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1 – 10 of over 33000Jacob Torfing, Eva Sørensen and Tina Ollgaard Bentzen
The purpose of this paper is to study and assess the content, functioning and impact of institutional reforms aiming to enhance collective and holistic political leadership at the…
Abstract
Purpose
The purpose of this paper is to study and assess the content, functioning and impact of institutional reforms aiming to enhance collective and holistic political leadership at the level of local government.
Design/methodology/approach
The authors conduct a comparative case study of two Danish frontrunner municipalities drawing on relevant documents and qualitative interviews with both elected politicians and public administrators.
Findings
The authors found that institutional design is effective in promoting collective and holistic political leadership at the local level, even if no formal design options are available and the municipalities have to invent their own designs. Support both from both councilors and administrators is paramount for successful implementation of local political leadership reforms.
Research limitations/implications
Due to the purposive selection of a limited number of cases, the findings cannot be generalized to the population from which the cases are drawn. However, other municipalities may learn from and become inspired by the positive impact of the new institutional designs on collective and holistic political leadership.
Practical implications
Whereas some institutional political leadership reforms aim to enhance the power of the mayor and other reforms aim to create a cabinet or a committee system, the reforms the authors are studying aim to create a space for local councilors to work together across party and sector lines in creating collective and holistic policy solutions. The study shows that it is crucial that local councilors are involved in cross-boundary agenda setting before developing policies in standing committees and endorsing them in the council assembly.
Social implications
There is a large amount of more or less wicked problems that require the formulation and implementation of innovative policy solutions, which, in turn, call for a clear and determined political leadership. However, local politicians typically suffer from decoupling and tunnel vision. The results show that these problems can be solved through new institutional designs that promote a more collective and holistic political leadership that can take the local community forward.
Originality/value
Few studies have hitherto addressed the need for institutional reforms enabling collective and holistic political leadership through both theoretical and empirical analyses, but that is exactly what the authors try to accomplish.
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Zia Ur Rehman, Imran Shafique, Kausar Fiaz Khawaja, Munazza Saeed and Masood Nawaz Kalyar
Drawing upon the institutional theory, this study examines the influence of responsible leadership on firm performance. Furthermore, this research investigates environmental…
Abstract
Purpose
Drawing upon the institutional theory, this study examines the influence of responsible leadership on firm performance. Furthermore, this research investigates environmental management practices (EnvMP) as an underlying mechanism and institutional pressures as boundary condition between responsible leadership and firm performance.
Design/methodology/approach
Time-lagged data were collected using survey-questionnaire from 385 mid-level employees of construction industry in Pakistan. Partial least square-structural equation modeling (PLS-SEM) was used to analyze the data.
Findings
Results demonstrate that responsible leadership impacts firm performance (financial and nonfinancial) directly and through EnvMP. Furthermore, institutional pressure moderates the link between responsible leadership and EnvMP. However, moderated mediation effect of intuitional pressures was found insignificant.
Practical implications
This study suggest that EnvMP is a key process through which responsible leadership influences firms' financial and nonfinancial performance and shed lights as to when responsible leaders matter most in terms of firm performance through low or high institutional pressures.
Originality/value
This paper is an early attempt which contributes to the body of literature on responsible leadership by investigating mechanisms (how) and boundary condition (when) through which responsible leadership influences firms' financial and environmental performance.
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Kobena Hanson and Frannie Léautier
This paper draws on the extant literature and experiences of selected ACBF‐supported programs to interrogate approaches to enhancing institutional leadership in African…
Abstract
This paper draws on the extant literature and experiences of selected ACBF‐supported programs to interrogate approaches to enhancing institutional leadership in African universities. The paper posits that African universities must proactively take charge of fostering institutional leadership so as to translate leadership competence into strategic assets. Such assets are key to bolstering intellectual capital, strategic scanning, i.e. the capacity to recognize the behaviour of interconnected systems to make effective decisions under varying strategic and risk scenarios, and the transformation of knowledge. To this end, African universities need to transcend their current “modern” system of education to a post‐modern perspective, which recognizes context, collaboration and knowledge as valued skills. Enhancing institutional leadership is also crucial if Africa is to compete in today’s rapidly globalizing world and knowledge society. More importantly, doing so has direct impact on shaping the quality of leadership on the Continent, and consequently the resulting policy decisions and governance. The paper concludes that while institutional, political, demographic as well as resource challenges exist, African universities today, are uniquely positioned as a result of uptake of knowledge management, strengthened private‐public partnerships and advances in ICT to enhance institutional leadership.
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Gideon Nkurunziza, John Munene, Joseph Ntayi and Will Kaberuka
The purpose of this paper is to study the relationship between organizational adaptability, institutional leadership and business process reengineering performance using the…
Abstract
Purpose
The purpose of this paper is to study the relationship between organizational adaptability, institutional leadership and business process reengineering performance using the tested complexity theory in a developing economy setting.
Design/methodology/approach
This study is correlation and cross-sectional and adopts institutional-level data collected via questionnaires from reengineered microfinance institutions in Uganda. Cluster analysis as data mining technique was used to classify cases based on respondents’ opinions into homogeneous clusters. Nvivo was used to understand the perceptions of business process reengineering performance based on qualitative data. The authors used structural equation modeling to derive the predictive model of business process reengineering performance in a developing world setting.
Findings
The authors find that organizational adaptability and institutional leadership are key predictors of business process reengineering performance. Results reveal a predictive model of 61 per cent based on structural equation modeling for the study variables. Cluster analysis as data mining approach explored complex patterns of reengineered business processes.
Research limitations/implications
The use of cluster analysis is susceptible to problems associated with sampling error and absence of fit indices. However, the likelihood of these problems is reduced by the interaction with the data, practical implications and use of smart partial least square to generate structural equations based on derived measurement models of each study variable.
Practical implications
Policymakers of Bank of Uganda, Ministry of Finance and Economic Planning, should develop sound policies in relation to knowledge management, institutional leadership and adaptive mechanisms to enhance business process reengineering performance to take advantage of new knowledge opportunities for the improvement of their businesses.
Social implications
Given the results from structural equations generated, managers need to consider institutional leadership and organizational adaptability as key drivers of business process reengineering performance in microfinance institutions. The results confirm the significant role of institutional leadership, organizational adaptability in determining business process reengineering performance outcomes.
Originality/value
Unlike most of the business process reengineering literature, this study contributes to literature by domesticating and testing complexity theory to explain business process reengineering performance in developing economies.
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Leadership, organizational, and institutional theories provide competing explanations on the nature of leadership and role of leaders. Part of the problem is that each theory is…
Abstract
Leadership, organizational, and institutional theories provide competing explanations on the nature of leadership and role of leaders. Part of the problem is that each theory is often studied in isolation, leading to incomplete perspectives on the essence of leadership in value- driven contexts. A holistic paradigm that blends the three dominant models for understanding the work of the collective is warranted and necessary to optimize organizational outcomes. This article briefly highlights the contributions and limitations of each frame and provides an overview of complexity theory as a model for reconciling major differences. The paper provides specific perspectives, practices, and metaphors for navigating the collective to bring about desired outcomes.
Recent decades have seen a change in the environment of business schools. These changes place great responsibility on deans as the leaders of schools to act. To date, there has…
Abstract
Purpose
Recent decades have seen a change in the environment of business schools. These changes place great responsibility on deans as the leaders of schools to act. To date, there has been a dearth of literature dealing specifically with visionary responses on the part of the deans of business schools to those changes in the institutional environment. The purpose of this paper is to address the most recent institutional pressures in the business education field and present a framework linking it to the visionary leadership deans may demonstrate.
Design/methodology/approach
This paper is conceptual in nature and bases its analysis on institutional theory. The use of an institutional lens offers a new perspective on possible visions deans may lead and on the nature of their leadership.
Findings
The article proposes an institutional framework of visionary leadership in business schools and suggests that vigorous visionary leadership among deans is required in order to generate a unique school identity and reputation. The paper concludes by outlining steps leaders can take while shaping their vision in order to create a unique organizational identity.
Originality/value
The institutional framework has a central place in organizational and educational literature. So far, the literature has not dealt with the links between institutional theory and visionary leadership as a whole, or in business schools in particular. The present paper addresses this gap and offers new insights for researchers and practitioners alike.
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Diana Bilimoria and Lynn T. Singer
The purpose of this paper is to describe the objectives, activities and outcomes of the National Science Foundation ADVANCE project, Institutions Developing Excellence in Academic…
Abstract
Purpose
The purpose of this paper is to describe the objectives, activities and outcomes of the National Science Foundation ADVANCE project, Institutions Developing Excellence in Academic Leadership (IDEAL) during 2009–2012. The goal of IDEAL was to create an institutional learning community empowered to develop and leverage knowledge, skills, resources and networks to transform academic cultures and enhance gender equity, diversity and inclusion in science, technology, engineering and math (STEM) disciplines at six research universities in the northern Ohio region. Over the three-year period, these institutions developed academic leaders and institutionalized gender equity transformation through multi-dimensional and multi-level initiatives, improving the advancement and leadership of women faculty in STEM disciplines.
Design/methodology/approach
The authors describe the objectives, activities and outcomes of the NSF ADVANCE project, IDEAL during 2009–2012. The six research institutions included in IDEAL were Bowling Green State University, Case Western Reserve University (the lead institution), Cleveland State University, Kent State University, University of Akron and University of Toledo.
Findings
IDEAL’s outcomes included the institutionalization of a number of gender equity initiatives at each university, an increase in the number of tenured women faculty in science and engineering disciplines over three years across the six universities, and increases in the numbers of women in faculty and administrative leadership positions. Out of 62 of the IDEAL participants (co-directors and change leaders), 25 were promoted or appointed to roles of leadership within or beyond their institutions during or after their participation in IDEAL. A number of new institutional collaborations and exchanges involving the six universities occurred during and emerged from IDEAL. An integrative model of the IDEAL program is developed, describing the nested components of each institution’s gender equity transformation within the IDEAL partnership consortium and the larger NSF ADVANCE community, and highlighting the dynamic interactions between these levels.
Social implications
The IDEAL program demonstrates that systemic change to achieve equity for women and underrepresented minority faculty in STEM disciplines must be rooted on individual campuses but must also propagate among higher education systems and the broader scientific community. The effort to develop, sustain and expand the IDEAL partnership model of institutional transformation (IT) in higher education illuminates how innovative, context-sensitive, cost-effective and customized institutional strategies may be implemented to advance gender equity, diversity, inclusion and leadership of women faculty at all levels across the country.
Originality/value
This is an original description of a unique and distinctive partnership among research universities to foster gender equity IT. The manuscript details the objectives, activities and outcomes of the IDEAL program, established with the aim of broadening participation in the STEM academic workforce and advancing gender equity, diversity and inclusion in institutions of higher education. An integrative model is developed, illustrating the key components and outcomes of the IDEAL program.
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Yong‐Mi Kim, Donna Newby‐Bennett and Hee‐Joon Song
Knowledge sharing is recognized as one of the most important ways to improve organizational performance. Organizations strive to facilitate knowledge sharing routines, yet these…
Abstract
Purpose
Knowledge sharing is recognized as one of the most important ways to improve organizational performance. Organizations strive to facilitate knowledge sharing routines, yet these attempts often fail. Although the successful deployment of knowledge sharing practices has been a focus of knowledge management and organizational performance studies, little research has considered the impacts of institutional structures. As such, the purpose of this study is to investigate the extent to which institutional structures facilitate knowledge sharing practices and their impacts on organizational performance.
Design/methodology/approach
Based on 220 usable survey responses, the authors applied structural equation modeling (SEM) to observe the extent to which institutional structures enhance organizational performance through knowledge sharing, and other important knowledge sharing‐related constructs (i.e. leadership and punitive behavior). The healthcare industry was used as the research context as it is a knowledge‐intensive industry.
Findings
The study finds that knowledge sharing practices were strongly influenced by institutional structures, and together considerably enhanced patient safety. Furthermore, the institutional structures had a high impact on leadership roles and the abatement of punitive behaviors, which in turn collectively considerably enhanced patient safety.
Originality/value
This paper recognizes the power of institutional structures that successfully facilitate knowledge sharing practices within an environment that is unfriendly to knowledge sharing behaviors.
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Larry W. Howard, S. Thomas Foster and Patrick Shannon
To examine the role of perceived team climate in facilitating leadership and sociotechnical optimization to affect quality related outcomes in a municipal government.
Abstract
Purpose
To examine the role of perceived team climate in facilitating leadership and sociotechnical optimization to affect quality related outcomes in a municipal government.
Design/methodology/approach
A survey was administered to employees working in a municipal government, measuring leadership, perceived team climate, technical subsystem components, and team performance. Hypotheses were tested with multiple regression, and the fit of a path model implied by all hypotheses was tested with structural equation modeling.
Findings
Institution‐level communications and department‐level leadership had the greatest effects in shaping perceptions of team climate. Perceived team climate predicted process improvement, customer satisfaction, and employee satisfaction. Perceived team climate also substantially mediated relationships between leadership support for teamwork and technical components with these outcomes.
Research limitations/implications
Data were collected at one point in time from a single source, workers in a US municipal government. Some measures were new. A longitudinal design would strengthen causal inferences regarding the origins and effects of team climates.
Practical implications
Soft controls such as norms influence the effectiveness of teams in process improvement. Mid‐level managers have the greatest impact among leaders in creating a team climate. Open communication makes a difference to virtually every aspect of performance.
Originality/value
This paper demonstrates the importance of shaping perceptions of a team climate to facilitate process and quality improvement. It emphasizes the importance of open communications and clarifies changing roles of leadership in modern organizations. Finally, it provides rare documentation of quality management in government.
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Elena P. Antonacopoulou, Christian Moldjord, Trygve J. Steiro and Christina Stokkeland
This paper aims to revive the old idea of the Learning Organisation by providing a fresh conceptualisation and illustration. The New Learning Organisation is conceptualised…
Abstract
Purpose
This paper aims to revive the old idea of the Learning Organisation by providing a fresh conceptualisation and illustration. The New Learning Organisation is conceptualised, focussing on the common good through responsible action. It is positioned as responding to the VUCA (Volatility, Uncertainty, Complexity and Ambiguity, Bennett and Lemoine, 2014) conditions with a VUCA approach to Learning Leadership fostering Institutional Reflexivity and High Agility Organising .
Design/methodology/approach
The paper presents a new organisational learning framework – the 8As – Sensuous Organisational Learning framework. It illustrates the operationalisation of this framework in PART II through the educational practices and learning culture of the Norwegian Defence University College, Royal Norwegian Air Force Academy’s (RNoAFA) approach to growing (Military) leaders.
Findings
The Sensuous Organisational Learning – 8As – framework illustrates how attentiveness, alertness, awareness, appreciation, anticipation, alignment, activation and agility form an integral part of the New Learning Organisation. Their unique contribution as aspect of a Sensuous Organisational Learning framework is that they explicate how the three principles of Institutional Reflexivity, High Agility Organising and Learning Leadership can be operationalised to serve the common good.
Research limitations/implications
The paper presents a novel way of reviving the Learning Organisation beyond an ideology as a practical approach to responding to VUCA conditions. It introduces a new learning theory and injects a fresh perspective in our understanding of the role and impact of learning in the workplace.
Practical implications
By focussing on Learning Leadership practices that extend previous Organisational Learning frameworks, The New Learning Organisation promoted here focuses on responsible action to serve the common good through Institutional Reflexivity and High Agility Organising.
Social implications
By focussing on how the common good can be better served, the New Learning Organisation becomes a mantra for social change to identify the higher purpose that social actions must serve.
Originality/value
The need for fresh contributions in the Organisational Learning debate is long overdue. This paper marks a new chapter in Organisational Learning research and practice by demonstrating the value of sensousness as a foundation for improving the practical judgements across professional practices.
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