Sample records for high performing leaders
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Energy Technology Data Exchange (ETDEWEB)
Becker, Katherine M.; Mulligan, Deborah Rae; Szenasi, Gail L.; Crowder, Stephen Vernon
2005-04-01
Sandia is undergoing tremendous change. Sandia's executive management recognized the need for leadership development. About ten years ago the Business, Leadership, and Management Development department in partnership with executive management developed and implemented the organizational leadership Success Profile Competencies to help address some of the changes on the horizon such as workforce losses and lack of a skill set in the area of interpersonal skills. This study addresses the need for the Business, Leadership, and Management Development department to provide statistically sound data in two areas. One is to demonstrate that the organizational 360-degree success profile assessment tool has made a difference for leaders. A second area is to demonstrate the presence of high performing leaders at the Labs. The study utilized two tools to address these two areas. Study participants were made up of individuals who have solid data on Sandia's 360-degree success profile assessment tool. The second assessment tool was comprised of those leaders who participated in the Lockheed Martin Corporation Employee Preferences Survey. Statistical data supports the connection between leader indicators and the 360-degree assessment tool. The study also indicates the presence of high performing leaders at Sandia.
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High-performance teams and the physician leader: an overview.
Majmudar, Aalap; Jain, Anshu K; Chaudry, Joseph; Schwartz, Richard W
2010-01-01
The complexity of health care delivery within the United States continues to escalate in an exponential fashion driven by an explosion of medical technology, an ever-expanding research enterprise, and a growing emphasis on evidence-based practices. The delivery of care occurs on a continuum that spans across multiple disciplines, now requiring complex coordination of care through the use of novel clinical teams. The use of teams permeates the health care industry and has done so for many years, but confusion about the structure and role of teams in many organizations contributes to limited effectiveness and suboptimal outcomes. Teams are an essential component of graduate medical education training programs. The health care industry's relative lack of focus regarding the fundamentals of teamwork theory has contributed to ineffective team leadership at the physician level. As a follow-up to our earlier manuscripts on teamwork, this article clarifies a model of teamwork and discusses its application to high-performance teams in health care organizations. Emphasized in this discussion is the role played by the physician leader in ensuring team effectiveness. By educating health care professionals on the fundamentals of high-performance teamwork, we hope to stimulate the development of future physician leaders who use proven teamwork principles to achieve the goals of trainee education and excellent patient care. Copyright 2010 Association of Program Directors in Surgery. Published by Elsevier Inc. All rights reserved.
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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).
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Johnsen, Bjørn Helge; Westli, Heidi Kristina; Espevik, Roar; Wisborg, Torben; Brattebø, Guttorm
2017-11-10
High quality team leadership is important for the outcome of medical emergencies. However, the behavioral marker of leadership are not well defined. The present study investigated frequency of behavioral markers of shared mental models (SMM) on quality of medical management. Training video recordings of 27 trauma teams simulating emergencies were analyzed according to team -leader's frequency of shared mental model behavioral markers. The results showed a positive correlation of quality of medical management with leaders sharing information without an explicit demand for the information ("push" of information) and with leaders communicating their situational awareness (SA) and demonstrating implicit supporting behavior. When separating the sample into higher versus lower performing teams, the higher performing teams had leaders who displayed a greater frequency of "push" of information and communication of SA and supportive behavior. No difference was found for the behavioral marker of team initiative, measured as bringing up suggestions to other teammembers. The results of this study emphasize the team leader's role in initiating and updating a team's shared mental model. Team leaders should also set expectations for acceptable interaction patterns (e.g., promoting information exchange) and create a team climate that encourages behaviors, such as mutual performance monitoring, backup behavior, and adaptability to enhance SMM.
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Syrek, Christine J; Antoni, Conny H
2014-10-01
This study examines the relationship between time pressure and unfinished tasks as work stressors on employee well-being. Relatively little is known about the effect of unfinished tasks on well-being. Specifically, excluding the impact of time pressure, we examined whether the feeling of not having finished the week's tasks fosters perseverative cognitions and impairs sleep. Additionally, we proposed that leader performance expectations moderate these relationships. In more detail, we expected the detrimental effect of unfinished tasks on both rumination and sleep would be enhanced if leader expectations were perceived to be high. In total, 89 employees filled out online diary surveys both before and after the weekend over a 5-week period. Multilevel growth modeling revealed that time pressure and unfinished tasks impacted rumination and sleep on the weekend. Further, our results supported our hypothesis that unfinished tasks explain unique variance in the dependent variables above and beyond the influence of time pressure. Moreover, we found the relationship between unfinished tasks and both rumination and sleep was moderated by leader performance expectations. Our results emphasize the importance of unfinished tasks as a stressor and highlight that leadership, specifically in the form of performance expectations, contributes significantly to the strength of this relationship.
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Malingkas, Melky; Senduk, Johanis Frans; Simandjuntak, Suddin; Binilang, Benny Blemy
2018-01-01
The aim of this research was to examine the effects of servant leader and integrity on principal performance in Catholic senior high schools in North Sulawesi, Indonesia. This quantitative research used questionnaire-gathered data from 75 teachers at 11 schools. The results of research show that the servant leader approach has significant positive…
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Fransen, K; Steffens, N K; Haslam, S A; Vanbeselaere, N; Vande Broek, G; Boen, F
2016-12-01
The present research examines the impact of leaders' confidence in their team on the team confidence and performance of their teammates. In an experiment involving newly assembled soccer teams, we manipulated the team confidence expressed by the team leader (high vs neutral vs low) and assessed team members' responses and performance as they unfolded during a competition (i.e., in a first baseline session and a second test session). Our findings pointed to team confidence contagion such that when the leader had expressed high (rather than neutral or low) team confidence, team members perceived their team to be more efficacious and were more confident in the team's ability to win. Moreover, leaders' team confidence affected individual and team performance such that teams led by a highly confident leader performed better than those led by a less confident leader. Finally, the results supported a hypothesized mediational model in showing that the effect of leaders' confidence on team members' team confidence and performance was mediated by the leader's perceived identity leadership and members' team identification. In conclusion, the findings of this experiment suggest that leaders' team confidence can enhance members' team confidence and performance by fostering members' identification with the team. © 2015 John Wiley & Sons A/S. Published by John Wiley & Sons Ltd.
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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.
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Maximizing Team Performance: The Critical Role of the Nurse Leader.
Manges, Kirstin; Scott-Cawiezell, Jill; Ward, Marcia M
2017-01-01
Facilitating team development is challenging, yet critical for ongoing improvement across healthcare settings. The purpose of this exemplary case study is to examine the role of nurse leaders in facilitating the development of a high-performing Change Team in implementing a patient safety initiative (TeamSTEPPs) using the Tuckman Model of Group Development as a guiding framework. The case study is the synthesis of 2.5 years of critical access hospital key informant interviews (n = 50). Critical juncture points related to team development and key nurse leader actions are analyzed, suggesting that nurse leaders are essential to maximize clinical teams' performance. © 2016 Wiley Periodicals, Inc.
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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.
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Individual performance and leader's laterality in interactive contests.
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.
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DeWall, C Nathan; Baumeister, Roy F; Mead, Nicole L; Vohs, Kathleen D
2011-01-01
When leaders perform solitary tasks, do they self-regulate to maximize their effort, or do they reduce effort and conserve their resources? Our model suggests that power motivates self-regulation toward effective performance-unless the task is perceived as unworthy of leaders. Our 1st studies showed that power improves self-regulation and performance, even when resources for self-regulation are low (ego depletion). Additional studies showed that leaders sometimes disdain tasks they deem unworthy, by withholding effort (and therefore performing poorly). Ironically, during ego depletion, leaders skip the appraisal and, therefore, work hard regardless of task suitability, so that depleted leaders sometimes outperform nondepleted ones. Our final studies replicated these patterns with different tasks and even with simple manipulation of framing and perception of the same task (Experiment 5). Experiment 4 also showed that the continued high exertion of leaders when depleted takes a heavy toll, resulting in larger impairments later. The judicious expenditure of self-control resources among powerful people may help them prioritize their efforts to pursue their goals effectively. (PsycINFO Database Record (c) 2010 APA, all rights reserved).
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Taking the reins: the effects of new leader status and leadership style on team performance.
Sauer, Stephen J
2011-05-01
New leaders face a challenging task when they take charge of their teams. They have to determine how best to guide the work process, and they must understand how their behaviors will affect the members of their team. This research examines how a newly assigned team leader's status moderates subordinates' reactions to different leadership styles to affect assessments of the leader's self-confidence and effectiveness, and how this impacts team performance. Across 2 experimental studies, results demonstrate that low-status leaders are rated as more effective when they use a directive style, whereas high-status leaders are viewed as more effective when they use a participative style, and this relationship is mediated by perceptions of self-confidence. In addition, teams whose leaders are viewed more favorably perform better on a complex group task. These findings imply that low-status individuals are able to enhance their level of personal power by drawing on whatever positional power they hold, whereas high-status individuals are better off relying solely on their personal power to influence others. This research also provides a clear demonstration that assessments of new leaders' behaviors are subject to an appraisal that is clouded by observers' status perceptions and attributions.
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Fransen, Katrien; Haslam, S Alexander; Steffens, Niklas K; Vanbeselaere, Norbert; De Cuyper, Bert; Boen, Filip
2015-03-01
The present study examined the impact of athlete leaders' perceived confidence on their teammates' confidence and performance. Male basketball players (N = 102) participated in groups of 4. To manipulate leaders' team confidence, the appointed athlete leader of each newly formed basketball team (a confederate) expressed either high or low team confidence. The results revealed an effect of team confidence contagion such that team members had greater team confidence when the leader expressed high (rather than low) confidence in the team's success. Second, the present study sought to explain the mechanisms through which this contagion occurs. In line with the social identity approach to leadership, structural equation modeling demonstrated that this effect was partially mediated by team members' increased team identification. Third, findings indicated that when leaders expressed high team confidence, team members' performance increased during the test, but when leaders expressed low confidence, team members' performance decreased. Athlete leaders thus have the capacity to shape team members' confidence--and hence their performance--in both positive and negative ways. In particular, by showing that they believe in "our team," leaders are able not only to make "us" a psychological reality, but also to transform "us" into an effective operational unit. PsycINFO Database Record (c) 2015 APA, all rights reserved.
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Visser, V.A.; van Knippenberg, D.; van Kleef, G.A.; Wisse, B.
2013-01-01
Previous studies have found mixed results regarding the influence of positive and negative leader affect on follower performance. We propose that both leader happiness and leader sadness can be beneficial for follower performance contingent on whether the task concerns creative or analytical
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Visser, Victoria A.; van Knippenberg, Daan; van Kleef, Gerben A.; Wisse, Barbara
Previous studies have found mixed results regarding the influence of positive and negative leader affect on follower performance. We propose that both leader happiness and leader sadness can be beneficial for follower performance contingent on whether the task concerns creative or analytical
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Trust in direct leaders and top leaders: A trickle-up model.
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).
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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
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Role of the leader in the rail gun channel at high launching velocities
Zagorskii, A. V.; Katsnel'Son, S. S.; Pravdin, S. S.; Fomichev, V. P.
1992-08-01
An analysis of the performance of a number of rail guns indicates that one of the factors limiting the launching velocity is the formation of a leader. In experiments, the leader is usually formed as a result of a plasma breakdown between the dielectric projectile and the channel walls. This can be prevented by various technical means. However, at high launching velocities (5 km/s and greater) a leader may form as a result of a breakdown in the ionized gas in the wake of a strong shock wave ahead of the projectile. Further research is needed to find ways of preventing the formation of a leader in the latter case.
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Requisite leader behavioural competencies for sustainable organisational performance
Directory of Open Access Journals (Sweden)
Schalk W. Grobler
2016-08-01
Contribution: Organisations can benefit from an insight into understanding how the identified requisite leader behavioural competencies possibly can impact organisational performance in their respective environments.
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The Relationship Between Emotional Intelligence and Leader Performance
National Research Council Canada - National Science Library
Trabun, Michael
2002-01-01
.... Naval Academy midshipmen. Binary logistical regressions were used to analyze the impact of selected explanatory variables on the probability of an individual performing effectively as a squad leader...
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Khorakian, Alireza; Sharifirad, Mohammad Sadegh
2018-01-01
The impact of implicit leadership theories on performance and the mechanism linking them have received insufficient theoretical and research attention. Drawing on Bandura's social cognitive theory, the present study contributes theory through examining the assertion that higher congruence between followers' implicit leadership theory and the characteristics of supervisors enhance job performance through higher quality of leader-member exchange and self-efficacy. Moreover, in the proposed model, attachment insecurity was considered as the antecedent of the congruence and leader-member exchange in addition to the moderator of the relationship between them. Capitalizing upon Structural Equation Modeling (SEM), this study tested the model in a field study using a sample of employees in knowledge-oriented firms in Iran. The results suggest that the congruence between followers' implicit leadership theory and the characteristics of supervisors does not directly impact performance and leader-member exchange and self-efficacy are the full mediators. The results also showed that attachment insecurity is the predictor of neither the congruence nor the leader-member exchange. Additionally, attachment insecurity moderates the relationship between these two variables in a way that when attachment insecurity is high, the congruence has more positive impact on leader-member exchange.
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Technology Leadership in Malaysia's High Performance School
Yieng, Wong Ai; Daud, Khadijah Binti
2017-01-01
Headmaster as leader of the school also plays a role as a technology leader. This applies to the high performance schools (HPS) headmaster as well. The HPS excel in all aspects of education. In this study, researcher is interested in examining the role of the headmaster as a technology leader through interviews with three headmasters of high…
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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
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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
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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
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All I need is a stage to shine : Narcissists' leader emergence and performance
Nevicka, Barbora; De Hoogh, Annebel H B; Van Vianen, Annelies E M; Beersma, Bianca; McIlwain, Doris
2011-01-01
Many of the world's leaders appear to possess narcissistic characteristics (e.g., Deluga, 1997). This begs a question as to whether and why narcissistic individuals are chosen as leaders and how they perform. Prior research has suggested that leadership emergence and performance of narcissistic
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Leader-member exchange, work engagement and job performance
Breevaart, K.; Bakker, A.B.; Demerouti, E.; van den Heuvel, M.
2015-01-01
Purpose – The purpose of this paper is to examine the process through which leader-member exchange (LMX) is related to followers’ job performance. Integrating the literature on LMX theory and resource theories, the authors hypothesized that the positive relationship between LMX and employee job
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Leader-member exchange, work engagement, and job performance.
Breevaart, K.; Bakker, A. B.; Demerouti, E.; Van den Heuvel, M.
2015-01-01
Purpose - The purpose of this paper is to examine the process through which leader-member exchange (LMX) is related to followers’ job performance. Integrating the literature on LMX theory and resource theories, the authors hypothesized that the positive relationship between LMX and employee job
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Leader-member exchange, work engagement, and job performance
Breevaart, K.; Bakker, A.B.; Demerouti, E.; van den Heuvel, M.
2015-01-01
Purpose - The purpose of this paper is to examine the process through which leader-member exchange (LMX) is related to followers’ job performance. Integrating the literature on LMX theory and resource theories, the authors hypothesized that the positive relationship between LMX and employee job
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Jadhav, Emmanuel D; Holsinger, James W; Mays, Glen; Fardo, David
2015-01-01
The delivery of programs by local health departments (LHDs) has shifted from "if we do not have the money we don't do it" to LHD directors should "identify and fund public health priorities." This shift has subsequently increased performance expectations of LHD leaders. In the for-profit sector the leaders' failure to perform has resulted in a shortening tenure trend. Tenure is a proxy for human capital accumulation. In LHDs, the nature of association, if any, between leader tenure and agency performance is unknown. Examine association between financial performance of LHDs with short-, average-, and long-tenured LHD leaders. Variation in leader characteristics and percent change in expenditure were examined using a longitudinal cohort design and positive deviance methodology. Bivariate analysis of LHD financial performance and leader characteristics was conducted, and a logistic regression model was developed to test association between leader tenure and LHDs that experienced a positive percentage expenditure change. From a total of 2523 LHDs, 1453 were examined. The cross-sectional surveys of US public health agencies conducted by the National Association of County and City Health Officials in 2008 and 2010 contain the leader and LHD variables. Approximately 44% of LHDs experienced a positive percentage expenditure change. Leader tenure, age, gender, and education status were significantly associated with a positive percentage expenditure change using a chi-square test of independence. From the logistic regression analysis tenure, educational status, employment status, area population, governance, classification, and jurisdiction were statistically significant. Local health departments with leaders whose tenure was less than 2 years were less likely than those with average tenure to experience a positive percentage expenditure change. The odds ratios for tenure suggest that tenure is positively associated up to a threshold level and then declines. Implying that
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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
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Transformational, Transactional Leadership Styles and Job Performance of Academic Leaders
Mahdinezhad, Maryam; Bin Suandi, Turiman; bin Silong, Abu Daud; Omar, Zoharah Binti
2013-01-01
In higher learning education, the performance is influenced by many factors. Effective leadership has an imperative role in the better performance and growth of the organization. Yet, several performance efforts were unsuccessful as a result of factors such as satisfactory leadership style of leaders. This study was carried out to identify the…
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Podsakoff, P M; Todor, W D; Skov, R
1982-12-01
This study investigated the nature of the relationships between leader reward and punishment behaviors and subordinate performance and satisfaction. Only performance-contingent reward behavior was found to affect subordinate performance significantly. Positive relationships were found between leader contingent reward behavior and employee satisfaction. Contingent punishment had no effects on subordinate performance or satisfaction.
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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...
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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.
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Ashauer, Shirley A; Macan, Therese
2013-01-01
Learning and adapting to change are imperative as teams today face unprecedented change. Yet, an important part of learning involves challenging assumptions and addressing differences of opinion openly within a group--the kind of behaviors that pose the potential for embarrassment or threat. How can leaders foster an environment in which team members feel it is safe to take interpersonal risks in order to learn? In a study of 71 teams, we found that psychological safety and learning behavior were higher for teams with mastery than performance goal instructions or no goal instructions. Team psychological safety mediated the relationship between mastery and performance goal instructions and learning behavior. Findings contribute to our understanding of how leader-assigned goals are related to psychological safety and learning behavior in a team context, and suggest approaches to foster such processes.
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Janssen, O.; Van Yperen, N.W.
As hypothesized, data from 170 employees of a Dutch firm showed that the quality of leader-member exchange mediated positive relationships between a mastery orientation and leader-rated in-role job performance, leader-rated innovative job performance, and job satisfaction. In contrast, a performance
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Janssen, O.; Yperen, N.W. van
2004-01-01
As hypothesized, data form 170 employees of a Dutch firm showed that the quality of leader-member exchange mediated positive relationships between a mastery orientation and leader-rated in-role job performance, leader-rated innovative job performance, and job satisfaction. In contract, a performance
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Authentic leaders and Teams More Powerful: An Application in High Technology Industry
Directory of Open Access Journals (Sweden)
Alfredo Barcellos Pinheiro de Lemos Filho
2014-12-01
Full Text Available This article seeks to analyze whether authentic leaders are associated with the most potent teams. The study was conducted in a high-tech company located in the city of Petrópolis (Rio de Janeiro. The work was carried out with 373 employees. The research is quantitative in nature, in which survey research conducted with structured self-administered questionnaire. The data collected were processed using structural equation modeling. The hypothetical model was tested based on the theoretical framework of the issue, and the results accepted the hypotheses proposed in the present modeling, indicating the observed variables that influence the power of the team. Moreover, an approach was performed using descriptive statistics for authentic leadership, virtuosity Team, affective commitment to the team and the team's power. Among the variables that had the greatest impact on the strength of the team, we highlight the "ability to listen" by leaders as a key element of the power of the team. Our findings reinforce the concepts found in the literature, suggesting that the impact of leaders on both employees and teams are mediated by other variables. In addition, our results may be of interest to businesses, especially in improving the business performance of organizations.
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Poikkeus, Tarja; Leino-Kilpi, Helena; Katajisto, Jouko
2014-09-01
The aim of this study was to analyse how nurse leaders support the ethical competence of nurses during recruitment and performance reviews. Ethical competence of nurses refers to ethical behaviour and action requiring ethical knowledge and reflection. Nurse leaders have a key role in supporting the ethical competence of nurses, but little is known about just how this should be done. The data were collected using a structured questionnaire and analysed statistically. The target sample consisted of nurse leaders (n = 198) from two university hospitals in two healthcare districts in Finland. Nurse leaders support the ethical competence of nurses more often during performance reviews than during recruitment. During recruitment, nurse leaders ensure the ethical behaviour and knowledge of nurses to varying degrees. During performance reviews, nurse leaders ensure that nurses meet the requirements for collegiality and comply with ethical guidelines and that they do so according to nursing values and principles. There seems to be a need to examine and improve support for the ethical competence of nurses, both during recruitment and performance reviews. Future priorities should include a focus on supporting the ethical knowledge, reflection and behaviour of nurses. An important aspect in terms of supporting the ethical competence of nurses has to do with the ethical knowledge and education of nurse leaders and organisational policies or recommendations for ethical support. © 2013 John Wiley & Sons Ltd.
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Lin, Blossom Yen-Ju; Hsu, Chung-Ping C; Juan, Chi-Wen; Lin, Cheng-Chieh; Lin, Hung-Jung; Chen, Jih-Chang
2011-01-01
The role of the leader of a medical unit has evolved over time to expand from simply a medical role to a more managerial one. This study aimed to explore how the behavior of a hospital-based emergency department's (ED's) leader might be related to ED unit performance and ED employees' work satisfaction. One hundred and twelve hospital-based EDs in Taiwan were studied: 10 in medical centers, 32 in regional hospitals, and 70 in district hospitals. Three instruments were designed to assess leader behaviors, unit performance and employee satisfaction in these hospital-based EDs. A mail survey revealed that task-oriented leader behavior was positively related to ED unit performance. Both task- and employee-oriented leader behaviors were found to be positively related to ED nurses' work satisfaction. However, leader behaviors were not shown to be related to ED physicians' work satisfaction at a statistically significant level. Some ED organizational characteristics, however, namely departmentalization and hospital accreditation level, were found to be related to ED physicians' work satisfaction. Copyright © 2010 Elsevier Ltd. All rights reserved.
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Directory of Open Access Journals (Sweden)
Zaid Yaseen Saud Al-Dulaimi
2017-03-01
• What is level of work or Career Performance of employees from the point of view of their leaders? The study's society is formed from administrative leaders, heads of departments and discussed faculties. Researchers will use a questionnaire for data collection and it will include, the responder's demographic information, the measuring tool for the Organizational Justice practiced by the administrative leaders, the measurement of Career Performance of their employees. Study Tools has been verified by bringing it to the attention of the arbitrators of jurisdiction, and verification of the appropriateness of using the test method and the test. For answering the questions of the study researchers will use arithmetic averages, standard deviations and Pearson Linklabs.
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Schaubroeck, John; Lam, Simon S. K.; Peng, Ann Chunyan
2011-01-01
We develop a model in which cognitive and affective trust in the leader mediate the relationship between leader behavior and team psychological states that, in turn, drive team performance. The model is tested on a sample of 191 financial services teams in Hong Kong and the U.S. Servant leadership influenced team performance through affect-based…
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Leader narcissism and follower outcomes: The counterbalancing effect of leader humility.
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).
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Boyatzis, Richard E
2006-01-01
Competencies have been shown to differentiate outstanding managers and leaders from their less effective counterparts. Some of the competencies related to effectiveness reflect cognitive intelligence, but many of them are behavioral manifestations of emotional intelligence. Meanwhile, the performance measures used have often been an approximation of effectiveness. A study of leaders in a multi-national, consulting company shows that the frequency with which they demonstrate a variety of competencies, as seen by others, predicts financial performance in the seven quarters following the competency assessment. This, like other studies only clarify which competencies are necessary for outstanding performance. Borrowing from complexity theory, a tipping point analysis allows examination of how much of the competency is sufficient for outstanding performance. Using the tipping point analysis shows an even greater impact of competencies on the financial performance measures of the leaders in the study. The emotional intelligence competencies constituted most (i.e., 13/14) of the validated competencies predicting financial performance.
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Directory of Open Access Journals (Sweden)
Flávia Cavazotte
2013-10-01
Full Text Available In this study we investigate the connections between transformational leadership and subordinate formal and contextual performance among Brazilian employees. We also proposed and tested two mediating processesthrough which transformational leaders would enhance the performance of their staff: stronger follower identification with the leader and efficacy beliefs. These relations were tested with a sample of 107 managers from a multinational company that operates in the financial sector. The proposed structural equation model was assessed with Partial Least Squares (PLS techniques. The results suggest that perceived transformational leadership is associated with higher levels of task performance and helping behaviors. Moreover, the proposed mediating processes were empirically supported. We discuss implications for theory and practice.
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Fransen, K; Boen, F; Vansteenkiste, M; Mertens, N; Vande Broek, G
2018-02-01
Grounded in the Cognitive Evaluation Theory, a mini-theory of Self-Determination Theory, this experimental field study sought to examine the impact of competence support of both coaches and athlete leaders on athletes' competence satisfaction, intrinsic motivation, and subjective as well as objective performance. Male basketball players (N = 120) were allocated to groups of 5 players. These groups were then randomly assigned to a control group or to 1 of 3 experimental conditions. In these experimental conditions, either the coach, the athlete leader, or both provided motivational feedback to their team. The provision of motivational feedback by either the coach or the athlete leader was sufficient to increase athletes' competence satisfaction, intrinsic motivation, and objective performance (i.e., enhanced execution time without a decrease in scoring percentage) relative to the control group. Interestingly, when both the coach and the athlete leader provided competence support, a surplus effect was observed on objective performance compared with when only the coach provided competence support. Furthermore, structural equation modeling revealed that players' competence satisfaction mediated the relationship between the provided competence support and players' intrinsic motivation, while a direct effect was observed on objective performance. In conclusion, the study findings indicate that also athlete leaders can adopt a motivating role, and that by doing so, their impact is as strong as the impact of the coach. Both coaches and athlete leaders can thus boost athletes' objective performance and foster competence satisfaction, with the latter resulting in increased intrinsic motivation. © 2017 John Wiley & Sons A/S. Published by John Wiley & Sons Ltd.
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Li, Xiaoshan; Zhou, Mingjie; Zhao, Na; Zhang, Shanshan; Zhang, Jianxin
2015-06-01
The relationship between a leader's personality and his team's performance has been established in organisational research, but the underlying process and mechanism responsible for this effect have not been fully explored. Both the traditional multiple linear regression and the multilevel structural equation model approaches were used in this study to test a proposed mediating model of subordinates' perception of collective efficacy between leader personality and team performance. The results show that the team leader's extraversion and conscientiousness personality traits were related positively to both the team-average (individual) perception of collective efficacy and team performance, and the collective efficacy mediated the relationship of the leader's personality traits and team performance. This study also discusses how Chinese cultural elements play a role in such a mediating model. © 2014 International Union of Psychological Science.
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Affective match: Leader emotions, follower positive affect, and follower performance
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
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The company you keep: Effects of leader and teams network position on performance
Vernet, A; Deichmann, D.; Moser, C.
2016-01-01
In this paper we argue that leaders positively influence team performance through their positions in a collaboration network. We propose also that the leader’s effect on team performance is moderated by the position of the team in the larger collaboration network. We distinguish between brokerage
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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...
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Leaders' Communication Pattern: A Predictor of Lecturers' Job Performance in Nigeria
Oluwatoyin, Fashiku Christopher
2016-01-01
The study investigated the influence leaders' communication pattern has on lecturers' job performance in Kwara State Colleges of Education, Nigeria. Using the descriptive survey method, the population of the study was made up of all lecturers and students of the existing three state government owned Colleges of Education in the state. Five hundred…
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Bossing or serving?: How leaders execute effectively.
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.
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Bossing or serving? How leaders execute effectively.
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.
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Leader emergence through interpersonal neural synchronization.
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.
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High Performance Expectations: Concept and causes
DEFF Research Database (Denmark)
Andersen, Lotte Bøgh; Jacobsen, Christian Bøtcher
2017-01-01
literature research, HPE is defined as the degree to which leaders succeed in expressing ambitious expectations to their employees’ achievement of given performance criteria, and it is analyzed how leadership behavior affects employee-perceived HPE. This study applies a large-scale leadership field...... experiment with 3,730 employees nested in 471 organizations and finds that transformational leadership training as well as transactional and combined training of the leaders significantly increased employees’ HPE relative to a control group. Furthermore, transformational leadership and the use of pecuniary...... rewards seem to be important mechanisms. This implies that public leaders can actually affect HPE through their leadership and thus potentially organizational performance as well....
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High performance structural ceramics for nuclear industry
International Nuclear Information System (INIS)
Pujari, Vimal K.; Faker, Paul
2006-01-01
A family of Saint-Gobain structural ceramic materials and products produced by its High performance Refractory Division is described. Over the last fifty years or so, Saint-Gobain has been a leader in developing non oxide ceramic based novel materials, processes and products for application in Nuclear, Chemical, Automotive, Defense and Mining industries
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Chiu, Chia-Yen Chad; Owens, Bradley P; Tesluk, Paul E
2016-12-01
The present study was designed to produce novel theoretical insight regarding how leader humility and team member characteristics foster the conditions that promote shared leadership and when shared leadership relates to team effectiveness. Drawing on social information processing theory and adaptive leadership theory, we propose that leader humility facilitates shared leadership by promoting leadership-claiming and leadership-granting interactions among team members. We also apply dominance complementary theory to propose that team proactive personality strengthens the impact of leader humility on shared leadership. Finally, we predict that shared leadership will be most strongly related to team performance when team members have high levels of task-related competence. Using a sample composed of 62 Taiwanese professional work teams, we find support for our proposed hypothesized model. The theoretical and practical implications of these results for team leadership, humility, team composition, and shared leadership are discussed. (PsycINFO Database Record (c) 2016 APA, all rights reserved).
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Do School Leaders Have a Shelf Life? Career Stages and Headteacher Performance
Earley, Peter; Weindling, Dick
2007-01-01
This article explores several issues about school leaders, career stages and performance. It draws upon various pieces of research, including the longitudinal study of secondary headteachers which began in the early 1980s at the National Foundation for Educational Research (NFER), to raise some key issues about headteachers' careers, the various…
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O'Brien, Peter C.
2015-01-01
This article analyses "performance government" as an emergent form of rule in advanced liberal democracies. It discloses how teachers and school leaders in Australia are being governed by the practices of performance government which centre on the recently established Australian Institute for Teaching and School Leadership (AITSL) and…
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Mabuchi, Shunsuke; Sesan, Temilade; Bennett, Sara C
2018-01-01
Abstract The determinants of primary health facility performance in developing countries have not been well studied. One of the most under-researched areas is health facility management. This study investigated health facilities under the pilot performance-based financing (PBF) scheme in Nigeria, and aimed to understand which factors differentiated primary health care centres (PHCCs) which had performed well, vs those which had not, with a focus on health facility management practices. We used a multiple case study where we compared two high-performing PHCCs and two low-performing PHCCs for each of the two PBF target states. Two teams of two trained local researchers spent 1 week at each PHCC and collected semi-structured interview, observation and documentary data. Data from interviews were transcribed, translated and coded using a framework approach. The data for each PHCC were synthesized to understand dynamic interactions of different elements in each case. We then compared the characteristics of high and low performers. The areas in which critical differences between high and low-performers emerged were: community engagement and support; and performance and staff management. We also found that (i) contextual and health system factors particularly staffing, access and competition with other providers; (ii) health centre management including community engagement, performance management and staff management; and (iii) community leader support interacted and drove performance improvement among the PHCCs. Among them, we found that good health centre management can overcome some contextual and health system barriers and enhance community leader support. This study findings suggest a strong need to select capable and motivated health centre managers, provide long-term coaching in managerial skills, and motivate them to improve their practices. The study also highlights the need to position engagement with community leaders as a key management practice and a central
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Mathieu, John; Ahearne, Michael; Taylor, Scott R
2007-03-01
The authors examined the influence of the introduction of a new suite of technology tools on the performance of 592 salespersons. They hypothesized that the salespersons' work experience would have a negative effect on their technology self-efficacy, which in turn would relate positively to their use of technology. Sales performance was hypothesized to be positively related to both past performance and the use of new technology tools. Further, the authors hypothesized that leaders' commitment to sales technology would enhance salespersons' technology self-efficacy and usage, and leaders' empowering behaviors would influence salespersons' technology self-efficacy and moderate the individual-level relationships. Hierarchical linear modeling analyses confirmed all of the hypothesized individual-level relationships and most of the cross-level relationships stemming from average leader behaviors. In particular, empowering leadership exhibited multiple cross-level interactions, as anticipated. Results are discussed in terms of the importance of social-psychological factors related to the success of sales force technology interventions. (c) 2007 APA, all rights reserved.
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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.
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Mitchell, Rebecca; Boyle, Brendan; Parker, Vicki; Giles, Michelle; Chiang, Vico; Joyce, Pauline
2015-01-01
While there is increasing pressure to work collaboratively in interprofessional teams, health professionals often continue to operate in uni-professional silos. Leader inclusiveness is directed toward encouraging and valuing the different viewpoints of diverse members within team interactions, and has significant potential to overcome barriers to interprofessional team performance. In order to better understand the influence of leader inclusiveness, we develop and investigate a model of its e...
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Baxter, Pamela E; Hewko, Sarah J; Pfaff, Kathryn A; Cleghorn, Laura; Cunningham, Barbara J; Elston, Dawn; Cummings, Greta G
2015-08-01
Providing cost-effective, accessible, high quality patient care is a challenge to governments and health care delivery systems across the globe. In response to this challenge, two types of hospital funding models have been widely implemented: (1) activity-based funding (ABF) and (2) pay-for-performance (P4P). Although health care leaders play a critical role in the implementation of these funding models, to date their perspectives have not been systematically examined. The purpose of this systematic review was to gain a better understanding of the experiences of health care leaders implementing hospital funding reforms within Organisation for Economic Cooperation and Development countries. We searched literature from 1982 to 2013 using: Medline, EMBASE, CINAHL, Academic Search Complete, Academic Search Elite, and Business Source Complete. Two independent reviewers screened titles, abstracts and full texts using predefined criteria. We included 2 mixed methods and 12 qualitative studies. Thematic analysis was used in synthesizing results. Five common themes and multiple subthemes emerged. Themes include: pre-requisites for success, perceived benefits, barriers/challenges, unintended consequences, and leader recommendations. Irrespective of which type of hospital funding reform was implemented, health care leaders described a complex process requiring the following: organizational commitment; adequate infrastructure; human, financial and information technology resources; change champions and a personal commitment to quality care. Crown Copyright © 2015. Published by Elsevier Ireland Ltd. All rights reserved.
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Directory of Open Access Journals (Sweden)
Tobias Kollmann
2013-03-01
Full Text Available Previous literature highlights employees’ creativity as an important means of fostering innovation and competitiveadvantage in companies. Transformational leadership is an approach aimed at stimulating and encouraging thecreative performance of employees. However, contradictory empirical fi ndings indicate that the relationship betweentransformational leadership and creativity may be more complex than a simple direct link. Drawing from the existingliterature, we propose that dependency on the leader is a partial mediator of this relationship, impeding employees’ creativity.Synthesizing theories of leadership and creativity, we propose that empowerment, as a moderator, is able to reducethe dependency on the leader caused by transformational leadership as well as contribute to turning possible negativeoutcomes of transformational leadership on creative performance into positive outcomes. The fi ndings of a PLS analysisof 271 employees support the predicted mediating and moderating effects. Our results indicate that the transformationalleadership style should be combined with empowering behavior to enhance employees’ creative performance.
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Fernandez Castelao, Ezequiel; Boos, Margarete; Ringer, Christiane; Eich, Christoph; Russo, Sebastian G
2015-07-24
Effective team leadership in cardiopulmonary resuscitation (CPR) is well recognized as a crucial factor influencing performance. Generally, leadership training focuses on task requirements for leading as well as non-leading team members. We provided crisis resource management (CRM) training only for designated team leaders of advanced life support (ALS) trained teams. This study assessed the impact of the CRM team leader training on CPR performance and team leader verbalization. Forty-five teams of four members each were randomly assigned to one of two study groups: CRM team leader training (CRM-TL) and additional ALS-training (ALS add-on). After an initial lecture and three ALS skill training tutorials (basic life support, airway management and rhythm recognition/defibrillation) of 90-min each, one member of each team was randomly assigned to act as the team leader in the upcoming CPR simulation. Team leaders of the CRM-TL groups attended a 90-min CRM-TL training. All other participants received an additional 90-min ALS skill training. A simulated CPR scenario was videotaped and analyzed regarding no-flow time (NFT) percentage, adherence to the European Resuscitation Council 2010 ALS algorithm (ADH), and type and rate of team leader verbalizations (TLV). CRM-TL teams showed shorter, albeit statistically insignificant, NFT rates compared to ALS-Add teams (mean difference 1.34 (95% CI -2.5, 5.2), p = 0.48). ADH scores in the CRM-TL group were significantly higher (difference -6.4 (95% CI -10.3, -2.4), p = 0.002). Significantly higher TLV proportions were found for the CRM-TL group: direct orders (difference -1.82 (95% CI -2.4, -1.2), p CRM improves performance of the entire team, in particular guideline adherence and team leader behavior. Emphasis on training of team leader behavior appears to be beneficial in resuscitation and emergency medical course performance.
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The Use of Technology in Prince Edward Island (Canada) High Schools: Perceptions of School Leaders
Preston, Jane P; Moffatt, Lyndsay; Wiebe, Sean; McAuley, Alexander; Campbell, Barbara; Gabriel, Martha
2015-01-01
The purpose of this paper is to document the perceptions of school leaders regarding the technological use, skills, and attitudes of high school teachers. Using a qualitative research approach, 11 educational leaders from Prince Edward Island (Canada) were individually interviewed. Participants represented the Department of Education, principals,…
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Phillips, J M
2001-01-01
This study examines team performance as a moderator of the relationship between decision influence and outcomes relevant to team effectiveness in hierarchical teams with distributed ex pertise. In this type of team staff members have unique roles and make recommendations to the team leader, who ultimately makes the team's final decisions. It is suggested that the positive rela tionship between decision influence and favorable outcomes (e.g., satisfaction) consistently described in the literature is dependent on team performance in this type of team. Specifically, team effec tiveness outcomes are proposed to be consistently more favorable in higher performing than in lower performing teams. Decision influence is proposed to relate positively to member satisfaction with the leader, willingness to return, and self-efficacy and to relate negatively to withdrawal in higher performing teams. The opposite pattern of relationships is expected in lower performing teams. A laboratory study was conducted with 228 undergradu ates performing a computer task as subordinates in 76 four-person teams with a confederate leader. The results generally support the hypotheses and illustrate a dilemma for leaders attempting to manage team effectiveness. Copyright 2000 Academic Press.
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van Kleef, G.A.; Homan, A.C.; Beersma, B.; van Knippenberg, D.; van Knippenberg, B.; Damen, F.
2009-01-01
We examined how leader emotional displays affect team performance. We developed and tested the idea that effects of leader displays of anger versus happiness depend on followers' epistemic motivation, which is the desire to develop a thorough understanding of a situation. Experimental data on
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Hermes, Niels; Lensink, Robert; Mehrteab, Habteab T.
2005-01-01
This paper analyzes whether the effects of monitoring and social ties of the group leader and other group members on repayment performance of groups differ, using data from an extensive questionnaire held in Eritrea among participants of 102 groups. We hypothesize that the monitoring activities and
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Directory of Open Access Journals (Sweden)
A Hussein Fattah
2017-10-01
Full Text Available The objective of this research is to determine the effect of organizational culture, leader behaviour, self-efficacy, and job satisfaction on the job performance of the employees of the Department of Education, Youth and Sport in Palembang city. The sample size was 120 employee and selected by random sampling techniques. The data were analyzed by path-analysis. The findings of the research show that leader behaviour, self-efficacy, and job satisfaction have the direct effect on job performance. Meanwhile, organizational culture has no direct effect on the job performance of the employees of the Department Education, Youth, and Sport in Palembang City.
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Bahadur, Waheed; Bano, Amir; Waheed, Zarina; Wahab, Abdul
2017-01-01
The performance of schools is highly dependent on the leadership of school heads, and, flexible leaders accelerate school performance. The purpose of this qualitative study was to examine leadership behavior in selected boys' secondary schools that are performing well. Based on multiple-case study design, four high-performing schools from Quetta…
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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…
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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.
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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
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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).
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Preparing nurse leaders for 2020.
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.
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Leader performance evaluations and role congruity expectations in a community college setting
Trickey, Edward
2011-01-01
To investigate the relationships among evaluator attitudes, the role congruity biases many people consciously and unconsciously maintain, evaluation practices, perceptions of leader efficacy and success, and leader persistence in two community college settings, a mixed-methods study was conducted. Leaders are the products of their experiences, environments, the greater society within which they live, their personal attitudes and biases, and the attitudes and role biases of others. Over time, ...
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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).
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Li, Yuhui; Wang, Zhen; Yang, Liu-Qin; Liu, Songbo
2016-04-01
This study examines the underlying mechanism of the crossover process in work teams. Drawing on conservation of resources theory, we hypothesize that a leader's psychological distress positively influences subordinates' psychological distress through abusive supervision. We further hypothesize that team performance attenuates the association between a leader's psychological distress and abusive supervision. In addition, we expect that psychological capital attenuates the positive relationship between abusive supervision and subordinates' psychological distress. Participants were drawn from 86 business teams, and multisource data were collected. The hypotheses were tested with multilevel analysis. Results supported the crossover of psychological distress from leader to subordinates, and abusive supervision serves as a mediating mechanism. The positive relationship between a leader's distress and abusive supervision is stronger when team performance is lower. In addition, the positive relationship between abusive supervision and subordinates' psychological distress is stronger when subordinates' psychological capital is lower. (c) 2016 APA, all rights reserved).
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Grissom, Jason A.; Mitani, Hajime; Blissett, Richard S. L.
2017-01-01
Many states require prospective principals to pass a licensure exam to obtain an administrative license, but we know little about the potential effects of principal licensure exams on the pool of available principals or whether scores predict later job performance. We investigate the most commonly used exam, the School Leaders Licensure Assessment…
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Goonan, Kathleen Jennison
2010-01-01
Kathleen Jennison Goonan, MD, is Executive Director of the Mongan Institute for Health Policy, Center for Performance Excellence (CPE) at Massachusetts General Hospital. CPE guides transformational change in healthcare management and helps leaders, administrators, and practitioners in the healthcare workforce nationwide achieve and sustain performance excellence (http://www.mghcpe.org). An internist trained at the Massachusetts General Hospital, she has more than two decades' experience leading healthcare quality assessment and improvement initiatives. Before joining the CPE in 2002, she held a number of senior executive positions, including Senior Vice President of the Institute for Healthcare Improvement. Dr. Goonan has served as a judge for the Malcolm Baldrige National Quality Award, the Joint Commission's Codman Award, and for the American Hospital Association's McKesson Quest for Quality Award. She teaches extensively about achieving organizational performance excellence. Dr. Goonan co-authored Journey to Excellence: How the Baldrige Health Care Leaders Succeed, authored The Juran Prescription: Clinical Quality Management, and has written numerous articles and book chapters on performance improvement in healthcare. Dr. Goonan was faculty for the Harvard School of Public Health Leadership Development Program for Physicians from Academic Health Centers (1995-2007) and the Institute for Healthcare Improvement (1999-2005).
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Leader self-definition and leader self-serving behavior
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
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Inspiring Creativity in Urban School Leaders: Lessons from the Performing Arts
Kaimal, Girija; Drescher, Jon; Fairbank, Holly; Gonzaga, Adele; White, George P.
2014-01-01
This paper presents an analysis of how guided engagement with the arts can provide leadership lessons for school leaders and administrators. The study was conducted as part of two projects funded by the School Leadership Program (SLP) grants from the U.S. Department of Education. The principal interns and practicing school leaders participated in…
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Modeling Stepped Leaders Using a Time Dependent Multi-dipole Model and High-speed Video Data
Karunarathne, S.; Marshall, T.; Stolzenburg, M.; Warner, T. A.; Orville, R. E.
2012-12-01
In summer of 2011, we collected lightning data with 10 stations of electric field change meters (bandwidth of 0.16 Hz - 2.6 MHz) on and around NASA/Kennedy Space Center (KSC) covering nearly 70 km × 100 km area. We also had a high-speed video (HSV) camera recording 50,000 images per second collocated with one of the electric field change meters. In this presentation we describe our use of these data to model the electric field change caused by stepped leaders. Stepped leaders of a cloud to ground lightning flash typically create the initial path for the first return stroke (RS). Most of the time, stepped leaders have multiple complex branches, and one of these branches will create the ground connection for the RS to start. HSV data acquired with a short focal length lens at ranges of 5-25 km from the flash are useful for obtaining the 2-D location of these multiple branches developing at the same time. Using HSV data along with data from the KSC Lightning Detection and Ranging (LDAR2) system and the Cloud to Ground Lightning Surveillance System (CGLSS), the 3D path of a leader may be estimated. Once the path of a stepped leader is obtained, the time dependent multi-dipole model [ Lu, Winn,and Sonnenfeld, JGR 2011] can be used to match the electric field change at various sensor locations. Based on this model, we will present the time-dependent charge distribution along a leader channel and the total charge transfer during the stepped leader phase.
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Structural Network Position and Performance of Health Leaders Within an HIV Prevention Trial.
Mulawa, Marta I; Yamanis, Thespina J; Kajula, Lusajo J; Balvanz, Peter; Maman, Suzanne
2018-04-28
The effectiveness of peer leaders in promoting health may depend on the position they occupy within their social networks. Using sociocentric (whole network) and behavioral data from the intervention arm of a cluster-randomized HIV prevention trial in Dar es Salaam, Tanzania, we used generalized linear models with standardized predictors to examine the association between heath leaders' baseline structural network position (i.e., in-degree and betweenness centrality) and their 12-month self-reported (1) confidence in educating network members about HIV and gender-based violence (GBV) and (2) number of past-week conversations about HIV and GBV. As in-degree centrality increased, leaders reported fewer HIV-related conversations. As betweenness centrality increased, leaders reported greater number of conversations about GBV. Network position was not significantly associated with confidence in discussing either topic. Our results suggest that peer leaders who occupy spaces between sub-groups of network members may be more effective in engaging their peers in sensitive or controversial topics like GBV than more popular peer leaders.
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Preston, Jane P.; Wiebe, Sean; Gabriel, Martha; McAuley, Alexander; Campbell, Barbara; MacDonald, Ron
2015-01-01
The purpose of this study is to document the perceptions of school leaders pertaining to the benefits and challenges of technology in high schools located on Prince Edward Island (PEI) (Canada). For this qualitative study, we interviewed 11 educational leaders representing the PEI Department of Education, principals, vice-principals, and…
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The Relationship between Organizational Experience and Perceived Leader Behavior,
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
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Li, X.; Sanders, Karin; Frenkel, S.
2012-01-01
This paper provides insights into the relationship between leader-member exchange (LMX) and employee job performance. An integrative model that includes work engagement and human resource management (HRM) consistency, defined as the extent to which various HR practices are viewed as consistent with
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The impact of female business leaders on the performance of listed companies in South Africa
Directory of Open Access Journals (Sweden)
Mkhize Mkhethwa
2011-03-01
Full Text Available The purpose of this study is to determine the impact of female business leaders in JSE-listed companies on the financial performance of those companies. This is as result of the proposition that women, over and above men, bring unique skills to the workplace. However, it is hypothesized in this study that JSE-listed companies led by a high percentage of women do not outperform similar companies led by a low percentage of women. The Lean Modigliani and France Modigliani measure (M2 was used to test this hypothesis. Results of this study indicate that companies led by women do not outperform similar companies led by men. As a result, the null hypothesis is not rejected. Implications of these results are discussed.
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Peterson, Tim O.; Aikens, Shontarius D.
2017-01-01
While the common suggestion in leader-member exchange (LMX) research is that there is a strong relationship between LMX and performance, a closer look at these studies reveal that the performance measures in the majority of studies are primarily subjective in nature such as performance reviews. Relatively few studies examine the LMX-objective…
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Developing world class leader-managers for the evolving nuclear industry
International Nuclear Information System (INIS)
Konettsni, A.L.
2010-01-01
The author discusses the problems of educating and training the world-class leaders for nuclear industry. He specifies the leader's characters, emphasizing that common high standards of performance have been the hallmark of the industry for years. Rapid growth in the nuclear industry could diminish the self-discipline that has been developed over decades. He lists the US Naval Nuclear Propulsion Program fundamental principles developed over six decades. The author also dwells on corporate self-motivation, self-control, self-expectancy of optimism and company's image [ru
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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...
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Do lightning positive leaders really "step"?
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
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Future Leaders: The Way Forward?
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…
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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
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Gutermann, D.; Lehmann-Willenbrock, N.; Boer, D.; Born, M.; Voelpel, S.C.
Drawing on leader−member exchange and crossover theory, this study examines how leaders’ work engagement can spread to followers, highlighting the role of leader−member exchange as an underlying explanatory process. Specifically, we investigate if leaders who are highly engaged in their work have
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Orthodox Jewish Thought Leaders' Insights Regarding BRCA Mutations: A Descriptive Study.
Bressler, Toby; Popp, Beth
2017-04-01
To examine the factors that influence Orthodox Jewish (OJ) thought leaders' perceptions of genetic counseling and testing for BRCA mutations. The specific aims of this study were to describe (1) OJ thought leaders' views on genetic counseling and testing for BRCA mutation status and (2) insights into this high-risk faith-based minority group and their beliefs about counseling and testing for BRCA mutations. In-depth focus groups and demographic questionnaires were used in this descriptive, qualitative study, which was performed in the cancer center of a 750-bed community teaching hospital in Brooklyn, New York. Participants included 17 OJ thought leaders in a large metropolitan area in the northeastern United States. Four themes emerged that describe the key components of the views of OJ thought leaders regarding genetic counseling and testing for BRCA mutation carriers. There was a high level of concern about cancer, recognition that community norms shift, acknowledgment of the role of the rabbi in medical decision making, and concern about the balance between determinism and personal responsibility in utilizing this health care service. The identification of social contributors to the utilization of genetic counseling and testing, as well as identification of solutions to optimize utilization of BRCA testing, supports the philosophic premise or conceptual model that faith-based leaders are crucial to the promotion of culturally sensitive health care delivery. Incorporating faith-based leaders early in health care strategic planning and implementation can translate into communities better utilizing health-related services.
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Characteristics of lightning leader propagation and ground attachment
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.
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Building leaders paving the path for emerging leaders
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
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On the Simulation of the Interception of Lightning Dart Leaders
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 ...
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A Study of Rural High School Principals' Perceptions as Social Justice Leaders
Albritton, Shelly; Huffman, Stephanie; McClellan, Rhonda
2017-01-01
This multisite case study explores how rural principals in high poverty schools in a Southern state that had identified themselves as social justice leaders perceived student diversity, specifically LGBTQ students, and how they sustained a socially-just school climate for all students. Using a qualitative approach lent itself to understanding the…
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On the Transition from Initial Leader to Stepped Leader in Negative Cloud-to-ground Lightning
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.
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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...
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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
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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
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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.
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van der Heijden, Beatrice; Verbaan, W.H.
2006-01-01
The aim of the study that is described in this article was to determine the relationship between team leaders' motivational behavior and the performance of their team members. Moreover, the differences between the team leaders' self-assessments of their motivational behavior and their team members'
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Sinnema, Claire E. L.; Le Fevre, Deidre; Robinson, Viviane M. J.; Pope, Denyse
2013-01-01
Effective instructional leadership demands that leaders address the inevitable problems and concerns that exist in any educational organization. Unfortunately, much evidence suggests that many important concerns, including teacher performance issues, continue to be unaddressed and unresolved. This article portrays the nature of concerns facing 77…
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Story, Julie A.
2014-01-01
The purpose of this qualitative multiple-case study was to explore academic leaders' experiences with the organizational elements of their own high school-college writing center collaborations. Conjoining theories framed this study: collaborative leadership theory, Kenneth Bruffee's notion of social constructionism and collaborative learning…
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Vision-Based Leader Vehicle Trajectory Tracking for Multiple Agricultural Vehicles.
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.
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Leadership conversations challenging high potential managers to become great leaders
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
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Survival of the fittest: implications of self-reliance and coping for leaders and team performance.
Daus, C S; Joplin, J R
1999-01-01
Using a laboratory methodology, the authors sought to establish an association between self-reliance (based on attachment theory) and team performance and satisfaction. Three hypotheses (direct effect, mediator, and moderator) were tested. With a sample of 187 students, the authors compared leader self-reliance characteristics with group member self-reliance characteristics (group n = 50) as predictors of group performance and satisfaction. Only group member counterdependence was predictive of decreased performance. Further, the authors examined the possible mediating and moderating effects of coping on the self-reliance-group effectiveness relationships. Coping did not mediate the relationship but did operate as a significant moderator in some instances.
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Masmiquel, L; Leiter, L A; Vidal, J; Bain, S; Petrie, J; Franek, E; Raz, I; Comlekci, A; Jacob, S; van Gaal, L; Baeres, F M M; Marso, S P; Eriksson, M
2016-02-10
Epidemiological data on obesity are needed, particularly in patients with type 2 diabetes mellitus (T2DM) and high cardiovascular (CV) risk. We used the baseline data of liraglutide effect and action in diabetes: evaluation of CV outcome results-A long term Evaluation (LEADER) (a clinical trial to assess the CV safety of liraglutide) to investigate: (i) prevalence of overweight and obesity; (ii) relationship of the major cardiometabolic risk factors with anthropometric measures of adiposity [body mass index (BMI) and waist circumference (WC)]; and (iii) cardiometabolic treatment intensity in relation to BMI and WC. LEADER enrolled two distinct populations of high-risk patients with T2DM in 32 countries: (1) aged ≥50 years with prior CV disease; (2) aged ≥60 years with one or more CV risk factors. Associations of metabolic variables, demographic variables and treatment intensity with anthropometric measurements (BMI and WC) were explored using regression models (ClinicalTrials.gov identifier: NCT01179048). Mean BMI was 32.5 ± 6.3 kg/m(2) and only 9.1 % had BMI prevalence of healthy WC was also extremely low (6.4 % according to International Joint Interim Statement for the Harmonization of the Metabolic Syndrome criteria). Obesity was associated with being younger, female, previous smoker, Caucasian, American, with shorter diabetes duration, uncontrolled blood pressure (BP), antihypertensive agents, insulin plus oral antihyperglycaemic treatment, higher levels of triglycerides and lower levels of high-density lipoprotein cholesterol. Overweight and obesity are prevalent in high CV risk patients with T2DM. BMI and WC are related to the major cardiometabolic risk factors. Furthermore, treatment intensity, such as insulin, statins or oral antihypertensive drugs, is higher in those who are overweight or obese; while BP and lipid control in these patients are remarkably suboptimal. LEADER confers a unique opportunity to explore the longitudinal effect of weight on CV
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Ethical leader behavior and leader effectiveness: the role of prototypicality and trust
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...
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Maynard, M. Travis; Resick, Christian J.; Cunningham, Quinn W.; DiRenzo, Marco S.
2017-01-01
The article of record as published may be found at http://dx.doi.org/10.1007/s10869-016-9482-5 This study addresses the following: (1) does a team leader change along with the quality of the team’s human capital affect post-change team performance?; (2) is functional leadership of the team’s human capital a driver of post-change team performance?; and (3) should interim vs. permanent leaders manage the team’s human capital differently? We analyzed archival data from Major League Baseba...
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De la performance à l'excellence devenir une entreprise leader
Collins, Jim
2013-01-01
Pourquoi certaines entreprises affichant des performances plutôt moyennes décollent-elles soudain pour rejoindre le peloton de tête ? Qu'est-ce qui les différencie de leurs concurrentes ? Et peut-on étendre à d'autres les principes dont elles se sont inspirées ? Pendant cinq ans, Jim Collins et son équipe de chercheurs se sont attelés à cette vaste question pour débusquer le secret de la conversion à l'excellence. Onze entreprises, retenues pour leurs performances boursières très supérieures à celles de leur secteur, ont été comparées à leurs concurrentes. Les conclusions qui en ressortent sont étonnantes : loin des stratégies flamboyantes, menées à grand renfort de communication, la transition vers l'excellence s'est faite discrètement, sans stratégie préalable, sous l'impulsion de leaders au profil modeste. Plutôt que d'imposer leur vision, ces derniers ont cherché les meilleurs collaborateurs. Puis, ils ont encouragé un débat intense et permanent au sein de l'entreprise. Ce q...
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Exploring nurse leader fatigue: a mixed methods study.
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.
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Leaders Growing Leaders: Designing a Tier-Based Leadership Program for Surgeons.
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.
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Humor in High School and the Role of Teacher Leaders in School Public Relations
Kosiczky, Bonnie; Mullen, Carol A.
2013-01-01
How can public schools improve public relations strategies, particularly in communications between teachers and students? The purposes of this study were to investigate teacher leaders' perceptions of the use of humor in the high school classroom and discover how humor might bridge instruction to student learning and strengthen teacher-student…
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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…
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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...
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Leaders' smiles reflect cultural differences in ideal affect.
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).
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Ng, Kok-Yee; Ang, Soon; Chan, Kim-Yin
2008-07-01
The trait theory of leadership is advanced by a joint investigation of the mediating role of (a) leadership self-efficacy (LSE = leader's perceived capabilities to perform leader roles) in linking neuroticism, extraversion, and conscientiousness with leader effectiveness and (b) the moderating role of job demands and job autonomy in influencing the mediation. Using K. J. Preacher, D. D. Rucker, and A. F. Hayes' (2007) moderated mediation framework, the authors tested the model (over a 2-year period) with matched data from 394 military leaders and their supervisors. Results showed that LSE mediated the relationships for neuroticism, extraversion, and conscientiousness with leader effectiveness. Moderated mediation analyses further revealed that LSE mediated the relationships for (a) all 3 personality variables for only those leaders with low job demands; (b) neuroticism and conscientiousness for only those leaders with high job autonomy; and (c) extraversion, regardless of a leader's level of job autonomy. Results underscore the importance of accounting for leaders' situational contexts when examining the relationships between personality, LSE, and effectiveness.
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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.
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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.
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Situational moderators of leader reward and punishment behaviors: fact or fiction?
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.
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Ethical leader behavior and leader effectiveness: the role of prototypicality and trust
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
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Jeffs, Lianne; Grinspun, Doris; Closson, Tom; Mainville, Marie-Claude
2015-09-01
Working overtime, absenteeism and agency use can negatively impact working environments, the health of staff and patient outcomes, and increase healthcare costs. The purpose of this study was to explore how healthcare leaders in Ontario hospitals implement and sustain best practices that advance workforce stability within their organization. Qualitative study design using semi-structured interviews and thematic analysis. Participants included 23 healthcare leaders from 16 hospital sites. Two main themes emerged: (1) enacting proactive human resource practices and (2) having strong, caring and strategic leaders that create learning and supportive work environments. A number of sub-themes identified were reported through narratives stratified according to size (small/large) and performance (low/high) of each site. Insights gained from this study may offer healthcare leaders strategies to maximize the nursing workforce and minimize overtime, absenteeism and agency use to ensure safe, efficient and quality healthcare. Copyright © 2015 Longwoods Publishing.
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Stepped-to-dart Leaders in Cloud-to-ground Lightning
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.
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The art and neurobiology of connection: the leader's challenge.
Kerfoot, Karlene M
2011-01-01
When we feel connected and safe, the cerebral cortex of our brain responds by becoming involved, which leads to peak performance. When we work in a culture of constant fear, the deeper levels of our brain are activated to respond to the fear and our cerebral cortex is disabled. ultures that are negative and focus on people's weaknesses create "learned helplessness" lead to high rates of depression among the workforce, and cannot achieve the results of optimistic workplaces. The profession loses far too many excellent nurses every year because of the inability of managers and leaders to seriously connect with the front line. What we do as leaders creates a physiological reaction and a basis for effective or ineffective work units.
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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…
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Understanding Predicting and Supporting Leader Self-Development
National Research Council Canada - National Science Library
Boyce, Lisa A; Wisecarver, Michelle M; Zaccaro, Stephen J
2005-01-01
.... The model depicts a person with a mastery, work, and career-growth orientation as more motivated to perform leader self-development and more skilled at performing instructional and self-regulatory...
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How to create high-performing teams.
Lam, Samuel M
2010-02-01
This article is intended to discuss inspirational aspects on how to lead a high-performance team. Cogent topics discussed include how to hire staff through methods of "topgrading" with reference to Geoff Smart and "getting the right people on the bus" referencing Jim Collins' work. In addition, once the staff is hired, this article covers how to separate the "eagles from the ducks" and how to inspire one's staff by creating the right culture with suggestions for further reading by Don Miguel Ruiz (The four agreements) and John Maxwell (21 Irrefutable laws of leadership). In addition, Simon Sinek's concept of "Start with Why" is elaborated to help a leader know what the core element should be with any superior culture. Thieme Medical Publishers.
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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.
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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).
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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
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Teacher Leaders' Perceptions of the Use of Humor in the High School Classroom
Kosiczky, Bonnie
2013-01-01
The purpose of this study was to investigate teacher leaders' perceptions of the use of humor in the high school classroom. For the purposes of this qualitative research the case study method was used. The question of what makes teachers successful with their use of humor in the classroom has been divided into four categories: climate,…
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Romance of Leadership as a Leader Emergence Predictor
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
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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...
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Leaders' mental health at work: Empirical, methodological, and policy directions.
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).
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Elementary Mathematics Leaders
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…
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What School Leaders Need to Know about English Learners
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,…
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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.
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Michalec, Barret; Veloski, J Jon; Hojat, Mohammadreza; Tykocinski, Mark L
2014-08-26
Abstract Background: Previous research has paid little to no attention towards exploring methods of identifying existing medical student leaders. Aim: Focusing on the role of influence and employing the tenets of the engaging leadership model, this study examines demographic and academic performance-related differences of positive influencers and if students who have been peer-identified as positive influencers also demonstrate high levels of genuine concern for others. Methods: Three separate fourth-year classes were asked to designate classmates that had significant positive influences on their professional and personal development. The top 10% of those students receiving positive influence nominations were compared with the other students on demographics, academic performance, and genuine concern for others. Results: Besides age, no demographic differences were found between positive influencers and other students. High positive influencers were not found to have higher standardized exam scores but did receive significantly higher clinical clerkship ratings. High positive influencers were found to possess a higher degree of genuine concern for others. Conclusion: The findings lend support to (a) utilizing the engaging model to explore leaders and leadership within medical education, (b) this particular method of identifying existing medical student leaders, and (c) return the focus of leadership research to the power of influence.
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The Emotional Intelligence of Leaders as Antecedent to Leader-Member Exchanges: A Field Study
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…
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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...
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Black, William R.
2008-01-01
This article seeks to advance the discussion of the availability of contemporary notions of school leadership for school leaders working within high-stakes accountability reform environment that produce discourses of urgency and legitimize practices of performance that implicitly favour centralized, neo-Tayloristic managerial approaches. Drawing…
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Schreiber, Martin J.
2012-01-01
The purpose of this case study explores the impact of an immersion experience to a least developed country on the vocation of lay teacher leaders in American Jesuit High Schools. Nine lay teacher leaders engaged in a four stage process of immersion from November 2009 to August 2010. The study employed the conceptual framework of Edward…
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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.
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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...
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Nevicka, Barbara; De Hoogh, Annebel H. B.; Den Hartog, Deanne N.; Belschak, Frank D.
2018-01-01
Narcissistic leaders are self-absorbed and hold beliefs of entitlement and superiority. Their aggressive tendencies in the face of criticism and inclinations to validate their self-worth by derogating others may lead others to perceive them as being abusive. Here, we test the relationship between leader narcissism and followers’ perceptions of abusive supervision. Drawing upon research related to the behavioral plasticity hypothesis, we propose that followers with low self-esteem will perceive narcissistic leaders as more abusive than those with high self-esteem. Followers low on self-esteem are more insecure, more in need of approval from their supervisor and are more likely to interpret the haughty, derogatory attitude of narcissistic leaders as abusive. Such followers also make for ‘easier targets’ and thus may actually suffer more abusive behavior from their narcissistic leaders. In a first multi-source study of 85 leaders and 128 followers, we found support for the moderating role of follower self-esteem in the relationship between leader narcissism and perceived abusive supervision: Narcissistic leaders were rated as more abusive by followers who were low on self-esteem, but not those higher on self-esteem. In a second multi-source field study among 177 leader-follower dyads, we tested a moderated mediation model and showed that this finding also holds for the broader concept of follower core self-evaluations as a moderator. Abusive supervision, in turn, was related to lower follower performance and followers experiencing more burnout symptoms. Thus, followers low on self-esteem or low on core self-evaluations seem to suffer most from narcissistic leaders as they perceive them to be abusive and, in turn, these followers show reduced performance and more burnout symptoms when working for such leaders. This research thus identifies an important moderator that might help reconcile previous inconsistent findings regarding perceptions of narcissistic leaders
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Directory of Open Access Journals (Sweden)
Barbara Nevicka
2018-03-01
Full Text Available Narcissistic leaders are self-absorbed and hold beliefs of entitlement and superiority. Their aggressive tendencies in the face of criticism and inclinations to validate their self-worth by derogating others may lead others to perceive them as being abusive. Here, we test the relationship between leader narcissism and followers’ perceptions of abusive supervision. Drawing upon research related to the behavioral plasticity hypothesis, we propose that followers with low self-esteem will perceive narcissistic leaders as more abusive than those with high self-esteem. Followers low on self-esteem are more insecure, more in need of approval from their supervisor and are more likely to interpret the haughty, derogatory attitude of narcissistic leaders as abusive. Such followers also make for ‘easier targets’ and thus may actually suffer more abusive behavior from their narcissistic leaders. In a first multi-source study of 85 leaders and 128 followers, we found support for the moderating role of follower self-esteem in the relationship between leader narcissism and perceived abusive supervision: Narcissistic leaders were rated as more abusive by followers who were low on self-esteem, but not those higher on self-esteem. In a second multi-source field study among 177 leader-follower dyads, we tested a moderated mediation model and showed that this finding also holds for the broader concept of follower core self-evaluations as a moderator. Abusive supervision, in turn, was related to lower follower performance and followers experiencing more burnout symptoms. Thus, followers low on self-esteem or low on core self-evaluations seem to suffer most from narcissistic leaders as they perceive them to be abusive and, in turn, these followers show reduced performance and more burnout symptoms when working for such leaders. This research thus identifies an important moderator that might help reconcile previous inconsistent findings regarding perceptions of
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Nevicka, Barbara; De Hoogh, Annebel H B; Den Hartog, Deanne N; Belschak, Frank D
2018-01-01
Narcissistic leaders are self-absorbed and hold beliefs of entitlement and superiority. Their aggressive tendencies in the face of criticism and inclinations to validate their self-worth by derogating others may lead others to perceive them as being abusive. Here, we test the relationship between leader narcissism and followers' perceptions of abusive supervision. Drawing upon research related to the behavioral plasticity hypothesis, we propose that followers with low self-esteem will perceive narcissistic leaders as more abusive than those with high self-esteem. Followers low on self-esteem are more insecure, more in need of approval from their supervisor and are more likely to interpret the haughty, derogatory attitude of narcissistic leaders as abusive. Such followers also make for 'easier targets' and thus may actually suffer more abusive behavior from their narcissistic leaders. In a first multi-source study of 85 leaders and 128 followers, we found support for the moderating role of follower self-esteem in the relationship between leader narcissism and perceived abusive supervision: Narcissistic leaders were rated as more abusive by followers who were low on self-esteem, but not those higher on self-esteem. In a second multi-source field study among 177 leader-follower dyads, we tested a moderated mediation model and showed that this finding also holds for the broader concept of follower core self-evaluations as a moderator. Abusive supervision, in turn, was related to lower follower performance and followers experiencing more burnout symptoms. Thus, followers low on self-esteem or low on core self-evaluations seem to suffer most from narcissistic leaders as they perceive them to be abusive and, in turn, these followers show reduced performance and more burnout symptoms when working for such leaders. This research thus identifies an important moderator that might help reconcile previous inconsistent findings regarding perceptions of narcissistic leaders.
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Nurse leader certification preparation: how are confidence levels impacted?
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.
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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
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Collaborating with nurse leaders to develop patient safety practices.
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.
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Sustaining leaders of cancer support groups: the role, needs, and difficulties of leaders.
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.
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Capability and opportunity in hot shooting performance: Evidence from top-scoring NBA leaders.
Chang, Shun-Chuan
2018-01-01
In basketball games, whenever players successfully shoot in streaks, they are expected to demonstrate heightened performance for a stretch of time. Streak shooting in basketball has been debated for more than three decades, but most studies have provided little significant statistical evidence and have labeled random subjective judgments the "hot hand fallacy." To obtain a broader perspective of the hot hand phenomenon and its accompanying influences on the court, this study uses field goal records and optical tracking data from the official NBA database for the entire 2015-2016 season to analyze top-scoring leaders' shooting performances. We first reflect on the meaning of "hot hand" and the "Matthew effect" in actual basketball competition. Second, this study employs statistical models to integrate three different shooting perspectives (field goal percentage, points scored, and attempts). This study's findings shed new light not only on the existence or nonexistence of streaks, but on the roles of capability and opportunity in NBA hot shooting. Furthermore, we show how hot shooting performances resulting from capability and opportunity lead to actual differences for teams.
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Capability and opportunity in hot shooting performance: Evidence from top-scoring NBA leaders.
Directory of Open Access Journals (Sweden)
Shun-Chuan Chang
Full Text Available In basketball games, whenever players successfully shoot in streaks, they are expected to demonstrate heightened performance for a stretch of time. Streak shooting in basketball has been debated for more than three decades, but most studies have provided little significant statistical evidence and have labeled random subjective judgments the "hot hand fallacy." To obtain a broader perspective of the hot hand phenomenon and its accompanying influences on the court, this study uses field goal records and optical tracking data from the official NBA database for the entire 2015-2016 season to analyze top-scoring leaders' shooting performances. We first reflect on the meaning of "hot hand" and the "Matthew effect" in actual basketball competition. Second, this study employs statistical models to integrate three different shooting perspectives (field goal percentage, points scored, and attempts. This study's findings shed new light not only on the existence or nonexistence of streaks, but on the roles of capability and opportunity in NBA hot shooting. Furthermore, we show how hot shooting performances resulting from capability and opportunity lead to actual differences for teams.
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Putting our differences to work the fastest way to innovation, leadership, and high performance
Kennedy, Debbe
2008-01-01
In this rapidly changing world, organisations of every type are finding that putting our differences to work is the most powerful accelerator for generating new levels of innovation, energy, leadership and employee engagement needed for high performance. This new book is a practical guide to the strategies and steps needed to make differences the drivers of success. Debbe Kennedy shows that leveraging all the dimensions of difference -- from thinking styles, perspectives, experience, position, goals, competencies, work habits, culture and management style to traditional diversity rubrics such as gender, race, ethnicity, physical abilities, sexual orientation and age -- can accelerate teams' and organisations' performance. Kennedy's book is a practical guide for leaders at all levels that begins with a compelling invitation to pioneer a new era leadership history. It establishes the need for change, sets the course of action, offers proof points and defines five distinctive qualities all leaders need to add to...
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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.
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Religion in High-Performance Athletes: An exploratory study about the dynamic
Directory of Open Access Journals (Sweden)
Sónia Morgado
2017-10-01
Full Text Available The religious phenomenon is considered a tool to modulate behaviors or cognitions, and therefore influence every aspect of life, including sports. The religion and its effect on sports, especially in High-Performance Athletes are due to be analyzed. The assessment of the athletes it was used the Interiorization Religious Scale (Barros, 2005. The instrument was applied to athletes from High-Performance Sports Centers, in function of gender, age, and religion. The results showed that religion does not spurs the vision of the athletes. Even though the results makes no evidence of the religion importance in sports, it would be useful for coaches, managers, and team leaders, to insert and contextualize the beliefs and religious rituals of the athletes in training process.
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Leader trust and employee voice : The moderating role of empowering leader behaviors
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
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Menna, Tamene Yoseph
2017-01-01
The purpose of this study was to examine the relationship between cultural intelligence, transformational leadership, and team performance in one private Christian higher education institution in Southern California. The study further conducted initial exploration of how student leaders' Christian worldview (humility) influences their cultural…
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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
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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
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Leader self-sacrifice and leadership effectiveness: The moderating role of leader prototypicality
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
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Directory of Open Access Journals (Sweden)
Maria Aparecida Muniz Jorge Dias
2017-04-01
Full Text Available Purpose: The goal of this research is to analyze how team performance is influenced by leadership styles in the public sector, confronting the perspectives of the leaders with the perception of their teams. Originality/gap/relevance/implications: The main contribution of this study is to compare the perspectives of leaders and followers in the same context. Furthermore, this research investigates the relationship between team performance and style of leadership in the public sector. This research offers empirical data that can support the development of human resources policies and practices directed at improving leadership and reduce the gap between leaders and followers. Key methodological aspects: The survey method was used to collect data in the Executive Branch of State of Minas Gerais, which was answered by 315 individuals. We applied standardized questionnaires based on well tested instruments available in the literature. Summary of key results: The results indicate that leaders feel that team performance is directly influenced by transformational leadership, supporting the literature. For the followers, the level of team performance is directly influenced by the transactional characteristics of the leaders and not transformational characteristics. The results also suggest that the performance evaluation run by the government might be overvalued, since leaders and non-leader employees think that their own team performance is lower than the officially measured performance. Key considerations/conclusions: The idiosyncratic dynamics of people management of the Executive Branch of Minas Gerais reinforce behaviors that require leaders to use transactional leadership style. However, when managers achieve upper levels, the transformational style seems to be better suited to improve the other managers' performance. Objetivo: O objetivo desta pesquisa é analisar, no setor público, como o desempenho das equipes é influenciado pelos estilos de
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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...
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Teaching Leaders to Lead Themselves: An Emerging Leader Exercise
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…
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The servant leader: a higher calling for dental professionals.
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.
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Empowerment in nurse leader groups in middle management: a quantitative comparative investigation.
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
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Thum, Anette
2017-01-01
The PhD thesis “Corporate social responsibility (CSR) and leadership in South Africa” focused on the question of what motivates high-level business leaders to drive CSR in their organizations and beyond. Next to other elements the support of top executive leaders is known to be highly important for
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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.
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Online Leader Training Course: Nebraska Equine Extension Leader Certification
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…
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Impact of supplemental instruction leader on the success of supplemental instruction model
Mahabaduge, Hasitha; Haslam, Jeanne
Supplemental instruction utilizes peer-assisted study sessions to provide review sessions on course material and an opportunity to discuss and work out problems. The impact of supplemental instruction on student performance is well researched and used in a large number of universities around the world due to its proven success. However, the impact of the student leader who plays a significant role in this model is rarely discussed in the literature. We present a case study on the impact of student leader on the success of supplemental instruction model. This case study was done for an Introductory Physics course correlating student performance and the supplemental instruction sessions they attended. Further analysis revealed that the academic performance and work ethics of the student leader has a significant impact on the success of the supplemental instruction model. Important factors to consider when selecting a student leader, the challenges and possible remedies will also be discussed.
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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).
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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.
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Guldbrandsson, Karin; Nordvik, Monica K; Bremberg, Sven
2012-08-08
Opinion leaders are often local individuals with high credibility who can influence other people. Robust effects using opinion leaders in diffusing innovations have been shown in several randomized controlled trials, for example regarding sexually transmitted infections (STI), human immunodeficiency virus (HIV) prevention, mammography rates and caesarean birth delivery rates. In a Cochrane review 2010 it was concluded that the use of opinion leaders can successfully promote evidence-based practice. Thus, using opinion leaders within the public health sector might be one means to speed up the dissemination of health promoting and disease preventing innovations. Social network analysis has been used to trace and map networks, with focus on relationships and positions, in widely spread arenas and topics. The purpose of this study was to use social network analysis in order to identify potential opinion leaders at the arena of child health promotion in Sweden. By using snowball technique a short e-mail question was spread in up to five links, starting from seven initially invited persons. This inquiry resulted in a network consisting of 153 individuals. The most often mentioned actors were researchers, public health officials and paediatricians, or a combination of these professions. Four single individuals were mentioned by five to seven other persons in the network. These individuals obviously possess qualities that make other professionals within the public health sector listen to and trust them. Social network analysis seemed to be a useful method to identify influential persons with high credibility, i.e. potential opinion leaders, at the arena of child health promotion in Sweden. If genuine opinion leaders could be identified directed measures can be carried out in order to spread new and relevant knowledge. This may facilitate for public health actors at the local, regional and national level to more rapidly progress innovations into everyday practice. However
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The five messages leaders must manage.
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.
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Bialik, Gadi; Gibton, Dan; Dror, Yuval
2018-01-01
The study's target is to analyze how field-level coalition leaders, namely, the founding principals of Israeli specialized schools, perceive a "high-ambiguity and high-conflict" symbolic educational policy that apparently opposes the basic values that underlie the foundation of specialized schools. Based on an analysis of qualitative…
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International Nuclear Information System (INIS)
Pepin, H.; Comtois, D.; Vidal, F.; Chien, C.Y.; Desparois, A.; Johnston, T.W.; Kieffer, J.C.; La Fontaine, B.; Martin, F.; Rizk, F.A.M.; Potvin, C.; Couture, P.; Mercure, H.P.; Bondiou-Clergerie, A.; Lalande, P.; Gallimberti, I.
2001-01-01
The triggering and guiding of leader discharges using a plasma channel created by a sub-joule ultrashort laser pulse have been studied in a megavolt large-scale electrode configuration (3-7 m rod-plane air gap). By focusing the laser close to the positive rod electrode it has been possible, with a 400 mJ pulse, to trigger and guide leaders over distances of 3 m, to lower the leader inception voltage by 50%, and to increase the leader velocity by a factor of 10. The dynamics of the breakdown discharges with and without the laser pulse have been analyzed by means of a streak camera and of electric field and current probes. Numerical simulations have successfully reproduced many of the experimental results obtained with and without the presence of the laser plasma channel
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Substitutes for procedural fairness: prototypical leaders are endorsed whether they are fair or not.
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).
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Gooseprints : a model to develop seniors as empowering leaders
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'...
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Exploring Leader Identity and Development.
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.
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One-leader and multiple-follower Stackelberg games with private information
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 ...
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Ethical competency of nurse leaders: A qualitative study.
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.
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DEFF Research Database (Denmark)
Oleksiewicz, M.B.; Bøtner, Anette; Nielsen, Jens
1999-01-01
We determined the untranslated 5'-leader sequence for three different isolates of porcine reproductive and respiratory syndrome virus (PRRSV): pathogenic European- and American-types, as well as an American-type vaccine strain. 5'-leader from European- and American-type PRRSV differed in length...... (220 and 190 nt, respectively), and exhibited only approximately 50% nucleotide homology. Nevertheless, highly conserved areas were identified in the leader of all 3 PRRSV isolates, which constitute candidate motifs for binding of protein(s) involved in viral replication. These comparative data provide...
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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...
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Higher mind-brain development in successful leaders: testing a unified theory of performance.
Harung, Harald S; Travis, Frederick
2012-05-01
This study explored mind-brain characteristics of successful leaders as reflected in scores on the Brain Integration Scale, Gibbs's Socio-moral Reasoning questionnaire, and an inventory of peak experiences. These variables, which in previous studies distinguished world-class athletes and professional classical musicians from average-performing controls, were recorded in 20 Norwegian top-level managers and in 20 low-level managers-matched for age, gender, education, and type of organization (private or public). Top-level managers were characterized by higher Brain Integration Scale scores, higher levels of moral reasoning, and more frequent peak experiences. These multilevel measures could be useful tools in selection and recruiting of potential managers and in assessing leadership education and development programs. Future longitudinal research could further investigate the relationship between leadership success and these and other multilevel variables.
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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...
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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.
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Relationship between Emotional Intelligence and Ethical Decision Making in Educational Leaders
Harati, Lina Wagih
2013-01-01
Leadership is a multifaceted skill as it requires the alignment of body, spirit and mind (Brown & Moshavi, 2005). Furthermore, it is a combination of behavior, actions and interaction between leaders and followers. It is characterized by the leaders' decisions' ability to influence followers' performance and achievement through their…
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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...
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What breaks a leader: the curvilinear relation between assertiveness and leadership.
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).
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Who helps the leaders? Difficulties experienced by cancer support group leaders.
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.
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[Characteristics of elderly leaders volunteering to participate in a fall prevention programme].
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.
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Remembering the Leaders of China.
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.
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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.
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2010-01-01
Daniel Goleman , Emotional Intelligence (New York: Bantam, 1995). 2. David V. Day and Robert G. Lord, “Executive Leadership and Organizational Performance...preference are emotional decision mak- ers and are, therefore, not firmly wedded to a decision once made. The truth Winter2009-10 39 is that both Thinking... emotional tagging) can cause experienced leaders to make wrong decisions because they fail to recognize errors associated with these responses.33
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Routing in Mobile Wireless Sensor Networks: A Leader-Based Approach.
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.
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Practices and Processes of Leading High Performance Home Builders in the Upper Midwest
Energy Technology Data Exchange (ETDEWEB)
Von Thoma, E.; Ojczyk, C.
2012-12-01
The NorthernSTAR Building America Partnership team proposed this study to gain insight into the business, sales, and construction processes of successful high performance builders. The knowledge gained by understanding the high performance strategies used by individual builders, as well as the process each followed to move from traditional builder to high performance builder, will be beneficial in proposing more in-depth research to yield specific action items to assist the industry at large transform to high performance new home construction. This investigation identified the best practices of three successful high performance builders in the upper Midwest. In-depth field analysis of the performance levels of their homes, their business models, and their strategies for market acceptance were explored. All three builders commonly seek ENERGY STAR certification on their homes and implement strategies that would allow them to meet the requirements for the Building America Builders Challenge program. Their desire for continuous improvement, willingness to seek outside assistance, and ambition to be leaders in their field are common themes. Problem solving to overcome challenges was accepted as part of doing business. It was concluded that crossing the gap from code-based building to high performance based building was a natural evolution for these leading builders.
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The Manifestations of Positive Leader Roles in Classical Theories of Leadership
Directory of Open Access Journals (Sweden)
Joanna Wegner
2017-06-01
Full Text Available The aim of the paper is to identify the key functions performed by leaders in organisations, and to study how positive leaders affect their teams and the results achieved by subordinates. The paper analyses, through the lens of positive leadership, the importance of motivation, communication between organisational members, as well as delegation and transfer of responsibility manifested in classical theories of leadership. The literature survey is the main data collection technique applied to achieve the aim of the paper.
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The implementation of Just In Time manufacturing through team leaders
Carr, P. D.
1995-01-01
This thesis examines the implementation of Just In Time manufacturing through team leaders. Western industry has failed to achieve the performance benefits experienced in Japan with the introduction of Just In Time, a manufacturing system based on the relentless elimination of waste. Criticism is emerging of the experience of employees of Just In Time. It is argued that stress levels are high and motivation is low. However, Just In Time relies on a new, more active, role for em...
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Leader Style and Anxiety Level: Their Relation to Autonomic Response.
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)
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Modeling the stepping mechanism in negative lightning leaders
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.
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Investigating and profiling the leadership behaviours of Jordanian nursing leaders.
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.
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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.
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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.
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Role stressors and job attitudes: a mediated model of leader-member exchange.
Zhang, Rui-Ping; Tsingan, Li; Zhang, Long-Ping
2013-01-01
Workers with high levels of role stressors have been known to report low job satisfaction and high turnover intention. However, how the role stressors-job attitudes relationship is influenced by leader-member exchange has hardly been studied. This study examined the effect of leader-member exchange (leader support) on the relationship between chronic role stressors (i.e., role ambiguity and role conflict) and job attitudes (i.e., job satisfaction and turnover intention). Employees (N = 162) who enrolled in weekend psychology courses were investigated. The results showed that leader-member exchange mediated the effects of role stressors on job satisfaction and turnover intention. Implications of these results are discussed and directions for future research are suggested.
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Transformational leadership sub-dimensions and their link to leaders' personality and performance
Deinert, A.; Homan, A.C.; Boer, D.; Voelpel, S.C.; Gutermann, D.
2015-01-01
The multi-dimensionality of the transformational leadership construct has been under debate in the last decades. To shed more light on this issue, we conducted a meta-analysis (k = 58 studies), examining the transformational leadership sub-dimensions and their links to leader personality and
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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.
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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…
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Evolved α-factor prepro-leaders for directed laccase evolution in Saccharomyces cerevisiae.
Mateljak, Ivan; Tron, Thierry; Alcalde, Miguel
2017-11-01
Although the functional expression of fungal laccases in Saccharomyces cerevisiae has proven to be complicated, the replacement of signal peptides appears to be a suitable approach to enhance secretion in directed evolution experiments. In this study, twelve constructs were prepared by fusing native and evolved α-factor prepro-leaders from S. cerevisiae to four different laccases with low-, medium- and high-redox potential (PM1L from basidiomycete PM1; PcL from Pycnoporus cinnabarinus; TspC30L from Trametes sp. strain C30; and MtL from Myceliophthora thermophila). Microcultures of the prepro-leader:laccase fusions were grown in selective expression medium that used galactose as both the sole carbon source and as the inducer of expression so that the secretion and activity were assessed with low- and high-redox potential mediators in a high-throughput screening context. With total activity improvements as high as sevenfold over those obtained with the native α-factor prepro-leader, the evolved prepro-leader from PcL (α PcL ) most strongly enhanced secretion of the high- and medium-redox potential laccases PcL, PM1L and TspC30L in the microtiter format with an expression pattern driven by prepro-leaders in the order α PcL > α PM 1L ~ α native . By contrast, the pattern of the low-redox potential MtL was α native > α PcL > α PM 1L . When produced in flask with rich medium, the evolved prepro-leaders outperformed the α native signal peptide irrespective of the laccase attached, enhancing secretion over 50-fold. Together, these results highlight the importance of using evolved α-factor prepro-leaders for functional expression of fungal laccases in directed evolution campaigns. © 2017 The Authors. Microbial Biotechnology published by John Wiley & Sons Ltd and Society for Applied Microbiology.
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Practice Facilitators' and Leaders' Perspectives on a Facilitated Quality Improvement Program.
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.
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Assessing the professional development needs of experienced nurse executive leaders.
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.
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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...
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Do you see what we see? The complex effects of perceptual distance between leaders and teams.
Gibson, Cristina B; Cooper, Cecily D; Conger, Jay A
2009-01-01
Previous distance-related theories and concepts (e.g., social distance) have failed to address the sometimes wide disparity in perceptions between leaders and the teams they lead. Drawing from the extensive literature on teams, leadership, and cognitive models of social information processing, the authors develop the concept of leader-team perceptual distance, defined as differences between a leader and a team in perceptions of the same social stimulus. The authors investigate the effects of perceptual distance on team performance, operationalizing the construct with 3 distinct foci: goal accomplishment, constructive conflict, and decision-making autonomy. Analyzing leader, member, and customer survey responses for a large sample of teams, the authors demonstrate that perceptual distance between a leader and a team regarding goal accomplishment and constructive conflict have a nonlinear relationship with team performance. Greater perceptual differences are associated with decreases in team performance. Moreover, this effect is strongest when a team's perceptions are more positive than the leader's are (as opposed to the reverse). This pattern illustrates the pervasive effects that perceptions can have on team performance, highlighting the importance of developing awareness of perceptions in order to increase effectiveness. Implications for theory and practice are delineated. (PsycINFO Database Record (c) 2009 APA, all rights reserved).
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The Principal as Professional Development Leader
Lindstrom, Phyllis H.; Speck, Marsha
2004-01-01
Individual teachers have the greatest effect on student performance. Principals, as professional development leaders, are in the best position to provide teachers with the professional development strategies they need to improve skills and raise student achievement. This book guides readers through a step-by-step process to formulate, implement,…
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Characteristics of successful aviation leaders of Oklahoma
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
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Team Leader Structuring for Team Effectiveness and Team Learning in Command-and-Control Teams.
van der Haar, Selma; Koeslag-Kreunen, Mieke; Euwe, Eline; Segers, Mien
2017-04-01
Due to their crucial and highly consequential task, it is of utmost importance to understand the levers leading to effectiveness of multidisciplinary emergency management command-and-control (EMCC) teams. We argue that the formal EMCC team leader needs to initiate structure in the team meetings to support organizing the work as well as facilitate team learning, especially the team learning process of constructive conflict. In a sample of 17 EMCC teams performing a realistic EMCC exercise, including one or two team meetings (28 in sum), we coded the team leader's verbal structuring behaviors (1,704 events), rated constructive conflict by external experts, and rated team effectiveness by field experts. Results show that leaders of effective teams use structuring behaviors more often (except asking procedural questions) but decreasingly over time. They support constructive conflict by clarifying and by making summaries that conclude in a command or decision in a decreasing frequency over time.
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Unveiling the unicorn: a leader's guide to ACO preparation.
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.
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Leadership behaviors of athletic training leaders compared with leaders in other fields.
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.
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de Vries, Reinout E; Bakker-Pieper, Angelique; Oostenveld, Wyneke
2010-09-01
PURPOSE: The purpose of this study was to investigate the relations between leaders' communication styles and charismatic leadership, human-oriented leadership (leader's consideration), task-oriented leadership (leader's initiating structure), and leadership outcomes. METHODOLOGY: A survey was conducted among 279 employees of a governmental organization. The following six main communication styles were operationalized: verbal aggressiveness, expressiveness, preciseness, assuredness, supportiveness, and argumentativeness. Regression analyses were employed to test three main hypotheses. FINDINGS: In line with expectations, the study showed that charismatic and human-oriented leadership are mainly communicative, while task-oriented leadership is significantly less communicative. The communication styles were strongly and differentially related to knowledge sharing behaviors, perceived leader performance, satisfaction with the leader, and subordinate's team commitment. Multiple regression analyses showed that the leadership styles mediated the relations between the communication styles and leadership outcomes. However, leader's preciseness explained variance in perceived leader performance and satisfaction with the leader above and beyond the leadership style variables. IMPLICATIONS: This study offers potentially invaluable input for leadership training programs by showing the importance of leader's supportiveness, assuredness, and preciseness when communicating with subordinates. ORIGINALITY/VALUE: Although one of the core elements of leadership is interpersonal communication, this study is one of the first to use a comprehensive communication styles instrument in the study of leadership.
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What Is an Innovative Educational Leader?
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…
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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
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The evolution of leader-follower reciprocity: the theory of service-for-prestige.
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.
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Responsible leader behavior in health sectors.
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.
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The Future of Instructional Teacher Leader Roles
Mangin, Melinda M.; Stoelinga, Sara Ray
2010-01-01
In response to increased performance expectations, schools and districts are turning to nonsupervisory, school-based, instructional teacher leader roles to help improve teachers' instruction and enhance student learning. Increased opportunities to learn about teacher leadership may facilitate the implementation and institutionalization of…
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A Handbook for Teacher Leaders.
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…
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Variability in fluence and spectrum of high-energy photon bursts produced by lightning leaders
Celestin , Sebastien; Xu , Wei; Pasko , Victor P.
2015-01-01
International audience; In this paper, we model the production and acceleration of thermal runaway electrons during negative corona flash stages of stepping lightning leaders and the corresponding terrestrial gamma ray flashes (TGFs) or negative cloud-to-ground (−CG) lightning-produced X-ray bursts in a unified fashion. We show how the source photon spectrum and fluence depend on the potential drop formed in the lightning leader tip region during corona flash and how the X-ray burst spectrum ...
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Evaluation of a clinical leadership programme for nurse leaders.
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.
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Are you a collaborative leader?
Ibarra, Herminia; Hansen, Morten T
2011-01-01
Social media and technologies have put connectivity on steroids and made collaboration more integral to business than ever. But without the right leadership, collaboration can go astray. Employees who try to collaborate on everything may wind up stuck in endless meetings, struggling to reach agreement. On the other side of the coin, executives who came of age during the heyday of "command and control" management can have trouble adjusting their style to fit the new realities. In their research on top-performing CEOs, Insead professors Ibarra and Hansen have examined what it takes to be a collaborative leader. They've found that it requires connecting people and ideas outside an organization to those inside it, leveraging diverse talent, modeling collaborative behavior at the top, and showing a strong hand to keep teams from getting mired in debate. In this article, they describe tactics that executives from Akamai, GE, Reckitt Benckiser, and other firms use in those four areas and how they foster high-performance collaborative cultures in their organizations.
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One member, two leaders: extending leader-member exchange theory to a dual leadership context.
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.
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Courageous leaders. The integral force behind organizational excellence.
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."
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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.
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A mechanism for leader stepping
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.
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Digoxin: use pattern in Estonia and bioavailability of the local market leader.
Pähkla, R; Irs, A; Oselin, K; Rootslane, L
1999-10-01
In comparison with neighbouring Scandinavian countries, the use of digoxin in Estonia is high. The present study was carried out to determine the use pattern of digoxin in Estonia and bioavailability of the local market leader preparation in comparison with Lanoxin. Drug use data were evaluated from the annual reports of wholesale companies. For the bioequivalence study, a single-blind cross-over randomised two-way single-dose comparative bioavailability study was performed using 14 healthy volunteers. Digoxin concentrations in serum samples and urine were measured by chemiluminescent competitive immunoassay. The use of digoxin in Estonia has increased by 35% during the period 1994-97. The steady market leader was the local generic drug. No statistically significant differences were found in any pharmacokinetic parameter between the generic preparation and Lanoxin. All parameters showed considerable variability. The total amount of drug excreted was the parameter with lowest inter- individual variation. The present study indicates that the generic digoxin preparation studied is bioequivalent to Lanoxin. The increasing use of digoxin in Estonia is not caused by low bioavailability of the local market leader but by therapeutic traditions.
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Niesen, Cynthia R; Kraft, Sarah J; Meiers, Sonja J
Motivational interviewing (MI) is a mentoring style used in various health care settings to guide patients toward health promotion and disease management. The aims of this project were (1) to identify evidence supporting the application of MI strategies and principles by nurse leaders to promote healthful leadership development among direct-report staff and (2) to report outcomes of an educational pilot project regarding MI use for new nurse leaders. Correlations between MI and the American Organization of Nurse Executives nurse executive competencies are reviewed and summarized. These competencies shape the roles, responsibilities, and skills required for nurse executives to function proficiently and successfully within health care organizations. Survey responses were gathered from new nurse supervisors and nurse managers following the MI educational session for nurse leaders. The results show acceptability for MI use in professional development of direct-report staff and in other aspects of nursing leadership roles.
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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.
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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
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A Comparison of Student Leader and Non Leader Attitudes Toward Legalizing Marihuana
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)
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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...
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Ten Eyck, Raymond P; Tews, Matthew; Ballester, John M; Hamilton, Glenn C
2010-06-01
To determine the impact of simulation-based instruction on student performance in the role of emergency department resuscitation team leader. A randomized, single-blinded, controlled study using an intention to treat analysis. Eighty-three fourth-year medical students enrolled in an emergency medicine clerkship were randomly allocated to two groups differing only by instructional format. Each student individually completed an initial simulation case, followed by a standardized curriculum of eight cases in either group simulation or case-based group discussion format before a second individual simulation case. A remote coinvestigator measured eight objective performance end points using digital recordings of all individual simulation cases. McNemar chi2, Pearson correlation, repeated measures multivariate analysis of variance, and follow-up analysis of variance were used for statistical evaluation. Sixty-eight students (82%) completed both initial and follow-up individual simulations. Eight students were lost from the simulation group and seven from the discussion group. The mean postintervention case performance was significantly better for the students allocated to simulation instruction compared with the group discussion students for four outcomes including a decrease in mean time to (1) order an intravenous line; (2) initiate cardiac monitoring; (3) order initial laboratory tests; and (4) initiate blood pressure monitoring. Paired comparisons of each student's initial and follow-up simulations demonstrated significant improvement in the same four areas, in mean time to order an abdominal radiograph and in obtaining an allergy history. A single simulation-based teaching session significantly improved student performance as a team leader. Additional simulation sessions provided further improvement compared with instruction provided in case-based group discussion format.
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Setiawan, Elisa Wijani; Hadi, Lucy Puspita
2017-01-01
: Transformational Leadership is a new model of leadership, and Transformational Leadership explains about good relationship between the leader and employee. Relationships between leader and employee have influence for performance of employee. The dimension of Transformational Leadership is idealized influence, intellectual stimulation, inspiration motivation, individual consideration. Transformational Leadership supported by the other style of leadership called Leader Member Exchange. The di...
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Are leader stereotypes masculine? A meta-analysis of three research paradigms.
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.
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Physical mechanism and numerical simulation of the inception of the lightning upward leader
International Nuclear Information System (INIS)
Li Qingmin; Lu Xinchang; Shi Wei; Zhang Li; Zou Liang; Lou Jie
2012-01-01
The upward leader is a key physical process of the leader progression model of lightning shielding. The inception mechanism and criterion of the upward leader need further understanding and clarification. Based on leader discharge theory, this paper proposes the critical electric field intensity of the stable upward leader (CEFISUL) and characterizes it by the valve electric field intensity on the conductor surface, E L , which is the basis of a new inception criterion for the upward leader. Through numerical simulation under various physical conditions, we verified that E L is mainly related to the conductor radius, and data fitting yields the mathematical expression of E L . We further establish a computational model for lightning shielding performance of the transmission lines based on the proposed CEFISUL criterion, which reproduces the shielding failure rate of typical UHV transmission lines. The model-based calculation results agree well with the statistical data from on-site operations, which show the effectiveness and validity of the CEFISUL criterion.
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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
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Kansas nurse leader residency programme: advancing leader knowledge and skills.
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.
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The Clinician as Leader: Why, How, and When.
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.
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Hayden, Margaret A; Wolf, Gail A; Zedreck-Gonzalez, Judith F
2016-10-01
The aim of this study was to identify patterns of high-performing behaviors and nurse manager perceptions of the factors of Magnet® sustainability at a multidesignated Magnet organization. The Magnet program recognizes exemplary professional nursing practice and is challenging to achieve and sustain. Only 10% (n = 42) of Magnet hospitals sustained designation for 12 years or longer. This study explored the perspectives of Magnet nurse managers regarding high-performing teams and the sustainability of Magnet designation. A qualitative study of nurse managers was conducted at 1 multidesignated Magnet organization (n = 13). Interview responses were analyzed using pattern recognition of Magnet model domains and characteristics of high-performing teams and then related to factors of Magnet sustainability. Transformational leadership is both an essential factor for sustainability and a potential barrier to sustainability of Magnet designation. Transformational nursing leaders lead high-performing teams and should be in place at all levels as an essential factor in sustaining Magnet redesignation.
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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.
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Selecting physician leaders for clinical service lines: critical success factors.
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.
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Directory of Open Access Journals (Sweden)
Vladimir S. Sobkin
2016-12-01
Full Text Available The paper is devoted to the dynamics of pithy features of student attitude to the political leaders over the past 10 years in Moscow, Russia. The research data in 2004 and 2014 are based on the method of semantic differential. The research involved the high school students of 10-11 grades, Moscow, Russia (80 individuals in 2004 and 110 individuals in 2014. The students got a list of political leaders, each of them they need to evaluate by a number of semantic features (scales. In both research the same set of 33 words describing various personality traits was used. In 2004 the list of political leaders was composed of the Soviet state’s leaders and the most popular political leaders of that time. In 2014 research, the list of politicians was partially preserved and supplemented because of the changed political situation in Russia. Also the 2014 list was extended with several foreign politicians’ names. The hypothesis of the study suggests that the generation of 2014, compared with the high school students of 2004 presupposes a more simple perception structure of the political leaders. According to the results of the comparative analysis of the factors the following conclusions were made: 1 simplification of psychosemantic structure which was indicated by the decreased number of factors from 5 in 2004 to 4 in 2004, 2 in 2014 students there is no negative moral evaluation of intolerant manifestations of personality, 3 increased importance of moral characteristics in evaluating the activity and self-presentation of a political leader, 4 the value of power and intelligent characteristic increased.
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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.
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Kinematics fingerprints of leader and follower role-taking during cooperative joint actions.
Sacheli, Lucia Maria; Tidoni, Emmanuele; Pavone, Enea Francesco; Aglioti, Salvatore Maria; Candidi, Matteo
2013-05-01
Performing online complementary motor adjustments is quintessential to joint actions since it allows interacting people to coordinate efficiently and achieve a common goal. We sought to determine whether, during dyadic interactions, signaling strategies and simulative processes are differentially implemented on the basis of the interactional role played by each partner. To this aim, we recorded the kinematics of the right hand of pairs of individuals who were asked to grasp as synchronously as possible a bottle-shaped object according to an imitative or complementary action schedule. Task requirements implied an asymmetric role assignment so that participants performed the task acting either as (1) Leader (i.e., receiving auditory information regarding the goal of the task with indications about where to grasp the object) or (2) Follower (i.e., receiving instructions to coordinate their movements with their partner's by performing imitative or complementary actions). Results showed that, when acting as Leader, participants used signaling strategies to enhance the predictability of their movements. In particular, they selectively emphasized kinematic parameters and reduced movement variability to provide the partner with implicit cues regarding the action to be jointly performed. Thus, Leaders make their movements more "communicative" even when not explicitly instructed to do so. Moreover, only when acting in the role of Follower did participants tend to imitate the Leader, even in complementary actions where imitation is detrimental to joint performance. Our results show that mimicking and signaling are implemented in joint actions according to the interactional role of the agent, which in turn is reflected in the kinematics of each partner.
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Lightning leader models of terrestrial gamma-ray flashes
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.
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Kelly, Mary T.
2009-01-01
The purpose of this study was to investigate whether there was a relationship between school leaders' perceptions regarding High Involvement Model variables as components of their organizations, including power, knowledge, information, leadership, instructional guidance, rewards, and resources, and the leaders' ability to successfully use the IBM…
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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
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Dealing with Moms and Dads: Family Dilemmas Encountered by Youth Program Leaders
Directory of Open Access Journals (Sweden)
Aisha Griffith
2014-06-01
Full Text Available The leaders of youth programs encounter a range of challenging situations that involve youth’s parents or families. This qualitative study obtained data on the variety and nature of these family-related “dilemmas of practice.” Longitudinal interviews with leaders of 10 high quality programs for high-school-aged youth yielded narrative information on a sample of 32 family dilemmas that they had encountered. Grounded theory analysis identified four categories of family dilemmas: 1 problems at home that become a concern to the leader, 2 parents’ expectations are incongruent with program norms or functioning, 3 parents do not support youth’s participation in the program or an aspect of the program, and 4 communicating with parents on sensitive matters. Each of these categories of dilemmas entailed distinct considerations and underlying issues that effective leaders need to be able to understand.
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Directory of Open Access Journals (Sweden)
Ruixue Xia
2018-01-01
Full Text Available Existing neuroimaging studies have shown that religion, as a subjective culture, can influence self-referential processing. However, the time course of this impact remains unclear. The present study examined how Christians process their own names, the name of their religious leader (i.e., Jesus, and a famous person’s name (i.e., Yao Ming. Behavioral and EEG data were recorded while the participants performed a name-color judgment task for these three names. The behavioral data showed no significant differences in reaction time or accuracy among the names. However, the ERP data showed that the P200 and P300 amplitudes elicited by the self-name and religious leader name were larger than those elicited by the famous name. Furthermore, the self-name also elicited a larger P300 amplitude than the religious leader name did. These results suggested that both the self-name and the religious leader name were processed preferentially due to their important social value for the self as compared to a generally famous name. Importantly, the dissociation between the self-name and the religious leader name was observed at a high-order cognitive stage, which might be attributed to their different roles in one’s self-concept.
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Jazz Musicians as Academic Leaders: Improvisation in Higher Education
Kleinschmidt, Robert A.
2011-01-01
Jazz musicians are unique individuals who seek to perform from a transcendental state in which tacit knowledge, teamwork, and communication blend to produce an effective performance. Academic leaders are also unique individuals who rely on communication to generate a sense of inclusion within a complex organization that at times epitomizes…
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Towards a fluid model for the streamer-to-leader transition in lightning channels.
Malagón, Alejandro; Luque, Alejandro
2017-04-01
Electric discharges are a very common phenomenon on Earth's atmosphere. However some of their features are still poorly understood. A sufficiently long electric discharge, such as a lightning channel, propagates along two phases. The first phase is known as "streamer phase" and consists in thin filaments of ionized air that advance due to a high electric field at their tip. The dominant process of ionization is impact ionization, involving electrons and the two major components in the air mass, which are nitrogen and oxygen. In the second phase called "leader phase", the electric current of the streamers has increased the air temperature highly enough so the thermal energy of the molecules present in the air is comparable to the ionization potential of nitrogen and oxygen. The underlying mechanism whereby the streamer-to-leader transition occurs is not precisely known. High-speed observations show that in negative discharges, comprising 90% of cloud-to-ground lightning, this transition is not smooth but mediated by the formation of a "space leader", that is, an isolated hot segment within the streamer region. This space leader is connected to the main leader in a sudden jump and therefore one speaks of a "stepped leader". However, the origin of the space leader is so far unknown. Here we present recent steps in the modeling of the streamer-to-leader transition, which requires coupling fluid mechanics, electromagnetism and air plasma chemistry. We discuss our work towards a model that solves Euler's equations (3 dimensions reduced to 2 by virtue of symmetry) coupled to electron drift using high-resolution finite volume methods for hyperbolic systems [1] implemented in the software package CLAWPACK. The drift of electrons is determined by a self-consistent electric field, which we obtain by solving Poisson's equation by means of off-the-shelf solvers. Our model also includes a selection of chemical reactions that have a relevant effect on the electron density in air
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Masumoto, Marcia; Brown-Welty, Sharon
2009-01-01
Many rural California high schools are impacted by the disadvantages of poverty, non-English speaking students, limited resources, changing demographics, and challenges of the rural context. Focusing on contemporary leadership theories and school-community interrelationships, this qualitative study examines the practices of educational leaders in…
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Professionalism, Portfolios and the Development of School Leaders.
Wildy, Helen; Wallace, John
1998-01-01
Describes how two reforms--portfolio culture and teacher professionalism--converge in a systemwide program for school leaders' professional development. Investigates use of portfolios to help (Australian) principals, deputy principals, and department heads improve their performance and accountability. Participants used portfolios as evidence of…
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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.
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Cabrera, Susan F.; Sauer, Stephen J.; Thomas-Hunt, Melissa C.
2009-01-01
This study examined how external evaluators' assessments of a management team and its leader are impacted by congruence between the leader's gender and the gender typing of the industry in which the team works. We experimentally tested our theory using industries that are either male typed or gender neutral, with teams led by male and female…
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The Emergent Power of Teacher Leaders
Safir, Shane
2018-01-01
"Coming from complexity science, the term emergence describes the dynamic and unpredictable ways through which change unfolds in organizations," writes Shane Safir in this article about how teacher leaders can transform a school's climate and culture. Using Berkeley High School in California as an example, Safir explains how successful…
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Nurses' views on the characteristics of an effective leader.
Feltner, Arta; Mitchell, Barbara; Norris, Elfi; Wolfle, Clara
2008-02-01
Effective leadership can promote a satisfying and productive work environment in which staff members positively contribute to the success of the organization. Nurses at a magnet hospital in Florida undertook a project to determine what staff nurses believed were the characteristics of an effective leader. Using one-on-one interviews and surveys, the project team discovered that the most highly ranked qualities and characteristics of an effective leader included effective communication skills, fairness, and knowledge about staff members' jobs.
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Cultivating a culture of research in nursing through a journal club for leaders: A pilot study.
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.
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Hale, Wayne N.
2008-01-01
Even though working on a problem has been your primary effort for the past year, your leadership may have heard about this once in a briefing a decade ago. Now they are basically clueless. Pretend that you are talking to your daughter's fifth-grade class. Explain how your complicated gizmo works. If possible, do not use acronyms. Define your terms. Put your work in context. Assume your leader has no idea what you do, who you work for, or what your gizmo does. That is a good place to start. Remember, taking the next century to study the problem or spending the Gross National Product to invent a new solution are probably not going to be acceptable solutions. Real engineers and technicians build real hardware that works in the real world in a reasonable manner within a reasonable time at a reasonable cost. True, skimping on time or money can cause mistakes, but folks whose gizmos are delayed unreasonably or cost more than is practical get their programs canceled, force the business into bankruptcy, or give the market over to the competition. Real engineers and technicians always consider cost and schedule in their work. Raising questions is important. However, we are in the business of doing things. Engineers and technicians are paid to get things done. Yes, you have to identify the problem, frame the design, identify the tests, perform the analysis, and assemble the hardware. But the goal is to solve the problem. Nobody ever said flying in space was easy. We make it look easy the same way that an Olympic champion makes her sport look easy: by working hard at improving performance every day. Better are the results of a well-defined test. Remember that a test on a laboratory bench is always an approximation of reality, and rules similar to those for good analysis also apply. One should always be mindful of Mechelay's rule: "It is better to be stupid than to run a stupid test." Often we try to overtest. If a piece of hardware passes an unbelievably difficult test, then
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Ferdinandt, Kevin William
2009-01-01
This qualitative, comparative case study involves a multi-faceted approach to how lay leaders in four different Catholic high schools brand their schools within a broader Catholic educational marketplace. As compared with the parochial era (1884-1965), the approach of Catholic high school administrators, campus ministers, department chairs, and…
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Competitive Pricing by a Price Leader
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...
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Developing Senior Leaders’ Family and Social Strength in the Operational Army
2013-04-01
April 2007): 87. 19 Joe Doty & Jeff Fenlason, “ Narcissism and Toxic Leaders,” Military Review Online, (January-February 2013): 55-60. 20...Generations at Work (New York, NY: Amacom, 2010). 40Justin Menkes, “ Narcissism : The Difference Between High Achievers and Leaders,” Harvard Business
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Leaders from Nursing's History.
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)
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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.
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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....
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Motivating Human Resources for Health at Govt Medical Colleges: The leaders' Way
Directory of Open Access Journals (Sweden)
Ravinder Nath Bansal
2016-10-01
Full Text Available Public sector organisations have limited scope for incentives, performance based pay and promotions. Leaders can influence public service motivation through several mechanisms including engaging employees existing values, infusing jobs with meaning and highlighting and rewarding public service values. Current research was aimed to study the impact of leader behaviour aspects on motivation levels of different types of personnel working at a non-profit making teaching medical college. Results suggested that impact of leaders behaviour must be studied separately for different professional groups. Approach to motivating different category of professionals needs to be different. Not all leader behaviour aspects have similar impact on motivation of different professional groups and organsiations. Government sector organisations having limited scope for external motivation and must look at creating provisions for contingent rewards. Nursing professionals need immediate management focus for better patient care.
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[Identification of community leaders].
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.
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The duality of tensions at the workplace for female leaders
Haidinger, Julia
2017-01-01
The qualitative research undertaken was set out to understand the challenges experienced by female leaders at the workplace. Therefore, semi-structured interviews with 12 female leaders in top management positions from different industries were conducted. As a consequence, a duality between tensions concerning 1) character traits, 2) beauty and 3) motherhood was confirmed through the experiences shared by the participants. Women identified these tensions as highly challenging and difficult to...
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Leading in crisis: lessons for safety leaders.
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.
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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....
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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.
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Developing Successful Global Leaders
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…
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Leader Training Conference Report.
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…
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Leaders Navigating Organizational and Personal Boundaries on Social Media
DEFF Research Database (Denmark)
Agerdal-Hjermind, Annette; Kampf, Constance Elizabeth
examined include LinkedIn Groups and professional group pages on Facebook. In addition, we have interviewed six corporate leaders who are active on social media in Denmark. Key words: Leadership style, leadership communication, social media Paper type: Explorative Empirical Study References Lee, C......Being a leader in an ever more transparent world requires more openness and presence in dealing with questions from the public by using highly visible platforms such as social media. However, recent research on social media and leadership communication is scarce and mainly focuses on an internal...... perspective (Lee, 2015) and leaders’ technology acceptance level (Parry & Solidoro, 2013; Sedej & Justinek, 2013), not focusing on employees and leaders as users of social media outside the internal communication context. We argue for expanding the understanding of communicative leadership on social media...
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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...
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Garn, Alex C.; McCaughtry, Nate; Kulik, Noel L.; Kaseta, Michele; Maljak, Kim; Whalen, Laurel; Shen, Bo; Martin, Jeffrey J.; Fahlman, Mariane
2014-01-01
Grounded in social cognitive theory, the purpose of this study was to examine leaders' and students' perspectives of factors that contribute to effective voluntary after-school physical activity clubs. Data were collected over two-years via field observations (n= 115) and interviews with students (n= 278) and adult leaders (n= 126). Results…
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Directory of Open Access Journals (Sweden)
Zhang Lin Huan
2015-03-01
Full Text Available The aim of this research was to develop a safe human-driven and autonomous leader-follower tracking system for an autonomous tractor. To enable the tracking system, a laser range finder (LRF-based landmark detection system was designed to observe the relative position between a leader and a follower used in agricultural operations. The virtual follower-based formation-tracking algorithm was developed to minimize tracking errors and ensure safety. An extended Kalman filter (EKF was implemented for fusing LRF and odometry position to ensure stability of tracking in noisy farmland conditions. Simulations were conducted for tracking the leader in small and large sinusoidal curved paths. Simulated results verified high accuracy of formation tracking, stable velocity, and regulated steering angle of the follower. The tracking method confirmed the follower could follow the leader with a required formation safely and steadily in noisy conditions. The EKF helped to improve observation accuracy, velocity, and steering angle stability of the follower. As a result of the improved accuracy of observation and motion action, the tracking performance for lateral, longitudinal, and heading were also improved after the EKF was implemented in the tracking system.
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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.
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Flexible knowledge repertoires: communication by leaders in trauma teams
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
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Flexible knowledge repertoires: communication by leaders in trauma teams.
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.
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How Can the Norwegian Leader Development Program Improve to Better Develop Leaders?
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
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Thinking while leading. Understanding school leaders' daily thinking
Wassink, H.
2004-01-01
What do school leaders think while performing their jobs? What is the nature of these thinking processes? And what is their function, with regard to the day-to-day leadership in the school? These questions are central to the research reported in this book. A naturalistic, interpretive research
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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.
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Leader Development: The Importance of Communication, Trust, and Legacy
2014-06-13
Toyota Way were the spirit of challenge, kaizen (constantly improve performance), genchi genbutsu (philosophy of how leaders make decisions...the results will follow. Take responsibility for helping people advance through self-developing learning cycle. 3. Support Daily Kaizen : learn how
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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
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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.
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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...
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Barkhordari-Sharifabad, Maasoumeh; Ashktorab, Tahereh; Atashzadeh-Shoorideh, Foroozan
2017-01-01
In the nursing profession, leadership plays a significant role in creating motivation and thus enabling nurses to provide high quality care. Ethics is an essential component of leadership qualifications and the ethical leader can help create an ethical atmosphere, offer ethical guidance, and ensure the occupational satisfaction of personnel through prioritizing moralities. However, some issues prevent the implementation of this type of leadership by nursing leaders. The aim of this study was to identify and describe some problems and obstacles in ethical leadership faced by nursing leaders, and to help them achieve more accurate information and broader perspective in this field. The present study was conducted using a qualitative approach and content analysis. A total of 14 nursing managers and educators were selected purposefully, and deep and semi-structured interviews were conducted with them. Content analysis was performed using an inductive approach. Three main categories were obtained after data analysis: ethical, cultural and managerial problems. "Ethical problems" pertain to doubt in ethical actions, ethical conflicts and ethical distress; "cultural problems" include organizational and social culture; and "managerial problems" are connected to organizational and staff-related issues. Nursing leaders put forth various aspects of the problems associated with ethical leadership in the clinical setting. This style of leadership could be promoted by developing suitable programs and providing clear-cut strategies for removing the current obstacles and correcting the organizational structure. This can lead to ethical improvement in nursing leaders and subsequently the nurses.
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Successful School Turnarounds: Seven Steps for District Leaders. Issue Brief
Kowal, Julie; Hassel, Emily Ayscue; Hassel, Bryan C.
2009-01-01
President Obama and Secretary Duncan have called upon states, districts, and education leaders to change the lives of millions of children by dramatically improving the nation's 5,000 lowest performing schools. These chronically failing schools will require intensive intervention to turn around performance that has fallen short of expectations for…
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Antecedents and Moderators of Software Professionals’ Performance
Directory of Open Access Journals (Sweden)
Shiva Prasad H. C.
2014-02-01
Full Text Available Software professionals’ (SPs' performance is often understood narrowly in terms of input–output productivity. This study approaches performance from a broader perspective and examines whether the emotional intelligence competencies (EICs of SPs, the leadership style of team leaders, social capital among team members, and human resource management (HRM practices of software firms affect performance of SPs. It also tests whether the value of and opportunities for knowledge sharing moderate such relationships. Data were collected from 441 Indian SPs in a questionnaire survey. Fifty-five team leaders assessed the performance of SPs, and SPs assessed the other constructs. Results revealed that EICs, transformational leadership style, social capital, and HRM practices positively affect performance. EICs are the most important predictors of performance. Under high (low value of and high (low opportunities for knowledge sharing, the antecedents influencing performance are strengthened (attenuated or nullified. The value of and opportunities for knowledge sharing are quasi-moderators. These findings have significant implications for organizing effective work teams.
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Strategy for Developing the Right Leaders for the Objective Force-An Opportunity to Excel
National Research Council Canada - National Science Library
Swengros, Richard
2002-01-01
Attrition rates are highZ The Army must transform to the Objective ForceZ Senior leaders are out of touch with junior leadersZ Technology is growing by leaps and boundsZ The Army must retain captains...
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Recruiting leaders: an analysis of leadership advertisements
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
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Hsu, Shu-Hua; Huang, Hsien-Liang; Lu, Chia-Wen; Cheng, Shao-Yi; Lee, Long-Teng; Chiu, Tai-Yuan; Huang, Kuo-Chin
2018-02-01
In Taiwan, group tours are a popular mode of international travel; hence, group tour leaders must ensure traveler safety and health. This study identified factors influencing tour leaders' willingness to recommend pretravel medical consultation and vaccination.A cross-sectional questionnaire survey was administered to tour leaders from January 2011 to December 2012. Multivariate logistic regression analyses were performed to estimate the odds ratios of having a positive attitude and willingness based on different knowledge scores of the tour leaders after adjustments for age, sex, education level, and seniority.Tour leaders with a more detailed knowledge of both travel-related infectious and noninfectious diseases demonstrated a higher willingness to receive vaccination. They believed that consultation at travel clinics before travel can improve travelers' health (P educating tour leaders' knowledge about travel-related diseases to improve health care for travelers.
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Song, Ji Hoon
2011-01-01
The purpose of this research was to examine the mediating roles of job autonomy and the quality of the leader-member relationship to explain the impact of organizational support on team performance. A total of 228 cases collected from Korean business organizations were used for data analysis. Hierarchical multiple regression, Type 1 SS-based…
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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.
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Joint multifractal analysis based on wavelet leaders
Jiang, Zhi-Qiang; Yang, Yan-Hong; Wang, Gang-Jin; Zhou, Wei-Xing
2017-12-01
Mutually interacting components form complex systems and these components usually have long-range cross-correlated outputs. Using wavelet leaders, we propose a method for characterizing the joint multifractal nature of these long-range cross correlations; we call this method joint multifractal analysis based on wavelet leaders (MF-X-WL). We test the validity of the MF-X-WL method by performing extensive numerical experiments on dual binomial measures with multifractal cross correlations and bivariate fractional Brownian motions (bFBMs) with monofractal cross correlations. Both experiments indicate that MF-X-WL is capable of detecting cross correlations in synthetic data with acceptable estimating errors. We also apply the MF-X-WL method to pairs of series from financial markets (returns and volatilities) and online worlds (online numbers of different genders and different societies) and determine intriguing joint multifractal behavior.
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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...
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Leaders produce leaders and managers produce followers
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
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On the mechanism of X-ray production by dart leaders of lightning flashes
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.
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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.
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Constrained deterministic leader-follower mean field control
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
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When are transgressing leaders punitively judged? An empirical test.
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.
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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.
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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.
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Duarte, Neville T; Goodson, Jane R; Arnold, Edwin W
2013-01-01
When carefully constructed, performance management systems can help health care organizations direct their efforts toward strategic goals, high performance, and continuous improvement needed to ensure high-quality patient care and cost control. The effective management of performance is an integral component in hospital and health care systems that are recognized for excellence by the Malcolm Baldrige National Quality Award in Health Care. Using the framework in the 2011-2012 Health Care Criteria for Performance Excellence, this article identifies the best practices in performance management demonstrated by 15 Baldrige recipients. The results show that all of the recipients base their performance management systems on strategic goals, outcomes, or competencies that cascade from the organizational to the individual level. At the individual level, each hospital or health system reinforces the strategic direction with performance evaluations of leaders and employees, including the governing board, based on key outcomes and competencies. Leader evaluations consistently include feedback from internal and external stakeholders, creating a culture of information sharing and performance improvement. The hospitals or health care systems also align their reward systems to promote high performance by emphasizing merit and recognition for contributions. Best practices can provide a guide for leaders in other health systems in developing high-performance work systems.
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The Decision Calculus of Terrorist Leaders
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...
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Beyond the classroom: nurse leader preparation and practices.
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.
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Applying Standards for Leaders to the Selection of Secondary School Principals
Wildy, Helen; Pepper, Coral; Guanzhong, Luo
2011-01-01
Purpose: The purpose of this paper is to report innovative research aimed at ascertaining whether standards for school leaders could be applied to the process of selecting senior secondary school principals for appointment. Specifically, psychometrically robust measures of performance are sought that would sufficiently differentiate performance to…
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DEFF Research Database (Denmark)
Malling, Bente; Bonderup, Thomas; Mortensen, Lene
2009-01-01
for both management and leadership performance areas. The developmental plans mainly focused on management initiatives, whereas plans for the development of leadership performance were few. Areas rated low by all respondents were scarcely represented in CREs' developmental plans. CONCLUSIONS: An MSF...... process might in itself lead to development in administrative areas. However, MSF carried through as a single stand-alone procedure was not sufficient to foster plans for the development of leadership performance.......OBJECTIVES: Multi-source feedback (MSF) is a widely used developmental tool for leaders in organisations including those dealing with health care. This study was performed to examine the effects of an MSF process on developmental plans made by leaders of postgraduate medical education (PGME...
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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).
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Adaptive PID formation control of nonholonomic robots without leader's velocity information.
Shen, Dongbin; Sun, Weijie; Sun, Zhendong
2014-03-01
This paper proposes an adaptive proportional integral derivative (PID) algorithm to solve a formation control problem in the leader-follower framework where the leader robot's velocities are unknown for the follower robots. The main idea is first to design some proper ideal control law for the formation system to obtain a required performance, and then to propose the adaptive PID methodology to approach the ideal controller. As a result, the formation is achieved with much more enhanced robust formation performance. The stability of the closed-loop system is theoretically proved by Lyapunov method. Both numerical simulations and physical vehicle experiments are presented to verify the effectiveness of the proposed adaptive PID algorithm. Copyright © 2013 ISA. Published by Elsevier Ltd. All rights reserved.
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A Phenomenology of Outdoor Education Leader Experiences
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…
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Identifying Opinion Leaders to Promote Behavior Change
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…
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Exploring the use of situation awareness in behaviors and practices of health and safety leaders.
Willmer, D R
2017-01-01
An understanding of how health and safety management systems (HSMS) reduce worksite injuries, illnesses and fatalities may be gained in studying the behaviors of health and safety leaders. These leaders bear the accountability for identifying, understanding and managing the risks of a mining operation. More importantly, they have to transfer this knowledge of perception, recognition and response to risks in the mining environment to their workers. The leaders' efforts to build and maintain a mining operation's workforce that consistently executes safe work practices may be captured through more than just lagging indicators of health and safety performance. This exploratory study interviewed six leaders in occupations such as site-level safety supervisors, mine superintendents and/or general managers at surface and underground stone, sand and gravel and metal/nonmetal mine sites throughout the United States, with employee populations ranging from 40 to 175. In exploring leaders' perspectives on how they systematically manage health and safety, examples such as approaches to task training, handling near-miss incidents, identifying future leaders and providing workers with feedback offer insights into how leaders translate their knowledge and management of site-level risks to others.
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Evaluating pharmacy leader development through the seven action logics.
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.
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Core competencies of the entrepreneurial leader in health care organizations.
Guo, Kristina L
2009-01-01
The purpose of this article is to discuss core competencies that entrepreneurial health care leaders should acquire to ensure the survival and growth of US health care organizations. Three overlapping areas of core competencies are described: (1) health care system and environment competencies, (2) organization competencies, and (3) interpersonal competencies. This study offers insight into the relationship between leaders and entrepreneurship in health care organizations and establishes the foundation for more in-depth studies on leadership competencies in health care settings. The approach for identifying core competencies and designing a competency model is useful for practitioners in leadership positions in complex health care organizations, so that through the understanding and practice of these 3 areas of core competencies, they can enhance their entrepreneurial leadership skills to become more effective health care entrepreneurial leaders. This study can also be used as a tool by health care organizations to better understand leadership performance, and competencies can be used to further the organization's strategic vision and for individual improvement purposes.
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Tartus alustas tegevust LEADER infokeskus
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"
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It takes chutzpah: oncology nurse leaders.
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.
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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.
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Reflection: an educational strategy to develop emotionally-competent nurse leaders.
Horton-Deutsch, Sara; Sherwood, Gwen
2008-11-01
This paper explores educational strategies for nurses that focus on reflectivity and promote the development of self-awareness, relationship and communication skills and ability to lead with presence and compassion in the midst of change. Today nurses move rapidly from carefully-controlled educational experiences to a fast-paced clinical world of increasing patient complexity amid calls for improved quality of care. Making the transition to clinical competence and leadership in practice requires a strong sense of self and emotional intelligence. Pedagogies that integrate theoretical and data-based textbook learning with experiential learning and reflection are a foundation for the development of emotionally- and intellectually-competent leaders and requires new ways of assessing learner outcomes. Reflection is a key instructional strategy for preparing transformational nurse leaders for interdisciplinary settings where they lead patient care management. The remarkable global spread of reflection in nursing education, practice and research follows an emphasis on developing self-awareness as a leadership strategy for improving individual and organizational performance. Empirical, experiential and anecdotal evidence suggests that reflection has the potential to prepare emotionally-capable nurse leaders. As educators create more reflective and nurturing learning environments, they will promote the development of emotionally-competent nurse leaders who will, in turn, inspire individual and organizational growth and positive change in society.
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From the Field: Learning Leaders
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…
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Directory of Open Access Journals (Sweden)
Sikandar Hayyat Malik
2012-12-01
Full Text Available This study investigates relationship between leader behavior (directive, supportive, participative and achievement-oriented of corporate managers and subordinates’ job expectancies using House (1974 Path-goal model of leadership. The results reveal thatleader behavior affects subordinates’ job expectancies. The situational factors (task structure, role ambiguity, stress, need for autonomy, locus of control, need for achievement and perception about abilities affect subordinates’ job expectancies (I&II.While subordinates’ attributes/characteristics (age, gender, qualification, rank, experience and length of service under the current supervisor do not affect job expectancies (I&II except for rank/position and expectancy-II. Path goal theory predicts that directive leader behavior will be more effective for the subordinates with high need for achievement because directive leader through clarifying path guides subordinates. Similarly, participative leader behavior is also effective as heconsults with subordinates in setting, clarifying and achieving goals. The results of this study reveal that there is an inverse relationship between subordinates’ job expectancy (I&II. According to Yukl (2006, for subordinates with high need for autonomy,participative leader behavior will increase the intrinsic valence of work.
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Maner, Jon K; Mead, Nicole L
2010-09-01
Throughout human history, leaders have been responsible for helping groups attain important goals. Ideally, leaders use their power to steer groups toward desired outcomes. However, leaders can also use their power in the service of self-interest rather than effective leadership. Five experiments identified factors within both the person and the social context that determine whether leaders wield their power to promote group goals versus self-interest. In most cases, leaders behaved in a manner consistent with group goals. However, when their power was tenuous due to instability within the hierarchy, leaders high (but not low) in dominance motivation prioritized their own power over group goals: They withheld valuable information from the group, excluded a highly skilled group member, and prevented a proficient group member from having any influence over a group task. These self-interested actions were eliminated when the group was competing against a rival outgroup. Findings provide important insight into factors that influence the way leaders navigate the essential tension between leadership and power. (PsycINFO Database Record (c) 2010 APA, all rights reserved).
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Leadership, Leaders, and Leading (Part One).
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)
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Factors supporting dentist leaders' retention in leadership.
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.
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Kang, Seung-Wan; Byun, Gukdo; Park, Hun-Joon
2014-12-01
This paper presents empirical research into the relationship between leader-follower value congruence in social responsibility and the level of ethical satisfaction for employees in the workplace. 163 dyads were analyzed, each consisting of a team leader and an employee working at a large manufacturing company in South Korea. Following current methodological recommendations for congruence research, polynomial regression and response surface modeling methodologies were used to determine the effects of value congruence. Results indicate that leader-follower value congruence in social responsibility was positively related to the ethical satisfaction of employees. Furthermore, employees' ethical satisfaction was stronger when aligned with a leader with high social responsibility. The theoretical and practical implications are discussed.
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Conceptualizing clinical nurse leader practice: an interpretive synthesis.
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.
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STRONGMEN AND RELIGIOUS LEADERS IN JAVA: Their Dynamic Relationship in Search of Power
Directory of Open Access Journals (Sweden)
Yanwar Pribadi
2011-02-01
Full Text Available The central purpose of this paper is to explore the dynamic relationship between Javanese strongmen and religious leaders in search of power. Two groups of strongmen -jago in Central and East Java and jawara in Banten- and religious leaders, such as kyai, tarekat teachers and guru ngaji are the subjects of this discussion. I present two groups of strongmen and religious leaders and sketch how both groups, through their socio-political as well as religious roles, preserve the values of the Javanese and Bantenese. Religious leaders and strongmen have been the source of informal traditional leadership, particularly in villages. Religious leaders have represented leadership in knowledge, while strongmen have represented leadership with regard to braveness and physical magical power. The most visible roles of the strongmen are as power brokers. In the meantime, religious leaders have to be aware of the risk of being alienated and isolated from their horizontal networks within religious circles, but also more importantly, that their high position in society will gradually fade away if they place themselves too close to strongmen and the authorities. Keywords: Jago, jawara, kyai, power relations
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An Efficient Code-Based Threshold Ring Signature Scheme with a Leader-Participant Model
Directory of Open Access Journals (Sweden)
Guomin Zhou
2017-01-01
Full Text Available Digital signature schemes with additional properties have broad applications, such as in protecting the identity of signers allowing a signer to anonymously sign a message in a group of signers (also known as a ring. While these number-theoretic problems are still secure at the time of this research, the situation could change with advances in quantum computing. There is a pressing need to design PKC schemes that are secure against quantum attacks. In this paper, we propose a novel code-based threshold ring signature scheme with a leader-participant model. A leader is appointed, who chooses some shared parameters for other signers to participate in the signing process. This leader-participant model enhances the performance because every participant including the leader could execute the decoding algorithm (as a part of signing process upon receiving the shared parameters from the leader. The time complexity of our scheme is close to Courtois et al.’s (2001 scheme. The latter is often used as a basis to construct other types of code-based signature schemes. Moreover, as a threshold ring signature scheme, our scheme is as efficient as the normal code-based ring signature.
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Virtual spring damper method for nonholonomic robotic swarm self-organization and leader following
Wiech, Jakub; Eremeyev, Victor A.; Giorgio, Ivan
2018-04-01
In this paper, we demonstrate a method for self-organization and leader following of nonholonomic robotic swarm based on spring damper mesh. By self-organization of swarm robots we mean the emergence of order in a swarm as the result of interactions among the single robots. In other words the self-organization of swarm robots mimics some natural behavior of social animals like ants among others. The dynamics of two-wheel robot is derived, and a relation between virtual forces and robot control inputs is defined in order to establish stable swarm formation. Two cases of swarm control are analyzed. In the first case the swarm cohesion is achieved by virtual spring damper mesh connecting nearest neighboring robots without designated leader. In the second case we introduce a swarm leader interacting with nearest and second neighbors allowing the swarm to follow the leader. The paper ends with numeric simulation for performance evaluation of the proposed control method.
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International Nuclear Information System (INIS)
Chen She; Zeng Rong; Zhuang Chijie; Zhou Xuan; Ding Yujian
2016-01-01
One of the main problems in the Ultra High Voltage (UHV) transmission project is to choose the external insulation distance, which requires a deep understanding of the long air gap discharge mechanism. The leader-streamer propagation is one of most important stages in long air gap discharge. In the conductor-tower lattice configuration, we have measured the voltage, the current on the high voltage side and the electric field in the gap. While the streamer in the leader-streamer system presented a conical or hyperboloid diffuse shape, the clear branch structure streamer in front of the leader was firstly observed by a high speed camera in the experiment. Besides, it is found that the leader velocity, width and injected charge for the branch type streamer are greater than those of a diffuse type. We propose that the phenomenon results from the high humidity, which was 15.5-16.5 g/m 3 in our experiment. (paper)
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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
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Auctioning emission permits in a leader-follower setting
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...
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Li, Alex Ning; Liao, Hui
2014-09-01
Integrating leader-member exchange (LMX) research with role engagement theory (Kahn, 1990) and role system theory (Katz & Kahn, 1978), we propose a multilevel, dual process model to understand the mechanisms through which LMX quality at the individual level and LMX differentiation at the team level simultaneously affect individual and team performance. With regard to LMX differentiation, we introduce a new configural approach focusing on the pattern of LMX differentiation to complement the traditional approach focusing on the degree of LMX differentiation. Results based on multiphase, multisource data from 375 employees of 82 teams revealed that, at the individual level, LMX quality positively contributed to customer-rated employee performance through enhancing employee role engagement. At the team level, LMX differentiation exerted negative influence on teams' financial performance through disrupting team coordination. In particular, teams with the bimodal form of LMX configuration (i.e., teams that split into 2 LMX-based subgroups with comparable size) suffered most in team performance because they experienced greatest difficulty in coordinating members' activities. Furthermore, LMX differentiation strengthened the relationship between LMX quality and role engagement, and team coordination strengthened the relationship between role engagement and employee performance. Theoretical and practical implications of the findings are discussed. PsycINFO Database Record (c) 2014 APA, all rights reserved.
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Nurse leaders' perceptions of an approaching organizational change.
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.
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The clinical nurse leader: prepared for an era of healthcare reform.
Jeffers, Brenda Recchia; Astroth, Kim S
2013-01-01
Passage of the 2010 Patient Protection and Affordable Care Act will require change in the healthcare systems. The clinical nurse leader must be prepared to lead and shape the changing environment to achieve maximum outcomes for patients and families. Movement toward integrated care delivery across the care continuum, the transition of the Centers for Medicare & Medicaid Services to a value-based funding model, and accountability for high-quality, cost-effective care are just some of the drivers of this new integrated healthcare system. Reimbursement models that reward those health systems that are able to meet benchmark performance standards will result in major shifts in how health systems operate. Expertise in care coordination across the healthcare continuum is essential for maximum reimbursement. Payment for value instead of volume delivered is a major reimbursement transition coming to the acute care setting, necessitating increased attention to mining data necessary to capture quality patient outcomes for maximum reimbursement. The clinical nurse leader is ideally suited to function within these integrated systems of the future, and possesses the skills needed to assist healthcare systems to meet this challenge. © 2013 Wiley Periodicals, Inc.
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Leader-Member Exchange Theory in Higher and Distance Education
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…
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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.
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Team Leader Structuring for Team Effectiveness and Team Learning in Command-and-Control Teams
van der Haar, Selma; Koeslag-Kreunen, Mieke; Euwe, Eline; Segers, Mien
2017-01-01
Due to their crucial and highly consequential task, it is of utmost importance to understand the levers leading to effectiveness of multidisciplinary emergency management command-and-control (EMCC) teams. We argue that the formal EMCC team leader needs to initiate structure in the team meetings to support organizing the work as well as facilitate team learning, especially the team learning process of constructive conflict. In a sample of 17 EMCC teams performing a realistic EMCC exercise, including one or two team meetings (28 in sum), we coded the team leader’s verbal structuring behaviors (1,704 events), rated constructive conflict by external experts, and rated team effectiveness by field experts. Results show that leaders of effective teams use structuring behaviors more often (except asking procedural questions) but decreasingly over time. They support constructive conflict by clarifying and by making summaries that conclude in a command or decision in a decreasing frequency over time. PMID:28490856
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An audit of employee commitment to enable leaders to manage organisational talent
Directory of Open Access Journals (Sweden)
Ophillia Ledimo
2014-09-01
Full Text Available Leaders in motor manufacturing companies are faced with the challenge of talent attraction, development and retention due to constant changes in manufacturing technology. Yet, these leaders are expected to recruit, train and retain specialist skills due to the highly specialised nature of their manufacturing business processes. Another threat faced by these leaders is the loss of skilled talent to their competitors. These challenges have, therefore, created the need to audit employee commitment in a manufacturing organisation in order to enable leaders to initiate talent management practices. It is against this background that this paper poses the question: What is the nature of organisational commitment of manufacturing employees for leaders to be able to manage talent? This question was addressed through a quantitative study of organisational commitment dimensions. The main objective of this study was to audit the organisational commitment dimensions (as measured by Meyer and Allen’s Organizational Commitment Scale within a manufacturing organisation. The data was collected using a survey on a random sample size of N=371, all of whom were employees of a South African motor manufacturing organisation. The results of this study indicate that there are significant differences between organisational commitment dimensions namely; affective, normative and continuance commitments. These findings provide valuable information to assist leaders to propose talent management interventions vital for organisational talent attraction, development and retention.
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Educators as Serving Leaders in the Classroom and on Campus
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…
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Political leader survival : does competence matter?
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
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Fluid forces enhance the performance of an aspirant leader in self-organized living groups.
Directory of Open Access Journals (Sweden)
Alessandro De Rosis
Full Text Available In this paper, the performance of an individual aiming at guiding a self-organized group is numerically investigated. A collective behavioural model is adopted, accounting for the mutual repulsion, attraction and orientation experienced by the individuals. Moreover, these represent a set of solid particles which are supposed to be immersed in a fictitious viscous fluid. In particular, the lattice Boltzmann and Immersed boundary methods are used to predict the fluid dynamics, whereas the effect of the hydrodynamic forces on particles is accounted for by solving the equation of the solid motion through the time discontinuous Galerkin scheme. Numerical simulations are carried out by involving the individuals in a dichotomous process. On the one hand, an aspirant leader (AL additional individual is added to the system. AL is forced to move along a prescribed direction which intersects the group. On the other hand, these tend to depart from an obstacle represented by a rotating lamina which is placed in the fluid domain. A numerical campaign is carried out by varying the fluid viscosity and, as a consequence, the hydrodynamic field. Moreover, scenarios characterized by different values of the size of the group are investigated. In order to estimate the AL's performance, a proper parameter is introduced, depending on the number of individuals following AL. Present findings show that the sole collective behavioural equations are insufficient to predict the AL's performance, since the motion is drastically affected by the presence of the surrounding fluid. With respect to the existing literature, the proposed numerical model is enriched by accounting for the presence of the encompassing fluid, thus computing the hydrodynamic forces arising when the individuals move.
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Looking Good and Being Good: Women Leaders in Australian Universities
Directory of Open Access Journals (Sweden)
Tanya Fitzgerald
2018-04-01
Full Text Available In this article, I argue that women in senior leadership positions in universities continue to face a number of tensions and ambiguities in their everyday working lives. Drawing on the metaphors of ‘looking good’ and ‘being good’, I highlight the gendered assumptions that senior women encounter. As senior leaders, women are simultaneously required to negotiate an inherently masculine culture yet at the same time are expected to exercise a level of femininity. Their physical presence, appearance, clothing, gestures, and behaviours are central to the bodily exercise of leadership. As the data presented illustrate, women’s leadership bodies and bodily performances reflect gendered institutional norms and assumptions about how leaders should look and act.
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Inspiring and Equipping Students to Be Ethical Leaders.
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.
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Health Professions Education Scholarship Unit Leaders as Institutional Entrepreneurs.
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.
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Role congruity theory of prejudice toward female leaders.
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.
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Observations of a bi-directional lightning leader producing an M-component
Kotovsky, D. A.; Uman, M. A.; Wilkes, R.; Carvalho, F. L.; Jordan, D. M.
2017-12-01
Lightning discharges to ground often exhibit millisecond-scale surges in the continuing currents following return strokes, called M-components. Relatively little is known regarding the source of M-component charge and the mechanisms by which that charge is transferred to ground. In this work, we seek to directly address these questions by presenting correlated high-speed video and Lightning Mapping Array (LMA) observations of a bi-directional leader that resulted in an M-component occurring in a rocket-and-wire triggered lightning flash. The observed leader initiated in the decayed remnants of a positive leader channel that had traversed virgin air approximately 90 msec prior. Three-dimensional locations and speeds of the photographed bi-directional leader and M-component processes are calculated by mapping video images to the observed LMA channel geometry. Both ends of the bi-directional leader exhibited speeds on the order of 2 x106 m sec-1 over 570 meters of the visible channel. Propagation of the luminosity wave from the in-cloud leader to ground ( 8.8 km channel length) exhibited appreciable dispersion, with rise-times (10-90%) increasing from 330 to 410 μsec and pulse-widths (half-maximum) increasing from 380 to 810 μsec - the M-component current pulse measured at ground-level exhibited a rise-time of 290 μsec and a pulse-width of 770 μsec. Group velocities of the luminosity wave have been calculated as a function of frequency, increasing from 2 x107 to 6 x107 m sec-1 over the dominant signal bandwidth (DC to 2 kHz). Additionally, multiple waves of luminosity are observed within the in-cloud channel, indicating nuanced wave phenomena possibly associated with reflection from the end of the leader channel and attachment with the main lightning channel carrying continuing current to ground.
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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...
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Gas heating dynamics during leader inception in long air gaps at atmospheric pressure
International Nuclear Information System (INIS)
Liu, Lipeng; Becerra, Marley
2017-01-01
The inception of leader discharges in long air gaps at atmospheric pressure is simulated with a thermo-hydrodynamic model and a detailed kinetic scheme for N 2 /O 2 /H 2 O mixtures. In order to investigate the effect of humidity, the kinetic scheme includes the most important reactions with the H 2 O molecule and its derivatives, resulting in a scheme with 45 species and 192 chemical reactions. The heating of a thin plasma channel in front of an anode electrode during the streamer to leader transition is evaluated with a detailed 1D radial model. The analysis includes the simulation of the corresponding streamer bursts, dark periods and aborted leaders that may occur prior to the inception of a propagating leader discharge. The simulations are performed using the time-varying discharge current in two laboratory discharge events of positive polarity reported in the literature as input. Excellent agreement between the simulated and the experimental time variation of the thermal radius for a 1 m rod-plate air gap discharge event reported in the literature has been found. The role of different energy transfer and loss mechanisms prior to the inception of a stable leader is also discussed. It is found that although a small percentage of water molecules can accelerate the vibrational-translational relaxation to some extent, this effect leads to a negligible temperature increase during the streamer-to-leader transition. It is also found that the gas temperature should significantly exceed 2000 K for the transition to lead to the inception of a propagating leader. Otherwise, the strong convection loss produced by the gas expansion during the transition causes a drop in the translational temperature below 2000 K, aborting the incepted leader. Furthermore, it is shown that the assumptions used by the widely-used model of Gallimberti do not hold when evaluating the streamer-to-leader transition. (paper)
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Mood and the evaluation of leaders
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
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Leader-member exchange and safety citizenship behavior: The mediating role of coworker trust.
Jiang, Li; Li, Feng; Li, YongJuan; Li, Rui
2017-01-01
To achieve high safety levels, mere compliance with safety regulations is not sufficient; employees must be proactive and demonstrate safety citizenship behaviors. Trust is considered as a mechanism for facilitating the effects of a leader on employee citizenship behaviors. Increasingly research has focused on the role of trust in a safety context; however, the role of coworker trust has been overlooked. The mediating role of coworker trust in the relationship between the leader-member exchange and safety citizenship behavior is the focus of this field study. Front-line employees from an air traffic control center and an airline maintenance department completed surveys measuring leader-member exchange, co-worker trust, and safety citizenship behavior. Structural Equation Modeling revealed affective and cognitive trust in coworkers is influenced by leader-member exchange. A trust-based mediation model where cognitive trust and affective trust mediate the relationship between the leader-member exchange and safety citizenship behavior emerged. Results of this study add to our understanding of the relationship between leader-member exchange and safety behavior. The effect of co-worker trust and the extent to which employees participate in workplace safety practice were identified as critical factors. The findings show that managers need to focus on developing cognitive and affective coworker trust to improve safety citizenship behaviors.
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Fortunes and misfortunes of political leaders reflected in the eyes of their electors.
Porciello, Giuseppina; Liuzza, Marco Tullio; Minio-Paluello, Ilaria; Caprara, Gian Vittorio; Aglioti, Salvatore Maria
2016-03-01
Gaze-following is a pivotal social behaviour that, although largely automatic, is permeable to high-order variables like political affiliation. A few years ago we reported that the gaze of Italian right-wing voters was selectively captured by the gaze of their leader Silvio Berlusconi. This effect was particularly evident in voters who saw themselves as similar to Berlusconi. Two years later, we were able to run the present follow-up study because Berlusconi's popularity had drastically dropped due to sex and political scandals, and he resigned from office. In a representative subsample of our original group, we investigated whether perceived similarity and gaze-following reflected Berlusconi's loss in popularity. We were also able to test the same hypothesis in an independent group of right-wing voters when their leader, Renata Polverini, resigned as Governor of 'Regione Lazio' due to political scandals. Our results show that the leaders' fall in popularity paralleled the reduction of their gaze's attracting power, as well as the decrease in similarity perceived by their voters. The less similar right-wing voters felt to their leader, the less they followed his/her gaze. Thus, the present experimental findings suggest that gaze-following can be modulated by complex situational and dispositional factors such as leader's popularity and voter-leader perceived similarity.
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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…
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In praise of the incomplete leader.
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
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Leader competencies in virtual organization
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...
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Interprofessional Care and Role of Team Leaders.
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.
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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.
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The role of proximal social contexts: Assessing stigma-by-association effects on leader appraisals.
Hernandez, Morela; Avery, Derek R; Tonidandel, Scott; Hebl, Mikki R; Smith, Alexis N; McKay, Patrick F
2016-01-01
Prior research suggests that segregation in the U.S. workplace is on the rise (Hellerstein, Neumark, & McInerney, 2008); as such, leaders are more likely to lead groups of followers composed primarily of their own race (Elliot & Smith, 2001; Smith & Elliott, 2002). Drawing from theory on stigma-by-association, the authors posit that such segregated proximal social contexts (i.e., the leader's group of followers) can have detrimental effects on leader appraisals. Specifically, they argue that leaders of mostly Black follower groups experience stigmatization based on race stereotypic beliefs, which affects how they are viewed in the eyes of observers. The results of a large field study show performance evaluations generally tend to be lower when the proportion of Black followers is higher. Moreover, 3 experiments demonstrate that the impact of proximal social contexts extends to other outcomes (i.e., perceptions of market value and competency) but appears limited to those who are less internally and externally motivated to control their prejudice. Taken together, these findings explain how workplace segregation systematically can create a particular disadvantage for Black leaders. (c) 2016 APA, all rights reserved).
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Leaders in social networks, the Delicious case.
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.
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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.
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The Staff Nurse Clinical Leader at the Bedside: Swedish Registered Nurses’ Perceptions
Directory of Open Access Journals (Sweden)
Inga E. Larsson
2016-01-01
Full Text Available Registered nurses at the bedside are accountable for and oversee completion of patient care as well as directly leading and managing the provision of safe patient care. These nurses have an informal leadership role that is not associated with any given position. Leadership is a complex and multifaceted concept and its meaning is unclear, especially in the staff nurse context. The aim was to describe registered nurses’ perceptions of what it entails to be the leader at the bedside in inpatient physical care. A phenomenographic approach was employed. Interviews were performed with Swedish registered nurses (n=15. Five descriptive categories were identified: demonstrating clinical knowledge, establishing a good atmosphere of collaboration, consciously structuring the work in order to ensure patients’ best possible nursing care, customized presence in the practical work with patients according to predetermined prerequisites, and monitoring coworkers’ professional practice. Registered nurses informal role as leader necessitates a social process of deliberate effort to attain and maintain leader status and authority. Participants used deliberate communicative approaches and interactive procedures. Leader principles grounded in the core values of the nursing profession that ensure nursing values and person-centered attributes were a key aspect.
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International Nuclear Information System (INIS)
Aleksandrov, N.L.; Bazelyan, E.M.; Carpenter Jr, R.B.; Drabkin, M.M.; Raizer, Yu P.
2001-01-01
The initiation and development of a leader is theoretically studied by considering an electrode which is embedded in a cloud of space charge injected by a corona discharge. The focus is on the initiation of upward lightning from a stationary grounded object in a thundercloud electric field. The main results are also applicable to the leader process in long laboratory air gaps at direct voltage. Simple physical models of non-stationary coronae developing in free space near a solitary stressed sphere and of a leader propagating in the space charge cloud of coronae are suggested. It is shown that the electric field redistribution due to the space charge released by the long corona discharge near the top of a high object hinders the initiation and development of an upward leader from the object in a thundercloud electric field. The conditions for the formation of corona streamers that are required to initiate a leader are derived. The criteria are obtained for a leader to be initiated and propagate in the space charge cloud. A hypothesis is proposed that the streamers are never initiated near the top of a high object under thunderstorm conditions if at ground level there is only a slowly-varying electric field of the thundercloud. The streamers may be induced by the fast-rising electric field of distant downward leaders or intracloud discharges. (author)
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Rise of an alternative majority against opinion leaders
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.
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Cross-cultural comparison of political leaders' operational codes.
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.
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A Critical Analysis of Attribute Development Programs for Army Leaders
2016-06-10
implement a holistic approach to developing attributes within its members. These domains are human performance, psychological performance, spiritual ...A CRITICAL ANALYSIS OF ATTRIBUTE DEVELOPMENT PROGRAMS FOR ARMY LEADERS A thesis presented to the Faculty of the U.S. Army...RETURN YOUR FORM TO THE ABOVE ADDRESS. 1. REPORT DATE (DD-MM-YYYY) 10-06-2016 2. REPORT TYPE Master’s Thesis 3. DATES COVERED (From - To) AUG 2015
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Educating Native Students: Inspiring Future Leaders.
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…
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The Called, Chosen, and Faithful Leader
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…
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How China's Leaders Think The Inside Story of China's Past, Current and Future Leaders
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.
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Burnout and Its Contributing Factors Among Midlevel Academic Nurse Leaders.
Flynn, Linda; Ironside, Pamela M
2018-01-01
Amid concerns regarding administrator shortages, a survey conducted by the American Association of Colleges of Nursing indicates that 10% of all vacant faculty positions are those that include administrative responsibilities. This study was designed to determine the frequency, predictors, and potential retention consequences of burnout among midlevel academic nurse leaders, such as assistant deans, associate deans, and others. The sample consisted of 146 midlevel academic nurse leaders from 29 schools of nursing. Burnout was measured by the emotional exhaustion subscale of the Maslach Burnout Inventory. Logistic regression models were estimated to determine effects of study variables on burnout and intent to leave. Dissatisfaction with workload, dissatisfaction with work-life balance, and hours typically worked per week increased odds of burnout. Burnout was associated with intent to leave. High workloads and long work weeks are increasing the odds of burnout among midlevel academic nurse leaders. [J Nurs Educ. 2018;57(1):28-34.]. Copyright 2018, SLACK Incorporated.
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Commander’s Handbook for Unit Leader Development
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
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International Nuclear Information System (INIS)
Knill, Christoph; Heichel, Stephan; Arndt, Daniel
2012-01-01
As it has long been debated who is a front-runner and who is a laggard state in terms of environmental protection it is rather surprising that the topic has received rather scant attention as far as quantitative, large-n research endeavours are concerned. Of course, there is a broad literature on the topic. However, existing studies have shortcomings. The criteria on which the assessments rely are often neither equivalent cross-nationally nor are they communicated clearly enough (i.e., not transparent). Although ambitious efforts have been invested to rank countries in terms of their environmental performance, little systematic research exists that clearly determines leaders and laggards in terms of their policies (policy performance) and states’ ranking, accordingly. To the best of our knowledge no empirical study has so far conducted a comprehensive and quantitative leader-laggard assessment policy analysis. Against this backdrop, we aim to provide such a paper. We especially strive to test the validity of “common knowledge” classifications or rankings derived from assessments in the literature. We demonstrate that while some known frontrunner states are indeed leaders if assessed from a broader policy data perspective, other countries commonly assigned a leader role find themselves in a lower position instead. In addition, some nations commonly excluded from the frontrunners are located unexpectedly high in the rankings. Even leader-laggard reversals occur if our results would be compared to existing classifications. Most importantly, the analyses show a considerable temporal dynamic. While often claimed or assumed, this has not been proven as clearly until now.
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Types of Leader in Organisation
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...
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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...
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Understanding the relationship between followers and leaders.
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.
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Future Leaders Institute: Rising Leaders and the AACC Competencies
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…
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Bolden, Marsha Gail
Some schools fall short of the high demand to increase science scores on state exams because low-performing students enter high school unprepared for high school science. Low-performing students are not successful in high school for many reasons. However, using inquiry methods have improved students' understanding of science concepts. The purpose of this qualitative research study was to investigate the teachers' lived experiences with using inquiry methods to motivate low-performing high school science students in an inquiry-based program called Xtreem Science. Fifteen teachers were selected from the Xtreem Science program, a program designed to assist teachers in motivating struggling science students. The research questions involved understanding (a) teachers' experiences in using inquiry methods, (b) challenges teachers face in using inquiry methods, and (c) how teachers describe student's response to inquiry methods. Strategy of data collection and analysis included capturing and understanding the teachers' feelings, perceptions, and attitudes in their lived experience of teaching using inquiry method and their experience in motivating struggling students. Analysis of interview responses revealed teachers had some good experiences with inquiry and expressed that inquiry impacted their teaching style and approach to topics, and students felt that using inquiry methods impacted student learning for the better. Inquiry gave low-performing students opportunities to catch up and learn information that moved them to the next level of science courses. Implications for positive social change include providing teachers and school district leaders with information to help improve performance of the low performing science students.
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Leader communication approaches and patient safety: An integrated model.
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.
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Establishing collaborative structures and relationships: Teacher leaders' experiences
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
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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.
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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.
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Camp, Cameron J; Skrajner, Michael J
2004-06-01
The purpose of this study was to determine the effects of an activity implemented by means of Resident-Assisted Montessori Programming (RAMP). Four persons with early-stage dementia were trained to serve as leaders for a small-group activity played by nine persons with more advanced dementia. Assessments of leaders' ability to learn the procedures of leading a group, as well as their satisfaction with this role, were taken, as were measures of players' engagement and affect during standard activities programming and RAMP activities. Leaders demonstrated the potential to fill the role of group activity leader effectively, and they expressed a high level of satisfaction with this role. Players' levels of positive engagement and pleasure during the RAMP activity were higher than during standard group activities. This study suggests that to the extent that procedural learning is available to persons with early-stage dementia, especially when they are assisted with external cueing, these individuals can successfully fill the role of volunteers when working with persons with more advanced dementia. This can provide a meaningful social role for leaders and increase access to high quality activities programming for large numbers of persons with dementia. Copyright 2004 The Gerontological Society of America
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Tu, Min-Hsuan; Bono, Joyce E; Shum, Cass; LaMontagne, Liva
2018-03-19
Building on identity theories and social learning theory, we test the notion that new leaders will model the abusive behaviors of their superiors only under certain conditions. Specifically, we hypothesize that new leaders will model abusive supervisory behaviors when (a) abusive superiors are perceived to be competent, based on the performance of their teams and (b) new leaders' ideal leadership self-concepts are high on tyranny or low on sensitivity. Results of an experiment in which we manipulated abusive supervisory behaviors using a professional actor, and created a role change where 93 individuals moved from team member to team leader role, generally support our hypotheses. We found the strongest association between abuse exposure and new leader abuse under conditions where the abusive superior's team performed well and the new team leaders' self-concepts showed low concern for others. (PsycINFO Database Record (c) 2018 APA, all rights reserved).
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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).
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Preliminary study on the modelling of negative leader discharges
International Nuclear Information System (INIS)
Arevalo, L; Cooray, V
2011-01-01
Nowadays, there is considerable interest in understanding the physics underlying positive and negative discharges because of the importance of improving lightning protection systems and of coordinating the insulation for high voltages. Numerical simulations of positive switching impulses made in long spark gaps in a laboratory are achievable because the physics of the process is reasonably well understood and because of the availability of powerful computational methods. However, the existing work on the simulation of negative switching discharges has been held up by a lack of experimental data and the absence of a full understanding of the physics involved. In the scientific community, it is well known that most of the lightning discharges that occur in nature are of negative polarity, and because of their complexity, the only way to understand them is to generate the discharges in laboratories under controlled conditions. The voltage impulse waveshape used in laboratories is a negative switching impulse. With the aim of applying the available information to a self-consistent physical method, an electrostatic approximation of the negative leader discharge process is presented here. The simulation procedure takes into consideration the physics of positive and negative discharges, considering that the negative leader propagates towards a grounded electrode and the positive leader towards a rod electrode. The simulation considers the leader channel to be thermodynamic, and assumes that the conditions required to generate a thermal channel are the same for positive and negative leaders. However, the magnitude of the electrical charge necessary to reproduce their propagation and thermalization is different, and both values are based on experimental data. The positive and negative streamer development is based on the constant electric field characteristics of these discharges, as found during experimental measurements made by different authors. As a computational tool
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Managers and leaders: are they different?
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.
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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...
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Pengembangan Model Sosialisasi Jaminan Kesehatan Nasional Melalui Peran Opinion Leader
Directory of Open Access Journals (Sweden)
Niken Lestarini
2017-06-01
Full Text Available This study aims to develop a model of socialization of the National Health Insurance through the role of Opnion Leader. The development of socialization model of National Health Insurance through the role of Opinion Leader is important because with the inclusion of communication technology in Rural areas has led to the emergence of social distance between opinion leaders (Opinion Leader with the community. Although acknowledged that opinion leaders in Indonesia are still very instrumental in influencing the attitude and behavior of followers in the village. This research is also important to assist the Ponorogo Regency Government in implementing the National Health Insurance (JKN Act organized by Social Security Administering Board (BPJS. This research is a continuation of research of Opnion Leader role which shows that its role is very high in socialization about Naional Health Insurance in the village. This research uses qualitative research paradigm. Data collection techniques used are in-depth interviews, observation and dukumentasi.Teknik Determination Informants using snowball technique, ie without determining the number of informants but based on information provided in accordance with the data required. Then the method of data analysis using Interactive Analysis Model. The results of research and discussion can be concluded that the Government set a target that in 2019 all Indonesian people have registered and have a card of National Health Insurance - Kartu Indonesia Sehat (JKN-KIS. So it has become a necessity for the socialization model that can really touch the people so that the target of the government can be achieved. Because JKN-KIS has become the thing that is needed by the society in carrying out their life to be healthy and prosperous and has been poured in Government regulation, the socialization model used belongs to the Represif socialization model. This socialization runs in one direction from one person to another. The
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Educational Leaders and Inclusive Education: Perceptions, Roles, and Responsibilities
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…
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Gender differences in the perceived effectiveness of narcissistic leaders
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
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Learning Leadership: Becoming an Outdoor Leader
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…
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The Nurse Leader Role in Crisis Management.
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.
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20 CFR 404.1010 - Farm crew leader as employer.
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 ...
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Predicting Market Direction from Direct Speech by Business Leaders
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...
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Smith, EA; Malone, RE
2013-01-01
Smoking impairs the readiness and performance of military personnel, yet congressional opposition has thwarted military tobacco control initiatives. Involvement of civilian organizations might alter this political dynamic. We interviewed 13 leaders of national civilian public health and tobacco control organizations to explore their perspectives on military tobacco control, inductively analyzing data for themes. Leaders believed that military tobacco use was problematic but lacked specific kn...
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The Correlation between Leadership Style and Leader Power
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
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Teacher Leader Programs: Structure and Staffing in Four TIF Districts
Pyatigorsky, Mikhail; Heneman, Herb; Steele, Clarissa; Finster, Matthew; Milanowski, Tony
2015-01-01
Some Teacher Incentive Fund (TIF) grantees are experimenting with the design and operation of teacher leader (TL) programs as part of their performance-based compensation systems (PBCS). Much of the impetus for this is the U.S Department of Education TIF 4 requirement that grantees' PBCS should provide for "additional responsibilities and…
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Reshaping Millennials As Future Leaders Of The Marine Corps
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
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An exploration of the role of subordinate affect in leader evaluations.
Martinko, Mark J; Mackey, Jeremy D; Moss, Sherry E; Harvey, Paul; McAllister, Charn P; Brees, Jeremy R
2018-03-26
Leadership research has been encumbered by a proliferation of constructs and measures, despite little evidence that each is sufficiently conceptually and operationally distinct from the others. We draw from research on subordinates' implicit theories of leader behavior, behaviorally anchored rating scales, and decision making to argue that leader affect (i.e., the degree to which subordinates have positive and negative feelings about their supervisors) underlies the common variance shared by many leadership measures. To explore this possibility, we developed and validated measures of positive and negative leader affect (i.e., the Leader Affect Questionnaires; LAQs). We conducted 10 studies to develop the five-item positive and negative LAQs and to examine their convergent, discriminant, predictive, and criterion-related validity. We conclude that a) the LAQs provide highly reliable and valid tools for assessing subordinates' evaluations of their leaders; b) there is significant overlap between existing leadership measures, and a large proportion of this overlap is a function of the affect captured by the LAQs; c) when the LAQs are used as control variables, in most cases, they reduce the strength of relationships between leadership measures and other variables; d) the LAQs account for significant variance in outcomes beyond that explained by other leadership measures; and e) there is a considerable amount of unexplained variance between leadership measures that the LAQs do not capture. Research suggestions are provided and the implications of our results are discussed. (PsycINFO Database Record (c) 2018 APA, all rights reserved).
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Jazz Leader Helps a Band Take Giant Steps
Kelderman, Eric
2008-01-01
This article profiles Neil Slater, the longtime leader of the jazz program at the University of North Texas who encouraged both musical perfection and artistic freedom among his star pupils. Standards are high at North Texas, which has become a Camelot where aspiring jazz musicians have come to hone their skills since 1947, when it offered one of…
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THE CHALLENGES FOR WOMEN IN EXECUTIVE POSITIONS AND THE ROLE OF GENDER ON LEADER MEMBER EXCHANGE
Directory of Open Access Journals (Sweden)
Buket AKDÖL
2017-12-01
Full Text Available This study concentrates on the potential effects of glass ceiling and queen bee syndrome in establishing high quality exchange (leader member exchange with subordinates. The study analyses if gender plays a significant role in determining exchange with subordinates. Data was collected from white-collar employees at Turkish business context by using Liden Maslyn (1998 multi-dimension Leader Member Exchange assessment tool. The findings of the study exhibit that in Turkish business context leader's gender is insignificant at determining exchange with white-collar subordinates for dimensions such as affection, contribution, loyalty and professional respect. The study also concludes gender of the subordinates is insignificant at determining the exchange with leaders of both genders
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Leadership, Trust and Organizational Performance in the Public Sector
Directory of Open Access Journals (Sweden)
Hugo ASENCIO
2016-12-01
Full Text Available This study uses survey data on U.S. federal employees to investigate whether employee trust in leaders mediates the relationship between transactional and transformational leadership behaviors and organizational performance. The fi ndings suggest that both transactional and transformational leadership behaviors and employee trust in leaders are positively associated with organizational performance. Employee trust in leaders was found to mediate the relationship between transformational and transactional leadership and organizational performance. The study suggests that public leaders need to continue to develop their leadership skills, particularly their transformational leadership ones, as well as build trust to improve performance within their organizations.
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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.
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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
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Does leader-affective presence influence communication of creative ideas within work teams?
Madrid, Hector P; Totterdell, Peter; Niven, Karen
2016-09-01
Affective presence is a novel, emotion-related personality trait, supported in experimental studies, concerning the extent to which a person makes his or her interaction partners feel the same way (Eisenkraft & Elfenbein, 2010). Applying this concept to an applied teamwork context, we proposed that team-leader-affective presence would influence team members' communication of creative ideas. Multilevel modeling analysis of data from a survey study conducted with teams from a consultancy firm confirmed that team-leader-affective presence interacted with team-member creative idea generation to predict inhibition of voicing their ideas. Specifically, withholding of ideas was less likely when team members generated creative ideas and their team leader had higher positive affective presence or lower negative affective presence. These findings contribute to emotion research by showing affective presence as a trait with interpersonal meaning, which can shape how cognition is translated into social behavior in applied performance contexts, such as teamwork in organizations. (PsycINFO Database Record (c) 2016 APA, all rights reserved).
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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.
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Model checking the HAVi leader election protocol
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
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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).
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Water Cluster Leaders Meeting Summary Report 2016
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...
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Learn to Lead: Mapping Workplace Learning of School Leaders
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…
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Transformational leadership practices of nurse leaders in professional nursing associations.
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.
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Beauvais, Brad; Richter, Jason; Brezinski, Paul
The 2014 Military Health System Review calls for healthcare system leaders to implement effective strategies used by other high-performing organizations. The authors state, " the [military health system] MHS can create an optimal healthcare environment that focuses on continuous quality improvement where every patient receives safe, high-quality care at all times" (Military Health System, 2014, p. 1). Although aspirational, the document does not specify how a highly reliable health system is developed or what systemic factors are necessary to sustain highly reliable performance. Our work seeks to address this gap and provide guidance to MHS leaders regarding how high-performing organizations develop exceptional levels of performance.The authors' expectation is that military medicine will draw on these lessons to enhance leadership, develop exceptional organizational cultures, onboard and engage employees, build customer loyalty, and improve quality of care. Leaders from other segments of the healthcare field likely will find this study valuable given the size of the military healthcare system (9.6 million beneficiaries), the United States' steady progression toward population-based health, and the increasing need for highly reliable systems and performance.
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Leader-Follower Approach to Gas-Electricity Expansion Planning Problem
DEFF Research Database (Denmark)
Khaligh, Vahid; Oloomi Buygi, Majid; Anvari-Moghaddam, Amjad
2018-01-01
investment in capacity addition to the generation and transmission levels while considers the limitations on fuel consumption. On the other hand gas operator decides about investment in gas pipelines expansions considering the demanded gas by the electricity network. In this planning model for a joint gas......The main purpose of this paper is to develop a method for sequential gas and electricity networks expansion planning problem. A leader-follower approach performs the expansion planning of the joint gas and electricity networks. Electric system operator under adequacy incentive decides about......-electricity network, supply and demand are matched together while adequacy of fuel for gas consuming units is also guaranteed. To illustrate the effectiveness of the proposed method Khorasan province of Iran is considered as a case study which has a high penetration level of gas-fired power plants (GFPP). Also...
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Female Leaders: Injurious or Inspiring Role Models for Women?
Hoyt, Crystal L.; Simon, Stefanie
2011-01-01
The impact of female role models on women's leadership aspirations and self-perceptions after a leadership task were assessed across two laboratory studies. These studies tested the prediction that upward social comparisons to high-level female leaders will have a relatively detrimental impact on women's self-perceptions and leadership aspirations…
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How District Leaders Use Knowledge Management to Influence Principals' Instructional Leadership
McGloughlin, Denise Marie
2016-01-01
The study of knowledge management, an integrated system of an organization's culture, conditions, and structure, as applied to educational institutions is limited. It was not known how district leaders use knowledge management to influence principals' instructional leadership performance. The purpose of this qualitative single-case study was to…
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Aspiring and Residing IT Leaders: A Legacy for the Future
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…
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Rendezvous with connectivity preservation for multi-robot systems with an unknown leader
Dong, Yi
2018-02-01
This paper studies the leader-following rendezvous problem with connectivity preservation for multi-agent systems composed of uncertain multi-robot systems subject to external disturbances and an unknown leader, both of which are generated by a so-called exosystem with parametric uncertainty. By combining internal model design, potential function technique and adaptive control, two distributed control strategies are proposed to maintain the connectivity of the communication network, to achieve the asymptotic tracking of all the followers to the output of the unknown leader system, as well as to reject unknown external disturbances. It is also worth to mention that the uncertain parameters in the multi-robot systems and exosystem are further allowed to belong to unknown and unbounded sets when applying the second fully distributed control law containing a dynamic gain inspired by high-gain adaptive control or self-tuning regulator.
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Leader-based and self-organized communication: modelling group-mass recruitment in ants.
Collignon, Bertrand; Deneubourg, Jean Louis; Detrain, Claire
2012-11-21
For collective decisions to be made, the information acquired by experienced individuals about resources' location has to be shared with naïve individuals through recruitment. Here, we investigate the properties of collective responses arising from a leader-based recruitment and a self-organized communication by chemical trails. We develop a generalized model based on biological data drawn from Tetramorium caespitum ant species of which collective foraging relies on the coupling of group leading and trail recruitment. We show that for leader-based recruitment, small groups of recruits have to be guided in a very efficient way to allow a collective exploitation of food while large group requires less attention from their leader. In the case of self-organized recruitment through a chemical trail, a critical value of trail amount has to be laid per forager in order to launch collective food exploitation. Thereafter, ants can maintain collective foraging by emitting signal intensity below this threshold. Finally, we demonstrate how the coupling of both recruitment mechanisms may benefit to collectively foraging species. These theoretical results are then compared with experimental data from recruitment by T. caespitum ant colonies performing group-mass recruitment towards a single food source. We evidence the key role of leaders as initiators and catalysts of recruitment before this leader-based process is overtaken by self-organised communication through trails. This model brings new insights as well as a theoretical background to empirical studies about cooperative foraging in group-living species. Copyright © 2012 Elsevier Ltd. All rights reserved.
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[Effect of school-based peer leader centered smoking prevention program].
Shin, Sung Rae; Oh, Pok Ja; Youn, Hye Kyung; Shin, Sun Hwa
2014-12-01
The purpose of this study was to develop and evaluate a school-based peer leader centered smoking prevention program. Non-equivalent control group with a pre/post-test design was used. Students (n=174) in two boys' junior high schools located in D city, Korea participated with 85 being selected for the experimental group and 89 for the control group. Five sessions were given to the experimental group and a 50 minute lecture to the control group. Knowledge, attitude, non-smoking intention, and non-smoking efficacy were measured for the both experimental and control group at two weeks before the program and one month after the program was completed. Data were analyzed using χ²-test, Fisher's exact test, independent t-test and paired t-test with the SPSS 21.0 program. The experimental group showed higher overall knowledge, negative attitude toward smoking, and higher non-smoking intention and efficacy. After receiving the school based peer leader centered smoking prevention program scores for attitude toward smoking and non-smoking efficacy increased in the experimental group were higher than in the control group. The school-based peer leader centered smoking prevention program needs longitudinal evaluation, but from this study, there is an indication that this program can be used with junior high school students and effectively change students' attitude toward smoking and promote non-smoking efficacy.
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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
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Authentic leaders creating healthy work environments for nursing practice.
Shirey, Maria R
2006-05-01
Implementation of authentic leadership can affect not only the nursing workforce and the profession but the healthcare delivery system and society as a whole. Creating a healthy work environment for nursing practice is crucial to maintain an adequate nursing workforce; the stressful nature of the profession often leads to burnout, disability, and high absenteeism and ultimately contributes to the escalating shortage of nurses. Leaders play a pivotal role in retention of nurses by shaping the healthcare practice environment to produce quality outcomes for staff nurses and patients. Few guidelines are available, however, for creating and sustaining the critical elements of a healthy work environment. In 2005, the American Association of Critical-Care Nurses released a landmark publication specifying 6 standards (skilled communication, true collaboration, effective decision making, appropriate staffing, meaningful recognition, and authentic leadership) necessary to establish and sustain healthy work environments in healthcare. Authentic leadership was described as the "glue" needed to hold together a healthy work environment. Now, the roles and relationships of authentic leaders in the healthy work environment are clarified as follows: An expanded definition of authentic leadership and its attributes (eg, genuineness, trustworthiness, reliability, compassion, and believability) is presented. Mechanisms by which authentic leaders can create healthy work environments for practice (eg, engaging employees in the work environment to promote positive behaviors) are described. A practical guide on how to become an authentic leader is advanced. A research agenda to advance the study of authentic leadership in nursing practice through collaboration between nursing and business is proposed.
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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
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Montanya, J.; Oscar, V. D. V.; Tapia, F. F.
2017-12-01
Since the discovery of the Terrestrial Gamma-ray Flashes more than 20 years ago, investigations on high energy emissions from natural lightning and high voltage laboratory sparks gained significant interest. X-ray emissions from lightning as well from high voltage laboratory sparks have in common the role played by negative leaders/streamers. On the other hand, negative leaders are well known to produce much more VHF and microwave radiation than positive leaders. Moreover, in previous works, microwave emissions from lightning leaders have been attributed to Bremsstrahlung process. The object of this work is to investigate if X-rays and RF microwave emissions share the same origin. We present simultaneous measurements of X-rays and microwaves in high voltage sparks and natural lightning. The instrumentation consists on a NaI(Tl) and LaBr3 scintillation detectors and two different receivers. One is fix tuned at 2.4 GHz with a bandwidth of 5.5 MHz. The second can be tuned at any frequency up to 18 GHz with different selectable bandwidths of 10 MHz, 40 MHz and 100 MHz. In the laboratory, results have shown that all the sparks presented microwave radiation before the breakdown of the gap, either X-rays were detected or not. In the cases where X-rays were identified, microwave emissions peaked at the same time (in the microsecond scale). We found that the power amplitudes of the microwave emissions are related to the applied voltage to the gap. In the same configuration, those cases where X-rays were detected microwave emissions presented higher power levels. The results suggest that in some part of the discharge electrons are very fast accelerated allowing, in some cases, to reach enought energy to produce X-rays. In the field, we have found similar results. On 13th of June of 2015 a bipolar cloud-to-ground flash struck 200 m close to the Eagle Nest instrumented tower (Spanish Pyrenees, 2536 m ASL). The flash presented four strokes and, in all of them, microwave
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Do Leadership Changes Improve Electoral Performance?
Helboe Pedersen, H.; Schumacher, G.; Cross, W.; Pilet, J.-B.
2015-01-01
Does changing the leader improve a party’s electoral performance? And does it matter who for electoral performance who selects the leader? We hypothesize that in parties with inclusive selectorates leadership change is beneficial because the competition for the leadership is more open, receives more
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The effect of a nurse team leader on communication and leadership in major trauma resuscitations.
Clements, Alana; Curtis, Kate; Horvat, Leanne; Shaban, Ramon Z
2015-01-01
Effective assessment and resuscitation of trauma patients requires an organised, multidisciplinary team. Literature evaluating leadership roles of nurses in trauma resuscitation and their effect on team performance is scarce. To assess the effect of allocating the most senior nurse as team leader of trauma patient assessment and resuscitation on communication, documentation and perceptions of leadership within an Australian emergency department. The study design was a pre-post-test survey of emergency nursing staff (working at resuscitation room level) perceptions of leadership, communication, and documentation before and after the implementation of a nurse leader role. Patient records were audited focussing on initial resuscitation assessment, treatment, and nursing clinical entry. Descriptive statistical analyses were performed. Communication trended towards improvement. All (100%) respondents post-test stated they had a good to excellent understanding of their role, compared to 93.2% pre-study. A decrease (58.1-12.5%) in 'intimidating personality' as a negative aspect of communication. Nursing leadership had a 6.7% increase in the proportion of those who reported nursing leadership to be good to excellent. Accuracy of clinical documentation improved (P = 0.025). Trauma nurse team leaders improve some aspects of communication and leadership. Development of trauma nurse leaders should be encouraged within trauma team training programmes. Crown Copyright © 2014. Published by Elsevier Ltd. All rights reserved.
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Modern American Agricultural Leaders: Four from Iowa.
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…
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World Biotechnology Leaders to Gather for Conference
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
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Inside-Outside: Finding Future Community College Leaders
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…
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District Leaders' Framing of Educator Evaluation Policy
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…
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Graves, Susan; Moore, Alexis
2018-01-01
Improving performance is a high stakes undertaking for schools who are operating within highly prescriptive testing and inspection regimes and a dynamic policy environment requiring Senior Leaders to be innovative and well-informed regarding best practice both nationally and internationally. In this context there can be a tendency to fall back on…
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Peer-assisted learning to train high-school students to perform basic life-support.
Choi, Hyung Soo; Lee, Dong Hoon; Kim, Chan Woong; Kim, Sung Eun; Oh, Je Hyeok
2015-01-01
The inclusion of cardiopulmonary resuscitation (CPR) in formal education has been a useful approach to providing basic life support (BLS) services. However, because not all students have been able to learn directly from certified instructors, we studied the educational efficacy of the use of peer-assisted learning (PAL) to train high-school students to perform BLS services. This study consisted of 187 high-school students: 68 participants served as a control group and received a 1-hour BLS training from a school nurse, and 119 were included in a PAL group and received a 1-hour CPR training from a PAL leader. Participants' BLS training was preceded by the completion of questionnaires regarding their background. Three months after the training, the participants were asked to respond to questionnaires about their willingness to perform CPR on bystander CPR and their retention of knowledge of BLS. We found no statistically significant difference between the control and PAL groups in their willingness to perform CPR on bystanders (control: 55.2%, PAL: 64.7%, P=0.202). The PAL group was not significantly different from the control group (control: 60.78±39.77, PAL: 61.76±17.80, P=0.848) in retention of knowledge about BLS services. In educating high school students about BLS, there was no significant difference between PAL and traditional education in increasing the willingness to provide CPR to bystanders or the ability to retain knowledge about BLS.
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Dependence of driving characteristics upon follower-leader combination
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.
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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...
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LEADER-programm toob Jõgevamaale miljoneid kroone / Ardi Kivimets
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
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The Benevolent Leader Revisited: Children's Images of Political Leaders in Three Democracies
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)
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Social identity framing: Leader communication for social change
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
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Cole, Michael S; Carter, Min Z; Zhang, Zhen
2013-11-01
We examine the effect of (in)congruence between leaders' and teams' power distance values on team effectiveness. We hypothesize that the (in)congruence between these values would differentially predict team effectiveness, with procedural justice climate serving as a mediator. Using multisource data and polynomial regression, we found that similarities (and differences) between leaders' and their teams' power distance values can have consequential effects on teams' justice climate and, ultimately, their effectiveness (viz., team performance and team organizational citizenship behavior). We conclude that to fully understand the implications of power distance, one should consider the multiple perspectives of both leaders and team members. (c) 2013 APA, all rights reserved.
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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...
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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...
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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
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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...
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First and foremost, physicians: the clinical versus leadership identities of physician leaders.
Quinn, Joann Farrell; Perelli, Sheri
2016-06-20
Purpose - Physicians are commonly promoted into administrative and managerial roles in US hospitals on the basis of clinical expertise and often lack the skills, training or inclination to lead. Several studies have sought to identify factors associated with effective physician leadership, yet we know little about how physician leaders themselves construe their roles. The paper aims to discuss these issues. Design/methodology/approach - Phenomenological interviews were performed with 25 physicians at three organizational levels with physicians affiliated or employed by four hospitals within one health care organization in the USA between August and September 2010. A rigorous comparative methodology of data collection and analysis was employed, including the construction of analytic codes for the data and its categorization based on emergent ideas and themes that are not preconceived and logically deduced hypotheses, which is characteristic of grounded theory. Findings - These interviews reveal differences in how part- vs full-time physician leaders understand and value leadership roles vs clinical roles, claim leadership status, and identify as physician leaders on individual, relational and organizational basis. Research limitations/implications - Although the physicians in the sample were affiliated with four community hospitals, all of them were part of a single not-for-profit health care system in one geographical locale. Practical implications - These findings may be of interest to hospital administrators and boards seeking deeper commitment and higher performance from physician leaders, as well as assist physicians in transitioning into a leadership role. Social implications - This work points to a broader and more fundamental need - a modified mindset about the nature and value of physician leadership. Originality/value - This study is unique in the exploration of the nature of physician leadership from the perspective of the physician on an individual, peer
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Lessons learned from training peer-leaders to conduct Body Project workshops.
Vanderkruik, Rachel; Strife, Samantha; Dimidjian, Sona
2017-01-01
The Body Project is a cognitive-dissonance intervention that is effective in improving body satisfaction for high school and college aged women. The Body Project can be implemented by trained peers, thus increasing its potential for broad and cost-effective dissemination. Little is known, however, about peer-leaders' perceptions of their training needs and preferences to deliver prevention programs. This qualitative study explored the perceptions of training strengths and areas of improvement among 14 Body Project peer-leaders at a college campus through a series of focus groups. Recommendations are made to inform training for the Body Project as well as peer-led prevention and treatment interventions more broadly.
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Topology Recognition and Leader Election in Colored Networks
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...
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Physician performance feedback in a Canadian academic center.
Garvin, Dennis; Worthington, James; McGuire, Shaun; Burgetz, Stephanie; Forster, Alan J; Patey, Andrea; Gerin-Lajoie, Caroline; Turnbull, Jeffrey; Roth, Virginia
2017-10-02
Purpose This paper aims at the implementation and early evaluation of a comprehensive, formative annual physician performance feedback process in a large academic health-care organization. Design/methodology/approach A mixed methods approach was used to introduce a formative feedback process to provide physicians with comprehensive feedback on performance and to support professional development. This initiative responded to organization-wide engagement surveys through which physicians identified effective performance feedback as a priority. In 2013, physicians primarily affiliated with the organization participated in a performance feedback process, and physician satisfaction and participant perceptions were explored through participant survey responses and physician leader focus groups. Training was required for physician leaders prior to conducting performance feedback discussions. Findings This process was completed by 98 per cent of eligible physicians, and 30 per cent completed an evaluation survey. While physicians endorsed the concept of a formative feedback process, process improvement opportunities were identified. Qualitative analysis revealed the following process improvement themes: simplify the tool, ensure leaders follow process, eliminate redundancies in data collection (through academic or licensing requirements) and provide objective quality metrics. Following physician leader training on performance feedback, 98 per cent of leaders who completed an evaluation questionnaire agreed or strongly agreed that the performance feedback process was useful and that training objectives were met. Originality/value This paper introduces a physician performance feedback model, leadership training approach and first-year implementation outcomes. The results of this study will be useful to health administrators and physician leaders interested in implementing physician performance feedback or improving physician engagement.
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Le Blanc, P.M.; González-Romá, V.
2012-01-01
Although the differential treatment of team members by their leader is at the heart of Leader–Member Exchange (LMX) theory, empirical studies exploring the role of within-team LMX differentiation in relation to team outcomes are still relatively scarce. This study among 269 Dutch secondary school
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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...
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Van Der Velde, O. A.; Montanya, J.; López, J. A.
2017-12-01
A Lightning Mapping Array (LMA) maps radio pulses emitted by lightning leaders, displaying lightning flash development in the cloud in three dimensions. Since the last 10 years about a dozen of these advanced systems have become operational in the United States and in Europe, often with the purpose of severe weather monitoring or lightning research. We introduce new methods for the analysis of complex three-dimensional lightning data produced by LMAs and illustrate them by cases of a mid-latitude severe weather producing thunderstorm and a tropical thunderstorm in Colombia. The method is based on the characteristics of bidrectional leader development as observed in LMA data (van der Velde and Montanyà, 2013, JGR-Atmospheres), where mapped positive leaders were found to propagate at characteristic speeds around 2 · 104 m s-1, while negative leaders typically propagate at speeds around 105 m s-1. Here, we determine leader speed for every 1.5 x 1.5 x 0.75 km grid box in 3 ms time steps, using two time intervals (e.g., 9 ms and 27 ms) and circles (4.5 km and 2.5 km wide) in which a robust Theil-Sen fitting of the slope is performed for fast and slow leaders. The two are then merged such that important speed characteristics are optimally maintained in negative and positive leaders, and labeled with positive or negative polarity according to the resulting velocity. The method also counts how often leaders from a lightning flash initiate or pass through each grid box. This "local flash rate" may be used in severe thunderstorm or NOx production studies and shall be more meaningful than LMA source density which is biased by the detection efficiency. Additionally, in each grid box the median x, y and z components of the leader propagation vectors of all flashes result in a 3D vector grid which can be compared to vectors in numerical models of leader propagation in response to cloud charge structure. Finally, the charge region altitudes, thickness and rates are summarized
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The power of a vision.... A leader's journey.
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.
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Nishii, Lisa H; Mayer, David M
2009-11-01
This research examines leader-member exchange (LMX) at the group level as a moderator of the relationships between demographic (i.e., race, age, gender) and tenure diversity and group turnover. Drawing primarily from LMX, social categorization, and expectation states theories, we hypothesized that through the pattern of LMX relationships that they develop with followers, group managers influence inclusion and status differentials within groups such that the positive relationship between diversity and group turnover will be weaker when the group mean on LMX is high or when group differentiation on LMX is low. Results from a sample of supermarket departments (N = 348) yielded general support for the study hypotheses. We also found evidence for a 3-way interaction involving demographic diversity, LMX mean, and LMX differentiation such that the interaction between demographic diversity and LMX differentiation was only significant when LMX mean was high. These findings highlight the important role that leaders play in influencing the relationship between diversity and turnover through the patterns of inclusion that they create in their units.
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The glass cliff: when and why women are selected as leaders in crisis contexts.
Bruckmüller, Susanne; Branscombe, Nyla R
2010-09-01
The glass cliff refers to women being more likely to rise to positions of organizational leadership in times of crisis than in times of success, and men being more likely to achieve those positions in prosperous times. We examine the role that (a) a gendered history of leadership and (b) stereotypes about gender and leadership play in creating the glass cliff. In Expt 1, participants who read about a company with a male history of leadership selected a male future leader for a successful organization, but chose a female future leader in times of crisis. This interaction--between company performance and gender of the preferred future leader--was eliminated for a counter-stereotypic history of female leadership. In Expt 2, stereotypically male attributes were most predictive of leader selection in a successful organization, while stereotypically female attributes were most predictive in times of crisis. Differences in the endorsement of these stereotypes, in particular with regard to the ascription of lower stereotypically female attributes to the male candidate mediated the glass cliff effect. Overall, results suggest that stereotypes about male leadership may be more important for the glass cliff effect than stereotypes about women and leadership.
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What Does Leaders' Character Add to Transformational Leadership?
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.
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Leader as visionary. Leadership education model.
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.
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Blitz, Mark H.
2011-01-01
Charter school research has examined the relationship between charter school mission and issues of school accountability. However, there is a lack of research focusing on how charter school leaders frame and solve problems regarding multiple accountability demands. Given this gap, I investigate the question: How do charter school leaders…
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School Libraries and Student Learning: A Guide for School Leaders
Morris, Rebecca J.
2015-01-01
Innovative, well-designed school library programs can be critical resources for helping students meet high standards of college and career readiness. In "School Libraries and Student Learning", Rebecca J. Morris shows how school leaders can make the most of their school libraries to support ambitious student learning. She offers…
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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...
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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...
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The Family Support Group (FSG) Leaders’ Handbook
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
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Powerful women leaders rise in Asia despite gender inequality.
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.
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Buoyed on All Sides: A Network of Support Guides Teacher Leaders in High-Needs Schools
Suescun, Marisa; Romer, Toby; MacDonald, Elisa
2012-01-01
The idea of teacher leadership holds an immense and intuitive appeal. Most educators agree that teacher leaders are essential to fostering a climate of authentic and robust leadership and learning across a school. Teacher leadership is peer leading at its most authentic, demanding, and empowering. While the value of teacher leadership may be…
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Meurling, Lisbet; Hedman, Leif; Felländer-Tsai, Li; Wallin, Carl-Johan
2013-06-01
A growing body of evidence shows that team training can develop essential team skills and contribute to better patient outcomes. Current simulation-based team training (SBTT) programmes most often include targets and feedback focused on the whole team and/or leader, ignoring the follower as a unique entity. By considering followers' individual experiences, and tailoring behavioural targets for training and feedback, SBTT could be improved. Our aim was to explore the individual experiences and behaviours of leaders and followers during the early phase of SBTT, and we hypothesised that leaders and followers would show different responses. Medical students (n=54) participated in half-day SBTT including three video-recorded scenarios. Self-efficacy was assessed pretraining and post-training. For each scenario (n=36), the individual teamwork behaviours, concentration, mental strain and the team's clinical performance were recorded. Data were analysed using a mixed model allowing for participants to be their own control in their roles as leader or follower. Self-efficacy improved. In the role of leader, participants communicated to a greater extent and experienced higher mental strain and concentration than they did in the role of follower. The increased self-efficacy enables a positive learning outcome after only three scenarios. Individual experiences and behaviours differed between the role of leader and that of follower. By shedding further light on leaders' and followers' individual experiences and behaviours, targets for training and feedback could be specified in order to improve SBTT.
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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.
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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
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Rourke, James; Bornstein, Stephen; Vardy, Cathy; Speed, David; White, Tyrone; Corbett, Paula
2017-11-01
Giving and receiving honest and helpful feedback for leadership development is a common challenge in all types of organizations but particularly in academic medicine. At Memorial University of Newfoundland, in 2014, a consensus emerged to develop a new method for evaluating the leadership performance of the discipline chairs, dean, and vice dean, and to provide these leaders with the evaluation results to help them improve their performance. The leaders responsible for developing and implementing this method (called the Memorial Method) decided to use a survey to obtain faculty members' perceptions about their leader's performance. Beginning in October 2014, a portion of several regular meetings of the discipline chairs with the dean and vice dean was used to develop the survey, by first discussing the broad dimensions of leadership performance, then discussing these dimensions in more detail and drafting specific questions. The resulting survey included 44 quantitative questions addressing eight leadership dimensions. In March-April 2015, the survey was administered electronically to full-time faculty members on a confidential basis. The results were compiled and reported to each discipline chair and to the dean and vice dean. In total, 144/249 faculty responded to the survey (response rate: 58%). For the various dimensions, individual chairs' mean scores ranged from 2.82 to 4.70, and overall mean scores ranged from 3.57 to 4.24. Psychometric properties of the survey suggested it was both reliable and valid. The survey will be repeated, this time with part-time as well as full-time faculty included.
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Voices of leadership: wisdom from women leaders in neuropsychology.
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.
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Implementation of multi-criteria decision making approach for the team leader selection in IT sector
Directory of Open Access Journals (Sweden)
Sandhya
2016-12-01
Full Text Available In the era of technology, the demand of the software development increases at a very high speed, as software has touched the human’s life in all aspects. The better quality software development acquiring minimum development time leads to the team work in which a group of people has been formed that work together in a team for the software development. One of the most signifi-cant issues in effective and efficient teamwork is the team leader selection because the team lead-er is the person in any team that is going to handle all types of managerial activities such as lead-ership, motivation to others, etc. The team leader selection process may be dependent on numer-ous conflicting selection indexes that make it a Multi-Criteria Decision Making (MCDM prob-lem. In the present research, an MCDM approach namely, Euclidean Distance Based Approxi-mation (EDBA which is based on the calculation of the composite distance value for each alter-native from a hypothetical optimal point is presented. The result of this study provides a compre-hensive ranking of team leaders that leads to the right selection of team leader in information technology (IT sector.
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DEFF Research Database (Denmark)
Beim, Anne; Vibæk, Kasper Sánchez
2014-01-01
Can prefabrication contribute to the development of high performance homes? To answer this question, this chapter defines high performance in more broadly inclusive terms, acknowledging the technical, architectural, social and economic conditions under which energy consumption and production occur....... Consideration of all these factors is a precondition for a truly integrated practice and as this chapter demonstrates, innovative project delivery methods founded on the manufacturing of prefabricated buildings contribute to the production of high performance homes that are cost effective to construct, energy...
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Satiani, Bhagwan; Sena, John; Ruberg, Robert; Ellison, E Christopher
2014-02-01
Talent management and leadership development is becoming a necessity for health care organizations. These leaders will be needed to manage the change in the delivery of health care and payment systems. Appointment of clinically skilled physicians as leaders without specific training in the areas described in our program could lead to failure. A comprehensive program such as the one described is also needed for succession planning and retaining high-potential individuals in an era of shortage of surgeons. Copyright © 2014 Society for Vascular Surgery. Published by Mosby, Inc. All rights reserved.
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Challenges confronting female surgical leaders: overcoming the barriers.
Kass, Rena B; Souba, Wiley W; Thorndyke, Luanne E
2006-05-15
The number of women reaching top ranks in academic surgery is remarkably low. The purpose of this study was to identify: 1) barriers to becoming a female surgical leader; 2) key attributes that enable advancement and success; and 3) current leadership challenges faced as senior leaders. Semi-structured interviews of ten female surgical leaders queried the following dimensions: attributes for success, lessons learned, mistakes, key career steps, the role of mentoring, gender advantages/disadvantages, and challenges. Perseverance (60%) and drive (50%) were identified as critical success factors, as were good communication skills, a passion for scholarship, a stable home life and a positive outlook. Eighty percent identified discrimination or gender prejudice as a major obstacle in their careers. While 90% percent had mentors, 50% acknowledged that they had not been effectively mentored. Career advice included: develop broad career goals (50%); select a conducive environment (30%); find a mentor (60%); take personal responsibility (40%); organize time and achieve balance (40%); network (30%); create a niche (30%); pursue research (30%); publish (50%); speak in public (30%); and enjoy the process (30%). Being in a minority, being highly visible and being collaborative were identified as advantages. Obtaining buy-in and achieving consensus was the greatest leadership challenge reported. Female academic surgeons face challenges to career advancement. While these barriers are real, they can be overcome by resolve, commitment, and developing strong communication skills. These elements should be taken into consideration in designing career development programs for junior female surgical faculty.
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LEADER-tegevusest / Ene Sarapuu
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
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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...
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Ribosome reinitiation at leader peptides increases translation of bacterial proteins.
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.
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Guidelines for Becoming a Teacher Leader in Rural Special Education
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…
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Wang, Karen H; Ray, Natasha J; Berg, David N; Greene, Ann T; Lucas, Georgina; Harris, Kenn; Carroll-Scott, Amy; Tinney, Barbara; Rosenthal, Marjorie S
2017-09-01
Sustaining collaborations between community-based organization leaders and academic researchers in community-engaged research (CEnR) in the service of decreasing health inequities necessitates understanding the collaborations from an inter-organizational perspective. We assessed the perspectives of community leaders and university-based researchers conducting community-engaged research in a medium-sized city with a history of community-university tension. Our research team, included experts in CEnR and organizational theory, used qualitative methods and purposeful, snowball sampling to recruit local participants and performed key informant interviews from July 2011-May 2012. A community-based researcher interviewed 11 community leaders, a university-based researcher interviewed 12 university-based researchers. We interviewed participants until we reached thematic saturation and performed analyses using the constant comparative method. Unifying themes characterizing community leaders and university-based researchers' relationships on the inter-organizational level include: 1) Both groups described that community-engaged university-based researchers are exceptions to typical university culture; 2) Both groups described that the interpersonal skills university-based researchers need for CEnR require a change in organizational culture and training; 3) Both groups described skepticism about the sustainability of a meaningful institutional commitment to community-engaged research 4) Both groups described the historical impact on research relationships of race, power, and privilege, but only community leaders described its persistent role and relevance in research relationships. Challenges to community-academic research partnerships include researcher interpersonal skills and different perceptions of the importance of organizational history. Solutions to improve research partnerships may include transforming university culture and community-university discussions on race
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Becoming a trustworthy leader psychology and practice
Mishra, Aneil K
2013-01-01
It''s time to discover a new way for individuals to lead organizations and societies. Trust in a variety of institutions, including governmental and business, is at an all-time low. In order to strengthen society from its foundations, we need to rebuild trust. Research shows that leaders are critical to building trust in organizations, and that trust in leadership is significantly related to a number of attitudes, behaviors and performance outcomes. This new book, with its emphasis on the critical role of leadership in trust-building as well as the novel perspective on the trust circle of lea
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Raley, Jessica; Meenakshi, Rani; Dent, Daniel; Willis, Ross; Lawson, Karla; Duzinski, Sarah
Fatal errors due to miscommunication among members of trauma teams are 2 to 4 times more likely to occur than in other medical teams, yet most trauma team members do not receive communication effectiveness training. A needs assessment was conducted to examine trauma team members' miscommunication experiences and research scientists' evaluations of live trauma activations. The purpose of this study is to demonstrate that communication training is necessary and highlight specific team communication competencies that trauma teams should learn to improve communication during activations. Data were collected in 2 phases. Phase 1 required participants to complete a series of surveys. Phase 2 included live observations and assessments of pediatric trauma activations using the assessment of pediatric resuscitation team assessments (APRC-TA) and assessment of pediatric resuscitation leader assessments (APRC-LA). Data were collected at a southwestern pediatric hospital. Trauma team members and leaders completed surveys at a meeting and were observed while conducting activations in the trauma bay. Trained research scientists and clinical staff used the APRC-TA and APRC-LA to measure trauma teams' medical performance and communication effectiveness. The sample included 29 healthcare providers who regularly participate in trauma activations. Additionally, 12 live trauma activations were assessed monday to friday from 8am to 5pm. Team members indicated that communication training should focus on offering assistance, delegating duties, accepting feedback, and controlling emotional expressions. Communication scores were not significantly different from medical performance scores. None of the teams were coded as effective medical performance and ineffective team communication and only 1 team was labeled as ineffective leader communication and effective medical performance. Communication training may be necessary for trauma teams and offer a deeper understanding of the communication
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Halevy, Nir; Berson, Yair; Galinsky, Adam D
2011-07-01
Theories of visionary leadership propose that groups bestow leadership on exceptional group members. In contrast, social identity perspectives claim that leadership arises, in part, from a person's ability to be seen as representative of the group. Integrating these perspectives, the authors propose that effective leaders often share group members' perspectives concerning the present, yet offer a unique and compelling vision for the group's future. In addition, although intergroup contexts may increase the value of representativeness, the authors predict that vision dominates representativeness in single-group situations characterized by high levels of collective stress (e.g., a natural disaster). Five studies demonstrated that visionary leaders (those who offer novel solutions to their group's predicament) attract more followers, promote group identification and intrinsic motivation, mobilize collective action, and effectively regulate group members' emotions and reactions to crises compared to representative leaders. The authors discuss when, why, and how vision triumphs over representativeness in leader emergence and effectiveness. © 2011 by the Society for Personality and Social Psychology, Inc
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Dwyer, J. R.
2016-12-01
Lightning leader models of terrestrial gamma-ray flashes (TGFs) are based on the observations that leaders emit bursts of hard x-rays. These x-rays are thought to be generated by runaway electrons created in the high-field regions associated with the leader tips and/or streamers heads. Inside a thunderstorm, it has been proposed that these runaway electrons may experience additional relativistic runaway electron avalanche (RREA) multiplication, increasing the number and the average energy of the electrons, and possibly resulting in a TGF. When modeling TGFs it is important to include the discharge currents resulting from the ionization produced by the runaway electrons, since these currents may alter the electric fields and affect the TGF. In addition, relativistic feedback effects, caused by backward propagating positrons and backscattered x-rays, need to be included, since relativistic feedback limits the size of the electric field and the amount of a RREA multiplication that may occur. In this presentation, a lightning leader model of terrestrial gamma-ray flashes that includes the effects of the discharge currents and relativistic feedback will be described and compared with observations.
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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.
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High-Performance Government: Structure, Leadership, Incentives
2005-01-01
serves on several corporate boards. Richard Ravitch Richard Ravitch is the Co-Chair of the bipartisan Millennial Housing Commission, a congressionally...business schools, and a few venturesome public policy schools. Yet if leaders, like entrepreneurs (not to mention scholars), are partly born, they are
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The leader's challenge: meetings, spiritual energy, and sneaker ratio.
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.
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The Psychiatrist as Leader-Teacher: Promoting Learning Beyond Residency.
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.
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Athletic Training Clinical Instructors as Situational Leaders.
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.
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Developing Senior Leaders for the Reserve Components
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