An Assessment of Personality-Type of Managers in Nepalese Hotel Industries

Hospitality industry is one of the most profitable industries with a high potential for increase, thus being a hospitality manager is one of the most trendy and prestigious jobs of today. It is also a challenging job since, being an effective one is quite complex due to recorded industrial higher heart burn effects, rapid industrial changes in demand, constant trends and severe industrial competition. The purpose of the study is to evaluate the performance variance of the top managers of the five-star hotels of Nepal in respect with their gender. The primary data were received from employees on different level, line-managers of five star hotels. Descriptive and explanatory research designs were used. Composite means and correlation coefficients models were used to analyze and interpret the data. Analysis showed that the female managers generally tend to adopt democratic or participative style while governing people, whereas, male managers induce an autocratic or directive style in their daily performance. Based on the regression analysis, it was determined that the extraversion dimension had a more significant effect than the openness dimension. The extraversion dimension had a negative effect on extrinsic job satisfaction, while the openness dimension had a positive effect. The extraversion and openness dimensions had a weak but statistically significant effect on general job satisfaction. The extraversion dimension had a negative effect on general job satisfaction, while the openness dimension had a positive effect. Keywords: Five-star hotel, Managers’ type, Personality-type, Effective hospitability, Job satisfaction.

METHODOLOGICAL ACTIVITY OF THE TOMSK REGIONAL UNIVERSAL SCIENTIFIC LIBRARY NAMED AFTER A. S. PUSHKIN: FROM THE PAGES OF HISTORY

The article deals with the history and current state of methodological activities of the Tomsk regional universal scientific library named after A. S. Pushkin – the methodological center for open to general use public libraries – from 1930 to 2019. It observes the matter and peculiarities of the regional library scientific- methodological system during this period. It is noted, that a transition from the directive style of library management to the interaction of regional and municipal levels of management has taken place. In modern conditions, innovative forms have been introduced into the work of the methodological service, which is an important factor for the further development of the regional library business. Innovations have affected the system of professional development. An educational and methodological center has been created within the methodological department, which activity demonstrates new approaches to the educational function. For the effective work with young librarians, the club of online communication “#Profichat” has been organized. The website “Professionals” is also in demand, created to inform library workers of the region about events in the library activities of the country and the region. The most important achievement of TOUNB methodological service is its participation in the national project “Culture”, which is highly effective: a new generation of libraries has appeared in the region, and about 40 employees of regional libraries have improved their skills in Federal libraries. The restraining factors in the methodological activities development are lack of methodologists in a number of central library systems and insufficiency of publications that address issues of development and organization of scientific and methodological support for libraries.

Styles of teaching Science compared to job seniority and teacher’s education. The student’s perspective12

Czapla Małgorzata, Rataszewska Agata, Styles of teaching Science compared to job seniority and teacher’s education. The student’s perspective. Culture – Society – Education no 2(16) 2019, Poznań 2019, pp. 95–114, Adam Mickiewicz University Press. ISSN 2300-0422. DOI 10.14746/kse.2019.16.7.The article presents the manner of work of science teachers on the basis of students’ opinions. The research included 870 6th grade primary school students, whose teachers had different work experience and level of education. The authors used the diagnostic survey as the research method. Flander’s analysis category system was used for the analysis of classroom interactions. In order to establish the relationship between the pairs of quality variables, the chi-square test of independence was used. It has been found that the teaching style is consistent with an adopted teaching model. There are two main types of teaching models: a model based on cognitive psychology and behavioural psychology. The model is reflected in the teacher’s teaching style, which might be reactive or directive. In the students’ opinion science teachers, particularly those with the shortest work experience, most often transmit their knowledge to students during classes (directive style). Those with more seniority and experience encourage students to perform certain tasks more frequently (reactive style). Science teacher’s education does not influence the teaching style and the majorityof teachers prefer a syncretic style. Students of the teacherspreferring a directive style revealed lower interest in sciencethan those who were taught in reactive style.As a result of this disinterest, the studied students only occasionallyperformed activities in direct contact with nature.

THE INDIVIDUAL STYLE OF DECISION MAKING BY ADMINISTRATORS OF MEDICAL ORGANIZATIONS IN PERSPECTIVE OF EVALUATION OF MANAGEMENT POTENTIAL

In assessing management potential of a manager, it is necessary to consider one's personal characteristics, in particular, management decision-making style. A physician repeatedly makes clinical decisions on patients’ treatment and this experience shapes his/her individual decision-making style, which in turn defines personal features of physician as a leader. Purpose of study. To evaluate the management potential of leaders of medical institutions of the Tomsk oblast on the basis of investigation on their decision-making styles. The decision-making style was identified using A. Rowe's technique (Decision Style Inventory) widely applied in various research areas. The sampling of survey included 1097 physicians, including head physicians (4,8%), deputy head physicians (10,1%), heads of department (11,9%). Decision-making styles of leaders differ depending of the various levels of management. The analytical style dominates among head physicians, followed by conceptual style. For the largest cohort of deputy head physicians analytical style also dominates, but the second rank of dominating styles is for directive style. In general, moving down administrative staircase the percentage of managers with dominating conceptual style is decreasing and percentage of those who are oriented on individual (authoritarian) decision-making processes and also those who are focused more on human relationship than on tasks solution increases. The possibilities of transformation of individual style of decision making are limited and require conscious efforts, that tasks a complicated problem before leaders of medical institutions concerning assessment of management potential of development and training of long-term human resources reserve.

Leadership and change implementation in a Russian context

Leadership literature suggests that the transfer of leadership theory to non-US/Anglo-centric cultures may lead to findings that are different from current ones. Indeed, it is proposed that a dominant national culture will impact both the enacted leadership style and the followers’ expectations and acceptance of such a leadership style. Within the emerging literature on relational and change leadership, there is little consideration of the differing impact of leader behaviours in non-Western cultures. This study addresses both these gaps, through a case study that explores leadership styles and strategic change implementation within a Russian context that is seen as being directive and autocratic. The nature and impact of leadership in the context of change in Russian organizations is explored in this article, using a case-study design. Based on 20 interviews conducted in three organizations, we report findings which suggest, in a Russian context, that a more relational leadership style is more effective, and more likely to be accepted by followers, in implementing strategic change than a more ‘typical’ autocratic and directive style. The article contributes to leadership theory by providing clear empirical evidence of the value of a relational style in non-Western settings in ensuring effective change implementation.

Action Reflections: A Client-Centered Technique to Bridge the WHY–HOW Transition in Motivational Interviewing

Background: When using Motivational Interviewing (MI), once resistance or ambivalence are resolved and motivation is solidified, many practitioners struggle with how best to transition the discussion toward action planning, while still retaining the spirit and style of client centeredness, i.e., moving from the WHY phase to the HOW phase of counseling in a style that is MI-consistent. For many, there is a perception that the counseling style, skills, and strategies used to build motivation are distinct from those used in the action planning phase. The WHY to HOW transition does not, however, necessitate abandoning a client-centered style for a more overtly educational or directive style. Goal setting, action planning, provision of advice, and relapse prevention can be implemented from an autonomy supportive, MI consistent framework. Method: To this end, this article will present a new class of reflection, which we have termed “action reflections”, that can be used to help bridge the WHY-HOW gap. Action reflections (AR) allow the clinician to maintain a tone and orientation that are consistent with MI, i.e. autonomy support; guiding versus directing, during the action phase of counseling. They differ from reflecting change talk as they focus not on the WHY of change, but the HOW, WHEN, or WHERE. Action Reflections (ARs) also differ from the more common type of reflections such as those that focus on client feelings, rolling with resistance, or acknowledging ambivalence as ARs usually contain a potential concrete step that the client has directly or obliquely mentioned. Like any type of reflection, ARs represent the clinician's best guess for what the client has said or, more apropos here, where the conversation might be heading. Conclusion: This article describes the various types of ARs and provides examples of each to help clinicians incorporate them into their behavior change counseling.

Possible approaches to the solution of conflict situations in managerial practice

Strategies used in conflict solutions include: avoiding, adjusting, coercion, compromise and cooperation. Although in our sample of respondents the most efficient strategy (cooperation) ranked No.1, almost the same preference was achieved by the strategy of coercion manifesting the directive style of management, which is becoming ineffective under present conditions.

Directive Approach to Telephone Counseling in the People’s Republic of China

In the People’s Republic of China, telephone psychological counseling is a new phenomenon that appeared in the late 1980s, following a social transition toward a market economy. Such counseling by paraprofessionals often adopts a directive style in that the counselor gives direct advice pertaining to what the client should do on a particular issue. After a brief description of its features, this article examines factors of cultural traditions and transitions underlying the directive counseling and the interactive relationship between counseling and culture. Analysis is made regarding traditional and transitional values, social networks, and personality types. It is further argued that research and training in cross-cultural counseling should go beyond static cultural relativism and adopt an emic view of cultural change.