Leadership as a Life Skill in Strengthening the Culture of Educational Institutions

Leadership is regarded as the prime factor for making improvements in educational institutions effectively and also facilitates the achievement of desired goals and objectives and making improvements in the system of education. It is one of the main factors linked with the achievement and failure of any organization. Leadership style is the way in which people are directed and motivated by a leader to attain organizational goals. Life skills are defined as “a group of psychosocial competencies and interpersonal skills that help people make informed decisions, solve problems, think critically and creatively, communicate effectively, build healthy relationships, empathize with others, and cope with and manage their lives in a healthy and productive manner. This study is based on the impact of leadership as a life skill in educational institutions. With the viewpoint of the school, the leadership of the principal is very important. His role and duties will affect all aspects of school organizational life. At the school organizational level, leadership of the principal is the main determinant which act as a link between the individual lives with the outlooks of any organization in the future. This study aims to how leadership as a life skill impacts the performance of educational institutions. This paper is a conceptual based paper which gives theoretical verification to support the idea. The results of the paper suggest that the leadership style is a strong element in enhancing the performance of any institution as it enhances the culture of the organization and the employees’ values in the organization.

The University of Students: A place for joint self-education

In this article, we explain, explore, and problematize the formation, organization, leadership, and daily educational life of the first (to our knowledge) international democratic university of students (UniS) in the 21st century. UniS is run by the students, for the students, and with the students for their diverse purposes, desires, interests, and needs. A student is anyone who freely chooses to study something for whatever reason. Everyone can become a student at any time without any high school credits, fees, bureaucracy, tests, or any other form of human suffering. But what exactly is UniS? Why students? What if…? How can one visualize UniS, which is “so vague, so bizarre, so unnecessary to me!” What are its philosophical principles? Who are we? What does the University of Students look like? In the spirit of curiosity, wonder, leisure, fun, freedom, and love for learning, we invite the reader to attend and connect with two working edu-clubs of UniS: a movie club “Schooling Around the World and Time” and an “Educationalist Club.” In addition, we discuss some of the main issues, limitations, and challenges, including the civilization of the necessities, colonization of the human spirit by the economy, a lack of genuine leisure, and toxification of the human by foisted education. The open-ended, poetic conclusion lets the readers form their own interpretations, ideas, questions, and answers about UniS. What is the future of UniS? And only time will tell, 10, 100 years later or 100 light-years from now.

Impact of Leadership Styles toward Employee Engagement among Malaysian Civil Defence Force

It is a fact that organization’s success and failure heavily depend on employees and employee engagement is found as one of the important indicators to engage work force in any organization. It has been repeatedly discussed by researchers in the past years and it was established that employee engagement is affected by variation in leadership styles. Many drivers regarding employee engagement have been identified, thus making the concept of employee engagement clear and more understandable for the employer. It also impacts employee performance and wellbeing as found by the past researchers. Leadership style also play a significant role in employee engagement. Leadership style is usually associated with the engagement of an employee and became the most important driver that may create culture of employee engagement in the organization. Leadership style also helps to drive optimal level of productivity in an organization and maintain employee trust. This study aims to identify the engagement level of employees in Malaysian Civil Defense Force and its relationship with leadership style. This research used Multifactor Leadership Questionnaire (MLQ) as a research instrument. SPSS software package for social sciences version 22 was used to analyze the data in this study. Finding of this study shows that leadership styles have a significant impact on employee engagement especially transformational leadership has a significant relationship with employee engagement. Therefore, from the findings of this study, it is suggested for the future researchers to use the mix method in collecting data so that the findings will be more accurate and detailed and can be generalized.

COLLABORATIVE ENGINEERING AND ITS IMPLICATION IN THE ORGANIZATIONAL ENGAGEMENT IN THE INDUSTRIAL SECTOR

As suggested by several previous studies, employee and managerial engagement is a key factor in an organization's productivity and performance. Positive leadership styles, social support and autonomy, among others, have been proposed as predictors of engagement. Collaborative learning has multiple advantages over learning in competitive and individual situations, including the development of high-skill social competencies, and collaboration and teamwork per se. This paper analyses the correlation between the level of engagement, employees' perception of collaboration and other common predictors of organizational commitment over a seven-year period of field analysis (2014-2020) in multinational companies in the industrial sector. The study shows that the perception of collaboration is significantly positively correlated with engagement and can be a good predictor of engagement. This suggests the suitability of both the adoption of collaborative learning methodologies to middle and higher degrees linked to industry, as well as the promotion by industrial organizations of the application of collaborative engineering and other methods and means for collaborative work. KEY WORDS: Work engagement; employee engagement; industrial organization; leadership; collaborative learning; cooperative learning; distance learning; collaborative engineering.

Features of collective creativity and definition of creative potential in modern organizations

The article provides a theoretical analysis of the problem of management of collective creativity in organizations. The relevance of identifying creative employees in companies and encouraging the manifestation of creative decisions among all staff, the importance of developing the creativity of the individuals and the group as a whole are substantiated. Studies that prove that creativity plays an critical role in the management of the organization and the company's competitiveness in the labor market are analyzed. The key concepts that underlie collective creativity are considered: creative decisions, creative abilities, innovative activity, favorable climate of the organization, etc. The specifics of creativity in connection with managerial and psychological aspects are revealed. There are two main categories of creativity research at the organizational level: the characteristics of members of the organization and the characteristics of the organization that promote and develop the creative abilities of employees. The characteristics of support for collective creativity in the organization are highlighted: strategy (strategies with an emphasis on innovation indicate the need for creativity and innovation in organizations), organizational culture (organizational culture that affects how employees value creativity, as a challenge to different subcultures to interact with each other to gain shared experience), methods (as the need for formal and informal methods to encourage interactions, methods that are developed in relevance to the specific needs and context of the organization), leadership (as support for creativity, where leaders could set goals for creativity and encourage employees to use the full potential of individual employees and collective creativity).

Impact of Leadership Styles on Organizational Performance

Leadership is one of the key determinants associated with the success and failure of any organization. Leadership style is the manner in which people are directed and motivated by a leader to achieve organizational goals. This study examines the impact of leadership styles on the organizational performance.

Pengaruh Kepemimpinan Terhadap Kinerja UMKM Kuliner di Kabupaten Jember Melalui Learning organization Sebagai Variabel Intervening

Micro, small and medium enterprises (MSMEs) are productive economic enterprises owned by individuals and entities as regulated in Law No. 20 of 2008. Culinary SMEs are sub-sectors of the creative economy that have great potential. The problems that exist in culinary SMEs are very many, especially HR problems that can affect performance. It is necessary to have human resources who have a leadership spirit who can later implement learning organizations to improve the performance of culinary SMEs. The purpose of the study was to determine the influence of leadership and learning organization on the performance of culinary SMEs in Jember Regency, either directly or indirectly. The research employed quantitative descriptive. The research location was in Jember Regency. The number of research samples was 98 respondents. The data analysis method used path analysis. The results of the leadership analysis influence in developing a learning organization. Leadership has a role in developing the performance of culinary SMEs both directly and indirectly. Learning organization influenced the development of the performance of culinary SMEs. All of the research hypotheses were accepted. Usaha mikro, kecil dan menengah (UMKM) adalah kegiatan yang berisi tentang ekonomi produktif. Adapun pemiliknya adalah satu orang maupun organisasi yang tertuang dalam Undang – Undang Nomor 20 Tahun 2008. UMKM kuliner merupakan subsektor ekonomi kreatif yang mempunyai potensi besar. Permasalahan yang ada pada UMKM kuliner sangat banyak terutama permasalahan SDM yang dapat mempengaruhi kinerja, sehingga diperlukan SDM yang mempunyai jiwa kepemimpinan yang nantinya dapat menerapkan learning organization untuk peningkatan kinerja UMKM kuliner. Penelitian ini bertujuan mengetahui pengaruh kepemimpinan dan learning organization pada kinerja UMKM kuliner di Kabupaten Jember baik langsung maupun tidak langsung Jenis penelitian menggunakan deskriptif kuantitatif. Lokasi penelitian di Kabupaten Jember. Jumlah sampel penelitian 98 responden. Metode analisis data menggunakan analisis jalur. Hasil analisis kepemimpinan mempunyai pengaruh dalam mengembangkan learning organization. Kepemimpinan mempunyai peran dalam mengembangkan kinerja UMKM kuliner baik secara langsung maupun tidal langsung. Learning organization mempunyai pengaruh dalam mengembangkan kinerja UMKM kuliner. Hipotesis penelitian ini diterima semua.

Conflict in Organizations and Organizing

Organizational communication scholars define conflict as interaction among interdependent people who perceive opposition in their goals, aims, and /or values, and who see the other(s) as potentially interfering with the realization of these goals, aims, or values. Given that organizations consist of interaction among interdependent people, conflict is inherent to organizational communication. Organizational conflict scholarship includes a rich and diverse body of literature that spans theoretical and disciplinary perspectives as well as methodological approaches and disparate goals, ranging from describing to understanding and predicting conflict behavior, impacts, and outcomes. Scholars conceptualize conflict as both a challenge to the status quo and an opportunity for innovation, creativity, and improved understanding and communication. Research on conflict in organizations has often focused on conflict styles to examine common approaches to resolving or managing conflict. Styles are often defined as predispositions, with the recognition that people also choose a conflict style based on characteristics of a specific conflict situation. The five styles are described as competing, collaborating, cooperating, accommodating, and avoiding. While there are hundreds of studies examining these styles, virtually all of them conclude that collaborating and cooperating styles are considered most appropriate and effective, while competing and avoiding styles are perceived as inappropriate and least effective, especially in the long term. Nonetheless, each style may be appropriate under specific circumstances. Other important dimensions of organizational conflict include how it is managed by leaders and members (supervisors and subordinates), intercultural conflict, and conflict within and across groups. Research has found a relationship between how organizational leaders manage conflict, their openness to the related phenomenon of employee dissent, and employee satisfaction with the organization, leadership, and their perceptions of organizational justice. An important consideration in all conflict contexts is attention to face concerns. In conflict with superiors, in intercultural conflict, and in conflict in work groups, communication that attempts to protect, rather than threaten, each party’s image is most likely to be collaborative, meet all parties’ interests, and maintain relationships. Because it can be especially difficult to manage conflict when there are power differences, it is helpful when organizations create a conflict management system (CMS) to assist organizational members. A CMS often includes a third party who can help organizational members better understand their conflict and assess their options, such as an ombudsperson or an employee relations advisor. CMSs may also provide an array of less costly alternatives to the formal grievance process or litigation, such as mediation and conflict coaching. An important arena in conflict scholarship focuses on conflict education, which examines curricula and programs for all levels, from K-12 to higher education, with the goals of creating communities grounded in shared responsibility and social justice. Research on the development of conflict education and training at all levels is necessary to help foster the innovative and transformational potential of conflict and its management.

Social functions of youth associations through the prism of the activists’ opinion

According to the results of the sociological survey conducted in 2019 (N = 350 people on probability quota-target sample), the synthesis of social and individual needs of young people was revealed when social solidarity as an urgent need is combined in the work of its associations with functional emotionality, satisfaction from meaningful fullness of interesting and useful activities. The popularity of youth groups’ activities, according to the younger generation, depends more on their socio-cultural content with the inclusion of an emotionally-positive context, helping to express themselves (conferences, concerts), and on the other hand – to feel unity with other participants (processions, demonstrations, etc.). These motives act as a direct indicator of the self-determination of the individual, the demand and feasibility of their subjective civil rights, the expression of a personal understanding of their social status and capabilities. 72,0% of the activists surveyed pointed to the Internet as the main source of information about the activities of youth associations which demonstrates the trans-progressivity of young people. However, traditional habits of young people are also strong. The second most popular source of information was communication with relatives, friends, the beloved ones (53.3%), which confirms the significant role of resources of network social connections. In the course of youth’s association activities both the personal qualities of the younger generation (accuracy, attentiveness, analytical thinking), and social qualities (planning skills, self-organization, leadership, communication) develop. In other words, participation in youth activities is associated with the mechanism of implementation of young people’s needs and interests, and, at the same time, serves as a source of changes in their personal values, and forms certain stereotypes of consciousness and behavior of the younger generation.

Understanding the Relationship Between Youth Voluntary Organization, Leadership and Intergroup Relationship in Sabah, Malaysia

If the youth voluntary associations’ common goals are to be achieved, their leaders must embrace leadership ethics that are the most effective in leading and motivating people to actively execute their job. In carrying out their leadership role, it is also important to note that the leaders always required considering the role played by the factor calls intergroup relations. Accordingly, based on literature as well as documents review, this paper briefly discusses the importance of understanding the relationship between leadership ethics and intergroup relations in effort to consolidating youth development in Sabah. The paper thus shows that leadership ethics is a key determining factor in the attainment of youth voluntary common goals with consideration of intergroup relationship factor within the organization. Nevertheless, it is argued that a further study to be done for clarification on this matter.