi jagasid Soome Turu piirkonna Varsinais-Suomen LEADER-tegevusgrupi esindajad

  18. The Benevolent Leader Revisited: Children's Images of Political Leaders in Three Democracies

    Science.gov (United States)

    Greenstein, Fred I.

    1975-01-01

    Describes 10- to 14-year old children's responses to open-ended questions about political leaders in Britain, France, and United States in light of political socialization literature. For journal availability see SO 504 327. (ND)

  19. Social identity framing: Leader communication for social change

    Science.gov (United States)

    Seyranian, Viviane

    Social identity framing (SIF) delineates a process of intergroup communication that leaders may engage in to promote a vision of social change. As a step towards social change, social identity may need to be altered to accommodate a new view of the group, its collective goals, and its place alongside other groups. Thus, social identity content may be deconstructed and reconstructed by the leader en route to change. SIF suggests that this may be achieved through a series of 16 communication tactics, which are largely derived from previous research (Seyranian & Bligh, 2008). This research used an experimental design to test the effectiveness of three SIF communication tactics - inclusion, similarity to followers, and positive social identity - on a number of follower outcomes. Students ( N=246) were randomly assigned to read one of eight possible speeches promoting renewable energy on campus that was ostensibly from a student leader. The speeches were varied to include or exclude the three communication tactics. Following the speech, participants completed a dependent measures questionnaire. Results indicated that similarity to followers and positive social identity did not affect follower outcomes. However, students exposed to inclusion were more likely to indicate that renewable energy was ingroup normative; intend to engage in collective action to bring renewable energy to campus; experience positive emotional reactions towards change; feel more confident about the possibility of change; and to view the leader more positively. The combination of inclusion and positive social identity increased perceptions of charismatic leadership. Perceived leader prototypicality and cognitive elaboration of the leader's message resulted in more favorable attitudes towards renewable energy. Perceived leader prototypicality was also directly related to social identification, environmental values, ingroup injunctive norms, and self-stereotypes. Overall, these results support SIF

  20. How to get radical creative ideas into a leader's mind? Leader's achievement goals and subordinates' voice of creative ideas

    NARCIS (Netherlands)

    Sijbom, Roy B.L.; Janssen, Onne; Van Yperen, Nico W.

    2015-01-01

    In the present research we investigated when and why leaders tend to oppose or adopt radical creative ideas voiced by their subordinates. In a field study (Study 1, N=127) we showed that leaders' performance goals were positively related to their tendency to oppose radical creative ideas, whereas

  1. Affective match: Leader emotions, follower positive affect, and follower performance

    NARCIS (Netherlands)

    Damen, F.; van Knippenberg, B.M.; van Knippenberg, D.

    2008-01-01

    Leader emotions may play an important role in leadership effectiveness. Extending earlier research on leader emotional displays and leadership effectiveness, we propose that the affective match between follower positive affect (PA) and leaders' emotional displays moderates the effectiveness of

  2. Self-Development: An Important Aspect of Leader Development

    National Research Council Canada - National Science Library

    Snow, Jeffrey

    2003-01-01

    ... and leadership doctrine, Army leaders do not emphasize its value, and the Army provides neither the tools nor the support to enable its leaders to make self-development an effective component of lifelong learning...

  3. Tainted visions: The effect of visionary leader behaviors and leader categorization tendencies on the financial performance of ethnically diverse teams.

    NARCIS (Netherlands)

    Greer, L. L.; Homan, A.C.; de Hoogh, A. H. B.; Den Hartog, D. N.

    2012-01-01

    Despite the increasing prevalence of ethnic diversity, findings regarding its effects on team performance remain contradictory. We suggest that past inconsistencies can be reconciled by examining the joint impact of leader behavior and leader categorization tendencies in ethnically diverse teams. We

  4. Tainted visions: the effects of visionary leader behaviors and leader categorization tendencies on the financial performance of ethnically diverse teams

    NARCIS (Netherlands)

    Greer, L.L.; Homan, A.C.; de Hoogh, A.H.B.; den Hartog, D.N.

    2012-01-01

    Despite the increasing prevalence of ethnic diversity, findings regarding its effects on team performance remain contradictory. We suggest that past inconsistencies can be reconciled by examining the joint impact of leader behavior and leader categorization tendencies in ethnically diverse teams. We

  5. Persuasion: A Leader's Edge

    National Research Council Canada - National Science Library

    McGuire, Mark

    2002-01-01

    .... Persuasive argument is a vital aspect of strategic leadership. Any leader faced with the inherent complexities of leading his or her organization through transformational change must be capable of persuading...

  6. Using technology for success - the practices of the leader companies in Western Canada Sedimentary Basin exploration and production strategies

    Energy Technology Data Exchange (ETDEWEB)

    Cyca, L.; Eynon, G.

    1997-04-01

    The success of oil and gas companies depends greatly on the effectiveness of their exploration and development programs. A study was conducted in which more than 75 companies, which account for over 80 per cent of industry production, were comparatively assessed. Data was obtained through questionnaires and interaction with participating companies. It was shown that leaders use only appropriate technologies and know when not to use those that are too costly. They make use of off-the-shelf technologies rather than develop new ones themselves. They provide effective dissemination of technology throughout their organizations. They require technology to help them do the `basics` well, but they also demand the application of some `art` in the process. Technologies considered most important to leaders include technologies related to stratigraphy and sedimentology, petrophysics and log analysis, seismic acquisition, processing, and interpretation, drilling, mud and logging systems, production history data-bases, reservoir description and modelling, and production optimization. Examples of technology utilization that are considered critical to success in individual strategy areas, and indications of the importance placed on individual technologies by leaders, relative to the rest of industry in each strategy were also provided. 5 figs.

  7. Are radiography lecturers, leaders?

    International Nuclear Information System (INIS)

    Hendry, Julie Anne

    2013-01-01

    This review article aims to explore the concept of radiography lecturers acting as leaders to their student followers. Through a brief review of the literature, a definition of leadership is suggested and some leadership theories explored. The path-goal theory, leader–member exchange theory and the contemporary theory of transformational leadership are examined more closely. Links between lecturer-leader behaviour and student motivation and learning are tentatively suggested with transformational leadership appearing to offer the optimal leadership style for lecturers to adopt. The paucity of literature relating directly to radiography is acknowledged and areas for further research are suggested. The article concludes with some of the author's practical ideas for incorporating transformational leadership styles and behaviours into radiography education today

  8. Characterizing leader sequences of CRISPR loci

    DEFF Research Database (Denmark)

    Alkhnbashi, Omer; Shah, Shiraz Ali; Garrett, Roger Antony

    2016-01-01

    The CRISPR-Cas system is an adaptive immune system in many archaea and bacteria, which provides resistance against invading genetic elements. The first phase of CRISPR-Cas immunity is called adaptation, in which small DNA fragments are excised from genetic elements and are inserted into a CRISPR...... array generally adjacent to its so called leader sequence at one end of the array. It has been shown that transcription initiation and adaptation signals of the CRISPR array are located within the leader. However, apart from promoters, there is very little knowledge of sequence or structural motifs...... sequences by focusing on the consensus repeat of the adjacent CRISPR array and weak upstream conservation signals. We applied our tool to the analysis of a comprehensive genomic database and identified several characteristic properties of leader sequences specific to archaea and bacteria, ranging from...

  9. The Relationship between Organizational Experience and Perceived Leader Behavior,

    Science.gov (United States)

    1978-08-01

    satisfaction and performance in relatively relaxed, nonstressful work environments, while formalized leader structure was more conducive to effective...leader behavior and subordinate satisfaction and performance : A test of some situational moderators. Journal ofApplied Psychology, 1976, 61, 634-641...Stogdill, 1974; Vroom , 1976). Studies have focused on such varying issues as relationships between quality of military life and perceived leader attributes

  10. The Evolution of Leader-Follower Reciprocity: The Theory of Service-for-Prestige

    Directory of Open Access Journals (Sweden)

    Michael Edmond Price

    2014-06-01

    Full Text Available We describe the service-for-prestige theory of leadership, which proposes that voluntary leader-follower relations evolved in humans via a process of reciprocal exchange that generated adaptive benefits for both leaders and followers. We propose that although leader-follower relations first emerged in the human lineage to solve problems related to information sharing and social coordination, they ultimately evolved into exchange relationships whereby followers could compensate leaders for services which would otherwise have been prohibitively costly for leaders to provide. In this exchange, leaders incur costs to provide followers with public goods, and in return, followers incur costs to provide leaders with prestige (and associated fitness benefits. Because whole groups of followers tend to gain from leader-provided public goods, and because prestige is costly for followers to produce, the provisioning of prestige to leaders requires solutions to the free rider problem of disrespectful followers (who benefit from leader services without sharing the costs of producing prestige. Thus service-for–prestige makes the unique prediction that disrespectful followers of beneficial leaders will be targeted by other followers for punitive sentiment and/or social exclusion. Leader-follower relations should be more reciprocal and mutually beneficial when leaders and followers have more equal social bargaining power. However as leaders gain more relative power, and their high status becomes less dependent on their willingness to pay the costs of benefitting followers, service-for-prestige predicts that leader-follower relations will become based more on leaders’ ability to dominate and exploit rather than benefit followers. We review evidential support for a set of predictions made by service-for-prestige, and discuss how service-for-prestige relates to social neuroscience research on leadership.

  11. Russia, China, and the United States in Central Asia: Prospects for Great Power Competition and Cooperation in the Shadow of the Georgian Crisis

    Science.gov (United States)

    2009-02-01

    energy, public health, and food safety) shape Chinese foreign relations with neighboring states. Professor Wishnick also writes about great power...Dismisses Georgia’s Leader as ‘Political Corpse’,” The New York Times, September 3, 2008, p. A10; Ellen Barry, “Russians with Pumpkins Protest Many U.S

  12. Topology Recognition and Leader Election in Colored Networks

    OpenAIRE

    Dereniowski, Dariusz; Pelc, Andrzej

    2016-01-01

    Topology recognition and leader election are fundamental tasks in distributed computing in networks. The first of them requires each node to find a labeled isomorphic copy of the network, while the result of the second one consists in a single node adopting the label 1 (leader), with all other nodes adopting the label 0 and learning a path to the leader. We consider both these problems in networks whose nodes are equipped with not necessarily distinct labels called colors, and ports at each n...

  13. Vision-Based Leader Vehicle Trajectory Tracking for Multiple Agricultural Vehicles.

    Science.gov (United States)

    Zhang, Linhuan; Ahamed, Tofael; Zhang, Yan; Gao, Pengbo; Takigawa, Tomohiro

    2016-04-22

    The aim of this study was to design a navigation system composed of a human-controlled leader vehicle and a follower vehicle. The follower vehicle automatically tracks the leader vehicle. With such a system, a human driver can control two vehicles efficiently in agricultural operations. The tracking system was developed for the leader and the follower vehicle, and control of the follower was performed using a camera vision system. A stable and accurate monocular vision-based sensing system was designed, consisting of a camera and rectangular markers. Noise in the data acquisition was reduced by using the least-squares method. A feedback control algorithm was used to allow the follower vehicle to track the trajectory of the leader vehicle. A proportional-integral-derivative (PID) controller was introduced to maintain the required distance between the leader and the follower vehicle. Field experiments were conducted to evaluate the sensing and tracking performances of the leader-follower system while the leader vehicle was driven at an average speed of 0.3 m/s. In the case of linear trajectory tracking, the RMS errors were 6.5 cm, 8.9 cm and 16.4 cm for straight, turning and zigzag paths, respectively. Again, for parallel trajectory tracking, the root mean square (RMS) errors were found to be 7.1 cm, 14.6 cm and 14.0 cm for straight, turning and zigzag paths, respectively. The navigation performances indicated that the autonomous follower vehicle was able to follow the leader vehicle, and the tracking accuracy was found to be satisfactory. Therefore, the developed leader-follower system can be implemented for the harvesting of grains, using a combine as the leader and an unloader as the autonomous follower vehicle.

  14. Leader-Member Exchange Theory in Higher and Distance Education

    Directory of Open Access Journals (Sweden)

    Robert Leo Power

    2013-09-01

    Full Text Available Unlike many other prominent leadership theories, leader-member exchange (LMX theory does not focus on the specific characteristics of an effective organizational leader. Rather, LMX focuses on the nature and quality of the relationships between a leader and his or her individual subordinates. The ideal is for a leader to develop as many high-quality relationships as possible. This will lead to increases in subordinates’ sense of job satisfaction and organizational citizenship, as well as to increased productivity and attainment of organizational goals. LMX has been criticized for its potential to alienate some subordinates, failing to account for the effects of group dynamics and social identity, and failing to provide specific advice on how leaders can develop high-quality relationships. However, LMX has been heralded as an important leadership theory in higher and distance educational contexts because of its emphasis on promoting autonomy and citizenship, as well as its ability to complement and mediate transformational leadership styles. Recent authors have attempted to provide specific advice for leaders who want to learn how to build and capitalize on the high-quality relationships described by LMX theory.

  15. Nurse leader certification preparation: how are confidence levels impacted?

    Science.gov (United States)

    Junger, Stacey; Trinkle, Nicole; Hall, Norma

    2016-09-01

    The aim was to examine the effect of a nurse leader certification preparation course on the confidence levels of the participants. Limited literature is available regarding nurse leader development and certifications. Barriers exist related to lack of confidence, high cost, time and lack of access to a preparation course. Nurse leaders (n = 51) completed a pre- and post-survey addressing confidence levels of participants related to the topics addressed in the nurse leader certification preparation course. There were statistically significant increases in confidence levels related to all course content for the participants. At the time of the study, there were 31.4% of participants intending to sit for the certification examination, and 5 of the 51 participants successfully sat for and passed the examination. A nurse leader certification preparation course increases confidence levels of the participants and removes barriers, thereby increasing the number of certifications obtained. The health-care climate is increasingly complex and nurse leaders need the expertise to navigate the ever-changing health-care environment. Certification in a specialty, such as leadership, serves as an indicator of a high level of competence in the field. © 2016 John Wiley & Sons Ltd.

  16. Leading Strategic Leader Teams

    National Research Council Canada - National Science Library

    Burleson, Willard M

    2008-01-01

    .... Although only 1 to 2 percent of the Army's senior leaders will attain a command position of strategic leadership, they are assisted by others, not only by teams specifically designed and structured...

  17. The power of a vision.... A leader's journey.

    Science.gov (United States)

    Mintzer, B

    2001-07-01

    Being a leader in health care today requires the ability to implement a visionary style of leadership. The visionary leader has the challenge of formulating and articulating a corporate vision that employees can buy into and work toward.

  18. Assessing the professional development needs of experienced nurse executive leaders.

    Science.gov (United States)

    Leach, Linda Searle; McFarland, Patricia

    2014-01-01

    The objective of this study was to identify the professional development topics that senior nurse leaders believe are important to their advancement and success. Senior/experienced nurse leaders at the executive level are able to influence the work environment of nurses and institutional and health policy. Their development needs are likely to reflect this and other contemporary healthcare issues and may be different from middle and frontline managers. A systematic way of assessing professional development needs for these nurse leaders is needed. A descriptive study using an online survey was distributed to a convenience sample of nurse leaders who were members of the Association of California Nurse Leaders (ACNL) or have participated in an ACNL program. Visionary leadership, leading complexity, and effective teams were the highest ranked leadership topics. Leading change, advancing health: The future of nursing, healthy work environments, and healthcare reform were also highly ranked topics. Executive-level nurse leaders are important to nurse retention, effective work environments, and leading change. Regular assessment and attention to the distinct professional development needs of executive-level nurse leaders are a valuable human capital investment.

  19. What Does Leaders' Character Add to Transformational Leadership?

    Science.gov (United States)

    Liborius, Patrick

    2017-04-03

    The influence of leaders' character (e.g., integrity, humility/forgiveness) has rarely been examined in leadership research. The current investigation focused on the impact of integrity and humility/forgiveness on both followers' perceptions of leaders' worthiness of being followed (WBF) and stress. Results from a scenario experiment (n = 347) and a field study (n = 110) indicated that these aspects incrementally predict WBF above and beyond the impact of transformational leadership. Similar results were found concerning followers' stress with the exception of leader integrity in the field study. According to relative importance analyses, integrity and transformational leadership predict WBF equally well. The results have conceivable implications for human resources (personnel selection and development). Future research should examine additional outcome variables that are affected by certain leader characteristics as well as potential negative effects of the examined character aspects.

  20. Are leader stereotypes masculine? A meta-analysis of three research paradigms.

    Science.gov (United States)

    Koenig, Anne M; Eagly, Alice H; Mitchell, Abigail A; Ristikari, Tiina

    2011-07-01

    This meta-analysis examined the extent to which stereotypes of leaders are culturally masculine. The primary studies fit into 1 of 3 paradigms: (a) In Schein's (1973) think manager-think male paradigm, 40 studies with 51 effect sizes compared the similarity of male and leader stereotypes and the similarity of female and leader stereotypes; (b) in Powell and Butterfield's (1979) agency-communion paradigm, 22 studies with 47 effect sizes compared stereotypes of leaders' agency and communion; and (c) in Shinar's (1975) masculinity-femininity paradigm, 7 studies with 101 effect sizes represented stereotypes of leadership-related occupations on a single masculinity-femininity dimension. Analyses implemented appropriate random and mixed effects models. All 3 paradigms demonstrated overall masculinity of leader stereotypes: (a) In the think manager-think male paradigm, intraclass correlation = .25 for the women-leaders similarity and intraclass correlation = .62 for the men-leaders similarity; (b) in the agency-communion paradigm, g = 1.55, indicating greater agency than communion; and (c) in the masculinity-femininity paradigm, g = 0.92, indicating greater masculinity than the androgynous scale midpoint. Subgroup and meta-regression analyses indicated that this masculine construal of leadership has decreased over time and was greater for male than female research participants. In addition, stereotypes portrayed leaders as less masculine in educational organizations than in other domains and in moderate- than in high-status leader roles. This article considers the relation of these findings to Eagly and Karau's (2002) role congruity theory, which proposed contextual influences on the incongruity between stereotypes of women and leaders. The implications for prejudice against women leaders are also considered.

  1. Leader as visionary. Leadership education model.

    Science.gov (United States)

    Aroian, Jane

    2002-01-01

    Developing nurse leaders for today and tomorrow is a priority considering the powerful relationship between leadership strength and the influence of the nursing profession in the future of health care. This article addresses leadership theories and research as they relate to visionary leadership. Education for visionary leadership is also addressed including the competencies and skill sets for effective visionary leaders. Visioning is a powerful force for change in shaping organizations and building teams for the future.

  2. Generation X School Leaders as Agents of Care: Leader and Teacher Perspectives from Toronto, New York City and London

    Directory of Open Access Journals (Sweden)

    Karen Edge

    2016-03-01

    Full Text Available This paper draws on evidence from our three-year Economic and Social Research Council (ESRC-funded research study of the lives, careers, experiences and aspirations of Generation X (under 40 years of age principals and vice-principals in London, New York City, and Toronto. More specifically, the paper examines interview evidence from nine school-based studies in which nine leaders and 54 teachers discuss their perspectives on leaders’ care of their staff members. The evidence demonstrates that leaders and teachers both place a high level of importance on leaders’ ability and willingness to be supportive, understanding, and approachable. Teachers also expect leaders to serve as advocates for and role models of good work/life balance. While the school-level studies take place in radically different city-based contexts, the expectation of leaders’ care for teachers transcends different accountability and policy structures. Both groups focus their discussion on work/life balance and, more specifically, the need for leaders to understand that teachers are people with lives beyond school. The paper highlights implications for policy, practice, and future research.

  3. Proportionality for Military Leaders

    National Research Council Canada - National Science Library

    Brown, Gary D

    2000-01-01

    .... Especially lacking is a realization that there are four distinct types of proportionality. In determining whether a particular resort to war is just, national leaders must consider the proportionality of the conflict (i.e...

  4. Does a competent leader make a good friend?

    DEFF Research Database (Denmark)

    Laustsen, Lasse; Petersen, Michael Bang

    2015-01-01

    Research demonstrates that the physical traits of leaders and political candidates influence election outcomes and that subjects favor functionally different physical traits in leaders when their social groups face problems related to war and peace, respectively. Previous research has interpreted...

  5. The Family Support Group (FSG) Leaders’ Handbook

    Science.gov (United States)

    2000-04-01

    family guide. Fort Hood, TX: Author. Granovsky , N. (1998). Family Support Group leader basic handbook (Operation READY). Alexandria, VA: U. S...Readiness and Financial Planning " (22.3 minutes). Granovsky , N. (1998). Family Support Group Leader Basic Handbook (Operation READY). Alexandria

  6. Powerful women leaders rise in Asia despite gender inequality.

    Science.gov (United States)

    Over the years, Asia has produced some of the worlds most formidable women leaders, including Indira Ghandi, Madame Mao, Benazir Bhutto, and Corazon Aquino. The list continues with South Asia's leaders, prime ministers, opposition leaders, and vice-presidents, however, such an impressive list does not reflect true equality nor enlightened gender politics. According to Sonny Lo, sociology professor at Hong Kong University, no Asian political system observes true gender equality. It is noted that these Asian leaders rose into prominence after the death or imprisonment of their fathers or husbands. Nevertheless, the elections of Anson Chan and life-long dissident Annette Lu, signal the emergence of a new model for women leaders in Asia. Still, Lo emphasizes that this new trend is merely a reflection of civil service equal opportunity rules. Lo adds that even Taiwan President Chen Sui-Bian's all-women cabinet does not reflect the nation's sentiment, but a wish to project an image.

  7. Three cardiovirus Leader proteins equivalently inhibit four different nucleocytoplasmic trafficking pathways

    Energy Technology Data Exchange (ETDEWEB)

    Ciomperlik, Jessica J. [Institute for Molecular Virology, and Department of Biochemistry, University of Wisconsin-Madison, Madison, WI (United States); Basta, Holly A. [Department of Biology, Rocky Mountain College, Billings, MT (United States); Palmenberg, Ann C., E-mail: acpalmen@wisc.edu [Institute for Molecular Virology, and Department of Biochemistry, University of Wisconsin-Madison, Madison, WI (United States)

    2015-10-15

    Cardiovirus infections inhibit nucleocytoplasmic trafficking by Leader protein-induced phosphorylation of Phe/Gly-containing nucleoporins (Nups). Recombinant Leader from encephalomyocarditis virus, Theiler's murine encephalomyelitis virus and Saffold virus target the same subset of Nups, including Nup62 and Nup98, but not Nup50. Reporter cell lines with fluorescence mCherry markers for M9, RS and classical SV40 import pathways, as well as the Crm1-mediated export pathway, all responded to transfection with the full panel of Leader proteins, showing consequent cessation of path-specific active import/export. For this to happen, the Nups had to be presented in the context of intact nuclear pores and exposed to cytoplasmic extracts. The Leader phosphorylation cascade was not effective against recombinant Nup proteins. The findings support a model of Leader-dependent Nup phosphorylation with the purpose of disrupting Nup-transportin interactions. - Highlights: • Nup98, but not Nup50 becomes phosphorylated by cardiovirus Leader protein-dependent mechanisms. • At least four independent nucleocytoplasmic trafficking pathways are inhibited by this process. • Nups must be presented in a nuclear pore context for Leader-directed phosphorylation. • Leader, by itself, does not cause activation of cellular kinases.

  8. Three cardiovirus Leader proteins equivalently inhibit four different nucleocytoplasmic trafficking pathways

    International Nuclear Information System (INIS)

    Ciomperlik, Jessica J.; Basta, Holly A.; Palmenberg, Ann C.

    2015-01-01

    Cardiovirus infections inhibit nucleocytoplasmic trafficking by Leader protein-induced phosphorylation of Phe/Gly-containing nucleoporins (Nups). Recombinant Leader from encephalomyocarditis virus, Theiler's murine encephalomyelitis virus and Saffold virus target the same subset of Nups, including Nup62 and Nup98, but not Nup50. Reporter cell lines with fluorescence mCherry markers for M9, RS and classical SV40 import pathways, as well as the Crm1-mediated export pathway, all responded to transfection with the full panel of Leader proteins, showing consequent cessation of path-specific active import/export. For this to happen, the Nups had to be presented in the context of intact nuclear pores and exposed to cytoplasmic extracts. The Leader phosphorylation cascade was not effective against recombinant Nup proteins. The findings support a model of Leader-dependent Nup phosphorylation with the purpose of disrupting Nup-transportin interactions. - Highlights: • Nup98, but not Nup50 becomes phosphorylated by cardiovirus Leader protein-dependent mechanisms. • At least four independent nucleocytoplasmic trafficking pathways are inhibited by this process. • Nups must be presented in a nuclear pore context for Leader-directed phosphorylation. • Leader, by itself, does not cause activation of cellular kinases

  9. The reformasi of Ayu Utami; Attacking the monopoly of the great religions

    Directory of Open Access Journals (Sweden)

    Karel Steenbrink

    2015-07-01

    Full Text Available In eight novels, Ayu Utami has presented critical attacks on doctrines and practices of the major religions in Indonesia. The two books, that describe the spiritual struggle of the Catholic priest Saman (1998–2002, call for a religion that is more active in the political arena, but leaves sexual rules to the individual people. The novel Bilangan Fu (2008 condemns the monopoly of the great religions in favour of local and individual spirituality. This is developed in a series of novels of which two more have already appeared. A third cycle of three more or less autobiographic novels (2003–2013 sketch her personal quest from atheism towards a critical but positive spirituality condemning a clerical and monopolist trend in Catholicism. Utami’s criticism of the great religions is external (more players in the field should be recognised and internal (religious leaders should have more modest claims towards their faithful and leave more space for personal choice.

  10. Evaluation of a clinical leadership programme for nurse leaders.

    Science.gov (United States)

    Martin, Jacqueline S; McCormack, Brendan; Fitzsimons, Donna; Spirig, Rebecca

    2012-01-01

    This is an evaluation study of the impact of the adapted RCN Clinical Leadership Programme on the development of leadership competencies of nurse leaders in Switzerland. Transformational leadership competencies are essential for delivering high-quality care within health-care organizations. However, many countries have identified a lack of leadership skills in nurse leaders. Consequently, the development of leadership competencies is a major objective for health-care centres. This article describes the quantitative results of a mixed methods study. A one-group pre-test-post-test quasi-experimental design was used. A convenience sample of 14 ward leaders were assessed three times using the Leadership Practices Inventory (LPI). Descriptive and inferential data analysis techniques were employed. In total 420 observer-assessment questionnaires and 42 self-assessment questionnaires were distributed. Our main finding was that nurse leaders following the programme, demonstrated significant improvement in two subscales of the LPI -'inspiring a shared vision' and 'challenging the process'. This study showed improvement in two leadership practices of nurse leaders following a programme that has been adapted to Swiss health care. Findings concur with others studies that suggest that investments in educational programs to facilitate leadership skills in nurse leaders are justified. © 2011 Blackwell Publishing Ltd.

  11. Voices of leadership: wisdom from women leaders in neuropsychology.

    Science.gov (United States)

    Silver, Cheryl H; Benitez, Andreana; Armstrong, Kira; Tussey, Chriscelyn M

    2018-02-01

    Inspired by panel discussions at various neuropsychology conferences, the aim of this paper is to share wisdom that women in neuropsychology acquired from their leadership experiences. We identified 46 women leaders in governance and academic research through reviews of organizational websites and journal editorial boards, and requested their response to brief questions via email. Twenty-one leaders provided responses to three questions formulated by the authors. This paper summarizes the primary themes for the following questions: (1) What advice would you give to a woman neuropsychologist who is seeking to move into a leadership role? Responses included: increase visibility, make connections, know yourself, be confident, and gather information. (2) What leadership style(s) works best? No respondents endorsed a 'best' leadership style; however, they suggested that leaders should know their own personal style, be open and transparent, find a shared mission, and most importantly - use a collaborative approach. (3) What helps a woman earn respect as a leader in neuropsychology? Respondents recommended that leaders should: get involved in the work, demonstrate integrity, do your homework, be dependable, and keep meetings focused. It is the authors' intent that by gathering and distilling advice from successful women leaders in neuropsychology, more women may be catalyzed to pursue leadership roles in our profession.

  12. LEADER-tegevusest / Ene Sarapuu

    Index Scriptorium Estoniae

    Sarapuu, Ene

    2009-01-01

    Läänemaa LEADER-tegevusgrupi eesmärk on maakonna kui terviku ühtne areng, et kogu Läänemaa oleks vajalike teenustega kaetud ning ettevõtjad julgeks ning suudaks uute teenuste ja toodetega turule tulla

  13. Internationalization in schools - perspectives of school leaders

    DEFF Research Database (Denmark)

    Egekvist, Ulla Egidiussen; Lyngdorf, Niels Erik; Du, Xiangyun

    2017-01-01

    This paper explores how internationalization ideas in primary and lower secondary schools can be developed through the acquisition of international experience abroad by leaders. The study was inspired by existing literature on internationalization and leadership, and theories of experiential...... through reflections of lived experiences, participation in meaningful activities, and active engagement in interaction with international and local colleagues. However, the realization of ideas depends on various elements, including leadership, teacher engagement, policy support, and financial support....... learning and reflection. Empirically, qualitative material was derived from a study of nineteen Danish school leaders participating in an eight-day delegation visit to China. This study shows that international experience for leaders can be used to develop ideas for internationalization at the school level...

  14. The Clinician as Leader: Why, How, and When.

    Science.gov (United States)

    Stoller, James K

    2017-11-01

    Clinicians are inveterate leaders. We lead patients through the difficult maze of illness, families through the travails of ill loved ones, and physicians-in-training through the gauntlet of learning medicine. Yet, in the context of a range of leadership styles that effective leaders must be able to deploy situationally, physician leaders have traditionally defaulted to a "command and control" style that fosters the concept of physicians as "Viking warriors" or "heroic lone healers." The perverse effects of "command and control" are that this style conspires against collaboration and tends to be perpetuated as aspiring leaders emulate their predecessors. Because healthcare faces challenges of cost, access, and quality and is in the throes of change, the current landscape requires effective leadership. Though still relatively uncommon among healthcare organizations, frontrunner organizations are offering leadership development programs. The design of such programs requires clarity about requisite leadership competencies and about how and when to best to deliver such curricula. As one example, the American Thoracic Society has launched its Emerging Leaders Program (ELP), which is currently offering a leadership development curriculum to 18 selected emerging leaders. The ATS ELP curriculum focuses on awareness of self and system and incorporates highly participatory sessions on emotional intelligence, teambuilding, change management, situational leadership, appreciative inquiry, process and quality improvement, strategic planning, and organizational culture. Short-term deliverables are the development and presentation of business plans for innovations proposed by the group. Hoped for longer-term outcomes include an enhanced leadership pipeline for global respiratory health.

  15. Ribosome reinitiation at leader peptides increases translation of bacterial proteins.

    Science.gov (United States)

    Korolev, Semen A; Zverkov, Oleg A; Seliverstov, Alexandr V; Lyubetsky, Vassily A

    2016-04-16

    Short leader genes usually do not encode stable proteins, although their importance in expression control of bacterial genomes is widely accepted. Such genes are often involved in the control of attenuation regulation. However, the abundance of leader genes suggests that their role in bacteria is not limited to regulation. Specifically, we hypothesize that leader genes increase the expression of protein-coding (structural) genes via ribosome reinitiation at the leader peptide in the case of a short distance between the stop codon of the leader gene and the start codon of the structural gene. For instance, in Actinobacteria, the frequency of leader genes at a distance of 10-11 bp is about 70 % higher than the mean frequency within the 1 to 65 bp range; and it gradually decreases as the range grows longer. A pronounced peak of this frequency-distance relationship is also observed in Proteobacteria, Bacteroidetes, Spirochaetales, Acidobacteria, the Deinococcus-Thermus group, and Planctomycetes. In contrast, this peak falls to the distance of 15-16 bp and is not very pronounced in Firmicutes; and no such peak is observed in cyanobacteria and tenericutes. Generally, this peak is typical for many bacteria. Some leader genes located close to a structural gene probably play a regulatory role as well.

  16. Guidelines for Becoming a Teacher Leader in Rural Special Education

    Science.gov (United States)

    Collins, Belva C.; Leahy, Maria Marsella; Ault, Melinda Jones

    2017-01-01

    Special education teachers have a unique set of skills and opportunities to become leaders in the field of education. Some rural special education teachers, however, may not see themselves as potential leaders or believe they have opportunities to be leaders. This article provides guidelines for rural special education teachers to consider in…

  17. Plasma parameters in the channel of a long leader in air

    International Nuclear Information System (INIS)

    Aleksandrov, N.L.; Konchakov, A. M.; Bazelyan, E.M.

    2001-01-01

    The time evolution of the electric field in the leader channel and other characteristics of the leader plasma in long air gaps are simulated. Calculations are performed in the one-dimensional time-dependent model with allowance for the time-varying energy deposition in the channel, the channel expansion, and the nonequilibrium ionization kinetics in the leader plasma. The calculations show that, at a gas temperature of 4500-6000 K, associative ionization becomes a dominant ionization mechanism in the leader channel; as a result, the electric field decreases to 100-200 V/cm in 10 -4 -10 -3 s under the conditions typical of the leader discharge. The calculated electric field agrees well with the data from the experimental modeling of long leaders by a spark discharge in short gaps

  18. The Functions of a Servant Leader

    Directory of Open Access Journals (Sweden)

    Michiel Frederick Coetzer

    2017-02-01

    Full Text Available Servant leadership has been researched internationally and various types of favourable individual, team, and organisational outcomes have been linked to the construct. Different servant leadership measures have been validated to date and a clear distinction has been made between the theory of servant leadership and other leadership theories. However, it seems that research on the implementation of servant leadership within an organisation is still in need. The main functions of a servant leader are not yet conceptualised in the literature to help researchers or practitioners to implement servant leadership successfully within organisations. After conducting a systematic literature review, the main functions of a servant leader were identified. These functions were clustered into strategic servant leadership and operational servant leadership and supported by servant leadership characteristics and competencies as defined by current literature. The results of this study might help practitioners to develop servant leaders more effectively and assist organisations to cultivate a servant leadership culture within companies. Limitations and future research needs are discussed.

  19. The Psychiatrist as Leader-Teacher: Promoting Learning Beyond Residency.

    Science.gov (United States)

    Waits, Wendi; Brent, Elizabeth

    2015-08-01

    In today's fast-paced, data-saturated, zero-tolerance practice environment, psychiatrists and other health care providers are expected to maintain clinical, fiscal, and administrative competence. The authors present a unique type of psychiatric leader—the leader-teacher—who incorporates teaching of these elements into day-to-day practice, enhancing lifelong learning for credentialed staff and increasing their confidence in managing complex clinical and administrative issues. Particular emphasis is placed on leader-teachers working in military environments. The article discusses the primary characteristics of this type of leader, including their tendency to (1) seek clarification, (2) distill information, (3) communicate guidance, and (4) catalogue products. The authors also address the advantages and disadvantages of being a leader-teacher and present several illustrative cases.

  20. Athletic Training Clinical Instructors as Situational Leaders.

    Science.gov (United States)

    Meyer, Linda Platt

    2002-12-01

    OBJECTIVE: To present Situational Leadership as a model that can be implemented by clinical instructors during clinical education. Effective leadership occurs when the leadership style is matched with the observed followers' characteristics. Effective leaders anticipate and assess change and adapt quickly and grow with the change, all while leading followers to do the same. As athletic training students' levels of readiness change, clinical instructors also need to transform their leadership styles and strategies to match the students' ever-changing observed needs in different situations. DATA SOURCES: CINAHL (1982-2002), MEDLINE (1990-2001), SPORT Discus (1949-2002), ERIC (1966-2002), and Internet Web sites were searched. Search terms included leadership, situational leadership, clinical instructors and leadership, teachers as leaders, and clinical education. DATA SYNTHESIS: Situational Leadership is presented as a leadership model to be used by clinical instructors while teaching and supervising athletic training students in the clinical setting. This model can be implemented to improve the clinical-education process. Situational leaders, eg, clinical instructors, must have the flexibility and range of skills to vary their leadership styles to match the challenges that occur while teaching athletic training students. CONCLUSIONS/RECOMMENDATIONS: This leadership style causes the leader to carry a substantial responsibility to lead while giving power away. Communication is one of the most important leadership skills to develop to become an effective leader. It is imperative for the future of the profession that certified athletic trainers continue to develop effective leadership skills to address the changing times in education and expectations of the athletic training profession.

  1. Developing Senior Leaders for the Reserve Components

    Science.gov (United States)

    2017-01-01

    expectation other than rudimentary dialogues on career paths. Some senior leaders are superb mentors , but this appears to be a result of the personality... mentoring discussions, as well as resources and senior -level attention to these expectations, could complement individual development plans and structured...including senior leaders. This extends to the reserve components (RC) and their “critical bridge to the civilian population, infusing the Joint

  2. Perspectives on healthcare leader and leadership development

    OpenAIRE

    Scott, Elaine S.

    2010-01-01

    Elaine S ScottCollege of Nursing, Graduate Nursing Science Department, East Carolina University, Greenville, NC USAAbstract: Healthcare delivery systems are complex entities that must merge the best of administrative and clinical practices into a new model of leadership. But, despite growing recognition that healthcare organizational leaders must partner with clinical leaders to address patient safety, evidence based practice, financial sustainability, and capacity, tensions between the group...

  3. Leading in crisis: lessons for safety leaders.

    Science.gov (United States)

    George, William W; Denham, Charles R; Burgess, L Hayley; Angood, Peter B; Keohane, Carol

    2010-03-01

    The National Quality Forum (NQF) Safe Practices are a group of 34 evidence-based Safe Practices that should be universally used to reduce the risk of harm to patients. Four of these practices specifically address leadership. A recently published book, 7 Lessons for Leading in Crisis, offers practical advice on how to lead in crisis. An analysis of how concepts from the 7 lessons could be applied to the Safe Practices was presented nationally by webinar to assess the audience's reaction to the information. The objective of this article was to present the information and the audience's reaction to it. Recommendations for direct actions that health care leaders can take to accelerate adoption of NQF Safe Practices were presented to health care leaders, followed by an immediate direct survey that used Reichheld's "Net Promoter Score" to assess whether the concepts presented were considered applicable and valuable to the audience. In a separate presentation, the challenges and crises facing nursing leaders were addressed by nursing leaders. Six hundred seventy-four hospitals, with an average of 4.5 participants per hospital, participated in the webinar. A total of 272 safety leaders responded to a survey immediately after the webinar. A Net Promoter Score assessment revealed that 58% of those surveyed rated the value of the information at 10, and 91% scored the value of the webinar to be between 8 and 10, where 10 is considered a strong recommendation that those voting would recommend this program to others. The overwhelmingly high score indicated that the principles presented were important and valuable to this national audience of health care leadership. The 2010 environment of uncertainty and shrinking financial resources poses significant risk to patients and new challenges for leaders at all levels. A values-grounded focus on personal accountability for leading in crisis situations strongly resonates with those interested in or leading patient safety initiatives.

  4. Openness to Change: Experiential and Demographic Components of Change in Local Health Department Leaders

    OpenAIRE

    Jadhav, Emmanuel D.; Holsinger, James W.; Fardo, David W.

    2015-01-01

    Background During the 2008–2010 economic recession, Kentucky local health department (LHD) leaders utilized innovative strategies to maintain their programs. A characteristic of innovative strategy is leader openness to change. Leader demographical research in for-profit organizations has yielded valuable insight into leader openness to change. For LHD leaders, the nature of the association between leader demographic and organizational characteristics on leader openness to change is unknow...

  5. Empowering Leaders & Learners

    Science.gov (United States)

    Umphrey, Jan

    2013-01-01

    Trevor Greene, the 2013 MetLife/NASSP National High School Principal of the Year, empowers staff members and students to be the best teachers and learners they can be and provides the community resources to support them. In this article, Greene, principal of Toppenish High School in Washington, shares his biggest motivator as a school leader and…

  6. World-Class Leaders

    Science.gov (United States)

    Weinstein, Margery

    2012-01-01

    Future leaders' creativity and problem-solving skills have been honed in leadership courses, but that doesn't mean they are ready to use those skills to further a company's place in the world. With emerging markets in Asia, South America, and other areas of the world, a workforce needs to have an understanding of and interest in cultures beyond…

  7. Examining the Relationship of Follower Perceptions of Leaders' Servant Leadership Behaviors to Leader Immunity to Corruption: Perspectives from Kenya

    Science.gov (United States)

    Muriuki, Nancy Nkirote

    2017-01-01

    The philosophy of servant leadership differentiates servant leaders as those who put the well-being of those served in the larger society as their highest priority. Servant leadership behaviors are manifestations of inner-directed choices that compel one to want to serve first as opposed to leaders who may desire to exercise power and accumulate…

  8. How to be a good academic leader.

    Science.gov (United States)

    Detsky, Allan S

    2011-01-01

    Individuals who take on leadership positions in academic health science centers help facilitate the mission of those institutions. However, they are often chosen on the basis of success in the core activities in research, education and patient care rather than on the basis of demonstrated leadership and management skills. Indeed, most academic leaders in the past have "learned on the job." This commentary provides practical advice on how to be an effective leader on the basis of the author's experiences as a Division Head and Chief of Medicine. It covers six themes (vision, managerial style, knowledge, people skills, organizational orientation and personal development) and offers 21 specific suggestions, one for each year of the author's leadership. It is hoped that this experience-derived advice will help future leaders in academic medicine.

  9. How healthcare leaders can increase emotional intelligence.

    Science.gov (United States)

    Scott, Jason

    2013-01-01

    How leaders deal with a variety of feelings will deduce how successful they are in dealing with the daily challenges of being in a leadership position. Successful healthcare leaders are those who lead with heart and possess the soft skills needed to positively influence others. All humans have two minds: the rational one and the emotional one, which operate in tight harmony to assist in decision making. When passions surge, the emotional mind takes over and sometimes makes a decision before the rational mind has time to react. Some strategies to help leaders strengthen emotional intelligence include keeping an emotional journal, daily meditation, positive visualization, appreciative inquiry, thought before action, and empathetic listening. Four skills that will enhance an individual's emotional intelligence include self awareness, self management, social management, and relationship management.

  10. The Development of Leader Character through Crucible Moments

    Science.gov (United States)

    Byrne, Alyson; Crossan, Mary; Seijts, Gerard

    2018-01-01

    Business schools strive to develop leadership excellence in their students. In this essay, we suggest that educators should find ways to help students develop and deepen leader character, a fundamental component of exemplary leadership. Frequently, business school students have preconceived ideas of leadership, often neglecting leader character.…

  11. Palliative care awareness amongst religious leaders and seminarians

    African Journals Online (AJOL)

    Introduction: There exists scanty literature on the awareness of Nigerians towards palliative care. This study was conducted to determine the level of awareness of religious leaders and seminarians in Ibadan, Nigeria, on palliative care. Methods: Data obtained from a cross-section of 302 religious leaders and seminarians in ...

  12. LEADER Eestis - mis toimub, mis toimumas? / Ave Bremse

    Index Scriptorium Estoniae

    Bremse, Ave

    2008-01-01

    LEADER-programmi rakendumise edukusest Eestis. Vt. samas: 1. Kuidas teie kohalikul tegevusgrupil läheb? 2. Mida uut on toonud LEADER teie piirkonda? Küsimustele vastavad: Aili Ilves, Hardi Murula, Merle Adams, Sille Tars, Jaak Vitsur, Mercedes Merimaa ja Piia Kärssin. Lisa: Statistikat ja infot kohalike tegevusgruppide kohta

  13. A great earthquake in the Antarctic plate on 25 March 1998

    Directory of Open Access Journals (Sweden)

    Yoko Tono

    1998-07-01

    Full Text Available A great earthquake occurred in the Antarctic Plate at 03h 12m 24.7s (UT on 25 March 1998. The location and magnitude of the earthquake determined by United States Geological Survey are as follows : 62.876°S, 149.712°E, 10km depth m_b 6.8,M_s 8.0. In response to a request for earthquake information from Syowa Station (69°00′S, 39°35′E to Dumont d'Urville Station of France (66°40′S, 140°01′E, the station leader reported that all wintering members in the station felt a quake and something on the shelf in the building fell down. The intensity at the station was estimated to be III∿IV by the intensity scale of Japanese Meteorological Agency. This earthquake is the first great earthquake of magnitude 8 recorded in the Antarctic Plate since IGY of 1957 and the first earthquake felt in Antarctica except for volcanic earthquakes.

  14. What every leader needs to know about followers.

    Science.gov (United States)

    Kellerman, Barbara

    2007-12-01

    Countless studies, workshops, and books have focused on leaders--the charismatic ones, the retiring ones, even the crooked ones. Virtually no literature exists about followers, however, and the little that can be found tends to depict subordinates as an amorphous group or explain their behavior in the context of leaders' development. Some works even fail to sufficiently distinguish among varying types of followers--barely registering the fact that those who tag along mindlessly are a breed apart from those who are deeply devoted and consciously, actively involved. These distinctions have critical implications for the way leaders should lead and managers should manage, according to Kellerman, a professor at Harvard's Kennedy School of Government. Additionally, today's followers are influenced by a range of cultural and technological changes that have affected what they want and how they view and communicate with their ostensible leaders. In this article, Kellerman explores the evolving dynamic between leaders and subordinates and offers a typology that managers can use to determine and appreciate how their followers are different from one another. Using the level of engagement with a leader or group as a defining factor, the author segments followers into five types: Isolates are completely detached; they passively support the status quo with their inaction. Bystanders are free riders who are somewhat detached, depending on their self-interests. Participants are engaged enough to invest some of their own time and money to make an impact. Activists are very much engaged, heavily invested in people and process, and eager to demonstrate their support or opposition. And diehards are so engaged they're willing to go down with the ship--or throw the captain overboard.

  15. The attitudes of science policy, environmental, and utility leaders on U.S. Energy issues and fusion

    Science.gov (United States)

    Miller, J. D.

    1988-03-01

    This paper examines the awareness, knowledge, attitudes, and policy preferences of a national sampling of leaders from the science policy, environmental, and utility fields, and of congressional science staff members. Several conclusions emerge: First, a substantial segment of those polled already have some familiarity with the full range of issues about current energy policy. More specifically, there is also a substantial portion of the leaders who believe they have an understanding of the fusion process and who hold the expectation that fusion-based energy technology will be the primary source of electrical power fifty years from now. In this regard, then, we may conclude that there already exists a foundation or basis upon which policy leaders may build an expanded and improved understanding of general energy issues, and of the fusion process and related technologies. Second, the policy attitudes and orientations of the leaders appear to be positive. Utility leaders show a great deal of enthusiasm for the future prospects of fusion-based energy technologies, as do most science policy leaders. There is discernibly less enthusiasm among environmental leaders and the congressional science staff about long term prospects for fusion-based systems, but even among these groups there is still substantial support. Among all of the groups, there is a recognition that fossil fuel resources are finite and that it is imperative to plan now for the time when those resources will be gone or severely limited. In broad terms, there is already a forward looking perspective in regard to energy policy. Third, following a pattern similar to that found in regard to biotechnology, science policy and environmental organization leaders appear to rely heavily on printed media and to focus their trust and confidence on a small number of distinguished publications. We observe a two-step information process. In the first step, leaders use science magazines, news magazines, newspapers, and

  16. Gooseprints : a model to develop seniors as empowering leaders

    OpenAIRE

    Cusack, Sandra A.; Thompson, Wendy

    1998-01-01

    Canada Geese are never stuck for leaders, because every goose shares the leadership. Every goose is a volunteer-every volunteer is a leader. Flying in V-formation is aerodynamically efficient-every individual- goose/volunteer gets more lift when all are working together. The purpose of this blueprint is to help you promote goose leadership by giving volunteers the lift they need to get them off the ground and flying high. Every volunteer is a potential leader, and when they get the lift that'...

  17. How to Elect a Leader Faster than a Tournament

    OpenAIRE

    Alistarh, Dan; Gelashvili, Rati; Vladu, Adrian

    2014-01-01

    The problem of electing a leader from among $n$ contenders is one of the fundamental questions in distributed computing. In its simplest formulation, the task is as follows: given $n$ processors, all participants must eventually return a win or lose indication, such that a single contender may win. Despite a considerable amount of work on leader election, the following question is still open: can we elect a leader in an asynchronous fault-prone system faster than just running a $\\Theta(\\log n...

  18. LEADER-vedajas caagisid koostöönippe / Ivika Maidre

    Index Scriptorium Estoniae

    Maidre, Ivika, 1967-

    2009-01-01

    Virumaa Koostöökogu ja Kirderanniku Koostöökogu koostöös korraldatud konverentsil arutleti, kuidas LEADER programmi piirkondade arendamisel paremini ära kasutada ning mida on LEADER abiga juba tehtud

  19. A Self-Study on Preparing Future School Leaders

    Science.gov (United States)

    Frick, William C.; Riley, Ann T.

    2010-01-01

    This paper presents a self-study project that goes beyond the surface of praxis to examine the internal academic teaching process of a PK-12 school leader educator. The study systematically relates one professor's intrapersonal struggle and professional challenge in addressing his lived contradiction of teaching aspiring school leaders. Results…

  20. Empowerment in nurse leader groups in middle management: a quantitative comparative investigation.

    Science.gov (United States)

    Spencer, Caroline; McLaren, Susan

    2017-01-01

    The aim was to investigate structural empowerment in nurse leaders in middle management positions. Objectives were to determine levels of empowerment of nurse leaders and to compare levels of empowerment between nurse leader groups. Access to formal and informal power, opportunity, resources, information and support are determinants of structural empowerment. Empowerment of nurse leaders in middle management positions is vital given their roles in enabling nursing teams to deliver high-quality care, benefitting both patient and workforce outcomes. Quantitative component of a mixed methods study using survey principles. The Conditions of Work Effectiveness Questionnaire II was distributed to the total population (n = 517) of nurse leaders in an NHS Foundation Trust in England. Nurse leader groups comprised unit leaders (sisters, matrons) and senior staff nurses. Quantitative data entered on spss v 17/18, were analysed using descriptive and inferential statistics. Overall, the unit response rate was 44·1% (n = 228). Levels of total and global empowerment were moderate and moderate to high respectively. Groups did not differ significantly on these parameters or on five elements of total empowerment, but significantly higher scores were found for unit leaders' access to information. Significantly higher scores were found for senior staff nurses on selected aspects of informal power and access to resources, but scores were significantly lower than unit leaders for components of support. A moderately empowered population of nurse leaders differed in relation to access to information, aspects of support, resources and informal power, reflecting differences in roles, spheres of responsibility, hierarchical position and the constraints on empowerment imposed on unit leaders by financial and resource pressures. Empowerment of nurse leaders in middle management is vital in enabling nursing teams to deliver high-quality care. Roles, spheres of responsibility, hierarchical

  1. Understanding leader representations: Beyond implicit leadership theory

    OpenAIRE

    Knee, Robert Everett

    2006-01-01

    The purpose of the present study was to establish evidence for the suggested integration of the theories of connectionism and leadership. Recent theoretical writings in the field of leadership have suggested that the dynamic representations generated by the connectionist perspective is an appropriate approach to understanding how we perceive leaders. Similarly, implicit leadership theory (ILT) explains that our cognitive understandings of leaders are based on a cognitive structure that we u...

  2. Bossing or serving?: How leaders execute effectively.

    Science.gov (United States)

    Kerfoot, Karlene

    2008-04-01

    Many new leaders believe that the way to get things done is to be autocratic and directive. Successful leadership is a negotiated process with the employees that must be mutually satisfying for the evolution into a high-performing unit or organization. Well-intentioned leaders often overlook the very simple truth of learning to help people move forward in their work and to treat people as decent human beings.

  3. Bossing or serving? How leaders execute effectively.

    Science.gov (United States)

    Kerfoot, Karlene

    2007-01-01

    Many new leaders believe that the way to get things done is to be autocratic and directive. Successful leadership is a negotiated process with the employees that must be mutually satisfying for the evolution into a high-performing unit or organization. Well-intentioned leaders often overlook the very simple truth of learning to help people move forward in their work and to treat people as decent human beings.

  4. Lightning leader models of terrestrial gamma-ray flashes

    Science.gov (United States)

    Dwyer, J. R.; Liu, N.; Ihaddadene, K. M. A.

    2017-12-01

    Terrestrial gamma-ray flashes (TGFs) are bright sub-millisecond bursts of gamma rays that originate from thunderstorms. Because lightning leaders near the ground have been observed to emit x-rays, presumably due to runaway electron production in the high-field regions near the leader tips, models of TGFs have been developed by several groups that assume a similar production mechanism of runaway electrons from lightning leaders propagating through thunderclouds. However, it remains unclear exactly how and where these runaway electrons are produced, since lightning propagation at thunderstorm altitudes remains poorly understood. In addition, it is not obvious how to connect the observed behavior of the x-ray production from lightning near the ground with the properties of TGFs. For example, it is not clear how to relate the time structure of the x-ray emission near the ground to that of TGFs, since x-rays from stepped leaders near the ground are usually produced in a series of sub-microsecond bursts, but TGFs are usually observed as much longer pulses without clear substructures, at sub-microsecond timescales or otherwise. In this presentation, spacecraft observations of TGFs, ground-based observations of x-rays from lightning and laboratory sparks, and Monte Carlo and PIC simulations of runaway electron and gamma ray production and propagation will be used to constrain the lightning leader models of TGFs.

  5. The Influence of Leader Prestige on Subordinates’ Job Attitude and Behavior: mediation and moderation effects

    Directory of Open Access Journals (Sweden)

    He Li

    2015-01-01

    Full Text Available To explore the problem of leader prestige Chinese is familiar with, an empirical study was conducted. Base on the results of a sample of full-time employees in enterprises, the present study analyzed the effects of leader prestige on subordinates’ job attitude and behavior. The study proves that leader prestige can improve leader trust and organization identification of subordinates. Leader prestige can give birth to positive effects on leader trust, and then improve organizational identification of subordinates. Leader prestige has positive effects on job satisfaction and job engagement by the full mediator of organizational identification and leader trust. Leader’s power and leader-member exchange can moderate the positive relationship between leader prestige and subordinates’ organizational identification, but cannot moderate the relationship between leader prestige and leader trust.

  6. Leader's opinion priority bounded confidence model for network opinion evolution

    Science.gov (United States)

    Zhu, Meixia; Xie, Guangqiang

    2017-08-01

    Aiming at the weight of trust someone given to participate in the interaction in Hegselmann-Krause's type consensus model is the same and virtual social networks among individuals with different level of education, personal influence, etc. For differences between agents, a novelty bounded confidence model was proposed with leader's opinion considered priority. Interaction neighbors can be divided into two kinds. The first kind is made up of "opinion leaders" group, another kind is made up of ordinary people. For different groups to give different weights of trust. We also analyzed the related characteristics of the new model under the symmetrical bounded confidence parameters and combined with the classical HK model were analyzed. Simulation experiment results show that no matter the network size and initial view is subject to uniform distribution or discrete distribution. We can control the "opinion-leader" good change the number of views and values, and even improve the convergence speed. Experiment also found that the choice of "opinion leaders" is not the more the better, the model well explain how the "opinion leader" in the process of the evolution of the public opinion play the role of the leader.

  7. Investigating and profiling the leadership behaviours of Jordanian nursing leaders.

    Science.gov (United States)

    Mrayyan, Majd; Khasawneh, Israa

    Leadership' is a social process in which a member or members of a group influence the interpretation of events, choice of goals/outcomes, organization of work activities, motivation, abilities, power relations, and shared orientations. This study identifies leadership behaviours of Jordanian nursing leaders. A descriptive comparative design was used to collect data from four governmental and three private hospitals. Data were collected during April 2005. The total number of recruited nursing leaders was 140 with a 70% response rate. T-tests and chi-squares were performed to compare the phenomenon of interest. The mean reported leadership behaviours were slightly higher in private hospitals than those in governmental hospitals. However, more than half of the time, leaders in both types of hospitals used supportive leadership behaviours. There were significant differences between governmental and private hospitals in most demographics of the sample. Based on types of hospitals and gender, differences in leadership behaviours were advantageous for nursing leaders in private hospitals, while differences based on units and wards were advantageous for nursing leaders in governmental hospitals. In general, Jordanian nursing leaders used supportive leadership behaviours. Differences in leadership behaviours have implications for nursing practice, research, and education.

  8. Outdoor Orientation Leaders: The Effects of Peer Leadership

    Science.gov (United States)

    Starbuck, J. David; Bell, Brent J.

    2017-01-01

    In this study, we investigated how student (peer) leaders of college outdoor orientation programs understand the effects of their leadership experience on personal growth and development. We collected data through in-depth interviews of 36 first-time student leaders at four colleges. Findings indicate that the majority of students at all four…

  9. Learning lessons from traditional leaders in Ghana | IDRC ...

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

    2011-02-08

    Feb 8, 2011 ... Now a professor in the Department of Political Science at the ... on major policy questions such as land tenure, gender issues, and health. ... leaders into democratic forms of government, in several others — mostly those who ... (See box for more on traditional leaders' involvement in the fight against AIDS.).

  10. The Relationship between 4-H Division Leaders' Propensity toward Delegation and Involvement in and Major Responsibility for Leader Identification and Selection.

    Science.gov (United States)

    Dunbar, Mary Elizabeth

    This research was to determine the relationship between New York State Cooperative Extension 4-H Division Leaders' propensity toward delegation of work responsibility and (1) their degree of involvement in the performance of leader identification and selection tasks, (2) assignment of major responsibility for these tasks, and (3) other selected…

  11. Emotional intelligence in South African women leaders in higher education

    Directory of Open Access Journals (Sweden)

    Claude-Hélène Mayer

    2017-02-01

    Full Text Available Orientation: This study contributes to an in-depth understanding of emotional intelligence (EI in women leaders in Higher Education Institutions (HEIs in South Africa from an inside perspective. Research purpose: The purpose of this study is to explore EI in South African women leaders working in HEIs to identify women leader’s strengths, foci and their possible areas of development. The aim is to get deeper insights in EI in women leaders because EI is associated with effective leadership qualities, creativity and innovation, as well as empathetic communication which is needed in the challenging HEI workplaces. Motivation for the study: Emotional intelligence is an important source for women leaders to increase leadership qualities. This study is motivated by a deep interest to explore aspects of EI in women leaders in this specific professional context. Research design, approach and method: The study uses a qualitative research design and an approach based on Dilthey’s modern hermeneutics of ‘Verstehen’ (understanding. Twenty-three women leaders of the Higher Education Research Service (HERS-SA network were interviewed through semi-structured interviews. One researcher observed behaviour in one HEI to support the interpretation of the data. Data were analysed through content analysis. Main findings: Findings show that women leaders mainly refer to intrapersonal emotional quotient (EQ, followed by interpersonal EQ, adaptability, stress management and, finally, general mood. The most highly rated components of EQ are self-regard, followed by interpersonal relationships, problem solving, empathy, emotional self-awareness, assertiveness, impulse control and social responsibility. Findings also provide ideas on what EQ components can be further developed. Practical/managerial implications: New insights are provided on what components of EI should be developed in women leaders to increase overall EI, on cognitive and behavioural levels

  12. [Sources of leader's confidence in organizations].

    Science.gov (United States)

    Ikeda, Hiroshi; Furukawa, Hisataka

    2006-04-01

    The purpose of this study was to examine the sources of confidence that organization leaders had. As potential sources of the confidence, we focused on fulfillment of expectations made by self and others, reflection on good as well as bad job experiences, and awareness of job experiences in terms of commonality, differentiation, and multiple viewpoints. A questionnaire was administered to 170 managers of Japanese companies. Results were as follows: First, confidence in leaders was more strongly related to fulfillment of expectations made by self and others than reflection on and awareness of job experiences. Second, the confidence was weakly related to internal processing of job experiences, in the form of commonality awareness and reflection on good job experiences. And finally, years of managerial experiences had almost no relation to the confidence. These findings suggested that confidence in leaders was directly acquired from fulfillment of expectations made by self and others, rather than indirectly through internal processing of job experiences. Implications of the findings for leadership training were also discussed.

  13. Teambuilding: A Strategic Leader Imperative

    National Research Council Canada - National Science Library

    Putko, Christopher J

    2006-01-01

    .... An Army Training and Leader Development Panel (ATLDP) - 2001 cited team building components in need of improvement to include command climate empowerment of subordinates, mentorship, counseling, accountability, and feedback...

  14. Probing Leader Cells in Endothelial Collective Migration by Plasma Lithography Geometric Confinement.

    Science.gov (United States)

    Yang, Yongliang; Jamilpour, Nima; Yao, Baoyin; Dean, Zachary S; Riahi, Reza; Wong, Pak Kin

    2016-03-03

    When blood vessels are injured, leader cells emerge in the endothelium to heal the wound and restore the vasculature integrity. The characteristics of leader cells during endothelial collective migration under diverse physiological conditions, however, are poorly understood. Here we investigate the regulation and function of endothelial leader cells by plasma lithography geometric confinement generated. Endothelial leader cells display an aggressive phenotype, connect to follower cells via peripheral actin cables and discontinuous adherens junctions, and lead migrating clusters near the leading edge. Time-lapse microscopy, immunostaining, and particle image velocimetry reveal that the density of leader cells and the speed of migrating clusters are tightly regulated in a wide range of geometric patterns. By challenging the cells with converging, diverging and competing patterns, we show that the density of leader cells correlates with the size and coherence of the migrating clusters. Collectively, our data provide evidence that leader cells control endothelial collective migration by regualting the migrating clusters.

  15. Individual performance and leader's laterality in interactive contests.

    Science.gov (United States)

    Mukherjee, Satyam

    2017-05-01

    Left-handedness is known to provide an intrinsic and tactical advantage at top level in many sports involving interactive contests. Again, most of the renowned leaders of the world are known to have been left-handed. Leadership plays an important role in politics, sports and mentorship. In this paper we show that Cricket captains who bat left-handed have a strategic advantage over the right-handed captains in One Day International (ODI) and Test matches. The present study involving 46 left-handed captains and 148 right-handed captains in ODI matches, reveal a strong relation between leader's laterality and team member performance, demonstrating the critical importance of left-handedness and successful leadership. The odds for superior batting performance in an ODI match under left-handed captains are 89% higher than the odds under right-handed captains. Our study shows that left-handed captains are more successful in extracting superior performance from the batsmen and bowlers in ODI and Test matches; perhaps indicating left-handed leaders are better motivators as leaders when compared to right-handed captains.

  16. Leader development transformation in the Army Nurse Corps.

    Science.gov (United States)

    Funari, Tamara S; Ford, Kathleen; Schoneboom, Bruce A

    2011-01-01

    The Army Nurse (AN) Corps is undergoing a historic transformation. Under the leadership of its Chief, MG Patricia Horoho, the Corps developed and implemented the AN Campaign Plan to insure that the Corps has the right capability and capacity to meet the current and future needs of the US Army. This article describes the work conducted by the AN Corps Leadership Imperative Action Team (Leader IAT) to develop full-spectrum leaders for the future. The mission of the Leader IAT is derived from both the AN Campaign plan as well as the operational objectives defined in the AN balanced scorecard. As a result of the analysis conducted during preparation of the AN Campaign Plan, several key gaps were identified regarding the Army Nurse Corps' ability to match leadership talents with the diverse demands of current missions, as well as its adaptability and flexibility to be prepared for unknown future missions. This article also introduces the Leadership Capability Map and other initiatives implemented to ensure the development of full-spectrum leaders who will be effective in the future military healthcare environment.

  17. Growing Nurse Leaders: Their Perspectives on Nursing Leadership and Today’s Practice Environment

    Science.gov (United States)

    Dyess, Susan M; Sherman, Rose O; Pratt, Beth A; Chiang-Hanisko, Lenny

    2016-01-14

    With the growing complexity of healthcare practice environments and pending nurse leader retirements, the development of future nurse leaders is increasingly important. This article reports on focus group research conducted with Generation Y nurses prior to their initiating coursework in a Master’s Degree program designed to support development of future nurse leaders. Forty-four emerging nurse leaders across three program cohorts participated in this qualitative study conducted to capture perspectives about nursing leaders and leadership. Conventional content analysis was used to analyze and code the data into categories. We discuss the three major categories identified, including: idealistic expectations of leaders, leading in a challenging practice environment, and cautious but optimistic outlook about their own leadership and future, and study limitations. The conclusion offers implications for future nurse leader development. The findings provide important insight into the viewpoints of nurses today about leaders and leadership.

  18. If Civilian Leaders Overrule Military Leaders and Direct Them to Eliminate a Division, What Type of Division Should be Cut: Army Heavy or Marine?

    National Research Council Canada - National Science Library

    Mohr, Jerry

    1997-01-01

    This paper addresses the developing political forces and budgetary issues that may lead civilian leaders to overrule the objections of senior military leaders and direct them to eliminate a division...

  19. The importance of opinion leaders in agricultural production among ...

    African Journals Online (AJOL)

    The importance of opinion leaders in agricultural production among male and ... farmers do not have adequate access to extension services due to, amongst others, the ... In view of these problems, the role of opinion leaders is important and ...

  20. What mental health teams want in their leaders.

    Science.gov (United States)

    Corrigan, P W; Garman, A N; Lam, C; Leary, M

    1998-11-01

    The authors present the findings of the first phase of a 3-year study developing a skills training curriculum for mental health team leaders. A factor model empirically generated from clinical team members was compared to Bass' (1990) Multifactor Model of Leadership. Members of mental health teams generated individual responses to questions about effective leaders. Results from this survey were subsequently administered to a sample of mental health team members. Analysis of these data yielded six factors: Autocratic Leadership, Clear Roles and Goals, Reluctant Leadership, Vision, Diversity Issues, and Supervision. Additional analyses suggest Bass' Multifactor Model offers a useful paradigm for developing a curriculum specific to the needs of mental health team leaders.

  1. One-leader and multiple-follower Stackelberg games with private information

    OpenAIRE

    Nakamura, Tomoya

    2014-01-01

    This study analyzes one-leader and multiple-follower Stackelberg games with private information regarding demand uncertainty. In the equilibrium of the Stackelberg games, a leader's private information becomes public information among followers. This study demonstrates that the strategic relationship between the leader and each follower is determined by the weight on public information regarding a follower's estimation of demand uncertainty. If the weight is sufficiently low (high), then the ...

  2. Just Do It.

    Science.gov (United States)

    Black, Susan

    1995-01-01

    Kids may be learning a great deal in physical education class. The new emphasis on physical education (through sports, dance, and physical exercise) is partly due to Howard Gardner's multiple intelligences research underscoring the importance of bodily/kinesthetic perception. Research shows that promoting the mind-body connection increases…

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

    NARCIS (Netherlands)

    Aaldering, L.

    2018-01-01

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

  4. Probing Leader Cells in Endothelial Collective Migration by Plasma Lithography Geometric Confinement

    OpenAIRE

    Yongliang Yang; Nima Jamilpour; Baoyin Yao; Zachary S. Dean; Reza Riahi; Pak Kin Wong

    2016-01-01

    When blood vessels are injured, leader cells emerge in the endothelium to heal the wound and restore the vasculature integrity. The characteristics of leader cells during endothelial collective migration under diverse physiological conditions, however, are poorly understood. Here we investigate the regulation and function of endothelial leader cells by plasma lithography geometric confinement generated. Endothelial leader cells display an aggressive phenotype, connect to follower cells via pe...

  5. 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.

  6. An Assessment of Educational Leaders' Multicultural Competences in Ethiopian Public Universities

    Science.gov (United States)

    Geleta, Abeya; Amsale, Frew

    2016-01-01

    Multicultural Competences of higher education leaders refer directly to the multicultural knowledge, attitudes and skills of the leaders which is the focus of the present study. The demographic changes and the subsequent diversity in Ethiopian HEIs strongly demands the HEIs to be multiculturally competent, their leaders should in turn have the…

  7. Changes in commitment to change among leaders in home help services.

    Science.gov (United States)

    Westerberg, Kristina; Tafvelin, Susanne

    2015-07-06

    The purpose of the this study was to explore the development of commitment to change among leaders in the home help services during organizational change and to study this development in relation to workload and stress. During organizational change initiatives, commitment to change among leaders is important to ensure the implementation of the change. However, little is known of development of commitment of change over time. The study used a qualitative design with semi-structured interviews with ten leaders by the time an organizational change initiative was launched and follow-up one year later. Thematic content analysis was used to analyze the interviews. Commitment to change is not static, but seems to develop over time and during organizational change. At the first interview, leaders had a varied pattern reflecting different dimensions of commitment to change. One year later, the differences between leaders' commitment to change was less obvious. Differences in commitment to change had no apparent relationship with workload or stress. The data were collected from one organization, and the number of participants were small which could affect the results on workload and stress in relation to commitment to change. It is important to support leaders during organizational change initiatives to maintain their commitment. One way to accomplish this is to use management team meetings to monitor how leaders perceive their situation. Qualitative, longitudinal and leader studies on commitment to change are all unusual, and taken together, this study shows new aspects of commitment.

  8. Situational moderators of leader reward and punishment behaviors: fact or fiction?

    Science.gov (United States)

    Podsakoff, P M; Todor, W D; Grover, R A; Huber, V L

    1984-08-01

    One assumption shared by many contemporary models of leadership is that situational variables moderate the relationships between leader behaviors and subordinate responses. Recently, however, R. J. House and J. L. Baetz (1979 in B. Staw & L. Cummings, Eds., Research in Organizational Behavior (Vol. 1), Greenwich, Connecticut, JAI Press) have suggested that the effects of some leader traits and behaviors may be relatively invariant; that is, have the same effects in a variety of situations. One possible class of leader behaviors which may have relatively consistent effects across situations are those known as leader reward and punishment behaviors. The first goal of the research reported here was to increase our understanding of the relationships between leader contingent and noncontingent reward and punishment behaviors and subordinate responses. Contingent reward behavior was found to have the most pronounced relationships with subordinate performance and satisfaction, followed by noncontingent punishment behavior. Neither leader noncontingent reward nor contingent punishment behavior were found to be related to either subordinate performance or satisfaction, with the exception that noncontingent reward behavior was negatively related to subordinates' satisfaction with work. The second goal of the research was to examine the effects of a variety of potential moderators on the relationships between leader reward and punishment behaviors and subordinate responses. The results of this study suggest that the relationships between leader reward and punishment behaviors and subordinates' performance are relatively free of moderating effects.

  9. Women Leaders in Oxford House.

    Science.gov (United States)

    Timpo, Phyllis; Price, Temple; Salina, Doreen; Witek, Caroline; Pommer, Nicole; Jason, Leonard A

    2014-01-01

    This qualitative study examined women assuming leadership roles in Oxford Houses, which are communal, democratically run recovery settings for substance use disorder. Semi-structured interviews were conducted with 10 women Oxford House leaders who shared their thoughts and experiences on leadership. Several themes emerged from qualitative data analysis, most notably that stepping up and accepting a leadership role in Oxford House had a positive effect on self-esteem, which is vital to women with a history of substance abuse. Barriers to leadership were also identified such as negative interpersonal relationships with other women. A number of methods mentioned to increase the number of women leaders included: developing workshops, providing positive encouragement, and accessing existing female role models. The implications of this study are discussed.

  10. If you're going to be a leader, at least act like it! Prejudice towards women who are tentative in leader roles.

    Science.gov (United States)

    Bongiorno, Renata; Bain, Paul G; David, Barbara

    2014-06-01

    Role congruity theory predicts prejudice towards women who meet the agentic requirements of the leader role. In line with recent findings indicating greater acceptance of agentic behaviour from women, we find evidence for a more subtle form of prejudice towards women who fail to display agency in leader roles. Using a classic methodology, the agency of male and female leaders was manipulated using assertive or tentative speech, presented through written (Study 1, N = 167) or verbal (Study 2, N = 66) communications. Consistent with predictions, assertive women were as likeable and influential as assertive men, while being tentative in leadership reduced the likeability and influence of women, but not of men. Although approval of agentic behaviour from women in leadership reflects progress, evidence that women are quickly singled out for disapproval if they fail to show agency is important for understanding how they continue to be at a distinct disadvantage to men in leader roles. © 2013 The British Psychological Society.

  11. [Effects of nurses' perception of servant leadership on leader effectiveness, satisfaction and additional effort: focused on the mediating effects of leader trust and value congruence].

    Science.gov (United States)

    Han, Sang Sook; Kim, Nam Eun

    2012-02-01

    This study was done to examine the effects of nurses' perception of servant leadership on leader effectiveness, satisfaction and promoting additional effort. The focus was the mediating effects of leader trust and value congruence. Data were collected from 361 RN-BSN students and nurses participating in nationally attended in-service training programs. Data were analyzed using descriptive statistics and structural analysis with SPSS 17.0 windows program and Amos 7.0. Direct effects of nurses' perception of servant leadership were negative, but mediating effects of trust and value congruency were positively correlated with leader effectiveness, satisfaction and additional effort, that is servant leadership should be effective through mediating factors. The study results indicate that if the middle managers of nurses can build leader trust and value congruency between nurses through servant leadership, leader effectiveness, satisfaction and additional effort on the part of the nurses could result in a positive change in the long term.

  12. The Multiple Roles that Youth Development Program Leaders Adopt with Youth

    Science.gov (United States)

    Walker, Kathrin C.

    2011-01-01

    The roles that program leaders establish in their relationships with youth structure how leaders are able to foster youth development. This article examines the complex roles program leaders create in youth programs and investigates how they balanced multiple roles to most effectively respond to the youth they serve. Analyses of qualitative data…

  13. 20 CFR 404.1074 - Farm crew leader who is self-employed.

    Science.gov (United States)

    2010-04-01

    ... DISABILITY INSURANCE (1950- ) Employment, Wages, Self-Employment, and Self-Employment Income Self-Employment § 404.1074 Farm crew leader who is self-employed. If you are a farm crew leader and are deemed the... 20 Employees' Benefits 2 2010-04-01 2010-04-01 false Farm crew leader who is self-employed. 404...

  14. Frequency and timing of leaders' mediation attempts

    OpenAIRE

    Demirağ, Elif Gizem; Demirag, Elif Gizem

    2015-01-01

    How do a state's political regime type and power status influence leader's mediation attempts? This study develops an explanation as a response to this question derived from the democratic peace theory which underlines the role of democratic norms in motivating state leaders to play a third party role in peace processes. Based on this approach, the expectation is that democratic country representatives are more likely to mediate especially in the early stage of their careers. In addition, I a...

  15. What Type of Project Leader Are You?

    DEFF Research Database (Denmark)

    Lund Pedersen, Carsten; Ritter, Thomas

    2018-01-01

    Everyone has their own way of organising a project. Read about the four types of leadership, and why a diversity of types is good for any organisation. And take the quiz: What type of project leader are you?......Everyone has their own way of organising a project. Read about the four types of leadership, and why a diversity of types is good for any organisation. And take the quiz: What type of project leader are you?...

  16. Characteristics of successful aviation leaders of Oklahoma

    Science.gov (United States)

    Kutz, Mary N. Hill

    Scope and method of study. The purpose of the study was to examine the personal traits, skills, practices, behaviors, background, academic, and career success patterns of selected aviation leaders in Oklahoma. A purposive sample of 18 leaders who had achieved a top-ranked position of aviation leadership in an organization or a position of influence in the community was selected for interview. The leaders chosen for interview came from a variety of aviation organizations including government, academia, military, corporate aviation, and air carrier leadership as well as community leadership (specifically those aviation personnel who were engaged in a political or civic leadership role). Findings and conclusions. This study identified no common career choices, educational, family, or other background factors exclusively responsible for leadership success of all of the participants. Some of the more significant findings were that a high percentage of the leaders held undergraduate and advanced degrees; however, success had been achieved by some who had little or no college education. Aviation technical experience was not a prerequisite for aviation leadership success in that a significant number of the participants held no airman rating and some had entered positions of aviation leadership from non-aviation related careers. All had received some positive learning experience from their family background even those backgrounds which were less than desirable. All of the participants had been involved in volunteer civic or humanitarian leadership roles, and all had received numerous honors. The most frequently identified value expressed by the leaders was honesty; the predominant management style was participative with a strong backup style for directing, the most important skills were communication and listening skills, and the most frequently mentioned characteristics of success were honesty, credibility, vision, high standards, love for aviation and fiscal

  17. Openness to change: experiential and demographic components of change in in Local Health Department leaders

    OpenAIRE

    Emmanuel D Jadhav; James W. Holsinger; David W Fardo

    2015-01-01

    Background: During the 2008-10 economic recession, Kentucky local health department (LHD) leaders utilized innovative strategies to maintain their programs. A characteristic of innovative strategy is leader openness to change. Leader demographical research in for-profit organizations has yielded valuable insight into leader openness to change. For LHD leaders the nature of the association between leader demographic and organizational characteristics on leader openness to change is unknown. Th...

  18. Leading global projects for professional and accidental project leaders

    CERN Document Server

    Moran, Robert T

    2008-01-01

    This book is a must-read for anyone responsible for projects and initiatives that span functional and geographical divides. Authors Moran and Youngdahl bring extensive experience and learning from industry practice to present a clear and straightforward treatment of the leadership skills and knowledge required to lead projects that are global in nature. They have written the first book of its kind to address the three essential skills of global project leaders - strategic project management, project leadership, and cross-cultural leadership. The authors argue that global project leadership is an essential skill in our project-based world and that we are all either intentional or accidental project leaders. Intentional project leaders pursue formal project management education and even certification whereas accidental project leaders find themselves leading global projects and initiatives as a result of a special assignment or promotion. Moran and Youndahl have found that the vast majority of global projects ...

  19. Analysis of gender stereotypic characteristics in leaders and subordinates

    Directory of Open Access Journals (Sweden)

    María Laura Lupano Perugini

    2013-08-01

    Full Text Available An investigation was realized to analyze the way leaders and subordinates describe themselves in relation to perceived gender stereotypic characteristics and, to verify if exists differences in these characteristics according position (leader/ subordinate. Participate 612 individuals, 329 male (54% y 283 female (46%, age average = 37,54 years (DE=11,88. 59 % of the participants occupied executive positions and the rest were subordinates. It was utilized and abbreviate version of the Bem Sex Roles (Bem, 1974 to data recollection. The obtained results show that male leaders describe themselves mainly with agentic-masculine attributes (e.g. dominant, compared with subordinates who describe themselves with communal- feminine characteristics (e.g. submission. On the other hand, the female leaders describe themselves mainly with androgyny attributes combining qualities of both genders (e.g. dominant and sensible to the needs of others; however the female subordinates show communal attributes (e.g. submission

  20. Finding the leader within: thoughts on leadership in nursing.

    Science.gov (United States)

    Gordin, Peggy Cohen; Trey, Beulah

    2011-01-01

    Leadership is an important topic in nursing. We recognize the importance of leaders who represent us well to those outside of the profession, yet many nurses do not view themselves as "leaders." This is unfortunate, because real leadership is less about a title or institutionally granted power, and more about how we "show up" in the many situations that make up our days. The image of the nursing profession is formed in the many day-to-day interactions between nurses and patients, families, the public, physicians, and administrators. Nurses who can find their inner leader and use it in their practice, at whatever level of the organization they contribute, will find that they are able to positively impact patient care and outcomes. This paper describes a framework for finding your inner leader that is based upon 5 "skill-cepts" (skills derived from leadership concepts), which we have found essential to leading.

  1. Trees: Dead or Alive. 4-H Leader's Guide 147-L-22.

    Science.gov (United States)

    Krasny, Marianne E.

    This illustrated leader's guide to exploring trees and forests provides activities which emphasize careful observation of trees and the living things associated with them for youths age 9 and older. Introductory information for leaders explains the uses for trees and the role of trees in the ecosystem. It also gives suggestions for leaders to…

  2. Some Observations about Leaders in the Black Community

    Directory of Open Access Journals (Sweden)

    Joseph S. Himes

    2010-10-01

    Full Text Available In a paper not previously published, the founding president of the North Carolina Sociological Association explores changing leadership styles among black leaders. By the 1960s, when this paper was written as a thought piece, leadership patterns had changed from those embeded in local institutions towards leaders who could master complex legal issues. Four leadership styles are found and discussed.

  3. Information Operations: Training the Leaders

    National Research Council Canada - National Science Library

    Ferriter, Michael

    1999-01-01

    The purpose of this project is to determine if the Army's officer education and training systems adequately prepare our leaders to operate within, and to deploy, fight, and win in the Information Age...

  4. Dirty Hands Make Dirty Leaders?! The Effects of Touching Dirty Objects on Rewarding Unethical Subordinates as a Function of a Leader's Self-Interest

    NARCIS (Netherlands)

    F.M. Cramwinckel (Florien); D. de Cremer (David); M.H. van Dijke (Marius)

    2013-01-01

    textabstractWe studied the role of social dynamics in moral decision-making and behavior by investigating how physical sensations of dirtiness versus cleanliness influence moral behavior in leader-subordinate relationships, and whether a leader's self-interest functions as a boundary condition to

  5. Ethical leader behavior and big five factors of personality

    NARCIS (Netherlands)

    Kalshoven, K.; den Hartog, D.N.; de Hoogh, A.H.B.

    2011-01-01

    Most research on ethical leadership to date investigates the consequences of ethical leadership rather than its antecedents. Here, we aim to contribute to this field by studying leader personality as a potential antecedent of ethical leader behavior. In two multisource studies, we investigated the

  6. Dr. Martin Luther King, Jr. as Spiritual Leader

    Directory of Open Access Journals (Sweden)

    Andrea Pierce

    2013-09-01

    Full Text Available The purpose of this paper is to explore Dr. Martin Luther King Jr.’s spiritual leadership through his “I Have a Dream” speech. The paper explores the three characteristics of spiritual leadership as posed by Fry’s (2003 spiritual leadership theory: vision, hope/faith and altruistic love. The research draws upon these characteristics through qualitative content analysis of Dr. Martin Luther King Jr.’s “I Have a Dream” speech to illustrate Dr. King’s leadership as that of a spiritual leader. The research advances the spiritual leadership theory by establishing Dr. Martin Luther King Jr. as a spiritual leader. Through the illustration of Dr. King’s spiritual leadership, the characteristics of a spiritual leader are given tangible understanding.

  7. Social Justice in India: Perspectives from School Leaders in Diverse Contexts

    Science.gov (United States)

    Richardson, Jayson W.; Sauers, Nicholas J.

    2014-01-01

    This study focuses on social justice from the perspective of five school leaders in Delhi, India. Four of the schools in the study are affluent. One school serves primarily students who live in extreme poverty. Through interviewing these leaders, two major themes were identified. First, these leaders tended to view human rights as a driver of a…

  8. Practice Facilitators' and Leaders' Perspectives on a Facilitated Quality Improvement Program.

    Science.gov (United States)

    McHugh, Megan; Brown, Tiffany; Liss, David T; Walunas, Theresa L; Persell, Stephen D

    2018-04-01

    Practice facilitation is a promising approach to helping practices implement quality improvements. Our purpose was to describe practice facilitators' and practice leaders' perspectives on implementation of a practice facilitator-supported quality improvement program and describe where their perspectives aligned and diverged. We conducted interviews with practice leaders and practice facilitators who participated in a program that included 35 improvement strategies aimed at the ABCS of heart health (aspirin use in high-risk individuals, blood pressure control, cholesterol management, and smoking cessation). Rapid qualitative analysis was used to collect, organize, and analyze the data. We interviewed 17 of the 33 eligible practice leaders, and the 10 practice facilitators assigned to those practices. Practice leaders and practice facilitators both reported value in the program's ability to bring needed, high-quality resources to practices. Practice leaders appreciated being able to set the schedule for facilitation and select among the 35 interventions. According to practice facilitators, however, relying on practice leaders to set the pace of the intervention resulted in a lower level of program intensity than intended. Practice leaders preferred targeted assistance, particularly electronic health record documentation guidance and linkages to state smoking cessation programs. Practice facilitators reported that the easiest interventions were those that did not alter care practices. The dual perspectives of practice leaders and practice facilitators provide a more holistic picture of enablers and barriers to program implementation. There may be greater opportunities to assist small practices through simple, targeted practice facilitator-supported efforts rather than larger, comprehensive quality improvement projects. © 2018 Annals of Family Medicine, Inc.

  9. The experience of being a shift-leader in a hospital ward.

    Science.gov (United States)

    Goldblatt, Hadass; Granot, Michal; Admi, Hanna; Drach-Zahavy, Anat

    2008-07-01

    This paper is a report of a study to explore the experience of being a shift-leader, and how these nurses view the management of their shift. Professional demands on skilled and capable shift-leaders, who competently handle multi-disciplinary staff and patients, as well as operations and information, call for the development of efficient nursing leadership roles. Nevertheless, knowledge of shift-leaders' perspectives concerning their task management and leadership styles is relatively limited. Twenty-eight Registered Nurses working in an Israeli medical centre participated in this qualitative study. Data were gathered through in-depth interviews conducted in two phases between February and October 2005: three focus group interviews (phase 1) followed by seven individual interviews (phase 2). Content analysis revealed two major themes which constitute the essence of being a shift-leader: (1) a burden of responsibility, where the shift-leader moves between positions of maximum control and delegating some responsibility to other nurses; (2) the role's temporal dimension, expressed as a strong desire to reach the end of the shift safely, and taking managerial perspectives beyond the boundaries of the specific shift. The core of the shift-leader's position is an immense sense of responsibility. However, this managerial role is transient and therefore lacks an established authority. A two-dimensional taxonomy of these themes reveals four types of potential and actual coping among shift-leaders, indicating the need to train them in leadership skills and systemic thinking. Interventions to limit the potential stress hazards should be focused simultaneously on shift-leaders themselves and on job restructuring.

  10. Cultivating a culture of research in nursing through a journal club for leaders

    DEFF Research Database (Denmark)

    Kjerholt, Mette; Hølge-Hazelton, Bibi

    2018-01-01

    AIM: To describe whether an action learning-inspired journal club for nurse leaders can develop the leaders' self-perceived competences to support a research culture in clinical nursing practice. BACKGROUND: Development of clinical research capacity and nurse leaders with the requisite competences...... competences to support nursing research culture in their departments. They stated that the action learning approach and the competences of the facilitator were key factors in this outcome. CONCLUSIONS: An action learning-inspired journal club for nurse leaders can be useful and meaningful to nurse leaders...... are key factors in evidence-based health care practice. This study describes how nurse leaders at a large regional hospital took part in a journal club for nurse leaders, with a view to developing their competences to support a nursing research culture in their departments. METHODS: A pilot study using...

  11. Medical Leaders in Taiwan During Japanese Colonization

    Directory of Open Access Journals (Sweden)

    Ming-Tung Wang

    2011-03-01

    Full Text Available Japan established the medical system in Taiwan during its 50 years of occupation, which evolved into the present National Taiwan University Hospital system. This paper summarizes the biographies of 97 Japanese leaders in various medical disciplines during the Japanese occupation of Taiwan. These leaders were among the elite of Japan, with superior intellectual, social and economic status, who helped to establish the important attributes of medical professionals in Taiwan, such as a good academic background, heritage, and research skills.

  12. Substitutes for procedural fairness: prototypical leaders are endorsed whether they are fair or not.

    Science.gov (United States)

    Ullrich, Johannes; Christ, Oliver; van Dick, Rolf

    2009-01-01

    This article extends research on leader procedural fairness as well as the social identity model of leadership effectiveness (SIMOL) by demonstrating that leader prototypicality can act as a substitute for procedural fairness. Although procedural fairness in general and voice in particular have been found to have a robust positive influence on leader endorsement, the authors showed in an experimental scenario study and a correlational field study that the influence of voice on leader endorsement is substantially reduced when leaders are perceived as prototypical for the group that they lead and followers are highly identified with their group. Additionally, supportive of predictions of the SIMOL, leader prototypicality interacted with follower identification in predicting leader endorsement, such that prototypicality had a positive effect on leader endorsement, which was enhanced among high identifiers. Overall, these results suggest that leaders who are attuned to their followers' group identity can afford to go it alone, for the better or the worse. (PsycINFO Database Record (c) 2009 APA, all rights reserved).

  13. Cross-Cultural Leader Development in a University Club: An Autoethnography

    Directory of Open Access Journals (Sweden)

    Jason Edward Lewis

    2017-09-01

    Full Text Available There is a growing body of research on the organization, effectiveness, and strategies of leadership teams. Less research exists on such aspects in cross-cultural teams. Little is known about how team leadership can be used in cross-cultural university clubs and how such settings foster leader development. Within the framework of existing literature, this analytic autoethnography examines how I develop leadership skills in university students cross-culturally through a student choir club by utilizing a team leadership model. This study provides an understanding of how leader development can occur in university clubs in cross-cultural settings through employing a team leadership model. Student club advisors may benefit from knowing the benefits of consciously developing leadership skills with club members and some strategies of how to develop such skills. Students might recognize the advantages of clubs that can help them become better leaders. Current club leaders can see that leadership skills can be developed in all types of clubs, especially within a choir. University administrators can see the practical value of extra-curricular student clubs in developing leaders.

  14. The Charismatic Leader. Behind the Mystique of Exceptional Leadership.

    Science.gov (United States)

    Conger, Jay A.

    A systematic understanding of how various behavioral components (vision, articulation skills, empowerment, unconventionality, and risk-taking) work together to set apart certain individuals as charismatic leaders is presented. Using illustrations from the careers of charismatic leaders, including Steve Jobs, Lee Iacocca, Mary Kay, John DeLorean,…

  15. Leaders' Perceptions of Mobile Technology in the Workplace

    Science.gov (United States)

    Wood, Kristin R.

    2012-01-01

    Leaders have limited understanding regarding mobile technology (Ramo & Edenius, 2008). However, with over 1 billion users (Meeker, Devitt & Wu, 2011), managers are tasked with making leadership decisions regarding technology adoption, management and use. Leaders may find this difficult to undertake given the limited body of knowledge in…

  16. Administering the Global Trap: The Role of Educational Leaders.

    Science.gov (United States)

    Bates, Richard

    2002-01-01

    Discusses the role of educational leaders in a global society. Explains the globalization of technology, finance, production, and culture. Other topics include the withering away of the state, rebalancing states and markets, development as freedom, and the development as freedom for educational leaders. (Contains 32 references.) (PKP)

  17. Authentic leadership: becoming and remaining an authentic nurse leader.

    Science.gov (United States)

    Murphy, Lin G

    2012-11-01

    This article explores how chief nurse executives became and remained authentic leaders. Using narrative inquiry, this qualitative study focused on the life stories of participants. Results demonstrate the importance of reframing, reflection in alignment with values, and the courage needed as nurse leaders progress to authenticity.

  18. Learning with leaders.

    Science.gov (United States)

    Bunkers, Sandra S

    2009-01-01

    This column focuses on ideas concerning leaders and leadership. The author proposes that leadership is about showing up and participating with others in doing something. "Mandela: His 8 Lessons of Leadership" by Richard Stengel is explored in light of selected philosophical writings, literature on nursing leadership, and nurse theorist Rosemarie Rizzo Parse's humanbecoming leading-following model. Teaching-learning questions are then posed to stimulate further reflection on the lessons of leadership.

  19. Women in Leader Roles within Higher Education in Bangladesh

    Science.gov (United States)

    Ahad, Lamia Rahman; Gunter, Helen

    2017-01-01

    Women have long been under-represented in organization leader roles within higher education. Research has identified, mapped and examined the data, with recommendations for change. The research reported in this article adds to current knowledge, and raises methodological questions by focusing on senior female leaders in higher education in…

  20. Human polyomavirus JCV late leader peptide region contains important regulatory elements

    International Nuclear Information System (INIS)

    Akan, Ilhan; Sariyer, Ilker Kudret; Biffi, Renato; Palermo, Victoria; Woolridge, Stefanie; White, Martyn K.; Amini, Shohreh; Khalili, Kamel; Safak, Mahmut

    2006-01-01

    Transcription is a complex process that relies on the cooperative interaction between sequence-specific factors and the basal transcription machinery. The strength of a promoter depends on upstream or downstream cis-acting DNA elements, which bind transcription factors. In this study, we investigated whether DNA elements located downstream of the JCV late promoter, encompassing the late leader peptide region, which encodes agnoprotein, play regulatory roles in the JCV lytic cycle. For this purpose, the entire coding region of the leader peptide was deleted and the functional consequences of this deletion were analyzed. We found that viral gene expression and replication were drastically reduced. Gene expression also decreased from a leader peptide point mutant but to a lesser extent. This suggested that the leader peptide region of JCV might contain critical cis-acting DNA elements to which transcription factors bind and regulate viral gene expression and replication. We analyzed the entire coding region of the late leader peptide by a footprinting assay and identified three major regions (region I, II and III) that were protected by nuclear proteins. Further investigation of the first two protected regions by band shift assays revealed a new band that appeared in new infection cycles, suggesting that viral infection induces new factors that interact with the late leader peptide region of JCV. Analysis of the effect of the leader peptide region on the promoter activity of JCV by transfection assays demonstrated that this region has a positive and negative effect on the large T antigen (LT-Ag)-mediated activation of the viral early and late promoters, respectively. Furthermore, a partial deletion analysis of the leader peptide region encompassing the protected regions I and II demonstrated a significant down-regulation of viral gene expression and replication. More importantly, these results were similar to that obtained from a complete deletion of the late leader

  1. When do leaders grant voice? How leaders' perceptions of followers' control and belongingness needs affect the enactment of fair procedures

    OpenAIRE

    Hoogervorst, N; De Cremer, D; Van Dijke, M

    2013-01-01

    Theories that explain employees’ positive emotional, cognitive and behavioral responses to fair procedures rely on control and relational processes. In the present study, we build on these models but reverse this perspective to examine when leaders provide voice opportunities in their interactions with employees. We argued that leaders may take care of employees’ perceived individual control needs (which influence their own outcomes) by granting them with voice. However, this will be the case...

  2. Exploring coping strategies of business leaders during an economic downturn

    Directory of Open Access Journals (Sweden)

    Marlise van Zyl

    2012-11-01

    Full Text Available As a large part of South Africa’s economy is based on the mining industry, this research focused on exploring the coping strategies of business leaders in the mining industry during an economic downturn. Using qualitative research within a constructivist-interpretive paradigm, the researchers sought a deeper understanding of how mining leaders cope during an economic downturn. A purposive sample of seven executive mining leaders of different mining houses was interviewed and data was analysed using Atlas.ti. A conceptual framework for understanding coping strategies at the individual, group and organisational levels for business leaders during an economic downturn was developed and is discussed here. This study contributed to theory and practice by focusing on coping responses to specific situations within a specific context instead of on general coping strategies.

  3. The influence of leadership style on subordinates' attachment to the leader.

    Science.gov (United States)

    Molero, Fernando; Moriano, Juan A; Shaver, Phillip R

    2013-01-01

    The aim of this research is to explore the extent to which employees establish attachment bonds with their leaders and the effects these bonds have on organizational outcomes. A sample of 225 participants reported on their supervisor's leadership style (transformational, transactional, or passive-avoidant), their attachment bonds to this supervisor (anxious or avoidant), and four organizational variables (subordinate's satisfaction, identification with the organization, extra effort, and perceived leadership effectiveness). Results, analyzed using a Partial Least Squares (PLS) approach, indicated that (a) transformational leadership was negatively associated with employees' insecure (anxious or avoidant) attachment to their leader; (b) passive/avoidant leadership was positively associated with subordinates' insecure attachment to their leader; (c) transactional leadership was positively associated with employee's anxious attachment but not with their avoidant attachment; (d) avoidant, but not anxious, attachment to the leader was negatively associated with employee satisfaction, perceived leader effectiveness, employee's extra effort, and organizational identification.

  4. Leader Development Process in Pakistan Army at the Tactical Level

    National Research Council Canada - National Science Library

    Nawaz, Amer

    2004-01-01

    .... up to a maximum of seven years of service. It analyzes the present leader development process of Pakistan Army to see its effectiveness to train leaders at the tactical level to perform effectively in future...

  5. Role Orientation and Communication Behaviors of Faculty Governance Leaders.

    Science.gov (United States)

    Miller, Michael T.; Pope, Myron L.

    This study, part of the National Data Base on Faculty Involvement in Governance project at the University of Alabama, attempted to profile the role orientations of faculty governance unit leaders, and to determine if those orientations differed under conditions of communication apprehension (how a unit leader interacts with others) or were…

  6. A Death at School: What School Leaders Should Do

    Science.gov (United States)

    Garran, Christopher

    2014-01-01

    All school leaders at some point will find themselves confronted by the need to shepherd their school communities through emotionally draining experiences. Death requires school leaders to act with compassion, care, and awareness that they are modeling for young people how to grieve. Few better examples of servant leadership exist. Communication…

  7. RELEVANCE OF RELIGIOUS LEADER ENGAGEMENT FOR THE AIR FORCE CHAPLAIN CORPS

    Science.gov (United States)

    2015-12-01

    organizations. They are ordained religious leaders who have been set them aside to do sacred works. Furthermore, as Navy Chaplain George Adams writes...AU/ACSC/CHAE, C/AY16 AIR COMMAND AND STAFF COLLEGE AIR UNIVERSITY RELEVANCE OF RELIGIOUS LEADER ENGAGEMENT FOR THE...agent of Religious Leader Engagement on deployments in an informal manner. As the nature of warfare continues to evolve toward a non-traditional

  8. Elected medical staff leaders: who needs 'em?

    Science.gov (United States)

    Thompson, R E

    1994-03-01

    Authority, influence, and power are not synonyms. In working with elected medical staff leaders, a physician executive who chooses to exert authority may soon find him- or herself relatively powerless. But one who chooses to downplay authority, to influence through persuasion, and to coach leaders to lead effectively soon generates support for his or her ideas. The need to coax, cajole, explain, persuade, and "seek input" frustrates many leaders in all kinds of organizations. It would be much easier just to order people about. It's so tempting to think: "Who needs 'em? I'm the 'chief physician.' I know what needs to be done. Let's weigh anchor, take her out, and do what it takes to sail those rough, uncharted seas." If you really enjoy sailing a large ship in rough seas without a crew, go right ahead. Or if you think it makes sense to run an organization with only an executive staff and no knowledgeable middle managers, by all means let clinician leaders know that, now that you're aboard, they're just window-dressing. If you can make this approach work, well and good. Your life will be much less complicated, each day will have far fewer frustrations, and progress toward established goals will be much faster. However, given the reality of traditionally thinking physicians, it would be best to keep an up-dated resume in the locked lower left-hand drawer of your desk.

  9. The facilitation by church leaders in overcoming resistance to change.

    OpenAIRE

    2008-01-01

    Little has been done to address the issue of how to overcome resistance to change in a change effort in the church world. “How to overcome resistance to change?” is a question that requires serious consideration among church leaders. Church leaders continue to act in ways that produce resistance to change and ultimately failed change efforts. These actions on the part of church leaders often strengthen and reinforce the sources of resistance to change, making it very difficult for change to b...

  10. Influence of religious leaders in the health-disease process

    Directory of Open Access Journals (Sweden)

    Elton Lima Macêdo

    2017-02-01

    Full Text Available Introduction: Religion has helped the lower classes to raise the perspective of "divine justice" in the struggle for survival by allowing their believers to seek, in their practices, under the influence of religious leaders, the main guidelines to alleviate the suffering from the health-disease process. Objective: Unveil the limits and potentialities of religious leaders' influence on the health-disease process. Materials and Methods: Exploratory-type research, with a qualitative approach, based methodologically on the Historical Dialectical Materialism. For the data analysis, one used the discourse analysis technique proposed by Fiorin. Results: From the empirical universe, two analytical categories emerged: (1. Limits and possibilities of religious influence in relation to the health-disease process; 2. Vulnerabilities of the Unified Health System and the complementarity of religion: Interfaces of the health-disease process in postmodernity, in which religious practices, institutions and leaders express positively health care in the face of the disease process. However, the religious leader's power relations over the community and religious fanaticism make the search for religion to have a negative influence on people's health-disease process. Conclusion: Religious leaders encourage the complementarity between religion and medicine only at times when their believers need medium and high-complexity assistance, showing little attention to the preventive aspects of self-care, which reinforces the need to invest in new studies in the area.

  11. What separates outstanding from average leaders? A study identifies leadership competencies and implications for professional development.

    Science.gov (United States)

    Nygren, D J; Ukeritis, M D

    1992-11-01

    As the healthcare crisis mounts, healthcare organizations must be managed by especially competent leaders. It is important for executives to assess and develop the competencies necessary to become "outstanding" leaders. In our study of leadership competencies among leaders of religious orders, we found that outstanding and average leaders appear to share characteristics such as the ability to articulate their group's mission, the ability to act efficiently, and the tendency to avoid impulsive behavior or excessive emotional expression. Outstanding leaders, however, differed from average leaders in seemingly small but significant ways. For instance, nearly three times as often as average leaders, outstanding leaders expressed a desire to perform tasks well--or better than they had been performed in the past. The study also assessed how members of religious orders perceived their leaders. In general, they tended to rate leaders of their religious institutes as transformational leaders--leaders who welcomed doing things in a new way and inspiring their own staffs to search out new ways to provide services.

  12. Empowered Intersectionality among Black Female K-12 Leaders: A Transcendental Phenomenological Study

    Science.gov (United States)

    McNeal, Carla

    2017-01-01

    Black female school leaders remain underrepresented as educational leaders in the K-12 context as marginalizing factors persist in the field. The purpose of this transcendental phenomenological study was to explore the lived experiences of Black female school leaders through the lens of intersectionality. For this research study, intersectionality…

  13. Refining and validating a conceptual model of Clinical Nurse Leader integrated care delivery.

    Science.gov (United States)

    Bender, Miriam; Williams, Marjory; Su, Wei; Hites, Lisle

    2017-02-01

    To empirically validate a conceptual model of Clinical Nurse Leader integrated care delivery. There is limited evidence of frontline care delivery models that consistently achieve quality patient outcomes. Clinical Nurse Leader integrated care delivery is a promising nursing model with a growing record of success. However, theoretical clarity is necessary to generate causal evidence of effectiveness. Sequential mixed methods. A preliminary Clinical Nurse Leader practice model was refined and survey items developed to correspond with model domains, using focus groups and a Delphi process with a multi-professional expert panel. The survey was administered in 2015 to clinicians and administrators involved in Clinical Nurse Leader initiatives. Confirmatory factor analysis and structural equation modelling were used to validate the measurement and model structure. Final sample n = 518. The model incorporates 13 components organized into five conceptual domains: 'Readiness for Clinical Nurse Leader integrated care delivery'; 'Structuring Clinical Nurse Leader integrated care delivery'; 'Clinical Nurse Leader Practice: Continuous Clinical Leadership'; 'Outcomes of Clinical Nurse Leader integrated care delivery'; and 'Value'. Sample data had good fit with specified model and two-level measurement structure. All hypothesized pathways were significant, with strong coefficients suggesting good fit between theorized and observed path relationships. The validated model articulates an explanatory pathway of Clinical Nurse Leader integrated care delivery, including Clinical Nurse Leader practices that result in improved care dynamics and patient outcomes. The validated model provides a basis for testing in practice to generate evidence that can be deployed across the healthcare spectrum. © 2016 John Wiley & Sons Ltd.

  14. Wounded Leader: An Archetypal Embodiment of Compassionate Transcendent Leadership

    Science.gov (United States)

    Mears, Kathryn

    2009-01-01

    The purpose of this study was to seek to further the formation of the emerging transcendent leadership model by exploring the archetypal image identified as wounded leader. The wounded leader archetype is introduced as a leadership style of influence that fits well within the framework of the transcendent leadership model. This study…

  15. RUPS: Research Utilizing Problem Solving. Administrators Version. Leader's Manual.

    Science.gov (United States)

    Jung, Charles; And Others

    This manual is to be used by leaders of RUPS (Research Utilizing Problem Solving) workshops for school or district administrators. The workshop's goal is for administrators to develop problem solving skills by using the RUPS simulation situations in a teamwork setting. Although workshop leaders should be familiar with the RUPS materials and…

  16. Confluent holding leads to a transient enhancement in mutagenesis in UV-light-irradiated xeroderma pigmentosum, Gardner's syndrome and normal human diploid fibroblasts

    International Nuclear Information System (INIS)

    Grosovsky, A.J.; Little, J.B.

    1985-01-01

    The influence of confluent holding periods of 0-24 h of UV-light-induced mutagenesis has been investigated in several human cell strains including xeroderma pigmentosum complementation group A (XPA), Gardner's syndrome (GS) and normal human diploid fibroblasts (NHDF). Confluent cultures of NHDF exposed to UV light exhibited a time-dependent increase in survival when subculture was delayed up to 24 h after irradiation. GS and XPA fibroblasts showed no such increase. When allowed confluent holding periods of 1.5-24 h, GS, XPA and NHDF all exhibited a transient enhancement of mutagenesis such that a 5-10-fold increase in mutation frequency was observed in cells subcultured at 6-9 h after irradiation as compared to cells subcultured at 3-6 h. A decline in mutation frequency prior to the mutagenesis peak was observed in GS and normal cells but not in XPA. After 24 h of confluent holding, the mutation frequency in irradiated GS and NHDF had returned to near background levels although XPA mutation frequencies remain similar to those observed in immediately subcultured cells. A model to explain these overall results is discussed. (Auth.)

  17. Essays on the Intellect.

    Science.gov (United States)

    Link, Frances R., Ed.

    There has been a flood of publications concerned with the teaching of thinking and problem solving, a great many exploring definitions and approaches to instruction. This book explores the implications of recent theoretical positions as in the work of Elliott Jaques, Joseph Walters, and Howard Gardner; examines the long interest and study of…

  18. Perceptions of political leaders.

    Science.gov (United States)

    David Schmitz, J; Murray, Gregg R

    2017-01-01

    Partisan identification is a fundamental force in individual and mass political behavior around the world. Informed by scholarship on human sociality, coalitional psychology, and group behavior, this research argues that partisan identification, like many other group-based behaviors, is influenced by forces of evolution. If correct, then party identifiers should exhibit adaptive behaviors when making group-related political decisions. The authors test this assertion with citizen assessments of the relative physical formidability of competing leaders, an important adaptive factor in leader evaluations. Using original and novel data collected during the contextually different 2008 and 2012 U.S. presidential elections, as well as two distinct measures obtained during both elections, this article presents evidence that partisans overestimate the physical stature of the presidential candidate of their own party compared with the stature of the candidate of the opposition party. These findings suggest that the power of party identification on political behavior may be attributable to the fact that modern political parties address problems similar to the problems groups faced in human ancestral times.

  19. The role of vertical conflict in the relationship between leader self-enhancement and leader performance

    NARCIS (Netherlands)

    van der Kam, Niels A.; Janssen, Onne; van der Vegt, Geert; Stoker, Janka I.

    Although studies have shown that inflated self-perceptions of transformational leadership behavior negatively affect leader performance, insight into the underlying processes explaining this relationship is lacking. The current study addresses this gap by identifying vertical conflict between

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

    NARCIS (Netherlands)

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

    2018-01-01

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

  1. Potential Leaders and Democratic Values

    Science.gov (United States)

    Monsma, Stephen V.

    1971-01-01

    Indicates that potential contenders for public office are likely to be more knowledgeable, interested, and libertarian than the average citizen. Concludes that these differences exist before leaders are elected and that this discrimination is functional in a democracy. (MB)

  2. Fired up or burned out? How developmental challenge differentially impacts leader behavior.

    Science.gov (United States)

    Courtright, Stephen H; Colbert, Amy E; Choi, Daejeong

    2014-07-01

    Leadership development research has largely drawn on experiential and enactive learning theories to explore the positive effects of developmental challenge on leaders. In contrast, we examined potential positive and negative effects of developmental challenge (i.e., challenging job assignments) on leader behavior through an alternative theoretical lens--transactional stress theory. We predicted, on one hand, that developmental challenge may be associated with higher leader engagement and transformational leadership behavior; however, developmental challenge also has the potential to be associated with higher leader emotional exhaustion and laissez-faire leadership behavior. We further proposed that leadership self-efficacy (LSE) moderates these potential effects of developmental challenge and helps explain why leaders react either positively or negatively to developmental challenge. We tested our hypotheses in a sample of 153 leaders and 631 direct reports at a Fortune 500 company. Findings supported positive relationships among developmental challenge, leader engagement, and transformational leadership. However, we also found support for significant relationships among developmental challenge, emotional exhaustion, and laissez-faire leadership. Additionally, leaders lower in LSE were more likely to encounter the negative effects of developmental challenge by experiencing increased emotional exhaustion and displaying laissez-faire leadership behaviors. Our study contributes to theory and practice by elucidating a "dark side" of developmental challenge, identifying LSE as a moderator of the negative effects of developmental challenge, identifying antecedents of transformational and laissez-faire leadership behaviors, and investigating demands and stress in leadership roles.

  3. What breaks a leader: the curvilinear relation between assertiveness and leadership.

    Science.gov (United States)

    Ames, Daniel R; Flynn, Francis J

    2007-02-01

    The authors propose that individual differences in assertiveness play a critical role in perceptions about leaders. In contrast to prior work that focused on linear effects, the authors argue that individuals seen either as markedly low in assertiveness or as high in assertiveness are generally appraised as less effective leaders. Moreover, the authors claim that observers' perceptions of leaders as having too much or too little assertiveness are widespread. The authors linked the curvilinear effects of assertiveness to underlying tradeoffs between social outcomes (a high level of assertiveness worsens relationships) and instrumental outcomes (a low level of assertiveness limits goal achievement). In 3 studies, the authors used qualitative and quantitative approaches and found support for their account. The results suggest that assertiveness (and other constructs with nonlinear effects) might have been overlooked in research that has been focused on identifying what makes a leader rather than on identifying what breaks a leader. ((c) 2007 APA, all rights reserved).

  4. Nurse leader resilience: career defining moments.

    Science.gov (United States)

    Cline, Susan

    2015-01-01

    Resilience is an essential component of effective nursing leadership. It is defined as the ability to survive and thrive in the face of adversity. Resilience can be developed and internalized as a measure to improve retention and reduce burnout. Nurse leaders at all levels should develop these competencies to survive and thrive in an increasingly complex health care environment. Building positive relationships, maintaining positivity, developing emotional insight, creating work-life balance, and reflecting on successes and challenges are effective strategies for resilience building. Nurse leaders have a professional obligation to develop resilience in themselves, the teams they supervise, and the organization as a whole. Additional benefits include reduced turnover, reduced cost, and improved quality outcomes through organizational mindfulness.

  5. Ugandan opinion-leaders' knowledge and perceptions of unsafe abortion.

    Science.gov (United States)

    Moore, Ann M; Kibombo, Richard; Cats-Baril, Deva

    2014-10-01

    While laws in Uganda surrounding abortion remain contradictory, a frequent interpretation of the law is that abortion is only allowed to save the woman's life. Nevertheless abortion occurs frequently under unsafe conditions at a rate of 54 abortions per 1000 women of reproductive age annually, taking a large toll on women's health. There are an estimated 148,500 women in Uganda who experience abortion complications annually. Understanding opinion leaders' knowledge and perceptions about unsafe abortion is critical to identifying ways to address this public health issue. We conducted in-depth, semi-structured interviews with 41 policy-makers, cultural leaders, local politicians and leaders within the health care sector in 2009-10 at the national as well as district (Bushenyi, Kamuli and Lira) level to explore their knowledge and perceptions of unsafe abortion and the potential for policy to address this issue. Only half of the sample knew the current law regulating abortion in Uganda. Respondents understood that the result of the current abortion restrictions included long-term health complications, unwanted children and maternal death. Perceived consequences of increasing access to safe abortion included improved health as well as overuse of abortion, marital conflict and less reliance on preventive behaviour. Opinion leaders expressed the most support for legalization of abortion in cases of rape when the perpetrator was unknown. Understanding opinion leaders' perspectives on this politically sensitive topic provides insight into the policy context of abortion laws, drivers behind maintaining the status quo, and ways to improve provision under the law: increase education among providers and opinion leaders. Published by Oxford University Press in association with The London School of Hygiene and Tropical Medicine © The Author 2013; all rights reserved.

  6. Openness to change: experiential and demographic components of change in in Local Health Department leaders

    Directory of Open Access Journals (Sweden)

    Emmanuel D Jadhav

    2015-09-01

    Full Text Available Background: During the 2008-10 economic recession, Kentucky local health department (LHD leaders utilized innovative strategies to maintain their programs. A characteristic of innovative strategy is leader openness to change. Leader demographical research in for-profit organizations has yielded valuable insight into leader openness to change. For LHD leaders the nature of the association between leader demographic and organizational characteristics on leader openness to change is unknown. The objectives of this study are to identify variation in openness to change by leaders’ demographic and organizational characteristics and to characterize the underlying relationships. Material and Methods: The study utilized Spearman rank correlations test to determine relationships between leader openness to change (ACQ and leader and LHD characteristics. To identify differences in the distribution of ACQ scores, Wilcoxon-Mann-Whitney and Kruskal Wallis non-parametric tests were used, and to adjust for potential confounding linear regression analysis was performed.Data: LHD leaders in the Commonwealth of Kentucky were the unit of analysis. Expenditure and revenue data were available from the state health department. National census data was utilized for county level population estimates. A cross-sectional survey was performed of KY LHD leaders’ observable attributes relating to age, gender, race, educational background, leadership experience and openness to change. Results: Leaders had relatively high openness to change scores. Spearman correlations between leader ACQ and departmental 2012-13 revenue and expenditures were statistically significant, as were the differences observed in ACQ by gender and the educational level of the leader. Differences in ACQ score by education level and agency revenue were significant even after adjusting for potential confounders. The analyses imply there are underlying relationships between leader and LHD characteristics

  7. The Tacit Dimension: The Inner Life of School Leaders

    Science.gov (United States)

    Holmes, David

    2016-01-01

    School leaders are expected to be visibly in charge, always on top of their game, doing the right things to advance the school, and exuding confidence and command. For these traits, leaders have extensive resources to draw on to foster their professional growth. The National Association of Independent Schools (NAIS), the regional and state…

  8. The clinical nurse leader in the perioperative setting: a preceptor experience.

    Science.gov (United States)

    Wesolowski, Michael S; Casey, Gwendolyn L; Berry, Shirley J; Gannon, Jane

    2014-07-01

    The U.S. Veterans Administration (VA) has implemented the clinical nurse leader (CNL) role nationwide. Nursing leaders at the Malcolm Randall VA Medical Center in Gainesville, Florida, implemented the development of the CNL role in the perioperative setting during the summer of 2012. The perioperative department developed the position in partnership with the University of Florida College of Nursing, Gainesville, Florida. The team developed a description of the roles and experiences of the preceptors, the clinical nurse leader resident, and the University of Florida faculty member. The clinical nurse leader resident's successes and the positive outcomes, such as improved patient outcomes, experienced by the perioperative department demonstrated the importance of the CNL role. Published by Elsevier Inc.

  9. Managing complex workplace stress in health care organizations: leaders' perceived legitimacy conflicts.

    Science.gov (United States)

    Dellve, Lotta; Wikström, Ewa

    2009-12-01

    To conceptualize how health care leaders' strategies to increase their influence in their psychosocial work environment are experienced and handled, and may be supported. The complex nature of the psychosocial work environment with increased stress creates significant challenges for leaders in today's health care organizations. Interviews with health care leaders (n = 39) were analysed in accordance with constructivist grounded theory. Compound identities, loyalty commitments and professional interests shape conditions for leaders' influence. Strategies to achieve legitimacy were either to retain clinical skills and a strong occupational identity or to take a full leadership role. Ethical stress was experienced when organizational procedural or consequential legitimacy norms were in conflict with the leaders' own values. Leadership support through socializing processes and strategic support structures may be complementary or counteractive. Support programmes need to have a clear message related to decision-making processes and should facilitate communication between top management, human resource departments and subordinate leaders. Ethical stress from conflicting legitimacy principles may be moderated by clear policies for decision-making processes, strengthened sound networks and improved communication. Supportive programmes should include: (1) sequential and strategic systems for introducing new leaders and mentoring; (2) reflective dialogue and feedback; (3) team development; and (4) decision-making policies and processes.

  10. Fundamentals for New Leaders

    Science.gov (United States)

    2015-06-12

    awareness .......................................................................................................38 Self- education ...natural take-charge person; I am an introvert , so I don’t really influence others; If everyone is a leader, then who is following?; and, leadership roles...from Texas A&M University. He is also the owner of Sigma Breakthrough Technologies and served as its chief executive officer. Dr. Zinkgraf has over

  11. Leader-Member Exchange Relationships in Health Information Management

    OpenAIRE

    Hunt, T.J.

    2014-01-01

    This article seeks to raise awareness of the leader-member exchange (LMX) theory of leadership and its potential benefit to the health information management (HIM) profession. A literature review that was conducted identified a leadership challenge for HIM practitioners. The review also provides examples of leadership definitions, and potential benefits of LMX to HIM professionals in leading people and influencing leaders in their organizations. The LMX concept may be an avenue to investigate...

  12. Phenomenology of School Leaders' Experiences of Ethical Dilemmas

    OpenAIRE

    Guy, Timothy Michael

    2016-01-01

    This research study explores the intersection of school leadership and ethics. This study used the hermeneutic phenomenological approach described by Max Van Manen (1990, 2014) to explore the question: How do school leaders experience ethical dilemmas in their role as school leaders? Hermeneutic phenomenology seeks to find the meaning of a phenomenon, which in this case is the experience of an ethical dilemma. Hermeneutic refers to the interpretive-reflective-analytical component and phenom...

  13. The Great Recession was not so Great

    NARCIS (Netherlands)

    van Ours, J.C.

    2015-01-01

    The Great Recession is characterized by a GDP-decline that was unprecedented in the past decades. This paper discusses the implications of the Great Recession analyzing labor market data from 20 OECD countries. Comparing the Great Recession with the 1980s recession it is concluded that there is a

  14. The attitudes and activities of pastors and faith leaders in Zimbabwe on the use of family planning methods among their members

    Directory of Open Access Journals (Sweden)

    Moses Alikali

    2017-01-01

    . Results: Generally, the pastors and faith leaders understood the benefits of longer birth intervals for the health of their members and their children, and the need for them to be involved in family planning awareness. However, both seemed slow to incorporate family planning into their programs. The faith leaders indicated an interest in being a part of various forms of campaigns to promote family planning if they could be equipped with correct information on family planning. Many strongly believed family planning to be of great importance to them and their families in situations where their financial incomes were low, and that family planning could reduce the rate of abortion. A majority agreed family planning was in agreement with their religious beliefs. Some felt their members had basic information on family planning methods, but only 44 percent of the faith leaders actually counselled their members on family planning methods from time to time. Although many would like to be part of those who create awareness in their various places of worship, only 28 percent of them had the right information on family planning through training. Conclusion: One major factor for the limited involvement of faith leaders in family planning awareness is their lack of correct information on family planning. The gap can be narrowed by organizing family planning advocacy training workshops. Networks such as Africa Christian Health Association Platform (ACHAP, the Islamic Medical Association of Zimbabwe (IMAZ, Zimbabwe Association of Church-Related Hospitals (ZACH, and Zimbabwe Council of Churches (ZCC can also be leveraged to disseminate and accelerate the spread of family planning information.

  15. Observer-based leader-following tracking control under both fixed and switching topologies

    Institute of Scientific and Technical Information of China (English)

    Jinhuan WANG; Pengxiao ZHANG; Zhixin LIU; Xiaoming HU

    2016-01-01

    This paper studies the tracking problem for a class of leader-follower multi-agent systems moving on the plane using observer-based cooperative control strategies. In our set-up, only a subset of the followers can obtain some relative information on the leader. We assume that the control input of the leader is not known to any of the followers while the system matrix is broadcast to all the followers. To track such a leader, an observer-based decentralized feedback controller is designed for each follower and detailed analysis for the convergence is presented for both fixed and switching interaction topologies between agents with the method of common Lyapunov function. We can also generalize the result to the higher dimension case for fixed topology and some special system matrices of the leader for switching topology.

  16. Leader Training Conference Report. (Second, February 3-19, 1969).

    Science.gov (United States)

    Michigan-Ohio Regional Educational Lab., Inc., Detroit.

    The purpose of this conference was to prepare key people in the field of education to function as inservice education leaders in their respective settings. The design called for participants to learn what the MOREL inservice education program is and what it hopes to accomplish, to identify the role and functions of the inservice education leader,…

  17. An Evaluation of Entrepreneurship Orientation within the LEADER+ program in the European Union

    Directory of Open Access Journals (Sweden)

    Mario Duarte Canever

    2012-01-01

    Full Text Available This article deals with the currently widely discussed entrepreneurialorientation (EO and investigates the roles this concept actually plays withinthe LEADER+ development program and its implementation in three Europeanterritories. The main question addressed in this analysis is whether or not theLEADER+ envisaged EO as a basic element for rural development. Can we reallyobserve both at the rhetoric and at the implementation levels impacts of the EO onthe LEADER+? To answer this question the official programmatic documents ofthe EU community initiative LEADER+ are analyzed against the background ofthe most important EO concepts and characteristics. Subsequently, a deeper lookin the implementation of LEADER+ in three European territories shows that theEO still has little impact in the actions implemented. Some major contradictoryrhetoric of the LEADER+ is identified regarding EO and its importance to the developmentprogram. As well as some important suggestions for improving futuredevelopment program can be derived from the analysis. These show that, despitethe lack of focus on EO by the LEADER+, the concept has the potential to make asignificant contribution to the successful development of regions.

  18. Religious leaders' perceptions of advance care planning: a secondary analysis of interviews with Buddhist, Christian, Hindu, Islamic, Jewish, Sikh and Bahá'í leaders.

    Science.gov (United States)

    Pereira-Salgado, Amanda; Mader, Patrick; O'Callaghan, Clare; Boyd, Leanne; Staples, Margaret

    2017-12-28

    International guidance for advance care planning (ACP) supports the integration of spiritual and religious aspects of care within the planning process. Religious leaders' perspectives could improve how ACP programs respect patients' faith backgrounds. This study aimed to examine: (i) how religious leaders understand and consider ACP and its implications, including (ii) how religion affects followers' approaches to end-of-life care and ACP, and (iii) their implications for healthcare. Interview transcripts from a primary qualitative study conducted with religious leaders to inform an ACP website, ACPTalk, were used as data in this study. ACPTalk aims to assist health professionals conduct sensitive conversations with people from different religious backgrounds. A qualitative secondary analysis conducted on the interview transcripts focussed on religious leaders' statements related to this study's aims. Interview transcripts were thematically analysed using an inductive, comparative, and cyclical procedure informed by grounded theory. Thirty-five religious leaders (26 male; mean 58.6-years-old), from eight Christian and six non-Christian (Jewish, Buddhist, Islamic, Hindu, Sikh, Bahá'í) backgrounds were included. Three themes emerged which focussed on: religious leaders' ACP understanding and experiences; explanations for religious followers' approaches towards end-of-life care; and health professionals' need to enquire about how religion matters. Most leaders had some understanding of ACP and, once fully comprehended, most held ACP in positive regard. Religious followers' preferences for end-of-life care reflected family and geographical origins, cultural traditions, personal attitudes, and religiosity and faith interpretations. Implications for healthcare included the importance of avoiding generalisations and openness to individualised and/ or standardised religious expressions of one's religion. Knowledge of religious beliefs and values around death and dying

  19. Cultivating a culture of research in nursing through a journal club for leaders: A pilot study.

    Science.gov (United States)

    Kjerholt, Mette; Hølge-Hazelton, Bibi

    2018-01-01

    To describe whether an action learning-inspired journal club for nurse leaders can develop the leaders' self-perceived competences to support a research culture in clinical nursing practice. Development of clinical research capacity and nurse leaders with the requisite competences are key factors in evidence-based health care practice. This study describes how nurse leaders at a large regional hospital took part in a journal club for nurse leaders, with a view to developing their competences to support a nursing research culture in their departments. A pilot study using a multimethod approach to evaluate the journal club for nurse leaders. Four nurse leaders participated in the journal club for nurse leaders. Content analysis on the data was performed. Data revealed that participation in journal club for nurse leaders gave the leaders a feeling of increased competences to support nursing research culture in their departments. They stated that the action learning approach and the competences of the facilitator were key factors in this outcome. An action learning-inspired journal club for nurse leaders can be useful and meaningful to nurse leaders in developing leadership competences. As an approach in journal club for nurse leaders, action learning can develop nurse leaders' competence to support a research culture, and thus ensure evidence-based nursing is practised. © 2017 John Wiley & Sons Ltd.

  20. Competition policy and market leaders

    Czech Academy of Sciences Publication Activity Database

    Maci, I.; Žigić, Krešimir

    -, č. 375 (2008), s. 1-29 ISSN 1211-3298 R&D Projects: GA MŠk LC542 Institutional research plan: CEZ:MSM0021620846 Keywords : competition policy * market leaders * innovation Subject RIV: AH - Economics http://www.cerge-ei.cz/pdf/wp/Wp375.pdf

  1. Leader Empowering Behaviour: The Leader’s Perspective : Understanding the motivation behind leader empowering behaviour

    NARCIS (Netherlands)

    N.A. Hakimi (Natalia)

    2010-01-01

    textabstractThe present dissertation tries to shed light on the phenomenon of empowering leadership. We aim to understand the antecedents of leader empowering behaviour. In doing so, we mean to remedy the stated lack of research on empowering leadership and on the effect of follower’s behaviour on

  2. Spanish Americanists, Diplomats and Emigrant Leaders in the Mexico of Centenario: the «Intellectual Embassy» as a Model of Pan-Hispanist Action (1909-1910

    Directory of Open Access Journals (Sweden)

    Gustavo H. Prado

    2016-12-01

    Full Text Available During the period of Centennial Celebrations of Latin American Independence, Spanish intellectuals of great reputation organized a persistent panhispanist campaign in Hispanic America. This paper analyzes the way in which americanists, diplomats and Spanish emigration leaders made common caused with, to promote their ideas, during the previous years to Porfiriato in Mexico. The concept of intellectual embassy will be used here to analyze their strategies.

  3. Leader evaluation and team cohesiveness in the process of team development: A matter of gender?

    Directory of Open Access Journals (Sweden)

    Núria Rovira-Asenjo

    Full Text Available Leadership positions are still stereotyped as masculine, especially in male-dominated fields (e.g., engineering. So how do gender stereotypes affect the evaluation of leaders and team cohesiveness in the process of team development? In our study participants worked in 45 small teams (4-5 members. Each team was headed by either a female or male leader, so that 45 leaders (33% women supervised 258 team members (39% women. Over a period of nine months, the teams developed specific engineering projects as part of their professional undergraduate training. We examined leaders' self-evaluation, their evaluation by team members, and team cohesiveness at two points of time (month three and month nine, the final month of the collaboration. While we did not find any gender differences in leaders' self-evaluation at the beginning, female leaders evaluated themselves more favorably than men at the end of the projects. Moreover, female leaders were evaluated more favorably than male leaders at the beginning of the project, but the evaluation by team members did not differ at the end of the projects. Finally, we found a tendency for female leaders to build more cohesive teams than male leaders.

  4. Using Leadered Groups in Organizational Behavior and Management Survey Courses

    Science.gov (United States)

    Andre, Rae

    2011-01-01

    In organizational behavior and management survey courses, students are likely to maximize certain career-appropriate knowledge when their classroom groups are leadered rather than leaderless. Using leadered groups facilitates the learning of the professional and managerial skills associated with formal leadership while reducing some problematic…

  5. Leader Style and Anxiety Level: Their Relation to Autonomic Response.

    Science.gov (United States)

    Seemann, Daniel C.

    1982-01-01

    Studied effects of leader style and a group of people classified as either high-anxious or low-anxious. Measured participants' (N=71) responses to the leader styles using Galvanic Skin Response. Results indicated similar responses of participants to both autocratic and democratic leadership styles. (RC)

  6. Controllability of multi-agent systems with periodically switching topologies and switching leaders

    Science.gov (United States)

    Tian, Lingling; Zhao, Bin; Wang, Long

    2018-05-01

    This paper considers controllability of multi-agent systems with periodically switching topologies and switching leaders. The concept of m-periodic controllability is proposed, and a criterion for m-periodic controllability is established. The effect of the duration of subsystems on controllability is analysed by utilising a property of analytic functions. In addition, the influence of switching periods on controllability is investigated, and an algorithm is proposed to search for the fewest periods to ensure controllability. A necessary condition for m-periodic controllability is obtained from the perspective of eigenvectors of the subsystems' Laplacian matrices. For a system with switching leaders, it is proved that switching-leader controllability is equivalent to multiple-leader controllability. Furthermore, both the switching order and the tenure of agents being leaders have no effect on the controllability. Some examples are provided to illustrate the theoretical results.

  7. LEADER jõudis Eestisse / Harda Roosna

    Index Scriptorium Estoniae

    Roosna, Harda, 1956-

    2006-01-01

    EL-i maaelu toetusprogrammi LEADER+ rakendamist on katsetatud Põlva-, Valga-, Pärnu- ja Võrumaal. Hiiumaal arutletakse programmi rakendamiseks vajaliku tegevusgrupi moodustamise üle märtsis. Lisad: Ajalugu; Näited

  8. Routing in Mobile Wireless Sensor Networks: A Leader-Based Approach.

    Science.gov (United States)

    Burgos, Unai; Amozarrain, Ugaitz; Gómez-Calzado, Carlos; Lafuente, Alberto

    2017-07-07

    This paper presents a leader-based approach to routing in Mobile Wireless Sensor Networks (MWSN). Using local information from neighbour nodes, a leader election mechanism maintains a spanning tree in order to provide the necessary adaptations for efficient routing upon the connectivity changes resulting from the mobility of sensors or sink nodes. We present two protocols following the leader election approach, which have been implemented using Castalia and OMNeT++. The protocols have been evaluated, besides other reference MWSN routing protocols, to analyse the impact of network size and node velocity on performance, which has demonstrated the validity of our approach.

  9. An energy-efficient leader election mechanism for wireless body area networks

    OpenAIRE

    Zhang , Rongrong; Moungla , Hassine; Mehaoua , Ahmed

    2014-01-01

    International audience; In Wireless Body Area Networks (WBANs), the energy consumption determines the lifetime of the entire network. As a result, how to conserve the energy to prolong the network lifetime becomes a key problem in WBANs. In this paper, to address the energy conservation problem in WBANs, we develop an Energy-Efficient Leader Election mechanism, called EELE. In EELE, each node competes for the leader following the distributed leader election algorithm in which a utility functi...

  10. Does Leaders' Health (and Work-Related Experiences) Affect their Evaluation of Followers' Stress?

    Science.gov (United States)

    Giorgi, Gabriele; Mancuso, Serena; Fiz Perez, Francisco Javier; Montani, Francesco; Courcy, Francois; Arcangeli, Giulio

    2015-09-01

    Stressed workers suffer from severe health problems which appear to have increased. Poor leadership is especially considered a source of stress. Indeed, supervisors might perceive their subordinates to be similar to them as far as stress is concerned and this might more widespread in organizations than previously thought. The present research investigates the relationships between leaders' health, in terms of work-related stress, mental health, and workplace bullying and their evaluation of subordinates' stress. Five regression models were formulated to test our hypothesis. This is a cross-sectional study among 261 Italian leaders, using supervisor self-assessment and leaders' assessments of their subordinates. Leaders' health was related to their evaluation of staff stress. Job demand, lack of job control, and lack of support by colleagues and supervisors evaluated in their subordinates were particularly associated with the leaders' own health. Implications for developing healthy leaders are finally discussed.

  11. On the mechanism of X-ray production by dart leaders of lightning flashes

    Science.gov (United States)

    Cooray, Vernon; Dwyer, Joseph; Rakov, V.; Rahman, Mahbubur

    2010-07-01

    Radiation with energies up to about 250 keV associated with the dart leader phase of rocket-triggered lightning were reported by Dwyer et al. (2004). The mechanism of X-ray generation by dart leaders, however, is unknown at present. Recently, Cooray et al. (2009a) developed physical concepts and mathematical techniques necessary to calculate the electric field associated with the tip of dart leaders. We have utilized the results of these calculations together with the energy dependent frictional force on electrons, as presented by Moss et al. (2006), to evaluate the maximum energy an electron will receive in accelerating in the dart-leader-tip electric field. The main assumptions made in performing the calculations are: (a) the dart leader channel is straight and vertical; (b) the path of the electrons are straight inside the channel; and (c) the decay of the channel temperature is uniform along the length of the dart leader. In the calculation, we have taken into account the fact that the electric field is changing both in space and time and that the gas in the defunct return stroke channel is at atmospheric pressure and at elevated temperature (i.e. reduced gas density). The results of the calculation show that for a given dart leader current there is a critical defunct-return-stroke-channel temperature above which the cold electron runaway becomes feasible. For a typical dart leader, this temperature is around 2500 K. This critical temperature decreases with increase in dart leader current. Since the temperature of the defunct return stroke channel may lie in the range of 2000-4000 K, the results show that the electric field at the tip of dart leaders is capable of accelerating electrons to MeV energy levels.

  12. [Characteristics of elderly leaders volunteering to participate in a fall prevention programme].

    Science.gov (United States)

    Shimanuki, Hideki; Ueki, Shouzoh; Ito, Tunehisa; Honda, Haruhiko; Takato, Jinro; Kasai, Toshiyuki; Sakamoto, Yuzuru; Niino, Naoakira; Haga, Hiroshi

    2005-09-01

    This study was conducted to assess characteristics of elderly leaders volunteering to participate in a fall prevention programme. We surveyed 1,503 individuals (75 elderly leaders volunteering to participate in a fall prevention programme and 1,428 non-leader elderly) among the elderly population living in a rural community, Miyagi Prefecture. Subjects were aged 70-84 years. The questionnaire covered socio-demographic factors, as well as physical, psychology and social variables. To analyze the characteristics of the elderly leaders volunteering to participate in this programme, the relationships of socio-demographic, physical, psychology and social factors to whether the elderly were leaders in the programme were analyzed using logistic regression. As a result of multiple logistic regression analysis, the characteristics of elderly leaders volunteering to participate in the fall prevention programme were as follows; 1) being male (OR = 0.25, 95%CI 0.14-0.44); 2) young age (OR=0.43, 95%CI 0.25-0.73); 3) having a high intellectual activity (OR = 2.72, 95%CI 1.65-4.48); 4) being well satisfied with their health (OR = 1.45, 95%CI 1.02-2.07), and 5) having a high IKIGAI (OR = 1.06, 95%CI 1.01-1.13). Only elderly individuals capable of high-level intellectual activities can fill the roles of elderly volunteer group leaders discussed in this study.

  13. Leader communication styles and organizational health.

    Science.gov (United States)

    Hicks, Joel M

    2011-01-01

    Communication is perhaps one of the greatest challenges facing managers and leaders today. Clearly articulating ideas and expectations to employees is vital to the productivity and the longevity of an organization. Furthermore, the style in which the communication is delivered has an influence on the satisfaction levels of employees. Research has discovered that there are many different styles in which a leader may communicate with employees. Research has provided several methods that aid in determining which style is the most appropriate for any given circumstance. Research has demonstrated how appropriate and effective communication is used to promote organizational health. Furthermore, research has demonstrated how inappropriate communication may decrease employee satisfaction. Finally, research has provided methods to aid in improving communication styles and delivery.

  14. Competition policy and market leaders

    Czech Academy of Sciences Publication Activity Database

    Maci, Ilir; Žigić, K.

    -, č. 375 (2008), s. 1-29 ISSN 1211-3298 R&D Projects: GA MŠk LC542 Institutional research plan: CEZ:AV0Z70850503 Keywords : competition policy * market leaders * innovation Subject RIV: AH - Economics http://www.cerge-ei.cz/pdf/wp/Wp375.pdf

  15. Do leaders affect ethical conduct?

    NARCIS (Netherlands)

    d'Adda, Giovanna; Darai, Donja; Pavanini, Nicola; Weber, Roberto A.

    2017-01-01

    We study whether leaders influence the unethical conduct of followers. To avoid selection issues present in natural environments, we use an experiment in which we create simple laboratory firms and assign leadership roles at random. In our first experiment, firms engage in competition and unethical

  16. Perception of Political Leaders in Modern School Students (A Psychosemantic Research

    Directory of Open Access Journals (Sweden)

    Sobkin V.S.

    2015-12-01

    Full Text Available The paper presents results of an empirical study on the features of perception of political leaders in modern high school students. The data was collected in the beginning of 2014, when the political situation in Russia was unstable, mostly due to the effects of the events in Ukraine. The study involved 110 students of 10— 11 grades of Moscow schools (67 boys, 43 girls aged from 15 to 18. A method of semantic differential was used: the subjects were asked to assess 29 political leaders, Russian as well as foreign, plus such categories as ‘myself’, ‘my ideal’, ‘ideal political leader’ and ‘antipathetic person’ according to 33 semantic characteristics (scales. As it is shown, the structure of the attitude to political leaders in late adolescents is built around three generalized semantic indicators: ‘intelligence, power’, ‘tolerance’ and ‘ambition’. The way that the adolescent subjects perceive political leaders of the Soviet Union and modern Russia suggests that there is an obvious decrease in the significance of positive characteristics related the moral qualities of the leader.

  17. Meeting the Challenge - Developing Leaders for Army National Guard Combat Units

    National Research Council Canada - National Science Library

    Keolanui, Stan

    2000-01-01

    ...). Capable and qualified leaders are a necessity in complex organizations like the eSB. These leaders will insure that Guard combat units meet all readiness and deployment standards necessary for future combat...

  18. U.S. Army Self-Development: Enhancer or Barrier to Leader Development?

    National Research Council Canada - National Science Library

    Beagel, Milford

    2003-01-01

    On 25 May 2001, the U.S. Army Training and Leader Development Panel (ATLDP) released a report on the results of extensive research concerning the future direction of training and leader development...

  19. School Leader Relationships: The Need for Explicit Training on Rapport, Trust, and Communication

    Science.gov (United States)

    Lasater, Kara

    2016-01-01

    An important aspect of school leadership is relationship development, but developing meaningful relationships as a school leader is challenging. School leader relationships are challenged by diverse stakeholder groups, varied contexts, and difficult situations. The complex nature of school leader relationships necessitates explicit training for…

  20. Follow me: strategies used by emergent leaders in virtual organizations

    NARCIS (Netherlands)

    Greer, L.L.; Jehn, K.A.

    2009-01-01

    In this multi-method study, we investigated the strategies used by members who emerged as leaders in organizations communicating primarily via e-mail communication. We hypothesized and found that members who emerged as leaders tended to rely on soft influence tactics, were consistent in their usage