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The coronavirus disease (COVID-19) has resulted in a volatile, uncertain, complex and ambiguous (VUCA) work environment for employees. This environment has created a situation that has brought fairness into the fore, especially with respect to how employees should be managed to ensure that organisations function smoothly. This is more important in the public sector, which has become the focal point for policy development and programme implementation to meet the exigencies of the time. At the same time, ensuring organisational fairness, demands that leadership is conscious about the needs of employees and to treat them fairly. What sort of leadership then is needed in such an environment? The chapter advocates for responsible leadership as better leadership style in enhancing organisational fairness in this environment.

Two major trends have shaped the international business field over the past decade: globalization and the quest for responsible leadership. Yet, what are the qualities that predispose business leaders to act responsibly in an increasingly complex, interlinked world, and thus to meet new social, environmental, and political responsibilities? How can organizations develop these qualities in their current and future leaders? In this chapter, we provide tentative answers to both questions by fleshing out some of the qualities global leaders need to succeed in a connected world and by comparing three innovative executive development programs that use international service learning assignments as a way to instill these qualities in their executives. These programs are PricewaterhouseCoopers’ Ulysses Program, Pfizer’s Global Health Fellows Program, and IBM’s Corporate Service Corps.

The essence of responsibility in leadership can help to integrate course of action of policy makers and Corporate Social Responsibility (CSR). This will augment meaningfulness of the humanity in human in the present era of isolationism, when everyone is becoming the part of the race. However, the precise criterion of different contexts of behaviour for Corporate Social Performance (CSP) that the pioneers or leaders understood and demonstrate the accountability is uncertain. This ambiguity and multiple dimensions of responsible leadership (RL) present in the current literature are concurring. Gaps identified indicates that there should be a methodical research on the impact of such leadership on the societal and firm level of outcomes. By following interpretivism approach in research, this paper relies on the content analysis of speeches, welcome stories, biographies and recorded interviews of selected business leaders and entrepreneurs in India. This research study identifies four different dimensions of orientation that leaders practice while fulfilling their responsibility and envisioning CSR. The limitation of this study is that it tries to map the leader's orientation under a cultural spectrum, but its findings still provide major insights for the future perspective of research based on the RL matrix model. The outcome of this study will be useful for the leaders to recognise the dimensions of responsible leadership for creating value addition in their style and practices. The model identified envisages practical implications of the corporate social responsibility theory.

This chapter focuses on a proposed framework of irresponsible leadership (IRL) that might emerge in our schools under certain circumstances. A second purpose is to analyze potential ways to prevent its rise, based on previous models of educational leadership. Broadly, IRL is composed of five elements: narrow view of education, a business-like view of the teacher–student relations, a Narcissist and ego-centrist view, self-centered decision making, and emotional unawareness and poor emotion regulation. Unsurprisingly, IRL results in decreased levels of teachers’ and students’ well-being, unethical school climate, a lack of social responsibility in the teacher lounge, and school failure. To prevent these and related results, three major leadership models in education – participative, moral and social justice, and instructional – were analyzed.

This chapter delves into the rationale behind the author's initiative on the Trilogy of Taoist Leadership for Sustainability & Excellence project. The trilogy encompasses responsible management, responsible business and responsible leadership as interconnected aspects. Furthermore, the author explores the interrelationships among business, management and leadership, highlighting the crucial roles each plays in fostering a sustainable organization and society. Ultimately, the author underscores the significance of Taoist philosophy or the wisdom of Taoism in guiding business leaders towards responsible management and sustainable businesses development.

The purpose of this paper is to suggest that the case of General Guillaume-Henri Dufour may offer useful ideas for the development of responsible leadership in military ethics. Military ethics is a field of growing importance. And in the military profession, leadership is particularly valued. The systematic and continuing production of leaders at all levels is a constant task of military forces in any country, and the need for leaders who are responsible and ethical is not only desirable, but also essential – as a variety of ethical failures have shown us.

Guillaume-Henri Dufour was a decorated soldier serving Switzerland as a general, who founded a military academy and trained others in the military sciences, who served as a politician, and who contributed noted achievements in the fields of cartography and civil engineering. A short sketch of his life is provided, and then focus turns to two specific occasions: the Sonderbund War and the agreement for the Geneva Convention for the Amelioration of the Condition of the Wounded in Armies in the Field.

Based on our review of the global leadership literature over the past 5 years, we delineate patterns and themes in the field’s scholarship and then discuss how the papers published in this volume of Advances in Global Leadership relate to those patterns and themes. We then integrate all of the recommendations for future research that appeared in the papers published in this volume and then offer our recommendations for future research in the field as well. We hope our efforts will aid scholars – especially doctoral students – to isolate the gaps that exist in the field and to design and conduct research that will have a greater potential to be published in top-tier journals and to impact the field.