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1
Michele, Tamayo, ed. The confident leader: A powerful & practical tool kit for managers & supervisors. Amherst, Mass: HRD Press, 1995.
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2
Romeo, Cathy Carter. A TEST OF PATH-GOAL THEORY: THE EFFECTS OF LEADERSHIP AND FACULTY SATISFACTION IN PUBLIC BACCALAUREATE NURSING PROGRAMS (NURSING EDUCATION). 1992.
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3
Lanham, James C. Effects of leader consideration and leader task goal specificity on follower performance: A partial test of the LEFI theory of leadership. 1986.
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4
Taylor, Joan E., and Ilaria L. E. Ramelli, eds. Patterns of Women's Leadership in Early Christianity. Oxford University Press, 2021. http://dx.doi.org/10.1093/oso/9780198867067.001.0001.
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This authoritative volume brings together the latest thinking on women’s leadership in early Christianity. Featuring contributors from key scholars in the fields of Christian history, the volume considers the evidence for ways in which women exercised leadership in churches from the first to the ninth centuries CE. This rich and diverse collection breaks new ground in the study of women in early Christianity. This is not about working with one method, based on one type of feminist theory, but overall there is nevertheless a feminist or egalitarian agenda in considering the full equality of women with men in religious spheres a positive goal, with the assumption that this full equality has yet to be attained. The chapters revisit both older studies and offer new and unpublished research, exploring the many ways in which ancient Christian women’s leadership could function.
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Tamayo, Michele, and Peter B. Stark. The Confident Leader: A Powerful & Practical Tool Kit for Managers & Supervisors. Human Resource Development Press, 1996.
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6
Harris, Phyllis Braudy. LEADERSHIP AND QUALITY OF PATIENT CARE IN NURSING HOMES: A PATH-GOAL MODEL OF LEADERSHIP EFFECTIVENESS (NEW YORK, OHIO, PENNSYLVANIA). 1987.
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7
Jordan, Jenna. Leadership Decapitation. Stanford University Press, 2019. http://dx.doi.org/10.11126/stanford/9781503608245.001.0001.
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Does leadership targeting work? This question lies at the heart of studies on the efficacy of counterterrorism policy. This book examines whether killing or arresting terrorists is an effective means by which to weaken and degrade a group’s operational capacity. It aims to identify and explain why decapitation works in some cases and not in others. In order to determine whether decapitation is an effective strategy, this project examines nearly one thousand instances of leadership targeting. A group’s susceptibility to leadership targeting is a function of three factors: organizational structure, communal support, and group type or ideology. Leadership decapitation is unlikely to result in the demise of groups that are highly bureaucratized, have high levels of communal support, or are driven by a religious or separatist ideology. Leaders matter less under these conditions, and their removal can have adverse consequences, such as retaliatory attacks or an overall increase in the frequency of attacks. The data reveals that the largest and oldest organizations are highly resistant to destabilization after targeting. Separatist, religious, and especially Islamist groups are unlikely to weaken after the removal of their leaders. In order to develop counterterrorism policies that will degrade and weaken terrorist organizations, it is essential to identify whether our policies are likely to be effective or to have adverse consequences. The book examines the cases of Hamas, al-Qaeda, Shining Path, and ISIS to understand how organizational structure, local support, and ideology contributes to their resilience in the face of repeated leadership attacks.
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Kitch, Sally L. Two Strong Voices: The Making of Women Leaders in Afghanistan. University of Illinois Press, 2017. http://dx.doi.org/10.5406/illinois/9780252038709.003.0003.
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This chapter details the path to leadership for the conference women in general, and for Marzia Basel and Jamila Afghani in particular. It is in the area of leadership development that Marzia's and Jamila's life stories emerged as evocative but diverse case studies. Both had spent their lives from early ages on working to effect changes in Afghan women's opportunities and to enhance women's understanding of their rights within Islam and Afghan traditions. Given their advantages and backgrounds, both could have had easier lives, but neither ever considered such a choice. Rather, they both volunteered for enormous challenges and sought meaning in attempting to meet them.
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Packard, Thomas. Organizational Change for the Human Services. Oxford University Press, 2021. http://dx.doi.org/10.1093/oso/9780197549995.001.0001.
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This book presents an evidence-based conceptual framework for planning and implementing organizational change processes specifically focused on human service organizations (HSOs). After a brief discussion of relevant theory and a review of key challenges facing HSOs that create opportunities for organizational change, a detailed conceptual framework outlines an organizational change process. Two chapters are devoted to the essential role of an organization’s executive or other manager as a change leader. Five chapters cover the steps of the change process, beginning with identifying a problem or change opportunity; then defining a change goal; assessing the present state of the organization (the change problem and organizational readiness and capacity to engage in change); and determining an overall change strategy. Twenty-one evidence-based organizational change tactics are presented to guide implementation of the process. Tactics include communicating the urgency for change and the change vision; developing an action system that includes a change sponsor, a change champion, a change leadership team and action teams; providing support to staff; facilitating the development and approval of ideas to achieve the change goal; institutionalizing the changes within organizational systems; and evaluating the change process and outcomes. Four case examples from public and nonprofit HSOs are used to illustrate change tactics. Individual chapters cover change technologies and methods, including action research; team building; conflict management; quality improvement methods; organization redesign; organizational culture change; using consultants; advancing diversity, equity, inclusion, and social justice; capacity building; implementation science methods; specific models, including the ARC model; and staff-initiated organizational change.
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Peach, Ken. Summary and Conclusion. Oxford University Press, 2017. http://dx.doi.org/10.1093/oso/9780198796077.003.0018.
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This chapter concludes the book with a short review of the subject of managing science, that is, how science and scientists can be managed effectively to give scientists the freedom to pursue their research within an environment that is both supportive and responsible. Much of the work in management is routine; however, the fact that it is routine does not mean that it can be taken for granted. The essence of leadership is that a team works together because it shares a common vision and is driven towards a common goal, not because the team members have to but because they want to. Characteristics of good leadership, management and communication are described.
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Cloud, Dana L. Enter the Dissidents. University of Illinois Press, 2017. http://dx.doi.org/10.5406/illinois/9780252036378.003.0004.
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This chapter introduces more fully union activists and their organizations, and relates their stories about the origins and purposes of the caucuses as they told the author. It also lays out the agenda and perspectives of these activists regarding Boeing and the International Association of Machinists and Aerospace Workers (IAMAW) and its leadership. The themes of these stories include the rejection of cooperation with management in the form of joint programs; the identification of union leaders as “Boeing managers”; the desire to retain and restore labor gains of previous generations (which they view as having been squandered by union leaders); and the recognition of the ways in which race, gender, and sexual orientation influence the working experience. The overall goal of this chapter is to understand more fully the critique, resounding in these accounts, of the practices of both the union and the company.
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Cloud, Dana L. “The Feeble Strength of One”. University of Illinois Press, 2017. http://dx.doi.org/10.5406/illinois/9780252036378.003.0007.
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The period after the 1995 strike was one during which management regrouped and the Boeing workforce settled in after their victory. To some extent, managerial and official union intimidation, along with the ongoing pressure on workers in the plants, can explain the difficulty that activists had in sustaining their reform organizations. This chapter describes how the activists themselves were caught up in the dilemmas of representation. Their commitment to democracy informed their critique from below of the discourse and practices of union leadership. Yet their taking on the tasks of leading a rank-and-file movement put them in a position to replicate, in form if not in goal, some of the habits they decried. In particular, focusing on getting elected to powerful union posts, making decisions on behalf of members of rank-and-file organizations, using top-down and double-edged legal tools to reform the official union, and decrying the passivity of the membership all contributed to the burnout and eventual retreat from dissident activity of many of the activists whose voices are chronicled here.
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DeGroot, James F. A roadmap for providing psychiatric services to incarcerated veterans. Oxford University Press, 2015. http://dx.doi.org/10.1093/med/9780199360574.003.0054.
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The incarcerated population includes an increasing number of veterans with issues specific to their past military service. The demographics, criminogenic risk factors, and life experiences of incarcerated veterans, both combat and noncombat, differ substantially from nonveteran offenders. The trend observed with Vietnam veterans suggests that there is a gap between the time veterans are discharged from the military and the time they are incarcerated. With over two million personnel having served in Iraq and Afghanistan, the number of incarcerated veterans is likely to rise unless community resources are increased. Nonveterans are being treated with evidence-based correctional mental health and substance abuse treatment programs; however, similar programs have not been developed with the unique characteristics of veterans in mind. The pervasive trauma and posttraumatic stress disorders (PTSD) in this population can be profound. There is a critical need to create and implement evidence-based programs to treat the emotional, behavioral, and neurological needs of mentally ill and traumatized veterans. Society also struggles with the ambivalence of wanting to simultaneously punish and rescue them; mental health care providers struggle with their own emotional responses as they treat these distressed people. To help mental health care providers meet their personal and professional challenges in working with this complex population, an informational road map is presented in this chapter in order to navigate difficult terrain. The goal of this map is to help providers avoid potholes (of burn-out, cynicism, and malevolence) and head-on collisions with prison leadership and/or offenders resulting in a loss of credibility.
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Dingwerth, Klaus, Antonia Witt, Ina Lehmann, Ellen Reichel, and Tobias Weise, eds. International Organizations under Pressure. Oxford University Press, 2019. http://dx.doi.org/10.1093/oso/9780198837893.001.0001.
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The book reconstructs how the normative yardsticks that underpin evaluations of international organizations have changed since 1970. Based on in-depth case studies of normative change in five international organizations over a period of five decades, the authors argue that, these days, international organizations confront a longer and more heterogeneous list of normative expectations than in previous periods. Two changes are particularly noteworthy. First, international organizations need to demonstrate not only what they do for their member states, but also for the individuals in member states. Second, while international organizations continue to be evaluated in terms of what they achieve, they are increasingly also measured by how they operate. As the case studies reveal, the more pluralist patchwork of legitimacy principles today’s international organizations confront has multiple origins. It includes the politicization of expanding international authority, but also a range of other driving forces such as individual leadership or normative path dependence. Despite variation in the sources, however, the consequences of the normative shift are similar. Notably, a longer and more heterogenous list of normative expectations renders the legitimation of international organizations more complex. Strikingly, then, at a time when many feel international cooperation is needed more than ever, legitimating the forms in which such cooperation takes place has become most difficult. International organizations have come under pressure.
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Goodier, Susan, and Karen Pastorello. Women Will Vote. Cornell University Press, 2018. http://dx.doi.org/10.7591/cornell/9781501705557.001.0001.
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This book celebrates the 2017 centenary of women's right to full suffrage in New York State. The book highlights the activism of rural, urban, African American, Jewish, immigrant, and European American women, as well as male suffragists, both upstate and downstate, that led to the positive outcome of the 1917 referendum. The book argues that the popular nature of the women's suffrage movement in New York State and the resounding success of the referendum at the polls relaunched suffrage as a national issue. If women had failed to gain the vote in New York, the book claims, there is good reason to believe that the passage and ratification of the Nineteenth Amendment would have been delayed. This book makes clear how actions of New York's patchwork of suffrage advocates heralded a gigantic political, social, and legal shift in the United States. Readers will discover that although these groups did not always collaborate, by working in their own ways toward the goal of enfranchising women they essentially formed a coalition. Together, they created a diverse social and political movement that did not rely solely on the motivating force of white elites and a leadership based in New York City. The book convincingly argues that the agitation and organization that led to New York women's victory in 1917 changed the course of American history.
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Harvey, Veronica Schmidt, and Kenneth P. De Meuse, eds. The Age of Agility. Oxford University Press, 2021. http://dx.doi.org/10.1093/oso/9780190085353.001.0001.
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The Age of Agility: Building Learning Agile Leaders and Organizations focuses on learning agility, one of the most important trends in the business world during the past decade. Some surveys have found it was the most frequently used criterion to measure leadership potential. Despite this popularity, there are fundamental questions that need to be answered, such as (a) What specifically is learning agility? (b) How many facets or dimensions does it have? (c) How do we measure it? and (d) Can it be developed? It appears that much of what is known about the construct of learning agility has been gleaned from its application by practitioners. While this knowledge is an extremely useful place to begin, there is an urgent need to undergird this understanding with science. The purpose of this edited book is to systematically examine the construct through a more scholarly lens. Over 50 authors—both academic researchers and talent management practitioners—have contributed to the contents. The goal is to enhance knowledge of learning agility, distilling, and synthesizing scientific evidence with best practices.
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Frantz, Erica. Autocracy. Oxford University Press, 2016. http://dx.doi.org/10.1093/acrefore/9780190228637.013.3.
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Dictatorships have dominated global politics for hundreds of years, from the pharaohs of Egypt to the absolute monarchs of Europe. Though democracy has since spread to much of the world, about a third of today’s countries are still ruled by dictatorship. And yet, compared to democracies, we know very little about how dictatorships work, who the key political actors are, and where decision-making powers lie. Political processes are opaque, and information is often intentionally distorted. Political survival depends not on maintaining the favor of voters, as in democracies, but on securing the backing of a considerably smaller coalition of supporters. The absence of a reliable third party to enforce compromises among key players means that power-sharing deals lack credibility and the threat of forced ouster is omnipresent. Uncertainty pervades authoritarian politics.Modern autocrats respond to this uncertain environment in a variety of ways. They use political parties, legislatures, elections, and other institutions typically associated with democracies to lessen their risk of overthrow. Despite the façade of democracy, these institutions are key components of most autocrats’ survival strategies; those that incorporate them last longer in power than those that do not. The specific ways in which autocratic institutions are used and the extent to which they can constrain leadership choices to prevent consolidation of power into the hands of a single individual, however, vary enormously from one dictatorship to the next. Better understanding the conditions that push autocracies down a path of collegial versus strongman rule remains a critical task, particularly given that the latter is associated with more war, economic mismanagement, and resistance to democratization.
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Nagatomo, Diane Hawley, Kathleen A. Brown, and Melodie L. Cook, eds. Foreign Female English Teachers in Japanese Higher Education: Narratives From Our Quarter. Candlin & Mynard ePublishing Limited, 2020. http://dx.doi.org/10.47908/11.
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The goal of this book is to provide information, inspiration, and mentorship to teachers (namely foreign women, but not restricted to such) as they navigate the gendered waters of teaching English in Japanese higher education. Such a book is timely because foreign female university teachers are outnumbered by their foreign male colleagues by nearly three to one. This imbalance, however, is likely to change as reforms in hiring policies (which have until recently generally favored male applicants) have been widely implemented to encourage more female teachers and researchers. The narratives by the contributors to this book offer a kaleidoscope of experiences that transverse several loosely connected and overlapping themes. This book is, in a sense, a “girlfriend’s guide to teaching in a Japanese university” in that it provides much practical information from those who are already in the field. It covers areas such as gaining entry into Japanese higher education teaching, searching for and obtaining tenure, managing a long-term professorial career, and taking on leadership responsibilities. The personal side of teaching is examined, with authors describing how individual interests have shaped their teaching practices. Family matters, such as negotiating maternity leave, reentering the workforce, and difficulties in balancing family and work are discussed by those who have “been there and done that”. The darker issues of the job, such as harassment, racism, and native-speakerism are introduced, and several chapters with practical and legal information about how to combat them are included, as well as a list of valuable resources. The contributors to this volume have drawn upon their own unique experiences and have situated their stories in areas that are of great personal importance. The individual narratives, when taken together, highlight not only the complexity of the professional identity of EFL teachers but also the myriad of issues that shape the careers of women in Japanese higher education. These issues will resonate with all female EFL faculty, regardless of their geographical location.
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Russell, Daniel C. Putting Ideals in Their Place. Edited by Nancy E. Snow. Oxford University Press, 2017. http://dx.doi.org/10.1093/oxfordhb/9780199385195.013.48.
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Ideal virtue theories posit what counts as good character and then ask how one gets there from here. This chapter defends a non-ideal theory, on two fronts. One, getting better is path-dependent: to understand moral development, one must first understand what psychological paths are available, and then determine what developments that are possible along those paths would count as genuine improvements. Ideals like “the virtuous person” help one understand in which direction “better” lies, and one cannot do that work without them. Second, that is all the work ideals do, because doing better is also path-dependent. While the virtue of generosity (say) has the right goal of helping others, that goal is indeterminate, and it takes practical intelligence to appreciate what is feasible in the world as one finds it to determine what it would mean to realize one’s goal in a way that is genuinely excellent.
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Hunt, Luke William. Epilogue. Oxford University Press, 2018. http://dx.doi.org/10.1093/oso/9780190904999.003.0008.
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The epilogue pulls together the arguments from the prior chapters by analyzing a scenario involving an informant who engages in “otherwise illegal activity” on behalf of the police. The epilogue then revisits the overlapping conceptions of human dignity that were introduced earlier, reaching the following conclusion: a broadly defined ideal theory of justice in the liberal tradition provides constraints regarding how the state (especially the police) may fulfill its reciprocal duties in society; one of those constraints is a commitment to a conception of persons that includes human dignity. By concluding the book in this way, the goal is to emphasize liberalism’s commitment to a conception of persons that is based upon multiple foundational stances. This helps show how liberal personhood likewise constrains the police’s power from multiple foundational stances. The hope is that, by following this path, there has been something of a retrieval of dignity in policing.