Relevant bibliographies by topics / Being envied by leaders

Academic literature on the topic 'Being envied by leaders'

Author: Grafiati
Published: 10 December 2022
Last updated: 28 January 2023

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Journal articles on the topic "Being envied by leaders"

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Romani, Simona, Silvia Grappi, and Richard P. Bagozzi. "The bittersweet experience of being envied in a consumption context." European Journal of Marketing 50, no. 7/8 (July 11, 2016): 1239–62. http://dx.doi.org/10.1108/ejm-03-2015-0133.

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Purpose Very limited research exists examining envy from the viewpoint of an envied consumer, rather than an envier. This paper aims to address this gap by examining whether and how the experience of being envied actually affects consumers. Design/methodology/approach This paper presents three experiments. Study 1 investigates the ambivalent experience of being envied. Study 2 examines the effect of being envied in consumption contexts on consumer satisfaction, analyzing the combined ambivalent effects of positive and negative feelings. It also investigates the moderating role played by consumer coping responses to enviers (mitigation vs exacerbation). Finally, Study 3 applies the hypothesized model in a specific context (i.e. a material possession context), focusing on adult consumers. Findings Results show that negative (e.g. guilt and anxiety) and positive (e.g. sense of well-being and prestige) feelings for being envied depend on the type of relationship between the envier and the envied, and the type of desired object, and consumer satisfaction is driven by the combined ambivalent effects of positive and negative feelings, where coping responses by envied consumers moderate the effects of such feelings on satisfaction. Originality/value This paper makes three main contributions: it extends prior research by highlighting the role of personal relationship factors and the type of object of desire in the experience of being envied; demonstrates that both positive and negative feelings of being envied affect consumer satisfaction; and shows conditions regulating the influence of positive and negative feelings on satisfaction, demonstrating that mitigation strategies decrease the effects of negative feelings on satisfaction, whereas exacerbation strategies failed to regulate the effects of positive feelings.
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HARP, GILLIS J. "The Young Phillips Brooks: A Reassessment." Journal of Ecclesiastical History 49, no. 4 (October 1998): 652–67. http://dx.doi.org/10.1017/s0022046998006253.

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Phillips Brooks was undeniably one of the most popular preachers of Gilded Age America. Sydney Ahlstrom described Brooks and the liberal Congregationalist Henry Ward Beecher as ‘in a class by themselves, envied and emulated the country over’. Unlike Beecher, however, the rector of Trinity Church, Boston, subsequently Episcopal bishop of Massachusetts, has attracted remarkably little scholarly attention. His few biographers have rarely attempted to place his thought or career in their social or intellectual contexts. With one recent notable exception, little of scholarly value has been written about Brooks. The older biographies have tended to portray him as initially rooted in the evangelical tradition, even though he subsequently became a leader of the emergent Broad Church party. Alexander V. G. Allen concludes, for example, that by the close of his seminary training, Brooks ‘freely accepted the leading truths which are known as Evangelical’. E. Clowes Chorley asserts simply that ‘Brooks never drifted from the heart of Evangelical religion’. Allen and others stress the evangelical origins of Brooks's thought in order to argue for the continuity between the evangelical and liberal streams within American Anglicanism. This portrayal of Brooks as a churchman who somehow retained the essence of an early evangelicalism while later embracing his Church's liberal future has served what Allen Guelzo has aptly called the ‘myth of synthesis’ in Episcopal historiography. Such an interpretation does not view Evangelicals as being forced out of the Church in the 1870s but posits a benign creative synthesis that enabled the Church to transcend the aberrant party battles of the mid century.
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Xu, Gaoshuang, Yi Shen, Shunhong Ji, and Qiuhang Xing. "Knowledge sharing of employees who are envied by their workmates: A resource perspective." Social Behavior and Personality: an international journal 49, no. 12 (December 1, 2021): 1–11. http://dx.doi.org/10.2224/sbp.10859.

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Drawing on conservation of resources theory, we examined the effect of workplace envy on the work behaviors and experiences of employees who are envied by others. From the resource perspective, we proposed that ego depletion would mediate the relationship between being envied and knowledge sharing, and that the envied employees' competitive orientation would moderate this mediation. We empirically tested the model with 280 employee–supervisor dyads in China in a two-wave survey. Results show that being envied was negatively related to employees' knowledge sharing, and that the envied employees' ego depletion significantly mediated this negative relationship. Further, envied employees' competitive orientation moderated the indirect mediating effect, such that the negative influence of ego depletion on knowledge sharing was enhanced for those envied employees whose orientation was highly competitive. Our results show the critical role of resource supply and demand on social influence.
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Lee, KiYoung, Michelle K. Duffy, Kristin L. Scott, and Michaéla C. Schippers. "The experience of being envied at work: How being envied shapes employee feelings and motivation." Personnel Psychology 71, no. 2 (October 2, 2017): 181–200. http://dx.doi.org/10.1111/peps.12251.

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Dege, LIU, HUANG Xiaozhi, CHEN Wenjing, and LI Wendong. "Being envied: An ambivalent affective experience." Advances in Psychological Science 26, no. 1 (2018): 118. http://dx.doi.org/10.3724/sp.j.1042.2018.00118.

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Puranik, Harshad Girish, Kathleen Keeler, and Haoying Xu. "Being envied is not enviable! A study of the daily experience of being envied in the workplace." Academy of Management Proceedings 2021, no. 1 (August 2021): 10901. http://dx.doi.org/10.5465/ambpp.2021.10901abstract.

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Su, Chang, and Wai Hung Thomas Ng. "Does Being Envied and Ostracized Make Employees Unethical?" Academy of Management Proceedings 2019, no. 1 (August 1, 2019): 10832. http://dx.doi.org/10.5465/ambpp.2019.10832abstract.

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Tora, Luisa. "Behind the 'mad cookie'." Pacific Journalism Review : Te Koakoa 6, no. 1 (January 1, 2000): 166–69. http://dx.doi.org/10.24135/pjr.v6i1.686.

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'I really envied the papa'a.' I thought, "God, they can go out and get the story done and not have to be worried about being related to the story, and having to eat with the story, and go home with the story."
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Feng, Wenting, Irina Y. Yu, Morgan X. Yang, and Mengjie Yi. "How being envied shapes tourists’ relationships with luxury brands: A dual-mediation model." Tourism Management 86 (October 2021): 104344. http://dx.doi.org/10.1016/j.tourman.2021.104344.

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Billow, Richard M. "Anarchy." Group Analysis 43, no. 1 (February 19, 2010): 65–80. http://dx.doi.org/10.1177/0533316409356464.

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Therapists face situations in which individuals, subgroups, or groups cannot or will not tolerate and rebel against truth seeking. Anarchy, a virulent form of rebellion, utilizes excessive and violent projective identification to engulf participants in treatment—destructive enactments. Anarchic members and/or group processes aggressively disturb mental and emotional links within and among individuals through which truth is negotiated and substantiated by experience. Empathy, thinking, language—and the social boundaries of time and space—may be applied deceitfully to undermine truth seeking. The goal is to destroy the particular group, and also, the very idea of group, which is envied and hated. In four case examples, members (including the leaders) lost their confidence and faith in groups to the extent to which they were not protected from anarchy.
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Dissertations / Theses on the topic "Being envied by leaders"

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Romberger, Michael D. "Pastoral being a biblical study on leaders and followers /." Theological Research Exchange Network (TREN), 1999. http://www.tren.com.

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Balzer, Douglas A. "The Effect of Deliverance on the Well-Being of Christian Leaders." Thesis, Nyack College, Alliance Theological Seminary, 2019. http://pqdtopen.proquest.com/#viewpdf?dispub=13425328.

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The author presents the lack of deliverance ministry in the Evangelical church world as being incongruent with biblical, theological and historical underpinnings and, as such, forms a significant hindrance to its effective mission. To demonstrate the efficacy of deliverance, the author surveyed 46 Christian leaders on 98 possible effects of their personal deliverance experience. The author concluded that deliverance renders significant and broad positive effects in the individual leader and makes numerous recommendations pertaining to the inclusion of deliverance in ongoing church ministry, discipleship strategies and global mission.

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Meyer, Nanette R. "A phenomenological exploration of followers' well-being as influenced by their authentic leaders." Thesis, Capella University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10164298.

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This transcendental phenomenological study sought to understand how the followers of authentic leaders in a multi-national healthcare organization experienced well-being. Twenty followers of 5 authentic leaders participated in the research and shared their lived experiences. Followers reported they experienced workplace well-being by maintaining work-life balance, feeling fulfilled/doing meaningful work, and feeling appreciated/recognized for their contributions. Workplace well-being was experienced as a result of their perceptions of feeling trusted and cared about as a whole being and not just an employee by their leaders. Followers also reported that the organizational culture provided support for leaders to demonstrate behaviors of authentic leadership, caring, trust, appreciation, respect, valuing others, openness, honesty, and transparency, which led them to feel an attachment to their leaders and organizations. Followers were motivated to exhibit organizational citizenship behaviors by providing extra or discretionary effort beyond their expected role requirements. These findings indicate that authentic leaders can provide value by cultivating well-being in the workplace. Findings also suggest recommendations for establishing organizational best practices.

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Channing, Jill. "Threats to Masculinities: On Being a Woman Leader." Digital Commons @ East Tennessee State University, 2018. https://dc.etsu.edu/etsu-works/4881.

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Balcomb, Kalin. "Being Scrappy: Charter School Leaders and the Transition to the Principalship at Title I Schools." Digital Commons at Loyola Marymount University and Loyola Law School, 2020. https://digitalcommons.lmu.edu/etd/945.

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While the experiences and challenges of principals at Title I schools has been studied, this research builds on those studies with the added dimension of exploring the perspectives of charter school principals who are new to the role and are working in the landscape of Title I schools in Los Angeles. This dissertation examines the history of charter schools and provides a contextual overview of charter schools and charter school accountability measures in the United States and in Los Angeles, with the added political context of the charter school landscape in Los Angeles after the historic Los Angeles teacher union strikes in 2019. The dissertation utilizes qualitative research to explore the experiences of six new charter school principals at Title I schools through semi-structured interviews, a focus group, and reflective field notes. The experiences of the new charter school principals are analyzed through transition theory and the three phases of transition (Bridges & Bridges, 2016) and transformative leadership practices (Leithwood & Jantzi, 2000). Findings explore the experiences of leaders who take on the mantle of principalship at Title I charter schools in Los Angeles, and how being new brings a unique dimension to those experiences. Findings also indicate that charter school principals value collaborative leadership and often use transformative leadership practices throughout their transition to the principalship during the first few years. The findings highlight the need for structured mentorship, coaching opportunities, and support xiii for new charter school principals and brings credence to the myriad of responsibilities and challenges inherently unique to leading Title I charter schools in Los Angeles.
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Spark, Andrew M. "Why extraverts become leaders more often than introverts and the implications for psychological well-being." Thesis, Queensland University of Technology, 2020. https://eprints.qut.edu.au/135558/1/Andrew_Spark_Thesis.pdf.

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Extraverts become leaders more often than introverts, however it is not clear why this occurs or what the psychological consequences are for introverts occupying leadership roles. This thesis shows that extraverts have fewer negative thoughts about future leadership situations, behave in such a way as to positively influence what others think of their leadership potential, and enjoy an associated benefit in acute emotional well-being because of these behaviours. Reassuringly, however, introverts can enjoy these same benefits when they enact extraverted behaviours and do not experience any long-term psychological costs as a direct result of being promoted into a leadership role.
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Reinisch, Peter, and Sven-Christian Weber. "The Arts: An Experience : What Leaders Can Learn From Artistic Catharsis." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-26320.

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Creativity and innovation are attributes that are important in business and leadership today, perhaps more than ever. The recent economic crisis has shown that relying on pre-established business patterns is not enough anymore. Art has always been visionary and creativity is one of its major characteristics.   This thesis looks into the possible impact the arts can have on leadership. We ask ourselves what it is that we can learn from the arts, what they can teach us that is relevant for leaders and leadership. We have used the grounded theory and the methods suggested by Corbin and Strauss. We have conducted conversations with 12 leaders coming from different occupations who share at least one characteristic; they are all engaged in the arts. Through their experience, and through secondary data we used from studies concerning the impact the arts have on communities, we have constructed a theory. This shows that through their interaction with art, people are affected in their well-being, their personal development and their cognition. This phenomenon we have identified as the leader's catharsis.   We conclude our work by showing a map to show where in leadership research our substantive theory is useful. Further we also discuss how our findings can contribute to future leadership research. Our thesis might contribute to the discussions of aesthetics and leadership, the influence art has on the well-being of followers and how leaders can effectively form frames. Further, we suggest that the arts can be seen as a school for leadership development.
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Melancon, Roddy R. "Stress and the Psychological Well-Being of Organizational Leaders| A Qualitative Inquiry Into the Coping Strategies Used by School Administrators." Thesis, University of Louisiana at Lafayette, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3687698.

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The purpose of this qualitative study was to explore the perceptions and opinions of school administrators surrounding workplace stress, its causes, and coping strategies selected to combat stress. This study was designed to elicit responses pertaining to why and how individual administrators experienced and coped with stress factors in the work setting. The study's major findings included: (a) Administrators reported that experiences and or issues pertaining to time management cause the most work related stress, (b) School administrators reported emotional strategies as the most utilized technique to combat stress, and (c) The demographic factor with the most influence on stress and the type of coping strategy utilized is years of experience. The major findings produced implications for current administrative practices as well as future research. Current trends related to stress implies a need for additional professional development, and education on how to cope with stress in a healthy manner for administrators to maintain longevity in the school administrator role.

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Jia, Yonglin. "Shed Light on Leadership with Metaphor : How Chinese Leaders Integrate Themselves to Lead Better and even Lead beyond Domains." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-43625.

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Leadership has been studied from many angles. But in my study, I study leadership with metaphors, hoping to provide some new insights. With metaphors, I want to seek an answer what can leaders do to integrate themselves to lead better. In this time, leadership is no longer constrained within one domain. With rapid changes and merging among companies and industries, people expect leadership in a broader range of contexts and domains. I also want to find what leaders can do to manage their influence well, to get it across domains. I look into various fields including psychology, culture, leadership and others to gain knowledge. With the help of metaphor, I break the questions into answerable parts and start my research. As for methodology, I adopt systems approach. I conduct eight interviews with leaders from diversified backgrounds regarding age, gender, industry, position and family status. But one thing in common is that they are all highly engaged in multi-cultural or multi-domain interaction. By studying their experience, learning their past and their approach, I come up with eight patterns of influence from the interviews, showing their uniqueness in style and approach to integrate themselves and to convey influence beyond domains. In theoretical study, I further compare the patterns to locate the common parts and reveal the different parts. Then I introduce a concise frame and analyze further. Finally, by combining books, articles and analysis, I provide the advice on what leader can do to expand their influence. Finally, I suggest a few points for leaders to integrate themselves to be better leaders and seek their styles. Then, using their styles or patterns, develop and deliver their influence beyond domains.
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Barkouli, Al. "Organizational Leaders’ Experience with Fear-Related Emotions: A Critical Incident Study." Antioch University / OhioLINK, 2015. http://rave.ohiolink.edu/etdc/view?acc_num=antioch1432137751.

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Books on the topic "Being envied by leaders"

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1937-, Davies Graeme, ed. Herding cats: Being advice to aspiring leaders and research leaders. Axminster, Devon, United Kingdom: Triarchy Press, 2010.

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On being presidential: A guide for college and university leaders. San Francisco: Jossey-Bass, 2012.

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George, being George: George Plimpton's life as told, admired, deplored, and envied by 200 friends, relatives, lovers, acquaintances, rivals-- and a few unappreciative observers. 2nd ed. New York: Random House Trade Paperbacks, 2009.

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W, Aldrich Nelson, ed. George, being George: George Plimpton's life as told, admired, deplored, and envied by 200 friends, relatives, lovers, acquaintances, rivals, and a few unappreciative observers. New York: Random House, 2008.

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Leading imperfectly: The value of being authentic for leaders, professionals, and human beings. Lake Placid, NY: Aviva Publishing, 2015.

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Too many bosses, too few leaders: The art of being a true leader. New York: Free Press, 2011.

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Relational intelligence: How leaders can expand their influence through a new way of being smart. San Francisco: Jossey-Bass, 2009.

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Motherhood: Being grounded in Christ : 10 studies for individuals or groups : with notes for leaders. Downers Grove, IL: IVP Connect, 2013.

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1849-1931, Fleming David Hay, and Christie James 1835-1913, eds. The Scottish Reformation: Its epochs, episodes, leaders, and distinctive characteristics (being the Baird lecture for 1899). Edinburgh: W. Blackwood, 1990.

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Anchoring your well being: A guide for congregational leaders : how to enable your church to become a whole-person Christian wellness center. Nashville, Tenn: Upper Room Books, 1997.

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Book chapters on the topic "Being envied by leaders"

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Segall, Avner. "On Being Critical." In Leaders in Social Education, 179–92. Rotterdam: SensePublishers, 2014. http://dx.doi.org/10.1007/978-94-6209-665-3_15.

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Lorente, Laura, and Marisa Salanova. "Transformative Leaders." In Encyclopedia of Quality of Life and Well-Being Research, 6716–19. Dordrecht: Springer Netherlands, 2014. http://dx.doi.org/10.1007/978-94-007-0753-5_3046.

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Chapman, Aajah. "Being “White”." In Students, Teachers, and Leaders Addressing Bullying in Schools, 63–64. Rotterdam: SensePublishers, 2015. http://dx.doi.org/10.1007/978-94-6300-148-9_11.

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Marques, Joan. "How Wakeful Leaders Create Flourishing Workplaces." In The Palgrave Handbook of Workplace Well-Being, 1139–61. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-30025-8_10.

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Marques, Joan. "How Wakeful Leaders Create Flourishing Workplaces." In The Palgrave Handbook of Workplace Well-Being, 1–24. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-02470-3_10-1.

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Marques, Joan. "How Wakeful Leaders Create Flourishing Workplaces." In The Palgrave Handbook of Workplace Well-Being, 1139–61. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-30025-8_10.

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Boddy, Clive R., Ellis Malovany, Aylin Kunter, and Gregory Gull. "Employee Well-Being Under Corporate Psychopath Leaders." In The Palgrave Handbook of Workplace Well-Being, 843–69. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-30025-8_74.

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Boddy, Clive R., Ellis Malovany, Aylin Kunter, and Gregory Gull. "Employee Well-Being Under Corporate Psychopath Leaders." In The Palgrave Handbook of Workplace Well-Being, 1–28. Cham: Springer International Publishing, 2020. http://dx.doi.org/10.1007/978-3-030-02470-3_74-1.

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Boddy, Clive R., Ellis Malovany, Aylin Kunter, and Gregory Gull. "Employee Well-Being Under Corporate Psychopath Leaders." In The Palgrave Handbook of Workplace Well-Being, 843–69. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-30025-8_74.

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Elsesser, Kim M. "Gender Bias Against Female Leaders: A Review." In Handbook on Well-Being of Working Women, 161–73. Dordrecht: Springer Netherlands, 2016. http://dx.doi.org/10.1007/978-94-017-9897-6_10.

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Conference papers on the topic "Being envied by leaders"

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Huang, Qing, Xiangnan Tao, and Chunyan Jiang. "The Impact of Being Envied on Work Engagement:A Test of the Transactional Model of Stress and Coping." In Proceedings of the 2018 2nd International Conference on Education Innovation and Social Science (ICEISS 2018). Paris, France: Atlantis Press, 2018. http://dx.doi.org/10.2991/iceiss-18.2018.101.

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Rahmadani, Vivi Gusrini, and Wilmar B. Schaufeli. "Engaging Leaders Foster Employees’ Well-Being at Work." In International Conference on Public Health 2019. The International Institute of Knowledge Management, 2020. http://dx.doi.org/10.17501/23246735.2019.5201.

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Zbihlejová, Lucia, and Zuzana Birknerová. "Social Well-Being of Trading Leaders – Dimension Assessment." In Fifth International Scientific Conference ITEMA Recent Advances in Information Technology, Tourism, Economics, Management and Agriculture. Association of Economists and Managers of the Balkans, Belgrade, Serbia, 2021. http://dx.doi.org/10.31410/itema.2021.133.

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Currently in the field of management and psychology, when the economic growth changes rapidly, work in trade is becoming more and more challenging and places demands on trading leaders to synergistically com­bine the theoretical and practical knowledge and experience in the afore­mentioned field. The feeling of personal well-being comprises life satisfaction, positive emotions and happiness. It is closely associated with the fact that an individual feels healthy, educated, with high self-esteem and work ethic. Therefore, the paper aims to assess the necessity of social well-being in the work of trading leaders. The main research objective is to determine the exist­ence of statistically significant differences in the assessment of the dimensions of social well-being between customers and trading leaders. The focus is on the following dimensions of social well-being by Keyes and Lopez (2002): So­cial integration, Social acceptance, Social contribution, Social actualization, and Social coherence. Based on statistical analyses in the statistical software SPSS22, statistically significant differences in assessing the dimensions of so­cial well-being in trade between customers and trading leaders were identi­fied. It can be concluded that trading leaders perceive social well-being more intensely and are more aware of its necessity than customers, which may rep­resent a possible suggestion for deeper research into this current topic.
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Richardson, Jayson. "Well-Being of Preservice School Leaders: A Call to Action." In 2020 AERA Annual Meeting. Washington DC: AERA, 2020. http://dx.doi.org/10.3102/1568519.

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Polyakova, O. B. "Features Of Subjective Well-Being Of Leaders With Professional Deformations (Burnout)." In RPTSS 2018 - International Conference on Research Paradigms Transformation in Social Sciences. Cognitive-Crcs, 2018. http://dx.doi.org/10.15405/epsbs.2018.12.117.

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Lata, Rajani. "The Development of Leaders: Being, Knowing, and Doing – Leading Through Self Mastery." In The IAFOR International Conference on Education – Hawaii 2022. The International Academic Forum(IAFOR), 2022. http://dx.doi.org/10.22492/issn.2189-1036.2022.14.

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Starshinova, Alevtina. "ROLE OF SOCIAL WORK EDUCATION IN THE DEVELOPMENT OF LEADERS OF SOCIAL WELL-BEING." In 5th SGEM International Multidisciplinary Scientific Conferences on SOCIAL SCIENCES and ARTS SGEM2018. STEF92 Technology, 2018. http://dx.doi.org/10.5593/sgemsocialf2018/1.6/s01.018.

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Tripses, Jenny S., Ilze Ivanova, Jūratė Valuckienė, Milda Damkuvienė, and Karmen Trasberg. "Baltic Social Justice School Leaders." In 79th International Scientific Conference of University of Latvia. University of Latvia, 2021. http://dx.doi.org/10.22364/htqe.2021.33.

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Social justice school leadership as a concept, while familiar in the United Kingdom, Australia, New Zealand, Canada, and the United States school leadership literature, is not widely recognized in other parts of the world. Social justice school leadership appropriately differs from one culture to another and is always context-specific to a particular school setting, great organization structure or country. However, social justice is a necessary and fundamental assumption for all educators committed to combating ignorance and the promotion of student global citizenship as a central theme of school practices. The purpose of this study was to provide understandings of ways that selected social justice school leaders from three countries; Lithuania, Latvia, and Estonia conceive of and practice social justice in leading their schools. The manuscript describes how six Baltic directors, identified by local educators on the basis of research conducted by the International School Leaders Development Network (ISLDN) as social justice school leaders, responded to interview questions related to their practice. Four directors were Latvian and one each from Lithuania and Estonia. Limitations to the study include basing conclusions upon a single (or in one case, several) interview(s) per subject and limitations on generalizability of qualitative exploratory case study. By definition, every case study is unique, limiting generalizability. Interviews were thematically analyzed using the following definition: A social justice school leader is one who sees injustice in ways that others do not, and has the moral purpose, skills, and necessary relationships to combat injustice for the benefit of all students. Findings reveal strong application of values to identify problems based on well-being of all students and their families and to work collaboratively with other educators to find solution processes to complex issues related to social justice inequities. As social justice pioneers in their countries, these principals personify social justice school leadership in countries where the term social justice is not part of scholarly discourse.
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Serafini, Amy. "Bibliotherapy: Is It Effective in Increasing Psychological Flexibility and Well-Being in Aspiring School Leaders." In 2022 AERA Annual Meeting. Washington DC: AERA, 2022. http://dx.doi.org/10.3102/1895071.

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Curpanaru, Gabriela-Livia. "Quality Management and Leadership in Education." In ATEE 2020 - Winter Conference. Teacher Education for Promoting Well-Being in School. LUMEN Publishing, 2021. http://dx.doi.org/10.18662/lumproc/atee2020/11.

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Increasingly, the notion of manager is confronted with that of leader. The literature written on this subject is considerable (John P. Kotter and Abraham Zaleznik being only two of the sound names that can be mentioned in this endeavor). Zaleznik proposed that managers were results driven and leaders were creative artists. Kotter proposed that leaders navigated change and managers navigated complexity. John P. Kotter says that today's managers need to know how to lead, be managers and leaders. The differences are: 1. Management is more formal and scientific than leadership. Management is an explicit set of tools and techniques, based on reason and testing, that can be used in a variety of situations; 2. Leadership involves having a vision of where the organization should go; 3. Leadership demands cooperation, teamwork. Researcher Warren Bennis said, “Managers are people who do things right, and leaders are people who do right things.” Organizations need both. So what does leader mean, what does manager mean? Why are these concepts being put so often face to face? A management specialist, P. Drucker (1954) draws a first distinction: management means doing the right thing, and leadership means doing the right thing. Such an opinion is continued by S. R. Covey (1990): "management is efficient in ascending on the scale of success, and management determines whether the ladder is placed on the right wall". In other words, the manager manages, organizes, the leader has a vision. Such a direction of analysis is illustratively supported by the metaphor of the road through the jungle: in organizing and conducting this expedition - often similar to the activity of organizations to achieve the proposed objectives - the manager prepares the tools, distributes them to the participants, writes and debates procedural manuals, in time what the driver looks for the direction, the path, has a certain sense for finding the best way. Thus, while the manager generates orders, organization, the leader creates and causes change, draws directions not only objectives, sets directions not only agendas, seeks new resources does not rationally allocate only existing ones. Assuring quality management inevitably brings multiple changes of substance and size in terms of philosophy and management practice at the level of the Romanian school. The concept of quality management necessarily includes the notion of leadership. The multiple researches carried out over time on quality management in education have consistently nominated among the factors that generate and feed this efficiency, the idea of leadership. Thus, the quality of leader of the manager is considered fundamental for ensuring quality management in the school, and the school is considered effective.
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Reports on the topic "Being envied by leaders"

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Contreras Salamanca, Luz Briyid, and Yon Garzón Ávila. Generational Lagging of Dignitaries, Main Cause of Technological Gaps in Community Leaders. Analysis of Generation X and Boomers from the Technology Acceptance Model. Universidad Nacional Abierta y a Distancia, May 2021. http://dx.doi.org/10.22490/ecacen.4709.

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Community and neighborhood organizations are in the process of renewing the organizational culture, considering technological environments in the way of training, and advancing communally, being competitive in adaptation and learning, creating new solutions, promoting change, and altering the status quo, based on the advancement of technology over the last few years, currently applied in most organizations. The decisive factor is the ability of true leaders to appropriate the Technological Acceptance Model –TAM– principles, participating in programs and projects, adopting new technologies from the different actors involved, contributing to the welfare of each community. There is, however, a relative resistance to the use of technology as support in community management, due to the generational differences in leaders and dignitaries, according to collected reports in this study, in relation to the age range of dignitaries –Generation X and Baby Boomers predominate–. They present a challenge to digital inclusion with difficulties related to age, cognitive, sensory, difficulty in developing skills, and abilities required in Digital Technologies, necessary to face new scenarios post-pandemic and, in general, the need to use technological facilities.
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Leslie, Jean. Pandemic paradoxes and how they affect your workers. Center for Creative Leadership, October 2021. http://dx.doi.org/10.35613/ccl.2021.2046.

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COVID-19 pandemic tensions and contradictions are being felt and experienced across the US at many levels: societal, organizational, and individual. One way to understand, work though, and address some of the tensions that workers are experiencing is through “paradoxical thinking.” Paradoxical thinking helps to see on-going, unresolvable, contradictory tensions as forces that can fuel innovation and performance. Using a paradox lens, this paper was written to help make sense of the crises leaders and workers are experiencing as the COVID-19 pandemic stretches on. The paper begins with a brief overview of the sources of data, the meaning of paradox, and illustrates five paradoxes experienced during the pandemic by providing information on the potential impact of COVID-19 on workers. Finally, empirically proven strategies for dealing with paradoxes are presented.
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Nichols, Samuel T., and Jr. The Army's Reserve Components Promotion Selection Board Systems, Dissimilar, Separate in Guidance and Procedures. Do These Selection Board Systems Really Support the Secretary of the Army's Guidance and the Promotion Statutes of Rompa in Selection the 'Best-Qualified' Officers to Meet the Army's Needs (Requirements). Are the Best Qualified Officers Being Selected to be the Future Leaders of the Army's Reserve Components?"". Fort Belvoir, VA: Defense Technical Information Center, April 2001. http://dx.doi.org/10.21236/ada395130.

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Lucas, Brian. Approaches to Implementing National Action Plans on Women, Peace and Security. Institute of Development Studies, February 2022. http://dx.doi.org/10.19088/k4d.2022.049.

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This report aims to identify a selection of programmes and projects undertaken by countries under their respective National Action Plans. It focuses on discrete, large-scale initiatives that specifically target aspects of the WPS agenda and aim to influence change outside the implementing agencies, rather than changing agencies’ own policies and practices. Common themes that appear frequently across these programmes and projects include: supporting global pools of technical capacity on WPS and on peacebuilding generally; training military, police, and other personnel from partner countries, including building women’s professional capacities as well as training personnel in WPS-related good practices; supporting WPS networks and forums to share experience and expertise; extensive use of multilateral mechanisms for channelling funding and for sharing technical capacity; extensive support to and collaboration with civil society organisations; initiatives focusing on combating violent extremism and counter-terrorism; initiatives focusing on preventing sexual exploitation and abuse in peacekeeping and humanitarian contexts; a wide range of commitments to stopping gender-based violence; and support for sexual and reproductive health initiatives. All of the countries discussed in this report also undertake considerable efforts to change policies and practices within their own agencies. In addition, all of the countries discussed in this report undertake a range of initiatives focused on individual countries; smaller donors, in particular, often focus many of their own programmes on single countries while using multilateral mechanisms to engage at the regional and global scales. However, in accordance with the terms of reference for this report, these types of activities are not discussed below. In the time available for this report, it was possible to review six countries’ activities. These countries were selected for inclusion because they had sufficient documentation readily accessible in the form of action plans, implementation plans, and progress reports; they are donor countries with significant international activities that may be considered peers to the UK; and/or they have been cited in the literature as being leaders in promoting the WPS agenda.
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Phillips, Jake. Understanding the impact of inspection on probation. Sheffield Hallam University, 2021. http://dx.doi.org/10.7190/shu.hkcij.05.2021.

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This research sought to understand the impact of probation inspection on probation policy, practice and practitioners. This important but neglected area of study has significant ramifications because the Her Majesty’s Inspectorate of Probation has considerable power to influence policy through its inspection regime and research activities. The study utilised a mixed methodological approach comprising observations of inspections and interviews with people who work in probation, the Inspectorate and external stakeholders. In total, 77 people were interviewed or took part in focus groups. Probation practitioners, managers and leaders were interviewed in the weeks after an inspection to find out how they experienced the process of inspection. Staff at HMI Probation were interviewed to understand what inspection is for and how it works. External stakeholders representing people from the voluntary sector, politics and other non-departmental bodies were interviewed to find out how they used the work of inspection in their own roles. Finally, leaders within the National Probation Service and Her Majesty’s Prisons and Probation Service were interviewed to see how inspection impacts on policy more broadly. The data were analysed thematically with five key themes being identified. Overall, participants were positive about the way inspection is carried out in the field of probation. The main findings are: 1. Inspection places a burden on practitioners and organisations. Practitioners talked about the anxiety that a looming inspection created and how management teams created additional pressures which were hard to cope with on top of already high workloads. Staff responsible for managing the inspection and with leadership positions talked about the amount of time the process of inspection took up. Importantly, inspection was seen to take people away from their day jobs and meant other priorities were side-lined, even if temporarily. However, the case interviews that practitioners take part in were seen as incredibly valuable exercises which gave staff the opportunity to reflect on their practice and receive positive feedback and validation for their work. 2. Providers said that the findings and conclusions from inspections were often accurate and, to some extent, unsurprising. However, they sometimes find it difficult to implement recommendations due to reports failing to take context into account. Negative reports have a serious impact on staff morale, especially for CRCs and there was concern about the impact of negative findings on a provider’s reputation. 3. External stakeholders value the work of the Inspectorate. The Inspectorate is seen to generate highly valid and meaningful data which stakeholders can use in their own roles. This can include pushing for policy reform or holding government to account from different perspectives. In particular, thematic inspections were seen to be useful here. 4. The regulatory landscape in probation is complex with an array of actors working to hold providers to account. When compared to other forms of regulation such as audit or contract management the Inspectorate was perceived positively due to its methodological approach as well as the way it reflects the values of probation itself. 5. Overall, the inspectorate appears to garner considerable legitimacy from those it inspects. This should, in theory, support the way it can impact on policy and practice. There are some areas for development here though such as more engagement with service users. While recognising that the Inspectorate has made a concerted effort to do this in the last two years participants all felt that more needs to be done to increase that trust between the inspectorate and service users. Overall, the Inspectorate was seen to be independent and 3 impartial although this belief was less prevalent amongst people in CRCs who argued that the Inspectorate has been biased towards supporting its own arguments around reversing the now failed policy of Transforming Rehabilitation. There was some debate amongst participants about how the Inspectorate could, or should, enforce compliance with its recommendations although most people were happy with the primarily relational way of encouraging compliance with sanctions for non-compliance being considered relatively unnecessary. To conclude, the work of the Inspectorate has a significant impact on probation policy, practice and practitioners. The majority of participants were positive about the process of inspection and the Inspectorate more broadly, notwithstanding some of the issues raised in the findings. There are some developments which the Inspectorate could consider to reduce the burden inspection places on providers and practitioners and enhance its impact such as amending the frequency of inspection, improving the feedback given to practitioners and providing more localised feedback, and working to reduce or limit perceptions of bias amongst people in CRCs. The Inspectorate could also do more to capture the impact it has on providers and practitioners – both positive and negative - through existing procedures that are in place such as post-case interview surveys and tracking the implementation of recommendations.
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Potential Leaders: Height Helps But So Does Being Smart. IEDP Ideas for Leaders, February 2015. http://dx.doi.org/10.13007/484.

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Tuko Pamoja: A guide for talking with young people about their reproductive health. Population Council, 2005. http://dx.doi.org/10.31899/rh16.1017.

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This guide was developed for public health technicians working with the Ministry of Health as part of the Kenya Adolescent Reproductive Health Project Tuko Pamoja (We Are Together). It can be used by anyone wishing to broaden their understanding of adolescent reproductive health (RH) issues and improve communication with young people. Providing young people with support by talking with and listening to them as well as ensuring they have access to accurate information can help them understand the wide range of changes they are experiencing during adolescence. Although parents, teachers, religious and community leaders, and health-care providers are expected to educate adolescents about personal and physical development, relationships, and their roles in society, it may be difficult for them to do so in a comfortable and unbiased way. For these reasons, it is important to meet adolescents’ need for information and services. Adolescent RH education provides information about reproductive physiology and puberty; protective behavior; and the responsibilities and consequences that come with sexual activity. Providing young people with accurate RH information promotes sexual health and well-being, and supports healthy, responsible, and positive life experiences, as well as preventing disease and unintended pregnancy.
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