Spiritual Leadership

This bibliography was commissioned by Fetzer Institute and compiled by Judi Neal, with input from numerous colleagues around the world. The purpose of this bibliography is to list scholarly articles in the field of Workplace Spirituality that are seminal articles as well as current articles that report on personal and organizational outcomes of workplace spirituality. Other resources are included as well.

This list is intended to be useful to scholars, practitioners, and faculty.

The goal of this annotated bibliography is not to be a complete listing of every article or book that has ever been published in the field. Instead, every effort was made to select references that have been frequently cited or have contributed to the field of workplace spirituality in a significant way. This is intended to be a living document and new references will be added when they meet the criteria established for this project.

The Christmas Eve devotional essay, published by the M. J. Murdock Charitable Trust (pages 83-85 in A Book of Days: Christmas Reflections from the Northwest, Steven G. W. Moore and Richard Ganz SJ, eds.; Franklin, TN: Seedbed Publishing, 2014)

The article examines the associations between spiritual transformation and leadership styles. Spirituality and spiritual transformation are defined and literature on authentic, servant, spiritual and transformational leadership theories are presented. The article looks at outcomes and the effects of a spiritual transformation by aligning them with the traits adopted from the leadership theories mentioned. Consideration is given to application of a spiritually transformed leader and his/her/their relationship with the team and organization.

Keywords: spirituality, spiritual transformation, leadership theory, leadership style.

According to Said Nursi (1877-1960), there is no position except servanthood in Islam. His argument is based on the hadith ‘sayyidul qawm khadimihum’ the master of the people is the one who serves them which is quintessential of Islamic leadership.  To him, a nation’s ruler is a public servant and ruling does not mean domination and despotism. Nursi states that rulers are obliged to serve people and he considers serving as the second article of an Islamic constitution. Instead of calling Islamic leadership servant, guardian or transformational style as some scholars argue in the modern time, I would call Nursi’s understanding of leadership ‘sayyidhood’  which is drawn from his Magnum Opus Risale-i Nur. To him, leadership through action comes before leadership through words.  Sayidhood leadership is universal as Islam. This article will take the concept of sayyidhood in the hadith as a theoretical framework, beginning with the analysis of the hadith’s literary meaning and grammatical usage.  It also suggests that Nursi revives four major characteristics of sayyidhood leadership which are tamthil (the inadvertent overspill of genuine practice), istighna (a state of being expectationless), ithar (altruism) and musbet hareket (positive action). By applying these four major principles, the leader can be independent, exemplary, pluralistic and altruistic. He or she will be persuasive rather than oppressive and universal rather than ideological. Sayyidhood leadership minimises, selfishness, nepotism and egoism, however, it is highly idealistic and Muslim leaders rarely apply

Since Marx first declared religion to be the opiate of the masses, institutions of religion and spirituality have been preemptively rejected from serious consideration by most scholars, critical sociologists included. The assumption seems to always be that religion is either a reactionary response to difficult realities or a mere illusion, delusion, or epiphenomenon of brain/social function. This paper looks at the “authentic core” of religious institutions, religious experience, and, using biographical examples from the literature, argues that far from being a reactionary holdout of our primitive past, religion and spirituality are, in fact, essentially revolutionary in content. It is suggested that, in the context of a growing global ecological, political, and economic crises, the revolutionary core of religion and spirituality has to be examined, recovered, and even embraced as part of any local or global strategy of transformation.

This 40-day invitation to a transformative reading of a biblical text puts into play what I call "The 5 Rs of Transformative Bible Reading—Read, Reflect, Respond, Remember, Record". Especially meaningful during Lent, but a worthy exercise any time of the year.

This study examined the factor structure of the School Counselor Leadership Survey (SCLS). Survey development was a threefold process that resulted in a 39-item survey of 801 school counselors and school counselor supervisors. The exploratory factor analysis indicated a five-factor structure that revealed five key dimensions of school counselor leadership: (a) interpersonal influence, (b) systemic collaboration, (c) resourceful problem solving, (d) professional efficacy, and (e) social justice advocacy. This article discusses implications for practice, research, and training.

In the last decades, topics such as values, ethical and moral behavior, quality of life, spirituality and even positive emotions are reaching special relevance in the organizational management field. Based on these trends, new leadership traits have appeared, all of them from Emergent Theories of Leadership, which includes servant and spiritual leadership. These traits have features in common; all are centered on values and focusing more on people than productivity. Additionally, this has led to a genuine concern for the needs of employees. In spite of similarities, the emergent proposed traits are situated differently within the organizational management construct. The aim of this study is to analyze to what extent leadership traits—
servant and spiritual leadership—are conceptually similar and different from each other.

Abstract: This study explores the leadership actions-oriented behavior of school principals in Finland. Actions-orientated behavior
enables the leader to appropriately articulate relations and task orientation to meet the immediate contextual demands and
to accommodate followership toward change and development. The leadership actions-orientated behavior of Finnish school
principals were studied in three schools. In-depth interviews with school actors (principals, vice principals, teachers, special
educators, and nonteaching staff) were conducted to triangulate the analyzed data. It was found that leadership actions-oriented
behavior enabled school leaders to articulate appropriate behavioral patterns to generate motivation and commitment. The
results suggest that actions orientations toward high-on relations enabled leaders to achieve leadership success, while actions
orientations toward high-on task enabled leadership effectiveness. Actions-oriented behavior toward high-on task enables
leadership flexibility with greater leadership elasticity. The results suggest that school actors anticipated a relational approach,
whose actions orientations were high-on task. The results also suggest that relations-oriented behavior is rationally applied by
school leaders who have remained in the organization for a longer time to strengthen the systematic approach. It was found
that leaders’ actions orientation with high-on task were more effective, while leadership actions orientation with high-on
relations generated social harmony. The results suggest that leadership actions-oriented behavioral flexibility and mobility can
be maintained by articulating high relations to low relations and high task to low task, not necessarily from task to relations or
relations to task alone. In doing so, a leader’s personality is prevented from distortions and behavior dysfunction.

Keywords: leadership behavior, actions-oriented behavior, relations-oriented behavior, task-oriented behavior, contextual variation,
leader’s case study, behavioral articulation, Finland, Skills, Ability, Competences and Intelligence (SACI)

Understanding what it means and how it looks like to lead from the heart has never been made so clear. Leading from the heart is much more than a poetic metaphor. A commonly misunderstood idea, that reports great benefits for creative leaders and leaders working within creative organizations. What this work presents is that exceptional creative leadership is rooted in heart-based leadership. Based on robust and extensive research, this work presents an integrative perspective that builds on the work of recognized field expert scholars, practitioners, and executive coaches.

The thesis of this work has been tested against the leadership experience of more than 120 Top Creative Leaders from around the globe. Written as a Master's Thesis in the context of the Berlin School of Creative Leadership (Steinbeis University) this work sets clear boundaries on what is and what is not heart-based leadership and presents the foundations to understand its benefits and potential development with an executive coaching orientation.

An easy-to-read and insightful reference guide made to support creative leaders that aim to consistently play at the top of their game (best-self) in resonance with their values and soul purpose.

Recent years have seen the flourishing of research on Lithuanian Kabbalists in the nineteenth and twentieth centuries, to the point that some scholars speak of a defined and delineated stream of Kabbalah, a school unto itself dubbed "Lithuanian Kabbalah." Such scholars include within this stream all those who saw the Vilna Gaon as their teacher in Kabbalah (parallel to the position of the Baal Shem Tov in Hasidism) and they ascribe to it such fixed categories as its "Articles of Faith." In their conception, this stream was part and parcel of the broader and well-known nationalist-messianic current that had its source, supposedly, in the Vilna Gaon himself; this current reached its full fruition in the twentieth century, and so too has the smaller stream within it, now a clearly defined "school," developed in various ways until the present. As if this were not enough, scholars have joined the later ideological trend which seeks to revise the history of Jewish settlement in the Land of Israel in the nineteenth and twentieth centuries in a decidedly messianic way, presenting it in a continuous line from the Vilna Gaon to the emergence of Zionism and then to the founding of the State of Israel. Again, the Vilna Gaon is not merely presented as a "herald" of Zionism but as one who encoded within his Torah the secret of redemption, the beginning of which, apparently, we are witnessing today. The article conducts a critical analysis of the concept of "Lithuanian Kabbalah," and uses as its case study the life and teachings of Rabbi Shimon Tsvi Horowitz.


בשנים האחרונות צומח ועולה מחקר סביב למקובלים בני ליטא במאות התשע עשרה והעשרים, עד שיש כאלו המדברים על זרם מוגדר ומובחן, אסכולה בפני עצמה, המכונה 'קבלה ליטאית'. בתוך זרם זה כוללים את כל אלו שראו בגר"א את מורם בקבלה, כמעין בעש"ט לחסידות, ומונים קטגוריות מקובעות של 'עיקרי אמונה' של אותו זרם הרוכב על מהלך משיחי ולאומי ידוע שמקורו כביכול בגר"א עצמו והגיע לגמר בישולו במאה העשרים. עד שנוצר בעיני כמה חוקרים מעין 'חוג' ברור ומוגדר שמתגלגל באופנים שונים עד לימינו. אם לא די בכך, הרי שהמדברים על אותו זרם קבלי רוכבים למעשה על קו אידיאולוגי מאוחר שבא לפרש מחדש את ההיסטוריה של היישוב היהודי בארץ ישראל במאה התשע עשרה ברוח משיחית וליצור מעין המשכיות מימי הגר"א עד להופעתה של הציונות ולמאורעות שהתרחשו עם הקמת מדינת ישראל. שוב אין הגר"א מצטייר רק כ'מבשר' הציונות אלא כמי שצפן בתורתו את סוד הגאולה שאנו עומדים לכאורה בפתחה. המאמר עוסק בניתוח ביקורתי של המשוג "קבלת ליטאית" וכמקרה מבחן יש כאן דיון בדרכו של ר' שמעון צבי הורביץ

Περίληψη
Στις μέρες μας , η ανάγκη για νέους τρόπους ηγεσίας είναι η πραγματικότητα που επιβάλλουν ,  οι ολοένα αυξανόμενες  απαιτήσεις , στον χώρο  των επιχειρήσεων.  Η επίτευξη των στόχων καθορίζεται  άμεσα από το ηγετικό στυλ που ακολουθούν οι οργανισμοί  και πλέον τα πρότυπα μοντέλα που επικρατούσαν μέχρι τον καιρό μας δεν δείχνουν ικανά να μας οδηγήσουν στις κατάλληλες λύσεις για την ταυτόχρονη παραγωγή εργασίας και ικανοποίηση των εργαζομένων  μέσα στον εργασιακό χώρο. Στις σύγχρονες μορφές  ηγεσίας  προσπαθούμε να προσεγγίσουμε την έννοια του ηγέτη και  να εντοπίσουμε τα βασικά χαρακτηριστικά που θα τον καθόριζαν ως πετυχημένο στην διαχείριση ενός τέτοιου έργου. Στην παρούσα εργασία επιδιώκουμε  να παρουσιάσουμε τα μοντέλα ηγεσίας  , τα πλεονεκτήματα και τα μειονεκτήματα  σε σχέση με την απόδοση τους  και την ανταπόκριση στους στόχους που έχουν τεθεί. Ασχοληθήκαμε βασικά με την έννοια της ηγεσίας , τις δεξιότητες και τα ιδιαίτερα στοιχεία που πρέπει να διέπουν έναν ηγέτη .  Αφού εξηγηθούν και παρουσιαστούν αναλυτικά οι κυριότερες θέσεις αυτών των ηγετικών μοντέλων θα καταλάβουμε καλύτερα την σημασία εφαρμογής τους σε επιχειρησιακά πλαίσια καθώς επίσης θα σημειωθούν και οι αδυναμίες των θεωριών που τις διατηρούν μακριά από τις υιοθέτηση τους στις οργανώσεις  . Τέλος ,  προτείνονται κατευθύνσεις για μελλοντική μελέτη και πρακτική εφαρμογή.   

Abstract
This paper proposes and develops five theories of effective leadership in business  organizations. The purpose of this study  is to systematically analyze the core theoretical  principles and foundations  of modern leadership practices.  Nowadays,  the quest  for new  leadership modes reflects an urgent  need generated and prompted by new organizational demands. The achievement of certain  organizational goals depends on the adoption of a particular leadership style supported by the enterprises. Existing leadership practices do not appear flexible enough to accommodate and address the modern problems of business organizations. That’s why we are looking for new leadership patterns that dictate appropriate solutions, conducive to both enhanced  performance and subjective well-being  in the work  environment. We are thus trying to examine  arguments  for and against these theories and provide some critical evidence for each case, drawing on the extant literature.  Moreover, we explore the concept and the context of leadership in general. We then emphasize the basic skills and special characteristics inherent in these leadership styles. We also highlight the diversity of solutions that current harsh circumstances necessitate.  We are  further clarifying the differences between a leader and a manager, as well as the specific role each one of them plays in the contemporary  work environment.  Finally, we suggest further research directions, as well as practical implications of this research framework.

The overall objective of the research is to identify the role of Organizational Identification (OI) as a mediating variable of the relationship between Spiritual Leadership (SL) and Organizational Success (OS) at commercial banks in Menoufia Governorate. The research community consists of all employees of the commercial banks in Menoufia Governorate. Due to time and cost constraints, the researcher adopted a sampling method to collect data for the study. The appropriate statistical methods were used to analyze the data and test the research hypotheses. The research has reached a number of results; the most important of which are: (1) there is a statistically significant relationship between SL (vision, hope/faith, altruism, meaning/significance of work, membership, organizational commitment, productivity) and OI (organizational loyalty, organizational similarity, and membership). The multiple regression model showed that there is an impact of SL on OI; (2) there is a statistically significant relationship between SL and OS (organizational survival and organizational growth). The multi regression model showed that SL influence OS; (3) there is a statistically significant relationship between OI and OS, and (4) there is a direct impact of OI on the relationship between SL and OS. OI plays a partial role in the relationship between SL and OS. The study also indicated that there is a direct impact of SL on OS. In other words, OI mediates the relationship between SL and OS. The study referred to a number of recommendations; the most important of which are: (1) managers should be interested in the future vision of their units and departments; (2) managers have the element of hope and belief in the vision of the bank; (3) the altruism of leaders in the bank; (4) the conviction of all employees of the bank that their jobs are important and meaningful both to them and to others, (5) deepening the membership of the bank with all its employees; (6) managers 'interest in raising the level of organizational commitment; (7) increasing productivity and continuous improvement; (8) identifying the desired needs of employees in order to improve OI; (9) the necessity of learning investment in the promotion and development opportunities for OS; (10) designing and implementing a series of training programs that raise awareness among leaders in terms of the concept, importance and areas of OI, and its positive effects; (11) The need to pay attention to continuous meetings and the practice of social and recreational activities, and (12) inviting employees to participate in the various decision-making processes of the bank.

This chapter argues that leadership is a religious phenomenon. It makes this case by drawing on some of the most popular leadership concepts: charismatic leadership, transformational leadership, spiritual leadership, servant leadership, authentic leadership and distributed leadership.

The objective of the research is to identify the role of Spiritual Leadership (SL) in controlling Workplace Anxiety (WA) at the industrial companies in Egypt. The research community consists of all the employees at the industrial companies (the iron and steel sector, the construction sector, the food industry, the spinning and weaving sector and the chemical industries sector) in Sadat city in Egypt. Due to time and cost constraints, the researcher adopted a sampling method to collect data for the study. The appropriate statistical methods were used to analyze the data and test the hypotheses. The research has reached a number of results; the most important of which are: (1) the availability of some administrative factors that cause WA such as the lack of welcome of the senior management of the organization to the idea of Telework, and the failure to recruit employees in the degree of career commensurate with their experience and skills, and the existence of a capacity o f competition between the administrative departments of the organization in a manner that causes problems to each other, senior management to criticize and blame the workers, In addition to ignoring some in the promotion movement within the organization. This is in addition to the existence of a set of individual factors that cause WA such as the inability of the individual to achieve a balance between duties and social responsibilities, resulting in a sense of mental fatigue, and delay the performance of some of the tasks to be accomplished. In addition, the employee loses the ability to develop his career. This is reflected in his belief that the introduction of the computer threatens his job stability and that the training courses are a waste of time, and (2) there is a statistically significant inverse correlation between the variable of SL and the variable of WA where the greater the interest in SL, the less WA is at the industrial companies in Sadat city in Egypt. The study referred to a number of recommendations; the most important of which are: (1) the degree of WA varies in terms of their nature and degree of impact on employees. It may be an impetus for development and improvement, an opportunity for challenge and self-validation, and may be a source of innovation and the emergence of creative ideas. Therefore, it is important to consider the factors that lead to increased willingness and willingness of the employees to express their ideas and opinions and to enhance their positive attitudes towards the process of innovation and creativity by providing material and moral incentives to motivate them to innovate and innovate, (2) conduct positive training courses and focus on the need to provide senior management support to staff members in a manner that prevents WA. Training courses are a means of building positive skills, abilities and behaviors, not a waste of time, (3) taking into account the appointment of employees in the appropriate degree of expertise, skills and abilities, (4) adopting modern administrative methods in work, such as Telework, which ensures the possibility of continuous communication of employees with their organization regardless of their social conditions in different forms, (5) rehabilitation training courses that support the change of individual factors that cause resistance to change, (6) to confirm the employee's ability to self-development by converting him to the conviction that the introduction of the computer does not threaten his career stability, but saves his time, and raises the degree of quality and accuracy of work.

Purpose Inclusion is of critical importance to creating healthier workplaces, if the ongoing dynamic of workforce diversity is taken for granted. The purpose of this paper is to designate the role of spiritual leadership in fostering more humane and inclusive workplaces. Design/methodology/approach The authors review the extant literature on two distinct research streams, inclusion and inclusive leadership, and spiritual leadership, elaborate a mediation model, identify antecedents and outcomes, and articulate a set of propositions reflecting key findings. Findings The authors advance a conceptual model according to which inclusive practices founded on spiritual values will mediate the positive relationship between spiritual leadership and a climate for inclusion. They argue that calling and membership as components of spiritual wellbeing will reinforce employees’ experience of both uniqueness and belongingness, thus affecting their perceptions of inclusion and inducing multi-level ...

WOW!!! A TOUR DE FORCE FOR ME - QUITE SURPRISED TO FIND MERLIN AHEAD OF THE MOST ADVANCED CONSCIOUSNESS EXPLORATION OUTFIT ON THE PLANET.

THIS IS VERY IMPORTANT INFO AND LONG .  -    THE MOST ADVANCED SPIRITUAL PHYSICS THERE IS!!!  AMAZING.

THE GATEWAY PROCESS IS A WAY ACHIEVE OUT OF BODY TRAVEL / ASTRAL PROJECTION / TRAVELING IN ONE’S SPIRITUAL BODY TO THE VARIOUS LAYERS OF CREATION WITHIN OUR OWN CONSCIOUSNESSES  (LINEAL TIME AND SPACE DO NOT ACTUALLY EXIST – THIS REALM IS WHERE WE COME FROM).  THE GATEWAY PROCESS OF HEMISYNC IS AVAILABLE ON THE INTERNET, & VIA AMAZON.

ASTRAL PROJECTION IS TRAINING WHEELS FOR GODS:::  https://www.academia.edu/32877101/TELEPATHY_TECH_IS_TRAINING_WHEELS_FOR_GODS_doc

WE HAVE TECH THAT IMPOSES A 2D FIELD ONTO THE BODY AND OUR AURA / ANU.  WE DO NOW – BUBBLE TECH IMPOSES AGE REGRESSION, TELEPATHY AND SIGNIFICANT SPIRITUAL ADVANCES ACQUIRED IN DAYS, THAT WOULD NORMALLY REQUIRE YEARS OF MEDITATION.  IT WILL GET BETTER VIA TECH.

This working collection of essays problematizes biocentrist conceptions of humanity and looks past the competitive, dominating mechanical evolution of humanity in the Age of Scarcity and Labor to examine the potential for conscious evolution in an Age of Plenty and Leisure.

MANKIND’S MOST IMPORTANT TECHNOLOGY!! --→
SKIP DIRECTLY TO MIND OVER MATTER. 
BECOME THE GOD THAT YOU ARE!!!

EUPHORIA, TELEPATHIC MOMENTS, HOMAGE BY NATURE, WEATHER CONTROL AND ALCHEMY / MANIFESTATION ARE NORMAL NOW AND WE'VE ONLY JUST BEGUN.

This article outlines the philosophical and pedagogical underpinnings of a masters degree in Transformative Leadership with a specific focus on the role of creativity and self-creation. It uses the design of the degree as a way of address some of the considerable complexities of the field of leadership, but also the larger planetary and personal challenges facing individuals who are committed to contributing to positive social change.

The objective of the research is to identify the relationship between Spiritual Leadership (SL) and Quality of Work Life (QWL) at Menoufia University Hospitals in Egypt. The research community consists of all employees at Menoufia University Hospitals in Egypt. Due to time and cost constraints, the researcher relied on the sampling method to collect data for the study. The appropriate statistical methods were used to analyze the data and test the hypotheses. The research has reached a number of results, the most important of which are (1) the scarcity of research that focused on the study and interpretation of the relation between the study variables (SL and QWL) in the Egyptian business environment in general and Menoufia University Hospitals in Egypt in particular, (2) SL is a state expressed in a set of organizational dimensions (vision, hope/faith, altruism, meaning/meaning of work, membership, organizational commitment, and productivity, which can be used to improve the QWL, (3) SL is an important tool used by successful managers in developing all employees and spreading social awareness among them in such a way as to enable them to deal with the work environment by providing job security, freedom, and independence of employees, and positive interaction between employees and good relations among themselves, (4) there is a statistically significant relationship between SL and QWL at Menoufia University Hospitals in Egypt. The study referred to a number of recommendations, the most important of which are (1) the need for managers attention to the future vision of the hospitals, (2) the need for managers to have the element of hope and faith in the vision of the hospitals, (3) the need to have the love of altruism among the leaders in the hospitals, (4) the need for all employees of the organization to be convinced that their jobs are important and meaningful both for themselves and for others, (5) the need to deepen the membership of the organization in all its employees, (6) the need for managers to raise the level of organizational commitment (7) the need for managers to increase productivity and continuous improvement in the hospitals, (8) restructuring of the system of wages in the hospital , (9) increasing rewards in the hospital (10) the need to pay attention to the application of the principle of reward and punishment in the hospital, (11) the need to improve the wages of all employees in the hospital, (12) providing a safe and healthy work environment for all employees in the hospitals, (13) concern for achieving the welfare of hospital staff and improving the quality of the career, (14) activation of training programs but not to specific categories, (15) involvement of hospital staff in the decision-making process, (16) activating complaints and suggestions box in the hospital, (17) abiding by the principles and rules governing the nature of work in the hospital, (18) development and utilization of human capacities in the hospital, (19) the importance of achieving social integration in the hospital, (20) emphasizing the absence of a negative impact on the life of the work on the total life area of the personnel working in the hospital

A personal reflection paper responding on the Role of Spiritual Leaders during the Covid-19 Pandemic in Fiji. Does the “Pacific way” a term coined by the late Kamisese Mara, former Prime Minster and President of Fiji, whereby Pacific Island leaders are encouraged to dialogue and discuss issues for the benefit of the Pasifika people still relevant? Can the “Vuvale or Talanoa” concept encouraged today by the Government leaders be used by the church to dialogue with authorities concerning the plight of the unvaccinated few. The democratic principle, the majority counts should not be the reason that the minority is unrelated nor neglected.

Perhaps the hottest issue the Christian church in the world faces today is the issue of church music and worship styles. Many churches have split over the issue, and other churches continue to deal with the scars and bloodshed of the battle. Some Christians consider the older church music to be sacred, while they consider the newer music close to the level of blasphemy.
Conversely, other Christians view the older music to be outdated, dry, and dead, while approaching newer music as if it is the Word of God itself. With such a sensitive issue, there are many arguments raised from both sides of the issue. Many of these arguments are based on preference issues, and are not informed arguments from the very outset. As a result, there is a need for informed answers to these arguments, so that genuine unity in the faith might be established.
To start with, we need to understand the nomenclatures church music, urban music and the etymology.

Teknolojik imkanların ve bilimsel gelişmelerin hayatımızı her yönden kuşattığı ve hemen her boyutuyla yaşantımızı kaçınılmaz biçimde etkilediği, çoğu durumda ‘sürekli değişmemizi’ zorunlu kılan gelişmelerin ortaya çıktığı bir çağda, toplumsal yapılar, örgütler ve elbette liderlik anlayışı da metamorfoz geçirmelidir. Günümüzde, insanların sahip olduğu maddi olanakların genişliğine ve ulaşılmak istenen bilgiye ‘birkaç tıkla’ ulaşılabilmesine rağmen, elde edilenin ‘anlamının’, örgütlerin ve genel anlamda hayatın ‘anlamının ve amacının’ sorgulandığı bir gerçektir. Bugün, örgütlerin özü ve ruhu insanlar olduğundan, değişen paradigmalara uyum sağlayacak ve onların manevi ihtiyaçlarını da dikkate alacak liderlik yaklaşımlarını öngörmektedir. Maddi gereksinimlerin ve kazanımların ötesinde, izleyenlerin ve liderin ruhsal gereksinimlerine odaklanan ve ruhsallığı evrensel ve birleştirici bir unsur olarak değerlendiren ruhsal liderlik, bu liderlik yaklaşımlarından biridir.

In the following article we will examine at length some of the dynamics by which R. Yosef Hayyim of Baghdad—the renowned Ben Ish Hai (1834–1909) - integrated Kabbalah into daily life, and the complex way that he combined the teachings of the Rashash with simplified, esoteric practices meant for the general public. Needless to say, the relationship between the Kabbalists of Jerusalem and R. Yosef Hayyim illuminates a fascinating chapter in the history of Kabbalah in the late nineteenth and first half of the twentieth century.

http://mj.oxfordjournals.org/content/33/2/148.short?rss=1

L’article a pour sujet la personnalité extraordinaire du kabbaliste le Rabbin Levi Isaac Krakovsky (1891–1966), un des étudiants oubliés du Rabbin Yehuda Leib Ashlag (1885–1955). Krakovsky diffusait l’enseignement de son maître en Amérique en anglais, écrivait des douzaines de livres et essayait d’établir des yeshivot de Kabbalistes. Contrairement à son maître, il présentait un enseignement exotérique et une vision de diffusion de la Kabbale dans le monde entier. Son influence était minime, mais un de ses élèves était Shraga Philip Berg qui continuait son chemin et le complétait de plusieurs points de vue. L’article se base sur de riches matières archivales, parmi lesquelles de longues essays de l’auteur en manuscrit qui sont décrits ici pour la premiere fois. D’une telle façon, nous décrivons le dévelopment de la Kabbale en Amérique du début du vingtième siècle jusqu’ aujourd’hui.