Dissertations / Theses: 'Cultural competence leadership'

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Slater, Lindsay J. "Towards Equitable and Inclusive Schools: Cultural Competence in Principals Leading Diverse Schools." Youngstown State University / OhioLINK, 2021. http://rave.ohiolink.edu/etdc/view?acc_num=ysu1619545764650716.

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Yap, Kristiina, and Hellen Song. "Leadership in a Cross-Cultural Context : A Qualitative Study of Cross-Cultural Leadership Competence in a Multinational Organization in China." Thesis, Stockholms universitet, Institutionen för pedagogik och didaktik, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-122480.

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The essay aims to generate deeper understanding of leadership competences in a multinational organization in China, i.e. what competences that are required for managing professionals in a cross-cultural context. Previous research within this field of study discuss this topic from the perspective of Western or Chinese expatriate managers, but the authors of this study regard that it is of interest to study Chinese employees in a Western organization in China in order to understand how the global Western culture interacts with the local Chinese culture. The research questions were thus formulated to study what competences that are required in a managerial position in a multinational organization in China according to different organizational actors and documents, and what differences there are in the meaning of the various descriptions. The study has been conducted with a qualitative approach and the results indicate that To Manage, To Have Expertise and To Communicate are the most important competences needed in the managerial role. The results also indicate that the different sources are very similar in the description of cross-cultural leadership competence, which can be understood as the influence of a strong organizational culture. Finally, one can see that the younger employees differ slightly in expectations of leadership, which can be understood as leadership not being formed only by national culture but also by generational culture. In other words, the results from the study show that the meaning of cross-cultural leadership competence in this specific context is not merely restricted to the necessity of understanding national culture when exercising leadership; it is also about generational differences in culture.

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Martínez, Arconada Elvira, and Andrea Soupeaux. "Leadership revisited through Cultural Intelligence : The development of a key competence in professional context." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-53158.

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During the last years, due to the globalization markets become more and more involved in an international level. Cultural diversity in the workplace is something common nowadays, it involves countless benefits for the companies and the other professional contexts. While simultaneously, it involves conflicts and misunderstandings therefore it is more and more required to get people able to deal with different cultures. The main purpose of our Thesis is to study the process through which an individual becomes able to deal and work with different cultures. In other words, we pretend to discover how someone can become culturally intelligent. This thesis has been conducted using the Grounded Theory method. By analyzing the data we have collected throughout eight interviews from different culturally intelligent people and the data we have obtained by reading literature, we came with the idea that the process for becoming culturally intelligent is composed by three elements: the first one is related with the individual, the second one is related with the interaction of the individual within a multicultural group and the third one is related with the benefits and disadvantages that emerged while someone is working with different cultures.

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Robinson, Lynda Marie Cesare. "Educational Leadership in the Age Of Diversity: A Case Study of Middle School Principals' Cultural Awareness and Influence in Relation to Teachers' Cultural Awareness and the Use of Culturally Responsive Curriculum and Pedagogy in Classrooms." Diss., The University of Arizona, 2010. http://hdl.handle.net/10150/194476.

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This embedded case study examined middle school principals' self-reported cultural awareness, teachers' self-reported cultural awareness, and principals' influence on cultural awareness in the school. In addition, the study focused on how principals influenced teachers' cultural awareness and implementation of multicultural education, and culturally responsive curriculum and pedagogy in classrooms.The conceptual framework for the study was based on theoretical perspectives of Banks' (1999) Eight Characteristics of the Multicultural School, Gay's (2003) Culturally Responsive Curriculum and Pedagogy, and Lindsey, Roberts, and CampbellJones' (2005) Cultural Competence Continuum. Two principals and 10 teachers from two schools volunteered to participate in the study. The methodology included the development and use of semi-structured principal and teacher interview instruments, a teacher classroom observation instrument, and an instrument for analysis of curriculum documents. Findings revealed variable levels of participants' cultural awareness and competence, pedagogical practices, and curriculum implementations. A triangulation of data sources from interviews, observations, and documents suggested that the two principals' leadership conveyed similarities and differences in influencing teachers' cultural awareness and supporting their implementation of culturally responsive curriculum and pedagogy within classrooms.

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Babb, Katie A. "Cultural Competency of District Leaders: The Influence on Campus Leaders." Thesis, University of North Texas, 2020. https://digital.library.unt.edu/ark:/67531/metadc1707256/.

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The purpose of this qualitative study was to determine the cultural competence of district leaders and their potential resulting influence on campus leaders in the face of a rapidly changing educational and community landscape. A secondary purpose was to ascertain district and school leaders' placement on the cultural proficiency continuum to gain a greater understanding of (a) the potential effect, if any, that district leaders' level of cultural competency had on the cultural competency of campus leaders, and (b) how the cultural competency level of both district and campus leaders influenced district policies, practices, and school climate. The analysis and interpretation of findings of this research study were based on a conceptual framework, informed by the six constructs of the cultural proficiency continuum as developed by R. Lindsey, Nuri-Robins, D. Lindsey and Terrell. Four district office leaders and three campus principals, from the same district, were selected as participants. The campus principals represented elementary, middle, and high schools. Data were gathered from semi-structured face-to-face interviews with each participant, three meeting observations, and document analysis. Findings revealed evidence of a strong relationship between district leaders' cultural competence, campus principals' cultural competence, and district policies and procedures. There was also a direct relationship between the district leaders' cultural competence levels and their direct reports' level of cultural competence. This study can afford school districts an opportunity to recognize the value and implications of culturally proficient leaders, as they serve all students.

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Dinnan, Paula Jo. "The Effects of a Short-Term Cultural Immersion Experience to Mexico on School Leaders." Digital Archive @ GSU, 2009. http://digitalarchive.gsu.edu/eps_diss/50.

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The U.S. Census bureau projects that by 2023, minorities will comprise more than half of all children. The population of school-aged Hispanic children is already the largest ethnic group, and the sheer number and rate of increase of these linguistically and culturally different students creates unfamiliar cultural challenges for school leaders. School districts are confronted with diversity-related issues and school leaders, who are predominantly white and middle class, are often ill-prepared to meet the challenges. Effective professional development aimed at preparing school leaders to better understand the social and academic needs of culturally diverse students is a topic receiving much attention in recent years. Studying the social, cultural, and political circumstances of diversity in its natural setting offers particular advantages that other methods cannot replicate. One suggestion is for school leaders to spend time in the local communities of their Hispanic students. Another option for learning about culture, albeit a more difficult and costly one to achieve, is to have school leaders visit the home country of their Hispanic students and immerse themselves in the local culture for a short period of time. A school district in Georgia decided to provide authentic culture learning for some of its school leaders through a short term cultural immersion experience. The purpose of this study was to examine the effects of an eight-day cultural immersion trip to Xalapa, Mexico on school leaders from the Mary County School District in Georgia. Because this short-term cultural immersion experience was aimed at increasing the cultural awareness of school leaders and improving relationships with Hispanic students and their families, the primary focus of this study is to explore the meanings attached to the experiences of administrators participating in the trip.

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Cabler, Kendra. "Exploring the impact of diversity training on the development and application of cultural competence skills in higher education professionals." VCU Scholars Compass, 2019. https://scholarscompass.vcu.edu/etd/5791.

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In recent years the terms diversity and inclusion have become major buzzwords across industries and fields of study. Within the field of education broadly, and higher education in particular, a shifting student demographic can be seen across the country. Issues of equity and inclusion have become central complexities for present day educational strategists, and organizations committed to cultivating a culture of inclusion must do so with intentionality. In the context of higher education, this often requires the intentional development of professionals within a particular college or university. There has been a great deal of research concerning the development of cultural competence in traditional aged college students, but far fewer studies address development in higher education professionals. This project seeks to fill that gap. This study explores how higher education professionals develop and demonstrate cultural competence in their professional roles. Through a mixed methods case-study approach (Jupp, 2006), the current study generally addresses how perceived levels of cultural competence in higher education professionals is shaped by participation in an extended diversity training program. Additionally, this study addressed implications for individual career trajectories as a result of program completion and implementation of new learning. In-depth interviews were conducted to explore how participants of an extended diversity training program at a large urban institution conceive of their development of cultural competence. The objective of the program was to prepare participants to facilitate diversity education workshops across campus for their peers. One-on-one interviews explored ways in which participants’ individual development and application of cultural competence skills fits into the context of Social Cognitive Career Theory (Creswell, 2007; Lent, Brown, & Hackett, 2002). Additionally, secondary data analysis was conducted to assess participants’ perceived levels of cultural competence throughout the training experience. Study findings indicate that participants anticipate lasting effects from the training experience. The training introduced and ignited a reconfiguration of what it means to engage and work in spaces where institutional and organizational commitments are aligned with personal commitments. Following training, all participants expressed deep commitment to intentionally and actively cultivating a sense of belonging and inclusion in the workplace through shared language, shifts in policy, and more thoughtful interpersonal interactions with colleagues and peers.

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Chiang, Lung-chiuan. "An Assessment of Diversity Competence among College Seniors: An Exploratory Study." ScholarWorks@UNO, 2013. http://scholarworks.uno.edu/td/1725.

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In our increasingly diverse global workforce, both employers and institutions of higher learning want to know if colleges and universities equip their students with adequate cultural competence skills. Reliable instruments to measure cultural competence levels for a general student body are not widely available, however. In this report, a self-developed 33-item instrument was designed to assess college seniors’ cultural competence levels, including sub-scales for cultural awareness and cultural knowledge. An expert panel was selected to establish content validity. A pilot study was conducted to improve the design of survey format. The Cronbach’s alpha was .770 according to the reliability test. Six hundred and twenty-one seniors from two 4-year, selective public universities participated in this initial study. Analysis revealed statistically significant differences in cultural competence levels among students of different academic fields and demographic backgrounds, according to the results of t-tests and ANOVA. The study found that the students of liberal arts field had a higher cultural competence level than those of professional/vocational field did. The data also noted that female students had higher competence scores than their counterparts did. Asian/Pacific Island students had a lower mean score on cultural competence than the students of both African American and Biracial/Multiracial did. Generalizing the findings of this study should be taken cautiously given that this research was limited to a sample of two public universities. Nevertheless, all findings indicated taking classes related to cultural diversity improve students’ cultural competence.

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Hendrix, Royond P. "Culturally Proficient Leadership: Teacher Perceptions of Elementary School Principals in Urban, Title I Schools." Thesis, University of North Texas, 2015. https://digital.library.unt.edu/ark:/67531/metadc822772/.

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This study examined elementary teachers’ perceptions of their principal’s level of cultural proficiency. Practices for Developing a Culturally Competent School Environment, a survey Camille Smith and adapted by Dr. Mack T. Hines, was completed from a sample size of 119 teachers. The survey contained 35 items, including six constructs: valuing diversity, assessing the culture, managing the dynamics of difference, institutionalizing cultural knowledge and resources, adapting to diversity and inclusiveness. Teachers rated their principal using a Likert scale which consisted of 1 = never uses, 2 = rarely uses, 3 = sometimes uses, 4 = frequently uses, and 5 = always uses. Teachers of various races, ages and years with their principal participated in this study. The study reveals that these variables do not make a statistically significant difference in the teachers’ perception of how proficient they are in valuing diversity, a assessing his/her own culture and institutionalizing cultural knowledge. This quantitative study reveals the variances of statistical significance of teacher demographics: age, gender, years served under current principal and accountability rating of the school. Cultural proficiency is important to the development and maintenance of the necessary relationships among students, teachers, principals and the school community.

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Russman, Tasha A. "Sociopolitical Control in Urban Kenya: The Sociopolitical Control Scale in Nairobi, Mombasa, and Kisumu." Scholarship @ Claremont, 2012. http://scholarship.claremont.edu/scripps_theses/33.

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There is popular belief among Kenyans that their government inappropriately distributes resources unequally between different regions in Kenya. A modified version of Zimmerman and Zahniser's (1991) Sociopolitical Control Scale (SPCS) tested for differences in perceived sociopolitical control (SPC) between residents of Kenya's three biggest cities, Nairobi (n = 49), Mombasa (n = 50), and Kisumu (n = 51). Hypotheses were based on expected levels of leadership competence (LC) and policy control (PC), two sub-scales that combine to create SPC. Contrary to the hypothesis, results indicated no significant differences in levels of SPC among the cities. Results could indicate a shared urban culture throughout these cities, or could be due to methodological issues. Suggestions for creating a Kenya-specific SPCS are outlined.

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Cartwright, Chris Taylor. "Assessing the Relationship Between Intercultural Competence and Leadership Styles: An Empirical Study of International Fulbright Students in the U.S." PDXScholar, 2012. https://pdxscholar.library.pdx.edu/open_access_etds/759.

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As U.S. higher education institutions strive to educate students to meet the needs of an increasingly complex world, there is great importance in studying the interplay between leadership and culture to enhance preparation of global-ready graduates. This inquiry examines the relationship between intercultural competence and leadership styles. The construct of intercultural competence focuses on effectiveness in engaging people across cultural differences, while the construct of leadership style or "connective leadership" focuses on the achieving styles employed to engage diverse followers. The Fulbright International Student Program offers an unparalleled opportunity to examine the dynamic interplay of intercultural and leadership development. More than 100 participants were surveyed using the Intercultural Effectiveness Scale and Achieving Styles Inventory psychometric instruments. Statistically significant correlations emerged between intercultural competence and connective leadership across four critical themes: individual development, the Fulbright Program, international education, and higher education. Overall, multiple leadership styles can be achieved through curiosity and continuous learning about cultural differences. Implications for individual learning and organizational development are discussed.

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Brown, Alquietta Lavayle. "Factors Relating to Underrepresentation of Black American Women in Health Care Administration." ScholarWorks, 2015. http://scholarworks.waldenu.edu/dissertations/1290.

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There is a low representation of Black American women (BAW) in health care senior leadership. With the high level of health problems found among the Black community, diversifying the executive leadership with BAW may be instrumental in increasing provider trust and reducing discriminatory action. Using critical race theory as the conceptual framework, this study examined the experiences, perceptions, and influential or deterrent factors inhibiting advancement of BAW in the health care field. Inquiry centered on factors related to lack of advancement, experiences at different stages of career progression, and strategies impacting career advancement. A qualitative research design using a transcendental phenomenological approach was the chosen method. Seven BAW who met the criteria for inclusion were selected by purposive sampling. Data were collected from semi-structured, audio-recorded, interviews using a newly created protocol. Data analysis included open coding; line-by-line data review; and the use of NVivo to search for frequencies of themes, coding, and text queries. Emergent themes were identified that provided comprehensive descriptions of the participants' experiences. According to study findings, perceived and experienced racial issues were apparent in hiring and work relations. Disparate practices were evident through a lack of inclusion in succession planning, being overlooked despite qualifications, and stereotyping. These findings may stimulate social change by helping those BAW aspiring for senior healthcare leadership to be more successful and by improving health outcomes for BAW through enhanced trust.

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Bunk, Aylin. "An Exploration of Effective Community College Instructors' Use of Culturally Competent Pedagogies." PDXScholar, 2017. https://pdxscholar.library.pdx.edu/open_access_etds/3481.

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Increasing diversity among community college students and the rising demand for a culturally competent workforce necessitate community college faculty across all disciplines to adjust their pedagogical choices to effectively serve diverse students while preparing all students for the new global era. The purpose of this narrative study was to explore what culturally competent pedagogies effective community college instructors use and reasons behind their choices. The study was conducted at a large community college in the Pacific Northwest. Data was collected through in-depth interviews with ten instructors teaching in different disciplines. In addition, the Intercultural Development Inventory (IDI) was used to measure participants' intercultural competency. The findings revealed that the participants were cognizant of the growing diversity in their classes and made a number of pedagogical choices to accommodate their students' needs. The findings also revealed that the participants' teaching in the Humanities and the Adult Basic Skills departments had more latitude in engaging diversity and choosing materials to fit the needs of their students compared to science and vocational field instructors.

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Wiser, Elizabeth A. "The New University President: Communicating a Vision, Cultural Competency, and Symbolic Cultural Forms." The Ohio State University, 2009. http://rave.ohiolink.edu/etdc/view?acc_num=osu1258905046.

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Graham-Johnson, Judith. "Incorporating equity dynamics in professional development| Building Educator Cultural and Professional Competency." Thesis, Fielding Graduate University, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3629593.

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Since the statement of then -Secretary of Education Paige on the "soft bigotry of low expectations," the necessity of holding "high expectations" appears to be generally accepted as an important factor in student achievement. Secretary Paige asserted that not all teachers hold high expectations of their students, yet the possibility of such thinking is not typically acknowledged among educators. Instead there appears to be a presumption that all teachers do hold high expectations for their students and there is no evidence that this assumption is ever questioned. The assumption that high expectations are universally held negates belief that expectations should be part of the professional conversations in which educators engage and precludes the topic from being included in the professional development programs in which school staffs are engaged.

My review of literature includes learning from the other social sciences on beliefs, cultural assumptions, and expectations. This dissertation examines the development of negative stereotypes and manifestations of those stereotypes in the educational experiences, past and present of African Americans, as representatives of those segments of the population who have historically been under-served by education.

The results of the survey conducted as part of this study indicate that expectations are rarely included in professional development programs. Additionally, the results demonstrate a lack of consistency among districts in approaching similar challenges. Finally, a model developed to increase the effectiveness of professional development is proposed.

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Hogan, Terry. "Global leadership and the development of intercultural competency in U.S. multinational corporations." Scholarly Commons, 2008. https://scholarlycommons.pacific.edu/uop_etds/709.

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This study addresses the challenges of developing the intercultural competency of global leaders within the context of the U.S. multinational corporation (U.S.M.C.). This research seeks to examine how organizations develop managers capable of leading in a pluralistic work environment and the implications of this kind of learning on the current assumptions held by intercultural academia and the business community. The research approach was interdisciplinary: combining adult learning theory (self-directed and transformational learning), international business communication and leadership, systems thinking, organizational development and learning, and intercultural theory. The following questions were addressed: How is cultural competence developed, supported, and integrated by the U.S. multinational organization? What challenges and obstacles do organizations face in effectively developing globally competent leaders? How can the intercultural academic community help to facilitate cultural competency development in the organizational context? The study found that, although global leadership competency is largely undefined in organizations, the mandate "to be global" is pervasive. In spite of this, culture in the organizational context and its impact on leadership development and performance are not widely understood in U.S.M.C.s. Yet, the study also found that most organizations do not have programs of any kind that promote intercultural competency development. Reasons for this discrepancy centered mostly on lack of awareness and support at the highest levels in organizations, business cost justification, and the lack of collaboration among (corporate) departments as well as between organizations and the intercultural academic community. Two data sets were used to complete this research. The first set included members of the corporate business units of Learning and Development.(L&D), Human Resources (HR), and Diversity. The second data set was comprised of interculturalists who hailed from the academic community, the business community, or both.

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Brown, Jill Marie. "Servant Leadership Towards Cultural Competency and Critical Thinking: A Mixed Methods Study in Zambia." Diss., NSUWorks, 2019. https://nsuworks.nova.edu/hpd_ot_student_dissertations/65.

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There is a paucity of occupational therapy literature related to the professional development process that occurs when students participate in immersive, international servant leadership experiences in developing countries. A scarcity of literature exists on how such culturally rich experiences can influence the development of the participating students’ dispositional critical thinking and cultural competency skill sets. This mixed methods study depicts how a 3-week servant leadership experience in Zambia, Africa, measured the acquisition of dispositional critical thinking and cultural competency skill sets in novice to experienced occupational therapy students. Moreover, this study infuses a constructivist grounded theory approach to uncover a holistic understanding of the professional development process that occurred for the participating students over a 3-week immersion experience in Zambia. This study highlights how a hands-on servant leadership experience in Zambia contributed to the acquisition of professional development and problem-solving skills and cultural responsiveness for students who were trained in westernized health care practices. The participants demonstrated statistically significant increases in their critical thinking skills with medium effect sizes in truth-seeking, inquisitiveness, analyticity, systematicity, confidence, and maturity of judgment. In addition, the participants demonstrated statistically significant increases in cultural competency skills with medium to very large effect sizes in cultural awareness, cultural knowledge, cultural skills, cultural encounters, and cultural desires. The qualitative strand of the study revealed the professional growth of the students during the experience through the themes that emerged: “resilient occupational therapy lens” and “empowered occupational therapy students.” Furthermore, this mixed methods study provides a Servant Leadership Professional Development Model to illustrate the transformational professional development process that students underwent that is supported by the mixed methods data findings.

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Newlon, Kelly Ann. "Cultural Competency of Short-Term Education Abroad Student Participants." The Ohio State University, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=osu1555429050879666.

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Leisey, Robert. "Globally competent leadership : comparison between U.S. American and mainland Chinese conceptualization of effective leadership." Scholarly Commons, 2010. https://scholarlycommons.pacific.edu/uop_etds/760.

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This project was conducted with the objective of measuring differences between U.S. American and Chinese preferences for specific leadership characteristics and behaviors. An online survey was administered to U.S. American and Chinese nationals working in U.S.-based multinational corporations (MNCs). Respondents were asked to indicate the extent to which they considered 112 characteristics or behaviors to contribute to or inhibit effective leadership. The data were statistically analyzed to measure variances in how the two samples responded to each item, and to provide insight into what characteristics or behaviors contribute to or inhibit effective leadership in China and in the U.S. The research findings were compared with cross-cultural/intercultural leadership literature, in particular the global leadership and organizational behavior effectiveness project (GLOBE). Several of the findings of this study are similar to those previous research projects conducted on U.S. and Chinese people. Specifically, charismatic and team oriented leadership, which previous research suggests are universal facilitators of effective leadership, were found to facilitate effective leadership. Additionally, many of the individual leader attributes found to facilitate effective leadership in the U.S and China respectively, were also reported to do so in this study. However, the findings also suggest that Chinese orientation towards uncertainty may be weakening, whereas the U.S. data provide a moderate level of support that suggests that the U.S. orientation along the in-group collectivism dimension is strengthening. Unfortunately, due to an unexpectedly small sample size, the findings of this project are limited in their utility. This project did, however, provide invaluable insight into the process of leadership research in China that will inform the design and further define the scope of the second phase of the research.

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Van, Genderen Eric. "An investigation into the relationship between the leadership competencies, emotional intelligence, and leadership styles of Russian managers working for MNCs." Thesis, Brunel University, 2008. http://bura.brunel.ac.uk/handle/2438/5835.

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The need for greater understanding of international leadership models has escalated in tandem with the globalization of trade and commerce. This dissertation presents the comparative-cultural study undertaken to address these two critical issues; employing the Russian Federation as the cultural context for the investigation. Cross-cultural research highlights a deficit of up-to-date comparative data on Russian organizational leadership, whilst practitioners articulate the demand for Russia-appropriate leadership development expertise. Increasingly, scholars advocate the application of integrated theories for assessing organizational leadership; contributing to several scholars updating trait theory into competency terms (including emotional competencies). Recent studies in the UK have established linkages amongst the competencies required for effective leadership, executives' emotional competencies, and the demonstrated leadership styles of managers. This research extends these UK findings, investigating the possible relationship between the leadership competencies, Emotional Intelligence (EI), and leadership styles of Russian managers working within domestic and foreign MNCs. The researcher employed the Leadership Dimensions Questionnaire (LDQ) as the standardized measurement instrument for conducting this "etic" (comparative) study. The LDQ assesses managers based on 15 dimensions, representing cognitive (IQ), Emotional Intelligence (EQ), and managerial competencies (MQ); generating a leadership style "profile" based on the respondent's scores. A combination of online and paper-based self-report versions of the LDQ (recently validated and utilized in several key UK studies) facilitated the data collection from the participating Russian managers (n = 152), over a 12- month period. Major findings of this research include: the identification of a clear leadership style preference by the Russian manager-sample ("participative"); statistically significant differences between the Russian and UK samples - on 14 of the 15 dimensions; distinctive differences in the competencies required for senior versus junior managers; "communication" was predictive of Russian leader performance, whilst follower commitment was predicted by leaders' levels of "sensitivity" and "communication". Contributions of this research to theory include: the identification of an up-to-date leadership profile of Russian managers, in competency terms, which can be compared with other cultures; a comparative cultural assessment of Russian managers' based on EI; a comparison of Russian managers at different levels of large companies, with special attention to their similarities and differences. Implications of this research for practitioners include: the ability for organizations operating in Russia to identify/develop leaders based on their personal leadership profiles (executive training and development), as assessed by the LDQ; the potential for identifying and fostering competencies required of managers at higher levels within the organization (promotion; as roles and responsibilities differ at various levels within an organization); the opportunity for matching appropriate leadership styles to conform with organizational strategies and the surrounding business environment (strategic leadership style/context fit).

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Wang, Lake. "An exploratory study of global leaders' and Chinese managers' leadership constructs in multinational corporations in China." Thesis, Cranfield University, 2012. http://dspace.lib.cranfield.ac.uk/handle/1826/7570.

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This research explores the leadership constructs of global leaders and Chinese managers in multi-national corporations (MNCs) in order to understand whether their constructs are misaligned, and if so, in what ways. To address these questions, data was gathered via repertory grid test interviews with 31 global leaders and 59 Chinese managers in six MNCs’ China organizations. Analysis subsequently revealed that global leaders rely upon twelve key constructs to define global leadership capability and potential. These are: creative, drive to improve, communication skill, collaborative style, charisma, professional knowledge and experience, visionary, cross culture, flexibility, confidence, team development and emotional intelligence. Crucially however, half of the global leaders’ key constructs were not identified as important to Chinese managers; furthermore, most of the missing constructs resonate with charismatic and transformational leadership characteristics, indicating a gap between the two groups’ leadership concepts. Subsequently, both groups of leaders’ leadership constructs were compared with their respective companies’ Leadership Competency Frameworks. The results again revealed gaps, suggesting reliance upon headquarter-developed leadership frameworks to communicate leadership expectations and develop local leaders is either deficient, or inappropriate. The global leaders and Chinese managers’ perspectives on Chinese managers’ career barriers were also explored, with the evidence indicating that perceptions of both groups are influenced by their own cultural assumptions. As the global leaders’ perspectives aligned with their own leadership constructs but Chinese managers were not aware of the importance of those constructs, it seems to support the contention that a bias may exist when global leaders evaluate Chinese managers’ leadership capability and potential.

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Glover, Veronica. "A study of the influence of leadership competencies on a school culture organization." Thesis, Pepperdine University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3684216.

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The purpose of this quantitative study was to examine teachers' perceptions of an association between principal leadership and their leadership competencies on a schools' culture. This paper explored teachers' perceptions of principal leadership and the health of the school culture. In a Southern California school district 835 teachers were e-mailed 2 surveys for a quantitative study, 68 participants completed the surveys. The first survey focused on teachers' perceptions of principal leadership competencies, which were identified in the literature. The other survey from Dr. Christopher Wagner (2006) focused on the health of the school culture. The survey included 4 teacher demographic variables: years of experience, gender, years at current school, and age. This study found a significant connection between teachers' perceptions of principal leadership and school culture using a Pearson correlation test. This study adds to the existing body of knowledge for education, and this paper focuses on teachers' perceptions of principal leadership.

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Marston, Erin. "TEACHER CULTURAL COMPETENCY AND THE EFFECT ON SLAVIC STUDENT PERFORMANCE." Scholarly Commons, 2021. https://scholarlycommons.pacific.edu/uop_etds/3758.

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Student demographic data in today’s elementary and secondary schools have shown an increase in the numbers of diverse students in classrooms across the United States. This change in classroom demographics has established the need for changes to both the classroom educational environment and the preparation of our teachers. Research supports a few documented ways teachers can support both their student experiences and academic performance. Culturally competent teachers, cultural humility, and culturally relevant pedagogy are a few of the ways educators can adapt to the change in student demographics. Linking the literature to these findings will help provide an overview of several factors associated with teacher cultural competency and student academic performance. Included in the research are classroom demographics, cultural bias, teacher education and experience, relational capacity, and culturally relevant pedagogy. The research suggests that the more teachers are aware of their own bias through culturally competent teacher education, the more successful teachers are at reaching diverse students in the classroom. The goal is to provide information on the importance of teacher cultural competency and how it relates to student success. This action research, case study analyzed the relationship between teachers’ cultural competency and their students’ academic performance through a post-positive research study. Data were collected from various resources: classroom observations; teacher, parent, and student focus groups; academic data; and observations of classroom instruction. This study was a 9-week, two-intervention cycle of action research. The purpose of this action research, case study was to gain insight into teacher, student, and parent experiences and perceptions of classrooms where teachers were of Slavic descent and classrooms where teachers were of non-Slavic descent. This action research, case study aimed to answer multiple research questions to investigate why there were discrepancies between classrooms led by Slavic and non-Slavic teachers with regard to the classroom pedagogy and the academic success of Slavic students. Past research has supported a wide array of culturally responsive teaching techniques for a variety of ethnic and linguistic subgroups. The past research did not specifically look at, or study, the Slavic cultural needs in the classroom. This action research, case study specifically looked at the Slavic cultural needs at one particular school. This is the first study to provide information on the importance of culturally responsive teaching for the Slavic community and how teacher cultural humility with Slavic students can potentially improve perceptions, experiences, and academic success. This study can help fill the gap and potentially lead to further inquiry into Slavic cultural humility.

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McKenzie-Sherrod, Marsha. "Structured self-reflection in cultural competency programming for pre-health care professionals| An evaluation of curriculum effectiveness." Thesis, Union Institute and University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10294528.

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In the United States, the patient population has substantially grown more ethnically diverse. Many of these patients present with ailments, such as heart disease, diabetes, and stroke, at a higher rate than their Anglo-European counterparts. Subsequent research has established a link between the health disparities of ethnically diverse communities and the lack of culturally competent physicians. Further investigation reveals cultural competency curriculum that omits the course element of self-reflection was less effective in achieving program objectives than those that provide an opportunity to explore one's own cultural background. This study proposes cultural competence curricula that include a structured self-reflective element, or opportunities to revisit past behaviors of one's self within the context of ethnic and cultural diversity, will assist undergraduate healthcare students develop their cultural skill through awareness of their own cultural values, biases, assumptions and belief systems, and how these aspects direct subsequent patient interactions. Pre- and post-course surveys and questionnaires were used to obtain data from 45 undergraduate respondents for this mixed methods study.

The results of this study, as analyzed by the Mann-Whitney U test, were unable to definitively prove that there is a statistically significant difference in the level of cultural competence between those who participate in training that includes a structured self-reflective component and those who do not. However, this research shows there is an observable movement away from 0 on the z-distribution curve, which is closer to the critical threshold, and an increase in the median IDI v3 scores on the cultural competence continuum by participants who enroll in an interpersonal communication course where structured self-reflective activities or opportunities to examine concepts of self are imbedded within the curriculum. Therefore, this study concludes the integration of structured self-reflective activities into intercultural curricula improve cultural competence acquisition. This improved cultural competence can be applied in the delivery of health care to ethnically diverse patient populations. Further investigation about the influences of power and privilege on personal identity, and the effects of time on cultural competence acquisition, will add to the breadth and depth of self-reflection, health care, and leadership studies.

Key words: structured self-reflection, health disparities, health care, leadership, leadership development, ethical leadership, relational leadership, authentic leadership, culture, cultural competence, pre-health care curriculum, education, social justice

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Sandén, Martina, and Karin Mattsson. "Managing cultural heterogeneity : A case study of global leadership competencies in Swedish subsidiaries in Thailand." Thesis, Linköpings universitet, Företagsekonomi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-129700.

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Background: Subsidiaries to multinational enterprises encounter pressure to fit the national cultural context as well as to keep consistent with the global corporation. For a Swedish multinational enterprise to be able to seize business opportunities in Thailand, an important aspect to take into consideration is the difference in national culture. It is the responsibility of the leader in the Swedish subsidiary in Thailand to manage the multinational enterprise corporate culture while also taking into account the Thai national culture. Global leadership competencies can enable this, although there is a lack of a unified framework of global leadership competencies. Aim: The aim of this study is to gain a deeper understanding as to which global leadership competencies leaders in subsidiaries to Swedish multinational enterprises in Thailand should possess in order to manage the Swedish corporate culture while taking Thai national culture into account. Methodology: The study has applied a qualitative research strategy and an abductive research approach. The data has been obtained from eight semi-structured interviews with four Swedish companies present in Thailand. Conclusion: Through a deeper understanding of global leadership competencies, this study concludes and provides evidence of six global leadership competencies that are of extra importance for leaders in Swedish subsidiaries in Thailand when managing the Swedish corporate culture and taking the Thai national culture into account.

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Funani, Simphiwe Vincent. "Organisational culture and leadership competencies in ABSA Business Bank: Enterprise Business, Gauteng." Thesis, Rhodes University, 2014. http://hdl.handle.net/10962/d1011286.

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From Integrative summary: This document consists of three sections namely, an evaluation report (section 1), literature review (section 2), and research methodology (section 3). The evaluation report sets out the terms of reference for the research as well as identifying the objectives of the research. It also contains a summary of the literature review section, as well as a research methodology section summary. The literature review section contains a detailed review of the literature used in this study. This section sets out by reviewing existing literature on the topic of leadership, discussing the key elements of organisational culture and includes a short discussion on the typologies of culture. The Competing Values Framework as an organisational culture typology is discussed in greater detail, since it forms the foundation upon which the measurement and data collection tools for this research are founded. The research methodology section explains the research methodology and design employed in this study. This section also addresses some of the ethical considerations for this research, as well as how the researcher addressed them. There is also a brief discussion on the limitations of the research and the application of the results. This research focused on a business unit within Absa Business Bank, named Enterprise Business Gauteng Region, with the aim of investigating the “current organisational culture” in the business unit and the leadership competencies profile of its 11 Sales Managers. This was to provide the basis and departure point for the strategic organisational culture change that the new business unit head would have wanted to effect as the business has a history of non-performance, which the new business unit head aims to change. In order to diagnose the “current organisational culture” type, an organisational culture measurement tool based on the Competing Values Framework was used. The Competing Values Framework is a four-category organisational culture typology developed by Cameron and Quinn. The framework is based on two dimensions, how stable or flexible the organisation is, and how externally or internally focused it is. This framework was also employed to establish the leadership competencies profile of Sales Managers, as observed and experienced by the frontline staff, as well as the “desired organisational culture”, as intended by the new business unit head. Through hypotheses testing, the research revealed a statistically significant difference in perceptions of culture between males and females in the business unit. The perceptions of the female frontline staff about the “current” business unit culture indicated that they find it not to be empowering and less allowing for individuality and risk taking when compared to the male staff. The research also concluded that there is no statistically significant difference between leadership competencies associated with the four categories of the Competing Values Framework in the business unit. Comparisons between the “current” and the “desired” organisational culture revealed a misalignment. The main recommendations to the new business unit head were to get the leadership competencies of the Sales Managers aligned with the “desired organisational culture” state, and drive a purposive organisational culture change effort. To support this culture change, the espoused values of the business unit would need to be aligned to the desired culture state. To address the differences in perceptions of culture between males and females the business unit head would need to be mindful of the greater need to empower women either in their current roles, or by way of promotions to senior roles.

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Coleman, Jennifer C. "A Study of a Professional Development Initiative to Increase Cultural Competency." VCU Scholars Compass, 2014. http://scholarscompass.vcu.edu/etd/3603.

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Abstract A STUDY OF A PROFESSIONAL DEVELOPMENT INITIATIVE TO INCREASE CULTURAL COMPETENCY By Jennifer Crowe Coleman, Ph.D. A dissertation submitted in partial fulfillment of the requirements for the degree of Doctor of Philosophy at Virginia Commonwealth University. Virginia Commonwealth University, 2014 Major Director: Charol Shakeshaft, Ph.D. Professor, Department of Educational Leadership School of Education While there are broad, societal forces that contribute to achievement gaps, the professional development of teachers is one way educational leaders have sought to improve schools, improve teacher performance, and increase teacher knowledge and skills. Given the achievement and cultural gaps that exist between teachers and students, professional development that targets the development of teacher cultural competence in an effort to reach all students is necessary. The purpose of this study is to describe the implementation of a cultural competency professional development program across 62 schools in a large, suburban school district in central Virginia, comparing and contrasting implementation activities and outcomes over the 2-year period of its implementation with the initial expectations for the professional development initiative. This quantitative, nonexperimental study was carried out in two phases. The purpose of Phase 1 was a content analysis of the professional development plans of each of the district’s schools. Phase 2 consisted of a multiple choice, electronic survey of those who were trainers of the cultural competency professional development initiative in order to examine the implementation of the cultural competency professional development program and the relationship between the intended goal and the actual outcomes of the initiative. The survey was also used to collect demographic data, such as race and years of experience in education, in order to determine what, if any, impact these factors may have had on the implementation of the professional development initiative. Descriptive and inferential statistics were used to generalize the results to the population the sample represents. As this initiative was not designed to provide the training necessary to expect changes in classroom practice, this survey and its analysis focused on the trainers’ perspectives on the implementation of the professional development initiative. The results of this research were offered to frame a discussion around the fidelity of implementation; the factors that affected implementation; the relationship between the intended goals of the initiative and the actual outcomes of the initiative; and suggested next steps for the district as it moved toward a goal of a more culturally proficient workforce.

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Resendez, Misty D. "An examination of leaders' intercultural competence and employees' perceived organizational culture in substance abuse facilities." Thesis, Indiana Wesleyan University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3685132.

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As we continue to work towards a better understanding of intercultural competence, leaders must identify areas where they can facilitate change in themselves and in the organizations they lead. This quantitative study incorporates the Intercultural Development Inventory (IDI) to measure orientations towards cultural differences of leaders in substance abuse treatment facilities. This study also incorporates the Organizational Culture Inventory (OCI) to measure how the followers' perceive the organizational culture. Data was analyzed using statistical software program (SPSS) and statistical correlations and multivariate analysis of variance were computed. This study is unique in that it breaks new ground in the measurement of the level of intercultural competence of leaders in substance abuse treatment facilities and how their followers' perceive the organizational culture according to the OCI scores.

Results revealed a statistical significance with leaders that scored in the denial orientation of the IDI and their followers that scored the organizational culture as passive/defensive on the OCI. This study points to recommendations for change, from a developmental training perspective and to encourage leaders to become aware of their intercultural competence orientation. Use of the IDI, OCI and interventions to assist in finding ways to increase awareness will strengthen leaders and organizations.

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Gondongwe, Sharon. "The leadership competencies subordinates value : an exploratory study across gender and national culture." Thesis, Rhodes University, 2014. http://hdl.handle.net/10962/d1015673.

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The effectiveness of leadership is largely dependent on whether the leadership competencies exhibited by leaders are congruent with the value system endorsed by subordinates. One of the ways in which leaders can influence subordinates is by understanding the leadership competencies valued by subordinates. Gender and national culture are two of the many factors that have an influence on the leadership competencies valued by subordinates. A large amount of research has been conducted to determine if, indeed, gender and national culture influence the leadership competencies subordinates' value. However, most of this research has been conducted in Europe and North America, places in which national cultures differ significantly from those prevailing in African countries. This study, from a South African and Zimbabwean perspective, attempted to ascertain if gender and national culture influence the leadership competencies they value in their leaders. Existing studies have indicated that gender and national culture do not influence the leadership competencies valued in a leader. The findings of this study are in accordance with previous research and agree that gender and national culture do not influence the leadership competencies valued in a leader. The results of this study indicated that male and female subordinates value similar leadership competencies. With respect to national culture, both South African and Zimbabwean subordinates value similar leadership competencies. Based on the findings of this study, regardless of gender and national culture, all subordinates value a leader who is loyal, visionary, openly embodies integrity, and is a leader who empowers subordinates.

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Colville, Kathryn Adeline. "The role of trust in an effective school culture." The University of Waikato, 2007. http://hdl.handle.net/10289/2405.

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Much work and research has been carried out on effective school cultures, accountability and relationships. Underlying all that happens in schools, is the notion of trust. But what do we understand about trust? Is the definition of trust consistent amongst everyone? How is trust defined? Is trust a valued or even an identified component of successful leadership? Does trust underpin all that we do and what, if any, are the commonalities of trust? Central to this thesis is the notion that trust and trusting relationships play a pivotal role in the culture of a school and that without trust a school ceases to be as effective as it has the potential to be. The purpose of this study was to consider existing research and information and to attempt to establish a definition of trust, while identifying the place that trust is perceived to have in an effective school culture. While seeking to establish a baseline understanding of trust and peoples' perceptions of trust, it was also the purpose of this study to examine the dichotomy of trust and accountability. This looked at the challenge of building and maintaining trust while meeting individual and school accountability tasks. Consideration was also given to high-trust/low-trust situations and to whether they are actually the same situation, just seen through different eyes. The literature review examined what an effective school culture might look like and how trust impacts on this culture and, ultimately, on student learning. The literature review also defined trust and the skills, actions or emotions which contribute to trust and for whom these aspects of trust are a reality. The understanding that trust in the school situation is based on having common values and goals was evident in the literature. Trust was defined as being critical in the role of leadership and it is inherent in the way that principals act and lead and that it impacts greatly on the effectiveness of the relationships within a school and on student learning. Eight principals from a range of school sizes, with a gender balance of participants, took part in this research. All were involved in separate, semi-structured interviews, which provided the data for grounded theory analysis. Three distinct findings emerged from this process. These were the notion of what it means to be trustworthy, the role of the principal in extending trust and the dichotomy of trust. The results of this qualitative study suggested that the modelling of trust through daily actions and the empowering of staff were found to be important aspects in developing and maintaining trust within schools as was the competence, experience and knowledge of the principal. Walking the talk and valuing staff as individuals as well as professional members of the school organisation, were critical aspects to effective leadership. Prior experiences in which low trust was evident, informed the practice of these principals to develop philosophies of high trust. Within the final chapter in the Recommendations for Further Study which could add to current research by considering in more depth, specific relationships involving high trust. Six recommendations for further study were discussed in this final section. This study concludes that trust is significant in effective school cultures. It is a fragile emotion and action that can quickly be undermined and decimated and conversely, needs to be actively worked on to be maintained and developed to a high trust model. Being aware of and considering trust will assist principals and their colleagues to enhance effective school cultures, which will impact positively on student learning outcomes.

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Dellabough, Kassia. "How Does an Arts and Culture Class That Qualifies as an Undergraduate Multicultural General Education Course Facilitate Greater Self-awareness?" Thesis, University of Oregon, 2011. http://hdl.handle.net/1794/12096.

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xiv, 168 p. : ill. (some col.)
The call for multicultural awareness is a somewhat recent phenomenon. Institutions of higher education in the United States have developed multicultural general education courses to address rapidly changing demographics, and growing globalization trends in the U.S. Essential outcomes include developing culturally competent citizens. Key questions revolve around how institutions have implemented multicultural courses and whether the approaches actually impact student cultural awareness, or increase cultural competency. There is little evidence that shows a relationship between participating in these undergraduate courses and a greater capacity to engage across cultural differences. One of the cornerstones of cultural competency is the capacity to understand one's own cultural context. Some multicultural education programs implement self-reflective processes to develop increased levels of self-awareness as a foundation for the development of diversity knowledge and cultural competency. This study investigates an approach utilizing arts engagement to foster greater self-awareness as a potential stage in the development of cultural competency.
Committee in charge: Kathleen Scalise， Chair； Paul Yovanoff， Member； Linda M. Forrest， Member； Karen Sprague， Outside Member

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Alajmi, Nasser, and Malika Kalitay. "Leadership Development in International Student Organization : Case Study on Erasmus Student Organization (Sweden)." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-84919.

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The research on the topic of leadership has long been the area of interest for scholars for many decades. Despite the extensive amount of literature available there is still a gap when it comes to research about the role of student organization in the leadership development of an individual. This thesis project, therefore, is designed in order to gain deeper understanding of the potential effect of a student organization on the leadership development of a student who took leadership position within student organization. This ambition was accomplished through qualitative research with semi-structured interviews conducted in a case study of Erasmus Student Network. The results of the research have revealed certain link between the leadership development and person’s participation in the activities of student organization. Additionally, cultural aspect has been identified as the important factor of the organization. As the result of our findings, we may conclude that there is a positive correlation between student organizations providing a good opportunity for students to test their leadership abilities in a safe environment, while it was not possible to identify the extent of that impact on the leadership development of an individual. We believe that our research may add value to the theoretical knowledge on the leadership topic in the context of student life while giving an opportunity for the reader to use the findings of this study as a practical information and guidelines for potential of student organization to have an impact on the future of an individual.

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Chen, Yan, and Phetrada Eadthongsai. "Global leadership in Emerging Countries : Focusin on China." Thesis, Linnéuniversitetet, Ekonomihögskolan, ELNU, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-12669.

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The emerging countries attract more worldwide attention thanks to their strong upward economic growth nowadays. Especially with the progress of globalization, well-managed companies in emerging economies begin to win chances of international exposure on the global business stage. However, there are not so many familiar names turning up when we mention global leaders from China. This paradox inspires our curiosity and passion to explore the answer of this issue. Thus, this thesis aims to probe this phenomenon and draw lessons from this situation for future improvements. It both benefits the present business leaders in booming Chinese companies, and high potential talents who will compete globally now or in the near future. This research is conducted under guidelines of qualitative methodology; with interviews, questionnaire and a case study to understand the phenomenon. Based on our research, with frequent reflection incorporating our empirical data, the conclusive result is as follows: a) Chinese business executives are actually well competent managers in terms of business performance. b) An open-minded global mindset and vision emphasizing on core organization value are imperative to be an effective global leader. c) The whole of society’s welfare can be reliant and dependent on recognition of its global leaders.

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Tremel, Karen M. "Creating an Instrument to Measure and Develop Global Leadership Competencies and Cognition." Thesis, University of the Pacific, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10117040.

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Given economic and societal shifts towards globalization, the need to develop effective global leaders is well documented. This thesis explored the development of a prototype instrument for use in global leadership classes or training to assess and/or develop the competencies and decision-making abilities associated with effective global leadership. The format of the instrument was a hybrid of situational judgment tests (SJTs) and culture assimilators and its content was drawn from a real life critical incident as recounted by an expert global leader during an interview using cognitive task analysis techniques. The interview was part of qualitative research that investigated expert cognition displayed by exceptional global leaders.

The thesis included a literature review of global leadership research to identify the general competencies, intercultural competencies, and cognitive proficiency of effective global leaders that would serve as a foundation for the domains to be assessed and developed. SJTs and culture assimilators were discussed as format examples for constructing the instrument. The process of creating and refining the tool was then reviewed, which included developing the questions and answers, conducting pre-tests, gathering feedback from subject matter experts, and conducting a content analysis to ensure global leadership and intercultural competencies were addressed. Data collected during the course of development were presented and discussed.

Step-by-step instructions (that included potential improvements to the process experimented with to date) were included to guide others in future development. An abridged sample of the instrument was provided.

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Slater, Michelle McHugh. "National Inquiry of Clinical Nurse Leadership in the Operating Room." Case Western Reserve University Doctor of Nursing Practice / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=casednp1476639876263273.

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Axäll, Jenny. "KOMMUNIKATIVT LEDARSKAP ett ledarskap för moderna organisationer : Kvalitativ studie med ansats att definiera begreppet." Thesis, Uppsala University, Media and Communication, 2004. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-130894.

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AbstractTitle: Communicative leadership – a leadership for modern organizationsQualitative research attempting to define the concept.(Kommunikativt ledarskap – ett ledarskap för moderna organisationerKvalitativ studie med ansats att definiera begreppet.)Author: Jenny AxällAim: The aim of this essay is to try to find the essence of and a definition of the communicative leadership. Questions asked are: How can communicative leadership be described? How can it be practiced? What does it demand of those who practice it? What organizational conditions are required? And what results and performances can this leadership lead to?Method: Qualitative explorative research method. The study contains an academic lit-erature review of the science of leadership and communication in general and the more specific communicative leadership. It also includes two personal in-terviews. After analysing the interviews, the result is compared with the litera-ture and discussed in the last chapter. The essay concludes with a definition of communicative leadership.Main results: The following definition of communicative leadership was formulated after concluding the study: In communicative leadership communication is used as the main means of control in order to create joint action and thereby excellent company results. The leadership is based on a conscious and open communication that leads to understanding and participation among employees, as well as to sound and thoroughly founded decisions and well-informed business development. The leadership is constantly practised in formal and informal conversation and dialogue situations where true exchange of opinions and sense making is de-sired. For the communicative leader the employees are the most valuable re-sources in the organization. He or she assumes that employees want to suc-ceed, and will do so, if the right conditions are in place. The communicative leader wants to lead and inspire, emanates joy and comfort, and receives as manager the trust of being a leader.Number of pages: 63Course: Media and Communications Studies DUniversity: Division of Media and Communication, Department of Information Science, Uppsala UniversityDate of submission: 2005-01-17, autumn term of 2004Tutor: Professor Lowe HedmanKeywords: Communicative leadership, communicative competence, communicative fol-lowership, communicative processes, decentralized organizations, leadership, organizational culture, internal communication, definition of leadership.

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Hayward, Ian C. "Evaluation of a leadership development programme : developing a 'fit for purpose' model to evaluate a leadership development programme at the individual, departmental and organisational levels within the BBC." Doctoral thesis, University of Bradford, 2009. http://hdl.handle.net/10454/4284.

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The research was aimed at addressing the challenge of evaluating a large scale change intervention in a large organisation and in a complex environment. Finding robust, meaningful yet realistic methodologies from among the array of possible approaches, methods and techniques has proved problematic, for both organisational practitioners and academics alike. The research explored this issue of choice from the perspective of ¿fit for purpose¿ and suggests a multi-faceted approach, using a range of evaluation methods and techniques, which were applied to an ongoing example at the BBC. It was also planned to use structural equation modelling (SEM) techniques to examine the relationships between variables critical to the study. The approach described represents a ¿pilot¿ evaluation exercise, which drew on data collected from early cohorts going through the BBC Leadership Programme, a key element of the ¿Making it Happen¿ change strategy initiated by the then Director General, Mr. Greg Dyke. As a second level of research, an evaluation of the primary evaluation itself, i.e. of the BBC Leadership Programme, was also undertaken to assess the effectiveness of the primary evaluation strategy and its implementation. Three hypotheses were examined in terms of programme impact: It was proposed that participation in the programme would bring about collective improvements in individual leadership behaviour (Ho1), leading to improved departmental performance across the business (Ho2), in turn, resulting in improved organisational performance (Ho3). Due to limitations in the application of the methodology it was not possible to use SEM analyses on the data collected. Alternative analyses failed to demonstrate conclusive support for all three hypotheses and, while other factors besides programme attendance appear to influence leadership performance the afore-mentioned limitations restrict the ability to draw firm conclusions. Following evaluation of the primary evaluation it was evident that, as a pilot exercise, important outcomes from the programme evaluation give rise to ¿lessons learned¿ and changes are suggested for any future evaluation exercise of this kind.

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McCoy, Candace N. "They want the rhythm but not the blues: A mixed methods research study exploring the experiences of Black Women teachers in K-12 schools in predominantly White workspaces." Miami University / OhioLINK, 2021. http://rave.ohiolink.edu/etdc/view?acc_num=miami1616754992605563.

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Kakoulidis, Sharmineh, and Dekyi Hederstedt. "How the Covid-19 pandemic has affected the leadership and the direction of the organization." Thesis, Mittuniversitetet, Institutionen för kvalitets- och maskinteknik, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:miun:diva-42964.

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Syftet med denna magisteruppsats har varit att utforska hur Covid-19 pandemin har påverkat ledarskapet och organisationens riktning. Covid-19 pandemin har påverkar olika delar av ledarskapet. Resultaten visar tydligt att chefer känner sig överbelastade eftersom de måste hantera många administrativa uppgifter och alternerande möten. På grund av brist på tid och balans mellan arbete och privatliv har förmågan att ha en helhetssyn, tolka och ta in perspektiv utifrån och in och inifrån och ut varit en utmaning för ledarna. Resultatet indikerar även på behovet av tydliga kommunikationskanaler mellan ledarna, de anställda och deras kunder om vilka åtgärder som krävs för att anpassa sig till den nya situationen som pandemin har medfört. Under pandemin har organisationerna tvingats att vidta snabba åtgärder baserat på föreskrifterna och begränsningarna från Folkhälsomyndigheten och regeringen. Etablerade digitala kanaler har använts men nya digitala kanaler har behövts identifieras för att skapa interaktion och relationer inom organisationen samt med kunderna. Den snabba omvandlingen till den digitala världen har påverkat organisationens riktning att tänka annorlunda, vara mer flexibel och anpassningsbar till nya oväntade förändringar, såsom pandemin. Organisationerna har använt nyckelindikatorer för att identifiera och få en tydlig bild av hur pandemin har påverkat organisationens riktning internt och externt gentemot sina kunder. Denna nya digitala omvandling har också tvingat kunderna att gå in på nya digitala plattformar och interagera online med organisationerna. Den nya digitala medvetenheten från kunderna har framkallat nya digitala krav och tjänster som i sin tur har resulterat i behov av nya digitala självservice tjänster och en högre och starkare digital kompetens från organisationens kundtjänst. En bidragande diskussion till organisationerna och samhället är att hänvisa till begreppet lönsamhet som en värdeskapande effekt som är hållbar över tid, kopplad till tre element: ledarskap, organisationens riktning och kundbehov.
The purpose of this thesis has been to explore how the Covid-19 pandemic has affected the leadership and the direction of the organization. The Covid-19 pandemic has affected various parts of the leadership. The results clearly indicate that managers feel overloaded since they have to handle a lot of administrative tasks and alternating meetings. Due to lack of time and balance between work and private life, the ability to have a holistic view, interpret and take in perspectives from outside-in and inside-out has been a challenge for the leaders. The results also indicated the need for clear communication between the leaders and the employees and their customers about what actions are required in order to adapt to the new situation that the pandemic has imposed. During the pandemic the organizations were forced to take fast action based on the regulations and restrictions from the Public Health Agency and the government. Established digital channels were used but new digital channels had to be identified to create interaction and relations within the organization and with the customers. The fast transformation to the digital world has affected the direction of the organization to think differently and be more flexible and adaptable to new unexpected changes, such as the pandemic. The organizations have used key indicators to identify and get a clear picture of how the pandemic has affected the direction of the organization internally and externally towards its customers. This new digital transformational shift has also forced the customers to enter new digital platforms and interact online with the organizations. The new digital awareness from the customers has induced new digital requirements and services which in turn have resulted in the need for new digital self-services and a higher and stronger digital competence from the organizations customer service. A contributing discussion to the organizations and to the society is to refer to the concept of profitability as a value-creating effect sustainable over time, connected by three elements: leadership, direction of the organization and customer need.

2021-06-06

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Helgesson, Charlotte. "Rektorers föreställningar gällande lärares kompetensutveckling." Thesis, Karlstads universitet, Institutionen för pedagogiska studier (from 2013), 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:kau:diva-73133.

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I läroplanen framgår att rektor har ett särskilt ansvar för att lärare ska få den kompetensutveckling som krävs för att de ska kunna utföra sitt uppdrag på ett professionellt sätt. Detta får givetvis konsekvenser för rektors arbete. Syftet med studien är att studera rektors föreställningar och strategier gällande lärares kompetensutveckling. Frågeställningarna berör de föreställningar som framträder när rektorer beskriver lärares kompetensutveckling och vilka strategier har rektor för att verkställa lärares kompetensutveckling? Diskursanalys har använts som teoretisk och metodologisk utgångspunkt. Sex intervjuer av rektorer i grundskolan har genomförts vilket också varit en totalundersökning för en kommunal huvudman. Resultatet visar att rektors föreställningar centreras kring att utveckla undervisningen i klassrummet, skolans kultur och kollegialt lärande. För att få till en skolkultur som tar sig an kollegialt lärande behöver rektor använda sig av strategier exempelvis genom att lobba för att motivera lärarna till aktuell kompetensutveckling, men också genom att modellera och leva som man lär. Studien visar en tendens till att rektorer placerar lärares kompetensutveckling inom skolutvecklingsdiskursen. Detta får följder som att rektor behöver få till en skolkultur som möjliggör kollegialt lärande för skolutveckling.
The curriculum in Sweden states that the principal has a special responsibility for ensuring that teachers receive the competence development required for them to be able to carry out their assignment in a professional manner. This of course has consequences for the principal’s work. The purpose of the study is to study the principal's conceptions and strategies regarding teacher competence development. The questions are which perceptions emerge when principals describe teachers' competence development and which strategies does the principal have to implement teacher competence development? Discourse analysis has been used as a theoretical and methodological framework. Six interviews of principals in compulsory school have been conducted, which has also been a total survey for a municipality. The result shows that the principal's conceptions are centred on developing the teaching in the classroom, the school's culture and professional learning. In order to get a school culture that takes on collegial collaboration, the principal needs to use strategies, for example by lobbying to motivate the teachers to upcoming competence development, but also by modelling and practice what is preached. The study suggests that principals recognize teacher competence development as part of a school development discourse. Consequently, a school culture allowing professional learning, needs to be established.

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Jackson, Cecilia. "Cultural Competence: An Adaptive Approach to Closing the Achievement and Opportunity Gaps." Thesis, 2018. https://doi.org/10.7916/D8641678.

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The current demographic changes in the U.S. have resulted in a national culture gap, which contributes to the achievement and opportunity disparities that persistently plague students of color. According to the U.S. Department of Education, 86% of all PreK-12 grade teachers are European Americans. Yet, the student population in urban settings continues to be overwhelming economically disadvantaged students of color. Plaguing the nation’s schools are concerns about identifying teachers capable of successfully teaching in diverse classrooms, as stakeholders continue to speculate about the efficacy of White teachers to teach students of color due to the White teachers’ lack of understanding about and sensitivity toward students of color. Consequently, educators struggle to effectively serve their culturally dissimilar students. Despite the technical fixes of school reforms over the past three decades, however, the achievement and opportunity gaps remain. Hence, an adaptive approach to closing the opportunity and achievement gaps necessitates challenging our nation’s beliefs, values, and assumptions through a series of professional learning opportunities, as engaging in a series of intensive professional learning within a 12-month period improves student achievement by as much as 21 percentile points. The purpose of this study was to develop the Cultural Competence Professional Learning Module (CCPLM, 2016), which is grounded in Adult Learning Theory, Critical Race Theory, and Culturally Relevant Pedagogy and is designed to foster Cultural Competence in NYC DoE public school teachers. The researcher used the Cultural Competence Needs Assessment Survey (2016) and the Multicultural Personality Questionnaire (2000) to ascertain NYC DoE schools administrators’ level of cultural competence and their beliefs about their teachers’ cultural competence. Of the school administrators who completed the surveys and were culturally competent, 15 provided feedback on the CCPLM’s content and design in a focus group. Concurrently, four national experts on professional learning and diversity in schools also reviewed and provided feedback on the module. The results from the study support the need for a professional learning module that fosters NYC educators’ cultural competence. Delimitations and limitations of the study are discussed.

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(6882515), Loseke P. Losambe. "Principals' Perceptions and Practice of Cultural Competence in Indiana Public High Schools." Thesis, 2019.

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The purpose of this qualitative study was to understand Indiana High School principals’ perceptions and practices of cultural competence in their schools. The projected changes in the demographics of the United States (US) school age population will result in traditionally underserved ethnic minority students being the majority in US schools in the next few years. Despite the billions of dollars that have been spent to close the achievement gap (TAG) between Whites and traditionally underserved ethnic minority students, TAG persists. Scholars have proposed that cultural dissonance, incompatibilities between a school’s culture and that of its students, may be a reason for TAG. As a result, cultural competence may be a vehicle that institutions can use to reduce cultural dissonance and close TAG. This study used a phenomenological framework and utilized semi-structured interviews to obtain data from 10 Indiana High School Principals whose schools had at least a 40% traditionally underserved ethnic minority population. The data were analyzed using Lindsey et al’s (2009) 5 Essential Elements of Cultural Proficiency as well as 15 indicators of cultural competence that were gleaned from their research. Open coding was conducted using a framework described by Tesch (1990) to identify emergent themes from the principals’ commentaries. Results showed that principals demonstrated high proficiencies in assessing their cultures, valuing diversity, and adapting to diversity within their institutions. Growth, however, is required in their abilities to manage the dynamics of difference within their institutions and their propensity for institutionalizing cultural knowledge.

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O'Meara, William. ""Professionally inviting culture as an aspect of leadership : implication for the management of teacher competence"." Thesis, 2012. http://hdl.handle.net/10210/5416.

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M.Ed.
The general aim of this research project was to investigate the components of teacher competence and how these aspects can enhance teacher effectiveness. The group aim of this research project was to investigate the teacher's leadership and how this can enhance the management of teaching competence. It was the specific aim of this research paper to: determine the contribution of a professionally inviting classroom culture towards a teacher's leadership style; obtain teacher opinion as to the extent that teachers use a professionally inviting culture as an aspect of their leadership style; and devise a possible strategy whereby a professionally inviting classroom culture can support the teacher's leadership style and enhance teacher competence. South Africa is undergoing huge changes particularly in the educational sphere. One of the most urgent problems that needs to be addressed is that of teacher competency.

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Chou, Yu-Jia, and 周鈺家. "Corporate Culture Ambidexterity Moderates the Effects of Competency, Cognitive Style and Leadership Ambidexterity on Job Performance." Thesis, 2017. http://ndltd.ncl.edu.tw/handle/48sk7c.

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博士
國立彰化師範大學
人力資源管理研究所
105
There is more and more conceptual understanding of ambidexterity in business unit gaining competitive advantages. Not only do enterprises take flexible business strategies, but also individuals require diversity to meet unpredictable markets. Plenty of previous study indicated that ambidexterity was associated with job performance. In the current study, extracting the supplementary fit theory and drawing the view of sequential ambidexterity, focusing on adopting phased shifts of two different structures in realigning environmental change. With 3-month-period questionnaire survey, in the 27 high-tech sample manufacturers, which both involve in R&D and manufacture. The 350 questionnaires in which respondents were the R & D engineers paired with their direct supervisors (1 supervisor match 3~5 engineers), and reclaimed 226 valid respondents. The results indicated that 1. Competency ambidexterity positively affects job performance. 2. The fit of high cognitive style ambidexterity and high competency ambidexterity strengthens the effect on job performance. 3. The fit of high leadership ambidexterity and high competency ambidexterity strengthens the effect on job performance. However, corporate culture ambidexterity doesn’t moderate the effect of cognitive style and competency ambidexterity fit or leadership and competency ambidexterity fit on job performance. The results of the study provide some valuable implications. Recruiting and cultivating engineers and leaders with ambidexterity is necessary to those corporations that put the same emphasis on R&D and manufacturing productivity. And the measure of cognitive style ambidexterity could be a useful reference to deploy in management. For future research, one may try to compare ambidexterity in industries only involving in R&D or only manufacture, and may be find out some cross-level moderating variables.

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CHEN, HAW-RAN, and 陳浩然. "A Study of the Relationships among Principals Core Competence, Leadership Styles and Organizational Culture of Primary and Junior High School." Thesis, 2015. http://ndltd.ncl.edu.tw/handle/87309539014561844205.

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博士
國立臺北教育大學
教育經營與管理學系
103
This study surveyed on the relations among core competence、leadership styles and organizational culture of principals of junior high and primary schools. The research was conducted with questionnaires, focusing on principals of junior and primary public schools from both Taipei and New Taipei city. 327 copies of questionnaires were delivered and analyzed with T-test、standard deviation、one-way ANOVA、Pearson product-moment correlation、stepwise multiple regression and structural equation model. I. The primary conclusion of this study is as follows: 1. As for the school management, both principals from Taipei and New Taipei city especially emphasize on the core competence of “professional ethics and virtue” and “policy and administration management.”. 2. Both principals of Taipei and New Taipei city put more emphasis on the empowerment and work specialization of distributed leadership styles. 3. Both principals of Taipei and New Taipei city approved the aspect of relationship and atmosphere the most in the organizational culture. 4. The focus on the core comepetence is not affected by different areas and institution. 5. Comparing to male principals, female ones more approved the ways of distributed leadership and contingency leadership. 6. Both principals of primary schools of Taipei and New Taipei City put a higher value on the cultural leadership. 7. Elder principals of Taipei and New Taipei city put more emphasis on the aspect of “value and attitude” of school organization. 8. The principals’ competence of “policy and administration management”, “curriculum leadership and teaching” in addition,“professional ethics and virtue” has an impact on school organizational culture. 9. Using the cultural leadership、contingency leadership and charismatic leadership has a great impact on school organizational culture. 10. Applying cultural leadership and charismatic leadership to curriculum leadership and teaching competence has a great impact on school organizational culture. 11. Principals’ cognitive core competence, charismatic leadership and organizational cultural paths relations, in addition, principals’ cognitive core competence, distributed leadership and organizational cultural paths relations both present a good fit with mediation effect. Besides, its indirect impact is less then the direct impact. 12. Principals’ cognitive core competence, charismatic leadership and organizational cultural paths relations, in addition, principals’ cognitive core competence, distributed leadership and organizational cultural paths relations both present a good fit. In addition, the charismatic leadership and cultural leadership have an effect of mediation. Besides, its indirect impact is less than the direct impact. II. The suggestions of this study are as follows: 1. Principals should emphasize the core competence of policy and administration management in order to effectively enhance the impact on school organizational culture. 2. Principals should upgrade self curriculum leadership and teaching competence in order to shape professional and learning organizational culture. 3. Principals better adopt multiple styles of leadership following the situation in order to raise effectiveness of leadership. 4. As for managing school organizational culture, principals should carefully consider the effect between communities and public relationship. 5. Educational officers should focus on the process of principals’ cultivation. 6. Principals’ multiple leadership styles should be taken into consideration in principal selection.

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Mnisi, Celia Tintswalo. "Female primary school leadership in the Bohlabela District of Mpumalanga : challenges and strategies." Diss., 2015. http://hdl.handle.net/10500/20685.

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This study focused on the challenges female school principals face in managing their schools effectively and the possible strategies to overcome these challenges. Ten schools from Mpumalanga province were purposively selected as research sites. Participants were the school principal and a member of the school management team of each school. Individual interviews with the school principals and an open-ended questionnaire to the school management team members were used to collect data. The findings revealed that a lack of confidence in female leadership with related gender discrimination, a lack of support and respect from staff and the community, and unfair practices with the promotion procedures of women are the main challenges that hamper female leaders in managing their schools well. The fostering of a positive attitude towards female leadership, a strong support system, female leaders empowering themselves and an effort to build good relationships with all stakeholders represent solution strategies.
Educational Leadership and Management
M. Ed. (Education Management)

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Lear, Lorraine Wendy. "The relationship between strategic leadership and strategic alignment in high-performance companies in South Africa." Thesis, 2012. http://hdl.handle.net/10500/5847.

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In the global economy of the 21st century, competition is complex, challenging and fraught with competitive opportunities and threats. Strategic leadership is increasingly becoming the main focus for business and academics alike and is the key issue facing contemporary organisations. Without effective strategic leadership, the capability of a company to achieve or sustain a competitive advantage is greatly constrained. More than 30 years of Harvard Business School research have shown that aligned and integrated companies outperform their nearest competitors by every major financial measure. The organisational effectiveness emanating from alignment is a significant competitive advantage. Alignment is that optimal state in which strategy, employees, customers and key processes work in concert to propel growth and profits. Aligned organisations enjoy greater customer and employee satisfaction and produce superior results. Can leadership make a difference? Some leaders do, some do not - and many more could. Effective strategic leadership can thus help organisations enhance performance while competing in turbulent and unpredictable environments. However, there has been little empirical evidence of the effects of strategic level leadership on organisational processes that have distinctive strategic significance. A greater understanding of the criteria that influence success in organisations will enable organisations to take positive action to become more successful. iv This study examines the importance of critical leadership criteria and the degree of alignment in high-performing organisations. A quantitative research design was used in this study to assess the impact of strategic leadership on strategic alignment of business organisations in South Africa. The research instruments to test the research questions comprised two questionnaires. The first was used to establish the value top leadership place on selected critical leadership criteria, and the second to establish the level of alignment in the organisations under investigation. The population selected for this study consisted of the companies included in the 200 top-performing organisations which appeared in the 2007 Financial Mail. Six companies participated in the research. The data was electronically collated into a database and the results were then analysed using the statistical inferential techniques of correlation and linear regression analysis. The study proposes that strategic leadership will positively influence strategic alignment which, in turn, will have a beneficial effect on organisational performance.
Graduate School for Business Leadership
(D. B. L.)

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Mamabolo, Caroline Sejeng. "A phenomenological reflection on the role of the school principal as educational manager and instructional leader in Limpopo Province." Thesis, 2002. http://hdl.handle.net/10500/755.

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The aim of the research was to reflect phenomenologically on the role of the school principal as educational manager and instructional leader in enhancing a culture of teaching and learning in schools, and to reflect critically on this state of affairs in Limpopo Province. A literature study was undertaken to expose problems that deter principals from fulfilling these roles. Qualitative research in the form of ideograms, as well as, unstructured interviews with principles, was used to elicit principals' views concerning how they perceive their roles in an attempt to enhance a culture of teaching and learning in schools. Research findings indicated that principalship is beset with many problems which have to be addressed in order to restore the collapsed culture of teaching and learning in schools. Results revealed among other issues that: - The training of principals for the introduction of Outcomes Based Education in schools was not well carried out. It was incomprehensible for the Education Department to exclude principals from the training when the whole system of teaching and learning was supposed to change with the introduction of Outcomes Based Education - The redeployment and rationalisation of teachers has given rise to many complicated problems in schools, leaving teachers demoralised and being a major cause of job dissatisfaction for principals The research findings revealed that the role of principals as educational managers and instructional leaders in Limpopo Province is not authentically enacted. Recommendations include among other issues that: - The Department of Education in Limpopo Province review the implementation of Outcomes Based Education, particularly the training of principals - Attention should be given to problems arising from the process of redeployment and rationalisation of teachers in schools - There is a need for ongoing, effective and in-service lifelong training for teachers, principals and the School Governing Body with regard to education management. Attention to these issues, amongst others, it is proposed, will contribute to the effective implementation of the role of school principals as educational managers and instructional leaders, particularly in Limpopo Province. This will reinforce the desired culture of teaching and learning in schools.
Educational Studies
D. Ed. (Philosophy of Education)

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Dissertations / Theses on the topic 'Cultural competence leadership'

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