Journal articles on the topic 'Public Values -focused Transactional Leadership'
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Remund, David L., and Brooke W. McKeever. "Forging effective corporate/nonprofit partnerships for CSR programs." Journal of Communication Management 22, no. 3 (August 6, 2018): 309–26. http://dx.doi.org/10.1108/jcom-08-2017-0084.
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Purpose The purpose of this paper is to examine how corporate and nonprofit leaders partner on public relations for corporate social responsibility (CSR) programs. Design/methodology/approach Through semi-structured interviews across the USA, and stretching into Europe and South America, leaders (n=24) from US-based corporations top-ranked for corporate citizenship, and the nonprofit organizations with which they have developed CSR programs, shared insights and best practices. Findings Corporate and nonprofit leaders who collaborate on CSR programs spoke independently about several essential shared values, including community-focused collaboration, fiscal responsibility, and strategic alignment. How they described their CSR partnerships reflects a mutual commitment to a distributed leadership model, which involves the need to span organizational boundaries, share unique expertise across levels and roles, and sustain long-term relationships. Consistent with prior research, this study also suggests that communication leaders in both corporations and nonprofit organizations leverage transactional (process-focused) and transformational (people-focused) leadership styles, as they work to build and foster these long-term partnerships. Research limitations/implications The findings pinpoint how principles of the distributed leadership model come to life across CSR partnerships and contribute to the success of such partnerships. Corporations and their nonprofit partners must mutually focus on spanning, sharing, and sustaining as they build programs together. These shared principles exemplify a distributed leadership model and help define what CSR partnership truly means. Originality/value This study looks at CSR programs beyond just the perspective of the corporation and the public, taking into account the critical role the nonprofit organization plays as a partner in some CSR programming, and within a distributed leadership model.
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Felix, Chikelu Okey, and Rosita Bint Arshad . "Examining Moral Reasoning and Transactional Leadership behaviour in the Nigerian Public Sector." Journal of Economics and Behavioral Studies 7, no. 3(J) (June 30, 2015): 110–18. http://dx.doi.org/10.22610/jebs.v7i3(j).587.
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The relationship between moral reasoning and leadership style has received considerable attention for decades, however this has been not fully explicated as different leadership styles elist different ethical values. What constitutes moral behaviour is conflicting and subjective. This study examines public leaders’ degree of moral judgment associated with leadership styles in a public sector organization. To test the hypothesized relationship, data were collected using questionnaire survey distributed to 550 workers out which 300 were found worthy to be used. The Defining Issues Test (DIT2) and the Multifactor leadership questionnaire (MLQ X5) were completed by leaders and subordinates respectively. The PLS path analysis of the structural model indicates significant statistical relationship between cognitive moral development (CMD) and transactional leadership style (TSL) ( β= -0.214, P< 0.012). However, we argue that cognitive moral development is amiable to the individual qualities of the leader that might necessitate the application of particular leadership style and behaviour. We also found collaboration evidence that leaders high in cognitive moral development are perceived more as transformational leaders by their subordinates. Finally, we suggest that the dichotomies between moral reasoning and leadership style are hinged more on individual leadership values and motivational beliefs.
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Jumanne, Andrew Shangarai, and Dr Jane Njoroge (PhD). "LEADERSHIP CHANGE MANAGEMENT AND EMPLOYEE PERFORMANCE IN THE PARLIAMENTARY SERVICE COMMISSION OF KENYA." American Journal of Leadership and Governance 3, no. 1 (June 28, 2018): 62–77. http://dx.doi.org/10.47672/ajlg.335.
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Purpose: Leadership determines whether an organization, a nation or a group will achieve its goals and also satisfy the followers’ needs. This study focused on leadership change management and its influence on employee performance in the parliamentary service commission in Nairobi-Kenya.Methodology: The design of the study was descriptive and stratified sampling methodology was used. The results of this study revealed that a majority of the respondents agreed that ethical leadership practised in the organization increased their focused on employee involvement in strategy formulation and this increased their trust in the organization.Results: The results further showed that majority of departmental heads in the parliamentary service commission practiced participative and a combination of transactional and transformational styles of leadership. Majority of the respondents indicated that most of the leaders practice effective leadership. The study respondents revealed that effective leaders are guided by a leadership philosophy. They also stated that valued-based leadership practice is at the core of effective leadership.Unique contribution to the theory, practice and policy: Based on the results of these findings, the researcher proposed a value-based leadership model and several values that effective leaders ought to possess have been suggested. The conclusion made as a result of this study is that effective leadership is both task and people-oriented.
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Ramdehal, Dhar, and Chizoba Madueke. "Corporate American Employees Prefer Transformational Leaders with Integrity and Trust." INTERNATIONAL JOURNAL OF MANAGEMENT SCIENCE AND BUSINESS ADMINISTRATION 8, no. 4 (May 2022): 28–36. http://dx.doi.org/10.18775/ijmsba.1849-5664-5419.2014.84.1003.
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Understanding what leadership styles of corporate American leaders display integrity and trust is essential to organizational stakeholders, stockholders, the American public, and the business world. The study focused on why some corporate American leadership lacked integrity and trust from 2000-to 2012 which resulted in organizational failures. A quantitative research was developed from the theoretical framework of leadership styles and their respective associations with integrity and trust, organizational performance, and the impact of leadership behaviors on employees and the public. A correlational design was employed using transformational, transactional, and laissez-faire validated leadership frameworks and their respective subscales. The study examined the relationships between leadership styles of corporate American leaders, integrity, and trust. Participants in the eastern United States completed the internet administered survey questionnaire and Spearman’s Rho Correlation Coefficient. Analyses of data revealed statistical significance of both positive and negative relationships between different leadership styles, integrity, and trust as hypothesized from the two researched questions. Recommendations are made from the various themes of resulted from the relationship in leadership styles that positively correlate with integrity and trust. One such recommendation from the study results and findings showed transformational leadership style most positively correlated with integrity and confidence as the preferred leadership style of corporate American employees.
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Goussak, Gregory W., Jon K. Webber, and Elliot Ser. "APPLYING THE FULL RANGE LEADERSHIP MODEL TO MANAGING EMPLOYEES IN THE LAS VEGAS CASINO-GAMING INDUSTRY." Journal of Gambling Business and Economics 5, no. 1 (January 2, 2013): 46–66. http://dx.doi.org/10.5750/jgbe.v5i1.564.
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Early researchers concluded that leaders exhibit certain qualities not found among the common man (Bass, 1990; Burns, 1978; Hernez-Broome & Hughes, 2004; Moser & vander Nat, 2003; Northouse, 2010; and Stodgill, 1948). As researchers started looking at these phenomena, they realized that leadership is an evolving process that changes from paradigm-to-paradigm; shifting as environmental values change within society (Bass, 1990). The significant growth of the casino-gaming industry over the past two decades necessitates management understanding of how leading in the 21st century could affect operational productivity and organizational performance. The purpose of this research study was to investigate and analyze employee perceptions about managerial leadership styles in the Las Vegas casino-gaming industry. This study focused on the leadership styles in the Full Range Leadership Model (FRLM) and the relationship between employee perceptions and revenue growth. Participants completed the Multifactor Leadership Questionnaire Form 5X (MLQ) to communicate their perceptions about managerial leadership styles. The study discovered that employees in Las Vegas casino-gaming operations perceived their managers as following the contingent rewards transactional leadership style and that revenue growth was not a determining factor in their perceptions.
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Pencheva, Miglena, and Valentina Ghinea. "What contingency reward indicates – evidence from Bulgaria." Proceedings of the International Conference on Business Excellence 15, no. 1 (December 1, 2021): 1281–93. http://dx.doi.org/10.2478/picbe-2021-0118.
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Abstract Systems diagrams allow one to model the way in which complex systems work. They support thinking through the way in which the factors within a system interact and feedback upon themselves. Leadership, followers’ engagement and performance are depicted via Systems diagram approach. Current survey examines leadership behaviour toward followers, i.e. transformational and transactional styles. Full Range Leadership Model is employed to explore leader behavior with respect to Contingency reward. Objective of the paper is to examine Contingency reward within a framework of two surveys. The first one is conducted in 2017 in leading manufacturers in the light industry located in Northeastern Bulgaria. The second study was conducted in 2015 in public administrations located in the North central and Northeastern region in Bulgaria. Respondents in both are first line managers. Average values and validity analysis are performed. As a result, Contingency reward is consistent with transformational leadership.
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Cho, Vincent, Katrina Borowiec, and Kaitlyn F. Tuthill. "Organizational problem-solving and school discipline: comparing the roles of schoolwide behavior management technologies." Journal of Educational Administration 59, no. 3 (February 24, 2021): 302–17. http://dx.doi.org/10.1108/jea-10-2020-0229.
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PurposeApplications for tracking and managing classroom behavior have become increasingly commonplace, thus making it possible to incorporate nonacademic data into collaborative problem-solving and school improvement. Whether or how these platforms might support such aims, however, is not known. Accordingly, this study explores practices involving these applications, focusing especially on problem-solving among educators and with students' families.Design/methodology/approachThis comparative case study took place in three schools. In total, 34 semistructured interviews were conducted with teachers and school leaders. Analysis included qualitative coding as well as the development of within- and cross-case summaries.FindingsSchools varied greatly when it came to using behavior management platforms as a part of problem-solving. At a basic level, it was not uncommon for educators to use behavioral data for classroom troubleshooting or check-ins with students and transactional communications with families. However, only two schools attempted to use behavioral data for more systemic, “big picture” problem-solving, such as to make discipline policies more equitable or to improve teacher practices. The richness of collaboration with families seemed especially shaped by how and how frequently data were shared (e.g. automated notifications and paper printouts).Originality/valueEmpirical research about behavior management applications has been limited and focused only at the classroom level. The present study contributes new knowledge about the school-level implications of these platforms, while also expanding conversations about how behavioral data may be incorporated into data-informed problem-solving. Implications for leadership and theory are also discussed.
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Nguyen, Trang, and Sue Levkoff. "“What Will Come Will Come”: The Journey of Adjustment and Acceptance on the Path of Dementia Care Among Vietnamese Family Caregivers." Qualitative Health Research 30, no. 10 (May 25, 2020): 1529–45. http://dx.doi.org/10.1177/1049732320919390.
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In this article, we explore the psychological process through which Vietnamese family caregivers adjust to their role as primary caregivers for their relatives with dementia. The study adopted a constructivist grounded theory approach to collect data with 30 face-to-face, semi-structured interviews with 20 self-identified primary caregivers of older adults with dementia in Vietnam. The core adjustment process, consisting of four stages ( Experience, Acknowledgment, Experiment, and Acceptance [ EAEA]), to caregiving role emerged from the data. The EAEA process highlights the importance of self-perception, self-perception focused strategies, and acceptance of caregivers and suggests an adjustment process to their “becoming self” in caregiving. The EAEA process was reflected in the transactional relationship with caregiver personal factors (demographic and relational characteristics with care recipients, personal beliefs in and commitments to caregiving, and personal history of caregiving and coping with past adversity) and structural factors (cultural values and norms, social support, and social pressure).
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Jang, Jaeseong, and Jisu Jeong. "A meta-analysis of police leadership and organizational effectiveness: focusing on the South Korean police." Policing: An International Journal 45, no. 2 (March 14, 2022): 315–33. http://dx.doi.org/10.1108/pijpsm-07-2021-0103.
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PurposeThe purpose and approaches of this article differ from those of prior research in several ways. First, while existing leadership meta-analytic research has focused on the relationship between specific types of leadership and organizational correlates, this study is a comprehensive and systematic meta-study of overall leadership types and organizational effectiveness. Second, while most of the aforementioned previous leadership meta-analysis studies target various countries and organizations, this study focuses on the leadership of the police, especially the South Korean police, and organizational effectiveness. In particular, this study is necessary because leadership meta-analysis studies of police organizations are rare. Third, this study can contribute to the accumulation of leadership knowledge in the context of contingency theory. According to contingency theory, no form of leadership is effective in all situations. Both the environment and organizational factors of leadership have a significant impact on the effectiveness of leadership. In this regard, it is very meaningful to meta-analyze the studies on leadership and organizational effectiveness of the Korean police and interpret the results in conjunction with the Korean national context and the characteristics of the police.Design/methodology/approachIn this study, the authors conduct a meta-analysis of the studies on the leadership and organizational effectiveness of the South Korean police. To select the literature for the meta-analysis, the authors used the Preferred Items for Systematic Views and Meta-analysis procedure. First, 254 papers were searched, of which 133 were published in academic journals and 121 were dissertations. Second, 84 studies were selected, excluding 135 double-discovered studies, 30 studies unrelated to police leadership and 5 undisclosed studies. Finally, the authors checked the abstract and content of the literature. The authors evaluated the quality of the 36 studies that were selected through the above process. The authors estimate the sample size–weighted mean correlation by reflecting the sample size of each study in the converted Fisher's z-value. The final result is presented by reverting to the correlation coefficient for convenience of interpretation. Through this meta-analytic process, the authors estimated the mean effect size of whole leadership on the organizational effectiveness of the Korean police by integrating the effect size of each study.FindingsThe findings of this study have the following theoretical and practical implications. First, the results of this study indicate that the above trends in international leadership research have been applied to the Korean police as well and that the above trends in international leadership research have been applied equally to research into the South Korean police. The authors argue that more servant leadership studies are needed on the South Korean police. Second, the results of this study demonstrate that leadership is strongly correlated with organizational effectiveness among the South Korean police as well. Leadership is also found to be significantly positively related to attitude, behavior and satisfaction among the South Korean police. These results suggest that the leadership of police managers is very important for effective organizational management and improved police performance. Third, the results indicate significant differences in the effect sizes of each type of leadership. The largest effect size is the empowering leadership (EML), almost double the smallest effect size, authentic leadership. The results of the current study also indicate that transactional leadership (TSL) has a strong correlation with organizational effectiveness. Advanced research shows a significantly smaller effect than the magnitude of the effect size in this study. The authors examine the powerful effect of EML among the South Korean police from the perspective of organizational culture and the characteristics of the South Korean police. Influenced by social culture, the South Korean police also have hierarchical characteristics and a rigid organizational culture. In addition, although the police have strong discretion due to the nature of policing, individual police officers often have to take responsibility for the consequences of police discretion.Research limitations/implicationsThe most significant limitation of the current study is the lack of research using meta-analysis. The meta-analysis of the study was conducted on the police leadership and organizational effectiveness of one country, Korea. This is both a strong and weak point of the study. The lack of effect size on other leadership styles except transformational leadership and TSL can make it difficult to generalize the study results. There are only four samples of effect size, so careful interpretation is needed. This is also the inherent limitation of meta-analysis. After sufficient research is accumulated, it is necessary to re-estimate the effect size in future studies. In this study, the authors found differences in the effect sizes on organizational effectiveness by leadership types among the South Korean police, but more research is needed to determine the cause of the difference. In addition, this meta-analysis has a very high level of heterogeneity. This implies the possibility of various moderators, but the current study does not consider moderators. The authors recommend a continuous study on moderators that play a role in the relationship between police leadership and leadership outcomes.Practical implicationsIn this study, the authors found differences in the effect sizes on organizational effectiveness by leadership types among the South Korean police, but more research is needed to determine the cause of the difference. In addition, this meta-analysis has a very high level of heterogeneity. This implies the possibility of various moderators, but the current study does not consider moderators. The authors recommend a continuous study on moderators that play a role in the relationship between police leadership and leadership outcomes.Social implicationsThe authors’ empirical evidence once again supports the claim of leadership contingency theory that leadership is the result of the interaction of factors such as followers, leaders and organizational environments. It is difficult to conclude that the most effective leadership style among the South Korean police is EML. However, the authors’ findings can raise reasonable questions about generalized leadership effects and serve as evidence that the effects of leadership can vary across national and organizational contexts. Nevertheless, the authors can ask reasonable questions about the existence of generalized leadership effects. Furthermore, the authors’ findings can serve as evidence that the effectiveness of leadership can vary depending on cultural and organizational contexts.Originality/valueNumerous studies have been conducted on leadership and organizational effectiveness. However, meta-analysis studies on the relationship between leadership and organizational effectiveness focusing on certain national police forces have been limited. In this regard, the current study conducted a meta-analysis on the correlation between leadership and organizational effectiveness for South Korean police. While existing leadership meta-analytic research has focused on the relationship between specific types of leadership and organizational correlates, this study is a comprehensive and systematic meta-study of overall leadership types and organizational effectiveness. While most of the aforementioned previous leadership meta-analysis studies target various countries and organizations, this study focuses on the leadership of the police, especially the South Korean police, and organizational effectiveness. Previous research studies on the leadership of the Korean police have not properly considered national and cultural contexts. Most of them have the same limitations, that is, they applied each leadership theories that were developed in foreign countries (especially transformative leadership and transactional leadership) to the Korean police to explain whether each leadership type has a significant relationship with organizational effectiveness. The meta-analysis of this study can contribute to existing literature by overcoming this limitation. In addition, if the authors’ results match the cultural and historical characteristics of Korean police, they can provide evidence of the potential for effective police leadership in each country. The authors can also argue that meta-analysis of police leadership in other countries is necessary.
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Yarlagadda, Ramya, Catherine Bailey, Amanda Shantz, Patrick Briône, and Ksenia Zheltoukhova. "Purposeful leadership for the future police service." International Journal of Emergency Services 6, no. 3 (November 13, 2017): 200–208. http://dx.doi.org/10.1108/ijes-05-2017-0032.
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Purpose The purpose of this paper is to examine the prevalence of purposeful and ethical leadership in a UK county police force – referred to by the pseudonym PoliceOrg. The paper also evaluates the extent to which officers feel their values fit with those of the organisation, and the outcomes achieved by purposeful and ethical leaders. Design/methodology/approach A questionnaire survey, interviews and focus groups were conducted at PoliceOrg. The findings are compared with those from a public sector case study and with a representative sample of the UK working population. Findings Purposeful leaders at PoliceOrg have a positive impact on important outcomes for their direct reports and provide a sense of direction and guidance to those who do not feel a strong fit between their values and those of their organisation. Research limitations/implications The study focuses on a new construct (purposeful leadership) that has not previously been explored in the academic literature. Consequently, the findings cannot be directly compared with those of other studies. The survey focused on the views of police sergeants and constables, and only one police force participated as a case study; hence, the generalisability of the findings is limited. Practical implications Police organisations should nurture and sustain workplace environments where leaders can translate their personal moral code and ethical values into their role behaviours to address the policing challenges of the future. Originality/value This study elucidates the concept of purposeful leadership in the context of a police force.
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Niyazbayeva, Aliya, and Nurgissa Kusherov. "APPLICATION OF THE THEORY OF GENERATIONS IN THE WORLD PRACTICE IN THE FIELD OF PUBLIC SERVICE AND BUSINESS." Public Administration and Civil Service, no. 2-77 (June 29, 2021): 4–15. http://dx.doi.org/10.52123/1994-2370-2021-123.
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The theory of generations has made significant changes in HR as a stream of knowledge, offering new approaches and tools. In this regard, foreign companies and government agencies, taking into account the specifics of the links when updating the team structure, retain their attractiveness and leadership. The outflow of potential labor force from the labor market of the RK to foreign enterprises indicates the presence of serious problems in the field of human resource management. The article analyzes the use of developments and implementations of foreign government structures and businesses, focused on the values of generations.
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Alat, Priya, and Damodar Suar. "Flexible leadership in the manufacturing sector." International Journal of Organization Theory & Behavior 23, no. 1 (December 19, 2019): 23–42. http://dx.doi.org/10.1108/ijotb-08-2018-0093.
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Purpose The purpose of this paper is to explore leader flexibility in the manufacturing sector. The objectives are to understand the nature of uncertainties that leaders face and how their personal attributes facilitate them in responding to uncertain situations. Design/methodology/approach A total of 20 middle- and senior-level executives were interviewed, using seven semi-structured questions, from four states in India. Responses were analyzed using thematic analysis. Findings In this paper, two themes were identified: the need for flexibility and competencies. The need for flexibility included the factors that warrant adaptability and the performance requirements, such as changes in external environment, reconciling opposing demands, unpredictability of human resources and day-to-day contingencies. Performance requirements included monitoring the environment, anticipating changes, creating shared meanings, developing adaptability in human resources, understanding contradictions and generating alternate solutions. Competencies included balancing different values, roles, and behaviors, coaching and team building skills, planning skills, systems thinking, social skills, conflict management skills and openness to learning. Research limitations/implications Interviews were conducted with only executives; interviewing their subordinates may have revealed different perspectives. With the accounts being retrospective, few details may have been missed or exaggerated. Practical implications The findings can be used to apprise leaders of the challenges they may face and develop competencies required for leader flexibility. Originality/value Leadership research in the manufacturing sector is mostly focused on leaders’ responses to environmental uncertainties. This research identifies the task demands associated with unpredictability of human factors and daily contingencies, and the competencies used to respond.
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Bates, Samantha, Dawn Anderson-Butcher, Theresa Ferrari, and Christy Clary. "A Comparative Examination of How Program Design Components Influence Youth Leadership-Skill Development." Journal of Youth Development 15, no. 6 (December 15, 2020): 91–115. http://dx.doi.org/10.5195/jyd.2020.868.
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A growing interest in how adolescents can prepare for the workforce has contributed to the development of positive youth development (PYD) programs focused on youth leadership. This study explored what mechanisms and design components support leadership skill development among youth participating in 3 different PYD leadership programs. All of these programs involve high school students, have a focus on leadership, and emphasize college and workforce readiness. The aims of the study were to (a) examine what commonalities and differences in program design components contribute to skill development, (b) identify what leadership skills youth develop by participating in PYD leadership programs, and (c) explore what underlying mechanisms youth perceive contribute to their skill development over time. A total of 3 focus groups were conducted, each lasting 90 minutes, with a total of 18 youth (i.e., 6 youth per program). Nvivo, a qualitative software, and thematic analysis were used to distill common and differential themes related to the program design components the participants recognized as integral parts of the programs that contributed to their leadership skill development. Common skills developed across all 3 programs included working in groups, public speaking, and problem solving, yet differences in skills were also reported and linked to differences in program design. Additional findings showed several underlying mechanisms supported leadership skill development among youth participants. Findings can inform the development of effective youth leadership PYD programs, thereby further supporting youth in achieving their goals; avoiding harmful behaviors; and developing the competencies, confidence, and values youth need to successfully transition to adulthood.
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Štofková, Zuzana, Iveta Sedláková, and Peter Seemann. "THE MANAGERIAL COMPETENCIES OF STUDENTS OF SELECTED PUBLIC UNIVERSITY." CBU International Conference Proceedings 6 (September 26, 2018): 467–72. http://dx.doi.org/10.12955/cbup.v6.1199.
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This paper deals with key competences of students and graduates at a selected public university with an economic orientation in the Slovak Republic. The students expect from the University to have access to quality education, but also after finishing their studies to be able to apply them in practice. The businesses and organizations expect from university graduates to be equipped with competencies needed to develop their businesses and maintain their competitiveness. This paper discusses the equipment of graduates with general competencies such as knowledge, skills, abilities, values and attitudes, as well as managerial competencies such as communication, planning, organization and control, analytical thinking, creativity, problem solving, management and leadership, teamwork, flexibility and digital skills, etc. The paper presents the results of a survey focused on the scope of skills and competencies of the graduates of the University of Žilina, the Faculty of Operation and Economics of Transport and Communications, the Economics and Business Management study program. There the student´s profile is managerial oriented and the range of skills and competencies are considered to be the key factors for university graduates to be employed in a modern society.
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Brown (Hoizman), Iris. "A Haredi Myth of Female Leadership: Rebbetzin Batsheva Kanievsky." Religions 13, no. 4 (March 24, 2022): 276. http://dx.doi.org/10.3390/rel13040276.
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Rebbetzin Batsheva Kanievsky (1932–2011) served as a spiritual guide for many; her prominence and influence were a unique phenomenon in the Haredi (Jewish ultra-Orthodox) community in which she grew up, where women, lacking Talmudic knowledge or other sources of authority, are generally found only at the margins of the public sphere. Her multi-faceted activity was focused on offering blessings and advice. She also innovated a few segulot (magical techniques) and religious rituals. Her leadership is characterized, on the one hand, by the preservation and even strengthening of the existing Lithuanian Haredi ethos, particularly in the context of the wife’s complete self-abnegation for her husband’s Torah study. On the other hand, it fostered emotional and experiential elements that are closer to the ethos of the Hasidic and Sephardi communities and are associated with folk piety and a quasi-magical orientation. Rebbetzin Kanievsky thus created a type of female religious leadership that can be characterized as anti-leadership, in which she embodied the Haredi conception of ideal womanhood. Consequently, she was not perceived as a threat to Haredi values but rather as their promoter. However, this model of leadership enabled her to break, almost despite herself, the limitations of the gender hierarchy of the Haredi community and serve as an almost singular female role model in that community’s pantheon.
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Agyepong, Irene Akua, Uta Lehmann, Elizeus Rutembemberwa, Suzanne M. Babich, Edith Frimpong, Aku Kwamie, Jill Olivier, Gina Teddy, Boroto Hwabamungu, and Lucy Gilson. "Strategic leadership capacity building for Sub-Saharan African health systems and public health governance: a multi-country assessment of essential competencies and optimal design for a Pan African DrPH." Health Policy and Planning 33, suppl_2 (July 1, 2018): ii35—ii49. http://dx.doi.org/10.1093/heapol/czx162.
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Abstract Leadership capacity needs development and nurturing at all levels for strong health systems governance and improved outcomes. The Doctor of Public Health (DrPH) is a professional, interdisciplinary terminal degree focused on strategic leadership capacity building. The concept is not new and there are several programmes globally–but none within Africa, despite its urgent need for strong strategic leadership in health. To address this gap, a consortium of institutions in Sub-Saharan Africa, UK and North America have embarked on a collaboration to develop and implement a pan-African DrPH with support from the Rockefeller Foundation. This paper presents findings of research to verify relevance, identify competencies and support programme design and customization. A mixed methods cross sectional multi-country study was conducted in Ghana, South Africa and Uganda. Data collection involved a non-exhaustive desk review, 34 key informant (KI) interviews with past and present health sector leaders and a questionnaire with closed and open ended items administered to 271 potential DrPH trainees. Most study participants saw the concept of a pan-African DrPH as relevant and timely. Strategic leadership competencies identified by KI included providing vision and inspiration for the organization, core personal values and character qualities such as integrity and trustworthiness, skills in adapting to situations and context and creating and maintaining effective change and systems. There was consensus that programme design should emphasize learning by doing and application of theory to professional practice. Short residential periods for peer-to-peer and peer-to-facilitator engagement and learning, interspaced with facilitated workplace based learning, including coaching and mentoring, was the preferred model for programme implementation. The introduction of a pan-African DrPH with a focus on strategic leadership is relevant and timely. Core competencies, optimal design and customization for the sub-Saharan African context has broad consensus in the study setting.
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Oleksa-Marewska, Karolina, and Joanna Tokar. "Facing the Post-Pandemic Challenges: The Role of Leadership Effectiveness in Shaping the Affective Well-Being of Healthcare Providers Working in a Hybrid Work Mode." International Journal of Environmental Research and Public Health 19, no. 21 (November 3, 2022): 14388. http://dx.doi.org/10.3390/ijerph192114388.
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The COVID-19 pandemic has brought new challenges to the medical industry, including hybrid work, in which specialists can perform some of their duties remotely, in addition to physical contact with patients and their teams. Hybrid work provides opportunities, but also generates difficulties (e.g., accurate long-distance diagnosis); therefore, there is a need to ensure the well-being of healthcare workers, especially in the context of leadership strategies. As there is little research on leadership practices in remote and hybrid medical worker management, this study analyses the relationship between certain behavioural strategies and competencies of leaders and the affective well-being of hybrid employees. The research was conducted among a group of employees (N = 135) from seven countries who provide healthcare in a hybrid model. The correlations between the variables showed the statistical significance of all leadership strategies introduced into the model and focused on building involvement (employee empowerment and team orientation), creating a shared vision, defining clear goals and strategies, promoting adaptability (change management, promotion of organisational learning and patient focus), managing consistency through shared values, agreement and effective coordination, as well as competencies such as communicativeness, credibility, self-development and digital readiness. Despite the significance of all the relationships, the linear regression showed that the variability of affective well-being was explained mainly by the adaptability leadership strategy. The results of the study expand the knowledge on the competencies of healthcare leaders, and shed new light on the management of medical employees performing remote and hybrid work. Because such research into well-being has not been published to date, the analysis begins an important discussion on redefining leadership in the healthcare sector, taking into account the digital transformation.
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La Rose, Tara, and Brian Detlor. "Social Work Digital Storytelling Project: Digital Literacy, Digital Storytelling, and the Makerspace." Research on Social Work Practice 31, no. 6 (February 24, 2021): 599–609. http://dx.doi.org/10.1177/1049731521992427.
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Purpose: The Social Work Digital Storytelling project was a research study undertaken to (1) enhance digital literacy of practitioners and students through digital storytelling training, (2) diversify engagement in a local public library technology hub (the “makerspace”), and (3) understand and enhance social work leadership knowledge among students and practitioners through the creation and sharing of leadership-focused digital stories. Method: Free hands-on digital storytelling workshops where social workers/students created stories about leadership exposed social workers to technologies accessible in the community and provided hands-on experience using hardware (e.g., IMac computers, digital cameras, portable data recorders, and a recording booth) and software (e.g., Adobe Photoshop, I-Movie, and GarageBand) as well as online social media platforms (e.g., Flickr, YouTube, and Facebook). Results: Before and after the workshops, participants completed a brief online qualitative self-evaluation survey through which they reflected on their skills, values, and beliefs about digital technology in practice. Participants gained knowledge of perspectives of online ethical tenants and exposure to Creative Commons Copyright and the NASW Technology Standards of Practice. Discussion: Prior to participation, the social workers reported fear and hesitancy using technology. After workshop completion, workers experienced a greater sense of confidence using digital technology as well as identifying organizational and systemic issues, which hindered field-based technological engagement.
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Theoharis, George. "Disrupting Injustice: Principals Narrate the Strategies They Use to Improve Their Schools and Advance Social Justice." Teachers College Record: The Voice of Scholarship in Education 112, no. 1 (January 2010): 331–73. http://dx.doi.org/10.1177/016146811011200105.
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Background/Context A group of educators have demonstrated success not only with White middle-class and affluent students but also with students from varied racial, socioeconomic, linguistic, ability, and cultural backgrounds. A reoccurring theme from these schools and from the literature on school change is that exemplary leadership helps create the necessity for change and helps make the realities of change happen. More specifically, leaders at these schools where students traditionally marginalized are thriving come to administration with a commitment, or larger “call,” to focus their leadership on issues of equity and justice. Purpose Scholars and administrators alike have called for “constructive models” of this kind of leadership. This article provides examples of these accomplishments in practice. It also provides insight into the realities of leading for social justice by revealing what principals sought to accomplish and how they approached that work. Participants This article focuses on 6 principals—2 elementary, 2 middle, and 2 high school—who (1) led a public school, (2) possessed a belief that promoting social justice is a driving force behind what brought them to their leadership position, (3) advocated, led, and kept at the center of their practice/vision issues of race, class, gender, disability, sexual orientation, and/or other historically marginalizing conditions, and (4) had evidence to show that their work has produced a more just school. Research Design The qualitative study in which these analyses are grounded used a positioned subject approach. The method of data collection took place over one school year and included in-depth interviews with the principals, a review of documents and materials, site visits, discussions/interviews with school staff, a detailed field log, and a group meeting of the principal participants. This article is a focused discussion of aspects of a larger study, using the principals’ voices to illustrate key themes. Findings These leaders narrate the strategies they used to disrupt four kinds of school injustice: (1) school structures that marginalize, segregate, and impede achievement, such as pullout programs; (2) a deprofessionalized teaching staff who could benefit from focused staff development; (3) a school climate that needed to be more welcoming to marginalized families and the community; and (4) disparate student achievement levels. Recommendations A series of lessons emerged from this research: that social justice in schools is more than rhetoric—indeed, it can be achieved; that inclusive schooling is a necessary and enriching component to enacting justice; that increasing staff capacity is essential to carry out a comprehensive agenda focused on equity; and that creating a climate that deeply values racial, cultural, and economic diversity is a key strategy to enacting justice.
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Bailie, Jodie, Alison Frances Laycock, Kathleen Parker Conte, Veronica Matthews, David Peiris, Ross Stewart Bailie, Seye Abimbola, et al. "Principles guiding ethical research in a collaboration to strengthen Indigenous primary healthcare in Australia: learning from experience." BMJ Global Health 6, no. 1 (January 2021): e003852. http://dx.doi.org/10.1136/bmjgh-2020-003852.
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IntroductionIndigenous communities worldwide are leading calls for all research involving Indigenous people to be underpinned by values and principles articulated by them. Many researchers are explicitly adopting these principles to guide what, where, how and when research is undertaken with Indigenous people. With critical reflection to support the implementation of such principles largely absent from published literature, this paper explores both the implementation of, and the outcomes from a set of guiding principles used in a large-scale Australian research collaboration to improve Indigenous health.MethodsIn this inductive qualitative study, we adopted a principles-focused evaluation approach. Based on interviews with 35 actors in the collaboration and a review of project documents, we generated themes that were then iteratively discussed, refined and categorised into (1) ‘strategies’—activities by which implementation of our guiding principles were recognised; (2) ‘outcomes’—results seen from implementing the principles and (3) ‘conditions’—aspects of the context that facilitated and constrained implementation of the principles.ResultsRespondents found it difficult to articulate how the guiding principles were actually implemented, and frequently referred to them as part of the fabric of the collaboration. They viewed the set of principles as mutually reinforcing, and as providing a rudder for navigating complexity and conflict. Implementation of the principles occurred through five strategies—honouring the principles; being dynamic and adaptable; sharing and dispersing leadership; collaborating purposefully and adopting a culture of mutual learning. Outcomes included increased Indigenous leadership and participation; the ability to attract principled and values-driven researchers and stakeholders, and the development of trusting and respectful relationships. The conditions that facilitated the implementation of the principles were collaborating over time; an increasing number of Indigenous researchers and taking an ‘innovation platform’ approach.ConclusionOur findings show that principles guiding collaborations are valuable in providing a focus, direction and a way of working together when they are collaboratively developed, hold genuine meaning for all members and are implemented within a culture of continuous critical reflection, learning and adaptation, with ongoing reinterpretation of the principles over time.
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Dorasamy, Nirmala, and Renitha Rampersad. "Perceptions on a student leadership development initiative." Corporate Ownership and Control 12, no. 1 (2014): 802–9. http://dx.doi.org/10.22495/cocv12i1c9p4.
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Leadership development involves the empowerment and preparation of individuals to be social change agents by developing their understanding of others and self awareness of their roles and responsibilities as leaders in different contexts. In the South African context, student representative councils (SRCs) at universities is an important mechanism to ensure that all South African students receive quality higher education in a safe, disciplined and healthy environment, that is underpinned by access, success and equity which are critical areas of focus in the transformation process. SRCs, as a well organized body, with the necessary skills can channel their capability and commitment toward improving university life for students. As Fullan (1993:182) argues that we hardly know anything about what students think about educational change because no one ever asks them. A student leadership initiative can be a potential for change in universities, since students as the “guardians of the existing culture can be the final arbiters of any change” (Wideen, 1992: 182). Further, by harnessing SRCs as potential reinforcers for improvement, there is more concern with the process through which successful change can be introduced in universities. Since SRCs are vested with the authority to contribute to good governance within universities, students place their trust in it. Therefore, SRCs need the requisite skills to make decisions that do not compromise the interests of students whom they represent. The study aimed to examine student perceptions and expectations of leadership through democratic deliberation at the Durban University of Technology (DUT), in partnership with the International Centre on Non Violence (ICON) and The African Centre for the Constructive Resolution of Conflicts (ACCORD). The student leadership course was a pioneer initiative for student leaders, comprising of local and international students studying at DUT. The rationale for this was the identified need for focused research into what student leaders perceive leadership to be and the value they derive from attending leadership initiatives. The partners felt it important to document student voices through a leadership initiative. The narrative, through a qualitative analysis, captured the contradictions and conflicting challenges student leaders face today, which are always problematic and dynamic, especially when public interests are not at the forefront of the agenda. Students stated that the course was beneficial, because it helped to: focus on purpose and goals of being SRC members; understand cultural diversity; show more interest in developing leadership skills as a collective; gain a sense of clarity of personal and university values; gain improved negotiation, conflict resolution and decision making skills; deal better with complex issues; and willing are able to use leadership practices for the benefit of all stakeholders. It is ultimately envisaged that the leadership initiative will be extended beyond the frontiers of DUT to other local, national and possibly international higher education institutions. As part of an on-going series of courses relating to student leadership, it is expected that such initiatives with the university partners will strengthen the effectiveness of student leaders, thereby contributing to the process of higher education transformation
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Torres, Isabel, Tânia Gaspar, and Paula Rodrigues. "Work and active aging: is there a relationship between health and meaning in life?" International Journal of Workplace Health Management 15, no. 2 (March 8, 2022): 235–53. http://dx.doi.org/10.1108/ijwhm-12-2020-0208.
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PurposeThis study aims to explain the health impact of work demands and organization, job content, leadership and values in the workplace. It also explores the extent to which health conditions influence the meaning in life in late career.Design/methodology/approachThe sample consisted of 1,330 Portuguese-based individuals aged 55–75 years. The structural equation modeling (SEM) was used for the data analysis and to test the research questions.FindingsThe results showed that stress and burnout are influenced by work demands and organization, job content, leadership and values in the workplace. Employment status had no influence. Health status affects the meaning in life.Research limitations/implicationsAlthough participants were asked to answer the questionnaire bearing in mind their last work experience, retirees could have had difficulty reporting on their last work; therefore, in future research, the use of a qualitative methodology could also be equated as to complement richer information regarding past experiences in the work context.Practical implicationsConsidering the main goals of the United Nations 2030 Agenda for sustainable development, this study contributes, namely, to the third one – Ensure healthy lives and promote well-being for all at all ages. In fact, directing a look at the condition in which older people work and at their health contributes not only to more productive organizations, to less spending of public money on health, but also to a more inclusive society. Bearing in mind workers are progressively retiring later and that the exposure to certain work conditions during the late career is problematic for organizations and for society in general, this study has practical and social implication.Originality/valueConsidering demographic changes and the aging of the active population in Portugal and the scarce studies carried out in the country concerning this relevant theme, the authors believe that the conclusions may constitute an important input for workplace policies regarding older workers. In addition, little research has focused on the effect of health in meaning in life.
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Song, Wenlong, Zihan Wang, and Ruiqing Zhang. "Classroom Digital Teaching and College Students’ Academic Burnout in the Post COVID-19 Era: A Cross-Sectional Study." International Journal of Environmental Research and Public Health 19, no. 20 (October 17, 2022): 13403. http://dx.doi.org/10.3390/ijerph192013403.
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The continued development of digital technology and its overuse in teaching and learning in the post-epidemic era have brought about digital health risks, which are associated with academic burnout among college students. This study focused on the relationship between classroom digital teaching and students’ academic burnout and designed the Classroom Burnout Inventory (CBI) and the Classroom Burnout Causes Inventory (CBCI) to conduct a cross-sectional survey of 206 Chinese university students. Correlations and regression analyses were conducted between key factors and burnout values through a path model of “Digital teaching-Teaching & learning process-Causes subjects-Burnout”. The results of the study show that an inappropriate and excessive use of unintegrated digital teaching and learning technologies in the classroom was positively correlated with academic burnout among college students. Burnout levels and the three manifestations were not correlated with students’ gender, grade, and major. In terms of causes, the academic burnout of college students was more correlated with their own personal reasons than with external factors such as teachers, universities, and environments. Integrating digital technology platforms, enhancing teacher leadership in the digital classroom, and strengthening peer support and students’ psychological resilience are all meaningful explorations of academic burnout prevention strategies.
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Žydžiūnaitė, Vilma. "Intellectual Leadership of Researchers in Higher Education: Relationship Between the Demographic Factors and Roles (Lithuanian Context)." Acta Technologica Dubnicae 6, no. 3 (December 1, 2016): 11–31. http://dx.doi.org/10.1515/atd-2016-0017.
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Abstract The intellectual leadership of educators or teachers represents a topic of a great interest for educational research and practice. Variety of variables or factors have been examined to find the most complete explanations for teachers’, professors’ and educators’ roles, for example, institutional, financial, gender, organizational, spiritual, and intellectual. No literature was found on the relationship between the demographic variables and researchers’ roles in higher education regarding intellectual leadership. But a lot of studies are focused on the relationship between demographic and other factors in education: job satisfaction, organizational justice, religion, gender, culture, personal and professional roles, stress, mental health, and mobility. The research issue in this study is related to researchers’/scientists’ work in higher education schools and is focused on intellectual leadership, which consists of different roles. It is worth to think about researchers as intellectual leaders and to discover how they recognize or identify their roles in higher education. In this study, findings answer the following research question: “What are the relationships between researchers’ roles and their gender, work experience, dissertation defence date, and research field?” The object of the research study is the researchers’ roles in higher education. The aim of the study was to reveal the relationship between demographic factors and researchers’ roles in higher education. Data were collected by performing a questioning survey and using a validated questionnaire with 116 statements in total. The sample consisted of 304 researchers working in higher education institutions. For data analysis, Cronbach’s alpha, Mean and ANOVA calculations were used. The research findings reported that the female-researchers’ evaluations were higher in all cases regarding their roles in higher education schools. The results of the study highlighted that the male-researchers were devoted to the roles of academic citizens and mentors, while they did not refer the interest for academic freedom and the role of a knowledge producer. Findings revealed that the role of an academic citizen is perceived equally to other roles, despite the fact that researchers work in different research fields. In this research study, the highest estimates were given to the roles by the researchers representing medical sciences. Results showed that the lowest estimates for the diverse roles in higher education were provided by the researchers from engineering sciences. A correlation analysis between distinguished minor roles descriptions revealed that the participation of scientists in society debates and public policy correlates with all the remaining roles of scientists very weakly or weakly. The strongest correlation with all roles refers to academic duty, critic, personal development, and acting in one research field. In conclusion, intellectual leadership is the scope of challenging processes regarding developing, designing, creating, defining, ensuring, critiquing, teaching, instructing, researching, mentoring, enabling questioning, generating, envisioning, advocating, encouraging, re-imagining, managing, representing, counseling, achieving, evaluating, acting, and providing. The general components here refer to ideas, values, understandings, solutions, beliefs, visions, knowledge, approaches, purposes, and actions. By concluding the study, it is worth to accentuate that the demographic factors that are meaningful in studying the researchers’ roles within the intellectual leadership in higher education are the following - gender and research areas. The work experience in higher education and the year of Ph.D. defence are not the factors, which are meaningfully related to the role performance, academic duty and academic freedom of the researcher as an intellectual leader in higher education.
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MacKenzie, Alison, and Tess Maginess. "Achieving Moralised Compassion in Higher Education." Journal of Perspectives in Applied Academic Practice 6, no. 3 (September 25, 2018): 42–48. http://dx.doi.org/10.14297/jpaap.v6i3.370.
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This paper engages with a philosophical conception of moralised compassion. This involves imaginative dwelling on the condition of the other person, an active regard for her good, and a view of her as a fellow human being. We will suggest that we ought, following Schopenhauer, to cultivate moralised compassion if we are to have just relations and just institutions. This will enable us to consider compassion not just as a private interpersonal value, but as a broader institutional and global value. Many universities still proclaim a three–stranded mission: to educate for personal development, to create public/societal benefit, and to prepare students for the labour market. There is an emerging set of voices critically questioning what they see as an overly dominant obsession with training students to serve the economy, and that universities are increasingly focused on the private, rather than the public good. We will reflect on meanings and enactments of compassion within the ‘engaged’ university by asking a number of related questions. We will explore how universities can offer leadership on moralised compassion, both at an individual and institutional level to their students, and how teachers can offer a more culturally sustaining pedagogy to their students, which values and defends cultural pluralism and cultural equality. One way in which we might cultivate compassionate regard is to use the embodied experiences and suggestive capacities of literature to [re]imagine or [re]conceive beliefs or attitudes, to cultivate perception, discernment and responsiveness. The paper concludes by proposing some practical suggestions on how moralised compassion might inflect and inform creative interconnections and interdependency between universities at a global level.
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Lomanov, A. "Modern Ideological Challenges to the Rule of the CPC." World Economy and International Relations 66, no. 10 (2022): 13–23. http://dx.doi.org/10.20542/0131-2227-2022-66-10-13-23.
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China’s ability to regulate and control the situation in the ideological sphere has increased markedly during the recent decade. At the same time, Chinese society is becoming more and more diverse, which makes social thought more and more heterogeneous. The article focuses on the changes that have taken place in relations between the ideology of CPC and non-official trends of thought. Through publications of Chinese researchers the article analyzes the key aspects of the CPC policy aimed at strengthening the leadership of the official ideology and preventing radicalization of public sentiment. In China experts are especially concerned about the ability of non-mainstream ideas to challenge the “national ideological security”. The increase in the influence of official ideology led to weakening of neo-liberalism, universal values, and historical nihilism. However, the mode of interaction between the official ideology of the CPC and other ideological currents cannot be reduced to confrontation between “Chinese authoritarianism” and “Western liberalism”. The full picture can be seen only by taking into account the complex relationship of Party ideology with the diverse ideas of the “gray” zone. Intense debates in China are focused on trends that have no clear theoretical basis and political orientation, but are capable to mobilize masses and radicalize public sentiment. The authorities search for optimal response to outbursts of radical Internet-populism while seeking to put nationalism and consumerism into reasonable limits. The reaction of Chinese society to the coronavirus epidemic has demonstrated that at a time of crisis and decrease in people’s confidence in the effectiveness of the work of the state there was an explosive growth of pro-Western and populist sentiments. The task of combining the leading role of the normative ideology of the CPC with the diversity of social ideas will remain relevant over a long time.
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Wake, Susan J., and Chris Eames. "The Eco-Classroom Project: Fostering Student Participation Through Education for Sustainability." Australian Journal of Environmental Education 28, no. 2 (December 2012): 160–61. http://dx.doi.org/10.1017/aee.2013.7.
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AbstractThis thesis investigated learning and other outcomes in participants, particularly students (9–11 years), as a result of their involvement in an education for sustainability (EfS) co-design and build project at their primary school in New Zealand, within the Enviroschools Programme. The research focused on four areas that distinguished the project: sustainability learning as the issue, participatory practice as the method, design as the process, and community partnerships as the sphere of involvement. Each of these was considered in terms of its influence on learning that was either cognitively based (knowledge), psychomotor (skills) or affective (attitudes and values). This led to the set-up of a matrix to collect qualitative data that was gathered using a narrative inquiry method around participants’ stories. This included focus groups with students who were part of the Eco-building Working Party, interviews with key adults from the school and the wider community, survey questionnaires to parents of the focus group students, plus classroom observations and analysis of visual diaries made by the teacher.Findings revealed student learning occurred in all three learning domains. This included EfS learning (particularly related to architecture and the built environment), understanding a design and build process, and cross-disciplinary learning that included skills such as leadership, teamwork and public speaking. Adult participants also gained from their involvement in the project. A correlation was made between the set-up and execution of the eco-classroom project and the Danish concept of Action Competence. This was indicated through the authentic, relevant and democratic action-taking focus of the eco-classroom project, which is linked to learning transformations. Also in agreement with an action competence approach was the strong focus in the project on both individual and collective learning. This was due to the process-focused nature of the project, itself related to the learning mandate and commitment to a democratic process with students. The project ran for a number of years with annually changing groups of students, who all had different experiences. The teacher used ‘peer education’ and reflective tools to manage the changeover of students positively. This gave depth and breadth to learning and ensured the project was truly collaborative. The embedding of learning in the project within the New Zealand Curriculum provided evidence of the flexible and multidisciplinary nature of EfS. Finally, a number of key management aspects were identified by the findings as contributing significantly to learning in the project and these are discussed.
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Midina, Anastasia, and Oksana Orel. "Legal and ideological model of the formation of socio-legal consciousness of military servicemen as a component of social and legal support of the activities of the personnel of the national guard of Ukraine." ScienceRise: Juridical Science, no. 3(21) (September 30, 2022): 16–21. http://dx.doi.org/10.15587/2523-4153.2022.265571.
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The article is devoted to a comprehensive study of the social and legal support of the military personnel of the National Guard of Ukraine. During which it was found out that, according to the norms of the current legislation, social and legal support is an activity to create the necessary social and legal conditions for observing constitutional rights and freedoms, meeting the social needs and interests of military personnel in the course of preparing and performing combat missions; compliance with international humanitarian law; maintaining high discipline, organization and order. Based on this, the author's vision of the factors, influencing the formation of the social and legal consciousness of military personnel during military service and performing tasks for their intended purpose, is formulated, and three levels of their implementation are defined: micro-level, medium level and macro-level. The micro level includes: basic knowledge (obtained at school, higher educational institutions, higher military educational institutions); safety conditions in the performance of service and combat missions (norms of the current legislation); socio-cultural development (the degree of development of a serviceman in all spheres of human activity under the influence of changes in the dominant system of values). Medium level – self-realization (realization of the potential of a serviceman through career achievements); qualification of the military team/chief (formed by the personal attitude of the team/chief to the legal norms of the current legislation and implemented by observing them). Macro level – the mentality of society (way of thinking, general spiritual mood of society); state policy of Ukraine (the reaction of the state to specific problems of society (or groups in this society) is a fundamental guide to action for public authorities in accordance with laws and social customs). Based on the results of the study, the author's position on the very legal-ideological model of the formation of the social and legal consciousness of military personnel as a component of social and legal support for the activities of the personnel of the National Guard of Ukraine and its levels is provided. In order to increase the effectiveness of the functioning of the legal-ideological model for the formation of the social and legal consciousness of NGU military personnel, it is advisable: within the macro-level – the state leadership adhere to the implementation of social guarantees for military personnel and strengthen the propaganda of the authority of the "man in uniform" through the media; within the framework of the middle level – the local leadership independently make decisions on improving the quality potential of personnel, based on the specifics of the assigned tasks; within the framework of the micro level – during individual training, constantly inform the personnel about the latest changes in the current legislation and instill legal consciousness for the actions taken. Attention is focused on the problematic issues that arise at the present stage of development of the state
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Bochkarev, Sergei Aleksandrovich. "State of Independence Institutes of Justice in the Russian Federation: Sociological Research." Russian Journal of Legal Studies 6, no. 1 (December 15, 2019): 9–24. http://dx.doi.org/10.17816/rjls18458.
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This article is devoted to the study of the results of the sociological state of the domestic justice system. The relevance of the study is due to a number of fundamental factors. First, justice is an integral and integral part of the ontological basis of any civilized society. It is called upon to serve society as clamps and ensure its internal stability by reducing the level of antagonism and fair resolution of conflicts. Secondly, justice as the key value of society works on protecting its ideals and the idealization of society itself, serves as a motive for self-criticism and a mechanism for self-improvement. Thirdly, according to the level of independence and independence of the justice system in the modern world, it is estimated the development of society and its institutions, the culture of its goals and the values professed. By virtue of the noted fundamental factors, the Laboratory of Political and Legal Research of Lomonosov Moscow State University was developed, and the Russian Foundation for Basic Research supported a scientific and sociological project to obtain objective and reliable information about the state of the domestic justice system. At the same time, a new feature of the project was the proposal to explore the topic “from the inside”, in contrast to other projects, to generalize and analyze the opinions of the main subjects of justice on the level of their own independence and independence as the center and structure-forming elements of the system. Thus, the fundamental scientific task of research is in the knowledge of the “internal” laws of the functioning of the domestic justice system and the mechanisms for its adoption by the main representatives of law enforcement decisions in Russian realities. In this regard, for the first time, an attempt was made to conduct a focused and full-fledged study of the state of independence of law enforcers through clarification of their internal well-being and attitude to power, public opinion, the media, their own leadership and professional environment. Taking into account the task, specialists initially developed a set of indicators for measuring the state of independence of investigators, prosecutors and judges, as well as criteria for assessing the level of pressure on them and interference with their procedural activities. Then, a large-scale sociological survey of officials at various levels, directly carrying out the law-applying functions in the system of judicial authorities of the Russian Federation - judges, prosecutors and investigators. According to the results of the analysis and formulated findings of the survey. As part of the survey, more than 800 law enforcement officers of the Russian Federation were interviewed: judges, prosecutors and investigators from different regions of the country. The author has formulated conclusions on the results of the study.
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Solodukhina, Elvira V. "CONSTRUCTING GENDER IN SOCIAL NETWORKS ON THE EXAMPLE OF THE NIKE SPORTSWEAR BRAND: THE NEW WOMEN AND THE SAME MEN." Vestnik Tomskogo gosudarstvennogo universiteta. Kul'turologiya i iskusstvovedenie, no. 40 (2020): 122–30. http://dx.doi.org/10.17223/22220836/40/10.
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Relevance of the study. Researches of advertising and media are important components of social and cultural research, as it allows to take a critical look at gender images that exist not only in the media, but also in the public consciousness. We chose Nike for the study because of two reasons. First, they purposefully use a gender approach. The brand chooses its models based on what gender issues they can attract attention to. Secondly, Nike is the global brand that influences consumers in many countries, including Russia, setting not only fashion trends, but also lifestyle and values. Purpose. To demonstrate what gender images and standards the Nike brand uses to construct gender in the social network Instagram. Methodology. The research is based on the theory of social construction of gender, critical studies of advertising and the theory of postfeminism. Main methods: content analysis and comparative analysis. Research result. Analysis of the visual content of the Nike brand account in Instagram allowed us to draw the following conclusions: 1. Nike, like many clothing brands, on the one hand, demonstrates the binary of “male” and “female” in its media. They focus on “women's” as discriminated against by society and an issue that needs to be discussed. On the other hand, by making both men and women heroes and putting them in the context of “competition and victory”, Nike unites them and erases the gender boundaries. 2. The image of a man in Nike remains within the existing stereotypes, and the image of a woman shows the duality: on the one hand, she acquires masculine characteristics, on the other – she strives to preserve her femininity. This duality may be because the introduction of women into the masculine field (sport) deconstructs masculinity and turns masculine into universal. 3. The female audience feels the need for the new role models. If earlier in advertising there were two predominant types of women aimed at the female audience – the housewife and the beauty woman, now there is a third type – a feminist woman who claims for the previously male spheres. Nike, in their social networks, strive to meet the requirements of postfeminism in sports, where equality is embodied through the accessibility of all sports and the uniqueness of each gender through gender issues. 4. The gender of all brand characters is still built through two poles: male and female. Cisgender individuals have their own explicit gender characteristic in the brand, and a transgender man and woman with high testosterone levels, according to World Athletics, protect their right to be a “man” or a “woman”. This again leads to a discussion about the binary division of gender. Conclusions. In the context of the presence of men and women in the main brand account, a woman is positioned as an equal player to a man, but at the same time discriminated against. Women in this account, on the one hand are in the field of sports, heroism, leadership (the field of traditionally masculine characteristics), but on the other hand, should be focused on women's issues, and such a new issue is postfeminism, which constructs the new woman. In the context of a women's account, where you no longer need to compete with a man, the brand delves more into the topic of “femininity”. Feminism is also important here, but it is no longer necessary to reach so far for equality with men. Here you can see another facet of post-feminism-the emphasis on femininity as itself important and unique. This uniqueness can be expressed by women's sexuality and physicality. We assume that in the future, global brands such as Nike will continue to look for images for genders that go beyond the binary order. This may lead to an increase in gender-neutral collections, but the advantage, in our opinion, will remain, on the contrary, for the expansion and uniqueness of genders, since this gives a variety of examples for identification. This will primarily be influenced by public thought and values, especially the feminist and LGBT movements, as they set the gender agenda.
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Ibrahim, NDAGIJIMANA. "Imihigo/Performance Contract: A Results of Decentralization and Effective Tool for Orgnizational Performance, Case Study of Rwanda." Journal of Public Policy & Governance 6, no. 1 (August 4, 2022): 116–41. http://dx.doi.org/10.53819/81018102t4061.
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This study intends to cover the relationship between decentralization introduced since 2000 and Imihigo/performance contract launched in 2006 in all government institutions from the context of Rwanda. The Decentralization Policy is explicit on the process of Imihigo planning, which follows through the existing Local Government structures from Village to District level. The spirit of the policy visualizes a systematic bottom-up process where Imihigo at each Sub-District entity are strengthened at the next layer in the administrative hierarchy up to the District level. Alternatively, the system of Imihigo and decentralization in Rwanda have close interlink and this one enhanced Rwanda’s decentralization, ensuring that local leaders are accountable and that achieve annual targets they set themselves. It is an important mechanism for implementing national and local development strategies in order to improve the lives of citizens. Rwanda’s Decentralization reforms have focused on transferring power, resources and responsibilities for decision-making to citizens and elected leaders, creating enabling environment for citizens’ participation in governance and development, as well as establishing systems and structures for effective, efficient, equitable and accountable service delivery. Imihigo/performance contract concerns to all Government institutions, from households at right from isibo/village level to Ministries and agencies, are required to design and prepare their Imihigo (performance contracts), implement them effectively and to have them evaluated. Mostly, Ministers, Mayors and government agencies leaders develop Imihigo/performance contract in consultation with their staffs and therefore, sign it with the staffs concerned. District performance contract/Imihigo are resulting from consultative meetings from households where citizens, council at al level, JADF members are expressing their needs/priorities and analyze them where District consolidate the needs compare to the available budget but also link them to national priorities under strategic documents such as Vision 2050, NST 1 and District Development Strategy as well as Action Plan. To address this objective, imihigo/performance contract is perceived as the core independent variable while decentralization policy is considered as dependent variable. A questionnaire was developed and disseminated to sampled respondents used purposive sampling dealing directly or indirectly with the selected subject. Again, this purposive sampling technique was used to select the respondents and participants in focused group discussions basing on the knowledge, expertise and familiarity they have in imihigo from expression of needs to evaluation of District. The primary data is composed of information got from questionnaires respondents and interview held with selected respondents among them those who retired from District leadership at various level but also those who still in the government office. The secondary data of this research was extracted from textbooks on performance contracts or management, concept notes on performance contracts-imihigo, evaluation reports and published papers, article and books. A sample of 78 out of 80 respondents were finalized with no missing values. Empirical findings suggest that for the institutions with focus on local government or decentralized entities performance depends mainly with diverse factors includes but not limited to financial constraints, ineffective coordination and collaboration between institutions both public and private including JADF and other supporting organs. While decentralization and performance contract/imihigo are well aligned and interlinked but seems there is a disconnect which affect expected outcomes therefore, government programs and actions are not effectively implemented to the extent some of the social, economic development of citizens might be humped by the aforementioned challenges. Findings of the study are vastly recommended for the active participation of both citizens but also staff (in charge, professional, expert and director/DG) responsible for umuhigo/ performance contract for them to ensure they understand effectively the nature of umuhigo, partner’s, design both implementation plan, concept note and reporting as well as the availability of all supporting documents for the smooth organizational performance and effective implementation of imihigo/performance contract. However, more have been achieved in social, economic development pillars due to performance contract and details will be discussed at later stage. However, future studies can be conducted with more explanatory factors for persisting low citizen participation and yet, decentralization policy objective aims at empower citizens, engage them to actively participate in the local government affairs, consider them at center of governance, hold accountable leaders. Managerial implication of the study defines that different government institutions, should reconsider the stated factors for tangible outcome or results from effective implementation of performance contract/imihigo through being closer to citizen’s, engaging them actively to the local government affairs as decentralization policy expected it. Furthermore, there is a need to analyze deeper how decentralization influences performance contract since its adoption and also the tangible facts and great achievements in pillar of social, economic and development.
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Liukinevičienė, Laima, and Jurgita Blažienė. "The Discourse of the Resilience of Hospitals in the Theoretical Context of the Organisation’s Concept of Resilience and Factors." Socialiniai tyrimai 45, no. 1 (February 20, 2022): 8–35. http://dx.doi.org/10.15388/soctyr.45.1.1.
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Recovery and resilience, the ability to operate under the conditions of uncertainty – these challenges are now becoming the key tasks for each organisation. The research of the organisation’s concept of resilience is primarily linked to ecological sciences, followed by studies in social sciences linked to vulnerability and resilience of social groups, communities, cities, and organizations as systems. The efforts of scientists to develop the analysis, measurement instruments of resilience, observable resilience indicators systems, indices, regional vulnerability maps, development of regional resilience policies, etc. are visible. Scientists indicate that resilience is a complex ability and process and can be defined differently, depending on the contexts, but all of them are united by the notion that it is a positive effect in preparing for or after challenges, that it must be encouraged (Lee et al., 2016). The organisation’s theoretical concept of resilience is not widely developed and there is a lack of information on how organisations become resilient.The research aims to define the concept of organisation’s resilience, its features and factors as well as to reveal the concept of the resilience of hospitals in the theoretical context of the resilience of the organisation. The following research methods were used: the analysis, generalization and systematization of the content of scientific literature, synthesis of ideas based on scientific analysis.The definition of the concept of organisation’s resilience is based on a previous empirical research conducted by Barasa et al. (2018) as well as on the latest scientific insights:
According to Jucevičius et al. (2017), resilience as the ability to regain strength after changes or errors is conceptually different from the concept of robustness, which describes systems that ignore environmental impacts. The resilience of an organization is the intrinsic ability of an organization to maintain and return to a dynamically stable state. It is the maintenance of resources in a sufficiently flexible form to allow them to be spontaneously adapted in the event of an unforeseen threat. Continuous harmonisation of the monitoring of small errors with improvisation provides employees with expert and wider competencies for more flexible adaptation.
The idea proposed by Gricevičius (2019) to link the resilience of the organization to the ability to survive and even thrive during a crisis supports the idea of Gečienė and Raišienė (2019, 2020) that the resilience of the organization should be understood more as a capacity and process than a result, and as adaptation rather than stability (Gečienė et al., 2020).
Insight into the fact that we are constantly strengthening the resilience of organisations by adapting to changes at three levels: the potential of the resources available in the system, participants in the internal communication system and variables, creative and flexible responses to the challenges (Holling and Gunderson, 2002, cited in Gečienė, 2020); that the resilience of the organisation must be perceived as a long-term goal (Litz, 2005, cited in Gečienė, 2020).
Beuran and Santos (2019) consider that three definitions are important in the organisation’s conceptualisation of resilience: resilience as an organisational characteristic; resilience as a result of the organisation’s activities; resilience as an identification of disorders that the organisation can tolerate.
The theoretical concept of organization’s resilience is developed by defining external and internal factors of resilience. The external factors of the resilience of public sector organisations include the following: 1) political factors that directly or indirectly influence organisations’ involvement in a greater focus on the organisation’s sustainable development, unforeseen challenges in the long term; 2) economic factors (e.g. availability of financial resources); 3) technological factors (e.g. availability of hardware and software; digital progress), social factors (e.g. decentralisation as management practice in the public sector, coordination of systems, greater awareness of resilience in society, etc.). Disseminating the experience of business organisations in adapting to challenges in the media has also become a social factor.According to scientific practice (Barasa et al. (2018); Gečienė (2020)), to analyse the passive and active resilience of the organisation, we have divided the internal factors of the organization’s resilience into two groups:
1. Passive or operational, adaptive resilience of the organisation. The factors are as follows: 1) prudent management of public (physical, economic, organisational, social, human) capital, assets held or entrusted with management; management of organisational change management, absorption, adaptability, reconstruction capacity is essential; 2) a balanced organisational routine and structure; 3) management and continuous improvement of internal information and communication systems; 4) management (managerial) practices; 5) organizational culture.2. Active or planned, strategic, otherwise capability-oriented resilience of the organization. The factors are as follows: 1) the organisation’s resilience planning, strategy; 2) the organisation’s external policy focused on strengthening resilience; 3) continuous involvement in the analysis, application, development of managerial innovations; 4) leadership and continuous improvement of the organisation’s resilience competencies.Hospitals are organisations whose management is subject to the same managerial principles as in budgetary institutions in general, and therefore the analyzed resilience features of organizations are also applicable to hospitals. Due to the specific purpose of organisations (human health is one of the most important values, health care is a constitutionally justified objective and public interest) and relevance during the 2020–2021 pandemic, there is an increase in the discourse of the scientific resilience of the health system, driven also by increased interaction between politicians, scientists and medical professionals. The resilience of the health system and individual health care institutions is becoming a priority objective of public policy, and the issue of resilience is linked not only to post-crisis recovery but also to the active prospect of resilience – to be prepared for future challenges. In addition to adaptive and planned resilience in the discourse of health system, science activates a discussion on the concept of everyday resilience, as hospitals have to deal with unforeseen challenges every day, the consequences of which can affect patients.
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Nguyen, Trangthu Thu, Evan M. Berman, Geoff Plimmer, Andre Samartini, Meghna Sabharwal, and Jeannette Taylor. "Enriching Transactional Leadership With Public Values." Public Administration Review, March 10, 2022. http://dx.doi.org/10.1111/puar.13495.
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"Leadership Style and Turnover Intention: The Moderating Role of Supervisor Trust." International Journal of Recent Technology and Engineering 8, no. 2S2 (July 26, 2019): 310–15. http://dx.doi.org/10.35940/ijrte.b1054.0782s219.
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Turnover Intention is a big issue for organizations because it costs huge capital investment in human resources. In United Arab Emirates (UAE), the turnover is higher than all other gulf countries and above the world average. Most of previous studies focused on the private sector and few examined the turnover in public sector. The purpose of this study is to examine the effect of leadership style and trust in supervisor on the turnover intention. Data was collected from 101 respondents from public sector in UAE. The data will be analyzed using Smart Partial Least Square (PLS). The findings showed that leadership styles as well as transformational leadership and transactional leadership have negative effects on turnover intention. In addition, trust in supervisor has direct negative effect on turnover intention. Decision makers are recommended to implement the transformational leadership and to establish a trusting relationship with employees.
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Smith, T. "Case for rethinking system leadership and its development in public health." European Journal of Public Health 30, Supplement_5 (September 1, 2020). http://dx.doi.org/10.1093/eurpub/ckaa165.399.
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Abstract Background There is growing recognition of the importance of leadership in Public Health (PH) practice, and the need to embed it into the education and training of PH professionals. However the theoretical discourse within leadership research has changed significantly and there is recognition that previous conceptualisations of leadership, and our ways of developing it may be flawed, and need to be changed in practice. Objectives This presentation will discuss development of leadership theory, and system leadership. In particular it will highlight how System Leadership differs from previous understandings of leadership and the implications of this for ph practitioners and those charged with developing system leadership capacity within public health. Body of the session Leadership in organisations is mostly focused on current/anticipated internal challenges (strategy, performance management, staff engagement, etc.). Leaders are generally developed via individual leader development rather than a focus developing Leadership capacity across organisations/systems. Within PH it is increasingly realised that single organisations can no longer respond effectively to the “wicked” issues they face. They do not possess sufficient know-how to address the complex and multi-dimensional problems faced, so leadership models based on a single hierarchical organisation are not sustainable. There is a need to work collectively in an ecosystem-based approach (not an ego-based system). System Leadership development requires that participants are actively engaged in real attempts to improve PH System. Development requires that underlying values are made explicit, explored and diversity embraced. The emphasis will be on supporting learners in the doing rather than critiquing or talking about it. Conclusions There is need to appreciate fully the nature of systems leadership, together with implications for PH practice and the development of system leadership capacity throughout the PH workforce.
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Mash, Robert, Angela De Sa, and Maria Christodoulou. "How to change organisational culture: Action research in a South African public sector primary care facility." African Journal of Primary Health Care & Family Medicine 8, no. 1 (August 31, 2016). http://dx.doi.org/10.4102/phcfm.v8i1.1184.
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Background: Organisational culture is a key factor in both patient and staff experience of the healthcare services. Patient satisfaction, staff engagement and performance are related to this experience. The department of health in the Western Cape espouses a values-based culture characterised by caring, competence, accountability, integrity, responsiveness and respect. However, transformation of the existing culture is required to achieve this vision. Aim: To explore how to transform the organisational culture in line with the desired values. Setting: Retreat Community Health Centre, Cape Town, South Africa. Methods: Participatory action research with the leadership engaged with action and reflection over a period of 18 months. Change in the organisational culture was measured at baseline and after 18 months by means of a cultural values assessment (CVA) survey. The three key leaders at the health centre also completed a 360-degree leadership values assessment (LVA) and had 6 months of coaching. Results: Cultural entropy was reduced from 33 to 13% indicating significant transformation of organisational culture. The key driver of this transformation was change in the leadership style and functioning. Retreat health centre shifted from a culture that emphasised hierarchy, authority, command and control to one that established a greater sense of cohesion, shared vision, open communication, appreciation, respect, fairness and accountability. Conclusion: Transformation of organisational culture was possible through a participatory process that focused on the leadership style, communication and building relationships by means of CVA and feedback, 360-degree LVA, feedback and coaching and action learning in a co-operative inquiry group.
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Pernia, Ronald A. "Authoritarian values and institutional trust: Theoretical considerations and evidence from the Philippines." Asian Journal of Comparative Politics, February 23, 2021, 205789112199211. http://dx.doi.org/10.1177/2057891121992118.
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Studies on authoritarian values, which have mostly focused on authoritarian regimes and on democracies with spells of authoritarianism, suggest trust in public institutions. However, limited empirical evidence has been carried out in the Philippines where cycles of regime change and authoritarian leadership have characterized its post-authoritarian landscape. Examining multiple public opinion data from the Asian Barometer Survey, this study found that regardless of the political leadership across different regimes, Filipino citizens expressed attitudinal dispositions, i.e. conforming, anti-political pluralism, and support for strong leaders, that constitute authoritarian political values. But instead of a destabilizing effect, estimates from ordinary least squares indicate that Filipino citizens’ authoritarian tendencies enhance institutional trust—seen as an indicator of support for the political system. The findings of this study empirically challenge the view of democratization in the Philippines by foregrounding its ‘populist-authoritarian’ dimension. In addition, they provide evidence of a growing scholarship in comparative political studies that claims that courting confidence for political institutions and regime support does not necessitate a ‘liberal-democratic’ model.
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Preiser, Christine, Elena Tsarouha, Birgitta Weltermann, Florian Junne, Tanja Seifried-Dübon, Sigrid Hartmann, Markus Bleckwenn, Monika A. Rieger, and Esther Rind. "Psychosocial demands and resources for working time organization in GP practices. Results from a team-based ethnographic study in Germany." Journal of Occupational Medicine and Toxicology 16, no. 1 (October 18, 2021). http://dx.doi.org/10.1186/s12995-021-00336-w.
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Abstract Background General practitioners (GPs) are challenged, e.g. by long working hours, and as employers they are responsible for the creation of working conditions that prevent work-related psychosocial risks. Leadership behaviour plays an important role within the working conditions of employees, thus we focused on two research questions: To what extent and how do GPs fulfil their role as entrepreneurs and leaders responsible for occupational safety and health of the team members in the organization of working time of the employees? What psychosocial factors result from the way of organization of working time for the practice team? Methods Data was collected by participant observations, individual interviews with six GPs, and five focus group discussions with 19 members of the practice staff in total. We gained access to five general practices through a teaching network associated with the Institute for General Medicine, University Hospital Essen (Germany). The analysis was carried out according to the Grounded Theory approach. Results GPs have several roles and related tasks to fulfil in the organization of working time. This can lead to perceived psychological stress. With regard to the organization of predictable working hours, vacations and sickness absence, the GPs determined the scope of action of the practice assistants. The delegation of these tasks took place to varying degrees and resulted in different work-related resources and stressors. Conclusion We described transactional and transformational leadership behaviours which are all related to specific psychosocial demands and resources and may overlap on site. Leadership training seems recommendable as part of the training of GPs and other future leaders of micro-enterprises to promote self-reflection by the entrepreneurs and leaders and strengthen occupational health of leaders and staff.
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Osborn, Marilyn, Ethel Thomas, and Dorothea Hartnack. "An Evolving Model of Knowledge Management in Education and the South African Reality." IASL Annual Conference Proceedings, March 7, 2021. http://dx.doi.org/10.29173/iasl7998.
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Concepts of Knowledge Management struck three educators in Gauteng, South Africa, and inspired them to devise a Knowledge Management model for education and schools. The model is focused on how Knowledge Management is sandwiched between the country’s educational policies and the bedrock of literacy and reading. It encompasses the Constitution, common value systems, common leadership/management skills and professional values, inherited language skills and cultural knowledge and lifestyles, general knowledge, information/literacy/digital/IT skills, Intellectual Capital and collaboration between educational entities, school librarians and colleagues, communities and stakeholders. The model highlights the many challenges existing in South African education and further inspired the three educators to consider their own achievements as School Librarians – one at a Public/Government High School and the other at a Public/Government Primary School. The High School Librarian has used IT to promote reading to great effect, while the Primary School Librarian has made important strides in helping her subject/learning area colleagues to teach Information Literacy.
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Burton, Andrea, Brenda Sawatzky-Girling, and Jordan Westfall. "Two Public Health Crises, Two Narratives: An Analysis of How Policymakers Have Managed British Columbia's COVID-19 Pandemic and Potential Implications for the Ongoing Overdose Crisis." Frontiers in Communication 7 (June 3, 2022). http://dx.doi.org/10.3389/fcomm.2022.781564.
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Canadians take great pride in their social values such as human and civil rights, universal health care and good government. In response to the COVID-19 pandemic, federal and provincial leadership teams forged new partnerships via shared focus, voluntariness, jurisdictional respect, and lowering of barriers. In our analysis focusing on the Province of British Columbia, we compare and contrast how leadership and politics have impacted the response to COVID-19 vs. the response to B.C.'s concurrent public health emergency, the overdose crisis. We argue that these dual epidemics are framed differently in the public discourse, and that a significant disparity emerges in how the two public health emergencies have been handled at every level of government. We further posit that constructing the narrative around a communicable disease outbreak such as COVID-19 is easier than for the overdose crisis, in large part because COVID-19 impacts every person whereas the overdose crisis is perceived to have a narrow impact on the population. We use three key communications indicators in our analysis: a) the primary groups that messaging from leadership needed to reach; b) the programs and initiatives that leadership needed to ensure receive broad dissemination; and c) the messaging and tone required to achieve the desired impact to encourage societal change. On the basis of our analysis, we conclude that Canada needs to be better at building the types of supports it has created to manage the COVID-19 crisis in order to also support individuals who are immersed in the overdose crisis. Many of the policy and communication decisions and insights learned through the COVID-19 pandemic can, and ought to, be put into effect to mitigate the ongoing overdose crisis in B.C. and beyond. Examples include: consistent messaging that emphasizes respect for all and reflects determination from our political leaders as they work together to change the narrative and enact policy change. COVID-19 has shown us that if we are determined and focused, even if we occasionally run into obstacles, we can move the dial forward to mitigate—and perhaps even eliminate—a health crisis.
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Sobierajski, Frances, Lucie Lévesque, Jonathan McGavock, Tamara Beardy, Genevieve Montemurro, Frances Sobierajski, Lucie Lévesque, et al. "The essential conditions needed to implement the Indigenous Youth Mentorship Program: a focused ethnography." BMC Public Health 22, no. 1 (February 2, 2022). http://dx.doi.org/10.1186/s12889-021-12412-1.
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Abstract Background The Indigenous Youth Mentorship Program (IYMP) is a 20-week communal, relationship-based afterschool healthy living program for Indigenous youth in Canada. IYMP embraces the Anishnaabe/Nehiyawak concepts of Mino-Bimaadiziwin/miyo-pimâtisiwin (“living in a good way”) via its core components of physical activities/games, healthy snacks, and relationship-building. A strength of IYMP is that it values autonomy, adaptability, and the school community context. However, this presents challenges when evaluating its implementation, given that traditional implementation science methods tend to oversimplify the process. In response, essential conditions for the implementation of school-based healthy living programs across diverse contexts have been developed. The purpose of this research was to understand the applicability of these essential conditions within the context of IYMP. Methods 15 participants (n = 10 Young Adult Health Leaders; n = 5 coordinators) with experience implementing IYMP in the provinces of Alberta, Saskatchewan, Manitoba, and Quebec were purposefully sampled. Focused ethnography was the guiding method and one-on-one semi-structured interviews were used as the data generation strategy. The purpose of the interviews was to understand what conditions are needed to implement IYMP. The interview guide was based on previously established essential conditions developed by the research team. Interviews were audio-recorded and transcribed, and content analysis was used to identify patterns in the data. Results The overarching theme that emerged from the interviews was the applicability of the essential conditions when implementing IYMP. Participants felt the eight core conditions (students as change agents, school/community-specific autonomy, demonstrated administrative leadership, higher-level support, dedicated champion(s) to engage school community, community support, quality and use of evidence, and professional development) and four contextual conditions (time, funding and project support, readiness and understanding, and prior community connectivity) were necessary, but made suggestions to modify two conditions (youth led and learning opportunities) to better reflect their experiences implementing IYMP. In addition, a new core condition, rooted in relationship, emerged as necessary for implementation. Conclusions This research adds to the literature by identifying and describing what is needed in practice to implement a communal, relationship-based afterschool healthy living program. The essential conditions may support other researchers and communities interested in implementing and rippling similar programs.
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Shabalina, Anna. "Value Orientations in the Strategy of a Youth Project Leader." Strategizing: Theory and Practice, June 22, 2022, 229–40. http://dx.doi.org/10.21603/2782-2435-2022-2-2-229-240.
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Introduction. Youth projects become especially important in a situation of uncertainty since they create the country’s development potential. New leaders should be focused not only on their own well-being, but also on that of others. Therefore, the value orientations of youth leaders are of highest significance for strategizing. Study objects and methods. The present research featured the value orientations that leaders choose for the effective implementation of youth projects. The study was based on the theory of strategizing introduced by Professor Vladimir Kvint, Doctor of Economic Sciences, Foreign Member of the Russian Academy of Sciences. His strategic thinking methodology was used to perform a systematic analysis of the value orientations in the leaders of the National University Laboratories of Sustainable Development and Environmental Safety Project of the Russian Federation. Results and discussions. If leadership is a value-oriented quality, then a leader’s strategy should be based on objective values and ideals that define the leader’s choice. The value priorities of the youth project leader should take into account the values of society, the state, the region, and the team, its main goal being life-quality improvement. The proposed national system of university laboratories can develop effective value attitudes in its leaders. The project is carried out at the Saint-Petersburg State Agrarian University; it has been tested at various conferences, the public feedback was included in the annual Public Resolution on Environmental Protection and Development of the Russian Federation of the XII International Environmental Forum 2021. Conclusion. The national system of research and academic laboratories is capable of forming value-ecological and socially responsible leaders in different activity spheres on the global, national, regional, industrial, and corporate levels.
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Meng, Juan, Solyee Kim, and Bryan Reber. "Ethical challenges in an evolving digital communication era: coping resources and ethics trainings in corporate communications." Corporate Communications: An International Journal, March 1, 2022. http://dx.doi.org/10.1108/ccij-11-2021-0128.
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PurposeThis study is motivated to investigate the ethical challenges facing public relations professionals in today's digital communication environment. Specifically, the authors focused the research on the new ethical challenges in digital practice, the resources relied on when encountering ethical challenges and public relations professionals' efforts in seeking trainings on communication ethics.Design/methodology/approachAn international online survey was designed and conducted in Canada and the USA. The final sample includes 1,046 respondents working full time in the profession of public relations and communication. In addition, the authors prespecified several demographic quotas in sampling design in order to recruit a more representative sample.FindingsThe research found nearly 60% of surveyed professionals reported that they faced ethical challenges in their day-to-day work, and there is a wide range of ethical challenges in digital practices. Results also revealed that professionals use various resources to deal with ethical issues. Those resources include ethical codes of practice of professional associations, ethical guidelines of their organizations and their personal values and beliefs. As common as experiencing ethical challenges, over 85% of surveyed professionals reported that they have participated in communication ethics training. However, only 30% of participants indicated that their ethics training took place in the past year.Originality/valueThe research provides solid evidence that the digital communication environment generates more ethical challenges, while it creates new ways of delivering content in corporate communications. Professional associations and organizations shall dedicate efforts in providing timely ethics training to PR professionals at all levels of leadership within and beyond corporate communications.
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Rezai, Mana, Sally Lindsay, Hiba Ahmed, and Abirami Vijayakumar. "Workplace inclusion: A scoping review of the qualitative literature." Work, December 29, 2022, 1–15. http://dx.doi.org/10.3233/wor-211343.
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BACKGROUND: An inclusive workplace culture supports and values the individual and collective work processes of workers from diverse backgrounds. The reality or perception of inclusion or exclusion at work can influence the social functioning, health, and well-being of workers. However, we lack knowledge about the concepts relevant to inclusion at the workplace. Furthermore, research is needed to better understand the drivers and obstacles to workplace inclusion to better promote participation in working life. OBJECTIVE: This scoping review of the qualitative literature identifies the barriers to and facilitators of workplace inclusion. METHODS: Systematic searches of five databases were conducted from 2000 to January 2020. Pairs of reviewers independently screened and reviewed all citations and full-text articles. We used Arksey and O’Malley’s scoping review framework which advances through five stages. Barriers and facilitators of workplace inclusion were categorized relative to a multi-layered conceptualization of workplace inclusion and grouped by theme. Studies were described and thematic results totaled and communicated with evidence tables and conceptual maps. RESULTS: Thirty-nine qualitative studies met our inclusion criteria. All five domains of the multi-layered framework were represented by the reported shared experiences of study participants. Organizational level factors, especially attitudinal barriers were the most reported barriers to workplace inclusion. Facilitators of workplace inclusion focused on employer level factors and most often cited the role of inclusive leadership and support. CONCLUSION: Workplace inclusion requires consideration of societal, organizational, employer, and interpersonal level factors in addition to individual worker characteristics.
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Logie, Carmen H., Moses Okumu, Maya Latif, Daniel Kibuuka Musoke, Simon Odong Lukone, Simon Mwima, and Peter Kyambadde. "Exploring resource scarcity and contextual influences on wellbeing among young refugees in Bidi Bidi refugee settlement, Uganda: findings from a qualitative study." Conflict and Health 15, no. 1 (January 7, 2021). http://dx.doi.org/10.1186/s13031-020-00336-3.
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Abstract Background Contextual factors including poverty and inequitable gender norms harm refugee adolescent and youths’ wellbeing. Our study focused on Bidi Bidi refugee settlement that hosts more than 230,000 of Uganda’s 1.4 million refugees. We explored contextual factors associated with wellbeing among refugee adolescents and youth aged 16–24 in Bidi Bidi refugee settlement. Methods We conducted 6 focus groups (n = 3: women, n = 3: men) and 10 individual interviews with young refugees aged 16–24 living in Bidi Bidi. We used physical distancing practices in a private outdoor space. Focus groups and individual interviews explored socio-environmental factors associated with refugee youth wellbeing. Focus groups were digitally recorded, transcribed verbatim, and coded by two investigators using thematic analysis. Analysis was informed by a social contextual theoretical approach that considers the interplay between material (resource access), symbolic (cultural norms and values), and relational (social relationships) contextual factors that can enable or constrain health promotion. Results Participants included 58 youth (29 men; 29 women), mean age was 20.9 (range 16–24). Most participants (82.8%, n = 48) were from South Sudan and the remaining from the Democratic Republic of Congo (17.2% [n = 10]). Participant narratives revealed the complex interrelationships between material, symbolic and relational contexts that shaped wellbeing. Resource constraints of poverty, food insecurity, and unemployment (material contexts) produced stress and increased sexual and gender-based violence (SGBV) targeting adolescent girls and women. These economic insecurities exacerbated inequitable gender norms (symbolic contexts) to increase early marriage and transactional sex (relational context) among adolescent girls and young women. Gendered tasks such as collecting water and firewood also increased SGBV exposure among girls and young women, and this was exacerbated by deforestation. Participants reported negative community impacts (relational context) of COVID-19 that were associated with fear and panic, alongside increased social isolation due to business, school and church closures. Conclusions Resource scarcity produced pervasive stressors among refugee adolescents and youth. Findings signal the importance of gender transformative approaches to SGBV prevention that integrate attention to resource scarcity. These may be particularly relevant in the COVID-19 pandemic. Findings signal the importance of developing health enabling social contexts with and for refugee adolescents and youth.
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Brion, Corinne, and Alfred Ampah-Mensah. "Changing cultural norms through education: voices from Ghanaian women principals." International Journal of Educational Management ahead-of-print, ahead-of-print (September 15, 2021). http://dx.doi.org/10.1108/ijem-11-2020-0521.
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PurposeThis study examined how cultural factors positively or negatively influenced women's access to the principal role and influenced their leadership experiences. The researchers used Hofstede (2011) six dimensions of national culture as a conceptual framework. The Hofstede (2011) model of national culture consists of six dimensions (6D) that the investigators utilized to interpret and code the data. This framework allowed the researchers to comprehend the impact of cultural norms and values on women leaders and how women leaders work within those behavioral patterns. Utilizing this framework to map women educational leaders' experiences provided nuances in the dimensions within this region.Design/methodology/approachUsing a qualitative research paradigm and a phenomenological approach, this study explored the experiences of 12 women principals in the Komenda Edina Eguafo Abrem District (KEEA) of the Central Region of Ghana. The phenomenological approach is represented in cultural and social experiences. It enables researchers to describe the meaning of individuals' experiences (Creswell, 2007). This approach helped the researchers describe the participants' perceptions and experiences as Ghanaian women school leaders. This study sought to answer the following research questions: What are the experiences of women principals in Ghanaian K-12 public schools? What challenges do these women encounter in their work as principals? What support exists for these women to effectively execute their leadership roles? A criterion sampling was used to select principals. Data collection included one-on-one in-depth interviews and field notes.FindingsFindings revealed that these women navigated cultural norms and beliefs in order to exercise their own leadership style and pursue their careers in education. These women leaders were also able to gradually change the teachers' and community members' mindsets on women and leadership.Research limitations/implicationsThis study took place with 12 women within one district in one region of Ghana. While this is a limited sample, this study is significant because it increased one's understanding of how women leaders in patriarchal societies navigate cultural beliefs and norms in order to execute their responsibilities. This study informs educational reforms on gender equity and leadership preparation programmes and sheds light on culturally informed leadership practices unique to women.Practical implicationsBased on the study's findings, the researchers offer some recommendations for practitioners, policy makers and scholars.Social implicationsGiven the global call to promote equity in all aspects of social, economic and public life, the question is not whether we should support women educational leaders but rather how we can better support these professionals navigate cultural norms embedded in patriarchal and traditional societies.Originality/valueCurrently, majority of scholarly articles written on the experiences of women educational leaders come from South Africa (Diko, 2014; Mestry and Schmidt, 2012; Moorosi, 2010). In Ghana, quantitative studies have focused on factors accounting for gender disparity in education leadership in specific districts (Segkulu and Gyimah, 2016) and stereotypical perceptions of women principals (Pwadura, 2016). However, there are a limited number of qualitative studies that explore the experiences of women principals. This study is designed to fill this knowledge gap by employing a qualitative design to explore the experiences of 12 women school principals located in the KEEA municipality in the Central Region of Ghana. Thus, the gap in knowledge that this study seeks to bridge is both methodological – in terms of the use of a qualitative approach – and topical – in terms of exploring the experiences of female principals.
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Woodall, James, and Charlotte Freeman. "Developing health and wellbeing in prisons: an analysis of prison inspection reports in Scotland." BMC Health Services Research 21, no. 1 (April 7, 2021). http://dx.doi.org/10.1186/s12913-021-06337-z.
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Abstract Background The Scottish Prison Service (SPS) has been long regarded for its progressive policy approach to health promotion in prison. It is one of the few countries with a strategic plan for health promotion implementation. Given the paucity of understanding in relation to the concept of a health promoting prison, this study assessed routinely collected prison inspection data to understand and distil learning in regard the practical implementation of health-promoting prisons. Methods Her Majesty’s Chief Inspector of Prisons for Scotland (HMIPS) oversees the independent inspection of all prisons. This desk-based study analysed openly accessible inspection reports from a public repository. The sample was limited to inspection reports using the 2018 revised Standards to ensure comparability between reports. Eight unique inspection reports meeting this criterion were downloaded between January and October 2020. The prisons had their inspections undertaken between May 2018 and January 2020. Data from the reports which focused on ‘health and wellbeing’ were inductively coded using NVivo 12 to support thematic analysis. Results Results are presented against the values and principles outlined in the SPS’ own framework for promoting health in prison. All of the institution reports contained evidence of fairness and justice in their prison and understandings of health inequalities were recognised by staff. There were also examples of mutual (peer) support between people in prison; good relationships between staff and prisoners; and strong health promotion leadership. Conversely, some environmental conditions hindered the development of health promotion – this included staffing shortages and some practices fostering health inequity. Even where a prison was reported as having health promotion activities in place these were focused on a narrow range of individual risk factors such as smoking cessation or substance misuse. Far less attention was paid to wider health determinants. Conclusions Scotland has been at the forefront of attempts to embed a health promoting prison philosophy in their justice system. Inspection data focusing on ‘health and wellbeing’ were analysed, but the analysis suggests that more could be done to ensure a health promoting setting. The way prisons inspectors are assessing health and wellbeing in particular areas is very narrow, with the focus exclusively on healthcare without a wider appreciation of how other areas of prison life can impact.
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Brown, Adalsteinn D., Andrew S. Boozary, David Henry, Greg Marchildon, and Michael Schull. "Political and Policy Arguments for Integrated Data." International Journal of Population Data Science 1, no. 1 (April 12, 2017). http://dx.doi.org/10.23889/ijpds.v1i1.404.
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ABSTRACT
IntroductionThere is little argument that integrated data can provide a valuable resource for improved health system management, planning, and accountability as well as discovery and commercial use, but policies to enable and support integrated data fall short of the potential represented by integrated data. To understand the current level of progress on policy for integrated data, we looked at two successful and two unsuccessful efforts to support the creation and use of integrated data in health systems.
Methods/ApproachWe used document and literature analysis to develop descriptions of the Icelandic Health Sector Database Act, the creation of the Institute for Clinical Evaluative Sciences in Ontario (Canada), the care.data initiative in the United Kingdom, and the Health Datapalooza initiative in the US and used an Ideas, Institutions and Actors framework to compare the experience with integrated data policy and politics.
Results and discussionOur analysis suggests that institutions around integrated data remain under-developed and largely focused on specific aspects of integrated data policy or use. There are at least two sets of dominant ideas around integrated data – data as a tool for economic development and health system performance and data as a threat to privacy and liberty – that are often diametrically opposed in different jurisdictions. To a great extent, powerful actors remain disengaged from integrated data discussions and leadership engaged in integrated data policy and politics remains isolated from larger policy and political discussions. The medical profession along with civil society groups can mount effective opposition to integrated data initiatives, although potentially for different reasons (accountability and privacy concerns respectively).
ConclusionsOur analysis suggests several key issues around successful integrated data policy and politics that support the importance of strong leadership, an incremental approach to institution building that focuses on public benefits, strongly alignment to missions that are congruent with societal values, and stronger attention to effective and rapid implementation of policy. In addition to the cases studied here, the success of smaller sub-national (e.g. state or provincial) efforts suggests that smaller efforts tend to work better although their success may not receive the attention that could support larger efforts to integrate data on the national level. Further work should focus chiefly on the extension of these arguments to non-health sectors to realize the full value of integrated data.
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"PHENOMENON OF SELF-MONITORING: THEORETICAL CONTENT OF THE CONCEPT AND EMPIRICAL ANALYSIS." Visnyk of V. N. Karazin Kharkiv National University. A Series of Psychology, no. 67 (2019). http://dx.doi.org/10.26565/2225-7756-2019-67-04.
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The article analyzes the theoretical content of the concept of “self-monitoring” and considers empirical studies of this psychological phenomenon in foreign psychology. It is noted that self-monitoring is the ability and desire of the personality to monitor through self-observation and self-control of own expressive behavior and self-presentation in social situations, as well as the realization of this ability in reality. It is stated that self-monitoring affects the ability to predict the actual behavior of people in different social situations, and as a consequence, the success in different areas of life. It is emphasized that the developed ability to self-monitoring can produce both positive and negative psychological consequences. The most popular areas of research on the relationship of this phenomenon with various psychological characteristics are highlighted: expressive control; ability to accurately perceive key information in social situations; accessibility of individual attitudes, the content of the image of the Self, the relationship between attitudes and values; the correspondence between personal precepts and public actions; a tendency to adapt behavior to basic personal dispositions and special key information about the social situation; sensitivity to key information about the situation, the characteristics of his / her Self and his / her own attitudes; susceptibility to advertising; consumer product quality assessments; susceptibility to motivational messages that make functional decisions related to the manifestation of social images; appearance orientation as a criterion for evaluating other people; focus on social interaction, friendship and romance; leadership in the group; organizational behavior and management results; critical thinking and reflection, etc. It is indicated that in Ukrainian psychology, the most popular subject of the research is the phenomenon of self-presentation, which is close to self-monitoring. The attention is focused on the fact that the combination of the Western and Ukrainian traditions of the research in this direction is promising.
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Midtbust, May Helen, Eva Gjengedal, and Rigmor Einang Alnes. "Moral distress - a threat to dementia care? A qualitative study of nursing staff members’ experiences in long-term care facilities." BMC Health Services Research 22, no. 1 (March 3, 2022). http://dx.doi.org/10.1186/s12913-022-07695-y.
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Abstract Background Dementia is a public health priority worldwide due to its rapidly increasing prevalence and poses challenges with regard to providing proper care, including end-of-life care. This study is part of a research project about nursing staff members’ experiences with providing palliative care for people with severe dementia in long-term care facilities. In an earlier study, we found that structural barriers that complicated the provision of palliative care led to moral distress among nursing staff. In this study, we performed a secondary analysis of the same data set to gain a deeper understanding of nursing staff members experiences of moral distress while providing palliative care for residents with severe dementia in long-term care facilities. Methods A qualitative, descriptive design was used. Data were collected during in-depth interviews with 20 nursing staff members from four Norwegian long-term care facilities. Content previously identified as moral distress was reanalysed by thematic text analysis, as described by Braun and Clarke, to gain a deeper understanding of the phenomenon. Results The nursing staff members’ experiences of moral distress were generally of two types: those in which nursing staff members felt pressured to provide futile end-of-life treatment and those in which they felt that they had been prevented from providing necessary care and treatment. Conclusion The findings indicate that nursing staff members’ experiences of moral distress were related to institutional constraints such as time limitations and challenging prioritizations, but they were more often related to value conflicts. Nursing staff members experienced moral distress when they felt obligated to provide care and treatment to residents with severe dementia that conflicted with their own values and knowledge about good palliative care. Both education interventions focused on improving nursing staff members’ skills regarding communication, ethical judgement and coping strategies; in addition, supportive and responsive leadership may have significant value with regard to reducing moral distress. Our findings indicate a need for further research on interventions that can support nursing staff members dealing with ethical conflicts in providing palliative care to residents with dementia.