Questions related to Leadership Development
I would like to use a scale measuring team-building behaviors in leaders. I have a record of the items but have misplaced the original file. For this reason, I am requesting any information that can lead me to the appropriate authors. It may be a sub-scale in a general leadership measure. The 13 items are measured on a 7-point Likert scale:
- Shows disregard of need to actively bond team members into a cohesive unit
- Shows favoritism and unhealthy forms of internal competitiveness
- Failure to inspire the group toward a sense of a common purpose
- Cultivates a cliquish team that does not readily bond with new members
- Shows the importance of group morale
- Emphasizes team-building exercises
- Recognizes individuals' challenges or needs
- Provides leadership development among group members
- Proactively creates an environment that fosters the free exchange of ideas
- Encourages challenging the status quo
- Rewards risk taking
- Reinforces curiosity
- Knows, respects, and leverages organizational culture and assets
Can anyone point me in a direction? Thank you for reading!
What are the characters of the leaders that we need today?
I am conducting a research on leadership development in children ages 3 to 6 and need to define what makes a leader.
I am currently conducting comparative research on leadership development in child-centered education and teacher-centered education. I am focusing my research on children ages 3-6. I am looking for the best instrument to measure leadership in children.
I am currently researching creative ways to evaluate leadership development, if you are involved in leadership learning, development or education, I would be interested to know your innovative and creative evaluation methods.
‘The overall goal of the People Plan in 2018 remains much as it was in 2016: to ensure that the department has skilled,
talented, diverse and high-performing people, who are proud to work for MHCLG and are supported and trusted by
empowering and inclusive leaders".
In light of this statement provide an analysis of the best practices used by the Ministry of Housing. Communities and Local
Government (MHCLG) in managing human resources, that you view as suitable recommendations for other organisations to
adopt in order to achieve organisational goals and strategy. The discussion should outline why you believe these practices
are relevant in supporting the organisational strategy.
‘Each pillar has an aggregate RAG rating of performance which comprises of a number of subsidiary measures and is
reported on quarterly on a red. amber or green performance rating scorecard, along with additional explanatory
commentary." Based on the organisational context of the Ministry of Housing. Communities and Local Government, advise
managers on the relevance and application of the performance management process, and how to use the Results
Approach to performance management.
According to Christine Hewitt, the Director of People Capability and Change at the time the Plan was drawn up, there was a
significant shift in emphasis between People Plan 1' and People Plan 2, which partly took account of progress made, but
also heavily reflected the shift in the strategy, focus and ambition of the newly re-christened Ministry.
With reference to the case study, and application of relevant theory on the Strategic Management Process, critically discuss
the significant integration that exists between an organisation's human resource strategy with the overall business strategy.
The Discussion should examine the benefits of this interaction for contemporary organisations.
“Leadership development work was described as a painting the Forth Road Bridge' type of activity that has seen significant
improvement but needs to continue to be delivered effectively and adapt with time". Examine the purpose of undertaking a
training needs analysis at three critical levels, to ensure that leadership development initiatives produce the expected
Return on Investment at the Ministry of Housing, Communities and Local Government.
Dear Research Community,
I am asking for your participation and especially for your feedback on our Self-Assessment for Digital Transformation Leaders: https://t1p.de/mwod
The goal is to provide leaders a mirror to reflect on themselves and the skills as well as personal attributes required for digital transformation. In the end, participants receive an integrated presentation of their results (see appendix).
- Are all questions understandable?
- Which questions lack precision?
- In your opinion (as a digital leader), are essential aspects still missing? If so, which ones?
I am looking forward to any kind of suggestions.
Employees in public sector organizations are generally less inspired at work compared to the private companies. Public sectors are prone to process than results, rule based, likely to take less risks,and inclined to satisfy their own interest rather than the organizational one. Politics do play a greater role in human resource management system. Given these conditions, it is felt that inspiration is rather a challenge for the management. How leaders should pursue in public sector organization to inspire the employees?
I just read some papers discussing PLIS as a method to measure leadership integrity. Is there an alternative to PLIS? What do you think. (PLIS: http://people.uncw.edu/nottinghamj/documents/slides6/Northouse6e%20Ch16%20Ethics%20PLIS%20Survey.pdf)
In my view, Role Model concept is part of transformational leadership and ethical leadership. in turn, it is a soul of authentic transformational leadership. In present business scenario, there is a need for leaders with ethical values and sustainability mindset. Role model concept plays a major role in leadership development and new generation learns the behavior and hence the leadership p from the current leaders taking them as their role models. I want to know the opinion of research scholars and leadership gurus on my view.
Conducting a year-long collaborative autoethnographic study of higher education leaders. My partner and I would like to conduct a pre and post test concerning our sample's views on their leadership identity.
I am a corporate trainer and we use case studies as an integral part of our leadership development programs. Because our audiences span across several lines of businesses, we have recently starting using a case study of a different industry (we are in the financial services industry and the case study is real estate). We chose to do this in order to minimize (or eliminate) bias (i.e., one line of business having greater insight into the problem/situation than another line of business). I'm wondering if we should reconsider and use a case study that is more closely aligned to our industry. Is there any research that you know of that would indicate the pros/cons of one over the other? Thank you and I look forward to hearing back from you. Joanne Johnson/JPMorgan Chase & Co.
In my opinion, some traits are born with a person such as charisma, professional talking skills & confidence. They either increase or decrease by time depending on experiences and situations a person passes through, but also I dont think that leadership is acquired since some people spend their lifes taking courses about confidence, professional talking, and more, and still they cant manage to influence others. So leadership is innate mostly with working on acquiring some skills. What do you think?
I am planning to undertake a research which aims at developing a multidimensional leadership development model that can be used to develop leaders in Ethiopian higher education institutions. Hence, thinking about a design based research as a major research design. What do you comment ? Does DBR fits the aim?
I am currently working on my dissertation which focuses on exploring teacher leadership development for preservice teachers.
Historically speaking, we say Winston Churchill, FDR, Charles De Gaulle, Mahatma Gandhi, Nelson Mandela, Dr Sun Yat Sun, Mao, V.I. Lenin and the like have been good leaders. We do not get to talk about people in our times in the same tone. What qualities and attributes mark out a good leader? Are there some characteristics in 'good leaders' that we can say are universal and worthy of emulation by others?
PS: please do not take on any individual person in the political arena anywhere in the world. Let us discuss only the leadership qualities that they must have or should not have, from academic perspective.
As leaders are developing as leaders, they are also developing as adults. How are the two related? Do you think some of the typical leadership competencies that we try to "teach" leaders are actually "developmental"?
I am particularly interested in the application of Design Based Research in the area of higher education leadership development. Could you please licate any research in this regard ?
I am currently working on my research proposal.My topic is about contemporary leadership style:its influences on school based management.I hope you can help me by sending a research questionnaire related to students evaluation on teachers performance and school heads performance as evaluated by internal and external stakeholders.Thank u in advance.Your help will be a great help.godbless u!
I'm asking since I have worked with a mining organization in the region recently, and found them to have a very global mindset. They were very willing to listen to new ideas that may contribute to improve their operational capabilities, including but not limited to HR and diversity.
I am planning to invite people from different fields for a co-creation process. But what are the most relevant factors for creativity resulting in brilliant ideas for both, individuals and groups? What should I look out for when inviting people and putting the groups together? What´s your experience, which literatur do you know concerning my question?
From my personal experience,relevant factors include:
Individual factos: un-biasedness, openess, curiosity, courage, intelligence, general knowledge, non-conformity, intuition, imagination
Group factors: Diversity (of perspectives), fun, trust, vision, solidarity, communication
Thanks for your ideas, thoughts and insights!
In order to be innovative, organizations need employees who are psychologically connected to their work. Is nursing staff in public hospitals are engaged in their work?
I am searching for a survey based literature that assess the clinical nurses engagement in work and its role to their innovative work behavior. Moreover, what can be possible mediators and moderators in (Work engagement-Innovative work behavior) relationship?
I wrote a paper on social capital in the context of natural resource management in 2009. After, 8 years, I am thinking of revisiting this concept but from a fisheries co-management perspective. So any literature recommendation or comment is appreciated.
I am looking for articles, papers, references dealing with the translation/interpreting/communication in the events of political and/or humanitarian crises at all levels: personal, organisational and governmental.
I am currently working on my final bachelor project. The broad topic of the project is job satisfaction of civil servants and I am reviewing some of the research done on the topic. Therefore, I would like to kindly ask you to recommend me some research on the topic, that would be worth reviewing.
I would be grateful for your answers.
Dear Professor Spector
We have recently published an article on CSB in public administration scholarship which draws heavily on your work. We are quite curious to see what you think:
Dear Dr. Ahearne, I would like to inform you that I am a researcher at Tallinn University of Technology and my subject relates to Empowering leadership, Delegation of Authority in Business Organization. I am interested in using the scale of the 12 questions of Ahearne et al.`s (2005). Could you please inform me how I can get this scale? Thank you in advance Souliphone LUANGLATH
Dear all, I am wondering why design strategies in citizen culture generate changes in social behavior? And my closest reference is Antanas Mockus (Mayor of Bogotá of the 90's) with his policy on respect for norms, laws, and culture. There may be other approaches than policies.
Thanks in advance
Is there a paper that summarises the various theories used in management accounting empirical research besides Ryan et al 2002 book?
In the framework of a school-based ethnography, What is the optimal duration (time) of the researcher presence at school, considering that the purpose of the study is to explore food practices among children via a participant observation?
Dans le cadre d'une étude ethnograhique en milieu scolaire, Quelle est la durée optimale de la résence du chercheur sur terrain, sachant que ce dernier réalise une observation participante des pratiques alimentaires des enfants?
How managers construe themselves as leaders, including their belief systems about people and power, would seem to have an important influence on how they interpret and act in their role. It would also seem important for their organisational fit and their personal development.
The question falls into the areas of social-cognition and self-identity.
I'm looking for theoretical and empirical references and any related questionnaire-based measures.
I used leader member exchange (LMX) theory on a research paper which is on inclusive leadership. The basic essence of inclusive leadership is "everyone matter". However, LMX theory has two basic views of in group and out group? I used it as equity LMX because of Basic essence of inclusive leadership. Therefore, how I convince the readers based on LMX theory?
Despite the overwhelming articulation of the need to conduct research, collect data and produce findings that would really be of relevance to management, we are still challenged in that regard. I think that higher education institutions should seek to link with businesses and other organizations and find out their concerns and hopefully establish the type of alliances that would allow our students and ourselves to research such concerns on behalf of such organizations. Copies of completed studies should be left with the organization for their consideration. This arrangement could be continued until once the mutual interest is maintained.
I need some help please. I am doing my dissertation on leadership and created a model. The models consists of two independent variables i.e.
Leadership style which includes transformational, autocratic, democratic, charismatic and servant styles;
Leadership practices which includes Kouzas and Posner model i.e model the way, inspire a shared vision, challenge the process, enable others to act and encourage the heart.
The dependent variable is the Influence of job performance.
The methodology I intend to use is quantitative and thus I require some questions which are connected with the above mentioned topics.
Can someone help please?
Within learning and development, there are several functions: career development, professional development, leadership development, and training. What are effective models and best practices for organizing and leading the work in these areas. Please focus on learning and development within the Human Resources area, and preferably in a university setting.
Literature suggests that a number of instruments exist that exhibit sufficient psychometric development for measuring servant leadership. Considering such, which instrument would you recommend for my imminent servant leadership research and why? Additionally, what recent research articles would you recommend worth reading that relate to servant leadership measurement?
I would like to know if there is any well established scale is available which can help measuring the HR Technology and HR Transformation in firm.
There are set of questions and tools that have been used to develop concepts like LXM. I need to find some set of questions to conduct interview towards gathering data for my study.
Good day :) everyone!
I would like to explore the relationship between OCB and leadership.
Anyone interested in the topic or have inputs or literature to share?
Would be much appreciated.
I am developing a theoretical framework proposal combining both constructs but I would love to find someone who is also working in the same field.
Officer cadets have attended a three year programme of military training and academic studies (under graduate programme) at the university. One of the compulsory courses is Effective Leadership which is usually taken in the first year of their studies.
My doctorate research is on leadership and decision making. The literature is overloaded on leader traits, competencies and impact of leader role on business (financials & production) & HR analytics (organizational culture & engagement). I want to delve deeper to better understand how local government leaders make decisions particularly when under stressful conditions. I plan to incorporate mixed methodologies to illustrate how qualitative and quantitative data sets can provide a rich picture in action learning situations. Appreciate insights into literature, tools or assessments that will address this topic.
I am currently searching for empirical evidence on the tranferability or stability of leadership perceptions in teams.
Are there any studies on emergent/informal leadership perceptions where leadership is assessed across different tasks but in consistent teams?
In most studies where the subjects work on different tasks in teams (e.g. Barnlund, 1962; Zaccaro, Foti, & Kenny, 1991) the team members are changed after each task. I would be very happy if I could find empirical data where leadership is assessed for each different task (preferably round-robin) in consistent teams.
Any suggestions are highly appreciated! Thank you!
Generally, the notion of military leadership is connected with leading people in a battle and therefore belongs to the moral component of fighting power. Or, as Liddell Hart says "a commander should have a profound understanding of human nature, the knack of smoothing out troubles, the power of winning affection while communicating energy, and the capacity for ruthless determination when required by circumstances. He needs to generate an electrifying current, and keep a cool head in applying it." On the other hand, security environment has changed (more complex, uncertain) and the military integrates more with other governmental ministries and agencies in order to provide security. The imperative for the military organization is to be more agile, responsive, adaptable and innovative. In that sense it seems that (the highest) military leadership's qualities needs to be expanded to encompass ability to transform the organization (even the culture). How does it fit in the developmental theory? (ref. Susanne Cook-Greuter, WIlliam Torbert, Ken WIlber)
I am working on my dissertation at Grand Canyon University. My topic is executive coaching in the federal government leadership development programs. I am measuring self-efficacy and goal setting. For self-efficacy, I am using the new general self-efficacy scale. For goal setting, I have not been able to find an instrument.
Can any one advice me about the relationship between change leaders conceptual skills and future change?
Students need to conduct a review of the management literature to identify the six most important qualities of a successful manager. In completing the literature review students can draw from sources such as journal articles (e.g. Harvard Business Review, Sloan Management Review); books on management and leadership; magazine articles (e.g. The Economist; Financial Mail); business newspaper articles (e.g. Business Report; Business Times); as well as from reliable internet sources?
for my research project I would like to measure transformational leadership with the transformational leadership questionnaire (TLQ-LGV) developed by Robert and Beverly Alban-Metcalfe.
However, I cannot find it online. I have already emailed them, but have not received a reply so far.
Do you have any idea where/how I can find the questionnaire?
And if not, which alternative questionnaire would you recommend?
Thanks for your help!
Good evening everyone,
I am searching for a Collaborative Leadership Assessment Tool for the third chapter of my dissertation. Furthermore, my study will be based on the collaborative leadership practices in an online video-gaming environment. Although I am aware of instruments such as Collaborative Leadership
Self-Assessment Questionnaires from Turning-Point and the COLLABORATIVE LEADERSHIP SELF-ASSESSMENT from Partnership Continuum, I was not sure if they would be appropriate to give my subjects since they will be in an online environment and these assessments seem to be geared towards face-to-face organizational assessments.
Any thoughts or suggestions?
Are there different styles of leadership in the developing/emerging agricultural cooperatives or consumer cooperatives etc.
Do you that the style of leadership if improved/changed in the developing agricultural cooperative or consumer cooperatives etc. can lead to better organisations?
I am wondering what are the relevant studies and publications, if any, supporting or rebuttin Situational Leadership in practise.
I am interested in your knowledge / opinions regarding the following questions:
(a) Which tasks in the field of "human resource management" or "personell management" a professor (in general) has in your institution?
(b) In contrast to that, which tasks in this areas has the department head?
And according to that
(c) Which skills in the field of "human resource management" or "personell management" should a professor (in general) have?
(d) In contrast to that, which skills in the field of "human resource management" or "personell management" should a department head have?
I would also appreciate recommendations regarding good publications in this area.
Thanks a lot!
According to Flow theory, skills are needed to master Challenges and thus get possibly into Flow-state. But how do you define 'Challenges' in business and leadership?
Any ideas on how to categorise business and leadership challenges, a taxonomy?
- I am seeking literatures (e.g. studies, peer-review articles, chapters, books) on leader’s ability to increase self-worth? I am particular increased in the business application.
- I am also seeking ways to measure with validated measures a person's increase in self-worth as a result of his or her manager's leadership style?
- I am interested in knowing if employees are more successful personally and professionally with an increase in self-worth and leader’s behaviors toward that goal impacting negatively or positively?
Emerging adults as explained by Arnett (2006), and only those who have worked as counselors at overnight (residential) camps.
I am working on a piece of work that concerns the leadership style of manager, can anyone suggest any questionnaire to measure transformational and transactional leadership styles?
Thank you very much,
Various studies have in the past established that lack of influence is tantamount to lack of leadership. Influence, refers to how an individual stimulates people's interest and passion to willingly strive towards achieving a common goal or desired state.
In the words of Bhatt 2012, he emphasized that true leadership cannot be awarded, appointed or assigned. It comes only from influence, and that can’t be mandated. It must be earned.
However, in some situations an individual finds him/herself in a situation to exert influence, and when he does, the group is not motivated, therefore unwilling to accept such approach to influence from that individual.
This brings me to the question;
A leadership framework is needed to analyze, synthesize, and address key aspects of a leadership problem (issues, gaps), context, leader theories, leader values, data, leader competencies.
There are not many studies on the humility of the leaders, and this is a virtue that some authors suggest as basic in terms of organizational culture. It is therefore important to know more about the role it plays in the organization's results, as well as the quality of life of workers. The political and business scandals of the last decade were often associated with arrogant, egocentric and little humble leaders. What behaviors identified in your leaders in terms of humility and how it can benefit the organization and the people who work there?
Transformational leadership can be defined as “a motivational leadership style which involves presenting a clear organizational vision and inspiring employees to work towards this vision through establishing connections with employees, understanding employees’ needs, and helping employees reach their potential, contributes to good outcomes for an organisation” (Fitzgerald and Schutte, 2010, p.495).
My question is how to inspire others? any solid techniques?
Thank you so much.
We are carrying out a research on organizational determinants of university-industry cooperation in Latinamerican universities. One of those explanatory factors is university leadership. We would like to measure the characteristics of university leaders that determine the impact of these linkages with firms.
We first measured this using the short transformational leadership scale developed by Carless et al. (2000). However, we realized the university leadership is distributed (Rector/President, deans, heads of Departments, …). Any idea about how to face this issue?
Anyone interested in a joint research to further study this?
Trying to connect transformational leadership and innovations within the Swiss Hospitality industry. Does anyone have knowledge of specific academic work done in this geographical and industry context?
I have been working on the 'Leadership' since long. This term always lead me to a dilemma regarding which is the best way to measure 'Leadership' along with other variables. As in a multivariate study other variable's will assessed by the respondent where as leadership has to be assessed by their subordinates. Now this creates problem while statistical treatment of data. Kindly suggest what can be done in this regard?
I'm interested in research about the responsible leadership and I am looking for some references, research, surveys, case studies, and suggestions of methods. Thank all for any help;