Leadership Constraints

2013 ◽  
Vol 9 (2) ◽  
pp. 34-60 ◽  
Author(s):  
Leslie C. Tworoger ◽  
Cynthia P. Ruppel ◽  
Baiyun Gong ◽  
Randolph A. Pohlman

This research focused on the question: What leadership constraints contribute to the complexity of the working environment faced by global virtual team leaders and how do those leadership constraints impact the behavior of leaders when they are trying to meet team member expectations? This qualitative study of a high performing team within a multinational corporation (MNC) identified four constraints facing leaders: virtuality, globalization, the domestic workplace, and the matrix organizational structure. These constraints and their interactions contributed to the complexity that leaders faced when attempting to influence followers. While work/life roles have changed dramatically for leaders, team member expectations remain rooted in the past.

2019 ◽  
Vol 3 (s1) ◽  
pp. 131-132
Author(s):  
Sana Syed ◽  
Marium Naveed Khan ◽  
Alexis Catalano ◽  
Christopher Moskaluk ◽  
Jason Papin ◽  
...  

OBJECTIVES/SPECIFIC AIMS: To establish an effective team of researchers working towards developing and validating prognostic models employing use of image analyses and other numerical metadata to better understand pediatric undernutrition, and to learn how different approaches can be brought together collaboratively and efficiently. METHODS/STUDY POPULATION: Over the past 18 months we have established a transdisciplinary team spanning three countries and the Schools of Medicine, Engineering, Data Science and Global Health. We first identified two team leaders specifically a pediatric physician scientist (SS) and a data scientist/engineer (DB). The leaders worked together to recruit team members, with the understanding that different ideas are encouraged and will be used collaboratively to tackle the problem of pediatric undernutrition. The final data analytic and interpretative core team consisted of four data science students, two PhD students, an undergraduate biology major, a recent medical graduate, and a PhD research scientist. Additional collaborative members included faculty from Biomedical Engineering, the School of Medicine (Pediatrics and Pathology) along with international Global Health faculty from Pakistan and Zambia. We learned early on that it was important to understand what each of the member’s motivation for contributing to the project was along with aligning that motivation with the overall goals of the team. This made us help prioritize team member tasks and streamline ideas. We also incorporated a mechanism of weekly (monthly/bimonthly for global partners) meetings with informal oral presentations which consisted of each member’s current progress, thoughts and concerns, and next experimental goals. This method enabled team leaders to have a 3600 mechanism of feedback. Overall, we assessed the effectiveness of our team by two mechanisms: 1) ongoing team member feedback, including team leaders, and 2) progress of the research project. RESULTS/ANTICIPATED RESULTS: Our feedback has shown that on initial development of the team there was hesitance in communication due to the background diversity of our various member along with different cultural/social expectations. We used ice-breaking methods such as dedicated time for brief introductions, career directions, and life goals for each team member. We subsequently found that with the exception of one, all other team members noted our working environment professional and conducive to productivity. We also learnt from our method of ongoing constant feedback that at times, due to the complexity of different disciplines, some information was lost due to the difference in educational backgrounds. We have now employed new methods to relay information more effectively, with the use of not just sharing literature but also by explaining the content. The progress of our research project has varied over the past 4-6 months. There was a steep learning curve for almost every member, for example all the data science students had never studied anything related to medicine during their education, including minimal if none exposure to the ethics of medical research. Conversely, team members with medical/biology backgrounds had minimal prior exposure to computational modeling, computer engineering and the verbage of communicating mathematical algorithms. While this may have slowed our progress we learned that by asking questions and engaging every member it was easier to delegate tasks effectively. Once our team reached an overall understanding of each member’s goals there was a steady progress in the project, with new results and new methods of analysis being tested every week. DISCUSSION/SIGNIFICANCE OF IMPACT: We expect that our on-going collaboration will result in the development of new and novel modalities to understand and diagnose pediatric undernutrition, and can be used as a model to tackle several other problems. As with many team science projects, credit and authorship are challenges that we are outlining creative strategies for as suggested by International Committee of Medical Journal Editors (ICMJE) and other literature.


2019 ◽  
Vol 118 (7) ◽  
pp. 1-19
Author(s):  
Geethanjali N ◽  
Parveen Roja M ◽  
Lavanya D

Quality of work life is the major factor to be considered in working environment of any organization. The performance of employees and the organization lies on the ability of the employees based on working environment. The QWL leads to better working environment which improves the performance of organization. The present study has made an attempt to find the level of factors causing QWL and the impact of outcome of QWL in banks. Since the profile of the banks may be associated with the level of outcomes of QWL, the present study has made an attempt to examine it with the help of one way analysis of variance and t-test. The included outcomes of QWL are job satisfaction, job stress, organizational climate, organizational commitment, employees retention behaviour, service quality employees and service productivity of employees. The highly associated determinants of QWL and the significant difference among the PUSBs and PRSBs have been noticed. The significantly associating important profiles of the banks regarding the existence of outcome of QWL are identified.


2020 ◽  
Vol 16 ◽  
Author(s):  
Aslı Eker ◽  
Meltem Aydın Besen ◽  
Mine Yurdakul

Background: Every working woman has the right to continue to live as a healthy individual. The working environment has important effects on general health status and reproductive health of women. If menopouse period of women is not taken into consideration and if appropriate arrangements are not made at workplaces, their work performance and productivity decrease. It is important to have detailed knowledge about factors creating risk for health in order to develop effective policies and programs directed towards preventing them. Objective: This study was performed to determine perceived effects of menopause on work life and attitudes of an institution towards menopausal women. Methods: The study population included 419 women aged 45-55 years and working at a university. Out of 419 women, 291 could be contacted. Data were collected with a questionaire composed of questions about descriptive characteristics, effects of menopause on work life and support from and attitudes of the institution about menopause. Data collected to reveal menopausal women’s experiences at work were analyzed with statistical methods frequency, percentages and mean. Results: The mean age at which menopause started was 47 years and 89.7% of the women experienced menopausal complaints. Conclusions: Physical conditions at work and stressors were found to increase menopausal complaints and had a negative effect on work performance.


Author(s):  
Deepak Kochar

The present study attempts to establish the association between Quality of Work Life (QWL) and job satisfaction among the veterinary doctors of Punjab. Multiple linear regression analysis has been employed to examine how far the factors of QWL identified with the help of factor analysis affect the job satisfaction. Job satisfaction is a dependent variable and factors, Monetary Consideration, Social Relations at Work, Constitutionalism at Work, Pride in Job, Facilitation for Current Performance and Future Growth, Nature of Job, Security and Safety, Innovative and Challenging Job, Fair and Unbiased Attitude of Top Officials, Less Educated and Ignorant Clients, Space and Infrastructure, Insufficient Diagnostic Facilities and Staff, and Reporting are independent variables. The results of the present study reveal strong association of Monetary Consideration, Facilitation for Current Performance and Future Growth, Security and Safety, Nature of Job, and Space and Infrastructure with job satisfaction. The eight variables which were not found significant include, Social Relations at Work, Constitutionalism at Work , Pride in Job, Innovative and Challenging Job, Fair and Unbiased Attitude of Top Officials, Less Educated and Ignorant Clients, Insufficient Diagnostic Facilities and Staff, and Reporting. The present study conducted on veterinarians working under department of animal husbandry, Punjab can make a niche in this area. Commitment on the part of government and department itself to work on the activities and initiatives which promote QWL and job satisfaction of the respondents can create a sound and harmonious working environment to get the desired results.


2021 ◽  
pp. 1356336X2110031
Author(s):  
Tan Zhang

The purpose of this study was to reveal the work life of physical educators who were experiencing a teacher accountability system in the US. A combination of stratified and purposeful sampling procedures was adopted to select a sample of schools that served communities with various socioeconomic backgrounds. The schools were recently incorporated in a state teacher accountability system that used student learning growth for teacher evaluation. A group of 51 certified physical educators was selected from the sampled schools. Data were collected from three sources: an online survey, in-school observations, and semi-structured interviews. The survey and observations cross-validated data related to job description, workload, general working environment, and demographic information. The interviews detailed the teachers’ accounts about their work life, perceptions of the job demands, and resources under the teacher accountability system. Inductive analysis revealed that the lack of critical job resources, especially curricular supports, equipment, and professional development, limited the teachers from promoting student learning that the teacher accountability system required. Teachers were subjected to immense job demands, specifically a large body of content knowledge to teach with shrinking instruction time and ambiguous role. They also felt pressured to incorporate reading, writing, and mathematics in physical education lessons with little or no curricular support. For teachers to teach physical education successfully in this accountability context, systemic changes are needed to provide teachers with adequate professional development and curricular resources to promote learning in physical education.


2001 ◽  
Vol 33 (4) ◽  
pp. 663-665 ◽  
Author(s):  
Asim Erdilek

The surge in foreign direct investment (FDI)—investment with managerial control by the foreign investor, usually a multinational corporation—has been the major driver of globalization in the past two decades and the accelerator of economic development in many developing countries. It has, however, bypassed Turkey. By all relevant relative measures found in the United Nations' annual World Investment Report, Turkey has failed to attract much FDI.


Author(s):  
Mikhail Afanasiev

 The research focuses on the development of localized specialization and economic diversification theories. Our task is forecasting of the emergence of new strong sectors in the region. On the basis of probabilistic and statistical modeling the model which allows estimating the probability of appearing a new strong sector in the region taking into account characteristics of economic structure is constructed. The possibility of building such a model is based on the assumption that the emergence and development of sectors is largely determined by the evolution of past economic activity. The model uses the indicators of embedding structures of the strong sectors in the regional economies is introduced by the authors. These indicators are based on the probabilistic interpretation and properties of the elements of the matrix, by which economic complexity is estimated following the traditional approach. The probability of originating a strong sector in the structure for each region is estimated. Based on sorting the sectors according to the value of these probabilities and assessments of their potential contribution to socio-economic development expert assessment of the feasibility of developing a new strong sector in the region can be made. The results show that sectors’ introduction and generation in the regional economy is largely due to the evolution of the past economic activity.    


1994 ◽  
Vol 21 ◽  
pp. 219-249
Author(s):  
Onaiwu W. Ogbomo

Oral tradition has been recognized by historians as a vital source for historical reconstruction of non-literate societies. However, one of its “deficienc[ies] is an inability to establish and maintain an accurate assessment of the duration of the past [it] seeks to reconstruct.” As a result of its time-lessness it has been declared ahistorical. In the same vein R.A. Sargent argues that [c]hronology is the framework for the reconstruction of the past, and is vital to the correlation of evidence, assessment of data, and the analysis of historical sources. Any construction of history [which] fails to consider or employ dating and the matrix of time to examine the order and nature of events in human experience can probably be labelled ahistorical.Basically, the concern of critics of oral tradition is that, while they are veritable sources of history, the researcher “must work and rework them with an increasing sophistication and critical sense.” Because dating is very pivotal to the historian's craft, different techniques have been adopted alone or in combination to create a relative chronology. In precolonial African history, the most commonly used have been genealogical data which include dynastic generations, genealogical generations (father-to-son succession) and the age-set generation. Also systematically charted comets, solar eclipses, and droughts have been employed by historians in dating historical events, or in calculating the various generational lengths.A dynastic generation is determined by “the time elapsing between the accession of the first member of a given generation to hold office and the accession of the first representative of the next.”


2009 ◽  
Vol 15 (6) ◽  
pp. 462-469 ◽  
Author(s):  
David Reiss ◽  
Gabriel Kirtchuk

SummaryAnalysing interpersonal dynamics is an approach through which the multidisciplinary team can develop a shared understanding of their patients. This empirically based method provides an insight into repeated patterns of dysfunctional behaviour, which not only have been evident in the past, but are currently having an impact on the patient's relationships with caring staff. The technique is accessible to any team member with only minimal training required. It provides the team with a coherent map of the patient's relationship patterns that underpins the formulation of an effective strategy for care. The multidisciplinary team is then able to work towards shared goals, supporting all members in their provision of effective interventions within the full range of therapeutic modalities. The approach promotes positive staff–patient interactions and provides an additional dimension to the assessment and management of risk.


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