Category: Leadership

Women have always been fighting to achieve gender equality both at home and at their places of work (Tweed, p. 1). As a result, the number of females in most professions has risen significantly. However, female professionals still rank lower in top management compared to men in the same positions. Additionally, they are fewer compared to their male counterparts across all places of work despite being nearly the same in numbers during graduation. For example, the law enforcement profession was traditionally perceived as a mans only job by society. Today, more men have infiltrated careers that were traditionally viewed as feminine careers compared to women in male dominated jobs. This essay analyzes the experience of females in careers perceived to be manly, in particular, law enforcement.

Importantly, women officers in leadership roles are forced to be tougher than men as they will be viewed as weak otherwise. Additionally, when the same officer acts more assertively, she is considered to be too domineering (Tweed, p. 4). Socially, female workers are expected to behave in a submissive way when being around their male counterparts. Therefore, women leaders in the police forces are not as respected as their male colleagues. Earning such respect for a woman leader would require more work which is not fair at all. Secondly, the performance reviews for female leaders in the police force mostly get negative ratings even though they use the same styles as men (Tweed, p. 4). The negative sentiments come from the males competing for that particular position. As a consequence, women are disadvantaged in the race for any top leadership positions. Therefore, female leaders have to outperform their male colleagues to get positive credit or even keep their jobs.

Thirdly, because of their small sizes, women were seen as unable to work in the force as they were prone to assault (Tweed, p. 7). Consequently, when they wanted to lead, it was seen as endangering their colleagues as they could not even protect themselves. What led to this belief was the fact that women used tactics that required less physical force and authority than men (Tweed, p. 8). Besides, many female professionals try to use verbal communication to counter any violence, which makes them seem weak. Moreover, women are held back by their family responsibilities. Considering the sacrifice and commitment that a leader is expected to show, female leaders are at a disadvantage as their families still need them. Society considers the family as the number one priority for women. However, men are allowed to put their careers before their families as they are the breadwinners, which puts them in a more favorable position to excel in their careers.

Furthermore, the fairer gender tend to lack the confidence needed to fight for leadership positions once there is a chance (Tweed, p. 31). Essentially, this lack of confidence is due to the fear that they may not be as good as their male colleagues, which may make them failures in the future (Tweed, p. 31). Women believe that they would have more to deal with than men if they lose. Furthermore, due to their emotional nature, females tend to find it hard to differentiate between the non-success of a job and personal defeat. Besides, younger women do not have as many older female colleagues in leadership positions to act as their role models (Tweed, p. 32). Mentorship is one of the best motivations to continue ones career advancement. As a result, men, who have other males in top leadership positions to look up to, tend to advance faster in their fields than their female counterparts. Besides, the lack of other women in these top positions tends to deter the potential female leaders as they think they cannot do it as well. Shockingly, when mentored by men, female professionals are likely to have negative experience, unlike when mentored by a female (Tweed, p. 32). Furthermore, male mentors tend to force their aggressive characteristics and behaviors on the ladies they are mentoring. As a result, women tend to avoid male mentors.

Besides, female leaders are seen as likely to be easily manipulated (Tweed, p. 7). As a result, giving women leaders a leadership position in a profession as crucial as law enforcement was considered very risky. Manipulation of female workers is easy as they are soft-hearted, which makes them have stronger feelings than their male counterparts. As a result, feelings may block their judgment, which may be dangerous when making significant decisions. Additionally, most women leaders in the police force have encountered some sexual harassment (Tweed, p. 30). Shockingly, most of this comes from ordinary citizens and suspects being arrested (Tweed, p. 30). When there is a promotion opportunity, those responsible may ask for sexual favors from the competing females. Such a situation might put the female at a lower chance of getting the promotion. As a result, men tend to have a higher chance of excelling in their career than their female counterparts as they do not have to give any sexual favors to get the job.

Work Cited

Tweed, Carla. Women in Leadership, in a Male-Dominated Field, Specifically the California Highway Patrol. 2018. Brandman University, PhD Dissertation.

Leadership as an institution is a forming structure for any society. Without people who can make decisions for others, any community is doomed. In any field of activity, the goals set can only be effectively achieved by combining strengths and compensating for weaknesses. From my point of view, the development of leadership qualities is an essential task. Although not all people have a natural gift for such activities, having practiced tactics can significantly help to interact with other people and make decisions. Therefore, I consider it extremely important to explore how exactly I can implement the skills I have. This paper aims to analyze me as a leader, my aspirations, ambitions, and plans in the context of leadership.

It is necessary to determine an ideology to carry out any supervision actions. It can often change depending on the situation since, for example, emergencies require a more decisive and rigorous approach. However, in my leadership path, I want to rely on the ideology of ethical leadership. With such a course of conduct, one of the fundamental values for a leader is respect for ethics, consisting of sets of moral rules accepted in society aimed at achieving the common good. From my perspective, adherence to ethical standards is one of the essential qualities of a modern leader. Therefore, I choose this path, using high moral and ethical qualities to inspire others and myself.

The ethical leader is a role model, demonstrating adherence to established societal norms and encouraging others to follow this example. Such a person inspires and unites people with the help of respect and trust, creating a similar atmosphere around them. Thus, by interacting with people, such a leader consolidates these values and passes them on, making society better. This approach to leadership highly inspires me, so I want to follow it. When interacting with others and acting as a leader for them, I will consider their interests and worldviews. This is a rather difficult task, given the number of different perspectives. However, as Sire (2009) writes, worldviews are finite and can be reduced to a few significant currents, allowing them to be explored. By creating an atmosphere of respect, I will lead others and myself, constantly maintaining a positive attitude and receiving support from the environment. This approach to leadership is highly beneficial to the individual, the immediate environment, and the community in general, as it spreads the ideals and values that the world needs.

However, preliminary preparation is necessary to embody these ideals in different settings. First of all, a person who wants to become an ethical leader must clearly understand the foundations of ethical behavior. Moreover, the future leader must actively believe in them and be convinced that it is with their help that the objectives set can be achieved. From my perspective, the embodiment of these principles in personal life, work, or professional vocation requires a particular restructuring of consciousness. It must be remembered that these foundations of ethics must apply to everyone and in any situation. This requires large-scale work on oneself to eradicate the qualities that can make a person commit unethical acts.

Like many other people, I cannot call myself perfect and devoid of flaws. For example, I am impatient, especially with people who break the rules and order. On the other hand, as personality analysis has shown, I have a lot of strengths that can aid further self-development. I have a strong sense of responsibility and fairness, which is combined with generally accepted ethical standards and allows me to deal with problems more effectively. In addition, there are many signs of an independent extrovert in my personality, which is a positive factor when communicating with people. Therefore, to realize the ideals that I want to follow, I will first focus on self-development, starting with my personal life. Then, I will be able to transfer this approach to work and professional contexts, eradicating harmful practices and instilling a commitment to ethics. To help with this, I will use both the materials already studied during this course and various additional sources on leadership and self-development. In this way, I can most fully live out my leadership beliefs and achieve the desired goals.

Finally, it is necessary to act according to the studied mechanics and constantly engage in self-development to achieve success. A high rate of various changes characterizes the modern world. Having adapted to leadership under certain conditions, a person may be completely unable to continue their activities after a few years. Therefore, the issue of personal growth in the context of leadership is fundamental because it allows not only to maintain competitiveness but also to continue moving forward in life, despite the circumstances.

To engage in such self-development, Im going to maintain a high level of self-awareness about my surroundings and the latest global trends. The modern world is characterized by transparency, openness, and the blurring of various boundaries. Therefore, it is necessary to keep abreast of changes, try to understand new technologies and be ready to learn. These are my current plans for further leadership and self-development. Im going to interact with the community as much as possible and follow the news and new trends to keep self-awareness. I will also use news resources and specialized sources, such as books and academic articles.

Using various self-development manuals and attending training also allows maintaining a high level of leadership integrity and its components: openness, honesty, and reliability. However, from my perspective, the quality of these skills can only be tested in practice. Therefore, to continue to grow as a leader, I will not stop leading activities both at home and at work, constantly collecting feedback on my actions. By getting information about how they see me from the outside, I can correct my behavior and become a better leader. This, among other things, will also allow me to implement the concept of adaptive leadership, acclimating to changing conditions and thereby regulating my activities. Finally, from my point of view, the introduction of leadership in all spheres of life, including personal life, can further improve administration qualities. In this context, I want to note the concept of shared leadership, which creates a more holistic life and distributes duties and responsibilities in a quality manner (Strickland, 2020). Therefore, to improve further, I intend to develop my personal life by incorporating aspects of leadership into all my activities.

Thus, I plan to implement the concept of ethical leadership in my life, relying on moral norms and principles of justice when making decisions and interacting with others. Such an approach will allow to manage people more effectively and create a healthier environment, leaving a positive mark on the world. However, to implement such a concept, I will have to do deep introspection with the support of various external tools. This is necessary to establish the proper moral guidelines most effective for leadership and eradicate the shortcomings that may interfere with my activities. Finally, I plan to continue this process even when I am already actively involved in professionally and personally leadership activities. From my perspective, the key to competence and competitiveness is constant self-development, self-improvement, following trends, and collecting feedback from those with whom a person interacts.

References

Sire, W. J. (2009). The universe next door (5^th ed.). InterVarsity Press.

Strickland, D. (2020). Better together. W Publishing.

Introduction

The two study articles identified are, How to develop sense of direction by Mary Evans and the Early Childhood Education and Care Policy in Netherlands by the Ministry of Education, Culture and Science. The research methodology applied in the Early Education and Care Policy in Netherlands were mainly observation, interviews, and questionnaires. This is an implication that this research relied entirely on primary data. Notably, this research is both qualitative and quantitative in the sense that, statistical figures were entirely used in the study. On the other hand, the research methods applied in the How to develop sense of direction were interviewing, use of literature materials and administering of questionnaires. Basically, this study utilized both primary and secondary research data. Certainly, this was mainly qualitative research since no statistical figures were involved in the study. Generally, the methods used in each study were suitable to provide credible information required in this topic.

Discussion

These two studies compare in various ways, with regard to the findings presented in each. As reported by The Ministry of Education, Science and Culture (2000), children are brought out as being vulnerable to lack of appropriate parental care. This is because of the large number of aging generation, while the number of youths declining sharply due to low infertility of the Dutch. With 85% of the children growing poor traditional families, their education has been lowly prioritized by their parents due to decreased welfare. As a result, the government of the Netherlands has been devoted to promoting the education of such disadvantaged children.

As reflected in Evans (2010), childrens education promotion through good leadership is an important strategy in the provision of high-quality education to children. More specifically this study emphasizes good leadership skills for the effective administration of useful education among the children. On this basis, these two studies compare in the way, childrens education is more emphasized through skillful guidance by the adults (Brewer, 2006). With society becoming more integrated through globalization, child education in the two studies is brought out as being the focal point for a better future of the current generation.

However, the two studies contrast in various, with regard to their findings. For instance, Evans (2010) considers proper handling of the teaching staff through effective leadership as being an appropriate strategy to promote childrens education. This is on the basis that, a well-motivated teaching staff through good leadership skills would be devoted to giving the children the right teaching content. As a result, childrens education would be promoted to a great extent. On the other hand, The Ministry of Education, Science, and Culture (2000) reports on the need for the development of child-support development programs for the provision of quality education to disadvantaged children. On this basis, these two studies have been found to contrast on each other, with respect to the strategies employed to promote early childhood education (Williams, 2008).

Conclusion

Generally, the studies identified rely on both qualitative and quantitative methodology in their development. As it has been revealed, the studies compare to each other in the way both articles advocate for the improvement of early childhood education for a more prospective future generation. Contrally, the strategies employed in both studies differ, where good leadership is employed in the How to develop a sense of direction, while national programs to promote child-education are employed in the Early Childhood Education and Care Policy in Netherlands.

References

Brewer, J. (2006). Introduction to Early Childhood education. London: Routledge Publishers.

Evans, M. (2010). How to develop a sense of Direction. Nursery World, November Issue, P 26-27.

Ministry of Education, Science and Culture, (2000). Early Childhood Education And Care Policy in the Netherlands. ECEC Policy in the Netherlands, Issue, p 2-123.

Williams, L. (2008). The Value of Early Childhood Education. New York: Wiley Publishers.

A public leader is an individual who can influence, motivate, and inspire a community towards a noble course of action. Each leader enters administrative positions based on energy, planning and adapting, and understanding public sentiments. Leadership can be direct coaching, or public ruling, while an available leader is a person who holds a public office, guides, and serves a whole community. Examples of public leaders in the worlds history include Mahatma Gandhi, Winston Churchill, Nelson Mandela, Martin Luther King Jr., Abraham Lincoln, and Mother Teresa. These leaders were proactive in times of tremendous change and upheaval.

Winston Churchill, the British prime minister, and Golda Meir, Israels first female prime minister, embodied ideal leaders as the two held public offices and put people first before their interests. Winston Churchill was a prime minister between 1940 and 1945 during the Second World War. He led Britain and conquered the Nazis during the Second World War and established the post-war peace that contributed to prosperity in the western world.

Golda Meir served on various government roles in Israeli, and she once stayed in Palestine to fight Israelis statehood. She focused and determined to help the Israeli people and was once described as the only man in the cabinet. Moreover, her wisdom, upright character, strong personality, and honesty made her a great leader (Humphrey, 2020). As a leader, she pressed for the peace settlement in the Middle East through diplomatic ways.

Transformational leadership theory involves a leader working with a team, identifying a problem and its solution then working towards the vision to fulfill it. Their followers are motivated to change through inspiration and behavior change (Humphrey, 2020). Both Winston and Golda manifest the transformational leadership theory as they worked with teams from different government positions towards a shared vision. Besides, the two manifest affiliative style of leadership which involves serving people first. The two leaders were able to connect with people, especially in crisis times, thus encouraging harmony.

Most of the countries in Africa fought for their independence from the mid-1950s to the end of 1990. South Africa was not an exemption in 1990; they had not attained their independence. Besides, during this decade, there were various events and tremendous social and government changes. During the 1990s, Nelson Mandela is released from prison after twenty-seven years. Twenty-seven townships were declared unrestrained areas concerning the Public Safety Act No 3 of 1953 (General South African History, 2019). One of the social changes that happened was between March 25th, 1991, and March 4th, 1998, where there was the prohibition of mixed marriages due to immorality and banning of diverse marriages Act no 6.

Around the same time, commissions were set to investigate unlawful acts of alleged violent murders such as the death of Clayton Sizwe Sithole. Racial segregation was still going on, and the teachers formed the South African Democratic Teachers Union (General South African History, 2019). After that, the government gave out conditions under which white schools could admit black students under the Clase models.

Such women who got the privilege include Patricia de Lille, who was appointed secretary of the PAC, and foreign and relief aid secretary. Lindiwe Sisulu of South Africa saw her appointment as a personal secretary to Dr. Jacob Zuma (General South African History, 2019). Other prominent women leaders include Ruth Mompati, who was a part of a delegation program in South Africa; Baleka Kgositsile, who was elected secretary-general at the first national conference of ANC womens league, and Geraldine Fraser, who was the personal assistant to Chris Hani and Joe Slovo.

At the opening of parliament on February 2nd, President Klerk made a speech and announced the lifting of a 30-year ban on ANC and PAC. After Nelson Mandela was released, he met the ANC officials in Lusaka (Garba & Akuva, 2020). Later in 1994, when he was elected as the deputy president of the organization. In the same year, Mandela and de Klerk were involved in negations to end apartheid. The talks resulted in a general multiracial election where Nelson Mandela was elected as president.

Nelson Mandela, Desmond Tutu, and F.W de Klerk were vocal in facilitating change, recognizing diversity, and leading courageously. The three worked together after 1994 when Nelson Mandela was elected as president, de Klerk as deputy president, and Desmond Tutu was the chairman of the Truth and Reconciliation Commission. In gender diversity, he appointed over one-third of women in the cabinet in health, social affairs, and public enterprises. The trio worked courageously in ending apartheid and serving the interests of South Africa at large.

Gender diversity, which is an equal representation of males and females in the workplace, has been embraced in the 21st century. Gender diversity in any workplace positively impacts operations and stakeholders (Vickers, Grace, & Coilers, 2020). With it, companies can attract customers and clients of all genders as they have embraced diversity. Companies have encouraged women to apply primarily to positions that are mainly considered to be occupied by men during.

Recent studies show that womens empowerment has contributed to the rising number of women in leadership. For example, 12 women serve as head of government, and 11 women serve as head of state (Vickers et al., 2020). Hence women have continued to demonstrate their desire to help by fighting for gender equality and serve to their countries. Therefore, womens diversity in leadership is visible through politics, entrepreneurship, and religion.

While working at an organization managed by a woman, there were lessons to be learned from it. First, women are caring and attentive to peoples needs due to their more developed sense of empathy, making the employees believe in themselves. Secondly, their interests come as second, they put others needs in the first place, and they strive to address those issues. Lastly, in a world dominated by men, women have used education and their skills to prove that they can lead society. Nevertheless, despite their strength and ability to lead, most women find it challenging to submit to their homes.

A key strength that could influence the ability to be a public leader is to value people and prioritize their interests. Public leaders do not have the first mentality; instead, they seek to address the pressing matters that their community has. Also, it is easy to be in harmony with the community by showing them that they are loved and trying as much as possible to connect with each of them personally.

In conclusion, public leaders are those who lead with wisdom and believe in selfless service to others. Both male and female genders can lead if they possess leadership qualities. Similarly, any of the genders can make good leaders if they collaborate with other team members and work towards a shared vision that seeks to make society a better place. Equal empowerment should be given to both genders to ensure that one is not favored and disrespects the other.

References

Garba, D., & Akuva, I. I. (2020). The Leadership Styles of Nelson Mandela as a Pattern for African Leaders. Covenant University Journal of Politics and International Affairs, 8(1).

General South African History Online. (2019). General South African History Timeline: 1990s.

Humphrey, R. H. (2020). Transformational Leadership, Change, and Sensemaking Perspectives. In Effective Leadership: Theory, Cases, and Applications, pp. 401-428. SAGE Publishers.

Vickers, J., Grace, J., & Collier, C. N. (2020). Handbook on Gender, Diversity, and Federalism. Gloucestershire, England: Edward Elgar Publishing.

Qualitative and Quantitative Research

Qualitative research is an investigative technique that evaluates causes of circumstances to study and give interpretations in social issues (Creswell, 2009). On the other hand, Given (2009) defines quantitative research as a statistical methodology applied to evaluate phenomena through empirical techniques. The two researches pose variations in terms of purposes, samples, type and form of data, and analysis methods among others (Creswell, 2009).

For instance, where as quantitative research pays particulate attention to testing hypothesis and evaluating causes or effects, qualitative research understands and provides interpretations to problems. Additionally, unlike quantitative research that applies randomization and large samples; qualitative research has a small and biased sample population (Dexter, 2007).

Exploratory Research Design and Qualitative Research

Most exploratory research designs give qualitative data (Stebbins, 2010). These researches assist to interpret a concept without identifying the exact figures supporting a specified claim (Gibaldi, 2009). In essence, exploratory research does not require mathematical analysis to explain occurrences. Although a researcher could collect numeric data for informal investigations, the data is used to determine qualities but not mathematical interpretations. Also, the outcomes are qualitative because they arise from observing, identifying characters, and interpreting through the use of words (Gubrium & Holstein, 2002). Finally, the design aims at providing a background of the problem for future researches.

Qualitative Research Orientation

Qualitative research could be oriented into four basic categories (Munhall, 2012). The first category involves description of natural occurrences or things. The research is termed as phenomenology (Lindlof, & Taylor, 2011). Secondly, ethnography makes descriptions of people and their cultural lives. The other category is Grounded theory that derives new theories from data collected after the occurrence of a phenomenon. Finally, there are researches that involve evaluation of cases to retrieve explanations. Additionally, some researches require scientific testing to expand and confirm existing knowledge (Harrington, 2009).

This orientation is referred to as positivist. On the other hand, some researches retrieve information from a society to evaluate ideas. Therefore, many ideas are collected for interpretation through interpretive research orientation (Salkind, 2010). Finally, there is a critical research orientation that utilizes available information.

Suited Orientation for Confirmatory Research

Interpretive orientation lays bases that allow investigation from people (Harper, 2010). It involves collecting ideas from people and using them to approve or disapprove hypothesis. Therefore, it could be argued that interpretive orientation is more suited for conducting confirmatory research about businesses.

Suggested Exploratory Research

Quantitative research allows mathematical analysis regarding the funds invested in producing nontobacco cigarette (Creswell, 2010). Proper analysis must be conducted to determine whether cost and market factors will be compatible with the new product.

When expanding organizations, such as companies, quantitative research must be conducted to evaluate whether an established company can afford to raise a new company. Therefore, corporate spin-off will require quantitative research that will determine sustainability of the two corporations.

Retrieving information from the workers for analysis exemplifies qualitative analysis. In this case, the human resource manager will get data determining the most beneficial aspects of employees health. Consequently, the most appropriate research will be qualitative.

Similarly, qualitative research will be applied to spot the imagery related to smoking of cigar (Tufte, 2011)). This is because the advertiser must reach people to retrieve the ideas.

Focus group and Depth Interviews

Focus group interview is an interactive section that allows expression of ideas to a group of people in a free manner (Walden, 2012). Contrary, depth interview depicts a confidential and secretive session of retrieving data in the field (Martin, 2012).

References

Creswell, J. (2010). Quantitative research. Sil: General Books.

Creswell, J. W. (2009). Research design: qualitative, quantitative, and mixed methods approaches (3rd ed.). Los Angeles: Sage.

Dexter, P. (2009). Historical analysis of population reactions to stimuli a case study of the Solomon Islands. Edinburgh, Aust.: DSTO.

Gibaldi, J. (2009). MLA handbook for writers of research papers. New York: Modern Language Association of America.

Given, Lisa M. (2008). The Sage encyclopedia of qualitative research methods. Los Angeles, Calif.: Sage Publications

Gubrium, J. F., & Holstein, J. A. (2002). Handbook of interview research: context & method. Thousand Oaks, Calif.: Sage Publications.

Harper, S. (2010). Interview. Sil: Publishamerica Inc..

Harrington, D. (2009). Confirmatory factor analysis. Oxford: Oxford University Press.

Lindlof, T. R., & Taylor, B. C. (2011). Qualitative communication research methods (3rd ed.). Thousand Oaks, Calif.: SAGE.

Martin, C. (2012). Boost your interview IQ. New York: McGraw-Hill.

Munhall, P. L. (2012). Nursing research: a qualitative perspective (5th ed.). Sudbury, MA: Jones & Bartlett Learning.

Salkind, N. J. (2010). Encyclopedia of research design. Thousand Oaks, Calif.: Sage.

Stebbins, R. A. (2001). Exploratory research in the social sciences. Thousand Oaks, Calif.: Sage Publications.

Tufte, E. R. (2011). The visual display of quantitative information (2nd ed.). Cheshire, Conn.: Graphics Press.

Walden, G. R. (2012). Focus Group Research. London: SAGE Publications.

Purpose and Reason of the Design

This research design contains the procedural framework that explains how the actual research will be conducted. It focuses on the study that will be conducted during research and its subtype. It provides a detailed description of data collection process, recording, analysis, and data interpretation that shows a pre-described structure (Holt & Smith, 2009). This implies that the researcher manages time properly and assists other researchers in conducting the given research although they are not the original proposers.

Nature of Survey

This survey will be conducted in a cross-sectional manner because the methods used are observational and comparative. The observational part ensures that the researcher observes the behavior of leaders without modifying their way of life. On the other hand, the comparative part enables the researcher to compare more than one variant of leadership. This diversity ensures that leadership is measured from a broad perspective and the researched does not just focus on a single factor that may lead to poor conclusions.

Population, Size and Stratification

The target population comprises of employers, employees and administrators. In this light, the employers provide managerial leadership while the administrators and employees follow the instructions given by the employers. However, another approach argues that decisions should be made by the subjects whereas the employers should endorse those decisions. This implies that all the three parties are included in the organizational leadership forming part of the population (Leeuw, 2008).

The population will be stratified into three subpopulations including employers, employees and administrators. This will ensure that there is variation of views purporting reliability of the results. This reliability is achieved by comparing a lot of opinions that help prevent biased opinions which are oriented towards personal preferences.

Sample Size and Choice

The research will consider fifty organizations where the researcher will consider the chief executive officer, two managers, and four employees from each organization. This implies that the survey will involve about three hundred and fifty personnel from fifty organizations.

The sample will be chosen by random purposive sampling that incorporates the aspects of randomization and purpose. This implies that the sample is chosen without a desired outcome ensuring unbiased results (Kiciman, 2008). The purposive part ensures that people included in the sample are relevant to obtain beneficial research (Koshland, 2010). These two factors make sampling the most appropriate for attaining reliable data (Yin & Chen, 2007).

Instrument

The survey will use a flexible questionnaire that allows modification during the research to incorporate themes arising during data collection. In this case, the researcher will include questions absent in the questionnaire or will remove issues that are irrelevant to the research. The researcher will prepare the questionnaire to ensure familiarity with the questions (Deilk & Hofoss, 2008).

Scale

The research will consider ratio scale because it puts the data into classes organized in an ascending order and shows the intervals between the classifications. Therefore, the scale will incorporate all the characteristics of nominal, ordinal, and interval scales (Muravyov, 2011).

Field Test

During the field test, the researcher will choose five organizations to form part of the sample and conduct the proposed research under normal circumstances. This will involve the whole process from choosing the sample to analyzing and interpreting the results. The experience obtained will be recorded and reviewed to determine the weaknesses embedded in the research process (Newton, 2012).

Timelines

Each individual will be interviewed for about ten minutes implying that all the seven personnel will be interviewed within a scope of seventy minutes for each organization. Therefore, the time needed to interview three hundred individuals is about one hundred and forty five days and nights. In order to cater for the night hours, some individuals will not be interviewed. Instead, they will fill questionnaires at individual levels to be analyzed and evaluated after collection.

Variables of the Study and Cross-reference

The variables of the study will include servant leadership, transformational leadership, response of employees, and qualities of administrators that enhance smooth leadership within the organizations. These variables will be reflected through four research questions that will address the four variables.

Data Analysis and Interpretation

The analysis of returns will be analyzed with the collection of data ensuring that the questionnaires can be modified to incorporate new themes. Response biasness will be accessed by comparing the preferences of the respondents and the influence those have on their responses (Marshall, 2007). The descriptive analysis will be based on measuring the frequency of responses, calculating averages, and determining the variability of the responses across the data sets. This will require the researchers to use closed questions to classify the answers into scales of measurement. The reliability of the scale will be determined by accessing its ability to capture all the opinions of the researcher and the willingness of giving comprehensive information.

In light of giving the inferential statistics, the responses of the sample population will be treated as the responses of the whole population. Lastly, the interpretation will be based on the descriptive statistics. These statistics include averages, frequencies, and variability of responses (Littrell, 2008). Consequently, the research will have a solid base and concrete argument supported by research performed in the field. This research could exemplify tactics of yielding proper and quality research results.

References

Deilk, E. T., & Hofoss, D. (2008). Psychometric Properties of the Norwegian Version of The Safety Attitudes Questionnaire (SAQ), Generic Version (Short Form 2006). BMC Health Services Research, 8(1), 191.

Holt, D., & Smith, T. M. (2009). The Design of Surveys for Planning Purposes. Australian & New Zealand Journal of Statistics, 18(1-2), 37-44.

Kiciman, M. O. (2008). A Random-sampling Procedure with Applications to Structural Synthesis Problems. Journal of Aircraft, 4(4), 333-338.

Koshland, D. E. (2010). Random Samples. Science, 240(4857), 1261-1261.

Leeuw, F. L. (2008). Book Reviews. Population Research and Policy Review, 1(1), 101-107.

Littrell, R. F. (2008). Book Review: Minkov, M. (2007). What Makes Us Different And Similar: A New Interpretation Of The World Values Survey And Other Cross-cultural Data. Sofia, Bulgaria: Klasika Y Stil Publishing House. 240 Pp. Journal of Cross-Cultural Psychology, 39(5), 654-658.

Marshall, H. (2007). Editorial. Qualitative Research Journal, 7(2), 1.

Muravyov, S. (2011). Representation Theory Treatment of Measurement Semantics for Ratio, Ordinal And Nominal Scales. Measurement, 22(1-2), 37-46.

Newton, W. (2012). Book Review. Qualitative Health Research, 1(4), 515-516.

Yin, P., & Chen, L. (2007). Random-sampling Thresholding: A New Approach to Multilevel Thresholding. Signal Processing, 34(3), 311-322.

Purpose of Study

Oppressions to migrants, in Malaysia, are significant threats to humans who demand solutions. The purpose of this study is to investigate how non-governmental organizations and churches can intervene to enhance the necessary leadership of the migrants.

Quantitative Hypothetical Design

Research Question

The research question will evaluate the relevance of churches and non-governmental organizations while seeking the right leadership to the migrants living in Malaysia.

• What extent is the church and non-governmental organization relevant to offering the right leadership for the welfare of migrants living in Malaysia?

This question provides a quantitative approach because it seeks to measure the extent of relevance that the non-governmental organizations pose to the research problem (Callen, 2010).

Research Hypothesis

Considering a confidence level of 95%, the correlation between the churches intervention and availability of the necessary leadership to the migrants is greater than or equal to 0.5 (Meyer, 2010). Therefore, the correlation between the two variables has significant meaning that their intervention will transform the perspective of the government toward the migrants in accordance to the human rights (Callen, 2010).

Null Hypothesis

While basing the results on a 95% confidence level, the correlation between the intervention of churches and changes is less than 0.5 in the treatment of migrants. Consequently, the hypothesis suggests that there is no significant effect due to the intervention of the non-governmental organizations (Chai & Xiao, 2011).

Criteria of Rejecting the Null Hypothesis

• The alpha will be considered at the point 0.05.
• It will be rejected at any point where the p value representing the probability is less than 0.05 (Cuesta-Albertos & Febrero-Bande, 2010).
• The alpha is considered at 0.05 based on the consistency of standard and conventional standards set universally (Travers, 2010).

Scale

The research will be found on a ratio scale incorporating the following categories that reflect the perception of the respondents toward the effect of the church (Ball, McLoughlin & Darvill, 2011).

1. 100% effective
2. 80% effective
3. 60% effective
4. 40% effective
5. 20% effective
6. 0% effective

Population and Sample

The target population will comprise of three subsets that include migrants, church leaders and leaders of non-governmental organizations. The sample will involve nine hundred respondents where each of the subsets amounts to three hundred respondents.

Procedures

A survey comprising of ten questions and targeting the factors of human rights will be emailed to the respondents. The data will be obtained by tallying the response automatically to determine the number of people at various levels of the scale (Hallquist & Pilkonis, 2010).

Data Analysis

The descriptive statistics will involve calculation of the variance, mean and mode of results. The inferential statistics will be conducted through ANOVA and information will be presented on a pie chart.

Qualitative Hypothetical Design

Qualitative methodology approaches a study from a qualitative perspective rather than quantifying its variables in terms of real numbers.

Research Question

Unlike quantitative research that seeks to investigate intensity of the effects, qualitative research question will inquire whether the intervention of non-governmental organizations brings the necessary leadership to the migrants.

• Does the intervention of non-governmental organizations bring the right leadership to the authorities that handle the migrants?

Research Hypothesis

The intervention of churches and non-governmental organizations will bring the necessary leadership to the migrants life.

Null Hypothesis

The null hypothesis could suggest that the intervention of churches and non-governmental organizations will not bring helpful leadership to the migrants life.

Criteria for Rejecting Hypothesis

In this case, the research hypothesis will be rejected if less than fifty percent of the respondents suggest that the intervention of the churches will not bring the necessary ideologies of leadership to the migrants lives (Klapwijk, 2011).

Scale, Population and Sample

The scale will range from one to six because the opinions will move from strongly agree to strongly disagree. The population will include migrants, churches leaders, native citizens, leaders of non-governmental organization and government leaders.

Procedures and Data Analysis

The survey will be administered through email messages sent to the respondents. The data will be collected and analyzed qualitatively to base descriptive statistics on the frequency of individual opinions.

Mixed Hypothetical Design

Research Question

The research questions will integrate the two factors envisaged in both qualitative and quantitative analysis (Xiong, Du & Wang, 2011).

• Does the intervention of churches and non-governmental organizations bring the necessary leadership to migrants?
• What is the intensity of the effect created by the intervention of the churches and non-governmental organization to the migration autonomy?

Research Hypothesis

The intervention of non-governmental organizations has an effect to the migrants autonomy. This effect has a significant influence where the correlation between leadership and intervention of churches is correlated significantly.

Null Hypothesis

The intervention of non-governmental organizations has little effect to the migrants autonomy and the effect has an insignificant effect. This is because the correlation between leadership and intervention of churches is less than one.

Criteria for Rejection

The research hypothesis will be rejected incase the qualitative methodology shows fifty percent of the respondents suggesting that the intervention will have no effect. Also, it might be rejected incase half of the respondents possess the sentiment. This is because the quantitative methodology must show that p is greater than 0.05 (Gentle, 2009).

Data Analysis

This methodology will incorporate the analysis of descriptive statistics including mean, mode, and variance alongside the application of qualitative frequencies (Turgo, 2010).

Conclusion

The three hypothetical designs, which have been discussed above, are suitable for applying in the process of conducting this study. However, mixed methodology is preferred to both quantitative and qualitative methodologies since it is expansive. Despite this preference, the methodology is more costly and time-consuming than the others. Consequently, it is applied to cases where it is extremely necessary.

References

Ball, E., McLoughlin, M., & Darvill, A. (2011). Plethora or Paucity: A Systematic Search And Bibliometric Study Of The Application And Design Of Qualitative Methods In Nursing Research. Nurse Education Today, 31(3), 299-303.

Callen, S. (2010). Data on federal research and development investments a pathway to modernization. Washington, DC: National Academies Press.

Chabert, P., & Braithwaite, N. (2011). Physics of radio-frequency plasmas. Cambridge: Cambridge University Press.

Chai, K., & Xiao, X. (2011). Understanding Design Research: A Bibliometric Analysis of Design Studies. Design Studies, 7, 272-275.

Cuesta-Albertos, J. A., & Febrero-Bande, M. (2010). A Simple Multiway ANOVA For Functional Data. Test, 19(3), 537-557.

Gentle, J. E. (2009). Computational statistics. Dordrecht: Springer.

Hallquist, M. N., & Pilkonis, P. A. (2010). Quantitative Methods In Psychiatric Classification: The Path Forward Is Clear But Complex: Commentary On Krueger And Eaton. Personality Disorders: Theory, Research, and Treatment, 1(2), 131-134.

Klapwijk, N. (2011). Analysis in Qualitative Research. Sage Publications Ltd. Per Linguam, 26(2), 213-216.

Meyer, I. H. (2010). The Right Comparisons in Testing The Minority Stress Hypothesis. Archives of Sexual Behavior, 39(6), 1217-1219.

Turgo, N. N. (2010). Book Review: DAVID SILVERMAN, Doing Qualitative Research. London: Sage. Qualitative Research, 10(3), 386-387.

Travers, M. (2010). Book Review: NICK LLEWELLYN And JON HINDMARSH, Organisation, Interaction And Practice: Studies In Ethnomethodology And Conversation Analysis. Cambridge: Cambridge University Press. Qualitative Research, 10(4), 499-502.

Xiong, R., Du, X. F., & Wang, W. F. (2011). The Integrated Design of an Interactive Service Robot for Shanghai World Expo. Advanced Materials Research, 308-310, 2084-2094.

Background

Experimental research can be conducted in two ways by employing a within-subjects or a between-subject approach. In a within-subject approach, the people who are responding to the survey can access all the items of survey. On the contrary, a between subject approach allows a respondent to access one item of the survey (Fisher, 1966). In light of applying the two approaches to this question, it is important to understand that the survey involves three types of advertisement that are disbursed through email to the respondents in order to convince the respondent to take survey (Jha, 2008).

Within-Subject Approach

In this approach, the researcher will compose three emails. The first email will be portraying a link that redirects the respondents to the survey site. This link will not provide any information concerning the beneficial aspects of carrying out the survey. The second advert will contain the link and a message suggesting that the efforts of the respondents will be compensated by donating $10 to charity. Lastly, the researcher will compose a message promising the respondent of winning $1000 for carrying out the research. The researcher will identify potential respondents who will participate in the survey and obtain their email contacts.

The three emails will be sent to each respondent such that they will have three options to choose according to their preference. The researcher will prepare a recording book where the responses for each respondent are recorded for evaluation. This approach will involve few respondents because the respondents are presented with all the options available for the survey (Knobe, 2008).

Between-Subjects Approach

This approach aims at providing each respondent with a single option of survey (Mahmood, 2010). Therefore, the researcher will compose the email messages containing the information that is explained in the previous approach. Then, the samples will be selected from the population and their contacts obtained. The researcher will select the respondents who will receive the plain link and send it to them. The second group of respondents will receive a message for $10 dollars donation while the last group will receive a message promising to give a token of $1000 dollars upon carrying out the survey. The responses will be collected through the same email and the statistic determined in order to compare the number of people who responded from each group.

Advantages of Between-Subjects Approach

Between-subject approach has several advantages based on exposing a single option to each of the respondents. First, it saves a lot of time during survey since a respondent can answer a take one survey rather than taking all the surveys available (Montgomery, 1991). This implies that the cumulative time will be less that the time used to complete the surveys using within-subject approach which requires them to take more than one survey.

The second advantage of using between-subject approach is based on avoiding biased responses. In this light, it is important to note that the allowance of taking more than one survey can force the respondent to take double stands that can lead to biased information (Salkind, 2010). On the other hand, responding to a single survey prevents the respondent from comparing the three options and respond to the one provided by the researcher as if it is the only one. Lack of biasness makes this approach a better method of carrying out experimental research despite its weakness which forces the researcher to involve more respondents than the latter (Walker, 2010). This conclusion emanates from the prioritizing the nature of outcomes obtained from the research rather than the bulk of logistics which are incurred when using this method.

References

Fisher, R. A. (1966). The design of experiments ([8th ed.). Edinburgh, London: Hafner Publishing Company.

Jha, N. K. (2008). Research methodology. Chandigarh: Abhishek Publications.

Knobe, J. M. (2008). Experimental philosophy. Oxford: Oxford University Press.

Mahmood, M. F. (2010). Proceedings of the Conference on Water Waves: Theory and Experiment, Howard University, USA, 13-18 May 2008. Singapore: World Scientific.

Montgomery, D. C. (1991). Design and analysis of experiments (3rd ed.). New York: Wiley.

Salkind, N. J. (2010). Encyclopedia of research design. Thousand Oaks, Calif.: Sage.

Walker, P. (2010). Environmental science experiments. New York: Facts on File.

Introduction

The Bible is a compilation of sacred writings in Christianity and Judaism that contains the most substantial material in both religions. The Christian world, it consists of two ancient parts: the Old Testament and the New Testament. The Old Testament is the first section of The Bible that describes the history of the origin of the Jewish nation. Considering the older half, a man that is named Joshua is one of its heroes and the ruler of the Israeli people after Moses death. Under the constant supervision of God, he commanded his tribe, thereby gaining new knowledge and management concepts. With a strong and sincere faith in God, Joshua gained experience and proved himself to be a source of leadership from which beneficial lessons are possible to be learned.

Main body

The Old Testament

The Old Testament is a venerable text whose fundamental premise is based on the narrative of the privileged Jewish population that maintained pure faith in the years before Jesus Christs arrival on Earth. In contrast to the New Testament, which tells of Jesus earthly life, there are individuals who neglect the significance of the first ancient part of the writing due to the lack of evidence and references (Rumbay, 2021). Nevertheless, Gods figure is present in the first part of The Bible. Consequently, it can be stated that it contains valuable religious information, which is related to the beginning of being. The Spirit of God appears in various places in the Old Testament, demonstrating assertion, problem-solving, guidance, adjustment, and organizing qualities that are associated with historical practices (Rumbay, 2021). Throughout the book, the Jews have to endure misfortune in order to prove to the Lord their faith, learn to live according to the rules of good and become a separate nation.

Leadership lessons of Joshua

Joshua was Moses specifically selected successor and a strong fighter who headed Israel in conquering Canaan, following the Exodus of Jewish people from Egypt. He was able to gain victory in the battle and disperse the territories of Canaan to the twelve clans. Concerning the leadership of Joshua, firstly, it should be said that his managerial style included the obligatoriness to be courageous. Three times, the Creator urged Joshua, the ruler of Israel, to be powerful and fearless (Arnold & Beyer, 2015). Therefore, according to the results of his story, he proved to be a brave soldier. Secondly, the capability to perform necessary actions and complete the tasks that the predecessors did not finish. God told Moses to conquer Canaan, but Moses delegated the responsibility to Joshua, who completed it (Arnold & Beyer, 2015). Finally, faith in goodness is represented by the Lord and the memory of the past. He must maintain his origins, mediate on the Supremes word constantly, and never forget that God is ubiquitous and omnipresent (Arnold & Beyer, 2015). Leadership lessons that can be learned from the experience of the leader of the Jews are reflected in the present day, where a person is faced with the challenges of life.

Conclusion

In conclusion, The Bible, comprising of the Old and New Testaments, is a historically valuable book that consists of the stories and legends of the early ages. Although the first part is more contested than the second, it remains important due to its description of the role of the Creator in governing people and the formation of an entire nation. Joshuas vision of guidance ideals is grounded on confidence, audacity, ability to be a problem-solver and a decision-maker, and endless devotion to the Lord, and faith in his support and presence.

References

Arnold, B. T., & Beyer, B. E. (2015). Encountering the Old Testament: A Christian Survey, Third Edition. Baker Academic.

Rumbay, C. A. (2021). Governmental skills: The Spirit in The Old Testament. Jurnal EFATA: Jurnal Teologi dan Pelayanan, 7(2), 72-81. Web.

Introduction

Servant leadership is one of the leadership models widely used in many areas of peoples social life, including religious and business domains. The concept was first introduced in the late 1990s, and servant leaders were defined as those who place their followers good over their self-interest of the leader (as cited in Allen et al., 2018, p. 40). Such people lead their followers by empowering them, listening to them carefully and empathetically, supporting and guiding them. It has been acknowledged that this leadership model has a positive influence on employee performance and the overall competitiveness of companies (Bao et al., 2018). Therefore, servant leadership has become quite widely spread in business, and it is, of course, one of the central models in ministry. It is possible to have a closer look at a periscope in Genesis to explore the way servant leadership is described in the Bible and how it can be used in ministry and business.

Main body

The periscope under consideration is the part regarding Joseph and Pharaoh. Joseph asks Pharaoh to let his family stay in Egypt due to the famine in Canaan (New International Version, 2011, Genesis 47: 1-12). This episode is an informative illustration of servant leadership and its positive aspects (Crowther, 2018). Being a servant leader, Joseph concentrates on his familys (his followers) needs and encourages them to articulate their concerns and address Pharaoh. Although Joseph asks Pharaoh to help his family, Josephs father and his brother use an opportunity to solve their problem and ask for resources for themselves, rather than wait until Joseph settles everything for them. Although the leader is aware of the issues of those who follow and is ready to listen and assist, the followers are actors solving the problem rather than recipients of instructions.

The approach displayed in this periscope is consistent with the models and techniques of modern servant leaders. The contemporary framework of servant leadership implies the focus on peoples needs that are satisfied to enhance their motivation, morale, and commitment to organizational goals. Allen et al. (2018) state that modern servant leaders inspire, motivate, and serve as moral guides to their followers. This approach is visible in the chosen periscope. Joseph is an ethical model for his family due to his ability to be compassionate, wise, loving, and emphatic. Irrespective of the past conflict, Joseph has sufficient wisdom and commitment to achieve the highest results for everyone. Importantly, this moral component of this leadership model facilitates peoples collaboration and desire to go the extra mile in achieving the highest results.

The analysis of the periscope is instrumental in identifying essential aspects of servant leadership. This text extends the contemporary model in a critical domain related to conflict management. This area has not received sufficient attention from researchers or practitioners. Internal and external conflicts are apparent in the situation depicted in this text. As for the inner conflict, Joseph has to decide whom to serve, his family, or his leader, Pharaoh (Crowther, 2018). Joseph manages to resolve this dilemma by employing the highest ethical standards. He finds a way to align all peoples needs and ensure that all stakeholders are satisfied.

Likewise, a contemporary servant leader tries to find the solutions that would be beneficial for the entire organization and each employee. This endeavor may seem complicated, but it is achievable if the necessary amount of consideration and collaboration is invested. As in Josephs case, who encourages his family to stay and become valuable members of the new community, his inner conflict is resolved (Crowther, 2018). His authority and background are sufficient for Pharaoh to let new people live in his lands. Joseph remains an excellent servant to his Pharaoh and a committed leader to his family.

As far as the external conflict is concerned, the servant leadership model enabled Joseph and his family to address it effectively as well. Although Josephs brothers nearly killed him and were jealous and cruel, the man finds the inner strength to forgive and even serve them. Joseph does not choose to take revenge and cause harm to his brothers but saves them from famine. He understands that being revengeful will result in pain and sorrow for his father and other people he loves. Instead, he chooses to talk to his brothers and settle the issues they had (Crowther, 2018). Likewise, a contemporary servant leader tries to manage conflicts effectively by being open, empathetic, and wise. Irrespective of past situations and possible inconveniences caused by some stakeholders, servant leaders must focus on the good for all (and meeting organizational goals) by meeting the needs of all people involved (Allen et al., 2018). This approach will make others committed to collaboration as their leader will become a model who can concentrate on the positive aspects and address issues openly. It will also have a positive effect on the working atmosphere and the overall organizational culture.

As mentioned above, leadership models are applied in all spheres of human life, including business and ministry. The biblical concept of leadership is also widely employed in both the abovementioned areas. The Biblical perspective of leadership is closely related to such models as a servant and transformational leadership as the leader inspires, supports, and guides followers (Irving & Strauss, 2019). Although the metaphor is relatively trivial, the Biblical concept of a leader encompasses their being a shepherd to those who follow. Listening to people, understanding their needs, and helping them attain their goals enable leaders to help their followers collaborate and achieve established goals. In ministry, these principles are evident and well-accepted, and reasonably expected by all stakeholders as people seek help and support from their religious leader.

In business, this model is not common, and many people still anticipate autocratic or some other form of democratic leadership. A comparatively small number of leaders choose the servant leadership model in their practice. However, this leadership style has beneficial effects on the overall performance of organizations (Bao et al., 2018). Servant leaders manage to create a positive working atmosphere, inspiring all people to follow similar principles that are consistent with Biblical concepts and values. Employees try to be empathetic and understanding, upbeat and open, collaborative and helpful.

Conclusion

In conclusion, it is necessary to note that servant leadership is still the model that needs further exploration. A considerable number of people choose this leadership model to bring their teams to excellence and success, but this leadership style is not typical in business. At the same time, leaders should consider using this approach or, at least, some of its elements in their practice, which will have a positive influence on their organizations and each individual.

References

Allen, S., Winston, B. E., Tatone, G. R., & Crowson, H. M. (2018). Exploring a model of servant leadership, empowerment, and commitment in nonprofit organizations. Nonprofit Management and Leadership, 29(1), 123-140. Web.

Bao, Y., Li, C., & Zhao, H. (2018). Servant leadership and engagement: A dual mediation model. Journal of Managerial Psychology, 33(6), 406-417. Web.

Crowther, S. (2018). Biblical servant leadership. Palgrave Macmillan.

Irving, J. A., & Strauss, M. L. (2019). Leadership in Christian perspective: Biblical foundations and contemporary practices for servant leaders. Baker Academic.

New International Version. (2011). Bible Gateway. Web.