scholarly journals IMPLEMENTASI GAYA KEPEMIMPINAN TRANSFORMATIF DALAM PENINGKATKAN DAYA SAING PENDIDIKAN

2020 ◽  
Vol 8 (2) ◽  
pp. 309-332
Author(s):  
Agus Purwo Widodo ◽  
Saifudin Zuhri ◽  
Djani Djani
Keyword(s):  
Organizational Leadership ◽  
Professional Growth ◽  
Team Leadership ◽  
Team Work ◽  
Loose Coupling ◽  
Professional Bureaucracy

Budaya organisasi pada tataran sekolah memerlukan pemimpin yang berkemampuan memobilisasi perkembangan dan perubahan yaitu melakukan kegiatan kreatif, menemukan strategi, metode, cara-cara, atau konsep-konsep yang baru dalam pengajaran agar pembelajaran bermakna dan melahirkan pendidikan yang berkualitas. Berkenaan dengan hal tersebut maka diperlukan kepemimpinan transformatif sebagai upaya untuk menghasilkan pendidikan yang mampu berdaya saing dan menghasilkann peserta didik yang mempunyai integritas kepribadian, sikap disiplin, kreatif, inovatif, dan kompetitif. Profesionalitas kepemimpinan pendidikan sebagai pemimpin transformasional perlu memiliki kompetensi, transparansi, efisiensi, dan kualitas tinggi. Strategi Pelaksanaan Kepemimpinan Transformatif   Kepala MI Perwanida Kota Blitar dan SD Islam Al Munawar Tulungagung dalam meningkatkan kebijakan daya saing pendidikan di lembaganya: (1) Di lembaga Madrasah/sekolah terjadi adanya kerjasama dengan wakil-wakilnya, guru-guru, dan staf dalam kerja tim (team work), sehingga memungkinkan terlaksananya peran kepemimpinan tim (team leadership); (2)  Di  lembaga Madrasah/sekolah  terjadi adanya peningkatan motivasi dan membangkitkan gairah kerja guru yang diorientasikan  pada terciptanya pertumbuhan personal dan profesional guru (personal and professional growth), sehingga memungkinkan terlaksananya peran kepemimpinan supervisi (supervisory leadership); (3) Di lembaga madrasah tercipta penataan organisasi madrasah, iklim hubungan yang bersifat loose coupling, dan mengubah struktur dan iklim birokrasi menjadi menyenangkan  (comfortable bureaucracy) atau profesional (professional bureaucracy) sehingga memungkinkan terlaksanya peran kepemimpinan organisasional (organizational leadership).

scholarly journals Functional competent approach to master training of future social work specialists

2019 ◽  
Vol 66 (3) ◽  
pp. 120-126
Author(s):  
Viktoriia Korneshchuk
Keyword(s):  
Higher Education ◽  
Social Work ◽  
Social Services ◽  
Professional Growth ◽  
Team Building ◽  
Team Work ◽  
Professional Activity ◽  
Competency Assessment ◽  
Joint Activity ◽  
Theoretical Concepts

The article substantiates the expediency of applying a functional competent approach to social work specialists training, which combines the requirements both with the content of this training and the ability of the future social worker to apply the acquired knowledge, skills and abilities in the direct execution of professional functions. The correlation of professional functions and competencies (general and special ones) of Masters in social work, determined by the Standard of higher education in specialty 231 «Social work» for the second (Master’s) level of higher education is determined. The possibility of forming separate competencies in the process of studying the discipline «Professional reliability of personnel of the socionomic sphere», provided by the Master’s training of future social workers at the Odessa National Polytechnic University, is analyzed, namely: the ability to think abstractly, analyze and synthesize; ability to conduct research at the appropriate level; the ability to generate new ideas (creativity); ability to understand and use modern theories, methodologies and methods of social and other sciences, including methods of mathematical statistics and quantitative sociological methods, in relation to the tasks of fundamental and applied research in the field of social work; ability to implement methods and technologies of innovative practice and management in the social work system; ability to evaluate the process and result of professional activity and quality of social services; ability for joint activity and group motivation, facilitation of group decision-making processes; ability to bring knowledge and own conclusions to specialists and nonspecialists; ability to effectively manage the organization in the field of social work. The tasks for the competency assessment of the learning outcomes (solve complex problems and problems that require updating and integration of knowledge in the context of incomplete / insufficient information and conflicting requirements; to show indepth knowledge and systematic understanding of theoretical concepts, both in the field of social work and in other branches of socio-humanities; collect and perform quantitative and qualitative analysis of empirical data; independently and autonomously to find information necessary for professional growth, to acquire it, to acquire and produce new knowledge, to develop professional skills and qualities; implement reflective practices in the context of the values of social work, responsibility, including to prevent professional burnout; to organize joint activity of specialists of different industries and non-professionals, to carry out their preparation for social work tasks, to initiate team-building and to coordinate team work; to develop criteria and indicators of the effectiveness of professional activity, to apply them in evaluating the work performed, to offer recommendations for quality assurance of social services and management decisions) within the study of the specified discipline are proposed.

Team Work in Context: Institutional Mediation in the Public-service Professional Bureaucracy

2010 ◽  
Vol 31 (8) ◽  
pp. 1069-1097 ◽  
Author(s):  
Rachael Finn ◽  
Graeme Currie ◽  
Graham Martin
Keyword(s):  
Public Service ◽  
Organizational Context ◽  
Team Work ◽  
Local Context ◽  
Professional Relationships ◽  
Local Conditions ◽  
The Public ◽  
Service Professional ◽  
Context Shapes ◽  
Professional Bureaucracy

This paper examines how context shapes team work within the public-service professional bureaucracy. We examine the effects of an interaction between both macro-institutional and local-organizational context upon the micro-negotiation of team work. Specifically, we consider how features of local context mediate professional-institutional effects. Drawing upon neo-institutionalism (Lawrence and Suddaby 2006; Powell and DiMaggio 1991), we view team members as ‘institutional agents’ (Scott 2008), shaping team work in ways that either reproduce or transform professional structures within particular local conditions. Exemplary of international government transformative efforts for public-service enhancement (Newman 2001; Osborne and Gaebler 1992), we focus upon a UK government initiative to reconfigure professional relationships through introducing team work in National Health Service genetic care. Findings from two qualitative, comparative case studies reveal contrasting outcomes: reproduction or transformation of the professional institution, respectively. Specific local conditions — organizational, and human and social in particular — combine to produce these divergent mediating effects towards inertia or change. This highlights the importance of antecedents to team work and taking a historical perspective to understand the influence of context. While the challenges of reconfiguring professional structures through team work are shown, our analysis also suggests optimism regarding possibilities for change, albeit within certain local conditions. The challenge for management and policy-makers becomes the extent to which — and indeed, if at all — such facilitative local environments might be supported.

scholarly journals Recent approaches in studying leadership in organizations

Sociologija ◽  
2002 ◽  
Vol 44 (2) ◽  
pp. 139-160
Author(s):  
Dusan Mojic
Keyword(s):  
Organizational Leadership ◽  
Team Leadership ◽  
Charismatic Leadership ◽  
Visionary Leadership ◽  
Contemporary Study ◽  
Substitutes For Leadership

Most influential recent approaches in studying organizational leadership were discussed in this article. Special attention is given to theories of transactional/transformational and charismatic leadership, having in mind their importance and wide presence in contemporary study of leadership in organizations. Other recent approaches such as visionary leadership, empowerment, team leadership etc. were also presented. Finally, an interesting view that leadership is sometimes irrelevant is discussed through an analysis of main standing points of theory about substitutes for leadership.

scholarly journals DETERMINANT FACTORS ASSOCIATED WITH PATIENT SAFETY CULTURE IN DHARMA YADNYA GENERAL HOSPITAL, BALI

2019 ◽  
Vol 10 (2) ◽  
pp. 139-146
Author(s):  
Ede Surya Darmawan ◽  
Putu Darmika
Keyword(s):  
Job Satisfaction ◽  
Patient Safety ◽  
Work Environment ◽  
Work Stress ◽  
Safety Culture ◽  
Quantitative Research ◽  
Team Leadership ◽  
Patient Safety Culture ◽  
Team Work ◽  
Cross Sectional

Patient safety is a global issue where the achievement is low, so that it needs to implement a patient safety culture. The patient safety culture is measured based on 12 elements of the patient's safety culture according to AHRQ and the application of 6 patient safety goals. Perceived causes of the problem is the work environment, team work, leadership, job satisfaction and job stress. At RSU Dharma Yadnya Denpasar, the staff's perception about patient safety culture is not known yet, but the incident rate is still high. The purpose of this research is to know the relation of determinant of factor which is related to patient safety culture. This research method is quantitative research with cross sectional design which analyzed by PLS, with sample of nurses and midwife implementer which is 72 respondent. The results of this study indicate that there is a significant correlation between work team, leadership, and work stress with the patient safety culture, respectively 3.707, 12.647, and 3.135> T Statistics 1.96. While there is no significant relation between work environment and job satisfaction with patient safety culture equal to 1,336 and 0,328 <T Statistic 1,96. This study concludes that teamwork, decreased levels of work stress and the application of transformational leadership models need to be applied in an effort to improve the patient safety culture in the hospital. Keywords: Determinants  factors, patient safety culture

scholarly journals Belonging and Social Integration as Factors of Well-Being in Latin America and Latin Europe Organizations

2020 ◽  
Vol 11 ◽  
Author(s):  
Silvia da Costa ◽  
Edurne Martínez-Moreno ◽  
Virginia Díaz ◽  
Daniel Hermosilla ◽  
Alberto Amutio ◽  
...  
Keyword(s):  
Latin America ◽  
Psychosocial Factors ◽  
Organizational Leadership ◽  
Group Processes ◽  
Well Being ◽  
Team Work ◽  
Social Intervention ◽  
Task Orientation ◽  
Emotional Climate ◽  
South Central

BackgroundStudies and meta-analyses found individual, meso and micro-social factors that are associated with individual well-being, as well as a positive socio-emotional climate or collective well-being.AimThis article simultaneously studies and examines these factors of well-being.MethodWell-Being is measured as a dependent variable at the individual and collective level, as well as the predictors, in three cross-sectional and one longitudinal studies. Education and social intervention workers (N = 1300, K = 80) from Chile, Spain and Uruguay participate; a subsample of educators (k = 1, n = 37) from the south central Chile and from Chile, Uruguay and Spain (n = 1149); workers from organizations in Latin America and Southern Europe, military cadets from Argentina (N &lt; 1000); and teams (K = 14) from Spanish companies.ResultsIndividual and collective well-being indicators were related, suggesting that the emotional climate as a context improves personal well-being. Individual factors (emotional creativity and openness and universalism values), psychosocial factors (low stress, control over work and social support supervisors and peers) were positively associated with personal well-being in education and social intervention context. Organizational dynamic or transformational culture is directly and indirectly associated with individual well-being through previously described psychosocial factors. Group processes such as internal communication and safe participation, task orientation or climate of excellence as well as leadership style that reinforces participation and belonging, were positively associated with collective well-being in labor and military context and predict team work socio-emotional climate in a longitudinal study- but were unrelated to individual well-being. Transformational leadership plays a mediating role between functional factors and social-emotional climate in work teams. Organizational role autonomy, functional organizational leadership, integration and resources were associated with collective well-being in organizations. Organizational leadership moderates the relationship between task orientation and collective well-being in military context.ConclusionIndividual and microsocial factors influence personal well-being. Meso level factors favorable to well-being through processes which reinforce social belonging, influence directly collective well-being and indirectly personal well-being. Leadership that reinforces participation and belonging play a central role for emotional climate. Stress and emotional climate playing an important pivotal role for psychological well-being.

scholarly journals IMPACT OF TEAM WORK ON TERTIARY INSTITUTION PERFORMANCE: A STUDY OF SELECTED COLLEGES IN FUNAAB

2019 ◽  
Vol 12 (1) ◽  
pp. 71-81
Author(s):  
O. O. OYEDELE ◽  
K. A. MALIK
Keyword(s):  
Team Performance ◽  
Team Leadership ◽  
Team Leader ◽  
Team Work ◽  
Education Sector ◽  
Tertiary Institution ◽  
Staff Members ◽  
Team Working ◽  
Collective Performance

Successful teamwork is being recognized as a necessity for many aspects of effective administrative assignments and team-leadership has proved effective in improving team performance. Using two management-related colleges of Federal University of Agriculture, Abeokuta (FUNAAB) as organization of study, ninety respondents were sampled through the use of questionnaire. It was concluded after analysis that the practice of team-working is and should be embraced by corporate organizations, especially tertiary institution i.e. the more collectively engaged staff members are, the better the outcomes for the organization generally. Likewise it was also concluded that working in well-structured teams with an effective team-leader is a predictors of both individual and collective performance. The recommendation among others was that other institutions (private/ public) in the education sector should emulate the FUNAAB team-working initiative in order to continually and effectively meet their corporate obligations. Keywords:, ,  

Creative Problem Solving in Public School Supervision

1989 ◽  
Vol 20 (3) ◽  
pp. 320-332 ◽  
Author(s):  
David A. Shapiro ◽  
Nelson Moses
Keyword(s):  
Public School ◽  
Problem Solving ◽  
School Environment ◽  
Professional Growth ◽  
Cognitive Learning ◽  
School Personnel ◽  
Collaborative Problem Solving ◽  
The Public ◽  
School Supervision ◽  
Team Functioning

This article presents a practical and collegial model of problem solving that is based upon the literature in supervision and cognitive learning theory. The model and the procedures it generates are applied directly to supervisory interactions in the public school environment. Specific principles of supervision and related recommendations for collaborative problem solving are discussed. Implications for public school supervision are addressed in terms of continued professional growth of both supervisees and supervisors, interdisciplinary team functioning, and renewal and retention of public school personnel.

Professional Growth: A Right or a Requirement? Problems of Continuing Education for Psychologists

1970 ◽  
Author(s):  
Peter M. Lewinsohn ◽  
Sherman Ross ◽  
Carl Zimet ◽  
Joseph Herrington
Keyword(s):  
Continuing Education ◽  
Professional Growth

The Role of Team Leadership in Enhancing Team Reflexivity

2005 ◽  
Author(s):  
Michaela C. Schippers ◽  
Deanne N. Den Hartog ◽  
Paul Koopman ◽  
Daan Van Knippenberg
Keyword(s):  
Team Leadership
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