A social justice leadership program targeted at undergraduate and graduate students was evaluated through a university-based counselor’s lens. Differences between social justice program participants and a comparison group of nonparticipating students were examined pre-and post-program intervention on measures of Ethnocultural Empathy, Agency, Understanding and Knowledge of social justice issues, and Personal and Professional Beliefs about diversity. No significant differences on any measures were found between the two groups at Time 1 assessment. Significant positive change was found on all measures for the social justice participant group at Time 2. Significant differences between the two groups at Time 2 were found on measures of Ethnocultural Empathy, Agency, Personal Beliefs, and Understanding and Knowledge. This type of “in-house” evaluation is demonstrated to show the application of viable consultation resources located within counseling centers in the academic setting, which could assist in the development and effectiveness of student programs. Providing such consultation services can help foster collaboration among professionals and units within the university and facilitate assessment and accountability for continued program development and administrative support.
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The following analysis illustrates that organizational failures occur as a combination of leadership, followership, and cultural problems by contrasting the positive and negative examples of each. None alone is usually the sole culprit. The organization’s front person is not always running the ruse. Having examined relevant literature, pride and sloth emerged as the prevalent root causes of most leadership and followership failures. Because organizational failures have vast global and cultural ramifications, this topic is of immediate importance for globalization, which, in this period of economic recession, will likely result in further market consolidation, and so the question will become: Will the acquisitions succeed or fail to merge? Thus, in the following sketches of what makes leaders, followers, and organizational cultures great or prone to fail, consultants, becoming better equipped to assess organizational risks and leadership needs, should recognize that failure is more complex than the usual caricatures reveal. Well-known management models are shown for their usefulness in helping bridge the gaps.
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Leading in a disposable world is a difficult task in the 21st century. However, it is not impossible. Just as environmentalists are teaching the general public to “go green” and recycle products rather than utilizing simple disposables, the leaders of organizations today need to practice and teach “going green” principles in the area of values and ethics. Unfortunately many organizations have taken a disposable stance to values and ethics. However, with careful analysis of the organization’s culture, understanding its values and infusing biblical values by Christian leaders, today’s organizations can become successful in all areas of business. Employees, customers and stakeholders would build trust and understand the principles of the business through this analysis. Christian leaders have opportunity through change initiatives to infuse values and build this trust that will carry the organization into the future. Going green instead of disposing of values is the only way to build a successful 21st century organization.
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