Relevansi Ajaran Kepemimpinan Belandaskan Filosofis Asta Bratha di Era Milenial

<em>Leadership is an important part in all areas of life to achieve goals. The reality is that there is often a crisis of public trust in leaders. With the discovery of many cases that seem inappropriate and ethical by leaders and the rise of current leadership practices that adopt leadership models from outside. Meanwhile, the leader who is expected from the perspective of the millennial generation is to have the ability, intellectuality, integrity, honesty and vision that is far ahead in line with the progress of the times and is able to apply the values of local wisdom. Efforts to overcome leadership problems in the millennial era require directed and concrete actions. One of them is by exploring the philosophy of Javanese leadership based on local wisdom. the current leader had jumped too far from his essence footing. Asta Brata is symbolized by eight natural characters or can be interpreted as eight conditions that must be held by a leader. Mastery of these eight characteristics is the most ideal and appropriate leadership trait to be applied. The purpose is to find out the relevance of Asta Bratha's teachings in the millennial era. This type of research is library research. The data collection method used is the documentation method. Conclusion of the concept of leadership based on the philosophy of Asta Bratha Presenting ideal leadership for millennials</em>

Foreign policy of Kyrgyzstan between Russia and the United States

The relevance of the research topic is due to a number of factors. Studying the Central Asian region as a whole, as well as the individual states within it, it is necessary to take into account that this space is a place of intersection of the interests of major world political, economic players, as well as regional powers. The influence of these countries and large multinational corporations can be expressed in a variety of ways, both military and economic, which will be discussed in this article. In addition, it is necessary to take into account a number of challenges to regional (and in the future, global) security, which were either thrown in the past or remain relevant to the present. The purpose of the article is to create a descriptive description of the foreign policy of Kyrgyzstan, which is currently being implemented by the current leadership of the state, in addition, to build a forecast regarding the further steps of the Kyrgyz leadership to build a system of strategic and mutually beneficial cooperation primarily with the Russian Federation and the United States of America.

Leadership in Crisis: Lessons from India

Society is going through transformation and disruption from time immemorial. Globalisation, liberalisation of the economies and technological disruptions have created unprecedented eventualities in the political, economic, social and industrial domains. The recent COVID-19 pandemic has added enhanced complexities to these domains. The role of leaders, thus, becomes an integral part of addressing these complexities. The authors argue that the leadership role in the business world appears to have transformed from top-down autocratic leadership to inclusive leadership; with each of the stakeholders having critical roles to play. The article summarises the lessons learnt from the Indian texts, scriptures and philosophy that contemporary leaders can consider and possibly adopt. A few examples from the scriptures and texts are discussed, linking to current leadership practices. Further, leaders are encouraged to expand their roles to address well-being, compassion, empathy and trust. To be more effective and impactful, the leaders need to continuously reinvent themselves with changing times and contexts.

Feasibility of a Responsibility-Based Leadership Training Program for Novice Physical Activity Instructors

Most coaches and instructors would like to teach more than just sport skills to their athletes and children. However, to promote athletes’ or children’s holistic development and teach them to take responsibility and lead, requires the coaches and instructors to first master the skills themselves. Therefore, feasible, high quality leadership training programs where coaches and physical activity instructors are taught to teach and share leadership are needed. The aim of the current study was to evaluate the feasibility of a leadership training program to optimize it and to determine whether to proceed with its evaluation. In the leadership training program, eight Finnish novice physical activity instructors, aged 18 to 22, were taught to promote positive youth development, personal and social responsibility, and shared leadership in a physical activity context. The participants had minimal to no leadership training or experience. The training program consisted of seven meetings totaling 20 h. Helllison’s teaching personal and social responsibility (TPSR) model was the theoretical and practical framework of the training program. Feasibility of the leadership training program was evaluated across four domains of an evidence-based framework: demand, practicality, acceptability, and implementation fidelity. Data of the current complex intervention were collected with application videos, questionnaires, researcher’s log, lesson plans, video recordings, and a semi-structured focus group interview. The quantitative data were analyzed using descriptive statistics and the qualitative data using deductive and inductive content analysis. There was a demand for the leadership training program. The training program was perceived as practical and highly acceptable by the novice instructors and the trainers, and implemented with fidelity, indicating high overall feasibility. No implementation issues were found. Consequently, the current leadership training program has a high probability of efficacy and can be accepted for further evaluation.

A Psychometric Look at Principal Professional Development

This study evaluates aspects related to P12 principals’ professional development needs in South Carolina regarding the three domains of school leadership: management, instructional leadership, and program administration. A survey to rate principals’ current leadership knowledge, rank order their professional development needs, and provide a confidence rating regarding their abilities was given to over 1,100 principals and 85 superintendents. Through examining relationships with a psychometric model, results derived latent leadership ability scores and self-reported confidence ratings of principals as well as the superintendents’ leadership scores and confidence ratings of their principals. This study found a significant discrepancy between principals’ and superintendents’ confidence ratings and their corresponding leadership ability scores, respectively. A further analysis of the rank-ordered professional development needs highlighted instructional leadership to be the most needed topic for professional development. Finally, atypical response patterns regarding principal’s current leadership knowledge are also identified through person-fit analysis to provide additional information regarding P-12 principals’ professional development needs.

Kepemimpinan Tradisional dalam UU Simbur Cahaya di Desa Pajar Bulan Tanjung Batu Ogan Ilir

ABSTRACTThis paper examines Traditional Leadership in the Simbur Cahaya Law (Case Study: Pajar Bulan Village, Tanjung Batu District, Ogan Ilir Regency). The background of the research problem because leadership is an essential thing which actually needs to be studied in various fields of knowledge. This study seeks to portray the history and forms of traditional leadership that have been applied in Pajar Bulan Village and the relevance of the Simbur Cahaya Law with current leadership. This type of research uses a qualitative research type with various procedures and stages that produce descriptive data. The data sources obtained are primary data and secondary data. Methods of data collection are carried out through interviews, observation and documentation. The data analysis technique used was data reduction, data presentation and conclusion drawing. The conceptual and theoretical framework that the writer uses, namely the concept of leadership and the theory of authority put forward by Max Weber. The results showed that the leadership that had been applied in Pajar Bulan Village before the current leadership was traditional leadership that was based on the Simbur Cahaya Law. The traditional leadership that has been applied in Pajar Bulan Village is known as krio leadership. In which the selection of a krio was held by means of deliberation and consensus held by community leaders in Pajar Bulan Village. Furthermore, after the election of a krio, it was immediately announced to all levels of society in Pajar Bulan Village and the community immediately agreed to it. In this regard, the traditional leadership system has no influence in the current government leadership in Pajar Bulan Village. Furthermore, the rules of the Simbur Cahaya Law that are still used and have become a tradition in Pajar Bulan Village are some of the rules contained in Chapter 1 (one) of the Simbur Cahaya Law which regulates single, girl and marriage. As for the Simbur Cahaya Law, it is not a legislative product as its name suggests. Which, if viewed in terms of the relevance of the Simbur Cahaya Law to the current leadership of the village head, is the local customary law (pearaturan) that has become a tradition or in other words the customary law regulations from the Simbur Cahaya Law are used as guidelines and pointers. Keywords: leadership, traditional, simbur cahaya law

Development of Spiritual Leadership in Educational Institutions Integrated with Buddhism

This academic article aimed to propose development of spiritual leadership in educational institutions integrated with Buddhism. Data was collected by using documentary study form the content related to spiritual leadership, educational management and Buddhist principle. Results of the study showed that a successful leader or executive or a good supervisor was one who can apply leadership principle in the management which can adjust the environment in order for subordinates or associates to share their minds to work for the most benefit of the performance. The management has leadership, as can be seen from the confidence and trust in the leader by providing support and assistance from subordinates, giving freedom to work, and hearing opinions from subordinates. Considering current leadership concepts such as visionary leadership, transformational leadership, charismatic leadership, and cultural leadership were found to be coherent in the idea that leaders have sharp vision and a future vision that is growing spiritual leadership. Therefore, it is very popular in today's society because it is sensitive not less than religious aspect. It is an effective leader in educational institutions, thus being able to provide education to excellence in the 21st century which emphasizes virtue, the strength, and deep commitment of the people in the organization which consists of important principles of oneself governance, personnel governance and work control.

The Key to Employee Motivation: A Competitive Leadership Approach

This article reviews current leadership practices and their impact on employee motivation. A competitive leadership approach based on Ryan and Deci’s self-determination theory is suggested as the foundation to enhance employee motivation. According this theory, individuals seek to meet the primary psychological needs of relatedness, competence and autonomy (Deci & Ryan, 2000). To foster relatedness in employees, leaders should develop a meaningful purpose and shared values; model behavior, show involvement and build relationships. By setting goals as well as recognizing and challenging employees, leaders develop competence in their employees. Lastly, leaders foster autonomy by empowering their employees. By satisfying the needs of relatedness, competence and autonomy, employees will be more innovative, motivated and productive. Employees will also be happier and less likely to leave the organization.