Mode of access: World Wide Web. / Thesis (Ph. D.)--University of Hawaii at Manoa, 2004. / Includes bibliographical references (leaves 260-275). / Electronic reproduction. / Also available by subscription via World Wide Web / xii, 275 leaves, bound 29 cm

M.Ed. (Educational Psychology) / The purpose of this study is to determine whether there are significant differences in leadership skills between successful and unsuccessful candidates in house committee elections as indicated by senior students and other house committee candidates. The study consists mainly of two parts. The first is a study of the literature discussing the concepts : leadership, leadership development and leadership skills. The concept of leadership from an educational psychological perspective will be associated with the concept of leadership development. In the second place, an empiric study is carried out in order to establish to what extent the six skills of the successful and unsuccessful candidates differ. From the data it will be established which skills are essential for the formulation of a leadership development programme. From the literature study it appears that it wasinitially believed that leadership required inborn qualities. The other two prominent approaches concentrated on the behaviour of the leader and the situation in which he and his followers find themselves. The contemporary viewpoint supports the fact that leadership can be developed through leadership skills. Two women's residences and two men's residences were selected as representative of the student population. At the 1990 house committee elections HC-candidates and other selected students at each of the four residences were required to evaluate each of the candidates in respect of leadership skills. The results obtained from the questionnaires have been processed by the way of the Hotelling Il-test technique. It was found that significant differences exist between successful and unsuccessful candidates in respect of the six leadership skills. It appears that these skills are more prominent with successful candidates than with unsuccessful candidates. The development of leadership skills should therefore be considered when a leadership development programme is formulated.

D.Cur. (Professional Nursing) / As a result of the dynamic changes and developments which have taken place over the past years in the nursing and health services it has become imperative that attention should be paid to the leadership abilities and skills of nursing service managers who are in control of such services. It is essential for nursing service managers to develop leadership qualities, because the nursing service manager is responsible for the management of nursing services. The nursing service manager is responsible for rendering quality nursing to the individual, families and the community. Therefore nursing service managers cannot afford to lag behind where development and handling of changes in health services are concerned. As the nursing service manager develops and grows personally and professionally he/she is enabled to facilitate the professional nurses' quest for wholeness. They, in their turn, can facilitate the patients' quest for wholeness. This research originated because of the needs and shortcomings with regard to inadequate management skills that became evident in conversations with nursing service managers on various management levels in practice, and also because of existing research by nursing service management experts. Research and discussion with nursing management experts showed that there is a need for leadership development in nursing service managers and that the need becomes more pronounced as a result of the dynamic changes that are taking place in the nursing and health services. These changes in their turn are brought about by the political and socia-economic demands and pressure on health services. The question arose of how to address the problem of leadership development of the nursing service manager in the best possible way. It was decided to address the problem directly through research, in order to determine how nursing service managers could and should be educated in leadership development, in order to satisfy the demands made on them. Due to the nature of the problem, it was decided to follow a qualitative, explorative and descriptive design in the research, with a theory generating approach based on the model of theory generation of Dickoff, James and Wiedenbach (1968: 415/435) . The first related and three levels viz factor isolation, factor related and situation related theories were generated. In phase one of the research an explorative, descriptive, contextual design, where a focus group technique of interviewing was used, was followed. It was done in order to investigate the leadership dimensions of nursing service managers, to address level one factor isolation of theory generation and to identify the specific concepts with regard to leadership development. After the results had been transcribed validation discussions were conducted with some of the participants, in order to enhance the credibility of the research. A control of literature was done, in order to compare the results of the study with existing literature and research on the topic. Six main concepts in the process of leadership development were identified by means of concept-identification, and concept classification (level one factor isolation theory). They are role model,· values, participating leadership, change management, self management and interpersonal skills. These concepts contribute to answering research question viz: To what extent can the exploring and description of the nursing service manager's leadership practice serve as foundation for the generation of a leadership development model and for the provision of guidelines for leadership development. The reliability of the research was constantly ensured by careful discussion of the methodology. The conceptualized model for leadership development of nursing service managers was validated by three nursing model experts and three nursing management experts. Following on clarifying discussions with model and nursing management experts the model was refined and hypotheses/relation statements were identified. Factors are not seen in isolation any more. The research therefor now moves to a level two factor related theory. The description of the model takes the research up to a level three situation related theory. The description of the model implies a description of the structure and process. Hypotheses are stated after the recommendations because discussions is only taken up to a level three situation theory. As a result the model for leadership development of nursing service managers can be validated by subsequent research. Thereafter formulated hypotheses of theory generation can be taken to theory verification. The model for leadership development is evaluated on previously stated criteria and the research succeeds to conceptualize a model for leadership development of nursing service managers in a logical, systematic way. The model is an answer to the research questions and clearly shows how nursing service managers can and should be educated. The nursing service manager's quests for leadership excellence, in order to be able to contribute to the quest for wholeness of other nursing service managers and followers and to the community. Conclusions, recommendations and operational possibilities of the research are suggested and finally, guidelines for a leadership development programme are proposed.

Bombarded by constant and rapid change, healthcare organizations feel a sense of urgency to meet their needs for leaders. They rely on physicians to lead at all levels in their healthcare organizations. For them to successfully navigate today's healthcare environment, they require more than a medical education. To address this need, healthcare organizations are developing in-house leadership development programs.In this paper, I conduct a case study of physicians transitioning into leadership and their self-efficacy facilitated through an in-house leadership development program. Documentation, semi-structured interviews, and observations are examined to explore how physicians think about their leadership experiences following their participation in a six-month leadership development program.The study also explores at a high-level how these experiences influenced physician's self-efficacy as a first step in developing a theory of physician leadership and self-efficacy.

published_or_final_version / Education / Master / Master of Education

Afrikaans text / The researcher was approached by the security industry to identify leadership shortcomings and to design a leadership course aimed at supervisory level. The research question YJas: "Is it possible to identify shortcomings in individuals in respect of leadership qualities and to address these shortcomings by means of a leadership training model?" After a background study, a leadership training model was developed ·and a bottom-up needs analysis was executed. The developed questionnaire was distributed and the response was statistically processed and interpreted. The target group was identified. The course was designed, presented and evaluated. The impact of this course will be determined through research after a period of 12 to 18 months by comparing and interpreting personnel statistics on aspects like absence without leave, personnel turnover, sick leave and a number of disciplinary hearings. / Die navorser is deur 'n sekuriteitsmaatskappy genader om leierskap­ tekortkominge te identifiseer en 'n kursus te antwerp en aan te bied wat op toesighouervlak gerig is. Die navorsingsvraag is : "Is dit moontlik om tekortkominge ten opsigte van leierskapkwaliteite te identifiseer en deur middel van 'n leierskap­ opleidingsmodel aan te spreek?" Na afloop van 'n agtergrondstudie, is 'n leierskapmodel ontwikkel en 'n onder-na-bo-behoeftebepaling uitgevoer. Die ontwikkelde vraelys is versprei en die terugvoere is statisties verwerk en ge'interpreteer. Die teikengroep is ge'identifiseer. Die kursus is antwerp, aangebied en geevalueer. Die impak van die kursus sal deur middel van verdere navorsing na 'n periode van 12 tot 18 maande getoets word deur die vergelyking en interpretering van personeelstatistieke met betrekking tot afwesighede sander verlof, personeel omset, siekteverlof en die aantal dissplinere verhore. / Curriculum and Instructional Studies / M. Ed. (Didaktiek)

No description available.

The primary purpose of this study was to determine the impact of a junior high school leadership program on the academic success and leadership development of its at-risk student participants. A secondary purpose, based on impact, was to evaluate the program as a potential school-based model for adolescent at-risk intervention. The leadership program investigated in this study is unique in three ways. First, the program is in a magnet school and the student population is heterogeneously mixed as to ethnicity and socio-economic status. Second, enrollment is open to all students. Third, its curriculum goals meet research-based criteria for effective intervention practices and leadership development. Academic success indicators associated with at-risk students included achievement, conduct, attendance, and school engagement. Leadership development indicators included leadership practices students had experienced and leadership positions students had held. The design of this post hoc study was the comparison of two groups of high school students who qualified as "at-risk" during their junior high years. Data collection included district or campus reports for cumulative attendance rates, grade point averages, and conduct demerits, as well as student survey responses for school activities, leadership practices experienced, and leadership positions held. Results of multivariate and univariate inferential analyses show the leadership program had a slight positive impact on the achievement and leadership experiences of at-risk student participants. Descriptive data analyses indicated a positive trend toward better conduct from program participants as well. The program did not have a significant impact on attendance, school engagement, and leadership positions students had held. While the program met criteria for effective at-risk intervention as well as exemplary leadership development, results were mixed, so evaluation of the leadership program as a model for at-risk student intervention is inconclusive. Further longitudinal research is recommended with a larger sample, using pretest and posttest measurements, group comparisons, and determination of short term and long term effects.

M.Ed. / Please refer to full text to view abstract

Afrikaans text / The researcher was approached by the security industry to identify leadership shortcomings and to design a leadership course aimed at supervisory level. The research question YJas: "Is it possible to identify shortcomings in individuals in respect of leadership qualities and to address these shortcomings by means of a leadership training model?" After a background study, a leadership training model was developed ·and a bottom-up needs analysis was executed. The developed questionnaire was distributed and the response was statistically processed and interpreted. The target group was identified. The course was designed, presented and evaluated. The impact of this course will be determined through research after a period of 12 to 18 months by comparing and interpreting personnel statistics on aspects like absence without leave, personnel turnover, sick leave and a number of disciplinary hearings. / Die navorser is deur 'n sekuriteitsmaatskappy genader om leierskap­ tekortkominge te identifiseer en 'n kursus te antwerp en aan te bied wat op toesighouervlak gerig is. Die navorsingsvraag is : "Is dit moontlik om tekortkominge ten opsigte van leierskapkwaliteite te identifiseer en deur middel van 'n leierskap­ opleidingsmodel aan te spreek?" Na afloop van 'n agtergrondstudie, is 'n leierskapmodel ontwikkel en 'n onder-na-bo-behoeftebepaling uitgevoer. Die ontwikkelde vraelys is versprei en die terugvoere is statisties verwerk en ge'interpreteer. Die teikengroep is ge'identifiseer. Die kursus is antwerp, aangebied en geevalueer. Die impak van die kursus sal deur middel van verdere navorsing na 'n periode van 12 tot 18 maande getoets word deur die vergelyking en interpretering van personeelstatistieke met betrekking tot afwesighede sander verlof, personeel omset, siekteverlof en die aantal dissplinere verhore. / Curriculum and Instructional Studies / M. Ed. (Didaktiek)