1,720,978 research outputs found
The Dialogical Challenge of Leadership Development
No full textForeword Kenneth J. Gergen Preface Rob Koonce and Rens van Loon, Editors1. The Dialogical Challenge of Leadership Development: An Introduction and Overview Rens van Loon and Rob Koonce 2. Discursive Paths in Leadership Development: Dyadic and Network Knowledge Convergence Kate Elgayeva3. Developing Leadership as Well as Leaders Keith W. Ray and Joan Goppelt4. Embodied Dialogue: A Generative Source of Knowing for Leaders Angel S. Buster5. Enacting Leadership in the Favela: An Empirical Investigation Using a Dialogical Heuristic Framework Renato Souza and Brad Jackson6. European Commission: Leading Diversity by Dialogue Gerda M. van Dijk and Rens van Loon7. Leveraging the Dialogical Nature of Service Blueprinting to Address Wicked Organizational Problems J. Will Roberts and Rob Koonce<br/
European Commission: Leading diversity by dialogue
No full textDialogue holds a crucial place in European Union (EU) governance and civil society. This chapter addresses how and under what conditions leaders of the EU Commission implement dialogue with civil society organizations. First, a short description is provided of the major constituents who play a role in the EU’s legislative process. Key elements of the dialogical process and dialogical leadership are also explored, as well as how civil servants apply dialogical thinking to the drafting of legislation. Next, we describe how one of the European commissioners, Margrethe Vestager, manages to create conditions for dialogue for civil society and for her own people. Finally, some conclusions and recommendations are given for further consideration, as we also ask what we can hope to learn from the EU about dialogical leadership
Going Beyond Counting First Authors in Author Co-citation Analysis
Full text linkThe present study examines one of the fundamental aspects of author co-citation analysis (ACA) - the way co-citation
counts are defined. Co-citation counting provides the data on which all subsequent statistical analyses and mappings
are based, and we compare ACA results based on two different types of co-citation counting - the traditional type that
only counts the first one among a cited work's authors on the one hand and a non-traditional type that takes into
account the first 5 authors of a cited work on the other hand. Results indicate that the picture produced through this non-traditional author co-citation counting contains more coherent author groups and is therefore considerably clearer. However, this picture represents fewer specialties in the research field being studied than that produced through the traditional first-author co-citation counting when the same number of top-ranked authors is selected and analyzed. Reasons for these effects are discussed
Student veterans and university support services: A phenomenological study
No full textThe purpose of this phenomenological study was to describe the lived experiences of student veterans at an institution of higher learning in Hawaii in an attempt to better assist the reintegration of veterans as students at the institution. The aim of this study was to use the study’s findings to identify the disconnect, if any, between student veterans and the support services staff, enhance services offered by the institution, improve interaction between student veterans who attend the university and the support services staff at the university, and develop alliances among the federal government, private groups, and nonprofit groups to improve veteran students overall experience in college. Data was collected primarily through face-to-face interviews with student veterans. Secondary data collection included field observations. The researcher generated themes for the data analysis. The significant themes were used to write a description of the student veterans lived experiences. Significant themes such as transition, perception by others, faculty and staff support, academic success, and the needs of student veterans revealed deficiencies in services offered by the institution. These findings can be used to develop alliances among governmental organizations, private groups, and non-profit groups for improving the experiences of veteran students in college.|Keywords: G.I. Bill, Institution of Higher Education, Student Veteran, Reintegration, Transition, US Department of Veterans Affairs, VeteranProQuest Traditional Publishing Optio
The Long-Term Influences of Toxic Leaders on Their Followers: A Qualitative Descriptive Study
No full textToxic leaders occupy leadership positions across all work sectors in the U.S. and have a significant negative influence on their organizations and followers. Prior research has predominantly focused on the influence of toxic leaders when followers report to them. Scarce research is available to explore the long-term influences of toxic leaders. The current qualitative descriptive study sought to better understand the long-term influences of toxic leaders by listening to participants describe how prior toxic leaders continued to influence them. The data obtained in this study allowed the researcher to identify six categories and 10 subcategories to answer the research question, “How do toxic leaders influence followers who no longer report to them?” The categories that emerged from this qualitative descriptive study included: (1) changing followers as people, (2) current
work lives, (3) leadership, (4) self-confidence, (5) ability to trust, and (6) appreciation for current work situation. The identified categories further illuminated the need to eradicate toxic leadership. To help accomplish this task, a Leadership Culture Code (LCC) solution is proposed. The LCC is based on two fundamental tenets. First is the need to establish clear expectations for leaders. Second is the need to empower followers to hold leaders accountable to leadership expectations.
Keywords: Toxic leadership, abusive supervision, leadership accountabilityProQuest Traditional Publishing Optio
A Phenomenological Study of Career Preparedness Experiences as Described by Recruiters and Hiring Managers Within a Financial Industry Network
No full textEmployers have expressed the need to hire candidates who possess basic career skills that include Microsoft Office applications, professional etiquette, basic applied math skills, basic written business communication skills, verbal business communication skills, critical thinking skills, and problem-solving. However, recent research has identified the existence of a skills gap that is impinging the ability to hire qualified recent graduates. This gap is expected to lead to negative economic impacts within the United States. To date, current literature has focused on identifying the desired skills required to minimize the perceived skills gap. This hermeneutic phenomenological study used the workforce readiness framework to explore the lived experiences of financial industry recruiters/hiring managers with recent graduates. The exploration of these lived experiences provided context of career readiness to address potential basic skills gaps that may exist. The data collected resulted in four theoretical constructs of recruiting and hiring recent graduates included: (1) personal judgement of employability skills, (2) exercise in emotional intelligence, (3) a costly complex system, and (4) an educational role. From the findings, it was apparent that an improved feedback loop was needed. The Emotional and Cultural Intelligence Program encompasses a development program for recruiters/hiring managers along with an improved communications strategy. The improved emotional and cultural skills will help to identify recent graduates that meet the mental attitudes and behavioral skills required of the roles and the culture of the organization while the coalition will help repair the feedback loop within the workforce readiness network.ProQuest Open Access Publishin
Leaders Without Formal Titles: Student Leadership Within A Private University in the Midwestern U.S.
No full textThe purpose of this qualitative, hermeneutical phenomenological study was to discover
the leadership characteristics which influence a follower to become an informal leader within a student organization at a university in the Midwestern U.S. The aim of the study was to use the discovered characteristics of the followers to assist student organization leaders on the university campus to develop members into the future leaders of these organizations. This development may be used by other colleges and universities to develop student members into future leaders in their own student organizations. Research findings indicated that nine common characteristics assisted followers in understanding and identifying potential informal leaders within a student organization. Based on the data collected, formal leaders within student organizations can use the 10 Common Characteristics of Informal Leaders Rubric that was developed as part of the study to determine who may have leadership potential, and in whom to invest in developing the great good of their student organization.ProQuest Traditional Publishing Optio
Undue Influence: The Dangerous Side Effects of Toxic Leaders on USAF Pilot Retention
No full textThe United States Air Force (USAF) has struggled with pilot retention for decades. Though solutions have largely focused on quality of life and monetary incentives, the influence of leadership on retention decisions has yet to be thoroughly studied. This qualitative phenomenological study sought to explore the lived experiences of current and former mobility pilots to determine if or how toxic leaders influenced their decision to stay in or separate from active duty service after their initial service commitment. Through deep interpretation and thematic analysis, the lived experiences of participants revealed three themes which captured their experiences with toxic leaders, the impact on personal and professional well-being, and various coping mechanisms utilized to deal with these experiences. The findings suggested that Mobility Air Force (MAF) leaders are ill-prepared for the responsibilities levied upon them and toxic leaders negatively influenced turnover decisions. Proposed solutions are discussed to include developing an enduring leader development course and increasing organizational transparency within the USAF.ProQuest Traditional Publishing Optio
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