This research is part of a comprehensive PhD research project that focuses on the existence and development of leadership in sport management practices. The underpinning factors that are associated with successfully leading top teams in sport are often used as an example in regard to being successful in non sport business (Westerbeek & Smith, 2005). This paper aims to identify what are specific qualities of leadership as exhibited by sport team captains making use of leadership profiles derived from the evolutionary theory by Van Vugt and Ahuja (2011). The following research question was designed for this research: What kind of leadership characteristics do sport team captains show in the age group of fifteen years and older?
Some nurses are responding rebelliously to the changing healthcare landscape by challenging the status quo and deviating from suboptimal practices, professional norms, and organizational rules. While some view rebel nurse leadership as challenging traditional structures to improve patient care, others see it as disruptive and harmful. These diverging opinions create dilemmas for nurses and nurse managers in daily practice. To understand the context, dilemmas, and interactions in rebel nurse leadership, we conducted a multiple case study in two Dutch hospitals. We delved into the mundane practices to expand the concept of leadership-as-practice. By shadowing rebel nurse practices, we identified three typical leadership practices which present the most common “lived” experiences and dilemmas of nurses and nurse managers. Overall, we noticed that deviating acts were more often quick fixes rather than sustainable changes. Our research points to what is needed to change the status quo in a sustainable manner. To change unworkable practices, nurses need to share their experienced dilemmas with their managers. In addition, nurse managers must build relationships with other nurses, value different perspectives, and support experimenting to promote collective learning.
MULTIFILE
Purpose – Against the background of current leadership theory, this research paper analyses and compares the leadership approaches of two outstanding leaders: Daniel Vasella, chairman of the leading Swiss pharmaceutical organization Novartis and Ricardo Semler, owner of the Brazilian conglomerate Semco. In contrast to many rather abstract, unpractical and pointlessly theoretical papers on leadership this analysis provides a more applied view of leadership by means of the life history approach delivering insight into both leaders’ development and leader personality. Methodology/approach – First, this paper locates the ideas and practices associated with the term “leadership” as a concept through theories that have developed over time and shows how the practices of leading can be derived and understood through chosen theories. Based on this, the specific characteristics and career paths of both leaders are presented and compared so that a final analysis of their leadership approach can be done. The paper is based on secondary sources such as peer-reviewed business journals and literature on leadership. Information about both leaders and their approach to leadership is gathered mainly from published interviews with them. Additional information on Semler is taken from his autobiography. Conclusions – It is difficult to identify an “essence” of leadership, whether that takes the form of personality characteristics or traits, charisma, the ability to transform people or organizations or a brain function. All presented theories of leadership seem to have their raison d’être. Both Vasella and Semler apply a combination of different attitudes and behaviours that characterize their leadership style containing elements of transformational, charismatic, ethical, servant and authentic leadership.
MULTIFILE
The aim of the ProInCa project was to develop the sustainable innovation capacity of Kazakhstan’s Medical Universities for the modernization of nursing. The project was coordinated by JAMK University of Applied Sciences and consisted of a consortium of five Kazakhstani medical universities and four European higher education institutions. The project was co-funded by the Erasmus+ Capacity Building in the Field of Higher Education programme and supported by the Ministry of Education and Science and the Ministry of Healthcare of the Republic of Kazakhstan during 15.10.2017 – 31.01.2021.he wider objective of the ProInCa project is to develop the sustainable innovation capacity of Kazakhstan’s Medical Universities for the modernization of nursing. This wider objective is divided into four specific objectives, which are:1. Development of mechanisms for collaboration and knowledge sharing between academic national and international nursing community and society.2. To learn from best practices on implementing evidence-based nursing in nursing research, education and practice to promote the efficiency and quality of health care.3. Strengthen higher education institutes’ role in building evidence-based nursing research activities in health services to promote quality and safety of health care system.4. Promote the capacity and system of nursing leadership and management in health care transition to improve the quality of health care system
Digitalisering is niet meer weg te denken uit de beroepspraktijk van publieke organisaties. Organisaties zien de voordelen van digitalisering: het levert efficiëntere processen en een optimalisatie van de klantbeleving op. De Nederlandse overheid zet fors in op digitalisering. Desondanks gaat dit langzamer dan verwacht. Veel publieke organisaties zoeken naar de juiste strategieën voor digitalisering.
Various studies suggest that the fashion and textile industry need to move away from traditional, extractive leadership models. Dreier et al. (2019) show how traditional top-down, hierarchical leadership approaches are not effective in fostering sustainability, and argued that a more collaborative, participative approach is needed to implement true and long-standing change. Moreover, research also shows how fashion and textile designers don’t see themselves as leaders but instead as ‘creators’ who employ others to manage their business and lead the team. This change in leadership is also necessary to achieve the European vision for Industry 5.0 (2022), which places the wellbeing of the worker at the centre of the production process. If we want to find solutions to the problems we face today, we need to change the way we think, lead, and do business. This calls for regenerative leadership which involves not only minimising negative impacts, but also actively working to restore and enhance the social ecological systems in which an industry operates. And since technology has become ubiquitous in every aspect of our lives (including business), it is important to explore its role in helping us become better regenerative leaders. With ReLead, The Hague University of Applied Sciences (THUAS) aims to amplify consortium partner i-did’s social and environmental impact. Since its inception in 2009, i-did has helped more than 400 people become gainfully employed while helping recycle almost 60.000 kgs of textile waste. This has been possible due to the transformation of i-did’s founder (Mireille Geijsen) from a creative designer, into a collaborative and mindful leader. The intended outcome of this project is to create a tech-enabled leadership transformation toolkit and leadership academy that helps creative designers transform into regenerative leaders.
