Meaning and Concept of Peace Leadership

2018 ◽  
pp. 27-47 ◽  
Author(s):  
Erich P. Schellhammer
Keyword(s):  
Transformational Leadership ◽  
United Nations ◽  
Leadership Styles ◽  
Charismatic Leadership ◽  
The Other ◽  
Authoritarian Leadership ◽  
Leadership Orientations ◽  
Major Development ◽  
Culture Of Peace ◽  
Leadership Components

The last 30 years witnessed a major development of leadership theory. There is now a wide variety of leadership styles available for leaders that are distinct from the previous paradigm of authoritarian leadership. The chapter intends to present the most popular leadership orientations and analyzes their capabilities for a culture of peace. Thus, conscious leadership modelled after Ubuntu leadership, authentic leadership, transformational leadership, servant leadership, charismatic leadership among others are analyzed to identify peace leadership components. This analysis will at least reveal two peace leadership principles. One is a vision of the leader that corresponds to the vision of a culture of peace as it has been developed by the United Nations. The other is a set of core values a peace leader needs to be effective in influencing followers to actualize a culture of peace. The chapter concludes by briefly describing the tool box of a leader to stay on course such as the practice of mindfulness and awareness of neuroplasticity.

Effects of Contemporary Leadership Styles and Employee Engagement on Customer Satisfaction in the Retail Grocery Industry in the US

2021 ◽  
pp. 274-298
Author(s):  
Lateef Melvin
Keyword(s):  
Transformational Leadership ◽  
Customer Satisfaction ◽  
Leadership Styles ◽  
Employee Engagement ◽  
Transactional Leadership ◽  
Quantitative Research ◽  
Charismatic Leadership ◽  
Leadership Theory ◽  
Grocery Industry ◽  
Retail Grocery

Competition within the retail grocery industry has reached an all-time high. Organizations looking to differentiate themselves from rivals are focusing on improved customer satisfaction. This quantitative research study investigated how customer satisfaction was related to contemporary leadership styles and employee engagement. Transactional leadership theory, transformational leadership theory, and charismatic leadership theory were used as the theoretical framework of the study. Regression analyses were conducted to determine the effect of contemporary leadership styles on employee engagement in addition to determining the extent of the relationship existing with customer satisfaction. The results of the study indicated both transactional leadership and transformational leadership positively impacted or increased employee engagement; however, transformational leadership proved to be a significantly higher predictor of employee engagement.

scholarly journals Investigation of the Relationship Between the Two-Dimensional Self-Esteem Perceptions and Leadership Orientations of the Faculty of Sports Sciences Students

2021 ◽  
Vol 4 (4) ◽  
Author(s):  
Ismail Karatas ◽  
◽  
Hayri Akyuz
Keyword(s):  
Charismatic Leadership ◽  
Self Esteem ◽  
The Self ◽  
The Other ◽  
Two Dimensional ◽  
Leadership Orientations ◽  
Other Hand ◽  
Questionnaire Form ◽  
Sports Sciences ◽  
The Relationship

This research was carried out to investigate of the relationship between the two-dimensional self-esteem perceptions and leadership orientations of the students of the faculty of sports sciences. In this context, the relational survey model, which is consistent with the main purpose of the study, was used in this quantitative study. A total of 323 students, 125 females and 198 males at the Faculty of Sports Sciences of Bartın University constitute the sample of the research. Convenience sampling method, one of the non-probabilistic sampling approaches, was used in the selection of the research group. Questionnaire form was used as data collection tool and this form consisted of three parts. The first part includes the “Personal Information Form,” the second part includes the “Two-Dimensional Self-Esteem: Self-Liking/Self-Competence Scale” and the third part includes the “Multidimensional Leadership Orientations Scale.” The descriptive statistics of the raw data obtained through the questionnaire form were first calculated by considering the data type. Then, the reliability of the scales related to the obtained data were investigated, and the difference and correlation tests were used in the statistical evaluation. In this direction, it has been determined that there are significant correlations within the scope of age and family income level variables. However, there was no significant relationship within the scope of personal income level variable. On the other hand, it was found that there are significant differences in the scope of department and actively doing sports variables. However, it was observed that there were no significant differences in the scope of gender, grade, and place of residence variables. On the other hand, it was determined that there were positive and moderately significant correlations between the participants’ scores of self-liking and political leadership, human resources leadership, charismatic leadership and structural leadership. In addition, it was found that there were positive and moderately significant correlations between the self-competence scores of the participants and the scores of political leadership, charismatic leadership and structural leadership. On the other hand, it was understood that there was a statistically significant positive and low-level correlation between the participants' self-competence scores and their human resources leadership scores. As a result, it can be said that as the self-esteem of the participants increases, their leadership orientation also increases. In this context, it can be said that increasing the self-esteem of the participants is an important concept in the context of leadership orientations.

scholarly journals AN INVESTIGATION ON CREATIVITY PERFORMANCE IN THE CONTEXT OF LEADERSHIP STYLES AND INDIVIDUAL ENTREPRENEURSHIP

2019 ◽  
Vol 7 (5) ◽  
pp. 2980-2999 ◽  
Author(s):  
Fikret SÖZBİLİR
Keyword(s):  
Empirical Study ◽  
Leadership Styles ◽  
Convergent Validity ◽  
Charismatic Leadership ◽  
Individual Characteristics ◽  
The Other ◽  
Creative Performance ◽  
Self Confidence ◽  
The Impact ◽  
Composite Reliability

Entrepreneurs are similar to leaders in terms of individual characteristics. At the same time, entrepreneurs who have high creative performance are considered as successful. This study aims to determine the impact of leadership styles (LS); democratic, managerial, and charismatic leadership on individual entrepreneurship perception’s (IEP) dimensions; planning, self-confidence, communication, motivation, and self-discipline, and impact of IEP’s dimensions on creativity performance (CP). In this empirical study, the data were collected from 286 entrepreneurs in Turkey. Data were analyzed using SmartPLS software and presented in tables. Internal consistency, composite reliability and convergent validity analyses results are sufficient. The findings showed that most of the LS’s dimensions have positive and significant impact on IEP’s dimensions. However, LS-Managerial hasn’t got a significant impact on Self-discipline dimension of IEP. LS’s all dimensions, except Charismatic, also have impact on CP. The other hand IEP’s dimensions have positive and significant impact on CP except Self-discipline.

scholarly journals Investigating the Leadership Style Effect on the Technology Transfer Effectiveness: A Proposed New Model (An Applied Study on the Dairy Manufacturing Sector in Egypt)

2016 ◽  
Vol 11 (10) ◽  
pp. 141
Author(s):  
Amal Farouk Soliman
Keyword(s):  
Transformational Leadership ◽  
Technology Transfer ◽  
Leadership Styles ◽  
Transactional Leadership ◽  
Leadership Style ◽  
Manufacturing Sector ◽  
Charismatic Leadership ◽  
Visionary Leadership ◽  
Manufacturing Plants ◽  
Applied Study

<p><strong>Purpose: </strong>Different leadership styles' effects on technology transfer effectiveness have not been implied in the literature. This study seeks to theoretically investigate the effect of five leadership styles; Classified according to personal authority of the leader; On technology transfer effectiveness.</p><p><strong>Design/methodology/approach:</strong> This study identifies five leadership styles which affect technology transfer effectiveness including transformational leadership, transactional leadership, visionary leadership, charismatic leadership and culture based leadership. This study associates these five leadership styles to technology transfer effectiveness. A conceptual model is tested using a survey data collected from a sample of manufacturing plants in the dairy manufacturing sector in Egypt.</p><p><strong>Findings: </strong>The results indicate that only four leadership styles significantly affect technology transfer effectiveness. Visionary leadership style has the strongest significant effect on technology transfer effectiveness, followed by culture based leadership style, then charismatic leadership style then transactional leadership. Transformational leadership does not significantly affect technology transfer effectiveness.</p><p><strong>Research Limitation/Implications: </strong>Transformational leadership has been observed to have no significant effect on technology transfer effectiveness. A set of refined transformational leadership measures should be developed in future studies.</p><p><strong>Practical Implications:</strong> This paper identifies the importance of leadership styles in achieving the success of technology transfer.</p><p><strong>Originality/value: </strong>This study provides a theoretical foundation for the effect of the leadership styles on technology transfer effectiveness in the dairy manufacturing plants. This study is one of the first efforts that empirically examine the effect of leadership styles on technology transfer effectiveness.</p><p> </p>

scholarly journals Relations and Effects of Transformational Leadership: A Comparative Analysis with Traditional Leadership Styles

2007 ◽  
Vol 10 (2) ◽  
pp. 358-368 ◽  
Author(s):  
Fernando Molero ◽  
Isabel Cuadrado ◽  
Marisol Navas ◽  
J. Francisco Morales
Keyword(s):  
Transformational Leadership ◽  
Leadership Styles ◽  
Organizational Outcomes ◽  
The Other ◽  
Organizational Outcome ◽  
Extra Effort ◽  
And Performance ◽  
Performance Satisfaction ◽  
Task Oriented ◽  
And Task

This study has two main goals: (a) to compare the relationship between transformational leadership and other important leadership styles (i.e., democratic versus autocratic or relations- and task-oriented leadership) and (b) to compare the effects of transformational leadership and the other styles on some important organizational outcomes such as employees' satisfaction and performance. For this purpose, a sample of 147 participants, working in 35 various work-teams, was used. Results show high correlations between transformational leadership, relations-oriented, democratic, and task-oriented leadership. On the other hand, according to the literature, transformational leadership, especially high levels, significantly increases the percentage of variance accounted for by other leadership styles in relevant organizational outcome variables (subordinates' performance, satisfaction and extra effort).

scholarly journals Investigation of the Relationship Between the Two-Dimensional Self-Esteem Perceptions and Leadership Orientations of the Faculty of Sports Sciences Students

2021 ◽  
Author(s):  
Ismail Karatas ◽  
Hayri Akyuz
Keyword(s):  
Charismatic Leadership ◽  
Self Esteem ◽  
The Self ◽  
The Other ◽  
Two Dimensional ◽  
Leadership Orientations ◽  
Other Hand ◽  
Questionnaire Form ◽  
Sports Sciences ◽  
The Relationship

This research was carried out to investigate of the relationship between the two-dimensional self-esteem perceptions and leadership orientations of the students of the faculty of sports sciences. In this context, the relational survey model, which is consistent with the main purpose of the study, was used in this quantitative study. A total of 323 students, 125 females and 198 males at the Faculty of Sports Sciences of Bartın University constitute the sample of the research. Convenience sampling method, one of the non-probabilistic sampling approaches, was used in the selection of the research group. Questionnaire form was used as data collection tool and this form consisted of three parts. The first part includes the “Personal Information Form,” the second part includes the “Two-Dimensional Self-Esteem: Self-Liking/Self-Competence Scale” and the third part includes the “Multidimensional Leadership Orientations Scale.” The descriptive statistics of the raw data obtained through the questionnaire form were first calculated by considering the data type. Then, the reliability of the scales related to the obtained data were investigated, and the difference and correlation tests were used in the statistical evaluation. In this direction, it has been determined that there are significant correlations within the scope of age and family income level variables. However, there was no significant relationship within the scope of personal income level variable. On the other hand, it was found that there are significant differences in the scope of department and actively doing sports variables. However, it was observed that there were no significant differences in the scope of gender, grade, and place of residence variables. On the other hand, it was determined that there were positive and moderately significant correlations between the participants’ scores of self-liking and political leadership, human resources leadership, charismatic leadership and structural leadership. In addition, it was found that there were positive and moderately significant correlations between the self-competence scores of the participants and the scores of political leadership, charismatic leadership and structural leadership. On the other hand, it was understood that there was a statistically significant positive and low-level correlation between the participants' self-competence scores and their human resources leadership scores. As a result, it can be said that as the self-esteem of the participants increases, their leadership orientation also increases. In this context, it can be said that increasing the self-esteem of the participants is an important concept in the context of leadership orientations.

scholarly journals The impact of leadership style on employee motivation in the automotive industry: A British perspective

2021 ◽  
Vol 16 (01) ◽  
Author(s):  
Nadezhda Angelova Vasileva ◽  
◽  
Palto Datta ◽  
Keyword(s):  
Transformational Leadership ◽  
Leadership Styles ◽  
Leadership Style ◽  
Automotive Industry ◽  
Employee Performance ◽  
Charismatic Leadership ◽  
Employee Motivation ◽  
Primary Data ◽  
Autocratic Leadership ◽  
The Impact

Purpose: The effectiveness of leadership is critical at all levels of the organisation. Different organisations use a variety of leadership styles and methods to improve employee performance by inspiring them and providing them with adequate opportunities. The research purpose is to examine the impact of leadership styles on employee’s motivation in the automotive industry in the United Kingdom. Methodology: The researchers used a deductive approach in conjunction with the quantitative method to determine the study's outcomes. A sample of 100 people was used for primary data using a questionnaire-based survey. Subjects are from the automotive industry, and the survey was carried out online. Findings: According to the results, Democratic Leadership Style (DLS), Autocratic Leadership Style (ALS), Laissez-faire Leadership Style (LFLS), Situational Leadership Style (SLS), Transformational Leadership Style (TLS), and Charismatic Leadership Style (CLS) are among the six study variables that are highly significant in terms of employee motivation. Autocratic Leadership Style (ALS) and Charismatic Leadership Style (CLS) were determined to be the study's less significant variables (CLS). The findings suggest that there is a positive relationship between leadership styles and employee motivation. Conclusion and study implications: The findings of this study can be used to develop strategies and achieve goals by developing and implementing a good leadership style. Transformational leadership is important, and leaders and managers should strive to demonstrate it in their daily activities. This study's findings have both academic and commercial implications. Leaders should use suitable styles and an inclusive and equitable incentive scheme to motivate employees by setting expectations.

scholarly journals Nursing Lecturers’ Transformasional Leadership In Classroom Management At Nursing And Health Faculty Of Muhammadiyah University Of Semarang

2019 ◽  
Vol 1 (2) ◽  
pp. 83
Author(s):  
Tri Hartiti ◽  
Ernawati Ernawati
Keyword(s):  
Transformational Leadership ◽  
Nursing Students ◽  
Classroom Management ◽  
Process Management ◽  
The Other ◽  
Leadership Model ◽  
Descriptive Research ◽  
Inspirational Motivation ◽  
Leadership Components ◽  
The One

A nursing lecturer is an individual responsible for learning process management of nursing students who are expected to professionally provide health services (care provider) in the forms of biological, psychological, social, and spiritual services to individuals, families, and communities in the future. A nursing lecturer is expected to have competences as a classroom management leader who gives opportunities for students to properly actualize their emotions, the one who effectively utilizes resources, and who does not only focus on the working results (Cummings et al., 2010 and Wong, 2012) known as transformational leadership. Transformational leadership is widely acknowledged as one leadership model which improves human resources. This research aims to figure out the lecturers’ transformational leadership in classroom management at Nursing and Health Faculty of Muhammadiyah University of Semarang. This non experimental (descriptive) research is conducted with a survey approach on a population of 24 nursing lecturers fulfilling inclusion criteria. Result of the reseacrh showed that 79.2% of nursing lecturers are females with an average of 42 years old. 93.9% are master graduates. 54.2% of lecturers have good transformational leadership while the other 45.8% still have poor transformational leadership. 70% of lecturers have charismatic competence while the other 30% have less charismatic competence. 62.5% of lecturers have idealistic persuasive competence while the other 37.5% have less idealistic persuasive competence. 54.2% of lecturers have good inspirational motivation competence while the other 45.8% have less inspirational motivation competence. Most transformational leadership components in classroom management are classified into the good category. However, 45.5 % of them tend to be poor.

scholarly journals The impact of leadership styles on innovation - a review

2016 ◽  
Vol 3 (4) ◽  
pp. 22-41 ◽  
Author(s):  
Peter Kesting ◽  
John Parm Ulhøi ◽  
Lynda Jiwen Song ◽  
Hongyi Niu
Keyword(s):  
Transformational Leadership ◽  
Leadership Styles ◽  
Distributed Leadership ◽  
Charismatic Leadership ◽  
Research Needs ◽  
Participative Leadership ◽  
Four Dimensions ◽  
Ceo Leadership ◽  
The Impact ◽  
Do So

This paper reviews the insights that research offers on the impact of different leadership styles on innovation. To do so, we develop a framework, structuring research insights into four dimensions: people, means, effects, and goals/outcomes for innovations. Based on this framework, we review publications on: directive and participative leadership, interactive leadership, charismatic leadership, transformational leadership, transactional & instrumental leadership, strategic & CEO leadership, and shared & distributed leadership. We find strong indications that different innovation stages and types raise different demands on leadership. Against this background, transformational leadership is not the only style to lead innovations, but different leadership styles fit differently well with different innovation types and stages. However, the specification of this fit is still very incomplete and the answer to the question of how to lead innovations remains sketchy. In result of the review of this paper we map existing insights and research needs.

FORCE MAJEURE, CHANGE OF CIRCUMSTANCES AND TERMINATION OF CONTRACT

2016 ◽  
Vol 3 (1) ◽  
pp. 31-44
Author(s):  
Shiyuan Han
Keyword(s):  
United Nations ◽  
Contract Law ◽  
Unified Model ◽  
The Other ◽  
Final Decision ◽  
Dual Model ◽  
Chinese Law ◽  
Force Majeure ◽  
United Nations Convention ◽  
Distinct Line

It is impossible to draw a distinct line between force majeure and change of circumstances, because the two overlap. In order to regulate both force majeure and change of circumstances, the United Nations Convention on Contracts for the International Sale of Goods (CISG) has adopted a unified model in article 79, whereas Chinese law adopts a dual model by treating them as different things and regulating them in different articles. Where the purpose of a contract becomes impossible to achieve because of a force majeure and both the CISG and Chinese Contract Law (the CCL) adopt the same model of termination of the contract, the contract should be terminated by one party with a notice to the other party instead of ipso facto avoidance. In a case of a change of circumstances, in order to terminate the contract, both the CISG and the CCL actually follow the path of raising an action by a notice of avoidance or termination to theother party. Both approaches have their merits and demerits but the differences between them in practice are not as large as presumed. Where force majeure and change of circumstances overlap each other, possible ways for termination of the contract are for a party either to choose their preferred solution or to follow the lex specialis derogat generali. The latter way is preferred in this article; and while in an action for termination the judge may balance the interests of both parties in making a final decision, the uniform application of the law, the safety of the transaction and the fairness of the judgment may be ensured in so doing.

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