bluuebunny/crossref_metadata_2025 huggingface dataset:
The Uses of Planning Theory
Authors: Friedmann John
Published: December 2008

There is a widespread opinion that planning theory is of little relevance to practitioners. This article tries to refute this view by showing the impact that planning theorists have had on the profession during the past 50 years. It suggests three ways that theorizing can contribute to the field, referring here to both practice and education primarily in North America. The first is by evolving a deeply considered humanist philosophy for planning and tracing its implications for practice. The second is by adapting planning practices to their real-world constraints with regard to scale, complexity, and time. The third is by translating knowledge and ideas generated in other fields into the domain of planning. The article concludes that planning theory needs to be perceived as a transdisciplinary endeavor involving a global community of scholars and that their contributions are vital to the profession.
Child and Adolescent Interpersonal Relations with Parents, Peers, and Teachers: A Factor Analytic Investigation
Authors: Bracken Bruce A. , Newman Vicki L.
Published: December 2008

This study investigated the factor structure of the Assessment of Interpersonal Relations scale, an instrument designed to assess children's and adolescents' relationships with their mothers, fathers, male peers, female peers, and teachers. A nation-wide (USA), representative sample of 2,501 white, black, Hispanic, Native American, and Asian-American children and adolescents rated their relationships with others, and their ratings were submitted to a principal components factor analysis with Varimax rotation. Results supported the theoretical structure of fhe five AIR subscales and suggest that clinicians should take care not to group parents or peers into single relationship categories, but rather to consider children's and adolescents relations with their mothers and fathers, male and female peers separately.
Shyness and Anxiety in Elementary School Children
Authors: Irvirig Linda E. , Irving P. Gregory
Published: December 2008

The negative consequences of anxiety have long been recognized as inhibitors to academic achievement. The relationship between shyness and auxiety has been amply demoustrated in adolescent and adult populations (e.g., Cattell, Eber, & Tatsuoka,1970). In this study, a personality scale measuring shyness and an anxiety scale were administered to all children from grades 1 to 5 (n=139) in a New Brunswick elementary school. A significant correlation between shyness and anxiety was found for the overall sample. When these data were analyzed by grade level, large and significant correlations between shyness and auxiety were found primarily for children in upper level grades. Implications for classroom performance are discussed.
Preparing School Psychologists for the Future
Authors: Masciuch Sonia W.
Published: December 2008

School psychology, like clinical psychology, is evolving as a result of recent changes in the structure of communities, and the educational and the health systems in Canada. Many of the changes are being driven by financial restraints precipitated by concerns over deficits at the municipal, provincial, and federal levels. If school psychologists are to continue to offer high quality services to school-age children and their families, they must be flexible, as the settings in which they offer these services, as well as the nature of services being offered probably will undergo significant changes by the year 2000. This article outlines what, in my opinion, school psychologists will need to succeed in their profession in the years ahead.
Changing the Role of School Psychologists: School-Family Partnership
Authors: Bartell Riva
Published: December 2008

The barriers to change and the opportunities for a transformative epistemology of a systems framework for school psychological services are addressed. The interface of school-family interaction is suggested as a paradigm shift for school psychological services.
Bully and Victim Problems in Elementary Schools and Students' Beliefs about Aggression
Authors: Bentley Karen M. , Li Anita K.F.
Published: December 2008

The study was undertaken to survey the prevalence and nature of bullying in elementary school children; and to investigate the bullies and victims' beliefs supporting aggression. A total of 379 grades 4 to 6 students in Calgary were surveyed. Results of the Bully/Victim Questionnaire (Olweus, 1989) indicated that 21.3% were bullied and 11.6% bullied others "sometimes" or more often at school that term. Victims tended to be the youngest students of the sample, both boys and girls, and were at risk for being bullied by both age-males and older students. Verbal abuse was the most common form of bullying, and there was no significant association between gender and either direct or indirect forms of bullying. The playground was the most commonly cited location where bullying occurred. Bullies tended to be in the older grades and were mainly boys. Also, results of the Beliefs Measure revealed that bullies were more likely than victims and students who were neither victims nor bullies to endorse certain aggression-supporting beliefs. Implications for antibullying programs are discussed.

L'étude a été entreprise pour étudier la fréquence et la nature de l'intimidation chez les enfants au niveau élémentaire et enquêter les croyances sur l'agression chez les brutes et les victimes. Un total de 379 élèves de la 4ème jusqu'à la 6ème année à Calgary ont servi pour l'étude. Les résultats du questionnaire sur les brutes/victimes (Olweus, 1989) indiquent que 21,3% ont été victimes d'intimidation par une brute et 11,6% ont intimidé les autres "parfois" ou plus souvent à l'école. Les victimes ont tendance à être les plus jeunes sujets de l'échantillonnage, garçons ou filles, et elles étaient à risque d'être intimidées par les écoliers du même âge et les plus vieux. L'a-bus verbal était la méthode la plus commune d'intimidation et il n'y avait aucun lien significatif entre les sexes et les méthodes directes ou indirectes d'intimidation. Le terrain de jeux est l'endroit le plus cité comme lieu où se produit ces intimidations. Les brutes semblent être des écoliers des années plus avancées et sont surtout des garçons. De plus, les résultats des mesures de croyances ont révélé que les brutes favorisent plus souvent que les victimes et les écoliers qui n'ont pas été victimes et qui ne sont pas des brutes, certaines croyances appuyant l'agression. Des insinuations pour des programmes anti-intimidation sont discutées. Bully and Victim Problems in Elementary Schools and Students' Beliefs about Aggression
Are Withdrawn Children At Risk?
Authors: Vargo Beverley
Published: December 2008

The evidence is fairly conclusive that aggressive children are at risk for a number of disordered outcomes. However withdrawn children are considered to be at no greater risk for maladjustment than normal children. The present study assessed the validity of this conclusion. Participants were 131 grade 7 students identified by their peers as aggressive, withdrawn, sociable, or average. On the mental health measures administered it was demonstrated that withdrawn children were at as great or greater risk for the presence of problems as aggressive children. The difference was that withdrawn children evidenced problems of an internalizing nature, whereas aggressive children presented with externalizing problems. The implication of this finding for the choice of measures to identify at risk students is discussed.

L'evidence suggère que les enfants agressifs sont susceptibles à un aboutissement déséquilibre. Cependant les enfants renfermés ne semblent pas être plus susceptibles à un ajustement anormal que les enfants ordinaires. Cette étude appuie la validité d'une telle conclusion. Les sujets de l'étude étaient 131 élèves de la 7e année identifiés par leurs pairs comme étant agressifs, renfermés, sociables, ou moyens. Au niveau de la santé mentale , il a été démontré que les enfants renfermés étaient aussi suspectibles ou plus susceptibles à la présence d'un problème que les enfants agressifs. La différence était que les enfants renfermés éprouvaiant des problèmes de nature interne, tandis que les enfants agressifs démontraient des difficultés externes. Cette découverte aura un retentissment dans le choix de méthode d'identification des élèves en danger.
Adolescent Depression and Suicide: A Review and Analysis of the Current Literature
Authors: Pagliaro Louis A.
Published: December 2008

Adolescent suicide is a major worldwide problem. Reported rates for suicide ideation, attempts, and completion are particularly high in developed countries. For Canada, the suicide rate for adolescents consistently has been among the highest of those rates reported. Despite significant gouvernment attempts at intervention and public atigst when confronted with specific tragic examples of adolescent suicide, the rate does not appear to be significantly decreasing. This article reviews the nature and extent of suicide among Canadian adolescents. It also provides a brief overview of current assessment and treatment perspectives. With this information, school teachers, counsellors, and psychologists may be better informed regarding the significant problem of adolescent suicide in Canada and hence better prepared to recognize adolescents at high risk of suicide and to appropriately intervene.
Improving the Return on Human Capital: New Metrics
Authors: Le Blanc Peter V. , Rich Jude T. , Mulvey Paul W.
Published: December 2008

Old means of measuring employee effectiveness and value are now outdated and incomplete. In contrast with the past, the knowledge worker is now the dominant source of value creation in an organization. Organizations must develop metrics that measure knowledge worker value. This article explains the use of the human capital approach, which calculates investments and returns on individuals to measure their impact and justify investments. The human capital approach aligns the human resource function with the business. A case study of one company's successful use of the human capital approach demonstrates the advantages of this perspective.
Shattering the Myths about Dot.Com Employee Pay
Authors: Platten Paul , Weinberg Carl R.
Published: December 2008

The Internet is here to stay, and so is the dot.com employee. Nearly every major company today is struggling with how to pay this new breed of employee. Traditional corporate pay schemes no longer attract and retain the best dot.com people. Companies fail to attract and retain talented dot.com employees because they cling to out-dated myths about these workers. The most successful companies in the e-business world-both traditional companies and true Internet companies-ignore these myths and respond to the needs and interests of today's dot.com employees. This article identifies the myths and, using real-life examples, outlines what companies need to do to attract the most outstanding e-talent.
Global Compensation and Benefits in Transition
Authors: Reynolds Calvin
Published: December 2008

In the new millennium, international human resources will undergo a rapid transformation. Expatriate compensation once consumed most of the time and resources in international HR. Today, strategic areas such as the integration of compensation, global staffing and business strategy and a variety of other international HR challenges are taking over. This article describes the evolution of the field of international compensation and benefits, the forces shaping its development, and the prospects for the future. It also explores information technology, outsourcing and other issues that will shape careers in the field.
Improving Business Results with a Global Retirement Strategy
Authors: Rappaport Anna , Godfrey Peter
Published: December 2008

Changes in the business and labor environments have made employees more keenly aware of the importance of accumulating assets. Employers more aware of the importance of retirement and capital accumulation programs. With the world's aging population and changing social and political environments, innovative business strategies that guide the significant corporate investment in retirement and wealth accumulation programs are crucial. This article reviews the components of an effective strategy and the basic steps in building a strategy. Because an employers' global retirement strategy affects employees' retirement decisions, organizations have the power to shape the future work force and their competitive position.
Performance Ownership: A Roadmap to a Compelling Employment Brand
Authors: Heinen J. Stephen , Bancroft Edward S.
Published: December 2008

One of the hottest trends in business today is the idea of turning employees into owners. Financial ownership alone, however, is not the answer. The evidence shows that employee participation and cultural influences, when combined with ownership, improve the financial performance of a firm. This article details seven key factors that work to align, equip and energize employees to take responsibility individually and collectively for their performance.
What Can an Employer Do to Influence the Cost of Its Workers' Compensation Program?
Authors: Lattanzio Steve
Published: December 2008

Most employers have the ability to profoundly influence their workers' compensation costs. The best workers' compensation plan for any particular employer will depend on individual circumstances; but achieving the best plan requires careful evaluation and informed judgment. The state in which an employer operates is a key factor in determining the cost of workers' compensation insurance, given the dramatic difference among states in wage replacement benefits and the resulting effect on costs. Many employers cannot easily move operations to a state with lower workers' compensation costs, but they can control their costs through a number of other means: by choosing the most appropriate type of coverage, selecting the right insurer or third-party administrator, carefully negotiating different options for their specific situation, and implementing loss control programs.
California's Experience: Addressing Workers' Compensation Fraud and Abuse
Authors: Kilgour John G.
Published: December 2008

Workers' compensation fraud and abuse in California rose to unprecedented levels in the 1980s. Three areas were particularly troublesome and costly: medical-legal evaluations associated with the "claim mills" in the Los Angeles Basin, psychiatric injury or "stress" claims, and excessive and questionable use of vocational rehabilitation. Between 1989 and 1993, the California legislature enacted a 4(OMPNSATION & B[N[FITS REVI[W number of reform laws that greatly changed the state's workers' compensation system. As measured by the large number of case referrals, arrests, and convictions for fraud, as well as by declining claim frequency rates and greatly reduced insurance premium costs, these changes have been highly successful and saved California employers millions of dollars.
When Is Enough, Enough? Compensation for Employees Terminated After a Work-Related Injury
Authors: Mac Donald Duncan
Published: December 2008

The workers' compensation system presumably gives workers swift and easy access to benefits if they are injured on the job and, simultaneously, protects employers by making workers' compensation benefits the exclusive remedy for work-related injuries. The exclusive remedy provision, however, is often complicated when antidiscrimination laws come into play. At issue are the types of actions employees can bring and the types of remedies and the amount of damages they may seek. Two recent California cases analyzed in this article reach conflicting interpretations of employment rights in relation to workers' compensation remedies and may foreshadow a larger conflict in other workers' compensation cases.
Managing Health-Related Absences
Authors: Cotter David , Williams Cecil
Published: December 2008

Employers can manage employee disability and absenteeism to control costs and improve the corporate climate. Cost control begins with understanding the physical and psychological reasons for being absent and the most effective responses. This article guides employers through the process of creating cost-effective disability management programs. It also offers help in enlisting the participation of the entire corporation-especially senior management and first-line supervisors. The article outlines return-to-work initiatives and the development and operation of disability management teams to help employers reintegrate injured employees back into the workplace.
Variable Pay: Do We Have the Basics in Place?
Authors: Abosch Kenan S.
Published: December 2008

Approximately two-thirds of U.S. companies now use some form of broad-based variable pay. Recent research, however, reveals a troubling discontinuity. On one hand, 75% of the participants in a Hewitt Associates study of variable pay expressed a general feeling that their plans helped improve business operations. On the other hand, half of these same executives say that their plans fell short of achieving objectives. Moreover, many of the companies studied do not have systematic methods in place for reviewing plan effectiveness. The confusion and mixed results stem from several sources, including mixed motives for implementing variable pay and a failure to select a form of variable pay suitable for supporting specific corporate objectives. The trend toward greater use of broad-based variable pay is likely to continue making it critical that compensation professionals learn more about designing, communicating, and evaluating this type of compensation.
Designing and Implementing a Broad-Based Stock Option Plan
Authors: Staiman Jeff , Tompson Kerry
Published: December 2008

Companies are increasingly interested in implementing broad-based stock option plans. By giving stock options to nonexecutives, companies make good the promise of letting employees share in the company's success. However, in the variety store of broad-based option plans, one size does not fit all. It is therefore important to balance the benefits of implementing a broad-based stock option plan against its economic and other costs.

Good results in implementing broad-based stock options require extensive education and consistent communication to employees, a review process to modify the plan to reflect changes in business needs, and an increase in the stock price so that the plan generates value for participants. But, even a good plan design, one that achieves important business objectives at a reasonable cost, can still fail due to inadequate effort, market risks, and maintenance difficulty.
Compensating the Entrepreneurial Board-A Holistic Approach
Authors: Meltzer Mark , Ash Remy P.
Published: December 2008

Compensation programs that encourage the best performance possible from boards of directors include several key characteristics: aligning the programs with the business philosophy and mission of the company, making the programs competitive and appealing to the directors, rewarding for performance, and applying variable factors to account for different levels of responsibilities and profitability.

Incorporating these characteristics into board compensation can sharpen the board's focus on the factors that contribute most to company success.
Linking Work/Life Benefits to Performance
Authors: Federico Richard E. , Goldsmith Howard B.
Published: December 2008

Work/life benefits have become a very popular way of attracting and retaining top talent, but they continue to be regarded by employees as an entitlement rather than something linked to per-The authors suggest that work/life benefits need to be integrated into the broader performance and rewards orientation of the compensation department.
How to Use Technology to Effectively Deliver Broad-Based Stock Option Plans
Authors: Jarcho David
Published: December 2008

Companies turning to broad-based stock option plans should consider using new technologies to support these plans in terms of both administration and communication. Indeed, as the number of employees who are eligible for these types of plans continues to explode, the administrative burden for typical HR departments, which in the past served these plans with simple spreadsheet programs, will become overwhelming without the help of technology. Furthermore, intranet, interactive voice response, and other technological solutions would make communicating information to employees easier. The right technology partner will also contribute new skills and expertise in the move to broader-based stock option plans.
Global Pay? Maybe Not Yet!
Authors: Gross Steven E. , Wingerup Per L.
Published: December 2008

Business executives around the world agree that attracting, retaining and motivating employees globally is a key business objective in the 21st century. Organizations that can provide mean-ingful motivational rewards to employees across cultures stand to gain a competitive advantage through their human capital. This article dis-cusses the need for companies to take a much broader view of pay and rewards as they form global organizations. Although companies will approach the issues differently depending on their industry, their organizational hierarchy and their business life cycle, some common key factors characterize successful global pay programs.
When You Say, "We'll Keep You Whole," Do You Mean It?
Authors: Oemig Denise R. A.
Published: December 2008

Setting realistic expectations and sending the right message to employees are critical elements in effective expatriate management. Setting real-istic expectations is important because it is imperative that an employee separate the finan-cial aspects of the compensation program, over which the company has control, from non-finan-cial aspects of the assignment, such as cultural and geografphic differences, over which the com-pany has no control. The words employers choose and the message they send to expatriate employees are of great importance. When an employer says, "We'll keep you whole," the phrase means different things to different people and can create unrealistic expectations in the mind of expatriate employees. It's crucial to explain exact-ly what the employer will and will not provide, and what the company expects from the employ-ee, not just what the employee can expect from the company.
Foreign Equity-Based Compensation and U.S.Securities Laws
Authors: Kohn Arthur H. , Rabitz Steven W.
Published: December 2008

As more foreign companies move into the U.S. and install equity-based compensation plans, legal issues arise. Foreign equity-based incentive plans involve many considerations, including tax and accounting issues as well as corporate and regulatory concerns arising from the employer's home jurisdiction. From a U.S. legal perspective, a principal issue is compliance with the require-ments of U.S. securities laws. The application of U.S. securities laws to different types of equity-based incentive plans can be complicated, and small design features can have substantial conse-quences. Compensation planners and managers need to be aware of the basic pressure points which might implicate the U.S. securities law concerns and be sensitive to these issues in their compensation planning.
The Experiences of Socioeconomically Disadvantaged Postpartum Women in the First 4 Weeks at Home
Authors: Kurtz Landy Christine , Sword Wendy , Valaitis Ruta
Published: December 2008

We used a qualitative descriptive approach to explore and describe the situated experiences of socioeconomically disadvantaged (SED) postpartum women in the first 4 weeks after hospital discharge. Qualitative content analysis was used to analyze the data from in-depth interviews with 24 SED postpartum women. Two intertwining, overarching themes emerged: (a) the ongoing burden of their day-to-day lives, with subthemes of poverty and material deprivation, stigmatization through living publicly examined lives, and precarious social support; and (b) the ongoing struggles to adjust to changes that came with the baby's arrival, with subthemes of “the first weeks were hard,” “feeling out of control,” “absence of help at home,” “complex relationship with the baby's father,” and “health and well-being.” Knowledge of SED women's situated experiences is vital to the development of health policies and services that will truly meet their needs.
Is There a “Party” in Your Genes?
Authors: Hatemi Peter K. , Alford John R. , Hibbing John R. , Martin Nicholas G. , Eaves Lindon J.
Published: December 2008

Utilizing quantitative genetic models, the authors examine the sources of party identification and the intensity of that identification. The results indicate genes exert little, if any, influence on party identification, directly or indirectly through covariates. However, we find that genes appear to play a pivotal role in shaping the strength of an individual’s party identification. Together with recent examinations of political attitudes and vote choice, these findings begin to provide a more complete picture of the source of partisanship and the complex nature of the political phenotype.
Technology: The Critical Role in Organizational, Work, and Management Change
Authors: Bedore Gerry L.
Published: December 2008

This article discusses the implications of technology as it is affecting the evolution and the management of the contemporary organization. Key trends that are facilitating the increased interest in applying technologies, particularly information technologies, are discussed. Also, reasons for the relatively slow deployment of technologies are identified. Finally, recommendations for accommodating the needed changes are presented.
Leadership Development in the New Millennium
Authors: Rost Joseph C.
Published: December 2008

The students and practitioners who attend our leadership classes and our professional development seminars now will be doing most of their leadership in the 21st century. They need to understand the concept of leadership that will operate in the 21st century. They need to be able to practice a new paradigm of leadership that will operate in the 21st century, not the old paradigm of leadership that has dominated the 20th century. The author looks at pst models of leader development programs and future models of leadership development programs in an effort to demonstrate the difference between the two paradigms of leadership.
The Rethinking of Leadership
Authors: Barker Richard A.
Published: December 2008

Leadership has been defined in terms of the leader's actions, skills, and abilities since the early 16th Century when Machiavelli did so. Current and unprecidented global relationships that are founded in cooperation demand a rethinking of the feudal paradigm of leadership that is founded in activities of war. The leadership process may be considered separately from the leader's behavior, and should be if we are to break free of old world thinking. Leadership is defined broadly as a community development process.

The purpose of this paper is to contribute to the evolutionary development of the concept of transformational leadership by proposing a definition of leadership that is philosophically basic and that addresses only the process of leadership and not the role or behavior of the leader.
Teaching Leadership: The Art of the Possible
Authors: Wren J. Thomas
Published: December 2008

This paper presents a model course outline for an introductory course in leadership. It addresses the concept of leadership from the perspective of the liberal arts, drawing from the disciplines of history, literature, political science, philosophy, psychology, and anthropology, as well as from management studies and organizational behavior. It proceeds from a consideration of the concept of leadership to an analysis of its essential elements--leader, followers and context. The proposed course of study next turns to a consideration of the process of leadership, and an introduction to some of the skills needed to operate effectively in a leadership situation. The course ends with a discussion of the moral and ethical obligations of leadership.
Profile of a Leader: The Wallenberg Effect
Authors: Kunich John C. , Lester Richard I.
Published: December 2008

This is a study of the leadership principles employed by Raoul Wallenberg, a Swedish diplomat who went to Budapest in 1944 to intervene on behalf of Hungary's 700,000 Jews who were being deported by the Nazis to extermination camps. This extended case narrative profiles the extraordinary accomplishments of a truly unique leader. The leadership implications addressed herein are timely, because the study of leadership is beginning to overcome decades of intellectual neglect.

Wallenberg is credited with having saved close to 100,000 lives. On 5 October 1981, the President and Congress recognized Wallenberg's contribution to humanity when they named him only the second person ever to be awarded honorary United States citizenship; the other is Winston Churchill. By joint resolution, the United States Congress also designated 5 October 1989 as Raoul Wallenberg Day. In addition, the street in front of the Holocaust Memorial Museum in Washington, D.C., has been renamed Raoul Wallenberg Plaza.

Leadership is movement in a resistant medium. Leadership is also the capacity to translate intentions into reality and sustain them. Leaders take charge and make things happen. They create a new reality for the purpose they serve. This case study is intended to demonstrate how Wallenberg exercised leadership and how he refused to be indifferent, complacent, or ignorant of the suffering of others. Wallenberg emerges from a sordid chaper in human history as a courageous and compassionate leader--a symbol of the best mankind has to offer.
Leadership: Learning From Success and Failure
Authors: Collier Matthew S.
Published: December 2008

In 1987, newly elected Flint, Michigan Mayor Matthew S. Collier faced a series of seemingly insurmountable leadership challenges. In this article, Collier retrospectively analyzes two specific leadership challenges - a success and a failure. Using a framework of analysis espoused by Dr. Ronald Heifetz of the John F. Kennedy School of Government at Harvard University, former Mayor Collier takes the reader into the trenches of how a city's complex financial problems were resolved through effective leadership, and why a major economic development initiative may have failed due to ineffective leadership.
A Funny Thing Happened on the Way To World Dominance: A Reflection on the Competitiveness of American Business
Authors: Schatz Martin
Published: December 2008

Since the famous Ford Foundation and Carnegie Foundation reports that were critical of business schools thirty-five years ago, the MBA has greatly increased its popularity and academic credibility. For some years now, it has held considerable power as a credential for managing major corporations.

There is no doubt that the business schools have been successful in teaching their students how to use decision-making models that have been widely used in decisions involving finance, marketing, production, and personnel. The question, however, is whether these tools have helped or hurt the competitiveness of American business. It is the author's view that business schools have only been teaching part of what is important for managers to know, and by excluding the most important part, they must accept a portion of the blame for the lack of competitiveness on the part of American corporations.
Leadership for Effective Service
Authors: Perkins Daniel F.
Published: December 2008

The complexity of society and the problems it is facing demand that people work collaboratively. Certain styles of leadership will not work for collaborative ventures. For example, the authoritarian leader cannot work collaboratively, because he/she cannot create the atmosphere of creativity and freedom needed to deal with the issues of our technologically advanced society. Service is a major component of leadership in any organization or society. There must be an ethic of effective service among all citizens if society is going to successfully maneuver through the 1990s and beyond. Moreover, service must be incorporated within leadership for an ethic of effective service to become a reality. This paper will examine what kind of leadership is needed to promote an ethic of effective service. First, a more ecological (holistic) definition and perspective of leadership are laid out that allow us to view leadership in a more holistic manner. Second, service is presented as part and parcel of the kind of leadership needed to promote an ethic of effective service. Third, certain characteristics of the leader's style are suggested which promote an ethic of effective leadership. Fourth, the process and environment that promote service leadership are discussed. Finally, simplicity is presented as being consistently intertwined with a leader's lifestyle.
Leading Learning
Authors: McGill Michael E. , Slocum John W.
Published: December 2008

The purpose of this paper is to capture the behaviors of leaders of learning organizations and from those behaviors to outline how to lead learning. Leading learning requires modeling, mentoring, managing, and monitoring learning. We believe that these are the most powerful ways that leaders can influence the behavior of people in their organizations. Leading learning provides a very different perspective on leadership than the styles theory so popular in years past and transformational leadership that currently is in vogue. In order to learn these behaviors, leaders and followers must unlearn much of what they have believed to be true about leadership.
Coping With Stress: The Implications of Leader Personality
Authors: Smith James H.
Published: December 2008

Business and government leaders are very much at risk with respect to stress, yet may not be willing to let on that they need help in coping. The author used the Myers-Briggs Type Indicator to differentiate between those traditionally attracted to managerial careers and those who may not be traditionally managerial by nature but nonetheless serve as managers. Programs to alert administrators to the problems of stress and show them the ways to cope may well be called for. The author concludes by suggesting a nine-step program that shows promise as a means of coping with stress.
Educating Leaders for The Responsibilities of A Civil Society
Authors: Morse Suzanne W.
Published: December 2008

As the country moves into the new millennium, it is important to concentrate on the part of society that exists between people and beyond government--the civil society. Made highly visible by the changes in Eastern Europe and the former Soviet Union, the civil society has been called the "connective tissue of a democratic political culture." These civic relationships make it possible for communities and societies to work, and work better, for everybody. This article calls for leadership research and education to focus on what is required in a civil society to prepare students for their public as well as their private responsibilities. These public responsibilities require that leadership be taught and practiced in new ways, using different skills.
Determining Leader Behavior Options Through Value Cue-Action Leadership
Authors: Preziosi Robert C.
Published: December 2008

Value Cue-Action Leadership (VCAL) is a set of value cues used for determining leadership behavior options. It goes a step beyond values-based leadership by suggesting an approach for determining a high performance framework within which leaders can behave based upon organizational circumstances. Twenty value-cues are presented as a framework for using the VCAL.
Leadership: The Collaborative Process
Authors: Finley Norina E.
Published: December 2008

The industrial paradigm of leadership which equates leadership with good management and implies a hierarchical relationship between leader and follower, associated more with mechanistic forms of organizational structures and relationships, is a concept of the past. Our knowledge-based society calls for a post-industrial paradigm of leadership as espoused by Rost 1993, based on a collaborative process of leadership that is a more horizontal than vertical relationship, resembling a computer network. For illustrative purposes, this article discusses Rost's post-industrial paradigm of leadership in a project team environment where both leaders and collaborators through shared meanings, engage in leadership for the 21st century.
Understanding Leadership's Moral Dimension
Authors: Hodgson Thomas A.
Published: December 2008

This paper examines morality in the context of a leadership practice defined not in terms of efficiency, but in terms of the unique relationship between leaders and followers. Included is a review of current literature discussing the moral dimension of leadership. The literature suggests a critical approach that uncovers the underlying assumptions of both leader and the culture in which leader and follower interact. Finally, the paper recommends that leaders follow the advice of John Dewey and Walter Lippmann, who submit that educated experience is the best teacher for those wishing to better envision the moral dimension of leadership.
Leaders Versus Managers: The Case of Captain Vere
Authors: Clemens John K.
Published: December 2008

The current debate over the differences between managers and leaders has been extremely helpful in identifying the nature as well as the underlying philosophies of both styles of organizational governance. In this article, the author employs Herman Melville's novella, Billy Budd, as a leadership case study and analyzes the approaches the book's key character, Captain Edward Vere, uses to solve a critical organizational problem. This analysis reviews Vere's various managerial and leadership styles, management of time, decision making, and conflict resolution approach. Clemens finds that, for the most part, Vere exhibits managerial rather than leadership traits.
Great Individuals and Their Environments Revisited: William James and Contemporary Leadership Theory
Authors: Bailey James R.
Published: December 2008

This paper offers a framework for introducing, developing, and integrating leadership concepts by borrowing from the thought of William James. Writing in 1897 and ensconced in one of the great philosophical debates of his time, James cleverly appropriated elements of evolutionary theory to explain the origin and emergence of great individuals. I show how these ideas can be meaningfully related to contemporary leadership theory, and argue that scholarship and education would benefit by expanding the conception of management to include more general intellectual discourse.
Leading Diverse Followers
Authors: Fairholm Gilbert W.
Published: December 2008

Leadership is impossible outside of a community defined by shared values and vision. Leadership is a process of first developing a culture founded on values that most group members share (or learn to share) and then enrolling them in joint action to accomplish the leader's vision. Present trends to accept unreservedly the values of every social, ethnic, or gender group militates against shared culture and makes leadership impossible. This article makes the case against blind acceptance of the values of every group (sub-culture) present in the society. But, since diversity is a fact--and an asset--nine implicit features of American culture are identified as a foundation upon which leaders can begin the process of building community as a basis for their leadership.
Practicing What We Preach: Modeling Leadership in the Classroom
Authors: Hickman Gill Robinson
Published: December 2008

Instructional leadership entails a clear demonstration of integrity between instructional practices and the teaching of corresponding leadership concepts, theories and research. This article illustrates an approach to modeling leadership in the classroom based on shared power, group action and involvement, and service to others. It invites leadership educators to identify their own beliefs and concepts about the subject and consciously apply them in the courses that they teach.
Leadership and Spun Leadership in the O.J. Simpson Case: Towards an Ecology for Leadership Studies
Authors: Howe William
Published: December 2008

Leadership has all too often been conceptualized as the province of a remote few individual leaders or, according to some recent scholarship and practice, as a group, team, or organizational phenomenon. This paper challenges those conceptualizations: Using the O.J. Simpson case as a point of departure, it argues, first, that leadership is present in common, everyday situations and, in fact, is accessible through the push of a button; and, second, it suggests that leadership can be exercised by broader, macro-level entities -- e.g., the media, nations, consolidations, unions -- as well as by individuals or teams/groups/organizations. It proposes an inclusive ecology of levels of analysis for leadership studies and introduces the basis for a new theoretical research program to advance the field.
Implementing Team Leadership
Authors: Tubbs Stewart L. , Ebrom Ralph P. , Widgery Robin N.
Published: December 2008

A Team Leadership Program (TLP) was started in April, 1993. The primary thrust of that effort was to improve the organization's effectiveness through increased teamwork leading to Self-Managed Work Teams. After a year and a half, considerable progress has been achieved. Employee attitudes have shown significant improvement in two departments, and financial returns of over 1,000 percent have been achieved. This paper describes the process and the results with implications for generalization to other companies.
Education For Economic Leadership: Vision Is The Key
Authors: Ellerbrock Michael J.
Published: December 2008

In recent decades the global political economy has experienced some major restructuring, characterized by the emergence of regional trading blocs, cooperative adjustments within capitalism, stateless corporations, process oriented industries, and a value added notion of entrepreneurship. This paper aims to help leadership educators explore the underlying causes of these "megatrends."

The theoretical postulate examined is the assertion that these economic trends reflect a shifting philosophical vision about humanity, specifically toward a greater realization that human nature has a communitarian side that complements its competitive aspect. Economic leaders of the 21st Century will be those individuals, organizations and institutions that empower people through partnership.
Fostering Leadership Development and Professionalism for University Department Heads
Authors: Plough Thomas R.
Published: December 2008

This paper will review a successful eight-year program for the academic leadership development of department chairpersons. This program has involved two hundred department heads, ranging from the various technologies and sciences (i.e. microelectronic engineering, chemistry, photography, printing, packaging, computer science) to the humanities and social sciences (i.e. fine arts, social work, criminal justice, accounting) and the major service units (i.e. bursar, cooperative work-study and placement, development, government affairs, counseling, accounting). This particular strategy for institutional renewal was proposed and budgeted based upon the assumption that department heads have a major impact on academic change and climate within an institution of higher learning. This academic leadership program was internally funded and planned according to specification drawn from extensive interviews with department chairpersons, faculty members, staff and deans. Released-time was made available to participants. A formal process was designed to evaluate the series. Cognitive content, affective content and the process of learning were studied in the model. The data collected from our evaluation process clearly demonstrates that the participants are enthusiastic about the series and, without exception, in support of its continuance for others. A particularly encouraging finding was that department chairpersons had made significant new commitments of time and resources toward the professional development of their faculty and staff following this exposure to the Academic Leadership Workshop Series (ALWS).
Will The Citizen Leader Please Stand Up?
Authors: Oberst Gayle F.
Published: December 2008

Many believe that the citizen leader does not exist and that Americans have become individualist (thinking, acting, and caring for themselves). The art of solving problems by working together, sharing views, and collaborating is a dying one according to these people. There are citizens making a difference in their communities and lives. These citizen leaders emerge when the concerns in the community become personal ones. They practice leadership skills such as understanding diversity, being effective communicators, serving as change agents, working to bring about collaboration and public talk, and understanding themselves.
Leadership for a Quality Organization
Authors: Lester Richard I.
Published: December 2008

This article analyzes a framework for leadership within the context of a quality organization. It builds on the premise that leadership is an essential element in achieving organizational effectiveness. The focus of this discussion is a statement of principles, illustrated by concepts, providing a frame of reference for developing leadership skills to heighten administrative and functional quality. The intent is to overview the anatomy and demonstrated importance of leadership in achieving association quality. There can be no significant institutional excellence without leadership. Organizations in the process of implementing value-added, constructive changes within today's highly competitive international environment will immediately recognize the importance of leadership at every organizational level. This paper is also designed to sharpen the ability of individuals to more effectively lead in establishing and maintaining quality-driven, efficient, and cost-effective organizations.
Leadership: A Notion Come of Age
Authors: Klagge Jay
Published: December 2008

This article sets forth the thesis that organizations can survive on the strength of their leaders but must recognize, nurture and cherish an expanded notion of leadership in order to thrive. The expanded notion of leadership is presented as "trailblazing" in a context where continuous improvement is everybody's business. To be out in front of others by trailblazing as individuals, as organizations, and as a society is the clarion call.

Various realms of being out in front--of exhibiting leadership--are delineated. Individual, organizational and societal applications are discussed. Necessary personal commitments and actions are described.

This article concludes that ultimately it is individual leadership, not individual leaders, that will significantly alter the level of human conduct, infuse human action with meaning, imbue human effort with value, and change the aspirations of mankind.
The Philosophical Links Between Leadership And Total Quality
Authors: Barker Richard A.
Published: December 2008

The corporate world and some elements of the public sector are beginning to visualize a new world order. That new order is often called Total Quality Management or TQM. Scholars and practitioners in Total Quality have focused on leadership as a key element of that new order, yet little progress has been made to develop concepts of leadership that are consistent with the new understanding of organizations and the new set of their expectations. A community based paradigm of leadership is explored and developed as a new conceptual direction for application to Total Quality concepts and for incorporation into leadership studies.