Leadership and organizational innovation in the third sector: A systematic literature review

The impact of the global recession has served to increase pressure on non-profit organizations resources. Executive leadership is an essential component of the success of these institutions. The two-fold purpose of this article is to provide a state-of-the-art overview about the existing literature on leadership and organizational innovation in the third sector, as well as to identify research gaps leading to a research model, which can be used in further empirical research. For this, we used the collection of existing literature in the Web of Science. The 144 articles selected in the database were analysed using the VOSviewer software. Results show a concern with the renewal of management bodies and a lack of qualified leaders. This study contributes to the construction of an action agenda leading to the establishment of new leadership and organizational innovation model for the third sector.     

Leader prototypicality in sport: The implicit leadership theories of women and men entering sport management careers

Implicit leadership theories (ILTs) matter because they are used as the benchmark against which people determine who is a leader and who is not. This assessment informs their behavioral responses. People are thought to have a superordinate-level ILT representing their prototypical mental model of leadership and a series of basic-level ILTs. Each of these represents how people conceptualize leadership in particular domains (e.g., sport, politics, and popular culture). In this study, the authors generate the structures of basic-level sport management ILTs for women and men who are about to enter this industry. These form the baseline from which socialization to work, organizational cultures, and the sport management industry begins. The ILTs of women entering sport management careers have a 35-item, 6-factor structure (Sensitivity, Knowledgeable, Physical Attractiveness, Inspirational, Dedication, and Focused), whereas men entering the industry have a 32-item, 7-factor structure (Sensitivity, Dedication, Physical Attractiveness, Focused, Creativity, Inspirational, Courageous). The resulting sport management ILT profiles differ from superordinate ones by emphasizing physical and vitality attributes, incorporating emotional elements, and by eschewing antiprototypical elements. The paper ends with a discussion of the implications for leadership research in sport management.     

Swimming Upstream

SUMMARY

“Swimming upstream” suggests a leadership model in our era of chaos and complexity that replaces the traditional hierarchical command and control way of leading in libraries. It requires the leadership actions of connection, contributions, and collaboration to build trust, success, and a healthy library system.     

Leadership or Management

Abstract

This paper considers leadership and management issues affecting libraries in general. Specific attention is devoted to academic libraries and their reference departments. It focuses on the dynamics of leadership and management of academic library reference services and what is expected of the reference department head of the 21st century. It explores the changing roles of reference librarians and those of their leaders or department heads. It examines the leadership skills, traits, and competencies and attributes expected of the department head of reference in the new millennium. The paper also examines the paradox of leadership and management and draws distinction between the two terms. It finally looks into whether it is appropriate to have a manager from outside the library profession to be the head of an academic library reference department.     

A cross-cultural investigation of teachers’ and reporting officers’ self-ratings on teaching and leadership skills across Singapore and Bahrain

Self-rating bias is particularly likely in organizational behavior research as individuals tend to inflate their expertise, skills and character. This study aims to examine how two culturally diverse groups of teachers and their reporting officers respond to self-ratings of their own teaching skills and leadership skills respectively. It is posited that such response may be culturally based. To ensure validity of comparisons, analyses were done using linear Rasch measures in logits rather than the non-linear raw scores. No significant differences were found between the perceptions of Singaporean teachers and their reporting officers on teaching and leadership skills. The Bahraini data however revealed teachers’ perceptions of own teaching skills were significantly higher than that of their reporting officers. The opposite is true for the Reporting officers’ perceptions of our leadership skills. Bahraini teachers’ perceptions of their own teaching skills were also found to be significantly higher than that of their Singaporean counterparts. The findings support the notion that individuals’ thinking and behavior is influenced by how they process social and cultural information.     

Achieving organizational de-escalation: Exit strategy implementation among United States collegiate athletic departments

Given the increasing commitment associated with NCAA Division I participation, higher learning institutions in the United States have recently engaged in initial stages of de-escalation behavior, or the reversal of escalating commitment via project termination or redirection. However, difficulty arises upon implementation of the selected alternative exit strategy. Applying escalation of commitment theory, this collective case study explored exit strategy implementation among institutions (N = 8) having achieved organizational de-escalation. Participants (n = 32) included decision makers involved in athletics exit strategy implementation. NVivo 9 was employed for analyzing collected data throughout the course of a three-step coding process. Findings revealed the importance of presenting stakeholders with objective data concerning the true costs of participation in a non-consulting manner. Additionally, exit implementation should consider the most timely departure possible, accounting for project-specific consequences potentially hindering de-escalation achievement. Finally, decision makers at institutions incorporating newly formed athletic-related initiatives did not exhibit impression management in de-institutionalizing the former course of action.     

大数据时代班级管理平台的开发与应用研究

利用网络技术的先进性来实现班级管理的自动化,是信息时代大数据背景下的学校班级管理的实践创新和理论重建。该文设计开发的“中小学班级管理平台”,不仅能提高班级管理的效率和精确度,并且能给学生提供开拓视野、参与班级活动的平台,既使学校的管理科学化、正规化,又能调动学生参与班级管理的积极性、主动性;该文初步架构出学校班级管理现代化与校长课程领导力的关联模型,为学校课程实施水平的实质提升提供了一种新的促进机制。     

More Than Just a Student Voice: Facilitating Student Leadership Development Through the Library Student Liaison Program

This article explores how the library-student liaison program at Eastern Washington University (EWU) Libraries has evolved into an opportunity for students to develop leadership skills. Originally designed to foster better communication between the EWU Libraries and students enrolled at the university, we recognized that the process of achieving established goals for the program provided a vehicle for students' leadership-skill development. To facilitate the leadership process, librarians employed the Social Change Model. Designed specifically for college students, this model engages the student to develop individual capacities to strengthen group activities that foster positive changes in the community and society.     

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。     

论学校体育管理——组织领导 科学评估 教研组建设

从组织领导、科学评估、教研组建设三方面阐述了学校体育管理体系、检查制度和教师队伍培养.旨在为进一步提高学校体育管理提供有益参考.