Leadership Approach Research Articles

Fostering educational equity through leadership and policy innovations for sustainable development in higher education

This paper explores leadership strategies and policy innovations aimed at fostering educational equity in higher education, particularly for underserved and marginalized communities. It emphasizes the crucial role of institutional leadership in aligning strategic goals with the Sustainable Development Goals (SDGs), particularly SDG 4 (Quality Education), to ensure inclusivity, access, retention, and long-term success for disadvantaged students. The analysis includes a discussion of key leadership approaches, such as inclusive leadership and mentorship programs, and policy innovations that address financial, academic, and social barriers to equity. The integration of specific SDGs into educational policies is also examined, highlighting the importance of comprehensive support services, diverse curricula, and community partnerships. Recommendations for higher education leaders and policymakers focus on expanding financial aid, promoting inclusive campus environments, and strengthening collaborative efforts with government and community stakeholders. Ultimately, this paper advocates for a proactive and strategic approach to embedding equity within the core functions of higher education institutions, ensuring that they contribute to sustainable development and social justice.

Analysis Of Management to Improve the Quality of Education at SMA Muhammadiyah 7 Makassar

This study aims to (1) find the implementation of SWOT analysis in improving the quality of education in SMA Muhammadiyah 7 Makassar, (2) describe the internal and external conditions of SMA Muhammadiyah 7 Makassar in the context of improving the quality of education, and (3) reveal the supporting factors and inhibiting factors for the implementation of SWOT analysis in improving the quality of education in SMA Muhammadiyah 7 Makassar. The methodology used is observation, interview, and documentation techniques. The results of this study are supervisors (1) The role of the principal in improving the quality of education at SMA Muhammadiyah 7 Makassar has been well implemented through the principal's leadership management strategy with SWOT analysis, so that the quality of education of SMA Muhammadiyah 7 Makassar until the implementation of this research activity is still able to compete with other educational institutions that are equivalent to the indication of the number of students who are relatively large and ( 2) Internally or externally, the condition of SMA Muhammadiyah 7 Makassar is safe, peaceful, orderly, and conducive even though obstacles and obstacles still exist (unavoidable), especially in terms of the implementation of learning activities. However, these obstacles can be minimized and even eliminated through a leadership approach both by the subject matter teachers, classroom teachers, and the principal's leadership, and (3) In order to achieve the improvement of education quality through the management of education quality improvement at SMA Muhammadiyah 7 Makassar based on the SWOT analysis strategy, of course, it must also receive support, among others, the managerial ability of the principal of SMA Muhammadiyah 7 Makassar in regulating and managing school stakeholders, providing educational facilities and infrastructure, and the involvement of all school stakeholders in policy-making, especially related to improving the quality of education.

A Cultural Context Approach to Leadership Effectiveness in Healthcare: Evidence from Ghana

This study investigates the relationship between leadership styles and employee performance within hospitals in the Effutu Municipality, Ghana. Targeting nurses, healthcare administrators, allied health professionals, and domestic staff from four purposefully selected hospitals, a sample size of 384 participants was determined using the Cochran formula. A stratified random sampling technique ensured a proportional representation of the distinct subgroups. A final usable sample of 300 participants was achieved after thorough data checking and screening. Data were collected using a questionnaire developed from established leadership constructs, exhibiting high reliability with a Cronbach's Alpha of 0.87. Descriptive and inferential statistical analyses were conducted using SPSS version 25.0, including multiple linear regression to assess the impact of various leadership styles on employee performance. The findings indicate that all examined leadership styles—transactional, bureaucratic, autocratic, transformational, democratic, participative, and laissez-faire—had significant positive effects on employee performance. These results challenge the notion of a single "best" leadership style, suggesting that the effectiveness of leadership approaches is context-dependent. The study's limitations include its geographical scope, with recommendations for future research to explore contextual factors, long-term effects, and cross-cultural comparisons to enhance the understanding of leadership impacts in diverse healthcare settings.

Leaders’ perceptions of integrating health and social services after a structural reform in Finland

Abstract Background Health and social service system was reformed in Finland at the beginning of 2023. The responsibility for organizing health and social services was transferred from c. 300 municipalities to 22 well-being services counties (WBSCs). One aim of the reform was to support integration between and within health and social services. The purpose of this study is to describe strategic leadership approaches to implementing integrated care. The study highlights the issues that should be paid attention to when integrated care practices are implemented. Methods The qualitative study utilized semi-structured interviews collected from the upper-level leaders of the WBSCs (n = 25) responsible for the implementation of the reform. The interviewees represented 11 WBSCs. The data were collected in May-August 2023. Inductive content analysis was used for data analysis. Results Four strategic leadership approaches to implementing integration were identified: 1) service user-based leadership approach, 2) partnership-based leadership approach, 3) service system-based leadership approach, and 4) knowledge-based leadership approach. Most of the interviewees combined several different leadership approaches in their talk. Each approach emphasized different aspects of implementing integration and the contextual factors that have to be addressed at different levels of the health and social service system. Conclusions While the macro level reform toward more integrated health and social service system was implemented, the findings reveal that more efforts are required at the meso and micro levels of the system to fulfill the goal of integrated services. The paper highlights the importance of strategic leadership and its different aspects in implementing integrated care at different levels of the system. Key messages • The paper provides a way of comprehending integration from the perspective of strategic leadership. • The conceptualization through the different leadership approaches may facilitate forming a shared vision for integration among leaders and managers.

The Role of Heads of Departments (HODs) in University Management: Leadership and Accountability in Academic Success

The important role that heads of departments (HODs) play in university administration is examined in this article, with particular attention paid to their responsibility and leadership duties in promoting academic achievement. HODs now have a major role in determining the operational results and strategic direction of their departments as well as the evolution of academic institutions and the conventional administrative roles that they once held. Successful HODs strike a balance between administrative and academic responsibilities, fostering a climate that supports academic performance via transformative and collaborative leadership approaches. But along with this leadership comes a big accountability burden: HODs must make sure that faculty performance, research, and teaching meet high standards. The tactics that HODs may use to improve their leadership skills and maintain accountability are discussed in this article. These tactics include professional development, delegating, and fostering a transparent culture. The article also discusses the difficulties HODs encounter, including those related to institutional politics and resource limitations, which can make it difficult for them to carry out their duties in an efficient manner. This article provides a thorough understanding of the function of HODs in university administration and their vital role in ensuring the academic success of their institutions through a combination of theoretical ideas and real-world experiences.

Harnessing Leadership Styles to Enhance the Effectiveness of Secondary School Dynamics in the Vhembe District

The study aimed to explore the relationship between leadership styles and their effectiveness in enhancing the culture of secondary schools in the Vhembe District, South Africa. The study aimed to identify how different leadership approaches impact educator performance, learner achievement, and overall school dynamics. It also sought to provide recommendations for fostering leadership practices that positively influence these domains. A qualitative research approach was used, using purposive sampling to select 20 participants with substantial experience and knowledge of leadership dynamics within secondary schools in the Vhembe East District. The study collected in-depth insights into the various leadership styles practised and their effects on the school environment through interviews and observations. Key findings revealed a variety of leadership styles, from democratic to authoritarian, and their differing impacts on educators and learners. While collaborative and culturally responsive leadership practices enhanced school culture and performance, inconsistent or overly authoritative leadership led to challenges such as low educator morale and poor learner outcomes. The power and influence theory and Leadership trait theory provided a framework for understanding the dynamics of power and the traits that contribute to effective leadership. The study indicated that enhancing collaborative leadership, promoting culturally responsive practices, and maintaining consistency in leadership approaches are crucial to improving leadership quality in secondary schools. These findings contribute to the scholarship by offering practical insights that can guide the development of leadership training programs and inform policy-making in educational leadership, ultimately aiming to cultivate positive and supportive school dynamics. Keywords: Leadership, Leadership Style, School Ecosystem, Leadership Effectiveness, Leadership Trait.

Altruismi julkisjohtamisen kehyksenä

Altruism as a framework for public leadership This article examines altruism as a framework for public leadership. It also aims to analyse the meanings that public leaders attach to altruism in the context of meaningful public leadership. The empirical data consists of interviews with eighteen public leaders. The data has been analysed using antagonistic discourse analysis. Based on the research, it seems that altruism can be considered as a dominant way of thinking and approach in public leadership. Leaders described altruism and its meanings through 57 discourses. The discursive field lacked discourses that described altruism as part of good governance or ethics in public service. Contrasting discourses were the potential for altruism in the private and public sectors and the different motivational bases for altruism.

Time after time: optimizing individuals’ experience of work through leaders’ facilitation of employee flow

ABSTRACT We examine the nexus of leadership and flow through the lens of two inherently positive psychological leadership approaches. In so doing, we examine how leaders can craft conditions to make work more conducive to followers’ flow, and the beneficial effects this has on well-being and performance. Data were collected from 40 employees who completed an initial survey and subsequent daily surveys over two weeks (273 data points). Results from hierarchical linear modeling (level-1 days; level-2 persons) suggest that transformational leaders and leader-member exchange (LMX) relationships impact employees’ work characteristics, subsequently impacting daily flow. In turn, followers’ daily flow predicted daily psychological well-being and performance on subsequent days, further evidencing the downstream importance of flow-facilitative leader behaviors. Both transformational leadership and LMX were also found to predict psychological well-being through leaders’ impact on flow preconditions and flow itself in a full multi-stage mediation model.

Authentic Leadership-A Concept Analysis.

To report an analysis of the concept of authentic leadership. Concept analysis. Data sources included core databases: CINAHL, PubMed, Embase, ProQuest, APA PsycINFO, ERIC, ABI/Inform and Tomlinson's Nursing Core Collection (2010). Walker and Avant's method was used to identify descriptions, antecedents, consequences and empirical referents of the concept. Model, related and contrary cases were developed. Defining attributes were identified as self-awareness, transparency, balanced processing, internalised moral perspective, caring, shared decision making and moral/ethical courage. Antecedents were authenticity, positive psychological capacities, life experiences, leadership development programme, supportive organisational climate and an ethical climate. Consequences are employee well-being and satisfaction, positive work environment and enhanced performance and safety. While authentic leadership is an emerging and popular leadership approach, there are gaps in relation to agreed definitions. Moreover, core textbooks within the subject area also fail to provide these definitions. This concept analysis represents the first comprehensive and robust analysis of the concept of authentic leadership that will serve to reliably inform research, education and practice. This analysis reveals that authentic leadership can have a positive effect on staff well-being and satisfaction, their work environment, performance and ultimately safety. This has potential for a positive impact on patient care and patient outcomes by fostering an ethical and supportive work environment. This study revealed a new comprehensive understanding of authentic leadership that provides conceptual clarity that will guide research and practice in the field, which refines the existing understanding, highlighting essential attributes and their relevance in nursing practice. No patient or public contribution.

The relationship between leadership and adaptive performance: A systematic review and meta-analysis.

This research presents a comprehensive review and meta-analysis of literature to examine the impact of various leadership styles on organizational adaptive performance (AP). AP is essential for job performance, especially in environments undergoing rapid changes. Previous reviews on AP found that transformational and self-leadership had had a positive influence on job adaptivity, while the relationship between other leadership styles and AP had not been clear. First, authors outlined the theoretical framework of AP and leadership, clarifying how job adaptivity and the different leadership styles are defined and discussed in the scientific literature. Subsequently four scientific databases were explored to identify studies that investigate the Leadership and AP' relationship. 32 scientific articles and 2 conference papers were investigated for review, of which 31 were used to conduct a meta-analysis; 52 different effect sizes from 32 samples were identified for a total sample size of 11.640 people. Qualitative synthesis revealed that the influence of different leadership styles on AP depended on contextual variables and on aspects related to the nature of the work. Moreover, it was found that leadership supported AP through motivational and relational aspects. Through this meta-analysis, it was found that a significant positive relationship between leadership and AP existed (Zr = .39, SE = .04, p < .001. 95%CI [.32, .47], r = .37). However, no differences emerged from the different leadership styles examined in the studies. This review deepens the importance of leadership as organizational factor that affect the employees' likelihood of dealing with continuously emergent changes at work, extended the search to emerging leadership approaches to highlight the value of collective contributions, ethics, and moral and sustainable elements that could positively affect AP.

Leadership Development and Emergence of Leadership Traits in Female Leaders in Nepal: A Narrative Analysis of Female Leaders of Private Organisations

Female leaders practice a transformational leadership style which has been regarded and proved to be an effective approach in organizational settings. Despite several research findings adhering to the effective leadership approach adopted by female leaders, men still outnumber women in leadership positions. This research study delves into the leadership identity of Nepali female leaders, their effective leadership practice in organisations, and their leadership styles and traits. The research used a narrative identity framework, analysing the narratives of seven prominent female leaders in private organisations in Nepal. The result indicated that the leadership identity of these leaders was shaped by social (gender, corporate outlook) and family factors. Contrary to popular belief, these female leaders received strong support from their families and colleagues. These leaders demonstrated high emotional intelligence, were observant, cordial with colleagues, served as mentors, and had an ever-learning attitude that continuously enhanced their professional efficiency in a self-regulatory way. The combined effect of these interrelated attributes helped form six major leadership traits – empathetic, loyal and committed, adaptive, intuitive, team player, and resilient. These traits had a common foundation of being resolute and ethical and were strongly embedded in how they led and how they perceived their role as leaders in their organisations.

Identifying strengths and weaknesses at the bench, an institution’s quest to improve the Gram stain bench experience and patient care

Abstract Introduction/Objective The Gram stain is the first actionable result reported to guide treatment. In our laboratory, we noted instances of initial Gram stain results discrepant to subsequent cultures. In reevaluating the Gram stain bench, we devised a survey for medical laboratory scientists (MLS) to determine the strengths and weaknesses of the current workflow to search for areas of improvement. Results of the survey will help both leadership and MLS approach improving the interpretation and reporting of Gram stains. Methods/Case Report A 16-question survey was issued to all MLS in the microbiology lab over three weeks in January 2024 (Table 1). Questions (Q) 1 through 5 pertain to years of experience, how long it takes to review slides, and shift scheduling. Q6 through Q15 - addressing aspects of the bench including culture of the laboratory to ask for assistance, pressure to read slides, turnaround times, and confidence - were on a Likert scale from 1 to 5, 1 is strongly disagree and 5 is strongly agree; mean responses are in Table 1. Q16 was a free response question to input additional thoughts or comments. Responses were recorded on the secure local network using Microsoft Forms. Welch’s t-test was performed on the responses for statistical analysis. Statistical significance is achieved in a p-value is &amp;lt; 0.05. Results (if a Case Study enter NA) Among the 33 respondents (Table 1), first shift has the longest MLS work experience (Q2). Third shift perceived significantly more pressure to read Gram stains correctly than first shift (Q8 2.6; 4.6), and turnaround time pressure was felt to hinder their ability to read (Q11 2.1; 3.3). Individuals who perceived the field was too large for review also took more time to review slides (Q12 2.2; 3.0). Being staffed on the Gram stain bench less frequently was associated with taking longer to interpret Gram stains. Conclusion Our laboratory environment is, overall, conducive to asking for assistance, there is assistance when needed, there is confidence and allotted time to read stains, and there is perceived adequate training. However, the data indicate that second and third shifts are disproportionately comprised of MLS who read the most Gram stains, have the fewest years of experience, and are least inclined to ask for assistance. This information is invaluable for redesigning the Gram stain bench in a manner that benefits and empowers MLS to maximize their expertise to read Gram stains and provide the best care for patients. Further discussion is planned to redesign the workflow using this information.

Workplace-based learning in district health leadership and management strengthening: a framework synthesis.

Effective leadership and management has been identified as critical in enabling health systems to respond adequately to their population needs. The changing nature of low- and middle-income countries' health systems, given resource scarcity, a high disease burden and other contextual challenges, has also led to learning-including workplace-based learning (WPBL)-being recognized as a key process supporting health system reform and transformation. This review used a framework synthesis approach in addressing the question: 'What forms of WPBL, support leadership and management development; and how does such learning impact district health leadership and management strengthening?'. A search for English language empirical qualitative, mixed-methods and quantitative studies and grey literature published from January 1990 to May 2024 was conducted using four electronic databases (PubMed, EBSCOhost, Scopus and Web of Science). Twenty-five articles were included in the synthesis. The findings reveal that over the last decade, WPBL has received consideration as an approach for leadership and management development. While WPBL interventions differed in type and nature, as well as length of delivery, there was no conclusive evidence about which approach had a greater influence than others on strengthening district health leadership and management. However, the synthesis demonstrates the need for a focus on the sustainability and institutionalization of interventions, including the need to integrate WPBL interventions in health systems. To support sustainability and institutionalization, there should be flexibility in the design and delivery of such interventions and they are best supported through national or regional institutions.

Industry 4.0 and Agile Project Management: Evolution of Leadership Concepts and Roles

This study examines the impact of Industry 4.0 on the concept of leadership approaches. The research aims to compare leadership theories before and after Industry 4.0, determine how leadership roles have evolved in agile project management, and identify effective leadership styles. The study employs literature review and qualitative research methods, specifically using focus group studies. Two separate focus group studies were conducted through online meetings and face-to-face sessions to thoroughly examine the approaches of executives from companies who have mature project management offices in Turkey. Data were obtained by transcribing the audio recordings of discussions during focus group sessions and comparing them with researcher notes. The study extensively examines the impacts of identified leadership styles, determined through literature review, on the management of agile project teams. Findings indicate that leadership styles such as visionary, organizing, relational, and social leadership play significant roles in agile project management. Additionally, leadership personality traits observed in each of these styles have been identified. The results underscore the need to redefine leadership approaches and highlight the effects of Industry 4.0 on project management. By linking the characteristics of leadership styles and their impacts on agile teams with the literature, the study contributes to future leadership research and practices. In this context, it emphasizes the development of technological competencies for organizations to succeed and the need for flexible and innovative organizational structures. Furthermore, it suggests that leaders in the digital transformation processes brought by Industry 4.0 should possess skills to facilitate their employees' adaptation processes. This study contributes significantly to academic literature and business by exploring leadership evolution in Industry 4.0 and redefining roles in agile project management, emphasizing ongoing focus on development and innovation in leadership.

The Exercise of Nurses' Clinical Leadership in Hospital Care Units: A Qualitative Multiple Case Study.

This study aims to describe the exercise of clinical leadership by nurses within hospital care units, identify the factors influencing it and explore how nurses perceive its impact. Qualitative multiple case study. The study involved 36 interviews, 120 h of observation and documentary analyses with nurses across various roles within three nursing teams to capture collective leadership. Thematic and cross-case analyses were also conducted. Nurses' clinical leadership was manifested in five distinct forms, irrespective of their role: (1) initiating actions involving reflective thinking and intervention, (2) influencing others through coaching, (3) actively participating in and mobilising efforts to enhance the quality of care, (4) fostering optimal synergy and team cohesion, and (5) leveraging personal and collaborative capacities. Factors influencing this leadership included clinical, human and material resources, time, a work environment that promotes autonomy and a positive work climate. Nurses perceived their leadership as having a positive impact on patients, themselves, the interdisciplinary team and the organisation. These findings were integrated into a modellisation of the exercise of nurses' clinical leadership based on Le Moigne's (La Théorie du Système Général. Théorie de la Modélisation. Paris: Presses Universitaires de France, 2006) philosophical approach. This study provides a perspective on nurses' collective clinical leadership in hospital care units, emphasising its leverage effect and the achievement of positive impacts. The proposed model serves as a valuable tool for nurse managers to better understand and support the exercise of clinical leadership. The model can guide nurse managers in supporting clinical leadership within teams, assist individual nurses in associating clinical leadership with their practice and assist with mobilising their leadership skills. This study explores how nurses across various roles within a hospital care unit exercise clinical leadership. The findings reveal five active forms of nurses' clinical leadership, perceived by nurses to positively impact patients, the interdisciplinary team and the organisation. Nurses and managers can use these five forms to foster a collective approach to clinical leadership. None. WHAT DOES THIS PAPER CONTRIBUTE TO THE WIDER COMMUNITY?: This study introduces an innovative model for understanding and promoting nurses' clinical leadership. It provides insights into the positive impact of this leadership approach and the significance of promoting it. Standards for Reporting Qualitative Research [SRQR] (O'Brien etal. Academic Medicine, 89, 2014 and 1245). Not registered.

LEADERSHIP AND MANAGEMENT IN A MODERN ORGANIZATION: A REVIEW OF CURRENT APPROACHES

The article presents the author's vision of the problem of loss of effectiveness of traditional leadership approaches in managing a modern organization and the need to search for and implement new approaches. It is proposed to shift the focus of attention from classical approaches: from the position of personal qualities (personalistic), behavioral approach and situational approach, justifying the decrease in the results of their use in the activities of managers, to current approaches to organizational leadership, which are offered by modern scientists of the twenty-first century. Based on the analysis of publications in the scientific electronic library Elibrary.ru, such types of leadership as transformational, transactional, charismatic, team, divided, visionary were established. The features of each approach are identified and described. The concept of the terms “leadership”, “leader” (“manager”), “management” is given. The question is raised about the importance of a manager’s understanding of the changing needs and expectations of modern subordinates: the reality of our time is that there is a great need for a flexible work schedule and the ability to work remotely. A vision of what qualities and skills a modern leader should have is proposed, the need to develop emotional intelligence and the importance of changing the way of building communication with modern subordinates is highlighted. Attention is focused on the fact that the forms and methods of training leaders-managers in modern organizations require constant attention and regular improvement. Using the research results in the practical sphere of activity of managers will make it possible to increase the effectiveness of management in the context of the development of the digital economy within the country, improvement of technologies, artificial intelligence, as well as the influence of foreign policy events and increasing sanctions.

Understanding the Dynamics of Board-Executive Director Relationships in Nonprofits: A Qualitative Study of Youth-Serving Nonprofits in Utah

A functional positive relationship between the executive director (ED) and the board of directors (BOD) is crucial to nonprofits meeting their missions. The present qualitative study sought to identify factors—including traits, behaviors, processes, and experiences—associated with positive relationships between BODs and EDs in youth-serving nonprofits in Utah. Surveys were utilized to identify pairs (N = 6) of board chairs and EDs who had high relationship satisfaction. Individual semi-structured interviews were employed with each participant. Transcripts were analyzed using two-cycle coding, descriptive and pattern coding in which three themes emerged: (1) Background; (2) Roles; and (3) Leadership. The findings illustrated effectively harness individuals’ professional experiences and skills and can provide essential support and mentoring to the ED. Furthermore, interviews with ED–Board Chair (BC) pairs revealed that holding similar values and motivations for serving and leading in the organization fed into harmonious partnership models and a supportive collaborative environment. A shared leadership approach, guided by set roles and responsibilities and solidified with trust and open communication, resulted in EDs and BCs being satisfied with their counterparts and how their organizations were operating. Findings can guide nonprofits in developing, maintaining, and evaluating relationships and processes related to leadership in nonprofits.

Challenges Faced on Strategic Management in Somaliland Public Sector Institutions

This study examined the challenges encountered in strategic management in Somaliland public sector institutions, specifically the study looked at how strategies are developed,implementation of strategy and its role in organizational performance, obstacles that hinder successful strategy implementation, and the role of evaluation of strategy in institutional success. The study employed a mixed-methods approach involving both quantitative and qualitative research approach. The population for this study was 5,000 employees from 38 public sector institutions in Hargeisa, Somaliland, with a sample size of 374. The primary data was collected through questionnaire distributed to 354 participants using online data collection tools such as Google form where 324 questionnaires were returned successfully, as well as conducting key informant interview with 16 top and senior managers and 15 lower staffs. The quantitative data was analyzed with a descriptive statistics using MS Excel and Statistical Packages for Social Science (SPSS), while the qualitative data gathered through the interview analyzed through content analysis. The findings showed that while there were strategy formulation process in place in Somaliland public sector institutions, they don’t have clear and consistent implementation throughout the different levels of employees. The major challenges encountered Somaliland public sector institutions in strategy implementations was as results indicated, insufficient allocation of resource, lack of adequate training of employee on strategy, poor leadership, inflexible and top-down approach as a major challenges in successful implementation of strategy in Somaliland public sector institutions. The research highlighted the vital role of systematic strategy evaluation in enhancing institutional performance, but existing practices in Somaliland public sector institutions deemedinadequate. The results showed that strategy evaluation is limitedto senior managers and there is poor stakeholder involvement in strategy evaluation. The study recommends in enhancing involvement of stakeholders during all the faces of strategic management, matching the budget and strategy objectives, improving communication and training, supporting adaptable leadership, and finally, implementing effective monitoring and evaluation mechanism to ensure the strategy objectives achieved to enhance strategic management in Somaliland public sectorinstitutions.

Leadership in Education: Strengthening Human Resources and Learning Outcomes Following the ‘Program Sekolah Penggerak’ Intervention

“Program Sekolah Penggerak” is a strategic initiative and a challenge for principals in implementing the program, including limited human resources, demands for improving the quality of learning, and adaptation to educational transformation policies. This study aims to analyze principals' strategies after participating in the School Mover program, focusing on improving human resource performance and school learning quality. This study uses a qualitative case study approach. The research informants were three principals participating in the “Program Sekolah Penggerak”. Data analysis was done by summarizing transcripts, presenting information, drawing conclusions and verifying. The results of the study indicate that in improving human resource performance, principals involve teachers and staff in formulating schools (vision, mission, goals), implementing a participatory leadership approach, routinely identifying human resource development needs, building a collaborative culture, and giving awards for the achievements and contributions of teachers and staff. Improving the quality of learning is done by increasing academic standards, improving monitoring and evaluation activities, and optimizing differentiated learning. The leadership model of the principal after the School Mover program facilitation, which was originally instructional, tends towards a transformational leadership model.

Leadership in the Employees of a Public Institution, Cajamarca

The general objective of this research was to understand the manifestations of managerial leadership in the employees of a public institution in Cajamarca. The research is qualitative in nature, based on the analysis of scientific research obtained from the review of various studies and academic documents. The main results revealed the coexistence of different leadership approaches within the institution, highlighting transformational leadership and systemic leadership, characterized by fostering skills development, promoting a shared vision, and stimulating innovation; however, the presence of autocratic leadership was also identified, suggesting the persistence of more traditional and centralized approaches in some aspects of management. The research concluded that the perception of employees regarding these leadership styles is crucial to understand their impact on motivation, satisfaction, and performance; therefore, more participatory and adaptable leadership styles should be prioritized in order to avoid feelings of dissatisfaction among workers, phenomena that manifest in autocratic or less participatory styles.