Understanding educational process in leadership development

This thesis is a case study of educational process in the leadership development program of the Australian Defence Force Academy. The intention is to determine the relative emphasis in educational process on the conventional command and managerial compliance (Type A) style and the emergent contingent and creative (Type B) style of leadership. The Type A style is theorised as emphasizing hierarchy and control, whereas the emphasis in a Type B style is on adaptive and entrepreneurial behaviour. This study looks at the learning process in a cultural and structural context rather than focus on curriculum and instructional design. Research in this wider context is intended to enable development processes to successfully bridge a gap between theory and practice, implicit in studies that identify theories 'in-operation' as different from the theories 'espoused' (Argyris 1992, Savage 1996). In terms of espoused and in-use theory, the study seeks to produce a valid and reliable result to the question: what is the relative emphasis on the two leadership styles in the operation of the three educational mechanisms of curriculum, pedagogy (teaching practice) and assessment? The quantitative analysis of results (n = 114) draws attention to both leadership styles in terms of two and three-way relationships of style, cadet or work group and service type. The data shows that both Type A and Type B leadership styles are evident in the general conversation of the organisation. This trend is present as espoused theory in the curriculum of the Defence Academy. However, the data also confirm a clear and strong emphasis towards command and managerial compliance as theory-in-use, particularly by cadets. This emphasis is noticeably evident in the teaching and assessment practice of the Defence Academy. Other research outcomes include the observation that: Contextually, while studies show it is difficult to isolate skills from their cultural and biographical context (Watkins, 1991:15), this study suggests that it is equally difficult to isolate skills development from this context. There is a strong task or instrumental link identified by cadet responses in terms of content and development process at the Defence Academy, in contrast to the wider developmental emphasis in general literature and senior officer interviews. There is a lack of awareness of teaching strategies and development activity consistent with espoused Type B leadership theory and curriculum content. This gap is compounded by the use in the Defence Academy of personnel without teaching expertise or suitable developmental experience. The socialisation of cadets into the military workplace is the primary purpose of training. This purpose appears taken for granted by all concerned - staff, cadets and senior officers. Defence Academy development processes appear to be faced with a dilemma. Arguably, training and learning from experience are limited approaches to development. Training, which involves learning by replication, and learning from experience, which is largely imitative, are both of little use when people are faced with novel and ambiguous situations. This study suggests that in order to support the development of capabilities that go beyond training based competence a learning and development approach is needed. This more expansive approach requires educational planners to consider the cultural and social context that can inadvertently promote the status quo in practice over espoused outcomes.

Performing masculinity and leadership : male academics' work practices and identities

In this thesis, a folio comprising a major dissertation and three elective tasks, issues including masculinity(ies), identities, leadership and academics’ work practices are considered against a backdrop of change in the higher education sector. Narrative research methods are applied throughout the folio. The first elective, a discussion and commentary arising from an interview with an experienced practitioner in gender education, amounts to a feasibility study for the dissertation, whereas the second elective experiments with the use of computer mediated communication as a means of interviewing a small number of male academics about their inclusive teaching practices. Primarily curiosity-driven research, the conclusion is drawn that computer mediated communication, if used at all, ought provide a complementary, not primary means of data collection. The third elective conveys the life story of an Asian-Australian academic who expresses different masculinities according to the social settings in which he finds himself. The conclusion is made that there is neither a single colored masculinity nor a single working class masculinity. The milieux of race and class need to be considered together. The research described in the major dissertation was undertaken with a group of eleven male academics from a number of rural and metropolitan universities – men who were thought by their colleagues and peers to practice collaborative approaches to leadership. Whereas the majority of the men practised what could be described as transformational approaches to leadership, a small number exploited the process of collaboration mainly for their own protection. Very few of the men engaged in discourses of gender. One of the principal conclusions reached in the paper is that there are ramifications for future leadership training that universities offer so that it becomes more relevant and socially inclusive. Another main conclusion relates to the intimidation reported by some of the men in the study, and that there are implications for universities in the way they protect their employees from such incidents. A third significant conclusion is that there is some way to go before gender is integrated into the discourse of male academics. Until this can occur, limited opportunities exist for alliances to be formed between most male academics and feminist academics for the advancement of socially just workplaces.

Hail to the chief! Leadership and structural change in the level of consensus on the High Court of Australia

This article identifies structural breaks in dissenting and single opinions on the High Court of Australia and uses a recent method proposed by Caporale and Grier (2002) to examine the effect of leadership on variations in the dissent rate between 1904 and 2001. Although there has been much speculation about the effectiveness of different Chief Justices in obtaining consensus on the Court, to this point most of the evidence has been anecdotal. Our main findings are that the structural breaks that we identify coincide with major turning points in the leadership of the Court and that leadership has been important in explaining variations in the proportion of dissenting opinions on the Court.

Leadership, organisational climate and workplace innovation: a study of factors that enhance workplace innovation in small to medium enterprise

Innovation is a valued organisational asset that may asssist the creation and maintenance of competitive advantage. A number of authors have proposed links between leadership, organisational climate and innovation, and these constructs appear to converge. This convergence led researchers to produce models of the interaction between the three constructs within organisations. It has generally been reported that leadership effects innovation and organisational climate or vise versa. However, to date there is no substantial, direct nor robust empirical evidence to informt his view. This book and detailed study addresses the relationship between leadership, organisational climate and innovation simultaneously. 

Email categorization using (2+1)-tier classification algorithms

In this paper we have proposed a spam filtering technique using (2+1)-tier classification approach. The main focus of this paper is to reduce the false positive (FP) rate which is considered as an important research issue in spam filtering. In our approach, firstly the email message will classify using first two tier classifiers and the outputs will appear to the analyzer. The analyzer will check the labeling of the output emails and send to the corresponding mailboxes based on labeling, for the case of identical prediction. If there are any misclassifications occurred by first two tier classifiers then tier-3 classifier will invoked by the analyzer and the tier-3 will take final decision. This technique reduced the analyzing complexity of our previous work. It has also been shown that the proposed technique gives better performance in terms of reducing false positive as well as better accuracy.

Headteacher critique and resistance : a challenge for policy, and for leadership/management scholars.

Educational leadership/management scholars have undertaken work which documents the difficulties particular headteachers face when implementing policy. Some have suggested that headteachers mediate policy, ensuring the best possible outcomes for their schools, but there is also critique of this argument and a counter-suggestion that heads ought to resist the imposts of conservative, marketised policies which produce and reproduce educational inequities. In this article I consider this position, and argue that if the field is to take up the question of resistance then it will need to extend its theoretical resources, interrogate and test out the limits of the proposition through empirical example, consider instances where resistance appears to occur, and move beyond a focus on individual headteachers to take seriously their collective professional organisations. In making this argument, I generate some suggestions for future research.

Co-operative learning in leadership education

Thailand is undergoing a period of major educational reform. Drawing on Thai and Australian experiences, ways of assisting school leaders to develop more collaborative methods of decision-making in Thai schools are investigated. The thesis reports a number of innovative techniques which are shown to work effectively in professional development programs for Thai school leaders.

Project team trust in leadership and leader values

This international research showed that when senior leaders' values and behaviours were perceived as being congruent by project teams, there was enrichment of interpersonal relationships and a reinforcement of relational trust. Conversely, when leaders' values and behaviours were perceived as not congruent, they were considered to lack integrity and trustworthiness.

Examining representations of women's leadership in the media and Australian universities

Examines how diverse academic women educational leaders experienced and negotiated media representations of leadership in their work. The thesis argues that feminist leadership analyses assume a commonality of women's interests, ignoring the diversity, which exists between different groups of women and the material impact of diversity upon female leaders' work.

Attachment as a predictor of leadership and follower outcomes

Research has suggested that effective leadership, specifically the utilisation of transformational leadership behaviours, is heavily entrenched in a leader’s interpersonal skills. However, few studies have investigated the interpersonal factors that drive appropriate use of transformational and transactional leadership in leader-follower settings. Attachment theory provides a robust framework in which to chart the developmental precursors of effective leadership that underpin positive leader-follower relationships and potential organisational outcomes. In this study, 46 manager-non manager dyads recruited from a Victorian education institution, a national telecommunications company and a Victorian real-estate business (managers – Mean age = 48.5 years, SD = 7.78, non-managers – Mean age 43.92 years, SD = 8.72) took part in an online questionnaire. Participants completed measures of attachment, leadership behaviour and organisational citizenship behaviour. Path analysis revealed that manager’s attachment style significantly predicted follower ratings of transformational and transactional leadership behaviours. Additionally, follower ratings of leadership were associated with organisational citizenship behaviour. Thus, it is concluded that attachment theory provides a valid framework in which to understand follower perceptions of leadership behaviour and subsequent organisational outcomes. These findings are discussed within the context of attachment theory and the leadership literature.

Re-presenting women and leadership : a methodological journey

Research on women's leadership has tended to focus upon detailed micro studies of individual women's identity formation or, alternatively, to conduct macro studies of its broader discursive constructions within society. Both approaches, although providing helpful understandings of the issues surrounding constructions of women's leadership, are inadequate. They fail to deal with the ongoing dilemma raised in both Cultural Studies and studies of discourse and identity, in relation to the negotiation of subjectivity and representation, that is, how broader societal discourses and media representations of women's leadership both inform, and are informed by, the lived experiences of individual women. In this article, a range of methodological approaches are outlined that were drawn upon in a study of a small group of senior women academics from ethnically and socioeconomically diverse origins. The authors examine how the women negotiated the frequent mismatch that arose between, on the one hand, societal discourses and media representations which often reproduced narrow and highly stereotypical accounts of women's leadership, and on the other hand, the individual women's subjective experiences of leadership which challenged such representations. It is contended that it is necessary to draw on a number of methodological perspectives in ways which trouble and unsettle homogenized versions of women's leadership in order to fully explicate more nuanced and complex ways of understanding how women's leadership identity is formed.