The paper argues that military invasion of the country's policy-making institutions, lack of adequate facilities/poor salary, lack of academic freedom, poor leadership, discrimination in appointment, promotion and insecurity are the some of the causes of brain drain in Nigeria. This paper discusses university administration and the challenge of brain drain in Nigeria.
HOW TO BE A GOOD LEADER WORKSHEET PDF DRIVERS
This study complements previous research on auditor’s drivers for supplying audit quality and provides support to audit firm decisions informing about the most relevant combinations of personality traits that auditors must have to make outstanding audit quality. Moreover, the causal asymmetry found reveals that personality is a combination of individual traits that interact in a differentiated and complex way with audit quality. The fsQCA results show the existence of multiple configurations of personality traits leading to high (low) audit quality.
HOW TO BE A GOOD LEADER WORKSHEET PDF PROFESSIONAL
The PLS-SEM result reveals that the traits of agreeableness, conscientiousness and openness are positively associated with professional skepticism of auditors, while conscientiousness and neuroticism negatively affect reduced audit quality practices. This research draws on the insights of Big 5 personality theory and empirical studies in audit quality. This study analyzes the auditor personality impact on audit quality, using partial least squares structural equation model and fuzzy-set qualitative comparative analysis methods. The idea is not to undergo a personality change. With it, leaders can learn where their natural inclinations lie - and they can boost or compensate for those inclinations, depending on the circumstances. Without it, executives will struggle to evolve or find coping strategies. Executives who are too blunt or aggressive - demonstrating low levels of agreeableness - can practice the art of cushioning their criticisms with phrases such as "let me play devil's advocate for a moment" or "if I put on my critic's hat." Self-awareness, the authors conclude, is the inevitable starting point for managing one's psychological preferences. For example, executives who tend to dominate group settings - demonstrating high levels of extraversion - can practice the "four-sentence" rule: limiting whatever they have to say to four sentences. Drawing on their extensive coaching work with senior executives, the authors identify common leadership pitfalls associated with high and low scores on each of the Big Five personality dimensions, as well as potential solutions. These dimensions have been dubbed the Big Five: need for stability, extraversion, openness, agreeableness and conscientiousness. But recent research has converged toward five broad dimensions, each comprising a cluster of traits that account for the majority of the differences among individual personalities. Psychologists have identified countless traits distinguishing us from one another. Moving into new roles or environments, executives may need to play up or rein in different facets of their personalities.
Traits that benefit an executive in one position often do not work well in another position.
0 kommentar(er)
