Leadership Paradigm Research Articles

PEDAGOGICAL CONDITIONS OF FORMATION OF LEADERSHIP QUALITIES AT STUDENTS OF ECONOMIC UNIVERSITIES

The article analyzes the interpretation of the terms "conditions" and "pedagogical conditions". The significance and conceptual provisions of pedagogical conditions for the formation of leadership qualities in students of economic universities are determined.A system of pedagogical conditions for the formation of leadership qualities among students of economic universities is singled out. The first pedagogical condition for the formation of leadership qualities among students of economic universities is the creation of an open educational environment for an economic university, which allows building an individual educational trajectory for each student and taking into account the specifics of the professional activity of a future specialist. The second pedagogical condition for the formation of leadership qualities among students of economic universities is the creation of a developing personality-oriented environment in the educational and extra-curricular interaction of students. Its technological arsenal includes methods and techniques that meet such requirements as: dialogicity; activity-creative character; orientation in support of individual development of the individual; providing the student with the necessary space, freedom to make independent decisions, creativity, choice of content and ways of doing things.The emphasis is on the development of a leadership paradigm through the organization of training work. The third pedagogical condition for the formation of leadership skills among students of economic universities is the introduction of a leadership paradigm through the organization of interactive forms of work (trainings) at the School of the Leader. It is described that the program of modular discipline "Fundamentals of Leadership" has been developed. "Personal and professional efficiency. A series of trainings on leadership development for students of economic universities "contains interactive group and individual tasks for obtaining, developing and improving personal leadership qualities. The purpose, tasks and principles of the implementation of a complex of trainings on the development of leadership qualities in the students of economic universities have been determined. Trainings on development of leadership qualities at students of economic universities "Personal and professional efficiency" are distributed by modules. The content, types and direction of training exercises of each module are described.It is emphasized that taking these principles into account allows each student to feel unique personality, to acquire the necessary leadership skills that will help him in communicating, co-operating, and self-development.

Transcollegial leadership: a new paradigm for leadership

PurposeThe increasing complexity of higher education has led to the need for a different type of leader that transcends traditional boundaries and individual self-interest. The purpose of this paper is to propose an alternative form of leadership consistent with the unique challenges faced by institutions of higher education today.Design/methodology/approachFirst, existing research on leadership is explored. Particular attention is placed on identifying the applicability of the primary leadership approaches to the unique organizational environment typically found in institutions of higher education. Transcollegial leadership is then developed as an alternative form of leadership better suited to colleges and universities in today’s dynamic environment.FindingsAfter examining the inadequacies of existing forms of leadership in higher education, transcollegial leadership is introduced as the process involved in leaders systematically, but informally, relating to persons and groups of equivalent authority in different areas of an institution of higher education for its betterment and the advancement of its mission, not for person gain.Practical implicationsIt appears that transcollegial leadership may be specifically suited for institutions of higher education given their unique organizational structure. Transcollegial leadership permits colleges and universities to better utilize the skills and expertise of their members. The skills and expertise of transcollegial leaders not only benefit their home organizational units, but can benefit the entire organization.Originality/valueThe paper examines a different approach to leadership to aid colleges and universities in facing the challenges of a rapidly changing and increasingly competitive environment.

A Functional Moodel of Team Leadership for Sport

The purpose of this study was to propose and examine a new leadership framework, the Team Leadership Model for Sport. Specifically, the aim was to examine a functional leadership paradigm in sport where full range of leadership behaviors by the coach and by the collective athletes influence team cohesion, and thereby increase the likelihood of team goal achievement. Data were utilized from 518 NCAA Division I-III athletes from 36 softball teams and 13 baseball teams. The participants completed the Multifactor Leadership Questionnaire (Avolio & Bass, 2004), the Team Multifactor Leadership Questionnaire (Avolio & Bass, 1996), the Group Environment Questionnaire (Carron, Brawley, & Widmeyer, 1985), and the Team Outcome Questionnaire that was developed for this study. Structural equation modeling indicated that the original hypothesized model did not fit the data, but an acceptable alternative model was established, which included transformational leadership and two transactional leadership variables influencing perceptions of cohesion. Transformational leadership had a significant positive path to cohesion, which in turn had a significant positive path to goal achievement. We discuss a potentially fruitful direction in the examination of team leadership, within which the first step involves a closer examination of measurement of coach leadership, shared athlete leadership, and cohesion.

A Functional Model of Team Leadership for Sport

The purpose of this study was to propose and examine a new leadership framework, the Team Leadership Model for Sport. Specifi cally, the aim was to examine a functional leadership paradigm in sport where full range of leadership behaviors by the coach and by the collective athletes infl uence team cohesion, and thereby increase the likelihood of team goal achievement. Data were utilized from 518 NCAA Division I-III athletes from 36 softball teams and 13 baseball teams. The participants completed the Multifactor Leadership Questionnaire (Avolio & Bass, 2004), the Team Multifactor Leadership Questionnaire (Avolio & Bass, 1996), the Group Environment Questionnaire (Carron, Brawley, & Widmeyer, 1985), and the Team Outcome Questionnaire that was developed for this study. Structural equation modeling indicated that the original hypothesized model did not fi t the data, but an acceptable alternative model was established, which included transformational leadership and two transactional leadership variables infl uencing perceptions of cohesion. Transformational leadership had a signifi cant positive path to cohesion, which in turn had a signifi cant positive path to goal achievement. We discuss a potentially fruitful direction in the examination of team leadership, within which the fi rst step involves a closer examination of measurement of coach leadership, shared athlete leadership, and cohesion. Keywords: transformational, cohesion, shared leadership, baseball, softball

Community Organizing as Educational Leadership: Lessons From Chicago on the Politics of Racial Justice

The collective power of community members has the potential to shape education reform efforts through activism and community organizing. In this article, we present two cases where community organizers exhibited key leadership strategies designed to influence district decision-making about school closures in Chicago. Employing a mix of interviews, observations, and document analysis, we discuss how community organizing can be used as a framework in which to advocate for racial equity in education. By highlighting the leadership tactics parents and community organizers used to confront the racial injustice of neoliberal reforms, we argue for a broadening of traditional educational leadership paradigms.

Servant leadership as a driver of employee service performance: Test of a trickle-down model and its boundary conditions

Previous research has demonstrated the role of servant leadership, a leadership style emphasizing serving others, in promoting frontline employees’ service performance. It is unclear, however, how servant leadership by leaders at different organizational levels would exert such an influence. Integrating insights from both social learning theory and the trickle-down paradigm of leadership, we develop a cross-level model in which we argue that servant leadership by high-level managers could cascade downward through the organizational hierarchy to influence frontline employees’ service performance and that this trickle-down effect is contingent on the extent to which subordinates identify their leaders as embodying the organization. Using a matched sample of 92 supervisors and 568 frontline employees across 92 sub-branches of a large banking company, we found that servant leadership by high-level managers could indeed promote employees’ in-role and extra-role service performance through its effect on low-level supervisors’ servant leadership. We also found that this trickle-down effect was stronger when high-level managers and low-level supervisors were perceived by their subordinates as more fully embodying the organization. Implications, limitations and future directions are discussed.

EFEKTIFITAS KEPEMIMPINAN TRANSFORMASIONAL KEPALA SEKOLAH TERHADAP PENINGKATAN KINERJA GURU

Changes to a new paradigm of education management demand professionalism principal leadership. Through transformational leadership, principals should be able to optimize the potential of the school as well as possible. The leadership of the principal with regard to skills and competencies either principal or hard skill was to affect the entire school's resources to achieve the goals and objectives that have been set at school. An effective principal leadership is a leadership that is able to empower the entire potential at school with optimal, so teachers, staff, and other employees feel established by the school. Good leadership certainly very impacts on whether the objectives of the Organization are achieved because the leader has an impact on his performance.

(Dis)Ableing Notions of Authentic Leadership Through the Lens of Critical Disability Theory

The Problem Persons with disabilities (PWD) are regarded as “the Other” and are sequestered from “normative” society because of their “Otherness.” “Othering” results in discrimination and the systemic preclusion of PWD. Ableism is the belief that being without a disability, impairment, or chronic illness is the norm. The notion that people without disabilities are the norm and are inherently superior is accepted without critique by those that advocate for authentic leadership. This privileges ableism and furthers the “Othering” of PWD within a leadership style intended to promote self-awareness, beliefs and ethics, and interpersonal relationships. The Solution The disabled experience and differently abled voice must be restored through relationally “being” with others and authentic dialogue. What is needed is a shift from the deficit model of authentic leadership to a social paradigm of authentic leadership, welcoming of bodily and psychic difference. This will better enable both leaders and employees to craft an authentic profile in the workplace. The Stakeholders Leaders and those who seek to become leaders following an authentic leadership approach can benefit from a better understanding of how their ingrained belief systems impact those that they lead who are both “able-bodied” and “disabled.” Human resource development (HRD) practitioners and leadership development practitioners can use this information to deconstruct and reconstruct leadership development opportunities to be inclusive as an authentic leader.

Leadership paradigms and performance in small service firms

AbstractThe effects of employee-perceived leadership paradigms on multiple measures of firm performance collected from managers and customers in small businesses were examined. Four leadership paradigms operating in Australian retail pharmacies were assessed against six performance measures – financial outcomes, staff and customer satisfaction, productivity, retaining staff, and manager retention. Structural equation modeling, regression, and analysis of variance were employed to test the hypotheses. Predictions that firms characterized by visionary and organic/distributed leadership would outperform those using classical and transactional leadership were supported on all measures. Furthermore, the emerging organic leadership paradigm outperformed the others on every measure.

Looking in the Mirror at Sustainability? The Ancient Paradigm of Follower-making Leadership

Recent Bureau of Labor Statistics on business failure rates over time show that 50% of organizations fail every five years. This lack of sustainability or persistence has not changed since 1995. An analysis of meta-analyses over the past 50 years of leadership and mentorship effectiveness encompassing 2,057 research studies, revealed a startling lack of emphasis on the long term development of leaders who develop others, for sustainable results. In an effort to explore alternative management methods and effects on sustainability, the effectiveness of an ancient faith paradigm involving the use of disciple-making leadership skills in a group of leaders was examined. The leaders were trained in seven disciple-making methods during an executive education class. Pre and post training measures demonstrated statistically significant improvement in both skill averaging 26% and organizational performance of 29%. In a post training survey conducted 18 months later leaders attributed the 88% of the change in performance to the training received. Implications for management practice and research are presented.

Healthcare Leadership: A Meta-Analytic Review

The literature examining healthcare leaders’ effects on important organizational outcomes is in-conclusive with empirical studies yielding conflicting results. In this study we meta-analyzed the effects of transformational and transactional leadership, the most researched leadership para-digms, on satisfaction, performance, commitment and burnout. Results indicate that transformational leadership has a greater effect than transactional leadership with the strongest effects on Commitment and the weakest on Burnout measures. The magnitude of the effect sizes were in several instances noticeably different than observed in the broader organizational literature.

What it takes to be a superior college president

PurposeThe purpose of this study is to examine established leadership paradigms in the context of institutions of higher education. The old ways of running a college, which might have worked several decades ago, no longer work in the age of flux characterized by super-fast breakthroughs due to technology and the internet. Organizational change is especially difficult in academe where many faculty are tenured and satisfied with the status quo.Design/methodology/approachThis paper examines and synthesizes the relevant literature in leadership and higher education administration, focusing on critical issues and recommendations to ensure the long-term viability and relevance of colleges and universities. It also describes meaningful metrics that should be monitored by university leaders to strengthen their institutions.FindingsSome of the findings are as follows: the old ways of running an institution of higher learning need to be overhauled; colleges and universities need leaders who can transform their institutions into learning organizations where knowledge is shared; and leaders must have the ability to tap into their organization’s intellectual capital and creativity. In addition, several new metrics are needed for evaluating the leadership of a college of university, including vision, employee engagement, student satisfaction and image/reputation.Originality/valueThis study provides an original approach to reform colleges and universities and enable them to thrive in the age of chaos and disruption.

Candle in the wind

This study contributes to the leadership literature by applying the complexity leadership paradigm within China’s fringe arts businesses. China’s societal transformation provides a rich site that is far more complex than the one in established economies. Concerned with the evolving role of arts and cultural leadership within such context, this study explores the emergent, interactive dynamism between leaders, leadership and multiple contexts organized at different levels. Using an evidence-based approach, this study draws from in-depth case studies of two fringe arts businesses in Beijing. The findings not only enrich the model that describes the strategic goals of arts and cultural businesses, but also reveals leader behaviours and approaches used to achieve adaptive outcomes of complexity leadership. Overall, the study provides insights into the practice of arts and cultural leadership socially constructed within a context of drastic change and uncertainty.

Personal attributes linked to empowerment that influence receptivity to coaching leadership

ABSTRACTThe present study assessed affective profiles, locus of control and posttraumatic growth (thriving) as factors determining the receptivity of managers to assimilate new knowledge, skills and insights associated with the coaching leadership paradigm. Data were assembled using a web-based survey among 385 managers who participated in a leadership development programme focused on coaching leadership skills and practices. The data were analysed using three stepwise multiple regression analyses. We found differences regarding respondents’ (managers) capability of developing according to the programme. Positive affect (PA), internal locus of control and posttraumatic growth predicted managers’ receptivity to assimilate the relevant knowledge, skills, insights and coaching tools. The results support the notion that PA, an internal locus of control and the propensity for posttraumatic growth contributes to empowerment through adoption of a coaching leadership style.

BrightSoft: Sustaining the Information Technology Agenda

Many organizations in Asian countries are struggling to sustain the Information Technology (IT) agenda beyond basic enterprise systems (like Enterprise Resource Planning [ERP] implementation). To sustain the real benefits of an enterprise system, these organizations require a different paradigm of information leadership and a contextually relevant IT governance structure and supporting mechanisms. The Chief Information Officer (CIO) alone cannot make ERP deliver business value; rather, it requires the participation of all in the top management (TP) team. The present case presents the dilemma faced by a real-life Indian manufacturing organization. After the successful implementation of an ERP and reaping initial benefits, the organization feels it is not creating any incremental value. Though the case pertains to the manufacturing industry, it is equally relevant to organizations across all kinds of industries such as banking, insurance, retail, etc. The case highlights the situation that is common in many organizations. It has been developed with the objective of appreciating the need for, and building an understanding of a collective form of leadership and a befitting governance structure with respect to IT management. Two specific tools, the information leadership grid and IT governance matrix, have been synthesized based upon literature review as specific tools for the purpose.

Leadership Paradigms in Construction: Critical Review to Inform Research and Practice

Leadership Paradigms in Construction: Critical Review to Inform Research and Practice

The accountability generation: exploring an emerging leadership paradigm for beginning principals

ABSTRACT School leaders in Queensland, Australia, are working in a rapidly shifting policy landscape, expected to work towards system-defined improvement measures involving increasingly higher external accountabilities. This article analyses a group of long-term case studies of the effects of school improvement expectations on principals since the introduction of National Assessment Program – Literacy and Numeracy (NAPLAN) in 2008. Foucauldian theory is used to analyse the influence of performative cultures on a group of Queensland principals. A unique feature of this geographical region is the large proportion of small-school principals, the majority of whom are in the early stages of their teaching careers. Having joined the teaching profession post-NAPLAN, the influence of these accountabilities emerges as a point of difference between them and longer-established principals. The article identifies the emergence of this new leadership paradigm as an area inviting further inquiry within the field of educational leadership research, exploring the influence of rapidly shifting expectations on leadership practices.

Shifting Paradigms in Canadian Healthcare to Support the Scale and Spread of Innovation.

Health systems and healthcare organizations across Canada have identified the need for innovation to transform healthcare by creating the conditions for successful, scalable and impactful system transformation. Meeting these goals requires adopting new leadership paradigms to shape and design policy frameworks, business models, technical structures and funding approaches. In order to scale innovation and achieve system-wide impact, system leaders will need to create a culture that supports innovation and transformational change.

What School Leaders Are Doing to Support a Culture of Character: An Exploratory Study With Preschools in Singapore

This article discusses an exploratory study, reporting the practices of five principals leading character development in early childhood centers in Singapore. Acknowledging variations in leadership style, the pooled focus group findings show the common denominator is the principals' paradigm of authentic leadership informing a service-oriented culture. Insights into the practices of these principals identify meaningful ways of building and sustaining a shared vision of respect, connectedness, cohesiveness, trust, positive morale, care, and courtesy built on the principles of integrity, trust, hope, and love. Findings identify the contribution of five visionary principals working with character development in early education spaces in Singapore preschools.

Leadership in the Health Sector: A Discourse of the Leadesrhip Model of Utilitarianism

This research work with the title, “Leadership in the Health Sector: A Discourse of the Leadership Model of Utilitarianism,” is concerned with examining the appropriateness of Utilitarianism as a leadership model that may be employed and utilized by leaders in the public health industry. The research is predicated on the proposition that leadership is as much a problem in the health industry as it is for all humanity. Most leaderships fail due to the employment of inappropriate leadership theories. The appropriateness of any leadership model can only be determined after the model has been subjected to adequate critical analysis. Hence this research adopts the philosophical methods of exposition and criticism in unravelling its subject matter. This research is significant in exposing a leadership model with an underlying ethical content which can serve as a paradigm for leadership and decision making in the health industry. The paper identifies the control and management of HIV/AIDS as well as the enhancement of National Health Insurance Scheme (NHIS) coverage in third world countries as critical health issues that can be strengthened through the adoption of the leadership paradigm of utilitarianism. The paper concludes that the utilitarian normative axiom of the greatest happiness for the greatest number will ultimately lead to the engendering of democratic culture in the policy and decision making processes bordering on health issues. However, the work cautions that the majority principle enshrined in axiom of utilitarianism is all too vulnerable to abuse by any leader with a totalitarian bent. Hence a leader who adopts utilitarianism as a normative principle is advised against allowing the good of the majority to always supersede and dominate that of the minority.