In focus/leadership philosophies : Study finds a sea change in leadership approaches

2006 ◽  
Vol 25 (6) ◽  
pp. 20-22
Author(s):  
André Martin ◽  
Allan Calarco
Keyword(s):  
Leadership Approaches

Leadership Approaches

2012 ◽  
Vol 3 (2) ◽  
pp. 141-142
Author(s):  
Dr. Kirthi F Chapparamani ◽  
Keyword(s):  
Leadership Approaches

Features of foreign policy birds: Israeli prime ministers as hawks and doves

2019 ◽  
Vol 55 (1) ◽  
pp. 107-126 ◽  
Author(s):  
Baris Kesgin
Keyword(s):  
Foreign Policy ◽  
Political Leadership ◽  
Future Research ◽  
Right Wing ◽  
Left Wing ◽  
Prime Ministers ◽  
Individual Level ◽  
Security Environment ◽  
The Cold War ◽  
Leadership Approaches

Scholars and policymakers have long used the shorthand of hawks and doves to characterize leader personalities that correspond to a particular political inclination, whereby hawks are considered right-wing and more aggressive in foreign policy, and doves are left-wing and more peaceful. This article posits that a sound discussion of who hawks and doves in foreign policy are requires an engagement with research on political leadership. It promises a less superficial understanding of the dichotomy of hawks and doves, and uses leadership trait analysis to explore hawkish and dovish leaders’ qualities. The article profiles Israel’s prime ministers since the end of the Cold War, where in a high security environment, these words are most often used to describe its domestic and foreign matters and its cooperative and conflictual actions. This article’s findings encourage an unpacking of these commonly used shorthand labels with political leadership approaches. They are also useful to highlight, most notably, the significance of complexity and distrust in understanding hawkish and dovish leaders. Hawks think simpler and are more doubtful of others than doves, this article finds. Future research, the article suggests, will benefit from looking deeper than simple, dichotomous use of this analogy, and exploring ways to operationalize individual-level measurements of hawks and doves in foreign policy.

Leadership approaches for modern nursing practice

2021 ◽  
pp. 1-5
Author(s):  
Peter Ellis
Keyword(s):  
Emotional Intelligence ◽  
Transformational Leadership ◽  
Nursing Practice ◽  
Contingency Theory ◽  
Leadership Role ◽  
Knowledge And Skills ◽  
The Core ◽  
Leadership Approaches ◽  
Cardiovascular Care

This article identifies leadership as a key responsibility of all nurses, including those working in cardiovascular care—whether they are in a leadership role or whether they have to exercise it in their practice. It identifies that, contrary to early theories, leadership knowledge and skills may be taught and learned. It identifies the core definitions of leadership as being influenced by the person, result, position, purpose or process. It goes on to discuss two key approaches to leadership that suit modern nursing practice: contingency theory and transformational leadership. These approaches are demonstrated as pertinent to modern nursing practice because they focus on the development of people and the team, and require emotional intelligence.

A Socially Just Leadership Approach to Community-Partnered Research for Reducing Health Disparities

2017 ◽  
Vol 45 (6) ◽  
pp. 781-809 ◽  
Author(s):  
Carolyn M. Tucker ◽  
Jaime L. Williams ◽  
Julia Roncoroni ◽  
Martin Heesacker
Keyword(s):  
Health Disparities ◽  
Community Based Participatory Research ◽  
Lessons Learned ◽  
Research Approach ◽  
Community Based ◽  
Guiding Principles ◽  
University Partnership ◽  
Partnership Approach ◽  
Leadership Approaches ◽  
Counseling Psychologists

Significant health disparities continue to plague many groups of people who have been systematically oppressed and largely unrepresented in health research. Community-based participatory research (CBPR) is a collaborative research approach that has been shown to be effective in addressing health disparities; a community–university partnership approach can be used to conduct this research. Counseling psychologists are well suited to establish and lead CBPR partnerships, yet there is a paucity of research to guide them in utilizing effective leadership approaches when conducting CBPR for reducing health disparities. Therefore, the aims of the present study were to (a) review existing leadership models applicable to conducting CBPR; (b) identify guiding principles of socially just leadership that emerged from the aforementioned review; (c) offer an example of how the guiding principles were used in a community–university partnership, highlighting challenges, solutions, and lessons learned; and (d) discuss the benefits of socially just leadership for counseling psychologists.

scholarly journals Globally Responsible Intergenerational Leadership

2019 ◽  
pp. 123-152
Author(s):  
Ceren Aydogmus
Keyword(s):  
Leadership Styles ◽  
Baby Boomers ◽  
Leadership Style ◽  
Generation X ◽  
Generation Y ◽  
Generational Cohorts ◽  
Generation Z ◽  
Generational Leadership ◽  
New Challenges ◽  
Leadership Approaches

Today's workforce is more diverse than ever, comprised of five generational cohorts: Traditionalists, Baby Boomers, Generation X, Generation Y, and Generation Z. As each generation has its own values, beliefs, and expectations, their leadership preferences pose new challenges for organizations. In this chapter, leadership approaches are discussed, and the differences and similarities among preferred generational leadership styles are examined. The purpose of this chapter is to determine an appropriate leadership style that meets the needs of all generations, and globally responsible inter-generational leadership has been suggested as the most effective approach.

scholarly journals THE ROLE OF ETHICAL LEADERSHIP IN INCREASING EMPLOYEES' ORGANIZATIONAL COMMITMENT AND PERFORMANCE: THE CASE OF HEALTHCARE PROFESSIONALS

2021 ◽  
pp. 133-146
Author(s):  
Gülay Tamer
Keyword(s):  
Organizational Commitment ◽  
Ethical Leadership ◽  
Structural Equation ◽  
Healthcare Professionals ◽  
Individual Performance ◽  
Normative Commitment ◽  
Variable Model ◽  
And Performance ◽  
Leadership Approaches

Today's organizations are looking for ways to improve the organizational commitment and performance of employees in order to have a qualified workforce and maintain sustainability. Organizational leaders' approach to increasing employee motivation positively affects their organizational commitment and job performance. This research, basically focusing on the health sector, tried to specify the effect of the managers’ ethical approach on employees’ organizational commitments, performances, and the role of organizational commitments in this effect. The sampling was composed of 362 healthcare professionals. In this cross-sectional field study, an independent variable model for the ethical leadership approaches and a dependent variable model for the employees’ performance and commitment to their organizations were practiced. Data was collected through Ethical leadership, Organizational Commitment, and Individual Performance Scales. The data collected were analyzed through SPSS and AMOS package programs. A correlation analysis to specify the relationships between the variables and a regression analysis was done to specify the interaction. In specifying the intermediary role of organizational commitment, Structural Equation Model (SEM) was used. The results of the analyses showed positive significant relationships between ethical leadership approaches and organizational commitment and employees’ performance. It was also observed that ethical leadership approaches had a positive and meaningful effect on affective, continuous and normative commitment, the sub-dimensions of organizational commitment, as well as the employees’ performance. On other important finding is employees’ attendance and normative commitment are highly affected by ethical leadership approaches. As a result, it was specified that ethical leadership approaches by the managers are highly effective on employees’ performance and their commitment. It was also noted that organizational commitment played a mediator role on ethical leadership approaches. These findings were seen to be amicable with findings in previous studies. It is expected that this research will contribute to the literature because it is a holistic model including the relationships between variables.

scholarly journals Holistic and Leadership Approaches to International Regulation: Confronting Nature Conservation and Developmental Challenges. A Reply to Farnese

2014 ◽  
Vol 3 (2) ◽  
pp. 311-320 ◽  
Author(s):  
Stuart Harrop
Keyword(s):  
Climate Change ◽  
Environmental Law ◽  
Rural Poverty ◽  
Holistic Approach ◽  
Agenda 21 ◽  
Nature Protection ◽  
Global Regulation ◽  
International Regulation ◽  
Aichi Biodiversity Targets ◽  
Leadership Approaches

AbstractInternational nature protection law has developed without a coherent plan, with disparate governance instruments each largely evolving within their own separate sphere. Yet, many other issues are closely linked to the challenges of nature degradation, such as developmental challenges, climate change, food security and food safety, disease prevention, and rural poverty. These interconnections have partly been recognized in Agenda 21 and more recently in the Aichi Biodiversity Targets. This response commentary draws on and extrapolates further the conclusions of Patricia Farnese in ‘The Prevention Imperative’, published in this issue ofTransnational Environmental Law, and argues for a more coherent approach and effective leadership in this area of global regulation, along with a more flexible and holistic approach to governance responses.

Ethics and Leadership

2014 ◽  
pp. 182-200
Author(s):  
Nathan S. Hartman ◽  
Thomas A. Conklin
Keyword(s):  
Servant Leadership ◽  
Leadership Style ◽  
Regulatory Focus ◽  
Leadership Behaviors ◽  
Organizational Outcomes ◽  
Organization Culture ◽  
Employee Behaviors ◽  
Prevention Orientation ◽  
Leadership Approaches ◽  
Promotion Orientation

Leadership and ethics continue to be important areas of research. The devastating results of failed leadership in numerous Enron-like situations have ensured that this is the case. This chapter suggests how various leadership approaches and behaviors lead to or develop different types of employee behaviors that impact organizational outcomes. The framework reviews ethical, transformational, and servant leadership, and their relationship to self-regulatory focus. Specifically, promotion-oriented leaders tend to reflect transformational and servant-leadership behaviors and resulting organization cultures, while prevention-oriented leaders match the ethical leadership style and related organization culture. The prevention orientation is a conservative mindset guiding consistent leader and employee behavior, while the promotion orientation provides more opportunity for unique and innovative behaviors.

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