Differences in perceptions of leadership between U.S. and Japanese workers

Differences between American and Japanese workers regarding perceptions of effective leadership were investigated. 128 American workers and 203 Japanese workers were asked to describe the characteristics of their ideal leader. Results indicated that Americans perceive personality characteristics as more important for leadership, whereas Japanese perceive skills and behaviors as more important for leadership. Suggestions are made for training leaders from the U.S. and Japan for cross-cultural situations and for future cross-cultural leadership research.     

领导者作用与全球气候治理的发展

为什么一些国家选择在气候治理中承担领导者角色,而另一些国家没有?大国领导对于气候治理的国际集体行动意味着什么?本文认为,传统集体行动理论没有突出、甚至忽视了领导者的作用,也缺乏对领导者提供选择性激励的利益分析。而领导者通过自利型的非中性制度设计,在推动集体行动过程中发挥着重要作用。通过对霸权稳定论命题的理论再思考,本文以气候变化问题为例重新发现了领导者作用对于集体行动理论的意义,并以此框架分析了欧盟、美国、中国等主要博弈方在气候议题上发挥的作用,并展望了全球气候治理的未来方向。     

Perceived Challenges to the Sustainability of Community-Based Aging Initiatives: Findings from a National Study of Villages

Concerns have been raised regarding the sustainability of Villages, a rapidly-expanding set of organizations that typically use a participant-directed approach to improve older adults’ quality of life and ability to age in place. Using online survey and telephone-interview data from a 2013 follow-up study of Villages across the United States, this study examined organizational leaders’ perceptions of the major challenges to sustainability. Major challenges identified included: (a) funding, (b) membership recruitment, (c) leadership development, (d) meeting members’ service needs, and (e) limitations of the Village model itself. Findings point to a number of important considerations for the development, implementation, and sustainability of the Village model, including the role of social workers in addressing these challenges.     

Implementing reverse mentoring to address social isolation among older adults

ABSTRACT

Reverse mentoring is a means to address the social work Grand Challenge of social isolation. Among older adults, reverse mentoring can improve social connection by increasing the digital competence of older adults so they can use technology for social benefit, and by facilitating intergenerational connections with young adult mentors. In this paper, reverse mentoring is examined within an intergenerational program that serves older adults and utilizes the native technological knowledge and skills of young adults who mentor older adult participants. Qualitative data were collected through young adult mentor logs of each session, and through open-ended questions on the post-surveys collected from older adults and young adult mentors. Qualitative analysis revealed three themes related to social connection: (1) an increased sense of self-efficacy for older adults as they build confidence in technological use, and for young adults as they develop leadership skills through mentoring, (2) the breaking down of age-related stereotypes, and (3) intergenerational engagement and connection. The findings demonstrate that reverse mentoring can be used in various settings to decrease the social isolation of older adults by developing intergenerational connections and increasing older adult usage of technology.     

Promoting leadership skills in field education:a university-community partnership to bring macro and micro together in gerontological field placements

Social workers are being called upon to utilize a wide range of skills in practice including not only skills of working directly with clients, but also skills related to practice in organizations such as program management, inter-organizational cooperation, research and evaluation. This article describes an innovative geriatric field education program that prepares social workers with leadership skills in both direct service and management, and engages community agencies as both sites for student learning and as beneficiaries of their professional development projects. Case examples are provided and benefits and challenges to the model are discussed.     

Gender, Status, and Leadership

More than a trait of individuals, gender is an institutionalized system of social practices. The gender system is deeply entwined with social hierarchy and leadership because gender stereotypes contain status beliefs that associate greater status worthiness and competence with men than women. This review uses expectation states theory to describe how gender status beliefs create a network of constraining expectations and interpersonal reactions that is a major cause of the "glass ceiling." In mixed-sex or gender-relevant contexts, gender status beliefs shape men's and women's assertiveness, the attention and evaluation their performances receive, ability attributed to them on the basis of performance, the influence they achieve, and the likelihood that they emerge as leaders. Gender status beliefs also create legitimacy reactions that penalize assertive women leaders for violating the expected status order and reduce their ability to gain complaince with directives.     

略论提高县级领导干部领导能力和执政水平

县级领导干部作为党实施全面领导的重要层面,既是党的路线方针政策的执行者,又是发展县域经济和维护社会稳定的领导者和组织者,其领导能力和执政水平的高低直接关系着当地经济发展水平和社会稳定,关系着党执政能力的总体效能。县级领导干部的领导能力和执政水平面对加强党的执政能力建设存在许多问题。如,执政理念有待于进一步深化和提高;驾驭市场经济的能力还不适应新形势要求;缺乏敢为人先的时代精神等。针对这些问题,我们应树立科学执政理念,勇于突破创新,构筑和谐社会环境,不断提高执政能力和水平。     

Leadership and Listening: The Reception of User Voice in Today's Public Services

Over the last decade leadership has become a watchword in public service provision, especially in its association with the seemingly ubiquitous ‘delivery’ agenda. As leadership styles change in response to developments in the contemporary public service environment, it has become imperative for service providers to find ways to listen to service users. However, listening is itself widely recognized as an underdeveloped public sector competency. This article addresses the relationship between leadership and listening. Using findings from recent research, it identifies a ‘listening gap’ in public services, before pointing to ways in which this gap might be better understood and subsequently narrowed. In doing so, it seeks to present new ideas about the essential balance between ‘leadership’ and ‘listening’, and how this can be struck in today's public service environment. First, the nature of the user voice is examined. By talking to service users who have communicated their views in different ways in each of three different services (housing, social care and leisure), the article seeks to understand the nature of users' ‘projects’ in the expression of their views. These projects are compared with those of public service leaders. Second, the congruence (or incongruence) of these projects is considered through a comparison of the world views of both users and leaders. Finally, aspects of the context are considered in the discussion of the way public service organizations might go about defining the relationship between leadership and listening.     

Teaching and learning communication with children and young people: developing the qualifying social work curriculum in a changing policy context

Twenty years after survey evidence showed that UK social work students could complete their training without having learnt about or worked with children, new research suggests little has changed. There is still no guarantee that any student on qualification will have been taught about or assessed in communication skills with children and young people. This is despite the claim that the pre‐registration award provides teaching and assessment in core generic skills as a foundation for the development of specialist practice roles in agencies. In fact, as this paper shows, a common understanding of what counts as effective communication with children has yet to be consolidated in social work practice and research. This has impeded the process of curriculum development. Divergent expectations about what counts as social work communication with children in a changing policy context may be exacerbating long‐standing uncertainties about how genericism and specialism should be linked in professional education and training. In exploring these issues, this paper seeks to clear the way for the renewed effort that is now required if this aspect of curriculum development is to be effective.     

领导者行为素质动态测评体系综合研究

领导测评是核心人力资源开发的重要手段,领导者行为素质并非抽象的内在因素,其综合表现必然外化为领导实力的变化,通过领导个体实力的动态变化可以度量出行为素质产生的相对综合效果,既反映了行为素质的宏观差异情况,又可以反映微观层面的情况。在以往静态测评的基础上,结合数据包络分析方法(DEA)构建领导者行为素质动态测评体系,可以消除客观基础条件优劣的影响,真实地反映领导者行为素质差异的总体情况以便于测评对象找出差距,促进领导者综合素质水平的不断提高。     

It Ain't Just for the 40 Dollars: Young Fathers' Responses to the Interview Experience

In-depth interviews were conducted with 13 young fathers to identify factors supporting their paternal involvement. Participants' responses to their interviews revealed that the qualitative experience was meaningful and encouraged their paternal involvement through (1) self-disclosure, (2) the opportunity to help others, and (3) personal engagement with the interviewer. Prior work has noted the general benefits of interviews for interviewees. This study addresses the less-explored, specific benefits of qualitative interviews for young fathers, along with recommendations, which include (1) conducting research that utilizes the qualitative interview as a therapeutic opportunity for young-father participants, (2) exploring fathers' behaviors in qualitative interviews as an untapped resource for engagement, and (3) conducting participatory action and mixed methodologies with young fathers.     

Leadership in Social Work: A Case of Caveat Emptor?

This article examines the current interest in leadership ingeneral and the growing interest in leadership in social work,in particular. It highlights the lack of a generalized definitionof the word and the different ways it is interpreted in socialwork. The implicit assumptions on which much leadership writingappears to be founded are noted. Leadership can be seen as afurther development of the managerial agenda, from one perspective,or as a countervailing factor maintaining professional autonomy,from another. In considering some of the components of leadershipas identified by some in the field, the paper considers theextent to which these skills are exclusive to leadership andasks whether they might already be present but overlooked inthe profession. The paper concludes that expectations of leadershipwithin social work would benefit from debate and clarificationif this is to be a useful future theme.     

The social bases of language acquisition

A language is composed of conventional symbols shaped by their social-communicative functions. Children acquire these symbols, both lexical and syntactic, in the context of culturally constituted event structures that make salient these functions. In the acquisition process children rely on cultural learning skills (i.e., imitative learning). These skills emanate from their ability to participate intersubjectively with adults in cultural activities (i.e., joint attention), which underlies their ability to understand the ways adults are using particular pieces of language. The development of communicative competence as a whole, including not only lexical and syntactic skills but also various pragmatic skills, depends largely on feedback about communicative efficacy that children receive from different interactants. This feedback is used by children to make further inferences about the conventional functional significance of particular linguistic expressions. This social-pragmatic view of language acquisition obviates the need for a priori, specifically linguistic, format constraints on the language acquisition process.     

The Influence of Transformational Leadership and Job Burnout on Child Protective Services Case Managers' Commitment and Intent to Quit

ABSTRACT

Job burnout is prevalent in child welfare with turnover rates estimated between 20% and 40% nationwide. Although effective leadership has been shown to facilitate positive job attitudes and low job burnout in many industries, including healthcare organizations, limited research exists examining whether transformational leadership affects job burnout and job attitudes among child protective services (CPS) case managers. Moreover, no research exists examining whether job burnout mediates the relationships between transformational leadership and job attitudes. This study was designed to examine the relationships between transformational leadership, job burnout, and job attitudes among CPS case managers and whether job burnout mediates those relationships. Bass's theory of transformational leadership and Maslach's theory of job burnout provided the theoretical frameworks for this study. In this nonexperimental study, 197 CPS case managers (83% women) participated by completing an online survey. Results indicated that transformational leadership and job burnout correlated with each other and with job attitudes as hypothesized, and job burnout partially mediated the relationships between transformational leadership and the criterion variables. Our findings suggest that child welfare organizations should hire and/or train transformational leaders to reduce job burnout and increase job attitudes among CPS case managers. Directions for future research are discussed.     

What do children think about their social worker? A Q‐method study of children's services

Understanding how children experience social work interventions is an important part of gauging whether what is provided is genuinely helpful. In this paper, we describe the findings from a research project using Q‐method, aimed at understanding what children involved with statutory services think about their social workers and how they experience the time they spend together. Using a pre‐existing practice framework, we explored skills including empathy, collaboration, and purposefulness from the point of view of children and young people. The participants in our study (n = 22) were insightful observers of social work practice, able to describe not only how they experienced time spent with their workers but also inferring differences in motivation and approach. In addition, workers who were described in similar terms by different young people were nevertheless experienced differently. This suggests not an archetypal “good social worker”—instead, there are skills that are good for specific children at specific times within the context of specific relationships.     

The quest for sustainable employment: Challenges faced by young people during the job‐search process

Young people who are unable to find and sustain employment are at risk for long‐term social and economic exclusion. Active labour market policies (ALMPs) addressing the problem of youth unemployment have focused on building the employability skills of young job seekers to expand their employment opportunities. Yet research exploring how young people navigate the job‐search process is limited. Drawing on interviews with young Australian job seekers and their employment consultants, this article addresses the questions of how young people navigate entry into employment through the job‐search process and what challenges they face. The study revealed three common frustrations experienced by the young people during their job‐search: employers' expectations of relevant work experience in the young person's preferred occupation, being required to apply for jobs not aligned with their career aspirations, and the impact of personal factors on their ability to confidently present themselves to prospective employers. The findings highlight the need for ALMPs and employers to facilitate positive employability support mechanisms that will build a stable platform from which young people can build a trajectory towards sustainable employment to reduce long‐term youth unemployment.     

Making Leadership Work More Effectively for Women

This article explores strategies for enhancing women's effectiveness as leaders by first recognizing that leadership itself is gendered and is enacted within a gendered context, two themes that recur throughout this issue. These contexts exist along a continuum ranging from male-dominated, hierarchical, performance-oriented, power-expressive and thus masculinized contexts at one extreme to transformational contexts that stress the empowerment of followers at the other pole. Each context suggests different strategies for making women leaders effective, emphasizing women-specific recommendations in masculinized contexts that focus on status enhancement and the legitimation of women leaders in contrast to innovative contexts with broader task goals that prove more congenial for women, as well as men, leaders.     

Leadership,politics, and administrative reform at the United States Section of the International Boundary and Water Commission,United States and Mexico

This paper draws on theories of leadership to explain administrative problems at the United States Section of the International Boundary and Water Commission, United States and Mexico that led the U.S. President, in an unprecedented action, to remove the U.S. Section's Commissioner in 2005. The analysis proceeds from a detailed review of the history and organizational features of the U.S. Section. While popular accounts of the U.S. Section's leadership difficulties invoke an endogenous explanation of leadership failure emphasizing leadership traits and skills, we argue that this explanation should be coupled with an exogenous explanation for leadership failure. Focusing on the U.S. Section's altered administrative environment since the late-1980s, the paper argues that heightened politicization associated with its changing operational environment and mission increased the structural risks of executive failure. The paper concludes by reflecting on the theoretical and practical lessons learned from the U.S. Section's post-2000 administrative difficulties.