The Role of Passion and Purpose in Leader Developmental Readiness.

PubMed

Bronk, Kendall Cotton; McLean, Derrick C

2016-01-01

The founder of TOMS Shoes, Blake Mycoskie, and the late Apple cofounder and CEO, Steve Jobs, model the role of passion and purpose in leader developmental readiness. © 2016 Wiley Periodicals, Inc., A Wiley Company.

Prevalence of polyomavirus BK and JC infection and replication in 400 healthy blood donors.

PubMed

Egli, Adrian; Infanti, Laura; Dumoulin, Alexis; Buser, Andreas; Samaridis, Jacqueline; Stebler, Christine; Gosert, Rainer; Hirsch, Hans H

2009-03-15

The replication of BK virus (BKV) and JC virus (JCV) is linked to polyomavirus-associated nephropathy, hemorrhagic cystitis, and multifocal leukoencephalopathy in immunodeficient patients, but the behavior of these viruses in immunocompetent individuals has hardly been characterized. We used EIA to study samples obtained from 400 healthy blood donors aged 20-59 years for BKV- and JCV-specific antibodies against virus-like particles. We also studied BKV and JCV loads in plasma and urine among these individuals by use of real-time polymerase chain reaction. IgG seroprevalence was 82% (328 of 400 donors) for BKV and 58% (231 of400) for JCV. As age increased (age groups were divided by decade), the seroprevalence of BKV decreased from 87% (87 of 100) in the youngest group (aged 20-29 years) to 71% (71 of 100) in the oldest group (aged 50-59 years) (P = .006), whereas the seroprevalence of JCV increased from 50% (50 of 100) in the youngest group to 68% (68 of 100) in the oldest group (P = .06). Asymptomatic urinary shedding of BKV and JCV was observed in 28 (7%) and 75 (19%) of 400 subjects, respectively, with median viral loads of 3.51 and 4.64 log copies/mL, respectively (P < .001). Unlike urinary BKV loads, urinary JCV loads were positively correlated with IgG levels. The shedding of JCV was more commonly observed among individuals who were seropositive only for JCV, compared with individuals who were seropositive for both BKV and JCV, suggesting limited cross-protection from BKV immunity. Noncoding control regions were of archetype architecture in all cases, except for 1 rearranged JCV variant. Neither BKV nor JCV DNA was detected in plasma. Our study provides important data about polyomavirus infection and replication in healthy, immunocompetent individuals. These data indicate significant differences between BKV and JCV with respect to virus-host interaction and epidemiology.

T Cell Epitope Mapping of JC Polyoma Virus-Encoded Proteome Reveals Reduced T Cell Responses in HLA-DRB1*04:01+ Donors

PubMed Central

Jelčić, Ilijas; Aly, Lilian; Binder, Thomas M. C.; Jelčić, Ivan; Bofill-Mas, Sílvia; Planas, Raquel; Demina, Victoria; Eiermann, Thomas H.; Weber, Thomas; Girones, Rosina; Sospedra, Mireia

2013-01-01

JC polyomavirus (JCV) infection is highly prevalent and usually kept in a persistent state without clinical signs and symptoms. It is only during immunocompromise and especially impaired CD4+ T cell function in the brain, as seen in AIDS patients or natalizumab-treated multiple sclerosis patients, that JCV may cause progressive multifocal leukoencephalopathy (PML), an often life-threatening brain disease. Since CD4+ T cells likely play an important role in controlling JCV infection, we here describe the T cell response to JCV in a group of predominantly HLA-DR-heterozygotic healthy donors (HD) by using a series of overlapping 15-mer peptides spanning all JCV-encoded open reading frames. We identified immunodominant epitopes and compared T cell responses with anti-JCV VP1 antibody production and with the presence of urinary viral shedding. We observed positive JCV-specific T cell responses in 28.6% to 77.6%, humoral immune response in 42.6% to 89.4%, and urinary viral shedding in 36.4% to 45.5% of HD depending on the threshold. Four immunodominant peptides were mapped, and at least one immunogenic peptide per HLA-DRB1 allele was detected in DRB1*01+, DRB1*07+, DRB1*11+, DRB1*13+, DRB1*15+, and DRB1*03+ individuals. We show for the first time that JCV-specific T cell responses may be directed not only against JCV VP1 and large T antigen but also against all other JCV-encoded proteins. Heterozygotic DRB1*04:01+ individuals showed very low T cell responses to JCV together with normal anti-VP1 antibody levels and no urinary viral shedding, indicating a dominant-negative effect of this allele on global JCV-directed T cell responses. Our data are potentially relevant for the development of vaccines against JCV. PMID:23302880

Fast Track, Bush Track: Late Career Female Rural School Leaders Taking the Slow Road

ERIC Educational Resources Information Center

Miller, Judith; Graham, Lorraine; Al-Awiwe, Azhar

2014-01-01

Previous research related to this study explored early career female leaders' experiences in rural school settings, and probed the personal and professional challenges they faced and their motivations to accept formal and informal leadership roles ahead of the usual timeframes (e.g., Graham, Miller & Paterson, 2009). This study set out to…

Trust in direct leaders and top leaders: A trickle-up model.

PubMed

Fulmer, C Ashley; Ostroff, Cheri

2017-04-01

Low levels of employee trust in top leaders pose challenges to organizations with respect to retention, performance, and profits. This research examines how trust in top leaders can be fostered through the relationships individuals have with their direct leaders. We propose a trickle-up model whereby trust in direct leaders exerts an upward influence on trust in top leaders. Drawing on the group value model, we predict that direct leaders' procedural justice serves as the key mechanism in facilitating the trickle-up process. Further, this process should be particularly strong for employees high on vertical collectivism, and the trickled-up trust in top leaders should exert a stronger impact on employees' overall performance in the organization than trust in direct leaders. Multiphase and multisource data from 336 individuals support these hypotheses. The findings advance our understanding of trust and leadership by highlighting that trust in leaders at different levels does not form independently and that trust in leaders trickles up across hierarchical levels. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

Mutations Allow JC Polyomaviruses to Elude Antibody Recognition | Center for Cancer Research

Cancer.gov

JC polyomavirus (JCV) infects the urinary tract of most adults. In healthy individuals, JCV infection does not cause noticeable symptoms. However, in those with compromised immune systems, JCV can cause a lethal brain disease called progressive multifocal leukoencephalopathy (PML). Data from a recently approved assay to detect serum antibodies specific for the JCV protein VP1

Recombined sequences between the non-coding control regions of JC and BK viruses found in the urine of a renal transplantation patient.

PubMed

Liaw, Yu-Ching; Chen, Cheng-Hsu; Shu, Kuo-Hsiung; Fang, Chiung-Yao; Ou, Wei-Chih; Chen, Pei-Lain; Shen, Cheng-Huang; Lin, Mien-Chun; Chang, Deching; Wang, Meilin

2012-12-01

Kidney cells are the common host for JC virus (JCV) and BK virus (BKV). Reactivation of JCV and/or BKV in patients after organ transplantation, such as renal transplantation, may cause hemorrhagic cystitis and polyomavirus-associated nephropathy. Furthermore, JCV and BKV may be shed in the urine after reactivation in the kidney. Rearranged as well as archetypal non-coding control regions (NCCRs) of JCV and BKV have been frequently identified in human samples. In this study, three JC/BK recombined NCCR sequences were identified in the urine of a patient who had undergone renal transplantation. They were designated as JC-BK hybrids 1, 2, and 3. The three JC/BK recombinant NCCRs contain up-stream JCV as well as down-stream BKV sequences. Deletions of both JCV and BKV sequences were found in these recombined NCCRs. Recombination of DNA sequences between JCV and BKV may occur during co-infection due to the relatively high homology of the two viral genomes.

Leader narcissism and follower outcomes: The counterbalancing effect of leader humility.

PubMed

Owens, Bradley P; Wallace, Angela S; Walker, Angela S; Waldman, David A

2015-07-01

[Correction Notice: An Erratum for this article was reported in Vol 100(4) of Journal of Applied Psychology (see record 2015-29666-001). The last name of the second author was misspelled in the Online First version of the article. All versions of this article have been corrected.] In response to recent calls to theorize and examine how multiple leader characteristics may work together in their effects, the current research examines how leader narcissism and humility interact to predict perceived leader effectiveness and follower (i.e., direct-report) job engagement and performance. Although an examination of leaders who are narcissistic yet humble may seem oxymoronic and even paradoxical, researchers have suggested that seemingly contradictory personal attributes may exist simultaneously and may actually work together to produce positive outcomes. Results from survey data from followers and leaders working for a large health insurance organization showed that the interaction of leader narcissism and leader humility is associated with perceptions of leader effectiveness, follower job engagement, and subjective and objective follower job performance. Together, these results suggest that narcissistic leaders can have positive effects on followers when their narcissism is tempered by humility. (c) 2015 APA, all rights reserved).

Genotypes of JC virus, DNA of cytomegalovirus, and proviral DNA of human immunodeficiency virus in eyes of acquired immunodeficiency syndrome patients.

PubMed

Eberwein, Philipp; Hansen, Lutz L; Agostini, Hansjürgen T

2005-02-01

JC virus (JCV) is a human polyomavirus that exists in at least eight different genotypes as a result of coevolution with different human populations all over the world. Well adapted to its host, it usually persists in the kidneys and possibly the brain. If the host becomes immunodeficient, JCV can cause the fatal demyelinating disease progressive multifocal leukoencephalopathy (PML). There is increasing evidence that JCV is transactivated by cytomegalovirus (CMV) and the human immunodeficiency virus (HIV). Both CMV and HIV can infect the retina of acquired immunodeficiency syndrome (AIDS) patients, causing severe necrosis in the case of CMV retinitis or a mild HIV-associated vasculopathy, with bleeding and cotton wool spots. The authors therefore investigated by polymerase chain reaction (PCR) whether DNA of these three viruses was detectable in paraffin-embedded eyes of AIDS patients with a clinical history of CMV retinitis. From a total of 65 eyes, JCV was detected in 21 (32%). Thirty-six (55%) were positive for CMV and 6 (9%) for proviral DNA of HIV. JCV and CMV were found in 13 eyes, JCV and HIV in 3 eyes, CMV and HIV in 1 eye, and DNA from all three viruses in 1 eye. The JCV genotypes were types 1A, 2A, 2E, 3, and 4. In 21 eyes of patients without AIDS, only one sample was JCV positive. In conclusion, JCV DNA can be detected in ocular tissue of AIDS patients at a significantly higher level than in eyes of nonimmunosuppressed patients. Further investigations will help to decide if JCV contributes to the retinopathy caused by CMV and HIV.

A recombinant chimeric La Crosse virus expressing the surface glycoproteins of Jamestown Canyon virus is immunogenic and protective against challenge with either parental virus in mice or monkeys.

PubMed

Bennett, R S; Gresko, A K; Nelson, J T; Murphy, B R; Whitehead, S S

2012-01-01

La Crosse virus (LACV) and Jamestown Canyon virus (JCV), family Bunyaviridae, are mosquito-borne viruses that are endemic in North America and recognized as etiologic agents of encephalitis in humans. Both viruses belong to the California encephalitis virus serogroup, which causes 70 to 100 cases of encephalitis a year. As a first step in creating live attenuated viral vaccine candidates for this serogroup, we have generated a recombinant LACV expressing the attachment/fusion glycoproteins of JCV. The JCV/LACV chimeric virus contains full-length S and L segments derived from LACV. For the M segment, the open reading frame (ORF) of LACV is replaced with that derived from JCV and is flanked by the untranslated regions of LACV. The resulting chimeric virus retained the same robust growth kinetics in tissue culture as observed for either parent virus, and the virus remains highly infectious and immunogenic in mice. Although both LACV and JCV are highly neurovirulent in 21 day-old mice, with 50% lethal dose (LD₅₀) values of 0.1 and 0.5 log₁₀ PFU, respectively, chimeric JCV/LACV is highly attenuated and does not cause disease even after intracerebral inoculation of 10³ PFU. Parenteral vaccination of mice with 10¹ or 10³ PFU of JCV/LACV protected against lethal challenge with LACV, JCV, and Tahyna virus (TAHV). The chimeric virus was infectious and immunogenic in rhesus monkeys and induced neutralizing antibodies to JCV, LACV, and TAHV. When vaccinated monkeys were challenged with JCV, they were protected against the development of viremia. Generation of highly attenuated yet immunogenic chimeric bunyaviruses could be an efficient general method for development of vaccines effective against these pathogenic viruses.

Senior Leader Career Management: Implications for Senior Leaders and Organizations

ERIC Educational Resources Information Center

Larkin, Jean

2012-01-01

This qualitative research study across three large consumer products organizations explored career management of senior leaders to gain an understanding of what is important to senior leaders in their careers and what strategies they are using for career management. It also investigated senior leaders' expectations of organizations for career…

The good leader.

PubMed

Bottles, K

2001-01-01

What are the traits of successful leaders and can they be applied to those of us in health care? Leaders must deal with conflict to get a group of people to move in the same direction. Successful leaders learn to have difficult conversations that increase understanding and morale and creatively deal with the inevitable interpersonal conflicts present in every organization made up of people. Another useful trait for a leader during uncertain and chaotic times is the ability to see things as they really are, rather than as we wish or believe them to be. Successful leaders are also usually optimists who level with their co-workers.

Narcissistic leaders: An asset or a liability? Leader visibility, follower responses, and group-level absenteeism.

PubMed

Nevicka, Barbara; Van Vianen, Annelies E M; De Hoogh, Annebel H B; Voorn, Bart C M

2018-03-19

Although narcissists often emerge as leaders, research has thus far shown inconsistent results on the relationship between leader narcissism and effectiveness in the eyes of followers. Here we draw on leader distance theory (Shamir, 1995) and implicit leader theory (Lord & Maher, 1991) to propose that followers' assessment of a narcissistic leader and followers' overall job attitudes depend on the leader's visibility to the followers. The more opportunities followers have to observe narcissistic leaders the more they will experience these leaders' toxic behavior (e.g., exploitativeness) and the less they will perceive the leader as effective. To test our hypotheses we collected multisource, longitudinal data from 175 retail stores and obtained subjective (followers' perceptions of leader effectiveness and their overall job attitudes) as well as objective (leaders' organizational experience at time of hire, employee absenteeism trends) indices of leader functionality. Results showed that narcissistic leaders had less organizational experience at the time they were hired. Moreover, when followers had fewer opportunities to observe their leader, leader narcissism was positively related to perceived leadership effectiveness and job attitudes. However, when followers had more opportunity to observe their leader, the positive relationship disappeared. Finally, leader narcissism was neither positively nor negatively associated with absenteeism, whereas absenteeism declined over time under non-narcissistic leaders. These findings advance our knowledge of how followers respond to narcissistic leaders and how these leaders function in organizational settings where they have legitimate positions of power. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

Elementary Mathematics Leaders

ERIC Educational Resources Information Center

Fennell, Francis; Kobett, Beth McCord; Wray, Jonathan A.

2013-01-01

Elementary school mathematics leaders often come to the realization that their position, however titled and determined, although dedicated to addressing needs in math teaching and learning, also entails and directly involves leadership. Elementary school math specialists/instructional leaders (referenced here as elementary mathematics leaders, or…

The full genome sequence of three strains of Jamestown Canyon virus and their pathogenesis in mice or monkeys

PubMed Central

2011-01-01

Background Jamestown Canyon virus (JCV), family Bunyaviridae, is a mosquito-borne pathogen endemic in the United States and Canada that can cause encephalitis in humans and is considered an emerging threat to public health. The virus is genetically similar to Inkoo virus circulating in Europe, suggesting that much of the northern hemisphere contains JCV or similar variants. Results We have completed the sequence of three isolates of JCV collected in geographically diverse locations over a 57 year time span. The nucleotide identity for the three strains is 90, 83, and 85% for the S, M, and L segments respectively whereas the percent identify for the predicted amino acid sequences of the N, NSS, M poly, GN, NSM, GC, and L proteins was 97, 91, 94, 98, 91, 94, and 97%, respectively. In Swiss Webster mice, each JCV isolate exhibits low neuroinvasiveness but high infectivity. Two of the three JCV isolates were highly neurovirulent after IC inoculation whereas one isolate, JCV/03/CT, exhibited low neurovirulence. In rhesus monkeys, JCV infection is accompanied by a low-titered viremia, lack of clinical disease, but a robust neutralizing antibody response. Conclusions The first complete sequence of JCV is reported for three separate isolates, and a relatively high level of amino acid sequence conservation was observed even for viruses isolated 57 years apart indicating that the virus is in relative evolutionary stasis. JCV is highly infectious for mice and monkeys, and these animals, especially mice, represent useful experimental hosts for further study. PMID:21435230

The Emotional Intelligence of Leaders as Antecedent to Leader-Member Exchanges: A Field Study

ERIC Educational Resources Information Center

Barbuto, John E., Jr.; Bugenhagen, Marilyn J.

2009-01-01

Eighty elected leaders and 388 followers were sampled to test the relationships between leaders' emotional intelligence and the quality of leader-member exchange. Results of the field study found a significant relationship between leaders' emotional intelligence (total) and leader-member exchange quality. Specific subscales of emotional…

Analysis of JC virus DNA replication using a quantitative and high-throughput assay

DOE Office of Scientific and Technical Information (OSTI.GOV)

Shin, Jong; Phelan, Paul J.; Chhum, Panharith

2014-11-15

Progressive Multifocal Leukoencephalopathy (PML) is caused by lytic replication of JC virus (JCV) in specific cells of the central nervous system. Like other polyomaviruses, JCV encodes a large T-antigen helicase needed for replication of the viral DNA. Here, we report the development of a luciferase-based, quantitative and high-throughput assay of JCV DNA replication in C33A cells, which, unlike the glial cell lines Hs 683 and U87, accumulate high levels of nuclear T-ag needed for robust replication. Using this assay, we investigated the requirement for different domains of T-ag, and for specific sequences within and flanking the viral origin, in JCVmore » DNA replication. Beyond providing validation of the assay, these studies revealed an important stimulatory role of the transcription factor NF1 in JCV DNA replication. Finally, we show that the assay can be used for inhibitor testing, highlighting its value for the identification of antiviral drugs targeting JCV DNA replication. - Highlights: • Development of a high-throughput screening assay for JCV DNA replication using C33A cells. • Evidence that T-ag fails to accumulate in the nuclei of established glioma cell lines. • Evidence that NF-1 directly promotes JCV DNA replication in C33A cells. • Proof-of-concept that the HTS assay can be used to identify pharmacological inhibitor of JCV DNA replication.« less

Analysis of JC virus DNA replication using a quantitative and high-throughput assay

PubMed Central

Shin, Jong; Phelan, Paul J.; Chhum, Panharith; Bashkenova, Nazym; Yim, Sung; Parker, Robert; Gagnon, David; Gjoerup, Ole; Archambault, Jacques; Bullock, Peter A.

2015-01-01

Progressive Multifocal Leukoencephalopathy (PML) is caused by lytic replication of JC virus (JCV) in specific cells of the central nervous system. Like other polyomaviruses, JCV encodes a large T-antigen helicase needed for replication of the viral DNA. Here, we report the development of a luciferase-based, quantitative and high-throughput assay of JCV DNA replication in C33A cells, which, unlike the glial cell lines Hs 683 and U87, accumulate high levels of nuclear T-ag needed for robust replication. Using this assay, we investigated the requirement for different domains of T-ag, and for specific sequences within and flanking the viral origin, in JCV DNA replication. Beyond providing validation of the assay, these studies revealed an important stimulatory role of the transcription factor NF1 in JCV DNA replication. Finally, we show that the assay can be used for inhibitor testing, highlighting its value for the identification of antiviral drugs targeting JCV DNA replication. PMID:25155200

The impact of previous leaders on the evaluation of new leaders: an alternative to prototype matching.

PubMed

Ritter, Barbara A; Lord, Robert G

2007-11-01

In 2 studies, this research demonstrated the existence of leader transference, a cognitive process whereby mental representations of previous leaders are activated and used for evaluation when new, similar leaders are encountered. The 1st study demonstrated that exposure to a new leader who was similar to a past leader led to erroneous generalization of leader characteristics and associated underlying attributions. The 2nd study showed that expectations of just treatment and abuse were also subject to transfer from old to new, similar leaders, although positive and negative affective responses were not. Results suggested that individuals exposed to a leader who was not reminiscent of an old leader were more likely to use a general leader prototype to form leader expectations, whereas individuals exposed to a leader who was similar to an old leader activated a significant other mental representation for use in making judgments. These results have implications for individual- and relational-level processes as characterized by implicit leadership theory and leader-member exchange theory as well as macro theories of leader succession and organizational culture change. (c) 2007 APA

DNA sequence analysis of simian virus 40 mutants with deletions mapping in the leader region of the late viral mRNA's: mutants with deletions similar in size and position exhibit varied phenotypes.

PubMed

Barkan, A; Mertz, J E

1981-02-01

The nucleotide sequences of 10 viable yet partially defective deletion mutants of simian virus 40 were determined. The deletions mapped within, and, in many cases, 5' to, the predominant leader sequence of the late viral mRNA's. They ranged from 74 to 187 nucleotide pairs in length. Six of the mutants had lost the sequence that corresponds to the "cap" site (5' terminus) of the most abundant class of 16S mRNA's. One of these mutants had a deletion that extended 103 nucleotide pairs into the region preceding this primary cap site and, therefore, was missing many secondary cap sites as well. A seventh mutant lacked the entire major 16S leader sequence except for the first six nucleotides at its 5' end and the last nine at its 3' end. Although these mutants differed in the size and position of their deletions, we were unable to discover any simple correlations between their growth characteristics and their DNA sequences. This finding indicates that the secondary structures of the RNA transcripts may play a more important role than the exact nucleotide sequence of the RNAs in determining how they function within the cell.

Adenovirus is a key pathogen in hemorrhagic cystitis associated with bone marrow transplantation.

PubMed

Akiyama, H; Kurosu, T; Sakashita, C; Inoue, T; Mori Si; Ohashi, K; Tanikawa, S; Sakamaki, H; Onozawa, Y; Chen, Q; Zheng, H; Kitamura, T

2001-05-01

Late-onset hemorrhagic cystitis (HC) is a well-known complication of bone marrow transplantation (BMT) that is mainly attributed to infection with BK virus (BKV) and adenovirus (AdV). From 1986 through 1998, 282 patients underwent BMT, and 45 of them developed HC. Urine samples tested positive for AdV in 26 patients, of which 22 showed virus type 11. Among patients who underwent allogeneic BMT, logistic regression analysis revealed acute graft-versus-host disease (grade, > or = 2) to be the most significant predictive factor for HC (P < .0001). In addition, a total of 193 urine samples regularly obtained from 26 consecutive patients who underwent allogeneic BMT were examined for BKV, JC virus (JCV), and AdV by means of polymerase chain reaction. Of patients without HC, approximately 30% of the specimens tested positive for BKV (58 samples) and JCV (55 samples), whereas 5 (3%) tested positive for AdV. Of the 3 samples obtained from patients with HC, the numbers of positive results for BKV, JCV, and AdV were 3, 1, and 1, respectively; the numbers of positive results increased to 14 of 17, 9 of 17, and 10 of 17, respectively, when we added another 14 samples obtained from 14 patients with HC (P < .0001, P = .026, and P < .0001, respectively). In conclusion, there was significant correlation between AdV and HC in the patients we studied.

Not even the past: The joint influence of former leader and new leader during leader succession in the midst of organizational change.

PubMed

Zhao, Helen H; Seibert, Scott E; Taylor, M Susan; Lee, Cynthia; Lam, Wing

2016-12-01

Leader succession often occurs during organizational change processes, but the implications of leader succession, in terms of reactions to the change, rarely have been investigated. Employee attitudes and behaviors during organizational change may be influenced jointly by a former leader who recently has transitioned out of the team and the new leader who recently has transitioned into it. We predict an interaction between former and new leaders' transformational leadership on employees' behavioral resistance to and support for change. On the basis of contrast effect theory, a highly transformational former leader constrains the potential effectiveness of the new leader, but a former leader low in transformational leadership enhances this potential effectiveness. We also propose conditional indirect effects transmitted through commitment to the changing organization. Our research was conducted in a large Chinese hospitality organization that was implementing radical organizational change, during which virtually all aspects of processes and products are changed. We collected a 2-wave multisource data from employees who had recently experienced a leader succession and their newly assigned leaders. On the basis of a final sample of 203 employees from 22 teams, we found empirical support for the proposed interaction effects. The conditional indirect effects were also consistent with our expectations, but the effect on behavioral resistance to change was stronger than the effect on behavioral support for change. (PsycINFO Database Record (c) 2016 APA, all rights reserved).

Mutations Allow JC Polyomaviruses to Elude Antibody Recognition | Center for Cancer Research

Cancer.gov

JC polyomavirus (JCV) infects the urinary tract of most adults. In healthy individuals, JCV infection does not cause noticeable symptoms. However, in those with compromised immune systems, JCV can cause a lethal brain disease called progressive multifocal leukoencephalopathy (PML). Data from a recently approved assay to detect serum antibodies specific for the JCV protein VP1 revealed that patients with antibodies are at increased risk of developing PML. At the same time, sequencing studies of JCV in cerebrospinal fluid (CSF) identified a number of mutations in VP1. Christopher Buck, Ph.D., and Diana Pastrana, Ph.D., of CCR’s Laboratory of Cellular Oncology, and their colleagues hypothesized that the VP1 mutations could allow the virus to evade antibody-mediated elimination.

Sustaining leaders of cancer support groups: the role, needs, and difficulties of leaders.

PubMed

Butow, Phyllis; Ussher, Jane; Kirsten, Laura; Hobbs, Kim; Smith, Katharine; Wain, Gerald; Sandoval, Mirjana; Stenlake, Annie

2005-01-01

Cancer support groups are an important source of support for cancer patients, yet little is known about the characteristics of, and barriers to, effective leadership, and the training needs of both professionally trained and untrained leaders. This study explored the views of 179 leaders of 184 cancer support groups in NSW, Australia, regarding these issues. Four hundred and sixteen members of 50 groups selected from the larger cohort completed questionnaires eliciting the importance of group processes, including leader qualities, and satisfaction with group leadership. Finally, members of nine groups participated in focus groups regarding effective group processes. The importance of the leader(s) was emphasized in all stages of the research. Fifty-nine percent of group leaders were currently experiencing a difficulty, primarily related to infrastructure or group process. Three characteristics of effective leaders were identified: educational qualities, facilitation skills, and personal qualities. There is clearly a need to develop and evaluate effective interventions to maintain leaders in these roles, if the proven benefits for cancer patients are to be protected.

Detection of polyoma virus in brain tissue of patients with progressive multifocal leukoencephalopathy by real-time PCR and pyrosequencing.

PubMed

Beck, Rose C; Kohn, Debra J; Tuohy, Marion J; Prayson, Richard A; Yen-Lieberman, Belinda; Procop, Gary W

2004-03-01

We evaluated 2 methods, a LightCycler PCR assay and pyrosequencing for the detection of the JC polyoma virus (JCV) in fixed brain tissue of 10 patients with and 3 control patients without progressive multifocal leukoencephalopathy (PML). Nucleic acid extraction was performed after deparaffinization and proteinase K digestion. The LightCycler assay differentiates the BK virus (BKV), JCV, and SV40 using melt curve analysis. Conventional PCR was used with the same primers to generate products for pyrosequencing. Two sequencing primers were used that differentiate the polyoma viruses. Seven of 11 biopsies (1 patient had 2 biopsies) with PML were positive for JCV by real-time PCR and/or PCR/pyrosequencing. Three of 4 remaining biopsies were positive by real-time PCR but had melting points between JCV and SV40. The 4 specimens that were negative or atypical by LightCycler PCR were positive by traditional PCR, but 1 had an amplicon of lower molecular weight by gel electrophoresis. These were shown to represent JCV by at least 1 of the 2 pyrosequencing primers. The biopsies from patients without PML were PCR negative. Both the LightCycler and pyrosequencing assays are useful for confirming JCV in brain biopsies from patients with PML, but variant JCVs may require supplementary methods to confirm JCV infection.

JC Virus Mediates Invasion and Migration in Colorectal Metastasis

PubMed Central

Link, Alexander; Shin, Sung Kwan; Nagasaka, Takeshi; Balaguer, Francesc; Koi, Minoru; Jung, Barbara; Boland, C. Richard; Goel, Ajay

2009-01-01

Introduction JC Virus (JCV), a human polyomavirus, is frequently present in colorectal cancers (CRCs). JCV large T-Ag (T-Ag) expressed in approximately half of all CRC's, however, its functional role in CRC is poorly understood. We hypothesized that JCV T-Ag may mediate metastasis in CRC cells through increased migration and invasion. Material and Methods CRC cell lines (HCT116 and SW837) were stably transfected with JCV early transcript sequences cloned into pCR3 or empty vectors. Migration and invasion assays were performed using Boyden chambers. Global gene expression analysis was performed to identify genetic targets and pathways altered by T-Ag expression. Microarray results were validated by qRT-PCR, protein expression analyses and immunohistochemistry. Matching primary CRCs and liver metastases from 33 patients were analyzed for T-Ag expression by immunohistochemistry. Results T-Ag expressing cell lines showed 2 to 3-fold increase in migration and invasion compared to controls. JCV T-Ag expression resulted in differential expression of several genetic targets, including genes that mediate cell migration and invasion. Pathway analysis suggested a significant involvement of these genes with AKT and MAPK signaling. Treatment with selective PI3K/AKT and MAPK pathway inhibitors resulted in reduced migration and invasion. In support of our in-vitro results, immunohistochemical staining of the advanced stage tumors revealed frequent JCV T-Ag expression in metastatic primary tumors (92%) as well as in their matching liver metastasis (73%). Conclusion These data suggest that JCV T-Ag expression in CRC associates with a metastatic phenotype, which may partly be mediated through the AKT/MAPK signaling pathway. Frequent expression of JCV T-Ag in CRC liver metastasis provides further clues supporting a mechanistic role for JCV as a possible mediator of cellular motility and invasion in CRC. PMID:19997600

Teaching Leaders to Lead Themselves: An Emerging Leader Exercise

ERIC Educational Resources Information Center

Chavez, Carolyn I.; Gomez, Claudia; Valenzuela, Marcus; Perera, Yasanthi B.

2017-01-01

This article describes an exercise that allows students to experience and understand the importance of perception in leader emergence. Based on implicit leadership theories, this exercise asks students to provide one another with anonymous feedback about what extent they exhibit various trait-based leader behaviors. This exercise, which can be…

Tracing Jomon and Yayoi ancestries in Japan using ALDH2 and JC virus genotype distributions.

PubMed

Miyamori, Daisuke; Ishikawa, Noboru; Idota, Nozomi; Kakiuchi, Yasuhiro; McLean, Stuart; Kitamura, Tadaichi; Ikegaya, Hiroshi

2015-01-01

According to the dual structure model, the modern Japanese ethnic population consists of a mixture of the Jomon people, who have existed in Japan since at least the New Stone Age, and the Yayoi people, who migrated to western Japan from China around the year 300 bc Some reports show that the Yayoi are linked to a mutation of the aldehyde dehydrogenase 2 gene (ALDH2). Recent viral studies indicate two major groups found in the Japanese population: a group with the CY genotype JC virus (JCV) and a group with the MY genotype JCV. It is unclear whether either genotype of the JC virus is related to the Jomon or Yayoi. In this study, we attempted to detect JCV genotypes and ALDH2 mutations from the DNA of 247 Japanese urine samples to clarify the relationship between the dual structure model and the JCV genotype through ALDH2 mutation analysis and JCV genotyping. The ALDH2 polymorphism among 66 JC virus-positive samples was analyzed, and it was found that the ALDH2 variant is significantly higher in the population with CY genotype JCV (51.5 %) than in the population with the MY genotype (24.2 %) (p < 0.05). From these findings, it may be inferred that the ALDH2 mutation, which is related to the Yayoi, is related to CY genotype JCV. When the Yayoi migrated to the Japanese archipelago, they brought the ALDH2 mutation as well as the CY genotype JCV.

Systematic review of the published data on the worldwide prevalence of John Cunningham virus in patients with multiple sclerosis and neuromyelitis optica.

PubMed

Paz, Sonia Patricia Castedo; Branco, Luciana; Pereira, Marina Alves de Camargo; Spessotto, Caroline; Fragoso, Yara Dadalti

2018-01-01

John Cunningham virus (JCV) is a polyoma virus that infects humans, mainly in childhood or adolescence, and presents no symptomatic manifestations. JCV can cause progressive multifocal leukoencephalopathy (PML) in immunosuppressed individuals, including those undergoing treatment for multiple sclerosis (MS) and neuromyelitis optica (NMO). PML is a severe and potentially fatal disease of the brain. The prevalence of JCV antibodies in human serum has been reported to be between 50.0 and 90.0%. The aim of the present study was to review worldwide data on populations of patients with MS and NMO in order to establish the rates of JCV seropositivity in these individuals. The present review followed the PRISMA (Preferred Reporting Items for Systematic Reviews and Meta-Analyses) guidelines and used the following search terms: "JCV" OR "JC virus" AND "multiple sclerosis" OR "MS" OR "NMO" OR "neuromyelitis optica" AND "prevalence." These terms were searched for both in smaller and in larger clusters of words. The databases searched included PubMed, MEDLINE, SciELO, LILACS, Google Scholar, and Embase. After the initial selection, 18 papers were included in the review. These articles reported the prevalence of JCV antibodies in the serum of patients with MS or NMO living in 26 countries. The systematic review identified data on 29,319 patients with MS/NMO and found that 57.1% of them (16,730 individuals) were seropositive for the anti-JCV antibody (range, 40.0 to 69.0%). The median worldwide prevalence of JCV among adults with MS or NMO was found to be 57.1%.

Leader charisma and affective team climate: the moderating role of the leader's influence and interaction.

PubMed

Hernández Baeza, Ana; Araya Lao, Cristina; García Meneses, Juliana; González Romá, Vicente

2009-11-01

In this study, we evaluate the role of leader charisma in fostering positive affective team climate and preventing negative affective climate. The analysis of a longitudinal database of 137 bank branches by means of hierarchical moderated regression shows that leader charisma has a stronger effect on team optimism than on team tension. In addition, the leader's influence and the frequency of leader-team interaction moderate the relationship between charisma and affective climate. However, whereas the leader's influence enhances the relationship between leader charisma and positive affective climate, the frequency of interaction has counterproductive effects.

Online Leader Training Course: Nebraska Equine Extension Leader Certification

ERIC Educational Resources Information Center

Cottle, Lena; D'Angelo, Nicole

2015-01-01

The Nebraska Equine Advancement Level Leader Certification Program is an online learning tool that clarifies principles of the Nebraska 4-H Equine Advancement Programs. Through an online Moodle course through eXtension.org, 4-H leaders and Extension educators are able to fulfill the certification requirement from any location before allowing youth…

What about the leader? Crossover of emotional exhaustion and work engagement from followers to leaders.

PubMed

Wirtz, Nina; Rigotti, Thomas; Otto, Kathleen; Loeb, Carina

2017-01-01

Although a growing body of research links leadership behavior to follower health, comparatively little is known about the health effects of being in the lead. This longitudinal study of 315 team members and 67 leaders examined the crossover of emotional exhaustion and work engagement from followers to leaders. Leader emotional self-efficacy was tested as a moderator in the crossover process. Multiple regression analyses revealed that followers' work engagement was positively related to leaders' work engagement eight months later, controlling for followers' tenure with the leader, leader gender, autonomy, workload, and work engagement at Time 1. Leaders' emotional self-efficacy did not moderate the crossover of work engagement. Followers' emotional exhaustion was not directly related to leaders' emotional exhaustion over time. We did find a significant interaction effect for follower emotional exhaustion and leader emotional self-efficacy. This study is the first to show that crossover of emotional exhaustion and work engagement can unfold over time from team members to leaders. Main theoretical implications lie in the finding that-in line with job demands-resources theory-followers' psychological states can pose a demand or resource for leaders, and influence their well-being. For practitioners, our results offer valuable insights regarding the design of organizational health interventions as well as leadership development measures. (PsycINFO Database Record (c) 2016 APA, all rights reserved).

The Importance of Volunteer Leaders: An Assessment of Volunteer Leader Competencies Following Volunteer Leader Identification and Training

ERIC Educational Resources Information Center

Morrison, Carley Calico

2017-01-01

Volunteer leaders are an underutilized resource in nonprofit organizations. However, as volunteer directors are stretched to their capacity, others in the organization must provide leadership to volunteers. One way for nonprofit organizations to increase their capacity is to develop the leadership skills of identified volunteer leaders. Because…

Exploring Leader Identity and Development.

PubMed

Priest, Kerry L; Middleton, Eric

2016-01-01

Taking on a leader identity can be a motivating force for pursuing leader development. This chapter explores the reciprocal and recursive nature of identity development and leader development, emphasizing how shifting views of self influence one's motivation to develop as a leader. © 2016 Wiley Periodicals, Inc., A Wiley Company.

Leaders who create change and those who manage it. How leaders limit success.

PubMed

Bruhn, John G

2004-01-01

There is no formula for either leading or managing change. Every organization and leader is unique. Leading change, however, is more art than science. Managing change is more science than art. Leading change is not simply a matter of a leader's style or personality; it is a leader's philosophy of how to generate and mobilize the total resources of an organization to enable it to be its best. Managing change, on the other hand, is focused on maintaining stability in an organization and containing the effects of unwanted and unexpected change. Leaders set the limits of success in their organizations by how they manage change. The different approaches of 2 leaders who have created change to correct problems in our health care delivery system are discussed.

Becoming a nursing faculty leader.

PubMed

Young, Patricia K; Pearsall, Catherine; Stiles, Kim A; Horton-Deutsch, Sara

2011-01-01

Academic leaders are one component of a well-prepared faculty that is required to achieve and sustain excellent educational programs. But what is it like to become an academic leader? How does one become a leader? These questions were addressed in an interpretive study in which nurse faculty leaders were interviewed about the experience of becoming a leader. Interview texts were analyzed hermeneutically by a research team to uncover three themes (common, shared experiences): Being Thrust into Leadership, Taking Risks, and Facing Challenges, which are explicated in this article. This study develops the evidence base for leadership preparation at a time when there is a strong need for nursing education leaders in academia.

Career anchors of dentist leaders.

PubMed

Tuononen, Tiina; Lammintakanen, Johanna; Suominen, Anna Liisa

2016-08-01

The work of a health care leader is demanding; in order to cope, leaders need motivation and support. The occurrence of intrinsic factors called career anchors (combination of one's competence, motives and values) could be a contributing factor in dentist leaders' career decisions. The aim of our study was to identify dentist leaders' career anchors and their association to dentist leaders' retention or turnover of the leadership position. Materials were gathered in 2014 via an electronic questionnaire from 156 current (Leaders) or former (Leavers) Finnish dentist leaders. Career anchor evaluation was conducted by the questionnaire and scoring-table taken from Edgar Schein's Career Anchors Self-Assessment. Both the most and the least important career anchors were detected by the highest and lowest scores and their occurrence reported as percentages. Associations between career anchor scores and tendency to stay were analyzed with logistic regression. 'Technical/Functional Competence' and 'Lifestyle' were most frequently reported as the most important and 'Entrepreneurial Creativity' and 'General Managerial Competence' as the least important career anchors. However, a higher level of 'General Managerial Competence' anchor was most significantly associated with staying in a leadership position. Instead, 'Pure Challenge' and 'Lifestyle' decreased the odds to stay. The knowledge of the important and essential career anchors of dentist leaders' and individuals' could perform crucial part in career choices and also in planning education, work opportunities and human resource policies promoting retention of dentist leaders and probably also other health care leaders.

Leader-Follower Output Synchronization of Linear Heterogeneous Systems With Active Leader Using Reinforcement Learning.

PubMed

Yang, Yongliang; Modares, Hamidreza; Wunsch, Donald C; Yin, Yixin

2018-06-01

This paper develops optimal control protocols for the distributed output synchronization problem of leader-follower multiagent systems with an active leader. Agents are assumed to be heterogeneous with different dynamics and dimensions. The desired trajectory is assumed to be preplanned and is generated by the leader. Other follower agents autonomously synchronize to the leader by interacting with each other using a communication network. The leader is assumed to be active in the sense that it has a nonzero control input so that it can act independently and update its control to keep the followers away from possible danger. A distributed observer is first designed to estimate the leader's state and generate the reference signal for each follower. Then, the output synchronization of leader-follower systems with an active leader is formulated as a distributed optimal tracking problem, and inhomogeneous algebraic Riccati equations (AREs) are derived to solve it. The resulting distributed optimal control protocols not only minimize the steady-state error but also optimize the transient response of the agents. An off-policy reinforcement learning algorithm is developed to solve the inhomogeneous AREs online in real time and without requiring any knowledge of the agents' dynamics. Finally, two simulation examples are conducted to illustrate the effectiveness of the proposed algorithm.

Nursing science leaders.

PubMed

Ortiz, Mario R

2015-04-01

This introduces the guest author's column on perspectives on the development of leaders in science. The need for leadership in science is discussed and a model for the development of science leaders in nursing is outlined. © The Author(s) 2015.

Who helps the leaders? Difficulties experienced by cancer support group leaders.

PubMed

Kirsten, Laura; Butow, Phyllis; Price, Melanie; Hobbs, Kim; Sunquist, Kendra

2006-07-01

Cancer support groups are an important source of support for cancer patients, yet little is known about the challenges and training needs of both professionally trained and untrained leaders. The aim of this study was to discover the difficulties experienced and training desired by cancer support group leaders. Twenty-seven leaders of 34 cancer support groups participated in focus groups or individual interviews. Groups were purposively selected as representative of 173 support groups identified in New South Wales which were for adults with cancer and/or their adult carers and were not therapeutic or education-only groups. Difficulties identified included dealing with people's different communication styles and needs; dealing with recurrence, metastases and death; practical issues, including resources, setting the programme and funding security; maintaining personal balance and preventing burn out; establishing group credibility; dealing with group cycles; and leading groups in rural areas. Leaders also identified benefits and rewards from group leadership such as contributing to others' well-being, self-development and insight into others' lives. Non-professionally trained leaders experienced more difficulties, particularly in dealing with group process and practical issues. Difficulties identified were related both to working with a cancer population specifically and to working with groups in general. While some issues were common to both health professionals and non-health professionals, non-health professionals reported greater supportive needs. Clear guidelines, targeted training and development of better methods of support to reduce the stress and burn out experienced by group leaders are needed.

Remembering the Leaders of China.

PubMed

Fu, Mingchen; Xue, Yan; DeSoto, K Andrew; Yuan, Ti-Fei

2016-01-01

In two studies, we examined Chinese students' memory for the names of the leaders of China. In Study 1, subjects were cued with the names of periods from China's history. Subjects listed as many leaders as possible from each period and put them in the correct ordinal position when they could (see Roediger and DeSoto, 2014). Results showed that within each period, a primacy effect and sometimes a recency effect emerged. Moreover, the average recall probability for leaders within a specific period was a function of the ordinal position of the period. In Study 2, we asked another group of subjects to identify the sources through which they were able to recall each leader. We found that most subjects remembered leaders due to class and coursework. We also found a relation between a leader's recall probability and the amount of information available on that leader on the Internet. Our findings further imply that the serial position function captures the form of collective memory.

Improved Survival of HIV-1-Infected Patients with Progressive Multifocal Leukoencephalopathy Receiving Early 5-Drug Combination Antiretroviral Therapy

PubMed Central

Hendel-Chavez, Houria; Dulioust, Anne; Pakianather, Sophie; Mazet, Anne-Aurélie; de Goer de Herve, Marie-Ghislaine; Lancar, Rémi; Lascaux, Anne-Sophie; Porte, Lydie; Delfraissy, Jean-François; Taoufik, Yassine

2011-01-01

Background Progressive multifocal leukoencephalopathy (PML), a rare devastating demyelinating disease caused by the polyomavirus JC (JCV), occurs in severely immunocompromised patients, most of whom have advanced-stage HIV infection. Despite combination antiretroviral therapy (cART), 50% of patients die within 6 months of PML onset. We conducted a multicenter, open-label pilot trial evaluating the survival benefit of a five-drug cART designed to accelerate HIV replication decay and JCV-specific immune recovery. Methods and Findings All the patients received an optimized cART with three or more drugs for 12 months, plus the fusion inhibitor enfuvirtide during the first 6 months. The main endpoint was the one-year survival rate. A total of 28 patients were enrolled. At entry, median CD4+ T-cell count was 53 per microliter and 86% of patients had detectable plasma HIV RNA and CSF JCV DNA levels. Seven patients died, all before month 4. The one-year survival estimate was 0.75 (95% confidence interval, 0.61 to 0.93). At month 6, JCV DNA was undetectable in the CSF of 81% of survivors. At month 12, 81% of patients had undetectable plasma HIV RNA, and the median CD4+ T-cell increment was 105 per microliter. In univariate analysis, higher total and naive CD4+ T-cell counts and lower CSF JCV DNA level at baseline were associated with better survival. JCV-specific functional memory CD4+ T-cell responses, based on a proliferation assay, were detected in 4% of patients at baseline and 43% at M12 (P = 0.008). Conclusions The early use of five-drug cART after PML diagnosis appears to improve survival. This is associated with recovery of anti-JCV T-cell responses and JCV clearance from CSF. A low CD4+ T-cell count (particularly naive subset) and high JCV DNA copies in CSF at PML diagnosis appear to be risk factors for death. Trial Registration ClinicalTrials.gov NCT00120367 PMID:21738597

On the Transition from Initial Leader to Stepped Leader in Negative Cloud-to-ground Lightning

NASA Astrophysics Data System (ADS)

Stolzenburg, M.; Marshall, T. C.; Karunarathne, S.; Orville, R. E.

2017-12-01

High-speed video and electric field change (E-change) data are used to describe the first 5 ms of a natural negative cloud-to-ground (CG) flash. These observations reveal differences in appearance of both the video luminosity and the E-change pulses before the leader transitions to propagating as a negative stepped leader (SL). During the initial breakdown (IB) stage, the initial leader advances intermittently forward in jumps of 78-175 m, at intervals of 100-280 μs, and in separate bursts that are bright for a few 20-μs video frames. The IB pulses accompanying these luminosity bursts have long duration, large amplitude, and a characteristic bipolar shape in nearby E-change observations. In the time between IB pulses, the initial leader is very dim or not visible during the earliest 1-2 ms of the IB stage. Over the next few milliseconds, the leader propagation transitions to an early SL phase, in which the leader tips advance 20-59 m forward at more regular intervals of 40-80 μs during relatively dim and brief steps. In the E-change data, the accompanying SL pulses have very short duration, small amplitude, and are typically unipolar. These data indicate that when the entire initial leader length behind the lower end begins to remain illuminated between bursts, the propagation mode changes from IB bursts to SL steps, and the IB stage ends. Additional differences in initial leader character are evident during the return stroke, as its luminosity speed decreases sharply upon reaching the topmost initial leader section of the channel, and that section of channel does not saturate the video intensity. Results of these analyses support a prior hypothesis that the early initial leader development occurs in the absence of a continuously hot channel, and consequently, the initial leader propagation is unlike the self-propagating advance of the later stepped leader.

Army Leader Development Strategy: Developing Brigade Level Leaders through Balance, Emphasis, and Approach

DTIC Science & Technology

2014-06-13

accompanying assumption is that over a decade of 5 combat operations has created gaps in leader development visible at all levels of leadership. The third...future potential will steer leaders toward positions based on their aptitude rather than their previous experience and performance. This would...provides no metrics for determining how well leader development is understood from a pedagogical perspective. Lastly, responses indicate that a

Leaders and Leadership in Academe.

ERIC Educational Resources Information Center

Vroom, Victor H.

1983-01-01

Four contingency theories of leadership are explored and contrasted. Predictions of leader types and leader behaviors that would follow from each are counterposed. External functions of the leader and interactions with organizational members who are not subordinates are discussed. (Author/MLW)

Lessons from Leaders.

ERIC Educational Resources Information Center

Schuh, John H.

2002-01-01

A semistructured interview protocol was used to present perspectives on leadership from five national leaders in student affairs. Several major themes emerged. Issues were discussed about leaderships; how they manage difficulties; what work were they most proud of; and what was their advice for aspiring leaders. Reviews limitations and…

The Inspirational Leader

ERIC Educational Resources Information Center

Benigni, Mark D.; Hughes, Mark A

2012-01-01

Amid the focus on improved standardized test scores, differentiated instruction, value-added initiatives and improved teacher evaluation, one must not ignore an education leader's need to inspire and be inspired. But how do education leaders inspire their students and teachers during some of the most difficult economic times the nation has ever…

Leadership behaviors of athletic training leaders compared with leaders in other fields.

PubMed

Laurent, Timothy G; Bradney, Debbie A

2007-01-01

Athletic trainers are in positions of leadership. To determine self-reported leadership practices of head athletic trainers (HATCs) and program directors (PDs). Cross-sectional study. Respondents' academic institutions. A total of 238 athletic training leaders completed the Leadership Practices Inventory. Of these, 50.4% (n = 120) were HATCs and 49.6% (n = 118) were PDs; 69.3% (n = 165) were men and 30.7% (n = 73) were women; almost all respondents (97.1%, n = 231) were white. Respondents typically reported having 11 to 15 years of experience as an athletic trainer (n = 57, 23.9%) and being between the ages of 30 and 39 years (n = 109, 45.8%). Categories of leadership behaviors (ie, Model, Inspire, Challenge, Encourage, and Enable) were scored from 1 (almost never) to 10 (almost always). Item scores were summed to compute mean category scores. We analyzed demographic information; used t ratios to compare the data from athletic training leaders (PDs and HATCs) with normative data; compared sex, age, position, ethnicity, and years of experience with leadership practices; and computed mean scores. Athletic training leaders reported using leadership behaviors similar to those of other leaders. The PDs reported using inspiring, challenging, enabling, and encouraging leadership behaviors more often than did the HATCs. No differences were found by ethnicity, age, years of experience, or leadership practices. Athletic training leaders are transformational leaders. Athletic training education program accreditation requirements likely account for the difference in leadership practices between PDs and HATCs.

What Is an Innovative Educational Leader?

ERIC Educational Resources Information Center

Marron, Joseph M.; Cunniff, Dan

2014-01-01

This paper outlined the traits of an innovative educational leader in our changing society. It discussed the difference in a manager and leader, as well as the specific dispositions that differentiate the innovative educational leader from what many consider the average leader. The authors used the acronym "HELPSS" to highlight the…

Responsible leader behavior in health sectors.

PubMed

Longest, Beaufort

2017-02-06

Purpose The purpose of this paper is to expand attention to responsible leader behavior in the world's health sectors by explaining how this concept applies to health sectors, considering why health sector leaders should behave responsibly, reviewing how they can do so, and asserting potential impact through an applied example. Design/methodology/approach This paper is a viewpoint, reflecting conceptualizations rooted in leadership literature which are then specifically applied to health sectors. A definition of responsible leader behavior is affirmed and applied specifically in health sectors. Conceptualizations and viewpoints about practice of responsible leader behavior in health sectors and potential consequences are then discussed and asserted. Findings Leadership failures and debacles found in health, but more so in other sectors, have led leadership researchers to offer insights, many of them empirical, into the challenges of leadership especially by more clearly delineating responsible leader behavior. Practical implications Much of what has been learned in the research about responsible leader behavior offers pathways for health sector leaders to more fully practice responsible leadership. Social implications This paper asserts and provides a supporting example that greater levels of responsible leader behavior in health sectors hold potentially important societal benefits. Originality/value This paper is the first to apply emerging conceptualizations and early empirical findings about responsible leader behavior specifically to leaders in health sectors.

Christian School Leaders and Spirituality

ERIC Educational Resources Information Center

Banke, Susan; Maldonado, Nancy; Lacey, Candace H.

2012-01-01

This phenomenological study examined the spiritual experiences of Christian school leaders who are the spiritual leaders of their schools. A purposeful, nominated sample of 12 Christian school leaders was selected. In-depth, open-ended interviews were conducted, audio taped, and then transcribed verbatim. Data analysis was based on Rudestam and…

One member, two leaders: extending leader-member exchange theory to a dual leadership context.

PubMed

Vidyarthi, Prajya R; Erdogan, Berrin; Anand, Smriti; Liden, Robert C; Chaudhry, Anjali

2014-05-01

In this study, we develop and test a model that extends leader-member exchange (LMX) theory to a dual leadership context. Drawing upon relative deprivation theory, we assert that when employees work for 2 leaders, each relationship exists within the context of the other relationship. Thus, the level of alignment or misalignment between the 2 relationships has implications for employees' job satisfaction and voluntary turnover. Employing polynomial regression on time-lagged data gathered from 159 information technology consultants nested in 26 client projects, we found that employee outcomes are affected by the quality of the relationship with both agency and client leaders, such that the degree of alignment between the 2 LMXs explained variance in outcomes beyond that explained by both LMXs. Results also revealed that a lack of alignment in the 2 LMXs led to asymmetric effects on outcomes, such that the relationship with agency leader mattered more than the relationship with one's client leader. Finally, frequency of communication with the agency leader determined the degree to which agency LMX affected job satisfaction in the low client LMX condition. (c) 2014 APA, all rights reserved.

Leadership Behaviors of Athletic Training Leaders Compared With Leaders in Other Fields

PubMed Central

Laurent, Timothy G; Bradney, Debbie A

2007-01-01

Context: Athletic trainers are in positions of leadership. Objective: To determine self-reported leadership practices of head athletic trainers (HATCs) and program directors (PDs). Design: Cross-sectional study. Setting: Respondents' academic institutions. Patients or Other Participants: A total of 238 athletic training leaders completed the Leadership Practices Inventory. Of these, 50.4% (n = 120) were HATCs and 49.6% (n = 118) were PDs; 69.3% (n = 165) were men and 30.7% (n = 73) were women; almost all respondents (97.1%, n = 231) were white. Respondents typically reported having 11 to 15 years of experience as an athletic trainer (n = 57, 23.9%) and being between the ages of 30 and 39 years (n = 109, 45.8%). Main Outcome Measure(s): Categories of leadership behaviors (ie, Model, Inspire, Challenge, Encourage, and Enable) were scored from 1 (almost never) to 10 (almost always). Item scores were summed to compute mean category scores. We analyzed demographic information; used t ratios to compare the data from athletic training leaders (PDs and HATCs) with normative data; compared sex, age, position, ethnicity, and years of experience with leadership practices; and computed mean scores. Results: Athletic training leaders reported using leadership behaviors similar to those of other leaders. The PDs reported using inspiring, challenging, enabling, and encouraging leadership behaviors more often than did the HATCs. No differences were found by ethnicity, age, years of experience, or leadership practices. Conclusions: Athletic training leaders are transformational leaders. Athletic training education program accreditation requirements likely account for the difference in leadership practices between PDs and HATCs. PMID:17597953

Leader emergence through interpersonal neural synchronization.

PubMed

Jiang, Jing; Chen, Chuansheng; Dai, Bohan; Shi, Guang; Ding, Guosheng; Liu, Li; Lu, Chunming

2015-04-07

The neural mechanism of leader emergence is not well understood. This study investigated (i) whether interpersonal neural synchronization (INS) plays an important role in leader emergence, and (ii) whether INS and leader emergence are associated with the frequency or the quality of communications. Eleven three-member groups were asked to perform a leaderless group discussion (LGD) task, and their brain activities were recorded via functional near infrared spectroscopy (fNIRS)-based hyperscanning. Video recordings of the discussions were coded for leadership and communication. Results showed that the INS for the leader-follower (LF) pairs was higher than that for the follower-follower (FF) pairs in the left temporo-parietal junction (TPJ), an area important for social mentalizing. Although communication frequency was higher for the LF pairs than for the FF pairs, the frequency of leader-initiated and follower-initiated communication did not differ significantly. Moreover, INS for the LF pairs was significantly higher during leader-initiated communication than during follower-initiated communications. In addition, INS for the LF pairs during leader-initiated communication was significantly correlated with the leaders' communication skills and competence, but not their communication frequency. Finally, leadership could be successfully predicted based on INS as well as communication frequency early during the LGD (before half a minute into the task). In sum, this study found that leader emergence was characterized by high-level neural synchronization between the leader and followers and that the quality, rather than the frequency, of communications was associated with synchronization. These results suggest that leaders emerge because they are able to say the right things at the right time.

Polyoma virus JC DNA detection by polymerase chain reaction in CSF of HIV infected patients with suspected progressive multifocal leukoencephalopathy.

PubMed

Giri, J A; Gregoresky, J; Silguero, P; García Messina, O; Planes, N

2001-01-01

Several studies had previously demonstrated the high sensitivity and specificity of JCV DNA detection in CSF by PCR. This paper reported the implementation of a simple PCR procedure to detect JCV in the CSF in a cohort of HIV-1 infected patients from Argentina. Years ago, the confirmatory diagnosis of this disease was made by in-situ hybridization or immunohistochemistry techniques on brain biopsies. The PCR procedure described here improves the diagnosis of PML because it is simple and noninvasive, and allows the differential diagnosis of PML from other neurological syndromes associated with AIDS. Many recent studies report a significant benefit of combined antiretroviral therapy on the survival of HIV patients without clear neurological improvements. A negative correlation has been described between the concentration of JCV in the CSF and survival time in HIV-1 infected patients, and the level of immune depression may influence JCV replication. This suggests that a single CSF JCV viral load determination during the course of PML disease progression may be of prognostic value for managing HIV patients.

The dynamics of herpesvirus and polyomavirus reactivation and shedding in healthy adults: a 14-month longitudinal study

NASA Technical Reports Server (NTRS)

Ling, Paul D.; Lednicky, John A.; Keitel, Wendy A.; Poston, David G.; White, Zoe S.; Peng, RongSheng; Liu, Zhensheng; Mehta, Satish K.; Pierson, Duane L.; Rooney, Cliona M.;

A mechanism for leader stepping

NASA Astrophysics Data System (ADS)

Ebert, U.; Carlson, B. E.; Koehn, C.

2013-12-01

The stepping of negative leaders is well observed, but not well understood. A major problem consists of the fact that the streamer corona is typically invisible within a thunderstorm, but determines the evolution of a leader. Motivated by recent observations of streamer and leader formation in the laboratory by T.M.P. Briels, S. Nijdam, P. Kochkin, A.P.J. van Deursen et al., by recent simulations of these processes by J. Teunissen, A. Sun et al., and by our theoretical understanding of the process, we suggest how laboratory phenomena can be extrapolated to lightning leaders to explain the stepping mechanism.

A leader's framework for decision making. A leader's framework for decision making.

PubMed

Snowden, David J; Boone, Mary E

2007-11-01

Many executives are surprised when previously successful leadership approaches fail in new situations, but different contexts call for different kinds of responses. Before addressing a situation, leaders need to recognize which context governs it -and tailor their actions accordingly. Snowden and Boone have formed a new perspective on leadership and decision making that's based on complexity science. The result is the Cynefin framework, which helps executives sort issues into five contexts: Simple contexts are characterized by stability and cause-and-effect relationships that are clear to everyone. Often, the right answer is self-evident. In this realm of "known knowns," leaders must first assess the facts of a situation -that is, "sense" it -then categorize and respond to it. Complicated contexts may contain multiple right answers, and though there is a clear relationship between cause and effect, not everyone can see it. This is the realm of "known unknowns." Here, leaders must sense, analyze, and respond. In a complex context, right answers can't be ferreted out at all; rather, instructive patterns emerge if the leader conducts experiments that can safely fail. This is the realm of "unknown unknowns," where much of contemporary business operates. Leaders in this context need to probe first, then sense, and then respond. In a chaotic context, searching for right answers is pointless. The relationships between cause and effect are impossible to determine because they shift constantly and no manageable patterns exist. This is the realm of unknowables (the events of September 11, 2001, fall into this category). In this domain, a leader must first act to establish order, sense where stability is present, and then work to transform the situation from chaos to complexity. The fifth context, disorder, applies when it is unclear which of the other four contexts is predominant. The way out is to break the situation into its constituent parts and assign each to one of the

A Comparison of Student Leader and Non Leader Attitudes Toward Legalizing Marihuana

ERIC Educational Resources Information Center

Bittner, John R.; Cash, William B.

1971-01-01

The data tends to imply that campus leaders have attitudes on the issue of marihuana legalization which conform to the norms of a major midwestern university sampling. Drug education programs might include student leaders with local credibility and who may possess attitudes very similar to their peers. (Author/BY)

On angry leaders and agreeable followers. How leaders' emotions and followers' personalities shape motivation and team performance.

PubMed

Van Kleef, Gerben A; Homan, Astrid C; Beersma, Bianca; van Knippenberg, Daan

2010-12-01

Do followers perform better when their leader expresses anger or when their leader expresses happiness? We propose that this depends on the follower's level of agreeableness. Anger is associated with hostility and conflict-states that are at odds with agreeable individuals' goals. Happiness facilitates affiliation and positive relations-states that are in line with agreeable individuals' goals. Accordingly, the two studies we conducted showed that agreeableness moderates the effects of a leader's emotional displays. In a scenario study, participants with lower levels of agreeableness responded more favorably to an angry leader, whereas participants with higher levels of agreeableness responded more favorably to a neutral leader. In an experiment involving four-person teams, teams composed of participants with lower average levels of agreeableness performed better when their leader expressed anger, whereas teams composed of participants with higher average levels of agreeableness performed better when their leader expressed happiness. Team performance was mediated by experienced workload, which was highest among agreeable followers with an angry leader. Besides having important practical implications, the findings shed new light on the fundamental question of how emotional expressions regulate social behavior.

Leader social accounts of subordinates' unethical behavior: Examining observer reactions to leader social accounts with moral disengagement language.

PubMed

Dang, Carolyn T; Umphress, Elizabeth E; Mitchell, Marie S

2017-10-01

When providing social accounts (Sitkin & Bies, 1993) for the unethical conduct of subordinates, leaders may use language consistent with cognitive strategies described by Bandura (1991, 1999) in his work on moral disengagement. That is, leader's social accounts may reframe or reconstrue subordinates' unethical conduct such that it appears less reprehensible. We predict observers will respond negatively to leaders when they use moral disengagement language within social accounts and, specifically, observers will ostracize these leaders. In addition, we predict that observer moral disengagement propensity moderates this effect, such that the relationship between leaders' use of moral disengagement language within a social account and ostracism is stronger when observer moral disengagement propensity is lower versus higher. Finally, we predict that the reason why observers ostracize the leader is because observers perceive the leader's social account with moral disengagement language as unethical. Thus, perceived leader social account ethicality is predicted to mediate the interaction effect of leader's use of moral disengagement language within social accounts and observer moral disengagement propensity on ostracism. Results from an experiment and field study support our predictions. Implications for theory and practice are discussed. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

Teacher Leader Administrators: Part 3 of a Symposium on Teachers as Leaders

ERIC Educational Resources Information Center

Smulyan, Lisa; Green, Jarrod; Lunstead, Jennifer; Norris, Becki

2017-01-01

In this latest continuation of our multipart symposium on teacher leadership, we examine what happens when self-defined teacher leaders become school administrators. Do teacher leaders who become administrators maintain a teacher identity? Can they remain committed to their vision of teacher leadership when they take on the normative requirements…

Resilient Women Educational Leaders in Turbulent Times: Applying the Leader Resilience Profile® to Assess Women's Leadership Strengths

ERIC Educational Resources Information Center

Reed, Diane E.; Blaine, Bruce

2015-01-01

Women leaders across the world confront a common challenge: extremely turbulent times that challenge even the most skillful leaders. The paper begins with a brief overview of the meaning of leader resilience and describes the resilience cycle that all leaders experience when adversity strikes. Five phases of the resilience cycle discussed are:…

Creating tomorrow's leaders today: the Emerging Nurse Leaders Program of the Texas Nurses Association.

PubMed

Sportsman, Susan; Wieck, Lynn; Yoder-Wise, Patricia S; Light, Kathleen M; Jordan, Clair

2010-06-01

The Texas Nurses Association initiated an Emerging Nurse Leaders Program as an approach to engaging new nurses in the leadership of the professional association. This article explains the program's origin, the commitment of the Texas Nurses Association to this process, the implementation of the plan, and the discussions that launched a new way of connecting leaders across generations. Further, it is an approach that any professional organization can use to encourage the involvement of new leaders.

The double-edged sword of leader charisma: Understanding the curvilinear relationship between charismatic personality and leader effectiveness.

PubMed

Vergauwe, Jasmine; Wille, Bart; Hofmans, Joeri; Kaiser, Robert B; De Fruyt, Filip

2018-01-01

This study advanced knowledge on charisma by (a) introducing a new personality-based model to conceptualize and assess charisma and by (b) investigating curvilinear relationships between charismatic personality and leader effectiveness. Moreover, we delved deeper into this curvilinear association by (c) examining moderation by the leader's level of adjustment and by (d) testing a process model through which the effects of charismatic personality on effectiveness are explained with a consideration of specific leader behaviors. Study 1 validated HDS charisma (Hogan Development Survey) as a useful trait-based measure of charisma. In Study 2 a sample of leaders (N = 306) were assessed in the context of a 360-degree development center. In line with the too-much-of-a-good-thing effect, an inverted U-shaped relationship between charismatic personality and observer-rated leader effectiveness was found, indicating that moderate levels are better than low or high levels of charisma. Study 3 (N = 287) replicated this curvilinear relationship and further illustrated the moderating role of leader adjustment, in such a way that the inflection point after which the effects of charisma turn negative occurs at higher levels of charisma when adjustment is high. Nonlinear mediation modeling further confirmed that strategic and operational leader behaviors fully mediate the curvilinear relationship. Leaders low on charisma are less effective because they lack strategic behavior; highly charismatic leaders are less effective because they lack operational behavior. In sum, this work provides insight into the dispositional nature of charisma and uncovers the processes through which and conditions under which leader charisma translates into (in)effectiveness. (PsycINFO Database Record (c) 2018 APA, all rights reserved).

Portrait of a Leader.

ERIC Educational Resources Information Center

Mazzarella, Jo Ann; Grundy, Thomas

Chapter 1 of a revised volume on school leadership, this chapter examines several kinds of leader characteristics: inherited traits and those springing from early childhood experience; attitudes toward relationships with other people; and qualities differentiating effective from ineffective leaders. Modern researchers tend to stress nurture over…

How Can the Skills of Early Years Leaders Support Other Leaders in a Primary School Setting?

ERIC Educational Resources Information Center

Mistry, Malini; Sood, Krishan

2017-01-01

This study investigated the leadership skills Early Years leaders demonstrated through their daily practice of teaching, assessing and teamwork within their setting. It explored how revealing the potential of Early Years leaders could have a positive impact on the leadership practice of other leaders in the same setting to improve pupil outcomes.…

Becoming a Professional Leader.

ERIC Educational Resources Information Center

Lemlech, Johanna K., Ed.

This book is about teacher-leaders who work in schools, universities, district and county offices, and other educational institutions and who serve as consultants, mentors, principals, project leaders, and teacher educators. The professional model of teaching emphasizes the role of teachers as informed, responsible decision makers, grounded in the…

Demands for School Leaders

ERIC Educational Resources Information Center

Bradley-Levine, Jill

2016-01-01

This article examines the ways that graduate courses in teacher leadership influenced the ways that teachers described the nature of leadership and their role as educational leaders. Using Foster's (1989) four demands for school leaders as a theoretical framework, participants' perceptions are examined to determine how teachers synthesized their…

Leader Effectiveness Index Manual.

ERIC Educational Resources Information Center

Moss, Jerome, Jr.; And Others

The "Leader Effectiveness Index (LEI) is a multirater instrument designed to assess the effectiveness of leadership performance of vocational educators. It consists of seven items. The first six items are statements of six broad tasks (or responsibilities) of a leader in vocational education: (1) inspires shared vision and establishes…

Identification of a New Human Adenovirus Protein Encoded by a Novel Late l-Strand Transcription Unit▿

PubMed Central

Tollefson, Ann E.; Ying, Baoling; Doronin, Konstantin; Sidor, Peter D.; Wold, William S. M.

2007-01-01

A short open reading frame named the “U exon,” located on the adenovirus (Ad) l-strand (for leftward transcription) between the early E3 region and the fiber gene, is conserved in mastadenoviruses. We have observed that Ad5 mutants with large deletions in E3 that infringe on the U exon display a mild growth defect, as well as an aberrant Ad E2 DNA-binding protein (DBP) intranuclear localization pattern and an apparent failure to organize replication centers during late infection. Mutants in which the U exon DNA is reconstructed have a reversed phenotype. Chow et al. (L. T. Chow et al., J. Mol. Biol. 134:265-303, 1979) described mRNAs initiating in the region of the U exon and spliced to downstream sequences in the late DBP mRNA leader and the DBP-coding region. We have cloned this mRNA (as cDNA) from Ad5 late mRNA; the predicted protein is 217 amino acids, initiating in the U exon and continuing in frame in the DBP leader and in the DBP-coding region but in a different reading frame from DBP. Polyclonal and monoclonal antibodies generated against the predicted U exon protein (UXP) showed that UXP is ∼24K in size by immunoblot and is a late protein. At 18 to 24 h postinfection, UXP is strongly associated with nucleoli and is found throughout the nucleus; later, UXP is associated with the periphery of replication centers, suggesting a function relevant to Ad DNA replication or RNA transcription. UXP is expressed by all four species C Ads. When expressed in transient transfections, UXP complements the aberrant DBP localization pattern of UXP-negative Ad5 mutants. Our data indicate that UXP is a previously unrecognized protein derived from a novel late l-strand transcription unit. PMID:17881437

Statements of IRAQI Communist Leaders.

DTIC Science & Technology

1960-07-19

Leader Abdul Karin Kassem J,.’l ; The Maintenance and Consolidation of Party Idfe Is a Deeply Sincere Policy of Cur Democratic Government STATEMENTS...OF IRAQI COMMUNIST LEADERS 1» Open Letter to His Excellency the Leader Abdul .Karflm Kassem /following is a ^translation of an article by the...they also exercised political influence and thus the fate of the feudalists was linked to the continued exploitation of our wealth, our natural

Impacts of opinion leaders on social contagions

NASA Astrophysics Data System (ADS)

Liu, Quan-Hui; Lü, Feng-Mao; Zhang, Qian; Tang, Ming; Zhou, Tao

2018-05-01

Opinion leaders are ubiquitous in both online and offline social networks, but the impacts of opinion leaders on social behavior contagions are still not fully understood, especially by using a mathematical model. Here, we generalize the classical Watts threshold model and address the influences of the opinion leaders, where an individual adopts a new behavior if one of his/her opinion leaders adopts the behavior. First, we choose the opinion leaders randomly from all individuals in the network and find that the impacts of opinion leaders make other individuals adopt the behavior more easily. Specifically, the existence of opinion leaders reduces the lowest mean degree of the network required for the global behavior adoption and increases the highest mean degree of the network that the global behavior adoption can occur. Besides, the introduction of opinion leaders accelerates the behavior adoption but does not change the adoption order of individuals. The developed theoretical predictions agree with the simulation results. Second, we randomly choose the opinion leaders from the top h % of the highest degree individuals and find an optimal h % for the network with the lowest mean degree that the global behavior adoption can occur. Meanwhile, the influences of opinion leaders on accelerating the adoption of behaviors become less significant and can even be ignored when reducing the value of h % .

Developing Local Community Leaders.

ERIC Educational Resources Information Center

Dyer, Delwyn A.; Williams, Oscar M.

The successful development of local leaders is the goal of leadership training and community development. Development involves defining and developing leadership. Although leader-centered leadership offers few chances of meeting the maintenance needs of the group as a whole, shared leadership allows the group to join in the decision-making…

Portrait of a Leader.

ERIC Educational Resources Information Center

Mazzarella, Jo Ann

Chapter 1 of a volume on school leadership, this chapter looks at research findings concerning the characteristics of leaders. The author begins by looking at those characteristics resulting from accidents of birth or early environmental influences and concludes that leaders are usually more intelligent than nonleaders, not firstborn, used to…

Homegrown Rural School Leaders

ERIC Educational Resources Information Center

Olsen, Dorian Dawn

2017-01-01

Background: Research on rural educational leadership is often overlooked in educational research, specifically within the context of homegrown leaders, or leaders who have been lifelong residents in the districts where they were students, teachers, and now lead as principal. Rural districts face many challenges that differ from urban districts.…

Association of Progressive Multifocal Leukoencephalopathy Lesion Volume With JC Virus Polymerase Chain Reaction Results in Cerebrospinal Fluid of Natalizumab-Treated Patients With Multiple Sclerosis.

PubMed

Wijburg, Martijn T; Kleerekooper, Iris; Lissenberg-Witte, Birgit I; de Vos, Marlieke; Warnke, Clemens; Uitdehaag, Bernard M J; Barkhof, Frederik; Killestein, Joep; Wattjes, Mike P

2018-03-12

The JC virus (JCV) was named after the first patient to be described with progressive multifocal leukoencephalopathy (PML), John Cunningham. Detection of JC virus DNA in cerebrospinal fluid (CSF) by polymerase chain reaction (PCR), and of specific lesions by brain magnetic resonance imaging (MRI), are both considered essential for the diagnosis of natalizumab-associated PML (NTZ-PML) in patients with multiple sclerosis. However, strict pharmacovigilance by MRI can result in detection of patients with small lesions and undetectable JCV DNA in CSF. To investigate the association of PML lesion characteristics on MRI with both qualitative and quantitative JCV PCR results in CSF of patients with NTZ-PML. This was a retrospective, cross-sectional study conducted from January 2007 to December 2014 in patients considered to have NTZ-PML based on a set of predefined criteria. Follow-up was at least 6 months. Data of patients from the Dutch-Belgian NTZ-PML cohort and patients treated at multiple medical centers in Belgium and the Netherlands and selected for research purposes were included as a convenience sample. Brain MRI scans were analyzed for PML lesion volume, location, dissemination, and signs of inflammation. Associations of the qualitative and quantitative CSF JCV PCR results with PML MRI characteristics were calculated. Of the 73 patients screened, 56 were included (37 were women). At inclusion, 9 patients (16.1%) had undetectable JCV DNA in CSF. Patients with a positive PCR had larger total PML lesion volumes than those with undetectable JCV DNA (median volume, 22.9 mL; interquartile range, 9.2-60.4 mL vs median volume, 6.7 mL; interquartile range, 4.9-14.7 mL; P = .008), and logistic regression showed that a lower PML lesion volume significantly increased the probability for undetectable JCV DNA. There was a positive correlation between PML lesion volume and JCV copy numbers (Spearman ρ, 0.32; P = .03). Progressive multifocal leukoencephalopathy lesion

HIV-associated progressive multifocal leukoencephalopathy: longitudinal study of JC virus non-coding control region rearrangements and host immunity.

PubMed

Iannetta, Marco; Bellizzi, Anna; Lo Menzo, Sara; Anzivino, Elena; D'Abramo, Alessandra; Oliva, Alessandra; D'Agostino, Claudia; d'Ettorre, Gabriella; Pietropaolo, Valeria; Vullo, Vincenzo; Ciardi, Maria Rosa

2013-06-01

John Cunningham virus (JCV), the etiological agent of progressive multifocal leukoencephalopathy (PML), contains a hyper-variable non-coding control region usually detected in urine of healthy individuals as archetype form and in the brain and cerebrospinal fluid (CSF) of PML patients as rearranged form. We report a case of HIV-related PML with clinical, immunological and virological data longitudinally collected. On admission (t0), after 8-week treatment with a rescue highly active antiretroviral therapy (HAART), the patient showed a CSF-JCV load of 16,732 gEq/ml, undetectable HIV-RNA and an increase of CD4+ cell count. Brain magnetic resonance imaging (MRI) showed PML-compatible lesions without contrast enhancement. We considered PML-immune reconstitution inflammatory syndrome as plausible because of the sudden onset of neurological symptoms after the effective HAART. An experimental JCV treatment with mefloquine and mirtazapine was added to steroid boli. Two weeks later (t1), motor function worsened and MRI showed expanded lesions with cytotoxic oedema. CSF JCV-DNA increased (26,263 gEq/ml) and JCV viremia was detected. After 4 weeks (t2), JCV was detected only in CSF (37,719 gEq/ml), and 8 weeks after admission (t3), JC viral load decreased in CSF and JCV viremia reappeared. The patient showed high level of immune activation both in peripheral blood and CSF. He died 4 weeks later. Considering disease progression, combined therapy failure and immune hyper-activation, we finally classified the case as classical PML. The archetype variant found in CSF at t0/t3 and a rearranged sequence detected at t1/t2 suggest that PML can develop from an archetype virus and that the appearance of rearranged genotypes contribute to faster disease progression.

Where Have All the Leaders Gone?

ERIC Educational Resources Information Center

Gmelch, Walter H.

This paper examines personal challenges that academic leaders face, attributes that institutional leaders should possess to succeed in transforming the university, how institutions of higher education can build the capacity for preparing new leaders, and how universities can respond to the leadership crisis in this time of transformation. Personal…

Leader emergence through interpersonal neural synchronization

PubMed Central

Jiang, Jing; Chen, Chuansheng; Dai, Bohan; Shi, Guang; Ding, Guosheng; Liu, Li; Lu, Chunming

2015-01-01

The neural mechanism of leader emergence is not well understood. This study investigated (i) whether interpersonal neural synchronization (INS) plays an important role in leader emergence, and (ii) whether INS and leader emergence are associated with the frequency or the quality of communications. Eleven three-member groups were asked to perform a leaderless group discussion (LGD) task, and their brain activities were recorded via functional near infrared spectroscopy (fNIRS)-based hyperscanning. Video recordings of the discussions were coded for leadership and communication. Results showed that the INS for the leader–follower (LF) pairs was higher than that for the follower–follower (FF) pairs in the left temporo-parietal junction (TPJ), an area important for social mentalizing. Although communication frequency was higher for the LF pairs than for the FF pairs, the frequency of leader-initiated and follower-initiated communication did not differ significantly. Moreover, INS for the LF pairs was significantly higher during leader-initiated communication than during follower-initiated communications. In addition, INS for the LF pairs during leader-initiated communication was significantly correlated with the leaders’ communication skills and competence, but not their communication frequency. Finally, leadership could be successfully predicted based on INS as well as communication frequency early during the LGD (before half a minute into the task). In sum, this study found that leader emergence was characterized by high-level neural synchronization between the leader and followers and that the quality, rather than the frequency, of communications was associated with synchronization. These results suggest that leaders emerge because they are able to say the right things at the right time. PMID:25831535

Leaders from Nursing's History.

ERIC Educational Resources Information Center

Fondiller, Shirley H.; And Others

1995-01-01

Looks at the lives and accomplishments of four leaders in professional nursing: (1) Loretta Ford, who championed the cause of nurse practitioners; (2) Mable Staupers, a pioneer in community health and nursing; (3) Janet Geister, a leader in private nursing; and (4) Isabel Stewart, who led the movement to standardize nursing education. (JOW)

Leadership and Leader Developmental Self-Efficacy: Their Role in Enhancing Leader Development Efforts.

PubMed

Murphy, Susan Elaine; Johnson, Stefanie K

2016-01-01

This chapter describes the role of two types of self-efficacy-leader self-efficacy and leader developmental efficacy-for enhancing leadership development. Practical implications for designing and developing leadership programs that take into account these two types of self-efficacy are discussed. © 2016 Wiley Periodicals, Inc., A Wiley Company.

The impact of stroke on world leaders.

PubMed

Brickfield, F X; Pyenson, L R

2001-03-01

Earlier studies by our unit documented frequent disability in world leaders resulting from stroke but did not quantify the incidence of cerebrovascular accidents. We sought to identify the frequency and impact of strokes in world leaders. Using various sources, we identified world leaders who had sustained strokes while in office from 1970 to 1999 and tabulated information on symptoms and subsequent ability to lead. Twenty leaders were identified who had sustained strokes during the study period, for an incidence of 0.444 strokes/100 leaders/year. Half of the affected leaders lost their political power within the year; most had persistent disabilities, which included motor, speech, cognitive, and emotional deficits. Strokes in world leaders may be slightly less common than expected based on studies of Western populations of similar age, but they are often devastating to a political career. Nonetheless, loss of political power is not inevitable.

Fundamentals for New Leaders

DTIC Science & Technology

2015-06-12

in Initial Period) model is the author’s solution and a remedy for a new leader. The result of this research targets a particular audience―new...problem of being a first time leader is constant and present in all cultures. If it is a universal problem, there should be a solution on how to become

[Identification of community leaders].

PubMed

Chevalier, S; Dedobbeleer, N; Tremblay, M

1995-01-01

Although many methods of measuring leadership have been developed in sociological studies, there are few articles on the feasibility of these methods. The goal of this study was to verify the feasibility of the "modified positional-reputational approach" developed by Nix. The study was conducted in a small community located north of Montreal. Nix's questionnaire was translated, adapted and administered to 49 key informants. Two hundred and fourteen leaders were selected. Three types of leaders were identified: the legitimizers, the effectors and the activists. Through a sociometric analysis, we established links between the different leaders and we described the power structure of the community. Despite a few shortcomings, Nix's approach was found extremely useful.

Leader Responses to Collective Failure, and Maintenance of Group Integration, Task Motivation, Compliance, and Leader Endorsement

DTIC Science & Technology

1980-11-01

21 Table 2 - Analysis of Variance Summary Table: Leader Attributions . 21 Table 3 - Mean Leader Attributions to Four Factors under Success...been examined. Studies (Julian, Hollander, and Regula, 1969; !4ichener and Lawler, 1975) have indicated that leaders of groups which fail suffer signif ...the collective failure induction, one-way analyses of variance vere performed comparing the three performance evaluation conditions with the no

Leader Training Conference Report.

ERIC Educational Resources Information Center

Michigan-Ohio Regional Educational Lab., Inc., Detroit.

The purpose of this conference was to prepare key people in the field of education to function as inservice education leaders in their respective settings. It called for participants to learn what the MOREL inservice education program is and what it hopes to accomplish, to identify the role and functions of the inservice education leader, and to…

Developing Successful Global Leaders

ERIC Educational Resources Information Center

Training, 2011

2011-01-01

Everyone seems to agree the world desperately needs strong leaders who can manage a global workforce and all the inherent challenges that go with it. That's a big part of the raison d'etre for global leadership development programs. But are today's organizations fully utilizing these programs to develop global leaders, and, if so, are they…

In Search of the Congruent Leader.

ERIC Educational Resources Information Center

Kussrow, Paul G.; Purland, John

A lack of congruency on the part of many leaders results in diminished effectiveness, if not outright failure. The soundness of a person in authority is an essential characteristic for potency as a leader. Irrespective of what system of ethical thought is proposed, effectiveness for leaders only comes from a stream of thought that demonstrates a…

When the appeal of a dominant leader is greater than a prestige leader

PubMed Central

Sivanathan, Niro

2017-01-01

Across the globe we witness the rise of populist authoritarian leaders who are overbearing in their narrative, aggressive in behavior, and often exhibit questionable moral character. Drawing on evolutionary theory of leadership emergence, in which dominance and prestige are seen as dual routes to leadership, we provide a situational and psychological account for when and why dominant leaders are preferred over other respected and admired candidates. We test our hypothesis using three studies, encompassing more than 140,000 participants, across 69 countries and spanning the past two decades. We find robust support for our hypothesis that under a situational threat of economic uncertainty (as exemplified by the poverty rate, the housing vacancy rate, and the unemployment rate) people escalate their support for dominant leaders. Further, we find that this phenomenon is mediated by participants’ psychological sense of a lack of personal control. Together, these results provide large-scale, globally representative evidence for the structural and psychological antecedents that increase the preference for dominant leaders over their prestigious counterparts. PMID:28607061

The Humble Leader: Association of Discrepancies in Leader and Follower Ratings of Implementation Leadership With Organizational Climate in Mental Health.

PubMed

Aarons, Gregory A; Ehrhart, Mark G; Torres, Elisa M; Finn, Natalie K; Beidas, Rinad S

2017-02-01

Discrepancies, or perceptual distance, between leaders' self-ratings and followers' ratings of the leader are common but usually go unrecognized. Research on discrepancies is limited, but there is evidence that discrepancies are associated with organizational context. This study examined the association of leader-follower discrepancies in Implementation Leadership Scale (ILS) ratings of mental health clinic leaders and the association of those discrepancies with organizational climate for involvement and performance feedback. Both involvement and performance feedback are important for evidence-based practice (EBP) implementation in mental health. A total of 593 individuals-supervisors (leaders, N=80) and clinical service providers (followers, N=513)-completed surveys that included ratings of implementation leadership and organizational climate. Polynomial regression and response surface analyses were conducted to examine the associations of discrepancies in leader-follower ILS ratings with organizational involvement climate and performance feedback climate, aspects of climate likely to support EBP implementation. Both involvement climate and performance feedback climate were highest where leaders rated themselves low on the ILS and their followers rated those leaders high on the ILS ("humble leaders"). Teams with "humble leaders" showed more positive organizational climate for involvement and for performance feedback, contextual factors important during EBP implementation and sustainment. Discrepancy in leader and follower ratings of implementation leadership should be a consideration in understanding and improving leadership and organizational climate for mental health services and for EBP implementation and sustainment in mental health and other allied health settings.

Bearing-based localization for leader-follower formation control

PubMed Central

Han, Qing; Ren, Shan; Lang, Hao; Zhang, Changliang

2017-01-01

The observability of the leader robot system and the leader-follower formation control are studied. First, the nonlinear observability is studied for when the leader robot observes landmarks. Second, the system is shown to be completely observable when the leader robot observes two different landmarks. When the leader robot system is observable, multi-robots can rapidly form and maintain a formation based on the bearing-only information that the follower robots observe from the leader robot. Finally, simulations confirm the effectiveness of the proposed formation control. PMID:28426706

Gender Bias in Leader Selection.

ERIC Educational Resources Information Center

Teaching of Psychology, 1995

1995-01-01

Describes a classroom exercise showing students how stereotypes can result in sex-biased leader selection. Finds that task-oriented competitive instructions produce a disproportionate number of selected male leaders. Includes procedures for replicating and evaluating the exercise. (CFR)

Science Teacher Leaders: Exploring Practices and Potential

NASA Astrophysics Data System (ADS)

Stinson, John Kevin

It has become standard practice for teachers to step into the role of "teacher leaders" and perform a variety of curriculum, instruction and assessment tasks for schools and school districts. The literature regarding these Ohio K-12 teacher leaders, who may perform these tasks in addition to or in lieu of regular teaching assignments, rarely includes a disciplinary focus. In this exploratory, descriptive study the results of a web-based survey containing both closed and open-ended items were used in an inquiry into teacher leaders working with the discipline of science. Data from Ohio teachers responding to the survey were used first to create a standard profile for science teacher leaders. Descriptive statistics and correlations were then performed on quantitative survey data to explore science teacher leader tasks and factors that influence task performance. Analysis of data included descriptions of sense of purpose for their role held by these science teacher leaders. Results indicate that science teacher leaders appear to embrace their role as advocates for science and have great potential for implementing science education reform as well as other science-related school initiatives. Aligning performance, administrative oversight, impact on student achievement and teacher training concerning tasks science teacher leaders are expected to perform would enhance this potential. However, science teacher leaders face challenges to realizing that potential due to ambiguity of their leadership role, the breadth of tasks they tend to perform and lack of alignment between task and outcomes.

Characteristics of lightning leader propagation and ground attachment

NASA Astrophysics Data System (ADS)

Jiang, Rubin; Qie, Xiushu; Wang, Zhichao; Zhang, Hongbo; Lu, Gaopeng; Sun, Zhuling; Liu, Mingyuan; Li, Xun

2015-12-01

The grounding process and the associated leader behavior were analyzed by using high-speed video record and time-correlated electric field change for 37 natural negative cloud-to-ground flashes. Weak luminous grounded channel was recognized below the downward leader tip in the frame preceding the return stroke, which is inferred as upward connecting leader considering the physical process of lightning attachment, though not directly confirmed by sequential frames. For stepped leader-first return strokes, the upward connecting leaders tend to be induced by those downward leader branches with brighter luminosity and lower channel tip above ground, and they may accomplish the attachment with great possibility. The upward connecting leaders for 2 out of 61 leader-subsequent stroke sequences were captured in the frame prior to the return stroke, exhibiting relatively long channel lengths of 340 m and 105 m, respectively. The inducing downward subsequent leaders were of the chaotic type characterized by irregular electric field pulse train with duration of 0.2-0.3 ms. The transient drop of the high potential difference between stepped leader system and ground when the attachment occurred would macroscopically terminate the propagation of those ungrounded branches while would not effectively prevent the development of the existing space stem systems in the low-conductivity streamer zone apart from the leader tip. When the ungrounded branches are of poor connection with the main stroke channel, their further propagation toward ground would be feasible. These two factors may contribute to the occurrence of multiple grounding within the same leader-return stroke sequence.

Leader to Leader: Enduring Insights on Leadership from the Drucker Foundation's Award-Winning Journal.

ERIC Educational Resources Information Center

Hesselbein, Frances, Ed.; Cohen, Paul M., Ed.

Amid unprecedented social, demographic, and economic changes, leaders must enhance performance and deliver desired results. The growing importance of managing the explosion in information requires attention to defining organizational missions and visions. The 37 chapters in this work are divided into 7 parts. Part 1, "On Leaders and…

The Impact of Educational Change on School Leaders: Experiences of Pakistani School Leaders

ERIC Educational Resources Information Center

Razzaq, Jamila; Forde, Christine

2013-01-01

The Pakistani education system, like many other countries across the world, is going through a phase of concerted change in the first decade of the 21st century and school leaders are expected to play a crucial role in the management of this change programme. This article considers the impact of educational change on a group of school leaders who…

Leaders produce leaders and managers produce followers

PubMed Central

Khoshhal, Khalid I.; Guraya, Salman Y.

2016-01-01

Objectives: To elaborate the desired qualities, traits, and styles of physician’s leadership with a deep insight into the recommended measures to inculcate leadership skills in physicians. Methods: The databases of MEDLINE, EMBASE, CINAHL, and the Cochrane Library were searched for the full-text English-language articles published during the period 2000-2015. Further search, including manual search of grey literature, was conducted from the bibliographic list of all included articles. Medical Subject Headings (MeSH) keywords “Leadership” AND “Leadership traits” AND “Leadership styles” AND “Physicians’ leadership” AND “Tomorrow’s doctors” were used for the literature search. This search followed a step-wise approach defined by the Preferred Reporting Items for Systematic Reviews and Meta-Analyses (PRISMA). The retrieved bibliographic list was analyzed and non-relevant material such as abstracts, conference proceedings, letters to editor, and short communications were excluded. Finally, 21 articles were selected for this review. Results: The literature search showed a number of leadership courses and formal training programs that can transform doctors to physician leaders. Leaders can inculcate confidence by integrating diverse views and listening; supporting skillful conversations through dialogue and helping others assess their influence and expertise. In addition to their clinical competence, physician leaders need to acquire the industry knowledge (clinical processes, health-care trends, budget), problem-solving skills, and emotional intelligence. Conclusion: This review emphasizes the need for embedding formal leadership courses in the medical curricula for fostering tomorrow doctors’ leadership and organizational skills. The in-house and off-campus training programs and workshops should be arranged for grooming the potential candidates for effective leadership. PMID:27652355

COS-7-based model: methodological approach to study John Cunningham virus replication cycle.

PubMed

Prezioso, C; Scribano, D; Rodio, D M; Ambrosi, C; Trancassini, M; Palamara, A T; Pietropaolo, V

2018-02-05

John Cunningham virus (JCV) is a human neurotropic polyomavirus whose replication in the Central Nervous System (SNC) induces the fatal demyelinating disease, progressive multifocal leukoencephalopathy (PML). JCV propagation and PML investigation have been severely hampered by the lack of an animal model and cell culture systems to propagate JCV have been very limited in their availability and robustness. We previously confirmed that JCV CY strain efficiently replicated in COS-7 cells as demonstrated by the progressive increase of viral load by quantitative PCR (Q-PCR) during the time of transfection and that archetypal regulatory structure was maintained, although two characteristic point mutations were detected during the viral cycle. This short report is an important extension of our previous efforts in defining our reliable model culture system able to support a productive JCV infection.Supernatants collected from transfected cells have been used to infect freshly seeded COS-7 cell line. An infectious viral progeny was obtained as confirmed by Western blot and immunofluorescence assay. During infection, the archetype regulatory region was conserved.Importantly, in this study we developed an improved culture system to obtain a large scale production of JC virus in order to study the genetic features, the biology and the pathogenic mechanisms of JC virus that induce PML.

Identifying opinion leaders to promote behavior change.

PubMed

Valente, Thomas W; Pumpuang, Patchareeya

2007-12-01

This article reviews 10 techniques used to identify opinion leaders to promote behavior change. Opinion leaders can act as gatekeepers for interventions, help change social norms, and accelerate behavior change. Few studies document the manner in which opinion leaders are identified, recruited, and trained to promote health. The authors categorize close to 200 studies that have studied or used opinion leaders to promote behavior change into 10 different methods. They present the advantages and disadvantages of the 10 opinion leader identification methods and provide sample instruments for each. Factors that might influence programs to select one or another method are then discussed, and the article closes with a discussion of combining and comparing methods.

Human leader and robot follower team: correcting leader's position from follower's heading

NASA Astrophysics Data System (ADS)

Borenstein, Johann; Thomas, David; Sights, Brandon; Ojeda, Lauro; Bankole, Peter; Fellars, Donald

2010-04-01

In multi-agent scenarios, there can be a disparity in the quality of position estimation amongst the various agents. Here, we consider the case of two agents - a leader and a follower - following the same path, in which the follower has a significantly better estimate of position and heading. This may be applicable to many situations, such as a robotic "mule" following a soldier. Another example is that of a convoy, in which only one vehicle (not necessarily the leading one) is instrumented with precision navigation instruments while all other vehicles use lower-precision instruments. We present an algorithm, called Follower-derived Heading Correction (FDHC), which substantially improves estimates of the leader's heading and, subsequently, position. Specifically, FHDC produces a very accurate estimate of heading errors caused by slow-changing errors (e.g., those caused by drift in gyros) of the leader's navigation system and corrects those errors.

Solving multi-leader-common-follower games.

DOE Office of Scientific and Technical Information (OSTI.GOV)

Leyffer, S.; Munson, T.; Mathematics and Computer Science

Multi-leader-common-follower games arise when modelling two or more competitive firms, the leaders, that commit to their decisions prior to another group of competitive firms, the followers, that react to the decisions made by the leaders. These problems lead in a natural way to equilibrium problems with equilibrium constraints (EPECs). We develop a characterization of the solution sets for these problems and examine a variety of nonlinear optimization and nonlinear complementarity formulations of EPECs. We distinguish two broad cases: problems where the leaders can cost-differentiate and problems with price-consistent followers. We demonstrate the practical viability of our approach by solving amore » range of medium-sized test problems.« less

Today's Leader--"An Endangered Species"

ERIC Educational Resources Information Center

Tregoe, Ben

1976-01-01

Leadership behavior derives from the different ways in which leaders respond to different situations. Problems arise when only one type of behavior is utilized in a variety of different situations. A list of variables to be considered by leaders in making appropriate behavioral decisions is provided. (EC)

Encouraging Civility as a Community College Leader

ERIC Educational Resources Information Center

Elsner, Paul A., Ed.; Boggs, George R., Ed.

2006-01-01

The contributors relate examples of situations in which leaders encountered unexpected and sometimes unprecedented incivility in their role as community college leaders. The chapters present their experiences, observations, lessons, and recommendations for handling crises that may befall leaders in an academic setting. This book contains the…

Creative benefits from well-connected leaders: leader social network ties as facilitators of employee radical creativity.

PubMed

Venkataramani, Vijaya; Richter, Andreas W; Clarke, Ronald

2014-09-01

Employee radical creativity critically depends on substantive informational resources from others across the wider organization. We propose that the social network ties of employees' immediate leaders assume a central role in garnering these resources, thereby fostering their employees' radical creativity both independent of and interactively with employees' own network ties. Drawing on data from 214 employees working in 30 teams of a public technology and environmental services organization, we find that team leaders' betweenness centrality in the idea network within their teams as well as among their peer leaders provides creative benefits beyond employees' own internal and external ties. Further, employees' and leaders' ties within and external to the team interactively predict employee radical creativity. Implications for theory and practice are discussed. PsycINFO Database Record (c) 2014 APA, all rights reserved.

[Correlation between load of polyomavirus and hemorrhagic cystitis].

PubMed

Tong, Chun-Rong; Teng, Zhi-Ping; Liu, Hong-Xing; Cai, Peng; Ma, Si-Kun; Zhen, Cheng-Liang; Zeng, Yi; Lu, Dao-Pei

2007-09-01

To study the correlation between polyoma virus load and hemorrhagic cystitis after allogeneic stem cells transplantation for prevention of hemorrhagic cystitis. Blood and urine specimens were collected from 40 healthy persons, 40 patient with stem cells transplantation and 20 cases complicated with hemorrhagic cystitis for determination of VP1 gene of polyomaviruses BK virus (BKV)/Jamestown Canyon virus (JCV) and simian virus 40 (SV40) by polymerase chain reaction (PCR) and EvaGreen stain fluorescence quantitative assay. In the peripheral blood, all genes of BKV/JCV and SV40 were negative, while BKV gene in urine and blood from healthy persons and patient with stem cells transplantation was 15% (6/40) and 100% (40/40), respectively. The gene of JCV was positive in 10% (4/40) and 12% (5/40), the gene of SV40 was negative. Genes of BKV and JCV was detectable in urine specimens of healthy persons and there was a correlation between the load of polyomavirus and incidence of hemorrhagic cystitis.

Hypothesis: {open_quotes}Rogue cell{close_quotes}-type chromosomal damage in lymphocytes is associated with infection with the JC human polyoma virus and has implications for oncopenesis

DOE Office of Scientific and Technical Information (OSTI.GOV)

Neel, J.V.; Glover, T.; Burgess, A.

The hemagglutination inhibition antibody titers against the JC and BK polyoma viruses (JCV and BKV, respectively) are significantly elevated in individuals exhibiting {open_quotes}rogue{close_quotes} cells among their cultured lymphocytes. However, the elevation is so much greater with respect to JCV that the BKV elevation could readily be explained by cross reactivity to the capsid protein of these two closely related viruses. The JCV exhibits highly sequence homology with the simian papovavirus, simian virus 40 (SV40), and inoculation of human fetal brain cells with JCV produces polyploidy and chromosomal damage very similar to that produced by SV40. We suggest, by analogy withmore » the effects of SV40, that these changes are due to the action of the viral large tumor antigen, a pluripotent DNA binding protein that acts in both transcription and replication. The implications of these findings for oncogenesis are briefly discussed. 45 refs., 1 fig., 3 tabs.« less

Beyond the classroom: nurse leader preparation and practices.

PubMed

O'Connor, Mary

2011-01-01

Formal academic education and experience as a nurse are established preparation for the chief nurse executive (CNE) or upcoming nurse leaders. This article proposes that the nurse leader must build on these fundamentals through self-discipline, lifelong learning, and practice. Three critical ingredients are discussed to guide the nurse leader on a life/career for the CNE and the nurse leader at every level. These include fostering relationships, feeding intellectual curiosity, and engaging in self-care practices. These indispensable ingredients of the successful nurse leader serve as an augmentation to formal education and experience for the nurse aspiring to reach the CNE level and beyond as well as for the current CNE mentoring future leaders.

Supervisory Options for Instructional Leaders in Education

ERIC Educational Resources Information Center

Fritz, Carrie; Miller, Greg

2003-01-01

The principal purpose of this article was to identify supervisory approaches available to instructional leaders in education. Selected supervisory approaches served as the basis for creating the Supervisory Options for Instructional Leaders (SOIL) Model. Instructional leaders in a variety of educational settings could use this model. The SOIL…

Training College Outdoor Program Leaders.

ERIC Educational Resources Information Center

Curtis, Rick

This paper describes a training program for college outdoor program leaders developed by the Outdoor Action Program at Princeton University (New Jersey). The training program includes a leader training course, a safety management seminar, a wilderness first aid course, cardiopulmonary resuscitation, and group skills workshop. This paper describes…

Analysis multi-agent with precense of the leader

NASA Astrophysics Data System (ADS)

Achmadi, Sentot; Marjono, Miswanto

2017-12-01

The phenomenon of swarm is a natural phenomenon that is often done by a collection of living things in the form of motion from one place to another. By clustering, a group of animals can increase their effectiveness in food search and avoid predators. A group of geese also performs a swarm phenomenon when flying and forms an inverted V-formation with one of the geese acting as a leader. Each flying track of members of the geese group always follows the leader's path at a certain distance. This article discusses the mathematical modeling of the swarm phenomenon, which is the optimal tracking control for multi-agent model with the influence of the leader in the 2-dimensional space. The leader in this model is intended to track the specified path. Firstly, the leader's motion control is to follow the predetermined path using the Tracking Error Dynamic method. Then, the path from the leader is used to design the motion control of each agent to track the leader's path at a certain distance. The result of numerical simulation shows that the leader trajectory can track the specified path. Similarly, the motion of each agent can trace and follow the leader's path.

Psychological competence: the key to leader empowering behaviors.

PubMed

Havaei, Farinaz; Dahinten, V Susan; MacPhee, Maura

2014-05-01

The aim of this study was to examine the effects of specific cognitions or aspects of psychological empowerment on 5 major aspects of leader empowering behaviors. Leader empowering behaviors are linked to important employee outcomes such as work effectiveness. Psychologically empowered leaders are known to use more empowering behaviors in their practice. There is limited research examining what aspects of psychological empowerment are most associated with different aspects of leader empowering behaviors. Data from a sample of 103 frontline and midlevel nurse leaders were analyzed after they participated in a leadership development program. Psychological competence was the strongest predictor of the total score for leader empowering behaviors and 4 of 5 subscale scores, and meaning was the 2nd strongest predictor. Autonomy was not a significant predictor. Psychological empowerment, particularly in the form of psychological competence, is an important leader characteristic and should be a focus of leadership development strategies.

A Phenomenology of Outdoor Education Leader Experiences

ERIC Educational Resources Information Center

Field, Stephanie C.; Lauzon, Lara L.; Meldrum, John T.

2016-01-01

Limited qualitative research exists on the experiences of outdoor education leaders. The purpose of this phenomenological study was to explore the job-related experiences of outdoor education leaders within and outside the workplace. Five participants who had experience as outdoor education leaders completed in-depth, one-on-one interviews about…

Identifying Opinion Leaders to Promote Behavior Change

ERIC Educational Resources Information Center

Valente, Thomas W.; Pumpuang, Patchareeya

2007-01-01

This article reviews 10 techniques used to identify opinion leaders to promote behavior change. Opinion leaders can act as gatekeepers for interventions, help change social norms, and accelerate behavior change. Few studies document the manner in which opinion leaders are identified, recruited, and trained to promote health. The authors categorize…

Recognizing and defining clinical nurse leaders.

PubMed

Stanley, David

This article addresses the issue of clinical leadership and how it is defined. The concepts and definitions of clinical leadership are considered as well as the results of new research that suggests that clinical leaders can be seen as experts in their field, and because they are approachable and are effective communicators, are empowered to act as a role model, motivating others by matching their values and beliefs about nursing and care to their practice. This is supported by a new leadership theory, congruent leadership, proposed as the most appropriate leadership theory to support an understanding of clinical leadership. Congruent leaders (clinical nurse leaders) are followed because there is a match between the leader's values and beliefs and their actions.

Evaluating pharmacy leader development through the seven action logics.

PubMed

Philip, Achsah; Desai, Avani; Nguyen, Phouc Anne; Birney, Patrick; Colavecchia, Anthony; Karralli, Rusol; Smith, Lindsey; Lorimer, Dirk; Burgess, Gwen; Munch, Kyle; Daniel, Nelvin; Lionetti, Jason; Garey, Kevin W

2016-01-15

Pharmacy leader development over time was analyzed using the seven action logics. As part of an ongoing leadership seminar series, students were required to select a visionary pharmacy leader and conduct a structured interview to evaluate pharmacy leaders' action logics. A standardized questionnaire comprising 13 questions was created by the class. Questions addressed leadership qualities during the leaders' early years, education years, and work years. Transcripts were then coded by two separate trained investigators based on the leader's stage of life to provide a score for each action logic individually over time. Kappa coefficient was used to evaluate interrater agreement. A total of 14 leaders were interviewed. All leaders were currently employed and had won national awards for their contributions to pharmacy practice. Overall, there was 82% agreement between the two evaluators' scores for the various characteristics. Action logics changed based on the leaders' life stage. Using aggregate data from all leader interviews, a progression from lower-order action logics (opportunist, diplomat, expert) to higher-order action logics (strategist, alchemist) was found. Ten leaders (71%) were diplomats during their early years. Six leaders (43%) were experts during their education years, and 4 (29%) were strategists or alchemists. During the third life stage analyzed (the work years), 6 leaders (43%) were strategists, and 2 were alchemists. During their work years, all leaders had a percentage of their answers coded as alchemist (range, 5-22%). Throughout their professional careers, pharmacy leaders continually develop skills through formal education and mentorship that follow action logics. Copyright © 2016 by the American Society of Health-System Pharmacists, Inc. All rights reserved.

Future Leaders: The Way Forward?

ERIC Educational Resources Information Center

Earley, Peter; Weindling, Dick; Bubb, Sara; Glenn, Meli

2009-01-01

The recruitment and retention of senior school leaders is high on the UK Government's agenda with much attention currently being given to succession planning. Future Leaders and other fast track leadership development programmes are, in part, a response to this "crisis" brought about by demographic change--many headteachers are due to…

Stepped-to-dart Leaders in Cloud-to-ground Lightning

NASA Astrophysics Data System (ADS)

Stolzenburg, M.; Marshall, T. C.; Karunarathne, S.; Karunarathna, N.; Warner, T.; Orville, R. E.

2013-12-01

Using time-correlated high-speed video (50,000 frames per second) and fast electric field change (5 MegaSamples per second) data for lightning flashes in East-central Florida, we describe an apparently rare type of subsequent leader: a stepped leader that finds and follows a previously used channel. The observed 'stepped-to-dart leaders' occur in three natural negative ground flashes. Stepped-to-dart leader connection altitudes are 3.3, 1.6 and 0.7 km above ground in the three cases. Prior to the stepped-to-dart connection, the advancing leaders have properties typical of stepped leaders. After the connection, the behavior changes almost immediately (within 40-60 us) to dart or dart-stepped leader, with larger amplitude E-change pulses and faster average propagation speeds. In this presentation, we will also describe the upward luminosity after the connection in the prior return stroke channel and in the stepped leader path, along with properties of the return strokes and other leaders in the three flashes.

Developing Military Health Care Leaders

PubMed Central

Kirby, Sheila Nataraj; Marsh, Julie A.; McCombs, Jennifer Sloan; Thie, Harry J.; Xia, Nailing; Sollinger, Jerry M.

2011-01-01

Abstract The U.S. Department of Defense has highlighted the importance of preparing health care leaders to succeed in joint, performance-based environments. The current wartime environment, rising health care costs, and an increased focus on joint operations have led to recommendations for Military Health System (MHS) transformation. Part of that transformation will involve improving the identification and development of potential MHS leaders. An examination of how candidates are identified for leadership positions, the training and education opportunities offered to them, and the competencies they are expected to achieve revealed both a range of approaches and several commonalities in the military, civilian, and government sectors. A conceptual framework guided a series of interviews with senior health care executives from a wide range of organizations and military health care leaders from the Army, Navy, and Air Force, as well as a case study of the leader development approaches used by the Veterans Health Administration. Several themes emerged in terms of how leaders are developed in each sector, including the importance of mentoring, career counseling, 360-degree feedback, self-development, and formal education and training programs. Lessons learned in the civilian and government sectors hold importance for transforming the way in which MHS identifies and develops health care officers with high leadership potential for senior executive positions. PMID:28083164

The IT Leader as Alchemist: Finding the True Gold

ERIC Educational Resources Information Center

Bleed, Ron

2006-01-01

The Information technology (IT) leader within higher education can be viewed from three scenarios: (1) the IT leader as plumber; (2) the IT leader as gardener; and (3) the IT leader as alchemist. In the first scenario, the college or university network consists of pipes, and the role of the IT leader resembles that of a plumber, who keeps the…

Human polyomavirus JC variants in Papua New Guinea and Guam reflect ancient population settlement and viral evolution.

PubMed

Ryschkewitsch, C F; Friedlaender, J S; Mgone, C S; Jobes, D V; Agostini, H T; Chima, S C; Alpers, M P; Koki, G; Yanagihara, R; Stoner, G L

2000-07-01

The peopling of the Pacific was a complex sequence of events that is best reconstructed by reconciling insights from various disciplines. Here we analyze the human polyomavirus JC (JCV) in Highlanders of Papua New Guinea (PNG), in Austronesian-speaking Tolai people on the island of New Britain, and in nearby non-Austronesian-speaking Baining people. We also characterize JCV from the Chamorro of Guam, a Micronesian population. All JCV strains from PNG and Guam fall within the broad Asian group previously defined in the VP1 gene as Type 2 or Type 7, but the PNG strains were distinct from both genotypes. Among the Chamorro JCV samples, 8 strains (Guam-1) were like the Type 7 strains found in Southeast Asia, while nine strains (Guam-2) were distinct from both the mainland strains and most PNG strains. We identified three JCV variants within Papua New Guinea (PNG-1, PNG-2 and PNG-3), but none of the Southeast Asian (Type 7) strains. PNG-1 strains were present in all three populations (Highlanders and the Baining and Tolai of New Britain), but PNG-2 strains were restricted to the Highlanders. Their relative lack of DNA sequence variation suggests that they arose comparatively recently. The single PNG-3 strain, identified in an Austronesian-speaking Tolai individual, was closely related to the Chamorro variants (Guam-2), consistent with a common Austronesian ancestor. In PNG-2 variants a complex regulatory region mutation inserts a duplication into a nearby deletion, a change reminiscent of those seen in the brains of progressive multifocal leukoencephalopathy patients. This is the first instance of a complex JCV rearrangement circulating in a human population.

Leader's Guide: Facilitating Inquiry in the Classroom.

ERIC Educational Resources Information Center

Newton, Fred E.

This is the leader's guide and training materials for conducting workshops on an instructional system which utilizes the process of inquiry. The guide is designed for leaders of these workshops and lists the leader's activities. It is organized according to the 18 major workshop experiences, referred to as subset. Each subset guide is organized…

It takes chutzpah: oncology nurse leaders.

PubMed

Green, E

1999-01-01

Chutzpah, according to the Oxford Dictionary of Current English (1996) is a slang term from the Yiddish language which means shameless audacity. Chutzpah has been used to identify people with courage who take on situations that others avoid and somehow achieve the impossible. Tim Porter-O'Grady (1997) recently wrote that management is dead, and has been replaced by process leadership. Health care organizations have made shifts from hierarchical structures to process or program models where people have dual/multiple reporting/communication relationship. In this new orientation, management functions of controlling, directing, organizing and disciplining are replaced by process leadership functions of coordinating, facilitating, linking and sustaining (Porter O'Grady, 1997). Herein lies the challenge for oncology nurse leaders: "what lies behind us and what lies before us are tiny matters compared to what lies within us" (Ralph Waldo Emerson). Leadership is not a function of job title. The evidence for this is clear in current practice.... There are no/few positions of nurse leaders. Titles have changed to eliminate the professional discipline, and reflect a non-descript orientation. The new titles are process leaders, program leaders, professional practice leaders. Nurse leaders need new points of reference to take in the challenges of influencing, facilitating and linking. Those points of reference are: principle-centered leadership, integrity and chutzpah. This presentation will focus on examining current thinking, defining key characteristics and attributes, and using scenarios to illustrate the impact of leadership. We, as leaders in oncology nursing, must use chutzpah to make positive change and long-term gains for patient care and the profession of nursing.

The School Leader Communication Model: An Emerging Method for Bridging School Leader Preparation and Practice

ERIC Educational Resources Information Center

Dotger, Benjamin H.

2011-01-01

School leaders make countless decisions but do not receive adequate preparation for communicating their decisions to parents, students, and teachers. Building on the need to prepare school leaders for a variety of complex professional situations, this article introduces the medical education pedagogy of standardized patients to the field of school…

Attractiveness and Leader Style: Evaluations of Male and Female Leaders by Male and Female Evaluators.

ERIC Educational Resources Information Center

Sopasakis, Maria; Snodgrass, Sara E.

Previous research has suggested that men are stereotypically believed to be better leaders than women; that more physically attractive people are evaluated more positively than less attractive people; and that men and women use different leadership styles. This study examined the interactions of sex, leader style, and physical attractiveness on…

Professional Ethics: Leader’s Business

DTIC Science & Technology

1990-02-20

not be uudued for apen publicatlon until it has bee clea by th appsopalt milituy mr or T IC PROFESSIONAL ETHICS: LEADER’S BUSINESS ELECTE JUN 20 1990...34Professional Ethics: Leader’s Business " Individual Study Project 6. PERFORMING ORG. REPORT NUMBER 7. AUTHOR(&) 8. CONTRACT OR GRANT NUMBER...ETHICS: LEADER’S BUSINESS AN INDIVIDUAL STUDY PROJECT ctWy by 0 Lieutenant Colonel Kevin P. Byrnes, FA Acce-ion For Colonel Robert B. TinsmanNT Project

The failure-tolerant leader.

PubMed

Farson, Richard; Keyes, Ralph

2002-08-01

"The fastest way to succeed," IBM's Thomas Watson, Sr., once said, "is to double your failure rate." In recent years, more and more executives have embraced Watson's point of view, coming to understand what innovators have always known: Failure is a prerequisite to invention. But while companies may grasp the value of making mistakes at the level of corporate practices, they have a harder time accepting the idea at the personal level. People are afraid to fail, and corporate culture reinforces that fear. In this article, psychologist and former Harvard Business School professor Richard Farson and coauthor Ralph Keyes discuss how companies can reduce the fear of miscues. What's crucial is the presence of failure-tolerant leaders--executives who, through their words and actions, help employees overcome their anxieties about making mistakes and, in the process, create a culture of intelligent risk-taking that leads to sustained innovation. Such leaders don't just accept productive failure, they promote it. Drawing from their research in business, politics, sports, and science, the authors identify common practices among failure-tolerant leaders. These leaders break down the social and bureaucratic barriers that separate them from their followers. They engage at a personal level with the people they lead. They avoid giving either praise or criticism, preferring to take a nonjudgmental, analytical posture as they interact with staff. They openly admit their own mistakes rather than trying to cover them up or shifting the blame. And they try to root out the destructive competitiveness built into most organizations. Above all else, failure-tolerant leaders push people to see beyond traditional definitions of success and failure. They know that as long as a person views failure as the opposite of success, rather than its complement, he or she will never be able to take the risks necessary for innovation.

The Key to Leadership Effectiveness--Leader Authenticity.

ERIC Educational Resources Information Center

Henderson, James E.

When an education leader develops and maintains policies that line up with the imperatives of ethical and authentic behavior, this defines the character of both the leader and the organization. Some of the questions surrounding this assertion are examined in this paper. It looks at what it means when a leader behaves in an authentic fashion, how…

Preparing nurse leaders for 2020.

PubMed

Huston, Carol

2008-11-01

This article highlights eight leadership competencies likely to be an essential part of the nurse leader's repertoire in 2020. Planning for the future is difficult, even when environments are relatively static. When environments are dynamic, the challenges multiply exponentially. Unfortunately, few environments have been more unpredictable in the 21st century than health care. The healthcare system is in chaos, as is much of the business world. It is critical then that contemporary nursing and healthcare leaders identify skill sets that will be needed by nurse leaders in 2020 and begin now to create the educational models and management development programs necessary to assure these skills are present. Essential nurse leader competencies for 2020 include: (i) A global perspective or mindset regarding healthcare and professional nursing issues. (ii) Technology skills which facilitate mobility and portability of relationships, interactions, and operational processes. (iii) Expert decision-making skills rooted in empirical science. (iv) The ability to create organization cultures that permeate quality healthcare and patient/worker safety. (v) Understanding and appropriately intervening in political processes. (vi) Highly developed collaborative and team building skills. (vii) The ability to balance authenticity and performance expectations. (viii) Being able to envision and proactively adapt to a healthcare system characterized by rapid change and chaos. Nursing education programmes and healthcare organizations must be begin now to prepare nurses to be effective leaders in 2020. This will require the formal education and training that are a part of most management development programmes as well as a development of appropriate attitudes through social learning. Proactive succession planning will also be key to having nurse leaders who can respond effectively to the new challenges and opportunities that will be presented to them in 2020.

The Servant as Religious Leader.

ERIC Educational Resources Information Center

Greenleaf, Robert K.

The importance of increasing the number of religious leaders and the roles of the seminary and church are considered. Religious leadership is needed to respond to widespread alienation in all sectors of society as well as to many institutions' inability or unwillingness to serve society. The leader needs three intellectual abilities: a sense for…

From the Field: Learning Leaders

ERIC Educational Resources Information Center

Weigel, Kathleen; Jones, Richard

2015-01-01

Leadership is essential to successful schools. One of the ways to support effective school leadership is to share ideas and best practices to address the common challenges faced by school leaders. This question and response format addresses common challenges and questions from practicing school leaders in the manner that a mentor might respond to…

Leader-team complementarity: Exploring the interactive effects of leader personality traits and team power distance values on team processes and performance.

PubMed

Hu, Jia; Judge, Timothy A

2017-06-01

Integrating the leader trait perspective with dominance complementarity theory, we propose team power distance as an important boundary condition for the indirect impact of leader extraversion, agreeableness, and conscientiousness on team performance through a team's potency beliefs and through relational identification with the leader. Using time-lagged, 3-source data from 71 teams, we found that leader extraversion had a positive indirect impact on team in-role and extrarole performance through relational identification, but only for high power distance teams; leader conscientiousness had a positive influence on team in-role performance through team potency, but only for high power distance teams; and leader agreeableness had a positive effect on team in-role and extrarole performance via relational identification and on team in-role performance via team potency, but only for low power distance teams. The findings address prior inconsistencies regarding the relationships between leader traits and team effectiveness, identify an important boundary condition and key team processes that bridge the links, and provide a deeper understanding of the role of leader traits in teams. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

Leadership, Leaders, and Leading (Part One).

ERIC Educational Resources Information Center

Dean, Peter J.

2002-01-01

Presents an historical overview of the leadership literature. Highlights include "great man" theories; studies of leaders' traits; studies of leaders' behavioral style; studies of leadership functions; and studies of the situational aspects of leadership. (LRW)

The Humble Leader: Association of Discrepancies in Leader and Follower Ratings of Implementation Leadership with Organizational Climate in Mental Health

PubMed Central

Aarons, Gregory A.; Ehrhart, Mark G.; Torres, Elisa M.; Finn, Natalie K.; Beidas, Rinad

2017-01-01

Objectives Discrepancies between leaders' self-ratings and follower ratings of the leader are common but usually go unrecognized. Research on discrepancies is limited but there is evidence that discrepancies are associated with organizational context. This study examined the association of leader-follower discrepancies in Implementation Leadership Scale (ILS) ratings of mental health clinic leaders, and the association of those discrepancies with organizational climate for involvement and performance feedback. Both involvement and performance feedback may be important for evidence-based practice implementation in mental health. Methods A total of 593 supervisors (i.e., leaders, n=80) and clinical service providers (i.e., followers, n=513) completed surveys including ratings of implementation leadership and organizational climate. Polynomial regression and response surface analyses were conducted to examine the associations of discrepancies in leader-follower ILS ratings with organizational involvement climate and performance feedback climate, aspects of climate likely to support EBP implementation. Results Both involvement climate and performance feedback climate were highest where leaders rated themselves low on the ILS and their followers rated those leaders high on the ILS (i.e., “humble leaders”). Conclusions Teams with “humble leaders” showed more positive organizational climate for involvement and for performance feedback, contextual factors important during EBP implementation and sustainment. Discrepancy in leader and follower ratings of implementation leadership should be a consideration in understanding and improving leadership and organizational climate for mental health services and for evidence-based practice implementation and sustainment in mental health and other allied health settings. PMID:27691380

Tainted visions: the effect of visionary leader behaviors and leader categorization tendencies on the financial performance of ethnically diverse teams.

PubMed

Greer, Lindred L; Homan, Astrid C; De Hoogh, Annebel H B; Den Hartog, Deanne N

2012-01-01

Despite the increasing prevalence of ethnic diversity, findings regarding its effects on team performance remain contradictory. We suggest that past inconsistencies can be reconciled by examining the joint impact of leader behavior and leader categorization tendencies in ethnically diverse teams. We propose that leaders who exhibit high levels of visionary leader behavior and also have the tendency to categorize their team members into in- and out-groups will facilitate a negative effect of ethnic diversity on team communication and financial performance, whereas leaders who exhibit visionary behaviors but do not tend to categorize will lead ethnically diverse teams to positive outcomes. We find support for these ideas in a study of 100 retail outlets.

Factors supporting dentist leaders' retention in leadership.

PubMed

Tuononen, T; Lammintakanen, J; Suominen, A L

2017-12-01

The aim was to study factors associated with staying in a dentist leadership position. We used an electronic questionnaire to gather data from 156 current or former Finnish dentist leaders in 2014. Principal component analysis categorized statements regarding time usage and opportunities in managerial work into five main components. Associations between these main component scores and the tendency to stay as a leader were analyzed with logistic regression. Out of the five main components, two were significantly associated with staying as a leader: 'career intentions', which represented intent to continue or to leave the leadership position; and 'work time control opportunities', which represented how leaders could control their own work time. Other factors that supported staying were leadership education, more work time available for leadership work, and lower age. The main component 'work pressure' decreased, although not significantly, the odds of continuing; it included lack of leadership work time, and pressure from superiors or subordinates. Leaders have important roles in health care, ensuring everyday operations as well as developing their organizations to meet future challenges. Knowledge of these supporting factors will enable dentist leaders and their organizations to improve working conditions in order to recruit and retain motivated and competent persons. In addition, well-designed education is important to inspire and encourage future leaders. Copyright© 2017 Dennis Barber Ltd.

Principals of Effective Schools Are Strong Instructional Leaders.

ERIC Educational Resources Information Center

Jordan, Ian

1986-01-01

Examines research on effective schools and on principals as instructional leaders. Research shows that principals of effective schools are strong instructional leaders. Mention is made of weaknesses found in the research on principals as instructional leaders. (MD)

A System Dynamic Model of Leader Emergence

DTIC Science & Technology

2008-03-01

Engineering and Management Air Force Institute of Technology Air University Air Education and Training Command In Partial Fulfillment of the...which in turn, have impacts on the success of the leader and the organization (Jung & Avolio, 1999). Group members can modify behaviors such as dissent...Contingency approaches to leadership suggest that environmental conditions combined with leader behavoirs, determine leader effectiveness (Judge

Conceptualizing clinical nurse leader practice: an interpretive synthesis.

PubMed

Bender, Miriam

2016-01-01

The Institute of Medicine's Future of Nursing report identifies the clinical nurse leader as an innovative new role for meeting higher health-care quality standards. However, specific clinical nurse leader practices influencing documented quality outcomes remain unclear. Lack of practice clarity limits the ability to articulate, implement and measure clinical nurse leader-specific practice and quality outcomes. Interpretive synthesis design and grounded theory analysis were used to develop a theoretical understanding of clinical nurse leader practice that can facilitate systematic and replicable implementation across health-care settings. The core phenomenon of clinical nurse leader practice is continuous clinical leadership, which involves four fundamental activities: facilitating effective ongoing communication; strengthening intra and interprofessional relationships; building and sustaining teams; and supporting staff engagement. Clinical nurse leaders continuously communicate and develop relationships within and across professions to promote and sustain information exchange, engagement, teamwork and effective care processes at the microsystem level. Clinical nurse leader-integrated care delivery systems highlight the benefits of nurse-led models of care for transforming health-care quality. Managers can use this study's findings to frame an implementation strategy that addresses theoretical domains of clinical nurse leader practice to help ensure practice success. © 2015 John Wiley & Sons Ltd.

Scouts in Contact: Tactical Vignettes for Cavalry Leaders

DTIC Science & Technology

2016-12-01

comprehension of those core fundamentals that must be mastered by all scout leaders and cavalry officers. These core fundamentals are intended to... listening post (LP) as an inferior force and maneuver the platoon to destroy the outpost with multiple forms of contact. If the platoon leader chooses a...leader now has to react to the contact. ○○○○ Cavalry leadership dilemma: The platoon leader must assess that this observation post (OP)/ listening

Nurse leaders' perceptions of an approaching organizational change.

PubMed

Salmela, Susanne; Eriksson, Katie; Fagerström, Lisbeth

2013-05-01

The aim of the study was to achieve more profound understanding of nurse leaders' perceptions of an approaching organizational change. We used a three-dimensional hermeneutical method of interpretation to analyze text from 17 interviews. The results suggest that nurse leaders were positive toward and actively engaged in continual change to their units, even though they perceived themselves as mere spectators of the change process. The nurse leaders believed that change might benefit patients and patient care, yet their adaptation lacked deeper engagement. The approaching merger affected the nurse leaders' identities on a deeply personal level. They experienced uneasiness and anxiety with regard to being nurse leaders, the future of nursing care, and their mandate as patient advocates. Nurse leaders are in a critical position to influence the success of organizational change, but the organizations covered in this study were not incorporating their knowledge and experiences into the change.

Kansas nurse leader residency programme: advancing leader knowledge and skills.

PubMed

Shen, Qiuhua; Peltzer, Jill; Teel, Cynthia; Pierce, Janet

2018-03-01

To evaluate the effectiveness of the Kansas Nurse Leader Residency (KNLR) programme in improving nurses' leadership knowledge and skills and its acceptability, feasibility and fidelity. The Future of Nursing Report (Institute of Medicine, 2011) calls for nurses to lead change and advance health. The 6-month KNLR programme was developed by the Kansas Action Coalition to support nurses' leadership development. Nurses (n = 36) from four nursing specialties (acute care, long-term care, public health and school health) participated in the programme. The adapted Leader Knowledge and Skill Inventory was used to assess leadership knowledge and skills. Programme acceptability, feasibility and implementation fidelity also were evaluated. The programme completion rate was 67.7% (n = 24). Programme completers had significantly improved self-assessed and mentor-assessed leadership knowledge and skills (p < .05). These post-programme gains were maintained 3 months after programme completion. The KNLR programme effectively improved leadership knowledge and skills and was positively evaluated by participants. The implementation of the KNLR programme using a hybrid format of in-person sessions and online modules was feasible across four specialty areas in both rural and urban regions. The next steps include the development of an advanced programme. Residency programmes for new nurse leaders are critical for successful transition into management positions. © 2017 John Wiley & Sons Ltd.

Leaders' smiles reflect cultural differences in ideal affect.

PubMed

Tsai, Jeanne L; Ang, Jen Ying Zhen; Blevins, Elizabeth; Goernandt, Julia; Fung, Helene H; Jiang, Da; Elliott, Julian; Kölzer, Anna; Uchida, Yukiko; Lee, Yi-Chen; Lin, Yicheng; Zhang, Xiulan; Govindama, Yolande; Haddouk, Lise

2016-03-01

Cultures differ in the emotions they teach their members to value ("ideal affect"). We conducted 3 studies to examine whether leaders' smiles reflect these cultural differences in ideal affect. In Study 1, we compared the smiles of top-ranked American and Chinese government leaders, chief executive officers, and university presidents in their official photos. Consistent with findings that Americans value excitement and other high-arousal positive states more than Chinese, American top-ranked leaders (N = 98) showed more excited smiles than Chinese top-ranked leaders (N = 91) across occupations. In Study 2, we compared the smiles of winning versus losing political candidates and higher versus lower ranking chief executive officers and university presidents in the United States and Taiwan/China. American leaders (N = 223) showed more excited smiles than Taiwanese/Chinese leaders (N = 266), regardless of election outcome or ranking. In Study 3, we administered self-report measures of ideal affect in college student samples from 10 different nations (N = 1,267) and then 8 years later, coded the smiles that legislators from those nations showed in their official photos (N = 3,372). The more nations valued excitement and other high arousal positive states, the more their leaders showed excited smiles; similarly, the more nations valued calm and other low-arousal positive states, the more their leaders showed calm smiles. These results held after controlling for national differences in democratization, human development, and gross domestic product per capita. Together, these findings suggest that leaders' smiles reflect the affective states valued by their cultures. (c) 2016 APA, all rights reserved).

Leader-Member Exchange Theory in Higher and Distance Education

ERIC Educational Resources Information Center

Power, Robert Leo

2013-01-01

Unlike many other prominent leadership theories, leader-member exchange (LMX) theory does not focus on the specific characteristics of an effective organizational leader. Rather, LMX focuses on the nature and quality of the relationships between a leader and his or her individual subordinates. The ideal is for a leader to develop as many…

Three Nightmare Traits in Leaders

PubMed Central

de Vries, Reinout E.

2018-01-01

This review offers an integration of dark leadership styles with dark personality traits. The core of dark leadership consists of Three Nightmare Traits (TNT)—leader dishonesty, leader disagreeableness, and leader carelessness—that are conceptualized as contextualized personality traits aligned with respectively (low) honesty-humility, (low) agreeableness, and (low) conscientiousness. It is argued that the TNT, when combined with high extraversion and low emotionality, can have serious (“explosive”) negative consequences for employees and their organizations. A Situation-Trait-Outcome Activation (STOA) model is presented in which a description is offered of situations that are attractive to TNT leaders (situation activation), situations that activate TNT traits (trait activation), and the kinds of outcomes that may result from TNT behaviors (outcome activation). Subsequently, the TNT and STOA models are combined to offer a description of the organizational actions that may strengthen or weaken the TNT during six career stages: attraction, selection, socialization, production, promotion, and attrition. Except for mainly negative consequences of the TNT, possible positive consequences of TNT leadership are also explored, and an outline of a research program is offered that may provide answers to the most pressing questions in dark leadership research. PMID:29915552

The hidden treasure in nursing leadership: informal leaders.

PubMed

Downey, Marty; Parslow, Susan; Smart, Marcia

2011-05-01

The goal of the present article was to generate awareness of characteristics of informal leaders in healthcare with the emphasis on nurses in acute care settings. There is limited research or literature regarding informal leaders in nursing and how they positively impact nursing management, the organization and, ultimately, patient care. Identification of nurses with leadership characteristics is important so that leadership development and mentoring can occur within the nursing profession. More than ever, nursing needs energetic, committed and dedicated leaders to meet the challenges of the healthcare climate and the nursing shortage. This requires nurse leaders to consider all avenues to ensure the ongoing profitability and viability of their healthcare facility. This paper discusses clinical nurses as informal leaders; characteristics of the informal nurse leader, the role they play, how they impact their unit and how they shape the organization.   Informal nurse leaders are an underutilized asset in health care. If identified early, these nurses can be developed and empowered to impact unit performance, efficiency and environmental culture in a positive manner. © 2011 The Authors. Journal compilation © 2011 Blackwell Publishing Ltd.

Transformation and Change Management for Strategic Leaders

DTIC Science & Technology

2002-04-09

TRANSFORMATION AND CHANGE MANAGEMENT FOR STRATEGIC LEADERS BY MR. KENNETH L. WRIGHT Department of the Army DISTRIBUTION STATEMENT A: Approved for Public...PROJECT TRANSFORMATION AND CHANGE MANAGEMENT FOR STRATEGIC LEADERS BY MR. KENNETH L. WRIGHT DEPARTMENT OF THE ARMY Dr. Robert M. Murphy Project Advisor The...STRATEGIC LEADERS FORMAT: Strategy Research Project DATE: 09 April 2002 PAGES: 33 CLASSIFICATION: Unclassified The objective of this work is to examine

A foot in two camps: an exploratory study of nurse leaders in universities.

PubMed

Ross, Fiona; Marks-Maran, Di; Tye, Christopher

2013-11-01

Nursing education was fully absorbed into universities in the United Kingdom in the late 1990s and thus is a relatively young academic discipline. In contrast to a lively literature on clinical nursing leadership, little attention has been given to the leadership of academic nursing as these roles encompass contract management, research and teaching. The purpose of this study was to explore the scope and meaning of leadership from the experience of nurse leaders in universities in the United Kingdom (UK). The qualitative design used open ended telephone interviews. Interview transcripts were checked with participants. Framework analysis was used for capturing and identifying themes. A convenience sample of academic nurse leaders (responsible for a School, Department or a Faculty) was identified through the UK Council of Deans of Health. All ten respondents were managing health care portfolios and running departments of various sizes and often with a mix of nursing and other health care disciplines. There was regional and country representation (England, Scotland and Wales) and half the respondents were employed at pre 1992 and half at post 1992 universities (the latter institutions that were previously polytechnics and gained university status in 1992). Three core issues emerged from the data: the leadership context; ways in which the deans articulated their leadership skills and the issue of legitimacy of nursing in higher education. Two important issues emerged for nursing deans, firstly the university as a knowledge producer and secondly the need to create strong academic and professional identities. The findings highlight role complexity as academic nurse leaders navigate the dichotomy between the different worlds of the university and health care practice. The legitimacy of nursing as a practice discipline in the university continues to be contested territory. There is an opportunity for nurse leaders to do more to develop a collective narrative about the

Educators as Serving Leaders in the Classroom and on Campus

ERIC Educational Resources Information Center

Bowman, Richard

2014-01-01

Counterintuitively, the more one develops as a leader, the less of a leader one becomes. What do great leaders do? Great leaders are ambitious first and foremost for the cause, the mission, the work--not themselves. Educators as "serving leaders" sense that every action they take, together with every decision that they make, either…

Healthcare Leaders' Intention to Serve as Organizational Teachers

ERIC Educational Resources Information Center

Aggarwal, Sushma Kumari

2014-01-01

Today's organizational leaders are expected to actively participate and facilitate learning. A highly engaged and knowledgeable workforce, inspired by leaders, may increase the quality of service, and aid in maintaining and attracting loyal employees and customers. These leaders are now being asked to serve as organizational teachers. However,…

Inspiring and Equipping Students to Be Ethical Leaders.

PubMed

Schwartz, Arthur J

2015-01-01

This chapter describes the behaviors of the ethical leader and explores the reasons why leaders do not always act ethically. The chapter also offers five recommendations to help educators integrate the practices of ethical leadership into their work with student leaders. © 2015 Wiley Periodicals, Inc., A Wiley Company.

School Leader Succession: A Description of Transitional Experiences

ERIC Educational Resources Information Center

Zimmerman, Judith A.

2007-01-01

This qualitative case study describes the transitional experiences (first 4 1/2 months) of four school leaders. The "life cycle" of leaders is often short, necessitating job changes with resulting transitions, when new leaders must simultaneously learn their positions and make changes to improve schools. Using previous leadership…

Health Professions Education Scholarship Unit Leaders as Institutional Entrepreneurs.

PubMed

Varpio, Lara; O'Brien, Bridget; J Durning, Steven; van der Vleuten, Cees; Gruppen, Larry; Ten Cate, Olle; Humphrey-Murto, Susan; Irby, David M; Hamstra, Stanley J; Hu, Wendy

2017-08-01

Health professions education scholarship units (HPESUs) are organizational structures within which a group is substantively engaged in health professions education scholarship. Little research investigates the strategies employed by HPESU administrative leaders to secure and maintain HPESU success. Using institutional entrepreneurship as a theoretical lens, this study asks: Do HPESU administrative leaders act as institutional entrepreneurs (IEs)? This study recontextualizes two preexisting qualitative datasets that comprised interviews with leaders in health professions education in Canada (2011-2012) and Australia and New Zealand (2013-1014). Two researchers iteratively analyzed the data using the institutional entrepreneurship construct until consensus was achieved. A third investigator independently reviewed and contributed to the recontextualized analyses. A summary of the analyses was shared with all authors, and their feedback was incorporated into the final interpretations. HPESU leaders act as IEs in three ways. First, HPESU leaders construct arguments and position statements about how the HPESU resolves an institution's problem(s). This theorization discourse justifies the existence and support of the HPESU. Second, the leaders strategically cultivate relationships with the leader of the institution within which the HPESU sits, the leaders of large academic groups with which the HPESU partners, and the clinician educators who want careers in health professions education. Third, the leaders work to increase the local visibility of the HPESU. Practical insights into how institutional leaders interested in launching an HPESU can harness these findings are discussed.

Role congruity theory of prejudice toward female leaders.

PubMed

Eagly, Alice H; Karau, Steven J

2002-07-01

A role congruity theory of prejudice toward female leaders proposes that perceived incongruity between the female gender role and leadership roles leads to 2 forms of prejudice: (a) perceiving women less favorably than men as potential occupants of leadership roles and (b) evaluating behavior that fulfills the prescriptions of a leader role less favorably when it is enacted by a woman. One consequence is that attitudes are less positive toward female than male leaders and potential leaders. Other consequences are that it is more difficult for women to become leaders and to achieve success in leadership roles. Evidence from varied research paradigms substantiates that these consequences occur, especially in situations that heighten perceptions of incongruity between the female gender role and leadership roles.

Structural positioning of nurse leaders and empowerment.

PubMed

Hughes, Kerri-Ann; Carryer, Jennifer Barbara; White, Jill

2015-08-01

To analyse the reporting structures of nursing leaders of publicly funded hospitals and seek both the views of nurse leaders and Chief Executive Officers/Chief Operating Officers on the structural positioning of nurse leaders in the organisation. Concern that the continuing restructuring within hospital structures and focus on economic outputs in health services is diminishing the value of nursing leadership. Qualitative surveys with Nursing leaders and Chief Executive Officers of public hospitals. Seventeen Directors of Nursing and 10 Chief Executive Officer/Chief Operating Officers' responses were received using two semi-structured questionnaires. Themes were developed from data coded and analysed by hand. Four broad themes emerged from analysis of the data: (1) variable positional reporting between Director of Nursing and Chief Executive Officers occurred; (2) variable levels of inclusion and influence at the executive decision-making level; (3) ambiguous financial responsibilities and accountabilities held by Director of Nursing; and (4) blurred lines existed between operational and professional reporting lines. Findings unique to the research indicate that the varying levels of visibility and inclusion impact on the structural positioning of nurse leaders which influences authority and empowerment. Responses from the data analysis indicate that the structural power of nurse leaders defined by the factors of opportunity, power and proportion were hindered by dual accountability reporting lines and a lack of financial control. The structural positioning of nurse leaders is vital to ensure that they are empowered and able to meet the adaptations required in a changing environment that supports the delivery of effective, quality healthcare. © 2015 John Wiley & Sons Ltd.

Christian School Leaders and Spirituality: A Phenomenological Study

ERIC Educational Resources Information Center

Banke, Susan; Maldonado, Nancy; Lacey, Candace H.

2011-01-01

This phenomenological study examined the spiritual experiences of Christian school leaders who are the spiritual leaders of their schools. A purposeful, nominated sample of 12 Christian school leaders was selected. In-depth, open-ended interviews were conducted, audio taped, and then transcribed verbatim. Data analysis was based on Rudestam and…

The Preparation of Inclusive Social Justice Education Leaders

ERIC Educational Resources Information Center

Celoria, Davide

2016-01-01

This article is intended to spark dialogue and debate related to the preparation of inclusive social justice education leaders in a time of colorblindness. Drawing attention to the reductionist construction of the professional standards for educational leaders when it comes to preparing educational leaders who are ready to address and eliminate…

Teacher Leadership: District and School Leader Readiness Tool

ERIC Educational Resources Information Center

American Institutes for Research, 2017

2017-01-01

As interest in teacher leadership has grown, many leading organizations have developed tools and guidance to support schools, districts, and teacher leaders themselves. For instance, the National Network of State Teachers of the Year developed resources on teacher leader career pathways and advocacy approaches, as well as teacher leader standards.…

Selection Practices of Group Leaders: A National Survey.

ERIC Educational Resources Information Center

Riva, Maria T.; Lippert, Laurel; Tackett, M. Jan

2000-01-01

Study surveys the selection practices of group leaders. Explores methods of selection, variables used to make selection decisions, and the types of selection errors that leaders have experienced. Results suggest that group leaders use clinical judgment to make selection decisions and endorse using some specific variables in selection. (Contains 22…

School Leaders' Problem Framing: A Sense-Making Approach to Problem-Solving Processes of Beginning School Leaders

ERIC Educational Resources Information Center

Sleegers, Peter; Wassink, Hartger; van Veen, Klaas; Imants, Jeroen

2009-01-01

In addition to cognitive research on school leaders' problem solving, this study focuses on the situated and personal nature of problem framing by combining insights from cognitive research on problem solving and sense-making theory. The study reports the results of a case study of two school leaders solving problems in their daily context by…

In praise of the incomplete leader.

PubMed

Ancona, Deborah; Malone, Thomas W; Orlikowski, Wanda J; Senge, Peter M

2007-02-01

Today's top executives are expected to do everything right, from coming up with solutions to unfathomably complex problems to having the charisma and prescience to rally stakeholders around a perfect vision of the future. But no one leader can be all things to all people. It's time to end the myth of the complete leader, say the authors. Those at the top must come to understand their weaknesses as well as their strengths. Only by embracing the ways in which they are incomplete can leaders fill in the gaps in their knowledge with others' skills. The incomplete leader has the confidence and humility to recognize unique talents and perspectives throughout the organization--and to let those qualities shine. The authors' work studying leadership over the past six years has led them to develop a framework of distributed leadership. Within that model, leadership consists of four capabilities: sensemaking, relating, "visioning," and inventing. Sensemaking involves understanding and mapping the context in which a company and its people operate. A leader skilled in this area can quickly identify the complexities of a given situation and explain them to others. The second capability, relating, means being able to build trusting relationships with others through inquiring (listening with intention), advocating (explaining one's own point of view), and connecting (establishing a network of allies who can help a leader accomplish his or her goals). Visioning, the third capability, means coming up with a compelling image of the future. It is a collaborative process that articulates what the members of an organization want to create. Finally, inventing involves developing new ways to bring that vision to life. Rarely will a single person be skilled in all four areas. That's why it's critical that leaders find others who can offset their limitations and complement their strengths. Those who don't will not only bear the burden of leadership alone but will find themselves at the helm

Corona discharges and their effect on lightning attachment revisited: Upward leader initiation and downward leader interception

NASA Astrophysics Data System (ADS)

Becerra, Marley

2014-11-01

Previous studies have suggested the possibility of using glow corona discharges to control the frequency of lightning flashes to grounded objects. In order to revisit the theoretical basis of this proposal, the self-consistent leader inception and propagation model - SLIM - is used together with a two-dimensional glow corona drift model. The analysis is performed to quantify the effect of glow corona generated at the tip of ground-based objects on the initiation and propagation of upward positive connecting leaders under the influence of downward lightning leaders. It is found that the presence of glow corona does not influence the performance of Franklin lightning rods shorter than 15 m, while it slightly reduces the lateral distance of rods up to 60 m tall by a maximum of 10%. Furthermore, the results indicate that it is not possible to suppress the initiation of upward connecting leaders by means of glow corona. It is found instead that unconventional lightning protection systems based on the generation of glow corona attract downward lightning flashes in a similar way as a standard lightning rod with the same height.

Mitigating PTSD: Emotionally Intelligent Leaders

DTIC Science & Technology

2010-05-28

lower ranking, less educated members, those who had experienced childhood adversity, and who were single, separated or divorced .10 The number of...Pr og ra m R es ea rc h Pr oj ec t MITIGATING PTSD: EMOTIONALLY INTELLIGENT LEADERS BY COLONEL RAMONA M. FIOREY United States Army...COVERED (From - To) 4. TITLE AND SUBTITLE 5a. CONTRACT NUMBER Mitigating PTSD: Emotionally Intelligent Leaders 5b. GRANT NUMBER

Exploring nurse leader fatigue: a mixed methods study.

PubMed

Steege, Linsey M; Pinekenstein, Barbara J; Arsenault Knudsen, Élise; Rainbow, Jessica G

2017-05-01

To describe hospital nurse leaders' experiences of fatigue. Fatigue is a critical challenge in nursing. Existing literature focuses on staff nurse fatigue, yet nurse leaders are exposed to high demands that may contribute to fatigue and associated risks to patient, nurse and organisational outcomes. A mixed method approach comprising semi-structured interviews and the Occupational Fatigue Exhaustion Recovery scale with 21 nurse administrators (10 nurse managers and 11 nurse executives) from hospitals in a Midwestern state. Most nurse leaders experience fatigue; nurse managers reported higher levels of chronic fatigue. Participants identified multiple sources of fatigue including 24 h accountability and intensity of role expectations, and used a combination of wellness, restorative, social support and boundary setting strategies to cope with fatigue. The consequences of nurse leader fatigue include an impact on decision-making, work-life balance and turnover intent. The high prevalence of nurse leader fatigue could impact the turnover intent of nurse administrators and quality of care. This study highlights the significance and consequences of nurse leader fatigue. As health care organisations continue to raise awareness and establish systems to reduce nurse fatigue, policies and programmes must be adapted to address nurse leader fatigue. © 2017 John Wiley & Sons Ltd.

Vermont Guidelines for Teacher & Leader Effectiveness

ERIC Educational Resources Information Center

Vermont Department of Education, 2012

2012-01-01

In March 2011, the State of Vermont Department of Education charged the Vermont Task Force on Teacher & Leader Effectiveness to develop guidelines for teacher and leader evaluation. Knowing and respecting the fiercely independent nature of Vermonters, Task Force members were committed to developing these guidelines for creating and assessing…

Interprofessional Care and Role of Team Leaders.

PubMed

Kaini, B K

2015-01-01

Interprofessional care is an essential part of the health service delivery system. It helps to achieve improved care and to deliver the optimal and desired health outcomes by working together, sharing and learning skills. Health care organisation is a collective sum of many leaders and followers. Successful delivery of interprofessional care relies on the contribution of interprofessional care team leaders and health care professionals from all groups. The role of the interprofessional care team leader is vital to ensuring continuity and consistency of care and to mobilise and motivate health care professionals for the effective delivery of health services. Medical professionals usually lead interprofessional care teams. Interprofessional care leaders require various skills and competencies for the successful delivery of interprofessional care.

Developing Army Leaders for 21st Century Missions: Teaching Army Leaders Behavioral Science Theories to Educate and Prepare for Full Spectrum Operations

DTIC Science & Technology

2002-07-01

reckoned with and one that is likely to succeed. Leaders who effectively motivate their soldiers inspire , encourage, and guide them toward mission...Virginia 22134-5068 MASTER OF MILITARY STUDIES Developing Army Leaders for 21st Century Missions: Teaching Army Leaders Behavioral Science Theories to...REPORT TYPE Student research paper 3. DATES COVERED (FROM - TO) xx-xx-2001 to xx-xx-2002 4. TITLE AND SUBTITLE Developing Army Leaders for 21st Century

The role of leaders' working alliance in premarital education.

PubMed

Owen, Jesse J; Rhoades, Galena K; Stanley, Scott M; Markman, Howard J

2011-02-01

Premarital (and general relationship) education programs, as a prevention method, have been shown to have a positive effect on marital quality and can prevent divorce. However, it is unclear whether these positive effects are consistent across leaders who conduct premarital education programs. Examining the variability in relationship outcomes attributed to the leaders of premarital education programs, and the role of general therapeutic factors such as working alliance in explaining relationship outcomes, may help increase the effectiveness of these programs. Accordingly, this study examined 31 leaders who trained 118 couples (236 attendees) in a randomized clinical trial of the Prevention and Relationship Enhancement Program (PREP), a research-based and empirically supported premarital education program being compared with a treatment as usual track. The results demonstrated that couples' relationship outcomes from pre- to post-training varied on the basis of the leader who provided the premarital education training. Both training in PREP and aggregated leader working alliance quality (as rated by attendees) explained variability between leaders in change in attendees' observed negative and positive communication. Leaders' aggregated working alliance quality also explained change in relationship satisfaction. In addition, attendees' ratings of their leaders' working alliance predicted change in their relationship satisfaction and confidence, and attendees had higher positive communication when they reported better working alliance with their leader. PsycINFO Database Record (c) 2011 APA, all rights reserved.

Teaching Leaders

ERIC Educational Resources Information Center

DeAngelis, Lisa; Penney, Sherry

2015-01-01

In an age of instantaneous information sharing and increased interdependence, today's leaders must learn to work collaboratively, leveraging the strengths, skills, and experiences of those around them, in order to address the challenges they face. The Center for Collaborative Leadership is uniquely situated in the College of Management at the…

Ethical Practice: A Study of Chilean School Leaders

ERIC Educational Resources Information Center

Cuellar, Carolina; Giles, David L.

2012-01-01

Purpose: This article seeks to report on a research inquiry that explored the educational praxis of ethical school leaders in Chile. Behaving ethically is an imperative for school leaders. Being an ethical educational leader is something different. It is not only about behaving according to standards, but also rather involves an ethical way of…

Cross-cultural comparison of political leaders' operational codes.

PubMed

Dirilen-Gumus, Ozlem

2017-12-01

This study aims at comparing operational codes (namely, philosophical and instrumental beliefs about the political universe) of political leaders from different cultures. According to Schwartz (2004), cultures can be categorised into 3 dimensions: autonomy-embeddedness, egalitarianism-hierarchy and mastery-harmony. This study draws upon the 1st dimension (akin to the most popular cultural dimension of Hofstede: individualism-collectivism) and focuses on comparing the leaders of autonomous and embedded cultures based on how cooperative/conflictual they are. The main research hypothesis is as follows: the leaders of embedded cultures would be more cooperative than the leaders of autonomous cultures. For this purpose, 3 autonomous cultures (the UK, Canada and Australia) and embedded cultures (Singapore, South Africa and Malaysia) cultures were chosen randomly and the cooperativeness of the correspondent countries' leaders were compared after being profiled by Profiler Plus. The results indicated that the leaders of embedded cultures were significantly more cooperative than autonomous cultures after holding the control variables constant. The findings were discussed in the light of relevant literature. © 2016 International Union of Psychological Science.

Rise of an alternative majority against opinion leaders

NASA Astrophysics Data System (ADS)

Tucci, K.; González-Avella, J. C.; Cosenza, M. G.

2016-03-01

We investigate the role of opinion leaders or influentials in the collective behavior of a social system. Opinion leaders are characterized by their unidirectional influence on other agents. We employ a model based on Axelrod's dynamics for cultural interaction among social agents that allows for non-interacting states. We find three collective phases in the space of parameters of the system, given by the fraction of opinion leaders and a quantity representing the number of available states: one ordered phase having the state imposed by the leaders; another nontrivial ordered phase consisting of a majority group in a state orthogonal or alternative to that of the opinion leaders, and a disordered phase, where many small groups coexist. We show that the spontaneous rise of an alternative group in the presence of opinion leaders depends on the existence of a minimum number of long-range connections in the underlying network. This phenomenon challenges the common idea that influentials are fundamental to propagation processes in society, such as the formation of public opinion.

Educating Native Students: Inspiring Future Leaders.

ERIC Educational Resources Information Center

Lee, Tiffany

2003-01-01

A 7-week summer program for college-bound American Indian students prepares them for college and trains them to become leaders. Through role playing a fictitious Native tribe, students encounter realistic dilemmas similar to those facing tribal governments and realize that tribal leaders' decisions involve many social and political issues…

The Called, Chosen, and Faithful Leader

ERIC Educational Resources Information Center

Davis, Hartwell T. Paul

2009-01-01

Leaders are made, not born. Like so many other of life's complex issues, the question of nature vs. nurture in leadership is one that is analyzed, researched, and debated by educators, philosophers, social scientist, and even leaders themselves. Leadership has been dissected as to personality, character, and behavior. Researchers have developed…

An underwater robo-leader for collective motion studies

NASA Astrophysics Data System (ADS)

Sanchez, Yair; Wilhelmus, Monica M.

2016-11-01

A wide range of aquatic species, from bacteria to large tuna, exhibits collective behavior. It has long been hypothesized that the formation of complex configurations brings an energetic advantage to the members of a group as well as protection against larger predators or harmful agents. Lately, however, laboratory experiments have suggested that both the physics and the behavioral aspects of collective motion yield more complexity than previously attributed. With the goal to understand the fluid mechanical implications behind collective motion in a laboratory setting, we have developed a new device to induce this behavior on demand. Following recent studies of lab-induced vertical migration of Artemia salina, we have designed and constructed a remotely controlled underwater robotic swimmer that acts as a leader for groups of phototactic organisms. Preliminary quantitative flow visualizations done during vertical migration of brine shrimp show that this new instrument does induce collective motion in the laboratory. With this setup, we can address the hydrodynamic effect of having different swarm configurations, a variable that so far has been challenging to study in a controllable and reproducible manner.

Commander’s Handbook for Unit Leader Development

DTIC Science & Technology

2007-07-02

Transforming Organizations: Growing Leaders for Tomorrow. Mahwah, NJ: Lawrence Erlbaum Associates. Kolb , D. (1984). Experiential learning : Experiences...development tools, job aides, or other on-the-job leader development interventions. Implicitly, the handbook employs adult learning theory to engage...most effective and efficient methods of leader development for a unit environment. Principles of adult learning theory were then applied to

Characteristics of negative lightning leaders to ground observed by TVLS

NASA Astrophysics Data System (ADS)

Qiu, Shi; Jiang, Zhidong; Shi, Lihua; Niu, Zhencong; Zhang, Peng

2015-12-01

The Thunder and VHF lightning Locating System (termed TVLS) is established and utilized to observe leader behaviors of negative cloud to ground (CG) flashes. This system takes advantages of VHF broadband interferometer and thunder imaging technique, which could provide the temporal and quasi-3D spatial evolution of lightning discharges. In conjunction with synchronized electric field changes (E-changes) and electric field derivatives (dE/dt) records, 10 leaders from two CG flashes are presented and analyzed. Based on the characteristic evolution of leader velocities, E-changes, dE/dt waveforms and VHF intervals, three stepped leaders, five dart leaders and two dart-stepped leaders are identified. The stepped leaders behave impulsive while approaching ground, with average speed (1.3∼3.9)×105 m/s. All normal dart leaders presented here exhibit irregular (or termed "chaotic") fluctuations in E-change and dE/dt waveforms, with the similar speeds ((1.0∼2.9)×107 m/s) and durations ((300∼700) μs) of the "chaotic" leaders observed by other investigators. The irregular fluctuations would be weak if the channels keep conductive until the leader enters the less conductive branches, coinciding with VHF radiations in time sequence. The dart-stepped leader could be divided into the dart stage and the stepped stage by a transition region, which usually lies around the branch junctions of previous active channel. The dart stage resembles the normal dart leader, and the stepped stage usually associates with regular pulse trains in E-change and dE/dt waveforms.

Sowing Seeds to Cultivate Future Army Leaders

DTIC Science & Technology

2010-11-01

and can operate successfully in Sowing Seeds to Cultivate Future Army Leaders Report Documentation Page Form ApprovedOMB No. 0704-0188 Public reporting...TITLE AND SUBTITLE Sowing Seeds to Cultivate Future Army Leaders 5a. CONTRACT NUMBER 5b. GRANT NUMBER 5c. PROGRAM ELEMENT NUMBER 6. AUTHOR(S) 5d...month will not de- velop the next Army Chief of Staff, it is imperative to plant the seeds of new ideas and concepts early into our ju- nior leaders

Leaders' mental health at work: Empirical, methodological, and policy directions.

PubMed

Barling, Julian; Cloutier, Anika

2017-07-01

While employees' mental health is the focus of considerable attention from researchers, the public, and policymakers, leaders' mental health has almost escaped attention. We start by considering several reasons for this, followed by discussions of the effects of leaders' mental health on their own leadership behaviors, the emotional toll of high-quality leadership, and interventions to enhance leaders' mental health. We offer 8 possible directions for future research on leaders' mental health. Finally, we discuss methodological obstacles encountered when investigating leaders' mental health, and policy dilemmas raised by leaders' mental health. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

Dynamics of streamer-to-leader transition at reduced air densities and its implications for propagation of lightning leaders and gigantic jets

NASA Astrophysics Data System (ADS)

da Silva, Caitano L.; Pasko, Victor P.

2013-12-01

In this paper we present modeling studies of air heating by electrical discharges in a wide range of pressures. The developed model is capable of quantifying the different contributions for heating of air at the particle level and rigorously accounts for the vibration-dissociation-vibration coupling. The model is validated by calculating the breakdown times of short air gaps and comparing to available experimental data. Detailed discussion on the role of electron detachment in the development of the thermal-ionizational instability that triggers the spark development in short air gaps is presented. The dynamics of fast heating by quenching of excited electronic states is discussed and the scaling of its main channels with ambient air density is quantified. The developed model is employed to study the streamer-to-leader transition process and to obtain its scaling with ambient air density. Streamer-to-leader transition is the name given to a sequence of events occurring in a thin plasma channel through which a relatively strong current is forced through, culminating in heating of ambient gas and increase of the electrical conductivity of the channel. This process occurs during the inception of leaders (from sharp metallic structures, from hydrometeors inside the thundercloud, or in virgin air) and during their propagation (at the leader head or during the growth of a space leader). The development of a thermal-ionizational instability that culminates in the leader formation and propagation is characterized by a change in air ionization mechanism from electron impact to associative ionization and by contraction of the plasma channel. The introduced methodology for estimation of leader speeds shows that the propagation of a leader is limited by the air heating of every newly formed leader section. It is demonstrated that the streamer-to-leader transition time has an inverse-squared dependence on the ambient air density at near-ground pressures, in agreement with

Understanding the relationship between followers and leaders.

PubMed

Kean, Susanne; Haycock-Stuart, Elaine

2011-12-01

Contemporary healthcare policies tend to imply that successful leadership can be attributed to a single leader. Such an understanding of leadership ignores the significant contribution followers make to successful leadership and their influence on leaders. In reality, followers rarely simply follow leaders. Following is a complex process that depends on the context and involves followers making judgements about prospective leaders while deciding whether or not to follow them. This interdependence is ignored all too often or misunderstood by those who see leadership as something that can resolve the problems of the NHS. Using data from a study of leadership in community nursing in which the authors were involved, they argue that senior staff who ignore followers and their contribution to leadership do so at the peril of their organisations.

Empowering Teacher Literacy Leaders: Examining the Profiles and Influence of Five Literacy Leaders within a Change Initiative

ERIC Educational Resources Information Center

Ruller, Margaret M.

2013-01-01

The purpose of this qualitative study was to: (1) examine the profiles of teacher literacy leaders; (2) explore the empowerment of teacher literacy leaders through professional development and a distributed leadership model at the building level; (3) examine the impact of context on their leadership roles; and, (4) determine their potential…

Future Leaders Institute: Rising Leaders and the AACC Competencies

ERIC Educational Resources Information Center

Wallin, Desna L.

2012-01-01

The overall mission of the American Association of Community Colleges (AACC) is "Building a Nation of Learners by Advancing America's Community Colleges." A significant component of this mission statement involves the development of leadership. The AACC believes that leadership can be learned and is committed to supporting and growing leaders. In…

Leader communication approaches and patient safety: An integrated model.

PubMed

Mattson, Malin; Hellgren, Johnny; Göransson, Sara

2015-06-01

Leader communication is known to influence a number of employee behaviors. When it comes to the relationship between leader communication and safety, the evidence is more scarce and ambiguous. The aim of the present study is to investigate whether and in what way leader communication relates to safety outcomes. The study examines two leader communication approaches: leader safety priority communication and feedback to subordinates. These approaches were assumed to affect safety outcomes via different employee behaviors. Questionnaire data, collected from 221 employees at two hospital wards, were analyzed using structural equation modeling. The two examined communication approaches were both positively related to safety outcomes, although leader safety priority communication was mediated by employee compliance and feedback communication by organizational citizenship behaviors. The findings suggest that leader communication plays a vital role in improving organizational and patient safety and that different communication approaches seem to positively affect different but equally essential employee safety behaviors. The results highlights the necessity for leaders to engage in one-way communication of safety values as well as in more relational feedback communication with their subordinates in order to enhance patient safety. Copyright © 2015 Elsevier Ltd. and National Safety Council. Published by Elsevier Ltd. All rights reserved.

Leaders in Interdependent Contexts Suppress Nonverbal Assertiveness: A Multilevel Analysis of Japanese University Club Leaders' and Members' Rank Signaling.

PubMed

Ito, Atsuki; Gobel, Matthias S; Uchida, Yukiko

2018-01-01

Previous research has shown that leadership is signaled through nonverbal assertiveness. However, those studies have been mostly conducted in individualistic cultural contexts, such as in the U.S. Here, we suggest that one important strategy for goal attainment in collectivistic cultures is for leaders to self-regulate their behaviors. Thus, contrary to the previous evidence from individualistic cultural contexts, in collectivistic cultural contexts, leaders might suppress nonverbal assertiveness. To test this possibility, we assessed nonverbal behaviors (NVB) of Japanese leaders and members, and how they were evaluated by observers. We recruited Japanese leaders and members of university clubs and video-recorded them while introducing their club. Then, we coded their nonverbal rank signaling behavior. Finally, we asked a new set of naïve observers to watch these video-clips and to judge targets' suitability for being possible club leaders. Results of a multilevel analysis (level 1: individual participants, level 2: clubs) suggested that the more the club culture focused on tasks (rather than relationships), the more likely were leaders (but not members) of those clubs to suppress their nonverbal assertiveness. Naïve observers judged individuals who restrained from emitting nonverbal assertiveness as being more suitable and worthy club leaders. Thus, our findings demonstrate the cultural fit between contextual effects at the collective level (i.e., cultural orientation of a group) and the signaling and perceiving of social ranks at the individual level (i.e., suppression of nonverbal assertiveness). We discuss the importance of studying the cultural fit between the collective reality that people inhabit and people's psychology for future research in cultural psychology.

The experiences of leaders of self-management courses in Queensland: exploring Health Professional and Peer Leaders' perceptions of working together.

PubMed

Catalano, Tara; Kendall, Elizabeth; Vandenberg, Avanka; Hunter, Beth

2009-03-01

This paper describes the experiences of volunteers who have been trained to deliver the Stanford Chronic Disease Self-Management Program course. In Queensland, Australia, Leaders usually work in pairs (a Health Professional Leader (HPL) and a Peer Leader (PL)). Qualitative data were collected to explore volunteers' experiences as Leaders and their opinions about working together to deliver self-management courses. The data were collected from September 2005 to December 2005. In-depth, semistructured telephone interviews were conducted with a purposive sample of 34 Leaders (17 PL, 17 HPLs). Thematic analysis revealed two core themes that described Leaders' perceptions and experiences of working relationships between HPLs and PLs: (i) The Value of Working Together and (2) Relationship Tensions. Both HPLs and PLs believed that working together represented 'the best of both worlds' and that the combination of peers and health professionals enhanced the sustainability of the approach. However, a number of tensions were revealed that undermined the development and sustainability of these working relationships. From HPLs' perspective, the benefits of working with volunteer PLs did not always justify the 'burden'. Finding the 'right person' for the PL role was difficult and a higher value was often placed on the contribution of professionals. The tensions that were most prominent for PLs were grounded in the disparity between their status and that of HPLs, their lack of ownership over courses coupled with lack of a strong voice in the co-Leader relationship, and the absence of connection and engagement among Leaders. Working relationships between HPLs and PLs have potential to deliver positive outcomes for people with chronic disease, but the current study has highlighted the necessity of developing a culture of mutual respect and a system that values both forms of knowledge and expertise (i.e. experiential and professional).

The five messages leaders must manage.

PubMed

Hamm, John

2006-05-01

If you want to know why so many organizations sink into chaos, look no further than their leaders' mouths. Over and over, leaders present grand, overarching-yet fuzzy-notions of where they think the company is going. They assume everyone shares their definitions of"vision;" "accountability," and "results". The result is often sloppy behavior and misalignment that can cost a company dearly. Effective communication is a leader's most critical tool for doing the essential job of leadership: inspiring the organization to take responsibility for creating a better future. Five topics wield extraordinary influence within a company: organizational structure and hierarchy, financial results, the leader's sense of his or her job, time management, and corporate culture. Properly defined, disseminated, and controlled, these topics give the leader opportunities for increased accountability and substantially better performance. For example, one CEO always keeps communications about hierarchy admirably brief and to the point. When he realized he needed to realign internal resources, he told the staff: "I'm changing the structure of resources so that we can execute more effectively." After unveiling a new organization chart, he said, "It's 10:45. You have until noon to be annoyed, should that be your reaction. At noon, pizza will be served. At one o'clock, we go to work in our new positions." The most effective leaders ask themselves, "What needs to happen today to get where we want to go? What vague belief or notion can I clarify or debunk?" A CEO who communicates precisely to ten direct reports, each of whom communicates with equal precision to 40 other employees, aligns the organization's commitment and energy with a well-understood vision of the firm's real goals and opportunities.

Blue & C--Personality Traits of Leaders

ERIC Educational Resources Information Center

Freeman, Virgil

2009-01-01

School superintendents and school leaders can be most effective if they understand their personality traits and the traits of those they learn and work with. A school leader can maximize their effectiveness by examining their own behaviors, thinking and habits as well as recognizing the behaviors of others. The DISC Pure Behavioral styles and the…

26 CFR 31.3121(o)-1 - Crew leader.

Code of Federal Regulations, 2010 CFR

2010-04-01

... 26 Internal Revenue 15 2010-04-01 2010-04-01 false Crew leader. 31.3121(o)-1 Section 31.3121(o)-1... Contributions Act (Chapter 21, Internal Revenue Code of 1954) General Provisions § 31.3121(o)-1 Crew leader. The... crew leader within the meaning of section 3121(o) and of this section if he does not pay the...

Managers and leaders: are they different?

PubMed

Zaleznik, Abraham

2004-01-01

The traditional view of management, back in 1977 when Abraham Zaleznik wrote this article, centered on organizational structure and processes. Managerial development at the time focused exclusively on building competence, control, and the appropriate balance of power. That view, Zaleznik argued, omitted the essential leadership elements of inspiration, vision, and human passion which drive corporate success. The difference between managers and leaders, he wrote, lies in the conceptions they hold, deep in their psyches, of chaos and order. Managers embrace process, seek stability and control, and instinctively try to resolve problems quickly--sometimes before they fully understand a problems significance. Leaders, in contrast, tolerate chaos and lack of structure and are willing to delay closure to understand the issues more fully. In this way, Zaleznik argued, business leaders have much more in common with artists, scientists, and other creative thinkers than they do with managers. Organizations need both managers and leaders to succeed, but developing both requires a reduced focus on logic and strategic exercises in favor of an environment where creativity and imagination are permitted to flourish.

Developing our leaders in the future.

PubMed

Hackett, M; Spurgeon, P

1998-01-01

The role of the chief executive in a transformed organisation is an extremely challenging one. The development of vision, building a commitment to it and communicating it constantly are key skills for a chief executive. However, the need to build and empower the stakeholders within and outside the organisation to support the changes required to deliver the vision requires leaders who can connect with a wide range of people and build alliances and partnerships to secure organisational success. A passion for understanding human intervention and behaviour is needed to encourage, cajole and drive teams and individuals to own and commit to change and a new direction. This requires leaders who have imagination and creativity--who seek connections and thread them together to create order out of incoherence. These skills are not taught in schools or textbooks, but are probably innate. They are what separate leaders from the rest. These skills need to be developed. A movement towards encouraging experimentation, career transfers and more individuality is needed if capable leaders of the future are to appear.

Strengthening Moral Courage Among Nurse Leaders.

PubMed

Edmonson, Cole

2015-02-17

Moral distress among practicing nurses is frequently discussed in the nursing literature, along with well-developed recommendations for increasing moral courage in practicing nurses. Implementing these recommendations depends on nurse leaders being morally fit to lead and to create an environment in which moral courage actions can emerge. The literature is lacking pertaining to nurse leaders' preparation to lead in a morally courageous and transformational manner in our current corporate environments and hierarchies of healthcare. In this article, the author reviews the literature addressing moral distress and moral courage among direct care nurses; describes the development of an intervention to strengthen the moral courage of nurse leaders; reports a study that involved implementing this intervention; presents the findings of this study; evaluates the effectiveness of the intervention; and discusses the findings in terms of lessons learned and future directions. He concludes with a call for healthcare leaders to demonstrate moral courage and create environments that promote morally courageous acts that enable nurses to remain centered on the patients, families, and communities we serve.

5 CFR 532.261 - Special wage schedules for leader and supervisory schedules for leader and supervisory wage...

Code of Federal Regulations, 2012 CFR

2012-01-01

... supervisory schedules for leader and supervisory wage employees in the Puerto Rico wage area. 532.261 Section... schedules for leader and supervisory wage employees in the Puerto Rico wage area. (a) The Department of... the Puerto Rico wage area. (c) The step 2 rate for the supervisory wage schedule shall be: (1) For...

5 CFR 532.261 - Special wage schedules for leader and supervisory schedules for leader and supervisory wage...

Code of Federal Regulations, 2014 CFR

2014-01-01

... supervisory schedules for leader and supervisory wage employees in the Puerto Rico wage area. 532.261 Section... schedules for leader and supervisory wage employees in the Puerto Rico wage area. (a) The Department of... the Puerto Rico wage area. (c) The step 2 rate for the supervisory wage schedule shall be: (1) For...

5 CFR 532.261 - Special wage schedules for leader and supervisory schedules for leader and supervisory wage...

Code of Federal Regulations, 2011 CFR

2011-01-01

... supervisory schedules for leader and supervisory wage employees in the Puerto Rico wage area. 532.261 Section... schedules for leader and supervisory wage employees in the Puerto Rico wage area. (a) The Department of... the Puerto Rico wage area. (c) The step 2 rate for the supervisory wage schedule shall be: (1) For...

5 CFR 532.261 - Special wage schedules for leader and supervisory schedules for leader and supervisory wage...

Code of Federal Regulations, 2010 CFR

2010-01-01

... supervisory schedules for leader and supervisory wage employees in the Puerto Rico wage area. 532.261 Section... schedules for leader and supervisory wage employees in the Puerto Rico wage area. (a) The Department of... the Puerto Rico wage area. (c) The step 2 rate for the supervisory wage schedule shall be: (1) For...

5 CFR 532.261 - Special wage schedules for leader and supervisory schedules for leader and supervisory wage...

Code of Federal Regulations, 2013 CFR

2013-01-01

... supervisory schedules for leader and supervisory wage employees in the Puerto Rico wage area. 532.261 Section... schedules for leader and supervisory wage employees in the Puerto Rico wage area. (a) The Department of... the Puerto Rico wage area. (c) The step 2 rate for the supervisory wage schedule shall be: (1) For...

School Leaders as Participants in Teachers' Professional Development: The Impact on Teachers' and School Leaders' Professional Growth

ERIC Educational Resources Information Center

Hilton, Annette; Hilton, Geoff; Dole, Shelley; Goos, Merrilyn

2015-01-01

Over a two-year period, approximately 70 teachers from 18 schools participated in an on-going professional development program as part of a study to promote the teaching and learning of numeracy. Principals and other school leaders were invited to participate in the professional development program alongside their teachers, which 20 leaders from…

Educational Leaders and Inclusive Education: Perceptions, Roles, and Responsibilities

ERIC Educational Resources Information Center

Romanuck Murphy, Cammy

2018-01-01

This three article dissertation explores educational leaders' perceptions, roles, and responsibilities associated with inclusive special education. Educational leaders include district leaders involved in the special education decision-making process, principals, and assistant principals. Article one provides a detailed literature review outlining…

Evaluating the late career nurse initiative: a cross-sectional survey of senior nurses in Ontario.

PubMed

Doran, Diane; Jeffs, Lianne; Rizk, Paul; Laporte, Daniel R; Chilcote, Autumn Marie; Bai, Yu Qing

2015-10-01

This study evaluated the impact of the late career nurse initiative on nurse perceptions of their work environment, workplace burnout, job satisfaction, organisational commitment and intention to remain. The Ontario Ministry of Health and Long-Term Care introduced the late career nurse initiative with the goal of improving the retention of front-line nurses aged 55 and over by implementing a 0.20 full-time equivalent reduction of physically or psychologically demanding duties, enabling nurses to engage in special projects for the improvement of their organisations and patient care. A sample of 902 nurses aged 55 and over from acute and long-term care facilities were surveyed using valid and reliable questionnaires. Nurses who had participated in the initiative did not differ significantly from those who had not in terms of workplace burnout, job satisfaction, length of service or intention to remain within their current organisation. The late career nurse initiative participants reported significantly higher perceptions of managers' ability, leadership and support and their level of participation in hospital affairs. The late career nurse initiative was associated with perceived differences in nurses' work environment but not outcomes. Leaders need to pay attention to how late career nurses are selected and matched to organisational projects. © 2014 The Authors. Journal of Nursing Management Published by John Wiley & Sons Ltd.

Modeling the stepping mechanism in negative lightning leaders

NASA Astrophysics Data System (ADS)

Iudin, Dmitry; Syssoev, Artem; Davydenko, Stanislav; Rakov, Vladimir

2017-04-01

It is well-known that the negative leaders develop in a step manner using a mechanism of the so-called space leaders in contrary to positive ones, which propagate continuously. Despite this fact has been known for about a hundred years till now no one had developed any plausible model explaining this asymmetry. In this study we suggest a model of the stepped development of the negative lightning leader which for the first time allows carrying out the numerical simulation of its evolution. The model is based on the probability approach and description of temporal evolution of the discharge channels. One of the key features of our model is accounting for the presence of so called space streamers/leaders which play a fundamental role in the formation of negative leader's steps. Their appearance becomes possible due to the accounting of potential influence of the space charge injected into the discharge gap by the streamer corona. The model takes into account an asymmetry of properties of negative and positive streamers which is based on well-known from numerous laboratory measurements fact that positive streamers need about twice weaker electric field to appear and propagate as compared to negative ones. An extinction of the conducting channel as a possible way of its evolution is also taken into account. This allows us to describe the leader channel's sheath formation. To verify the morphology and characteristics of the model discharge, we use the results of the high-speed video observations of natural negative stepped leaders. We can conclude that the key properties of the model and natural negative leaders are very similar.

Learning Leadership: Becoming an Outdoor Leader

ERIC Educational Resources Information Center

Enoksen, Elisabeth; Lynch, Pip

2018-01-01

Recent leadership research has demonstrated a need for better understanding the process of becominga leader because it might be qualitatively different to being a leader. If so, there is likely to be a need for pedagogies designed deliberately to support first-time outdoor leadership experiences and any such pedagogies must be informed by the…

What makes a leader?

PubMed

Goleman, D

1998-01-01

Superb leaders have very different ways of directing a team, a division, or a company. Some are subdued and analytical; others are charismatic and go with their gut. And different situations call for different types of leadership. Most mergers need a sensitive negotiator at the helm, whereas many turnarounds require a more forceful kind of authority. Psychologist and noted author Daniel Goleman has found, however, that effective leaders are alike in one crucial way: they all have a high degree of what has come to be known as emotional intelligence. In fact, Goleman's research at nearly 200 large, global companies revealed that emotional intelligence--especially at the highest levels of a company--is the sine qua non for leadership. Without it, a person can have first-class training, an incisive mind, and an endless supply of good ideas, but he still won't make a great leader. The components of emotional intelligence--self-awareness, self-regulation, motivation, empathy, and social skill--can sound unbusinesslike. But exhibiting emotional intelligence at the workplace does not mean simply controlling your anger or getting along with people. Rather, it means understanding your own and other people's emotional makeup well enough to move people in the direction of accomplishing your company's goals. In this article, the author discusses each component of emotional intelligence and shows through examples how to recognize it in potential leaders, how and why it leads to measurable business results, and how it can be learned. It takes time and, most of all, commitment. But the benefits that come from having a well-developed emotional intelligence, both for the individual and the organization, make it worth the effort.

What makes a leader?

PubMed

Goleman, D

1999-01-01

Superb leaders have very different ways of directing a team, a division, or a company. Some are subdued and analytical; others are charismatic and go with their gut. And different of situations call for different types of leadership. Most mergers need a sensitive negotiator at the helm whereas many turnarounds require a more forceful kind of authority. Psychologist and noted author Daniel Goleman has found, however, that effective leaders are alike in one crucial way: they all have a high degree of what has come to be known as emotional intelligence. In fact, Goleman's research at nearly 200 large, global companies revealed that emotional intelligence--especially at the highest levels of a company--is the sine qua non for leadership. Without it, a person can have first-class training, an incisive mind, and an endless supply of good ideas, but he still won't make a great leader. The components of emotional intelligence--self-awareness, self-regulation, motivation, empathy, and social skill--can sound unbusinesslike. But exhibiting emotional intelligence at the workplace does not mean simply controlling your anger or getting along with people. Rather it means understanding your own and other people's emotional makeup well enough to move people in the direction of accomplishing your company's goals. In this article, the author discusses each component of emotional intelligence and shows through examples how to recognize it in potential leaders, how and why it leads to measurable business results, and how it can be learned. It takes time and, most of all, commitment. But the benefits that come from having a well-developed emotional intelligence, both for the individual and the organization, make it worth the effort.

The Nurse Leader Role in Crisis Management.

PubMed

Edmonson, Cole; Sumagaysay, Dio; Cueman, Marie; Chappell, Stacey

2016-09-01

Leaders from the American Organization of Nurse Executives describe the dynamic state of today's healthcare system related to crisis management. Adaptive leadership, driven by strong values and morality, can guide leaders and organizations through the most difficult times.

Variation of the channel temperature in the transmission of lightning leader

NASA Astrophysics Data System (ADS)

Chang, Xuan; Yuan, Ping; Cen, Jianyong; Wang, Xuejuan

2017-06-01

According to the time-resolved spectra of the lightning stepped leader and dart leader processes, the channel temperature, its evolution characteristics with time and the variation along the channel height in the transmission process were analyzed. The results show that the stepped leader tip has a slightly higher temperature than the trailing end, which should be caused by a large amount of electric charges on the leader tip. In addition, both temperature and brightness are enhanced at the position of the channel node. The dart leader has a higher channel temperature than the stepped leader but a lower temperature than the return stroke. Meanwhile, the channel temperature of the dart leader obviously increases when the dart leader propagates to the ground.

High-Speed Video Observations of a Natural Lightning Stepped Leader

NASA Astrophysics Data System (ADS)

Jordan, D. M.; Hill, J. D.; Uman, M. A.; Yoshida, S.; Kawasaki, Z.

2010-12-01

High-speed video images of one branch of a natural negative lightning stepped leader were obtained at a frame rate of 300 kfps (3.33 us exposure) on June 18th, 2010 at the International Center for Lightning Research and Testing (ICLRT) located on the Camp Blanding Army National Guard Base in north-central Florida. The images were acquired using a 20 mm Nikon lens mounted on a Photron SA1.1 high-speed camera. A total of 225 frames (about 0.75 ms) of the downward stepped leader were captured, followed by 45 frames of the leader channel re-illumination by the return stroke and subsequent decay following the ground attachment of the primary leader channel. Luminous characteristics of dart-stepped leader propagation in triggered lightning obtained by Biagi et al. [2009, 2010] and of long laboratory spark formation [e.g., Bazelyan and Raizer, 1998; Gallimberti et al., 2002] are evident in the frames of the natural lightning stepped leader. Space stems/leaders are imaged in twelve different frames at various distances in front of the descending leader tip, which branches into two distinct components 125 frames after the channel enters the field of view. In each case, the space stem/leader appears to connect to the leader tip above in the subsequent frame, forming a new step. Each connection is associated with significant isolated brightening of the channel at the connection point followed by typically three or four frames of upward propagating re-illumination of the existing leader channel. In total, at least 80 individual steps were imaged.

The Correlation between Leadership Style and Leader Power

DTIC Science & Technology

2016-04-22

Article 3. DATES COVERED (From - To) 1 February 2015-31 October 2015 4. TITLE AND SUBTITLE The Correlation between Leadership Style and Leader Power...Transformational and Transactional leadership style and leader power. Leadership style was measured by the Multifactor Leadership Questionnaire (MLQ...between the factors representing Leadership Style and Leader Power. The CFA results are contrary to developer’s theories of both scales, but are

Empowering peer group leaders for HIV prevention in Malawi.

PubMed

McCreary, Linda L; Kaponda, Chrissie P N; Davis, Kristina; Kalengamaliro, Mary; Norr, Kathleen F

2013-09-01

Behavioral change interventions using peer group leaders are effective and widely used, but few studies have examined how being a peer group leader affects the leaders. This study describes how participants felt being a peer group leader affected their lives. This descriptive qualitative study interviewed 18 experienced peer group leaders who had conducted a multisession human immunodeficiency virus (HIV) prevention peer group intervention in rural Malawi. We used inductive content analysis and comparisons within and between cases. Three major themes were identified. All leaders said they experienced personal changes in their knowledge, attitudes, or HIV prevention behaviors. They described interacting with family, neighbors, and friends, and speaking at church or community meetings, to discuss HIV prevention issues. They increased their self-efficacy to engage others in sensitive HIV prevention issues, developed a self-identity as a change agent, and came to be recognized in their community as trustworthy advisors about HIV and acquired immunodeficiency syndrome. These three themes, taken together, form the meta-theme of psychological empowerment. Being a peer group leader empowered the leaders as change agents for HIV prevention and had impacts in the community after the intervention ended, potentially increasing the long-term effectiveness and cost effectiveness of peer group interventions. Healthcare workers and community volunteers who led HIV prevention sessions continued HIV prevention activities in the community and workplace after the program ended. Training health workers as volunteer HIV prevention leaders offers a strategy to bring HIV prevention to limited-resource settings, despite health worker shortages. © 2013 Sigma Theta Tau International.

Preparing School Leaders to Serve as Agents for Social Transformation

ERIC Educational Resources Information Center

Brown, Kathleen M.

2010-01-01

The major priorities that should guide leadership education in preparing leaders for their work of leading schools in a democratic society are: (1) Teaching leaders to understand the inequities of society; (2) Teaching leaders to serve as agents for social transformation; and (3) Teaching leaders to help each and every student learn and succeed.…

The servant leader: a higher calling for dental professionals.

PubMed

Certosimo, Fred

2009-09-01

The dental profession is guided by normative principles that provide guidance to our leaders and practicing dentists in addressing the needs of patients and the profession, yet there is room for incorporating new ideas that help dental professionals meet their professional obligations. The purpose of this essay is to discuss the concept of "servant leadership," especially in contrast with "self-serving leaders," and to suggest that servant leadership is consistent with the high ethical and professional ideals of the dental profession. The servant leader is the antithesis of the self-serving leader, who incessantly seeks more power and acquisition of material possessions. The servant leader's highest priority is the people (patients/students/customers) he or she serves. The concept of the servant-leader can take us away from self-serving, top-down leadership and encourage us to think harder about how to respect, value, and motivate people and ultimately provide better service to our patients.

Developing physician-leaders: key competencies and available programs.

PubMed

Stoller, James K

2008-01-01

Because effective leadership is critical to organizational success, frontrunner organizations cultivate leaders for bench depth and pipeline development. The many challenges in healthcare today create a special need for great leadership. This paper reviews the leadership competencies needed by physician-leaders and current experience with developing physician-leaders in healthcare institution-sponsored programs. On the basis of this review, six key leadership competency domains are proposed: 1. technical skills and knowledge (regarding operational, financial, and information systems, human resources, and strategic planning), 2. industry knowledge (e.g., regarding clinical processes, regulation, and healthcare trends), 3. problem-solving skills, 4. emotional intelligence, 5. communication, and 6. a commitment to lifelong learning. Review of current experience indicates that, in addition to leadership training through degree and certificate-granting programs (e.g., by universities and/or official medical societies), healthcare institutions themselves are developing intramural programs to cultivate physician-leaders. Greater attention is needed to assessing the impact and effectiveness of such programs in developing leaders and benefiting organizational outcomes.

Growing our future nursing leaders.

PubMed

Sherman, Rose O

2005-01-01

The need for strong nursing leadership to meet the future challenges of the healthcare delivery system is widely acknowledged, yet many of today's nursing leaders express concern about a lack of interest in leadership among their younger nurses. This article reports on a qualitative research study that involved focus groups with 48 younger nurses under the age of 40 who were not currently in formal leadership positions. Using a ConCensus process, participants were asked questions to identify and prioritize the factors that influence their decisions to accept or reject nursing leadership positions. In this study, participants did see a potential in the nursing leadership role to make a difference for both patients and staff. Adequate compensation for the role and true decision-making power were factors of concern for younger nurses. Feedback from current leaders about nursing leadership positions is not positive. Strategies that current nursing leaders will need to consider to encourage interest in nursing leadership will be discussed.

Officer Leader Development and Education Survey

DTIC Science & Technology

2008-05-07

Center for Army Leadership Technical Report 2008-1 Officer Leader Development & Education Survey Ryan...Riley Josh Hatfield Heidi Keller-Glaze ICF International Jon J. Fallesen Angela I. Karrasch Center for Army Leadership May 7, 2008 Report...2008 2. REPORT TYPE 3. DATES COVERED 4. TITLE AND SUBTITLE Officer Leader Development and Education Survey 5a. CONTRACT NUMBER W91QF406F-0227

It's Not Just the Leader's Vision

ERIC Educational Resources Information Center

Kouzes, James M.; Posner, Barry Z.

2008-01-01

At some point during all this talk over the years about the importance of being future-oriented, leaders got the sense that they were the ones that had to be the visionaries. Often with the encouragement of a lot of leadership developers, leaders came to assume that if others expected them to be forward-looking, then they had to go off all alone…

Endorsement of formal leaders: an integrative model.

PubMed

Michener, H A; Lawler, E J

1975-02-01

This experiment develops an integrative, path-analytic model for the endorsement accorded formal leaders. The model contains four independent variables reflecting aspects of group structure (i.e., group success-failure, the payoff distribution, the degree of support by others members for the leader, and the vulnerability of the leader). Also included are two intervening variables reflecting perceptual processes (attributed competence and attributed fairness), and one dependent variable endorsement). The results indicate that endorsement is greater when the group's success is high, when the payoff distribution is flat rather than hierarchial, and when the leader is not vulnerable to removal from office. Other support had no significant impact on endorsement. Analyses further demonstrate that the effect of success-failure on endorsement is mediated by attributed competence, while the effect of the payoff distributed is mediated by attributed fairness. These results suggest that moral and task evaluations are distinct bases of endorsement.

Collaborating with nurse leaders to develop patient safety practices.

PubMed

Kanerva, Anne; Kivinen, Tuula; Lammintakanen, Johanna

2017-07-03

Purpose The organisational level and leadership development are crucial elements in advancing patient safety, because patient safety weaknesses are often caused by system failures. However, little is known about how frontline leader and director teams can be supported to develop patient safety practices. The purpose of this study is to describe the patient safety development process carried out by nursing leaders and directors. The research questions were: how the chosen development areas progressed in six months' time and how nursing leaders view the participatory development process. Design/methodology/approach Participatory action research was used to engage frontline nursing leaders and directors into developing patient safety practices. Semi-structured group interviews ( N = 10) were used in data collection at the end of a six-month action cycle, and data were analysed using content analysis. Findings The participatory development process enhanced collaboration and gave leaders insights into patient safety as a part of the hospital system and their role in advancing it. The chosen development areas advanced to different extents, with the greatest improvements in those areas with simple guidelines to follow and in which the leaders were most participative. The features of high-reliability organisation were moderately identified in the nursing leaders' actions and views. For example, acting as a change agent to implement patient safety practices was challenging. Participatory methods can be used to support leaders into advancing patient safety. However, it is important that the participants are familiar with the method, and there are enough facilitators to steer development processes. Originality/value Research brings more knowledge of how leaders can increase their effectiveness in advancing patient safety and promoting high-reliability organisation features in the healthcare organisation.

How do leaders react when treated unfairly? Leader narcissism and self-interested behavior in response to unfair treatment.

PubMed

Liu, Haiyang; Chiang, Jack Ting-Ju; Fehr, Ryan; Xu, Minya; Wang, Siting

2017-11-01

In this article we employ a trait activation framework to examine how unfairness perceptions influence narcissistic leaders' self-interested behavior, and the downstream implications of these effects for employees' pro-social and voice behaviors. Specifically, we propose that narcissistic leaders are particularly likely to engage in self-interested behavior when they perceive that their organizations treat them unfairly, and that this self-interested behavior in turn decreases followers' pro-social behavior and voice. Data from a multisource, time-lagged survey of 211 team leaders and 1,205 subordinates provided support for the hypothesized model. Implications for theory and practice are discussed. (PsycINFO Database Record (c) 2017 APA, all rights reserved).

1995 Emerging Leaders in Healthcare. The new leaders: Gita Budd, Colene Daniel, Elizabeth Gallup, Scott Wordelman.

PubMed

Southwick, K

1995-01-01

Fierce pressures for cost containment. Demands for quality improvements. The drive toward patient-centered care. The push for community involvement. Insistent voices of payers, patients, consumers, physicians. Accumulated tensions amid the chaos of change. Balancing all of these demands while inspiring and encouraging the professionals and other workers within the healthcare organization requires a high level of leadership ability. One that insists on the best from everyone involved in a healthcare system--from physicians to staff, nurses to social workers. And then strives for more. The four young executives who are this year's Emerging Leaders in Healthcare have all pushed their systems beyond traditional boundaries into new territory, helping their patients, their employees, their physicians, and their communities rise to new levels of achievement. At the same time, these leaders emphasize teamwork and consensus-style management, so that their co-workers feel like they're participating in the changes, not being victimized by them. Gita Budd, Colene Daniel, Elizabeth Gallup, and Scott Wordelman are winners of the 1995 award from The Healthcare Forum and Korn/Ferry International that honors ¿dynamic, decisive young leaders (under 40) with the proven ability to nurture the growth of the industry.¿ Korn/Ferry International and The Healthcare Forum are proud to present 1995's Emerging Leaders.

Orange County Outdoor School: Cabin Leader's Manual.

ERIC Educational Resources Information Center

Orange County Dept. of Education, Santa Ana, CA.

Presented in five sections, the manual furnishes cabin leaders (high school students) with background information concerning philosophy, teaching, objectives, daily schedule, and cabin leader responsibilities in the Orange County Outdoor School program. The welcome section contains the history of the Outdoor School, staff responsibilities,…

Water Cluster Leaders Meeting Summary Report 2016

EPA Science Inventory

As part of its efforts to support environmental technology innovation clusters, U.S. EPA hosted a Water Technology Innovation Cluster Leaders Meeting on September 25, 2016, in New Orleans, Louisiana. The meeting was an opportunity for cluster leaders from across the globe to meet...

Learn to Lead: Mapping Workplace Learning of School Leaders

ERIC Educational Resources Information Center

Hulsbos, Frank Arnoud; Evers, Arnoud Theodoor; Kessels, Joseph Willem Marie

2016-01-01

In recent years policy makers' interest in the professional development of school leaders has grown considerably. Although we know some aspect of formal educational programs for school leaders, little is known about school leaders' incidental and non-formal learning in the workplace. This study aims to grasp what workplace learning activities…

Transformational leadership practices of nurse leaders in professional nursing associations.

PubMed

Ross, Erin J; Fitzpatrick, Joyce J; Click, Elizabeth R; Krouse, Helene J; Clavelle, Joanne T

2014-04-01

This study describes the transformational leadership (TL) practices of nurse leaders in professional nursing associations (PNAs). Professional nursing associations are vehicles to provide educational opportunities for nurses as well as leadership opportunities for members. Little has been published about the leadership practices of PNA members. E-mail surveys of 448 nurse leaders in PNAs were conducted in 2013 using the Leadership Practices Inventory (LPI). The top 2 TL practices of these nurse leaders were enabling others to act and encouraging the heart. Respondents with more leadership training reported higher TL practices. This is the 1st study to describe TL practices of nurse leaders in PNAs. Results of this study show that nurse leaders of PNAs emulate practices of TL. Transformational leaders can mobilize and direct association members in reaching shared values, objectives, and outcomes. Understanding TL practices of nurse leaders in PNAs are important to the future of nursing in order to enable nurses to lead change and advance health through these organizations.

Ethical competency of nurse leaders: A qualitative study.

PubMed

Barkhordari-Sharifabad, Maasoumeh; Ashktorab, Tahereh; Atashzadeh-Shoorideh, Foroozan

2018-02-01

Ethics play an important role in activating the manpower and achieving the organizational goals. The nurse leaders' ethical behavior can promote the care quality by affecting the nurses' performance and bringing up several positive consequences for the organization. The aim of this study was to identify and describe the ethical competency of nurse leaders in cultural domains and the working conditions of the Iranian healthcare setting to arrive at a more comprehensive and specific perspective. This was a qualitative conventional content analysis study conducted with the participation of 14 nurse leaders at various levels. The participants were selected using the purposive sampling method, and the required data were collected using deep interview and also semi-structured interview. A deductive method of content analysis was applied in data analysis. Ethical considerations: This study was conducted in accord with the principles of research ethics and national rules and regulations relating to informed consent and confidentiality. Data analysis resulted in 17 subcategories that were subsequently grouped into three major categories including empathetic interactions, ethical behavior, and exalted manners. Our findings are consistent with previous ones, yet presenting a more complete knowledge about aspects of ethical competency of nurse leaders. The nurse leaders can provide a proper behavioral model for the work environment through the use of new information. The nurse leaders introduced various aspects of ethical competency, so the leaders' ethical competency could be promoted via planning and managing some ethical development programs. More future research is needed regarding the experiences of the subordinates and other related parties.

Aspiring and Residing IT Leaders: A Legacy for the Future

ERIC Educational Resources Information Center

McIntosh, Keith W.

2012-01-01

Many people think there is a quick road to leadership success. Those who want to become IT leaders--that is, "aspiring leaders"--often think: "If I just do my job well, I will rise to a leadership position." Those who are already IT leaders--that is, "residing leaders"--often think: "If I just do my job well, I will leave a lasting legacy." Doing…

The evolution of leader-follower reciprocity: the theory of service-for-prestige.

PubMed

Price, Michael E; Van Vugt, Mark

2014-01-01

We describe the service-for-prestige theory of leadership, which proposes that voluntary leader-follower relations evolved in humans via a process of reciprocal exchange that generated adaptive benefits for both leaders and followers. We propose that although leader-follower relations first emerged in the human lineage to solve problems related to information sharing and social coordination, they ultimately evolved into exchange relationships whereby followers could compensate leaders for services which would otherwise have been prohibitively costly for leaders to provide. In this exchange, leaders incur costs to provide followers with public goods, and in return, followers incur costs to provide leaders with prestige (and associated fitness benefits). Because whole groups of followers tend to gain from leader-provided public goods, and because prestige is costly for followers to produce, the provisioning of prestige to leaders requires solutions to the "free rider" problem of disrespectful followers (who benefit from leader services without sharing the costs of producing prestige). Thus service-for-prestige makes the unique prediction that disrespectful followers of beneficial leaders will be targeted by other followers for punitive sentiment and/or social exclusion. Leader-follower relations should be more reciprocal and mutually beneficial when leaders and followers have more equal social bargaining power. However, as leaders gain more relative power, and their high status becomes less dependent on their willingness to pay the costs of benefitting followers, service-for-prestige predicts that leader-follower relations will become based more on leaders' ability to dominate and exploit rather than benefit followers. We review evidential support for a set of predictions made by service-for-prestige, and discuss how service-for-prestige relates to social neuroscience research on leadership.

The Space between: Women Teachers as Leaders

ERIC Educational Resources Information Center

Podjasek, Heidi L.

2009-01-01

This qualitative, phenomenological study focused on listening to the voices of women teacher leaders regarding their leadership experiences within one elementary school. The question guiding this dissertation was "How do women elementary school teacher leaders perceive leadership?" Within the stories of the participants, two essential theme…

Leader neurons in leaky integrate and fire neural network simulations.

PubMed

Zbinden, Cyrille

2011-10-01

In this paper, we highlight the topological properties of leader neurons whose existence is an experimental fact. Several experimental studies show the existence of leader neurons in population bursts of activity in 2D living neural networks (Eytan and Marom, J Neurosci 26(33):8465-8476, 2006; Eckmann et al., New J Phys 10(015011), 2008). A leader neuron is defined as a neuron which fires at the beginning of a burst (respectively network spike) more often than we expect by chance considering its mean firing rate. This means that leader neurons have some burst triggering power beyond a chance-level statistical effect. In this study, we characterize these leader neuron properties. This naturally leads us to simulate neural 2D networks. To build our simulations, we choose the leaky integrate and fire (lIF) neuron model (Gerstner and Kistler 2002; Cessac, J Math Biol 56(3):311-345, 2008), which allows fast simulations (Izhikevich, IEEE Trans Neural Netw 15(5):1063-1070, 2004; Gerstner and Naud, Science 326:379-380, 2009). The dynamics of our lIF model has got stable leader neurons in the burst population that we simulate. These leader neurons are excitatory neurons and have a low membrane potential firing threshold. Except for these two first properties, the conditions required for a neuron to be a leader neuron are difficult to identify and seem to depend on several parameters involved in the simulations themselves. However, a detailed linear analysis shows a trend of the properties required for a neuron to be a leader neuron. Our main finding is: A leader neuron sends signals to many excitatory neurons as well as to few inhibitory neurons and a leader neuron receives only signals from few other excitatory neurons. Our linear analysis exhibits five essential properties of leader neurons each with different relative importance. This means that considering a given neural network with a fixed mean number of connections per neuron, our analysis gives us a way of

Courage and today's nurse leader.

PubMed

Clancy, Thomas R

2003-01-01

The virtue of courage is often overlooked in distinguishing successful leaders. This void is a reflection of the difficulty in defining just what courage is. Is courage facing risk without fear or overcoming fear to face risk? What are the differences between physical and moral courage? Can leaders develop courage? These and many other questions surround the nature of courage and how it pertains to leadership. It is the author's intent that readers have a general understanding of how courage affects nursing leadership in today's health care environment.

From practice to education: perspectives from three nurse leaders.

PubMed

Danna, Denise; Schaubhut, Rose M; Jones, John R

2010-02-01

Three nurse leaders recount their experiences transitioning from a practice career to an academic career. These nurse leaders discuss their experiences with role transition and gaining new competencies, comparing and contrasting the competencies of nurse educators and nurse leaders. Specific examples are presented addressing collaborative efforts between practice and education. Copyright 2010, SLACK Incorporated.

NREL Wind Leaders Participate in Wind Industry Partnership Summit | News |

Science.gov Websites

NREL NREL Wind Leaders Participate in Wind Industry Partnership Summit NREL Wind Leaders enable innovations needed to advance U.S. wind systems. "The summit brought together leaders from

Assistant Principals: Their Readiness as Instructional Leaders

ERIC Educational Resources Information Center

Searby, Linda; Browne-Ferrigno, Tricia; Wang, Chih-hsuan

2017-01-01

This article reports findings from a study investigating the capacity of assistant principals to be instructional leaders. Analyses of survey responses yielded four interesting findings: (a) years of experience as a teacher and age had no significance on assistant principals' perceived readiness as an instructional leader; (b) those completing…

Inside-Outside: Finding Future Community College Leaders

ERIC Educational Resources Information Center

Strom, Stephen L.; Sanchez, Alex A.; Downey-Schilling, JoAnna

2011-01-01

Over the next decade, as the community college's current generation of leaders and administrators begin retiring in large numbers, important steps must be taken to identify and develop future leaders for the institution. A variety of internal opportunities (e.g., internships, leadership development programs, graduate school programs) provide…

Modern American Agricultural Leaders: Four from Iowa.

ERIC Educational Resources Information Center

Colbert, Thomas B.

1991-01-01

Profiles four Iowans who became agricultural leaders and committed themselves to addressing farmers' needs: Henry Wallace, James R. Howard, Milo Reno, and Ruth Buxton Sayre. Identifies farm organizations with which each was affiliated, such as the Farm Bureau and the Farmers' Union. Summarizes each leader's major accomplishments and political…

District Leaders' Framing of Educator Evaluation Policy

ERIC Educational Resources Information Center

Woulfin, Sarah L.; Donaldson, Morgaen L.; Gonzales, Richard

2016-01-01

Purpose: Educator evaluation systems have recently undergone scrutiny and reform, and district and school leaders play a key role in interpreting and enacting these systems. This article uses framing theory to understand district leaders' interpretation and advancement of a state's new educator evaluation policy. Research Methods: The article…

Stories of Resiliency: Successful Female Educational Leaders

ERIC Educational Resources Information Center

Pankake, Anita M.; Beaty, Danna M.

2005-01-01

Information about the experiences successful leaders perceive as vital to their development can be helpful to one's understanding of resiliency. Such information can also offer insights into the ways successful leaders use positive and negative situations as learning opportunities and the strategies they implement in addressing adversity. The…

Should School Administrators Be Leaders or Managers?

ERIC Educational Resources Information Center

Burke, W. Warner

Research in leadership relevant to school administrators is reviewed and summarized here. The author maintains that most previous authors identified two primary leader functions, concerns, types, or dimensions. These authors include Wortman, who, following in the footsteps of Zaleznick, saw a dichotomy between leaders and managers; Burns, who…

Leader genes in osteogenesis: a theoretical study.

PubMed

Orlando, Bruno; Giacomelli, Luca; Ricci, Massimiliano; Barone, Antonio; Covani, Ugo

2013-01-01

Little is still known about the molecular mechanisms involved in the process of osteogenesis. In this paper, the leader genes approach, a new bioinformatics method which has already been experimentally validated, is adopted in order to identify the genes involved in human osteogenesis. Interactions among genes are then calculated and genes are ranked according to their relative importance in this process. In total, 167 genes were identified as being involved in osteogenesis. Genes were divided into 4 groups, according to their main function in the osteogenic processes: skeletal development; cell adhesion and proliferation; ossification; and calcium ion binding. Seven genes were consistently identified as leader genes (i.e. the genes with the greatest importance in osteogenesis), while 14 were found to have slightly less importance (class B genes). It was interesting to notice that the larger part of leader and class B genes belonged to the cell adhesion and proliferation or to the ossification sub-groups. This finding suggested that these two particular sub-processes could play a more important role in osteogenesis. Moreover, among the 7 leader genes, it is interesting to notice that RUNX2, BMP2, SPARC, PTH play a direct role in bone formation, while the 3 other leader genes (VEGF, IL6, FGF2) seem to be more connected with an angiogenetic process. Twenty-nine genes have no known interactions (orphan genes). From these results, it may be possible to plan an ad hoc experimentation, for instance by microarray analyses, focused on leader, class B and orphan genes, with the aim to shed new light on the molecular mechanisms underlying osteogenesis. Copyright © 2012 Elsevier Ltd. All rights reserved.

What School Leaders Need to Know about English Learners

ERIC Educational Resources Information Center

Dormer, Jan Edwards

2016-01-01

School leaders have the unique opportunity and responsibility to play a crucial role in creating a culture of high expectations and an environment of support so that ELLs can succeed and continue to enrich the fabric of our country. "What School Leaders Need to Know About English Learners" offers school leaders the foundation, the ideas,…

Eta Sigma Gamma: Preparing Leaders Today for Tomorrow's Challenges

ERIC Educational Resources Information Center

Brown, Kelli McCormack

2007-01-01

There is no one definition for a leader or for leadership, but most people can identify a leader and can provide qualities of a good leader or good leadership. The founders of Eta Gamma Gamma--William Bock, Warren Schaller, and Robert Synovitz--all displayed a critical characteristic of leadership by having and acting on a vision. Leadership has…

Dependence of driving characteristics upon follower-leader combination

NASA Astrophysics Data System (ADS)

Nagahama, Akihito; Yanagisawa, Daichi; Nishinari, Katsuhiro

2017-10-01

The analysis of the microscopic view of mixed traffic offers a basis for resolving traffic jams which are inhomogeneous due to several types of vehicles. In this study, we research the dependence of driving characteristics upon vehicle order in a platoon. By focusing particularly upon the manner in which the driving characteristics of a follower are affected by both their own vehicle type and that of their leader, we measured the trajectories of platoons comprising two vehicles selected from motorcycles, passenger cars, and trucks on a test course. Analysis based on vehicle order showed that the vehicle types of both the leader and the follower as well as the leader's driving characteristics affected the velocity, acceleration, deceleration, operational delay of followers, and the distance gap between leaders and followers in different ways. In addition, we investigated the factors affecting driving characteristics by multiple regression analysis. We revealed that the operational delay and the maximum distance gap tend to be large when the length of leaders is large. Furthermore, as long as a follower can follow, we need not consider vehicle types among the parameters determining maximum velocity in car-following models. The vehicle types of the leader and the follower should be considered to determine maximum acceleration. When determining maximum deceleration, the vehicle types of the follower should be considered.

Interactional leader-follower sensorimotor communication strategies during repetitive joint actions.

PubMed

Candidi, Matteo; Curioni, Arianna; Donnarumma, Francesco; Sacheli, Lucia Maria; Pezzulo, Giovanni

2015-09-06

Non-verbal communication is the basis of animal interactions. In dyadic leader-follower interactions, leaders master the ability to carve their motor behaviour in order to 'signal' their future actions and internal plans while these signals influence the behaviour of follower partners, who automatically tend to imitate the leader even in complementary interactions. Despite their usefulness, signalling and imitation have a biomechanical cost, and it is unclear how this cost-benefits trade-off is managed during repetitive dyadic interactions that present learnable regularities. We studied signalling and imitation dynamics (indexed by movement kinematics) in pairs of leaders and followers during a repetitive, rule-based, joint action. Trial-by-trial Bayesian model comparison was used to evaluate the relation between signalling, imitation and pair performance. The different models incorporate different hypotheses concerning the factors (past interactions versus online movements) influencing the leader's signalling (or follower's imitation) kinematics. This approach showed that (i) leaders' signalling strategy improves future couple performance, (ii) leaders used the history of past interactions to shape their signalling, (iii) followers' imitative behaviour is more strongly affected by the online movement of the leader. This study elucidates the ways online sensorimotor communication help individuals align their task representations and ultimately improves joint action performance. © 2015 The Author(s).

34 CFR 1100.1 - What is the Literacy Leader Fellowship Program?

Code of Federal Regulations, 2010 CFR

2010-07-01

... 34 Education 3 2010-07-01 2010-07-01 false What is the Literacy Leader Fellowship Program? 1100.1... INSTITUTE FOR LITERACY NATIONAL INSTITUTE FOR LITERACY: LITERACY LEADER FELLOWSHIP PROGRAM § 1100.1 What is the Literacy Leader Fellowship Program? (a) Under the Literacy Leader Fellowship Program, the Director...

Leaders as Learners: Developing New Leadership Practices

ERIC Educational Resources Information Center

Aas, Marit

2017-01-01

Professional learning and development of school leaders are considered keys to educational change. However, a growing body of research has identified how difficult it is to design professional leadership programmes that make a difference in leaders' professional practice. Drawing on the framework of expansive learning and data from the six-year…

The Benevolent Leader Revisited: Children's Images of Political Leaders in Three Democracies

ERIC Educational Resources Information Center

Greenstein, Fred I.

1975-01-01

Describes 10- to 14-year old children's responses to open-ended questions about political leaders in Britain, France, and United States in light of political socialization literature. For journal availability see SO 504 327. (ND)

Social identity framing: Leader communication for social change

NASA Astrophysics Data System (ADS)

Seyranian, Viviane

Social identity framing (SIF) delineates a process of intergroup communication that leaders may engage in to promote a vision of social change. As a step towards social change, social identity may need to be altered to accommodate a new view of the group, its collective goals, and its place alongside other groups. Thus, social identity content may be deconstructed and reconstructed by the leader en route to change. SIF suggests that this may be achieved through a series of 16 communication tactics, which are largely derived from previous research (Seyranian & Bligh, 2008). This research used an experimental design to test the effectiveness of three SIF communication tactics - inclusion, similarity to followers, and positive social identity - on a number of follower outcomes. Students ( N=246) were randomly assigned to read one of eight possible speeches promoting renewable energy on campus that was ostensibly from a student leader. The speeches were varied to include or exclude the three communication tactics. Following the speech, participants completed a dependent measures questionnaire. Results indicated that similarity to followers and positive social identity did not affect follower outcomes. However, students exposed to inclusion were more likely to indicate that renewable energy was ingroup normative; intend to engage in collective action to bring renewable energy to campus; experience positive emotional reactions towards change; feel more confident about the possibility of change; and to view the leader more positively. The combination of inclusion and positive social identity increased perceptions of charismatic leadership. Perceived leader prototypicality and cognitive elaboration of the leader's message resulted in more favorable attitudes towards renewable energy. Perceived leader prototypicality was also directly related to social identification, environmental values, ingroup injunctive norms, and self-stereotypes. Overall, these results support SIF

Fewer but better: Proportionate size of the group affects evaluation of transgressive leaders.

PubMed

Travaglino, Giovanni A; Abrams, Dominic; Randsley de Moura, Georgina; Yetkili, Orkun

2016-06-01

A group may be badly affected if its leader transgresses important rules. Nonetheless, an emerging body of evidence suggests that in intergroup contexts, group members apply a double standard when judging ingroup leaders - They respond less punitively to transgressions by their leader than by non-leaders. In this article, two experiments investigated how proportionate ingroup size affects reactions to transgressive ingroup leaders. We demonstrate that ingroup leaders from larger, but not smaller, groups benefit from the double standard. The experiments testing the effects of two different types of transgressions (nepotistic favouritism and corruption, respectively) show that transgressive leaders from larger groups are evaluated more positively than both comparable non-leaders and leaders from smaller groups. In contrast, transgressive leaders from smaller groups are evaluated similarly to comparable transgressive non-leaders. Experiment 2 investigated a potential explanation for this phenomenon. Faced with a transgressive leader, members of a smaller group report greater embarrassment than do members of larger groups in relation to the leaders' actions. Implications of these findings and directions for future research are discussed. © 2015 The British Psychological Society.

Leaders and Followers.

ERIC Educational Resources Information Center

Gardner, John

1987-01-01

The relationship between leaders and followers is crucial and often misunderstood. Ninety percent of leadership can be taught, and the remainder consists of energy, stamina, and ingredients of undetermined origin. Those who study leadership come from many disciplines, but what is learned should be shared. (MSE)

The Certified Clinical Nurse Leader in Critical Care.

PubMed

L'Ecuyer, Kristine M; Shatto, Bobbi J; Hoffmann, Rosemary L; Crecelius, Matthew L

2016-01-01

Challenges of the current health system in the United States call for collaboration of health care professionals, careful utilization of resources, and greater efficiency of system processes. Innovations to the delivery of care include the introduction of the clinical nurse leader role to provide leadership at the point of care, where it is needed most. Clinical nurse leaders have demonstrated their ability to address needed changes and implement improvements in processes that impact the efficiency and quality of patient care across the continuum and in a variety of settings, including critical care. This article describes the role of the certified clinical nurse leader, their education and skill set, and outlines outcomes that have been realized by their efforts. Specific examples of how clinical nurse leaders impact critical care nursing are discussed.

Teacher Evaluation in Illinois: School Leaders' Perceptions and Practices

ERIC Educational Resources Information Center

Lavigne, Alyson Leah; Chamberlain, Roger Wade

2017-01-01

The aim of the current study is to assess school leaders' perceptions and practices in the context of a new policy that emphasizes teacher evaluation. The study draws from survey data of 606 K-12 school leaders in the USA in a state implementing a new teacher evaluation model under Race to the Top. Findings illustrate that school leaders spent…

The Relationship between Organizational Experience and Perceived Leader Behavior,

DTIC Science & Technology

1978-08-01

satisfaction and performance in relatively relaxed, nonstressful work environments, while formalized leader structure was more conducive to effective...leader behavior and subordinate satisfaction and performance : A test of some situational moderators. Journal ofApplied Psychology, 1976, 61, 634-641...Stogdill, 1974; Vroom , 1976). Studies have focused on such varying issues as relationships between quality of military life and perceived leader attributes

Middle Leaders' Learning in a University Context

ERIC Educational Resources Information Center

Franken, Margaret; Penney, Dawn; Branson, Christopher

2015-01-01

This article focuses on the phenomenon of middle leadership in a university context and directs attention to the significance of learning as a central facet of leadership development. Drawing on the reflections of two of the authors as new middle leaders (chairpersons of departments), this article critically examines how middle leaders learn…

Vision-Based Leader Vehicle Trajectory Tracking for Multiple Agricultural Vehicles

PubMed Central

Zhang, Linhuan; Ahamed, Tofael; Zhang, Yan; Gao, Pengbo; Takigawa, Tomohiro

2016-01-01

The aim of this study was to design a navigation system composed of a human-controlled leader vehicle and a follower vehicle. The follower vehicle automatically tracks the leader vehicle. With such a system, a human driver can control two vehicles efficiently in agricultural operations. The tracking system was developed for the leader and the follower vehicle, and control of the follower was performed using a camera vision system. A stable and accurate monocular vision-based sensing system was designed, consisting of a camera and rectangular markers. Noise in the data acquisition was reduced by using the least-squares method. A feedback control algorithm was used to allow the follower vehicle to track the trajectory of the leader vehicle. A proportional–integral–derivative (PID) controller was introduced to maintain the required distance between the leader and the follower vehicle. Field experiments were conducted to evaluate the sensing and tracking performances of the leader-follower system while the leader vehicle was driven at an average speed of 0.3 m/s. In the case of linear trajectory tracking, the RMS errors were 6.5 cm, 8.9 cm and 16.4 cm for straight, turning and zigzag paths, respectively. Again, for parallel trajectory tracking, the root mean square (RMS) errors were found to be 7.1 cm, 14.6 cm and 14.0 cm for straight, turning and zigzag paths, respectively. The navigation performances indicated that the autonomous follower vehicle was able to follow the leader vehicle, and the tracking accuracy was found to be satisfactory. Therefore, the developed leader-follower system can be implemented for the harvesting of grains, using a combine as the leader and an unloader as the autonomous follower vehicle. PMID:27110793

Vision-Based Leader Vehicle Trajectory Tracking for Multiple Agricultural Vehicles.

PubMed

Zhang, Linhuan; Ahamed, Tofael; Zhang, Yan; Gao, Pengbo; Takigawa, Tomohiro

2016-04-22

The aim of this study was to design a navigation system composed of a human-controlled leader vehicle and a follower vehicle. The follower vehicle automatically tracks the leader vehicle. With such a system, a human driver can control two vehicles efficiently in agricultural operations. The tracking system was developed for the leader and the follower vehicle, and control of the follower was performed using a camera vision system. A stable and accurate monocular vision-based sensing system was designed, consisting of a camera and rectangular markers. Noise in the data acquisition was reduced by using the least-squares method. A feedback control algorithm was used to allow the follower vehicle to track the trajectory of the leader vehicle. A proportional-integral-derivative (PID) controller was introduced to maintain the required distance between the leader and the follower vehicle. Field experiments were conducted to evaluate the sensing and tracking performances of the leader-follower system while the leader vehicle was driven at an average speed of 0.3 m/s. In the case of linear trajectory tracking, the RMS errors were 6.5 cm, 8.9 cm and 16.4 cm for straight, turning and zigzag paths, respectively. Again, for parallel trajectory tracking, the root mean square (RMS) errors were found to be 7.1 cm, 14.6 cm and 14.0 cm for straight, turning and zigzag paths, respectively. The navigation performances indicated that the autonomous follower vehicle was able to follow the leader vehicle, and the tracking accuracy was found to be satisfactory. Therefore, the developed leader-follower system can be implemented for the harvesting of grains, using a combine as the leader and an unloader as the autonomous follower vehicle.

Nurse leader certification preparation: how are confidence levels impacted?

PubMed

Junger, Stacey; Trinkle, Nicole; Hall, Norma

2016-09-01

The aim was to examine the effect of a nurse leader certification preparation course on the confidence levels of the participants. Limited literature is available regarding nurse leader development and certifications. Barriers exist related to lack of confidence, high cost, time and lack of access to a preparation course. Nurse leaders (n = 51) completed a pre- and post-survey addressing confidence levels of participants related to the topics addressed in the nurse leader certification preparation course. There were statistically significant increases in confidence levels related to all course content for the participants. At the time of the study, there were 31.4% of participants intending to sit for the certification examination, and 5 of the 51 participants successfully sat for and passed the examination. A nurse leader certification preparation course increases confidence levels of the participants and removes barriers, thereby increasing the number of certifications obtained. The health-care climate is increasingly complex and nurse leaders need the expertise to navigate the ever-changing health-care environment. Certification in a specialty, such as leadership, serves as an indicator of a high level of competence in the field. © 2016 John Wiley & Sons Ltd.

The Inconspicuous Leader

ERIC Educational Resources Information Center

Braz, Meredith

2012-01-01

There are many hundreds if not thousands of registrars--unsung leaders in U.S. higher education who often may be "unseen" but who are both quite present and surprisingly influential. Leadership styles among them vary somewhat, but many of them practice what the author calls "inconspicuous" leadership. "Inconspicuous"…

Outdoorsman, Leaders Guide.

ERIC Educational Resources Information Center

Alberta Dept. of Agriculture, Edmonton.

Intended as an activities and resource guide for the Outdoorsman Project, this leader's guide supports the project's objectives of providing opportunities for each 4-H member to experience practical and real situations in the outdoors, instilling an appreciation of the environment in the participants, and encouraging environmental awareness. The…

Teacher Leader Model Standards: Implications for Preparation, Policy, and Practice

ERIC Educational Resources Information Center

Berg, Jill Harrison; Carver, Cynthia L.; Mangin, Melinda M.

2014-01-01

Teacher leadership is increasingly recognized as a resource for instructional improvement. Consequently, teacher leader initiatives have expanded rapidly despite limited knowledge about how to prepare and support teacher leaders. In this context, the "Teacher Leader Model Standards" represent an important development in the field. In…

Optimal parameters of leader development in lightning

NASA Technical Reports Server (NTRS)

Petrov, N. I.; Petrova, G. N.

1991-01-01

The dependences between the different parameters of a leader in lightning are obtained theoretically. The physical mechanism of the instability leading to the formation of the streamer zone is proposed. The instability has the wave nature and is caused by the self-influence effects of the space charge. Using a stability condition of the leader propagation, a dependence is obtained between the current across the leader head and its velocity of motion. The dependence of the streamer zone length on the gap length is also obtained. It is shown that the streamer zone length is saturated with the increasing of the gap length. A comparison between the obtained dependences and the experimental data is presented.

The power of a vision.... A leader's journey.

PubMed

Mintzer, B

2001-07-01

Being a leader in health care today requires the ability to implement a visionary style of leadership. The visionary leader has the challenge of formulating and articulating a corporate vision that employees can buy into and work toward.

Assessing the professional development needs of experienced nurse executive leaders.

PubMed

Leach, Linda Searle; McFarland, Patricia

2014-01-01

The objective of this study was to identify the professional development topics that senior nurse leaders believe are important to their advancement and success. Senior/experienced nurse leaders at the executive level are able to influence the work environment of nurses and institutional and health policy. Their development needs are likely to reflect this and other contemporary healthcare issues and may be different from middle and frontline managers. A systematic way of assessing professional development needs for these nurse leaders is needed. A descriptive study using an online survey was distributed to a convenience sample of nurse leaders who were members of the Association of California Nurse Leaders (ACNL) or have participated in an ACNL program. Visionary leadership, leading complexity, and effective teams were the highest ranked leadership topics. Leading change, advancing health: The future of nursing, healthy work environments, and healthcare reform were also highly ranked topics. Executive-level nurse leaders are important to nurse retention, effective work environments, and leading change. Regular assessment and attention to the distinct professional development needs of executive-level nurse leaders are a valuable human capital investment.

What Does Leaders' Character Add to Transformational Leadership?

PubMed

Liborius, Patrick

2017-04-03

The influence of leaders' character (e.g., integrity, humility/forgiveness) has rarely been examined in leadership research. The current investigation focused on the impact of integrity and humility/forgiveness on both followers' perceptions of leaders' worthiness of being followed (WBF) and stress. Results from a scenario experiment (n = 347) and a field study (n = 110) indicated that these aspects incrementally predict WBF above and beyond the impact of transformational leadership. Similar results were found concerning followers' stress with the exception of leader integrity in the field study. According to relative importance analyses, integrity and transformational leadership predict WBF equally well. The results have conceivable implications for human resources (personnel selection and development). Future research should examine additional outcome variables that are affected by certain leader characteristics as well as potential negative effects of the examined character aspects.

Hemorrhagic cystitis in children undergoing bone marrow transplantation: a putative role for simian virus 40.

PubMed

Comar, Manola; D'Agaro, Pierlanfranco; Andolina, Marino; Maximova, Natasha; Martini, Fernanda; Tognon, Mauro; Campello, Cesare

2004-08-27

Late-onset hemorrhagic cystitis (HC) is a well-known severe complication of bone marrow transplantation (BMT), both in adults and in children. Protracted postengraftment HC is associated with graft-versus-host disease and viral infections, mainly caused by BK virus (BKV) or adenovirus (AV). This study investigated whether simian virus 40 (SV40) DNA sequences can be detected in specimens from pediatric patients affected by severe postengraftment HC. The clinical diagnosis of HC was made in 7 of 28 BMT children. DNA from peripheral blood mononuclear cells (PBMC) and urine sediment cells and supernatants was analyzed by polymerase chain reaction (PCR) for human cytomegalovirus (HCMV), AV, BKV, JC virus (JCV), and SV40. DNA filter hybridization and sequencing was carried out in SV40-positive samples. SV40 footprints were detected in two of seven cases of HC. Specific SV40 DNA sequences were detected by PCR and by filter hybridization both in urine and in PBMC samples at the HC onset and during the follow-up. The DNA sequencing proved that the amplicons belonged to the SV40 wild-type. Urine samples of the two HC cases tested negative by cell cultures, PCR, or both for HCMV, BKV, JCV, and AV. The detection of SV40 DNA sequences suggest that this simian polyomavirus could be involved, at least in some cases, in the HC occurring in children after BMT.

World Biotechnology Leaders to Gather for Conference

Science.gov Websites

Biotechnology Leaders to Gather for Conference For more information contact: e:mail: Public Affairs biotechnology leaders gather in Fort Collins, CO May 2-6 for the 21st Symposium on Biotechnology for Fuels and special session on funding opportunities for U.S. biotechnology projects. More than 175 presentations are

Get Organized! Time Management for School Leaders

ERIC Educational Resources Information Center

Buck, Frank

2008-01-01

Too often, time-management books target the business executive. Although it is true that those in the educational arena share many of the same challenges, it is also true that schools are unique places. This book is written for school leaders. Its scenarios specifically address the day-to-day situations school leaders face on a regular basis. This…

How Sociological Leaders Teach: Some Key Principles

ERIC Educational Resources Information Center

Persell, Caroline Hodges; Pfeiffer, Kathryn M.; Syed, Ali

2008-01-01

This paper arose from a larger study designed to explore what leaders in the field of sociology think are the most important goals and principles for students to understand after taking a college-level introductory course and how they teach those principles. A population of scholarly leaders in sociology was defined by various forms of peer…

Emerging Research Leaders' Preparation and Practices

ERIC Educational Resources Information Center

Rohwer, Debbie

2015-01-01

There is a need for a study to provide in-depth information about emerging researcher leaders in terms of how they prepared for their career and how they utilize time and resources in their current positions in order to have continued research success. The purpose of the current study was to describe emerging research leaders' graduate school…

Are leader stereotypes masculine? A meta-analysis of three research paradigms.

PubMed

Koenig, Anne M; Eagly, Alice H; Mitchell, Abigail A; Ristikari, Tiina

2011-07-01

This meta-analysis examined the extent to which stereotypes of leaders are culturally masculine. The primary studies fit into 1 of 3 paradigms: (a) In Schein's (1973) think manager-think male paradigm, 40 studies with 51 effect sizes compared the similarity of male and leader stereotypes and the similarity of female and leader stereotypes; (b) in Powell and Butterfield's (1979) agency-communion paradigm, 22 studies with 47 effect sizes compared stereotypes of leaders' agency and communion; and (c) in Shinar's (1975) masculinity-femininity paradigm, 7 studies with 101 effect sizes represented stereotypes of leadership-related occupations on a single masculinity-femininity dimension. Analyses implemented appropriate random and mixed effects models. All 3 paradigms demonstrated overall masculinity of leader stereotypes: (a) In the think manager-think male paradigm, intraclass correlation = .25 for the women-leaders similarity and intraclass correlation = .62 for the men-leaders similarity; (b) in the agency-communion paradigm, g = 1.55, indicating greater agency than communion; and (c) in the masculinity-femininity paradigm, g = 0.92, indicating greater masculinity than the androgynous scale midpoint. Subgroup and meta-regression analyses indicated that this masculine construal of leadership has decreased over time and was greater for male than female research participants. In addition, stereotypes portrayed leaders as less masculine in educational organizations than in other domains and in moderate- than in high-status leader roles. This article considers the relation of these findings to Eagly and Karau's (2002) role congruity theory, which proposed contextual influences on the incongruity between stereotypes of women and leaders. The implications for prejudice against women leaders are also considered.

Leader as visionary. Leadership education model.

PubMed

Aroian, Jane

2002-01-01

Developing nurse leaders for today and tomorrow is a priority considering the powerful relationship between leadership strength and the influence of the nursing profession in the future of health care. This article addresses leadership theories and research as they relate to visionary leadership. Education for visionary leadership is also addressed including the competencies and skill sets for effective visionary leaders. Visioning is a powerful force for change in shaping organizations and building teams for the future.

Use of interleukin-2 for management of natalizumab-associated progressive multifocal leukoencephalopathy: case report and review of literature

PubMed Central

Dubey, Divyanshu; Zhang, Yinan; Graves, Donna; DeSena, Allen D.; Frohman, Elliot; Greenberg, Benjamin

2015-01-01

A 51-year-old woman with relapsing–remitting multiple sclerosis (RRMS) and 3-year history of natalizumab use developed expressive aphasia. A brain magnetic resonance image (MRI) showed left frontotemporal and right parietal lesion with mild contrast enhancement and cerebrospinal fluid (CSF) was positive for John Cunningham virus (JCV) by polymerase chain reaction (PCR). The patient received five cycles of plasmapheresis followed by intravenous immunoglobulin. Despite this intervention, her speech deteriorated and she developed right hemiparesis. Upon referral to our institution, CSF quantitative JCV PCR was notable for 834 copies/ml. The patient was given an initial dose of 50,000 units of interleukin-2 (IL-2) subcutaneously (SQ) followed by 1 million units IL-2 SQ daily. Due to concern for immune reconstitution inflammatory syndrome (IRIS), the patient also received intravenous methylprednisone weekly. The regimen was tolerated well by the patient with no severe adverse effects. Clinically, the patient showed some improvement, and became more responsive and regained right lower extremity antigravity strength. After 12 weeks of IL-2 therapy, JCV quantitative PCR was notable for 31 copies/ml and the patient was more responsive. Due to persistence of JCV, IL-2 therapy was changed to mefloquine. At follow up after 6 months, the patient showed no clinical deterioration. PMID:27134676

Lessons for Leaders.

ERIC Educational Resources Information Center

Parker, Barbara

1994-01-01

Among the current crop of business leadership manuals, the six reviewed are applicable for school leaders as well. Themes of effective employee management and motivation, personal responsibility, and having the ability to initiate and implement constructive change are among the common threads running through the books. Information on ordering the…

The Family Support Group (FSG) Leaders’ Handbook

DTIC Science & Technology

2000-04-01

family guide. Fort Hood, TX: Author. Granovsky , N. (1998). Family Support Group leader basic handbook (Operation READY). Alexandria, VA: U. S...Readiness and Financial Planning " (22.3 minutes). Granovsky , N. (1998). Family Support Group Leader Basic Handbook (Operation READY). Alexandria

Evolutionary preferences for physical formidability in leaders.

PubMed

Murray, Gregg R

2014-01-01

This research uses evolutionary theory to evaluate followers' preferences for physically formidable leaders and to identify conditions that stimulate those preferences. It employs a population-based survey experiment (N ≥ 760), which offers the advantages to internal validity of experiments and external validity of a highly heterogeneous sample drawn from a nationally representative subject pool. The theoretical argument proffered here is followers tend to prefer leaders with greater physical formidability because of evolutionary adaptations derived from humans' violent ancestral environment. In this environment, individuals who allied with and ultimately followed physically powerful partners were more likely to acquire and retain important resources necessary for survival and reproduction because the presence of the physically powerful partner cued opponents to avoid a challenge for the resources or risk a costly confrontation. This argument suggests and the results indicate that threatening (war) and nonthreatening (peace, cooperation, and control) stimuli differentially motivate preferences for physically formidable leaders. In particular, the findings suggest threatening conditions lead to preferences for leaders with more powerful physical attributes, both anthropometric (i.e., weight, height, and body mass index) and perceptual (i.e., attributes of being "physically imposing or intimidating" and "physically strong"). Overall, this research offers a theoretical framework from which to understand this otherwise seemingly irrational phenomenon. Further, it advances the emerging but long-neglected investigation of biological effects on political behavior and has implications for a fundamental process in democratic society, leader selection.

Powerful women leaders rise in Asia despite gender inequality.

PubMed

Over the years, Asia has produced some of the worlds most formidable women leaders, including Indira Ghandi, Madame Mao, Benazir Bhutto, and Corazon Aquino. The list continues with South Asia's leaders, prime ministers, opposition leaders, and vice-presidents, however, such an impressive list does not reflect true equality nor enlightened gender politics. According to Sonny Lo, sociology professor at Hong Kong University, no Asian political system observes true gender equality. It is noted that these Asian leaders rose into prominence after the death or imprisonment of their fathers or husbands. Nevertheless, the elections of Anson Chan and life-long dissident Annette Lu, signal the emergence of a new model for women leaders in Asia. Still, Lo emphasizes that this new trend is merely a reflection of civil service equal opportunity rules. Lo adds that even Taiwan President Chen Sui-Bian's all-women cabinet does not reflect the nation's sentiment, but a wish to project an image.

Leader Noticing of Facilitation in Videocases of Mathematics Professional Development

ERIC Educational Resources Information Center

Lesseig, Kristin; Elliott, Rebekah; Kazemi, Elham; Kelley-Petersen, Megan; Campbell, Matthew; Mumme, Judith; Carroll, Cathy

2017-01-01

In this article, we report on "Researching Mathematics Leader Learning" ("RMLL"), a project designed to support leaders in learning how to facilitate robust opportunities for teachers' mathematical learning. Our two-phase research design allowed us to construct a set of videocase seminars, enact the seminar design with leaders,…

Hypothesis on the Origin of Chaotic Pulse Train in Dart Leader

NASA Astrophysics Data System (ADS)

Pu, Y.; Qie, X.; Sun, Z.; Jiang, R.; Liu, M.; Zhang, H.

2017-12-01

The origin of chaotic pulse train (CPT) during the dart leader propagation remains debatable. Based on previous observations, the `chaotic' dart leader is featured by chaotic electric fields, large charge transfer and high energetic radiation. In some cases, the cause of CPT was attributed to the concurrent branches or upward connecting leader. In this presentation, after carefully examining the simultaneous optical, electrical and VHF location data of triggered lightning in SHATLE and some results in other literature, we found the close relationship between the upper luminous leader segment and CPT. It is hypothesized that the CPT originates from the luminous corona zone around the upper leader channel beyond the leader tip. The fast, sufficient supply of negative charge from the cloud can result in a net negative charge layer around the ionized channel surface. Then new diffuse discharge can make a corona zone outside the channel and radiates in a chaotic way. The cloud charge reservoir and the speed of charge transfer, which can be indicated by the speed of the leader, are determinative to the generation of CPT. Using VHF location technique, we also estimated the speed evolution of the leader and link it with electric field change.

What Do Students Experience as Peer Leaders of Learning Teams?

ERIC Educational Resources Information Center

Johnson, Erik C.; Robbins, Brett A.; Loui, Michael C.

2015-01-01

In a course for engineering freshmen, peer leaders facilitated optional study sessions, which implemented peer-led team learning workshops. Some leaders were paid teaching assistants, but most were undergraduate volunteers. To understand the experiences of the peer leaders, we asked them to keep weekly reflective journals. By performing a basic…

Voices of leadership: wisdom from women leaders in neuropsychology.

PubMed

Silver, Cheryl H; Benitez, Andreana; Armstrong, Kira; Tussey, Chriscelyn M

2018-02-01

Inspired by panel discussions at various neuropsychology conferences, the aim of this paper is to share wisdom that women in neuropsychology acquired from their leadership experiences. We identified 46 women leaders in governance and academic research through reviews of organizational websites and journal editorial boards, and requested their response to brief questions via email. Twenty-one leaders provided responses to three questions formulated by the authors. This paper summarizes the primary themes for the following questions: (1) What advice would you give to a woman neuropsychologist who is seeking to move into a leadership role? Responses included: increase visibility, make connections, know yourself, be confident, and gather information. (2) What leadership style(s) works best? No respondents endorsed a 'best' leadership style; however, they suggested that leaders should know their own personal style, be open and transparent, find a shared mission, and most importantly - use a collaborative approach. (3) What helps a woman earn respect as a leader in neuropsychology? Respondents recommended that leaders should: get involved in the work, demonstrate integrity, do your homework, be dependable, and keep meetings focused. It is the authors' intent that by gathering and distilling advice from successful women leaders in neuropsychology, more women may be catalyzed to pursue leadership roles in our profession.

Evaluation of a clinical leadership programme for nurse leaders.

PubMed

Martin, Jacqueline S; McCormack, Brendan; Fitzsimons, Donna; Spirig, Rebecca

2012-01-01

This is an evaluation study of the impact of the adapted RCN Clinical Leadership Programme on the development of leadership competencies of nurse leaders in Switzerland. Transformational leadership competencies are essential for delivering high-quality care within health-care organizations. However, many countries have identified a lack of leadership skills in nurse leaders. Consequently, the development of leadership competencies is a major objective for health-care centres. This article describes the quantitative results of a mixed methods study. A one-group pre-test-post-test quasi-experimental design was used. A convenience sample of 14 ward leaders were assessed three times using the Leadership Practices Inventory (LPI). Descriptive and inferential data analysis techniques were employed. In total 420 observer-assessment questionnaires and 42 self-assessment questionnaires were distributed. Our main finding was that nurse leaders following the programme, demonstrated significant improvement in two subscales of the LPI -'inspiring a shared vision' and 'challenging the process'. This study showed improvement in two leadership practices of nurse leaders following a programme that has been adapted to Swiss health care. Findings concur with others studies that suggest that investments in educational programs to facilitate leadership skills in nurse leaders are justified. © 2011 Blackwell Publishing Ltd.

Profile of a 1:1 Technology Leader

ERIC Educational Resources Information Center

Wirt, Howard Todd

2012-01-01

There is a great amount of emphasis placed on the impact a principal has on a school. Likewise, there is an abundance of research focused on the necessary skills needed to be a successful school leader. The purpose of this study is to develop a profile that includes common characteristics and attributes of successful school leaders in a one-to-one…

Where the Leaders of 1989 Are Now

ERIC Educational Resources Information Center

Hvistendahl, Mara

2009-01-01

This article describes the current lives of the Chinese leaders of 1989. Wang Dan, an active organizer year before the demonstrations and quickly became a leader in the square, has completed a Ph.D. in Chinese history at Harvard University last year and is now on a postdoctoral fellowship at the University of Oxford. Wu'er Kaixi, who took a…

The Clinician as Leader: Why, How, and When.

PubMed

Stoller, James K

2017-11-01

Clinicians are inveterate leaders. We lead patients through the difficult maze of illness, families through the travails of ill loved ones, and physicians-in-training through the gauntlet of learning medicine. Yet, in the context of a range of leadership styles that effective leaders must be able to deploy situationally, physician leaders have traditionally defaulted to a "command and control" style that fosters the concept of physicians as "Viking warriors" or "heroic lone healers." The perverse effects of "command and control" are that this style conspires against collaboration and tends to be perpetuated as aspiring leaders emulate their predecessors. Because healthcare faces challenges of cost, access, and quality and is in the throes of change, the current landscape requires effective leadership. Though still relatively uncommon among healthcare organizations, frontrunner organizations are offering leadership development programs. The design of such programs requires clarity about requisite leadership competencies and about how and when to best to deliver such curricula. As one example, the American Thoracic Society has launched its Emerging Leaders Program (ELP), which is currently offering a leadership development curriculum to 18 selected emerging leaders. The ATS ELP curriculum focuses on awareness of self and system and incorporates highly participatory sessions on emotional intelligence, teambuilding, change management, situational leadership, appreciative inquiry, process and quality improvement, strategic planning, and organizational culture. Short-term deliverables are the development and presentation of business plans for innovations proposed by the group. Hoped for longer-term outcomes include an enhanced leadership pipeline for global respiratory health.

Ribosome reinitiation at leader peptides increases translation of bacterial proteins.

PubMed

Korolev, Semen A; Zverkov, Oleg A; Seliverstov, Alexandr V; Lyubetsky, Vassily A

2016-04-16

Short leader genes usually do not encode stable proteins, although their importance in expression control of bacterial genomes is widely accepted. Such genes are often involved in the control of attenuation regulation. However, the abundance of leader genes suggests that their role in bacteria is not limited to regulation. Specifically, we hypothesize that leader genes increase the expression of protein-coding (structural) genes via ribosome reinitiation at the leader peptide in the case of a short distance between the stop codon of the leader gene and the start codon of the structural gene. For instance, in Actinobacteria, the frequency of leader genes at a distance of 10-11 bp is about 70 % higher than the mean frequency within the 1 to 65 bp range; and it gradually decreases as the range grows longer. A pronounced peak of this frequency-distance relationship is also observed in Proteobacteria, Bacteroidetes, Spirochaetales, Acidobacteria, the Deinococcus-Thermus group, and Planctomycetes. In contrast, this peak falls to the distance of 15-16 bp and is not very pronounced in Firmicutes; and no such peak is observed in cyanobacteria and tenericutes. Generally, this peak is typical for many bacteria. Some leader genes located close to a structural gene probably play a regulatory role as well.

Guidelines for Becoming a Teacher Leader in Rural Special Education

ERIC Educational Resources Information Center

Collins, Belva C.; Leahy, Maria Marsella; Ault, Melinda Jones

2017-01-01

Special education teachers have a unique set of skills and opportunities to become leaders in the field of education. Some rural special education teachers, however, may not see themselves as potential leaders or believe they have opportunities to be leaders. This article provides guidelines for rural special education teachers to consider in…

75 FR 74703 - Leader One Energy, LLC; Notice of Application

Federal Register 2010, 2011, 2012, 2013, 2014

2010-12-01

... FEDERAL ENERGY REGULATORY COMMISSION [Docket Nos. CP11-33-000; PF10-15-000] Leader One Energy, LLC; Notice of Application November 23, 2010 Take notice that on November 15, 2010, Leader One Energy, LLC (Leader One), 4643 South Ulster Street, Suite 1100, Denver, Colorado 80237, filed in Docket No. CP11-33...

Capacity building for global nursing leaders: challenges and experiences.

PubMed

Shin, S; Han, J; Cha, C

2016-12-01

The aim of this article is to describe our experience in operating a capacity-building programme, the Korea International Cooperation Project, for global nursing leaders from developing countries, held during the International Council of Nurses (ICN) Conference in 2015 in Seoul, Korea. Globalization points to the importance of global leadership among nursing leaders. In accordance with the theme of 'Global Citizen, Global Nursing' at the ICN conference in 2015, a capacity-building programme for nursing leaders of developing countries was implemented. The global nursing leadership programme shared experiences during the preparation and operation of the conference. To prepare the programme, this paper describes selecting participants, working with invitation lists from 30 countries, and recruiting and training volunteers. The operation of the programme, orientation, organizing tailored programmes for participant groups, addressing unexpected issues and evaluating the programme are described. ICN could implement capacity-building programmes for nursing leaders of developing countries during its ICN conference for the nursing society. A programme tailored for each continent with similar sociocultural backgrounds and health issues would provide chances for collaboration and networking. A policy to compile global nursing indicators should be developed. This would allow nursing leaders to learn about the strengths and weaknesses of global nursing and provide evidence for collaboration. The programme was successful in introducing and broadening global perspectives of participants on health and education as well as building a network among leaders and next-generation leaders in participating countries for future cooperation and collaboration. © 2016 International Council of Nurses.

Twenty under 30: Emerging Leaders in Indian Country.

ERIC Educational Resources Information Center

Adams, Nicole

2003-01-01

Profiles 20 emerging young leaders in Indian Country, Hawaii, and Alaska, who have contributed to their indigenous communities in diverse ways, including educators; college students; tribal leaders and managers; businessmen; and professionals in law, archeology, and public health. Includes descriptions of accomplishments and educational background…

The clinical nurse leader: a response from practice.

PubMed

Drenkard, Karen Neil

2004-01-01

In October 2003, over 200 nurse leaders from education and practice met at the invitation of the American Association of Colleges of Nursing. A newly released white paper, describing the role of the clinical nurse leader, was discussed at the conference. This article outlines a response to that white paper from one practice setting. The article shares information about another role, that of team coordinator, that is similar to clinical nurse leader and has been implemented at an integrated not-for-profit health care system in 5 hospitals. The comparison of the team coordinator role to the clinical nurse leader role might assist in visualizing such a role in practice. Although the roles are not identical, many of the driving forces for change were similar; these included the need to meet the changing demands for improved patient outcomes and nurse retention. The team coordinator role has 4 domains of practice that are crosswalked against the clinical nurse leader 15 core competencies. An evaluation of the team coordinator role showed changes that need to be made, such as placing more emphasis on clinical progression of patients. Lessons learned are shared, including keeping the scope of the role manageable, providing documentation standards for new roles, and the leadership required of the nursing executive to implement change.

How External Institutions Penetrate Schools through Formal and Informal Leaders

ERIC Educational Resources Information Center

Sun, Min; Frank, Kenneth A.; Penuel, William R.; Kim, Chong Min

2013-01-01

Purposes: This study investigates the role of formal and informal leaders in the diffusion of external reforms into schools and to teachers' practices. Formal leaders are designated by their roles in the formal organization of the school (e.g., principals, department chairs, and instructional coaches) and informal leaders refer to those who do not…

Leader-follower function for autonomous military convoys

NASA Astrophysics Data System (ADS)

Vasseur, Laurent; Lecointe, Olivier; Dento, Jerome; Cherfaoui, Nourrdine; Marion, Vincent; Morillon, Joel G.

2004-09-01

The French Military Robotic Study Program (introduced in Aerosense 2003), sponsored by the French Defense Procurement Agency and managed by Thales Airborne Systems as the prime contractor, focuses on about 15 robotic themes which can provide an immediate "operational added value." The paper details the "robotic convoy" theme (named TEL1), which main purpose is to develop a robotic leader-follower function so that several unmanned vehicles can autonomously follow teleoperated, autonomous or on-board driven leader. Two modes have been implemented: Perceptive follower: each autonomous follower anticipates the trajectory of the vehicle in front of it, thanks to a dedicated perception equipment. This mode is mainly based on the use of perceptive data, without any communication link between leader and follower (to lower the cost of future mass development and extend the operational capabilities). Delayed follower: the leader records its path and transmits it to the follower; the follower is able to follow the recorded trajectory again at any delayed time. This mode uses localization data got from inertial measurements. The paper presents both modes with detailed algorithms and the results got from the military acceptance tests performed on wheeled 4x4 vehicles (DARDS French ATD).

The Psychiatrist as Leader-Teacher: Promoting Learning Beyond Residency.

PubMed

Waits, Wendi; Brent, Elizabeth

2015-08-01

In today's fast-paced, data-saturated, zero-tolerance practice environment, psychiatrists and other health care providers are expected to maintain clinical, fiscal, and administrative competence. The authors present a unique type of psychiatric leader—the leader-teacher—who incorporates teaching of these elements into day-to-day practice, enhancing lifelong learning for credentialed staff and increasing their confidence in managing complex clinical and administrative issues. Particular emphasis is placed on leader-teachers working in military environments. The article discusses the primary characteristics of this type of leader, including their tendency to (1) seek clarification, (2) distill information, (3) communicate guidance, and (4) catalogue products. The authors also address the advantages and disadvantages of being a leader-teacher and present several illustrative cases.

The leader's challenge: meetings, spiritual energy, and sneaker ratio.

PubMed

Kerfoot, Karlene

2004-01-01

Leaders who inspire are affirming to everyone in the meeting. They create the environment that meets the needs of the people first, not the leaders. People yearn to be heard, and to be engaged with their soul in genuine dialogue and engagement. If that doesn't happen in the meeting, then they search for meaning and support of their soul elsewhere and sneaker time increases. Leaders get from people what they give to them. If people in a meeting are given nothing, they in turn have nothing to give. If they truly feel they are served by the leader, they will give back much more than they receive. As Martin Luther King, Jr. so aptly said: "Everyone can be great because everyone can serve.

Improving Junior Infantry Officer Leader Development and Performance

DTIC Science & Technology

2017-06-09

researcher used a qualitative literature review and semi-structured interview methodology to analyze Army leadership theories and leader development...researcher used a qualitative literature review and semi-structured interview methodology to analyze Army leadership theories and leader development...CHAPTER 3 RESEARCH METHODOLOGY ..............................................................132 CHAPTER 4 QUALITATIVE ANALYSIS

Athletic Training Clinical Instructors as Situational Leaders.

PubMed

Meyer, Linda Platt

2002-12-01

OBJECTIVE: To present Situational Leadership as a model that can be implemented by clinical instructors during clinical education. Effective leadership occurs when the leadership style is matched with the observed followers' characteristics. Effective leaders anticipate and assess change and adapt quickly and grow with the change, all while leading followers to do the same. As athletic training students' levels of readiness change, clinical instructors also need to transform their leadership styles and strategies to match the students' ever-changing observed needs in different situations. DATA SOURCES: CINAHL (1982-2002), MEDLINE (1990-2001), SPORT Discus (1949-2002), ERIC (1966-2002), and Internet Web sites were searched. Search terms included leadership, situational leadership, clinical instructors and leadership, teachers as leaders, and clinical education. DATA SYNTHESIS: Situational Leadership is presented as a leadership model to be used by clinical instructors while teaching and supervising athletic training students in the clinical setting. This model can be implemented to improve the clinical-education process. Situational leaders, eg, clinical instructors, must have the flexibility and range of skills to vary their leadership styles to match the challenges that occur while teaching athletic training students. CONCLUSIONS/RECOMMENDATIONS: This leadership style causes the leader to carry a substantial responsibility to lead while giving power away. Communication is one of the most important leadership skills to develop to become an effective leader. It is imperative for the future of the profession that certified athletic trainers continue to develop effective leadership skills to address the changing times in education and expectations of the athletic training profession.

Athletic Training Clinical Instructors as Situational Leaders

PubMed Central

Meyer, Linda Platt

2002-01-01

Objective: To present Situational Leadership as a model that can be implemented by clinical instructors during clinical education. Effective leadership occurs when the leadership style is matched with the observed followers' characteristics. Effective leaders anticipate and assess change and adapt quickly and grow with the change, all while leading followers to do the same. As athletic training students' levels of readiness change, clinical instructors also need to transform their leadership styles and strategies to match the students' ever-changing observed needs in different situations. Data Sources: CINAHL (1982–2002), MEDLINE (1990–2001), SPORT Discus (1949–2002), ERIC (1966–2002), and Internet Web sites were searched. Search terms included leadership, situational leadership, clinical instructors and leadership, teachers as leaders, and clinical education. Data Synthesis: Situational Leadership is presented as a leadership model to be used by clinical instructors while teaching and supervising athletic training students in the clinical setting. This model can be implemented to improve the clinical-education process. Situational leaders, eg, clinical instructors, must have the flexibility and range of skills to vary their leadership styles to match the challenges that occur while teaching athletic training students. Conclusions/Recommendations: This leadership style causes the leader to carry a substantial responsibility to lead while giving power away. Communication is one of the most important leadership skills to develop to become an effective leader. It is imperative for the future of the profession that certified athletic trainers continue to develop effective leadership skills to address the changing times in education and expectations of the athletic training profession. PMID:12937555

Conserved DNA motifs in the type II-A CRISPR leader region.

PubMed

Van Orden, Mason J; Klein, Peter; Babu, Kesavan; Najar, Fares Z; Rajan, Rakhi

2017-01-01

The Clustered Regularly Interspaced Short Palindromic Repeats associated (CRISPR-Cas) systems consist of RNA-protein complexes that provide bacteria and archaea with sequence-specific immunity against bacteriophages, plasmids, and other mobile genetic elements. Bacteria and archaea become immune to phage or plasmid infections by inserting short pieces of the intruder DNA (spacer) site-specifically into the leader-repeat junction in a process called adaptation. Previous studies have shown that parts of the leader region, especially the 3' end of the leader, are indispensable for adaptation. However, a comprehensive analysis of leader ends remains absent. Here, we have analyzed the leader, repeat, and Cas proteins from 167 type II-A CRISPR loci. Our results indicate two distinct conserved DNA motifs at the 3' leader end: ATTTGAG (noted previously in the CRISPR1 locus of Streptococcus thermophilus DGCC7710) and a newly defined CTRCGAG, associated with the CRISPR3 locus of S. thermophilus DGCC7710. A third group with a very short CG DNA conservation at the 3' leader end is observed mostly in lactobacilli. Analysis of the repeats and Cas proteins revealed clustering of these CRISPR components that mirrors the leader motif clustering, in agreement with the coevolution of CRISPR-Cas components. Based on our analysis of the type II-A CRISPR loci, we implicate leader end sequences that could confer site-specificity for the adaptation-machinery in the different subsets of type II-A CRISPR loci.

Conserved DNA motifs in the type II-A CRISPR leader region

PubMed Central

Babu, Kesavan; Najar, Fares Z.

2017-01-01

The Clustered Regularly Interspaced Short Palindromic Repeats associated (CRISPR-Cas) systems consist of RNA-protein complexes that provide bacteria and archaea with sequence-specific immunity against bacteriophages, plasmids, and other mobile genetic elements. Bacteria and archaea become immune to phage or plasmid infections by inserting short pieces of the intruder DNA (spacer) site-specifically into the leader-repeat junction in a process called adaptation. Previous studies have shown that parts of the leader region, especially the 3′ end of the leader, are indispensable for adaptation. However, a comprehensive analysis of leader ends remains absent. Here, we have analyzed the leader, repeat, and Cas proteins from 167 type II-A CRISPR loci. Our results indicate two distinct conserved DNA motifs at the 3′ leader end: ATTTGAG (noted previously in the CRISPR1 locus of Streptococcus thermophilus DGCC7710) and a newly defined CTRCGAG, associated with the CRISPR3 locus of S. thermophilus DGCC7710. A third group with a very short CG DNA conservation at the 3′ leader end is observed mostly in lactobacilli. Analysis of the repeats and Cas proteins revealed clustering of these CRISPR components that mirrors the leader motif clustering, in agreement with the coevolution of CRISPR-Cas components. Based on our analysis of the type II-A CRISPR loci, we implicate leader end sequences that could confer site-specificity for the adaptation-machinery in the different subsets of type II-A CRISPR loci. PMID:28392985

Concentric Tube Robots as Steerable Needles: Achieving Follow-the-Leader Deployment.

PubMed

Gilbert, Hunter B; Neimat, Joseph; Webster, Robert J

2015-04-01

Concentric tube robots can enable new clinical interventions if they are able to pass through soft tissue, deploy along desired paths through open cavities, or travel along winding lumens. These behaviors require the robot to deploy in such a way that the curved shape of its shaft remains unchanged as the tip progresses forward (i.e., "follow-the-leader" deployment). Follow-the-leader deployment is challenging for concentric tube robots due to elastic (and particularly torsional) coupling between the tubes that form the robot. However, as we show in this paper, follow-the-leader deployment is possible, provided that tube precurvatures and deployment sequences are appropriately selected. We begin by defining follow-the-leader deployment and providing conditions that must be satisfied for a concentric tube robot to achieve it. We then examine several useful special cases of follow-the-leader deployment, showing that both circular and helical precurvatures can be employed, and provide an experimental illustration of the helical case. We also explore approximate follow-the-leader behavior and provide a metric for the similarity of a general deployment to a follow-the-leader deployment. Finally, we consider access to the hippocampus in the brain to treat epilepsy, as a motivating clinical example for follow-the-leader deployment.

Anomalous light output from lightning dart leaders

NASA Technical Reports Server (NTRS)

Guo, C.; Krider, E. P.

1985-01-01

About 5 percent of the multiple-stroke cloud-to-ground lightning discharges recorded at the NASA Kennedy Space Center during the summer of 1981 contained dart leaders that produced an unusually large light output. An analysis of these cases indicates that the average peak light output per unit length in the leader may be comparable to or even exceed that of the return stroke that follows.

Leading in crisis: lessons for safety leaders.

PubMed

George, William W; Denham, Charles R; Burgess, L Hayley; Angood, Peter B; Keohane, Carol

2010-03-01

The National Quality Forum (NQF) Safe Practices are a group of 34 evidence-based Safe Practices that should be universally used to reduce the risk of harm to patients. Four of these practices specifically address leadership. A recently published book, 7 Lessons for Leading in Crisis, offers practical advice on how to lead in crisis. An analysis of how concepts from the 7 lessons could be applied to the Safe Practices was presented nationally by webinar to assess the audience's reaction to the information. The objective of this article was to present the information and the audience's reaction to it. Recommendations for direct actions that health care leaders can take to accelerate adoption of NQF Safe Practices were presented to health care leaders, followed by an immediate direct survey that used Reichheld's "Net Promoter Score" to assess whether the concepts presented were considered applicable and valuable to the audience. In a separate presentation, the challenges and crises facing nursing leaders were addressed by nursing leaders. Six hundred seventy-four hospitals, with an average of 4.5 participants per hospital, participated in the webinar. A total of 272 safety leaders responded to a survey immediately after the webinar. A Net Promoter Score assessment revealed that 58% of those surveyed rated the value of the information at 10, and 91% scored the value of the webinar to be between 8 and 10, where 10 is considered a strong recommendation that those voting would recommend this program to others. The overwhelmingly high score indicated that the principles presented were important and valuable to this national audience of health care leadership. The 2010 environment of uncertainty and shrinking financial resources poses significant risk to patients and new challenges for leaders at all levels. A values-grounded focus on personal accountability for leading in crisis situations strongly resonates with those interested in or leading patient safety initiatives.

The AIDS-related activities of religious leaders in Malawi

PubMed Central

TRINTAPOLI, J.

2010-01-01

The AIDS-related activities of religious leaders in Africa extend far beyond preaching about sexual mortality. This study aims to quantify the involvement of religious leaders in the fight against AIDS and to identify key predictors of the types of prevention strategies they promote. Using data from a random sample of Christian and Muslim leaders in Malawi, I use logistic regression to predict six types of AIDS activities, which correspond to three distinct types: formal messages (i.e., preaching), pragmatic interventions (monitoring the sexual behaviour of members and advising divorce to avoid infection), and the promotion of biomedical prevention strategies (promoting condom use and testing for HIV). Preaching about AIDS is the most common prevention activity, and promoting condom use is the least; sizable proportions of clergy promote testing and engage in pragmatic interventions. Denominational patterns in the type of engagement are weak and inconsistent. However, inquiries into the motivation for leaders' activities show that discussions with members about AIDS is the most consistent predictor, suggesting that religious leaders' engagement with HIV prevention is primarily a demand-driven phenomenon. PMID:20552476

Empowering Leaders & Learners

ERIC Educational Resources Information Center

Umphrey, Jan

2013-01-01

Trevor Greene, the 2013 MetLife/NASSP National High School Principal of the Year, empowers staff members and students to be the best teachers and learners they can be and provides the community resources to support them. In this article, Greene, principal of Toppenish High School in Washington, shares his biggest motivator as a school leader and…

World-Class Leaders

ERIC Educational Resources Information Center

Weinstein, Margery

2012-01-01

Future leaders' creativity and problem-solving skills have been honed in leadership courses, but that doesn't mean they are ready to use those skills to further a company's place in the world. With emerging markets in Asia, South America, and other areas of the world, a workforce needs to have an understanding of and interest in cultures beyond…

Examining the Relationship of Follower Perceptions of Leaders' Servant Leadership Behaviors to Leader Immunity to Corruption: Perspectives from Kenya

ERIC Educational Resources Information Center

Muriuki, Nancy Nkirote

2017-01-01

The philosophy of servant leadership differentiates servant leaders as those who put the well-being of those served in the larger society as their highest priority. Servant leadership behaviors are manifestations of inner-directed choices that compel one to want to serve first as opposed to leaders who may desire to exercise power and accumulate…

How to be a good academic leader.

PubMed

Detsky, Allan S

2011-01-01

Individuals who take on leadership positions in academic health science centers help facilitate the mission of those institutions. However, they are often chosen on the basis of success in the core activities in research, education and patient care rather than on the basis of demonstrated leadership and management skills. Indeed, most academic leaders in the past have "learned on the job." This commentary provides practical advice on how to be an effective leader on the basis of the author's experiences as a Division Head and Chief of Medicine. It covers six themes (vision, managerial style, knowledge, people skills, organizational orientation and personal development) and offers 21 specific suggestions, one for each year of the author's leadership. It is hoped that this experience-derived advice will help future leaders in academic medicine.

How healthcare leaders can increase emotional intelligence.

PubMed

Scott, Jason

2013-01-01

How leaders deal with a variety of feelings will deduce how successful they are in dealing with the daily challenges of being in a leadership position. Successful healthcare leaders are those who lead with heart and possess the soft skills needed to positively influence others. All humans have two minds: the rational one and the emotional one, which operate in tight harmony to assist in decision making. When passions surge, the emotional mind takes over and sometimes makes a decision before the rational mind has time to react. Some strategies to help leaders strengthen emotional intelligence include keeping an emotional journal, daily meditation, positive visualization, appreciative inquiry, thought before action, and empathetic listening. Four skills that will enhance an individual's emotional intelligence include self awareness, self management, social management, and relationship management.

Choosing a Values-Based Leader: An Experiential Exercise

ERIC Educational Resources Information Center

Reilly, Anne H.; Ehlinger, Sara

2007-01-01

Scandals throughout corporate America have encouraged companies to seek leaders who can sustain profitability and embody positive values within the organization. This group exercise highlights some of the key challenges involved in choosing a values-based leader. Participants assess three hypothetical companies' values during a period of change…

The Development of Leader Character through Crucible Moments

ERIC Educational Resources Information Center

Byrne, Alyson; Crossan, Mary; Seijts, Gerard

2018-01-01

Business schools strive to develop leadership excellence in their students. In this essay, we suggest that educators should find ways to help students develop and deepen leader character, a fundamental component of exemplary leadership. Frequently, business school students have preconceived ideas of leadership, often neglecting leader character.…

Alternative Fuels Data Center: Coalition Leader Establishes Unique

Science.gov Websites

Initiatives to Effect Change and Protect Ecosystem Coalition Leader Establishes Unique Initiatives to Effect Change and Protect Ecosystem to someone by E-mail Share Alternative Fuels Data Center : Coalition Leader Establishes Unique Initiatives to Effect Change and Protect Ecosystem on Facebook Tweet

Importing Leaders for School Turnarounds: Lessons and Opportunities

ERIC Educational Resources Information Center

Kowal, Julie; Hassel, Emily Ayscue

2011-01-01

One of the biggest challenges in education today is identifying talented candidates to successfully lead turnarounds of persistently low-achieving schools. Evidence suggests that the traditional principal pool is already stretched to capacity and cannot supply enough leaders to fix failing schools. But potentially thousands of leaders capable of…

No Time to Lose: Turnaround Leader Performance Assessment

ERIC Educational Resources Information Center

Rhim, Lauren Morando

2012-01-01

Effective leadership is critical to successful school turnaround efforts. Yet, district leaders have historically been hesitant to hold leaders accountable for bold change efforts. As federal and state dollars flow to districts and individual schools charged with embarking upon transformative change efforts, districts must adopt a laser-sharp…

Managing Polarity, Paradox, and Dilemma during Leader Transition

ERIC Educational Resources Information Center

Manderscheid, Steven V.; Freeman, Peter D.

2012-01-01

Purpose: The purpose of this study is to review literature relevant to leader transition and the navigation of polarities, paradoxes, and dilemmas that exist in organizations. Furthermore, the researchers aim to critique the literature and provide suggestions for practitioners and researchers interested in leader transition through the lens of…

National Agenda: Establishing Authority as an Educational Leader

ERIC Educational Resources Information Center

Kritsonis, William Allen; Cloud, Michelle Annette

2006-01-01

Educational leaders must continually refine their skills to successfully utilize the following leadership components: reward, coercive, expert, and legitimate and referent power to help schools achieve and sustain their vision. The intent of this article is to examine how educational leaders can positively and successfully establish authority to…

How to grow great leaders.

PubMed

Ready, Douglas A

2004-12-01

Few leaders excel at both the unit and enterprise levels. More than ever, though, corporations need people capable of running business units, functions, or regions and focusing on broader company goals. It's up to organizations to develop leaders who can manage the inherent tensions between unit and enterprise priorities. Take the example of RBC Financial Group, one of the largest, most profitable companies in Canada. In the mid-1990's, RBC revamped its competitive strategy in a couple of ways. After the government announced that the Big Six banks in Canada could neither merge with nor acquire one another, RBC decided to grow through cross-border acquisitions. Additionally, because customers were starting to seek bundled products and services, RBC reached across its traditional stand-alone businesses to offer integrated solutions. These changes in strategy didn't elicit immediate companywide support. Instinctively, employees reacted against what would amount to a delicate balancing act: They would have to lift their focus out of their silos while continuing to meet unit goals. However, by communicating extensively with staff members, cross-fertilizing talent across unit boundaries, and targeting rewards to shape performance, RBC was able to cultivate rising leaders with the unit expertise and the enterprise vision to help the company fulfill its new aims. Growing such well-rounded leaders takes sustained effort because unit-enterprise tensions are quite real. Three common conditions reinforce these tensions. First, most organizational structures foster silo thinking and unimaginative career paths. Second, most companies lack venues for airing and resolving conflicts that arise when there are competing priorities. Third, many have misguided reward systems that pit unit performance against enterprise considerations. Such long-established patterns of organizational behavior are tough to break. Fortunately, as RBC discovered, people can be trained to think and work

Faculty Leaders in Profile.

ERIC Educational Resources Information Center

Bailey, Anne Lowery

1986-01-01

Profiles of 50 college faculty singled out for honors by their college presidents are presented. These faculty members are identified as responsible leaders and citizens who contribute to the quality of campus life beyond the lecture halls and labs. (MLW)

The Lived Transitions of Senior Student Affairs Leaders

ERIC Educational Resources Information Center

Kuk, Linda; King, Margaret; Forrest, Cynthia

2012-01-01

This study of student affairs leaders who have left senior roles used an interpretive qualitative approach to explore these lived transitional experiences. The context of the departure, its immediate impact, the ensuing emotions, the change navigation process, and the envisioned future appear to shape the departing leaders' perceptions of the…

Developing Leaders through Mentoring: A Brief Literature Review

ERIC Educational Resources Information Center

Leavitt, Carol C.

2011-01-01

Our rapidly-changing, ambiguous, global business arena demands a unique and evolving set of insights and capabilities by which leaders may effectively navigate this new terrain. Mentoring can accomplish exactly that, as its processes orient, train, and advance the skills, knowledge, and experiences of aspiring leaders. Best utilized, mentoring is…

Leader Positivity and Follower Creativity: An Experimental Analysis

ERIC Educational Resources Information Center

Avey, James B.; Richmond, F. Lynn; Nixon, Don R.

2012-01-01

Using an experimental research design, 191 working adults were randomly assigned to two experimental conditions in order to test a theoretical model linking leader and follower positive psychological capital (PsyCap). Multiple methods were used to gather information from the participants. We found when leader PsyCap was manipulated experimentally,…

The Recruitment of Social Movement Leaders: Structural Factors.

ERIC Educational Resources Information Center

Himes, Joseph S.

1979-01-01

A review of pertinent literature indicates that social movements produce their leaders by transforming and transferring some followers into the roles of leadership. A case study of the recruitment of social movement leaders in Rhodesia supports this hypothesis and illustrates some of the structural factors which condition the process. (EB)

Overcoming Adversity: Resilience Development Strategies for Educational Leaders

ERIC Educational Resources Information Center

Farmer, Tod Allen

2010-01-01

School leadership has never been easy. However, some experts like Garcia (2005) wrote that current school leaders are facing a variety of difficulties that make sustaining school reform efforts exceedingly difficult. Collectively, these modern day challenges have the capacity to form the perfect storm. School leaders need effective strategies to…

A Self-Study on Preparing Future School Leaders

ERIC Educational Resources Information Center

Frick, William C.; Riley, Ann T.

2010-01-01

This paper presents a self-study project that goes beyond the surface of praxis to examine the internal academic teaching process of a PK-12 school leader educator. The study systematically relates one professor's intrapersonal struggle and professional challenge in addressing his lived contradiction of teaching aspiring school leaders. Results…

Workload of Team Leaders and Team Members During a Simulated Sepsis Scenario.

PubMed

Tofil, Nancy M; Lin, Yiqun; Zhong, John; Peterson, Dawn Taylor; White, Marjorie Lee; Grant, Vincent; Grant, David J; Gottesman, Ronald; Sudikoff, Stephanie N; Adler, Mark; Marohn, Kimberly; Davidson, Jennifer; Cheng, Adam

2017-09-01

Crisis resource management principles dictate appropriate distribution of mental and/or physical workload so as not to overwhelm any one team member. Workload during pediatric emergencies is not well studied. The National Aeronautics and Space Administration-Task Load Index is a multidimensional tool designed to assess workload validated in multiple settings. Low workload is defined as less than 40, moderate 40-60, and greater than 60 signify high workloads. Our hypothesis is that workload among both team leaders and team members is moderate to high during a simulated pediatric sepsis scenario and that team leaders would have a higher workload than team members. Multicenter observational study. Nine pediatric simulation centers (five United States, three Canada, and one United Kingdom). Team leaders and team members during a 12-minute pediatric sepsis scenario. National Aeronautics and Space Administration-Task Load Index. One hundred twenty-seven teams were recruited from nine sites. One hundred twenty-seven team leaders and 253 team members completed the National Aeronautics and Space Administration-Task Load Index. Team leader had significantly higher overall workload than team member (51 ± 11 vs 44 ± 13; p < 0.01). Team leader had higher workloads in all subcategories except in performance where the values were equal and in physical demand where team members were higher than team leaders (29 ± 22 vs 18 ± 16; p < 0.01). The highest category for each group was mental 73 ± 13 for team leader and 60 ± 20 for team member. For team leader, two categories, mental (73 ± 17) and effort (66 ± 16), were high workload, most domains for team member were moderate workload levels. Team leader and team member are under moderate workloads during a pediatric sepsis scenario with team leader under high workloads (> 60) in the mental demand and effort subscales. Team leader average significantly higher workloads. Consideration of decreasing

Empowerment in nurse leader groups in middle management: a quantitative comparative investigation.

PubMed

Spencer, Caroline; McLaren, Susan

2017-01-01

The aim was to investigate structural empowerment in nurse leaders in middle management positions. Objectives were to determine levels of empowerment of nurse leaders and to compare levels of empowerment between nurse leader groups. Access to formal and informal power, opportunity, resources, information and support are determinants of structural empowerment. Empowerment of nurse leaders in middle management positions is vital given their roles in enabling nursing teams to deliver high-quality care, benefitting both patient and workforce outcomes. Quantitative component of a mixed methods study using survey principles. The Conditions of Work Effectiveness Questionnaire II was distributed to the total population (n = 517) of nurse leaders in an NHS Foundation Trust in England. Nurse leader groups comprised unit leaders (sisters, matrons) and senior staff nurses. Quantitative data entered on spss v 17/18, were analysed using descriptive and inferential statistics. Overall, the unit response rate was 44·1% (n = 228). Levels of total and global empowerment were moderate and moderate to high respectively. Groups did not differ significantly on these parameters or on five elements of total empowerment, but significantly higher scores were found for unit leaders' access to information. Significantly higher scores were found for senior staff nurses on selected aspects of informal power and access to resources, but scores were significantly lower than unit leaders for components of support. A moderately empowered population of nurse leaders differed in relation to access to information, aspects of support, resources and informal power, reflecting differences in roles, spheres of responsibility, hierarchical position and the constraints on empowerment imposed on unit leaders by financial and resource pressures. Empowerment of nurse leaders in middle management is vital in enabling nursing teams to deliver high-quality care. Roles, spheres of responsibility, hierarchical

Developing Senior Leaders for the Reserve Components

DTIC Science & Technology

2017-01-01

precedence over achieving the mission. Developing leadership is a critical but ancillary activity to an organization. Still, job assignments are the most...leader development (Carter, 2014, p. 14). While the Navy was producing fine leaders, there was an “expectation that leadership ‘just happens’” or... leadership development from reaching its full potential. First, as noted earlier, there is little evidence on the specific effects of leadership

Bossing or serving?: How leaders execute effectively.

PubMed

Kerfoot, Karlene

2008-04-01

Many new leaders believe that the way to get things done is to be autocratic and directive. Successful leadership is a negotiated process with the employees that must be mutually satisfying for the evolution into a high-performing unit or organization. Well-intentioned leaders often overlook the very simple truth of learning to help people move forward in their work and to treat people as decent human beings.

Bossing or serving? How leaders execute effectively.

PubMed

Kerfoot, Karlene

2007-01-01

Many new leaders believe that the way to get things done is to be autocratic and directive. Successful leadership is a negotiated process with the employees that must be mutually satisfying for the evolution into a high-performing unit or organization. Well-intentioned leaders often overlook the very simple truth of learning to help people move forward in their work and to treat people as decent human beings.

Kidney and urinary tract polyomavirus infection and distribution: molecular biology investigation of 10 consecutive autopsies.

PubMed

Boldorini, Renzo; Veggiani, Claudia; Barco, Diana; Monga, Guido

2005-01-01

Distinct human polyomavirus genotypes cause different diseases in patients with renal transplants: BK virus (BKV) causes tubulointerstitial nephritis and ureteral stenosis, whereas both JC virus (JCV) and BKV are responsible for hemorrhagic cystitis. These findings could result from a selective infection of kidney and urinary tract segments by JCV or BKV. To verify this hypothesis, 10 complete, unselected, consecutive autopsies from 9 immunocompetent patients and 1 patient affected by acquired immunodeficiency syndrome were investigated. Samples from kidneys (n = 80), renal pelvis (n = 20), ureter (n = 40), and urinary bladder (n = 30) obtained from 10 consecutive autopsies were investigated by means of multiplex nested polymerase chain reaction to detect polyomavirus DNA and to distinguish different species of the Polyomavirus genus. In situ hybridization and immunohistochemistry were also carried out to define the viral status of the infected tissues. Polyomavirus DNA was detected in all of the subjects (positive samples ranging from 2 to 7 samples), for a total of 43 of 170 samples (25.3%), distributed as follows: urinary bladder (10/30, 33%), renal pelvis (6/20, 30%), ureter (10/40, 25%), and kidney tissue (17/80, 21%). We found that JCV was most frequently detected overall (23/43 samples, 53.5%) and was also detected most frequently within the kidney (8/17 positive samples, 47%), the renal pelvis (5/6 positive samples, 70%), and the ureter (7/10 positive samples, 70%), whereas BKV was found in 14 samples (32.5%), and it was the prevailing genotype in urinary bladder (6/10 positive samples, 60%). Coinfection of BKV-JCV was found in 6 samples (14%). Immunohistochemistry and in situ hybridization returned negative results. The viruses JCV and BKV latently persist randomly in kidney and urinary tract. Distinct diseases induced by them could be related more closely to molecular viral rearrangements than to the topographic distribution of latent viruses.

Lightning leader models of terrestrial gamma-ray flashes

NASA Astrophysics Data System (ADS)

Dwyer, J. R.; Liu, N.; Ihaddadene, K. M. A.

2017-12-01

Terrestrial gamma-ray flashes (TGFs) are bright sub-millisecond bursts of gamma rays that originate from thunderstorms. Because lightning leaders near the ground have been observed to emit x-rays, presumably due to runaway electron production in the high-field regions near the leader tips, models of TGFs have been developed by several groups that assume a similar production mechanism of runaway electrons from lightning leaders propagating through thunderclouds. However, it remains unclear exactly how and where these runaway electrons are produced, since lightning propagation at thunderstorm altitudes remains poorly understood. In addition, it is not obvious how to connect the observed behavior of the x-ray production from lightning near the ground with the properties of TGFs. For example, it is not clear how to relate the time structure of the x-ray emission near the ground to that of TGFs, since x-rays from stepped leaders near the ground are usually produced in a series of sub-microsecond bursts, but TGFs are usually observed as much longer pulses without clear substructures, at sub-microsecond timescales or otherwise. In this presentation, spacecraft observations of TGFs, ground-based observations of x-rays from lightning and laboratory sparks, and Monte Carlo and PIC simulations of runaway electron and gamma ray production and propagation will be used to constrain the lightning leader models of TGFs.

Leader's opinion priority bounded confidence model for network opinion evolution

NASA Astrophysics Data System (ADS)

Zhu, Meixia; Xie, Guangqiang

2017-08-01

Aiming at the weight of trust someone given to participate in the interaction in Hegselmann-Krause's type consensus model is the same and virtual social networks among individuals with different level of education, personal influence, etc. For differences between agents, a novelty bounded confidence model was proposed with leader's opinion considered priority. Interaction neighbors can be divided into two kinds. The first kind is made up of "opinion leaders" group, another kind is made up of ordinary people. For different groups to give different weights of trust. We also analyzed the related characteristics of the new model under the symmetrical bounded confidence parameters and combined with the classical HK model were analyzed. Simulation experiment results show that no matter the network size and initial view is subject to uniform distribution or discrete distribution. We can control the "opinion-leader" good change the number of views and values, and even improve the convergence speed. Experiment also found that the choice of "opinion leaders" is not the more the better, the model well explain how the "opinion leader" in the process of the evolution of the public opinion play the role of the leader.

Investigating and profiling the leadership behaviours of Jordanian nursing leaders.

PubMed

Mrayyan, Majd; Khasawneh, Israa

Leadership' is a social process in which a member or members of a group influence the interpretation of events, choice of goals/outcomes, organization of work activities, motivation, abilities, power relations, and shared orientations. This study identifies leadership behaviours of Jordanian nursing leaders. A descriptive comparative design was used to collect data from four governmental and three private hospitals. Data were collected during April 2005. The total number of recruited nursing leaders was 140 with a 70% response rate. T-tests and chi-squares were performed to compare the phenomenon of interest. The mean reported leadership behaviours were slightly higher in private hospitals than those in governmental hospitals. However, more than half of the time, leaders in both types of hospitals used supportive leadership behaviours. There were significant differences between governmental and private hospitals in most demographics of the sample. Based on types of hospitals and gender, differences in leadership behaviours were advantageous for nursing leaders in private hospitals, while differences based on units and wards were advantageous for nursing leaders in governmental hospitals. In general, Jordanian nursing leaders used supportive leadership behaviours. Differences in leadership behaviours have implications for nursing practice, research, and education.

Building Relevant Leaders: Identifying the Development Needs of the Modern Construction Leader

ERIC Educational Resources Information Center

Shands, Mike

2014-01-01

"Do senior level construction leaders possess a common set of leadership development needs that can be addressed to better prepare them to lead and retain the Millennial workforce?" As older generations begin to retire in-mass, many organizations are reevaluating their approach to employee recruitment, performance, and retention. This…

Educating Danish School Leaders to Meet New Expectations?

ERIC Educational Resources Information Center

Moos, Lejf

2011-01-01

There is no shared understanding of what school leaders are expected to do. Schools have many external as well as internal stakeholders and each of them has different expectations as to leadership practice. Thus school leadership is a "fluid signifier". This article first outlines external expectations that school leaders are faced with…

Outdoor Orientation Leaders: The Effects of Peer Leadership

ERIC Educational Resources Information Center

Starbuck, J. David; Bell, Brent J.

2017-01-01

In this study, we investigated how student (peer) leaders of college outdoor orientation programs understand the effects of their leadership experience on personal growth and development. We collected data through in-depth interviews of 36 first-time student leaders at four colleges. Findings indicate that the majority of students at all four…

Developing a Global Mindset: Learning of Global Leaders

ERIC Educational Resources Information Center

Cseh, Maria; Davis, Elizabeth B.; Khilji, Shaista E.

2013-01-01

Purpose: The purpose of this qualitative research study was to explore the requirements of leading in a global environment as perceived by the leaders participating in this study as well as the way these leaders learn and develop their global mindset. Design/methodology/approach: The research methodology informed by social constructivism included…

Managing Your Money. Leader's Guide [and] Participant's Workbook.

ERIC Educational Resources Information Center

Nieuwenhuis, Ann; Hathaway, Irene

This document contains both a leader's guide and participant's workbook on money management. The leader's and participant's guides contain 10 parts each: (1) danger signs in money management; (2) what's important to you; (3) spending for the future; (4) financial fitness; (5) use credit wisely; (6) decisions, decisions; (7) shopping basics; (8)…

The Relationship between 4-H Division Leaders' Propensity toward Delegation and Involvement in and Major Responsibility for Leader Identification and Selection.

ERIC Educational Resources Information Center

Dunbar, Mary Elizabeth

This research was to determine the relationship between New York State Cooperative Extension 4-H Division Leaders' propensity toward delegation of work responsibility and (1) their degree of involvement in the performance of leader identification and selection tasks, (2) assignment of major responsibility for these tasks, and (3) other selected…

A Critical Analysis of Attribute Development Programs for Army Leaders

DTIC Science & Technology

2016-06-10

40 Col. Brian Michelon, “Character Development of U.S. Army Leaders: The Laissez - Faire Approach,” Military Review (2013...Accessed January 1, 2016. https://hbr.org/2001/12/what-leaders-really-do. Michelon, Brian. “Character Development of U.S. Army Leaders: The Laissez - Faire ...Leavenworth, Kansas 2016 Approved for public release; distribution is unlimited. Fair use determination or copyright permission has been obtained

[Sources of leader's confidence in organizations].

PubMed

Ikeda, Hiroshi; Furukawa, Hisataka

2006-04-01

The purpose of this study was to examine the sources of confidence that organization leaders had. As potential sources of the confidence, we focused on fulfillment of expectations made by self and others, reflection on good as well as bad job experiences, and awareness of job experiences in terms of commonality, differentiation, and multiple viewpoints. A questionnaire was administered to 170 managers of Japanese companies. Results were as follows: First, confidence in leaders was more strongly related to fulfillment of expectations made by self and others than reflection on and awareness of job experiences. Second, the confidence was weakly related to internal processing of job experiences, in the form of commonality awareness and reflection on good job experiences. And finally, years of managerial experiences had almost no relation to the confidence. These findings suggested that confidence in leaders was directly acquired from fulfillment of expectations made by self and others, rather than indirectly through internal processing of job experiences. Implications of the findings for leadership training were also discussed.

Why people follow the leader: the power of transference.

PubMed

Maccoby, Michael

2004-09-01

We all admire leaders. In trying to understand how leadership works, however, we often lose sight of the fact that followers are a crucial part of the equation. Regrettably, they get short shrift in the management literature, where they are described as merely responding to their leaders' charisma or caring attitudes. What most analyses seem to ignore is that followers have their own motivations and are as powerfully driven to follow as leaders are to lead. In this article, psychoanalyst, anthropologist, and management consultant Michael Maccoby delves into the unconscious recesses of followers' minds. He looks closely at the often irrational tendency to relate to a leader as some important person from the past--a parent, a sibling, a close friend, or even a nanny. Sigmund Freud discovered this dynamic when working with his patients and called it"transference." But as important as it is, the concept remains little understood outside the realm of clinical psychoanalysis. This is unfortunate, because a solid understanding of transference can yield great insight into organizational behavior and endow you with the wisdom and compassion to be a tremendous leader. The author explains the most common types of transference--paternal, maternal, and sibling--and shows how they play out in the workplace. He notes that they have evolved as our family structures have changed. Whether followers perceive a leader as an all-knowing father figure, as an authoritative yet unconditionally loving mother figure, or as a brother or sister who isn't necessarily a model of good behavior, the leader can manage transferential ties by bringing unconscious projections to light. Then debilitating resentment and animosity can give way to mutual understanding and productivity--and a limping organization can start to thrive.

Flexible knowledge repertoires: communication by leaders in trauma teams

PubMed Central

2012-01-01

Background In emergency situations, it is important for the trauma team to efficiently communicate their observations and assessments. One common communication strategy is “closed-loop communication”, which can be described as a transmission model in which feedback is of great importance. The role of the leader is to create a shared goal in order to achieve consensus in the work for the safety of the patient. The purpose of this study was to analyze how formal leaders communicate knowledge, create consensus, and position themselves in relation to others in the team. Methods Sixteen trauma teams were audio- and video-recorded during high fidelity training in an emergency department. Each team consisted of six members: one surgeon or emergency physician (the designated team leader), one anaesthesiologist, one nurse anaesthetist, one enrolled nurse from the theatre ward, one registered nurse and one enrolled nurse from the emergency department (ED). The communication was transcribed and analyzed, inspired by discourse psychology and Strauss’ concept of “negotiated order”. The data were organized and coded in NVivo 9. Results The findings suggest that leaders use coercive, educational, discussing and negotiating strategies to work things through. The leaders in this study used different repertoires to convey their knowledge to the team, in order to create a common goal of the priorities of the work. Changes in repertoires were dependent on the urgency of the situation and the interaction between team members. When using these repertoires, the leaders positioned themselves in different ways, either on an authoritarian or a more egalitarian level. Conclusion This study indicates that communication in trauma teams is complex and consists of more than just transferring messages quickly. It also concerns what the leaders express, and even more importantly, how they speak to and involve other team members. PMID:22747848

Growing Teacher Leaders in a Culture of Excellence

ERIC Educational Resources Information Center

Searby, Linda; Shaddix, Lisa

2008-01-01

Viewing teachers as leaders requires a paradigm shift about the concept of leadership in a school system. The Teachers as Leaders program of the Mountain Brook, Alabama Schools represents that shift and is empowering teachers to utilize their leadership skills and contribute to the system as it fulfills its mission to offer education to its…

Research Use by Leaders in Canadian School Districts

ERIC Educational Resources Information Center

Cooper, Amander; Levin, Ben

2013-01-01

This paper, part of a larger study, investigates the ways research is used by leaders in Canadian schools and districts, an area in which there is relatively little empirical evidence. The paper analyzes survey results from 188 education leaders in 11 school districts across Canada about school and district practices related to the use of…

A Case Study Framework for Community College Leaders

ERIC Educational Resources Information Center

Nevarez, Carlos; Wood, J. Luke

2012-01-01

This article examines a case study framework designed to aid in the preparation of emerging community college leaders. The framework is multidimensional and fluid in nature, taking into account the multiplicity of factors affecting leadership in community colleges. The steps in the framework consist of (a) assuming the role of the leader; (b)…

Standards for School Leaders Get New Thumbs Up

ERIC Educational Resources Information Center

Olson, Lynn

2008-01-01

A coalition of education groups came together in the mid-1990s to draft model standards for school leaders that would refocus the profession on student learning. Since then, the resulting Interstate School Leaders Licensure Consortium standards have been used or adapted by more than 40 states to guide their own preparation, licensure, and…

Foundations of Change for the Scholar-Practitioner Leader

ERIC Educational Resources Information Center

Thompson, Donna R.

2010-01-01

Change is a fact of life, and educational reform is replete with change. However, cosmetic changes fail to bring about real improvement. Rather than remodel the existing concept of public education, leaders must create a new one. The schools must be recultured. The change leader must build trust with open communication supporting followers through…

Probing Leader Cells in Endothelial Collective Migration by Plasma Lithography Geometric Confinement

PubMed Central

Yang, Yongliang; Jamilpour, Nima; Yao, Baoyin; Dean, Zachary S.; Riahi, Reza; Wong, Pak Kin

2016-01-01

When blood vessels are injured, leader cells emerge in the endothelium to heal the wound and restore the vasculature integrity. The characteristics of leader cells during endothelial collective migration under diverse physiological conditions, however, are poorly understood. Here we investigate the regulation and function of endothelial leader cells by plasma lithography geometric confinement generated. Endothelial leader cells display an aggressive phenotype, connect to follower cells via peripheral actin cables and discontinuous adherens junctions, and lead migrating clusters near the leading edge. Time-lapse microscopy, immunostaining, and particle image velocimetry reveal that the density of leader cells and the speed of migrating clusters are tightly regulated in a wide range of geometric patterns. By challenging the cells with converging, diverging and competing patterns, we show that the density of leader cells correlates with the size and coherence of the migrating clusters. Collectively, our data provide evidence that leader cells control endothelial collective migration by regualting the migrating clusters. PMID:26936382

Probing Leader Cells in Endothelial Collective Migration by Plasma Lithography Geometric Confinement.

PubMed

Yang, Yongliang; Jamilpour, Nima; Yao, Baoyin; Dean, Zachary S; Riahi, Reza; Wong, Pak Kin

2016-03-03

When blood vessels are injured, leader cells emerge in the endothelium to heal the wound and restore the vasculature integrity. The characteristics of leader cells during endothelial collective migration under diverse physiological conditions, however, are poorly understood. Here we investigate the regulation and function of endothelial leader cells by plasma lithography geometric confinement generated. Endothelial leader cells display an aggressive phenotype, connect to follower cells via peripheral actin cables and discontinuous adherens junctions, and lead migrating clusters near the leading edge. Time-lapse microscopy, immunostaining, and particle image velocimetry reveal that the density of leader cells and the speed of migrating clusters are tightly regulated in a wide range of geometric patterns. By challenging the cells with converging, diverging and competing patterns, we show that the density of leader cells correlates with the size and coherence of the migrating clusters. Collectively, our data provide evidence that leader cells control endothelial collective migration by regualting the migrating clusters.

Exploring the Importance of Peers as Leaders in the Dream School Program: From the Perspectives of Peer Leaders, Teachers and Principals

ERIC Educational Resources Information Center

Holsen, Ingrid; Larsen, Torill; Tjomsland, Hege Eikeland; Servan, Annette Kathinka

2015-01-01

This study explores the experiences of using peers as leaders in a secondary school intervention in Norway from the perspectives of the principals, the teachers and the peer leaders. The overall aims of the intervention are to improve the psychosocial learning environment and promote positive mental health. Five secondary schools which had used…

How Academic Leaders Conceptualize the Phenomenon of Faculty Performance Appraisal Practices

ERIC Educational Resources Information Center

Soo Kim, Tatum

2016-01-01

This dissertation addresses the phenomenon of how academic leaders conceptualize faculty performance practices. Qualitative research methods were used to explore the experiences of 11 academic leaders from 4-year higher education institutions in the metropolitan area of New York, NY. Each academic leader had direct responsibility for faculty…

Leader development transformation in the Army Nurse Corps.

PubMed

Funari, Tamara S; Ford, Kathleen; Schoneboom, Bruce A

2011-01-01

The Army Nurse (AN) Corps is undergoing a historic transformation. Under the leadership of its Chief, MG Patricia Horoho, the Corps developed and implemented the AN Campaign Plan to insure that the Corps has the right capability and capacity to meet the current and future needs of the US Army. This article describes the work conducted by the AN Corps Leadership Imperative Action Team (Leader IAT) to develop full-spectrum leaders for the future. The mission of the Leader IAT is derived from both the AN Campaign plan as well as the operational objectives defined in the AN balanced scorecard. As a result of the analysis conducted during preparation of the AN Campaign Plan, several key gaps were identified regarding the Army Nurse Corps' ability to match leadership talents with the diverse demands of current missions, as well as its adaptability and flexibility to be prepared for unknown future missions. This article also introduces the Leadership Capability Map and other initiatives implemented to ensure the development of full-spectrum leaders who will be effective in the future military healthcare environment.

Individual performance and leader's laterality in interactive contests.

PubMed

Mukherjee, Satyam

2017-05-01

Left-handedness is known to provide an intrinsic and tactical advantage at top level in many sports involving interactive contests. Again, most of the renowned leaders of the world are known to have been left-handed. Leadership plays an important role in politics, sports and mentorship. In this paper we show that Cricket captains who bat left-handed have a strategic advantage over the right-handed captains in One Day International (ODI) and Test matches. The present study involving 46 left-handed captains and 148 right-handed captains in ODI matches, reveal a strong relation between leader's laterality and team member performance, demonstrating the critical importance of left-handedness and successful leadership. The odds for superior batting performance in an ODI match under left-handed captains are 89% higher than the odds under right-handed captains. Our study shows that left-handed captains are more successful in extracting superior performance from the batsmen and bowlers in ODI and Test matches; perhaps indicating left-handed leaders are better motivators as leaders when compared to right-handed captains.

Two-level leader-follower organization in pigeon flocks

NASA Astrophysics Data System (ADS)

Chen, Zhiyong; Zhang, Hai-Tao; Chen, Xi; Chen, Duxin; Zhou, Tao

2015-10-01

The most attractive trait of collective animal behavior is the emergence of highly ordered structures (Cavagna A., Giardina I. and Ginelli F., Phys. Rev. Lett., 110 (2013) 168107). It has been conjectured that the interaction mechanism in pigeon flock dynamics follows a hierarchical leader-follower influential network (Nagy M., Ákos Z., Biro D. and Vicsek T., Nature, 464 (2010) 890). In this paper, a new observation is reported that shows that pigeon flocks actually adopt a much simpler two-level interactive network composed of one leader and some followers. By statistically analyzing the same experimental dataset, we show that for a certain period of time a sole leader determines the motion of the flock while the remaining birds are all followers directly copying the leader's direction with specific time delays. This simple two-level despotic organization is expected to save both motional energy and communication cost, while retaining agility and robustness of the whole group. From an evolutionary perspective, our results suggest that a two-level organization of group flight may be more efficient than a multilevel topology for small pigeon flocks.

Modelling the public opinion transmission on social networks under opinion leaders

NASA Astrophysics Data System (ADS)

Li, Zuozhi; Li, Meng; Ji, Wanwan

2017-06-01

In this paper, based on Social Network Analysis (SNA), the social network model of opinion leaders influencing the public opinion transmission is explored. The hot event, A Female Driver Was Beaten Due To Lane Change, has characteristics of individual short-term and non-government intervention, which is used to data extraction, and formed of the network structure on opinion leaders influencing the public opinion transmission. And the evolution mechanism are analyzed in the three evolutionary situations. Opinion leaders influence micro-blogging public opinion on social network evolution model shows that this type of network public opinion transmission is largely constrained by opinion leaders, so the opinion leaders behavior supervising on the spread of this public opinion is pivotal, and which has a guiding significance.

Growing Nurse Leaders: Their Perspectives on Nursing Leadership and Today’s Practice Environment

PubMed

Dyess, Susan M; Sherman, Rose O; Pratt, Beth A; Chiang-Hanisko, Lenny

2016-01-14

With the growing complexity of healthcare practice environments and pending nurse leader retirements, the development of future nurse leaders is increasingly important. This article reports on focus group research conducted with Generation Y nurses prior to their initiating coursework in a Master’s Degree program designed to support development of future nurse leaders. Forty-four emerging nurse leaders across three program cohorts participated in this qualitative study conducted to capture perspectives about nursing leaders and leadership. Conventional content analysis was used to analyze and code the data into categories. We discuss the three major categories identified, including: idealistic expectations of leaders, leading in a challenging practice environment, and cautious but optimistic outlook about their own leadership and future, and study limitations. The conclusion offers implications for future nurse leader development. The findings provide important insight into the viewpoints of nurses today about leaders and leadership.

Wikipedia mining of hidden links between political leaders

NASA Astrophysics Data System (ADS)

Frahm, Klaus M.; Jaffrès-Runser, Katia; Shepelyansky, Dima L.

2016-12-01

We describe a new method of reduced Google matrix which allows to establish direct and hidden links between a subset of nodes of a large directed network. This approach uses parallels with quantum scattering theory, developed for processes in nuclear and mesoscopic physics and quantum chaos. The method is applied to the Wikipedia networks in different language editions analyzing several groups of political leaders of USA, UK, Germany, France, Russia and G20. We demonstrate that this approach allows to recover reliably direct and hidden links among political leaders. We argue that the reduced Google matrix method can form the mathematical basis for studies in social and political sciences analyzing Leader-Members eXchange (LMX).

What mental health teams want in their leaders.

PubMed

Corrigan, P W; Garman, A N; Lam, C; Leary, M

1998-11-01

The authors present the findings of the first phase of a 3-year study developing a skills training curriculum for mental health team leaders. A factor model empirically generated from clinical team members was compared to Bass' (1990) Multifactor Model of Leadership. Members of mental health teams generated individual responses to questions about effective leaders. Results from this survey were subsequently administered to a sample of mental health team members. Analysis of these data yielded six factors: Autocratic Leadership, Clear Roles and Goals, Reluctant Leadership, Vision, Diversity Issues, and Supervision. Additional analyses suggest Bass' Multifactor Model offers a useful paradigm for developing a curriculum specific to the needs of mental health team leaders.

Team-oriented leadership: the interactive effects of leader group prototypicality, accountability, and team identification.

PubMed

Giessner, Steffen R; van Knippenberg, Daan; van Ginkel, Wendy; Sleebos, Ed

2013-07-01

We examined the interactive effects of leader group prototypicality, accountability, and team identification on team-oriented behavior of leaders, thus extending the social identity perspective on leadership to the study of leader behavior. An experimental study (N = 152) supported our hypothesis that leader accountability relates more strongly to team-oriented behavior for group nonprototypical leaders than for group prototypical leaders. A multisource field study with leaders (N = 64) and their followers (N = 209) indicated that this interactive effect is more pronounced for leaders who identify more strongly with their team. We discuss how these findings further develop the social identity analysis of leadership. PsycINFO Database Record (c) 2013 APA, all rights reserved.

An Assessment of Educational Leaders' Multicultural Competences in Ethiopian Public Universities

ERIC Educational Resources Information Center

Geleta, Abeya; Amsale, Frew

2016-01-01

Multicultural Competences of higher education leaders refer directly to the multicultural knowledge, attitudes and skills of the leaders which is the focus of the present study. The demographic changes and the subsequent diversity in Ethiopian HEIs strongly demands the HEIs to be multiculturally competent, their leaders should in turn have the…

Reconciling Leadership Paradigms: Authenticity as Practiced by American Indian School Leaders

ERIC Educational Resources Information Center

Henderson, David; Carjuzaa, Jioanna; Ruff, William G.

2015-01-01

This phenomenological study examined the complexity American Indian K-12 school leaders face on reservations in Montana, USA The study described how these leaders have to reconcile their Westernized educational leadership training with their traditional ways of knowing, living, and leading. Three major themes emerged that enabled these leaders to…

Situational moderators of leader reward and punishment behaviors: fact or fiction?

PubMed

Podsakoff, P M; Todor, W D; Grover, R A; Huber, V L

1984-08-01

One assumption shared by many contemporary models of leadership is that situational variables moderate the relationships between leader behaviors and subordinate responses. Recently, however, R. J. House and J. L. Baetz (1979 in B. Staw & L. Cummings, Eds., Research in Organizational Behavior (Vol. 1), Greenwich, Connecticut, JAI Press) have suggested that the effects of some leader traits and behaviors may be relatively invariant; that is, have the same effects in a variety of situations. One possible class of leader behaviors which may have relatively consistent effects across situations are those known as leader reward and punishment behaviors. The first goal of the research reported here was to increase our understanding of the relationships between leader contingent and noncontingent reward and punishment behaviors and subordinate responses. Contingent reward behavior was found to have the most pronounced relationships with subordinate performance and satisfaction, followed by noncontingent punishment behavior. Neither leader noncontingent reward nor contingent punishment behavior were found to be related to either subordinate performance or satisfaction, with the exception that noncontingent reward behavior was negatively related to subordinates' satisfaction with work. The second goal of the research was to examine the effects of a variety of potential moderators on the relationships between leader reward and punishment behaviors and subordinate responses. The results of this study suggest that the relationships between leader reward and punishment behaviors and subordinates' performance are relatively free of moderating effects.

Changes in commitment to change among leaders in home help services.

PubMed

Westerberg, Kristina; Tafvelin, Susanne

2015-07-06

The purpose of the this study was to explore the development of commitment to change among leaders in the home help services during organizational change and to study this development in relation to workload and stress. During organizational change initiatives, commitment to change among leaders is important to ensure the implementation of the change. However, little is known of development of commitment of change over time. The study used a qualitative design with semi-structured interviews with ten leaders by the time an organizational change initiative was launched and follow-up one year later. Thematic content analysis was used to analyze the interviews. Commitment to change is not static, but seems to develop over time and during organizational change. At the first interview, leaders had a varied pattern reflecting different dimensions of commitment to change. One year later, the differences between leaders' commitment to change was less obvious. Differences in commitment to change had no apparent relationship with workload or stress. The data were collected from one organization, and the number of participants were small which could affect the results on workload and stress in relation to commitment to change. It is important to support leaders during organizational change initiatives to maintain their commitment. One way to accomplish this is to use management team meetings to monitor how leaders perceive their situation. Qualitative, longitudinal and leader studies on commitment to change are all unusual, and taken together, this study shows new aspects of commitment.

Women Leaders in Oxford House

PubMed Central

Timpo, Phyllis; Price, Temple; Salina, Doreen; Witek, Caroline; Pommer, Nicole; Jason, Leonard A.

2014-01-01

This qualitative study examined women assuming leadership roles in Oxford Houses, which are communal, democratically run recovery settings for substance use disorder. Semi-structured interviews were conducted with 10 women Oxford House leaders who shared their thoughts and experiences on leadership. Several themes emerged from qualitative data analysis, most notably that stepping up and accepting a leadership role in Oxford House had a positive effect on self-esteem, which is vital to women with a history of substance abuse. Barriers to leadership were also identified such as negative interpersonal relationships with other women. A number of methods mentioned to increase the number of women leaders included: developing workshops, providing positive encouragement, and accessing existing female role models. The implications of this study are discussed. PMID:25419529

Women Leaders in Oxford House.

PubMed

Timpo, Phyllis; Price, Temple; Salina, Doreen; Witek, Caroline; Pommer, Nicole; Jason, Leonard A

2014-01-01

This qualitative study examined women assuming leadership roles in Oxford Houses, which are communal, democratically run recovery settings for substance use disorder. Semi-structured interviews were conducted with 10 women Oxford House leaders who shared their thoughts and experiences on leadership. Several themes emerged from qualitative data analysis, most notably that stepping up and accepting a leadership role in Oxford House had a positive effect on self-esteem, which is vital to women with a history of substance abuse. Barriers to leadership were also identified such as negative interpersonal relationships with other women. A number of methods mentioned to increase the number of women leaders included: developing workshops, providing positive encouragement, and accessing existing female role models. The implications of this study are discussed.

Utah Elementary School Principals Preparation as Technology Leaders

ERIC Educational Resources Information Center

Esplin, Nathan L.

2017-01-01

The rapidly expanding use of technology in education has brought about the need for principals to be prepared as technology leaders. Although, there is a need for principals to be prepared as technology leaders, many currently are not prepared for this role. It is crucial that principals are prepared in order ability to lead their school in…

If you're going to be a leader, at least act like it! Prejudice towards women who are tentative in leader roles.

PubMed

Bongiorno, Renata; Bain, Paul G; David, Barbara

2014-06-01

Role congruity theory predicts prejudice towards women who meet the agentic requirements of the leader role. In line with recent findings indicating greater acceptance of agentic behaviour from women, we find evidence for a more subtle form of prejudice towards women who fail to display agency in leader roles. Using a classic methodology, the agency of male and female leaders was manipulated using assertive or tentative speech, presented through written (Study 1, N = 167) or verbal (Study 2, N = 66) communications. Consistent with predictions, assertive women were as likeable and influential as assertive men, while being tentative in leadership reduced the likeability and influence of women, but not of men. Although approval of agentic behaviour from women in leadership reflects progress, evidence that women are quickly singled out for disapproval if they fail to show agency is important for understanding how they continue to be at a distinct disadvantage to men in leader roles. © 2013 The British Psychological Society.

[Effects of nurses' perception of servant leadership on leader effectiveness, satisfaction and additional effort: focused on the mediating effects of leader trust and value congruence].

PubMed

Han, Sang Sook; Kim, Nam Eun

2012-02-01

This study was done to examine the effects of nurses' perception of servant leadership on leader effectiveness, satisfaction and promoting additional effort. The focus was the mediating effects of leader trust and value congruence. Data were collected from 361 RN-BSN students and nurses participating in nationally attended in-service training programs. Data were analyzed using descriptive statistics and structural analysis with SPSS 17.0 windows program and Amos 7.0. Direct effects of nurses' perception of servant leadership were negative, but mediating effects of trust and value congruency were positively correlated with leader effectiveness, satisfaction and additional effort, that is servant leadership should be effective through mediating factors. The study results indicate that if the middle managers of nurses can build leader trust and value congruency between nurses through servant leadership, leader effectiveness, satisfaction and additional effort on the part of the nurses could result in a positive change in the long term.

Concentric Tube Robots as Steerable Needles: Achieving Follow-the-Leader Deployment

PubMed Central

Gilbert, Hunter B.; Neimat, Joseph; Webster, Robert J.

2015-01-01

Concentric tube robots can enable new clinical interventions if they are able to pass through soft tissue, deploy along desired paths through open cavities, or travel along winding lumens. These behaviors require the robot to deploy in such a way that the curved shape of its shaft remains unchanged as the tip progresses forward (i.e., “follow-the-leader” deployment). Follow-the-leader deployment is challenging for concentric tube robots due to elastic (and particularly torsional) coupling between the tubes that form the robot. However, as we show in this paper, follow-the-leader deployment is possible, provided that tube precurvatures and deployment sequences are appropriately selected. We begin by defining follow-the-leader deployment and providing conditions that must be satisfied for a concentric tube robot to achieve it. We then examine several useful special cases of follow-the-leader deployment, showing that both circular and helical precurvatures can be employed, and provide an experimental illustration of the helical case. We also explore approximate follow-the-leader behavior and provide a metric for the similarity of a general deployment to a follow-the-leader deployment. Finally, we consider access to the hippocampus in the brain to treat epilepsy, as a motivating clinical example for follow-the-leader deployment. PMID:26622208

The Multiple Roles that Youth Development Program Leaders Adopt with Youth

ERIC Educational Resources Information Center

Walker, Kathrin C.

2011-01-01

The roles that program leaders establish in their relationships with youth structure how leaders are able to foster youth development. This article examines the complex roles program leaders create in youth programs and investigates how they balanced multiple roles to most effectively respond to the youth they serve. Analyses of qualitative data…

Characteristics of successful aviation leaders of Oklahoma

NASA Astrophysics Data System (ADS)

Kutz, Mary N. Hill

Scope and method of study. The purpose of the study was to examine the personal traits, skills, practices, behaviors, background, academic, and career success patterns of selected aviation leaders in Oklahoma. A purposive sample of 18 leaders who had achieved a top-ranked position of aviation leadership in an organization or a position of influence in the community was selected for interview. The leaders chosen for interview came from a variety of aviation organizations including government, academia, military, corporate aviation, and air carrier leadership as well as community leadership (specifically those aviation personnel who were engaged in a political or civic leadership role). Findings and conclusions. This study identified no common career choices, educational, family, or other background factors exclusively responsible for leadership success of all of the participants. Some of the more significant findings were that a high percentage of the leaders held undergraduate and advanced degrees; however, success had been achieved by some who had little or no college education. Aviation technical experience was not a prerequisite for aviation leadership success in that a significant number of the participants held no airman rating and some had entered positions of aviation leadership from non-aviation related careers. All had received some positive learning experience from their family background even those backgrounds which were less than desirable. All of the participants had been involved in volunteer civic or humanitarian leadership roles, and all had received numerous honors. The most frequently identified value expressed by the leaders was honesty; the predominant management style was participative with a strong backup style for directing, the most important skills were communication and listening skills, and the most frequently mentioned characteristics of success were honesty, credibility, vision, high standards, love for aviation and fiscal

Selecting physician leaders for clinical service lines: critical success factors.

PubMed

Epstein, Andrew L; Bard, Marc A

2008-03-01

Clinical service lines and interdisciplinary centers have emerged as important strategic programs within academic health centers (AHCs). Effective physician leadership is significant to their success, but how these leaders are chosen has not been well studied. The authors conducted a study to identify current models for selecting the physician leaders of clinical service lines, determine critical success factors, and learn how the search process affected service line performance. In 2003 and 2004, the authors interviewed clinical and executive personnel involved in 14 programs to establish, or consider establishing, heart or cancer service lines, at 13 AHCs. The responses were coded to identify and analyze trends and themes. The key findings of the survey were (1) the goals and expectations that AHCs set for their service line leaders vary greatly, depending on both the strategic purpose of the service line in the AHC and the service line's stage of development, (2) the matrix organizational structure employed by most AHCs limits the leader's authority over necessary resources, and calls forth a variety of compensating strategies if the service line is to succeed, (3) the AHCs studied used relatively informal processes to identify, evaluate, and select service line leaders, and (4) the leader's job is vitally shaped by the AHC's strategic, structural, and political context, and selection criteria should be determined accordingly. Institutions should be explicit about the strategic purpose and stage of development of their clinical service lines and be clear about their expectations and requirements in hiring service line leaders.

Trees: Dead or Alive. 4-H Leader's Guide 147-L-22.

ERIC Educational Resources Information Center

Krasny, Marianne E.

This illustrated leader's guide to exploring trees and forests provides activities which emphasize careful observation of trees and the living things associated with them for youths age 9 and older. Introductory information for leaders explains the uses for trees and the role of trees in the ecosystem. It also gives suggestions for leaders to…

Today's Students, Tomorrow's Leaders

ERIC Educational Resources Information Center

Reese, Susan

2008-01-01

According to Warren Bennis, professor at the University of Southern California's Marshall School of Business and a recognized authority on organizational development, leadership and change, becoming a leader is synonymous with becoming oneself. It is precisely that simple, and it is also that difficult. In career and technical student…

Media Consumption and Population Characteristics of Political Opinion Leaders.

ERIC Educational Resources Information Center

Garrison, John P.; Andersen, Peter A.

This study examines the information sources and population characteristics that differentiate political opinion-leaders from nonleaders. A telephone poll of 339 subjects provided data indicating that political opinion leaders receive more information about candidates from all media, as well as through interpersonal communication, than do…

Cross-Sectoral Leaders of Partnerships in Reforming Senior L/earning in Queensland: Implications for the Professional Learning of Education and Training Leaders

ERIC Educational Resources Information Center

Singh, Michael; Chen, Xiafang; Harreveld, Bobby

2009-01-01

This working paper "investigates" the role of Vocational Education and Training in Schools (VETiS) in providing leaders with a driver for reforming Senior L/earning (Years 10, 11 and 12). Using a "case study methodology", this paper explores the collaboration and cooperation across different borders and sectors among leaders in…

Changing Mindsets: A Case Study of a Community of Practice between Charter and Traditional Public School Leaders in the School Leaders Network

ERIC Educational Resources Information Center

Ponce, Manuel N., Jr.

2013-01-01

The purpose of this study was to examine the essential elements of a community of practice intended to increase communication and collaboration between traditional public and charter school leaders. Members of the Los Angeles Cohort of the School Leaders Network participated in this study. This case study triangulated observation, interview, and…

Social Justice in India: Perspectives from School Leaders in Diverse Contexts

ERIC Educational Resources Information Center

Richardson, Jayson W.; Sauers, Nicholas J.

2014-01-01

This study focuses on social justice from the perspective of five school leaders in Delhi, India. Four of the schools in the study are affluent. One school serves primarily students who live in extreme poverty. Through interviewing these leaders, two major themes were identified. First, these leaders tended to view human rights as a driver of a…

The experience of being a shift-leader in a hospital ward.

PubMed

Goldblatt, Hadass; Granot, Michal; Admi, Hanna; Drach-Zahavy, Anat

2008-07-01

This paper is a report of a study to explore the experience of being a shift-leader, and how these nurses view the management of their shift. Professional demands on skilled and capable shift-leaders, who competently handle multi-disciplinary staff and patients, as well as operations and information, call for the development of efficient nursing leadership roles. Nevertheless, knowledge of shift-leaders' perspectives concerning their task management and leadership styles is relatively limited. Twenty-eight Registered Nurses working in an Israeli medical centre participated in this qualitative study. Data were gathered through in-depth interviews conducted in two phases between February and October 2005: three focus group interviews (phase 1) followed by seven individual interviews (phase 2). Content analysis revealed two major themes which constitute the essence of being a shift-leader: (1) a burden of responsibility, where the shift-leader moves between positions of maximum control and delegating some responsibility to other nurses; (2) the role's temporal dimension, expressed as a strong desire to reach the end of the shift safely, and taking managerial perspectives beyond the boundaries of the specific shift. The core of the shift-leader's position is an immense sense of responsibility. However, this managerial role is transient and therefore lacks an established authority. A two-dimensional taxonomy of these themes reveals four types of potential and actual coping among shift-leaders, indicating the need to train them in leadership skills and systemic thinking. Interventions to limit the potential stress hazards should be focused simultaneously on shift-leaders themselves and on job restructuring.

Practice Facilitators' and Leaders' Perspectives on a Facilitated Quality Improvement Program.

PubMed

McHugh, Megan; Brown, Tiffany; Liss, David T; Walunas, Theresa L; Persell, Stephen D

2018-04-01

Practice facilitation is a promising approach to helping practices implement quality improvements. Our purpose was to describe practice facilitators' and practice leaders' perspectives on implementation of a practice facilitator-supported quality improvement program and describe where their perspectives aligned and diverged. We conducted interviews with practice leaders and practice facilitators who participated in a program that included 35 improvement strategies aimed at the ABCS of heart health (aspirin use in high-risk individuals, blood pressure control, cholesterol management, and smoking cessation). Rapid qualitative analysis was used to collect, organize, and analyze the data. We interviewed 17 of the 33 eligible practice leaders, and the 10 practice facilitators assigned to those practices. Practice leaders and practice facilitators both reported value in the program's ability to bring needed, high-quality resources to practices. Practice leaders appreciated being able to set the schedule for facilitation and select among the 35 interventions. According to practice facilitators, however, relying on practice leaders to set the pace of the intervention resulted in a lower level of program intensity than intended. Practice leaders preferred targeted assistance, particularly electronic health record documentation guidance and linkages to state smoking cessation programs. Practice facilitators reported that the easiest interventions were those that did not alter care practices. The dual perspectives of practice leaders and practice facilitators provide a more holistic picture of enablers and barriers to program implementation. There may be greater opportunities to assist small practices through simple, targeted practice facilitator-supported efforts rather than larger, comprehensive quality improvement projects. © 2018 Annals of Family Medicine, Inc.

Substitutes for procedural fairness: prototypical leaders are endorsed whether they are fair or not.

PubMed

Ullrich, Johannes; Christ, Oliver; van Dick, Rolf

2009-01-01

This article extends research on leader procedural fairness as well as the social identity model of leadership effectiveness (SIMOL) by demonstrating that leader prototypicality can act as a substitute for procedural fairness. Although procedural fairness in general and voice in particular have been found to have a robust positive influence on leader endorsement, the authors showed in an experimental scenario study and a correlational field study that the influence of voice on leader endorsement is substantially reduced when leaders are perceived as prototypical for the group that they lead and followers are highly identified with their group. Additionally, supportive of predictions of the SIMOL, leader prototypicality interacted with follower identification in predicting leader endorsement, such that prototypicality had a positive effect on leader endorsement, which was enhanced among high identifiers. Overall, these results suggest that leaders who are attuned to their followers' group identity can afford to go it alone, for the better or the worse. (PsycINFO Database Record (c) 2009 APA, all rights reserved).

Practical School Community Partnerships Leading to Successful Educational Leaders

ERIC Educational Resources Information Center

Kladifko, Robert E.

2013-01-01

School leaders must have knowledge and understanding of the various external and internal entities in their school community. Partnerships, with a focus on communication and interaction with diverse community leaders and professionals, are essential for school success. In this article, the author discusses successful practical experiences and…

Administering the Global Trap: The Role of Educational Leaders.

ERIC Educational Resources Information Center

Bates, Richard

2002-01-01

Discusses the role of educational leaders in a global society. Explains the globalization of technology, finance, production, and culture. Other topics include the withering away of the state, rebalancing states and markets, development as freedom, and the development as freedom for educational leaders. (Contains 32 references.) (PKP)

The Charismatic Leader. Behind the Mystique of Exceptional Leadership.

ERIC Educational Resources Information Center

Conger, Jay A.

A systematic understanding of how various behavioral components (vision, articulation skills, empowerment, unconventionality, and risk-taking) work together to set apart certain individuals as charismatic leaders is presented. Using illustrations from the careers of charismatic leaders, including Steve Jobs, Lee Iacocca, Mary Kay, John DeLorean,…

Authentic leadership: becoming and remaining an authentic nurse leader.

PubMed

Murphy, Lin G

2012-11-01

This article explores how chief nurse executives became and remained authentic leaders. Using narrative inquiry, this qualitative study focused on the life stories of participants. Results demonstrate the importance of reframing, reflection in alignment with values, and the courage needed as nurse leaders progress to authenticity.

Why Teacher Leaders Don't Want to Be Principals

ERIC Educational Resources Information Center

Hewitt, Paul M.; Denny, George S.; Pijanowski, John C.

2011-01-01

This article examines reasons why teachers who were identified by their school principal as leaders or having leadership potential, chose not to become school principals. While the literature reports a shortage of qualified applicants for school administrative positions, the deterrents that teacher leaders most often identify include…

Developing Successful Employees: Perceptions of Industry Leaders and Academicians.

ERIC Educational Resources Information Center

Nicholson, Amanda; Cushman, Linda

2000-01-01

Needed skills and qualities of retailing employees were ranked by 11 faculty and 12 industry representatives. Industry leaders believed leadership and decision making were most important for future leaders. Faculty ranked interpersonal and cognitive skills higher, and they believed their rankings would match those of industry. (SK)

Leaders' Perceptions of Mobile Technology in the Workplace

ERIC Educational Resources Information Center

Wood, Kristin R.

2012-01-01

Leaders have limited understanding regarding mobile technology (Ramo & Edenius, 2008). However, with over 1 billion users (Meeker, Devitt & Wu, 2011), managers are tasked with making leadership decisions regarding technology adoption, management and use. Leaders may find this difficult to undertake given the limited body of knowledge in…

Learning with leaders.

PubMed

Bunkers, Sandra S

2009-01-01

This column focuses on ideas concerning leaders and leadership. The author proposes that leadership is about showing up and participating with others in doing something. "Mandela: His 8 Lessons of Leadership" by Richard Stengel is explored in light of selected philosophical writings, literature on nursing leadership, and nurse theorist Rosemarie Rizzo Parse's humanbecoming leading-following model. Teaching-learning questions are then posed to stimulate further reflection on the lessons of leadership.

High reliability and implications for nursing leaders.

PubMed

Riley, William

2009-03-01

To review high reliability theory and discuss its implications for the nursing leader. A high reliability organization (HRO) is considered that which has measurable near perfect performance for quality and safety. The author has reviewed the literature, discussed research findings that contribute to improving reliability in health care organizations, and makes five recommendations for how nursing leaders can create high reliability organizations. Health care is not a safe industry and unintended patient harm occurs at epidemic levels. Health care can learn from high reliability theory and practice developed in other high-risk industries. Viewed by HRO standards, unintended patient injury in health care is excessively high and quality is distressingly low. HRO theory and practice can be successfully applied in health care using advanced interdisciplinary teamwork training and deliberate process design techniques. Nursing has a primary leadership function for ensuring patient safety and achieving high quality in health care organizations. Learning HRO theory and methods for achieving high reliability is a foremost opportunity for nursing leaders.

Principals as Instructional Leaders

ERIC Educational Resources Information Center

Finkel, Ed

2012-01-01

At some level, principals always have been instructional leaders--but never before has their role been more prominent. First, the accountability movement--No Child Left Behind (NCLB) in particular--thrust principals into the spotlight on academic achievement. Then budget cuts peeled away capacity at both the district and school levels, thinning…

Character Development of U.S. Army Leaders: A Laissez Faire Approach

DTIC Science & Technology

2013-03-01

Character Development of U.S. Army Leaders: A Laissez Faire Approach by Colonel Brian M. Michelson United States Army...Army Leaders: A Laissez Faire Approach 5a. CONTRACT NUMBER 5b. GRANT NUMBER 5c. PROGRAM ELEMENT NUMBER 6. AUTHOR(S) Colonel Brian M...STRATEGY RESEARCH PROJECT Character Development of U.S. Army Leaders: A Laissez Faire Approach by Colonel Brian M

Beyond Words: Leader Self-Awareness and Interpersonal Skills

DTIC Science & Technology

2007-03-09

Secret Success: A High Emotional IQ”, Fortune, 26 October 1998, 293. 26 Daniel Goleman , “What Makes A Leader?,” Harvard Business Review (January 2004...conceptual component of leader intelligence .13 Defined, interpersonal tact refers to having a capacity to understand the interactions with others...talent.24 Dan Goleman , a psychologist and best selling author says his research proves that people are promoted for technical/operational reasons

Romance of Leadership as a Leader Emergence Predictor

DTIC Science & Technology

2008-03-01

social constructionist approach. The Leadership Quarterly, 6(3), 329-341. Moss, S. E., & Kent, R. L. (1996). Gender and gender-role categorization of...follower-centric model of leadership by focusing on socially developed constructs as opposed to leader behaviors. It has been suggested that...of leader emergence. Judge and Cable (2004) found that height was also related to social -esteem while Atwater et al. (1999) found correlation

Expanding on the relationship between continuing current and in-cloud leader growth

NASA Astrophysics Data System (ADS)

Lapierre, Jeff L.; Sonnenfeld, Richard G.; Stock, Michael; Krehbiel, Paul R.; Edens, Harald E.; Jensen, Daniel

2017-04-01

When lightning connects to the ground, there is a large surge of current, called the return stroke, which is occasionally followed by a longer-lasting steady current, called continuing current (CC). In a previous study of negative cloud-to-ground (-CG) flashes, we observed the growth rate of in-cloud positive leaders in an attempt to identify occurrences of CC. However, there was no observed change in positive leader growth rate during CC of negative CG flashes. In this study, we use the Langmuir Electric Field Array, Lightning Mapping Array, and Flash-Continuous Broadband Digital Interferometer data to extend the previous study to the growth of the negative leader during positive CG flashes. We have found that in contrast with previous results, negative leader growth during positive CG flashes does show increases in growth rates coincident with CC. Finally, we find that the growth rate magnitudes for positive and negative leaders are typically ˜2-4 km/10 ms and ˜25-40 km/10 ms, respectively. These contrasting results highlight the differences between positive and negative leaders and provide strong evidence as to why -CC and +CC behave differently. Negative leaders inject higher amounts of current and allow the channel to remain conductive throughout the duration of CC. Whereas for positive leaders, the channel becomes nonconductive relatively quickly. It is therefore disconnected from the channel to the ground, and, due to the positive leader's continued growth, an electric potential is built up until a K event is produced that re-ionizes the channel.

Women in Leader Roles within Higher Education in Bangladesh

ERIC Educational Resources Information Center

Ahad, Lamia Rahman; Gunter, Helen

2017-01-01

Women have long been under-represented in organization leader roles within higher education. Research has identified, mapped and examined the data, with recommendations for change. The research reported in this article adds to current knowledge, and raises methodological questions by focusing on senior female leaders in higher education in…

[Effect of leader-member exchange on nurses'sense of calling in workplace].

PubMed

Zhang, L G; Ma, H L; Wang, Z J; Zhou, Y Y; Jin, T T

2017-12-20

Objective: To investigate the effect of leader-member exchange on nurses'sense of calling in workplace based on self-determination theory. Methods: A total of 381 nurses were randomly selected from five tertiary general hospitals in Zhejiang province, China from October to December, 2016. They were subjected to a survey using the Leader-Member Exchange Scale, Job Autonomy Scale, Core Self-Evaluation Scale, and Calling Scale. The mediating effect was used to test the procedures and the data were subjected to hierarchical regression analysis. Results: The leader-member exchange was positively correlated with job autonomy, core self-evaluation, and sense of calling ( r =0.471, P <0.001; r =0.373, P <0.001; r =0.475, P <0.001) ; the leader-member exchange had a positive predictive effect on job autonomy and sense of calling ( β = 0.47, P <0.001; β =0.48, P <0.001) ; the job autonomy had a partial mediating effect on the relationship between leader-member exchange and sense of calling ( F =66.50, P <0.001) ; the core self-evaluation negatively adjusted the positive relationship between leader-member exchange and job autonomy ( F =27.81, P <0.001) . Conclusion: High-quality leader-member exchange enhances the sense of calling by improving staffs' job autonomy and the core self-evaluation reduces the positive relationship between leader-member exchange and job autonomy.

How networks split when rival leaders emerge

NASA Astrophysics Data System (ADS)

Krawczyk, Malgorzata J.; Kułakowski, Krzysztof

2018-02-01

In a model social network, two hubs are appointed as leaders. Consecutive cutting of links on a shortest path between them splits the network in two. Next, the network is growing again till the initial size. Both processes are cyclically repeated. We investigate the size of a cluster containing the largest hub, the degree, the clustering coefficient, the closeness centrality and the betweenness centrality of the largest hub, as dependent on the number of cycles. The results are interpreted in terms of the leader's benefits from conflicts.

Quality work in long-term care: the role of first-line leaders.

PubMed

Kjøs, Bente Ødegård; Botten, Grete; Gjevjon, Edith Roth; Romøren, Tor Inge

2010-10-01

To explore the first-line leaders' role in quality work in long-term care in Norway, in order to determine how that work is related to such success characteristics as leadership, staff, patients, performance, information and information technology. Cross-sectional telephone survey. The text was analysed using content analysis. Thirty-two Norwegian municipalities stratified according to region and population size. Sixty-four first-line leaders in nursing homes and home-based care. Main outcome measure The clinical microsystem approach is used as a framework by defining and designing measureable variables. Thirty-six leaders described how they initiated and motivated employees to be active in quality work; the remaining leaders indicated that they played a passive role. The first-line leaders played a key role in implementing national quality policies and regulations. The quantity of other success characteristics was low. The municipalities delegated the responsibility of implanting national policies to the first-line leaders. Missing were key quality success criteria such as macro- and meso-perspectives for the municipality as a whole and co-operation with other leaders in the organization and fostering of relevant learning. Quality work was fragmented rather than comprehensive and systematic.

A School Leader's Bookshelf.

ERIC Educational Resources Information Center

American School Board Journal, 1999

1999-01-01

The editors of "The American School Board Journal" pick 13 titles noted briefly that represent what they consider the most important, most interesting, most controversial books about children and schools to hit the bookstores this past year. Lists ordering information to obtain a 20% discount from the School Leaders' Book Service. (MLF)

Cultivating Leaders from Within

ERIC Educational Resources Information Center

Burdette, Maggie; Schertzer, Kristen

2005-01-01

A major problem faced by school districts in the US is the paucity of applicants for the posts of school principals. A solution adopted by The Capistrano Unified School District (CUSD) in Orange County California was the cultivation of good leaders from within the district through the Teaching Assistant Principal (TAP) program.

Training College Wilderness Leaders.

ERIC Educational Resources Information Center

Curtis, Rick

College outdoor program leaders are often paraprofessionals, who may have less training than professional outdoor educators, yet must deal with the same types of problems on the trail. This paper describes the Outdoor Action (OA) Program at Princeton University, and outlines the training assessment and development model used to train OA program…

The influence of leadership style on subordinates' attachment to the leader.

PubMed

Molero, Fernando; Moriano, Juan A; Shaver, Phillip R

2013-01-01

The aim of this research is to explore the extent to which employees establish attachment bonds with their leaders and the effects these bonds have on organizational outcomes. A sample of 225 participants reported on their supervisor's leadership style (transformational, transactional, or passive-avoidant), their attachment bonds to this supervisor (anxious or avoidant), and four organizational variables (subordinate's satisfaction, identification with the organization, extra effort, and perceived leadership effectiveness). Results, analyzed using a Partial Least Squares (PLS) approach, indicated that (a) transformational leadership was negatively associated with employees' insecure (anxious or avoidant) attachment to their leader; (b) passive/avoidant leadership was positively associated with subordinates' insecure attachment to their leader; (c) transactional leadership was positively associated with employee's anxious attachment but not with their avoidant attachment; (d) avoidant, but not anxious, attachment to the leader was negatively associated with employee satisfaction, perceived leader effectiveness, employee's extra effort, and organizational identification.

Leader Behavior of Head Nurses through the Perceptions of Self and Others.

DTIC Science & Technology

1984-01-01

studies ......... 17 III. Methodology .. ....... ...... ......................... 25 Population and sample ........ .*... ............ . 25 Procedures...60....*.* Implications for future rsearch ............. 62 Implications for nursing comaunity...*................. 63 *.......****.*** 75 Vi List...able to distinguish the personality traits of leaders from the personality traits of non -leaders. The traits of leaders, she contends, are communication

School Leaders' Perceptions of School Counselors as Leaders as Part of the District Leadership Team and Impact on the District Wide Change Process

ERIC Educational Resources Information Center

Davis, James S., Jr.

2013-01-01

This exploration focuses on school leaders' perceptions of school counselors as leaders and their involvement with district wide change. This study explores school counselor leadership, school counselors' role in district level change, and barriers to school counselor leadership. This is a qualitative study utilizing grounded theory design.…

The Wounded Leader and Emotional Learning in the Schoolhouse

ERIC Educational Resources Information Center

Ackerman, Richard; Maslin-Ostrowski, Pat

2004-01-01

This paper considers the emotional dimensions of leadership by exploring what a self-described leadership crisis or 'wounding' experience means to educational leaders and how it influences their professional and personal growth. It focuses on how leaders cope with the endemic and chronic conditions of leadership life: vulnerability, isolation,…

American Psychological Association Leaders in School Psychology Directory, 1996.

ERIC Educational Resources Information Center

American Psychological Association, Washington, DC.

Intended to promote communication and collaboration among professionals across the United States, this directory brings together a variety of information on key leaders in the field of school psychology. Governance members in the American Psychological Association (APA) who work in school psychology are listed, as well as leaders in the following…

Creating a MentoringCoaching Culture for Ontario School Leaders

ERIC Educational Resources Information Center

Robinson, Joanne; Horan, Lori; Nanavati, Mary

2009-01-01

Mentoring is a highly recognized and accepted strategy for attracting, developing, and sustaining leaders across the education sector and beyond. It helps accelerate learning, reduce isolation, and increase the confidence and skill of newly appointed school leaders. It can also be a powerful learning and growth opportunity for the experienced…

A Death at School: What School Leaders Should Do

ERIC Educational Resources Information Center

Garran, Christopher

2014-01-01

All school leaders at some point will find themselves confronted by the need to shepherd their school communities through emotionally draining experiences. Death requires school leaders to act with compassion, care, and awareness that they are modeling for young people how to grieve. Few better examples of servant leadership exist. Communication…

Outdoor Leader Career Development: Exploration of a Career Path

ERIC Educational Resources Information Center

Wagstaff, Mark

2016-01-01

The purpose of this study was to assess the efficacy of the proposed Outdoor Leader Career Development Model (OLCDM) through the development of the Outdoor Leader Career Development Inventory (OLCDI). I assessed the reliability and validity of the OLCDI through exploratory factor analysis, principal component analysis, and varimax rotation, based…

Becoming a nurse faculty leader: Taking risks by being willing to fail.

PubMed

Pardue, Karen T; Young, Patricia K; Horton-Deutsch, Sara; Halstead, Judith; Pearsall, Catherine

2018-04-01

Higher education is undergoing rapid transformation requiring nurse faculty leaders to engage in risk taking. Consequently, what is known about the experience of taking risks? How do leaders decide what constitutes a risk worth taking? How do leaders who take risks tolerate failure? The purpose of this study was to explicate the leadership practices of risk taking in nurse faculty leaders. Interpretive phenomenology was used to explore the experience of risk taking among 15 self-identified nurse faculty leaders. Unstructured audio recorded interviews were conducted in which participants described their experiences of taking risks. Transcribed interviews were analyzed by a research team to uncover themes in the narrative data. A theme, willingness to fail, and three subthemes, enacting a culture of experimentation, working hard for success, and learning from failure are reported. This study provides practical know-how and an evidence-base to support nurse academic leaders in the practice of risk taking during these challenging times in higher education. © 2018 Wiley Periodicals, Inc.

RELEVANCE OF RELIGIOUS LEADER ENGAGEMENT FOR THE AIR FORCE CHAPLAIN CORPS

DTIC Science & Technology

2015-12-01

organizations. They are ordained religious leaders who have been set them aside to do sacred works. Furthermore, as Navy Chaplain George Adams writes...AU/ACSC/CHAE, C/AY16 AIR COMMAND AND STAFF COLLEGE AIR UNIVERSITY RELEVANCE OF RELIGIOUS LEADER ENGAGEMENT FOR THE...agent of Religious Leader Engagement on deployments in an informal manner. As the nature of warfare continues to evolve toward a non-traditional

Elected medical staff leaders: who needs 'em?

PubMed

Thompson, R E

1994-03-01

Authority, influence, and power are not synonyms. In working with elected medical staff leaders, a physician executive who chooses to exert authority may soon find him- or herself relatively powerless. But one who chooses to downplay authority, to influence through persuasion, and to coach leaders to lead effectively soon generates support for his or her ideas. The need to coax, cajole, explain, persuade, and "seek input" frustrates many leaders in all kinds of organizations. It would be much easier just to order people about. It's so tempting to think: "Who needs 'em? I'm the 'chief physician.' I know what needs to be done. Let's weigh anchor, take her out, and do what it takes to sail those rough, uncharted seas." If you really enjoy sailing a large ship in rough seas without a crew, go right ahead. Or if you think it makes sense to run an organization with only an executive staff and no knowledgeable middle managers, by all means let clinician leaders know that, now that you're aboard, they're just window-dressing. If you can make this approach work, well and good. Your life will be much less complicated, each day will have far fewer frustrations, and progress toward established goals will be much faster. However, given the reality of traditionally thinking physicians, it would be best to keep an up-dated resume in the locked lower left-hand drawer of your desk.

What separates outstanding from average leaders? A study identifies leadership competencies and implications for professional development.

PubMed

Nygren, D J; Ukeritis, M D

1992-11-01

As the healthcare crisis mounts, healthcare organizations must be managed by especially competent leaders. It is important for executives to assess and develop the competencies necessary to become "outstanding" leaders. In our study of leadership competencies among leaders of religious orders, we found that outstanding and average leaders appear to share characteristics such as the ability to articulate their group's mission, the ability to act efficiently, and the tendency to avoid impulsive behavior or excessive emotional expression. Outstanding leaders, however, differed from average leaders in seemingly small but significant ways. For instance, nearly three times as often as average leaders, outstanding leaders expressed a desire to perform tasks well--or better than they had been performed in the past. The study also assessed how members of religious orders perceived their leaders. In general, they tended to rate leaders of their religious institutes as transformational leaders--leaders who welcomed doing things in a new way and inspiring their own staffs to search out new ways to provide services.

Empowered Intersectionality among Black Female K-12 Leaders: A Transcendental Phenomenological Study

ERIC Educational Resources Information Center

McNeal, Carla

2017-01-01

Black female school leaders remain underrepresented as educational leaders in the K-12 context as marginalizing factors persist in the field. The purpose of this transcendental phenomenological study was to explore the lived experiences of Black female school leaders through the lens of intersectionality. For this research study, intersectionality…

Psychological Type and Sex Differences among Church Leaders in the United Kingdom

ERIC Educational Resources Information Center

Craig, Charlotte L.; Francis, Leslie J.; Robbins, Mandy

2004-01-01

A sample of 135 female and 164 male church leaders of mixed denominations completed the Francis Psychological Type Scales. The female church leaders demonstrated clear preferences for extraversion over introversion, for sensing over intuition, for feeling over thinking, and for judging over perceiving. The male church leaders demonstrated clear…

How successful leaders think.

PubMed

Martin, Roger

2007-06-01

In search of lessons to apply in our own careers, we often try to emulate what effective leaders do. Roger Martin says this focus is misplaced, because moves that work in one context may make little sense in another. A more productive, though more difficult, approach is to look at how such leaders think. After extensive interviews with more than 50 of them, the author discovered that most are integrative thinkers -that is, they can hold in their heads two opposing ideas at once and then come up with a new idea that contains elements of each but is superior to both. Martin argues that this process of consideration and synthesis (rather than superior strategy or faultless execution) is the hallmark of exceptional businesses and the people who run them. To support his point, he examines how integrative thinkers approach the four stages of decision making to craft superior solutions. First, when determining which features of a problem are salient, they go beyond those that are obviously relevant. Second, they consider multidirectional and nonlinear relationships, not just linear ones. Third, they see the whole problem and how the parts fit together. Fourth, they creatively resolve the tensions between opposing ideas and generate new alternatives. According to the author, integrative thinking is an ability everyone can hone. He points to several examples of business leaders who have done so, such as Bob Young, cofounder and former CEO of Red Hat, the dominant distributor of Linux opensource software. Young recognized from the beginning that he didn't have to choose between the two prevailing software business models. Inspired by both, he forged an innovative third way, creating a service offering for corporate customers that placed Red Hat on a path to tremendous success.

Refining and validating a conceptual model of Clinical Nurse Leader integrated care delivery.

PubMed

Bender, Miriam; Williams, Marjory; Su, Wei; Hites, Lisle

2017-02-01

To empirically validate a conceptual model of Clinical Nurse Leader integrated care delivery. There is limited evidence of frontline care delivery models that consistently achieve quality patient outcomes. Clinical Nurse Leader integrated care delivery is a promising nursing model with a growing record of success. However, theoretical clarity is necessary to generate causal evidence of effectiveness. Sequential mixed methods. A preliminary Clinical Nurse Leader practice model was refined and survey items developed to correspond with model domains, using focus groups and a Delphi process with a multi-professional expert panel. The survey was administered in 2015 to clinicians and administrators involved in Clinical Nurse Leader initiatives. Confirmatory factor analysis and structural equation modelling were used to validate the measurement and model structure. Final sample n = 518. The model incorporates 13 components organized into five conceptual domains: 'Readiness for Clinical Nurse Leader integrated care delivery'; 'Structuring Clinical Nurse Leader integrated care delivery'; 'Clinical Nurse Leader Practice: Continuous Clinical Leadership'; 'Outcomes of Clinical Nurse Leader integrated care delivery'; and 'Value'. Sample data had good fit with specified model and two-level measurement structure. All hypothesized pathways were significant, with strong coefficients suggesting good fit between theorized and observed path relationships. The validated model articulates an explanatory pathway of Clinical Nurse Leader integrated care delivery, including Clinical Nurse Leader practices that result in improved care dynamics and patient outcomes. The validated model provides a basis for testing in practice to generate evidence that can be deployed across the healthcare spectrum. © 2016 John Wiley & Sons Ltd.

Leaders Group Faces Shortcomings

ERIC Educational Resources Information Center

Archer, Jeff

2004-01-01

The Education Leaders Council (ELC), founded by dissident state policymakers nearly a decade ago to push a conservative agenda and now the recipient of millions in federal dollars, is trying to resolve questions about its management. Members of the board of directors have voiced concerns in recent months to Chief Executive Officer Lisa Graham…

Job Attainment and Perceived Role Differences of Cyberschool Leaders

ERIC Educational Resources Information Center

Richardson, Jayson W.; Beck, Dennis; LaFrance, Jason; McLeod, Scott

2016-01-01

As cyberschooling options expand, it is vital that we understand the nuances of these particular learning opportunities. Because little research exists on leaders of K-12 cyberschools, this exploratory case study had two purposes. We first examined how 18 cyberschool leaders in the United States obtained their position. Second, we explored the…

Wounded Leader: An Archetypal Embodiment of Compassionate Transcendent Leadership

ERIC Educational Resources Information Center

Mears, Kathryn

2009-01-01

The purpose of this study was to seek to further the formation of the emerging transcendent leadership model by exploring the archetypal image identified as wounded leader. The wounded leader archetype is introduced as a leadership style of influence that fits well within the framework of the transcendent leadership model. This study…

RUPS: Research Utilizing Problem Solving. Administrators Version. Leader's Manual.

ERIC Educational Resources Information Center

Jung, Charles; And Others

This manual is to be used by leaders of RUPS (Research Utilizing Problem Solving) workshops for school or district administrators. The workshop's goal is for administrators to develop problem solving skills by using the RUPS simulation situations in a teamwork setting. Although workshop leaders should be familiar with the RUPS materials and…

Perceptions of political leaders.

PubMed

David Schmitz, J; Murray, Gregg R

2017-01-01

Partisan identification is a fundamental force in individual and mass political behavior around the world. Informed by scholarship on human sociality, coalitional psychology, and group behavior, this research argues that partisan identification, like many other group-based behaviors, is influenced by forces of evolution. If correct, then party identifiers should exhibit adaptive behaviors when making group-related political decisions. The authors test this assertion with citizen assessments of the relative physical formidability of competing leaders, an important adaptive factor in leader evaluations. Using original and novel data collected during the contextually different 2008 and 2012 U.S. presidential elections, as well as two distinct measures obtained during both elections, this article presents evidence that partisans overestimate the physical stature of the presidential candidate of their own party compared with the stature of the candidate of the opposition party. These findings suggest that the power of party identification on political behavior may be attributable to the fact that modern political parties address problems similar to the problems groups faced in human ancestral times.

Potential Leaders and Democratic Values

ERIC Educational Resources Information Center

Monsma, Stephen V.

1971-01-01

Indicates that potential contenders for public office are likely to be more knowledgeable, interested, and libertarian than the average citizen. Concludes that these differences exist before leaders are elected and that this discrimination is functional in a democracy. (MB)

Caterpillars, Clowns, and Curry: School Leaders and the Ingredients for Self-Efficacy.

ERIC Educational Resources Information Center

Losee, Suzanne

School leaders must develop skills and tools to create patterns of relationships that facilitate collegiality and shared decision making and promote reflective inquiry. The connection between the preparation of school leaders and the daily process of nurturing a learning community is important. School leaders must develop and enhance their own…

The Good Man Speaks: A Rhetorical Analysis of the Charismatic Organizational Leader.

ERIC Educational Resources Information Center

Sotirin, Patty

Followers attribute authority to charismatic leaders through their faith and belief in them and in their mission. Charismatic authority in organizations involves an interaction of leader, followers, and moral order; in the eyes of the followers, the leader personifies that order. Authority must come from below because the ultimate decision to…

Finding Common Ground: Teacher Leaders and Principals Speak out about Teacher Leadership

ERIC Educational Resources Information Center

Weiner, Jennie Miles

2011-01-01

This study investigates how a small group of teacher leaders and their principals, participating in a teacher leadership program called the teacher connector (TC), understand teacher leadership and its impact on their practice. TCs' responsibilities were typical of teacher leaders; thus, their experiences can provide insights into teacher leaders'…

Leadership in Groups: Social Networks and Perceptions of Formal and Informal Leaders

DTIC Science & Technology

2006-03-01

LEADERSHIP IN GROUPS: SOCIAL NETWORKS AND PERCEPTIONS OF FORMAL AND INFORMAL LEADERS THESIS...01 LEADERSHIP IN GROUPS: SOCIAL NETWORKS AND PERCEPTIONS OF FORMAL AND INFORMAL LEADERS THESIS Presented to the Faculty...DISTRIBUTION UNLIMITED. AFIT/GSS/ENV/06M-01 LEADERSHIP IN GROUPS: SOCIAL NETWORKS AND PERCEPTIONS OF FORMAL AND INFORMAL LEADERS

Fired up or burned out? How developmental challenge differentially impacts leader behavior.

PubMed

Courtright, Stephen H; Colbert, Amy E; Choi, Daejeong

2014-07-01

Leadership development research has largely drawn on experiential and enactive learning theories to explore the positive effects of developmental challenge on leaders. In contrast, we examined potential positive and negative effects of developmental challenge (i.e., challenging job assignments) on leader behavior through an alternative theoretical lens--transactional stress theory. We predicted, on one hand, that developmental challenge may be associated with higher leader engagement and transformational leadership behavior; however, developmental challenge also has the potential to be associated with higher leader emotional exhaustion and laissez-faire leadership behavior. We further proposed that leadership self-efficacy (LSE) moderates these potential effects of developmental challenge and helps explain why leaders react either positively or negatively to developmental challenge. We tested our hypotheses in a sample of 153 leaders and 631 direct reports at a Fortune 500 company. Findings supported positive relationships among developmental challenge, leader engagement, and transformational leadership. However, we also found support for significant relationships among developmental challenge, emotional exhaustion, and laissez-faire leadership. Additionally, leaders lower in LSE were more likely to encounter the negative effects of developmental challenge by experiencing increased emotional exhaustion and displaying laissez-faire leadership behaviors. Our study contributes to theory and practice by elucidating a "dark side" of developmental challenge, identifying LSE as a moderator of the negative effects of developmental challenge, identifying antecedents of transformational and laissez-faire leadership behaviors, and investigating demands and stress in leadership roles.

What breaks a leader: the curvilinear relation between assertiveness and leadership.

PubMed

Ames, Daniel R; Flynn, Francis J

2007-02-01

The authors propose that individual differences in assertiveness play a critical role in perceptions about leaders. In contrast to prior work that focused on linear effects, the authors argue that individuals seen either as markedly low in assertiveness or as high in assertiveness are generally appraised as less effective leaders. Moreover, the authors claim that observers' perceptions of leaders as having too much or too little assertiveness are widespread. The authors linked the curvilinear effects of assertiveness to underlying tradeoffs between social outcomes (a high level of assertiveness worsens relationships) and instrumental outcomes (a low level of assertiveness limits goal achievement). In 3 studies, the authors used qualitative and quantitative approaches and found support for their account. The results suggest that assertiveness (and other constructs with nonlinear effects) might have been overlooked in research that has been focused on identifying what makes a leader rather than on identifying what breaks a leader. ((c) 2007 APA, all rights reserved).

Bioinformatic prediction of leader genes in human periodontitis.

PubMed

Covani, Ugo; Marconcini, Simone; Giacomelli, Luca; Sivozhelevov, Victor; Barone, Antonio; Nicolini, Claudio

2008-10-01

Genes involved in different biologic processes form complex interaction networks. However, only a few have a high number of interactions with the other genes in the network. In previous bioinformatics and experimental studies concerning the T lymphocyte cell cycle, these genes were identified and termed "leader genes." In this work, genes involved in human periodontitis were tentatively identified and ranked according to their number of interactions to obtain a preliminary, broader view of molecular mechanisms of periodontitis and plan targeted experimentation. Genes were identified with interrelated queries of several databases. The interactions among these genes were mapped and given a significance score. The weighted number of links (weighted sum of scores for every interaction in which the given gene is involved) was calculated for each gene. Genes were clustered according to this parameter. The genes in the highest cluster were termed leader genes. Sixty-one genes involved or potentially involved in periodontitis were identified. Only five were identified as leader genes, whereas 12 others were ranked in an immediately lower cluster. For 10 of 17 genes there is evidence of involvement in periodontitis; seven new genes that are potentially involved in this disease were identified. The involvement in periodontitis has been completely established for only two leader genes. We applied a validated bioinformatics algorithm to increase our knowledge of molecular mechanisms of periodontitis. Even with the limitations of this ab initio analysis, this theoretical study can suggest ad hoc experimentation targeted on significant genes and, therefore, simpler than mass-scale molecular genomics. Moreover, the identification of leader genes might suggest new potential risk factors and therapeutic targets.

Nurse leader resilience: career defining moments.

PubMed

Cline, Susan

2015-01-01

Resilience is an essential component of effective nursing leadership. It is defined as the ability to survive and thrive in the face of adversity. Resilience can be developed and internalized as a measure to improve retention and reduce burnout. Nurse leaders at all levels should develop these competencies to survive and thrive in an increasingly complex health care environment. Building positive relationships, maintaining positivity, developing emotional insight, creating work-life balance, and reflecting on successes and challenges are effective strategies for resilience building. Nurse leaders have a professional obligation to develop resilience in themselves, the teams they supervise, and the organization as a whole. Additional benefits include reduced turnover, reduced cost, and improved quality outcomes through organizational mindfulness.

Ugandan opinion-leaders' knowledge and perceptions of unsafe abortion.

PubMed

Moore, Ann M; Kibombo, Richard; Cats-Baril, Deva

2014-10-01

While laws in Uganda surrounding abortion remain contradictory, a frequent interpretation of the law is that abortion is only allowed to save the woman's life. Nevertheless abortion occurs frequently under unsafe conditions at a rate of 54 abortions per 1000 women of reproductive age annually, taking a large toll on women's health. There are an estimated 148,500 women in Uganda who experience abortion complications annually. Understanding opinion leaders' knowledge and perceptions about unsafe abortion is critical to identifying ways to address this public health issue. We conducted in-depth, semi-structured interviews with 41 policy-makers, cultural leaders, local politicians and leaders within the health care sector in 2009-10 at the national as well as district (Bushenyi, Kamuli and Lira) level to explore their knowledge and perceptions of unsafe abortion and the potential for policy to address this issue. Only half of the sample knew the current law regulating abortion in Uganda. Respondents understood that the result of the current abortion restrictions included long-term health complications, unwanted children and maternal death. Perceived consequences of increasing access to safe abortion included improved health as well as overuse of abortion, marital conflict and less reliance on preventive behaviour. Opinion leaders expressed the most support for legalization of abortion in cases of rape when the perpetrator was unknown. Understanding opinion leaders' perspectives on this politically sensitive topic provides insight into the policy context of abortion laws, drivers behind maintaining the status quo, and ways to improve provision under the law: increase education among providers and opinion leaders. Published by Oxford University Press in association with The London School of Hygiene and Tropical Medicine © The Author 2013; all rights reserved.

The Tacit Dimension: The Inner Life of School Leaders

ERIC Educational Resources Information Center

Holmes, David

2016-01-01

School leaders are expected to be visibly in charge, always on top of their game, doing the right things to advance the school, and exuding confidence and command. For these traits, leaders have extensive resources to draw on to foster their professional growth. The National Association of Independent Schools (NAIS), the regional and state…

How Leaders Communicate Their Vulnerability: Implications for Trust Building

ERIC Educational Resources Information Center

Meyer, Frauke; Le Fevre, Deidre M.; Robinson, Viviane M. J.

2017-01-01

Purpose: The notion of vulnerability underlies relationships of trust. Trust between leaders and staff is needed to solve concerns that hinder equity and excellence in teaching and learning. The purpose of this paper is to examine whether and how leaders show vulnerability by disclosing own possible contributions to concerns they try to resolve.…

The clinical nurse leader in the perioperative setting: a preceptor experience.

PubMed

Wesolowski, Michael S; Casey, Gwendolyn L; Berry, Shirley J; Gannon, Jane

2014-07-01

The U.S. Veterans Administration (VA) has implemented the clinical nurse leader (CNL) role nationwide. Nursing leaders at the Malcolm Randall VA Medical Center in Gainesville, Florida, implemented the development of the CNL role in the perioperative setting during the summer of 2012. The perioperative department developed the position in partnership with the University of Florida College of Nursing, Gainesville, Florida. The team developed a description of the roles and experiences of the preceptors, the clinical nurse leader resident, and the University of Florida faculty member. The clinical nurse leader resident's successes and the positive outcomes, such as improved patient outcomes, experienced by the perioperative department demonstrated the importance of the CNL role. Published by Elsevier Inc.

Reliance on leaders and social institutions: an attachment perspective.

PubMed

Mayseless, Ofra; Popper, Micha

2007-03-01

The ramifications of attachment processes in adulthood at the societal level are explored, specifically, why and under what circumstances followers form attachment relationships with a leader, and how the variability in these relationships can reflect the followers' internal working models of attachment. It is argued that in crisis situations, individuals tend to form affectional bonds with (mostly charismatic) leaders that function in many respects like an attachment relationship between a child and a parent. Relations between individuals and various social institutions, such as community or state, are likewise portrayed as involving attachment dynamics. The provision of security and protection (the safe haven and the secure base functions) by social structures, institutions, and leaders is seen as needed because of the inherent perceived imperfection and fallibility of "regular" attachment figures in adulthood (e.g., parents, friends, and romantic partners). This reliance on leaders and social institutions is seen as reflecting the normative diversification in attachment dynamics that takes place with development. Cultural and individual variations in these processes are also considered.

Managing complex workplace stress in health care organizations: leaders' perceived legitimacy conflicts.

PubMed

Dellve, Lotta; Wikström, Ewa

2009-12-01

To conceptualize how health care leaders' strategies to increase their influence in their psychosocial work environment are experienced and handled, and may be supported. The complex nature of the psychosocial work environment with increased stress creates significant challenges for leaders in today's health care organizations. Interviews with health care leaders (n = 39) were analysed in accordance with constructivist grounded theory. Compound identities, loyalty commitments and professional interests shape conditions for leaders' influence. Strategies to achieve legitimacy were either to retain clinical skills and a strong occupational identity or to take a full leadership role. Ethical stress was experienced when organizational procedural or consequential legitimacy norms were in conflict with the leaders' own values. Leadership support through socializing processes and strategic support structures may be complementary or counteractive. Support programmes need to have a clear message related to decision-making processes and should facilitate communication between top management, human resource departments and subordinate leaders. Ethical stress from conflicting legitimacy principles may be moderated by clear policies for decision-making processes, strengthened sound networks and improved communication. Supportive programmes should include: (1) sequential and strategic systems for introducing new leaders and mentoring; (2) reflective dialogue and feedback; (3) team development; and (4) decision-making policies and processes.

Exploring Knowledge Exchange between Senior and Future Leaders: A Grounded-Theory Study

ERIC Educational Resources Information Center

Gonzaga, Stephanie Young

2009-01-01

A grounded theory study examined senior leaders methods of knowledge sharing with junior leaders in a small commercial mortgage company. The study was designed to develop an emergent theory to explain the cultural elements that influenced the methods leaders used to transfer knowledge to junior people. The study identified a systemic value of…

Leaders: Privilege, Sacrifice, Opportunity, and Personnel Economics in the American Civil War

PubMed Central

Costa, Dora L.

2014-01-01

US Civil War data allow examinations of theories of leadership. By observing both leaders and followers during the war and 40 years after it, I establish that the most able became wartime leaders, that leading by example from the front was an effective strategy in reducing desertion rates, and that leaders later migrated to the larger cities because this is where their superior skills would have had the highest payoffs. I find mixed evidence on whether leaders were created or born. I find that US cities were magnets for the most able and provided training opportunities for both leaders and followers: Men might start in a low social status occupation in a city but then move to a higher status occupation. (JEL M50, N31) PMID:25221788

Career Patterns of Selected Women Leaders: An Exploratory Study.

ERIC Educational Resources Information Center

Hansen, L. Sunny; And Others

For 10 years, the Minneapolis (Minnesota) Young Women's Christian Association (YWCA) has honored local women for outstanding achievement in their occupational field and in the community at a Leader Lunch. In March of 1987, a 100-item survey was mailed to 73 past recipients of the Leader Lunch Award. Completed surveys were received from 48 women.…

Leader Training Conference Report. (Second, February 3-19, 1969).

ERIC Educational Resources Information Center

Michigan-Ohio Regional Educational Lab., Inc., Detroit.

The purpose of this conference was to prepare key people in the field of education to function as inservice education leaders in their respective settings. The design called for participants to learn what the MOREL inservice education program is and what it hopes to accomplish, to identify the role and functions of the inservice education leader,…

Insights into Action: Successful School Leaders Share What Works

ERIC Educational Resources Information Center

Sterrett, William L.

2011-01-01

What does it take to be a great school leader? An award-winning former principal poses this question to renowned school leaders and experts in the field to provide you with insight into the actions that lead to success. These giants in the field of educational leadership--including Baruti Kafele, Rick DuFour, Carol Ann Tomlinson, and James…

4-H Horticulture Project Activity Guides. Leader's Guide and Units 1-3.

ERIC Educational Resources Information Center

Illinois Univ., Urbana. Cooperative Extension Service.

This document, concerning the 4-H horticulture project, includes a leader's guide and three youth activity guides. The leader's guide can be used to plan group project meetings that are both fun and educational. Activities can be adapted to various age groups. The leader's guide includes basic information for growing plants indoors and outdoors,…

Understanding Mentoring in Leadership Development: Perspectives of District Administrators and Aspiring Leaders

ERIC Educational Resources Information Center

Clayton, Jennifer K.; Sanzo, Karen L.; Myran, Steve

2013-01-01

According to Daresh, collaboration between veteran and new or aspiring leaders can promote an environment that is conducive to high levels of student achievement. This study sought to understand the mentoring relationship between veteran school leaders and aspiring leaders within a district that is in Year 2 of a School Leadership Program grant.…

Cultivating a culture of research in nursing through a journal club for leaders: A pilot study.

PubMed

Kjerholt, Mette; Hølge-Hazelton, Bibi

2018-01-01

To describe whether an action learning-inspired journal club for nurse leaders can develop the leaders' self-perceived competences to support a research culture in clinical nursing practice. Development of clinical research capacity and nurse leaders with the requisite competences are key factors in evidence-based health care practice. This study describes how nurse leaders at a large regional hospital took part in a journal club for nurse leaders, with a view to developing their competences to support a nursing research culture in their departments. A pilot study using a multimethod approach to evaluate the journal club for nurse leaders. Four nurse leaders participated in the journal club for nurse leaders. Content analysis on the data was performed. Data revealed that participation in journal club for nurse leaders gave the leaders a feeling of increased competences to support nursing research culture in their departments. They stated that the action learning approach and the competences of the facilitator were key factors in this outcome. An action learning-inspired journal club for nurse leaders can be useful and meaningful to nurse leaders in developing leadership competences. As an approach in journal club for nurse leaders, action learning can develop nurse leaders' competence to support a research culture, and thus ensure evidence-based nursing is practised. © 2017 John Wiley & Sons Ltd.

Branching Patterns and Stepped Leaders in an Electric-Circuit Model for Creeping Discharge

NASA Astrophysics Data System (ADS)

Hidetsugu Sakaguchi,; Sahim M. Kourkouss,

2010-06-01

We construct a two-dimensional electric circuit model for creeping discharge. Two types of discharge, surface corona and surface leader, are modeled by a two-step function of conductance. Branched patterns of surface leaders surrounded by the surface corona appear in numerical simulation. The fractal dimension of branched discharge patterns is calculated by changing voltage and capacitance. We find that surface leaders often grow stepwise in time, as is observed in lightning leaders of thunder.

Fleet leaders' attitudes about subordinates' use of mental health services.

PubMed

Westphal, Richard J

2007-11-01

Mental disorders are a significant source of medical and occupational morbidity for sailors. Stigma, fear of negative career impact, and subordinates concern about leaders' attitudes are significant barriers to the use of mental health services. Semistructured interviews and military policies were data sources used to analyze the language, knowledge, and attitudes of Navy surface fleet leaders about mental illness and mental health treatment using Foucault's concept of discourse analysis. A discourse is a system of knowledge that influences language, perceptions, values, and social practices. The results showed that leaders' concerns about sailors' mental combat readiness, not mental illness stigma, was the dominant discourse about mental illness and mental health services use. In particular, organizational differences between the surface warfare and the mental health communities may influence leaders' attitudes more than stigma. This study provides an elaborated view of mental health knowledge and power within a Navy community.

Susan J. Quaal: the global and local impact of a transformational leader.

PubMed

Finlay, L D

1998-01-01

To be a transformational leader in nursing, one must have forever changed the course of our practice. This article highlights the qualities of a great leader, Susan J. Quaal, PhD, APRN, CVS, CCRN. Described are examples of Susan's incredible clinical expertise and also the attributes that make her such a dynamic leader in all domains of the clinical nurse specialist role: Practitioner, educator/mentor, consultant, leader/administrator, and researcher. Interwoven in this article, you will also find the threads of humility and charity that make Susan such an extraordinary human being and a blessing to all the lives she touches.

Leader Style and Anxiety Level: Their Relation to Autonomic Response.

ERIC Educational Resources Information Center

Seemann, Daniel C.

1982-01-01

Studied effects of leader style and a group of people classified as either high-anxious or low-anxious. Measured participants' (N=71) responses to the leader styles using Galvanic Skin Response. Results indicated similar responses of participants to both autocratic and democratic leadership styles. (RC)

Using Leadered Groups in Organizational Behavior and Management Survey Courses

ERIC Educational Resources Information Center

Andre, Rae

2011-01-01

In organizational behavior and management survey courses, students are likely to maximize certain career-appropriate knowledge when their classroom groups are leadered rather than leaderless. Using leadered groups facilitates the learning of the professional and managerial skills associated with formal leadership while reducing some problematic…

Positive recoil leader in rocket-triggered and tower-initiated lightning flashes as observed by high speed video camera

NASA Astrophysics Data System (ADS)

Qie, X.; Pu, Y.; Jiang, R.; Liu, M.; Sun, Z.

2017-12-01

Positive recoil leader was observed in both rocket-triggered and tower lightning flashes. The similar processes are observed in all the cases: an initial weakening dart leader propagated downward from the cloud with weak luminosity and terminated finally before reaching the ground. Then the bidirectional leaders started and propagated in the preexisting and decaying channel below the terminated downward dart leader, and the luminosity of the bileader ends was asymmetrical, but both with its tip being the weakest. The upward positive leader end started earlier and fast than the downward negative leader end. The bidirectional leader developed with the positive leader moving upward, along the decayed downward negative leader channel, and the negative leader downward, along the remnants of the channel created by the previous stroke or ICC, and, hence, could be viewed as a kind of recoil leader. However, the polarity of this recoil leader is contrary to the traditional recoil leader with negative leader end retrogressing along an existing positive leader channel. The bidirectional leaders observed herein are new as they are excited by a decayed negative leader with in the preexisting discharge channel, unlike other bidirectional leaders, e.g., the electric breakdown in virgin air or traditional recoil processes formed in a decayed positive leader channel.

Controllability of multi-agent systems with periodically switching topologies and switching leaders

NASA Astrophysics Data System (ADS)

Tian, Lingling; Zhao, Bin; Wang, Long

2018-05-01

This paper considers controllability of multi-agent systems with periodically switching topologies and switching leaders. The concept of m-periodic controllability is proposed, and a criterion for m-periodic controllability is established. The effect of the duration of subsystems on controllability is analysed by utilising a property of analytic functions. In addition, the influence of switching periods on controllability is investigated, and an algorithm is proposed to search for the fewest periods to ensure controllability. A necessary condition for m-periodic controllability is obtained from the perspective of eigenvectors of the subsystems' Laplacian matrices. For a system with switching leaders, it is proved that switching-leader controllability is equivalent to multiple-leader controllability. Furthermore, both the switching order and the tenure of agents being leaders have no effect on the controllability. Some examples are provided to illustrate the theoretical results.

Using Games for Training Dismounted Light Infantry Leaders: Emergent Questions and Lessons Learned

DTIC Science & Technology

2005-09-01

training game producers, developers, and leaders and instructors at the Infantry School who served as subject-matter experts (SMEs) during game ... development , formal V and informal discussions with instructors and leaders who participated in our evaluations, and observations of Infantry leaders as

Routing in Mobile Wireless Sensor Networks: A Leader-Based Approach.

PubMed

Burgos, Unai; Amozarrain, Ugaitz; Gómez-Calzado, Carlos; Lafuente, Alberto

2017-07-07

This paper presents a leader-based approach to routing in Mobile Wireless Sensor Networks (MWSN). Using local information from neighbour nodes, a leader election mechanism maintains a spanning tree in order to provide the necessary adaptations for efficient routing upon the connectivity changes resulting from the mobility of sensors or sink nodes. We present two protocols following the leader election approach, which have been implemented using Castalia and OMNeT++. The protocols have been evaluated, besides other reference MWSN routing protocols, to analyse the impact of network size and node velocity on performance, which has demonstrated the validity of our approach.

Adding to Leader-Follower Transactions: The Augmenting Effect of Charismatic Leadership

DTIC Science & Technology

1988-12-01

leaders are able to influence and inspire followers on the basis of these values. The Augmenting Effect of Charismatic Leadership Two aspects of...III AD-A204 115 F r’ Adding to Leader -Follower Transactions: The Augmenting Effect of Charismatic Leadership David A. Waldman, Bernard M. Bass, and...OF NEW YORK m E L iLETI iA i .1’ Adding to Leader -Follower Transactions: The Augmenting Effect of Charismatic Leadership David A. Waldman, Bernard M

Does Leaders' Health (and Work-Related Experiences) Affect their Evaluation of Followers' Stress?

PubMed

Giorgi, Gabriele; Mancuso, Serena; Fiz Perez, Francisco Javier; Montani, Francesco; Courcy, Francois; Arcangeli, Giulio

2015-09-01

Stressed workers suffer from severe health problems which appear to have increased. Poor leadership is especially considered a source of stress. Indeed, supervisors might perceive their subordinates to be similar to them as far as stress is concerned and this might more widespread in organizations than previously thought. The present research investigates the relationships between leaders' health, in terms of work-related stress, mental health, and workplace bullying and their evaluation of subordinates' stress. Five regression models were formulated to test our hypothesis. This is a cross-sectional study among 261 Italian leaders, using supervisor self-assessment and leaders' assessments of their subordinates. Leaders' health was related to their evaluation of staff stress. Job demand, lack of job control, and lack of support by colleagues and supervisors evaluated in their subordinates were particularly associated with the leaders' own health. Implications for developing healthy leaders are finally discussed.

Leader empowering behaviours, staff nurse empowerment and work engagement/burnout.

PubMed

Greco, Paula; Laschinger, Heather K Spence; Wong, Carol

2006-12-01

Efforts to improve nursing working conditions are critical to retaining nurses currently in the system and attracting newcomers to the profession (Laschinger et al. 2003b). The nurse leader's empowering behaviours can be pivotal in the way nurses react to their work environment. The purpose of this study was to test a model examining the relationship between nurse leaders' empowerment behaviours, perceptions of staff empowerment, areas of work life and work engagement using Kanter's theory of structural power in organizations. A cross-sectional correlational survey design tested the model in a random sample of 322 staff nurses in acute care hospitals across Ontario. Overall, staff nurses perceived their leaders' behaviours to be somewhat empowering and their work environment to be moderately empowering. Fifty-three percent reported severe levels of burnout. Leader empowering behaviour had an indirect effect on emotional exhaustion (burnout) through structural empowerment and overall fit in the six areas of work life. The final model statistics revealed a good fit (chi(2)=30.4, chi=3, chi=0.96, chi=0.95, chi=0.95). These findings suggest that the Leader's empowering behaviours can enhance person-job fit and prevent burnout. These findings have important implications in the current nursing shortage.

On the mechanism of X-ray production by dart leaders of lightning flashes

NASA Astrophysics Data System (ADS)

Cooray, Vernon; Dwyer, Joseph; Rakov, V.; Rahman, Mahbubur

2010-07-01

Radiation with energies up to about 250 keV associated with the dart leader phase of rocket-triggered lightning were reported by Dwyer et al. (2004). The mechanism of X-ray generation by dart leaders, however, is unknown at present. Recently, Cooray et al. (2009a) developed physical concepts and mathematical techniques necessary to calculate the electric field associated with the tip of dart leaders. We have utilized the results of these calculations together with the energy dependent frictional force on electrons, as presented by Moss et al. (2006), to evaluate the maximum energy an electron will receive in accelerating in the dart-leader-tip electric field. The main assumptions made in performing the calculations are: (a) the dart leader channel is straight and vertical; (b) the path of the electrons are straight inside the channel; and (c) the decay of the channel temperature is uniform along the length of the dart leader. In the calculation, we have taken into account the fact that the electric field is changing both in space and time and that the gas in the defunct return stroke channel is at atmospheric pressure and at elevated temperature (i.e. reduced gas density). The results of the calculation show that for a given dart leader current there is a critical defunct-return-stroke-channel temperature above which the cold electron runaway becomes feasible. For a typical dart leader, this temperature is around 2500 K. This critical temperature decreases with increase in dart leader current. Since the temperature of the defunct return stroke channel may lie in the range of 2000-4000 K, the results show that the electric field at the tip of dart leaders is capable of accelerating electrons to MeV energy levels.

[Characteristics of elderly leaders volunteering to participate in a fall prevention programme].

PubMed

Shimanuki, Hideki; Ueki, Shouzoh; Ito, Tunehisa; Honda, Haruhiko; Takato, Jinro; Kasai, Toshiyuki; Sakamoto, Yuzuru; Niino, Naoakira; Haga, Hiroshi

2005-09-01

This study was conducted to assess characteristics of elderly leaders volunteering to participate in a fall prevention programme. We surveyed 1,503 individuals (75 elderly leaders volunteering to participate in a fall prevention programme and 1,428 non-leader elderly) among the elderly population living in a rural community, Miyagi Prefecture. Subjects were aged 70-84 years. The questionnaire covered socio-demographic factors, as well as physical, psychology and social variables. To analyze the characteristics of the elderly leaders volunteering to participate in this programme, the relationships of socio-demographic, physical, psychology and social factors to whether the elderly were leaders in the programme were analyzed using logistic regression. As a result of multiple logistic regression analysis, the characteristics of elderly leaders volunteering to participate in the fall prevention programme were as follows; 1) being male (OR = 0.25, 95%CI 0.14-0.44); 2) young age (OR=0.43, 95%CI 0.25-0.73); 3) having a high intellectual activity (OR = 2.72, 95%CI 1.65-4.48); 4) being well satisfied with their health (OR = 1.45, 95%CI 1.02-2.07), and 5) having a high IKIGAI (OR = 1.06, 95%CI 1.01-1.13). Only elderly individuals capable of high-level intellectual activities can fill the roles of elderly volunteer group leaders discussed in this study.

Leader communication styles and organizational health.

PubMed

Hicks, Joel M

2011-01-01

Communication is perhaps one of the greatest challenges facing managers and leaders today. Clearly articulating ideas and expectations to employees is vital to the productivity and the longevity of an organization. Furthermore, the style in which the communication is delivered has an influence on the satisfaction levels of employees. Research has discovered that there are many different styles in which a leader may communicate with employees. Research has provided several methods that aid in determining which style is the most appropriate for any given circumstance. Research has demonstrated how appropriate and effective communication is used to promote organizational health. Furthermore, research has demonstrated how inappropriate communication may decrease employee satisfaction. Finally, research has provided methods to aid in improving communication styles and delivery.

Military Operations: The Harmful Effects of Hubris Influenced Leaders

DTIC Science & Technology

2013-05-20

grandeur, arrogance and narcissism , endangers operational objectives as well as negatively influences current and future strategic objectives. The...leader driven by the dangerous illusion of personal grandeur, arrogance and narcissism , endangers operational objectives as well as negatively...streak of narcissism without mediation or opposition. In order for the consequence of hubris to occur, a leader must possess the underlying character