Most nurse leadership studies have concentrated on a classical, heroic, and hierarchical view of leadership. However, critical leadership studies have argued the need for more insight into leadership in daily nursing practices. Nurses must align their professional standards and opinions on quality of care with those of other professionals, management, and patients. They want to achieve better outcomes for their patients but also feel disciplined and controlled. To deal with this, nurses challenge the status quo by showing rebel nurse leadership. In this paper, we describe 47 nurses’ experiences with rebel nurse leadership from a leadership-as-practice perspective. In eight focus groups, nurses from two hospitals and one long-term care organization shared their experiences of rebel nurse leadership practices. They illustrated the differences between “bad” and “good” rebels. Knowledge, work experience, and patient-driven motivation were considered necessary for “good” rebel leadership. The participants also explained that continuous social influencing is important while exploring and challenging the boundaries set by colleagues and management. Credibility, trust, autonomy, freedom, and preserving relationships determined whether rebel nurses acted visibly or invisibly. Ultimately, this study refines the concept of rebel nurse leadership, gives a better understanding of how this occurs in nursing practice, and give insights into the challenges faced when studying nursing leadership practices.
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English:In the Netherlands female entrepreneurs and women in tech have structurally less opportunities than men. The latest numbers from October 2020 show that only 1 percent of all venture capital went to female entrepreneurs. The percentage of non-white entrepreneurs that received financing is even below 1 percent. Remarkable numbers if we look at the demographics of the Dutch population and a clear signal that bias is a structural problem in financing start-ups. Additionally, there remains an underrepresentation of women at all levels in the tech industry.As part of the Rise project, this whitepaper will focus on the question ‘What needs to be done in the coming years to improve the position of female entrepreneurs and women in tech? Building on an expert session, a review of annual reports and a short survey amongst a selected group of support organizations, we focus on the Amsterdam Metropolitan Area (MRA) and show a clear trend towards ‘women only’ programs for female entrepreneurs and an increase in the support structures for female tech workers. In this report, the results of a baseline analysis for the state of the field for Female Entrepreneur and Women in Tech in the Amsterdam Metropolitan Area will be presented by the professorship of Entrepreneurship from the Amsterdam University of Applied Sciences (AUAS).--Dutch:WOMEN Inc., HvA en We Rise hebben een rapport geschreven over de positie van vrouwelijke ondernemers en vrouwen die werken in de tech-sector. Er is onderzocht wat er momenteel wordt gedaan om de positie van vrouwelijke ondernemers en vrouwen in tech te ondersteunen en wat er de komende jaren kan veranderen om dit te verbeteren.
This research is part of a comprehensive PhD research project that focuses on the existence and development of leadership in sport management practices. The underpinning factors that are associated with successfully leading top teams in sport are often used as an example in regard to being successful in non sport business (Westerbeek & Smith, 2005). This paper aims to identify what are specific qualities of leadership as exhibited by sport team captains making use of leadership profiles derived from the evolutionary theory by Van Vugt and Ahuja (2011). The following research question was designed for this research: What kind of leadership characteristics do sport team captains show in the age group of fifteen years and older?
