Peer Reviewed by Christina R. Kalel / Edited by Dr. Brandy A. Brown and Romi C. Wittman / Veridian Consumer Services* provides consumers with prescription savings solutions, useful tools and decision support to close the gaps in prescription coverage for the insured, uninsured, and under-insured and their families. This project is Phase One in a study of Veridian’s internal processes and talent management system. The evaluation seeks to gauge Veridian leadership’s knowledge of the talent management life cycle; specifically, knowledge transfer and succession planning. Study results have shown that 83 percent of Veridian Directors and Executives feel the talent management practices at the company are effective. However, executive responses also show clear areas of improvement that are needed in order for the organization to adopt an effective succession planning process. Since this study only looked at one piece of the talent management life cycle, it has some limitations. With that in mind, a conceptual framework is presented for the talent management practices, as well as a process for creating a succession plan for key leadership positions at Veridian.

The main goal of a change process is to improve the ability of an organization. People are likely to facilitate, implement, and manage change effectively in order to improve organizations effectiveness therefore good leadership is vital to the success of any change initiative. Understanding how different cultures evaluate change is vital at South Africa's State-Owned Enterprises (SOEs) as more SOEs are contracting foreign companies and adopting globally competitive technologies based on their expertise in order to meet the delivery of services and infrastructure. The main objective of this study was to determine how different cultures evaluate transformation in SOEs in South Africa and to verify whether these factors are influenced by demographics. A quantitative research strategy was utilised to investigate the factors influencing the transformation process. A survey was developed and utilised to gather data regarding the transformation process. The data was statistically analysed in order to support or reject the research propositions. The findings of the research indicated that the one cultural value that affected the transformation process within the organization was long-term/short-term orientation. The results further indicated that the degree of inequality within the SOE was affected by age; long-term orientation was affected by gender and nationality; femininity was affected by gender and job level. Finally, the results indicated that a relationship does exist between transformation within an organization and the organizations leadership. / Dissertation (MBA)--University of Pretoria, 2012. / Gordon Institute of Business Science (GIBS) / unrestricted

Thesis (Ph.D.)--Antioch University, 2008. / Title from PDF t.p. (viewed August 1, 2008). Advisor: Elizabeth Holloway. "A dissertation submitted to the Ph.D. in Leadership and Change program of Antioch University in partial fulfillment of the requirements for the degree of Doctor of Philosophy January 2008."--from the title page. Keywords: mentoring relationships, systems approach, managers, grounded theory, dimensional analysis, corporate mentoring programs, learning, workplace Includes bibliographical references (p. 208-229).

This is a conceptual paper whose aim is to relate the development of ‘individualization’ (Beck and Beck-Gernsheim 2002) to organizational leadership. It does this by examining individualization alongside the implicit assumption on which orthodox approaches to leadership are founded, namely that leadership is an individualized phenomenon. Despite the expanding literature on these topics, particularly that on leadership, these concepts have not been examined in relation to one another. This paper seeks to do this in two ways. Firstly, it highlights the increased attention given to leadership in the UK public sector, locating leadership as a continuation of public sector managerialism. Secondly, it discusses the development of the trend of individualization more broadly. The paper’s main discussion focuses on leadership as an individual activity and of the consequences of that approach. In particular, it argues that individualized leadership presents a restrictive perspective which does not allow for exploration of a broader range of leadership approaches, particularly that of distributed leadership, which have especial relevance for public sector organizations.

Community gardens play a valuable role in creating places where people can socialize; share knowledge, experiences, and mutual interests; and improve food security. As previous research has shown, effective leadership is a prerequisite to community building in garden programs. However, relatively little research to date has examined the types of leadership and leadership practices that exist and work in community garden settings, and even less has focused on the role of leadership in facilitating social interactions and relationship building. This study aimed to gain a better understanding of leadership practices related to community building in the context of community gardens by exploring various stakeholders' perspectives on leadership. The primary purpose of this research was to: 1) explore knowledge, attitudes, and practices regarding community building in different types of community gardens; 2) obtain a better understanding of stakeholders' views on leadership competencies and roles; 3) examine how informal leadership emerges and develops; and 4) identify how organizational structures and managerial schemes influence leadership practices and performance. Building upon transformational and adaptive leadership theories, this research focuses on the interactive process whereby leaders and various actors mutually influence each other to meet individual as well as organizational goals. This study employed a two-phase research design. The first phase consisted of collecting quantitative data through self-administered surveys from five groups of stakeholders – garden coordinators, executive directors, gardeners, representatives of allied organizations, and non-gardening neighbors – in four Virginia community garden programs located in Blacksburg, Salem, and Roanoke. The second phase entailed conducting semi-structured interviews with 21 participants and using cross-case analysis to interpret the results. The comparative case study included four community gardens characterized by different organizational structures and ties to their adjacent communities. The findings indicated that leadership performs an overarching role not only in fulfilling a garden program's mission, but also in facilitating social interactions and trust-based relationships between garden members and with wider communities. Good leadership practices in the context of community gardens implied engaging in inclusive and transparent communications with different entities on a regular basis and attending to the needs and motivations of each member. This study also shed light on the value of dedicated informal leaders to facilitate a garden's social function and to take on the maintenance and supervision of hands-on tasks on-site. Comparative analysis of the four cases revealed that different characteristics inherent to the community gardens, such as whether they are place-based or interest-based and whether their governance structure is formally or informally driven, are closely related to the leadership approaches that constitute best practices. These findings have implications for practitioners who organize and manage community organizations in a broader context, as well as community garden programs. / Doctor of Philosophy / Community gardens are places where people socialize and cultivate relationships, in addition to growing food. Even though leadership plays a major role in enhancing these functions, relatively little research to date focuses on leadership in the context of community gardens. This study reveals leadership practices related to social interactions and relationship building. This study also explored diverse experiences and opinions about leadership competencies and roles from the perspectives of garden coordinators, executive directors, gardeners, representatives of allied organizations, and non-gardening neighbors. To compare and contrast leadership practices in diverse types of programs, four community gardens were selected, each representing a different organizational structure and ties to their adjacent communities. 100 people involved in four Virginia community garden programs located in Blacksburg, Salem, and Roanoke completed surveys. 21 people of these respondents were interviewed to gain further information. The findings indicated that leadership performs an overarching role not only in fulfilling a garden program's mission, but also in facilitating social interactions and trust-based relationships with garden members and wider communities. Good leadership practices in the context of community gardens indicated engaging in inclusive and transparent communications with different entities on a regular basis and attending to the needs and motivations of each member. This study also shed light on the value of dedicated informal leaders to facilitate a garden's social function and to take on the maintenance and supervision of hands-on tasks on-site. Comparative analysis of the four cases revealed that different characteristics inherent to the community gardens, such as whether they are place-based or interest-based and whether their governance structure is formally or informally driven, are closely related to the leadership approaches that constitute best practices. These findings have implications for practitioners who organize and manage community organizations in a broader context, as well as community garden programs.

Thesis (MBA)--Stellenbosch University, 2006. / ENGLISH ABSTRACT: The purpose of this research report is to fully understand the developing of a new age of wisdom. Society is constantly evolving and changing. Within society, there are different generations interacting with each other. Due to the speed of infonnation flow huge generation gaps have developed. This has led to a state of chaos. The report argues that infonnation and knowledge must change into wisdom, thus restoring stability to society. To make such a change, an understanding must be formulated about the wisdom worker, the type of leader who will lead them, as well as the company. Changes must take place in business, or else, the most talented people will leave. The literature investigation concentrates on the central aspects pertaining to this research, namely the understanding of the current society and the different generations. Through literature review, a better understanding is developed about the current chaotic business environment, as well as the evolving of the knowledge worker into the wisdom worker. Different authors' views are combined to develop the characteristics of the wisdom leader and the new structure of the wisdom economic organisation. Themes emerged from the investigation. The general principles of new society was centered out, the coming of the next generation, finding balance in life through five different intelligences, the new generation leader and wisdom workings within the visionary company structure. From the research report it is clear that employees experience a growing need to make work more meaningful and attractive. Due to increasing productivity pressure, employees are starting to look at alternatives. For the wisdom worker, financial well ness is subjective to a life filled with principles and values. They want work to be part of their lives, not the only life they know. / AFRIKAANSE OPSOMMING: Die doel van die navorsingsverslag is om die ontwikkeling van 'n era van Wysheid te verstaan. Die gemeenskap is voortdurend besig om te verander en te ontwikkel. Binne die gemeenskap is daar verskiHende aktiewe generasies. Groot gapings is besig om te ontstaan tussen die generasies, as gevolg van die toenemende spoed waarteen inligting vloeL Die verslag argumenteer dat inligting en kennis verander moet word in wysheid wat sodoende stabiliteit sal gee aan die gemeenskap. Om so 'n verandering Ie maak, is dil nodig om die Wysheidswerker te verstaan , die tipe leier wat nodig is om hulle te lei, sowel as die tipe maatskappy waarin Wysheids-werkers wit werk. Die literatuurondersoek fokus op die sentrale aspekte van die navorsing naamlik om 'n onderliggende begrip teo vorm ten opsigte van die gemeenskap en die verskillende generasies. Daarmee saam word 'n meer volledige beg rip gevorm van die chaotiese besigheidsomgewing en die evolusie van die Kundigheidswerker na 'n Wysheidswerker. Verskillende skrywers se opinies word gekombineer om die karakter·eienskappe van die wysheids-Ieier en - maalskappy Ie onlwikkel. Uit die ondersoek ontvou die algemene beginsels van 'n nuwe gemeenskap en die koms van die volgende generasie. Balans kan gevind word deur te fokus op vyf verskillende intelligensies. Die beginsels van die nuwe generasie leier word bespreek en die wysheidswerking binne die raamwerk van 'n visie-gerigte maatskappy slrukluur. Oil blyk duidelik uil die studie dat daar 'n groeiende behoefte is by werknemers am werk meer betekenisvol en aantreklik te ervaar. As gevolg van toenemende produkliwileilsdruk, begin werknemers na allernaliewe kyk. Vir die wysheidswerker is finansi~le welvaart subjektief ten opsigte van 'n lewe wat gevul is met beginsels en waardes. Hulle wil werk he wat deel is van hulle lewens. nie die enigsle lewe wal hulie ken nie.

ABSTRACT Bullying is recognized as a serious problem affecting children and adolescents in the U.S. and around the world. Recent school shootings and media attention surrounding them has thrust bullying into the forefront of our attention and has created a sense of resolve around the issue. As a result of the increased media attention around bullying, there has been a call for action and demands for schools to do what they can to decrease bullying. In an effort to deter students from participating in bullying behaviors many schools have been implementing bullying prevention programs to educate students about the negative impacts of bullying and to promote positive behaviors. As with any change, it is not uncommon for the implementation of a bullying prevention program to be met with some resistance by staff, and unfortunately, like many educational innovations they are short-lived. It appears that in order for the implementation of a bullying prevention program to see success and be sustainable within a school, there must be certain conditions in place at the time of the implementation. This study is designed to investigate why the same bullying prevention programs that are perceived to be successful and sustainable in some schools, are not successful nor sustainable in other schools. The goal is to determine what conditions, if any, are present in the schools with perceived successful and sustainable bullying prevention programs, that were not present in schools where the bullying prevention programs were unsuccessful and unsustainable. / Educational Leadership

The influence of leadership engagement strategies on employee engagement affects the retail distribution industry in the form of lower productivity, decreased profitability, and reduced sustainability. In 2017, the retail distribution industry lost more than $50 billion annually due to leader's inability to develop and implement robust leadership strategies to engage employees. The purpose of this single case study was to explore the influence of leadership strategies on employee engagement used by leaders in the retail distribution industry in Florida. Transformational leadership was the conceptual framework for this study. Participants were purposefully selected because of their experience implementing leadership engagement strategies that engaged employees. Data were collected from face-to-face semistructured interviews with 8 leaders in the retail distribution industry with 2 of years leadership experience and the review of organizational documents on employee engagement and productivity. Data analysis comprised coding archival documents, reassembling journal notes, and interpreting semistructured interviews. Three themes emerged from the analysis of data: adopting a supportive leadership style, encouraging employee ownership of task, and continuous knowledge sharing. The findings of this study might contribute to social change by providing retail distribution leaders with fact-based insights that can lead to increased productivity, enhanced sustainability, and improved organizational growth, which might promote prosperity for local families and the community.

ABSTRACT The increasingly competitive nature of the manufacturing industry has forced manufacturers to examine alternatives to traditional management philosophies. Although lean's success had been proven it was not uncommon for companies that opt to implement lean concepts to meet with mixed results and sometimes even outright failure. The purpose of the study was to investigate the relationship between organizational characteristics and issues associated with lean implementation. The study identified the following organizational characteristics (a) organizational leadership, (b) organizational culture, and (c) organizational change and examined the role each played in lean implementation efforts. The study also looked at sixteen individual (d) intrinsic organizational characteristics to determine the extent to which each impacted lean implementation efforts. The study utilized both qualitative and quantitative research tools. The qualitative component utilized both document analysis and interviews. The interviews were conducted with area business leaders who were members of the Department of Technology's Industrial Advisory Committee at Southern Illinois University Carbondale. The quantitative component utilized a separate on-line survey that was developed and administered to members of the Illinois Manufacturers' Association. Results indicated highly capable leadership was the number one indicator of success for organizations that made the transition to lean. Other key factors included communication channels with an effective feedback system, the development of collaborative relationships between management and employees, being well versed in the practice of change management, and understanding how to effect change of cultural mores within an organization. The implications of understanding how the organizational characteristics discussed in the study affected lean implementation empowered organizations to effect change more successfully. The goal of implementing lean successfully required much more than a step by step process of implementing the lean tools in a particular order. It required a broad understanding of the things which cannot be seen; things such as, what constitutes highly capable leadership, knowing how to change the mores of organizational culture, and understanding how to overcome the barriers to successful change management. Understanding these complex relationships provided the basis upon which to advance lean implementation theory where it had been only marginally successful.

Organizational leadership is predominantly male, even after decades of effort to even out this gap. The gender gap in corporal leadership was here assessed by investigating the possible effect of job advertisement configuration. Requesting a democratic or autocratic leadership style and high or low level of readiness for the leadership position in job advertisements was hypothesized to affect their appreciated appeal differently depending on the reader’s gender. A democratic leadership style and a low level of readiness requirement was thought to appeal more to women. Additionally, an effect of nearness to a manager of the same sex on the appreciated likelihood of applying for a leadership position was investigated, in line with the theory of same-sex role models. Seventy-nine male and seventy-seven female employees from a technical department within a global industrial company were included in the study where they rated manipulated company job advertisements’ appeal and filled out a survey. The results revealed no gender difference in the employees’ appeal ratings depending on the two variables. No difference in likelihood of applying for a leadership position was found, regardless of same-sex managerial nearness. The unique characteristics of the sample used induces a discussion of when advertisement wording matters and matters not.