The impact of leadership and stakeholders on the success/failure of e-government service: Using the case study of e-stamping service in Hong Kong

Using e-stamping service in Hong Kong as a case study, this paper examines the impact of leadership and stakeholders on the success or failure of e-government service in Hong Kong. Multiple methods are used for data collection: documents and archival record research, direct observation, and interviews. Results show that both leadership and stakeholders have an impact on the success of e-stamping service.     

领导力:高层次人才培养的重要课程——政府管理培训与领导力实验室体系的移植与创新探索

领导能力的培养是当前高层次人才培养中的重要问题.清华大学继续教育学院政府管理培训中心引进并创新了一种适应当代领导干部实际需要的公共管理培训体系--领导力实验室体系.其七大特色体现为综合通识的培训目标、多元个性的课程设置、学术专业的科研环境、专家型的师资队伍、科学灵活的培训方式、基于区域运作的教务模式以及学员为本的教学评估体系.这一体系是继续教育发展的增长点,也是高等教育服务社会的重要途径,对领导力培养理念和学习型组织文化的形成都具启发意义.     

美国磁石学校领导力教育研究——以科布斯领导力磁石小学为例

磁石学校是美国公立学校的一种特殊形式,它的特色在于提供新颖、个性化的课程。其中,领导力教育是磁石学校特色课程的一种。科布斯小学是全关第一所以领导力培养为主题的磁石小学,自1999年选择这一主题以来,它从一所入学率低、发展停滞的学校发展为2008年全美最优秀的六所磁石学校之一。本文介绍了科布斯小学领导力教育的理念、实施内容和方法、支持资源,并分析了科布斯小学领导力教育取得成功的原因。     

老子的管理心理学思想

管理心理学研究人的心理活动,以实现企业的高效益。老子提出许多很有价值的管理心理学思想,主要集中在人性论,需要激励理论,领导理论和人力资源理论。     

Ensuring technical competency for management of research-focused organizations

Does a national research-focused organization need a technically competent leader? This study provides preliminary answers to that question using a natural experiment underway at the Department of Energy (DOE): a leader with significant high-level management experience superior to that of his predecessors, but no relevant technical experience was appointed to run the vast scientific research operation. The following hypothesis is proposed: A major risk of allowing technically-unqualified leadership is that an amateur can be more easily manipulated by special interests against the best interests of the nation. The hypothesis is tested by technically analyzing three case studies on proposals from the Secretary of Energy. The results show 1) requests for budget cuts undermining DOE's mission, 2) requests for redundant studies wasting DOE resources, and 3) counter-productive recommendations derived from a misrepresentation of the studies' results, which indicate technical competence is important for DOE leadership. These preliminary results indicate technical competency is important for leaders running organizations that oversee research. Finally, a potential policy safe guard to the risks of extreme technical incompetence is provided, which can be applied to either independent- or politically-appointed bureaucrats.     

Progress in Literacy Coaching Success—A Dozen Years on

Literacy coaches are most successful when they: develop strong, trusting relationships; provide clarity about their roles; communicate well; spend much of their time in coaching conversations; and monitor their perspectives about their work and those with whom they work. However, challenges still persist for literacy coaches, particularly in relation to administrators' understanding of literacy coaching, training for literacy coaches, and the amount of time allocated for literacy coaching. This article describes each of these successful practices and each of these challenges, based upon the author's experience over more than 12 years as an international consultant on literacy coaching and supported by research from the literature on coaching, with the goals of summarizing current knowledge, providing practical suggestions for improvement, and encouraging forward movement in the field of coaching.     

Why principals often give overly high ratings on teacher evaluations

Recent research found that principals who are required to evaluate their teachers often give higher ratings than what they think these teachers deserve. This study aimed to explore principals' considerations while evaluating teachers. Participants were 39 Israeli principals. Data were collected through semi-structured interviews and were analyzed in four stages – condensing, coding, categorizing, and theorizing. Four considerations emerged for principals' over-evaluations: (1) time constraints/prioritization (low perceived value for high time investment); (2) evaluation's ineffectiveness for improving teaching (via teacher development or dismissal); (3) the imprecision of teacher evaluation measurements; and (4) impingement on interpersonal relationships. This study demonstrated how principals serve as local mid-level policymakers by actively buffering, rather than bridging, the policies imposed on their schools from above.     

A leadership development programme for agricultural entrepreneurs in Sweden

Purpose: This article describes the five-phase process of a leadership development programme conducted with agricultural entrepreneurs who own and manage dairy farms in Sweden. The programme primarily focused on leadership of employees and on self-leadership. The article’s purpose is to present a template for leadership development programmes that can be used in the agricultural sector and in other industry sectors as well. Design/Methodology: The empirical data come from interviews with agricultural entrepreneurs, agricultural advisors and authors of a book on leadership in its various forms. Observations were also conducted of the instruction in the leadership development programme. Findings: First, agricultural entrepreneurs (and possibly entrepreneurs in other sectors) benefit from leadership development programmes in which the concept and practice of self-leadership are emphasized. Second, such programmes are more valuable to participants if other actors (e.g. academics and advisors) are participants. Third, coaches are useful as support for the programmes’ participants. Practical Implications: An implication of this study is the finding that working with the knowledge transfer and dissemination to advisors and entrepreneurs in the agricultural sector can enhance leadership competences in the industry. Role transformation (e.g. advisor to coach) can also enhance the transfer of such leadership competences. Theoretical implications: An implication for theory is to include a self-leadership module in leadership theories about learning leadership in development programmes. Originality/Value: Knowledge transfer and dissemination through leadership development programmes for agricultural advisors and entrepreneurs can have a beneficial effect on industry leadership and management. In addition to the traditional leadership skills that many leadership development programmes teach, such programmes also need to emphasize self-leadership.     

Leadership development: Towards a more systematic approach in technology management

Technology leadership research pays little attention to leadership differences across organizational levels. Research at the upper echelons is particularly sparse despite the importance of strategy in technology management. The “leadership pipeline”, with its specification of six levels of organizational leadership, the leadership challenges at each, and the appropriate leadership preparation for each, can be adapted to technology management to provide an integrated, systematic, approach to technology leadership development and practice. A review of technology management research reveals shortcomings which could be remedied through the application of a pipeline approach. Future research should focus more on reliably differentiating the hierarchical levels of technology management, particularly at the middle management and executive levels. From there, the differing demands at each and the requisite capabilities for meeting them can be determined. This would facilitate the development of more effective leadership preparation for technology mangers as they transition from level to level, to their career benefit and for the competitiveness of their organizations.