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The AIDS Commission (KPA) is an institution formed in 2013 that has the function of leading, managing and coordinating efforts to prevent and control the Human Immunodeficiency Virus (HIV)/Acquired Immunodeficiency Deficiency Syndrome (AIDS) which is chaired directly by the Mayor of Pekanbaru. This paper aims to understand, examine in-depth and explain how the Mayor's leadership is in the prevention and control of HIV/AIDS in Pekanbaru, including Regional Apparatus Organizations, Health Organizations and Non-Governmental Organizations. This study uses a qualitative method with informant withdrawal techniques through Stratified Sampling, converted to the Snow Ball technique. This study showed that the mayor leadership in preventing and overcoming AIDS was autocratic due to the policies were made in the form of mayor regulations. The decisions were made only from the Mayor, causing weaknesses including unclear policy objectives, budgeting, and ambiguity regarding oversight by the legislative institution (DPRD) of Pekanbaru. It has an impact on communication, resources, disposition and bureaucratic structures.

© 27th European Conference on Information Systems - Information Systems for a Sharing Society, ECIS 2019. All rights reserved. The smart city concept is used as tool by local and municipal governments to deliver benefits relating to people, government, economy, mobility, environment and living. By embedding technologies and the internet of things in the city's infrastructure, smart cities aim to generate insights that drive local improvements and accrue to a global level. The smart city is also viewed as a transformative lever for government. As cities move beyond smart city pilot showcasing projects, they face the challenge of embedding smart city initiatives in business-as-usual. Despite ambitious goals and high stakes, little is known about the work that leaders perform in undertaking this transformation. This study explored the leadership practice of smart city leaders in Denmark, Holland, USA, Australia and New Zealand. We focus on how leaders drive transformation from showcasing to becoming a sustainable smart city, and the challenges faced. As result we present a framework of six barriers to overcome and five enacted leadership roles to transform the city of today to a future sustainable smart city. We use institutional logics as a lens to discuss and explain the challenges faced by city leaders and their critical role as innovation agents and boundary spanners in smart city transformation.

The main issue that is raised is that of the essential behaviours that directly affect a leader's impact on other people. Being present, authentic and courageous is a means of training charisma, a way of developing leadership and a criterion that must be taken into consideration during the efficient process of recruitment and selection of the authentic leaders.

Women face multi –faceted challenges to participate in management position due to different factors. The purpose of this research is to investigate factors that affect participation of women in leadership position. . And for ward some possible suggestion for the challenges identified through this study. The study was descriptive in nature and survey solving method was used in data gathering. Data used in this research was mainly primary and secondary data as well, quantitative and qualitative types was incorporated. The data was collected by interviewing and conducting questionnaires. The study revealed that the current status of women participation was low in number in city administration and there are different factors that affect women's participation in leadership position. The factors which contribute for women's low participation in leadership positions were categorized under three main factors: societal, institutional (organizational) and individual factors. It was observed those women's career advancements are not affected by one factor alone but a combination of different factors. From these factors the research found that three factors (institutional socio culture and individual) have decisive contribution for low participation of women in leader ship position. According to the respondents, there are institutional (organizational), socio culture and individual factors that have major contribution to the low representation of women in the leadership positions of governmental organization respectively by proper implementation of women policies in the organization, equal treatment during assignment leadership position, providing training to build women's capacity and creating awareness to the society that women capable for leadership position the researcher recommends that women should be encouraged and supported in order to compete on leadership positions.

Abstract
This article bridges comparative constitutional law with research inspired by city leadership and the opportunities that technology brings to the urban environment. It looks first to some of the causes of rapid urbanization and finds them in the pitfalls of antidiscrimination law in federations and quasi-federations such as the United States and the European Union. Short of achieving antidiscrimination based on nationality, the EU has experimented with data privacy as an identity clause that could bring social cohesion the same way purportedly freedom of speech has done in the US. In the City however, diversity replaces antidiscrimination, making cities attractive to migrants across various walks of life. The consequence for federalism is the obvious decline of top-down or vertical, state-based federalism and the rise of legal urbanism whereby cities establish loose networks of cooperation between themselves. These types of arrangements are not yet a threat to the State or the EU but might become such if cities are increasingly isolated from the political process (e.g., at the EU level) and lack legal means to assert themselves in court. City diversity and openness to different cultures in turn invites a connection to new technologies since unlike antidiscrimination that is usually strictly examined on a case-by-case level, diversity can be more readily computed. Finally, the article focuses on NYC and London initiatives to suggest a futuristic vision of city networks that instead of using social credit score like in China, deploy data trusts to populate their urban environments, shape city identities and exchange ideas for urban development..

The development of science, technology, and arts, as well as the development and social changes of a community, is so rapid. Thus, the challenge of the future education is not easy. Education is a cultural strategy and is not merely a conscious effort. As an educational institution, High School (SMA) has a very strategic role to restore education to the spirit and identity of Indonesia. The principal has a very important role to play in his/her vision and mission, and the school's organizational culture is an essential component of success in his/her leadership. The organizational culture-based "among" system leadership model is considered appropriate to be implemented by the principal. Therefore, it is necessary to further observe the leadership model and value system that is the organizational culture in the school. In general, this study aimed to describe the organizational culture-based "among" system leadership model in five public and private multicultural high schools, and those which are religiously affiliated in the city of Yogyakarta. The five schools include SMA Negeri 3, Taman Madya Tamansiswa High School, SMA PIRI I (Islam), Christian BOPKRI I High School, and Catholic Marsudi Luhur High School, all of which are in Yogyakarta City. This study employed a qualitative approach with data from the natural background as the source of primary data. This study aims to know and simultaneously describe the leadership model of the organizational culture-based "among" system of the schools in Yogyakarta City. The study was designed as a multi-case study model. To be able to understand the meaning of such events and interactions, theoretical orientation and theoretical perspective with a phenomenological approach were employed. Based on the results of the documentary, observation, and interviews studies, this study shows differences between the five high schools although nuances to Indonesia is in fact still reflected in it. The differences can be interpreted as a diversity that is a reflection of the specificity and typicality of the schools concerned. Besides, it was found that the organizational culture was developed on the basis of local wisdom, nationalism, and Islamic faith. It is these factors that affect the leadership pattern of the principals in the schools. The fact shows that the leadership model implemented in the High Schools in Yogyakarta City dominantly refers to government regulation and or foundation one for the private schools; it also has a multicultural nuance based on the local or religious wisdom or a combination of both. It is implemented with the slogans of silih asih, asuh, and asah which are actually the essence of "among" system leadership model. Islamic schools need to go deeper into the wisdom of Rasulullah Muhammad S.A.W's leadership, known as prophetic leadership, to act as worship, to give priority to ministry, instead of asking to be served. The prominent Christian teaching is the spirit of loving that is based on service which needs a profound interpretation that love is giving rather than asking for services. Therefore, the organizational culture-based among system leadership model of the schools that refers to local, national, and religious wisdom is expected to produce an optimal and sustainable performance.

Current literature is replete with examples of how bureaucracy hinders organizational performance in rapidly changing social, economic, and political environments. The use of a parallel organization has emerged as one approach to transforming traditional bureaucratic structures into high performance work systems. This study examines a parallel organization created as part of a high performance organization (HPO) model in a mid-Atlantic city. The purpose of the parallel organization is to conduct the work of leadership, which consists of five functions: identifying customer needs and expectations; developing a shared vision and values; integration and stewardship; creating an environment conducive to learning, thinking, changing, and renewing; and enabling, empowering, and energizing employees. According to the HPO model, the parallel organization should lead to participative leadership in the hierarchy because in conducting the work of leadership, individuals at all levels of the organization are involved in processes which determine how work is performed. The purpose of this study is to determine the extent to which the work of leadership results in employee perceptions of participative leadership. The research hypothesis is that the work of leadership in the parallel organization results in employee perceptions of participative leadership. A survey of three comparison groups has been used to measure employee perceptions. Group A has had parallel leadership teams for two or more years. Group B has had parallel leadership teams for one year or less. Group C does not have parallel leadership teams. The purpose of the survey is to measure the impact of the work of leadership on employee perceptions of participative leadership. Purposeful sampling has been used in selecting departments for participation in this study. Non-leadership team members and leadership team members in each of the participating departments have been surveyed in order to examine differences in perceptions concerning the work of leadership. Surveys were administered to 990 employees in the mid-Atlantic city (nonleadership team members and leadership team members). There was a 79 percent response rate. The results of this study suggest that the work of leadership in the parallel organization has resulted in limited employee perceptions of participative leadership.