Relevant bibliographies by topics / Benefits of leadership

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Benefits of leadership'

Author: Grafiati
Published: 4 June 2021
Last updated: 16 February 2022

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Journal articles on the topic "Benefits of leadership"

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Lipley, Nick. "Leadership programme benefits confirmed." Nursing Management 9, no. 9 (February 2003): 4. http://dx.doi.org/10.7748/nm.9.9.4.s5.

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Ross, Colleen A. "The Benefits of Informal Leadership." Nurse Leader 12, no. 5 (October 2014): 68–70. http://dx.doi.org/10.1016/j.mnl.2014.01.015.

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McCarthy, Claudine. "Combined leadership role brings benefits, challenges." College Athletics and the Law 18, no. 4 (July 2021): 12. http://dx.doi.org/10.1002/catl.30896.

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McCarthy, Claudine. "Combined leadership role brings benefits, challenges." Student Affairs Today 24, no. 6 (August 8, 2021): 12. http://dx.doi.org/10.1002/say.30956.

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Lipley, Nick. "Research shows benefits of nurse leadership training." Nursing Management 10, no. 2 (May 2003): 4. http://dx.doi.org/10.7748/nm.10.2.4.s2.

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Harrison, Sarah, and Felicity Waters. "Leadership training brings benefits for older people." Nursing Standard 18, no. 43 (July 7, 2004): 6. http://dx.doi.org/10.7748/ns.18.43.6.s8.

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Kwan, Ho Kwong, Yang Chen, Guiyao Tang, Xiaomeng Zhang, Randy Ki-Kwan Chiu, Hong Kit Yim, and Xiangfan Wu. "Benefits of Empowering Leadership Behaviors for Actors." Academy of Management Proceedings 2020, no. 1 (August 2020): 18614. http://dx.doi.org/10.5465/ambpp.2020.18614abstract.

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Hayward, Simon. "Connecting leadership development to bottom line benefits." Strategic HR Review 10, no. 1 (January 4, 2011): 28–34. http://dx.doi.org/10.1108/14754391111091788.

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FORKNER, D. JUNE. "Benefits and Liabilities." Nursing Management (Springhouse) 27, no. 11 (November 1996): 39???41. http://dx.doi.org/10.1097/00006247-199611000-00009.

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Angood, Peter, and Diane Shannon. "Unique benefits of physician leadership – an American perspective." Leadership in Health Services 27, no. 4 (October 6, 2014): 272–82. http://dx.doi.org/10.1108/lhs-03-2014-0020.

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Purpose – This paper aims to present the argument that effective physician leadership is needed to improve the quality and efficiency of healthcare delivery in the USA and around the world. Design/methodology/approach – This paper is based on an in-depth literature review, interviews with physician leaders and a study of the competencies required for physicians to successfully lead healthcare organizations. Findings – The paper finds that a clear need exists for training to improve specific leadership competencies among physicians, regardless of their career stage or career path. Research limitations/implications – Limited research has been conducted on the value of physician leadership and its impact on quality outcomes and patient safety. Practical implications – This paper establishes the need for physician leadership in healthcare organizations. Social implications – This paper will influence public attitudes within the healthcare sphere on the value that physician leaders can bring to healthcare. Originality/value – This paper fulfils a need for more study on the impact that physician leadership brings to quality and patient care, and establishes the need for physician leaders to obtain specific leadership competencies.
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Dissertations / Theses on the topic "Benefits of leadership"

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BLANCO, IRIA MOREIRA. "AUTHENTIC LEADERSHIP: THEIR RELATIONSHIPS WITH GENDER AND THE BENEFITS TO THE ORGANIZATION." PONTIFÍCIA UNIVERSIDADE CATÓLICA DO RIO DE JANEIRO, 2013. http://www.maxwell.vrac.puc-rio.br/Busca_etds.php?strSecao=resultado&nrSeq=23906@1.

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Este estudo teve como objetivo analisar a liderança autêntica e sua relação com outros conceitos como gênero na liderança, compartilhamento de conhecimento, empoderamento e intenção de turnover. O trabalho traz algumas das principais teorias sobre o assunto e é baseado em um levantamento realizado junto a uma grande empresa brasileira. Alguns resultados confirmam as hipóteses e reforçam a relação entre a liderança autêntica e a liderança feminina, a liderança autêntica e o empoderamento e a liderança autêntica e a intenção de turnover. Uma hipótese não foi confirmada, a relação entre liderança autêntica e compartilhamento de conhecimento. Todas as hipóteses, confirmadas ou não, criam uma série de possibilidades para pesquisas futuras, que podem aprofundar o conhecimento sobre o tema, ampliar as teorias sobre liderança autêntica e ainda contribuir para a compreensão do que acontece na prática dentro das organizações.
This study aimed to analyze authentic leadership and its link to other concepts such as gender in leadership, knowledge sharing, empowerment and intent to turnover. The work brings some major theories of the subject and is based on a survey conducted with a large Brazilian company. Some results confirm the hypotheses and reinforce the link between authentic leadership and female leadership, authentic leadership and empowerment and authentic leadership and intent to turnover. One hypothesis was not confirmed, the link between authentic leadership and knowledge sharing. All hypotheses, confirmed or not, create a lot of possibilities for future research in order to push knowledge boundaries on the subject, expanding theories of authentic leadership and yet understanding what actually happens in organizations.
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Vanderhorst, Joanne. "Parents' Perceived Benefits of Full-Time Online K-12 Education as an Educational Placement Option." Thesis, Pepperdine University, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10634413.

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ABSTRACT Given the federal thrust for educational reform and the growth of school choice options, parents are faced with increasing opportunities for educational placement options for their children including the recent composition of full-time online K-12 schools. Understanding parents’ perceived benefits, which inform their decision-making when choosing from a multitude of educational placement or school choice options, provides the educational community with information to better increase parent satisfaction. The potential increase in parent satisfaction has the ability to simultaneously increase student achievement.

The purpose of this mixed methods study was to examine which perceived benefits parents held when choosing a full-time online educational placement for their child. This research study examined Middle Tennessee parents’ perceived benefits of full-time online education that led them to select this educational delivery model for their child. Additionally, this study utilized an online survey and interviews to obtain quantitative data and qualitative data in the form of descriptions of the participants’ shared experience with the phenomenon. Qualitative data were recorded and transcribed verbatim for each participant before the data was coded. This enabled data organization into significant statements for the development of essential structures of the parents’ experiences. Analytical and descriptive statistics were conducted prior to a synthesis of the quantitative and qualitative data, which rendered a comprehensive representation of the summary of both data sets.

Trends from the survey data were compared to five identified themes generated from examining significant statements in the qualitative data. The findings of the study indicated parents’ perceived benefits of full-time online education center on academic quality, a safe educational environment, and an individualized learning pace for their child. The findings of this research provide support for exploring parents in the role of “consumers” which will enlighten an educational community that now functions in the role of “supplier.”

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Baker, Robert L. "Perceptions of School Administrators Regarding the Benefits of Teacher Induction Programs." Thesis, Lindenwood University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10241944.

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As rates of teacher attrition continue to increase across the United States, school districts are trying to determine effective methods of retaining quality teachers for their classrooms (Ingersoll, 2012). Comprehensive teacher induction programs have shown to decrease rates of teacher attrition when implemented over a multiple-year span (Goldrick, 2016). This has created the need for school districts to determine if the costs associated with the implementation of comprehensive teacher induction programs are worthwhile investments. This study involved an examination of the perceptions of Missouri superintendents and/or human resources designees and secondary school principals regarding the benefits of comprehensive teacher induction programs and the role played by secondary school principals in those programs. Interview responses were collected and analyzed using coding methods to identify common phrases, key words, and themes. The findings of this study revealed the administrators believe teacher induction programs are beneficial in terms of reducing teacher attrition and establishing a collaborative culture for school districts. Furthermore, the administrators agreed secondary school principals have assumed a greater role in teacher induction than in years past. Although research exists defining comprehensive teacher induction and the most effective components of such programs, there still exists a discrepancy among school districts as to how new teachers are supported. School superintendents, school boards, and state policymakers should be prepared to evaluate the teacher induction programs across the state to determine the breadth of this disparity and to make attempts to narrow these discrepancies as a way to provide high quality instruction in all school districts.

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Amaro, Mark Stephen. "Voices of Former High School Athletes| Benefits and Drawbacks of Participation." Thesis, Saint Mary's College of California, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3685767.

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Most high school students have the opportunity to participate in athletic programs during a transformative time in their personal and academic development. Very little qualitative research examines how former high school athletes perceive these experiences after they graduate. In this descriptive, exploratory study, former athletes viewed their participation as a key experience that continues to affect them positively two to five years later. During semi-structured interviews, they spoke of having developed and maintained new capacities for leadership, greater personal accountability, and healthier overall lifestyle choices. They also learned how to relate to others, both on and off the athletic field in more authentic and caring ways, and thus how to establish and maintain lasting relationships. Many of these outcomes echo aspects of self-concept and character development as described in the literature. Although athletic coaches' behaviors were described as both positive and negative, participants were generally able to overcome the negative aspects. Especially when budget cuts threaten many non-academic and extra-curricular offerings, the results of this small and geographically limited study point to the need to further explore how high school athletics may have lasting positive effects on participants.

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Yankee, Daryl K. "A Measure of Attributes and Benefits of the Co-Leadership Model| Is Co-Leadership the Right Fit for a Complex World?" Thesis, Pepperdine University, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10271206.

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The purpose of this research is to verify key attributes, benefits, and deficiencies of the co-leadership model. Does co-leadership encourage more thoughtful decisions, provide checks and balances, and better support in a complex environment? Explanatory sequential mixed method research was employed to determine qualitative and quantitative measurable impacts. A sample group of 14 co-leaders, formally and informally paired, from the profit and not-for-profit sector were surveyed. The survey consisted primarily of Likert-type Scale queries to test assumed attributes and benefits and open-ended questions used to identify unanticipated attributes, benefits, and deficiencies. In depth interviews were conducted with three individuals who have served under the co-leadership model to determine key factors that lead to successful implementation. Results were verified using inter-rater reliability and shared with participants in hopes that more organizations will recognize and endorse co-leadership as a legitimate model that better supports sustained leadership in an increasingly complex world.

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Saffle, Elisa. "A qualitative study investigating administrator perceptions on the need, benefits, challenges, and areas for principal mentoring." Thesis, Northwest Nazarene University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10123592.

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Structured mentoring programs for new principals are designed to support and enhance their professional abilities. Providing mentoring support for new principals has benefits that extend beyond the novice principal to the mentor, school, and school district. Although the benefits of principal mentoring are established, mentoring of new principals is not a common practice in many school districts. The purpose of this study was to investigate the perceptions of principals and district administrators regarding the benefits and challenges of principal mentoring, as well as perceptions surrounding implementation. This qualitative phenomenological research was structured to describe views on principal mentoring and determine areas of focus for mentoring. This study examined views of principals and district administrators in a semi-rural area of Idaho, a state without mandated or funded principal mentoring.

The data from the participants in this study produced three areas that should be part of a formalized mentoring process: personal (organization, time management, emotional support, managing stress, and professional ethics), instructional leadership (district-specific learning and curricular requirements, teacher support and evaluation, using data to make decisions, and staff development), and management (district financial and policy processes, student behavioral issues, difficult relationships and stakeholders, and legal compliance). The three areas are foundational for a program and need balance to help support student learning. Mentoring can ensure the necessary balance.

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Dack, Cory Maria. "The Life Effectiveness of Wilderness Adventure Leaders." OpenSIUC, 2010. https://opensiuc.lib.siu.edu/theses/280.

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The Life Effectiveness of Wilderness Adventure Leaders Cory Maria Dack Southern Illinois University Carbondale Introduction The call of the wild has long been accepted as a true phenomenon by mankind. Throughout history countless scores of women and men have written novels, poems, and symphonies in-spired by the ubiquitous reach of nature. As Sigurd Olson once wrote, "Wilderness to the people... is a spiritual necessity, an antidote to the high pressure of modern life, a means of regaining serenity and equilibrium" (Olson & Backes, 2001, p. 61). Eventually, musings on the powerful effects of nature branched out from the realm of artistic expression and began to take root in the domain of science and research as well. As the academic world has begun to quantify the positive benefits nature has on those who immerse themselves in the wilderness, the populace has simulta-neously looked to nature for an antidote to the ever increasing stressors of life. Wilderness adventure programs are one medium that exposes participants to the numerous benefits associated with nature, including an increase in overall life effectiveness and an increase in holistic well being. Wilderness adventure programs can be recreational, educational, developmental, or therapeutic in purpose (Hans, 2000). Programming can range from an afternoon of recreation in a city park, to a week-long stay at a summer camp, to a 45 day backpacking trip through the arctic. Whatever the level or duration of the program, participants are often attracted to wilderness adventure programming by the inherent benefits of adventure and personal growth. A vast array of nature based benefits research exists (see Brown, 1999; Ewert, 1985, 1989; Klint, 1999; Rog-genbuck & Driver, 2000; Stein & Lee, 1995). Literature concerning these benefits often focuses on researching, testing, and measuring the benefits participants receive after completing a wilderness adventure program. While most of the research has shown that participating in a wilderness adventure program increases the self-confidence, self-esteem, self-efficacy, and overall life effectiveness of participants (see Caulkins, White, & Russell, 2006; Goldenberg, McAvoy, & Klenosky, 2005; and Hattie, Marsh, Neill, & Richards, 1997), there is a deficit of research on the benefits and outcomes that occur to those who guide or lead wilderness adventure programs. To truly understand how wilderness adventure program-ming affects the human mind, body, and spirit, there needs to be more research that focuses specifically on the outcomes experi-enced by those who lead wilderness adventure programs. Methods Research was conducted at two camps located in northern Minnesota over the course of the summer during the 2009 camp season. The two camps, Camp Vermilion and Camp Hiawatha, are church affiliated and offer week long canoe adventures, houseboat trips, and residential in-camp experiences. The proposed research was based off of the following research questions: a) Do in-camp counselors experience an increase in life effectiveness after working at a summer camp over the course of one summer? b) Is there a difference between the life effectiveness reported by first-year in-camp counselors compared to the life effectiveness reported by returning in-camp counselors? b) Is there a difference between the life effectiveness reported by female in-camp counselors compared to the life effectiveness reported by male in-camp counselors? Quantitative data was collected through the use of the Life Effectiveness Questionnaire (LEQ). The LEQ was given to the in-camp counselors at the start of the summer during staff training. At the end of the summer the LEQ was then re-administered to the same research participants. Qualitative data was assessed via a short answer questionnaire that asked open-ended questions about the experiences the research participants had while working at their respective camps. This short answer questionnaire was administered at the end of the summer with the second LEQ. Results After the research data were collected, the data were run through a series of dependent t-tests and independent t-tests. The t-tests were used to compare the scores of the pre-summer LEQs to the scores of the post-summer LEQs, the scores of first-year in-camp counselors and returning in-camp counselors, and the scores of female and male in-camp counselors. The results were as follows: The changes in the results of the pre and post-test LEQ scores were t (11) = .102, p = .102. The results of the changes in post-test LEQ scores between new wilderness adventure leaders and returning wilderness adventure leaders was t (18) = .713, p = .485. Female post-test LEQ scores and male post-test LEQ scores resulted in changes of t (18) = 1.256, p = .225. The difference between post-test and pre-test mean LEQ scores was .58 standard deviations, or, a .58 effect size. The qualitative data yielded by the short-answer questionnaires were assessed using the techniques of enumeration and constant comparison. The following themes were pulled from the self-reported answers of the research participants: Increased Self-Confidence, Spiritual Connections, Personal Changes/Growth, Awareness of Strengths/ Weaknesses, Positive Community, and a 100% Job Recommendation. Participants reported that after the summer they felt that they had experienced Increased Self-Confidence. One participant wrote, "My leadership has grown incredibly - I was encouraged to own my authority and truly lead this summer. I have watched my confidence and competence grow." Another participant reported, "On my application I wrote that I wanted to gain confidence in myself and the things I do. I believe I have gained tons more than I started with." Spiritual Connections were identified from research participants who reported, "I feel like I've discovered a deeper sense of peace," "I have grown spiritually and more confident in myself," and "I don't think I would be ready, physically, emotionally, or spiritually, for my next year of school if I wasn't here this summer." Awareness of Strengths/Weaknesses were supported by self-reported responses such as, "I am stronger! I learned this summer that in order to make myself stronger I had to be vulnerable and expose my fears and anxieties." Personal Changes/Growth were evident in a participant who reported, "This summer I pushed myself farther than before in my leadership skills...it has been tough at times, but at that time is when I have experienced the most growth." Many research participants reported that they felt like they were a member of a Positive Community. One participant reported, "I have never laughed so hard, had so much fun, yet felt so proud of [what]... we were doing at camp." Another stated, "It has been an amazing experience... seeing how a community of such random personalities can become so close and grow so much in... 9 short weeks." Lastly, one participant wrote, "I am more steady. I feel loved. I feel like there is a place I belong." After reviewing all of the short answer surveys, it was found that 100% of the research participants stated that they would recommend a job as a wilderness adventure leader to others. Participants stated that "The chance to serve in this capacity is incredible," and "I hope that others are able to have the same opportunity to work with youth and learn, teach, and experience [this] leadership position." Another participant reported, "This is the best job I could ever ask for and is an amazing experience you can't find anywhere else." And finally, while reflecting on the experience of being a wilderness adventure leader, one participant reported, "It is a life changing experience!" Discussion and Implications Although the t-tests did not yield statistically significant results, the research still yielded a moderate change in effect size (.58). The self-reported qualitative data from the post-summer surveys support the idea that there are many positive benefits to be gained from being a wilderness adventure leader. This qualitative data is important, as it shows that the research participants themselves feel very strongly that being a wilderness adventure leader leads to a variety of experienced positive benefits. The moderate effect size and the self-reported qualitative data both support a call for more research in this area. Further research of greater depth could lead to a higher effect size, as well as to greater statistical significance. Previous research also reveals a need for further research in this area. Although there is a copious amount of research on the outcomes that occur after participating in a wilderness adventure program, there is a lack of studies that focus specifically on how being part of a wilderness adventure program can benefit a wilder-ness adventure guide or leader. Hattie et al. (1997) stress an overall need for more wilderness adventure research in their meta-analysis of over 96 different studies on wilderness adventure programs. After noting the diverse multitude of results found in the different studies in their meta-analysis, the authors concluded that more re-search in all of the areas of wilderness adventure programming must be done in order to validate the necessity of the existence of outdoor programming (Hattie et al.). Only through the continuation of research in this field will wilderness educators and leaders be able to conclusively offer evidence that wilderness adventure pro-grams are a vital and important part of human development.
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Zheng, Yuyan. "Fear and compliance : a study of antecedents, mediators and benefits of paternalistic leadership in China." Thesis, Durham University, 2016. http://etheses.dur.ac.uk/11891/.

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Paternalistic leadership has been suggested as one prevalent leadership style in China. However, empirical research is limited in investigating the predictive factors as well as its correlations with organisational outcome measures. Drawing upon a total sample of 850 leader-subordinate dyads from mainland China, this research attempts to depict a comprehensive picture of paternalistic leadership, by examining its antecedents, outcomes, mediators, and moderators. Included are three independent empirical studies. Study 1 investigates the antecedents of paternalistic leadership. By examining a cross-lagged model, it is found that followers’ trust-in-supervisor can impact their ratings of leader paternalistic leadership across time, and such impact is further moderated by individual external locus of control by powerful others. In Study 2, by testing a three-way interaction model, it is found that authoritarian leadership has a positive impact on employees’ culture-specific organisational citizenship behaviour; and benevolent leadership and employee resource dependence jointly play critical roles for authoritarian leadership in generating such positive impact. Finally, in Study 3, by investigating a moderated mediation model, authoritarian leadership has been found to negatively impact on followers’ job performance via followers’ fear of their supervisors. This mediation effect is also moderated by follower gender, which demonstrates that the mediation effect only takes place in female followers, but not in male followers. Theoretical and practical limitations and directions for follow-up research are discussed. Overall, the assessment of both antecedents and outcomes of paternalistic leadership in this thesis is essential for the emerging research on paternalistic leadership. Keywords: paternalistic leadership, trust-in-supervisor, fear, resource dependence, job performance, organisational citizenship behaviour.
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West, Kelly L. "Teacher Perceptions and Benefits of Student-Led Conferencing in Southern and Central Illinois Elementary Schools." Thesis, McKendree University, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10599402.

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Student-led conferences are an alternative method of reporting progress to parents. This qualitative phenomenological research study was conducted in order to examine elementary teachers’ perceptions of student-led conferences in comparison to traditional parent-teacher conferences in Central and Southern Illinois. Additionally, the study examined what professional supports, if any, teachers would need to continue implementing student-led conferences. The focus groups included a face-to-face audio-recorded interview prior to the student-led conferences where the study participant shared resources, then concluded with a follow-up exit telephone interview. The multiple data sources that were collected provided the researcher with information to support or argue in a triangulation strategy. During the initial face-to-face site visit interview, the researcher asked the teacher fourteen questions and the teacher shared resources used before, during, and after the student-led conference process. During the exit interview, the researcher asked five questions to the participants over the telephone. Data were then generated from both the pre and post audio recordings and analysis of resources over a 22-week period. Finally, the researcher concluded that there were four major themes that emerged from the data analyses: ownership, responsibility, preparation, and family involvement. The research indicated the various styles and formats to a student-led conference but key components included the preparation for the child and teacher, the conference itself, and portfolio artifacts and/or goal-setting opportunities within the conference. Finally, the researcher concluded the need for continuous professional development and/or supports when initially implementing and sustaining the student-led conferencing process.

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Weiss, Sharon Kay Lyman Linda L. "An integration of administrative and counseling skills benefits for building principals /." Normal, Ill. : Illinois State University, 2006. http://proquest.umi.com/pqdweb?index=0&did=1225134101&SrchMode=1&sid=4&Fmt=2&VInst=PROD&VType=PQD&RQT=309&VName=PQD&TS=1178121301&clientId=43838.

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Thesis (Ed. D.)--Illinois State University, 2006.
Title from title page screen, viewed on May 2, 2007. Dissertation Committee: Linda Lyman (chair), W. Paul Vogt, Joseph Pacha, Lori Russell-Chapin. Includes bibliographical references (leaves 117-126) and abstract. Also available in print.
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Books on the topic "Benefits of leadership"

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Kraus, Richard G. Recreation programming: A benefits-driven approach. Boston: Allyn and Bacon, 1997.

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We are all leaders: The characteristics, benefits, behaviors and actions of successful leaders. East Peoria, IL: Illinois Central College, 1999.

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Hagger, Dave. Ro yal Mail's leadership charter is delivering business benefits through changed managerial behaviour. Northampton: Nene College, 1996.

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Willson, Mark A. Integrity's impact: Your practical guide to integrity's power, benefits & use. Kirkland, WA: Uncommon Technology, 2005.

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P, Halibozek Edward, ed. Security metrics management: How to measure the costs and benefits of security. Burlington, MA: Butterworth-Heinemann, 2006.

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Your executive coaching solution: Getting maximum benefit from the coaching experience. Mountain View, Calif: Davies-Black Pub., 2007.

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Office, General Accounting. Financial management: Focused leadership and comprehensive planning can improve Interior's management of Indian trust funds : report to the Chairman, Subcommittee on Environment, Energy, and Natural Resources, Committee on Government Operations, House of Representatives. Washington, D.C: The Office, 1994.

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R, Edginton Christopher, ed. Leisure programming: Service-centered and benefits approach. 4th ed. Boston, Mass: McGraw-Hill, 2004.

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R, Edginton Christopher, ed. Leisure programming: Service-centered and benefits approach. 3rd ed. Boston: WCB/McGraw-Hill, 1998.

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Hudson, Susan D., Carole J. Hanson, Susan R. Edginton, and Christopher R. Edginton. Leisure Programming: A Service-Centered and Benefits Approach. McGraw-Hill Humanities/Social Sciences/Languages, 2003.

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Book chapters on the topic "Benefits of leadership"

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Mitchell, Leanne. "Schools' charity work – who benefits?" In Innovative School Leadership, 102–14. London: Routledge, 2021. http://dx.doi.org/10.4324/9781003104698-9.

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Adams, Jeremy. "Transformational Leadership and the Benefits of Leadership Enhancement." In Managing People in Organizations, 208–28. London: Macmillan Education UK, 2007. http://dx.doi.org/10.1007/978-0-230-20773-8_13.

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Bradshaw, H. H. (Pete). "Benefits and Added Value." In 4 × 4 Leadership and the Purpose of the Firm, 201–4. New York: Routledge, 2021. http://dx.doi.org/10.4324/9781315865423-20.

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Eagly, Alice H. "More women at the top: The impact of gender roles and leadership style." In Gender — from Costs to Benefits, 151–69. Wiesbaden: VS Verlag für Sozialwissenschaften, 2003. http://dx.doi.org/10.1007/978-3-322-80475-4_11.

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Allison, Scott T., and Gwendolyn C. Setterberg. "Suffering and Sacrifice: Individual and Collective Benefits, and Implications for Leadership." In Frontiers in Spiritual Leadership, 197–214. New York: Palgrave Macmillan US, 2016. http://dx.doi.org/10.1007/978-1-137-58081-8_12.

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Fusco, Tony. "What does ‘work’ actually mean? The leadership benefits of Authentic Leadership Development." In An Evidence-based Approach to Authentic Leadership Development, 46–54. Abingdon, Oxon ; New York, NY : Routledge, 2018. |: Routledge, 2018. http://dx.doi.org/10.4324/9781315187990-6.

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Gigliotti, Ralph A. "The Role of Leadership Education: Benefits and Challenges for At-Risk Students." In Success in Higher Education, 189–99. Singapore: Springer Singapore, 2016. http://dx.doi.org/10.1007/978-981-10-2791-8_11.

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Mitroff, Ian I., and Ralph H. Kilmann. "Wrestling with the Inner Demons of Contemporary Life: A Brief Overview of Psychoanalytic Thought." In The Psychodynamics of Enlightened Leadership, 1–11. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-71764-3_1.

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AbstractWe begin our examination of Enlightened Leadership by exploring a number of Psychoanalytically based theories, in particular with regard to what they have to teach us about the human condition. Thus, we briefly examine some of the key concepts and ideas of Melanie Klein, Sigmund Freud, Donald Winnicott, Eric Berne, and John Bowlby. One of the major benefits is that they illuminate important aspects of the Coronavirus that are difficult to ascertain otherwise. For one, each provides a different take on the enormous stress we are experiencing as a result of the Virus. They also reinforce the absolute necessity of following the dictates of reputable scientific experts and science itself if we are to stand any hope at all in dealing with the Virus.
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Matveev, Igor, Evgeny Lisin, and Wadim Strielkowski. "Energy Development of the South Caucasus Countries and the Benefits of Eurasian Economic Union." In Leadership for the Future Sustainable Development of Business and Education, 603–15. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-74216-8_60.

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Penttinen, Marcus, André Heikius, and Timo Holopainen. "A Model for Demonstrating the Benefits of Weight Health and the Monetary Value for Changing Obesity Treatment into an Investment." In Advances in Human Factors, Business Management and Leadership, 174–80. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-80876-1_23.

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Conference papers on the topic "Benefits of leadership"

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Kurniatun, Taufani C., Moeh Adam, Haris Marzuki Susila, and M. Djamaludin. "Analysis of Benefits and Problems of Leadership Training." In 4th International Conference on Research of Educational Administration and Management (ICREAM 2020). Paris, France: Atlantis Press, 2021. http://dx.doi.org/10.2991/assehr.k.210212.012.

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Jovanovic, Dragana, and Marina Ciric. "Benefits of Transformational Leadership in the Context of Education." In WLC 2016 World LUMEN Congress. Logos Universality Mentality Education. Cognitive-crcs, 2016. http://dx.doi.org/10.15405/epsbs.2016.09.64.

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Cloyd, Scott T., and Richard J. DiCavallucci. "Developing Engineering Leadership Skills." In ASME Turbo Expo 2001: Power for Land, Sea, and Air. American Society of Mechanical Engineers, 2001. http://dx.doi.org/10.1115/2001-gt-0467.

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The Engineering Development Program at Siemens Westinghouse Power Corporation was implemented to develop the leadership skills of highly talented college graduates. The benefits of this program for the participants and company are presented with descriptions of the rotational assignments and training classes.
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Nacházelová, Eliška, and Alice Reissová. "85 WORK-LIFE-BALANCE BENEFITS AS BRAIN DRAIN PREVENTION." In Sixth International Scientific-Business Conference LIMEN Leadership, Innovation, Management and Economics: Integrated Politics of Research. Association of Economists and Managers of the Balkans, Belgrade, Serbia, 2020. http://dx.doi.org/10.31410/limen.s.p.2020.85.

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The contribution of highly qualified employees, not only for multinational companies, is unquestionable. Their eventual departure often has negative economic consequences, and their replacement is usually difficult and expensive. Therefore, it is important to pay increased attention to their stabilization. This article aims to find out which of the work-life balance area benefits are more important for the stabilization of IT employees in an international automotive company (n=154). With the use of the Friedman test, it was found out that the most important benefit is flexible working hours. Based on the Kruskal-Wallis test, the evaluation of the importance of individual benefits was further verified according to basic socio-economic factors (age, gender, length of employment). The right setting of benefits will give a competitive advantage in the search for new talent and at the same time serve as an effective tool against brain drain.
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Seabrook, Kathy A. "Workplace Safety and Health Is a Leadership Issue." In ASME 2003 9th International Conference on Radioactive Waste Management and Environmental Remediation. ASMEDC, 2003. http://dx.doi.org/10.1115/icem2003-4986.

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Organizations where executive leadership identifies and manages worker safety and health as a business risk, rather than strictly as a compliance issue, are better positioned to reap both financial and reputational benefits from stakeholders such as customers, shareholders, employees and regulators. The advantages, both short and long term, of leadership engagement in the strategic management of safety and health can lead to enhanced brand reputation, greater sales and less contentious employee and regulatory relationships.
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A. Connery, Lori. "A formal administrator mentoring program: Perceived learning benefits and insights into leadership well-being." In 3rd International Conference on Advanced Research in Education, Teaching and Learning. Acavent, 2020. http://dx.doi.org/10.33422/3rd.aretl.2020.12.112.

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Strehler, Jennifer, Scott Vandenburgh, Dave Parry, and Tim Rynders. "Colorado Community Benefits From Installing Waste Heat Recovery System." In ASME 2010 4th International Conference on Energy Sustainability. ASMEDC, 2010. http://dx.doi.org/10.1115/es2010-90479.

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The Town of Avon Colorado and the Eagle River Water and Sanitation District have partnered to design, construct, and operate a mechanical “Community Heat Recovery System” which extracts low-grade waste heat from treated wastewater and delivers this heat for beneficial use. Immediate uses include heating of the community swimming pool, melting snow and ice on high pedestrian areas in an urban redevelopment zone in order to improve pedestrian safety, and space heating for project buildings and an adjacent water plant pump station building. Points of use are located within one mile of the treatment plant. The initial system is sized to extract heat from 170 m3/hr (1.08 mgd) of wastewater plant effluent with a 298 kW (400 hp) heat pump. The heat pump will deliver 1,026 kW (3,500,000 BTU/hr) energy to the heat recovery system. A supplemental natural gas boiler provided to meet peak demands will provide an additional 1,026 kW (3,500,000 BTU/hr) energy. The system is expandable allowing the installation of a second heat pump in the future and roof-mounted solar thermal panels. Power for the waste heat recovery system is provided by wind-generated electricity purchased from the local electric utility. The use of wind power with an electric-powered heat pump enables the agencies to fulfill energy needs while also reducing the carbon footprint. The system will achieve a reduction in the temperature of the treated wastewater, which is currently discharged to the Eagle River during low river flow, fish-sensitive periods. The agencies expect to save tax payers and rate payers money as a result of this project as compared to other alternatives or the status quo because it results in a more sustainable long-term operation. At 2008 utility commodities pricing, delivery of heat generated from this system was estimated to cost about one-third less than that from a conventional natural gas boiler system. This facility is the first of its kind in the U.S. and received a “New Energy Community” grant from the State of Colorado. This project shows how local agencies can work cooperatively for mutual benefit to provide infrastructure which accommodates growth and urban renewal and simultaneously demonstrate strong environmental leadership. The potential application of this technology is broad and global. The installed system is expected to cost about $5,000,000; construction will be completed in 2010.
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Ali, Sy A., and Charles M. Zeh. "Government/Industry Partnership: A Revolutionary Approach in Global Leadership of Advanced Gas Turbines." In ASME 1996 International Gas Turbine and Aeroengine Congress and Exhibition. American Society of Mechanical Engineers, 1996. http://dx.doi.org/10.1115/96-gt-006.

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The U.S. Department of Energy (DOE) has established a government/industry partnership program to greatly improve the capabilities of U.S. gas turbine technology. A new and challenging program named the Advanced Turbine Systems Program (ATS) has been initiated by DOE. The technical and business objectives of this initiative are to challenge the bounds of high performance capabilities of gas turbines, meet stringent environmental requirements, and produce lower cost electric power and cogeneration steam. This program will also yield greater societal benefits through continued expansion of high skilled U.S. jobs and export of U.S. products world wide. A progress report on the ATS program pertaining to program status at DOE will be presented and reviewed in this paper. A preliminary design of an industrial advanced turbine system configuration will also be outlined in the paper. The technical challenges; advanced critical technologies incorporation, analytical and experimental solutions, and test results of an advanced gas turbine meeting the DOE goals will be described and discussed.
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GOWSIGA, M., and M. THAYAPARAN. "INCORPORATION OF CIRCULAR ECONOMY CONCEPT TO THE APPAREL INDUSTRY: LITERATURE REVIEW." In 13th International Research Conference - FARU 2020. Faculty of Architecture Research Unit (FARU), University of Moratuwa, 2020. http://dx.doi.org/10.31705/faru.2020.13.

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The apparel industry is one the most foreign exchange earning industries for developing countries. However, it is one of the notable polluting industries in the world too. Additionally, there are numerous factors affecting the economy of the industry, for example COVID 19, and the industry needs to reinvent from those issues by forcing itself to live. Thus, Circular Economy (CE) can act as a potential solution to address the issues related to both environmental and economic factors of the apparel industry. CE is a business strategy to gain economic benefit, minimise environmental impacts and increase the efficiency of resource consumption. CE concept has been practised in various countries such as China, Bangladesh, Europe, Australia and Germany. However, it is still a novel concept in Sri Lanka even though Sri Lankan apparel industry has a solid reputation globally for their high-quality, reliability, lead time, and social accountability. Introducing the CE concept into Sri Lankan apparel industry will help to overcome the financial issues in a sustainable way. With the intention of introducing CE concept to Sri Lankan apparel industry, this paper intends to review the application of CE in global context and in the context of apparel industry, their benefits and challenges in order to further investigate the suitability of CE concept to SL apparel industry. This paper is therefore based on a comprehensive literature review. Hence, it highlights the literature findings on the applicability of CE in apparel industry, its benefits and challenges when adopting CE into apparel industry. This basic finding will aid to assess the possibility of incorporating CE concept within the Sri Lankan apparel industry. The key findings of the research, environmental gain, economic benefit, resource optimisation and collaboration among stakeholders are the key benefits of CE. The main challenges are expensive, advanced technology, measuring the benefits especially financially, lack of support, knowledge, awareness, commitment and leadership, systematic regulation, social and cultural acceptance.
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Rebitzer, Dieter, and Anna Pahl. "Cross-Cultural Competence in Real Estate Studies - The Benefits of International Student Competitions for Success in Management, Leadership, and Decision Making." In 24th Annual European Real Estate Society Conference. European Real Estate Society, 2017. http://dx.doi.org/10.15396/eres2017_360.

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Reports on the topic "Benefits of leadership"

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Zhao, Sophia. Overcoming Barriers to Women’s Leadership. Center for Creative Leadership, 2020. http://dx.doi.org/10.35613/ccl.2020.2041.

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Reinhold, Diane, Tracy Patterson, and Peter Hegel. Make Learning Stick: Best Practices to Get the most out of Leadership Devlopment. Center for Creative Leadership, 2015. http://dx.doi.org/10.35613/ccl.2015.2043.

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"Are you taking a closer look at “learning transfer”? Are you wondering how to make sure the lessons taught through your leadership training and development efforts stick weeks, months, or years later? As a professional interested in learning and development, you may be in a position to acknowledge and help overcome the challenges to learning in your organizations. You are likely in a position to influence supervisors and executives, as well as potential participants, in leadership development efforts. You may also have a role in creating and supporting a learning environment. With a better understanding of learning transfer, you can help your organization realize multiple benefits, including bigger impact from developmental experiences, more effective leaders, and a stronger organizational ability to learn and adapt. Read on to learn CCL’s perspective on and best practices for learning transfer for leadership development. We share a framework—and specific tactics—that we use in designing leadership development solutions. With this information, you can begin to help leaders and your organization overcome challenges to learning transfer—and earn greater benefit from leadership development investments."
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Gentry, William, and Richard Walsh. Mentoring First-Time Managers: Proven Strategies HR Leaders can Use. Center for Creative Leadership, 2015. http://dx.doi.org/10.35613/ccl.2015.2047.

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"When individual contributors or professionals are promoted into their first formal leadership position, many do not realize how tough that transition can be for them. We often hear that these leaders are not prepared, and lack the support and development to help make that transition successfully. When they are not supported, they suffer, and so too do their teams, the organization, and the HR leadership pipeline, which ultimately can negatively impact the organization’s bottom line. First-time managers are an important part of an organization’s talent and succession management. In turn, organizations may attempt to help first-time managers make the transition into leadership easier by implementing a formal mentoring program. This white paper supports this effort by: • Explaining the benefits a mentoring program can provide for first-time managers and their mentor. • Providing organizations a way to strengthen their own mentoring programs. • Offering HR leaders specific steps to follow and best practices applied in starting and maintaining a successful formal mentoring program specifically aimed at first-time managers. Formal mentoring programs are useful to support and develop first-time managers, an important leadership population that is vital for strengthening your leadership pipeline and succession management efforts. Armed with the knowledge from this white paper, we believe you will be able to gain a competitive advantage".
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Saha, Amrita, Jodie Thorpe, Keir Macdonald, and Kelbesa Megersa. Linking Business Environment Reform with Gender and Inclusion: A Study of Business Licensing Reform in Indonesia. Institute of Development Studies (IDS), January 2021. http://dx.doi.org/10.19088/k4d.2021.001.

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Business environment reform (BER) targets inadequate business regulations. It is intended to remove constraints to business investment, enabling growth and job creation, and create opportunities for international business to contribute to and benefit from this growth. However, there is a lack of detailed knowledge of the impact of BER on gender and inclusion (G&I). While a review of existing literature suggests that in general, there is no direct link between BER and G&I, indirect links are likely through the influence of BER on firm performance. Outcomes will be influenced by the differential ways in which women-led firms experience the business environment when compared to their male counterparts, with disparities based on how they are treated under the law, as well as structural and sociocultural factors. The fact that in many countries, female-led firms are fewer and smaller than those of their male counterparts, and may operate in different sectors, also affects these dynamics. This research offers new insights through an in-depth analysis of the impact of the Pelayanan Terpadu Satu Pintu (PTSP) or one-stop shop business licensing reform in 2009 on firm performance in Indonesia, and how these impacts vary based on the gender of firm leadership. The results find that on average, firms benefited from improved business performance (sales), as a direct or indirect effect of this reform, as well as an increase in the number of medium and large-scale firms. Outside Jakarta (Bali, Banten, Lampung), women-led firms experienced a small but significant benefit relative to male-led firms, related to both sales and the number of medium and large-scale firms they run. In Jakarta, women-led firms continued to lag behind men and there were no significant effects on employment, and this held across province and gender. These findings are based on an analysis of the PTSP reform using data from the World Bank Enterprise Survey (WBES), a survey of small, medium and large firms (i.e. with more than four employees) which took place in Indonesia between 2009 and 2015.
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