Academic literature on the topic 'Degree Discipline: Women's Leadership'
Create a spot-on reference in APA, MLA, Chicago, Harvard, and other styles
Consult the lists of relevant articles, books, theses, conference reports, and other scholarly sources on the topic 'Degree Discipline: Women's Leadership.'
Next to every source in the list of references, there is an 'Add to bibliography' button. Press on it, and we will generate automatically the bibliographic reference to the chosen work in the citation style you need: APA, MLA, Harvard, Chicago, Vancouver, etc.
You can also download the full text of the academic publication as pdf and read online its abstract whenever available in the metadata.
Journal articles on the topic "Degree Discipline: Women's Leadership"
1
Mochamad Imroni Mubin, Tri Widayati, and Hikmah Hikmah. "WOMEN'S LEADERSHIP STYLE AND MOTIVATION ON SHIP CHILD PERFORMANCE WITH WORK DISCIPLINE INTERVENING (Study on Ship Crew with Female Seafarers)." Proceeding of The International Conference on Business and Economics 1, no. 1 (December 23, 2022): 32–40. http://dx.doi.org/10.56444/icbeuntagsmg.v1i1.283.
Full textAbstract:
Leadership style plays a very important role in determining employee discipline because the leader can be used as an example and determinant for his subordinates. The style of a disciplined leader can affect the discipline of employees / subordinates. Another phenomenon is the provision of proper motivation, where it will be able to generate enthusiasm, passion and sincerity of work. The purpose of this study was to determine and analyze: 1) the influence of women's leadership style on work discipline, 2) the effect of work motivation on work discipline, 3) the influence of women's leadership styles on performance, 4) the effect of work motivation on performance, and 5) the effect of work discipline on performance. This type of research is causal associative quantitative with a survey approach. This research was conducted on a ship crew where there was a female leader/officer on the deck and the engine department with a total population of 60 people. The results showed 1) leadership style had a significant effect on work discipline, 2) work motivation had a significant effect on work discipline, 3) women's leadership style had a significant effect on performance, 4) work motivation had a significant effect on performance and 5) work discipline had significant effect on performance.
2
Simon, Josep. "Writing the Discipline." Historical Studies in the Natural Sciences 46, no. 3 (June 1, 2016): 392–427. http://dx.doi.org/10.1525/hsns.2016.46.3.392.
Full textAbstract:
The historiography of physics has reached a great degree of maturity and sophistication, providing many avenues to consider the making of science from a historical perspective. However, the big picture of the making of physics is characterized by a predominant narrative focused on a conception of disciplinary formation through leadership transfers in research among France, Germany, and Britain. This focus has provided the history of physics with a periodization, a geography, and a fundamental goal commonly considered to be conceptual and theoretical unification. In this paper, I suggest the interest of reassessing this picture by analyzing the temporal, national, and epistemological viewpoint from which it is written. I use for this purpose an exemplary case study: Adolphe Ganot’s physics textbooks in France and their translation by Edmund Atkinson in England. In this context, I suggest future avenues for the study of the making of physics as a discipline, which consider the canonical role of textbooks in disciplinary formation beyond the Kuhnian paradigm.
3
Aliekperova, N. V. "The development of elective discipline «Leadership in pharmacy» for training master of pharmacy, industrial pharmacy in Ukraine." Farmatsevtychnyi zhurnal, no. 6 (December 9, 2020): 46–55. http://dx.doi.org/10.32352/0367-3057.6.20.05.
Full textAbstract:
The conditions of modern pharmaceutical market development require leadership at each level that lets not only respond rapidly and efficiently on the changes of the environment but initiate the necessary changes. Leaders as agents of changes can transform people’s values, to motivate and inspire, to form the vision of development of healthcare system and pharmaceutical sector taking into account the principles of system thinking for the provision of population with available, quality and safe pharmaceutical care and the improvement of their life.
The aim of the work is the development of an elective discipline «Leadership in Pharmacy» for training Master of Pharmacy, Industrial Pharmacy.
The literature review based on the data of international and foreign educational standards of higher pharmaceutical education, the current national educational standard, the experience of teaching subjects devoting to leadership in pharmacy both abroad and in Ukraine has been carried out. Such a scientific quantitative method as a survey has been used. 221 students from the School of Pharmacy at Bogomolets National Medical University have taken part in the survey.
The recommendations of the International Pharmaceutical Federation pay attention to the advisability of forming leadership competencies for pharmaceutical workers. The national standards of higher pharmaceutical education in the USA, Great Britain, Australia, Canada include a specific list of leadership competencies. The domestic standard of higher education for getting a Master’s degree in Pharmacy, Industrial Pharmacy includes certain general competencies based on the leadership. Some leadership skills are listed as special competencies and they are reflected in the discipline «Pharmaceutical Management and Marketing». However, a discipline aimed at the complex and systematic formation of leadership competencies is not presented in the working educational plan for training Masters in the field of knowledge «Healthcare» and specialty «Pharmacy». About 70% of the School of Pharmacy students at Bogomolets National Medical University think that the materials devoted to leadership «worth including» to the educational program and 28% of them notice that «rather worth including». According to the students’ opinions, the most interesting leadership topics are traits of leaders aimed at the success, leadership and team, the formation of leadership strategy – 76%, 72% і 70% respectively. The structure of the elective discipline «Leadership in Pharmacy» with an indication of the aim, list of topics, and the desired educational outcomes (competencies) has been presented.
The elective discipline «Leadership in Pharmacy» considering the formation of leadership skills at three successive levels, namely individual, team and organization has been developed. This discipline consists of the following modules: «Foundations of Leadership. Personal Leadership», «Leadership and Collaboration», «Leadership and Organizational Change».
4
وحدة محمد علي المؤيد و أحمد غالب الهبوب. "متطلبات تفعيل دور القيادة النسوية في الجامعات اليمنية." Albaydha University Journal 3, no. 2 (October 18, 2021): 485–512. http://dx.doi.org/10.56807/buj.v3i2.165.
Full textAbstract:
هدفت البحث الحالي إلى التعرف إلى متطلبات تفعيل دور القيادة النسوية في الجامعات اليمنية. ولتحقيق هدف البحث، استخدم المنهج الوصفي بأسلوبيه المسحي والتحليلي، وتم اعتماد استبانة مكونة من (43) فقرة، موزعة على خمسة مجالات تمثل متطلبات تفعيل دور القيادة النسوية في الجامعات اليمنية، وهي المتطلبات: (التشريعية، الإدارية، الأكاديمية، الشخصية، المجتمعية). وقد طبقت الأداة بعد التحقق من صدقها وثباتها على عينة قصدية بحجم ( 27) فردا، من الخبراء المختصين في مجال الإدارة والتخطيط التربوي، وعلم الاجتماع، وعلم النفس، وتخصصات أخرى، في تسع جامعات حكومية هي: جامعة ( صنعاء، عدن، إب ، حضرموت، ذمار، البيضاء، حجة، عمران، جبلة)، عبر أسلوب دلفي المعدل لنيل أعلى قدر من الإجماع بين الخبراء على هذه المتطلبات، وبعد تفريغ البيانات وتحليلها في الجولة الأولى، وجد أن نسبة الاتفاق بين الخبراء المشاركين قد تراوحت بين ( 98%- 85%)، وهي نسبة عالية؛ لذلك أكتفى الباحثان بجولة واحدة، وفي ضوء ذلك، توصل الباحثان إلى مجموعة من النتائج؛ أهمها:
إجماع الخبراء على كافة متطلبات تفعيل دور القيادة النسوية في الجامعات اليمنية، وهي: المتطلبات التشريعية، الإدارية، الأكاديمية، الشخصية، المجتمعية وبدرجة أهمية كبيرة جداً،
حصل مجال المتطلبات الإدارية على الرتبة الأولى من حيث أهميته في تفعيل دور القيادة النسوية في الجامعات اليمنية، يليه مجال المتطلبات المجتمعية، ثم مجال المتطلبات الأكاديمية في المرتبة الثالثة، ومجال المتطلبات الشخصية في المرتبة الرابعة، أما مجال المتطلبات التشريعية فحصل على المرتبة الأخيرة.
في ضوء نتائج البحث قدم الباحثان جملة من التوصيات والمقترحات التي من شانها توفير متطلبات تفعيل دور القيادة النسوية في الجامعات اليمنية.
الكلمات المفتاحية: القيادة النسوية-المتطلبات-دور القيادة النسوية
Abstract
The present study aimed to identify the requirements for activating the role of women’s leadership in Yemeni universities. To achieve this objective, the descriptive approach was used in a survey and analytical style, and a questionnaire consisting of (43) items was adopted, distributed into five areas that represent the requirements for activating the role of women’s leadership in Yemeni universities, which are: (legislative, administrative, academic, personal, and societal), After verifying its validity and reliability, the tool was applied to a targeted sample of (27) individuals, of experts in the field of educational administration and planning, sociology, psychology, and other disciplines, in nine government universities, which are: (Sana'a, Aden, Ibb, Hadramout) , Dhamar, Al-Bayda, Hajjah, Amran, Jableh), through the modified Delphi method to obtain the highest level of consensus among the experts on these requirements.
After unpacking the data and analyzing it in the first round, it was found that the percentage of agreement among the participating experts ranged between (85% - 98%), which is a high rate, so the two researchers were satisfied with one round.
In light of this, the two researchers reached a set of results, the most important of which are:
- Experts have unanimously agreed on all requirements for activating the role of women’s leadership in Yemeni universities, which are: legislative, administrative, academic, personal, and societal requirements of a very great degree
The field of administrative requirements ranked first in terms of its importance in activating the role of women’s leadership in Yemeni universities, followed by the field of societal requirements, then the field of academic requirements in third place, and the field of personal requirements ranked fourth, and the field of legislative requirements was ranked last.
In light of the results of the study, the two researchers presented a set of recommendations and proposals that would provide the requirements for activating the role of women’s leadership in Yemeni universities.
Key words: female leadership - requirements - the role of female leadership -
5
BEARMAN, C. J. "AN ARMY WITHOUT DISCIPLINE? SUFFRAGETTE MILITANCY AND THE BUDGET CRISIS OF 1909." Historical Journal 50, no. 4 (November 8, 2007): 861–89. http://dx.doi.org/10.1017/s0018246x07006413.
Full textAbstract:
ABSTRACTThis article analyses more than thirty demonstrations by suffragettes of the Women's Social and Political Union (WSPU) connected with the Budget crisis of 1909, and challenges many of the established orthodoxies about suffragette militancy. Demonstrations did not represent spontaneous activity by the rank and file, but were carried out or at least led by WSPU employees or ‘professional’ militants, with several visible changes in tactics which indicate an organized campaign directed by the leadership. Damage to property, and the political violence which culminated in the terrorist tactics of 1912–14, did not begin as a response to wrongs done to the suffragettes, but because the leaders decided it was necessary. But these tactics were a counter-productive mistake which caused an adverse public reaction and justified the government in the introduction of forcible feeding. The WSPU was obliged to retreat in a humiliating reversal.
6
Abo Alola, Laila M. "A Strategy for Developing the Leadership Practice through Wise Governance from the VieWpoint of Al Taif University Members." Journal of Educational and Psychological Studies [JEPS] 11, no. 1 (January 1, 2017): 17–35. http://dx.doi.org/10.53543/jeps.vol11iss1pp17-35.
Full textAbstract:
The study aimed at proposing a strategy for developing the leadership practice in Taif University through wise governance. The study population included all faculty members at the Taif University which represented -1358- members. A questionnaire was administered tostudy a randomized sample which consist of -321- faculty members which represented -24%- of the study population. The findings showed that faculty members perceived the degree of practicing good governance generally as moderate. Also, the results showed statistically significant differences between the degree of importance and the degree of leadership practice through good governance. There were no statistically significant differences according to gender, but there were statistically significant differences according to academic rank in favor of the higher academic rank only in the following three dimensions of leadership practice through good governance: transparency, active participation, and accountability. In light of these results, a strategy was proposed which implied a number of recommendations, including: Application of the proposed strategy, spreading the culture of accountability, and providing equal opportunities for participation in decision-making for both men and women's departments.
7
Abo Alola, Laila M. "A Strategy for Developing the Leadership Practice through Wise Governance from the VieWpoint of Al Taif University Members." Journal of Educational and Psychological Studies [JEPS] 11, no. 1 (January 1, 2017): 17. http://dx.doi.org/10.24200/jeps.vol11iss1pp17-35.
Full textAbstract:
The study aimed at proposing a strategy for developing the leadership practice in Taif University through wise governance. The study population included all faculty members at the Taif University which represented -1358- members. A questionnaire was administered tostudy a randomized sample which consist of -321- faculty members which represented -24%- of the study population. The findings showed that faculty members perceived the degree of practicing good governance generally as moderate. Also, the results showed statistically significant differences between the degree of importance and the degree of leadership practice through good governance. There were no statistically significant differences according to gender, but there were statistically significant differences according to academic rank in favor of the higher academic rank only in the following three dimensions of leadership practice through good governance: transparency, active participation, and accountability. In light of these results, a strategy was proposed which implied a number of recommendations, including: Application of the proposed strategy, spreading the culture of accountability, and providing equal opportunities for participation in decision-making for both men and women's departments.
8
Franco, Claudio, and Antonio Giustozzi. "Revolution in the Counter-Revolution: Efforts to Centralize the Taliban’s Military Leadership." Central Asian Affairs 3, no. 3 (June 28, 2016): 249–86. http://dx.doi.org/10.1163/22142290-00303003.
Full textAbstract:
Interviews with Taliban cadres and commanders challenge conventional views about the inherently fragmented character of the Taliban insurgency and about the role of the Quetta Taliban leadership in running the military organization of the Taliban. The so-called Haqqani network operated as a largely autonomous force from 2007 until 2015, as did the Peshawar Shura from 2009 onward. However, both the Haqqanis and the Peshawar Shura were able to impose a much greater degree of coherence and discipline among its ranks than the Quetta Shura was able to, at least until 2015.
9
Hunt, Gerald. "Sexual Orientation and the Canadian Labour Movement." Articles 52, no. 4 (April 12, 2005): 787–811. http://dx.doi.org/10.7202/051204ar.
Full textAbstract:
The response of the Canadian labour movement to sexual orientation discrimination has been mixed and uneven. The Canadian Labour Congress, along with several provincial federations and a grouping number of unions, have taken a leadership role in promoting equal rights for gays and lesbians, while other labour organizations have done nothing at all. Public sector and Canadian based unions are much more likely to have been active than have American-based unions, even though there are important exceptions to these trends. These developments are partially explained by regional dynamics, membership demographics, degree of activism, the presence of women's committees, and organizational leadership.
10
Buthaina Adel Abu Alshamat, Atif H Asghar, Buthaina Adel Abu Alshamat, Atif H. Asghar. "Empowering Saudi women in leadership positions in the Ministry of Hajj and Umrah (1443 AH-2021 AD): تمكين المرأة السعودية في المناصب القيادية في وزارة الحج والعمرة (1443هـ-2021مـ)." مجلة العلوم الإقتصادية و الإدارية و القانونية 6, no. 12 (April 30, 2022): 137–70. http://dx.doi.org/10.26389/ajsrp.m151221.
Full textAbstract:
Purpose - The purpose of this study is to assess the level of administrative empowerment of women and leadership positions in the Ministry of Hajj and Umrah, identify the most important challenges, and obstacles facing women working in leadership administrative positions. from the point of view of a sample of female employees and officials in the Ministry of Hajj and Umrah in the Kingdom of Saudi Arabia. Design/ Methodology/ Approach - To achieve the objectives of this study used the descriptive analytical method. The study population consisted of a number of female employees and officials in the Ministry of Hajj and Umrah, based on the intentional sampling method. Findings-The researcher reached the results show a high degree of concordance between the study vocabulary regarding the dimensions of empowerment in various jobs (74.18%), participation and qualification (72.06%), compared to the neutrality of consensus about the obstacles facing women’s empowerment in leadership positions (65.49%). With a varying level of agreement on the sub-items of those dimensions, which requires the need to establish the concept of women’s empowerment Administrative and leadership positions. In addition to the absence of statistically significant differences in the trends of the study vocabulary about the dimensions of administrative empowerment according to the educational level, social status and administrative experience. while there were statistically significant differences between the average estimates of the study sample members of the female employees to the degree of empowerment of Saudi women in leadership positions in the Ministry of Hajj and Umrah attributed for the functional status variable. The results also showed the obstacles to achieving women's empowerment in administrative work and leadership positions. The study recommended working on upgrading the role of women in the work environment and believing in their ability to achieve success in the operational job roles that they perform, directing their characteristics and their view of advantages to be used in reaching leadership positions, attracting women leaders with experience to work in departments and branches, benefiting from Technical development and electronic communication and its adaptation to develop women's work through remote work.
Dissertations / Theses on the topic "Degree Discipline: Women's Leadership"
1
Tremaine, Marianne Gaye Nicol. "Her Worship the Mayor : women's leadership in New Zealand local government : a thesis presented in partial fulfilment of the requirements for the degree of Doctor of Philosophy in Management, Massey University, Palmerston North, Aotearoa New Zealand." 2007. http://hdl.handle.net/10179/1598.
Full textAbstract:
This study began with the premise that looking at leadership in a different setting might generate new understanding of how leadership works. Only four women mayors had held office in New Zealand before the 1980s but when their numbers grew over the next two decades, there were signs of a difference in their approach to leadership. Although the amount of scholarly work published on leadership is vast, the body of academic literature on local government leadership is slender. The possibility of finding new knowledge about leadership by studying women mayors made them an intriguing area to research. The research sought answers to two questions: how do women mayors perceive exemplary mayoral leadership and explain their own leadership practice; and how do women mayors' views of leadership compare with leadership theory? The information gathered to assist in answering the research questions included: interviews with three mayoral candidates in the 1998 elections, interviews with 18 of the 19 female mayors in office during the 1998-2001 term, and a case study of Jill White, mayor of Palmerston North from 1998-2001. The case study comprised a series of interviews with Jill White during the three year term, a selection of newspaper stories about the mayor and council gathered during 1998-2001 and interviews with four key informants about Jill White's leadership after she lost the election in 2001. The findings of the research were that the research participants saw leadership as a process that took place working with the community to achieve mutually desired leadership goals. Leadership was not generated by a single person's abilities, nor was it automatically linked to a position such as being mayor, although being mayor gave a lot of opportunities to participate in and encourage leadership. Four areas participants considered to be requirements of exemplary mayoral leadership were: being at the centre of webs of people rather than at the top of a hierarchy having less concern for ego than for working towards change being committed to making a difference in the community and/or the council being prepared to sacrifice their own interests for the good of the community Comparing participants' views of leadership with leadership theory showed that their descriptions and examples of leadership were closely related to transforming leadership (Burns, 1979), whereas transactional leadership in the sense of acting in your own self-interest or trading favours with others, met with strong disapproval. The heroic paradigm of leadership that has been prevalent in the literature, with its focus on the leader, was absent from the participants' accounts. Their achievements came from working with others and they saw the ability to involve others in the leadership process as the strength of their leadership. The implication of these findings is that the focus in much of the literature on individual attributes of people in leadership positions, as if they had to 'do' all the leadership themselves, is misplaced. Being concerned to make a difference with and through others is at the core of leadership.
Books on the topic "Degree Discipline: Women's Leadership"
1
Golemon, Larry Abbott. Clergy Education in America. Oxford University Press, 2021. http://dx.doi.org/10.1093/oso/9780195314670.001.0001.
Full textAbstract:
This book explores the first 150 years of how pastors, priests, rabbis were educated in the United States. These clerical and professions were educated to lead in both religious and public life—specifically through cultural production in five social arenas: the family, the congregation or parish, schools, voluntary associations, and publishing. Protestants, Roman Catholics, and Jews established distinct traditions of graduate theological education during this period of development. These schools placed theological and rabbinical disciplines within liberal arts pedagogies that emphasized the formation of character, interdisciplinary reasoning, and the oratorical performance of their professions. Other schools followed for women religious leaders, African-Americans, and working-class whites that built upon these traditions and often streamlined them more toward Biblical reasoning and vocational skills. All of these traditions of theological rabbinical and populist education were transformed by the rise of the modern research university—first in Germany, then in America. Most Protestant seminaries, Jewish rabbinical schools, and many Catholic seminaries were re-aligned to with the modern university to some degree, while populist Bible and mission schools reacted against them. The result was to limit the professional performance of pastors, priests, and rabbis on religious leadership or higher education at the expense of the other historic social arenas in which they once lead. The book ends with an exploration of how best practices from this period of develop theological and rabbinical education might restore a balance of educating clergy for both religious and public life.
Book chapters on the topic "Degree Discipline: Women's Leadership"
1
Ryan, Roberta, and Ronald Woods. "Women's Political Empowerment." In Advances in Electronic Government, Digital Divide, and Regional Development, 385–405. IGI Global, 2017. http://dx.doi.org/10.4018/978-1-5225-1645-3.ch018.
Full textAbstract:
Political participation by women is central to development and the empowerment of all citizens. This chapter argues for the recognition of opportunities for women in leadership, political participation, and the strengthening of democracy at the level of subnational governments. A key reason for focusing on gender equity in political life is that women constitute slightly more than half of the world's population, and they contribute to the social and economic development of all societies to a greater degree than men because of their dual roles in the productive and reproductive spheres. At the same time, their participation in formal political structures and processes, where they can contribute to decisions on the use of societal resources generated by both men and women, remains far below parity. Drawing examples from a range of national parliaments and countries, this chapter demonstrates lessons for increasing political participation by women in subnational governance.
2
Ryan, Roberta, and Ronald Woods. "Women's Political Empowerment." In Civic Engagement and Politics, 1237–57. IGI Global, 2019. http://dx.doi.org/10.4018/978-1-5225-7669-3.ch062.
Full textAbstract:
Political participation by women is central to development and the empowerment of all citizens. This chapter argues for the recognition of opportunities for women in leadership, political participation, and the strengthening of democracy at the level of subnational governments. A key reason for focusing on gender equity in political life is that women constitute slightly more than half of the world's population, and they contribute to the social and economic development of all societies to a greater degree than men because of their dual roles in the productive and reproductive spheres. At the same time, their participation in formal political structures and processes, where they can contribute to decisions on the use of societal resources generated by both men and women, remains far below parity. Drawing examples from a range of national parliaments and countries, this chapter demonstrates lessons for increasing political participation by women in subnational governance.
3
Schork, Sabrina. "Innovation Leadership in the Digital Enterprise." In Handbook of Research on Management and Strategies for Digital Enterprise Transformation, 86–109. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-5015-1.ch005.
Full textAbstract:
In this chapter, the EIL (Effective Innovation Leadership) framework is tested empirically. First, peer-reviewed journals in the innovation management, leadership, and transformation discipline are analyzed. Second, a pre-test with 58 executives takes place. The response behavior of the participants varies depending on the company's degree of digital maturity. Third, 20 innovation leaders employed in mature digital companies answer the survey. The participants perceive their company as innovative and state that up to 89% of created innovations are digital. Values relevant to digital innovation leaders are innovation, responsibility, positivity, and transparency. Relevant strengths are creativity and learning. Both strongly correlate with a few efficacy items. Decisiveness correlates with innovation strategy. Entrepreneurship, self-regulation, and culture correlate with each other. Creativity connects the value of innovation and the practice of communication. The insights from this chapter contribute to building a reliable and valid factor-based effective digital innovation leadership questionnaire in the future.
4
Seo, Gaeun, and Wen-Hao David Huang. "Social Perceptions, Gender Roles, and Female Leadership." In Encyclopedia of Strategic Leadership and Management, 619–30. IGI Global, 2017. http://dx.doi.org/10.4018/978-1-5225-1049-9.ch043.
Full textAbstract:
Recent research continues to recognize the need for scholarly attention to top-level management as it relates to gender diversity in the workplace. As suggested, a high degree of diversity in top management could positively influence business growth and enable companies to address an aging workforce, attracting and/or retaining the most qualified talents for leadership positions. However, vertical gender segregation in organizations' top management levels remains common practice. Thus, to inform best practices for developing and sustaining a diverse leadership talent pool, this disparity needs to be addressed by identifying the underlying theories of this issue, which can facilitate a timely understanding of the structural oppression faced by women in their ascensions to senior management positions. This chapter presents a synthesis of American literature with the aim of identifying theoretical relationships related to social perceptions of gender roles regarding women's relatively delayed advancement to corporate senior management positions.
5
Burrington, Debra D., and Robin Throne. "Navigating the Doctoral Labyrinth." In Practice-Based and Practice-Led Research for Dissertation Development, 64–86. IGI Global, 2021. http://dx.doi.org/10.4018/978-1-7998-6664-0.ch004.
Full textAbstract:
The journey through a practitioner doctorate program to earn the terminal degree has been likened to a labyrinth with its complex maze or a mountain climb with its inherent obstacles and challenges the doctoral scholar must surpass to be successful. Reflexive positionality is a concomitant process which can be used throughout the practitioner doctorate to facilitate the iterative and recursive journey of the scholar-practitioner. Reflexivity facilitates an introspective process to elevate professional practitioners to scholar-practitioners and incorporate a reflexive view to transcend doctoral hurdles, attain the terminal degree, and return to practice to solve societal problems and problems within the discipline. Practitioner doctorate leadership may also be well served to incorporate reflexivity in the pedagogical redesign of the practitioner doctorate to strengthen the development and preparation of these scholar-practitioners.