Higher Education Leadership Purpose Statement
The purpose of higher education leadership is to ensure organizational learning through the induction of most qualified men and women in educational institutions, at the same time keeping pace with rapidly changing educational standards by applying modern teaching and research methodologies, to embrace flexibility and creativity in virtual learning of diversified workforce across the globe. Higher education leadership aims to win the commitment and loyalty of personnel in order to achieve efficiency and effectiveness as well as to encourage change and innovation and lessen stagnation and conventional methods in learning. Since the increasing number of adjunct faculty members is employed for cost cutting, therefore, this study will assess the effectiveness of adjunct faculty in educational institutions through examining particular case scenarios. Given the observation, adjunct faculty is said to be less involved with students. Henceforth, the results will be helpful in determining the pros and cons of adjunct faculty as well as the repercussions arising out of their employment.
Literature Review
Role of leadership is indispensable in every field nowadays. Leadership in higher education strives to widen the horizons for learning, polishing the skills and capabilities of people to learn and be learned. Keeping in mind, the increasing workforce diversity, demanding schedules and workplace commitments, it is crucial for today's leader to address these and many other concerns in order to ensure motivation, satisfaction and loyalty on the part of followers. Leadership is defined as a process where a person influences a group of people to achieve certain goals and objectives. Effective communication, shared vision and a unified sense of direction are prerequisites for leadership (DuBrin, 1998).
An educational institution is no different from other organizations as far as the importance of leadership is concerned. Leaders in education sector can no longer function separately: rather, their actions and decisions must be driven by shared learning. They must be able to develop goals and targets, collaborate with people, act ethically and create sense of unified mission among the organizational members (Kenzer, Carducci & McGavin, 2006). Moreover, leaders in academia must possess strong negotiation skills, since they have to maintain a balance between the needs and demands of staff, students and external stakeholders (Smith & Hughey, 2006).
Leadership in higher education also termed as Academic Leadership has several dimensions. Broadly speaking, academic leadership is based upon teaching, research, strategic vision and networking, collaborative and motivational leadership, fair and efficient management, performance recognition and communication skills (Ramsden, 1998). Bryman (2007) compiled a list of desirable attributes of an academic leader. After interviewing 24 researchers across UK and USA, following attributes were narrowed down. I.e. sense of direction, integrity, credibility, collaboration, communication and decision making ability. The most important attribute of an academic leader is to create a working environment conducive to learning and growth (Bryman, 2007). Callow (2011) applied the transformational leadership model of Bass to higher education. Leader in higher education can practice the components of transformational leadership. I.e. individualized consideration (addressing the followers / teachers / staff / students' problems and concerns personally), inspirational motivation (creating and disseminating a shared vision for the institution), intellectual stimulation (encouraging creativity, learning and research).
Using the model of Academic Leadership by Ramsden (1998), Sathye found out that as compared to the leadership style of business or corporate organizations, academic leadership has a more evolving nature. It further concluded that in order to keep pace with speedy advancements in education, it is inevitable for an academic leader to quickly respond to learning and new developments. The author emphasized that an academic leader must be apolitical and should prioritize performance, goal specification and goal attainment (Sathye, 2004). Unlike business organizations, people in higher education are not prepared for assuming leadership roles, rather their vital concern is accomplishing educational excellence. Thus, they remain oblivious to the underlying problems and discrepancies thriving and perhaps damaging the organization (Hill, 2005).
Another daunting problem being faced by academic leaders today is to balance the education with employment. Mobility of workforce has not only created diversity, but is also responsible for decline in employment opportunities. In such circumstances, it is crucial for leaders in education to deliver not only mere graduates, rather knowledgeable and enlightened workforce.
Apart from the above concerns, another debatable issue in higher education leadership is gender. Previous literature is evident that women do not hold as much leadership positions in higher education as men do. Glass ceilings and certain preconceived notions about female leadership...
Introduction Higher education continues to be a significant aspect within an economy with professions necessitating individuals with such educational attainments. However, institutions of higher education have continued to experience several challenges, including deteriorating student enrollments, increasing student debt across the United States, and also concerning student completion rates for the different educational programs. The Higher Education sector in the United States is experiencing major challenges. California State University, Los Angeles, is
Value of Assessments in the College Experience The goal of college and university instructors is of course to provide the materials, the context, and ultimately the motivating and stimulating environment in which students may learn. But there is a deeper component that should be pivotal and present within the college milieu. That vital component is a process of assessment as to how well students are learning, which indicates how effective
Nonspecific staining in both the control and experimental groups rendered any possible findings virtually invisible, but ultimately the opportunity to participate in the research process from hypothesis through to data presentation was a tremendous opportunity for me, and I highly value the experience. My taste for research had only just been awoken by my experiences in my third year as an undergraduate, and after completing my degree I signed on
staff and the supervision of higher education staff members? It is the primary assumption regarding the staff as well as the supervision of higher education staff members that they should influence the people around them in such a manner that they would work for the welfare of all rather than working for their own personal causes (Yukl, 2006). This staff acts as a leadership and therefore, they should have high
Alamo of affirmative action, the University of Michigan. The contradictory stances of Bush and Powell on this issue are dealt with. So is the position of Gerald Ford who believes like the proponents of affirmative action that affirmative action procedures lead to diversity at the educational institutions and opportunities for the minorities that are seen as a must to be offered. Affirmative Action in Michigan Diversity and Achievement Is affirmative action the
Leadership, according to La Monica (1938), is when a person has authority that is recognized by others, and the person has followers/subordinates under them, who believe that the person will assist them in attaining certain goals (carrying out specific objectives for the followers). Furthermore, anyone that is willing to assist and help others could be referred to as a leader (p.8) Leaders see what others do not Most leaders have
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