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In terms of the concept of broken home as a juvenile delinquency risk factor, whilst Nigeria and Ghana are culturally different from western nations (Gyekye, 1996; Hofstede, 1980; Smith, 2004), parental death (PDE) and parental divorce (PDI) have been previously taken-for-granted as one factor, that is ‘broken home’. This paper aims to deconstruct the singular model of ‘broken home’ and propose a binary model – the parental death and parental divorce hypotheses, with unique variables inherent in Nigerian/Ghanaian context.

It principally deploys the application of Goffman’s (1967) theory of stigma, anthropological insights on burial rites and other social facts (Gyekye, 1996; Mazzucato et al., 2006; Smith, 2004) to tease out diversity and complexity of lives across cultures, which specifically represent a binary model of broken home in Nigeria/Ghana. It slightly appraises post-colonial insights on decolonization (Agozino, 2003; Said, 1994) to interrogate both marginalized and mainstream literature.

Thus far, analyses have challenged the homogenization of the concept broken home in existing literature. Qualitatively unlike in the ‘West’, analyses have identified the varying meanings/consequences of parental divorce and parental death in Nigeria/Ghana.

Unlike existing data, this paper has contrasted the differential impacts of parental death and parental divorce with more refined variables (e.g. the sociocultural penalties of divorce such as stigma in terms of parental divorce and other social facts such as burial ceremonies, kinship nurturing, in relation to parental death), which helped to fill in the missing gap in comparative criminology literature.

Library and Information Studies (LIS) education is changing to meet the needs of a dynamic, information-seeking public by infusing new skills development into the education process. This includes new ways to teach from a theoretical point of view in the classroom, new partnerships and expectations, and learning from practitioners through practicums, internships, and volunteering. Embracing innovation and entrepreneurship within the education framework for library and information science education will ensure a profession that can change and be sustainable into the future.

Examples and active programs from field literature are provided to make the case for the need to include entrepreneurial skill development into the LIS curriculum and program development.

This chapter will discuss the value of applying or including an entrepreneurial education component into LIS programs. Changes to practicum experiences can also help students engage more broadly and redefine how to provide library resources and services in an uncertain future. The value to the student will also be examined. Whether as part of a standard program or as part of a professional development initiative, students or individuals obtaining competencies and skills related to risk-taking, building diverse relationships, and becoming comfortable with ambiguity will increase their chances for a broader range of employment.

The work in this chapter has been developed and shared in pieces at various presentations and venues but never collected and documented as a single work, but for this chapter.

The purpose of this chapter is to highlight the importance of including emotional intelligence training with programs related to providing mentorship to others. Formal mentoring programs, established with specific goals and objectives, need foundation work for context in order to be successful. This chapter pulls from professional literature, important basic components of both emotional intelligence skills and attributes for successful mentoring. By demonstrating the relationship between emotional intelligence and mentors who are successful, future programs and activities within the workplace regarding formal mentorship structures can be influenced positively. There is a relationship between having good emotional intelligence skills by people who mentor and being successful within the mentoring relationship. Mentors who are more self-aware of their own emotions are more likely to manage a mentoring relationship more positively and with better outcomes. Library and information science professionals are undergoing tremendous change within the professional environment, the establishment of mentoring networks can greatly influence professional turnover. The opinions and concepts presented from professional literature has been used and adapted by the author in various workshops and presentations. It is this practitioner’s opinion that any formal mentoring program should start with providing a foundation of emotional intelligence skills for the mentors.

This research highlights the scenarios that might serve as a strategic vision to describe a future beyond the current library, one which both guides provosts and creates a map for the transformation of human resources and technology in the university research libraries. The scenarios offer managerial leaders an opportunity to envision new roles for librarians and staff which brings a much needed focus on the development of human resources as well as a thought-stream to understand decisions which effectively and systematically move the organization toward a strategic vision.

These scenarios also outline possible future directions research libraries could take by focusing on perspectives from library directors, provosts, and administrators for human resources. The four case study scenarios introduce potential future roles for librarians and highlight the unsustainability of the current scholarly communications model as well as uncertain factors related to the political, social, technical, and demographic issues facing campuses. Given the changes institutions face, scenarios allow directors to include more uncertainty when developing and articulating a vision. These scenarios may start a discussion, before a strategic planning process, to sharpen the evaluations and measures necessary to monitor achievements that define the value of the library.

It has been widely projected in the library literature that a substantial number of librarians will retire in the near future leaving significant gaps in the workforce, especially in library leadership. Many of those concerned with organizational development in libraries have promoted succession planning as an essential tool for addressing this much-anticipated wave of retirements. The purpose of this chapter is to argue that succession planning is the wrong approach for academic libraries. This chapter provides a review of the library literature on succession planning, as well as studies analyzing position announcements in librarianship which provide evidence as to the extent to which academic librarianship has changed in recent years. In a review of the library literature, the author found no sound explanation of why succession planning is an appropriate method for filling anticipated vacancies and no substantive evidence that succession planning programs in libraries are successful. Rather than filling anticipated vacancies with librarians prepared to fill specific positions by means of a succession planning program, the author recommends that academic library leaders should focus on the continual evaluation of current library needs and future library goals, and treat each vacancy as an opportunity to create a new position that will best satisfy the strategic goals of the library. In contrast to the nearly universal support for succession planning found in the library literature, this chapter offers a different point of view.

This paper summarizes the findings of the empirical papers in this volume and outlines future research directions for global leadership in general. We summarize the state of global leadership development in universities and recommend design criteria for these efforts. Given the popularity of study abroad as an integral component in many global leadership programs, we highlight common challenges for study abroad programs and the importance of taking an organization development approach. We conclude with future directions for global leadership development research in university settings, most of which emerged from the featured papers on this topic in this volume of Advances in Global Leadership. It is our hope that this chapter serves as a primer for both university program directors and researchers.

Leaders can guide and direct their subordinates and even be a source of inspiration for their subordinates in order to carry out the work in an organization effectively and efficiently. In the light of current approaches, many different definitions of leadership, including paradoxical leadership and digital leadership, have been made. In the literature, no research has been found on the types of leadership for current approaches and the subject of spirituality in the workplace. Moreover, although some individuals have leadership qualities, they may not prefer to be leaders. In this chapter, it will be examined how the subject of spirituality contributes to encouraging individuals to lead and activate the power within them, and what kind of leadership (spiritual, authentic, servant, destructive, etc.) has a relationship with the subject of spirituality in the workplace.