1.1.1.

Knowledge leadership

Good leaders must be able to create a learning environment for better management of

organizational information [ CITATION Hew06 \l 1033 ] and enable staff to continue

learning, while at the same time creating communication channels for manager

training [ CITATION Non98 \l 1033 ]. Information leadership has become a vital

management field during the last century. The debates has frequently focused on

organizational issues such as core competence and business strategy, as well as

organizational structures and system. Although these two ideas are not readily

separated, both are nonetheless critical in organizations. Therefore, the subtle

variations in significance are worthy of note Carlsson (1979) proposed even decades

early. "When organizations are seen as learning structures, the role of the manager can

be seen as one of leading the learning process." Research on leadership problems is

still missing in the wide debate of knowledge management [ CITATION Dir99 \l 1033 ].

Skyrme, (2000) was possibly the first to use the word “information management” and

suggested that,"unlike knowledge management, knowledge leadership relates to

continual development and innovation–data resources, individual abilities and

networks of knowledge and learning. Unfortunately, he does not expand on what that

means when it comes to the actions of leaders behavior. Consequently the purpose of

this article is to expand on the conduct of the leader in order to present a clearer

picture of the phenomena of “ knowledge management’ and to provide an empirical

foundation on which to combine the previously fragmented conversations".

Knowledge leadership has been increasingly recognized as a key component for

companies to enhance consumer knowledge management. While many studies have

promoted understanding management and the management of customer information

(CKM) as a means of improving organizational performance.

Conceptualizingmanagement of understanding and CKM in the context of the project

is still rudimentary [ CITATION xLi14 \l 1033 ]. Therefore the organizations should

motivate their employees to manage the knowledge KM [ CITATION Don15 \l 1033 ].

Information leadership has a prominent role in organizational learning. It impact the

individual learning as well as affects the collective learning within the organization

[CITATION Amy00 \l 1033 \m Sen90]. Knowledge leadership directly or indirectly

affects the creativity within the organization. It directly effects on the creativity

because of the behavior of leadership and the leader’s personal creativity [ CITATION

Mum00 \l 1033 ]. Leadership indirectly affects the creativity because of the ability to

create or reinvigorate the system in which workers work [ CITATION Sco94 \l 1033 \m

Kaz02]. Within the help of knowledge leadership, leader will play a vital role in

implementing the organizations information management system, psychologically

they can provide them such an environment which can push them to extract the

information or learning from the organizational resources and motivate them to

participate in delivering their knowledge within the organizational resources.

[ CITATION Cra03 \l 1033 ].

Leading awareness plays an important role in the growth of positive culture towards

the information acquisition and information sharing which boost on the continuous

learning within the organization. [ CITATION Dav98 \l 1033 ]. Indeed, leadership is an

essential requirement for information management and growth practices that focuses

on technology-intensive businesses to foster innovation goals. Knowledge leadership

is a leadership issue in this respect, and businesses are deemed successful that add

value [CITATION Don141 \l 1033 ]. Knowledge leadership is a mechanism in which one

employee corporate with others in learning which in return help to achieve

organizational goals. It pushes the constant improvement and innovation in the

knowledge resources and learning networks [ CITATION Sky00 \l 1033 \m Sto74] .

Knowledge leadership has been described as any attitude or behavior-either jointly or

individually, observed or imputed-that prompts fresh and imported knowledge to be

created, developed, shared and used in a way that eventually results in a change in
thinking and collective results, [ CITATION Mab121 \l 1033 ]. Knowledge Leadership

implies the function of company knowledge management procedures in realizing

innovation possibilities [CITATION Don141 \l 1033 ]. According to [ CITATION Dav981 \l

1033 ] knowledge is described in distinct aspects by distinct academics as it is the

mixture of opinions, experiences and data of distinct specialists to create a structure

for acquiring new expertise, evaluating present knowledge and providing guidelines

for acquiring new expertise to improve their understanding and incorporate it into

their experiences. Knowledge management is defined as a mechanism by which an

individual promotes other group member in the learning process necessary to reach

group or organizational goals [CITATION 1Sto74 \t \l 1033 ] . Communication is

necessary if leader are to demonstrate their business priorities and eliminate obstacles

to communication [ CITATION Sch121 \l 1033 ]. Leadership of information rather than

the role of the organization based on innovative learning process and the influence of

contextual knowledge sharing, implicit and explicit support over time [ CITATION

Pee121 \l 1033 ]. Knowledge leadership polishes workers to express their views in the

decision making process and this employee engagement reduce the risk of changing

the decision in the future [ CITATION Wal77 \l 1033 ].

Vitala R., (2004) proposed three dimensions of knowledge leadership identified in the

literature

(1) Learning orientation, i.e. Activities in which leaders direct learning and

encourage others to understand learning objectives.

(2) Learning climate, i.e. Activities for leaders in their organization, including the

fostering of team trust, the optimistic and constructive attitude towards mistakes and

failures, including readiness to acknowledge criticism / entry or subordinate reactions,

in order to create a favorable social environment.

(3) Learning support, i.e. Activities for leading professionals to assess, train and

improve the unit's skill range, ensuring that all workers advance through the learning

process effectively, individually and collectively. The power to manipulate

organizations to accomplish this goal is leadership.

1.1.2. Work Engagement

Kahn W. (1990) was one of the first work participation theorizers. He described

dedicated workers as physically, cognitively and mentally linked to their work.

Engagement relates to concentrated energy aimed at organizational objectives

[ CITATION Mac09 \l 1033 ].Employed staff are more likely than disengaged jobs to

operate with greater flexibility. To date, most studies have looked at differences in

work engagement between persons with the validated scale of Utrecht work and

possible causes, for instance working conditions and private assets [ CITATION Sch042 \l

1033 \m Xan9a]. However, recent studies have shown that engagement can fluctuate in

individuals from day to day. Employees have higher or lower work rates, depending

on what occurs during the day. Work engagement is a term suitable for many

purposes to the well-being and actions of employees. First, the work engagement is

itself a beneficial [ CITATION Sch02 \l 1033 ] . Second, it has to do with excellent health

and the effect of beneficial job [ CITATION Dem01 \l 1033 \m Rot01]. Third, engaging in

work enables people benefit from stressful work [ CITATION Bri01 \l 1033 ].Fourth, it is

strongly linked to organizational commitment [ CITATION Dem01 \l 1033 ] and is

anticipated to influence the efficiency of employees [ CITATION Kah901 \l 1033 ].

Engagement is important to ensure that it is distinct from similar ideas and has its own

characteristics and calculation. In spite of some scientists, work engagement is a

distinctive motivational building with distinctive features such as job satisfaction,

organizational engagement and engagement in jobs[CITATION Bak10 \t \l 1033 ] , Most

study findings from practitioners do not convincingly show that the presence in
practice is simple and just a refurbishment of other buildings [CITATION Mac08 \t \l

1033 ]. Studies have argued that staff participation occurs in the workplace through

clear and adequate theories such as the job demand resource model [ CITATION

Sch042 \l 1033 ]the theory of self-determination (Meyer and Gagne, 2008) and

resource preservation [CITATION Hal11 \t \l 1033 ]. (Bakker A. a. (2010), Albrecht,

(2010) and Bakker A. A.(2011)comparisons between employment and happiness,

organization’s commitment, flow definition and involvement in jobs can be

extensively evaluated. Work engagement characterized by vigor, determination, and

absorption as a favorable working state of mind[ CITATION Sch02 \l 1033 ]. A popular

concept [ CITATION Sch02 \l 1033 ] says that work engagement is a persistent and

omnipresent emotional-cognitive condition, indicative of vigor, dedication and

absorption. Bakker A. a.(2008)Observe a need for POB research, described as "the

analysis and implementation of positive human and psychological resource

strengths that can be efficiently evaluated and controlled to increase

performance in today's workplace" [ CITATION Lut02 \l 1033 ].In this article, we may

focus on one form of POB building, i.e. work engagement–a good working state.

First, we identified work engagement, represented its calculation and assessed study

"components." They will illustrate why engagement to work leads to customer

satisfaction and productivity[ CITATION Arn08 \l 1033 ].

The results of previous research are integrated in a general model to establish work

engagement and promote the career growth in today's workplace. Work engagement

is characterized by vigor, dedication and absorption as an optimistic, fulfilling and

working-related attitude [ CITATION Sch02 \l 1033 ]. A frequently cited description

[ CITATION Sch02 \l 1033 ] indicates that employment is a constant and omnipresent

affective-cognitive condition with a solid, commitment and absorption characteristics.

There are several definitions of engagement [CITATION Alb10 \m Bak10 \t \l 1033 ] , but [

CITATION Sch042 \l 1033 ]  proposed what is probably the concept of work engagement
most commonly used: an active, favorable working situation characterized by vigor,

determination, absorption is linked to high energy concentrations and mental

endurance in the working environment, while commitment is concerned with strong

participation in the job and sense of purpose, enthusiasm and challenge.Absorption is

dictated by the fact that time passes quickly and is completely focused and ready to

work. The notion of work engagement has become a momentum because of its

predictive value for job success [ CITATION Bak09 \l 1033 \m Sch07].Macey W. H.,

(2008) mentioned multiple definitions of work engagement in their latest review.

We pursue the operationalization of [ CITATION Sch042 \l 1033 ] , the dedication to work

is beneficial, the affective state of motivational work is characterized by vigor,

dedication and absorption.

Social media is started whenpeoplestart to communicate. Social means human society,

as interference of people& the groups and word media is the medium of

expressions.Most of the forms of social media are not digital. Itgenerates a large

number of innovations and Social Media is one of the biggest inventions of

technology, which is now most popular and widely used. We defineSocial Media as

“technologies that made social communication easy and enable discussions among its

participants”. While in our study, the word social media means a web-based mobile

application that allowspeopleor companies to make, interact with, and share new user-

generated or current material, in digital environment. Students are consumers and

producers of media. Thanks to the Internet and social web including Facebook,

twitter, blogs, Smart phones, and text messaging, most students increasingly live in a

world where information is access to communication technologies. For example, in

2010 as reports showsAmerican teenagers about 73% of them use social networking

sites, and 75% have a cell phone Students are not always have Media literacy skills

that can help them to effectively analyze, understand, And evaluate new forms of

information and make smart decisions about its Quality and uses (Rowland‟s et al.,
2008) The use of social media has become comprehensive and currently, the most

popular social media plate forms are Facebook, Twitter, MySpace, LinkedIn and

Google +, Skype and smart phones. Facebook user profiles allow the user to

communicate information with each other and allow users to build and maintain

relationships and encourage others to be a part of a communityamong students of

colleges online social websites become popular. Inthe last previous years social media

is used to connect with higher educationstudentsisincreasinglyresponded (Martinez-

Aleman & Wartman, 2009). This in turn put pressure on members of faculty touse

social networking within the classrooms and outside the classrooms to connect with

students. There are many advantages foruniversities and colleges that can be gainedby

connecting with studentsthrough the social media In Twitter,social relations

wereincreasedamong students. It is used to increasethinking and building

ofcommunication. A research is done in which graduate a seminar is conducted for

students to post weekly tweets in discussions ofclassroom. Twitter is used by Students

to connect with eachother.A study completedon132students thatcheck on the

relationSocial media is started whenpeoplestart to communicate. Social means human

society, as interference of people& the groups and word media is the medium of

expressions.Most of the forms of social media are not digital. Itgenerates a large

number of innovations and Social Media is one of the biggest inventions of

technology, which is now most popular and widely used. We defineSocial Media as

“technologies that made social communication easy and enable discussions among its

participants”. While in our study, the word social media means a web-based mobile

application that allowspeopleor companies to make, interact with, and share new user-

generated or current material, in digital environment. Students are consumers and

producers of media. Thanks to the Internet and social web including Facebook,

twitter, blogs, Smart phones, and text messaging, most students increasingly live in a

world where information is access to communication technologies. For example, in

2010 as reports showsAmerican teenagers about 73% of them use social networking

sites, and 75% have a cell phone Students are not always have Media literacy skills

that can help them to effectively analyze, understand, And evaluate new forms of

information and make smart decisions about its Quality and uses (Rowland‟s et al.,

2008) The use of social media has become comprehensive and currently, the most

popular social media plate forms are Facebook, Twitter, MySpace, LinkedIn and

Google +, Skype and smart phones. Facebook user profiles allow the user to

communicate information with each other and allow users to build and maintain

relationships and encourage others to be a part of a communityamong students of

colleges online social websites become popular. Inthe last previous years social media

is used to connect with higher educationstudentsisincreasinglyresponded (Martinez-

Aleman & Wartman, 2009). This in turn put pressure on members of faculty touse

social networking within the classrooms and outside the classrooms to connect with

students. There are many advantages foruniversities and colleges that can be gainedby

connecting with studentsthrough the social media In Twitter,social relations

wereincreasedamong students. It is used to increasethinking and building

ofcommunication. A research is done in which graduate a seminar is conducted for

students to post weekly tweets in discussions ofclassroom. Twitter is used by Students

to connect with eachother.A study completedon132students thatcheck on the relation

1.1.2. Transformational Leadership

Transformational leadership is a model of modern leadership (Judge and Piccolo,

2004). This is linked to multiple consequences for workers such as well-being

(Nielsen et al., 2009). Creativity (Shin and Zhou 2003). "The cycle of leading and

followers helping one another to progress to a higher level of morality and

motivation" (Burns, 1979 , p. 21), was described as transformative leadership. A

transformative leader therefore has a mature moral position which motivates the

actions of followers and their attitudes to generate greater moral reasoning among
followers (Burns, 1979). In recent times there has been much broader attention paid to

the relationship between transformational leadership and employee engagement (Zhu

et al., 2009; Salanova et al., 2011). Schaufeli and Bakker (2004) explicitly refers to

engagement as "a positive and satisfying state of mind in relation to work which is

characterized by energy, commitment and absorption" (p.295).

We re-examine Bass's (1985) theory model to define three sub-dimensions of literary

leadership transformation to defined (1) The vision i.e. (2) Inspiring communication

i.e. the charismatic adversaries employ the encouragement of followers to overcome

self-interest to the benefit of a team with the use of inspiring appeals and emotional

talks. (3) Intellectual stimulation i.e. This leadership aspect involves actions that

raises the interest and understanding of problems for followers and that builds

capacity and desire to think in new ways about problems.

1.1.2. Transformational Leadership

Transformational leadership is a model of modern leadership (Judge and Piccolo,

2004). This is linked to multiple consequences for workers such as well-being

(Nielsen et al., 2009). Creativity (Shin and Zhou 2003). "The cycle of leading and

followers helping one another to progress to a higher level of morality and

motivation" (Burns, 1979 , p. 21), was described as transformative leadership. A

transformative leader therefore has a mature moral position which motivates the

actions of followers and their attitudes to generate greater moral reasoning among

followers (Burns, 1979). In recent times there has been much broader attention paid to

the relationship between transformational leadership and employee engagement (Zhu

et al., 2009; Salanova et al., 2011). Schaufeli and Bakker (2004) explicitly refers to

engagement as "a positive and satisfying state of mind in relation to work which is

characterized by energy, commitment and absorption" (p.295).

We re-examine Bass's (1985) theory model to define three sub-dimensions of literary

leadership transformation to defined (1) The vision i.e. (2) Inspiring communication

i.e. the charismatic adversaries employ the encouragement of followers to overcome

self-interest to the benefit of a team with the use of inspiring appeals and emotional

talks. (3) Intellectual stimulation i.e. This leadership aspect involves actions that

raises the interest and understanding of problems for followers and that builds

capacity and desire to think in new ways about problems.

1.1.2. Transformational Leadership

Transformational leadership is a model of modern leadership (Judge and Piccolo,

2004). This is linked to multiple consequences for workers such as well-being

(Nielsen et al., 2009). Creativity (Shin and Zhou 2003). "The cycle of leading and

followers helping one another to progress to a higher level of morality and

motivation" (Burns, 1979 , p. 21), was described as transformative leadership. A

transformative leader therefore has a mature moral position which motivates the

actions of followers and their attitudes to generate greater moral reasoning among

followers (Burns, 1979). In recent times there has been much broader attention paid to

the relationship between transformational leadership and employee engagement (Zhu

et al., 2009; Salanova et al., 2011). Schaufeli and Bakker (2004) explicitly refers to

engagement as "a positive and satisfying state of mind in relation to work which is

characterized by energy, commitment and absorption" (p.295).

We re-examine Bass's (1985) theory model to define three sub-dimensions of literary

leadership transformation to defined (1) The vision i.e. (2) Inspiring communication

i.e. the charismatic adversaries employ the encouragement of followers to overcome

self-interest to the benefit of a team with the use of inspiring appeals and emotional

talks. (3) Intellectual stimulation i.e. This leadership aspect involves actions that
raises the interest and understanding of problems for followers and that builds

capacity and desire to think in new ways about problems.