An instructor's power in the classroom is constructed and sustained through communication. The aim here is to examine how a teacher's power can be negotiated through a lens of servant leadership in hopes of furthering modes in which communication scholars can train future teachers to utilize their power in the classroom. I hypothesize that a teacher utilizing a servant leadership framework employs more pro-social behavioral alteration techniques (BATs). Participants were asked to answer an online survey with questions regarding a chosen instructor's attributes of servant leadership and behavioral alteration messages (BAMs). My hypothesis was partially supported in that that are perceived to use persuasive mapping a specific dimension of servant leadership engage in significantly more pro-social BATs; however, instructors with higher levels of emotional healing engage in significantly more anti-social BATs. Additionally, the gender of the participant and rank of the instructor evaluated influenced students' perceptions of compliance-gaining strategies. The discussion examines the specific dimensions of servant leadership as they relate to power and explores future directions for research examining professional development and training for future faculty and the need to examine gender of participant and instructors with an experimental research design.

Churches contribute both indirectly and directly to community economic development and social transformation. Some researchers cite lack of leadership as a factor in Christian churches in the United States experiencing declining attendance, with many churches closing. The purpose of this study was to determine the extent to which a senior pastor's past and current church leadership experience affects servant leadership practices in the pastor's current church. Servant leadership theory was this quantitative, correlational study's theoretical framework. Five research questions focused on a pastor's past and present church leadership experience and how it affects the servant leadership practices within the organization's leadership. Forty-six leaders from 6 church organizations took the Organizational Leadership Assessment (OLA). Individual church OLA scores were calculated and then analyzed using correlation and moderation analysis against each pastor's past and present experience. Findings did not indicate any statistically significant relationship between a pastor's past or present leadership experience and servant leadership practices within the church. Additional research using is recommended, as statistics did show trends indicating some statistical significance may be uncovered with a larger sample size. Findings could enhance social change initiatives by identifying which church organizational servant leadership aspects emerge early in a pastor's tenure as opposed to those aspects which emerge after more time, experience, and training. This study will benefit church and not-for-profit leaders by providing a better understanding of how a leader's work experience affects organizational leadership behaviors.

When organizational leaders create cultures that foster employee engagement, the leaders experience multiple benefits such as enhanced organizational performance, increased profitability, and improved retention rates. Although small business leaders must create and sustain atmospheres that nurture employee engagement to experience maximized success, 85% of organizational leaders struggle with executing strategies that increase engagement. The purpose of this qualitative, single case study was to explore strategies that small business leaders use to increase employee engagement. Servant leadership theory was the conceptual framework chosen for this study. The population included 3 small business leaders of a coffee shop located in Birmingham, AL. A review of company documents, as well as member checking of initial interview transcripts, helped to strengthen the credibility and trustworthiness of the interpretations. The final interpretations consisted of 2 main themes: creating a culture that enhances and sustains employee engagement and demonstrating leadership characteristics that increase employee engagement. Employee engagement increases when leaders use strategies that include effective employee development strategies, incentives and rewards, deliberate hiring practices, effective communication, leading by example, and leveraging employee innovation and ownership. These findings influence positive social change by uncovering strategies necessary to increase employee engagement, because employees who engage in the workplace display stronger forms of attachment to businesses, develop a significant bond within the community, and experience improved family interactions.

The development and sustainability of small businesses impact the U.S. economy. Owners of small businesses created 65.9% of new jobs between 2000 and 2017. Over 99.9% of known U.S. firms were small businesses. The purpose of this multiple case study was to explore the leadership strategies small fitness business owners implemented to sustain their businesses for longer than 5 years. The conceptual framework for this study was the servant leadership theory. The population for the study included 5 owners of small fitness businesses in the southeastern region of the U.S. who used leadership strategies to sustain their businesses for longer than 5 years. Data were collected using semistructured interviews and analysis of data from their business performance plans and financial statements. Data were analyzed using Yin's 5-step process. A transcription and coding software, methodological triangulation, and member checking were used during data analysis. Good business practices, leader characteristics, and leader relationships were the themes identified during data analysis. Company reputation, customer-service management, financial management, and marketing were minor themes of effective business practices, while adaptable, motivated, and work ethic were minor themes of leader characteristics and family-like and industry networks were minor themes of leader relationships. The implications of this study for positive social change relate to improving the economy, health, and overall well-being of community members through sustained small fitness business owners who provide jobs and access to preventive healthcare options.

There are currently no research studies that investigate the relationship between acculturation and leadership values and practices among the Indigenous Tribes on the Northern Plains of the United States. The study was initiated because Native American Elders on the Pine Ridge Indian Reservation were concerned that traditional altruistic leadership style was being lost in today's Native American leadership practice. Accordingly, acculturation and servant leadership theories were used to guide the study. A sequential explanatory mixed methods design incorporated the use of quantitative data based on the Servant Leadership Profile (SLP) and the Native American Acculturation Scale. (NAAS). The study included 51 Oglala Sioux tribal leaders, program directors, elected officials and traditional headsmen. The NAAS measured the respondent's orientation towards Native American versus dominant cultural values. The SLP measured the orientation towards the practice of servant leadership. The qualitative component involved interviews with 6 tribal leaders, 2 from each level of acculturation, to increase the understanding of the relationship between cultural orientation and leadership. The levels of acculturation were low, traditional (17.6%), moderate, bicultural (68.6%) and high, assimilated (13.7%). Qualitative themes revealed leadership values similar to servant leadership among all 6 respondents regardless of acculturation level. The bi-cultural participants identified in my study may create innovative ways of defining themselves and society itself for purposes of social change bridging the gap between divisions of traditional and assimilated individuals.

Thesis (Ed.D.)--University of Missouri-Columbia, 2006. / The entire dissertation/thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file (which also appears in the research.pdf); a non-technical general description, or public abstract, appears in the public.pdf file. Title from title screen of research.pdf file viewed on (April 26, 2007) Vita. Includes bibliographical references.

The civil servant are those who work for government by laws and get official salary. To improve the efficiency and honesty of the civil servant, the government should evaluate their performances and results, and conduct the following personnel affairs according to that. In order to improve the effect of the performance appraisal system, the Examination Yuan tried to revise the Law of Performance Appraisal of Civil Servant based on the modern management system. However, this caused dissenting view and objection from most of the civil servant. As a matter of fact, we already had the system of performance appraisal on officials since Tang-Yu dynasty and it kept changing and revising through dynasties. In spite the republic government closed the agelong emperor reigning system, the management of the huge bureaucrat body still inherit the way used before, not breaking down from this changing. Therefore, when the Examination Yuan, just considering the effect of performance appraisal, changed the performance appraisal system directly without thinking about the historical and cultural nature of existing way, it can¡¦t avoid the questioning and opposing from the civil servant. Therefore, this study, from the viewpoint of the historical and cultural nature, researches the sameness and differences of performance appraisal system between current and ancient times, with which it further compares the outlook and method of performance management. In the final part, it discusses the meaning of the existence of performance appraisal system of the civil servant.

The purpose of this research is to discuss the "Rational Reform Plan on Public Servant Pension Income", systematic inquiries into the perception and manner of Penghu County public servants towards the reform plan, analyze the perception and manner differences by the public servants with different backgrounds, and propose conclusions and suggestions for a smooth and rational pension reformation. The objectives of this research are as follows: 1. Understand the perception and manner of Penghu County public servants towards the "Rational Reform Plan on Public Servant Pension Income"; 2. Understand the perception and manner differences by current and retired public servants towards the reform plan; 3. Understand if there is a difference in perception and manner by current public servants with different backgrounds; 4. Understand if there is a difference in perception and manner by retired public servants with different backgrounds; 5. Understand the feelings and suggestions of the Penghu County public servants towards the reform plan. This research is conducted with the literature analysis and questionnaire survey methods. Using current and retired public servants of Penghu County Government and respective institutions as the subjects, the number of sampling current public servants is 437 (distributed 437 questionnaire), 416 questionnaire is returned, the number of valid questionnaire is 404 and the ratio of valid questionnaire is 92.45%; the number of sampling retired public servants is 112 (distributed 112 questionnaire), 61 questionnaire is returned, the number of valid questionnaire is 56 and the ratio of valid questionnaire is 50%. This research obtains the below conclusions: 1. Most participants feel the domestic economic planning for senior is insufficient and approve to adopt gradual reduction of retired planning difference; 2. Most participants approve the reform concept but feel the plan content lacks fairness and the plan guidance is insufficient; 3. The participants have different views on whether the plan is helpful to the society, dignity of the public servants and national financial pressure; 4. The reform plan helps in easing early retirement but is afraid on letting unsuitable staff to remain in office and reduction of trust in the government; 5. The current and retired staff have different perceptions to the reform background and strategy planning; there is no perceptive difference in the strategy influence; 6. There is perceptive difference to the strategy background by current public servant of different ages, service seniority, positions, levels and institutions; different genders and education levels do not show any difference. 7. There is perceptive difference to the plan connotation by current public servant of different backgrounds; 8. There is perceptive difference to the strategy influence by current public servant of different genders, service seniority, education levels and positions; different ages, levels and institutions do not show any difference; 9. There is perceptive difference to the strategy background by retired staff of different genders, ages, service seniority, education levels and institutions; different positions and levels do not show any difference. 10. There is perceptive difference to the strategy influence by retired staff of different ages, service seniority, education levels and institutions; different genders, positions and levels do not show any difference. With the above conclusions, this research proposes the below suggestions: 1. More professional and less politics in the civil system reform; 2. Pension income reform is not to be pursued to maintain good faith in the government; 3. The reform plan should be legalized before implementing; 4. Review before revision of irrational reform stipulations; 5. Integrated measures and advance announcement; 6. Early planning of old age economic planning system; 7. Planning of retirement and social welfare system; 8. Public servants should plan lifetime income to safeguard old age.

Kiekvienos organizacijos didžiausia vertybė - darbuotojai. Darbuotojų mokymas ir kvalifikacijos kėlimas yra labai svarbus personalo valdymo veiksnys. Tai padeda darbuotojų poreikius ir tikslus suderinti su institucijos lūkesčiais bei tikslais ir per tai siekti organizacijos tikslų. Išanalizavus teisinius bei reglamentuojančius dokumentus ir literatūrą valstybės tarnautojų mokymo klausimais, galima teigti, kad tarnautojų ugdymo sistema yra sukurta ir gali sėkmingai funkcionuoti. Numatyta mokymo organizavimo bei lėšų skyrimo tvarka. Mokymas organizuojamas, atsižvelgiant į tarnautojų nurodytus poreikius, o ne į organizacijų ateities planus. Tarnautojai, reaguodami į esamą situaciją, nenumato ilgalaikės perspektyvos, todėl ir jų nurodyti poreikiai atspindi tik dabartinę padėtį. Nors vyrauja nuomonė, kad mokymas reikalingas visiems, mokymo efektyvumas nėra maksimalus, nes vieno tarnautojo žinios toliau nėra skleidžiamos įstaigoje. Darbuotojai įgytas žinias stengiasi naudoti tik savo darbe. / The greatest value to every organization is its staff. Staff training and raising of qualification are very important factors in the management of the staff. It helps to regularize the demands and goals of the staff with the demands and goals of the institution and thus to achieve the goals of the organization. Having analyzed the juristical and regulated documents and other reports on the issues of staff training, it can be stated that the system of the staff training has been established and it can function successfully. The planning of training and the way of administering the allocations are also provided. Staff training is organized taking into consideration the demands appointed by the employees, but not the future plans of the organization. Responding to the current situation employees do not envisage long-term perspective, so their demands only reflect their current situation. Although there exists an opinion that training is necessary for everyone, the efficiency of training is not ultimate because the knowledge of one employee is not spread further in the organization. The employees use the obtained knowledge only in their work.

Bakalauro baigiamajame darbe analizuojami statutinių valstybės tarnautojų motyvavimo ypatumai Šiaulių tardymo izoliatoriaus atveju. Darbo problemą atspindi klausimas: kokiais bruožais pasižymi statutinių valstybės tarnautojų motyvavimas remiantis Šiaulių tardymo izoliatoriaus pavyzdžiu? Bakalauro baigiamojo darbo tyrimo tikslas – atskleisti statutinių valstybės tarnautojų motyvavimo ypatumus, remiantis Šiaulių tardymo izoliatoriaus pavyzdžiu. Baigiamojo darbo teorinėje dalyje analizuojami motyvavimo valstybės tarnyboje teoriniai aspektai, pristatomos motyvacijos ir motyvavimo sąvokų koncepcijos, identifikuojamas motyvacijos teorijų vaidmuo motyvavimo kontekste. Empirinėje tyrimo dalyje analizuojami statutinių valstybės tarnautojų motyvavimo teisinio reglamentavimo aspektai bei atskleidžiami motyvavimo ypatumai Šiaulių tardymo izoliatoriuje dirbančių statutinių valstybės tarnautojų nuomonės pagrindu, identifikuojant motyvavimo tobulinimo galimybes. Tyrimo metu nustatyta, kad statutinių valstybės tarnautojų motyvavimo sistema nėra tinkamai išvystyta, o organizacijoje vyraujantis nematerialinis motyvavimas (prioritetinis vadovų taikomų priemonių aspektu) neatitinka valstybės tarnautojų lūkesčių, kadangi jie prioritetą skiria materialinių motyvavimo priemonių taikymui. / Bachelor's thesis analyzed the motivation features of the statutory civil servants: the case of Šiauliai Remand Prison. Work the problem reflects the question: what features are characteristic of statutory civil servants motivation which is based on Siauliai Remand Prison example? Bachelor's final work ai mis to reveal the statutory public service motivation characteristics based Siauliai Remand Prison example. Final theoretical work provides an analysis of motivation in the public service theoretical aspects, there are the motivation and concepts of motivation concepts presented, theories of motivation are identified in the context of the of motivation. The empirical part of the study it is analyzed the statutory civil service motivation legal and regulatory aspects as well as motivation Peculiarities Siauliai Remand Primon statutory civil servants are disclosed, they said their opinionsand the possibilities of motivation were revealed. The analysis showed that the statutory civil service motivation system is not well-developed, and the organization predominantly intangible reasons (priority management measures dimension) does not match the expectations of the civil servants, as they give priority to the material motivation measures.