scholarly journals The Necessary Competencies for Selecting Academic Leaders in the Sultanate of Oman in Light of the Vision of the Education Strategy 2040

2021 ◽  
pp. 91-104
Author(s):  
Wajeha Al Ani ◽  
Amal Al Kiyumi ◽  
Faiza Al Shidi
Keyword(s):  
Department Heads ◽  
Coding System ◽  
Sultanate Of Oman ◽  
Leadership Positions ◽  
Academic Leaders ◽  
Education Strategy ◽  
Technological Competencies ◽  
Personal Competencies ◽  
The University ◽  
Educational Field

This study aims to search for the necessary competencies to choose academic leaders in the Sultanate of Oman in light of the vision of the 2040 education strategy. To achieve this aim, a qualitative approach is used, by preparing an interview card that includes five main questions. The sample of the interview consists of nine individuals who occupy leadership positions at the university and whose work is related to the educational field. The sample consists of (the dean of the faculty and his assistants, a sample of department heads, the dean of admission and registration, directors of centres, and the head of the Quality and Accreditation Unit). The data collection period took about one month. The qualitative method is used to analyse the responses of the corresponding sample using the coding system NVivo according to the study fields. The results of the study show that one of the most important competencies mentioned in the responses is the following competencies: personal competencies, professional competencies, communicational competencies, planning competencies, adequacy of practices, and technological competencies, in addition to the importance of academic leaders possessing the cognitive ability in two main dimensions (academic specialization and professional specialization). Furthermore, there is the importance of having a cultural horizon that helps them deal with various groups of society. As for the factors that influence the academic leader's success and make him distinguished, these are his ability to work with others, to take responsibility, to have the drive for accomplishments, to have the ability to negotiate and conclude deals, and to have the ability to deal with crises or risks. Based on the results of the study, several recommendations and proposals are developed.

scholarly journals Ageism on Campus: Opportunities to Include Age in Diversity and Inclusion Efforts

2020 ◽  
Vol 4 (Supplement_1) ◽  
pp. 7-7
Author(s):  
Cassandra Barragan ◽  
Stephanie Wladkowski
Keyword(s):  
Older Adults ◽  
Older Students ◽  
Leadership Positions ◽  
Older Learners ◽  
University Campuses ◽  
Diversity And Inclusion ◽  
Midwestern University ◽  
Barriers And Opportunities ◽  
The Many ◽  
The University

Abstract Diversity and inclusion are essential perspectives on university campuses. In recent years, there has been a nationwide decline in admissions resulting in changes to traditionally FTIAC driven college campuses. An environmental scan was completed at a mid-sized midwestern university to explore age-inclusive barriers and opportunities for change. In-depth interviews were held with 28 EMU stakeholders representing a wide variety of ages in leadership positions across campus. Students aged 40 and above (N=248) were also surveyed about their experiences on campus. Qualitative analysis revealed ageist attitudes about older adults and older students from at all levels of the university. Results demonstrate that initial responses to ‘age-friendly’ focused on stereotypes of older adults, but attitudes adjusted when reframed as older learners and further refined when older learners were defined as 40 and above. Additionally, there was a distinct disconnect between ageist perceptions towards older adults and older students which highlights the importance of intergenerational opportunities as an approach to combat ageist attitudes on campus. While these barriers require long-term and complicated solutions, participants described the many benefits that older learners bring to enrich the campus. Results of this research revealed opportunities to reframe aging in the context of diversity and inclusion efforts on campus. Adopting diversity efforts to include age can benefit universities in not only admissions, classroom experiences, and connections to surrounding communities.

scholarly journals The role of school activities in reducing school dropout phenomenon from the point of view of the principals of public schools in the Deir Ala district in Jordan: دور الأنشطة المدرسية في الحد من ظاهرة التسرب المدرسي من وجهة نظر مديري المدارس الحكومية في لواء دير علا بالأردن

2020 ◽  
Vol 4 (4) ◽  
Author(s):  
Raida Hussein Mohammed Sous
Keyword(s):  
Public Schools ◽  
Strong Correlation ◽  
School Dropout ◽  
Point Of View ◽  
Department Heads ◽  
School Dropouts ◽  
School Activities ◽  
Descriptive Approach ◽  
Educational Field

The study aimed at uncovering the role of school activities in reducing school dropout phenomenon from the point of view of the principals of public schools in the Deir Ala district. The researcher used the descriptive approach. In order to achieve the goal of the study, The results showed that the role of school activities in reducing the phenomenon of school dropout with an average of (3.66). The order of the fields ranked in descending order according to the level of fields: Educational field, reached (3.92) (3.40), all of which are rated (high) That the administrative level of creativity of the department heads are high average (3.94), also showed a strong correlation by (0.82). In the light of the results, a number of recommendations and proposals were presented to raise the level of school activities to reduce school dropouts.

scholarly journals The Level of Psychological Security among Sample of Nizwa University students in the Sultanate of Oman: مستوى الأمن النفسي لدى عينة من طلبة جامعة نزوى في سلطنة عمان

2019 ◽  
Vol 3 (30) ◽  
Author(s):  
Mohammed Nasser Said Al-Sawafi
Keyword(s):  
University Students ◽  
Sultanate Of Oman ◽  
Significant Difference ◽  
Descriptive Approach ◽  
Males And Females ◽  
High Level ◽  
The University

    This study aimed to find out the level of Psychological Security of Nizwa University students and to find out the differences in level of Psychological Security according to gender (males/ females), the sample included (238) males and females. In order to achieve the objectives of the study, the descriptive approach was used. The researcher used the Maslow scale for the sense of Psychological Security and interpolation by Dawani and Dirani (1983) in the Abdullah’s study (1996) after verifying its validity and stability. The study sample (238) students from Nizwa University in the Sultanate of Oman were randomly chosen. The findings of the study could be summarized as the following: there is a high level of Psychological Security with Nizwa University students according to the comprehensive Psychological Security scale with a median (2.24) feeling with Psychological Security compares to threat with average (2.29) and feeling love to hatred with average (2.25) feeling with loyalty to loneliness with average (2.19), there is a significant difference at the level of α=0.05 between males and females in favour of the males. In light of the results, a number of recommendations and proposals were submitted to enhance the level of psychological security among students of the University of Nizwa, and the general Omani and Arab universities.    

scholarly journals Promoting a Culture of Engaged Scholarship and Mentoring Junior Faculty in the Reappointment, Tenure, and Promotion Process at a ‘Teaching First’ University

2016 ◽  
Vol 27 (2) ◽  
pp. 7-18
Author(s):  
Lisa Krissoff Boehm ◽  
Linda S. Larrivee
Keyword(s):  
Public Health ◽  
Junior Faculty ◽  
Collective Bargaining Agreement ◽  
Research Approach ◽  
State University ◽  
Engaged Scholarship ◽  
Academic Leaders ◽  
Community Projects ◽  
The University ◽  
The City

This paper analyzes the processes and outcomes involved with mentoring junior faculty in the reappointment, promotion, and tenure (RPT) process at a comprehensive state university and creating a culture supportive of engaged research. Although the university in this case study is governed by a collective bargaining agreement that prohibits the development of new written policies on RPT, the deans and other academic leaders can promote significant change through cultural means. The article will examine: the place of engaged scholarship within the reappointment, tenure, and promotion processes of the university; the university’s commitment to a cross-institutional research approach; the mentoring of faculty conducting innovative community projects; the university’s recent strategic plan initiative funding of collaborative cross-college and community projects; partnership with the city of Worcester’s Department of Public Health on applied scholarship related to five domains of public health currently establishedas the focus of efforts by the city and the region; and the innovative CitySpeak devised theater project. At this state university, strong leadership helped support a deepening culture of engaged teaching and scholarship and helped faculty negotiate the road of RPT.

scholarly journals Análisis de factibilidad de un sistema de educación B-learning: caso de estudio Universidad de San Buenaventura

2017 ◽  
Vol 10 (2) ◽  
pp. 7-19 ◽  
Author(s):  
Lilian Karina DeArco-Paternina ◽  
Hugo De Jesus Barrios-Barcelo ◽  
Ginna Mercedes Parra-Ortega
Keyword(s):  
Net Present Value ◽  
Petroleum Refining ◽  
Target Population ◽  
Financial Viability ◽  
Internal Rate Of Return ◽  
Corporate Education ◽  
Business Opportunity ◽  
Education Strategy ◽  
Technological Platform ◽  
The University

This article describes the feasibility of implementing the educational modality known as Blended learning in the specialization of petroleum refining and basic petrochemical processes engineering at the University of San Buenaventura, Cartagena branch. For this purpose, information was collected through virtual surveys carried out on the target population, the study of the economic and financial viability of the project was carried out and the results were presented to the corresponding entities of the University. Within the study, we identified nine drivers or agents motivating decision as well as the financial viability obtained through indicators such as net present value and internal rate of return. As a result, it was determined that the implementation of this modality creates a great business opportunity for the University, aligned with its corporate education strategy and with a spirit of service to the community. Consequently, this specialization could be carried out in the B-learning mode, due to the lack of time of the target population to attend one hundred percent classroom sessions and to the fact that the institution has the technological platform, financial support and Nationwide recognition. 

Emotional Intelligence and Job Performance of the Teaching Employees at University of Bohol, Tagbilaran City

2021 ◽  
Vol 9 (1) ◽  
pp. 101-127
Author(s):  
Joyce Marie T. Sumatra
Keyword(s):  
Emotional Intelligence ◽  
Job Performance ◽  
Survey Method ◽  
Full Time ◽  
Department Heads ◽  
Intelligence Scale ◽  
Self Evaluation ◽  
Evaluation Scores ◽  
The University ◽  
Overall Reliability

Emotional Intelligence (EI) is the ability to appraise and express one’s emotions, appraise and recognize the emotion of others, regulate one’s emotion, and use the emotion to facilitate one’s performance. Job performance of teaching employees refers to the instructional skills, personal & social qualities, educational leadership, and executive ability of the teachers, which is evaluated by the employees and their respective department/office head. This study was designed to examine the correlation between EI and job performance of the teaching employees. The study utilized a descriptive quantitative survey method using standardized questionnaires in gathering the data. The study respondents comprised 111 full-time teaching regular employees in different departments of the University of Bohol. This study used the Wong and Law Emotional Intelligence Scale with overall reliability between 0.77-0.91, which measured the EI of the respondents. Results displayed a significant positive correlation between EI and job performance. This study implies that as EI increases, the job performance of the teaching employees also increases. Moreover, the job performance between self-evaluation and office head evaluation does not significantly differ. This research indicates that the evaluation scores have no difference in how the teaching employees rated themselves and their respective office/department heads.

Leadership Training in Medicine—12 Years of Experience From the Feagin Leadership Program

2021 ◽  
Author(s):  
Brent Nosé ◽  
Eric Sankey ◽  
Dimitrios Moris ◽  
Joe Doty ◽  
Dean Taylor
Keyword(s):  
Personal Growth ◽  
Leadership Education ◽  
Medical Community ◽  
Leadership Positions ◽  
Leadership Program ◽  
Medical Trainees ◽  
Surgical Trainees ◽  
Duke University ◽  
The University ◽  
The Impact

ABSTRACT Introduction Increasingly, physicians find themselves in demanding leadership positions. However, leadership education for medical trainees remains lacking with most physicians reporting that they are ill-equipped to tackle the challenges of leadership. Here, we set out to describe the Feagin Leadership Program (FLP) and assess its reception and impact on trainees over the past 12 years. Materials and Methods During the 1-year FLP, selected scholars from Duke University, Wake Forest University, and the University of North Carolina participate in five leadership sessions, individual coaching, a leadership forum, and a multidisciplinary team–based capstone project. A 28-question survey with six optional free-response questions was distributed to the Feagin Alumni Network, and descriptive statistics were assessed. Results Since its founding, 212 scholars have graduated from the FLP and 117 (55%) alumni have gone on to surgical specialties. A survey was distributed among all Feagin alumni. A total of 56 (26%) surveys were completed. Forty-three percent (n = 24) had held at least one leadership position since completing the FLP. When asked about the impact of their experience, 96% (n = 54) said that the program encouraged them to pursue a position of leadership within their field, 95% (n = 53) stated that it prepared them for such a position, and 93% (n = 52) stated that the program positively influenced their decision to be involved with current or future positions of leadership. Conclusions Over the last 12 years, the FLP has demonstrated a high perceived impact on personal growth, leadership proficiency, and the decision to pursue leadership positions in medicine. The current dearth of leadership education for surgical trainees can best be addressed with models such as the FLP, with adoption benefiting medical trainees, the medical community, and patients they serve.

Subspecialty Employment Needs in Academic Radiology Settings Across Canada

2020 ◽  
pp. 084653712091081
Author(s):  
Darya Kurowecki ◽  
Bruce B. Forster ◽  
Michael N. Patlas
Keyword(s):  
Interventional Neuroradiology ◽  
Fellowship Training ◽  
Abdominal Imaging ◽  
Radiology Department ◽  
Department Heads ◽  
Academic Leaders ◽  
Academic Radiology ◽  
Employment Needs ◽  
Academic Year ◽  
New Hires

Purpose: The purpose of this survey was to identify current and projected subspecialty employment needs across Canadian academic radiology practices. Methods: An electronic survey was distributed to academic radiology department heads within the faculties of medicine at Canadian universities between September and October 2019. Respondents identified the number of partnership track radiologists hired in the last academic year, the number of fellowship-trained new hires, and the top 3 subspecialties for new and prospective hires. Descriptive statistics were used to summarize the data. Results: Nine academic radiology department heads responded to the survey (75% response rate) with good regional representation across Canada. Ninety-five percent of new hires within the last academic year were subspecialty fellowship trained. The top subspecialties for new hires in the last year were abdominal imaging and interventional neuroradiology, with 77.8% and 44.4% of academic leaders reporting them as one of the top 3 subspecialties, respectively. The top 3 subspecialties for prospective hires in the next academic year included musculoskeletal imaging (n = 6, 66.7%), followed by abdominal imaging (n = 5, 55.6%), with pediatric radiology (n = 3, 33.3%) and cardiothoracic imaging (n = 3, 33.3%) tying for third place. There was some variability in the subspecialty needs for hires between regions. Conclusions: The survey results provide valuable information about the current and future subspecialty needs of academic radiology practices. The data obtained can provide guidance to trainees regarding fellowship training options that will optimize their future employability.

scholarly journals The Method of Selecting Academic Leaders at Emerging Saudi Universities and its Relationship to Some Variables

2020 ◽  
Vol 9 (4) ◽  
pp. 69
Author(s):  
Share Aiyed Aldosari
Keyword(s):  
Current Method ◽  
Assistant Professor ◽  
Faculty Members ◽  
Academic Rank ◽  
Ministry Of Education ◽  
University Professors ◽  
Academic Leaders ◽  
Institutional Loyalty ◽  
High Level ◽  
The University

The study aimed to identify the current method used for selecting academic leaders at emerging Saudi universities from the viewpoint of faculty members working there, and whether there is a correlation between the method used and the following variables: job satisfaction, organizational justice, organizational commitment, productivity motivation, and institutional loyalty and affiliation. In order to achieve the goals of the study, the researcher designed a questionnaire that included identifying the method used. The questionnaire consisted of (31) items divided according to the variables mentioned, and it was distributed to the study sample (300 faculty members), randomly chosen from the study community (2382 members). The results showed that there is a correlation between the method used and the variables mentioned which were at an intermediate level, with the exception of the productivity motivation that was at a high level for university professors, despite the fact that the foregoing variables were lower than expected. This made the researcher recommend that the university and the Ministry of Education would review that mechanism and hold conferences and workshops in order to address it before these positive professors suffer from disappointment and job burnout. The study also revealed that there were statistically significant differences at the level of (α = 0.05) in experience in favor of (10) years or more, in the academic rank in favor of (Assistant Professor), and in officiality and contracting in favor of the contracting parties.

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