Since the early twentieth century, scholars have researched leadership and it is one of the most researched topics of our time. Understanding how to be a strong leader and what makes a good leader is something that we continue to strive to understand. Research ponders various positive leadership models such as transformational, servant, authentic, charismatic, situational and ethical leadership to name a few. Yet, we find that a small number of our leaders are truly transformational. While scholars continue to provide examples of positive and influential leaders, we still struggle to understand what a dysfunctional leader is. Practitioners and followers are quick to identify a leader that is a nightmare, yet they can’t name what type of dysfunction that leader possesses. Day in and day out, we struggle with these leaders and how to intervene when dysfunctional behavior arises. This is most evident with recent scandals that have plagued the media involving characters such as Bernie Madoff, Dennis Kozlowski, Tyco, Enron’s Kenneth Lay and Jeff Skilling. It is vital to understand the importance of dysfunctional leadership and its impact on organizations, followers and society. The recent literature focuses on the psychology of dysfunctional leadership and the destruction of organizations. Little has been written in relation to the characteristics, traits and behaviors of dysfunctional leaders. In addition, little has been included on how to deal with this types of behavior within organizations. Individual books have been written on each of these types of characteristics, but no one book has been written that focuses on all of these characteristics and studies the subtle differences of these behaviors, interventions that can be employed to address this type of behavior and how to recognize the impact on our organizations. Understanding and Recognizing Dysfunctional Leadership will be of interest to professionals and researchers in this field.

Libraries as Dysfunctional Organizations and Workplaces expands the "dysfunctional" concept in the professional and academic LIS discourse by exposing the internal problematics of libraries, especially at the social and organizational levels. Including contributions written by LIS professionals and scholars, the book demonstrates that although many libraries do well at attending to users and managing external information they often fail at taking care of their own employees and addressing internal workplace issues. Acadia and the contributing authors explore the problem of dysfunctional libraries so that the LIS profession can come to terms with the systemic dysfunction in their institutions and begin solution-oriented progress toward new and sustainable functionality. The book analyzes the dysfunctional nature of modern libraries, while simultaneously proposing solutions to reduce and alleviate dysfunction. Through theory and application, it takes an explicit practice-based approach with the intent to inform and explain dysfunction as experienced in the library workplace at individual and structural levels and perspectives. Libraries as Dysfunctional Organizations and Workplaces brings the dysfunction discourse to the attention of LIS academics and scholars so that further theoretical and empirical research can proceed from and subsequently be addressed in library and information schools. The book will also be essential reading for librarians and LIS students currently working or preparing to work in public, college, and university libraries.

This volume develops a theoretical and critical foundation for understanding "maladministration"—the phenomena of harmful administrative and organisational behaviours in educational systems. Chapter authors provide theoretical and practice-based perspectives across international contexts regarding common destructive practices that occur in educational organisations, such as negligence and mistreatment of people, professional dishonesty, fraud and embezzlement, abuse of power, and corrupt organisational cultures. International Perspectives on Maladministration in Education shines a light on this complex topic by examining various practices at individual, group, organisational, and system levels; the contexts and influences that give rise to them; and potential remedies to ensure more accountable, just, and safe institutions.

Look around your office. Turn on the TV. Incompetent leadership is everywhere, and there's no denying that most of these leaders are men. In this timely and provocative book, Tomas Chamorro-Premuzic asks two powerful questions: Why is it so easy for incompetent men to become leaders? And why is it so hard for competent people--especially competent women--to advance? Marshaling decades of rigorous research, Chamorro-Premuzic points out that although men make up a majority of leaders, they underperform when compared with female leaders. In fact, most organizations equate leadership potential with a handful of destructive personality traits, like overconfidence and narcissism. In other words, these traits may help someone get selected for a leadership role, but they backfire once the person has the job. When competent women--and men who don't fit the stereotype--are unfairly overlooked, we all suffer the consequences. The result is a deeply flawed system that rewards arrogance rather than humility, and loudness rather than wisdom. There is a better way. With clarity and verve, Chamorro-Premuzic shows us what it really takes to lead and how new systems and processes can help us put the right people in charge.

Since the early twentieth century, scholars have researched leadership and it is one of the most researched topics of our time. Understanding how to be a strong leader and what makes a good leader is something that we continue to strive to understand. Research ponders various positive leadership models such as transformational, servant, authentic, charismatic, situational and ethical leadership to name a few. Yet, we find that a small number of our leaders are truly transformational. While scholars continue to provide examples of positive and influential leaders, we still struggle to understand what a dysfunctional leader is. Practitioners and followers are quick to identify a leader that is a nightmare, yet they can’t name what type of dysfunction that leader possesses. Day in and day out, we struggle with these leaders and how to intervene when dysfunctional behavior arises. This is most evident with recent scandals that have plagued the media involving characters such as Bernie Madoff, Dennis Kozlowski, Tyco, Enron’s Kenneth Lay and Jeff Skilling. It is vital to understand the importance of dysfunctional leadership and its impact on organizations, followers and society. The recent literature focuses on the psychology of dysfunctional leadership and the destruction of organizations. Little has been written in relation to the characteristics, traits and behaviors of dysfunctional leaders. In addition, little has been included on how to deal with this types of behavior within organizations. Individual books have been written on each of these types of characteristics, but no one book has been written that focuses on all of these characteristics and studies the subtle differences of these behaviors, interventions that can be employed to address this type of behavior and how to recognize the impact on our organizations. Understanding and Recognizing Dysfunctional Leadership will be of interest to professionals and researchers in this field.

"Offers a set of extremely useful heuristics, mental models, and organizational checklists with which future and practicing school leaders can analyze leadership situations and take positive, focused action to improve school conditions. The author′s gift for narration brings the reader into the case studies and allows you to almost be sitting alongside experienced educational leaders as they ponder about and make decisions concerning critical educational issues. This is highly insightful and helpful for the reader just learning about the complexity of educational leadership and a critical gift for their own future decision making." —Dan W. Butin, Assistant Dean of Educational Leadership Cambridge College "The vignettes, cases, and stories provide insights into what an educational leader at the school level can face each day. These examples lend themselves to professional book study with practicing principals as well as those who aspire to take on that role." —Michelle Gayle, Principal Griffin Middle School, Tallahassee, FL Diagnose your school′s critical challenges and apply specific differentiated leadership strategies for improvement! Whether yours is an urban or a rural school, every setting faces unique types of challenges requiring an appropriate and differentiated response. This book introduces the qualities of differentiated leadership and stresses the importance of understanding that different schools can face very distinct sets of challenges. The author provides principals with an overview of "organizational diagnostics" with guidelines for identifying critical issues and demonstrates how to apply differentiated leadership to four high-level priorities: Preventing school decline Turning around a low-performing school Sustaining improvements Designing a new school

**Selected for Doody's Core Titles® 2024 with "Essential Purchase" designation in Advanced Practice** Edited and written by a "Who's Who" of internationally known thought leaders in advanced practice nursing, Hamric and Hanson's Advanced Practice Nursing: An Integrative Approach, 7th Edition provides a clear, comprehensive, and contemporary introduction to advanced practice nursing today, addressing all major APRN competencies, roles, and issues. Thoroughly revised and updated, the 7th edition of this bestselling text covers topics ranging from the evolution of advanced practice nursing to evidence-based practice, leadership, ethical decision-making, and health policy. - Coverage of the full breadth of APRN core competencies defines and describes all competencies, including direct clinical practice, guidance and coaching, evidence-based practice, leadership, collaboration, and ethical practice. - Operationalizes and applies the APRN core competencies to the major APRN roles: the Clinical Nurse Specialist, the Primary Care Nurse Practitioner, the Acute Care Nurse Practitioner (both adult-gerontology and pediatric), the Certified Nurse-Midwife, and the Certified Registered Nurse Anesthetist. - Content on managing APRN environments addresses factors such as business planning and reimbursement; marketing, negotiating, and contracting; regulatory, legal, and credentialing requirements; health policy; and nursing outcomes and performance improvement research.