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Community schools extend traditional school responsibilities by providing additional resources to support students, families, and communities, and ultimately attempt to change the school institution. Integral to the institutionalization of community schools are community school managers (CSMs) and their institutional work. Drawing from institutional theory, this study uses interview data to explore the deliberate actions taken by CSMs to create institutions, focusing on their efforts to develop their institutional identities and change normative associations. Institutional identities of CSMs were defined by their implementational responsibilities and organizational positioning. While CSMs skillfully identified, provided, and allocated resources within their implementational identity, the organizational identity remained ambiguous, lacking clarity on their organizational position or consistency in the teams on which they served. CSMs struggled to create normative associations that linked the resources they provided to the community school strategy. Moreover, the local leadership structure and principal support significantly and differentially impacted CSMs' institutional work. [ABSTRACT FROM AUTHOR]

This research article examined the primary healthcare managers' managerial competency in enabling and managing changes. The study was conducted in Tanzania. This study used a cross-sectional research approach. A census sampling approach was used to gather data from one hundred and two healthcare managers. Utilizing SPSS version 25, statistical product and service solutions were used to analyze the data that had been gathered. Results show that, about the indicators within the preparation for change, implementation of change, evaluation of change, and leadership qualities concerning lead changes constructs, respectively, (73.53%), (65.69%), and (76.47%) of the healthcare managers are competent, and (26.47%), (34.31%), and (23.53%) are less competent. The study concludes that primary healthcare managers in Tanzania have shown both levels of competence and less competent practices in facilitating and managing changes. [ABSTRACT FROM AUTHOR]

Leadership is interpersonal influence exercised in a situation and directed through communication process towards the attainment of a specified goal or goals. It is the process of influencing and supporting others to work enthusiastically towards achieving objectives. By exercising his leadership, the leader tries to influence the behavior of individuals or group of individuals around him to achieve common goals. Leadership emphasis on transformation and therefore, transformational leadership emerges. Leadership is an important factor for making any type of organizations successful. Good leadership is essential in all aspects of managerial function whether it to be motivation, communication or direction. Good leadership ensures success in the organization and dissatisfactory human performance in any organization can be primarily attributed to perform leadership. In recent management practices a recent emphasis has been put on leadership development through training and development and by providing conducive work environment. Leadership development involves developing the qualities and attitudes in managers which help them to look into the future and being necessary change on proactive basis rather than or reactive basis. Entrepreneurial activities are associated with various uncertainties, complexities, and challenges. Higher education is need for the building of competencies of the Entrepreneurial knowledge, skills and abilities. Additionally, for successfully deals with the challenge, the student's engagement is essential to create interpersonal relationship, teamwork, enabling task delegation, and building confidence among the group members. Actually, the entrepreneurial leader takes responsibility for their actions and those actions must be more proactive than reactive. [ABSTRACT FROM AUTHOR]

This research in progress paper investigates the multifaceted factors shaping the work-related attitudes of top managers in organizations with a focus on Germany. Through in-depth interviews with seasoned experts, it reveals crucial work attitudes, examines the impact of interpersonal and procedural factors, and evaluates information's role in the principal-agent relationship at top management levels. The findings challenge conventional assumptions, providing different perspectives on leadership and highlighting the evolving nature of management practices in the digital age. The study also explores potential differences between top IT managers and other C-level roles, investigating their implications. The results of this research based on expert interviews are used in a broader context of research to triangulate literature analysis findings and quantitative surveys in order to develop a comprehensive understanding of factors influencing top managers' work attitudes. Semi-structured expert interviews were conducted to gain a comprehensive perspective on the influencing factors of work attitudes in top management functions. Six German experts participated, bringing diverse backgrounds and affiliations with professional associations. Despite varied perspectives, universal importance was identified in key work attitudes, challenging assumptions of significant differences between employer and employee representatives. A novel contrast between hierarchical and broader perspectives within owner and worker associations emerged, suggesting a need for a more comprehensive understanding of management approaches. Additionally, interpersonal factors in leadership, information flow, trust-building, were highlighted as contributions. Furthermore, distinctions and commonalities between IT management and other top managerial roles were identified. This study both confirms existing knowledge and introduces valuable insights to management science, potentially shaping future research and practices. [ABSTRACT FROM AUTHOR]

Research Summary: While real options theory has been applied with the optimality assumption, actual real options investments are made by managers, who are subject to cognitive biases, especially under uncertainty. In this article, we focus on one important type of cognitive bias, overconfidence, to provide new insights on real options literature. We argue that overconfident CEOs will invest less in real options than non‐overconfident CEOs. We also predict that the relationship between overconfident CEOs and firms' real options intensity will be strengthened when market uncertainty is higher. In a study of U.S. public firms, we find strong support across various tests that use multiple measures of overconfidence in CEOs and real options investments, and control for potential selection issues and other endogeneity concerns. Managerial Summary: This article studies how a CEO's cognitive bias, overconfidence, may shape a firm's real option investments, which could result in a different level of strategic flexibility. We argue that overconfident CEOs have overly high expectations of their performance under uncertainty and/or underestimate the level of uncertainty in their strategic decision‐making, which leads to lower investments in the firms' real options relative to non‐overconfident CEOs. We study a sample of U.S. public firms and find strong evidence that an overconfident CEO is positively related to the real options investments at the firm level. We also find that this overconfidence effect becomes more pronounced in markets with greater uncertainty. [ABSTRACT FROM AUTHOR]

This study sheds light on the dark side of entrepreneurship by examining how and under what conditions abusive behavior within new venture teams (NVTs) relates to new venture performance. Using a national (USA) random sample of NVTs, we find that the relationship of intrateam abusive behavior (i.e., degree to which NVT members exhibit "hostile" verbal behaviors toward each other) with new venture performance (i.e., sales and employment growth) is mediated by NVT thriving (i.e., level of vitality and learning exhibited within the NVT). Results further demonstrate that perceived competitive intensity of the industry moderates this relationship, with the indirect effect of intrateam abusive behavior on new venture performance (via thriving) being significantly less negative at high, than at low, levels of competitive intensity. We therefore conclude that perceived competitive threats to the survival of startups act to mitigate the otherwise deleterious effects of abusive behavior occurring within NVTs. These results broaden existing knowledge regarding the dark side of entrepreneurship by expanding the conversation on this topic to include the NVT and providing evidence for why some NVTs, but not others, are able to sustain the growth of their firms despite the occurrence of abusive behavior between their members. [ABSTRACT FROM AUTHOR]

With the developments in the information age in the education sector, there are great changes in management understanding and managerial attitudes. In this period when competition in education has become widespread, the contribution of education leaders is great in achieving the goals of educational institutions. Performance and motivation of employees play an important role in achieving these goals. There is a great need for educational leaders who give importance to the performance of the employees in educational institutions and adopt a management approach that will increase their performance. The aim of this research is to reveal the effect of leadership characteristics of managers on the performance of employees in educational institutions. In the research, education, leadership, management concepts, performance and motivation concepts are also examined. This research is "descriptive" and factual data were collected by "literature review" method. The importance of leadership in management and management in educational institutions has been examined by reviewing literatures, examining best practices, taking consideration and adopting of those to use in the system. As a result of the research, it was seen that the leadership characteristics of the education managers are effective on the performance of the employees. In the light of the findings, it is recommended that the managers of educational institutions take leadership training. The attitudes and behaviors of educational managers and the vision they put forward as a leader, and their attitudes towards management with employees affect performance. [ABSTRACT FROM AUTHOR]

The purpose of this study is to determine how leaders are overcoming remote work and team management challenges while navigating the pandemic context that we are now facing. The relevance of this research is based on the approach to leadership theory, articulating them with the remote work and teams management theories. To formulate the research problem, we considered two analytical dimensions, remote leadership and the competencies anchored, which help to understand how nowadays leaders adapt to remote-work throughout the Covid-19 pandemic. A qualitative method was applied, and interviews by questionnaire were conducted to obtain 40 responses. As teams suddenly were pushed into remote work settings, valuable opportunities have arisen to learn more about: (1) which are the most used and intuitive digital tools, (2) which are the main challenges faced by leaders, (3) what their teams expect from them when facing a crisis. The results show that remote leadership is crucial while moving forward to Society 5.0 as technology becomes more and more present in our lives (Fukuda, 2020), the existence of three dimensions that need work while promoting work-life balance, and developing the right soft skills to help teams. The main goal of this study is centered on the research of relevant leadership competencies, practices, and techniques that can contribute to overcoming the challenges that may arise in remote team settings and contribute to the body of knowledge on the subject of Covid-19. The findings point out the belief or disbelieve of remote work efficacy, the new role of managers and the continuous use of technology for the development of their daily work, and the renovation of skills to have better performance. [ABSTRACT FROM AUTHOR]