Academic literature on the topic 'Situations-adapted leadership'

21st-century leaders need strong leadership skills to effectively lead schools. They must use and implement 21st-century skills for long term change. The study aimed to identify the practices of secondary school leaders of Rawalpindi city about [recommended] 21st century 4 Cs leadership skills (Competence, Character, Compassion & Courage) during the pandemic of Covid-19. This was exploratory research following the quantitative research approach. One hundred and nine school leaders were selected through a simple random sampling technique to complete an adapted survey questionnaire. Descriptive statistics were used for analyzing and reporting the findings. Quantitative data analysis indicates that school leaders are using 21st-century leadership skills during Covid-19, but the level of use is dissimilar to the recommended 21st century 4 Cs leadership skills. It was identified that school leaders use relationship (mean= 4.21), Accountability (mean= 4.45), and Self-Belief (mean= 4.37) skills more than other sub-skills in their leadership practices. The findings recommend that policymakers and professional development organizations should plan workshops on these recommended leadership skills for school leaders so they can perform well under situations like Covid-19.

The aim of this study was to investigate the current state and related situations of the relationship between principal’s positive leadership and teacher’s organizational citizenship behavior of elementary schools in Hualien County.
 This study adopted questionnaire survey, using stratified random sampling to select 347 public elementary teachers in Hualien County. The research tool was the “Questionnaire of the Relationship between principal’s positive leadership and Teacher’s organizational citizenship behavior of elementary schools” adapted by the study. A total of 326 valid questionnaires were collected, with the effective recovery rate 93.9%. The data obtained were analyzed and tested with descriptive statistics, t-tests, one-way analysis of variance, product moment correlation, and multiple regression analysis. The following conclusions were reached.
 
 1.The overall current situation of principal’s positive leadership and teacher’s organizational citizenship behavior of elementary schools was good.
 2.Principal’s Positive Leadership and Teacher’s organizational citizenship behavior of elementary schools was significantly positively related.
 
 Principal’s Positive Leadership of elementary schools could effectively predict Teacher’s Organizational Citizenship Behavior.
 
 
 Finally, based on those findings, the study suggests some implications of administrative authorities, elementary school principals, teachers, and further studies as well

Abstract Technological advancement across human activities has brought about accelerated generation of huge amounts of data. Consequently, researchers are faced with the problem how to determine adequate ways of turning the available data mass into useful knowledge. Data analysis adapted to these changes when data mining was developed as an approach to data analysis from different perspectives which reveals significant hidden regularities. This paper presents conceptual characteristics of decision tree, an important data mining method which is, due to its explorative nature, exceptionally suitable for detection of data structure when analysing various problem situations. The empirical section of the paper demonstrates applicative characteristics of this method using CHAID algorithm in leadership studies: an interdependence of selected personal characteristics and the manager’s leadership style has been investigated. The aim of the paper is to develop a classification model for identification of the dominant leadership style. The study was conducted on the sample of 417 managers of privately owned small-sized enterprises in Serbia, using a specially designed questionnaire. The classification model identified the set of six statistically significant personal characteristics as predictors of dominant leadership style.

Leadership is the art of influencing people, the art of moving people by utilizing resources to achieve goals. This understanding gives two meanings that need to be in the expalin. First, art, if leadership is an art, then it can be certain that everyone has their own way of expressing it. Second, others, if leadership has to involve others, then its main obligation is to observe, pay attention to the condition of others. Therefore, leadership is a discourse between who we are and how others are. This understanding provides logical consequences that the way, style of leadership type model will differ from one person to another. The effectiveness of leadership depends on how one's leadership style is adapted to circumstances or situations. If the style used by the leader suits the situation, then his leadership will be effective and vice versa.
 Keywords: Leadership of madrasah head, Quality of Education
 Kepemimpinan merupakan seni memengaruhi orang, seni menggerakan orang dengan memanfaatkan sumberdaya demi mencapai tujuan. Pemahaman ini memberikan dua makna yang perlu diuraikan. Pertama, seni, jika kepemimpinan merupakan seni, maka dapat dipastikan setiap orang memiliki cara tersendiri untuk mengekspresikannya. Kedua, orang lain, jika kepemimpinan harus melibatkan orang lain, maka kewajiban utamanya adalah mengamati, memperhatikan kondisi orang lain. Oleh sebab itulah maka kepemimpinan merupakan suatu diskurusus antara siapa diri kita dan bagaimana orang lain. Pemahaman ini memberikan konsekwensi logis bahwa cara, gaya model tipe kepemimpinan akan berbeda antara satu orang dengan lainnya. Efektifitas kepemimpinan tergantung pada bagaimana gaya kepemimpinan seseorang disesuaikan dengan keadaan atau situasi. Jika gaya yang digunakan oleh pemimpin sesuai dengan situasi, maka kepemimpinannya akan efektif dan begitu sebaliknya.
 Kata Kunci: Kepeimipinan kepala madrasah, Kualitas pendidikan

AbstractUrban ethnic minority youth are often exposed to high levels of aggression and violence. As such, many aggression intervention programs that have been designed with suburban nonethnic minority youth have been used or slightly adapted in order to try and meet the needs of high-risk urban youth. The current study contributes to the literature base by examining how well a range of social–cognitive, emotional distress and victimization, and prosocial factors are related to youth aggression in a sample of urban youth. This study utilized data gathered from 109 9- to 15-year-old youth (36.7% male; 84.4% African American) and their parents or caregivers. A series of hierarchical multiple regressions were fit predicting youth aggression from social–cognitive variables, victimization and distress, and prosocial variables, controlling for youth gender and age. Each set of variables explained a significant and unique amount of the variance in youth aggressive behavior. The full model including all predictors accounted for 41% of the variance in aggression. Models suggest that youth with stronger beliefs supportive of violence, youth who experience more overt victimization, and youth who experience greater distress in overtly aggressive situations are likely to be more aggressive. In contrast, youth with higher self-esteem and youth who endorse greater leadership efficacy are likely to be less aggressive. Contrary to hypotheses, hostile attributional bias and knowledge of social information processing, experience of relational victimization, distress in relationally aggressive situations, and community engagement were not associated with aggression. Our study is one of the first to address these important questions for low-income, predominately ethnic minority urban youth, and it has clear implications for adapting aggression prevention programs to be culturally sensitive for urban African American youth.

Abstract Effective management and leadership are essential for everyday health system resilience, but actors charged with these roles are often underprepared and undersupported to perform them. Particular challenges have been observed in interpersonal and relational aspects of health managers’ work, including communication skills, emotional competence and supportive oversight. Within the Resilient and Responsive Health Systems (RESYST) consortium in Kenya, we worked with two county health and hospital management teams to adapt a package of leadership development interventions aimed at building these skills. This article provides insights into: (1) the content and co-development of a participatory intervention combining two core elements: a complex health system taught course, and an adapted communications and emotional competence process training; and (2) the findings from a formative evaluation of this intervention which included observations of the training, individual interviews with participating managers and discussions in regular meetings with managers. Following the training, managers reported greater recognition of the importance of health system software (values, belief systems and relationships), and improved self-awareness and team communication. Managers appeared to build valued skills in active listening, giving constructive feedback, ‘stepping back’ from automatic reactions to challenging emotional situations and taking responsibility to communicate with emotional competence. The training also created spaces for managers to share experiences, reflect upon and nurture social competences. We draw on our findings and the literature to propose a theory of change regarding the potential of our leadership development intervention to nurture everyday health system resilience through strengthening cognitive, behavioural and contextual capacities. We recommend further development and evaluation of novel approaches such as those shared in this article to support leadership development and management in complex, hierarchical systems.

Gender education is a major problem in Albanian schools at all levels. The proposed paper examines how various gender issues, are treated in the textbooks. Text analysis from a gender perspective, is used as method to determine the presence and treatment of gender issues in various textbooks. Admittedly, textbooks continue to play a crucial role as the basic instrument of education. Text analysis includes: text illustrations, gender stereotypes and prejudices, gender authority and leadership. On the other hand, this study, will focus on the important role of teachers which with their formation and personality, have a direct impact on students. The paper argues that every teacher should select those methods, which encourage discussion and reflection of gender situations, adapted to the cultural level and age of students. Teachers, along with textbooks should fulfill better the noble mission of education, of spiritual emancipation, material progress and the social development of students as social individuals.

Gender education is a major problem in Albanian schools at all levels. The proposed paper examines how various gender issues, are treated in the textbooks. Text analysis from a gender perspective, is used as method to determine the presence and treatment of gender issues in various textbooks. Admittedly, textbooks continue to play a crucial role as the basic instrument of education. Text analysis includes: text illustrations, gender stereotypes and prejudices, gender authority and leadership. On the other hand, this study, will focus on the important role of teachers which with their formation and personality, have a direct impact on students. The paper argues that every teacher should select those methods, which encourage discussion and reflection of gender situations, adapted to the cultural level and age of students. Teachers, along with textbooks should fulfill better the noble mission of education, of spiritual emancipation, material progress and the social development of students as social individuals.

Abstract It is the responsibility of the military and law enforcement leaders to solve different problems during their professional service. At the National University of Public Service the students study the main steps of the process of problem solving management. The essay leads the readers through the process of management step by step showing the best practice of the Hungarian military and law enforcement organizations. The essay pays special attention to the decision which is the main and most important step of the management process. All of the graduating students of the National University of Public Service carry out an annual management practice – The Common Public Service Practice. The implementation of this practice following a theoretical phase is to support the practical knowledge applying the best leadership practice during solving the different situations in the real time. The reader will gain a full insight into the problem solving management process and this experience can be successfully adapted to his own work.

The author identifies the variations in Peking's foreign policy since 1949 as the variable outcome of an equation involving stable principles and changing contexts. First, she identifies those principles that from the Chinese perspective are the guidelines of their foreign policy. Second, she attempts to demonstrate by reference to practice that these principles, far from constituting restrictive norms, are adapted to situations in a manner to ensure the perpetuity of China. Informed by an ages-old diplomatic tradition, the essentially pragmatic Chinese leadership interpret changes in the international context in the light of long-term objectives. These may be summarized by two concepts : the safeguarding of peace and the emancipation of humanity. By taking these considerations into account the author studies the foreign policies of the Chinese People's Republic that would appear to be the most susceptible of demonstrating the conceptions of its leaders with respect to international relations. In particular, the strategic position of the China of the 80s is commented upon within this analytical framework. The author concludes from her observations that Chinese behaviour on the international scène may be better understood by considering the goals pursued rather than the statements of principles put forward.

Ledarskap är ett väl studerat område som många forskare tagit sig an. Bergengren (2003) menar att ledarskap är en process som syftar till att en ledare ska påverka andra att nå ett gemensamt mål. Det finns inga givna riktlinjer för hur en ledare bör vara för att ses som lyckad, studier som gjorts har dock fokuserat på olika egenskaper en ledare bör besitta för att ha de bästa förutsättningarna att leda ett team till framgång. Så kallat personligt ledarskap har fått allt större plats inom ledarskapsteorier och handlar om att ledare utövar ledarskap på olika sätt beroende på vilka egenskaper de besitter. Berglund och Sewerin (2019) menar att en ledares uppgift handlar om att leda en grupp människor, att samarbeta och tillsammans utföra en tilldelad uppgift. Det handlar också om att specifika ledaregenskaper bidrar till inflytande som används för att påverka andra att uppnå produktivitet för att i sin tur nå ett specifikt mål. Med andra ord så har tidigare studier fokuserat på att kunna identifiera dessa ledaregenskaper genom att studera människor och på så sätt skapa en möjlighet att rekrytera de personer som har de så kallat rätta egenskaperna och de rätta förutsättningarna för att leda team i organisationer och företag. Traditionella ledarskapsteorier handlar också om hur viktiga ledarens egenskaper är för att främja en god tillväxt och ökad produktivitet inom företag. Det talas då om vikten av att en ledare anpassar sitt ledarskap för att engagera medarbetarna till att utföra ett bra arbete. (Berglund &amp; Sewerin, 2019) Få ledarskapsteorier handlar om vikten av att få medarbetare till att driva sitt eget engagemang, att motivera sig själva och att skapa en egen drivkraft. Resultatet i denna studie påvisar vikten av att medarbetare driver sitt egna engagemang med ledarens stöd och stöttning. Respondenterna i studien påvisar att det är ledarens ansvar att skapa en god kultur och en god relation kollegor emellan genom tydlig kommunikation, att motivation och engagemang då kommer av sig självt. De egenskaper som förväntas av ledare behöver nödvändigtvis inte alltid vara desamma eller ens listas, det viktiga enligt respondenterna är tydlighet, kommunikation och förmågan att bygga relationer. Studien visar att det finns en önskan om att ledarskapet ska handla om att bygga relationer och att drivet och motivationen måste komma från medarbetaren. Medan tidigare ledarskapsteorier snarare handlar om att ledaren ska skapa motivation hos sin medarbetare. Utifrån respondenternas svar kan man utläsa att ingen av studiens tre ledarstilar; situationsanpassat ledarskap, transformativt ledarskap och transaktionellt ledarskap har alla de egenskaper som medarbetarna förväntar sig av en ledare. Slutsatsen som kan dras av studien är att modern ledarskapsteori inte endast bör fokusera på ledarens egenskaper, trots att de fortfarande är viktiga, teorierna bör fokusera mer på medarbetarstil och vilka egenskaper en medarbetare bör ha för att kunna bidra till ökad produktivitet inom en organisation.<br>Leadership is a well-studied area that many researchers have tackled. Previous research believes that leadership is a process that aims for one leader to influence others to achieve a common goal. There are no guidelines for how a leader should act to be seen as successful, however, previous studies have focused on different qualities that leaders should possess to have the best conditions to lead a team to success. So-called personal leadership has gained an increasing place in leadership theories, the theories focus on leaders exercising leadership in different ways depending on what qualities they possess. (Bergengren, 2003) According to previous studies, a leader's task is about leading a group of people in order to get them to collaborate to perform an assigned task. (Berglund &amp; Sewerin, 2019) The theories is also about specific leadership qualities contributing to influence others to achieve a specific goal. In other words, according to previous studies, they have wanted to be able to identify these leadership qualities by studying people in order to recruit the people who have the so-called right qualities and the right conditions to lead teams in organizations and companies. (Berglund &amp; Sewerin, 2019) Traditional leadership theories are also about how important the leader's qualities are to promote good growth through increased productivity within companies. It´s also about the importance of a leader adapting his leadership to engage employees to do a good job.Few leadership theories talk about the importance of getting employees to drive their own commitment, to motivate themselves and to create their own driving force. The results of this study demonstrate the importance of pursuing one's own commitment with the leader's support. The participants in this study mean that it is the leader's responsibility to create a good culture and a good relationship between colleagues through good communication, also that motivation and commitment then comes naturally as a result. The qualities expected of the leader do not necessarily always have to be the same or even listed, the important thing is clarity, communication and the ability to build relationships. The study shows that there is a desire that leadership should be about building relationships and that motivation must come from the employee. While previous leadership theories talk about the leader’s role in creating motivation rather than the employee’s role in creating his own motivation. Based on the respondents' answers in this study, it can be deduced that none of the three leadership styles; situations-adapted leadership, transformative leadership and transactional leadership compared in this study has all the qualities that the employees expect from a leader. The conclusion that can be drawn from the study is that in modern leadership theory one should not only focus on the leader's qualities, even though they are still important, one should focus more on employee style and what qualities an employee should have to contribute to increased productivity within an organization.