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The study “Pathetic Leadership in Zambian Local churches” aimed at establishing the conceptual frame work of leadership for effective leadership structure development and supervision as an enabling function within the local church. The study adopted a case study design that served the purpose of this study. A case study design was used to provide a plan for the research and it was also regarded as a strategy of inquiry. The primary method chosen was participatory action research and the data collection methods consisted of participant observation, in-depth individual interviews and focus group.The results of the study indicated that the issue of leadership structure development and supervision in the local churches is still the biggest challenge. In accordance with the previous studies, the present results show that lack of proper structures to develop effective leaders, lack of commitment for Christians to grow spiritually, the lack of commitment to get involved in helping other people as leaders, the lack of vision to develop future leaders in local churches and the lack of people to led and supervise in the local churches could be the reason why the church has the problem of leadership development. However, if the local churches had proper structure for leadership and the vision to train future leaders, it could have not been facing the problem of leadership development. Therefore, the study used both primary and secondary source to collect data. The researcher collected both the primary and secondary data to cover every aspect of the research study. More importantly, both data supported the exploring of particular responses during the interviews.
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The study “Pathetic Leadership in Zambian Local churches” aimed at establishing the conceptual frame work of leadership for effective leadership structure development and supervision as an enabling function within the local church. The study adopted a case study design that served the purpose of this study. A case study design was used to provide a plan for the research and it was also regarded as a strategy of inquiry. The primary method chosen was participatory action research and the data collection methods consisted of participant observation, in-depth individual interviews and focus group.The results of the study indicated that the issue of leadership structure development and supervision in the local churches is still the biggest challenge. In accordance with the previous studies, the present results show that lack of proper structures to develop effective leaders, lack of commitment for Christians to grow spiritually, the lack of commitment to get involved in helping other people as leaders, the lack of vision to develop future leaders in local churches and the lack of people to led and supervise in the local churches could be the reason why the church has the problem of leadership development. However, if the local churches had proper structure for leadership and the vision to train future leaders, it could have not been facing the problem of leadership development. Therefore, the study used both primary and secondary source to collect data. The researcher collected both the primary and secondary data to cover every aspect of the research study. More importantly, both data supported the exploring of particular responses during the interviews.
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Organisational success today depends on effective communication and collaboration with individuals from cultures with varying beliefs and practices. Indeed, with the workforce increasingly comprised of people of varying cultural backgrounds, leaders must now prioritise the significance of cultural competence in the workplace. Ensuring cultural competence at every level of your organisation cannot be understated. While cultural disparities can manifest in different ways, as a leader, you must build deep and nuanced cultural competence skills and education to accurately spot, address and alleviate the various scenarios that can arise. Failing to recognise the importance of cultural competence or not acting to improve it can lead to cultural negligence. There are a few things to consider to ensure your organisation is on the right track. In this deck, you'll understand the importance of building cultural competence in the workplace. You'll also learn • The three (3) dimensions of Cultural Competence in the workplace • Key strategies to build a culturally competent workforce • Major benefits you stand to gain by having a culturally competent team.
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How to Get Started in Social Media for Art League City
Eric T. Tung
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