Modern Leadership Research Articles

The Leaning Tower of Pasta: Lessons in Team Performance and Creativity From a Core Surgical Training Boot Camp Design Challenge

Unity of effort is an important component of strategic leadership and management theory associated with Core Surgical Training (CST) outcome. The aim was to determine the impact of team diversity on task completion: a creative design challenge, during CST Boot camp. Attendees (n = 44) at a single Statutory Education Body's CST Boot camp were stratified into teams related to specialty theme, and set a design challenge as described by Peter Skillman, to build the tallest free-standing tower out of spaghetti (20 pieces), tape (1 m), and string (1 m), with a marshmallow on top in 18 minutes. Primary outcome measure was tower height. Five teams (50%) completed the task with the tallest tower measuring 70 cm (median 51, range 0-70). Median satisfaction with the simulation exercise was 4 (2-5) on a scale of 0 to 5, with 5 corresponding with highest satisfaction. Successful task completion was associated with team surgical specialty (p = 0.032), ethnicity ratio (p = 0.010,), and gender ratio (p = 0.003), respectively. On multivariable analysis, only team gender ratio was independently associated with tower height (Hazard ratio 0.515, 95% confidence interval 0.350-0.759, p = 0.001). Modern leadership theory emphasizes the important dynamic relationship between individual team members, the team, and task completion. General surgery themed teams with a gender mix were most successful in completing the design challenge; whether relative simulation performance predicts strategic organizational skill and career progression will be the next question.

Uticaj nacionalne kulture na rad na daljinu

With globalization and the emergence of a growing number of international companies, the influence of national culture on various aspects of human life in management has become particularly important in recent decades in modern business. Due to the encounter of different cultures from all over the world, it is impossible to avoid the influence of these cultural differences and the possibility of conflicts is great, so modern leaders and managers try to find good techniques of proper management of different people using knowledge of national culture. Any form of conflict, even constructive conflicts, can have a negative impact on the work performance of employees, and in international companies a large number of conflicts is a direct consequence of a lack of understanding of national culture. Teleworking and flexible forms of work are the result of the technological revolution and globalization. Although insufficiently researched form of work, it is gaining more and more attention of the authors. Managers face new challenges in managing employees working remotely, especially in multinational and multiethnic environments of international companies, so it is important to explore aspects that affect their work performance.

Peculiarities of hierarchy of leaders’ personal values

The aim of the research is to confirm whether gender, age, residence in rural or urban areas and work experience influence the peculiarities of hierarchy of leaders’ personal values, and also to investigate the differences in the hierarchy of leaders’ personal values and that of their subordinates. The significant changes in the social value system create for the majority of people the urgent need to adopt new benchmarks and rebuild their personal values system. This also applies directly to the modern leader who is trying to reach a mutual understanding in the relationship. The goal of our research is to study the peculiarities of the hierarchy of leaders’ personal values. These were the hypotheses of the study: 1) the specific and individual-oriented values prevail in leaders as well as values of “business” and “self-affirmation”; 2) the hierarchy of value self-determination of modern leaders in education is influenced by their work experience, residence in rural or urban areas, age and gender. To solve the empirical problems of our research and to confirm or refute the hypotheses, we used the method of studying the value orientations, developed by the American researcher Milton Rokeach. According to the results of the research, the most important leaders’ terminal values have been the specific and individually oriented values, and the most important leaders’ instrumental values have been mainly the values of «business» and «self-affirmation», while gender affects the terminal and instrumental values, and the age impacts mainly instrumental values.

Transformation of the Scientific Paradigm of Leadership Under the Influence of Digital Reality

Leadership is a kind of integrator of the problems of modern management science and practice, which leads to a continuing interest in the study of the personality of the leader and the models of his behavior and activities in modern society, in the management of organizations and processes. At the turn of the XX-XXI centuries, research in the field of leadership is very actively continuing, however, in general, it has changed its direction, shifting attention to the personality of the leader, the possibilities of his self-development and self-improvement for more effective leadership, internal motivation, the authenticity of the leader and his behavior, which was facilitated by the systemic crisis in business in developed countries, global problems of our time, the transition from the industrial economy to the knowledge economy. The article defines the fundamental differences in the leadership models of the industrial economy and the knowledge economy, and describes modern approaches to the study of leadership. It is revealed that modern leadership studies somehow develop the main directions of the study of leaders and leadership, set by classical concepts, but at the same time have significant distinctive trends that have formed in recent decades: the desire for collective leadership, the transition from transactional to transformational leadership, the development of leadership «deep» in the direction of self-motivation of the leader, a largely irrational approach to leadership.

LEADERSHIP MODEL FOR THE ENTERPRISE IN THE VUCA CONCEPT

Leadership is one of the most important elements of any society. The phenomenon of leadership becomes particularly important in times of strategic and technological changes. The purpose of the article is to reveal the essence, tasks and problems of leadership in Ukrainian food industry enterprises. The author concludes by describing the leadership model in order to authenticate the key vectors of leadership model change in the enterprises of the food industry. The analysis is based on data provided by enterprises and obtained through communication with CEOs. The analysis is based on the data obtained in the course of qualitative research. The author's vision of the formation of the model of modern leadership in enterprises is presented. Asymmetrical aspects of the formation of a new generation of business leaders are mentioned. The article focuses on the combination of elements of vertical leadership development, emotional, cultural, social and verbal intelligence, with value management at its core.

РОЛЬ КОМУНІКАТИВНОГО МЕНЕДЖМЕНТУ В УПРАВЛІННІ ПЕРСОНАЛОМ СУЧАСНОЇ ОРГАНІЗАЦІЇ

The article investigates the role of communicative management in personnel management of a modern organization. Communications in the organization – an integral part of the activities of the leader and subordinate. Some researchers believe that the effectiveness of personnel management is proportional to the effectiveness of communication processes in the organization.Carelessly organized communication increases the time spent on any issue, complicates the achievement of results, creates conflicts and misunderstandings. Therefore, there is a need for in-depth study of modern patterns of formation of organizational conflicts, ways to eliminate them and combat their consequences. At the same time, the most important result of effective conflict management at the enterprise will be the formation of a mechanism for early prevention of conflict situations and a mechanism for resolving conflicts that have already arisen. Constructive conflict management begins with their anticipation, and the personality of the leader can be considered one of the decisive factors in effective conflict management in the organization.In addition, well-established internal communications improve the management process of the organization, and thus reduce the time for adaptation of employees, mitigate resistance to change on the part of staff. The organization with well-established communication demonstrates a rapid response to changes in the labor market, quality service, high motivation of staff.To build an effective communication system in the organization it is necessary to use all possible resources and channels. The human resources department must inform employees of all news, mission, strategy and goals of the organization. Effective communications should be characterized by clarity, simplicity, reliability, which in general will contribute to their adequate understanding. Often, modern leaders neglect to establish effective communication flows within the organization through employment, their own negative attitude to communication, which negatively affects the effectiveness of personnel management and the organization as a whole.

Humanity-Based Leadership Model in the Government of South Sulawesi Province (Integration of Modern Leadership with Local Wisdom)

This study aims to analyze a collaborative model of modern leadership, namely innovative, transformative and credible with local wisdom by four ethnic cultures, namely Bugis, Makassar, Toraja and Mandar, which in turn will produce officers who prioritize human values in implementing policies based on local wisdom with the philosophy of acca, acca, warani, malempu, and getteng. This research uses qualitative research methods so that the discussion is descriptive. The research was conducted at the South Sulawesi Government Office with four city districts. The research results show that in real terms the human-based leadership model of the Provincial Government of South Sulawesi in its work to improve the welfare of the community with innovative programs and humane services towards advanced governance as the translation of change shows a pretty good trend. Leadership innovation in making change by prioritizing integrity, motivator, ability, experience, honesty, obedience, persistence and intellectuality as a manifestation of the integration of modern leadership and local wisdom as a filter in change so as to lead to an advanced government while still upholding the value of local wisdom as a support which is summarized in Cultured South Sulawesi. Supporting factors that are quite helpful related to the program strategy include the readiness of the apparatus, community involvement and the level of community acceptance, while the inhibiting factors are infrastructure readiness, availability of funds and community readiness to change, but concrete efforts can gradually be overcome so that the strategic program of the South Sulawesi Government as the growth center of the eastern region and the national economic buffer can be realized.

System of Principles for Leadership Development in Public Administration

The solution of new tasks facing the leaders of public administration at the present stage of development of the Ukrainian state requires an increase in the efficiency of public administration and public administration as one of the priorities based on the principles of democracy, nation and human-centrism. The relevance of the topic of updating the principles of leadership development in public administration is closely related to updating management mechanisms in the information society, changing the traditional paradigm of management, characterized by stability, control, competition, homogeneity, egocentrism and heroism to a new one, which is characterized by fluidity, delegation of power, cooperation, heterogeneity, social relevance and modesty. The new management paradigm, which is partially being introduced into public administration and public administration, increasingly requires the introduction of modern leadership principles, which are manifested through the assertion of moral values in the personality of a leader, his behavior models and reforming organizational structures. According to the author, such signs of leadership as delegation of power and cooperation in public administration determine the development of leadership through its consideration in conjunction with the principle of command.
 The purpose of the article is to reveal the essence of the priority principles of leadership in public management activities, revealing the state of the study of this issue in domestic and foreign literature. The author of the article focuses on the definition – principle, which is analyzed as the basis for any theory or teaching, explanations or guidelines for action, a person’s inner conviction; basic rule of conduct; features in the creation of something, etc. The article reveals the priority principles of leadership as a prerequisite for the formation of a successful personality, successful leadership qualities.
 The system of principles of leadership development in public administration activities consists of an innovative principle of leadership development; the principle of independence for the development of new rules and regulations; the principle of subsidiarity to ensure the implementation of powers to the bodies of representative power; the principle of socially responsible leadership to ensure ethical relations between subordinates and the leader; the principle of justice, which is a special value measure for maintaining a balance between legal and moral values; the principle of professional and psychological readiness for public administration activities; methodological principle of information and analytical support.

Role of Human Capital in Growth Enterprises in Finland: Recruiting and Retaining Talent

Abstract When a small business grows, one of its key challenges is to find personnel who will enhance that growth. Earlier studies indicate that in many fast-growing small and medium-sized enterprises, the main problem is finding and retaining high quality employees. Knowledge of human capital, comprising human resource processes and leadership, might help an owner in personnel matters because growth entrepreneurs must begin to increase staffing and learn how to develop and implement human resource management (HRM) practices. The faster the growth the small firm is facing, the more likely it will experience human capital problems. The research question of this study focuses on the experiences of Finnish entrepreneurs with regard to recruiting and retaining personnel to enhance company growth. This empirical study focuses on twenty-nine Finnish growth-oriented entrepreneurs' views on issues related to human capital. Most of the entrepreneurs were interviewed face-to-face, and a couple via Skype or phone. The interviews were semi-structured and took approximately one hour each. They were then transcribed and read through several times. Qualitative content analysis was applied. The results support earlier studies, indicating that there are many challenges in finding the right personnel. Especially, employees with international experience were highly valued but especially hard to find. A company changes as it grows; therefore, personnel need to be flexible and able to learn new skills. These changing requirements were one of the more challenging issues in recruitment. In order to retain personnel, entrepreneurs apply mainly modern leadership skills and generous remuneratation. To support growth entrepreneurs, it is important to recognize personnel needs at different stages of growth.

Supply chain management practices as a competitive tool for third party logistics providers performance

The major purpose of this research paper is to examine supply chain management practices as a strategic tool for third-party logistics firms’ performance: by presenting practical and theoretical advantages by reviewing the corresponding literature, and also by proposing more forward-looking studies. A literature review was developed to help today's supply chain managers and analysts to thoroughly scrutinize what was already recognized as well as what requires further research. The research broadens, from a centered company perspective, the understanding of supply chain management practices as a tactical resource for success of third party logistics firms, as well as limitations for future studies. This research paper presents a comprehensive analysis of the literature to develop a proposed general framework for a strategic tool research initiative to perform TPLs' supply chain management practices. The research paper provides perspectives into deficiencies in current practices of supply chain management, along with the progress of third party logistics sector literature. The research paper proposes specific research into the logistics process, as it relates to planned and current performance. The research paper makes a series of important literary contributions. First, it provides the first comprehensive analysis of the fundamental concepts used throughout the current supply chain management activities research in relation to the performance of third party logistics companies. Indeed, when carrying out a similar exercise, the approach used to conduct the systematic literature review may be used as a guide for future investigators. Current research is aimed at providing a researcher who meets the needs of modern business leaders.

Leadership and Internal Relational Capital of Enterprises

Purpose: The paper aims to identify the actions that foster the development of positive relationships between employees and the company and help build internal relational capital. The authors also attempted to describe the patterns of formation of intra-organizational relations by identifying the actions that contribute the most to the development of internal relational capital. Design/Methodology/Approach: Two studies conducted in 2018-2020 focused on the importance of relational competencies in creating company value and the role of leadership. The first study concentrated on the managers (N=10), whereas the second one focused on the analyzed companies' employees (N=185). The obtained information was used to perform structural analysis, based on structural indicators expressed as percentage values. Factor analysis was also carried out as part of the data analysis to determine the relationships between factors. The principal component analysis was used. Findings: The results indicate that in the process of creation and development of intellectual capital in an enterprise, the role of a leader involves mainly the establishment of values desired for the company's success, creation of a corporate culture that helps to accomplish goals, and assistance in reaching the targets by employees, as well as support for workers and their activity. The analyzed enterprises are engaged in developing proper internal relations and apply different methods to build relations between the company and the employees. Practical Implications: The results indicate the directions for building internal relations. Identification of the actions that demonstrate a greater impact on the development of positive relationships between employees and the company and those with a lesser impact. Originality/Value: Concentration on effective relational management and creation of relational capital are the key elements of modern leadership. The development of positive relationships between employees and the company contributes to the company's relational capital, which considerably affects an enterprise's growth and competitive position.

Ethical Leadership a Key Ingredient to Secondary School Management in Kenya

Ethical leadership is critical in ensuring that school managers are able to steer the organizations to competitive advantage. This is in the context that ethical leadership ensures that school managers practice value based leadership which has an implication on effective school management. However, school managers of the 21 st century continue to face numerous challenges in sustaining school management despite them having reflective leadership skills in technical, conceptual and human relations. School leaders need to employ ethical leadership practices in order to achieve the school goals which are reflected in staff job satisfaction which leads to better performance for both staff and students. The purpose of this study is to determine how ethical leadership is a key ingredient in the secondary school management in Kenya. Ethical leadership being a value-based leadership style may serve as an alternative to many other modern leadership practices. The study will look at the principles of ethical leadership in practice and how they school managers steer their organization to productivity within a context of a society full of ethical impractices which have an implication on value based leadership.

Developing a theoretical model to examine factors affecting school leadership effectiveness

What determines the success and effectiveness of leadership in schools? In the process of managing administrative and educational activities, the leadership effectiveness of school leaders is greatly influenced by a combined set of factors, possibly from leadership competencies and styles as well as local and global socio-economic landscape, latest advancements of science and technology, school culture, and change in modern leadership and management practices, etc. Based on extant literature review of rigorous studies on school leadership as the main methodology adoption, the present paper purposefully seeks to propose a theoretical model of school leadership effectiveness through investigating a network of relationships amongst leadership competencies, leadership styles, external and internal factors, and leadership effectiveness for global K-12 schools. Ultimately, the proposed model has both theoretical and managerial implications. Accordingly, an insight into the nature of these relationships will first expand the existing literature in school leadership and then activate school leader self-efficacy to enrich themselves with standout knowledge, skills, and qualities in the industry and simultaneously tailor their leadership styles to specific educational practices towards change and innovation to optimize leadership effectiveness.

Nursing leadership styles and their impact on intensive care unit quality measures: An integrative review.

To examine the impact of nursing leadership styles on intensive care unit quality measures. Evidence on the impact of leadership styles has direct implications for building and strengthening leadership behaviours that foster quality nursing care in intensive care units. An integrative review approach was adopted. Databases including the Cumulative Index of Nursing and Allied Health Literature, PubMed, Scopus, ProQuest, Google Scholar and the Cochrane Library were searched. Out of 253 identified studies, seven were included in the review. Leadership styles in intensive care units include transformational, considerate, exemplary, trusted and absentee leadership. Active nurse leaders who share a common vision, and advocate for their staff are perceived as more effective than those who exhibit absentee characteristics. Structural measures influenced by leadership styles include productivity and morale of nursing staff. Outcome measures such as staff outcomes (intent to stay, job satisfaction), medication errors and periventricular/intraventricular haemorrhage in neonatal intensive care units have a positive relational effect with nursing leadership style. The findings highlight the link between nursing leadership styles on structural and outcome measures in intensive care units. The current literature lacks studies highlighting the impact of nursing leadership styles on process measures in intensive care units. Transformational, considerate, exemplary leadership practices, and trusted leadership styles when used by nurse leaders guarantee higher quality of nursing care in intensive care units. Therefore, modern leadership styles need to be supported by health care organisations and education.

Günümüzün Dijitalleşen İşletmelerinde Yeni Liderlik Ve Motivasyon Modelleri Üzerine Karşılaştırmalı Bir Araştırma

Günümüz şirketlerinin amacı potansiyeli yüksek çalışanları örgütlerine çekmek, onları en verimli şekilde çalışır halde örgütte tutmak, örgütün hedefleri doğrultusunda en üst verimlilikte ve karlılıkta çalışarak pay sahiplerine ve paydaşlarına sürdürülebilir şekilde katkı sunmaktır. Bu nedenle şirketin amaç ve hedeflerine direkt etkisi olduğu belirlenmiş motivasyon ve liderlik modelleri önemini korumakta ve korumaya devam etmektedir. Bu anlamda küresel ortamlarda faaliyette bulunan işletmelerin dijitalleşmesi hayati bir husus iken dijitalleşme süreçlerinde motivasyon ve liderlik modellerinin nasıl şekillendiği de son derece önemlidir. Yüz yılı aşkın süredir üretim yapan, dünyanın farklı noktalarında sadece dağıtım ağları ile değil üretim tesisleriyle de önemli yatırımları bulunan A, B ve C Firmaları da bu yönleri itibariyle bu araştırmada yer almıştır. Çalışmada dijitalleşmenin firmalara getirdiği avantajlar ve zorluklar, Endüstri 4.0 ve dijitalleşme ile değişen liderlik prensipleri ve bunların çalışan motivasyonuna nasıl yansıdığı şirket çalışanlarına yapılan anketlerle incelenerek ele alınmıştır. Bu çalışma günümüzün dijitalleşen işletmelerinde yeni dünyanın gerektirdiği liderlik prensiplerini inceleyerek şirketin benimsediği ve diğer modern liderlik davranışlarının çalışanların motivasyonlarına etkisini ele almıştır

LEADERSHIP PSYCHOSEMANTIC CONSTRUCTS IN THE CONSCIOUSNESS OF YOUTH: GENDER DIMENSION

The paper focuses on the problem of leadership. The gender’s specificity issue of leadership is being analyzed. The transformational leadership model of the justification is presented. The purpose of the article is to perceive the «leader» students concept in the picture of the world in gender’s context. Different leadership theories are analyzed. Three key approaches to leadership interpretation are particularly described: personality features, situation interaction, behavior. The modern leadership theories are analyzed. These theories are methodological basis for transformational leadership model formation. Indicators of the transformation model are being differentiated: interaction with the followers, but not the subordinates; the followers goals transformation; stimulation of their self-development and their result achievements. The research methodology for the students leadership concept is described. The methods applied: uncompleted sentences; psychosemantic differential. While considering the picture of the world, the «leadership» concept content among most students is masculine. Leadership concept includes characteristics such as: dominance, power, success and the ability to be the first and to lead. Personal characteristics in particular emotional and voluntary self-regulation, organizational, mental abilities, moral and communicative features are not important. Gender specificity in the students «leadership» concept content is differentiated. The psychosemantic constructions of power-dominated relations, competition and domination are dominated in the men. The key characteristics of the psychosemantic content of women’s leadership models are the ability to lead, success and dominance. The stereotyped level of the leadership model formation is typical for most students.

The founding five: transformational leadership in the New York League of Advertising Women’s club, 1912–1926

PurposeThis paper uses archival documents to begin to recover a history of women’s leadership in the advertising industry. In particular, this paper aims to identify the leadership styles of the first five presidents of the New York League of Advertising Women’s (NYLAW) club. Their leadership from 1912 to 1926 set the course for and influenced the culture of the New York League. These five women laid the foundations of a social club that would also contribute to the professionalization of women in advertising, building industry networks for women, forging leadership and mentorship links among women, providing advertising education exclusively for women and, finally, bolstering women’s status in all avenues of advertising. The first five presidents were, of course, different characters, but each exhibited the traits associated with “transformational leaders,” leaders who prepare the “demos” for their own leadership roles. The women’s styles converged with their situational context to give birth to a women’s advertising club that, like most clubs, did charity work and hosted social events, but which was developed by the first five presidents to give women the same kinds of professional opportunities as the advertising men’s clubs provided their membership. The first five presidents of the Advertising League had strong prior professional credibility because of the careers they had constructed for themselves among the men who dominated the advertising field in the first decade of the 20th century. As presidents of the NYLAW, they advocated for better jobs, equal rights at work and better pay for women working in the advertising industry.Design/methodology/approachThis paper draws on women’s advertising archival material from the Schlesinger Library, Radcliffe and Wisconsin Historical Society to argue that the five founding mothers of the NYLAW provided what can best be described as transformational feminist leadership, which resulted in building an effective club for their members and setting it on a trajectory of advocacy and education that would benefit women in the advertising industry for the next several decades. These women did not refer to themselves as “leaders,” they probably would not have considered their work in organizing the New York club an exercise in leadership, nor might they have called themselves feminists or seen their club as a haven for feminist work. However, by using modern leadership theories, the study can gain insight into how these women instantiated feminist ideals through a transformational leadership paradigm. Thus, the historical documents provide insight into the leadership roles and styles of some of the first women working in American advertising in the early parts of the 20th century.FindingsArchival documents from the women’s advertising clubs can help us to understand women’s leadership practices and to reconstruct a history of women’s leadership in the advertising industry. Eight years before women in America could vote, the first five presidents shared with the club their wealth of collective experience – over two decades worth – as advertising managers, copywriters and space buyers. The first league presidents oversaw the growth of an organization would benefit both women and the advertising industry when they proclaimed that the women’s clubs would “improve the level of taste, ethics and knowledge throughout the communications industry by example, education and dissemination of information” (Dignam, 1952, p. 9). In addition, the club structure gave ad-women a collective voice which emerged through its members’ participation in building the club and through the rallying efforts of transformational leaders.Social implicationsHistorically, the advertising industry in the USA has been “pioneered” by male industry leaders such as Claude Hopkins, Albert Lasker and David Ogilvy. However, when the authors look to archival documents, it was found that women have played leadership roles in the industry too. Drawing on historical methodology, this study reconstructs a history of women’s leadership in the advertising and marketing industries.Originality/valueThis paper helps to understand how women participated in leadership roles in the advertising industry, which, in turn, enabled other women to build careers in the industry.

القيادة التوزيعية لدى قادة المدارس الابتدائية بمدينة بريدة وعلاقتها بالرضا الوظيفي للمعلمين

تشکل القيادة التربوية المرتکز الأساسي لنجاح أي نظام تربوي، والوسيلة الفاعلة لجعل التعليم أکثر استعدادا لتلبية احتياجات خطط التنمية التربوية والاقتصادية والاجتماعية، وقد تزايد الاهتمام في الآونة الأخيرة بمفهوم القيادة التوزيعية کنمط قيادي يساعد قادة المدارس على تحقيق الرضا الوظيفي لدى المعلمين، الذي يعتبر مسألة مهمة للفرد والمجتمع، فرضا المعلم عن عمله يعتبر الأساس الأول لتحقيق توافقه النفسي والاجتماعي وزيادة ولائه للمؤسسة التعليمية، ومن هنا تظهر أهمية ومشکلة الدراسة في کونها تهدف إلى التعرف على العلاقة بين القيادة التوزيعية لدى قادة المدارس الابتدائية بمدينة بريدة وبين الرضا الوظيفي للمعلمين، واستخدمت الباحثة المنهج الوصفى (أسلوب الدراسات المسحية) بخطواته وإجراءاته؛ وذلک لمناسبته لتحقيق أهداف الدراسة، وتمثل مجتمع الدراسة في معلمي المرحلة الابتدائية الحکومية للبنين، وقد قامت الباحثة باختيار عينة الدراسة بالطريقة الطبقية العشوائية البالغ قوامها (556) معلما بنسبة (24%) من مجتمع الدراسة، کما طورت الباحثة لجمع بيانات الدراسة استبانة القيادة التوزيعية لقادة المدارس الابتدائية من وجهة نظر معلميها، واستبانة الرضا الوظيفي لمعلمي المدارس الابتدائية، وقامت الباحثة بحساب المعاملات العلمية للاستبانة، مثل صدق المحتوى، والاتساق الداخلي، ومعاملات الثبات باستخدام معامل ألفا لکرونباخ، وقد تميزت أدوات البحث بخصائص مناسبة، وقد أشارت النتائج إلى توفر مناخ عمل مناسب وثقافة تنظيمية جيدة، والاتجاهات القيادية التي يمارسها القادة تجاه المعلمين بدرجة متوسطة، کما أشارت إلى تدني تحقق أبعاد تفويض القادة لبعض من صلاحياتهم للمعلمين، الأبعاد الأساسية للقيادة التوزيعية للقادة لتطوير منظومة العمل المدرسي، وآليات التعاون المشترک بين القادة والمعلمين في التخطيط لسياسة المدرسة، وفيما يتعلق بالرضا الوظيفي للمعلمين بالمدارس الابتدائية بمدينة بريدة، فقد تحقق بدرجة متوسطة، کما توجد علاقة ارتباطية موجبة دالة إحصائيا بين القيادة التوزيعية لقادة المدارس الابتدائية بمدينة بريدة والرضا الوظيفي للمعلمين، وقد أوصت الباحثة بتنظيم دورات تدريبية لقادة المدارس وتوضيح أهمية تطبيق القيادة التوزيعية داخل العمل المدرسي، والاستعانة بالخبراء والمتخصصين في ابتکار أساليب إدارية حديثة من شأنها أن تمکن من توزيع مهام القيادة والعمل بروح الفريق وتحسين مستوى أداء الخدمة التعليمية بالمدارس لتحقيق الرضا الوظيفي لدى المعلمين. Distributive Leadership for Primary School Leaders in Buraidah and Their Relationship with The Job Satisfaction of Teachers Abstract Educational leadership is the necessary foundation for the success of any educational system. It is an effective means to make education more prepared to meet the needs of educational, economic, and social development plans. More attention has been given todistributive leadershipas a modern leadership style that helps leaders to achieve high performance in their institutions. Distributive leadership can help to increase job satisfaction for teachers, assuming that the teacher is considered the fundamental basis for making his psychological and social compatibility and increasing his loyalty to the educational institution. This study aims to identify the relationship between the distributive leadership of primary school leaders in Buraidah and the job satisfaction of teachers. The researcher used the descriptive approach (the survey method) because its steps and procedures are appropriate to achieve the goals of the study. The study population is the governmental primary stage teachers for boys; the researcher selected the study sample using a random sampling method of 556 teachers (24%of the study population). The researcher also developed two questionnaires to collect study data, the first one fordistributive leadership of primary school leadersfrom its teachers' point of view. The second was to check out the job satisfaction of primary school teachers. The researcher checked out the sociometric characteristics of the two questionnaires, such as content validity, internal consistency, and reliability coefficients using the Alpha Cronbach test. The research tools were valid and reliable. The results indicated the availability of a suitable working climate, an ethical organizational culture, and leadership trends practiced by leaders towards teachers with an average degree. It also pointed out that the dimensions ofdelegating some of the powers to teachers,basic dimensions of distributive leadership for leaders to develop the school work system,andmechanisms for cooperation between leaders and teachers in planning school policyhave not been achieved. Concerning job satisfaction for primary school teachers in Buraydah, it was achieved to a moderate degree. There is also a statistically significant positive correlation between the distributive leadership of primary school leaders in Buraidah and the job satisfaction of teachers. The researcher recommended organizing training courses for the leaders and explaining the importance of applying distributive leadership within the schoolwork to reach the job satisfaction of teachers.

Review of Leadership Styles in Perspective of Dynamic Capabilities: An Empirical Research on Managers in Manufacturing Firms

Firms need to adapt to changes in both their internal and external environments and create new systems that let them focus on new trends, identify improvements, try to guess their potential impact on their management and manufacturing system. They try to learn quickly how to implement changes to their standard operating procedures. A wide range of factors affects this procedure. To achieve this, they should be managed by modern leaders. The purpose of this research is to investigate the leadership dimensions and a related framework for assessing leadership styles, in relation to the context in which the leader works in dynamic environment. Furthermore, the purpose of this study was to examine the relative impact of different types of leadership on firms’ dynamic capabilities. Research is reported on data from a large sample of leaders and managers (n 214) from a range of private manufacturing organizations in West of Turkey. Content analyses, one of the methods of quality analysis, and MAXMaps were performed in context of top-down &bottom-up confirmation method. SPSS and Maxqda analyses program was used to analyze data. The results show that agile and transformational leaders can enhance firms’ dynamic capabilities indirectly or indirectly by creating an organizational atmosphere where employees and followers are encouraged, motivated, inspired to be a role model, open to change, and innovation. However, it was found that the link between dynamic capabilities of a firm and hubristic and autocratic leadership was slightly positive.

“Have You Volunteered?”: Or Why Students Become Volunteers

The study highlights the importance of motivating students to participate in volunteering as it is viewed as an effective tool of modern management at the University. On the example of volunteers of Kursk State Medical University, the article reveals common motives for their participation in volunteer activity and the potential of volunteering to develop general cultural (universal) competencies. So, the researchers identify among the leading motives the following: altruistic motives, motives of personal development, involvement, self-realization, communication. The questionnaire of volunteers made it possible to confirm the theoretical conclusions obtained from the literature review, and enhances the authors’ conclusions on the need for constructing the sociocultural environment at the University. The authors believe that the participation in the University’s volunteer projects creates conditions for students’ self-realization and self-development, which ultimately contributes to the development of their general cultural (universal) competencies as well as to the realization of the objectives of the state youth policy by the University. Considering volunteering as an innovative form of educational work, the researchers focus on the fact that the study of the motives of active volunteers allows modern leaders of higher education to more clearly create conditions for meeting the needs of volunteers, combining the interests ofan individual with public goals.