Based on the interest in the fields of leadership and outdoor education, this paper aims tovinvestigate how leadership is trained in an outdoor leadership programme in Sweden and to what extent the observed competences are consistent with the concept of transformational leadership. The transformational leadership style is considered to be the most popular leadership style and is therefore of particular interest for this study. The research is motivated by the belief that outdoors is a highly suitable place for the acquisition of (transformational) leadership skills, which has already been proven by several authors before. After a detailed literature review on transformational leadership as well as on outdoor leadership, a participant observation was conducted over the period of four days at Sjövik’s folkhögskola in the course ‘Friluftsliv-Hantverk-Ledarskap’, which can be translated as outdoor activities, crafts and leadership. The observation protocols were analysed using deductive thematic analysis, applying the transformational leadership competences ‘idealized influence, inspirational motivation, intellectual stimulation and individualized consideration’ developed by Bass & Avolio as clusters for the analysis. In specific terms, the transcripts were searched for situations that could be assigned to these competences. The results reveal that leadership is particularly trained on the basis of a good relationship between leader and participants as well as the space for development for the participants and can thus be classified in previous research results regarding transformational and outdoor leadership. It was shown that the observed competences can be assigned to the transformational leadership style, but at the same time there is still a need for further research.

Effective leadership in the field of dietetics is becoming increasingly vital in a rapidly changing world. A determination of factors which impact leaders and their followers is essential. This study was designed to examine the relationship between religiosity and spirituality and transformational leadership characteristics of hospital food and nutrition managers as rated by self as well as by those directly supervised by the managers. The influence of religious and spiritual beliefs on the workplace and workplace practices was also examined. Respondents were selected from the American Hospital Association database. Hospitals from 250 to 499 beds were included. Directors of Foodservice and Nutrition Services as well as Clinical Nutrition Managers were asked to participate, along with those they directly supervise. Of managers who initially agreed to participate, 129 (72%) were included in the final analysis, along with 530 of their subordinates. Variables examined included the influence of religiosity/ spirituality on the workplace and workplace actions of respondents, issues relating to trust, self- and employee-rated transformational characteristics of managers, demographics, job related factors, and religiosity and spirituality of managers and employees. Frequency data was collected for virtually all questions on the survey instrument. General Linear Model (GLM), Pearson's Correlation, and the Means Procedure were all used as appropriate to examine the relationships between the variables of interest. The religiosity and spirituality of managers and their employees were not related to perceived transformational leadership characteristics of managers. Both managers and employees with higher levels of religiosity and spirituality were more influenced by (and demonstrated through their actions) religious and spiritual beliefs in the workplace. Transformational leadership was related to other variables examined, such as the type of manager, job enjoyment of managers and employees, as well as issues relating to trust between managers and employees. There were also significant differences seen between manager perceptions of their transformational leadership characteristics and employee perceptions of their managers. Managers rated themselves consistently higher on all individual Transformational Leadership Scales, as well as the summed Transformational Leadership Score, than did their employees. These differences were all highly significant based on the Means Procedure.

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College student government organizations (SGOs) have the important responsibility for achievement of purposes that serve students and the college community. They are also the student voice in higher education governance. Effective student leadership is vital to the effective fulfillment of these purposes, as is the role of the student government advisor in ensuring the success of student leadership and leadership development. Transformational leadership (Bass, 1985) is seen as a way of reaching higher levels of leadership effectiveness and organizational performance, and it has been advanced for use in SGOs. This study examined the extent to which community college student government advisors who exhibited transformational leadership qualities had an influence on the organizational outcomes of community college student governments. Several research questions were formulated to guide this examination. Surveys which included an instrument to measure the effectiveness of reaching organizational outcomes and the Multifactor Leadership Questionnaire for Research (MLQ 5X) (Bass & Avolio, 1995, 2000) were given to Florida community college student government executive board members and their respective student government advisors. Anticipated findings included increased levels of organizational outcomes in those community college SGOs in which advisors exhibit greater levels of transformational leadership qualities. Analysis of the data yielded advisor and student government member demographics, and a strong level of fulfillment of organizational outcomes. Statistically significant positive correlations were found between student reported transformational leadership qualities of advisors and student ratings of achievement and importance of organizational outcomes. A statistically significant correlation was also found between student ratings of importance of organizational outcomes and student ratings of the achievement of organizational outcomes. This indicates the existence of a relationship between the transformational leadership qualities of Florida community college student government advisors and the perceived importance and achievement of student government organizational outcomes. Secondary results were also given. Results of this study suggest that Florida community college student government advisors who exhibited higher levels of transformational leadership qualities engendered higher levels of organizational outcomes in Florida community college student governments. Implications were discussed for the study findings, and recommendations for future research were made.

In Montgomery, Alabama, interstate highways were designed and developed to decimate African-American social institutions and communities whose members were prominent participants in the Civil Rights Movement of the 1950s and 1960s. The sequence of events contributed to the social, political, and economic marginalization of the residents of Washington Park, which includes members of Grace Missionary Baptist Church. Individual, familial, and communal progress has been hindered by the oppressive actions of power wielders, including federal, state, and local government officials. The longstanding distress has caused negative shifts to occur in the value systems of many families; and assistance from external sources has not led to widespread reductions in the community’s marginalization. The circumstances create an ideal opportunity for parents to emerge as internal facilitators in the restoration of families and other social institutions relevant to the sustainability of Washington Park. This publication is a detailed plan for the design and development of the Parenting Institute as a grassroots family strengthening organization, which will place emphasis on the enlightenment, education, and empowerment of parents as the most influential leaders of the community. Enhancements in parenting practices will assist in the strengthening of people as the most important components of social, political, and economic institutions. This will lead to a reduction in the marginalization of the target beneficiaries.

Principal involvement is recognized as a key component to success in professional development implementation. Both the principal efforts undertaken, and the visions stated influence teacher development and student achievement. Using the instructional, transformational, and learning-centered models of leadership, as well as frameworks in vision, and organizational theory, this research sought to clarify the impact of principal involvement on student performance. Interview data was collected from 16 principals participating in a mathematics professional development program entitled the Comprehensive Mathematics Initiative. Of the participants, 9 of the principals were from schools that achieved high levels of student performance on standardized mathematics tests following their school’s participation in the professional development program. The remaining 7 principals achieved moderate success from participation in the same. General findings suggest that principals who pursue a learning-centered leadership model (combining both instructional and transformational leadership efforts) achieve greater success while implementing professional development programs. Specific findings identified that principals who define success in terms of improving student performance were more likely to achieve higher student achievement on mathematics standardized tests versus those principals who define a metric of success as stronger teacher development. Additionally, it was determined that vision statements expressed with brevity and a singular goal were more effective at influencing student achievement than more complex, multi-faceted visions. Finally, efforts taken to involve staff in decision making and encourage teacher development through supportive means were more successful at achieving higher levels of student performance. These findings can inform principals and other school leaders on how to more effectively implement professional development programs.

The Church of Jesus Christ of Latter-day Saints provides a multitude of leadership opportunities to its members. Although many valuable leadership training resources are available, the Book of Mormon is surprisingly absent as a source material on leadership. Written by and about leaders in the ancient Americas, it seems like the Book of Mormon should contain important principles on how to lead within the context of building God’s kingdom that could be instructive. The Book of Mormon was not preserved to teach modern leadership styles, nor does its usefulness depend on how it does or does not connect to these leadership theories. However, an analysis of the leadership qualities and practices exhibited by leaders in the Book of Mormon could help leaders in the Church to use the Book of Mormon for inspiration and guidance.This paper analyzed the leadership decisions exhibited by Captain Moroni and identified remarkable similarities to transformational leadership and its four components. Nephi, on the other hand, showed a servant leader mentality. Both of these leaders achieved remarkable levels of success, consistent with the current literature on both styles of leadership.

Background: Leadership is and will continue to be a current topic in today's society, and the relationship between a leader and its subordinate will continuously change through time. This study aims to investigate to what extent a leader is transformational according to the employees, within the recruitment industry, and also what relationship it has to employees' internal and external motivation. Method: A quantitative cross-sectional study has been carried out in a recruitment company in Stockholm, Sweden. Respondents contacted through email and group chats and were then presented the survey. 50 respondents participated in the survey with no internal dropout. Transformational leadership was measured with Developmental Leadership Questionnaire (DLQ) by Gerry Larsson and motivation with Work Extrinsic and Intrinsic Motivation Scale (WEIMS) by Maxime A. Tremblay, Ce ́line M. Blanchard, Martin Villeneuve Sara Taylor, and Luc G. Pelletier. . Results: The results indicate a positive relationship between transformational leadership and employees' internal motivation. Due to an unacceptable Cronbach’s alpha value, extrinsic motivation was considered to be unreliable and was therefore excluded from the analysis in this study.  Discussion: It has been proven from various studies around the world that transformational leadership has a positive impact on followers' intrinsic motivation. The results from the respondents in this study showed a moderate relationship between the variables. In order to establish more clear conclusions about the connection between the variables, it requires a broader selection of respondents. Lastly, we offer suggestions for future resarch on this topic. / Bakgrund: Ledarskap är och kommer fortsättningsvis vara ett aktuellt ämne i dagens samhälle. Relationen mellan en ledare och en följare kommer kontinuerligt att förändras över tid. Denna uppsats ämnar att undersöka till vilken utsträckning ledare inom rekryteringsbranschen är transformativa enligt sina medarbetare och vilken påverkan det har på deras inre och yttre motivation. Metod: En kvantitativ tvärsnittsstudie har genomförts på ett rekryteringsbolag i Stockholm, Sverige. Respondenter kontaktades via email och Microsoft Teams där de blev inbjudna till att svara på webbenkäten. Totalt svarade 50 respondenter på enkäten, varav inga interna bortfall. Transformativt ledarskap mättes med mätinstrumentet “Developmental Leadership Questionnaire” (DLQ) av Larsson. G och inre och yttre motivation med “Work Extrinsic and Intrinsic Motivation Scale” (WEIMS) av Maxime A. Tremblay, Ce ́line M. Blanchard, Martin Villeneuve Sara Taylor, och Luc G. Pelletier.  Resultat: Resultatet indikerade på ett positivt samband mellan transformativt ledarskap och medarbetarnas inre motivation. På grund av ett oacceptabelt värde på Cronbach’s alpha ansågs den yttre motivationen inte vara pålitlig och uteslöts därmed från analysen i denna studie.  Diskussion: Det har visat sig från olika studier runt om i världen att transformativt ledarskap har en positiv inverkan på medarbetarnas inre motivation. Resultaten från denna studien visade på ett måttligt positivt samband mellan variablerna. För att kunna dra mer generella slutsatser om sambandet mellan variablerna krävs det ett bredare urval av respondenter. Slutligen, framför vi förslag på vidare studier inom detta ämne.

The purpose of the study was to research leadership during uncertainty to identify managerial implications on organizational performance and enhance the limited body of academic literature available on the topic currently. The implications regarding leadership are not limited to the COVID-19 pandemic but instead widely applicable to leadership during uncertainty overall. The pandemic simply provided an example of uncertainty, which was the context. Additionally, as mining is a global industry with widespread follow-on effects on global economies - authors believe that the results from this research are not limited to the mining industry itself and instead widely applicable to senior-level managers in multinational organizations worldwide. The methodology implemented ensures that leaders at any level can extract practical guidance from this research to determine how they may act during times of uncertainty and potential flow-on effects of their chosen leadership style.  Organizations can remain relevant, achieve long-term success and maintain the expected level of performance through uncertainty by adopting a transformational model of leadership that addresses the needs of a fluctuating environment. Uncertainty is the shortage of knowledge and information about probabilities of the future state of events. Organizational leaders need to provide the necessary guidance, inspiration, and motivation to the members because their approach influences the organizational performance. Essentially, people look up to their leaders during uncertain times. The research results showed that transformational managers could offer idealized influence, inspirational motivation, intellectual stimulation, and individualized consideration to team members during uncertainty. These outcomes were achieved through encouraging two-way communication, providing necessary guidance and inspiration to bring out and encourage new idea generation and critical thinking.  Results of the research further showed that transformational leadership has positive effects on organizational performance. Teams functioned properly without much supervision, members remained motivated, the workforce interacted more efficiently, and creative ideas came out when leaders and managers practiced a transformational leadership style. Organizational performance increased through meeting deadlines, maintaining the flow of work, KPIs, production, and non-financial metrics such as culture and safety considerations.

This project is a constructive effort in the area of practical and public theology as part of my larger purpose of contributing to the positive transformation of post-communist Eastern Europe. It is driven by the substantiated conviction that spiritual autobiography is not only a legitimate form of religious discourse but that can also serve as a vehicle for personal transformation and a tool of transformative leadership. One of the central purposes of this project is to prepare the author for writing a faithful and effective spiritual autobiography that can reach a broader audience and have transformational effects on readers. By producing my own spiritual autobiography, I seek to add a new dimension to my existing theoretical and practical work in the area of public theology with the hope that readers will not only recognize and positively respond to God’s call but also become responsibly engaged in transforming this world towards greater justice, freedom, and peace. / 2025-03-22T00:00:00Z