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A large number of factors have an impact on leadership effectiveness. One of the most commonly cited is the leadership potential of the leaders themselves. Leaders as individuals are defined in this manner by their inherited qualities and the personality-trait development they have either received or actually achieved themselves. Furthermore leadership (the conduct of leaders) is closely connected to leaders' motivation, values and work ethic, and the power and authority that leaders acquire or build. To determine the extent to which leadership effectiveness is related to personality-trait based leadership potential, the paper presents a proposed model of effective leadership in the public sector, which covers the formation of personal leadership potential and identifying leadership effectiveness. The paper presents a trial application of the model in Slovenia, which offers a realistic representation of leadership potential and leadership effectiveness, which are at a relatively low level due to past neglect of this field in Slovenian central government units.

Administrative Consultation Wiki (ACW) is a project run under the auspices of the Faculty of Administration and the Ministry of Public Administration in Slovenia since 2009. A crucial component thereof is the involvement of students of Master of Public Administration (MPA) degree programs to offer them an opportunity to develop competences in relation to problem-based learning. ACW has been established as a research project to resolve complex problems in real administrative procedures' practice. This article explores the results, hitherto missed opportunities and further challenges of MPA students' integration in ACW as a learning method for MPA graduates, based on the analysis of their expectations and achievements in 2013 and with special regard to the development of Tuning generic competences. According to the results of the study, the ACW project can be considered a role model in terms of both content and methodology, necessary for work in PA practice, learning and research.

Within the leadership process, the positive self-concept of a leader can have an impact on quality reciprocal relations with subordinates and on the conduct of the leader and the subordinates. The results of the research into the selfconcept of administrative unit leaders indicate that the most poorly expressed areas of self-concept were the social and physical self-concept, while the highest was the general self-concept. Since it is important for leaders to have well developed skills, especially social skills and skills for working with people, the result of the research into the social self-concept of leaders in central government bodies (administrative units) is an important indicator of leaders' concepts of their own social image. The paper focuses on the self-concept of administrative unit leaders and presents results of research carried out in that field.

Abstract
Background: The question of work-life balance (WLB) is an area where increasing attention is being paid nowadays. States, organisations and employees all have responsibility and a role to play in WLB. This article presents the important areas of the WLB by key players in this field. Purpose: The purpose of the research was to compare and analyse the differences between the actual situation and the expectations of employers and employees with regard to specific areas of WLB in Slovenia. Methodology: Data was gathered using the Computer Assisted Web Interview (CAWI) method. In the first part of the research project, employers across all sectors of the economy in Slovenia were questioned and in second part focussed on employees. In order to verify the areas in which employers and employees agree and those in which there are differences in perception, multidimensional scaling (MDS) was used. Results: The results of our research show that Slovenian organisations must pay more attention to flexible working time, the employees' ability to take time off to care for family members, time and stress management workshops and paid leave for parents on a child's first day of school. Conclusion: A significant role in WLB is played by organisations. The incorporation of WLB strategies into the strategic and financial planning of an organisation can, in fact, have positive business, economic and social effects. Employees have to express their expectations and needs, which is the only way that employers can be made aware of their problems and help with WLB. State responsibility is to encourage all social partners to shape the living environment in which employees' can achieve a good WLB with an emphasis on gender equality

Abstract
Background and Purpose: The main purpose behind the formation of leadership competency models must be the improvement of leadership. A competency model should serve as one of the tools for selecting the most suitable leaders, appraising their work, assessing training needs and preparing programmes of functional and formal education. The objective of this research is to assess the training needs of leaders in health care. A comparison of leadership competency models between different professional groups should serve as one of the tools with which to assess the training needs of various levels of leaders. Design/Methodology/Approach: A descriptive study using a survey design was conducted on 141 nurse leaders in Slovenia. Respondents indicated to what extent each of 95 different behaviours was characteristic of a person at their leadership level. Results: The most important competence dimensions (groups of behaviours) for leaders in health care are (1) at the first - top leadership level: strategic thinking, openness to change and responsibility; (2) for leaders at the second - middle leadership level: relations with co-workers, animation, resistance to stress; and (3) for leaders at the third leadership level: realisation skills, execution of procedures, communication. Training needs assessments were done for three leadership levels in nursing care. Conclusions: The greatest need for training of nurse leaders can be observed at the third leadership level. Special training programmes should be organised in the competency areas of realisation skills, execution of procedures, communication, education and ethics

The Management of Complaints in Slovene Public Administration
The Slovene public administration is part of the broader social system, therefore it must be responsive and proactive. The instrument of complaint in the administrative procedure, and wider in the context of the entire administrative management, is very helpful to public administration for tracking social changes and should therefore be seen as a form of constructive criticism. On the basis of user complaints regarding its services or the parties to the administrative procedure, the public administration must learn permanently and, as learning organisation, must incorporate its findings into future practice. The starting point of this contribution is the problems of the complaint in the narrow sense - customer dissatisfaction with the functioning of the public administration or arising from the fact that one of the characteristics of the administrative procedure or other services is the direct contact between the customer and the provider of the service. With this approach, the public administration will develop part of an integral system of quality and excellence that underlines the meaning of satisfaction of (all) the users of public services.