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Stakeholders\u27 Perception of the Organizational Culture, Leadership, and Community Factors That Have Led to the Barn Theater\u27s Sustainability in Porterville, California
No full textABSTRACT
Stakeholders’ Perception of the Organizational Culture, Leadership, and Community Factors That Have Led to the Barn Theater’s Sustainability in Porterville, California
by Mary Shaw
Purpose: This qualitative, phenomenological research study was designed to describe the lived story of the stakeholders of the Barn Theater in Porterville, California.
Methodology: This study allowed the lives of the participants to be explored in order to determine what themes or patterns within organizational culture, leadership, and community factors contributed to the sustainability of the theater. The population of the study was 80 community theaters in California that are registered with the American Association for Community Theaters. The research sample included 14 purposively selected stakeholders of the theater. An interview process was completed, transcripts were transcribed, and data were coded using NVivo software. Care was taken to ensure reliability and validity of the interview process and coding of the data.
Findings: The findings indicated that organizational culture, leadership, and community factors of the theater have led to its sustainability. Volunteers and mentoring were noted as organizational cultural factors. Shared leadership and interpersonal relationship skills were identified as important leadership factors. The unique value of the theater to the community, sense of belonging, and the ability to influence others through the medium of theater arts were identified as important community factors.
Conclusions: The Barn Theater is a model for other community theaters because of its emphasis on organizational culture, leadership, and sense of community. Community theaters need to recruit high-caliber volunteers who are passionate and share the common goals about the art. It is also crucial for mentoring programs to be established. Leaders must receive training to complete their jobs effectively. A welcoming community atmosphere must be created where volunteers feel that they belong, have an emotional connection, have influence over the decision-making process, and where their personal needs are being met.
Recommendations: Leadership training in the areas of communication skills, problem solving, strategic planning, conflict management, and mentoring must be implemented with the board of directors at the theater. In addition, an extensive outreach program that brings youth into the community is crucial to it sustainability for generations to come. Finally, the theater must obtain historical landmark status in order to secure federal financial support through grants
Building Structure in a Land without Rules: A Delphi Study to Decipher the Best Avenues to Diminish Cyberbullying in a Middle School Setting
No full textABSTRACT
Building Structure in a Land without Rules: A Delphi Study to Decipher the Best Avenues to Diminish Cyberbullying in a Middle School Setting
by Dave Kline
Purpose: The purpose of this Delphi study was to identify what policies and procedures were most effective in reducing cyberbullying as perceived by a panel of middle school administrators.
Methodology:This Delphi study asked middle school administrators, through a series of three surveys, to determine the best policies and procedures to manage cyberbullying in a middle school setting. Through the survey process, the panel of experts delineated several policies and procedures that are implemented at various middle schools in the central valley of California. Policies and procedures were analyzed and scored by the experts using a five-point Likert scale. Results were reviewed by the panel as they determined the best policies and procedures to reduce the impact and amount of cyberbullying in the middle school arena. There has been extensive research regarding bullying in schools and there has been an increasing amount of research about cyberbullying as well. However, a review of literature has indicated a gap in research regarding effective policies and procedures implemented at the middle school aimed at aimed at limiting cyberbullying. By quantifying middle school administrators’ responses, through a Delphi study, information indicated which district generated and site generated policies and procedures best assist with the reduction in cyberbullying. The panel also had the opportunity to share their knowledge regarding the results that were generated. The aim vi of the study was to determine the most effective policies and procedures to limit the impact and to reduce the number of cyberbullying incidences in a middle school setting
The Impact of Coaching on the Leadership Practices of California Public School Superintendents
No full textThe role of public school superintendent is complex, political, and sometimes volatile. California has experienced a shortage of qualified candidates during the past 10 years, resulting from NCLB punitive reform measures, retirements, and are reluctance of district leaders to step up to this demanding position. The Superintendency is unlike any other in K-12 education. It serves the community and the school board. This study set out to explore and document the experiences of superintendents who participated in leadership/executive coaching for professional development and support. Superintendents’ experiences were transcribed and coded through the lens of the eight AASA Professional Standards for the Superintendency. The purpose was to determine the efficacy of coaching in the ability to lead in their positions. The eight AASA Standards included: 1) Strategic Leadership/District Culture, 2) Policy/Governance, 3) Communications, 4) Leadership, Organizational Management/School Finance, 5) Curriculum Planning/Development, 6) Instructional Management, 7) Staff Evaluation/Personnel Management, 8) Values/Ethics. The qualitative components of the study were gathered through interviews and purposive sampling. Targeted participants were sent invitation emails in seven counties in California. Results showed superintendents in the study received a blended model of coaching including mentoring and coaching strategies. All of the superintendents in this study received support in more than one of the eight areas of the AASA Standards. The study revealed that coaching supported superintendents in all of the eight standard areas. Retired superintendents provided all of the coaching support, except in one case. Every superintendent had a positive coaching experience
A Qualitative Exploration of the Workplace Culture of Women in Information Technology Careers
No full textThe information technology (IT) industry is one of the fastest growing industries in the United States. According to the U.S, Department of Labor and Statistics (2015), employment opportunities are it is projected to grow by 12 percent from 2014 to 2024. While the number of employed women have increased, this has not been the case in the IT industry where the number of women has been in consistent decline since 1991. In order for the U.S. to be able to fill the demand for IT professionals, it must have access to a talent pool that includes women. There are many talented women that could fulfil these positions, but the attrition rate among mid-career women continues to rise. In addition, women entering college are now choosing majors other than those related to computing options, thereby reducing the number of women in the pipeline for IT careers. There are many factors that may contribute to the reasons why women choose to enter, remain or leave the IT industry. This qualitative study seeks to explore these factors associated with the workplace culture that may have an impact by exploring the experiences of women who work in IT occupations
Emotional Intelligence and Self-Efficacy in Military Leaders
No full text\Purpose: This quantitative study was conducted for the purpose of determining the relationship between emotional intelligence and self-efficacy in military leaders.
Methodology: This quantitative, correlational study measured emotional intelligence and self-efficacy in military leaders to determine the relationship between them. The study involved differentiating between non-commissioned officers and commissioned officers in order to determine if a difference exists between the types of leaders in the military.
Findings: The findings from this research illustrate that there is a relationship between the leaders’ emotional intelligence and self-efficacy.
Conclusions: The study supported the hypothesis that the higher a leader’s emotional intelligence, the higher the leader’s self-efficacy.
Recommendations: Further research is recommended to increase generalizability to the entire U.S. Armed Forces
Elementary Administrators’ Perceptions of the Blended Coaching Model on Their Development as Transformational Leaders
No full textPurpose: The purpose of this ethnographic research was to study the culture and experiences of elementary administrators who were coached in the blended coaching model. This study used a qualitative ethnographic design to explore the context and processes of the coaching experience of elementary administrators that enhanced transformational leadership skills, through the lens of the Transformational Leadership Survey Inventory (TLSi) 10 domains of transformational leadership.
Methodology: This study included data from individual interviews, observations of participants, and the study of artifacts collected from participants. After being interviewed, administrators were asked to complete the TLSi. The TLSi served to fill the gaps in information garnered from the interviews, observations, and analysis of artifacts.
Findings: The findings revealed that coachees who participated in the blended coaching model gained transformational leadership skills. Many leadership skills gained by coachees primarily involved maintaining focus and creating and implementing the vision for their schools.
Conclusions: Based on the findings, elementary administrators developed transformational leadership skills. Each transformational leadership skill developed complemented and strengthened the others. Additionally, coachees’ unique needs were met during the coaching sessions, therefore benefiting them in gaining confidence and courage to lead.
Recommendations: An understanding of the lived experiences of the elementary administrators who participated in the blended coaching model may serve as a resource for the California Commission on Teacher Credentialing on its new requirements for administrators to earn their professional clear credential. This study may advise the Association of California School Administrators (ACSA), universities, graduate schools, and county departments of education as to which transformational skills can be enhanced with coaching and which ones must be enhanced through classroom training
A Delphi Study of the Understanding of the Definition of Student Success in California Community Colleges and Its Impact on Practice
No full textWith the signing of Senate Bill 1456, the Student Success Act of 2012, California state legislation has mandated that California Community Colleges deliver services that will increase the probability of student persistence and completion. There is a need for the Instruction and Student Services sides of the house to come together in a collaborative manner to address and resolve this challenge and therefore bridge the gap between these two divisions.
Research has demonstrated that Instructional Services and Student Services in California Community Colleges work in silos when it comes to addressing the challenge of student success. The purpose of this study is to identify the gap in understanding of the definitions of student success between Instruction and Student Services in California Community Colleges. Furthermore, the study will demonstrate the need for alignment between the Instruction and Student Services in order to achieve student success and meet the mandates of the California state legislation
A Qualitative Study on How Washington State Mayors Transform Conflict
No full textThe purpose of this phenomenological study was to discover and describe how exemplary Washington State mayors establish common ground and produce breakthrough results by utilizing the six domains of conflict transformation behaviors: collaboration, communication, emotional intelligence, ethics, processes, and problem solving. This study was conducted in collaboration with peer researchers studying other exemplary leaders representing a variety of industries. For this study, three methods of data collection (interviews, observations, and artifacts) were used to study the lived experiences of exemplary Washington State mayors and to present shared practices and patterns that demonstrate finding common ground and producing breakthrough results. The findings and literature support the use of these six behaviors to find common ground and transform conflict. Based on the findings of this study, several conclusions are presented regarding how exemplary municipal mayors in Washington State establish common ground and produce breakthrough results by utilizing the six domains of conflict transformation behaviors of collaboration, communication, emotional intelligence, ethics, problem solving, and process. Based on the research study and findings, it is recommended that further research be conducted in the development of common ground and conflict transformation by replicating this study for other municipal leaders such as city council members. A study should also be conducted to compare this study of exemplary Washington State mayors with other exemplary mayors from other states
Labor Market Responsiveness of Washington Community & Technical Colleges
No full textPurpose: The purpose of this mixed methods study is to examine the degree to which Washington State community and technical college workforce education administrators perceive their institutions to be labor market-responsive based on the Community College Labor Market Responsiveness assessment’s seven dimensions of labor market responsiveness (leadership and governance, organizational structure and staffing, organizational culture, resources and funding, information and data, relationship-building, and partnerships) and to explore the factors impacting each of the seven dimensions.
Methodology: This mixed methods study described 39 Washington State community and technical college workforce administrators’ perceptions of community college labor market responsiveness. An explanatory design was employed to collect quantitative data to describe, followed by qualitative data to further explain. Data was collected using a web-based survey instrument with fixed-choice Likert-type and open-ended questions.
Findings: Overall, 62% of workforce educational administrators perceive the community colleges in Washington to be somewhat or almost always labor market responsive. The two most displayed dimensions were leadership and governance and organizational culture, however, the weakest dimension was organizational structure. The most impactful factors identified were: resources, leadership, workforce focus, organizational factors and external engagement. An unexpected finding was the absence of the practitioners’ reference to entrepreneurial characteristics, even though this is emphasized by scholars.
Conclusions: Washington State community and technical colleges are experts in workforce development although many factors impact their ability to effectively respond to labor market needs. This study concludes that Washington State community and technical colleges are perceived to be moderately labor market responsive, yet committed to external relationships and partnerships, and in need of more adequate financial, human and information resources to reach their full potential. Secondly, although there is strong leadership supporting labor market responsiveness efforts, unsupported organizational structures limit their impact. In addition, entrepreneurial approaches are necessary to navigate resource-limited environments and this is not adequately supported by community colleges.
Recommendations: Further research is recommended to include other populations, correlate perceptions with other indicators, and compare perceptions between more than one sample. An exploration of entrepreneurial characteristics and vocational program review processes of community colleges should also be studied