Administrative leadership

The Leadership Landscape: The Role of Gender in Current Leadership Positions in Obstetrics and Gynecology Departments

PurposeThe paper aims to answer the question: “Where is our profession going and who is leading us there?”Design/methodology/approachThe article presents results of a survey directed to leadership institute attendees and attempts to determine the impact of such institutes on librarians' careers, and their willingness to move into administrative positions (department head, director, etc.) or leadership roles (project leader, committee chair). This paper was developed from the poster session, “Follow Me! Are Leadership Institutes Creating the Next Generation of Library Leaders?” presented at the American Library Association's Annual Conference in Washington, DC, June 24, 2007. Survey questions allowed data collection on the nature and impact of the leadership institute experience, attendees' supervisory and administrative experience, and their future professional goals. The role of leadership mentors and the potential of mentorship to increase the number of library leaders was also considered.FindingsLibrarians who attended leadership institutes felt it had a direct impact on their careers because they are more willing to move into leadership, management, and administrative roles. The majority of attendees find their leadership institute experience professionally valuable and would recommend it to others. Additionally, survey findings reveal the importance of professional mentors.Research limitations/implicationsThe survey was limited to librarians who attended a leadership institute. Approximately 75 percent of respondents were female, with only 25 percent male, which reflects the general demographics of the profession as a whole.Practical implicationsLeadership institutes should be developed to focus on particular constituencies. A variety of formats – retreats, year‐long – will also help address different needs among potential attendees. Current library and institutional administrators should encourage librarians to develop their leadership potential.Originality/valueThis paper addresses the insufficient number of librarians both willing and prepared to take on leadership roles both within individual libraries and the profession at large, which is a growing concern to the library profession.

From the *Department of Anesthesiology and Critical Care, University of Pennsylvania, Perelman School of Medicine, Philadelphia, Pennsylvania †Penn Center for Perioperative Outcomes, Research and Transformation, Philadelphia, Pennsylvania ‡Leonard Davis Institute of Health Economics, Philadelphia, Pennsylvania. Accepted for publication August 10, 2022. Conflicts of Interest: See Disclosures at the end of the article. The content is solely the responsibility of the authors and does not necessarily represent the official views of the Agency for Healthcare Research and Quality. Address correspondence to Emily A. Vail, MD, MSc, 333 Blockley Hall, 423 Guardian Dr, Philadelphia, PA 19104. Address e-mail to [email protected].

The article talks about the role of emotional intelligence in improving the service quality in Indian perspective. As we know that years ago there was Agricultural Age, and then came the Industrial Age, and the present is the Information Age. With emotions gaining so much of momentum world wide it could be quite possible that the coming age will be called as the age of emotional intelligence. Since it is imperative for every individual to deal and interact with co-workers successfully, emotional intelligence competency is almost as important as intelligence quotient for one's own and also for the organization's success. Intelligence skills when mixed with components of emotional Intelligence such as honesty, trust, integrity, resilience, commitment, motivation, empathy, humor, courage etc can spell huge success. More and more organizations are bringing in consultants to conduct workshops based on emotional intelligence for their employees. Management training or development programs are deemed to be incomplete these days if a discussion of emotions does not take place. Organizations have been started to be seen as emotional zones by managers .As the employees have emotions that influence their response to the world around them, this article talks about how emotional intelligence can play a pivotal role in enhancing the service quality of a firm. This article is a theoretical contribution towards the relationship of emotional intelligence with service quality which has not been studied as extensively yet and mostly the available literature focuses on relationship between emotional intelligence and leadership roles.

Health care industry is in revolutionary state in this era, which mainly focuses on eminence and transformational alterations after COVID-19 pandemic worldwide. Effective communication and proper management of health care officials plays a vital role in health care industry. Inclusion of technological advancement, supportive, and helpful devices prevails bliss among the workers of health care industry. Most of the workers in this industry expects from managers to perform in inspiring and effective manner especially in pandemic or epidemic situations. In this manner, the officials of industry directly effects by their managers. Employees are interested from their managers who can lead in a high-quality and in an inspiring manner. Nurses who're content material of their positions correlate to a discount in group of workers turnover and enhance retention. When the nursing group of workers are glad with their employment, their behaviour affects the personal pleasure and this pleasure rises. Health care groups can see this trickle-down impact via will increase in affected person pleasure ratings over time. The promotion of powerful communication and high-quality attitudes complements a wholesome surroundings for all personnel and group of workers. Health care groups have to examine person nurse managers on devices to sell transformational management qualities; this could immediately bring about group of workers pleasure, employees’ retention, and increases employees’ engagement. REFERENCES Al-Mailam, F. F. (2005). The effect of nursing care on overall patient satisfaction and its predictive value on return-to-provider behavior: a survey study. Quality Management in Healthcare, 14(2), 116-120. Asif, M. (2021a). 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Administrative harm (AH), defined as the adverse consequences of administrative decisions within health care that impact work structure, processes, and programs, is pervasive in medicine, yet poorly understood and described. To explore common AHs experienced by hospitalist clinicians and administrative leaders, understand the challenges that exist in identifying and measuring AH, and identify potential approaches to mitigate AH. A qualitative study using a mixed-methods approach with a 12-question survey and semistructured virtual focus groups was held on June 13 and August 11, 2023. Rapid qualitative methods including templated summaries and matrix analysis were applied. The participants included 2 consortiums comprising hospitalist clinicians, researchers, administrative leaders, and members of a patient and family advisory council. Quantitative data from the survey on specific aspects of experiences related to AH were collected. Focus groups were conducted using a semistructured focus group guide. Themes and subthemes were identified. Forty-one individuals from 32 different organizations participated in the focus groups, with 32 participants (78%) responding to a brief survey. Survey participants included physicians (91%), administrative professionals (6%), an advanced practice clinician (3%), and those in leadership roles (44%), with participants able to select more than one role. Only 6% of participants were familiar with the term administrative harm to a great extent, 100% felt that collaboration between administrators and clinicians is crucial for reducing AH, and 81% had personally participated in a decision that led to AH to some degree. Three main themes were identified: (1) AH is pervasive and comes from all levels of leadership, and the phenomenon was felt to be widespread and arose from multiple sources within health care systems; (2) organizations lack mechanisms for identification, measurement, and feedback, and these challenges stem from a lack of psychological safety, workplace cultures, and ambiguity in who owns a decision; and (3) organizational pressures were recognized as contributors to AHs. Many ideas were proposed as solutions. The findings of this study suggest that AH is widespread with wide-reaching impact, yet organizations do not have mechanisms to identify or address it.

This study assessed gender mainstreaming trends in the appointment of ordained women into leadership positions in the Presbyterian Church of East Africa (PCEA), Ruiru Sub-County, Kiambu County, Kenya. Historically, church leadership has largely been dominated by men, limiting women’s opportunities for administrative and ministerial leadership despite their ordination. The study was guided by Patriarchal Ideology Theory as developed by Iglitzin and Ross (1976), which explains how societal structures divide public and private spheres, traditionally assigning leadership and public authority to men while confining women to nurturing roles. The study employed a mixed-methods approach using a cross-sectional descriptive design. Quantitative data were collected through semi-structured questionnaires administered to church members and leaders, while qualitative data were obtained through interviews and focus group discussions. The target population included church members, elders, and administrative leaders across 20 PCEA churches in Ruiru Sub-County. A sample size of 504 respondents was determined using Fischer’s formula, with a 98.8% response rate achieved. Findings revealed that gender mainstreaming in leadership appointments is influenced by several demographic and institutional factors, including age, marital status, education level, length of stay in church, and special religious training. The majority of respondents perceived age (73%) and length of stay (67%) as major influencing factors. Additionally, the absence of a clearly written gender policy within the church was identified as a structural limitation to gender equality. Qualitative findings further revealed persistent bias, stereotyping, and deeply embedded patriarchal structures that limit women’s advancement into leadership positions. The study concludes that although the PCEA constitution allows the recruitment of both men and women into leadership roles, gender mainstreaming challenges persist due to cultural, structural, and institutional barriers. The study recommends that the PCEA develop a comprehensive gender policy, implement leadership development and mentorship programs specifically targeting women, and promote institutional reforms aimed at dismantling patriarchal biases within church leadership structures.

Platform leadership is a type of leadership characterized by building shared career platforms to foster the growth of subordinates, leaders and organizations. Despite its rising popularity, the implications of platform leadership, particularly its impact on employee outcomes, remain largely unexplored. Based on self-determination theory, this paper discussed the mechanisms and boundary conditions of platform leadership on subordinates' proactive career behavior. To examine these effects, three-wave matched data were collected from 294 employees across diverse industries. The authors used hierarchical regression and bootstrapping analyses to test the hypotheses. The results showed that platform leadership promoted subordinates' proactive career behavior. Thriving at work mediated this relationship. Additionally, higher subordinates' career centrality strengthened the role of platform leadership in promoting thriving at work, and also enhanced the indirect effect of thriving at work between platform leadership and proactive career behavior. Our study makes three key contributions to the platform leadership and career development literature. First, it is the first to investigate the mechanism and boundary conditions linking platform leadership to proactive career behavior. Second, the results offer actionable insights for leadership training and development programs. Finally, this research highlights the critical role of platform leadership in enhancing employees' perceptions of career platform value, thereby fostering long-term organizational growth through sustained proactive engagement.

This study aims to examine the overall mechanism of the role played by authentic leadership in influencing employee job performance by using a social cognitive theory approach. This study takes the initiative by examining a more progressive role of authentic leadership on employee performance through positive attitudes and contextual factors. To test this comprehensive process, this study uses multivariate SEM analysis and 357 respondents who are civil servants. The results show that: (1) authentic leadership has a positive effect on trust in leaders; (2) trust in the leadership has a positive effect on work engagement; (3) work engagement has a positive effect on task performance; (4) co-workers' support moderates the effect of work engagement on task performance. This research contributes to the testing of the integrative mechanism of the role of authentic leadership plays in employee performance and the enrichment of the context of role of the authentic leadership in the government organizational environment.

In response to globalization, many higher education institutions have focused on internationalization, which has been shaped by various rationales and manifests through various activities. The variation and complexity of the internationalization process, and associated benefits and challenges, make this topic important to understand at the institutional level. This qualitative case study explored internationalization at one higher education institution from the perspectives of stakeholders who were involved in the process in different capacities. Data revealed the current status of internationalization, enablers and challenges, and the role of stakeholders and leadership. Each theme was examined through the lens of complexity leadership theory to extract findings related to the role of context and administrative leadership, stakeholders and adaptive leadership, and resources and enabling leadership. Recommendations for professional practice and future research in relation to these three areas of leadership were also offered.--Author's abstract

Given that in many parts of the world, stereotyped gender roles are associated with prejudiced gender differential roles and authority for leadership. However, with the increasing transition of women into productive economic due to cultural shifts and social re-examination of gender relations, there seemed to be some evidence of reduced female gender prejudices and equal perception of leadership role and effectiveness. This paper describes the realities of female gender experiences in leadership position of the Oyo state civil service. The study reveals that patriarchal dispositions were precluded as a significant constraint to roles and approval of leadership effectiveness. Grade-level appraisal outcome performance and vacancy for career advancement and/or leadership roles and effectiveness was largely gender neutral. Vacancy to fill, with consideration for indigenous and ethnic identity quotas soften appraisal performance and/or reduce female gender bias for leadership roles. Effective leadership demands are based on a contextual expectation for performance. The paper concludes that with the contradiction and changing of patriarchal structures, the experienced realities of the women of their roles and leadership experiences reflect the deterioration in such structures and equal career advancement without regard for gender.

The transition literature argues that governments have an essential role in facilitating societal transitions. The current paper aims to provide a theoretical and empirical understanding of this government role by analyzing the work of entrepreneurial civil servants. These civil servants try to execute transition tasks but are often resisted by their colleagues who invoke dominant traditions in Public Administration. This raises the question of how they deal with this resistance and manage to execute government transition tasks. We introduce a heuristic rounds‐model to understand the interplay between contestation and responses. Due to its subsequent rounds, the model shows ongoing tactical work navigating opposition and uncovers the tactics' temporariness and their capacity to backfire. We illustrate the value of the heuristic model by analyzing the clash between opposing rationalities and the change agents' continuous tactical adjustment in our case study on “Mobility as a Service” in the Netherlands.

PurposeThis study aims to examine the impact of ethical leadership style on the subjective well-being of health-care workers by examining the sequential mediating effects of perceived organizational support and perceived ethical-philanthropic corporate social responsibility (CSR).Design/methodology/approachData were collected from frontline health-care workers (i.e. doctors and nurses). Further, to cope with the response burden during the acute wave of the coronavirus pandemic, this study used split-questionnaire design for data collection.FindingsThis study’s findings fully support the hypothesized framework of the study, illustrating that ethical leadership positively influenced the subjective well-being of health-care workers. Moreover, this study found that the ethical leadership and well-being relationship is sequentially mediated by perceived organizational support and perceived ethical-philanthropic CSR.Practical implicationsThis study possesses practical implications for health-care institutions to encompass the agenda of developing ethically appropriate conduct in their administration and become genuinely concerned about health-care workers and society as well.Social implicationsBy highlighting the role of ethical leadership in participating in ethical and philanthropic CSR activities, this study possesses social implications for the well-being of health-care workers and society at large.Originality/valueA positive and strong chain of perceptions about organizational support accorded to employees specifically and society at large emerges as an important sequential mediating mechanism that helps ethical leaders in hospital administration in building subjective well-being in their followers amid the COVID-19 pandemic.

Learning outcomes The learning outcomes of this case study are to identify the role of non-governmental organizations (NGOs) in social upliftment of developing countries, understand the functioning of NGOs, understand the challenges faced by the NGOs in day-to-day operations and discuss the probable solutions for the same, appreciate the role of leader and leadership in an NGO, study the working style of NGO leaders, appreciate the importance of having a formal organizational structure for these informal organizations (NGOs) to ensure the sustainability of their ventures and design a sustainable organization structure having a proper succession plan for the NGOs. Case overview/synopsis The case study is about one NGO – Mahesh Foundation – located in a small town named Belagavi, nestled in the state of Karnataka, India. Mahesh Foundation worked towards the upliftment of poor children infected with HIV. Today, fighting against all odds, Mahesh Foundation is a safe shelter home for 45 HIV-infected children in the age group of 6–18 years and has reached more than 2,000 beneficiaries from the time of its inception (2008). In addition, Mahesh Foundation also provides skill-based education to the HIV-infected, slum and underprivileged children. The foundation also supported the livelihood of underprivileged women and till date has supported more than 1,500 needy women. Mr Mahesh Jadhav, the founder member of Mahesh Foundation, has been successful in overcoming different challenges faced by the NGO, may it be the requirement for funds or shelters or social agitation. However, Jadhav was worried about the succession planning of his organisation. Mahesh Foundation, being run as a one-man show, Jadhav was bothered about its sustainability after him. The case study therefore highlights and discusses the importance of having a formal organization structure for such informal organizations, thereby having a proper succession plan to ensure their perpetual existence. Complexity academic level This case study is best taught as part of a graduate and postgraduate Business Administration (BBA/MBA) programme, Management Development Programme or Executive MBA Programme. Supplementary materials Teaching notes are available for educators only. Subject code CSS 11: Strategy.

In this chapter the authors emphasize the importance of aligning leadership in special education administration with the legal mandate for collaboration with the diverse range of families whose children are served by special education, including a vision of effective leadership and collaboration. The chapter includes a review of research on the role of leadership in family collaboration and examines the differing needs of three specific service provision contexts, namely, early intervention, preschool, and school-age services. the differences in challenges facing administrators in community-based versus building-based programs are noted. The chapter closes with a call for more explicit attention to the challenges of collaboration with families of diverse cultural and social backgrounds, especially in light of the disproportionate placement of students of color in high-incidence disability categories and restrictive placements.