A Test of Excellent Leadership in Public Relations: Key Qualities,Valuable Sources,and Distinctive Leadership Perceptions

To better understand leadership in public relations and explore its value in successful communication management, this article captured the perceptions of mid- and senior-level public relations executives (N = 222) regarding the important qualities and dimensions of excellent leadership in the practice. According to study participants, strategic decision-making capability, problem-solving ability, and communication knowledge and expertise are the three most important qualities of excellent leadership. In addition, respondents said that on-the-job experiences, individual initiative and desire, and role models are the most valuable sources of leadership skills and development. About half of the respondents indicated that excellent leaders in public relations are different from leaders in other fields in three ways: They must hold a compelling vision for communication, possess comprehensive understanding of media and information systems, and effectively develop and implement strategic communication plans. Professional women and men in the study viewed excellent leadership in more or less similar ways. The study advances understanding of leadership in the field, which has been little explored in the public relations literature.     

Personal sacrifice and corporate cultures: career progression for disabled staff in higher education

Disabled people are under-represented in higher education (HE), especially in senior posts. This article reports research on the perspectives of career progression into leadership held by disabled staff in one post-1992 university. Findings indicated that some participants were already engaged in leadership or aspired to such roles, and reported positive experiences. However, participants also experienced barriers to progression, including a lack of awareness of equality and diversity among managers and colleagues, inadequate professional development opportunities and the competitive organisational culture of management that could impact on their health and work–life balance. We conclude that disabled staff in HE do not yet have equal opportunities for progression into leadership roles compared with their non-disabled peers. There is a need for realignment of the culture of leadership and management to make it more compatible with the full inclusion of disabled staff in HE such that their unique contributions are valued.     

Organizational metamorphosis: A study of eighteen nonprofit mergers,acquisitions, and consolidations

This article reviews the literature on nonprofit mergers and presents a study of eighteen nonprofit merger, acquisition, or consolidation transactions. The findings underscore financial reasons as the chief motivation for mergers and cite the inability of small agencies to compete as an important contributing factor. Morale and productivity declined when staff had serious concerns about their future. Good leadership and honest and open communication were considered vital to ensuring a smooth merger process.     

Implementing a gender policy in ACORD: strategies,constraints, and challenges

ACORD, a consortium of 11 nongovernmental organizations from Europe, Asia, and North America devoted to poverty alleviation in Africa, formally adopted a gender policy in 1990 aimed at reducing gender-based inequities in communities where ACORD works. A 1994-96 survey of field programs indicated that the greatest gains for women had been recorded in the areas of welfare, access to resources, conscientization (awareness of and will to alter gender inequalities), and, to a lesser extent, participation; minimal progress was noted in shifting the prevailing gender-based imbalance of power and control in public or private spheres. The research identified several programming and organizational strategies that have promoted positive outcomes for women: gender-awareness training for staff and community members, working with mixed groups, working with women-only groups, promotion of female leadership, gender-aware participatory planning and evaluation, spreading responsibility throughout the organization for implementing the gender policy, recruitment and promotion of women staff, networks for women staff, and direct field involvement in research. Also identified were internal and external factors that weakened policy implementation: a lack of clarity as to its aims, culture-based resistance, confusion regarding responsibilities and procedures, weak accountability mechanisms, lack of gender impact indicators, training inadequacies, underrepresentation of women staff, and inadequate resources. As a result of the review process, ACORD has given gender issues centrality in its current 5-year strategic plan.     

The Role of Communication in Achieving Shared Vision Under New Organizational Leadership

In this article, we report the results of a longitudinal survey research project of an organization undergoing leadership change. The study determined the relationships between members' "shared vision" of the organization's goals and a number of communication-related activities. We found significant relationships between shared vision and communication from the leader and the public relations staff. We concluded that the leader who "flattens" the communication hierarchy is more likely to achieve shared vision. The findings should be of value to public relations practitioners in their role as consultants to new leaders and as they determine the most effective channels for communicating organizational changes.     

Public Relations Expertise and Organizational Effectiveness: A Study of U.S. Hospitals

A national survey of 191 heads of public relations departments in hospitals measured the departments' expertise or knowledge to practice excellent public relations, as defined by recent research. Utilizing 2 scales original to the study, correlations showed strong and significant relationships between organizational effectiveness and departments with high potential to practice the 2-way symmetrical model, enact the manager role, and participate in strategic planning. Analysis further showed that traditional communication craft, as characterized by 1-way models and the technician role, is a foundation for public relations excellence. Findings can be used to help resolve the current crisis faced by hospitals.     

Policy advocacy and leadership training for formerly incarcerated women: An empowerment evaluation of ReConnect,a program of the Women in Prison Project,Correctional Association of New York

There is limited knowledge on re-entry initiatives for formerly incarcerated women specifically on building women's advocacy and leadership skills. Our research highlights an empowerment evaluation on ReConnect, a 12-session; innovative advocacy and leadership development program rooted in an integrated framework of empowerment, and transformational leadership theories. Using thematic analysis, we coded three focus groups with 24 graduates, for themes that matched our framework's concepts. ReConnect graduates reported being empowered by the information they received on parental rights, housing, and employment. Participants agreed that ReConnect improved their communication skills, preparing them to advocate for themselves and community members.     

The family's role in person-centered care: practice considerations

Effective implementation of person-centered care requires a shared understanding and commitment to make it a reality by administrative personnel, direct care providers, and residents and their family members. Long-term care facilities must seek ways to engage residents' families in person-centered care through its training, policies, care planning, and documentation. Doing so may require revisions to policies and work practices, and ongoing leadership efforts to maintain this care framework within the realities of staff turnover and regulatory requirements. Developing protocols and procedures that facilitate family members' communication with staff and build consensus and shared values will result in a system that represents and honors the unique perspectives, values, and needs of each resident receiving care. It is important for facility leadership to set the tone for acknowledging the importance of family involvement in person-centered care by modeling acceptance of concerns and criticisms as valid and by acknowledging that direct care providers, residents, and their family members have a voice in care decisions. Such an approach has the greatest chance of success in promoting person-centered care and the shared values necessary to ensure its successful implementation.     

Overcoming Ethnocentrism: The Role of Identity in Contingent Practice of International Public Relations

Based on literature from the contingency theory of public relations and psychocultural conflict theory, this study explored how multinational corporations (MNCs) are practicing public relations in Korea, and what contingency factors impact MNCs' stances in conflict situations. Interviews of leaders in public relations agencies whose major clients are MNCs found that "fear factor" plays a critical role in MNCs taking more accommodative stances in conflict situations. MNCs tend to move toward accommodative stances based on their fear of Korean media and local culture, regardless of the presence of 2-way symmetrical communications with publics. More specifically, accommodation seemed to be enacted through 1-way communication (i.e., local publics' claims) and MNCs' fear of media, local culture, or publics. This finding implies the following: First, 1-way communication may not always result in advocacy as is claimed in Western cultures, but may actually lead to accommodation. Second, indigenous local cultural dimensions should be explored in examining international public relations practices.     

Sexual assault prevention with college-aged women: a bibliotherapy approach

The present research evaluated the efficacy of a skills-based bibliotherapy approach to sexual assault prevention for college-aged women. One hundred and ten participants were followed prospectively for 16 weeks. A self-help book, written by the authors, was compared to a wait-list control on several self-report measures. Results revealed significant differences between groups, with bibliotherapy participants reporting decreased participation in risky dating behaviors and improvement in sexual communication strategies across a variety of dating situations. However, results suggested that the self-help book was no more effective than the wait-list control in reducing rates of sexual victimization. Limitations of the study and directions for future sexual assault prevention research with women are discussed.     

Celebrating our past. The history of Hamilton Psychiatric Hospital.

1. There is a risk of losing important parts of our psychiatric nursing history as a result of the rapid rate of mental health reform and the closing or changing of governance of major psychiatric facilities. 2. Hamilton Psychiatric Hospital provided leadership in psychiatric nursing in Canada for more than a century and is now changing governance from being a provincial psychiatric hospital to part of a community general hospital. 3. The hospital's tradition includes nonrestrictive care policies that have been in place for more than a century, a humanistic approach to care, being the first facility in Canada to require theory-based nursing care from all nursing staff, innovative practice models, and achieving authorship or co-authorship from more than 17% of the RN staff.     

Cross‐Cultural Consistency of the Demand/Withdraw Interaction Pattern in Couples

In order to examine the cross‐cultural consistency of several patterns of couple communication, 363 participants from four different countries (Brazil, Italy, Taiwan, and the United States) completed self‐report measures about communication and satisfaction in their romantic relationships. Across countries, constructive communication was positively associated with relationship satisfaction, whereas demand/withdraw communication was negatively associated with relationship satisfaction. Woman demand/man withdraw communication was significantly more likely than man demand/woman withdraw communication. Also, some evidence suggested women wanted greater closeness versus independence in their relationships than did men. Differences between partners in desire for closeness versus independence were associated with greater demand/withdraw communication. The possible bases for the demand/withdraw pattern of communication and its gender linkage are discussed.     

Leadership in physical activity groups for older adults: a qualitative analysis

The purpose of this study was to determine whether a theory-based framework could be used to deductively identify and understand the characteristics of motivational leaders of physical activity groups for older adults. Participants were 23 older adults (mean age = 78.5 +/- 8.0 years, 65% women). An interview-guide approach was employed to elicit older adults' thoughts on important characteristics of physical activity group leaders. The data suggested that effective leaders are those whom the participants feel are properly qualified, are able to develop a personal bond with participants, and can use their knowledge and the group to demonstrate collective accomplishments. It was concluded that the findings could be used to extend the leadership activities beyond the traditional technical performance and individual feedback to include activities of social integration. Furthermore, the conceptual framework identified can serve as a valuable tool in guiding future researchers in their examination of leadership in physical activity groups for older adults.     

Where Women Rebel

While a significant literature on women's participation in armed rebel groups exists, much of this work is focused on individual cases or regional comparisons among movements. This has led to a lack of cross-national work on women in insurgencies, and a limited understanding of the extent to which women are engaged in civil conflict internationally. This article introduces new data on women's involvement in seventy-two insurgencies active since 1990, and assesses the validity of several assumptions about women and rebellion drawn from existing literature on women in conflict and on civil wars generally. I show that women are active in rebel groups much more often than current scholarship acknowledges. This involvement includes frequent service in combat and leadership roles, where male participants are often presumed to be the default. Finally, while forced recruitment tactics are frequently used to bring women into service, much of their participation appears to be voluntary in nature.     

Women and work: Ascending to leadership positions

The purpose of this qualitative study is to explore women’s ascension to leadership positions. Two women CEOs were interviewed for this study. The literature on women leadership shows that many women might not be attaining CEO positions because of a lack of mentors, leadership-career aspirations, and experience, gender inequality, and companies’ preference for leadership styles based on masculine characteristics. The literature shows these factors affect women’s ascension to such leadership positions. This study found that women fall under the masculine leadership styles, even though their preferences differ. Furthermore, gender inequality seemed to be tied to age discrimination as well. The article concludes with an examination of nuances concerning gender inequality as it relates to leadership ascension, that is, the minute micro-aggressive messages that might be perceived as part of the culture. Furthermore, the implication that women need more mentors to prepare them for leadership roles is examined. This implication holds further ramifications as leadership approaches play roles in empowering or disempowering women.     

The Social and Political Implications of Muslim Middle Eastern Women's Participation in Violent Political Conflict

Five cases from the twentieth centuty Islamic Middle East are investigated in terms of the role patterns of women's participation in violent political conflict and the post-conflict social and political consequences of their participation. The study finds extensive role segregation between male and female participants, and virtual absence of women from leadership roles. These conflicts are seen not to be a catalyst for permanent social and political change, and reason for this consequence are discussed.     

The specter of failure: rendering Afghan women as sites of precarity in empowerment regimes

This article analyzes how the category of “Afghan women” and discourses of precarity intersect within the women’s empowerment regime in Afghanistan. By examining an NGO that seeks to empower women through writing, I argue that staff members draw upon precarity as a go-to logic to describe the state of Afghan women writers’ successes under conditions of insecurity and limited communication. Specifically, it is writers’ desires to subvert their social orders and to carve out their own futures that staff members and writing coordinators frame as subject to potential destruction. While recent work has highlighted the importance of recognizing the precarious lifeworlds of vulnerable populations, this article points to the potential implications of a hyper-recognition of precarity – namely, the obscuring of the complexities of individual women’s past and present realities. Through analyzing the pedagogies of one empowerment NGO working with women in a post-9/11 Afghanistan, I show how the logic of precarity is concerned with the vulnerability of women’s desires and sentiments, rather than their material and political vulnerabilities. It is thus deeply inflected by a historically situated “common sense” about which potentialities and aspirations are inherent to Afghan women.     

Coincidence of role expectations between staff and volunteer members of drug free community coalitions

Community coalitions have proliferated as a means of addressing a range of complex community problems. Such coalitions often consist of a small paid staff and volunteer members. The present study examines one likely contributor to coalition effectiveness: the degree of agreement on role expectations between paid staff and volunteer members. Role confusion occurs when paid staff and volunteers differ in their expectations of who is responsible for accomplishing specific tasks. Staff and volunteer members from 69 randomly selected Drug Free Coalitions in the United States as well as 21 Drug Free Coalitions in Connecticut were asked to respond to an online survey asking about 37 specific coalition tasks critical for effective coalition functioning and the degree to which paid staff and/or voluntary members should be responsible for accomplishing each. Our final sample consisted of 476 individuals from 35 coalitions. Using coalitions as the unit of analysis, we found significant differences between paid staff and volunteer coalition members on nine tasks reflecting four domains: meeting leadership and participation, (2) planning and implementation leadership, (3) publicity/media relations, and (4) logistical functions. Implications of these differences and ways that evaluators could help coalitions deal with differing role expectations were discussed.     

Symbolic Interactions and the Development of Women Leaders in Higher Education

The under‐representation of women in higher education (HE) leadership is a persistent global phenomenon. The purpose of this research is to re‐examine this issue through symbolic interactionism (SI). Eight women aspiring to leadership were invited to participate in semi‐structured interviews after attending a leadership programme specifically designed to enhance their leadership prospects. Analysis indicated ambiguities and contradictions that surround notions of leadership, in particular how the participants position themselves and are positioned in their workplace. This was evidenced by the meaning they attributed to: recognizing a leader; interactions with existing leadership; and speculation regarding their leadership capacity. Gendered notions were apparent in their constructed meanings. Similarity attraction was also evident, with men being observed as ‘paying it forward’, therefore facilitating promotion. Formal leadership training was advocated rather than experiential processes.