Career and Professional Development of the Head of the Organization

The present research featured the career and professional development of the head of a modern organization. The status and career development of specialists and managers often come into dissonance. Managerialism, corruption, and other deformations create contradictions that require targeted and large-scale efforts, e.g. innovative career management technologies. The research objective was to analyze modern problems of managing the career and professional development of CEO personnel. The career and professional path of a CEO is a cultural phenomenon. They are closely related to one's development as a personality, a partner, and a specialist, which forms a system of competencies. These competencies also reflect and generate changes in the area of intrapersonal and interpersonal improvement. Personal development depends on the accumulation and processing of life and career experience. As a rule, this experience is neither purposeful nor reflexive. As a result, it gives little large-scale effect. The study and reflection should prevent and correct violations of professional-labor and social-career development, including careerograms, customized work trajectories, psychotechnologies of career management, etc. Performance of a manager is a multilevel system of interconnected individual components. Managerial performance can be improved as a systemic correlation of the existing and emerging qualities of a manager with the peculiarities of the organization, i.e. corporate culture, socio-psychological climate, internal education and mutual assistance, a system of selection and support, a system of professionally important qualities of an effective leader, ergo design of staff, psychophysiological harmony, etc.

Pemimpin Idaman Dalam Masyarakat Multikultural

<p><em>This study aims to formulate indicators and characteristics of an effective leader and are desired by a multicultural society. This research is important to answer various problems or conflicts that occur in Indonesian society, especially social conflicts related to religion. Based on the existing literature, it is explained that the factors associated with effective multicultural leadership to deal with social conflict are personal identity, individual competence and individual experiences related to diversity. The method used in this article is through normative research or through literature searches such as books, journals, papers and other sources that are considered to be similar or relevant. The results of the research in this article indicate that factors related to multicultural leadership expected by society are one's innate nature, values that support diversity that are instilled early in a person and environmental factors that can provide experiences to increase cultural intelligence. In the indicators there are innate traits that are important to have, such as: patient, courageous, assertive and innovative.</em></p>

Improvement of the Pedagogical Staff Management in Vocational and Technical Institutions in the Course of Employment

The article discusses the main issues related to the study of important aspects of management of pedagogical staff in vocational and technical institutions in the process of labour activity. The tasks, principles, organizational forms, content, directions and the mechanism of control teaching staff in the new socio-economic conditions of functioning of vocational and technical institutions are lighted on the basis of the detailed analysis of literary sources by the author and the main concepts of the identified problems are analyzed. The necessity of revitalization of the strategy and policy of personnel management of vocational schools is proved, their essence, tasks and principles of the vocational and technical education system are revealed. The tasks of team personnel management which were given to the conditions of such activities are clarified. In the research work the considerable attention to the main roles and respective functions of the head of the educational institution in the management of the teaching staff is paid; the typical features of activities of effective leader and affecting its effectiveness factors are highlighted; compulsory skills and necessary qualities of the modern leader that form the foundation of effective personnel management are classified. In the conclusions the author summarized the results of a study on this stated issue.

Management Competency Model: Predictive Neural Network Approach for Empirical Components of Construction Project Proficiency

Management competencies are skills that incorporate the understanding, proficiencies and qualities essential for successful performance. Individuals in the top of the organizational hierarchy presents himself being an effective leader by immersing to a readily difficult activity in the project. Molding the important management competencies was found to be hard since the efficacy of a competent construction manager is dependent on countless administrative aspects. The current study intended to offer a construction management competency for human resource development in construction companies. Utilizing this competency model, the company could increase its performance capacity and productivity. This study developed a competency theory and a hybrid predictive model with specific foci on construction managers. The Management Competency Framework Assessment Instrument was developed, following an approach through factor-item analytic mode. Furthermore, this research constructs a predictive performance model using Artificial Neural Network through the factors associated to successful management performance. A sensitivity analysis was also implemented to assess the relative importance of individual factors to the effective construction performance.

Transformational Leadership and Organisational Effectiveness in Wellington Secondary School Sport Coordinators

<p><b>Leadership is one of the most commonly observed yet least understood constructs in management. Despite this, many will contend that an effective leader will precede an effective organisation. Of the various theories on leadership, the transformational-transactional model has been promoted as a most desirable and effective style (Bass & Riggio, 2006; Northouse, 2012). This leadership style has been shown to positively enhance followers’ job satisfaction, extra effort and perceived leader effectiveness. Within the New Zealand sporting landscape, and more specifically secondary school sport, a sportscoordinator who exhibits transformational leadership may have the potential to overcome a scarcity of resources and empower coaches to perform beyond the resources available and beyond their expectations.</b></p> <p>This research followed a mixed-methods research design by collecting data through self-administered surveys and semi-structured interviews. At the first stage, a convenience sample of twenty-six Wellington sport coordinators completed a self-rater version of the Multifactoral Leadership Questionnaire (MLQ), in order to determinine their leadership profile, their predominant leadership style and related perceptions of organisational effectiveness. As a second stage, semi-structured interviews with four sport coordinators provided a richer and deeper understanding of the school sport environment and how leadership can positively affect outcomes.</p> <p>More than a decade earlier, Pope (2002) claimed that secondary school sport had seldom been the subject of attention for researchers, particularly within New Zealand educators. To this day, there is still a limited knowledge base; therefore, the aim of this research was therefore to determine what constitutes an effective leader in the New Zealand Secondary School Sport context. In addition, findings are intended to provide insight about which leadership attributes are valued as contributing to a sports coordinators’ ability to manage their school’s sporting provision effectively.</p> <p>Findings show that the transformational leadership behaviours of secondary school sports coordinators are significantly related in several ways to aspects of organisational effectiveness. By contrast, the research also finds that coordinators who exhibited management-by-exception and laissez faire leadership styles and behaviours were perceived as less effective, whilst also having minimal positive impact on coach job satisfaction and exertion of extra effort by followers and others in the system. Of particular interest are findings that indicated transformational leaders are perceived as most effective, especially in attracting and retaining coaches, whilst specific behaviours such as contingent reward behaviours may also impact coaches to exert extra effort in executing their roles.</p> <p>Practical implications are drawn from the findings and are provided to assist secondary schools in considering how to ensure quality and sustainability in sporting provision, and how to seek, recruit, promote, and retain sports coordinators who exhibit transformational leadership behaviours. The insights provided may also allow researchers and educators to better understand the relevance of leadership styles in influencing different aspects of organisational effectiveness in secondary school sport.</p> <p>The research was necessarily limited to secondary school sport in the Wellington region of New Zealand, and generalisability is only possible to the extent that the research complements other studies. The research was also limited by time, and access to relevant secondary school sport coordinators. Nevertheless, the research was intended to explore a previously under-researched domain, and succeeds in this matter. However, future research would benefit from increasing sample size, greater cross-sectional representation of schools, and employing ethnographic research methodology to assist in explaining the phenomenon further and to a greater depth. Additionally, it is recommended to utilise alternative and more comprehensive conceptions of organisational effectiveness to more fully understand the consequences of leadership behaviours.</p>

Transformational Leadership and Organisational Effectiveness in Wellington Secondary School Sport Coordinators

<p><b>Leadership is one of the most commonly observed yet least understood constructs in management. Despite this, many will contend that an effective leader will precede an effective organisation. Of the various theories on leadership, the transformational-transactional model has been promoted as a most desirable and effective style (Bass & Riggio, 2006; Northouse, 2012). This leadership style has been shown to positively enhance followers’ job satisfaction, extra effort and perceived leader effectiveness. Within the New Zealand sporting landscape, and more specifically secondary school sport, a sportscoordinator who exhibits transformational leadership may have the potential to overcome a scarcity of resources and empower coaches to perform beyond the resources available and beyond their expectations.</b></p> <p>This research followed a mixed-methods research design by collecting data through self-administered surveys and semi-structured interviews. At the first stage, a convenience sample of twenty-six Wellington sport coordinators completed a self-rater version of the Multifactoral Leadership Questionnaire (MLQ), in order to determinine their leadership profile, their predominant leadership style and related perceptions of organisational effectiveness. As a second stage, semi-structured interviews with four sport coordinators provided a richer and deeper understanding of the school sport environment and how leadership can positively affect outcomes.</p> <p>More than a decade earlier, Pope (2002) claimed that secondary school sport had seldom been the subject of attention for researchers, particularly within New Zealand educators. To this day, there is still a limited knowledge base; therefore, the aim of this research was therefore to determine what constitutes an effective leader in the New Zealand Secondary School Sport context. In addition, findings are intended to provide insight about which leadership attributes are valued as contributing to a sports coordinators’ ability to manage their school’s sporting provision effectively.</p> <p>Findings show that the transformational leadership behaviours of secondary school sports coordinators are significantly related in several ways to aspects of organisational effectiveness. By contrast, the research also finds that coordinators who exhibited management-by-exception and laissez faire leadership styles and behaviours were perceived as less effective, whilst also having minimal positive impact on coach job satisfaction and exertion of extra effort by followers and others in the system. Of particular interest are findings that indicated transformational leaders are perceived as most effective, especially in attracting and retaining coaches, whilst specific behaviours such as contingent reward behaviours may also impact coaches to exert extra effort in executing their roles.</p> <p>Practical implications are drawn from the findings and are provided to assist secondary schools in considering how to ensure quality and sustainability in sporting provision, and how to seek, recruit, promote, and retain sports coordinators who exhibit transformational leadership behaviours. The insights provided may also allow researchers and educators to better understand the relevance of leadership styles in influencing different aspects of organisational effectiveness in secondary school sport.</p> <p>The research was necessarily limited to secondary school sport in the Wellington region of New Zealand, and generalisability is only possible to the extent that the research complements other studies. The research was also limited by time, and access to relevant secondary school sport coordinators. Nevertheless, the research was intended to explore a previously under-researched domain, and succeeds in this matter. However, future research would benefit from increasing sample size, greater cross-sectional representation of schools, and employing ethnographic research methodology to assist in explaining the phenomenon further and to a greater depth. Additionally, it is recommended to utilise alternative and more comprehensive conceptions of organisational effectiveness to more fully understand the consequences of leadership behaviours.</p>

Is a Title Necessary to Become an Effective Leader?: A Theoretical Perspective

There has been a lot of talks lately about the need for a title/position to be a true leader among academics and researchers. Likewise, most people are confused about the title and the action of a leader in an organization. The words on the street are that most of the leaders believe in their titles, not in their actions, as well as in most of the research on leadership are characterized by fragmentation and conflicting nomenclatures. These confusions and conflicts must be solved through adequate reviewing and research studies. The primary goal of the study is to find out if the title is needed to be a leader and to identify the key qualities to be an action-oriented leader. The review is a stand-alone literature review conducted using the electronics databases such as EBSCO, DOAJ, RESEARCH LIFE, EMBASE and Google Scholar. The information on leadership, effective leadership positions and qualities of effective leaders was obtained after reviewing relevant research papers from these different journals. The present review shows some rough ideas on how to be an action-oriented leader without a title. It also showed that communication skills, trust, pragmatism, and relationship building are the most important qualities of leaders to enhance the personal power to gain organizational power, to be the most effective and dynamic leader, the present review suggests some requirement of additional skills such as trust, compassion, stability, hope, relationship and influential skills to make an impact in the 21st century leadership environment.

ABOUT THE PROBLEM OF PSYCHOLOGICAL REQUIREMENTS FOR THE PERSONALITY OF THE LEADER IN LEGAL PSYCHOLOGY

Today, the heads of the internal affairs bodies of the Russian Federation represent a fairly large share in the staffing of the Ministry of Internal Affairs of Russia. The article provides an overview of approaches to the requirements for the personality of a leader in foreign and domestic psychology, as well as a theoretical analysis of these approaches within the framework of legal psychology. Management researchers have always set themselves the task of establishing the optimal structure of the qualities that an effective leader should have. A scientific direction that has formed in the psychology of management, within the framework of which attempts were made to determine this set of qualities, diagnose their presence and outline a system of actions for their formation and development.

A Proposed Effective Leadership Model for the Malaysian Higher Educational Institutions of Majlis Amanah Rakyat

Effective institutional leaderis the crucial player to the successful or failureof an educational institution. However, the expectation to own an effective leader often in vain. The reason is because leaders lack of a standard guideline that based on the local context.Therefore, this studyis to develop a proposed model of effective leadership for Malaysian higher educational institutions, in particular, higher educational institutions which are owned by Majlis Amanah Rakyat (MARA). To achieve the research purpose, the questionnaires instrument were distributed to 240 academic staff from the selected higher educational institutions of Majlis Amanah Rakyat (MARA)innorthern Perak, Malaysia. The data were analysed using a statistical method called Partial Least Square (PLS)to develop a proposed model of effective leadership.The effective leadership design model can provide guidelines and encourage leadersto enhance and bring positive change that helps educational institutions succeed and be effective.