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961
Análisis del entorno de práctica enfermera para el desarrollo del liderazgo tras el impacto del COVID
Published 2022-09-01“…The second phase seeks to identify initiatives to improve the practice environment and propose a Leadership Development Plan adapted to the post-COVID situation. …”
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962
Can authentic leadership influence the employees’ organizational justice perceptions? – a study in the hotel context
Published 2022-06-01“…The results of this study may motivate hospitality/ hotel leaders to include authentic leadership development as an actionable strategy to bolster fairness and mitigate some of the negative features of the industry.…”
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963
Relationships between Extension Competencies, Organisational Commitment and Job Satisfaction with Performance of Agricultural Extension Workers in Yemen
Published 2008“…This study aimed to determine the relationships between selected variables, namely extension competencies including human development competencies, leadership development, extension communication methods, programme development, programme implementation and programme evaluation; organisational commitment as well as job satisfaction and job performance of agriculture extension workers. …”
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964
3403 Understanding the career pathways of scholars participating in Scholar Programs and Academy
Published 2019-03-01“…The TRA provides education and leadership development training, research support services, mentoring, and networking opportunities to 15-20 early-career clinical and translational researchers, including those receiving KL2 awards. …”
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965
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966
Profitability of stingless beekeeping production and beekeepers’ perception of extension agents’ performance
Published 2018“…Results reveal two levels among stingless beekeepers on technology transfer, human resource development and work performance of extension agents; moderate (technology of stingless bee, dissemination of technology, evaluation of technology, leadership development, decision making and) and high (social skill). …”
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967
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968
Advancing women in healthcare leadership: A systematic review and meta-synthesis of multi-sector evidence on organisational interventions
Published 2021-09-01“…Organisational intervention categories included i) organisational processes; ii) awareness and engagement; iii) mentoring and networking; iv) leadership development; and v) support tools. A descriptive meta-synthesis of detailed strategies, policies and practices within these categories was completed. …”
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969
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970
Leadership practices and principles of a malay- muslim chief executive officer at a selected Malaysian government-linked company
Published 2014“…The outcome of this study suggests that the development of one’s leadership principles is the outcome of one’s own personal leadership philosophy which is shaped by personal life experiences under five major themes; inherent talent; leadership development out of struggle and hardship; developed for a cause that is worthy of strong commitment; developed for a process of learning from experience, such as personal mistakes or failures, influence of positive or negative role; and religious upbringing which includes his belief systems as being an integrative system of the organizational leadership. …”
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971
Lived experiences of women leaders regarding their spiritual intelligence and its use in higher educational leadership settings in Malaysia
Published 2015“…Despite many studies have been conducted on leadership, however, very little studies have been done on the contribution of infusing spiritual intelligence practices for leadership development towards managing the changing environment. …”
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972
Opportunities for Leadership Expression in a Learning Organization
Published 2020-10-01“…Leadership can be viewed as any activity that relies on an individual’s abilities to effectively play a leadership role in an organization. Leadership development involves the social capital required to lead at the collective or individual level. …”
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973
URGENT NEED IN PAKISTAN TO ALIGN HEALTH PROFESSIONALS’ EDUCATION TO 21st CENTURY CHALLENGES
Published 2015-09-01“…WHO believes that the global Health Work Force crisis cannot be addressed by producing more health professionals alone; what is needed is a health workforce with the right competencies to respond to evolving health needs.5,6 The United States Institute of Medicine (IOM) proposes a set of simple, core competencies for health clinicians, regardless of their discipline, that include capacities to provide patient-centered care, work in interdisciplinary teams, employ evidence-based practice, apply quality improvement and utilise informatics.7 Integration of public health in to clinical curricula, development of research skills, understanding of policy, management ,law and ethics and leadership development are also advocated.2 For public health professionals who are concerned with population health the IOM emphasises the need for their understanding of the Ecological Model of Health-a model that goes beyond biological risk factors that affect health and seeks to also understand the impact on health of environmental, social, and behavioral factors and the linkages and relationships among these multiple factors (or determinants) affecting health. …”
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974
Designing a Succession Model With an Emphasis on Talent Management
Published 2023-09-01“…The next step was to extract the basic themes for which the researcher put those codes and themes that hold the most identical meanings together and created new meaning and words and achieved 92 basic themes.In the next phase, the extracted basic themes were categorized into 5 organizer categories that will be clarified below.Determining the strategic occupations criteria: 1) the effects of occupation on salary 2) the relation between the occupation with a responsibility and significant process 3) the effect of occupation in profitability 4) occupations with no one being in charge of 5) the possibility of replacing (feasibility and difficulty) 6) the viewpoints of the related manager or head on occupation 7) the impacts of not fulfilling the responsibilities of the occupation 8) setting points for the factors of determining strategic occupations 9) grouping the occupations under the three subdivisions of strategic, significant and ordinary 10) the ability to design an outlook 11) leadership 12) strategic thinking 13) decision making ability 14) programming and organizing 15) change management 16) micro and macro management 17) team leadership 18) information management 19) innovation and creativity 20) intermediation 21) encouraging and cheering up 22) nurturing the personnel 23) innovation 24) diversity management 25) effective and efficient communications 26) learning 27) problem solving 28) business intuition 29) Team building 30) initiative 31) the effectiveness of interpersonal relationship 32) market focusing 33) team working and value creation 34) change management 35) responsibility technical skills 36) character integrity 37) high intelligence 38) management and commanding skills 39) designing the data bank of personnel 40) the role of technology in identifying talent sources 41) identification procedure 42) planning for identifying talented ones 43) identifying and preparing the successors 44) determining the management talents of personnel 45) identifying the best alternatives for management and leadership in the organization 46) identifying external probable alternatives 47) increasing the talents sources composing extensible personnel 48) matching and alignment between the existing talented personnel in the organization and the required talented ones in the future 49) providing opportunities for personnel enjoying high potentialities 50) the continuity of leadership development and thinking talent 51) internal talents developing 52) strategic talent developing 53) abilities identification 54) talents sources formation 55) benefiting from qualified personnel 56) talents identification 57) personnel training 58) individual and organizational maturity 59) personal empowerment 60) professional development of personnel 61) the growth of personnel along with the official path of the organization 62) improving individual performance 63) self actualization 64) role-playing of the individuals in the organization 65) individual improvement 66) self-training 67) the opportunity for creativity 68) improving manpower 69) qualified management training 70) individual and occupational development 71) qualification of education 72) talents assessment 73) ability assessment 74) skill assessment 75) individual assessment 76) job assessment 77) performance assessment 78) the ability to summarize 79) team building 80) strategic and analytical thinking 81) feasibility in appointing individuals 82) acceptable number of candidates in talents source for management 83) the positive performance of selected individuals 84) characteristics 85) structured interviews 86) non-artificial interviews 87) self- assessment questionnaires 88) characteristics tests 89) psychometric tests 90) ability and talent tests 91) skill assessments tests 92) knowledge difficulty tests ConclusionThe main task of the present research was to identify the succession planning through focusing on talent management which happened in defining the terms and delivering reports, so as to form the relations afterwards. …”
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975
Assessment the Performance of Agricultural Cooperatives in Rural Areas Case Study: Khoramabad Township Dr. Mehdi Pourtaheri Assistant Professor of Geography University of Tarbia...
Published 2012-03-01“…Agricultural cooperatives have contributed greatly to the development of modern national and systematized agricultural production-base, helped enhance self-sufficiency of major staple foods, and strengthened farmers’ household economy by facilitating market access and competitiveness, adapting their operations to agricultural technological innovations and encouraging democratic decision-making processes, leadership development and education. In the recent years, Lorestan province, especially Khoramabad has witnessed a remarkable development of agricultural cooperatives in rural areas. …”
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976
Leadership succession in nursing: thinking and acting today to ensure a better tomorrow
Published 2017-03-01“…This process is complex and includes elements such as strategic planning, resource allocation, identifying key position/competencies to be replaced, selecting potential leaders, leadership development, mentoring/coaching and assessing candidates(18-19). …”
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977
Addressing Racism and Its Deeply Entrenched Dynamics: A 21st Century Imperative
Published 2023-01-01“…These tools include leadership development, policy analysis, data mining and analysis, and community organizing and mobilization to address a range of issues that are the ultimate determinants of health. …”
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978
LA EFICIENCIA DE LOS CENTROS DE SALUD: EL CASO DE LOS HOSPITALES PRIVADOS [doi: 10.5329/RECADM.20040302009]
Published 2004-11-01“…This means to achieve seniority, leadership development, production efficiency, and of course profitability, besides other important aspects. …”
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979
LA EFICIENCIA DE LOS CENTROS DE SALUD: EL CASO DE LOS HOSPITALES PRIVADOS
Published 2004-11-01“…This means to achieve seniority, leadership development, production efficiency, and of course profitability, besides other important aspects. …”
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980
Taking Sustainability from Theory to Practice
Published 2006-12-01“…Sustainable leadership develops environmental diversity and capacity. 7. …”
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Article