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Many skills taught in criminal justice programs and academies have not evolved quickly enough to provide relevant training. There is a shift from one generation of leaders to the next without adequate preparation. Training has focused on the technical aspects of the profession and not on leading people. Promotional practices have often focused on seniority or technical competencies instead of leadership abilities and additionally focus on promoting without an identifiable leadership model.
Some agencies have attempted to develop and implement leadership programs; however, those often are only offered to specified ranks of employees and focus on intensity instead of consistency. Law enforcement agencies are uniquely structured government entities. They have differing hiring needs and requirements, organizational structures, cultures, demands, and challenges. They require leadership that is uniquely situated to deal with these factors.
However, as with all organizations, a lack of leadership subsequently results in the ineffective organization of the agency.
The solution is for leaders to embark on an infinite journey and gain the ability to execute servant-based strategic leadership reforms within their organization.
This manuscript serves as a consultancy guide that specializes in servant-based strategic leadership in order to facilitate executive level leadership education to law enforcement agencies by providing specified subject matter expertise in criminal justice and strategic leadership.
The provided content is relevant and industry-specific strategic leadership information for the entirety of organizational personnel delivered in a manner that is easily understood, resonates, and transpires throughout the organizational culture. As a note, information throughout this manuscript is rooted in research concerning both the public and private sectors. It stems from newspaper, academic and industry journal articles, universities, government entities, Bible, academia, industry experts, industry-specific personnel, and the social sciences.
Examples of leadership concepts may specifically point to the private sector because there has been little to no research as related to law enforcement. With that said, that is a partial point of this manuscript; to introduce private sector leadership concepts to the public sector. References may be specific to general government, the federal government, law enforcement, or private sector industries; however, all have a specified relevance to servant-based strategic leadership for law enforcement.
The shared knowledge, information, and data facilitate the development of systems to solve law enforcement agency leadership puzzles. It creates an environment in which information is received by serving as an outside subject matter expert and a neutral party. This assists to bridge the gap between those who may have differing opinions of the facilitation of the agency mission. The results yielded from law enforcement specific leadership consulting will aid in targeting agency-specific missions and the allocation of agency resources to identify, create, and sustain a strategic leadership culture, develop workforce engagement, and create a lasting leadership legacy.
Thirteen Traits in Thirteen Years: Emerging on the scene as a seventeen-year old shepherd boy and developing into a thirty-year old government official, he was exposed to every misfortune in between.
Joseph embraced thirteen leadership traits in thirteen years that resulted in his grand achievement and noble success. Not contented to relegate that accomplishment to one person some four thousand years ago, this author argues that modern-day leaders can trust God to unfold His purpose and plan in their life, and through faith and obedience, they can realize their own life of significance.
Abstract Strategic leadership competencies are leadership skills and behaviors that encourage superior performance. By using a competency-based system of strategic leadership, organizations should be able to distinguish and develop their next generation of strategic leaders. The importance of strategic leadership competencies and skill development promotes better leadership for the 21 st -century leaders.
Nevertheless, skills needed for a specific position may change depending on the specific leadership level in the organization. By using a competency approach, organizations can determine what positions at which levels require specific competencies. Therefore, the overall structure of using a competency approach is divided into twelve important competencies for leading the organization, leading the self, and leading others in the organizations are listed below:.
Before we start focusing on those twelve strategic leadership competencies for the 21 st century, I want to delve into three major areas: Abstract From spirituality to leadership development, leaders must have a complete connection from within to lead others to accomplish organizational, personal and global goals. Within this book, the importance of Knowing Me KM , self-examination and overall development will be explored to provide insight around how internal development for leaders impacts the performance of others.
The gift of influence comes with a large responsibility for not only the follower or member but the leader. Gaining the strength to drive direction, commitment and alignment among members is a task which starts with humility and ends with a personal relationship with God. The time to live abundantly is now, and there are several lessons for leaders young and old. Abstract In the current age of chaos, confusion, and ever-shifting cultural mores, Christian leaders have the daunting responsibility of presenting objective truth to a society basking in the muddy waters of postmodern ambiguity.
This work presents the definitions, acrimony, nuances, challenges, and advantages of postmodernity while encouraging and preparing Christian leaders to effectively and fruitfully lead amid an antithetical culture.
In addition to dissecting postmodernity, this writing will cover leadership topics such as truth, conscience, vocation, agape love, leading through reformation principles, leading through change, leadership characteristics, servant leadership, and communication. While postmodernity is difficult to define, the common thread involves a disconnection to anything empirical, historical, and authoritative. As each of these elements are consistent with Biblical Christianity, Christian leaders today are challenged with leading in both secular and religious environments due to the loss of connection of previously established norms.
As a result, the pendulum of change has swung significantly from a time where truth could only be discovered in a lab to postmodernity, where each person determines their own truth without the need of a rational basis.
Each of these eons present hazards to engaging Biblical truth. In modern times, one would accept the premise of a man named Jesus Christ walking the earth over years ago due to the overwhelming historical evidence; while in the postmodern age, people might discount the existence of Christ simply because it is the way they feel. Consequently, Christian leaders, although tempted to acquiesce to the postmodern intellectual gymnastics, must hold firm to the objective truth as presented in the Sacred Text.
Positioning Africa for the 21st Century: Abstract In the early s, one would not have been faulted to predict a better future for sub-Saharan African countries in comparison with their East Asian peers. With abundant natural resources, vast amounts of arable land, and for some countries, a modest number of intellectuals and professionals, many newly independent African countries looked set for prosperous futures. Over the last fifty years, these sub-Saharan countries and their East Asian peers have charted different paths.
The latter have prospered while the former are still floundering. What did the East Asian countries do differently? What can contemporary and emerging African leaders learn from their experience?
Some of the answers are traceable to the type of leadership they had, how leaders exercised the practice of national management, and how they approached the thinking about the futures of their countries. The book defines and discusses the concepts, types, and genesis of think tanks. Botswana is studied as an outlier on the African continent, while lessons on transformational leadership and the use of think tanks are drawn from Malaysia, South Korea, and Singapore.
The treatise explores the differing consequences of the shock waves of globalization on Africa and Asia with recommendations on how African countries can reposition themselves to ride the waves. It propositions a requisite African leadership paradigm for the twenty-first century and recommends roles that think tanks can play in the development of African countries. Finally, it considers the thorny issue of financing African think tanks.
The deficiency of think tanks on the continent has resulted in African countries mortgaging their long range planning function to outsiders, and in some cases to a few indigenes, thereby denying themselves the participation and input from some of the best minds in the countries. As the continent journeys deeper with the rest of the world into the 21st century, that constraint must be removed to unfetter African nations into accelerated development.
It is a call for current and emerging African leaders to avoid mirroring the leadership mistakes of the first fifty years of independence; a call for clear-sightedness and decisiveness so that the growing opportunities for the continent do not slip through its fingers. Abstract Leadership is a process of influence and action where wonderful things are realized with people and through people consistently. In the volatile world where we live today, consistency requires a lot of agility on the part of the company.
This is where change comes in as an ever present factor in the leadership equation. Change itself may well have other components like technology or environment, but as Dan and Chip Heath say in their book Switch: How to Change Things When change is hard: This methodology is based on two principles:.
Thus the matrix of nine forces below which potentially play against you or could work for you —if you find creative ways to activate them — in any change effort:. We have developed and delivered a two or days seminar where we explore the Nine Forces framework with participants.
We apply the framework to a real change problem, formulate a change objective, run creativity workshops where dozens of Nine Forces activation ideas are generated by participants themselves. We finish the workshop with a beta change plan based on four to six selected ideas. We include simple instruments participants would use to measure behavior adoption and progress toward the change objective, in order to adjust the beta plan.
To turn after-training motivation into real action on the ground, we follow-up the training using coaching conversations where recipients are encouraged to reflect on what they are doing, on what works and what does not, and on what to adjust.
Abstract Sustainable development is inclusive development. As economies advance from being agrarian to services-based as is expected with the continual social change for the better, human capital is becoming the most important asset of every nation.
Sustainable and inclusive development policy interventions are thus those that are targeted at enabling most of the citizens to contribute to the economic growth of their country and to share in this growth. Its current development roadmap, Vision , has little prospects of delivering the rapid, lasting, and wide-ranging growth that typifies sustainable development.
Based on this model, the project then uses scenario analysis to identify credible and practical policy interventions to get Kenya on to the path for sustainable and inclusive growth in the future. Abstract Leaders struggle to remain within the boundaries of biblical principles, ethics, and quality leadership characteristics despite possessing wisdom, values, and knowledge that can facilitate strategic success for themselves and their organizations.
This project fills the gap of the lack of understanding of biblical principles and the development of foundational principles and values needed to guide leaders to operate within the boundaries of biblical principles while leading their organizations. The Leadership and Values Workshop is a curriculum utilizing the extensive research and analysis of what causes leaders to move away from their principles and values while leading others. Each of these objectives is explored through the curriculum modules coupled with three distinct activities that challenge leaders to develop foundational principles, define key leadership traits, and assessing unique dilemmas for leaders.
The presentations, dialogues, and activities captured in this robust workshop curriculum will enable leaders to become better leaders. The overarching goal of this project is to assist leaders to become the leader they were meant to be. In the end, it is the leader who stands on the peripheral edge of right and wrong that must steer the organization within the boundaries of biblical principles. Faith in God and Science: Abstract This manuscript considers the complex questions of how our universe came into existence, how long has it been here, and if our existence is due to random chance or divine design.
By comparing scientific evidence, traditional theories of naturalism, microevolution, macroevolution, creationism, and their limitations to socio-rhetorical interpretation, Christian leaders, parents, and young people can understand how to use science to appreciate the Bible.
Abstract This workbook considers the values that constitute the systems and structures of process improvement theories, and the principles that aid an organization to survive disruption. Several methods for both categories will be examined with fundamental values extracted. These values will be used to give leaders the tools to grasp organizational development at a deeper level. The proposed outcome of this workbook is to give leaders—aspiring leaders—in-depth knowledge and synthesis on how to manage human behavior and achieve long-lasting organizational excellence.
Abstract The underrepresentation of women and non-white males in the leadership ranks of American and South African private sector corporations is a cost to these economies in terms of the suboptimal utilization of human capital and the lost marketing opportunities to a growing and youthful sector in the respective countries.
The study examines the problem from the perspective of Black and other Minority Ethnic Executives BMEEs , points out to the magnitude of the problem, in particular the percentages of these executives against their demographic group population numbers. The persistence of this underrepresentation over the past decades attests to the ineffectiveness of the earlier affirmative action measures and the current diversity and inclusion programs. The project, firstly, identifies the main challenges stifling the advancement of BMEEs and these are stigmatized individual identities, devalued social identities, lack of leader prototypicality, stereotype threat and the limited access to leadership networks.
The case of women executives is also considered and analyzed as a special case. The other identified problem area is the absence of appropriate leadership theories needed to back-up the leadership development of minority executives.
The observation is that current theories of leadership largely ignore the experiences of historically disadvantaged groups. Similarly, there are no leadership development interventions which are customized to the unique challenges of minority executives. Narrative coaching is suggested as the leadership development option which can overcome the identified challenges of minority executives.
To this end, the nature and mechanics of narrative coaching are explained, in particular how this form of coaching relies on stories. The identities of individuals is a product of the stories these individuals tell themselves. Narrative coaching helps coachees to migrate from these problem stories to those which are empowering and offer alternative ways of living. The current executive training interventions major on the latter and are exposed to the vagaries of identity, acceptance and belonging issues highlighted in the social identity and categorization theories of leadership.
Taking the perspective of the organizations, the project explores the concept of unconscious bias, which drives the decisions individuals make and throws light into why biased hiring and promotions occur despite conscious diversity efforts. There are practices in narrative coaching which can be used to solve these challenges of minority executives. It is pointed out in the project that unconscious bias is malleable, and, there are methods such as coaching for implementation intention which can be used to overcome unconscious bias.
In that way the quest for diversity and an increased number and effective inclusion of minority executives in South African and American corporations can become a reality. Abstract Globally, churches are in crisis. Consequently, church attendance is in decline. Supporting Talent in good local governance worldwide Talent for Governance invests in the capacity building of young ambitious local practitioners from developing countries through unique professional training and internship Talent programmes.
Humphrey Fellowship Program supports non-degree academic study and related professional experiences in the U. We offer ultra-fast turnaround times, and often work with clients who have a substantial piece of work due within business days.
The Ibrahim Scholarship Programmes The Ibrahim Scholarships support aspiring African leaders at a number of distinguished academic institutions. Grants for International Projects The Presbyterian Hunger Program PHP supports nonprofit organizations for projects that provide food relief, development assistance, and improved public policy in the fight against hunger.
The IAF funds the self-help efforts of grassroots groups in Latin America and the Caribbean to improve living conditions of the disadvantaged and the excluded, enhance their capacity for decision-making and self-governance, and develop partnerships with the public sector, business and civil society. Lawrence Foundation Grants for Environment The Lawrence Foundation is a private family foundation focused on making grants to support environmental, human services and other causes.
Top stories from day two of the World Economic Forum on Kinship Foundation Conservation Fellows Kinship supports fellows worldwide to participate in its month-long conservation leadership program in the USA, supported with stipends and lodging. We are generally available via phone from 9: Our experience in education based research and analysis has followed the progression of bullying-related studies, the effectiveness and policy change affects that resulted from NCLB, and the psychological and scholastic impact of the news of school shootings both within-district and across districts in the United States.
Jiangsu University Presidential Scholarship China Win a grant to obtain your scientific degree in English-taught programs on agriculture, food and environmental science, and engineering.
Shuttleworth Foundation Fellowship Shuttleworth Foundation is looking for social innovators who are helping to change the world for the better and are seeking support through an innovative social investment model.
We can consult regarding any statistical or qualitative analysis, regardless of the complexity and have never turned down a project due to it being too complex. The deadlines are the 1st of February and the 1st of August. Clinical psychologists use of Grounded Theory to develop a model for substance abuse recovery for college students.
The introduction and adoption of smartphones and the widespread availability of tablets and laptops has also changed the landscape of education across all age groups, but especially with respect to elementary and middle-school children.
Doctoral dissertation assistance africa. Youth Environmental Stewardship Grants (U.S.A.) Captain Planet Foundation supports U.S.-based schools and organizations offering grants for hands-on environmental alenav.ga application for Visiting Graduate Student Fellowships is now closed.
Doctoral Dissertation Completion Fellowship for Africans Students, The Social Science Research Council is providing Next Generation Social Sciences Doctoral Dissertation Completion Fellowship to African applicants.
Social Science Research Council is providing Doctoral Dissertation Completion Fellowship to African applicants in the field of social science. Doctoral Dissertation Completion Fellowship for Africans Students, , Africa, Doctoral, Fellowship, Ghana, Kenya. Aug 14, · Apply right now for the Association of African Universities Grants for Graduate Theses & Dissertations Apply right now for the Association of African Universities Grants for Graduate Theses & Dissertations SCHOLARSHIPS. Masters Scholarships Home Africa scholarships Association of African Universities Grants for Graduate .
The West African Research Association “Measuring the Impact of U.S. Military Counter-Terrorism Assistance in West Africa. This is the second year of this fellowship, which supports the work of doctoral students whose dissertation research focuses on women, technology or entrepreneurship and who are based in West African institutions. Graduate programs of study are described here in. Graduate best custom writing services programs nutrition homework help of study are described red badge of courage homework help here doctoral dissertation assistance africa in.