Purpose The purpose of this paper is to investigate important determinants of the culture of collective leadership in academic organizations. The present school improvement framework of Dubai School Inspection Board (DSIB) does not include cultural factors such as collective leadership, which is, according to many researchers, a leading factor of the operational efficiency and sustainable growth. The research objective was to identify the set of conditions that extend support to the development of collective leadership culture in the school work environment. In order to achieve research objectives, a sample of 271 employees from 12 underperforming private schools in Dubai was selected to examine the degree of the presence of visible practices promoting the culture of collective leadership. The past literature was explored to identify three manifest variables as determinants of the culture of collective leadership in the organization. The descriptive research design was adopted, and factor loadings on three manifest variables were examined through exploratory factor analysis (EFA) to validate the scale, and later the model hypotheses were tested using the linear regression model. The study has revealed that shared vision, employee’s commitment to achieving the organizational goal, and collaboration are key determinants, whereas staff commitment is the most important determinant of collective leadership. Generalization of the findings is one of the main concerns due to small sample size, which can be improved in future similar studies by running the model on the larger sample size. Indeed, this study is one of the few that provides a quantitative approach to the measurement of collective leadership in schools, and its findings can be a source of guideline for institutions in higher education and non-academic organizations as well. Design/methodology/approach The descriptive research design was adopted to explain the the characteristics of the population with respect to variables used in the model. The underlying variables were explored through the past literature; therefore, EFA was also undertaken to validate the relationship between scale items and manifest independent variables of the hypothesized construct. The testing of hypothesis makes this research “confirmatory” that allows making inference about the parameters of the multiple regression models in this empirical model. Findings The concept of collective leadership is explaining the wider role of leadership function in an organization. It is one of the cultural aspects that can be seen through everyday practices in any educational institution. These practices include shared vision among employees, commitment to achieving the common goal, and collaboration and teamwork. The results show that staff commitment is the most important determinant of collective leadership. The understanding of a cultural aspect of collective leadership is necessary to deal with the problems of nonperforming educational organizations. It is important that school leaders must think beyond the current DSIB model and include elements of collective leadership in their strategic plans. This will enable them to achieve sustainable students and organizational achievements. Employees’ clarity on the objectives, trust and collaboration are prerequisite of such culture. Research limitations/implications Generalization is one of the main concerns in this study. The larger sample size can help overcome this problem. The sample size in the current study was also gathered without stratification of the population. Schools can be classified with respect to gender, ethnicity, curriculum and social status. These factors were controlled in this study but can produce different results if included for the analysis. Data collection can be expanded to the entire country, Middle East and Asian region for further generalized interpretation. This will also open the scope to the cross-cultural analysis on the subject. Moreover, the mediating or moderating role of many other variables needs to be involved in the model for more accurate findings, such as curriculum, economic status of students, employees nationality and qualification, leadership experience and school budgetary volume are considered important factors which may affect school performance. A similar study can be conducted for the entire country covering all states. Practical implications The culture of collective leadership is not a sole cultural factor that creates success for the institution. When an organization achieves maturity in the collective leadership, employees set up goals in their own work in alignment to the overall organizational objectives. These goals will act as challenges, and with the motivated employees will take up these challenges and find new and improved ways to address the problems. This will provoke the creative thinking among employees. They will start realizing the importance of the critical knowledge in the work. Ultimately, when the organization develops a system to identify, store and make use of such knowledge, it will become learning organization, which is ready to meet future challenges. Social implications This study will help organizations in other sector and industry as well, especially in service industry including financial institutions, higher education, etc. This will also provide guidelines to the education ministries across the region and beyond. Originality/value This is a new contribution in the field of HRM or workplace practices. It describes the factors determining the culture of collective leadership that in return creates success for the organization. This paper was never published before.

This paper aimed to look at past educational developments in Pakistan through case study and its analysis with the present world. It primarily addressed the causes of illiteracy in Pakistan, and overcame the flaws of earlier works. Pakistani government claims that they have accomplished significantly in the educational development. Pakistani law requests government to provide free basic education system to every citizen of Pakistan. However, the enrollment rate has remained below 60%. Similarly, literacy rate has also remained below 60%. Therefore, the government and other stakeholders in education sector could not perform well enough to provide the impressive results so far.

Introduction Every Organization has required human and material (tangible) resources to function efficiently which help it to achieve its goals. Role of HR is more important than tangible resources because a human has to utilize tangible resources effectively and efficiently for a better outcome. Similarly, the role of creativity considers as an important factor in the performance of every firm in this era of the highly competitive environment. The importance of creativity could not be ignored in a single firm. Creative and innovative firms have a better ability in response to unpredictable challenges and threatening (Reiter-Palmon & Illies, 2004). Moreover, it is identified as an essential part of the organizational survival and remains in the competition. Therefore the firms motivate their employees which are capable of creativity. Motivation is something which makes an employee capable of doing some creative work because of its leads an employee towards doing some action. Motivation is a process which inspires, encourages, and enhances confidence to do some creative work. Creativity is defined as "The generation of ideas has to be organized and initiated by the senior management of an organization" (Wu, McMullen, Neubert, & Yi, 2008). Managers from different organizations use different tactics to motivate employees such as, an employee of the month, bonuses and promotions. These are very useful tactics which surely contribute to employee's performance. At the point when supervisors focus on building up representatives' capabilities and testing, fascinating work, workers' psychological or persuasive procedures are upgraded (Oldham & Cummings, 1996).Employee creativity improves with the help of colleagues, cooperation, open correspondence and informative feedback (Zhou & George, 2001). Bringing creativity needs motivation from organizations, the employees must be encouraged in suggesting new ideas, which could be used. Employees of an organization will have assurance of their survival and support of their seniors their efficiency and creative performance will be increased (Eder & Sawyer, 2007). Employees of an organization are considered as asset of the organization. Some of them are performing very well, but some are not. Every employee has different mind from other.

The purpose of this article is to draw attention to the challenges faced by business organizations implementing sustainable solutions in the United Arab Emirates (UAE) and the wider Gulf Coast Countries (GCC) region. To this end, our study examines an academic theory supporting the implementation of responsible solutions to the market. Ultimately, the authors hope to inspire the reader to consider what he or she can do to ameliorate the existing challenges encountered by sustainable businesses. The analysis presented in this article implies that in recent markets, the implementation of the sustainability theory is essential for further development. The research project contributes to the increase of knowledge about corporate and organizational challenges related to running a responsible business, as well as challenges related to the application of environmental, social and economic aspects of sustainable business practices. The research is currently limited to conceptual analysis, literature review and a survey conducted during the Sustainability Week 2019 in Abu Dhabi, United Arab Emirates. Nevertheless, this is the first stage of the research project conducted by the research team in cooperation with enterprises that implement responsible solutions in many global markets, and in UAE market. The scope of the first stage of the study was limited to the analysis of data clarifying the concept of the model specified in the research. To prove the validity of the model it will be implemented and tested in cooperation with organizations participating in the research.

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