Ministerial Leadership： The Servant Leader as a Transformational Leader

This paper provides a different meaning on the role of the Pastor or Ministry Leader as a ＂servant leader＂ referencing the text--＂Pastor： The Theology and Practice of Ordained Ministry＂ by William H. Willimon （2002）, where the author describes the ordained ministry as ＂a is a gift of God to the church＂ which usually does not mean that it is an easy task but rather, more complex and challenging as ministry leaders or pastors feel a call to transforming societies beyond their calling. In post-modern society, the pastors＇ role has differed and extended to form in line with creating a just and beloved community. In such communities, the pastor has more interaction with the community and the day to day activities of its neighbors or hosts. The purpose of this paper is to understand leadership and the role of the Ministry leader as a transformational leader, that goes beyond the role of being a servant leader.

The Leadership Styles of Principals in Bedouin Secondary School and Teachers Motivation

The aim of this paper is to investigate the relationship between principal＇s leadership styles in Bedouin secondary schools in south Israel and teacher＇s intrinsic and extrinsic motivation. The research relies on the theory of full range leadership model and intrinsic and extrinsic motivation. Design/methodology/approach^cluestionnaires assessing the variables of interest were completed by 306 teachers in 22 Bedouin secondary schools in Negev in south of Israel. As results of our study, hypothesis which expects a positive relationship between transformational leadership and intrinsic motivation, and hypothesis that expects a negative relationship between laissez-faire leadership and intrinsic motivation have been accepted. On the other hand, hypothesis that expects a positive relationship between transactional leadership and intrinsic motivation has been rejected also the hypothesis that expects a positive relationship between transformational leadership and extrinsic motivation, and the hypothesis that expects a negative relationship between laissez-faire leadership and extrinsic motivation have been accepted, while hypothesis that expects a positive relationship between transactional leadership and extrinsic motivation has been rejected.

The Effect of Leadership Patterns on Career Creativity： A Field Study on Public Institutions in the State of Kuwait

The purpose of this study was to investigate the effect of leadership on job creativity in the public institutions of the state of Kuwait. Population of the study consisted of some public bodies, namely： General Investment Corporation, Kuwait Development Fund, Ministry of Planning, and Civil Service Department. There are 540 questionnaires distributed, 15 recovered, and 525 of the distributed questionnaires good for statistical analysis. Analysis of the data depended on descriptive statistical analysis, multi and simple regression. Following the hypotheses test by using the F-test, T-test, R2 coefficient and the One-Way variance analysis （ANOVA） test, the study reached the following results： There is a relation between leadership patterns and job creativity in the public institutions of the State of Kuwait. The relation is considered of medium strength, because r = 56.4% and this result matched the results of the previous studies that dealt with the same subject, which indicated that the leadership patterns affect the creative behavior in the organizations at different levels according to the prevalent pattern type. This enhances the logicality of the result, which means that the leadership patterns play a vital role in job creativity in various institutions. Results of the study showed that the democratic pattern is the most prevalent leadership pattern among managers, followed by the unrestrained pattern and finally the authoritarian pattern. Analysis results revealed that there is a weak relation between the authoritarian pattern and the job creativity in the public institutions of the State of Kuwait. The weakness of relation between the two variables can be interpreted in view of the fact that the increase of authoritarianism in leadership might give adverse results contrary to the expected and consequently, it is logical that the relation would be weak between the authoritative management approach and job creativity. There is a concern in providing work environment that encourages change in the public institutions of the State of Kuwait. Managers remarkably support the employees＇ efforts in performing the job. The study was concluded by the following recommendations： The effect of the leadership patterns on creative behavior was reached and therefore, the author recommended that it is necessary to choose well-qualified leadership that contributes to achieving excellence in the institutions operating in different sectors; to hold workshops, committees, seminars, and conferences in order to enhance confidence between management and employees; to concentrate on enhancing the democratic administrative pattern in the institutions due to its immense influence on the creative behavior of employees.

Nursing leadership: Key element of professional development

Trends in recent years have emphasized the importance of nursing leadership in China and globally.In 2020,theWorld Health Organization released State of the world’s nursing 2020:investing in education,jobs and leadership[1],specifically proposing that nursing leadership should be strengthened to enable nurses to become current and future leaders in healthcare.This report is based on the development of healthcare across the world under a comprehensive view of the overall level of human health.As the nursing profession evolves and expands,nurses play an increas-ingly essential role in promoting global human health.Nursing leadership is crucial for professional development.

The Impact of Transformational Leadership on Commitment to Change Among Jordanian Government Accountant Toward IPSAS Implementation

IPSAS was accepted by Jordan’s government in accordance with worldwide trends.The Jordanian Ministry of Finance launched cash-basis IPSAS in 2015 and planned to implement accrual accounting by January 1,2021.However,the commitment to change remains uneven,hindering the full shift.Moving from old accounting processes to new ones is tough.Even then,it hasn’t been implemented,creating a gap due to the difficulty in committing to new accounting standards throughout implementation due to obstacles.Thus,knowing government accountants’issues is essential to applying IPSAS in government accounting.This study examines how transformational leadership affects government accountants’commitment to IPSAS adoption in Jordan’s public sector.This study used a quantitative approach to survey Jordanian Ministry of Finance accountants.The 384-person study had a 78%response rate.Additionally,PLS-SEM was used to confirm variable relationships.Transformational leadership positively predicted IPSAS implementation,according to the study.

Closing the Gap: Boosting Women’s Representation in Cybersecurity Leadership

The research consistently highlights the gender disparity in cybersecurity leadership roles, necessitating targeted interventions. Biased recruitment practices, limited STEM education opportunities for girls, and workplace culture contribute to this gap. Proposed solutions include addressing biased recruitment through gender-neutral language and blind processes, promoting STEM education for girls to increase qualified female candidates, and fostering inclusive workplace cultures with mentorship and sponsorship programs. Gender parity is crucial for the industry’s success, as embracing diversity enables the cybersecurity sector to leverage various perspectives, drive innovation, and effectively combat cyber threats. Achieving this balance is not just about fairness but also a strategic imperative. By embracing concerted efforts towards gender parity, we can create a more resilient and impactful cybersecurity landscape, benefiting industry and society.

Leadership and Top Management Influence on Total Quality Management Implementation in the Ghanaian Construction Industry

This study aims to determine the key and underlying Leadership and Top Management (LTM) factors that have a significant impact on sustaining the implementation of Total Quality Management (TQM) within the construction industry in Ghana. The research methodology employed in this study was a quantitative technique. Questionnaires were distributed to 641 participants within construction industry in Ghana. Questionnaires retrieved for the analysis were 536. Three steps approached were used for the data analysis. These include Exploratory Factor Analysis (EFA), Confirmatory Factor Analysis (CFA), and Structural Equation Modeling (SEM) analysis. After conducting the EFA and CFA, SEM was also used to analyze the construct validity. The SEM analysis helps to determine four key indicator variables for the leadership and top management construct. These include Leadership/Top Management approach to employees’ management, Leadership/Top Management understanding of TQM, Leadership/Top Management empowerment of employees to resolve quality issues, and Leadership/Top Management endorsement of TQM. All the four indicator variables were found to be good of fit and closely associated with the dependent variable. The study adds to the body of knowledge by using EFA, CFA and SEM techniques to establish key leadership and top management factors affecting TQM implementation in Ghana’s construction industry. The findings in general suggested that leadership and top Management factors identified have a direct positive impact on sustaining TQM implementation in the Ghanaian construction industry. Consequently, the leadership and top management factors identified in this study can help improve TQM in the Ghanaian construction industry.

Impact of Artificial Intelligence on Corporate Leadership

Artificial Intelligence (AI) is transforming organizational dynamics, and revolutionizing corporate leadership practices. This research paper delves into the question of how AI influences corporate leadership, examining both its advantages and disadvantages. Positive impacts of AI are evident in communication, feedback systems, tracking mechanisms, and decision-making processes within organizations. AI-powered communication tools, as exemplified by Slack, facilitate seamless collaboration, transcending geographical barriers. Feedback systems, like Adobe’s Performance Management System, employ AI algorithms to provide personalized development opportunities, enhancing employee growth. AI-based tracking systems optimize resource allocation, as exemplified by studies like “AI-Based Tracking Systems: Enhancing Efficiency and Accountability.” Additionally, AI-powered decision support, demonstrated during the COVID-19 pandemic, showcases the capability to navigate complex challenges and maintain resilience. However, AI adoption poses challenges in human resources, potentially leading to job displacement and necessitating upskilling efforts. Managing AI errors becomes crucial, as illustrated by instances like Amazon’s biased recruiting tool. Data privacy concerns also arise, emphasizing the need for robust security measures. The proposed solution suggests leveraging Local Machine Learning Models (LLMs) to address data privacy issues. Approaches such as federated learning, on-device learning, differential privacy, and homomorphic encryption offer promising strategies. By exploring the evolving dynamics of AI and leadership, this research advocates for responsible AI adoption and proposes LLMs as a potential solution, fostering a balanced integration of AI benefits while mitigating associated risks in corporate settings.

Culture and Leadership in the 21 st Century

Some factors that have contributed to the need for organizational leaders to adapt, and adjust to other national cultures are the globalization of the workforce, the expansion of international companies, and exposure of many national organizations to increased business competition. The increased competition has forced organizational leaders to engage in the understanding of the cultural limitations of organizations and their leadership practices. In addition, cross-cultural leadership researchers in 21st century are cognizant of the fact that culture is a condition, and a boundary to previous leadership theories and practices. Using Gerte Hofstede＇s cultural dimension model, culture and organizational leadership as they relate to the leadership practices of participants, and National and Family Cultures are examined in this revised paper.

Leadership:A Discursive Communication Approach

One of the main challenges facing many governmental and non-governmental agencies in many parts of the world is to provide transformative leadership from a discursive communication approach to address the political,economic,and social challenges to development.From the onset,I must say that leadership is a term that has received different and varying definitions in today’s literature from both leadership psychology and lately discursive leadership approach-meaning that there is no one definition that is considered classical.This article is an attempt illustrating how the discursive approach operates.Indeed,the role of communication in the leadership process can be looked at in different ways.The purpose of this article is to address the role of discursive communication in leadership and the challenges associated with leadership that does not apply discursive communication approaches,and how these challenges are managed to bring about development.

Leadership Virtues, Professional Self-Esteem, and Teaching Management of Chinese University Professors: Basis for Professional Development Plan

This study used a descriptive-quantitative research method as it describes the profile of Chinese university professors in terms of age,gender,and educational background.It also described the leadership virtues in terms of prudence,fortitude,temperance,and justice;professional self-esteem in terms of career choice and adaptability,career satisfaction and values,career impact and fulfillment,and career competence and evaluation;and teaching management in terms of teaching management and evaluation,the area of teaching and research activities,and the area of collective lesson planning activities.Diversity leadership training and instructional management training are provided to meet the needs of different groups of faculty and staff of different gender,age,and education levels.Individualized professional development plans are based on the personal characteristics and needs of professors,particularly in the areas of leadership,teaching management,and career satisfaction.To address the relationship among leadership virtues,professional self-esteem,and teaching management,long-term,in-depth research is encouraged to better understand the dynamics between them.Based on the results,this paper recommends the implementation of the proposed professional development plan.

Artificial Intelligence Based on Resilient Leadership in the Health Sector-A Secondary Publication

At present,it is impossible to deny the existence of artificial intelligence in various areas of social life,understood as the simulation of expert human intelligence from computer processes that involve learning,reasoning,and self-correction,its benefits to the medical field,in particular,are innumerable,but their incorporation into health systems has been gradual for many reasons.According to the above,this research analyzed artificial intelligence based on resilient leadership in the health sector,for which qualitative research was carried out with a documentary-bibliographic design with printed and electronic documentary sources with theoretical contributions fromÁvila,Mayer,and Quesada[1],Morgan[2],Villa[3],and Finol[4],among others.It is highlighted that resilient leadership has become a strategic factor in all organizations,since times of uncertainty and changes lead institutions to properly manage the incorporation of technologies specifically AI,achieving in this way that the centers and professionals in the field of health assume the needs of the contexts and the innovations of the same.It is concluded that resilient leadership will allow artificial intelligence in the health sector to generate higher levels of learning and adaptability to the transformations that are necessary,whose resistance would make its application difficult and in the long run it will leave behind professionals who refuse to assume the contributions of these innovative techniques in medical practice.

Analysis of Information Leadership and Digital Campus Management Strategy

In the information age,the development of schools needs to be integrated with information education,and the principal,as the leader of the school,has a positive significance for the development of the school.Therefore,in the process of school informatization development,principals should continuously improve their informatization leadership,and take digitalization as the guide to build schools,accelerate the construction and improvement of campus management,and then promote the school to continuously optimize the overall management and business processes under the immersion of digital culture.Based on this,this paper is based on information leadership and digital campus,and explores the way to improve the information leadership of principals based on the construction of digital campus.

Development of an Information-Based Leadership Evaluation Index System for School Management Teams:A Comprehensive Approach

In the context of educational informatization reform,there are many uncertain factors in the process of education development.To optimize the educational environment so that it can be effectively combined with information technology,teachers need to change their teaching ideas,strengthen the school’s own adaptability to informatization,and promote the development of informatization construction in schools.As a branch of information leadership,the management team should establish an evaluation index system for information leadership in order to ensure the construction of school informatization,so as to provide a boost for the integration of school resources and information technology.Based on the overview and connotation of information-based leadership of the management team,this paper explores the construction of an evaluation index system of information-based leadership of the school management team,aiming to provide references for the research of relevant personnel in the future.

Leadership,Knowledge Management,and Human Capital Development

This research highlights the need to develop a framework for leadership,human capital development,and knowledge management by reviewing existing literature in the field of research.The main aim of this research is to propose a model which supports the relationship between leadership(servant leadership,transformational leadership)and human capital development.The study also proposes that knowledge management(knowledge sharing,knowledge acquisition)will moderate the relationship between leadership(servant leadership,transformational leadership)and human capital development.A set of propositions that represent an empirically-driven research agenda,and also describe the relationships between the focal variables are presented to enhance audience’s understanding within a business context.

Women in Leadership and Decision-Making： Understanding Different Styles of Leading

Women in leadership and decision-making roles influence the policies and directions of organizations （Ahuja, 2002）. Women in leadership value supports from their organizations. Pro-social outcomes of relationship competence are mediated by the development of empathy, collaborative approaches to conflict, self-disclosure, and social interest （Jogulu ＆ Wood, 2006）. Decision-making perspectives have uncertainty as the sole reason for organizational leaders to search for additional relevant information to solidify or clarify the information at the leader＇s disposal. A phenomenological qualitative research study which explored the preferred style of leadership based on three leadership and decision-making styles is presented in this paper1. The researcher gathered insights into the lived experiences of like-minded sample of respondents from the research population as they described their leadership and decisionmaking experiences within their organizations.

From nuclear submarines to graduate medical education: applying David Marquet's intent-based leadership model

L.David Marquet,a decorated Navy Captain,transformed an under performing submarine crew by empowering his subordinates to be leaders and reach their full potential.He called this intent-based leadership(IBL).What would happen if Marquet’s model were implemented in Graduate Medical Education(GME)?In this letter to the editor,we summarize the potential of the IBL model in graduate medical education as opposed to the traditional leaderfollower method.IBL harnesses human productivity toward the shared goals of GME,which are patient care and trainee learning.This shift in mindset could lead both teachers and trainees to focus more on the real reason that we undertake GME and change behaviors for the better.We suggest that IBL can and should be adopted in GME and propose that both patients and providers will benefit from this action.

Characteristics of Organizational Leadership and Motivation as a Factor of Change in the Public Health System

The purpose of this study is to investigate the characteristics of organizational leaders in the health system and the factors that motivate health workers, in order to improve health care. The research was conducted in the public health institutions in Montenegro. The objectives of the research were to investigate whether leaders affect the motivation of employees in order to implement changes in the health system. The study was implemented through the interview method on the representative sample of 603 employees in public health institutions. The factor analysis revealed the latent characteristics of the organizational leader and the factors that motivate employees in public health institutions. The result of study indicates that employees in public health perceive organizational leadership to have a good quality. Result also exposes that the strongest motivation factor is a financial incentive. Financial incentive is the main motivator for employees in the public health sector, while the participation in decision-making was the least important motivational factor. The results obtained indicate that employees are primarily focused on individual goals, which influence the acceptance of change within the health system. The role of organizational leaders in motivating is poor because obtained factor scores are not correlated. The research has shown that organizational leaders do not have a great impact on the motivation of employees in the public health sector. This has effect on the process of accepting changes, where the roles of leaders are very important, especially in providing support to employees.

Optimizing the Leadership Styles and Establishing a New Teacher-Student Relationship

There're mainly two kinds of behaviors-Task Behaviors(TBs) and Relationship Behaviors(RBs) among the school leadership styles. TBs contribute to achieving the goals, while RBs help to promote the interpersonal relationships. However, different perceptions of social values and morals will have a great influence on establishing the good leader-teacher relationship and the teacher-student relationship, which is also no exception for the leadership styles. Thus, optimizing the leadership styles will enhance the leader-teacher relationship, and also benefit the teacher-student relationship.

澳大利亚中小学教师培训研究——以新南威尔士州“EAL/D Leadership Program 2014”为例

以新南威尔士州"EAL/D Leadership Program 2014"为例,通过记录其培训的过程和目标,突显澳大利亚中小学教师培训中"以项目带动培训,将培训与实践相结合"、"培训内容来源于教学,实用主义导向明显"、"培训形式丰富,强调团体意识和合作精神"、以及"收集项目评价反馈,注重培训成果检验"等培训特点,这对当下我国中小学教师培训具有重要的借鉴意义。