In the post apartheid state, education is viewed as an important tool for rapid socio-economic development. The economic, ecological, technological and political conditions that characterized the South African crisis were assumed to be a result of inadequate education partly due to Bantu education. Accordingly the new democratic government with the view of revamping the education system in compliance with the provisions as stipulated in the Constitution and other subordinate laws endeavoured to decentralize power and authority to School Governing Bodies (governance) and administrative management of schools to principals. It must be appreciated therefore that some among those who were appointed to positions of school principals lacked the craft-literacy and craft-competency skills to devise effective and efficient administrative management processes needed to produce functional schools in a constitutional democracy. The research therefore seeks to determine the levels of craft-competency and craft-literacy of public school principals in administering case law in schools as required by the Constitution of South Africa, 1996, the Employment of Educators Act, 76 of 1998 and The Promotion of Administrative Justice Act (PAJA), 3 of 2000 to mention but a few legislative instruments. In principals’ exercise of power and authority during the process of administering their schools, the administrative actions must be lawful, reasonable and procedurally fair in line with the relevant empowering provisions in their disposal. The qualitative case study used was meant to interpretively test the impact of the admissions policy as amended by The Education Laws Amendment Act, 50 of 2002 in public schools. It appears that only craft-competent and craft-literate principals are better positioned to adopt correct administrative actions that ensure that the rights of learners are not infringed upon and that their interests are taken care of at all times. It also seems that , generally speaking, principals lack craft-competency and craft-literacy skills and that they receive inadequate support. / Dissertation (MEd)--University of Pretoria, 2008. / Education Management and Policy Studies / unrestricted

Stigmatization and discrimination of PLWHA by some pastors and some church members are challenges and serious problems that are affecting PLWHA in the Reformed Church in Zambia and in other denominations within Zambia. The aim of this research is to explore ways of loving and embracing PLWHA who are already affected with the problem of stigma in the RCZ. The research will help deal with the problems of despising, condemning, rejecting and isolating of PLWHA by some clergy and some church members. The author seeks to develop a pastoral care model that will empower pastors and church members to love and embrace PLWHA in the church. The other aim of this research is to empower the PLWHA with the pastoral care model that has been developed so that they can be able to cope with the problem of shame, rejection and isolation caused by being stigmatized by some pastors and some church members. This research is focused on the traumatic experiences that the PLWHA go through as they continue being members of the church. Their fellowship with God and their fellow church members happen to be affected as some of them discontinue being church members. This research study explored a model of pastoral care in which the affected PLWHA have to be helped to acquire healing after trauma counselling by the pastoral caregivers who are empowered by this research. A model which has been employed in this research includes the one of the shepherding model of Charles Gerkin and of Adams which is on pastoral care as shepherding of flocks which belong to God. The word of God has been used to explore where the researcher wanted to show His love towards his people even when they are under difficulty circumstances. The research has also indicated roles of different groups and individuals who should contribute to the healing of PLWHA who are traumatized by being stigmatized by some pastors and some church members. At the end of this research study, there are concluding remarks which have led to recommendations that readers have to take note of. / Dissertation (MA(Theol))--University of Pretoria, 2010. / Practical Theology / unrestricted

Magister Artium (Development Studies) - MA(DVS) / Community-driven participatory monitoring and evaluation (PM&E) offers new ways of promoting learning and change. These processes have emerged as important tools for enhancing the participation of local people in planning, decision making and managing their activities. Local people are involved in the design and implementation of mechanisms for observing, systematizing, analyzing and reflecting on their project activities and goals as a basis for joint decision-making

Indiana University-Purdue University Indianapolis (IUPUI) / School-community collaboration has received increasing attention in social work because of its potential for enhancing the quality of services to meet the multifaceted needs of students. However, there is little understanding of how to create and maintain successful school-community collaboration. The purpose of this research is to develop and validate a comprehensive framework for transformative school-community collaboration based on a critical paradigm and its corresponding theories. Using school survey data, an exploratory factor analysis identified the four dimensions of transformative school community collaboration, including (1) critical member capacity, (2) equal relations, (3) democratic network governance, and (4) empowering coordination. The results of multiple regression analyses showed that the identified dimensions were positively associated with the quality outcomes of Out-of-School Time programs although their significant effects varied across different quality outcomes: high-quality activities, student engagement, and linkages with family/community. Another key finding was that structural dimensions—democratic network governance and empowering coordination—appeared to be stronger factors. However, this research suggested that critical member capacity and equal relations may be associated indirectly with the quality outcomes. This dissertation paper concludes with practical implications and future research agenda to successfully build transformative school-community collaboration.

Studien har utförts på uppdrag av en avdelning som arbetar med säkerhet och kvalitet på ett svenskt kärnkraftverk. Avdelningen ansvarar bland annat för analys och värdering av säkerhetskulturen samt kunskapsspridning inom området. Bristande säkerhetskultur har vid flera tillfällen varit orsaken till kärnkraftsolyckor och ledarskap anses vara en viktig faktor för att utveckla och upprätthålla en stark säkerhetskultur. På kärnkraftverket arbetar skiftlag dygnet runt. Skiftlagen har i uppdrag att leda den operativa driften och varje skiftlag har en skiftchef. Denna studie har syftat till att undersöka skiftchefens beteenden och erfarenheter som ledare inom organisationen samt identifiera eventuella utveklingsområden gällande ledarskapet och dess förutsättningar.  Studien är kvalitativ och datainsamlingen består av nio intervjuer som analyserats via tematisk analys. Skiftcheferna som grupp uppvisar flera beteenden som enligt ledarskapsmodellen Stärkande ledarskap bidrar till mer säkra beteenden hos medarbetarna. Arbetsmetoder och de nära relationerna i skiftlaget är en möjlig faktor till att vissa beteenden som en stärkande ledare bör uppvisa främjas. Däremot framgår det att beteenden kopplade till bland annat att förklara företagsbeslut och mål, vilket är en viktig del i att upprätthålla en stark säkerhetskultur, inte uppvisas.  Skiftcheferna uttrycker flera utmaningar i sin roll och det framgår även en skillnad i hur skiftcheferna upplever att vara ledare och vad ett ledarskap innebär. Kärnkraftverket uppmanas att undersöka vidare hur man kollektivt kan arbeta med ledarskapsutveckling och vem som är i behov av att utveckla ledarskapskompetenser. / This study has been carried out on behalf of a unit working with safety and quality at a Swedish nuclear power plant. The unit is responsible for tasks such as analyzing and evaluating safety culture, as well as spreading knowledge within the field. Insufficient safety culture has been identified as a contributing factor to nuclear accidents, and leadership is considered an important factor in developing and maintaining a strong safety culture. The nuclear power plant is operated by shift teams on a round-the-clock basis, with each team being led by a shift manager. This study aims to investigate the behaviors and experiences of shift managers in their role as a leader within the organization and identify areas for development regarding leadership and its prerequisities.  The study is qualitative, and the data collection consists of nine interviews that have been analyzed using thematic analysis. The shift managers as a group show several behaviors that according to the leadership model of Empowering leadership contribute to safer behaviors from the employees. It is possible that the work methods and close relationships within the shift team promote certain behaviors that an empowering leader should demonstrate. However, it appears that behaviors linked to explaining company decisions and goals, which is an important aspect of maintaining a strong safety culture, are not shown.  The shift managers express sedveral challenges in their role and there is also a distinction in their perception of leadership and its implications. The nuclear power plant is encouraged to durther examine how they can collectively work on leadership development and identify indiciduals in need of developing leadership competencies.

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Background: Leadership practices in general are of great interest and today’s workforce mainly consist of people from the millennial generation. As this phenomenon is becoming apparent, management must adapt to the changing needs of employees. Long gone are the times when people stayed at the company for their whole careers since it is not only easier to relocate but they act on their dissatisfaction more frequently. Therefore, it is imperative that leadership evolves to match the new demands set out by millennials to make them less inclined to depart.   Purpose: We set out to explore how leadership can be used to satisfy the needs of millennial employees. Empowering leadership is the style that was found to fit the best so we set out to explore millennials through the lens of empowering leadership. This in turn allowed us to also enrich the leadership theory with added insights based on employee needs.   Method: We conducted a qualitative study with thirteen semi-structured interviews which resulted in rich data. Gaining insights from our interviewees, we were able to critically assess the validity of empowering leadership. We analyzed our data with thematic analysis to categorize it in different themes and further comprehend the findings.   Conclusion: The results show that most empowering leadership practices fit the needs of millennial employees. Based on the findings, we further identified two distinct practices that are to be added to leadership literature and were able to understand what the millennials require in the workplace.

Title: A study on empowerment leadership and service recovery in the restaurant industry.   Level: Student thesis, final assignment for bachelor’s degree in business administration   Authors: Ellinor Strinnholm and Emma Söderstjerna   Supervisor: Svante Brunåker and Monika Wallmon   Date: 2020 – June     Aim: This study interprets empowering leadership's impact on frontline staff's initiative in service recovery in the restaurant industry.   Method: Through a qualitative-phenomenological approach, semi-structured interviews have been conducted with both frontline staff in the restaurant industry as well as managers. Through a thematic analysis, connections were made between themes in the respondents' statements and Spreitzer's four dimensions.   Result & Conclusions: The results indicate that frontline staff do not feel that Spreitzer's four dimensions of empowerment leadership, are met. Instead, the study found that authoritarian leadership in various forms is implemented at all restaurants in the study, despite the fact that empowerment leadership is in demand.   Contribution of the thesis: The study contributes with frontline staff's views on empowerment leadership as well as key drivers for increased staff performance. In addition, the problems in the restaurant industry are highlighted today and how these can be linked to a certain kind of leadership.   Suggestions for future research: For future research, we recommend exploring further why empowerment leadership is not implemented in the restaurant industry today.

Leadership and Military Power – Can a Leadership Approach Provide a Competitive Advantage? When does a military commander's leadership approach give his or her unit a performance advantage? U.S. Army senior leaders have asserted that forces led using the mission command approach will have an edge in future combat. Mission command decentralizes decision-making to empower subordinates to react more successfully and seize battlefield opportunities. American forces have struggled to employ mission command partly because of a lack of understanding of the approach. This study applied two concepts from organizational psychology, empowering leadership and directive leadership, to better define and examine mission command and an opposing approach, detailed command. I observed three combat-like exercises at the U.S. Army's Combat Training Centers to evaluate the impact of leadership on unit performance. Using qualitative data gained from my observations and interviews with unit leaders, I found that empowering leadership/ mission command could provide significant advantages to units with high team experience. However, I found that empowered units with low team experience tended to perform worse than similar units led by directive leadership/ detailed command.

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