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Refereed/Peer-reviewed The United Nations Sustainable Development Goal 5 to ‘achieve gender equality and empower all women and girls’ aims to eliminate all forms of discrimination against women and girls and ensure their full and effective participation in all spheres of life. In alignment with this, several key international initiatives are making progress towards gender equality in the pharmacy profession. The pharmacy profession must support women and accelerate the progress of women in leadership positions in pharmacy. International and national pharmacy professional bodies can play a critical role in fostering the change required to improve gender equality in all regions and countries. The ongoing development, evaluation and implementation of policies and initiatives are critical to a profession that is increasingly becoming feminised. Furthermore, there is an imperative to deeply understand the gender-based barriers and develop evidence-based strategies and solutions to support women in pharmacy leadership. There is extensive literature and research on gender inequality and its impact on leadership outside pharmacy which could be used strategically for the profession to develop its own evidence based strategic position. Robust initiatives are needed to ensure that women at all levels including women in pharmacy leadership are empowered and encouraged to participate in their profession. This commentary seeks to generate and contribute to the debate to ensure the profession is proactive and deliberate in tackling the challenges that have traditionally impeded women reaching leadership positions and several critical actions as next steps are proposed. Action is needed to improve gender equality in pharmacy leadership and a profession-wide discussion on ways to progress the above proposed actions is critically needed.

Leadership and meaningful work: The possibilities and challenges of the Vocational Meaning and Fulfillment Survey In this study we examined how leaders perceive meaningful work and if the new Vocational Meaning and Fulfillment Survey (VMFS) could be used as a leadership tool in organizations. The data were collected through 22 semistructured thematic interviews and analyzed with a phenomenographic approach. Three categories of perspectives on meaningful work were found: individual, organizational and holistic. The VMFS was perceived as a useful and practical tool by most of the leaders. It could be used at individual, team, and organizational levels to measure the experience of meaningfulwork and to decide where to focus efforts to foster such work. When introducing VMFS into organizations, attention should be paid to proper user training and ensuring the engagement of the management and supervisors.

Learning Leadership is a framework that addresses the complex actions and decisions made by principals. Harris and Jones (2021) declared the need to deepen an understanding of how educational leaders support conditions inherent to learning organizations. This study sought to better understand how principals learn and support growth as a strategy for leading. Findings are presented from seven Alberta, Canada high schools where principals were asked to reflect on learning leadership. Open interviews generated data about learning as both an outcome and a method of leading. Interview data was analyzed through van Manen’s (2016) three step interpretive scheme and yielded themes describing how high school principals mediated in-school realities with external expectations. Study findings indicate that principals who lead for learning and achievement were able to identify growth-minded solutions characterized by ethical and wise approaches.

The present study aims to identify the updates and new elements incorporated by Bernardo Rocha de Rezende, known as “Bernardinho”, in the model proposed in the book Transformando Suor em Ouro (Turning Sweat Into Gold). This is a documental, qualitative and exploratory study. The research corpus consisted of eight lectures. The lectures were transcribed in full for analysis. In order to organize and analyze the data, the technique of content analysis was applied, using the software Nvivo Pro 12. It was found that the most emphasized themes in the lectures were: team, focus, leadership, extreme training, discipline and success and its traps. New themes, also widely used, were incorporated: organizational culture, training methodology and hard and soft skills. It is concluded that Bernardinho's main (updated) teachings for leaders to have a winning team are: choosing the right people to work with, always putting the team first, focusing on what is important, imposing extreme work and demanding discipline.

Responding to a healthcare crisis such as COVID-19 requires a practiced, nimble incident command structure. Our medical center is in one of the areas in the US that was hardest hit by the initial wave. Effective leadership of incident command was critical in our response.

At every level of the company, the efficacy of leadership is essential. In order to motivate, various firms adopt a range of leadership styles and techniques. By putting in place frameworks that maximize employee potential, utilize organizational resources, and provide guidance, leaders may inspire their workforce. On the other hand, they can make it extremely difficult to instill trust, buy into the company's goals, promote alignment, and create a collaborative environment. Therefore, the purpose of this study is to examine the relationship between employee motivation and leadership style at Sudan's Al-Neelain University. The outcomes of the investigation were determined by the researcher using the quantitative approach. A questionnaire that was sent to administrative staff members at Al-Neelain University was used to collect the primary data. The statistical analysis, which was done using SPSS 22, revealed that motivation and leadership styles had a generally positive significance.

Academic supervision is one of the main tasks and responsibilities of the principal. This research aims to look at academic supervision in physics education and the quality of education. The quality of educators is a topic of discussion in educational management. Educators play a role in improving the quality of education because educators are the parties who participate in the teaching and learning process and are closest to students. Supervision of academic leadership positively impacts improving the quality of education. In this case, empowering educational leadership can improve functional abilities so that school principals can serve in accordance with their authority and responsibilities and manage all school activities to run well and function optimally. This study uses the literature review method, which looks at the problems around it., Supervisi akademik merupakan salah satu tugas pokok dan tanggung jawab kepala sekolah. Tujuan dari penelitian ini adalah untuk melihat supervisi akademik dalam pendidikan fisika dan kualitas pendidikan. Kualitas pendidik merupakan topik pembahasan dalam suatu manajemen pendidikan. Pendidik berperan dalam peningkatan mutu pendidikan, karena pendidik merupakan pihak yang ikut serta dalam proses belajar mengajar dan paling dekat dengan peserta didik. Pengawasan kepemimpinan akademik berdampak positif terhadap peningkatan mutu pendidikan, dalam hal ini pemberdayaan kepemimpinan pendidikan dapat meningkatkan kemampuan fungsional agar kepala sekolah dapat mengabdi sesuai dengan kewenangan dan tanggung jawabnya yang mampu mengelola seluruh kegiatan sekolah sehingga dapat berjalan dengan baik dan berfungsi optimal. Penelitian ini menggunakan metode literature review yang melihat permasalahan disekitarnya.

This study aims to analyze the application of collaborative leadership by school principals in improving school learning quality. The research method used is a literature study by collecting data from reliable sources such as scientific journals, books, and official publications. The results show that collaborative leadership can improve the quality of learning by strengthening cooperation and communication between principals, teachers, and students. In collaborative leadership, the principal is a facilitator who encourages active participation from all parties in the decision-making process and program implementation. In addition, principals can also create a school culture that supports collaboration and facilitates teachers' professional development. Recommendations include the importance of collaborative leadership training for principals, the development of a school culture that supports collaboration, and rewards for active participation in the collaborative process., Penelitian ini bertujuan untuk menganalisis penerapan kepemimpinan kolaboratif oleh kepala sekolah dalam meningkatkan mutu pembelajaran di sekolah. Metode penelitian yang digunakan adalah studi literatur dengan mengumpulkan data dari sumber terpercaya seperti jurnal ilmiah, buku, dan publikasi resmi. Hasil penelitian menunjukkan bahwa kepemimpinan kolaboratif dapat meningkatkan kualitas pembelajaran dengan memperkuat kerjasama dan komunikasi antara kepala sekolah, guru, dan siswa. Dalam kepemimpinan kolaboratif, kepala sekolah merupakan fasilitator yang mendorong partisipasi aktif semua pihak dalam proses pengambilan keputusan dan pelaksanaan program. Selain itu, kepala sekolah juga dapat menciptakan budaya sekolah yang mendukung kolaborasi dan memfasilitasi pengembangan keprofesian guru. Rekomendasi meliputi pentingnya pelatihan kepemimpinan kolaboratif bagi kepala sekolah, pengembangan budaya sekolah yang mendukung kolaborasi, dan penghargaan atas partisipasi aktif dalam proses kolaboratif.

Introducción: La innovación para emprender modelos de negocios responsables y sostenibles es la máxima actual en la lista de prioridades de la Unión Europea, en consonancia con los Objetivos de Desarrollo Sostenible marcados por las Naciones Unidas en su Agenda internacional para el 2030. La creación y desarrollo de proyectos y empresas conscientes de su impacto en el planeta a corto, medio y largo plazo generan mucho más valor cuando este liderazgo proviene de una vocación empresarial femenina, al optimizar el valor de la diversidad en la gestión de los recursos, tradicionalmente dirigidos por el ecosistema masculino. Metodología: se aplica una triangulación metodológica con entrevistas en profundidad a informantes clave internacionales, análisis de contenidos digitales en las regiones de Andalucía (España) y Aveiro (Portugal) y la revisión de literatura científica previa. Resultados: las nuevas startups hispano lusas siguen siendo lideradas mayoritariamente por hombres, mientras que la cuota de liderazgo emprendedor femenino abarca en torno a un 26,5% del total de la muestra. Discusión: aunque exista un amplio rango de mejora en presencia y comunicación, las mujeres están incrementando su actividad emprendedora e innovadora. En todo caso, la co-responsabilidad con la comunidad y el cuidado del legado medioambiental son valores de diferenciación profesional aún latentes. Conclusiones: la investigación pone de manifiesto datos objetivos actuales internacionales referentes a la comunicación digital corporativa, que permiten ofrecer una visión completa sobre la realidad de las mujeres que están apostando por modelos de negocios cuya misión, visión y valores se centran en la sostenibilidad., the top of the list of the European Union's priorities, in line with the Sustainable Development Goals set by the United Nations in its international Agenda expected to be reached by 2030. The creation and development of activities, projects, and companies aware of their impact on the planet in the short, medium, and long term, generate much more value when this leadership comes from a female entrepreneurial vocation, by enriching and optimising the value of diversity in the management of resources, traditionally directed by the male ecosystem. Methodology: a methodological triangulation is applied through in-depth interviews with international key informants, analysis of digital contents in the regions of Andalusia (Spain) and Aveiro (Portugal) and the review of previous scientific literature. Results: The new Spanish-Portuguese startups are still mostly led by men, while the share of female entrepreneurial leadership represents the 26.5% of the total sample. Discussion: although there is a wide range of improvement in presence and communication, women are increasing their entrepreneurial and innovative activity. In any case, co-responsibility with the community and care for the environmental legacy are still latent values for professional differentiation. Conclusions: the research highlights current international objective data on entrepreneurial corporate digital communication, providing a complete picture of the reality of women who are committing to business models whose mission, vision and values are focused on sustainability

Refereed/Peer-reviewed Background: Early career pharmacists and pharmaceutical scientist groups (ECPGs) can make valuable contributions to addressing global health challenges and policy development. There is limited information describing their contribution to this topic. This study describes initiatives and activities related to global health and policy development led by ECPGs. Methods: An online questionnaire was disseminated between July and October 2020 through the International Pharmaceutical Federation Young Pharmacists Group (FIP YPG) mailing list and its social media network. The survey consisted of questions about ECPGs' involvement in global health and policy development activities. In addition to groups or organisations, the FIP YPG also invited individual pharmacists and pharmaceutical scientists to explore their needs and views on the role of the ECPGs, and themselves as individuals in global health. Data were analysed descriptively. Results: Thirty national ECPGs across six regions of the World Health Organisation (WHO) participated in the survey. Most of the initiatives led by ECPGs focused on health and wellbeing, quality of education and partnership. The most common activities were webinars, social events and partnerships with other organisations. In terms of global health challenges listed by the WHO, the most common initiatives led by ECPGs were related to medicines access and medicines safety. There was some involvement of early career pharmacists, pharmaceutical scientists, and ECPGs in the policy and regulation in their countries across various topics. Conclusion: To the best of the authors' knowledge, this is the first global study exploring initiatives conducted by ECPGs. This study informed initiatives that have been implemented across regions, which could be useful for other ECPGs to initiate in their country according to their needs and priorities. Fostering engagement and collaboration between ECPGs is encouraged to provide opportunities and share learning across ECPGs, which could accelerate progress towards tackling global health challenges.

The need for collaborative leadership to advance knowledge sharing, novel ideas, inclusion and employee engagement has increased in modern organizations, with the aim being to make organizations more effective and responsible. Yet, an interesting question arises about how this kind of leadership model, which is arguably of Western origin, is understood and whether it can be applied in sociocultural contexts where top-down leadership tends to be exercised. This study addresses this question and explores the meaning of collaborative leadership from a cultural viewpoint in Pakistan, where collaborative relationships across hierarchical levels are not common. The applicability of collaborative leadership in the study context is also highlighted. The qualitative instrumental case study was conducted in a higher education institution in Pakistan, where the data were gathered with the help of open-ended interviews. Thematic analysis was used to analyse the data. Two central themes were explored: the tradition of leadership collaboration and the exclusion of some groups from collaboration. The study shows that the traditional cultural attribute called Otaq lays a foundation for understanding collaborative leadership in the study context. Similarly, it was discovered that several cultural features place limits on specific people’s opportunities to participate in leadership collaboration. Cultural features and how they are linked to the inclusion of the studied organization members in collaborative leadership efforts are highlighted. It is concluded that more contextually sensitive knowledge about collaborative leadership activities is needed in the future.

Objetivo: describir las competencias profesionales de los enfermeros que trabajan en urgencias y emergencias y comprender la percepción que tienen sobre las competencias esenciales para el desempeño y la actualización profesional. Método: estudio secuencial explicativo de métodos mixtos, realizado con enfermeros de urgencias y emergencias. Para obtener datos cuantitativos, se utilizó un cuestionario con 78 ítems, respondido por 39 enfermeros, que fueron analizados mediante estadística descriptiva y pruebas no paramétricas. Los datos cualitativos se obtuvieron a través de entrevistas semiestructuradas con 17 enfermeros, que fueron interpretados mediante el análisis temático de contenido inductivo. Los datos se combinaron por conexión. Resultados: se obtuvo un alto nivel de competencia en la autoevaluación de los enfermeros de urgencias y emergencias en el factor 2 - relaciones en el trabajo y un nivel más bajo en el factor 6 - excelencia profesional (p=0,036). Los datos cualitativos coincidieron positivamente con el factor relaciones en el trabajo, identificando la asociación entre conocimiento y experiencia práctica con las competencias, además de un escenario que carece de educación continua. Conclusión: a pesar de los altos niveles de competencia identificados en los enfermeros de urgencias y emergencias, el fortalecimiento de las estrategias educativas favorece el desarrollo y reconocimiento profesional. Objective: to describe the professional competencies of nurses working in urgency and emergency services and to understand their perception of the essential competencies for professional performance and updating. Method: a sequential, mixed-methods and explanatory study, conducted with emergency nurses. To obtain the quantitative data, a questionnaire with 78 items was used, answered by 39 nurses and analyzed using descriptive statistics and non-parametric tests. In turn, the qualitative data were obtained through semi-structured interviews with 17 nurses, whose interpretation was based on inductive content thematic analysis. The data were combined by connection. Results: a high level of competence was obtained in the self-assessment of urgency and emergency nurses in Factor 2 - Relations at work and a lower level in Factor 6 - Professional excellence (p=0.036). The qualitative data corroborated positively with the “Relations at work” factor, identifying the association of knowledge and practical experience, with competencies beyond a scenario devoid of permanent education. Conclusion: despite the high levels of competence identified in emergency nurses, the strengthening of educational strategies favors professional development and recognition. Objetivo: descrever as competências profissionais dos enfermeiros que atuam em urgência e emergência e compreender sua percepção a respeito das competências essenciais para a atuação e a atualização profissional. Método: estudo sequencial explanatório de métodos mistos, realizado com enfermeiros de urgência e emergência. Para a obtenção dos dados quantitativos, utilizou-se um questionário com 78 itens, respondidos por 39 enfermeiros, que foram analisados mediante estatística descritiva e testes não paramétricos. Já os dados qualitativos, foram obtidos por entrevista semiestruturada realizada com 17 enfermeiros, cuja interpretação deu-se pela análise temática de conteúdo indutiva. Os dados foram combinados por conexão. Resultados: obteve-se alto nível de competência na autoavaliação dos enfermeiros de urgência e emergência no fator 2 – relações no trabalho e menor nível no fator 6 - excelência profissional (p=0,036). Os dados qualitativos corroboraram de forma positiva com o fator relações no trabalho, identificando a associação do conhecimento e experiência prática com competências, além de um cenário desprovido de educação permanente. Conclusão: apesar de altos níveis de competência identificados nos enfermeiros de urgência e emergência, o fortalecimento de estratégias educacionais favorece o desenvolvimento e o reconhecimento profissional.

ImportanceIn large academic centers, medical residents work on multiple clinical floors with transient interactions with nursing colleagues. Although teamwork is critical in delivering high-quality medical care, little research has evaluated the effect of interprofessional familiarity on inpatient team performance.ObjectiveTo determine the effectiveness of increased familiarity between medical residents and nurses on team performance, psychological safety, and communication.Design, Setting, and ParticipantsA 12-month randomized clinical trial in an inpatient general medical service at a large academic medical center was completed from June 25, 2019, to June 24, 2020. Participants included 33 postgraduate year (PGY)–1 residents in an internal medicine residency program and 91 general medicine nurses.InterventionsFifteen PGY-1 residents were randomized to complete all 16 weeks of their general medicine inpatient time on 1 medical nursing floor (intervention group with 43 nurses). Eighteen PGY-1 residents completed 16 weeks on 4 different general medical floors as per usual care (control group with 48 nurses).Main Outcomes and MeasuresThe primary outcome was an assessment of team performance in physician-nurse simulation scenarios completed at 6 and 12 months. Interprofessional communication was assessed via a time-motion study of both work rounds and individual resident clinical work. Psychological safety and teamwork culture were assessed via surveys of both residents and nurses at multiple time points.ResultsOf the intervention and control PGY-1 residents, 8 of 15 (54%) and 8 of 18 (44%) were women, respectively. Of the nurses in the intervention and control groups with information available, 37 of 40 (93%) and 34 of 38 (90%) were women, respectively, and more than 70% had less than 10 years of clinical experience. There was no difference in overall team performance during the first simulation. At the 12-month simulation, the intervention teams received a higher mean overall score in leadership and management (mean [SD], 2.47 [0.53] vs 2.17 [0.39]; P = .045, Cohen d = 0.65) and on individually rated items were more likely to work as 1 unit (100% vs 62%; P = .003), negotiate with the patient (61% vs 10%; P = .001), support other team members (61% vs 24%; P = .02), and communicate as a team (56% vs 19%; P = .02). The intervention teams were more successful in achieving the correct simulation case outcome of negotiating a specific insulin dose with the patient (67% vs 14%; P = .001). Time-motion analysis noted intervention teams were more likely to have a nurse present on work rounds (47% vs 28%; P = .03). At 6 months, nurses in the intervention group were more likely to report their relationship with PGY-1 residents to be excellent to outstanding (74% vs 40%; P = .003), feel that the input of all clinical practitioners was valued (95% vs 53%; P P = .003). These differences diminished at the 12-month survey.Conclusions and RelevanceIn this randomized clinical trial, increased familiarity between nurses and residents promoted more rapid improvement of nursing perception of team relationships and, over time, led to higher team performance on complex cognitive tasks in medical simulations. Medical centers should consider team familiarity as a potential metric to improve physician-nursing teamwork and patient care.Trial RegistrationClinicalTrials.gov Identifier: NCT05213117

We examine the effect of plant managers on productivity using unique matched manager-plant panel data on U.S. auto-assembly plants during 1993–2007. Our econometric approach is two-pronged. Our first approach relies on using the panel nature of our data to measure variation in productivity due to managerial influence. We estimate the interquartile range of the effect of individual plant managers on average hours-per-vehicle to be about 30%. Further, we find that plant managers’ experience with the models that are in production ameliorates the negative impact of new model introductions on productivity. We also observe evidence that managers’ plant-specific tenure has a positive impact on productivity. In our second approach, we use high-frequency time-series data, along with structural-break tests and machine-learning methodologies, to predict variation in production using plant-manager switches. We find that a plant manager’s identity is predictive of changes in both the mean and variance of production, further highlighting their channels of managerial influence. These findings are robust to narrowing the sample to focus on retirements as an exogenous source of managerial switches. This paper was accepted by Serguei Netessine, operations management. Supplemental Material: The online appendix and data files are available at https://doi.org/10.1287/mnsc.2022.4427 .

Objective: This study aimed to test the hypothesis that patients with malnutrition and impaired muscle function determined by hand grip strength (HGS) will have adverse outcomes. Approach: We condu...

Leadership positions within post-secondary institutions (PSIs) remain elusive to women generally, and to Black, Indigenous, and other racially minoritized women in particular. In this paper, we argue that pathways to leadership, particularly for non-traditional, non-normative and critical approaches that can come from the differently situated epistemic positioning of Black, Indigenous, and other racially minoritized women, are important as beginning steps towards progressively dismantling standardized Eurocentric, androcentric, and corporatized academic workplace cultures. This type of reform is essential preliminary work in the process toward greater equity and inclusivity in academic institutions. Note then that we are writing of a significant amount of substantive change needed to enact crucial initial reform, in tandem with, and beyond which we should continuously push for more radical transformation (Dryden 2022; Patel 2021). As such, we propose initiatives that universities can take to address some of the common gendered, racialized, and class-related exclusions and inequities evident in academic workplaces. This is in acknowledgement that academic institutions, having demonstrated a predilection for the co-optative and performative, are barely able to reform meaningfully, let alone engage the “transformation” and “decolonization” with which reform is often confused and erroneously conflated. Grounded within institutional research, we detail the commitments required from governing bodies, the changes necessary in academic decision-making spaces, the need for timely and transparent data collection infrastructure, and other institutional changes required to enhance the recruitment, hiring, and retention of Black, Indigenous, and other racially minoritized faculty and academic leaders. Together, these practices constitute preliminary reform necessary to create opportunity for more meaningful practices of inclusion., Les postes de direction au sein des établissements postsecondaires demeurent généralement inaccessibles aux femmes, et plus particulièrement aux femmes noires, autochtones et d’autres minorités raciales. Dans cet article, nous soutenons que les voies d’accès à des postes de direction, en particulier en ce qui concerne des approches critiques non traditionnelles et non normatives qui découlent du fait que les femmes noires, autochtones et d’autres minorités raciales se trouvent dans une situation épistémique différente, constituent un bon premier pas vers le démantèlement progressif des cultures des milieux de travail universitaires eurocentriques et androcentriques qui sont normalisées et que l’on gère comme des entreprises. Ce genre de réforme est un travail préliminaire essentiel pour parvenir à une plus grande équité et inclusion dans les établissements universitaires. Soulignons que nous parlons ici d’un grand nombre de changements importants qu’il est nécessaire d’apporter pour adopter une première réforme indispensable, en parallèle avec une transformation plus radicale que nous devrions promouvoir continuellement ensuite (Dryden 2022; Patel 2021). Nous proposons donc des initiatives que les universités peuvent prendre pour remédier à certaines des exclusions et des inégalités les plus courantes liées au genre, à la race et à la classe sociale que l’on retrouve dans des milieux de travail universitaires, et ce, en reconnaissant que les établissements universitaires, qui ont démontré une prédilection pour la cooptation et le rendement, peinent à procéder à une véritable réforme, et encore plus à entreprendre la « transformation » et la « décolonisation » que l’on confond souvent, à tort, avec la réforme. En nous appuyant sur la recherche institutionnelle, nous décrivons en détail les engagements que doivent prendre les organes directeurs, les changements à apporter aux processus décisionnels des universités, l’importance de disposer d’une infrastructure de collecte de données rapide et transparente, ainsi que d’autres changements institutionnels nécessaires pour améliorer le recrutement, l’embauche et le maintien en poste du corps professoral et des dirigeants universitaires noirs, autochtones et issus d’autres minorités raciales. L’ensemble de ces pratiques constitue une réforme préliminaire qu’il est nécessaire d’adopter pour pouvoir mettre en place de véritables pratiques d’inclusion.

LEADERSHIP OF THE CHIEF JUSTICE OF THE US BASED ON AN ANALYSIS OF THE ACTIVITIES OF JUSTICE JOHN ROBERTS, JR. Chief Justice of the United States is a formal leader of the Supreme Court responsible for supervisinig Court’s administrative work, including his presiding over justices’ conferences and assigning opinion-writing to a justice in the majority. At the same time Chief Justice is representing the Court in relations with other branches of government, including membership in certain judicial institutions, assisting the president during his oath of Office, and presiding over the impeachment process of the chief executive. Called the top judicial officer in the United States, the Chief Justice seems to have enough power not only to lead the Court but also to determine its adjudication, protecting its integrity and impartiality. The reality, however, proves that the model of leadership and the scope of impact of Chief Justices on Court’s functioning depends on several inner and outer factors, therefore not every formal leader of the Court was its real leader. The aim of the analysis is to assess the leadership of Chief Justice John Roberts, who was appointed to the Supreme Court by George W. Bush in 2005 and has held his office until today. Introducing four models of leadership of Chief Justices, the Author is willing to determine the role John Roberts plays in contemporary Court, analyzing the impact of his leadership skills and the circumstances under which he operates as the Chief Justice. The growing significance of the Supreme Court in American social, economic, and political life makes such an analysis even more interesting and necessary

POLITICAL LEADERSHIP: SOME THEORETICAL ASPECTS Leadership is needed in each human community and common activity. It is most natural the area of politics, power and state. Politics is inseparably connected with leadership. Political leadership is unique power, it is a combination of leadership skills with the ability to inspire human behaviours in the social scale. Political leader has power over people as a result of their authority or by force. They can be either a democrat or a dictator. However, in all cases a political leader somebody more than ordinary politician, becoming positive or negative political giant.

Interpretive and narrative research approaches, the experiences of academic administrators other than deans, chairs, and presi-dents, and academic identity work beyond graduate students and beginning professors are all areas that are underrepresented in the literature on higher educational administration. This article builds on recent narrative research by applying higher educational admin-istrative theories as interpretive lenses to propose a model for helping to understand the development and application of associate deans’ academic identities. Among the findings were that academic identities helped explain associate deans’ approaches to their roles, their views of their surrounding organizations, and their reasons for assuming the role. Further, the associate deans who partic-ipated in this research did not experience their transition to the role as an identity crisis in the ways typically described and assumed by higher educational leadership scholars. Instead, they drew upon their well-established academic identities and, in keeping with the nascent research on academic identity work, were intentional in their efforts to maintain their academic identities., Les approches de recherche interprétative et narrative, les expériences des administrateurs universitaires autres que les doyens et présidents, ainsi que les travaux sur l’identité universitaire au-delà de celle des étudiants des cycles supérieurs et des professeurs débutants sont autant de domaines sous-représentés dans la littérature sur l’administration de l’enseignement supérieur. Cet article s’appuie sur une recherche narrative récente et applique des théories sur l’administration de l’enseignement supérieur comme len-tilles interprétatives afin de suggérer un modèle pour mieux comprendre le développement et l’application de l’identité universitaire des doyens associés. Entre autres résultats, il s’avère que cette dernière aide à expliquer les approches adoptées par les doyens associés relativement à leur rôle, leur point de vue quant aux organisations connexes et ce qui les motive dans leur poste. De plus, les doyens associés qui ont participé à la recherche n’ont pas vécu la transition vers ce poste comme une crise identitaire, contraire-ment à ce que décrivent et supposent généralement les chercheurs qui se penchent sur la haute administration universitaire. Plutôt, ces doyens associés ont tiré parti de leur identité universitaire bien établie et, conformément à la recherche émergente sur le travail d’identité universitaire, ils ont déployé des efforts intentionnels pour conserver cette dernière.

The global pandemic due to COVID-19 brought various challenges for schools that have had to continue to ensure the educational process of children and young people. In this context, the study seeks to describe teachers' subjectivity regarding the organization's redesign to respond to the need for distance learning. The experience was developed in a school in the Araucania Region in Chile with 81 teachers from the Basic and Secondary Education levels. The collection of information was carried out through interviews and focus groups as dialogue instances with the teachers that helped to raise awareness about the process developed. The results show the relevance of pedagogical leadership that provides the organizational and professional conditions conducive to improving teaching practices and the students' learning processes. Exercising this kind of leadership reconfigured management, valuing collaborative work between teachers as a process in which pedagogical practice is learned and transformed. Although the school continues to promote changes and improvements, it is concluded that the situation caused by the pandemic represents an opportunity to move towards the training of a professional learning community that is constantly searching for practices that promote deep learning for students. La pandemia mundial, generada por el virus responsable de la COVID, trajo consigo diversos desafíos para los centros escolares que han tenido que continuar velando por el proceso formativo de niños, niñas y jóvenes. En este contexto, el estudio busca describir la subjetividad del profesorado respecto al rediseño de la organización para dar respuesta a la necesidad de educación a distancia. La experiencia se desarrolló en un centro escolar de la Región de La Araucanía en Chile con 81 docentes de los niveles de Educación Básica y Media. La recogida de información se llevó a cabo a través de entrevistas y grupos focales como instancias de conversación con el profesorado que ayudaron a tomar consciencia sobre el proceso desarrollado. Los resultados evidencian la relevancia del liderazgo pedagógico que proporciona las condiciones organizativas y profesionales conducentes a la mejora de las prácticas docentes y, por ende, del aprendizaje del alumnado. El ejercicio de este liderazgo reconfiguró la gestión, valorándose el trabajo colaborativo entre docentes como un proceso en el cual se aprende y se transforma la práctica pedagógica. Aunque el centro escolar continúa impulsando cambios y mejoras, se concluye que la coyuntura provocada por la pandemia representa una oportunidad para avanzar hacia la conformación de una comunidad profesional de aprendizaje que está en la búsqueda permanente de prácticas que propicien el aprendizaje profundo de sus estudiantes. A pandemia global, gerada pelo vírus responsável pela COVID, trouxe consigo uma série de desafios para as escolas que tiveram que continuar cuidando do processo educacional de crianças e jovens. Neste contexto, o estudo procura descrever a subjetividade dos docentes com relação ao redesenho da organização, a fim de responder à necessidade de educação à distância. A experiência foi realizada em uma escola na região da Araucanía no Chile com 81 docentes nos níveis de Educação Básica e Secundária. A coleta de informações foi realizada através de entrevistas e grupos de discussão como instâncias de conversa com professores que os ajudaram a tomar conhecimento do processo desenvolvido. Os resultados mostram a relevância da liderança pedagógica que proporciona as condições organizacionais e profissionais propícias para melhorar as práticas de ensino e, portanto, a aprendizagem dos estudantes. O exercício desta liderança reconfigurou a gestão, valorizando o trabalho colaborativo entre os docentes como um processo no qual a prática pedagógica é aprendida e transformada. Embora a escola continue a impulsionar mudanças e melhorias, conclui-se que a situação causada pela pandemia representa uma oportunidade para avançar na formação de uma comunidade de aprendizagem profissional que está em constante busca de práticas que promovam um aprendizado profundo para seus estudantes.

The interdisciplinary research on the perception of creative identities like artists, creators,entrepreneurs, leaders, and managers brings substantial conclusions for understanding the way of thinking, internal features, and motivations of decisions of individuals with and without artistic factor. For this purpose, an international quantitative examination of 160 individuals was undertaken. The research exhibited that individuals with and without artistic identity perceive artists, creators, entrepreneurs, leaders, and managers statistically similar (chi-square test of independence used, p < 0.001). The negative verification of the hypotheses was astonishing and a novelty in the investigated area. The novelty should be seen as an artistic potential existing in each individual. The additional qualitative analysis of the 50 features constituting the investigated identities revealed that individuals with and without artistic identity see particular features of these identities slightly differently (the most important, the least important, and the most equally perceived features were described in detail). The outcomes were discussed with the literature on the subject, confirming most other researchers’ theses and revealing some contradictions and can be used to understand the qualities of artistic identity and the perception of investigated identities by individuals, groups, and societies dominated by persons with and without artistic factors. The applicability of the results is broad, mainly due to the role of artistry in today’s world as potential laying in every individual. Specific triggers should be catalyzed instead of looking for artist-born individuals. The education process of artists should focus on revealing artistic potential underlining the role of inspiration, and discovering the motifs of artistic activity.

In 2019, the National Academy of Sciences, Engineering, and Medicine identified clinician burnout as a major problem that required immediate action because of its threat to both health care worker safety and patient safety. Unfortunately, the rise of COVID-19 in 2020 with no signs of a clear ending (as of the summer of 2022) has compounded this problem. Consequently, much focus has been placed by many to address clinician burnout and help alleviate this major threat to safety. Unfortunately, compared with clinician burnout, articles and resources to address frontline leader (FL) burnout are fewer. FLs are key to supporting teams and are integral to their success. They also execute and operationalize organizational strategic plans to ensure patient safety at the point of care. The burnout issue with bedside clinicians is a big issue, a fractured fault line in our health care system. However, without addressing the well-being of FLs, this fault line becomes a chasm. The column shares background from the American Organization for Nursling Leadership longitudinal studies and other pertinent research. It also provides examples of practices across the nation of how nurse executives are supporting their teams and promoting leader support and well-being.

The ever-increasing diversity in organizations demands deliberate efforts to include the members in organizational activities. Responsible leadership, a blend of corporate social responsibility, ethics, and leadership, can generate willing cooperation and an urge to fully participate, which is pivotal to the success of the inclusive organization. This study explores the influence of responsible leadership on inclusive organization and uncovers its domains and pathways. Sequential mixed methods design has been adopted using both qualitative and quantitative approaches. Qualitative data comprise 25 semi-structured in-depth interviews, and quantitative data 800 responses on questionnaires, collected from eight organizations, four each from the manufacturing and services sectors. It has been found that responsible leadership significantly influences the inclusive organization. The influence is exerted in social and ethical domains and follows five different pathways within each domain. It is also concluded that a responsible leadership style is better suited for inclusive organizations.

Healthcare values are fairly ubiquitous across the globe, focusing on caring and respect, patient health, excellence in care delivery, and multi-stakeholder collaboration. Many individual pharmacists embrace these core values. However, their ability to honor these values is significantly determined by the nature of the system in which they work. The paper starts by presenting the prevailing pharmacist workforce model, the 'Atomistic' Model, in Scotland, in which core roles are typically separated into hierarchically disaggregated jobs focused on one professional 'pillar': Clinician/Practice Provider; Educator; Leader/Manager; and Researcher. This skills-segregation yields a workforce of individuals working in isolation rather than collaborating, lacking a shared purpose. Key strategic flaws include suboptimal responsiveness to population needs, inconsistency/inequity of care, erosion of professional agency, and lower job satisfaction. It is conjectured that this results from a lack of congruence between values, professional ethos, and organizational structure. 'Atomism' culminates in a syndrome of widespread professional-level cognitive dissonance. The paper contrasts this with an emerging workforce vision, the Collaborative Care Model. This new model defines a systems-first-approach, built on the principle that all jobs must include all four professional 'pillars'. Vertical skills integration, involving education and task sharing, supports sustainability and succession planning. Horizontal skills integration (across practice, leadership/management, education, and research) is included to improve responsiveness to population need and individual professional agency. The working conditions, supportive ethos, and career structure needed to make the model work are described. Moral and workforce theory are used to justify why the model may be more effective for population health, delivering greater job satisfaction for individuals and ultimately helping systematically realize healthcare values. Finally, the paper sketches the first steps needed to implement the model at the national level, starting with the operationalization of new multi-'pillar' professional curricula across the career spectrum. Potential challenges also are discussed.

To improve patient safety and pain management, the Centers for Disease Control and Prevention (CDC) released the Guideline for Prescribing Opioids for Chronic Pain (CDC Guideline). Recognizing that issuing a guideline alone is insufficient for transforming practice, CDC supported an Opioid Quality Improvement (QI) Collaborative, consisting of 10 health care systems that represented more than 120 practices across the United States. The research team identified factors related to implementation success using domains described by the integrated Promoting Action on Research Implementation in Health Services (iPARIHS) implementation science framework.Data from interviews, notes from check-in calls, and documents provided by systems were used. The researchers collected data throughout the project through interviews, meeting notes, and documents.The iPARIHS framework was used to identify factors that affected implementation related to the context, innovation (implementing recommendations from the CDC Guideline), recipient (clinicians), and facilitation (QI team). Contextual characteristics were at the clinic, health system, and broader external context, including staffing and leadership support, previous QI experience, and state laws. Characteristics of the innovation were its adaptability and challenges operationalizing the measures. Recipient characteristics included belief in the importance of the innovation but challenges engaging in the initiative. Finally, facilitation characteristics driving differential outcomes included staffing and available time of the QI team, the ability to make changes, and experience with QI.As health care systems continue to implement the CDC Guideline, these insights can advance successful implementation efforts by describing common implementation challenges and identifying strategies to prepare for and overcome them.

The study group of the research conducted to examine the leadership orientations of physical education teachers consists of 329 voluntary physical education teachers working in public and private primary, secondary and high schools affiliated with the Ministry of National Education in Mugla in 2020. In the research where the general screening method was used, data were collected by applying the “Multidimensional Leadership Orientations Scale (MLOS)” developed by Dursun et al. (2019a) to physical education teachers via google form. The difference between the groups was examined by applying the Mann Whitney-U test from the non-parametric tests to the variables consisting of two groups and the Kruskal Wallis-H test was applied to the variables consisting of three groups to the scores of the physical education teachers from the scales. Mann Whitney-U test was applied to determine which groups favored the differences obtained as a result of Kruskal Wallis-H test. As a result of the research, it is seen that physical education teachers have more human-resources leadership orientations in terms of leadership orientations. It was determined that there were statistically significant differences in the structural leadership, human-resources leadership, political leadership and charismatic leadership sub-dimensions of MLOS according to age, professional seniority, managerial status and the variables of the institution studied (p

En el presente artículo respondemos a la pregunta "¿qué explica la intención de voto en el escenario postpandemia?" a partir de un modelo logístico binario que identifica los condicionantes del comportamiento electoral de la población española respecto a los principales cuatro partidos de ámbito nacional, con datos del Centro de Investigaciones Sociológicas. El análisis muestra que, en primer lugar, la juventud –población de 18 a 34 años- resulta una variable importante en la explicación de una mayor probabilidad de votar por Unidas Podemos y de menores probabilidades de votar por PSOE o por Partido Popular, mientras que el factor edad apenas interfiere en el voto a Vox. La otra variable de gran poder predictivo es la valoración realizada a los líderes, tanto positiva hacia el líder del partido más cercano al elector como negativa al resto de líderes políticos. Por otra parte, se muestran signos moderados de voto económico entre los potenciales votantes de Unidas Podemos y de Vox así como una menor probabilidad de voto femenino para ambos, especialmente acusada para el partido ultraconservador. La ideología queda en un tercer plano, resultando moderadamente explicativa sólo para el voto al PP. En conclusión, la juventud y el liderazgo se establecen como los principales factores predictivos del voto en el escenario postpandemia y frente a un nuevo ciclo electoral en 2023., In this paper we answer the question “What explains voting intention in the post-pandemic scenario?” based on a binary logistic model that identifies the determining factors of the Spanish population’s electoral behaviour with respect to the four main national parties, using data from the Centro de Investigaciones Sociológicas. The analysis shows that, in first place, youth -population aged 18 to 34- is an important variable in explaining a higher probability of voting for Unidas Podemos and a lower probability of voting for PSOE or Partido Popular, while the age factor barely interferes in the vote for Vox. The other variable of great predictive power is leaders’ valuation, both positive towards the leader of the party closest to the voter and negative towards the rest of the political leaders. On the other hand, there are moderate signs of economic voting among potential voters for Unidas Podemos and Vox and a lower probability of female voting for both, especially marked for the ultra-conservative party. Ideology remains in a third level, being moderately explanatory only in the case of the vote for PP. In conclusion, youth and leadership are established as the main predictors of the vote in the post-pandemic scenario and in the face of a new electoral cycle in 2023.

Bu araştırma; Spor Bilimleri Fakültesi öğrencilerinin bireysel girişimcilik ve liderlik davranışlarına ilişkin öz algıları arasındaki ilişkinin incelenmesini amaçlayan betimsel bir araştırmadır. Araştırmada kullanılan veriler, basit rastgele yöntem doğrultusunda gönüllük ilkesine bağlı olarak araştırmaya katılan 204’ü kadın, 100’ü erkek toplam 304 öğrenciden elde edilmiştir. Çalışmada veri toplama aracı olarak Lisans Öğrencilerinin Liderlik Davranışlarına İlişkin Öz Algıları ve Bireysel Girişimcilik Algı Ölçeği kullanılmıştır. İstatistiksel analizlerde bağımsız gruplar t-testi ve tek yönlü varyans analizi yapılmıştır. Boyutlar arasındaki ilişkilerin yorumlanmasına yönelik ise Pearson korelasyon katsayısı hesaplanmıştır. Elde edilen sonuçlara göre kararlı liderlik davranışı algısı için cinsiyet, kadınlar lehine anlamlı bir belirleyicidir. Aktif spor yapan öğrenciler planlama, kontrol, kendine güven, motivasyon, bireysel girişimcilik algısı ile ilkeli, kararlı liderlik boyutlarında aktif spor yapmayan öğrencilere kıyasla anlamlı bir biçimde daha yüksek puanlara sahiptirler. Spor Yöneticiliği Bölümü öğrencileri kontrol, iletişim, öz disiplin ile katılımcı ve kendine güvenen liderlik davranışlarında anlamlı bir biçimde yüksek puanlar elde etmişlerdir. Ayrıca liderlik davranışları ile bireysel girişimcilik boyutları arasında anlamlı ilişkiler olduğu belirlenmiştir., The aim of this research is to examine the relationships between the self-perceptions of the leadership behaviors of the students of the faculty of sports sciences and their perceptions of individual entrepreneurship. The research is a descriptive research. The data used in the research were obtained from a total of 304 students, 204 female and 100 male, who participated in the research based on the principle of voluntariness in line with the simple random method. The data used in the research were collected through the Self-Perceptions of Undergraduate Students' Leadership Behaviors Scale and the Individual Entrepreneurship Perception Scale. In the statistical analysis, independent groups t-test and one-way analysis of variance were performed. Pearson correlation coefficient was calculated for the interpretation of the relations between the dimensions. According to the results, gender is a significant determinant in favor of women for the perception of determined leadership behavior. Students who actively engage in sports have high scores in the dimensions of planning, control, self-confidence, motivation, individual entrepreneurship perception, and principled and determined leadership. Sports management students achieved significantly higher scores in control, communication, self-discipline, and participatory and self-confident leadership behaviors. In addition, it has been determined that there are significant relationships between leadership behaviors and individual entrepreneurship dimensions.

The research was designed in the relational survey model to reveal the relationship between school administrators’ personalities and their spiritual leadership levels. The study was conducted with 160 school administrators. Spiritual Leadership Scale and Five Factor Inventory were used. Data were analyzed using descriptive and inferential statistical techniques. School administrators showed personality traits related to the highest conscientiousness and the lowest neuroticism. School administrators exhibited the highest level of altruistic love, the lowest level of vision and faith spiritual leadership. The spiritual leadership levels of school administrators on the basis of dimensions and in general were relatively high. The spiritual leadership levels of school administrators differed according to seniority and managerial position in vision and faith dimension. Positive and negative relationships at low and medium levels were found between the personality traits of school administrators and their spiritual leadership levels. Personality traits of school administrators affect their vision and faith, altruistic love and general spiritual leadership.