1. PK-12 school administrators are constantly faced with making difficult decisions. In their book, Paul Wagner and Douglas Simpson offer a framework called "moral architecture" and "pragmatic idealism" to help school leaders make purposeful and ethically consistent decisions.
2. "Moral architecture" refers to the environment leaders foster through their daily tasks and decision-making. "Pragmatic idealism" means pursuing truth through incremental progress. The book reviews the theories of many philosophers to help readers reflect on their own value systems.
3. The book is a valuable resource for practicing administrators to reflect on and assess their decision-making processes. It also supports leadership training by helping aspiring and experienced leaders
Book Review: Ethical Decision Making in School Administration: Leadership as ...William Kritsonis
Book Review: Ethical Decision Making in School Administration: Leadership as Moral Architecture by Dr. Kevin Badgett. Authors of the book: Paul A. Wagner and Douglas J. Simpson.
MD1 Compare and Contrast Principles of Practiceeckchela
This is a Walden University course (8104), It is written in APA format, has been graded by an instructor (A), and includes references. Most higher-education assignments are submitted to turnitin, so remember to paraphrase. Let us begin.
Challenges in leading and managing people in educational institutions are worthwhile indicators that require constant checks and adjustments. These verifications are necessary because humans are complex beings and whose thinking faculties are not fixed and often guided by situational and environmental factors. Consequently, they must have divergent views which may pose unpredictable problems to administrators. Only very smart and ardent leaders maybe quick to detect, withstand and overcome such inevitables. The need for such challenges to be identified and controlled before they galvanize subordinates into negative behavioral tendencies cannot be under-estimated. This paper therefore examined possible challenges which may manifest as impediments or hindrances to the effective leading and managing of people in educational institutions in Cameroon. A number of challenges were examined and discussed in the paper. Suggestions for ways of checking and controlling the challenges have been made to serve as a reservoir of checks and guides for school administrators and leaders. The paper cautions school managers to be tactful and apply modern charismatic approaches in the control, directing of staff and managing of their institutions.
Book Review: Ethical Decision Making in School Administration: Leadership as ...William Kritsonis
Book Review: Ethical Decision Making in School Administration: Leadership as Moral Architecture by Dr. Kevin Badgett. Authors of the book: Paul A. Wagner and Douglas J. Simpson.
MD1 Compare and Contrast Principles of Practiceeckchela
This is a Walden University course (8104), It is written in APA format, has been graded by an instructor (A), and includes references. Most higher-education assignments are submitted to turnitin, so remember to paraphrase. Let us begin.
Challenges in leading and managing people in educational institutions are worthwhile indicators that require constant checks and adjustments. These verifications are necessary because humans are complex beings and whose thinking faculties are not fixed and often guided by situational and environmental factors. Consequently, they must have divergent views which may pose unpredictable problems to administrators. Only very smart and ardent leaders maybe quick to detect, withstand and overcome such inevitables. The need for such challenges to be identified and controlled before they galvanize subordinates into negative behavioral tendencies cannot be under-estimated. This paper therefore examined possible challenges which may manifest as impediments or hindrances to the effective leading and managing of people in educational institutions in Cameroon. A number of challenges were examined and discussed in the paper. Suggestions for ways of checking and controlling the challenges have been made to serve as a reservoir of checks and guides for school administrators and leaders. The paper cautions school managers to be tactful and apply modern charismatic approaches in the control, directing of staff and managing of their institutions.
A Relationship Among Public School Leadership, Ethics, and Student Achievemen...guest3c8a16c
A Relationship Among Public School Leadership, Ethics, and Student Achievement by Dr. Christopher Hughes and Dr. Don Jones
NATIONAL FORUM OF EDUCATIONAL ADMINISTRATION AND SUPERVISION JOURNAL, Editor-in-Chief, Dr. William Allan Kritsonis
Influence of Inspirational Motivation on Teachers’ Job Commitment in Public P...inventionjournals
The purpose of this study was to establish the influence of inspirational motivation on teachers’ job commitment in public primary schools in Matinyani Sub County, Kitui County, Kenya. One research objective guided the study. The study employed descriptive survey design. The sample for the study was 25 head teachers and 169 teachers. Data was collected by use of questionnaires. Pearson product correlation coefficient was used to analyze the data. Findings revealed that there was a significant and positive relationship between inspirational motivation and teachers’ job commitment (r = .774, N = 160). Based on the findings, the study concluded that inspirational motivation increased teachers’ job commitment and thus head teachers should increase inspirational motivation which is a key to increasing teachers’ job commitment. The study suggested that comparable studies in other public primary schools should be carried out in other parts of the county to find out whether the findings can be generalized to the entire county. Secondly, since the study focused on one element of transformative leadership style, a study should be conducted to establish how other elements of transformational leadership styles influence teachers’ job commitment.
Dr. Bobbie Eddins, Dr. Jeffrey Kirk, Dr. Dorleen Hooten, Dr. Brenda Russell -...William Kritsonis
Dr. Bobbie Eddins, Dr. Jeffrey Kirk, Dr. Dorleen Hooten, Dr. Brenda Russell - Published in NFEAS JOURNAL, 31(1) 2013-2014 - Dr. William Allan Kritsonis, Editor-in-Chief, NATIONAL FORUM JOURNALS (Founded 1982) - www.nationalforum.com
A Relationship Among Public School Leadership, Ethics, and Student Achievemen...guest3c8a16c
A Relationship Among Public School Leadership, Ethics, and Student Achievement by Dr. Christopher Hughes and Dr. Don Jones
NATIONAL FORUM OF EDUCATIONAL ADMINISTRATION AND SUPERVISION JOURNAL, Editor-in-Chief, Dr. William Allan Kritsonis
Influence of Inspirational Motivation on Teachers’ Job Commitment in Public P...inventionjournals
The purpose of this study was to establish the influence of inspirational motivation on teachers’ job commitment in public primary schools in Matinyani Sub County, Kitui County, Kenya. One research objective guided the study. The study employed descriptive survey design. The sample for the study was 25 head teachers and 169 teachers. Data was collected by use of questionnaires. Pearson product correlation coefficient was used to analyze the data. Findings revealed that there was a significant and positive relationship between inspirational motivation and teachers’ job commitment (r = .774, N = 160). Based on the findings, the study concluded that inspirational motivation increased teachers’ job commitment and thus head teachers should increase inspirational motivation which is a key to increasing teachers’ job commitment. The study suggested that comparable studies in other public primary schools should be carried out in other parts of the county to find out whether the findings can be generalized to the entire county. Secondly, since the study focused on one element of transformative leadership style, a study should be conducted to establish how other elements of transformational leadership styles influence teachers’ job commitment.
Dr. Bobbie Eddins, Dr. Jeffrey Kirk, Dr. Dorleen Hooten, Dr. Brenda Russell -...William Kritsonis
Dr. Bobbie Eddins, Dr. Jeffrey Kirk, Dr. Dorleen Hooten, Dr. Brenda Russell - Published in NFEAS JOURNAL, 31(1) 2013-2014 - Dr. William Allan Kritsonis, Editor-in-Chief, NATIONAL FORUM JOURNALS (Founded 1982) - www.nationalforum.com
Philosophy Inventory by William Allan Kritsonis, PhDWilliam Kritsonis
Dr. Kritsonis has served in professorial roles at Central Washington University, Washington; Salisbury State University, Maryland; Northwestern State University, Louisiana; Wright State University, Dayton, Ohio; McNeese State University, Louisiana; and Louisiana State University, Baton Rouge in the Department of Administrative and Foundational Services.
In 2006, Dr. Kritsonis published two articles in the Two-Volume Set of the Encyclopedia of Educational Leadership and Administration published by SAGE Publications, Thousand Oaks, California. He is a National Reviewer for the Journal of Research on Leadership, University Council for Educational Administration (UCEA). In 2007, Dr. Kritsonis was invited to write a history and philosophy of education for the ABC-CLIO Encyclopedia of World History.
________________________________________________________________________
Contact Information: Dr. William Allan Kritsonis, Professor, PhD Program in Educational Leadership, Prairie View A&M University, Department of Educational Leadership and Counseling, PO 519, Prairie View, TX 77446 or Home: 17603 Bending Post Drive, Houston, TX 77095 281-550-5700 Home; 832-483-7889 Cell; williamkritsonis@yahoo.com
Dalton, margaret book review blanced leadership nfeasj v 34 n4 2016William Kritsonis
Dr. William Allan Kritsonis, PhD - Editor-in-Chief, NATIONAL FORUM JOURNALS (Established 1982). Dr. Kritsonis earned his PhD from The University of Iowa, Iowa City, Iowa; M.Ed., Seattle Pacific University; Seattle, Washington; BA Central Washington University, Ellensburg, Washington. He was also named as the Distinguished Alumnus for the College of Education and Professional Studies at Central Washington University.
Book review curriculum-theory and practice-kellyFernando Santos
This book answers the questions regarding to what is a real Educational Curriculum? or What should be a Democratic Curriculum? By implication, it refers the misconceptions and flaws in the practice of Curriculum Development and implementation, by reference to the Curriculum process in England and Wales throughout three decades.
The author ends this book by stating that an appropriate curriculum for a democratic society allows continuing development of knowledge, provides opportunities for young people to develop their powers of autonomous thinking, provides teachers with autonomy to make professional judgments, is developed in a democratic system of accountability, is framed in terms of guidelines and principles, is planned with the participation of key actors, among them professionals, academics, policy-makers and others.
Finally, this book Invites to develop further research on questions such as, the exploration of ‘the role of the professional teacher in a democratic society’, how democratic in the context in which the teacher performs his work?, the practical procedural principles based on the Human Development theory for a National Curriculum or Curriculum Development, the dimensions of the concept of education left behind in current National curriculums, the features of a National Curriculum that promote or block the development of students’ autonomy for a democratic society.
Running head Annotated bibliographyAnnotated bibliography 2.docxSUBHI7
Running head: Annotated bibliography
Annotated bibliography 2
Good. Make the title above in CAPITAL LETTERS
Annotated bibliography
Faraji C. Edwards
Walden University
:
Bird, A. M. (2012). Defining the content domain of the intercultural competence for global leaders. New York: Publishing company Journal of Managerial Psychology. – bold is not needed. Use a hanging indent. See how this is listed in the course
As creating great global pioneers should be a critical need for organizations in the global business world,why? there has been extensive research in this article on what?. In spite of this, there is limited research on the efficient worldwide initiative competency structure considering both its levels and measurements and on individual capabilities. The motivation behind this article is to make a hypothesis based integrative system that can be used in recognizing the skills containing global leadership. To achieve this purpose, an integrative literature review was completed? on competency theory and global leadership, bringing about the improvement of an integrative structure for global initiative competency.
Skills have been characterized with terms portraying certain individual attributes, practices, attitudes, qualities, and information, and many existing systems are combinations of these. In existing exploration, diverse sorts of measurements have regularly been combined and regarded as equivalents. A particular quality in one structure is supplanted with relating conduct in another. By and large, choice of important abilities has produced much contention since the significance of capabilities is observed to shift with the assignment and association included (Bird, 2012).
· In this article, worldwide leadership abilities are viewed as those all-inclusive qualities that empower people to play out their employment outside their own particular national and also authoritative culture, regardless of what their instructive or ethnically foundation is, what useful range their expected set of responsibilities speaks to, or what association they come from. While trying to assemble a more integrative system for worldwide initiative skills, this paper endeavors to apply a more synergistic approach and concentrate on likenesses over a variety of results, and on finding those sorts of abilities that are vital when working crosswise over societies – all around the world. Faraji, this is good information. Also dsicuss the other aspects listed in the instructions - Discuss the scope of the resource
· Discuss the purpose and philosophical approach
· Discuss the underlying assumptions
· If referring to a research reporting article, present the methodology
· Relate the resource to the body of resources you have consulted in this course
· Discuss any evident limitations and opportunities for further inquiry
Caligiuri, P. (2006). Developing global leaders. London: Human Resource Management Review. – See how this is listed in the cours ...
Running head Annotated bibliographyAnnotated bibliography 8.docxSUBHI7
Running head: Annotated bibliography
Annotated bibliography 8
Good. Make the title above in CAPITAL LETTERS
Annotated bibliography
Faraji C. Edwards
Walden University
:
Bird, A. M. (2012). Defining the content domain of the intercultural competence for global leaders. New York: Publishing company Journal of Managerial Psychology. – bold is not needed. Use a hanging indent. See how this is listed in the course
As creating great global pioneers should be a critical need for organizations in the global business world,why? there has been extensive research in this article on what?. In spite of this, there is limited research on the efficient worldwide initiative competency structure considering both its levels and measurements and on individual capabilities. The motivation behind this article is to make a hypothesis based integrative system that can be used in recognizing the skills containing global leadership. To achieve this purpose, an integrative literature review was completed? on competency theory and global leadership, bringing about the improvement of an integrative structure for global initiative competency.
Skills have been characterized with terms portraying certain individual attributes, practices, attitudes, qualities, and information, and many existing systems are combinations of these. In existing exploration, diverse sorts of measurements have regularly been combined and regarded as equivalents. A particular quality in one structure is supplanted with relating conduct in another. By and large, choice of important abilities has produced much contention since the significance of capabilities is observed to shift with the assignment and association included (Bird, 2012).
· In this article, worldwide leadership abilities are viewed as those all-inclusive qualities that empower people to play out their employment outside their own particular national and also authoritative culture, regardless of what their instructive or ethnically foundation is, what useful range their expected set of responsibilities speaks to, or what association they come from. While trying to assemble a more integrative system for worldwide initiative skills, this paper endeavors to apply a more synergistic approach and concentrate on likenesses over a variety of results, and on finding those sorts of abilities that are vital when working crosswise over societies – all around the world. Faraji, this is good information. Also dsicuss the other aspects listed in the instructions - Discuss the scope of the resource
· Discuss the purpose and philosophical approach
· Discuss the underlying assumptions
· If referring to a research reporting article, present the methodology
· Relate the resource to the body of resources you have consulted in this course
· Discuss any evident limitations and opportunities for further inquiry
Caligiuri, P. (2006). Developing global leaders. London: Human Resource Management Review. – See how this is listed in the cours ...
· If we accept the fact that we may need to focus more on teaching.docxalinainglis
· If we accept the fact that we may need to focus more on teaching civic responsibility, how can this work with both "policies and people" in the school where you become principal?
In order to increase the focus on teaching civic responsibility, policy must be in place supporting this goal. A school leader must be willing to invest time and funds into planning, training, and implementing curriculum that emphasizes civics. Staff members may have different levels of interest, understanding, and comfort when it comes to incorporating civic responsibility into their teaching, so providing professional development in this area would be critical. The strategic plan for integrating civic responsibility and the expectations for each teacher’s involvement should be clearly communicated. In addition to establishing these policies regarding civics education, the school leader and teachers must work to model civic responsibility. In addition to sharing his or her vision for increased focus on civics with the school staff, the school leader should work to share his or her vision with school board members, other district personnel including the superintendent, and the greater community. Lastly, school leaders need to support their staff as they take risks and work to develop and implement new activities, discussions, and projects centered around teaching civic responsibility.
· How will you lead your staff in this part of the curriculum?
In leading my staff in this part of the curriculum, I would work to secure professional development related to civic responsibility, as this is not an area that I have expertise in, and work as a staff to develop our vision and implementation goals. I would also provide examples such as the work of the exemplar schools described in the article in integrating civic responsibility across all content areas, implementing service-learning programs, and creating partnerships between the school and community. I would also work within PLTs to develop ways that civic responsibility could be incorporated within their curriculum and remind them that they have my support as they embark on this endea
Required Resources
Text
Baack, D. (2017). Organizational behavior (2nd ed.). Retrieved from https://ashford.content.edu
· Chapter 8: Leadership
Articles
Austen, B. (2012, July 23). The story of Steve Jobs: An inspiration or a cautionary tale? (Links to an external site.)Links to an external site.Wired. Retrieved fom http://www.wired.com/2012/07/ff_stevejobs/all/
Charan, R. (2006). Home Depot’s blueprint for culture change. Harvard Business Review. 84(4), 60-70. Retrieved from EBSCOhost database
Grow, B., Foust, D., Thornton, E., Farzad, R., McGregor, J., & Zegal, S. (2007). Out at home depot (Links to an external site.)Links to an external site.. Business Week.
Retrieved from http://www.businessweek.com/stories/2007-01-14/out-at-home-depot
Stark, A. (1993). What's the matter with business ethics? Harvard Business Review, 71(3), 38-48. .
My degree is an EDD in Performance Improvement LeadershipSyste.docxgriffinruthie22
My degree is an EDD in Performance Improvement Leadership
Systems Thinking and Problems of Practice
Evidence-Based Practice
One of the design concepts attributed to successful EdD programs is the scholarly practitioner, which The Carnegie Project on the Education Doctorate (n.d.) defines as practitioners who:
Blend practical wisdom with professional skills and knowledge to name, frame, and solve problems of practice. They use practical research and applied theories as tools for change because they understand the importance of equity and social justice. They disseminate their work in multiple ways, and they have an obligation to resolve problems of practice by collaborating with key stakeholders, including the university, the educational institution, the community, and individuals. (Design-Concepts Upon Which to Build Programs section)As you move toward the final weeks of our course, a high priority for all who lead learning is the application of systems thinking as you identify a problem of practice relevant to your organization.
As noted by Dirkx (2006):
The demand for evidence-based research (EBR) in education has evoked considerable debate regarding the nature of knowledge practitioners hold, how they come to know, and the sociopolitical contexts in which that knowledge is generated. Proponents of EBR such as Michael Feuer stress the need for research that validly identifies solutions to important problems of educational practice. Critics such as Elizabeth St. Pierre decry such approaches to research on practice as epistemologically inappropriate and oblivious to their political and moral implications. Both positions illuminate important dimensions of improving practice, but what works seems to get lost in the rhetoric. In this article, the author suggests that we in adult education take seriously the question of what works in practice by developing a knowledge base grounded in research methods and strategies that give voice to the particularities of practice contexts, what he refers to as the "insider perspective." (p. 273)
As you proceed through your EdD program, you will be required to identify a problem of practice, not simply an isolated problem in your organization, but instead a problem of practice that is clearly supported in the professional literature. Note that such problems were most likely identified as you developed the Literature Review assignment—all work of doctoral scholars must be firmly corroborated in the literature and research relevant to your organization’s problems of practice.
As you work to identify a problem of practice in your organization, please note the imperative to apply systems thinking. As noted by Senge, Cambron-McCabe, Lucas, Smith, Dutton, and Kleiner (2012):
Systems thinking is the ability to understand (and sometimes to predict) interactions and relationship in complex, dynamic systems—the kinds of systems we are surrounded by and embedded in. Some of the systems already under study in clas.
Dwight
Evaluation
Leadership style assessments certainly have a place within the organization. The effectiveness of a leadership style assessment will depend on what type of assessment and what the organizational needs are. Multi-source feedback assessments are supposed to give a 360 degree look at a leader and give the organization a valuable outcome in the evaluation of the leader (MacKie, 2015). Using multi-source feedback assessments can be extremely beneficial as long as the assessment is properly paired with the organizational goals and needs. Assessing a leader from multi perspectives is truly a holistic approach. But, organizations need to recognize that no leadership style assessment is not without its limitations.
Next, the behavior approach is one of four approaches to leadership. Three of which all have weaknesses; traits, skills, and behavior. But the fourth approach to leadership, the situational approach demonstrates the flexibility of a leader (Northouse2016, 2016). In today’s dynamic and complex business environment, flexible leaders bring the most value to an organization. The situational approach allows the leader to apply the other three approaches given the circumstances. As an Army leader I found this approach to be extremely effective while leading in combat and non-combat situations.
Explanation of Usefulness
Of equal importance is the usefulness leadership style assessments and the behavior approach have on an organization. Once an organization has clearly defined the goals and purpose of conducting an assessment, and then subsequently the correct assessment is used, the results will certainly help the organization. In this case, using an assessment to evaluate the benefits of a behavior approach to leadership will allow the organization to determine what needs to be done, how it needs to be done, and how fast it needs to be done (Saxena, 2014). Additionally, the behavior approach (if the relationship behavior is used), can give subordinates the motivation needed to achieve the desired outcome through a better understanding of themselves.
Explanation of Impact
The impact of leadership assessments on an individual can be positive or negative. Again, this directly correlates to the goals and expectations of the organization when the assessment is implemented. For the individual, it could potentially identify strengths and weaknesses. Thus, giving the individual the opportunity to grow and learn from the assessment. Simultaneously, the organization discovers how these strengths and weaknesses fit into the organization’s goals. Once they have identified where and how an individual nest into the organization, a holistic approach to achieving those goals can be developed (Northouse2016, 2016). In comparison, using a behavior approach assessment will yield valuable information about subordinates’ behavior patterns. Which equates to the organization knowing and understanding their employees. Understanding behavio.
A Systematic Literature Review of Servant Leadership Theoryi.docxransayo
A Systematic Literature Review of Servant Leadership Theory
in Organizational Contexts
Denise Linda Parris • Jon Welty Peachey
Received: 20 February 2012 / Accepted: 8 April 2012 / Published online: 22 April 2012
� Springer Science+Business Media B.V. 2012
Abstract A new research area linked to ethics, virtues,
and morality is servant leadership. Scholars are currently
seeking publication outlets as critics debate whether this
new leadership theory is significantly distinct, viable, and
valuable for organizational success. The aim of this study
was to identify empirical studies that explored servant
leadership theory by engaging a sample population in order
to assess and synthesize the mechanisms, outcomes, and
impacts of servant leadership. Thus, we sought to provide
an evidence-informed answer to how does servant leader-
ship work, and how can we apply it? We conducted a sys-
tematic literature review (SLR), a methodology adopted
from the medical sciences to synthesize research in a sys-
tematic, transparent, and reproducible manner. A disci-
plined screening process resulted in a final sample
population of 39 appropriate studies. The synthesis of these
empirical studies revealed: (a) there is no consensus on the
definition of servant leadership; (b) servant leadership
theory is being investigated across a variety of contexts,
cultures, and themes; (c) researchers are using multiple
measures to explore servant leadership; and (d) servant
leadership is a viable leadership theory that helps organi-
zations and improves the well-being of followers. This
study contributes to the development of servant leadership
theory and practice. In addition, this study contributes to the
methodology for conducting SLRs in the field of manage-
ment, highlighting an effective method for mapping out
thematically, and viewing holistically, new research topics.
We conclude by offering suggestions for future research.
Keywords Leadership � Leadership theory � Servant
leadership � Systematic literature review
Introduction
Leadership is one of the most comprehensively researched
social influence processes in the behavioral sciences. This is
because the success of all economic, political, and organi-
zational systems depends on the effective and efficient
guidance of the leaders of these systems (Barrow 1977). A
critical factor to understanding the success of an organiza-
tion, then, is to study its leaders. Leadership is a skill used to
influence followers in an organization to work enthusiasti-
cally towards goals specifically identified for the common
good (Barrow 1977; Cyert 2006; Plsek and Wilson 2001).
Great leaders create a vision for an organization, articulate
the vision to the followers, build a shared vision, craft a path
to achieve the vision, and guide their organizations into new
directions (Banutu-Gomez and Banutu-Gomez 2007; Kotter
2001). According to Schneider (1987), the most important
part in build.
See discussions, stats, and author profiles for this publicati.docxkaylee7wsfdubill
See discussions, stats, and author profiles for this publication at: https://www.researchgate.net/publication/272758407
Leadership and Decision-making: A Study on Reflexive Relationship Between
Leadership Style and Decision-making Approach
Article · January 2014
DOI: 10.9734/BJESBS/2014/5514
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Leadership effectiveness a multi-factorial model dr. m. roussety mba, m led,...jameskandi
Dr. Maurice Roussety is an Executive Consultant at DST Advisory and Lecturer in Small Business, Franchising and Entrepreneurship at Griffith University in Queensland, Australia. Maurice holds a PhD from the Griffith University in Intellectual Property and Franchise Goodwill Valuation. He also holds a Master’s degree in Leadership and a Master of Business Administration.
3In the previous chapter, we reviewed how theorists’ view .docxtamicawaysmith
3
In the previous chapter, we reviewed how theorists’ view of lead-ership has changed, from the belief that leaders are simply born
to the idea that the best way to learn about leadership is to study
the behaviors or practices of people who are viewed as leaders. The-
orizing has evolved even further into an understanding of leader-
ship as a complex process. Indeed, leadership is a transforming
process that raises all participants to levels at which they can
become effective leaders.
Leadership may best be understood as philosophy. At its core,
understanding philosophy means understanding values. “Affect,
motives, attitudes, beliefs, values, ethics, morals, will, commitment,
preferences, norms, expectations, responsibilities—such are the con-
cerns of leadership philosophy proper. Their study is paramount
because the very nature of leadership is that of practical philosophy,
philosophy-in-action” (Hodgkinson, 1983, p. 202). When we exam-
ine historical leaders, we often are analyzing the values and ethics
that characterized their leadership. It is critical that we each
develop our own personal philosophy—one we hope will include
the elements of the model presented in this chapter.
Chapter Overview
This chapter presents a relational model of leadership to consider
in building your own personal philosophy. Each of the elements of
The Relational Leadership Model
73
c03.qxd 10/30/06 10:07 AM Page 73
74 EXPLORING LEADERSHIP
the model is presented in detail to give you more information about
each component.
Relational Leadership
Leadership has to do with relationships, the role of which cannot
be overstated. Leadership is inherently a relational, communal
process. “Leadership is always dependent on the context, but the
context is established by the relationships we value” (Wheatley,
1992, p. 144). Although a person could exert leadership of ideas
through persuasive writings or making speeches, most leadership
happens in an interactive context between individuals and among
group members. We emphasize once again: we view leadership as a
relational and ethical process of people together attempting to accomplish
positive change.
Chapter Two presented an overview of how leadership theories
and models have changed over time. These changing frameworks
are reflected in the descriptive terms that have been affixed to the
word leadership. Examples of these leadership theories and concepts
include situational, transforming, servant-leadership, authentic lead-
ership, and principle-centered leadership. We have used the term
relational leadership as a reminder that relationships are the focal
point of the leadership process.
Relational leadership involves a focus on five primary compo-
nents. This approach to leadership is purposeful and builds com-
mitment toward positive purposes that are inclusive of people and
diverse points of view, empowers those involved, is ethical, and rec-
ognizes that all four of these elements are accomplished by ...
This presentation is part of a workshop I run on Approaches to Doctoral Supervision as part of a Research Supervision Module for new doctoral supervisors.
Module 4 - BackgroundTHE CULTURE AND MORAL COMPASSESPart 1 Th.docxroushhsiu
Module 4 - Background
THE CULTURE AND MORAL COMPASSES
Part 1: The Culture Compass
As the “personality” of an organization, organizational culture has been variously defined. Culture has been a topic of great interest to organizational researchers and practitioners alike, given its apparent influence on such matters as organizational change, performance, and effectiveness. An abstract concept, organizational culture is not all that easily defined – although most of us do know it when we “see” it, or when we experience its characteristics. Much of organizational culture is tacit – it lies below the level of our awareness, as certain agreed-upon assumptions are not made explicit. Culture includes artifacts, symbols, stories, beliefs, habits, value systems, and shared assumptions (“the way we do things around here”). Of course, an organization’s culture can be made more highly complex by virtue of the many sub-cultures that make up the overall culture. Whatever culture is, its elements become most readily apparent to us during the merger of two organizations, particularly so when the culture of the two merging organizations are vastly dissimilar.
Required Resources
Let’s begin our review of organizational culture with the following video:
Organizational culture: What is organizational culture and why does it matter? (2010, September 21). Organization Culture. Retrieved on April 29, 2014, from http://www.youtube.com/watch?v=6AFn0vFtLC0
Read the following chapter on Organizational Culture:
United States Air War College - National Defense University. (n.d.). Organizational culture Strategic Leadership and Decision Making. Retrieved on April 29, 2014, from http://www.au.af.mil/au/awc/awcgate/ndu/strat-ldr-dm/pt4ch16.html
Optional Resources
The following readings are optional, but are provided here to assist you in completion of the Case and SLP:
The following articles pertain to the interrelationship among the organization’s strategy, its leadership, and its culture:
Boal, K.B. & Schultz, P.L. (2007). Storytelling, time, and evolution: The role of strategic leadership in complex adaptive systems. Leadership Quarterly, 18(4), 411-428. Retrieved from Science Direct.
Gander, M. J. (2009). Managing people in a lean environment: The power of informal controls and effective management of company culture. Journal of Business Case Studies, 5(6), 105-110. Retrieved from ProQuest.
Goldman, E. F. (2012). Leadership practices that encourage strategic thinking. Journal of Strategy and Management, 5(1), 25-40. Retrieved from ProQuest.
McNamara, C. (2000). Organizational culture and changing culture. Free Management Library. Retrieved on April 29, 2014, from http://managementhelp.org/organizations/culture.htm
Taneja, S., Pryor, M. G., Humphreys, J. H., & Singleton, L. P. (2013). Strategic management in an era of paradigmatic chaos: Lessons for managers. International Journal of Management, 30(1), 112-126. Retrieved from ProQuest on November 12, 2013.
...
Similar to Badgett-Kritsonis Supervision Leadership Model, NFEAS JOURNAL, 23(4) 2014 - www.nationalforum.com (20)
Synthetic Fiber Construction in lab .pptxPavel ( NSTU)
Synthetic fiber production is a fascinating and complex field that blends chemistry, engineering, and environmental science. By understanding these aspects, students can gain a comprehensive view of synthetic fiber production, its impact on society and the environment, and the potential for future innovations. Synthetic fibers play a crucial role in modern society, impacting various aspects of daily life, industry, and the environment. ynthetic fibers are integral to modern life, offering a range of benefits from cost-effectiveness and versatility to innovative applications and performance characteristics. While they pose environmental challenges, ongoing research and development aim to create more sustainable and eco-friendly alternatives. Understanding the importance of synthetic fibers helps in appreciating their role in the economy, industry, and daily life, while also emphasizing the need for sustainable practices and innovation.
Instructions for Submissions thorugh G- Classroom.pptxJheel Barad
This presentation provides a briefing on how to upload submissions and documents in Google Classroom. It was prepared as part of an orientation for new Sainik School in-service teacher trainees. As a training officer, my goal is to ensure that you are comfortable and proficient with this essential tool for managing assignments and fostering student engagement.
Model Attribute Check Company Auto PropertyCeline George
In Odoo, the multi-company feature allows you to manage multiple companies within a single Odoo database instance. Each company can have its own configurations while still sharing common resources such as products, customers, and suppliers.
How to Make a Field invisible in Odoo 17Celine George
It is possible to hide or invisible some fields in odoo. Commonly using “invisible” attribute in the field definition to invisible the fields. This slide will show how to make a field invisible in odoo 17.
A Strategic Approach: GenAI in EducationPeter Windle
Artificial Intelligence (AI) technologies such as Generative AI, Image Generators and Large Language Models have had a dramatic impact on teaching, learning and assessment over the past 18 months. The most immediate threat AI posed was to Academic Integrity with Higher Education Institutes (HEIs) focusing their efforts on combating the use of GenAI in assessment. Guidelines were developed for staff and students, policies put in place too. Innovative educators have forged paths in the use of Generative AI for teaching, learning and assessments leading to pockets of transformation springing up across HEIs, often with little or no top-down guidance, support or direction.
This Gasta posits a strategic approach to integrating AI into HEIs to prepare staff, students and the curriculum for an evolving world and workplace. We will highlight the advantages of working with these technologies beyond the realm of teaching, learning and assessment by considering prompt engineering skills, industry impact, curriculum changes, and the need for staff upskilling. In contrast, not engaging strategically with Generative AI poses risks, including falling behind peers, missed opportunities and failing to ensure our graduates remain employable. The rapid evolution of AI technologies necessitates a proactive and strategic approach if we are to remain relevant.
Read| The latest issue of The Challenger is here! We are thrilled to announce that our school paper has qualified for the NATIONAL SCHOOLS PRESS CONFERENCE (NSPC) 2024. Thank you for your unwavering support and trust. Dive into the stories that made us stand out!
Biological screening of herbal drugs: Introduction and Need for
Phyto-Pharmacological Screening, New Strategies for evaluating
Natural Products, In vitro evaluation techniques for Antioxidants, Antimicrobial and Anticancer drugs. In vivo evaluation techniques
for Anti-inflammatory, Antiulcer, Anticancer, Wound healing, Antidiabetic, Hepatoprotective, Cardio protective, Diuretics and
Antifertility, Toxicity studies as per OECD guidelines
The French Revolution, which began in 1789, was a period of radical social and political upheaval in France. It marked the decline of absolute monarchies, the rise of secular and democratic republics, and the eventual rise of Napoleon Bonaparte. This revolutionary period is crucial in understanding the transition from feudalism to modernity in Europe.
For more information, visit-www.vavaclasses.com
Macroeconomics- Movie Location
This will be used as part of your Personal Professional Portfolio once graded.
Objective:
Prepare a presentation or a paper using research, basic comparative analysis, data organization and application of economic information. You will make an informed assessment of an economic climate outside of the United States to accomplish an entertainment industry objective.
1. NATIONAL FORUM OF EDUCATIONAL ADMINISTRATION AND SUPERVISION JOURNAL
VOLUME 32, NUMBER 4, 2014
Book Review: Ethical Decision Making in School Administration:
Leadership as Moral Architecture
Kevin Badgett, EdD
Assistant Professor of Educational Leadership
Department of Educational Leadership, Foundations, and Counseling
College of Education
University of Texas of the Permian Basin
Odessa, TX
Abstract
Those in school leadership and others who prepare them must identify resources which support
the mentoring process in order to ensure aspiring and practicing school leaders are prepared to
plan and make decisions from a consistent framework. Ethical Decision Making in School
Leadership: Leadership as Moral Architecture, by Wagner and Simpson, is one such resource.
Although this book was published in 2009, it is important for its unique contribution to
leadership theory and behavior. Readers are introduced to multiple lenses supportive of strategic
decision making for practicing leaders and for training both aspiring leaders and those in
advanced leadership programs. This review highlights the authors’ central themes and illustrates
how the book can support the school leader’s application of a consistent lens for decision making
in school leadership.
Keywords: ethical school leadership, advanced leadership training, leadership theory and
behavior, moral architecture, pragmatic idealism
PK-12 school administrators are constantly faced with the responsibility to make
decisions. In their book Ethical Decision Making in School Administration: Leadership as Moral
Architecture, Paul A. Wagner and Douglas J. Simpson offer a prescription designed to support
school leaders’ cultivation of reflective thinking and purposeful, consistent decision making.
Paul Wagner is currently a Professor and Chair of Educational Foundations, Professor of
Philosophy in the School of Human Sciences and Humanities, and Director of the Project in
Professional Ethics at the University of Houston - Clear Lake. Douglas J. Simpson is Professor
Emeritus at Texas Christian University and has served in tenured positions at the University of
Louisville, Memorial University of Newfoundland, Tennessee State University, and Texas
Christian University.
The authors’ message is delivered in the framework of two new concepts. The first is the
idea of leadership as moral architecture. This construct is based on the idea that school leaders
are active, moral agents who are responsible for more than their own behavior. The leader’s
responsibility extends to organizational consequences that naturally accompany the environment
those leaders foster.
1
2. NATIONAL FORUM OF EDUCATIONAL ADMINISTRATION AND SUPERVISION JOURNAL
2____________________________________________________________________________________________
According to Paul A. Wagner and Douglas J. Simpson, moral architecture is “created in
large part by how senior-level administrators go about their daily tasks” (2009, p. xii.). By
fostering an elevated moral architecture, the leader creates a participatory environment where
individual stakeholders are given meaningful opportunities to make contributions to the creative
process of defining organizational purpose and achieving goals. In this atmosphere, each
contributor has a personal stake in systemic success or failure; consequently, formal authority
secures stakeholder investment in a shared effort rather than simple buy-in for an individual’s
plan. The ability to forge this type of architecture is consistent with the skill set of the
transformational leader (Hoy & Miskel, 2005). By contrast, the flat moral architecture that is
“accidental” and evolves in the absence of one that is “democratic (and) deliberatively derived”
(Wagner & Simpson, 2009, p.13), focuses on efficient management of the mechanical aspects of
the organization through the lens of one person’s priorities without adequate regard for the
organization’s organic context.
The second new idea is Pragmatic Idealism. This idea suggests that while the pursuit of
ultimate truth may be unfruitful, it is possible to move toward ultimate truth by “fits and starts”
(Wagner & Simpson, 2009, p. 77). The authors fuel readers’ reflective application of this concept
through an extended and operational review of ethical theorists through history. In reviewing the
core tenants of almost 20 different philosophers, the reader has the opportunity to reflect in a
self-assessing way on their value system and the basis for that system. Without prescribing one
philosopher’s ethical system over another’s, the authors assert an effective organizational leader
is one who has a clearly defined and consistent value system that informs their decision making
habits and processes. In eight chapters, four appendices, and a glossary, the book proceeds to
systematically discuss how school leaders can make decisions that are ethically consistent
despite the constantly changing and increasingly diverse needs of the communities they serve.
Badgett-Kritsonis Supervision Leadership Model
The Badgett/Kritsonis Supervision Leadership Model has application to this book. This
model focuses on six fundamental principles of effective supervision. Step One: Expectations
must be reasonable. Step Two: Expectations clearly communicated. Step Three: Expectations
consistently enforced. Once these foundational steps are established, the supervisor advances to
the fourth, fifth, and sixth steps. Step Four: Results monitored. Step Five: Results monitored for
effectiveness. Step Six: Expectations reinforced or revised in a systematic, measured, and safe
manner. This idea is predicated on the necessary presence of effective and ethical decision
making.
Practical Application and Unique Contribution
With consideration for the new concepts, Leadership as Moral Architecture and
Pragmatic Idealism and with Chapter Two’s review of ethical theorists throughout time to
support practical application, this book makes a valuable contribution to our knowledge base.
According to Davis and Jazzar (2005), reflection is an important leadership activity. This book is