Higher Education Leadership

In order to combat corruption, red tape and bureaucracy the higher education sector needs to keep up with the demands of society. The sector is highly regarded and upheld as a safety net if not a social security per se for it preaches very egalitarian dictum. No matter, reform and further work in the following areas is paramount. It is often reported that higher education establishments are regulated highly, but without creating an improved framework, the sector will fail to have an international standard and remuneration which is pay per performance. Reliability and validity will also be lopsided, stunting the emancipation of the minorities groups.
1. Ensuring that there is a dissemination and implementation framework for research and other information, innovation, knowledge and heritage protection protocol. This is a way of combating impact factor measurement since citation only can be an erroneous way of measuring the notion. No matter, there is also a balance to maintain since even higher educational leadership can be slow to adapt to the above leadership dictum, or indeed may have other major strategical agenda in it’s development and change agenda. Thus, any effort of leadership in such direction should be counted as merit, contribution and when possible as an honorarium in the impact factor measurement index. Denouncing measurement errors that have such a stance of blaming victims or socioeconomic contributors is the main missionology.
2. Ensuring that impact is measured by various social groups and ethnicity by adapting not only science, but also cultural competence, ethnocentric parameters participatory action dictum and so on.
3. Ensuring that young people and the industry as well as businesses are involved in leadership as stakeholders that are recognised. The educational platform, in order to fight back caring and other forms of ruthless capitalism, need to create jobs as per the requirements of protected markets and the acquired qualifications form higher educational establishments, work or the community.
4. Facilitating the knowledge transfer mechanism from communities, businesses and other bodies to universities and reimbursing accordingly.
5. Creating awareness that embracing virtual education, which is the ethos of massive open higher education. This is the way forward in mainstreaming the notion. It also contributes to sustainable development. Internal and international migration to pursue education has impact on the allocation of resources, housing and communing, thus embracing virtual education is a must.
6. Valuing diverse communication and knowledge transfer mechanisms, by prioritising and supporting technology enabled and computer-based communication, and paying per performance.
7. Ensuring that the leadership framework is not stifling, by setting up person centric monitoring, reviewing and appraisal framework for the workforce. It is also important to set up personal development plan and to signpost to the appropriate free and on-line course for staff development.
8. Ensuring that the value of forums is relevant when it has a set agenda, is run and documented professionally without compromising traditions or the otherness standpoint epistemology and harms none. Indeed, it does not need to promote capitalism for the sake of fulfilling the hierarchy of needs and social mobility of some sects.
9. Embracing diverse traditions and working protocols for the sake of heritage protection mechanism.
10. Instilling the pay performance and redeployment model will ensure the fact that ruthless job creation is tackled. It motto also saves us from demoting or deskilling others especially ethnic minorities, the disabled and the sick.
11. Being able to recognise and fund small community initiatives and knowledge sharing mechanisms that create social impact, advance cohesion and diversity. These may not necessarily follow the traditional research protocol, nor are recorded as such. This will undermine monopolistic ethos, focusing on what works?
12. Facilitating the awareness creation of disengaged initiatives and establishments, as evidenced by research and other fact finding mechanisms since the notion is damaging and depletes resources. Re-branding is often a way of deluding the self when presenteeism and disengagement are to be the case.
13. Creating a simplified way of job creation and application that is congruent and follows the dictum of several traditions and ethnicity.
14. Promoting remote working at all times and levels.
15. Promoting Postdoctoral status for individuals who produce outstanding essays and three journal articles. Due to the need to be ethnocentric, decolonising education and being original, literature reviews may be amiss, or indeed very limited so that to drive such agenda.
16. Valuing non secular ways of knowledge attainment, by being democratic or participation in the official acknowledgement department. The bottom line is not fundamentalism, but the need to coexist peacefully by widening the understanding of humankind.
History of the Establishment
Having been established in year 2012 as a social enterprise, but having an academic leadership role since year 2009, this leadership and constitutionally inclined social enterprise has the following mission statements on higher education and other service sector enhancement and innovation. The organisation is available in the Civil Society database of United Nations Department of Economic and Social Affairs-NGO Branch and UNESCO. Prior to leaving UK Academia, Lul Admasachew has been a labour economist, specialising on research methods, service evaluation, employability, skills for life, cultural psychiatry, organisational psychology, leadership and human resource management for a decade.
The Conceptual Framework for Excellence in Service Provision.
Indeed, the framework fatigue may reign both in developing and developed countries. No matter, investigating and weighing innovation is a must. The useful meaning of technological advancement without turning a blind eye on accessibility issues as well as user-led engagement policies that do not compromise diversity is a must. Transparently promoting a swift compensation, knowledge transfer, fair value added tax allocation and cultural exchange is the motto herein. Thus, the principles of engagement without sidelining the level of the expertise of the participants including that of lay people is a must, since devaluing returns to educational investment in whatever form it has taken place is the violation of the rights of others including the disabled, sick, old and ethnic minority amongst other socioeconomic factors.
This service effectiveness enterprise focuses on youth leisure, hospital and hospitality sector, the former one, given it’s onus on cultural exchange protocols, contributing to service providers that work with migrants or would be migrants. It also promotes egalitarian housing policy whatever sector runs it and pension policy advocacy so that presenteeism is embraced.
The membership indicates dedication to such frameworks and their advancement through forums that are incepted online. The membership and dedication to such framework indicates the betterment of star or rating of the service.
Above and beyond providing due adherence to missionology, advancement in human enactments are supported through memberships that further encourage to run networks, knowledge transfer protocols, cultural exchange platforms and campaigns.
Innovation Directive
The mission statement is about cementing the following detailed innovative service delivery frameworks through meaningful alliance and this is by becoming members.
1. SERVICE INNOVATION FOR YOUNG PEOPLE
It is well known fact that culture is the cornerstone of mental well being. Youth engagement in activities that boost their moral values and/or emotional intelligence especially during leisure time and by focusing on culture. Cultural Olympiads and their legacy establishes the fact that such notions do contribute highly to the health and well being of young people. My Research Fellow role at Center for Psychiatry, Queen Mary University of London has focused on the expected legacy enactment of the London 2012 Olympics by the Third Sector which works with young people. Thus, stretching such social impact creation globally and following the UN Youth directive on Leisure time activities for young people which can be found at https://www.un.org/development/desa/youth/leisure-time-activities-wpay.html summer programme that are online with the aforementioned principle is crafted to be led within the premises of schools. The schools are free to lead the curriculum by also creating student-led platforms. The directive herein can be attained by contacting me since it is a guiding principle as exemplified by the diverse motto of the Third Sector.
2. SERVICE INNOVATION IN HEALTH
Promoting constitutions that upheld culture, intangible heritage and mental health. These are key issues for prevention, diagnosis and treatment . This advocacy champions all ethnic groups including their propensity to value faith-based, traditional and other alternative medicine. You may contact me to access the finalised and organisationally tailored or international constitution on mental health services, the first request leading to a pricing quote which is negotiable.
3. SERVICE INNOVATION IN HOUSING
Housing policy being run along ethnic fault lines enables global citizens to tight back rent seeking behaviour, being a generation rent and unfair actions that lead to homelessness.
4. SERVICE INNOVATION IN HOSPITALITY AND COMMUNITY SECTOR
Consumer rights protection in goods and service delivery is a must. Hand washing and providing dignified service in public amenities which serve there days as meeting, inspirational and portable offices indicates that above and beyond being entertainment hubs, they are there to supplement socioeconomic and cultural advancement, not human right abuse. Regardless of the consumer’s health, disability, socioeconomic and other status, the status quo that is upheld by the goods and service providers should be free from contamination and ought to protect service users from predatory, coercive and exploitative practices.
Hygiene is related to mental well being since it is falls under the auspices of Public Health Agenda. Hygiene in public spaces and hospitals, whereby the later is a culturally accepted norm within ethnic enclaves is quiet important. Otherwise, the notion of concentration camps can be reenacted since hospital borne diseases are counterproductive. Moreover, whether public amenities, including entertainment hubs are run by private, public or third sector, hygiene is very important and the service users do include mentally ill people that are out in the community.
Moreover, resistance to price facing and rent seeking behaviour is a needs must necessity and one way of creating currency is claiming value added tax by influencing the market, whilst championing the principles of protected markets is another since consumer’s price index is not uniform even within one city, town or indeed region.
5. SERVICE INNOVATION FOR COMMUNITY VOLUNTEERS AND OTHER SOCIAL POLICE
Promote anti-harressment by wearing badges at the grass root level is the motto of the campaign. Communicating our resistance and status whether we are social police, campaigners and the like is the must since norming such social ills is detrimental to health and wellbeing. Several people who commit such crime have mental disorder. Moreover, country profiles such as that of Ethiopians indicates who the most dominant culprit is. Creating policing blogs or being a representative campaigner in universities, the police, social hubs virtually or otherwise is a creative way to charge forward.
Individuals who enforce social contracts by normalising anti social behaviour, violating privacy law, intellectual property right and solicited contact should be challenged. This campaign is about enabling mentally ill people, criminals or both to be part of society but carers and other stakeholders have the responsibility to apply social controls since no one needs to be harassed and end up compromising their own wellness and resources. You can purchase the campaign badge for £5
Constitutional Enactments in International Housing and Mental Health

Constitutional Contributions
International Housing Policy Directive
This documented is disseminated to the UK devolved government at Leicester City Council

In February 2020, it is shared with American Psychological Association’s Public Interest on Homelessness where I am a reviewer for the upcoming conference on making The Invisible Visible: Transformative Research and Social Action. Here is the website link http://apaoutside.apa.org/PubIntCSS/Public/ViewComments.asp?t=135139&SectionID=404

General Rules
Pledge 1: Self appointed authorities should always check as to weather their information is accurate before embarking on abusing tenants.
Pledge 2:There should always be a way to combat cultural incompetence when a house that is being managed by housing authorities is perceived otherwise since the clergy and other individuals may run a formal or informal spiritual retreat or hub, with valuable tangible and intangible heritage. In the era of clericalism, such non commercialised or notions that are far removed from organised relation should be valued, dignified and the people dwelling within them provided with appropriate information exchange.
Pledge 3: No one should be discriminated in housing policy due to lifestyle choice, socioeconomic status, health condition, sexuality as well as disability. This can often be exhibited when knowledge and information exchange lacks quality, signifying echoes and transparency.
When There is Rent Arrears
Pledge 4: No one should be rendered homeless since there are alternatives should there be rent arrears. This can include attaining assistance, instalment payments and housing allowance. This procedure follows after a transparent and accurate information exchange.
When there is dispute with neighbours
Pledge 5: Community pink should dictate housing and city planning regardless of settlers health, socioeconomic, sexual status as well as background such as ethnic endowments. This contributes to mutual understanding, respect and development.
Pledge 6: When there are disputes, culturally operations including the alternative dispute resolution should be considered and even the most difficult people should be assisted in maintaining their homes by providing mentorship and opportunity to move elsewhere. To disallow citizens from being the beneficiaries of such enactments is unlawful and unethical which only creates jobs for lawyers, mental health services and other caring capitalism.
Pledge 7: Housing and regional planning policy should be culturally competent and this can be achieved by incorporating participative engagement policies in knowledge and cultural exchange without disregarding people’s expertise level, including that of the lay people.
Tenancy types
Pledge 8: All tenancy types should be respected.
Pledge 9: Housing allocation can be equitable when large spaces are redistributed to the have notes. If this is not the case, rent increase such as bedroom tax and other policies will discourage such feudal and bourgeois lifestyle.
Pledge 10: For the generation rent including lodgers, in kind as well cash exchanges should be considered and valued, without compromising mutual dignity, lifestyle choices and understanding platforms, forums and the like that accommodate diverse communication styles and needs.
Pledge 11: Rent seeking behaviour should be resisted and fought back at all times.
Pledge 12: Housing authorities and landlords should dismount from the bandwagon of creating tenants by introducing policies that create house owners. People who contribute in housing policy through advocacy, consultancy, activism, lobbying and the like should also benefit since such socioeconomic contribution has to be rewarded and remunerated.
Constitutionalism and the UK National Health Service (NHS)
The Document is disseminated to UK parliament and the NHS Innovation. The multicultural principle makes this directive international, although I am preparing a separate document.
Improving Cultural Competence, Engagement and Knowledge Transfer in Mental Health Service Delivery:Focus on The UK National Health Service (NHS) and NHS Choice Constitutional Improvement Improving Cultural Competence, Engagement and Knowledge Transfer in Mental Health Service Delivery:Focus on The UK National Health Service (NHS) and NHS Choice Constitutional Improvement
Introduction
The 70th anniversary of the NHS is about embracing new beginning in organisational transformation and this is by improving service delivery, cultural competence, engagement initiatives and knowledge transfer in the mental health services.
This constitutional reform, virtually, as a mutual or consultation role can enhance the work that is undertaken by mental health providers within the NHS improvement, NHS organisations, boards, chairs, chief executive officers, non executive directors, human resource managers, other stakeholders including service users and carers. The consultation directs not only the aforementioned trusts, but mental health services in general.
The NHS 70th Anniversary and Improvement Agenda: The Mental Health Constitution
Delivering the mission of NHS improvement in Mental Health Services
Celebrating it’s 70th anniversary, the NHS, which also includes the accelerating growth in the NHS Choice, promoting alternative medicine, is one of the largest employers of the UK. No matter, under the NHS staff survey and care quality commission measures which both involve the Department of Health UK, such trusts are under-performing, not to mention tribunal in medico-legal cases. Several resources and funding are being spent on management, sharing and non executive director roles but previous contributions from academia have to be implemented in practice so that to create impact. Henceforth, this constitutional contribution is an autonomous whole of such enactment. Since one in four people are mentally ill and carers themselves do report stress, we can not ignore the importance of improvising constitutions. More so, the NHS workforce reports absenteeism and presenteeism which indeed begs for a better way of managing human resources. Thus, the 70th anniversary of the NHS is about embracing new beginning in organisational transformation and this is by improving service delivery, cultural competence, engagement initiatives and knowledge transfer. This constitutional contribution needs to be refined with financial injection.

1. The globalisation adjustment calls for the need to create ethnic enclaves since people with mental health difficulty that get involved in anti-social behaviour, harassment, activities that clearly indicate psycho-pathological and psychosomatic conditions can disturb the norms of others, weather they too have mental ill health is paramount. This pledge supports mental capacity act, culture bound syndromes as well as care in the community policies along ethnic fault lines.
Pledge 1: Compounding the global health burden whereby 1 in 4 people have mental ill health by adhering to ad hoc city and regional planning is unethical, creating the need for multiagency stakeholders’ initiatives that improvise mapping along ethnic fault lines.
2. Creating mechanisms and frameworks that ensure ethical practise is quintessential.
Pledge 2: No mental health patient or outpatient is a guinea pig that exists so that others including research bodies capitalise on them. The ethics of confidentiality, anonymity, right to consent, person centric debriefing session and right to withdraw need to be respected.
3. Understanding that health improvement and ill health management is about practising pledges and creating impact is paramount.
Pledge 3: Recommendations that are confined in paper can be implemented by creating a non threatening and person centric feedback system. Revisiting the high quality care for all and the NHS constitution is relevant herein and finding ways of improvement and ensuring safety is essential.
Pledge 4: Focusing on engagement and knowledge transfer dictum by involving all stakeholders including mental health service users, carers and others is important with due regard being given to their level of expertise which has a correlation with their contribution. The Mental Capacity Act is relevant and so is the welfare provision enactment which can otherwise impede engagement.
From litigating their cases to becoming campaigners and advocates of various matters, individuals with mental ill health do contribute along ethnic fault lines and this is weather they are NHS staff or otherwise. Being mentally ill creates the opportunity to be an expert since everyone including a lay person has culture, a belief system, protocol and social standing. Thus, acknowledging and renumirating such enactments as well as providing person centric direction in human resource capital development is quintessential. Adherence to modern day slavery and mental capacity act, without compromising occupational hierarchy or indeed career change inclinations is a must.
Pledge 5: Where possible and as much as possible, virtual care should be implemented since there are sexual misconducts that are reported.
These evidence from care quality commission is a good example and please visit http://www.cqc.org.uk/news/stories/sexual-safety-mental-health-wards. This does not include under-reporting that has surfaced due to fear of stigma, bisexual and transgender sexual crimes, crime that is conducted by staff as expressed in Kenyan hospitals, not reporting crime for being tarred as completely invalid and facing repercussions as well as hiding other sexual crimes that seem minute when compared to rape, groping and masogniy.
5. Recommended ways to improvise patient centred service and engagement.
Pledge 6: Honouring and valuing cultural psychiatry is important and this may lead to the need to resort to NHS Choice, alternative medicine as well as faith based medicine.
Paying adherence to cultural competence by monitoring detainees’ evaluation of the NHS staff where applicable is the ethical way of service delivery.Creating patient and outpatient choice based service provision and service user led provision will lead to health service effectiveness.Applying ethnocentric dictum in health improvement and services effectiveness is more than relevant.
6. Providing better workforce management and engagement policy for the NHS staff
Pledge 7: Addressing staff engagement issues especially in work related stress.
Pledge 8: Managing presenteeism and ways to enact retirement that surfaces due to it when it is a serious case.
Pledge 9: Enhancing staff engagement in cultural competence and choice based service provision.Pledge 10: Maintaining ethical approval in research conducted or study undertaken as well as patient consent.
7. Ensuring that high quality care can be provided where hygiene, noise free and non violent hubs are created is essential.
Pledge 10: Ensuring hygiene and private bedding or else relying on private and charitable support since contaminating and concentrating patients is a crime. Mixing various patients in the ward and in the community can be counterproductive (e.g. schizoid vs. an over-friendly person with eating disorder. The schizoid is not there to entertain such moods).
Pledge 11: Providing noise free service for those who do not produce it.
Pledge 12: Maintaining non violent care is the most important step, as opposed to hospitalising vulnerable people.
Pledge 13:Delivering choice based social work and community nursing and this can be along ethnic fault line.
Pledge 14: Ensuring engagement and employability for all in improving mental health and related services.
8. Ensure that the Mental Health Act can not over ride the principles of the Mental Capacity Act, Human Right Directives as well as Cultural Psychiatry. Thus, all platforms of ” sectioning” and perception formation should be run with integrity.
Pledge 15: understanding that emergency medicine, cultural competence and compliance with mental health care directive is a universal principle which is not only the basic tenant of Western Psychiatry is important.
9. The NHS workforce as per the NHS staff survey analysis prevail in presenteeism which can have an adverse impact on patients and their satisfaction.
Pledge 16: It is thus imperative to create protocols that are culturally competent so that presenteeism is reported and early retirement policy is in place. The workforce may report their illnesses in a time frame that is conducive to them and the factors that affect these culture, personality, include fear of stigma and losing reputation. The NHS and improvement agenda should be adaptable diversity