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Dissertations / Theses on the topic 'E-leadership'

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Published: 4 June 2021
Last updated: 1 February 2022

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1

GIROSANTE, GIORGIA. "LEADERSHIP E PERFORMANCE NELLE AMMINISTRAZIONI PUBBLICHE." Doctoral thesis, Università Cattolica del Sacro Cuore, 2018. http://hdl.handle.net/10280/39864.

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Il lavoro, composto da tre articoli, si focalizza sulla relazione tra leadership e performance, indagata e osservata da molteplici punti di vista e attraverso differenti strategie di ricerca, ma sempre in un contesto pubblico o comunque mission-driven. In particolare, il primo articolo indaga la relazione tra leadership e performance organizzativa, con un duplice obiettivo: da un lato validare da un punto di vista metodologico la scala di misurazione più utilizzata, dall’altro verificarne la relazione con la performance organizzativa utilizzando una scala più parsimoniosa. Gli altri due articoli si focalizzano sulla relazione tra leadership e performance individuale: il primo esplora, attraverso un disegno di ricerca qualitativo, il ruolo del feedback fornito dal superiore nel processo di riflessione critica dei collaboratori, volto al cambiamento dei comportamenti e al miglioramento della propria performance; il secondo indaga, attraverso un disegno di ricerca sperimentale, gli effetti della credibilità dei leader sulla performance dei collaboratori, anche mediante la percezione da parte dei dipendenti dell’importanza e dell’utilità del proprio lavoro per gli altri.
The three papers included in the thesis focus on the relationship between leadership and performance, investigated and observed from multiple points of view and through different research strategies. All the papers are conducted in a public or mission-driven setting. The first article focuses on the relationship between leadership and organizational performance, with a twofold objective: on the one hand, to validate the most used measurement scale for leadership from a methodological point of view, and, on the other, to verify the relationship with organizational performance using a more parsimonious scale. The other two articles focus on the relationship between leadership and individual performance. One explores, through a qualitative research design, the role of feedback provided by the supervisor in employees’ critical reflection process, aimed at changing their behaviors and at improving their own performance. The last one investigates, through an experimental research design, the effects of leaders’ trustworthiness on the performance of employees, through the employees' perception of the task significance of their job.
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Seegel, Max Leonhard [Verfasser], and Joachim E. [Akademischer Betreuer] Fischer. "Transformational leadership and depressive symptoms: Validation of a short transformational leadership scale / Max Leonhard Seegel ; Betreuer: Joachim E. Fischer." Heidelberg : Universitätsbibliothek Heidelberg, 2020. http://d-nb.info/1209677393/34.

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Freeman, Catherine Muir. "Leadership Strategies to Create Success in Virtual Teams." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3524.

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There has been a rise in remote and virtual employees over the last 10 years with roughly 20-30 million Americans working remotely at least 1 day each week. This growth in virtual employees increases business and organizations' dependency on technology and on effective strategies to lead virtual teams. Grounded in transformational leadership theory, the purpose of this explanatory case study was to explore strategies e-leaders use in leading virtual teams effectively. The study population comprised a virtual company headquartered in the United States. The data included semistructured interviews with e-leaders with at least 1 year of experience in leading successful virtual teams, an analysis of technological tools, and a review of company documentation. Thematic analysis was conducted on the data collected via tool analysis. Three themes emerged from the analysis: focusing on results-based performance, enabling communications and collaborations through the right technologies, and investing in building and modeling the company's culture. The study's implications for positive social change include the potential to provide similar organizations with effective strategies to train their e-leaders in developing and leading more successful virtual teams. Additionally, using virtual teams can enable firms to lower direct and indirect green gashouse emissions by using fewer resources at worksites and to reduce carbon dioxide through decreased travel.
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Al-Bulushi, Yaqoob Dur Mohammed. "The effects of leadership roles on e-government performance in Oman." Thesis, University of Phoenix, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10260914.

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The Oman government developed a vision to transform the nation into a sustainable knowledge society by supporting information and communication technologies to improve government services (ITA, n.d.). According to a United Nations (2012) report, Oman ranks 64th worldwide in e-government readiness, the lowest compared to other countries in the region. The goal of this qualitative grounded theory study was to explore processes associated with selected unsuccessful e-government projects in Oman, as well as the driver of failure, and generate a model with recommendations for the role of executives in government organization for successful execution of e-government initiatives. The main findings developed into a theoretical concept for a recommended leadership model for executives in Oman to use for the successful implementation of e-government initiatives. The research was guided by three research questions: “How do leadership roles in government organizations in Oman support the success of e-government projects?”, “What leadership skills do leaders need to possess to achieve successful implementation of e-government projects?”, and “What model of e-government projects in Oman could explain or account for the value of successful leadership?”. Study participants were 25 executives from five government organizations in Oman. Four themes emerged from analyzing research data (a) there is a need for e-government, (b) the e-government creates challenges, (c) challenges require a leader, and (d) a leader with particular skills mitigates challenges and influences the way to success. Four e-government essential leadership skills emerged from the study (a) determined, (b) knowledgeable, (c) communicator, and (d) social.

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Tjernström, Jennie, and Mikaela Sehlstedt. "Digitaliseringens påverkan på ledarskapet : En kvalitativ litteraturstudie om e-ledarskapets möjligheter och begränsningar." Thesis, Umeå universitet, Sociologiska institutionen, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-173176.

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In terms of affecting organizations’ ability to streamline their work, digital upscaling has played a major role as it allows for flexible environments and the use of digital communication tools. Digital communication tools, such as email, text messages and video calls are increasingly replacing the traditional way of meeting face to face. This puts pressure on leaders who are forced to adapt to the digital tools and its possibilities. Possibilities include a more flexible work environment which is something e-leadership has gained ground for as organizations are looking to establish a cost effective and productive workforce. However, such possibilities can also cause constrain on employee’swellbeing as it allows for work outside office hours. E-leadership has become the theoretical framework when researching the digitalization’s effect on leadership. Through a literature overview we have conducted a study based on three indicators: competence, communication and virtual teams. The findings reveal a complexity in the concept as many factors need to be accounted for. Vital for successful e-leadership is putting clear guidelines in place while making sure leaders have an understanding of the possibilities and limitations of the digital tools being used. A possibility, which has also turned out to be a limitation, is that work and leisure are becoming increasingly difficult to distinguish.
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Pelkonen, Mira, and Ronja Lundqvist. "Förändras ledarskapet när det sker på distans? : En studie om chefers upplevelse av ledarskapets förändring till distansarbete på ett IT-företag till följd av Covid-19." Thesis, Södertörns högskola, Företagsekonomi, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-45651.

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Covid-19 is a virus that has been rapidly spreading throughout the entire world from the start of 2020 and continued even during 2021. In a little bit over a year Sweden had more than one million confirmed cases of Covid-19. This virus has caused companies to start working remotely, by distance, to minimize the spread of the virus, which has forced employees and managers to adapt to the new way of working. The quick change to working remotely, in virtual teams, can cause challenges that require managers to adapt or change their leadership to effectively handle the transition. In this study, the purpose is to examine leadership and how managers experience the way of managing by distance. This study will also seek an understanding of which challenges and changes in the leadership that are the main consequences and also how managers have changed their way of working with motivation, communication and monitoring during remote work. To conduct the study a qualitative research method has been applied where only one company has been studied to get a deeper understanding of this phenomenon and to collect data ten semi-structured interviews were conducted and six questionnaires were sent. The company in this study is anonymous, which means that when the company is mentioned it will be by a fictitious name. The findings showed that the leadership’s main challenges were the social distance, the lack of natural encounters, the sensitive conversations and to see employees’ well-being as well as their body language. Based on the empirical evidence, the focus of motivation was perceived to be more focused on maintaining relationships and to look after the employees' health and well-being. It seems that the communication has increased in view of regular meetings and reconciliations, but also to maintain the social contact. The reconciliations are used to create an overview, not to micromanage or exercise control but instead the managers rely on trust and competence. Their leadership also seems to have become more present and more engaged with the employees. Finally, this study concludes that some aspects that managers perceive as important in their leadership are reinforced when working remotely. These are for example communication, to be present and building relationships. Additionally, there are also aspects that are not as important (development) at the same time as new aspects (well-being) are highlighted more during leadership by distance.
Covid-19 är ett virus som har haft en snabb spridning över hela världen från början av 2020 och fortsättningsvis även under 2021. Inom lite mer än ett år hade Sverige mer än en miljon bekräftade fall av Covid-19. Viruset har gjort att företag behövt börja arbeta hemifrån för att minska smittspridning, vilket tvingat medarbetare och chefer att ställa om till det nya arbetssättet och virtuella team. Att arbeta på distans kan medföra några utmaningar som ställer krav på chefer att anpassa eller förändra sitt ledarskap för att effektivt hantera omställningen. I denna studie är syftet att undersöka ledarskap och hur chefer upplever att det är att leda på distans. Studien söker även efter en förståelse för vilka utmaningar och förändringar i ledarskapet som är de huvudsakliga konsekvenserna och även hur chefer förändrat sitt sätt att arbeta med motivation, kommunikation och översyn under distansarbetet. För att genomföra studien har en kvalitativ forskningsmetod applicerats där endast ett företag har undersökts för att få en djupare förståelse för fenomenet och för att samla in data har tio semistrukturerade intervjuer genomförts och sex frågeformulär skickats. Företaget i denna studie är anonymt, vilket betyder att när företaget nämns är det med ett fiktivt namn. Resultatet visade att ledarskapets främsta utmaningar var den sociala distansen, avsaknandet av naturliga möten, känsliga samtal och att se medarbetarnas välmående samt deras kroppsspråk. Utifrån respondenterna uppfattades motivationens fokus vara mer inriktat på att vårda relationer och även att se över medarbetarnas hälsa samt välmående. Det verkar som att kommunikationen har ökat med tanke på de regelbundna mötena och avstämningarna men också för att den sociala kontakten ska bibehållas. Avstämningarna används för att få en överblick, de använder sig inte av mikromanagement för att utöva kontroll utan istället förlitar sig cheferna på förtroende och medarbetares kompetens. Ledarskapet verkar ha blivit mer närvarande med ökad delaktighet med medarbetarna. Avslutningsvis drar denna studie slutsatsen att några aspekter som chefer upplever som viktiga i deras ledarskap förstärks under distansarbete. Dessa är exempelvis kommunikation, att vara närvarande samt bygga relationer. Vidare finns det även aspekter som inte är lika viktiga (utveckling) samtidigt som nya aspekter (välmående) lyfts mer vid ledarskap på distans.
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Guerra, Nichole. "E-leadership and Leader-Member Exchange Strategies for Increasing Nonprofit Virtual Team Productivity." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4447.

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Nonprofit leaders often place new employees with little experience in challenging virtual team settings, where they are expected to meet increased service demands. Productivity failures reported in the 2015 State of the Nonprofit Sector survey revealed that 76% of U.S. nonprofit agencies experienced increased demand for services in 2014, while 52% were unable to meet those demands. Based on the e-leadership and leader-member exchange (LMX) theories, the purpose of this descriptive, single case study was to identify the leadership strategies used by nonprofit midlevel supervisors to increase productivity of virtual teams containing new employees in Colorado. A purposeful sampling method facilitated identification of participants who had experience using successful leadership strategies to increase virtual team productivity. Data were collected through face-to-face semistructured interviews with 6 virtual team leaders and the review of organizational documents that contained weekly, executive leadership minutes over a period of 25 months. Data were analyzed using thematic analysis and word frequency searches. Three themes emerged related to increasing virtual team productivity: formal and informal staff support improved productivity, cohesive team dynamics improved productivity, and effective virtual staff mobility facilitated fieldwork. Human service nonprofit leaders who are proficient with virtual team leadership strategies could increase team productivity and meaningfully advance the use of virtual teams across the industry. Increasing nonprofit, virtual team productivity contributes to social change by meeting increased service demands in underserved communities and enhancing nonprofit employees' work experiences for continued support of the nonprofit mission.
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Watson, Kelley D. "Remote management : traditional leadership behaviors in a contemporary work environment." Diss., Manhattan, Kan. : Kansas State University, 2007. http://hdl.handle.net/2097/432.

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9

Johnsson, Anna, Amanda Blomberg, and Anna Glowacki. "Framtidens ledarskap i e-handelsföretag : En kvalitativ studie om ledarskap i e-handelsföretag tolkat genom ledarskapsmetaforer." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-76831.

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Det finns mycket forskning inom ledarskap då det är ett relevant fenomen att studera. Det finns dock inte mycket forskning kring hur ledarskap kommer till uttryck i e- handelsföretag. Vi ville, genom en kvalitativ studie, öka vår förståelse för hur ledarskap kommer till uttryck i e-handelsföretag. Detta gjorde vi genom användningen av ledarskapsmetaforer som ett tolkningsverktyg för att få en ökad förståelse för det komplexa fenomenet. Vi utförde fyra semistrukturerade intervjuer där ledare på tre e- handelsföretag fick berätta om sina erfarenheter, tolkningar och synsätt på ledarskap. Vi upptäckte att samtliga ledare hade en likartad syn på vilka egenskaper som är viktiga och att ledarskap kommer till uttryck på ett snarlikt sätt i de olika företagen. Vi fann även att våra intervjupersoners ledarskap kan tolkas med hjälp av två nya metaforer som uppkom under studiens gång.
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Alomiri, Hamdi. "The impact of leadership style and organisational culture on the implementation of e-services : an empirical study in Saudi Arabia." Thesis, University of Plymouth, 2016. http://hdl.handle.net/10026.1/4343.

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There is a general scarcity of empirical studies investigating the impact of leadership styles on e-Government use in the service industry. This is doubly true of styles such as transformational, transactional and servant leadership. Theorised models propose that leadership style forms the desired organisational culture for implementing e-services, organisational culture being the mediator and the national culture the moderator. This research fills the empirical gap by investigating how leadership forms the organisational culture that facilitates and enhances the implementation and use of e-government in organisations in Saudi Arabia. The research was conducted through the sampling of employees in private and public sectors. While the data for the leadership styles, organisational culture and national culture were collected through the use of questionnaires designed for employees, the e-services were measured through organizations’ official websites. All data were processed and analysed using computer software (WarPPLS) and SPSS. The results support the hypothesized relationships proposed in the theoretical model, wherein all constructs under study (except for the mediating effect of National Culture (NC) on the relationship between leadership styles and organisational culture) positively affect e-services implementation, including Individualized Influence (IINF), Intellectual Stimulation (ISTIM), Individualized Support (ISUP), Contingent Reward (CR), Management by Exception (MbE), Servant Leadership (SL), Bureaucratic Culture (BC), Involvement Culture (INVC), Mission Culture (MC), Innovative Culture (INC), Task Culture (TC) and Future Culture (FC) and the mediating effect of National Culture (NC) on the relationship between organisational culture and e-services implementation. The results also indicated that specific leadership styles have direct and positive impacts on e-services implementation and indirect influences through a mediating organisational culture and a moderating national culture. The empirical findings bring new evidence in support of this proposal, indicating that specific leadership styles play crucial roles in influencing processes and outcomes within organizations. According to these results, e-services differ from one organization to another, and these variations were correlated to leadership styles and organizational culture. It was found that there were positive and significant correlations between total leadership styles (hybrid) and total organizational cultures (hybrid) in the full sample and in e-services implementation. E-services implementation increases when the mean for leadership styles rises, but types of organizational culture were also crucial factors in achieving better e-services. The national culture variable, which was used as a moderator, did not have a significant influence on the relationship between leadership style and organisational culture. Therefore, the moderating role of national culture in the relationship between leadership styles and organisational culture did not have any level of statistical significance, which means that regardless of the national culture (power distance or uncertainty avoidance) the effect of leadership style on organisational culture in the model adopted in this study appeared to be quite consistent. The study links theory to practice by explaining the subject of modern leadership styles and shows their relevance to the Saudi organisations and business environment. As such, it opens up a domain for investigating the application of modern management theories in a different culture. Although a plethora of studies have investigated the effect of factors such as organisational culture and/or national culture on e-services implementation in Saudi’s organisations, no study (to the best of this writer's knowledge) has tackled the issue of e-services implementation and leadership styles in those organisations. Therefore, studying e-services implementation and leadership styles in Saudi’s organisations is a contribution to the literature on the service industry, adding to its knowledge with a case study from a different cultural setting. The study also opens up a horizon for future research on developing the business sector, as it uses standardized tools in terms of reliability and validity within the context of the e-services implementation. Therefore, this study contributes to existing knowledge in that leadership and organisational culture are revealed to be key contributors to e-services implementation. The three leadership styles - transformational, transactional, and servant leadership - were empirically found to be appropriate styles that work well in e-services implementation projects. These styles have direct and positive benefits to e-services implementation and an indirect impact through the mediating means of organisational culture, and empirical findings bring new evidence for this notion. Moreover, the six organisational cultural dimensions were judged to be appropriate supporters of e-services implementation, specifically: involvement, mission, innovation, task-orientation, bureaucracy, and future-orientation.
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Jönsson, Jessica. "To lead from a distance : Virtual Leadership." Thesis, Internationella Handelshögskolan, Högskolan i Jönköping, IHH, Informatik, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-35027.

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In a world that is getting more and more globalized and dependent of the progress within the sphere of technology, there is a need for organizations to keep up with this development. Virtual Teams are a developing area, where there is a strive and a consistent desire to evolve and reach a higher level of efficiency. There is also a development when it comes to communication and is a consequence of a world that is increasingly globalized, and creating global competition is facilitated by a wider use of information and communication technology This leads to higher demands on the Virtual Leader in order to make sure that the team reaches its full potential, and being able to tackle the challenges that comes with leading an in a Virtual Environment. Since it is a subject that is still going through a phase of evolution, there is a knowledge gap in both a theoretical and practical view. The creation of Virtual Teams and the Virtual Leader encounters several aggravating challenges compared to traditionally collocated teams. There is a need for a clear definition of a Virtual Leader as well how to handle upcoming challenges. This study suggests a suitable definition for a Virtual Leader, where the result was drawn from a literature review and qualitative data from ten different companies and twenty respondents. A connection is drawn to the Fundamental Interpersonal Relations Orientation model (FIRO) made by Will Schutz in 1958. The main objectives of a leader are still the same, it is rather the context that has changed, and therefore an expansion of the model is presented. This reinforces the purpose of this study which is to investigate how a Virtual Leader can overcome the aforementioned challenges and ensure that everyone in the team are heading in the same direction.
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Müller, Renato C. "E-Leadership : neue Medien in der Personalführung : konzeptionelle Grundlagen, empirische Studien und ausgewählte Gestaltungsempfehlungen /." Norderstedt : Books on Demand, 2008. http://opac.nebis.ch/cgi-bin/showAbstract.pl?u20=9783837078961.

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Almeida, Saulo Pereira de. "Tradução, adaptação e validação do Servant Leadership Questionnaire - SLQ (Escala de Liderança Servidora - ELSE)." Universidade Federal de Sergipe, 2015. https://ri.ufs.br/handle/riufs/6012.

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This study aimed to translate, adapt and validate the Servant Leadership Questionnaire (SLQ) to create the Escala de Liderança Servidora (ELSE) for the brazilian portuguese. It was undertaken a psychometric cross-sectional study with students and effective and outsourced employees of Federal University of Sergipe, with more than 18 years, possessing immediate boss and were working to at least three months in the current company. It used a sociodemographic questionnaire, the SLQ scale (translated and adapted in this study), besides of a job satisfaction‟s scale (EST) and a transformational and transactional leadership scale. The instruments were answered by 361 participants and 337 valid (93%). Descriptive analyzes were made (mean, standard deviation and frequency) of instruments used and, to accomplish the factorial validity of ELSE, used the Exploratory Factor Analysis, with Principal Axis of Factoring and Promax rotation, besides the reliability testing with the Cronbach‟s alpha (α). For the convergent validity analysis, used the Pearson correlation (r) between the dimensions of ELSE and the Escala de Atitudes frente a Estilos de Liderança, which measures the styles of transformational and transactional leadership. For predictive analysis, linear regression (stepwise method) was used in which, in the model proposed, the dimensions of ELSE were independent variables and satisfaction with the leader (belong to the EST) was the dependent variable. Data analysis was performed using the Statistical Package for Social Sciences (SPSS), version 19.0. The final solution presented three factors, totaling 47.7% of explained variance of the instrument, namely: (a) Visionary Influence (α = .87; 9 items), (b) Abnegation (α = .88; 9 items), and (c) Organizational Stewardship (α = .83; 5 items). The convergent validity of the new scale was determined, which showed moderate and significant correlations with the transformational leadership. The predictive validity also was confirmed, whereas the dimensions of the new scale explained 48% of the explained variance of satisfaction with the leader. Limitations of this study refer to: lack of comparable groups and non-probability sampling. It is suggested for future research to investigate the factor structure found in this study and the development of correlational studies with the ELSE.
O objetivo deste estudo foi traduzir, adaptar e validar o Servant Leadership Questionnaire (SLQ) a fim de criar a Escala de Liderança Servidora (ELSE) para o português brasileiro. Empreendeu-se um estudo psicométrico de corte transversal, com alunos, servidores efetivos e terceirizados da Universidade Federal de Sergipe, com mais de 18 anos, que possuíssem chefe imediato e estivessem trabalhando a no mínimo três meses na empresa atual. Utilizou-se um questionário sociodemográfico, a escala SLQ (traduzida e adaptada neste estudo), além de uma escala de satisfação com o trabalho (EST) e uma de liderança transformacional e transacional. Responderam aos instrumentos um total de 361 participantes, sendo 337 válidos (93%). Foram realizadas análises descritivas (médias, desvios-padrão e frequências) dos instrumentos utilizados e, para realizar a validade fatorial da ELSE, utilizou-se a Análise Fatorial Exploratória, com Fatoramento dos Eixos Principais e rotação Promax, além da avaliação da confiabilidade por meio do alpha de Cronbach (α). Para a análise de validade convergente, empregou-se a correlação de Pearson (r) entre as dimensões da ELSE e a Escala de Atitudes frente a Estilos de Liderança, que mensura os estilos de liderança transformacional e transacional. Para a análise preditiva, foi utilizada a Regressão linear (método stepwise) em que, no modelo proposto, as dimensões da ELSE eram variáveis independentes e a satisfação com a chefia (dimensão da EST) era a variável dependente. A análise de dados foi feita no Statistical Package for Social Science (SPSS), versão 19.0. A solução final apresentou 3 fatores, totalizando 47,7% de variância explicada do instrumento, a saber: (a) Influência Visionária (α = 0,87; 9 itens), (b) Abnegação (α = 0,88; 9 itens) e, (c) Intendência Organizacional (α = 0,83; 5 itens). Foi possível constatar a validade convergente da nova escala, que apresentou correlações moderadas e significativas com a liderança transformacional. A validade preditiva também foi confirmada, visto que as dimensões da nova escala explicaram 48% da variância explicada da satisfação com a chefia. As limitações do estudo referem-se à: falta de grupos comparáveis e amostragem não-probabilística. Sugere-se para pesquisas futuras a investigação da estrutura fatorial encontrada neste estudo e o desenvolvimento de pesquisas correlacionais com a ELSE.
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Niemirowski, Pauline. ""Organisational culture, P-E fit & communication : impact of change on managerial leadership & commitment" /." Title page, contents and abstract only, 1997. http://web4.library.adelaide.edu.au/theses/09SSPS/09sspsn672.pdf.

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Al, Moalla Abdulrahman Saeed. "The e-GP implementation model : leadership, organizational, technical and legal issues (case study of UAE)." Thesis, University of Liverpool, 2010. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.539465.

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Chan, Yu-sum Alfred, and 陳宇琛. "Issues for e-leadership with the secone[sic] phase of ICT implementation in Hong Kong." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2004. http://hub.hku.hk/bib/B30491319.

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Kylefalk, Ida, and Lova Hallberg. "Multi-Site Leadership : Coordinating and Leading Virtual Teams." Thesis, Linköpings universitet, Institutionen för ekonomisk och industriell utveckling, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-167220.

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This study aims to recognize how virtual teams should be coordinated and led in organizations that operate at multiple sites. To fulfill the purpose of the study, a literature review on previous research on virtual teams was implemented. Further, a qualitative study including interviews with leaders at different levels at Ericsson was conducted to gain empirical data on how leadership in virtual teams works. The interviews were semi-structured with the purpose of not directing the leaders towards only bringing up the challenges that emerged in the literature review but to also bring up new perspectives. The major challenges that virtual teams face, thus challenges that the leaders must somehow address, can be divided into three areas: communication, coordination and location. Concerning communication, it is important that leaders of virtual teams set the means for communications, define ground rules and make sure that the right kind of communication is used for the right purpose. Further, it is important to communicate more often than if the team would have been co-located and actively try to build trust and cohesion within the team by being transparent and honest. To meet face to face with the team members, especially in the beginning when the team is created, is important both for understanding (virtual communication becomes easier afterward) and for the building of trust and cohesion. In the area coordination it is important for the leader to clearly define the roles of each team member and how the roles as well as the team efforts contribute to a larger picture. There is no perfect distribution that is applicable to all virtual teams, each team must find their balance concerning how many team members that should be positioned at each site. In general, to push responsibilities down in the hierarchy is a suitable role structure for virtual teams. The location area includes challenges such as different languages, cultures and collaboration across different time zones. It is important to have an operative language that all team members understand and master. When creating a new team, it is important that the leader or the person creating it, is aware of how cultural differences impact, so that the challenges can be addressed properly, and the benefits of diversity as well as the expanded labor pool, can be utilized. Working across different time zones brings benefits such as more hours of the day can be used, but it also includes challenges, such as limited real-time communication. Thus, the optimal time overlap is difficult to define, but generally, leaders prefer involving fewer time zones and large time overlaps.
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18

MOCHI, FRANCESCA. "Creatività individuale e di team: Esperimenti riguardo gli effetti degli stili di leadership e delle pratiche di gestione delle risorse umane." Doctoral thesis, Università Cattolica del Sacro Cuore, 2018. http://hdl.handle.net/10280/39858.

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La tesi approfondisce alcune delle risorse strategiche che permettono la sopravvivenza e il miglioramento delle organizzazioni. Essa si divide in tre articoli, il fil rouge è l’utilizzo degli esperimenti come metodologia di ricerca. Riconoscendo la creatività dei lavoratori come una competenza strategica e una misura di performance sia a livello individuale che di gruppo, il primo articolo confronta gli effetti di tre stili di leadership – trasformazionale, transazionale e laissez-faire – sulla creatività individuale e mostra quale di essi sia più appropriato per il suo incremento. I mood positivi e negativi sono stati inclusi nel modello di ricerca come mediatori e la motivazione intrinseca è stata inclusa come moderatore. Il secondo articolo estende il primo e indaga le medesime relazioni a livello di team. Non solo i leader, ma anche i follower sono rilevanti per le organizzazioni: i talenti sono la linfa vitale delle organizzazioni e il loro comportamento deve essere indagato in modo da attrarli, trattenerli e gestirli. Il terzo articolo indaga quindi il comportamento dei talenti nella ricerca di una posizione lavorativa e nella scelta del datore di lavoro tramite l’utilizzo di social media e l’analisi delle pagine sui social network.
The purpose of the thesis is to provide an in-depth understanding of some strategic resources that allow organizational survival and improvement. The thesis is divided into three papers and the fil rouge is the use of experimental design as research methodology. Recognizing creativity as a strategic competence and a measure of individual or team performance, the first paper compares the effect of three leadership styles – transformational, transactional and laissez-faire – on individual creativity, thus showing which leadership behavior is the most suitable for enhancing it. Positive and negative moods are included in the research design as mediators and individual intrinsic motivation is included as moderator. The second paper is an extension of the first one and investigates the same relationships at a team level of analysis. Furthermore, not only leaders are relevant for the organizations, but followers too. Talents are the life-bloods of organizations and their behaviours have to be detected for attracting them, but also for retaining and managing them. The third paper untangles the job seekers’ behaviors in looking for a job and choosing a company rather than another one basing their choice on the screening of social media and social network pages.
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19

Mendes, Constança Silveira Corrêa. "Feminism(s) & NGO leadership in emergent societies." reponame:Repositório Institucional do FGV, 2018. http://hdl.handle.net/10438/24736.

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Proposta – Este trabalho pretende identificar como diferentes perspetivas de feminismo influenciam as práticas de liderança de uma ONG da América Latina. Durante o desenvolvimento deste trabalho, os determinantes do feminismo foram analisados bem com os seus impactos para a liderança da ONG. Metodologia – A pesquisa é baseada em dados primários através de entrevistas a pessoas com uma relação próxima com a organização. Para obter conclusões validas, a data foi analisada usando uma framework protocolo. Resultados – A presença de diferentes perspetivas de feminismo que coexistem em harmonia podem ser um grande fator para preparar o líder de uma organização para lidar com ambientes complexos. Usando uma estratégia de Ambos/e leva a resultados organizacionais mais efetivos e de maior sucesso. Limitações de Pesquisa – Este trabalho tem o foco numa ONG localizada no Brasil, mais especificamente no Rio de janeiro. ONGs de outras localidades não foram cobertas pela data, o que significa que conclusões gerais sobre a liderança de ONGs de outros locais não podem ser tiradas. Implicações Práticas – Esta pesquisa pode ajudar empresas a perceber a importância de feminismos e como serem capazes de responder a paradoxos pode levar a resultados mais efetivos e de sucesso. Originalidade – Para conhecimento do autor, este é o primeiro estudo que combina tópicos de feminismo e liderança de ONGs, para melhor entender a relação entre eles.
Purpose – This work aims to identify how different perspectives of Feminism influence the leadership practices of an NGO from Latin America. In the course of this work, determinants of feminisms are analyzed and implications for the NGO leadership are drawn. Design/Methodology – The research relies on primary data collected through interviews with three people that have a close relationship with the organization. To draw valid conclusions, the data was analyzed using a protocol framework. Findings – The presence of different perspectives of feminisms that co-exist in harmony can be a main factor to prepare the organization’s leader to deal with complex situations. Using a strategy of both/and leadership leads to effective and successful organizational outcomes. Research limitations – This work focused on an NGO located in Brazil, more specifically inRio de Janeiro. NGOs from other locations were not covered by the data, therefore no general conclusions on the leadership of NGOs from other places can be drawn. Practical implications – This research can help organizations in the business world to understand the importance of feminisms and how being able to respond to paradoxes can lead to effective and successful organizational outcomes. Originality – To the knowledge of the author, this is the first study that combines the topics of Feminism with the leadership of NGOs, to better understand the relationship between them.
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BRUNO, VALERIO ALFONSO. "IL RUOLO EUROPEO DELLA GERMANIA DALLA CRISI ECONOMICA AL 2015: L'INFLUENZA REGIONALE TRA EGEMONIA RILUTTANTE E CAPACITA'DI LEADERSHIP." Doctoral thesis, Università Cattolica del Sacro Cuore, 2017. http://hdl.handle.net/10280/17946.

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La ricerca indaga qual sia stato il ruolo regionale della Germania nel periodo che va dalla crisi economica del 2008 al 2015 basandosi su tre elementi in particolare: 1)Tipologia/stile di potere regionale. Il potere esercitato dalla Germania a livello regionale di tipo egemonico coercitivo o benevolente e multilaterale. 2)Guida/conduzione della regione. L'efficacia complessiva della guida/conduzione regionale della Germania nel periodo post-crisi. 3)Influenza complessiva. L’influenza complessiva del potere della Germania a livello regionale tra il 2008 ed il 2015. La ricerca sostiene che la Germania, successivamente alla crisi economica globale, abbia disposto nell’arco temporale 2008-2015 di un potere molto efficace, sia a livello deliberato che non-intenzionale, sviluppando un ruolo regionale non sempre ben definito, esibendo tuttavia tratti caratteristici più assimilabili alla leadership in senso stretto e dimostrandosi spesso molto capace nel condurre la regione europea attraverso situazioni critiche.
The research investigates what has been the particular role of Germany in the period from the 2008 economic crisis up to 2015, based on three elements in particular: 1) Type/style of regional power. The power exercised by Germany, on a continuum from a regional hegemonic type to a benevolent and multilateral leadership. 2) Guide/conduct of region. The overall effectiveness of Germany's regional guide role in the post-crisis period. 3) Overall influence or "power over outcomes". The influence excercised by Germany at the regional level between 2008 and 2015. The research supports eventually that Germany, following the global economic crisis, has disposed during the period 2008-2015 of a very effective power (both intentional and non-intentional) developing a particular regional role not always in a clear and defined way, exhibiting indeed traits similar to a leadership and being often capable of leading the European region through critical situations.
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Ekelund, Lukk Jonas, and Elin Söderberg. ""Är kameran på?" : En kvalitativ studie kring ledares upplevelser av ett påtvingat e-ledarskap." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-103942.

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2019 upptäcktes en ny form av Coronavirus av de kinesiska myndigheterna som snabbt spreds iflera länder innan det tillslut spreds globalt. Folkhälsomyndigheten gick ut medrekommendationer att arbeta hemifrån för att minska smittspridningen i samhället, vilket bidrogtill att många ledare behövde anpassa sig och förmedla ett e-ledarskap på distans. Det blev endrastisk förändring för många organisationer och ledare då de tvingades in i denna omställning.Vi har genomfört en kvalitativ studie genom att intervjua nio olika ledare på olika organisationerför att undersöka hur det påtvingade e-ledarskapet har upplevts för dem under den rådandesituationen. Vi har utgått från tidigare litteratur gällande e-ledarskap, distansledarskap samt treaspekter som varit tydligt framträdande i denna litteratur: kommunikation, sociala aspekter ochteknologiska färdigheter. Det visade sig att ledarnas upplevelser gällande det påtvingadee-ledarskapet inte skiljer sig avsevärt gentemot deras tidigare ledarskap och att om de lyckashantera eventuella nackdelar så finns det många fördelar för de att ta med sig för framtiden
In 2019, a new form of Coronavirus was discovered by the Chinese authorities, which spreadrapidly in several countries before it eventually spread globally. The Swedish Public HealthAgency issued recommendations to work from home to prevent the spread of infection insociety, which contributed to the fact that many leaders needed to adapt and mediatee-leadership at a distance. It became a drastic change for many organizations and they wereforced into this transition. We have conducted a qualitative study by interviewing nine differentleaders in different organizations to examine how the forced e-leadership has been experiencedfor them during the current situation. We emanated from previous literature regardinge-leadership, distance leadership and three aspects that have been clearly prominent in thisliterature: communication, social aspects and technological skills. It turned out that the leaders'experiences regarding the forced e-leadership do not differ significantly from their previousleadership and that if they manage to deal with any potential disadvantages, there are manyadvantages for them to bring into the future.
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22

Forsby, Frida, and Nike Selin. "Att leda på distans : Upplevelser av det optimala distansledarskapet." Thesis, Högskolan i Gävle, Avdelningen för arbetshälsovetenskap och psykologi, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-36582.

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Studiens syfte var att undersöka vad ett optimalt distansledarskap var och hur olika individer i ledarpositioner upplevde sitt distansledarskap, samt påvisa vilka för- och nackdelar som togs upp i denna fråga. Metoden som användes var semistrukturerade intervjuer där respondenterna hade en ledarposition. Respondenterna arbetade inom olika branscher och detta belyste en bred insikt i ämnet. Resultatet analyserades och tolkades med hjälp av relevanta artiklar samt väsentlig litteratur. Resultatet påvisade att distansledarskapet varierade i praktiken beroende på bransch, dock inte upplevelsen av distansledarskapet. Respondenterna berättade om deras upplevelse angående ett optimalt distansledarskap och hur detta kunde tillämpas i den bransch respondenten arbetade inom. Vidare kunde vi se en koppling till vår studie och den digitalisering som pågår i vårt samhälle.
The purpose of the study was to investigate what an optimal E-leadership was and how different individuals in leadership positions experienced their own E-leadership, and to demonstrate what advantages and disadvantages were addressed in this issue. The method used was semi-structured interviews where the respondents held a leadership position. The respondents worked in different industries and this shed light on a broad insight into the subject. The results were analyzed and interpreted with the help of relevant articles and essential literature. The results showed that E-leadership varied in practice depending on the industry, but not the experience of E-leadership. The respondents talked about their experience regarding optimal E-leadership and how this could be applied in the industry the respondent worked in. Furthermore, we could see a connection to our study and the digitalization that is going on in our society.
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Hedin, Ellinor, and Sara Ragnvaldsson. "HUR SER EN HÅLLBARORGANISATION UT PÅ ETT MODERNTE-HANDELSFÖRETAG? : EN KVALITATIV STUDIE PÅ ELLOS GROUP." Thesis, Högskolan i Borås, Akademin för textil, teknik och ekonomi, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:hb:diva-704.

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Syftet med den här rapporten var att ta reda på hur en hållbar organisation kan se ut på ettmodernt e-handelsföretag. Anledningen till att detta syfte valdes var för att organisationen lättglöms bort medan produktionen ständigt genomför förbättringar och effektiviseringar.Utgångspunkten i litteraturstudien var Henry Mintzbergs omfattandeorganisationsteori vilket tydliggjorde bilden av hur en organisation är uppbyggd. Tack vareintervjuer och observationer på Ellos Groups logistikavdelning förtydligades nuläget i derasorganisation och en analys kunde genomföras. Analysens jämförelser mellan teori ochnulägesbeskrivning ledde till att slutsatser uppnåddes. Dessa slutsatser baserades påfrågeställningen och fokuserade därmed främst på att kunna bidraga till en hållbarorganisation som kan hantera framtida förändringar på bästa sätt. Viktiga slutsatser för attuppnå detta var att ha tjänster som är enhetliga, tydliga och rättvisa samt stämmer överensmed verkligheten. Ytterligare en slutsats var att ha en organisation som fokuserar på helaproduktionen istället för på endast en avdelning vilket underlättas om mellancheferna arbetarmer över avdelningsgränserna. Slutsatserna betonade med andra ord framförallt vikten avtydlighet, rättvisa, enhetlighet och att teori bör stämma överens med verklighet för att enhållbar organisation skall kunna uppnås.
The purpose of this report was to find out how a sustainable organization could look like in amodern e-commerce business. The reason for this purpose was because the organization iseasily forgotten while production constantly implements improvements and efficiency.The scientific frame of reference in this study was based on Henry Mintzberg'sextensive organizational theory, which clarified the picture of how an organization is built.Interviews and observations at Ellos Group’s logistics department clarified the currentsituation in their organization and the analysis could be conducted. The analysis comparisonsbetween theory and present situation resulted in conclusions being reached. These conclusionswere based on the issue, thus focusing mainly on being able to contribute to a sustainableorganizational which can handle future changes in the best possible way. An importantconclusion to achieve this was to have employments that are consistent, clear and fair.Another conclusion was to have an organization that focuses on the entire production insteadof only one department, which is facilitated if the managers are working more crossdepartmental.The conclusions highlighted in other words in particular the importance ofclarity, fairness, consistency, and that theory should be consistent with reality if a sustainableorganization is to be achieved.
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24

Martna, Haara. "Distansledarskapets spelregler - en fallstudie av utlokaliserade journalisters upplevelser av distansledarskap och arbetsmotivation." Thesis, Umeå universitet, Sociologiska institutionen, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-82536.

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What is e-leadership and how can it be framed in a distance context? How can work motivation be understood as a correlated theme? In prior leadership research and theory it has been taken for granted that leadership occurs in a face-to-face environment, so how to study leadership in a remote context? According to recent research, e-leadership defines this leader-member relation in this new arena, and a central focus of this research has been on communication. Communication is a central theme in the remote setting because it is the only interaction arena which allows leadership to be seen and understood. By conducting a case study in a multi media organization with distance working journalists as focus group this essay aims to bring a deeper understanding of how e-leadership works and how it effects work motivation. The field of media organizations is interesting to study as distance work is not an unusual working environment for journalists, and research has indicated that work motivation needs for these highly specified creative workers are somewhat differentiated from other, for example industrial workers, which implies that motivation theories urges an update. The data was collected by individual interviews which later were transcribed and categorized into emerging themes. The themes were then analyzed through the theoretical framework. The results from this case study implies that the distance working context includes several challenges and more responsibilities in a comparative to a physical environment where there are other service units. For example the social aspects of having meaningful social relationships to coworkers and leaders is a challenge in a context where there are few, if any physical meetings. The time pressure in the daily work makes the communication mostly work based, and there is little time over for small talk. The distance work environment also includes more responsibilities in terms of watering the flowers at the office, filling up the printer with paper and other responsibilities not strictly attached to the work assignments, but still a part of them.
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25

Mendes, Constança Silveira Corrêa. "Feminism(s) & NGO leadership in emergent societies." Master's thesis, reponame:Repositório Institucional do FGV, 2018. http://hdl.handle.net/10400.14/26229.

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Proposta – Este trabalho pretende identificar como diferentes perspetivas de feminismo influenciam as práticas de liderança de uma ONG da América Latina. Durante o desenvolvimento deste trabalho, os determinantes do feminismo foram analisados bem com os seus impactos para a liderança da ONG. Metodologia – A pesquisa é baseada em dados primários através de entrevistas a pessoas com uma relação próxima com a organização. Para obter conclusões validas, a data foi analisada usando uma framework protocolo. Resultados – A presença de diferentes perspetivas de feminismo que coexistem em harmonia podem ser um grande fator para preparar o líder de uma organização para lidar com ambientes complexos. Usando uma estratégia de Ambos/e leva a resultados organizacionais mais efetivos e de maior sucesso. Limitações de Pesquisa – Este trabalho tem o foco numa ONG localizada no Brasil, mais especificamente no Rio de janeiro. ONGs de outras localidades não foram cobertas pela data, o que significa que conclusões gerais sobre a liderança de ONGs de outros locais não podem ser tiradas. Implicações Práticas – Esta pesquisa pode ajudar empresas a perceber a importância de feminismos e como serem capazes de responder a paradoxos pode levar a resultados mais efetivos e de sucesso. Originalidade – Para conhecimento do autor, este é o primeiro estudo que combina tópicos de feminismo e liderança de ONGs, para melhor entender a relação entre eles.
Purpose – This work aims to identify how different perspectives of Feminism influence the leadership practices of an NGO from Latin America. In the course of this work, determinants of feminisms are analyzed and implications for the NGO leadership are drawn. Design/Methodology – The research relies on primary data collected through interviews with three people that have a close relationship with the organization. To draw valid conclusions, the data was analyzed using a protocol framework. Findings – The presence of different perspectives of feminisms that co-exist in harmony can be a main factor to prepare the organization’s leader to deal with complex situations. Using a strategy of both/and leadership leads to effective and successful organizational outcomes. Research limitations – This work focused on an NGO located in Brazil, more specifically inRio de Janeiro. NGOs from other locations were not covered by the data, therefore no general conclusions on the leadership of NGOs from other places can be drawn. Practical implications – This research can help organizations in the business world to understand the importance of feminisms and how being able to respond to paradoxes can lead to effective and successful organizational outcomes. Originality – To the knowledge of the author, this is the first study that combines the topics of Feminism with the leadership of NGOs, to better understand the relationship between them.
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BUCATER, APARECIDA. "LIDERANÇA A DISTÂNCIA: UM ESTUDO SOBRE OS DESAFIOS DE LIDERAR EQUIPES EM UM CONTEXTO DE TRABALHO REMOTO." Universidade Metodista de Sao Paulo, 2016. http://tede.metodista.br/jspui/handle/tede/1580.

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Coordenação de Aperfeiçoamento de Pessoal de Nível Superior - CAPES
This study aimed to identify the factors that interfere in the e-Leadership process and to identify the challenges and skills demanded of e-Leader. Therefore the option was for a qualitative study and research was exploratory in nature. The tool used was the interview with the support of semi structured script. We interviewed six professionals with expertise in classroom leadership, working with remote teams in medium and large companies from various sectors. Data from the interviews were grouped, categorized and analyzed to facilitate the reading and understanding of the study. The research findings corroborate studies on the remote work environment that involves time, space and technology and is characterized by flexibility. They identified four factors that interfere as facilitators of e-Leader action: the technology, the team´s characteristics, infrastructure organizations offer and virtual meetings, the latter with an approach one differentiated both in relation to researchers considered for this study. The main challenges were identified control, team motivation and adaptation to the new model corroborating the studies considered for this job. Regarding skills were identified fiveteen that corroborated the studies on the subject, five appointed by the researchers and not cited by respondents and seven presented by the interviewees and were not found in the studies considered for this work.
Este estudo teve como objetivo identificar os fatores que interferem no processo de e-Liderança, bem como identificar os desafios e as competências demandadas do e-Líder. Para tanto a opção foi por um estudo de caráter qualitativo e a pesquisa foi de natureza exploratória. A ferramenta utilizada foi a entrevista com apoio de roteiro semiestruturado. Foram entrevistados seis profissionais com experiência em liderança presencial e atuando com equipes remotas em empresas de médio e grande porte, de segmentos diversos. Os dados das entrevistas foram agrupados, categorizados e analisados, para facilitar a leitura e compreensão do estudo. As conclusões da pesquisa corroboram os estudos sobre o contexto do trabalho remoto que envolve tempo, espaço e tecnologia e tem como característica a flexibilidade. Foram identificados quatro fatores que interferem como facilitadores da atuação do e-Líder: a tecnologia, as características da equipe, a infraestrutura que as organizações oferecem e as reuniões virtuais, estas últimas com uma abordagem um tanto diferenciada com relação aos pesquisadores considerados para este estudo. Como principais desafios foram identificados controle, motivação da equipe e adaptação ao novo modelo corroborando os estudos considerados para este trabalho. Com relação às competências foram identificadas quinze que corroboraram os estudos sobre o tema, cinco apontadas pelos pesquisadores e não citadas pelos entrevistados e sete apresentadas pelos entrevistados e que não foram localizadas nos estudos considerados para este trabalho.
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Jimenez, Maria Alberta Garcia. "Liderança de enfermagem nas organizações de saúde da cidade do México Distrito Federal." Universidade de São Paulo, 2007. http://www.teses.usp.br/teses/disponiveis/22/22132/tde-13082007-151436/.

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O estudo teve como objetivo identificar os estilos de liderança exercidos pelos profissionais de enfermagem com cargos diretivos e sua relação com os traços de conduta tipo A e a maturidade dos colaboradores sob sua direção. O universo esteve composto por enfermeiros diretivos de cinqüenta hospitais gerais da cidade de México, Distrito Federal, sendo tomado como referencial teórico o modelo de liderança situacional de Hersey e Blanchard e a Teoria de Conduta de Friedman e Rosenman. Foi testada a hipótese de relação significante entre os estilos de liderança exercidos pelos profissionais com cargos diretivos e seus traços de conduta tipo A e os tipos de maturidade de seus colaboradores. O estudo é de caráter quanti-qualitativo. Os resultados quantitativos mostraram que os profissionais com cargos diretivos exercem diferentes estilos de liderança. Os valores de correlações foram S1 R2 0,14 dos profissionais exercem a liderança diretiva (alta preferência pelas tarefas e baixa preferência pelas relações interpessoais), S2 R2 0,59 o estilo persuasivo (alta preferência pelas tarefas e alta preferência pelas relações interpessoais), S3 R2 0,27 o estilo participativo (alta preferência pelas relações interpessoais e baixa preferência pelas tarefas) e S4 R2 0,21 o estilo delegativo (baixa preferência pelas tarefas e baixa preferência pelas relações interpessoais). A maturidade inativa, foi observado um coeficiente de correlação de R1 R2 0.14 dos participantes (baixa disposição e baixa habilidade para as tarefas); R2 R2 0,51 apresentou maturidade reativa (baixa disposição e alta habilidade para as tarefas), R3 R2 0,18 maturidade pró-ativa (alta disposição e baixa habilidade para as tarefas) e R4 R2 0,14 a maturidade interativa (alta disposição e alta habilidade para as tarefas). Em uma escada de 0 a1, a qualificação media para os traços conduta tipo A mostraram Os 74% dos profissionais com cargos diretivos. Os resultados qualitativos indicam que esses profissionais percebem um ambiente de trabalho burocrático, com características típicas de organização e regulamentação, comunicação, e hierarquia orientada ao alcance dos objetivos. O alto grau de exigência é observado na sobrecarga de trabalho, o 81% dos diretivos cumprem com jornadas de trabalho diário de mais oito horas e 64% desses diretivos têm sob sua responsabilidade entre 400 e 500 trabalhadores. Outro indicador qualitativo é o período de permanência no cargo diretivo, variando entre um a dez anos para os 81%, e a tendência à continuidade do preparo acadêmico: 62% com grau de licenciatura e 24% com pós-graduação. Conclui-se que os diretivos alcançam as metas propostas com diferentes estilos de liderança que visam a estimular os enfermeiros, que mostram estar preparados, mas com problemas de motivação. Os diretivos utilizam estratégias de persuasão para obter a colaboração dos seguidores. Na situação analisada, se cumpre o modelo Hersey e Blanchard e oferece importantes pontos de vista para o fortalecimento da liderança em enfermagem nos hospitais gerais da cidade de México, Distrito Federal.
The main objective of this study is identify the styles of leadership exercised by directive nurses at general hospitals of Mexico City, according to situational leadership model of Hersey and Blanchard and its relationship with features type \"A\" of the leaders and the degrees of the maturity of their collaborators, according to behavior theory of Friedman and Rosenman. The study is quant-qualitative and was done with cooperation of directive nurses at the mentioned hospitals. The quantitative results demonstrated four leadership styles exercised by directive nurses: directive style characterized by its high preference for the tasks and low preference for the interpersonal relationships, persuasive style characterized by its high preference for the tasks and high preference for the interpersonal relationships, participant style characterized by its high preference for the relationships interpersonal and low preference for the tasks and delegatory style characterized by low preference for the tasks and low preference for the interpersonal relationships. The directive nurses apply the directive style in coefficient determination R2 0,14 of their decisions, the persuasive style in R2 0,59, the participant style in R2 0,27 and the delegatory style in R2 0,21 of their decisions. The followers showed four grades of readiness for the execution of their tasks: coefficient determination, inactive R2 0,14 attitude characterized by their low disposition and low ability for the tasks, reactive R2 0,51 attitude characterized by its low disposition and high ability for the tasks, attitude pre-active R2 0,18 characterized by its high disposition and low ability for the tasks and interactive R2 0,14 attitude characterized by its high disposition and high ability for the tasks. The directive nurses showed features of behavior type A in 74% of the cases. The qualitative results indicate that the directive ones perceive a mechanicbureaucratic orientation of the hospitals, with their typical characteristics of norms, communication, functions and hierarchy, total orientation to the achievement of the objectives, emphasis in the tasks and routine processes. The high demand is reflected in the work overload that they experience. In 81% of cases they work more than eight daily hours, 64% supervises between 400 and 500 professionals of the health and 81% abandon their positions after 10 years. The directive personnel has tendency toward the academic advance. 62% has degree grade and 24% has postgraduate. The directive nurses achieve the goals of the organization by means of the combination of four styles of leadership to influence in their followers; most of them are well qualified but have motivation problems. The directive nurses apply, frequently, the persuasive style of leadership which is related with the reactive attitude of the followers. They solve the personnel\'s deficiencies with excessive work loads. To conclude, the pattern of situational leadership of Hersey and Blanchard is useful to diagnose the situation of the leadership of the nurses and to identify the aspects to be strengthened in the general hospitals of the city of Mexico D. F.
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Fors, Emelie, and Evelina Lundberg. "Do as I do! : A single case study investigating leadership within a successful e-commerce company with a Customer Experience focus." Thesis, Linnéuniversitetet, Institutionen för marknadsföring (MF), 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-105523.

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The digitised world of today has led to the development of new organisational structures within companies, resulting in new leadership styles in digital firms. Furthermore, customers’ demand is constantly increasing, which results in the importance of delivering an experience to the customers to stay competitive in the market. Therefore, the purpose of this thesis is to investigate how leadership is applied in a successful e-commerce company with a Customer Experience focus. This thesis is conducted throughout a qualitative single case study of a successful e-commerce company focusing on customer experience(s). The empirical findings have been obtained through semi-structured interviews, which further have been analysed together with the given theories to gain an in-depth understanding to answer the research question (1) How does leadership manifest itself in an e-commerce company? Furthermore, the sub-question (a) Which leadership styles can be identified within the e-commerce company. The conclusion of this thesis presents the importance of having leadership connected to the corporate culture. This includes considering the culture in all decisions within the company and that leaders and employees live by the company’s values. This thesis presents leaders within the case company applying several attributes of different leadership styles. However, the primary leadership style that has been identified throughout all leaders is transformational leadership, including being a digital leader.
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Bartsch, Marvin, Juliana Arcoverde Mansur, and Tommaso Ramus. "Authentic leadership revisited: an empirical study of morality in authentic leadership." reponame:Repositório Institucional do FGV, 2018. http://hdl.handle.net/10438/24621.

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Objetivo – O objetivo deste trabalho é de empiricamente avaliar o papel da moralidade no conceito de liderança autêntica. Metodologia – Para tal, foi criado um questionário experimental no qual foram examinados os efeitos que os dois conceitos de autenticidade e moralidade têm na perceção de efetividade de um líder. Resultados – Prioritariamente os resultados mostram que há uma diferença insignificante entre lideres inautênticos mas moralmente corretos e lideres autênticos mas imorais na perceção de efetividade de um líder. Aplicabilidade do trabalho – Os resultados do estudo sugerem que lideres imorais por norma não devem ser excluídos do conceito de liderança autêntica. Originalidade – Para o nosso conhecimento, este é o primeiro trabalho que examina o papel da moralidade na liderança autêntica ao relacionar os dois conceitos para a perceção de efetividade de um líder.
Purpose – The purpose of this work is to empirically evaluate the role of morality in the authentic leadership construct. Design/methodology/approach – To do so, a survey experiment was created that examines the effects of the two concepts of authenticity and morality on perceived leader effectiveness. Findings – Most importantly the results have shown that there is an insignificant difference between inauthentic but moral leaders and authentic but immoral leaders in perceived leader effectiveness. Practical implications – The findings of the study suggest that immoral leaders should not be generally excluded from authentic leadership constructs. Originality – To our knowledge, this is the first study that examines the role of morality in authentic leadership by relating the two concepts to perceived leader effectiveness.
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Falk, Jenny, Raheel Imran, and Anders Saltin. "Trust as a Factor of Virtual Leadership : How Significant is it in Swedish Organisations?" Thesis, Högskolan i Jönköping, Internationella Handelshögskolan, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-15671.

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Teams can be a fundamental part of an organisational structure. A virtual team is characterised by having its team members spread across different locations, but they remain interdependent in their tasks. Nowadays, virtual teams have become more common as it is an effective way to share resources and remain competitive on the market. However, as virtual teams being a relatively new concept, it is still in need of a well-defined role of leadership. Recently, researchers have begun to realise that certain key factors exists within virtual leadership that facilitate and drive the success of teamwork within the virtual environment. For example, in order to function, a virtual team is dependent on technology, which classifies as a factor of virtual leadership. Other factors are communication, goal setting, leadership behaviour, and trust. The purpose of this paper is to investigate the significance of trust within virtual teams in Swedish organisations. Furthermore, it is also the aim of this thesis to investigate trust as a factor of virtual leadership and its relation to other factors of effective virtual leadership. To evaluate the significance of trust as a factor of leadership, we collected data by doing semi-structured interviews with four representatives from four organisations. This work process is influenced by a hermeneutic epistemology and we report our findings from these interviews in a narrative manner. Furthermore, we have adopted an inductive approach similar to grounded theory in order to analyse the data and to reach our conclusions. Our point of origin was that trust is the most significant of the leadership factors. However, our thesis concludes that communication is in fact the more significant of the different factors of virtual leadership. Without proper communication, none of the other factors carries any substance. Good communication yields trust and so does the other factors if they are well executed through proper communication. In that sense, all factors are interdependent within Swedish Organisations.
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Silva, Gleibson de Andrade Arruda. "Ética na liderança organizacional com base nas bem-aventuranças." Faculdades EST, 2013. http://tede.est.edu.br/tede/tde_busca/arquivo.php?codArquivo=447.

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O objeto deste trabalho de pesquisa é analisar a ética em termos de liderança, mais especificamente identificada no texto bíblico do evangelho segundo Mateus (Mt 5.3- 11), bem como as implicações na utilização de cada virtude na liderança organizacional, objetivando o sucesso perene organizacional, bem como a realização pessoal e coletiva dos envolvidos nesta atividade. Em função da complexidade cada vez maior no espaço organizacional e a constante necessidade de mudanças, todo líder precisa de um número de habilidades capazes de promover mudanças e liderar projetos que conduzam as empresas à perenidade operacional, sem perderem a capacidade de alcançar a felicidade e realização pessoal e coletiva. O desenvolvimento pleno e perene das organizações pressupõe que toda liderança precisa desenvolver habilidades que permitam o desenvolvimento organizacional, em face à necessidade de gestão de mudanças que produzam ganhos de produtividade e agreguem a realização dos envolvidos na direção e operação da organização. É necessário considerar questões como transcendentalidade e espiritualidade como fontes que influem diretamente nas relações de liderança organizacional. Sendo assim, as bem-aventuranças compõem um programa ou até uma cultura que propaga valores em desuso como humildade, bondade e misericórdia. Ao assumir a necessidade de que cada líder precisa compreender sua espiritualidade compartilhando e aplicando as virtudes expostas nas bem-aventuranças, define-se um código de ética, mais especificamente a ética cristã. A ética extraída das bemaventuranças é, de fato, uma espécie de ética diferenciada e incomum no mundo corporativo. Cabe reafirmar a liderança baseada em valores, que em plena atividade são indiscutivelmente influenciados por questão culturais objetivas, mas também por questões subjetivas, entre elas a espiritualidade e transcendentalidade. Logo, a questão da ética é cultural, conjuntural e estrutural. Para ser feliz, o ser humano pode se realizar caminhando por um caminho mais individualista e egocêntrico; porém, para alcançar o ideal de mais que feliz ou bem-aventurado é necessário romper com diversos paradigmas estruturais do mercado e da academia das ciências administrativas.
The object of the present research work is to analyze ethics in leadership more specifically identified in the biblical text of the Gospel according to Matthew 5:3-11 wrote. As well, the implications in the use of every virtue in the above organizational leadership aiming perennial organizational success and the achievement of personal and collective involved in this activity. Due to the increasing complexity in the organizational space and the constant need for change, every leader needs a number of skills that promote change and lead projects leading companies operating perpetuity, without, however, losing the ability to achieve happiness and personal and collective. The full development and enduring organizations, assumes that all leadership must develop skills that enable organizational development, given the need for change management that produce productivity gains and aggregating the performance of those involved in the direction and operation of the organization. You need to consider issues such as spirituality and transcendental sources that directly influence the relations of organizational leadership so the beatitude composes a program or even a culture that propagates values into disuse as humility, kindness and mercy. By assuming the need for every leader must understand his spirituality sharing and applying the virtues exhibited in the beatitudes is defined as a code of ethics, more specifically Christian ethics. Ethics extracted from bliss, is actually a different kind of ethics and unusual in the corporate world. It should reaffirm the values-based leadership, which are in full swing arguably influenced by cultural objective question, but also by subjective issues, including spirituality and transcendentalism, then the question of ethics is cultural, structural and cyclical. To be happy humans can take place can walk down a path more individualistic and self-centered, but to achieve the ideal of "more than happy" or blessed is necessary to break with several paradigms structural market and the academy of sciences administrative.
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32

Rosen, Cecilia, and Amarvir Singh. "Honungsbi-ledarskap i e-handelsföretag i Sverige : - en studie av hållbart ledarskap." Thesis, Högskolan i Gävle, Avdelningen för ekonomi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-29162.

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Sammanfattning Titel: Honungsbi-ledarskap i e-handelsföretag i Sverige - en studie av hållbart ledarskap Nivå: Examensarbete på Grundnivå (kandidatexamen) i ämnet företagsekonomi Författare: Cecilia Rosen och Amarvir Singh Handledare: Kristina Mickelsson och Agneta Sundström Datum: 2019 - januari Syfte: Syftet med studien är att få ökad kunskap om hur företagsledare inom e-handelsföretag i Sverige hanterar hållbarhet genom honungsbi-ledarskap, riktat mot innovationsförmåga, miljö och socialt ansvar samt investering i personal. Metod: Studien utgår från en kvalitativ metod med utgångspunkt i den hermeneutiska ansatsen. En jämförande design har använts för att finna likheter och skillnader mellan de två utvalda e-handelsföretagen där totalt 10 semistrukturerade intervjuer har genomförts med fem chefer och fem medarbetare. Varje respondent har fått en egen anonymitetskod för att inte kunna spåras tillbaka till dem. Empiri: Intervjuerna har kodats i 4 olika teman och 3 kategorier har arbetats fram ur varje tema för att på ett enklare sätt redovisa resultatet av studien. Dessa har sedan fått varsin rubrik i empirin för att på ett enklare sätt kunna följa vad som framkommit i studien. Slutsats: Studien visar att företagsledare inom e-handelsbranschen arbetar genomgående med innovationsförmåga och personalinvesteringar, dock inte lika utmärkande när det kommer till miljö och socialt ansvar. Det finns ett behov att utveckla organisationernas gemensamma miljömässiga mål samt även förmedla dessa på ett bättre sätt inom sin organisation. Ett av företagen behöver även utveckla sin förmåga att utbilda sin personal då de saknar en stark utbildningskultur. Examensarbetets bidrag: Studien har bidragit med ökad förståelse för hur enskilda principer inom honungsbi-ledarskap kan studeras inom e-handelsorganisationer. Vår studie har även medverkat till ett bidrag om hur e-handelsledare investerar i sin personal genom att rekrytera och arbeta med personal som kan ta eget ansvar. Förslag till fortsatt forskning: För att stärka vår studie rekommenderar vi att den replikeras och jämförs mellan andra e-handelsföretag med utgångspunkt i samma tre principer. En mer övergripande studie om e-handelsföretag som inkluderar flertalet eller alla principer än de vi har valt ut skulle även vara av nytta för att få en helhetsbild av hur principerna påverkar varandra och hur e-handelsföretag arbetar med honungsbi-ledarskap. Nyckelord: Honungsbi-ledarskap, Hållbart ledarskap, E-handel, Innovationsförmåga, Investering i personal, Miljö och Socialt ansvar.
Abstract Title: Honeybee leadership in e-commerce businesses in Sweden - a study of sustainable leadership Level: Student thesis, final assignment for bachelor’s degree in business administration Author: Cecilia Rosen and Amarvir Singh Supervisor: Kristina Mickelsson and Agneta Sundström Date: 2019 - January Aim: The aim of the study is to gain further knowledge of how business leaders in e-commerce businesses in Sweden handle sustainability through honeybee leadership, aimed at innovation, environmental and social responsibility, and through investment in employees. Method: This study uses a qualitative method based on the hermeneutic approach. A comparative design is applied to compare the two selected e-commerce companies where 10 semi-structured interviews have been conducted with five managers and five employees. Respondents have received their own anonymity code in order not to be traceable back to them. Empirics: The interviews have been coded into 4 different themes with 3 categories developed from each theme to present the result of the study in a simpler way. These themes have received a separate headline to follow more easily, what has been found in the study. Conclusion: The study shows that business leaders in the e-commerce industry work consistently with innovation and personnel investments, but not as distinctive when it comes to environmental and social responsibility. There is a need to develop the common environmental goals of the organizations and to convey these in a better way within their organizations. One of the companies also showed the need to develop their ability to train their staff as they lack a strong educational culture. Contribution of the thesis: The study has contributed to an increased understanding of how individual principles in honeybee leadership can be studied within organizations. Our study has also contributed to an insight on how e-commerce managers invest in their staff by recruiting and working with staff who can take responsibility. Suggestions for future research: To strengthen our study, we recommend it to be replicated and compared with other e-commerce companies based on the same three principles. A more comprehensive study of e-commerce companies that include the majority, or all principles than those we have chosen, would also be useful to get an overall picture of how the principles affect each other and how e-commerce companies work with honeybee leadership. Key words: Honeybee Leadership, Sustainable Leadership, E-commerce, Innovation,Investment in Personnel, Environment and Social Responsibility.
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33

Samartinho, João Paulo Rodrigues da Silva. "E-liderança: um modelo de competências e de boas-práticas para os líderes de projetos em ambientes learning management system." Doctoral thesis, Universidade de Évora, 2014. http://hdl.handle.net/10174/13056.

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O objetivo principal desta dissertação consiste na apresentação de um Modelo de Competências e Boas-Práticas para os líderes de projetos em ambientes Learning Management System na forma de ferramenta conceptual, que possa funcionar como um guia de boas-práticas. Apresenta um conjunto de contribuições, no âmbito da e-Liderança, das quais destacamos as mais relevantes. Principais contribuições teóricas: 1. Identificação, descrição e caraterização do conjunto de forças e do conjunto de itens associados às caraterísticas da e-Liderança e competências do e-Líder; 2. Enquadramento esquematizado representativo do ambiente virtual colaborativo onde o paradigma da e-Liderança encontra o seu habitat – o Modelo de Compreensão e Competências Específicas e caraterísticas da e-Liderança. Principal contribuição prática: 3. Conceção, apresentação e teste à ferramenta MODO COMPETE E–LÍDER e versão sintética MODO COMPETE E-LÍDER S às quais se associou um Guia de Boas-Práticas, que visam disponibilizar um referencial ao e-Líder para a prática da e-Liderança; E-Leadership: a model of skills and good-practice for project leaders in Learning Management Systems environments Abstract :The main purpose of this thesis is to present a Model of Skills and Good-Practice for project leaders in Learning Management System environments, as a conceptual tool, which can function as a good-practice guide. This thesis presents a group of theoretical and practical contributions in the e-leadership framework. Below are highlighted the most relevant contributions. Main theoretical contributions: 1. Identification, description and characterisation of the set of strengths and a group of items linked to the e-leadership features and e-leader skills; 2. Schematic framework representing the virtual collaborative environment where the e-leadership paradigm meets its habitat - the Comprehension and Specific Skills Model and the e-leadership characteristics. Main practical contributions: 3. Design, presentation and testing of the tool - MODO COMPETE E-LEADER and its synthetic version MODO COMPETE E-LEADER S, to which a guide of good-practice was associated providing a reference for the e-leader and for the practice of e-leadership.
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Danaga, Amanda Cristina. "Encontros, efeitos e afetos : discursos de uma liderança Tupi Guarani." Universidade Federal de São Carlos, 2016. https://repositorio.ufscar.br/handle/ufscar/8777.

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Coordenação de Aperfeiçoamento de Pessoal de Nível Superior (CAPES)
The context of the indigenous movement in Brazil, observe the proeminence of indigenous leaders who come to narrate the memories told in the first-person singular, in an attempt to speak on behalf of their groups. These speeches become important to understand, beyond the indigenous movement, the subjectivity Amerindians schemes, the emergence of autobiographical subject within the ethnology and its implications in writing the ethnographic text. Once, as from his speeches, that policy and poetic notions they emerge for the anthropologist as part of an ethnographic text. From this discussion, this research performs an approach of memories and narratives of a tupi guarani leadership that lives in the village Ywytu Guaçu (Renascer) in the city of Ubatuba / SP, the leader Antonio da Silva Awa. It is an ethnography that focuses on the effects of the meeting such leadership, these effects expressed through statements, speeches and quotidian advice. These speeches open up possibilities for other reflections such as the use of a specific self-designation that make use of category mixture as singularity attribute of a people, the relationships with several other "types of people," the commitment to actions and negotiations seeking to reconcile interests between distinct worlds, amerindians ways politics gets done and the highlight of indigenous representatives as prestigious leadership and recognition in their groups. That everything associated with the idea of production and formation of subjects tupi guarani and the learning from ancients.
O cenário do movimento indígena no Brasil observa a proeminência de lideranças indígenas que narram memórias através da primeira pessoa do singular, muitas vezes, com a intenção de falar em nome de seus grupos. Esses discursos se tornam importantes para compreender, para além do movimento indígena, os regimes de subjetivação ameríndios, o surgimento dos sujeitos autobiográficos dentro da etnologia indígena e suas implicações na escrita do texto etnográfico. Uma vez que é a partir desses discursos que as noções de política e poética surgem para o antropólogo como partes de um texto etnográfico. Partindo dessa discussão, este trabalho realiza uma abordagem das memórias e narrativas de uma liderança tupi guarani que vive na aldeia Ywytu Guaçu (Renascer) localizada no município de Ubatuba/SP, o cacique Antonio da Silva Awá. Trata-se de uma etnografia que tem seu foco nos efeitos do encontro com esta liderança, efeitos esses expressos por meios de discursos, falas e aconselhamentos cotidianos. Estes discursos abrem possibilidades para outras reflexões, tais como, o uso de uma autodenominação que se vale da categoria mistura como atributo de singularidade de um povo, as relações com diversos outros tipos de gente, o empenho nas ações e negociações que buscam compatibilizar interesses entre mundos distintos, os modos ameríndios de fazer política e o destaque dos representantes indígenas como lideranças de prestígio e reconhecimento em seus grupos. Isso tudo, associado à ideia de produção e formação de pessoas tupi guarani e o aprendizado dos antigos.
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Emília, Samuel Zinga. "O impacto da formação pedagógica dos gestores e as práticas administrativas no espaço escolar, INE - Cabinda." Master's thesis, Universidade de Évora, 2012. http://hdl.handle.net/10174/14632.

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As questões da educação em Angola são muito complexas e encontram-se em pleno processo de transição. Sendo esta uma das principais razões para as constantes mudanças do sistema educativo, mudanças essas que, geram globalmente grandes oportunidades e grandes desafios. Angola enfrenta o combate à iliteracia, à redução das assimetrias educacionais, à redução do crescimento da taxa de analfabetismo e promove a reconstrução do sistema educativo e a escassez de recursos educativos, entre outros. O Município de Cabinda tem sido obrigado a lidar com muitos destes desafios e, tem tido a vantagem de aproveitar todas as oportunidades que surgem. Uma dimensão acrescida é a rápida mudança que se tem observado na natureza do Governo ao nível local. Ou seja, o Governo ao nível Local tem um grande papel no desenvolvimento da educação, para tratar das questões de desigualdades, promoção do desenvolvimento sustentável e, contribuir assim para o sucesso escolar através da sua contribuição às comunidades educativas. Basicamente, precisa de atingir uma melhor gestão, proporcionando formação aos demais envolvidos, como requisito necessário para reduzir o insucesso escolar. É importante o contributo que esta investigação pode dar para a evolução do sistema educativo Angolano, especialmente na província de Cabinda, uma vez que permite analisar e reflectir sobre a actuação dos gestores do Instituto Normal de Educação (INE) de Cabinda e em que medida a formação inicial ou contínua dos mesmos, atua nestas escolas contemplando as demandas administrativas que emergem no espaço escolar e quais são os projectos e políticas da Secção Secretaria Municipal de Educação de Cabinda. Esta tem desenvolvido para subsidiar a actuação destes gestores; ABSTRACT: The education in Angola is still very complex and in transition, one of the reasons has been the major global changes underway and the great opportunities and challenges that arise. Angola already has faced some of these challenges such as combating illiteracy, reduction of educational disparities, reducing the growth rate of illiteracy, rebuilding the education system, lack of educational resources, among others. The town of Cabinda has been forced to deal with many of these challenges and had the advantage of every opportunity that arises. An added dimension is the rapid change that has been observed in the nature of government at the local level. That is, the Local Government level has a large role in the development of education, to address issues of inequalities, promoting sustainable development and thereby contribute to school success through contributive educational communities. Therefore, the educational system should be increasingly evolutionist. Basically you need to achieve a better management, providing training to others involved, as a necessary requirement to reduce illiteracy. It is important the contribution that this research can make to the evolution of the Angolan education system, especially in province of Cabinda, since it allows to analyze and reflect on the performance of managers of Normal Education Institute (INE) of Cabinda and the extent to which initial or continuing training of managers, acting in these schools includes the administrative demands that emerge in school and what are the projects and policies section of Cabinda City Department of Education has developed to support the performance of these managers.
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Leschig, Henry Karl Bruno. "Predictors of positive e-leadership." Master's thesis, 2019. http://hdl.handle.net/10071/19068.

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The ever-growing digitalization is affecting many parts of businesses. This is also the case for leadership. With the establishment of virtual teams, research is moving into e-leadership, leadership in a virtual environment. This study aims to show the different impacts e-leadership has, in a virtual environment on employee trust, communication quality and job outcomes (job satisfaction/ job performance). The full model includes two variables, derived from transformational leadership (individual consideration and intellectual stimulation), trust, communication quality, job satisfaction, and job performance, as well as remoteness as a moderator. PLS-SEM analysis with a sample of 50 virtual team members showed that the model has two active mediations linking individual consideration to perceived job performance and that remoteness did not moderate it. Most path though were not significant, which was not expected. Findings suggest that most of the functions already established to be working in a traditional leadership approach, translate into a virtual team environment.
A crescente digitalização está a afetar muitas partes das empresas, o que é extensivo à liderança. Com o estabelecimento das equipas virtuais, a investigação está a colocar o foco na e-liderança, ou seja, a liderança em ambientes virtuais. Esta pesquisa procura testar os diferentes impactos que a e-liderança surte num ambiente virtual sobre a confiança dos colaboradores, a qualidade da comunicação e os resultados do trabalho (satisfação e desempenho). O modelo integrado constitui uma mediação sequencial de 3 caminhos entre duas variáveis derivadas da liderança transformacional (consideração individual e estimulação intelectual) e os resultados do trabalho (satisfação e desempenho percebido) por via da confiança e da qualidade da comunicação, considerando ainda o grau de virtualização enquanto moderadora. Uma análise PLS-SEM de 50 inquéritos válidos de membros de equipas virtuais mostrou que o modelo tem duas mediações a operar ligando a consideração individual ao desempenho percebido e que o grau de virtualização não opera como moderadora. Contudo a maioria das associações não é estatisticamente significativa, ao contrário do esperado. Os resultados sugerem que a maioria das funções que se sabe operarem na situação de liderança tradicional, podem ser extrapoladas para um ambiente de equipa virtual.
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Patrício, João da Cruz Marques Louro. "As práticas de liderança dos coordenadores de departamento da Escola Básica Integrada da Maia da Região Autónoma dos Açores." Master's thesis, 2015. http://hdl.handle.net/10400.2/5070.

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Dissertação de Mestrado em Administração e Gestão Educacional apresentada à Universidade Aberta
O estudo que apresentamos enquadra-se na temática da liderança e tem como objetivo compreender as práticas de liderança do coordenador de departamento a partir das perceções dos docentes, seguindo o modelo das Cinco Práticas da Liderança Exemplar de Kouzes e Posner (2009). O estudo recorreu a uma revisão bibliográfica que comportou a pesquisa a modelos teóricos e trabalhos encetados por diversos autores, construindo um quadro teórico sustentável sobre a temática em estudo. A temática da liderança assume cada vez mais uma importância crescente na sociedade atual, uma vez que em todas as organizações ela é fundamental para o garante do sucesso. A escola também necessita dessa liderança forte e eficaz para levar a bom termo a execução das múltiplas reformas e profundas alterações de que tem sido alvo nas últimas décadas. O sucesso para a implementação e para a prossecução das várias políticas educativas dependem da forma de atuação dos líderes da escola e muito concretamente das lideranças intermédias nela existentes, como é o caso dos coordenadores de departamento. A representação que os professores têm sobre a liderança praticada nas escolas é fundamental para compreender a importância que todos assumem. Estamos perante um estudo de caso que decorreu na Escola Básica Integrada da Maia, uma escola pública da ilha de São Miguel, na Região Autónoma dos Açores. A população deste estudo foram os professores que integraram os departamentos curriculares da escola. Este estudo define-se como um estudo de natureza quantitativa uma vez que utilizou um inquérito por questionário, o Inventário das Práticas de Liderança (LPI) – Observador, preconizado por Kouzes e Posner (2003), a aplicar aos docentes. As principais questões de partida que delinearam o estudo foram: (i) qual o tipo de liderança exercida pelos coordenadores de departamento; (ii) quais são as competências atribuídas aos coordenadores de departamento na organização e na administração educativa e (iii) quais os desafios com que se depara o coordenador de departamento. Os resultados da pesquisa permitem-nos concluir que, na opinião dos inquiridos, a prática de liderança observada com maior frequência nos coordenadores de departamento é “Permitir que os Outros Ajam”. Os inquiridos consideram que as práticas de liderança exercida pelos coordenadores de departamento são exemplares, mesmo apesar de a sua frequência ser inferior às que deverão ser registadas por um líder eficaz.
The study presented fits in the leadership theme and is goal it to understand the department coordinator's leadership practices through the teachers` perceptions, according to the model Five Practices of Exemplary Leadership by Kouzes and Posner (2009). The study was based on a bibliographic review that incorporated the research of theoretical models and works done by several authors, enabling to build a theoretic and sustainable board about the theme studied. The leadership theme assumes more and more a growing importance in current society, since it is fundamental to all organizations to guarantee success. The school also needs a strong and effective leadership to succeed in the execution of its multiple reforms and profound changes that it has been undergoing during the last decades. The success of the implementation and the pursuit of the various educational policies depend on the way how school leaders act, more precisely, on the intermediate such as department coordinators. Teachers perceptions over the leadership practiced in school is fundamental to understanding the importance that all assume. This is a case study that occurred in Escola Básica Integrada da Maia a middle public school on São Miguel island, in the Azores Autonomous Region. The population of this study was the teachers that integrated the curricular school departments. This study defines itself as a study of a quantitative nature, because it used an inquiry through a questionnaire, the Leadership Practice Inventory (LPI) – Observer, recommended by Kouzes and Posner (2003), applied to the teachers. The main issues of the study outlined were that: (i) the type of leadership exercised by departmental coordinators; (ii) the competences assigned to Department coordinators in the Organization and in educational administration and (iii) the challenges facing the department coordinator. The research results allow us to conclude that, in the opinion of the respondents, the practice of leadership observed more frequently in department coordinators is "allow others to act". The respondents consider that the practice of leadership exercised by departmental coordinators are exemplary, even though it is inferior to what should be recorded for an effective leader.
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Fagulha, Maria Francisca Gameira. "Integrity in the context of leadership." Master's thesis, 2018. http://hdl.handle.net/10400.14/26595.

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Leaders have a fundamental role within the organizations and the search for good leaders and how they are capable to manage their teams effectively remains until today. Previous research on leadership highlighted the importance of the topic regarding two aspects: (1) the characteristics of the leader and (2) the process of leadership itself. In this study we analyze the concept of integrity in the context of leadership, namely in the Servant Leadership theory. Integrity or behavioral integrity is one of the core dimensions in the leadership theories. The purpose of this dissertation is to demonstrate that integrity dimension should be a characteristic of leaders. The literature review points out that this dimension is an indispensable characteristic for leaders. There is a considerable amount of evidence which suggest that a leader who display with integrity will generate trust on he/her team and will also generate other positive outcomes, such as: commitment, individual and team performance and team work.
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Almeida, Nuno Emanuel Pinheiro de. "Gestão e identidade de uma marca: o caso leadership business consultant S.A." Master's thesis, 2011. http://hdl.handle.net/10400.26/9324.

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A marca, presentemente, é um activo da empresa que tem adquirido cada vez mais valor, captando um crescente interesse na atenção de todos os intervenientes, quer internos como externos. Este trabalho tem como objectivo desenhar e testar uma ferramenta interactiva para a avaliação da notoriedade e força de uma marca. Um primeiro obstáculo a esta análise, é que a própria concepção de “marca” é ambígua e multidimensional; por isso este trabalho começa por tentar descrever e distinguir os seus diversos aspectos. Em segundo lugar, descrevem-se brevemente os problemas que uma marca enfrenta na sua génese e o papel que desempenha no que se chama de “marketing relacional”. Em terceiro lugar, fazemos a análise e tratamento dos dados recolhidos nos questionários. Por fim, apresentamos uma leitura possível desses dados.
The brand currently is an asset of the company that has acquired more value by capturing a growing interest in the attention of all stakeholders, both internal and external. This work aims to design and test an interactive tool for evaluating the strength and reputation of a mark. A first obstacle to this analysis is that the very concept of "brand" is ambiguous and multidimensional, so this paper begins by attempting to describe and distinguish its various aspects. Secondly, we describe briefly the problems that a brand faces in its genesis and its role in what is called "relationship marketing". Thirdly, do the analysis and processing of data collected in questionnaires. Finally, we present a possible interpretation of these data.
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Sacazanga, Domingos Luís. "A liderança em contexto educativo: Um estudo no Instituto Médio de Administração e Gestão da Catumbela, Angola." Master's thesis, 2019. http://hdl.handle.net/11328/2946.

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O desenvolvimento do trabalho de investigação sobre “A liderança em contexto educativo: um estudo no Instituto Médio de Administração e Gestão da Catumbela (IMAGC) – Angola” tem por finalidade questionar com base nos fatores/categorias das dimensões de liderança, o estilo de liderança exercido pelo Diretor do Instituto Médio de Administração e Gestão da Catumbela no desempenho das suas funções, outrossim, questionar a existência de lideranças informais no estabelecimento de ensino em estudo. Iremos inicialmente, fazer referência à algumas definições do conceito de liderança sob vários pontos de vista e às principais teorias de liderança. Um enfoque particular será dado aos conceitos de lideranças formais e informais assim como à liderança e gestão das organizações educativas e finalmente se fará um enquadramento legal sobre a administração e gestão do Sistema de Educação e Ensino no contexto angolano. A metodologia adotada para responder aos propósitos da presente pesquisa será o estudo de caso do tipo descritivo e seguirá uma abordagem qualitativa. Quanto ao método de raciocínio será o indutivo. Para a recolha de dados será utilizado o questionário multifatorial de liderança (Multifactorial Leadership Questionnaire MLQ-5x), desenvolvido por Bass e Avolio (2004), para identificar o estilo de liderança através da avaliação do comportamento pelo próprio líder e por outros Agentes de Educação e Ensino.
The development of the research work on "Leadership in the Educational Context: a Case Study at Institute of Administration and Management of Catumbela" aims to question based on the factors / categories of leadership dimensions, the leadership style exercised by the Director of the Middle Institute of Administration and Management of Catumbela in the performance of their duties, and also to question the existence of informal leaderships in the teaching establishment under study. We will initially refer to some definitions of the concept of leadership from various points of view and the main theories of leadership. A particular focus will be given to the concepts of formal and informal leadership as well as to the leadership and management of educational organizations and finally a legal framework will be established on the administration and management of the Education and Teaching System in the Angolan context. The methodology adopted to answer the purposes of the present research will be the case study of the descriptive type and will follow a qualitative approach. As for the reasoning method will be the inductive. For the data collection, the Multifactorial Leadership Questionnaire (MLQ- 5x), developed by Bass and Avolio (2004), will be used to identify the style of leadership through the evaluation of behavior by the leader himself and by other Education Agents and Teaching.
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Maximiano, Diogo Alexandre da Silva. "Motivation through leadership." Master's thesis, 2017. http://hdl.handle.net/10400.14/22756.

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Leadership and motivation are key factors in achieving success. Leaders are the pillars that command a team in pursuit of a goal and their decisions in terms of strategy, but also their qualities in terms of motivation make them a competitive advantage for their organizations. There are several studies on leadership and motivation, but its application in a specific context, which in this case are the employees of the sales department of the companies, has not been studied. To discount these essential workers for the good functioning of the company, is to give an advantage to the competitors. According to the perception of the salesforce of two companies, one Portuguese and one Polish, the present study intends to determine which are the characteristics leaders should have, what leadership style to follow, the various types of motivation that exist, what are their factors, and finally the link between leadership and motivation. Through the study, it is possible to conclude that the most important traits that a leader should have are to: define clear goals; encourage cooperation; have self-confidence and have a vision. It is also possible to conclude that the leader should follow the visionary leadership style, given that it is the most effective style according to the respondents. Moreover, the worker´s motivation is influenced by extrinsic factors such as a good relationship with co-workers and good working conditions, or by intrinsic factors such as progression in the career and having the skills to do the job.
A liderança e a motivação são fatores fundamentais para alcançar o sucesso. Os líderes são os pilares que comandam uma equipa que pretende atingir um objetivo e as suas decisões em termos de estratégia, mas também as suas qualidades em termos de motivação fazem com que se tornem numa vantagem competitiva para a empresa. Existem diversos estudos sobre liderança e motivação, todavia não foi estudada a sua aplicação num contexto especifico, que neste caso são os trabalhadores do departamento de vendas das empresas. Descurar estes trabalhadores essenciais para o bom funcionamento da empresa, é possibilitar uma vantagem aos concorrentes. De acordo com a perceção da equipa de vendas de duas empresas, uma Portuguesa e uma Polaca, o presente estudo pretende aferir que características os líderes devem ter, que estilo de liderança seguir, os diversos tipos de motivação existentes, quais os seus fatores, e por fim a ligação entre liderança e motivação. Através do estudo, foi possível concluir que as características mais importantes que um líder deve ter são: definir metas claras; incentivar a cooperação; ter autoconfiança e ter uma visão estratégica. Foi possível concluir que o líder deve seguir o estilo de liderança visionário, dado que é o estilo mais eficaz de acordo com os inquiridos. Para além disso, a motivação do trabalhador é influenciada por fatores extrínsecos como ter boas relações com os colegas e boas condições de trabalho, ou por fatores intrínsecos como ter oportunidades de progressão na carreira e ter capacidades para realizar o trabalho.
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Mou, Siou Lan, and 牟秀蘭. "The Relationship between Paternalistic leadership and Job Performance–The Mediating Effect of E." Thesis, 2013. http://ndltd.ncl.edu.tw/handle/63935514222363427159.

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碩士
長庚大學
商管專業學院碩士學位學程在職專班經營管理組
101
This study aims at examining the relationship between paternalistic leadership and job performance, and testing the mediating effect of well-being. Objects are employees of a logistics company. Questionnaire survey is used to conduct data about paternalistic leadership style and well-being. Objective data are collected from supervisors’ rating. 263 valid samples were responded. Results show that the virtue leadership of paternalistic leadership has positive relationship with well-being, and also has positive relationship with job performance. We suggest that supervisors to show virtue leader style, in order to improve job performance and well-being.
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43

Pereira, João Filipe Valente. "Line Overspeed & Leadership Program: Formação e Desenvolvimento de Técnicos Industriais de Enchimento." Dissertação, 2002. https://repositorio-aberto.up.pt/handle/10216/114118.

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O objetivo desta dissertação passa pela análise e desenvolvimento de competências de técnicos de operação de enchimento na empresa Super Bock Bebidas, S.A. Com a implementação deste projeto, a empresa visa criar um standard para todas as iniciativas de formação e desenvolvimento dentro da empresa, com um maior foco nos seus técnicos de enchimento. Para que tal fosse possível, procedeu-se inicialmente a uma avaliação das necessidades de formação, quer ao nível das tarefas a desempenhar e competências esperadas de um técnico de enchimento, quer no que diz respeito às competências que estes possuíam antes de se dar início às formações. Com o auxílio de uma ferramenta denominada por "matriz de competências", esta fase permitiu avaliar as maiores lacunas ao nível de conhecimentos dos formandos e consequentemente priorizar a aplicação das formações. Posteriormente, foi desenvolvida e implementada até ao momento uma formação em conceitos lean, com o apoio de diversas ferramentas para a maximização da sua eficácia. Com os resultados e considerações demonstrados no trabalho desenvolvido, a empresa conseguirá definir boas práticas no que toca à implementação de ferramentas eficazes alusivas à formação e desenvolvimento do seu capital humano, aumentando assim a satisfação dos seus colaboradores e a produtividade das linhas de enchimento.
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Pereira, João Filipe Valente. "Line Overspeed & Leadership Program: Formação e Desenvolvimento de Técnicos Industriais de Enchimento." Dissertação, 2018. https://hdl.handle.net/10216/114118.

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O objetivo desta dissertação passa pela análise e desenvolvimento de competências de técnicos de operação de enchimento na empresa Super Bock Bebidas, S.A. Com a implementação deste projeto, a empresa visa criar um standard para todas as iniciativas de formação e desenvolvimento dentro da empresa, com um maior foco nos seus técnicos de enchimento. Para que tal fosse possível, procedeu-se inicialmente a uma avaliação das necessidades de formação, quer ao nível das tarefas a desempenhar e competências esperadas de um técnico de enchimento, quer no que diz respeito às competências que estes possuíam antes de se dar início às formações. Com o auxílio de uma ferramenta denominada por "matriz de competências", esta fase permitiu avaliar as maiores lacunas ao nível de conhecimentos dos formandos e consequentemente priorizar a aplicação das formações. Posteriormente, foi desenvolvida e implementada até ao momento uma formação em conceitos lean, com o apoio de diversas ferramentas para a maximização da sua eficácia. Com os resultados e considerações demonstrados no trabalho desenvolvido, a empresa conseguirá definir boas práticas no que toca à implementação de ferramentas eficazes alusivas à formação e desenvolvimento do seu capital humano, aumentando assim a satisfação dos seus colaboradores e a produtividade das linhas de enchimento.
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Teixeira, Sandra Cristina Carvalho Aguiar. "PsyCap, self-leadership e satisfação no trabalho na área do turismo em Portugal." Doctoral thesis, 2021. http://hdl.handle.net/10773/30945.

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O Turismo é uma área económica onde a qualidade de desempenho dos recursos humanos assume uma importância preponderante. No caso específico dos estabelecimentos hoteleiros e das agências de viagens, estes possuem diversas características que se convertem em desafios à sua gestão e, em particular, à gestão dos seus colaboradores. Paralelamente, estas atividades, correspondem a áreas de serviços onde o relacionamento interpessoal é muito relevante e onde é elevada a exigência em relação ao trabalho e ao profissionalismo. Neste sentido, na presente investigação, desenvolvida no âmbito daquelas organizações turísticas, estudam-se constructos relacionados com os recursos humanos e que têm sido apontados como positivamente influenciadores dos resultados organizacionais, sendo eles: o PsyCap, a self-leadership e a satisfação no trabalho. O presente trabalho tem como objetivo geral analisar as relações existentes entre o PsyCap, a self-leadership e a satisfação no trabalho, no setor do Turismo, sendo o estudo destas relações feito através da análise das ligações diretas existentes entre elas. Paralelamente, definiu-se como objetivo secundário explorar se alguns parâmetros sociodemográficos (área de trabalho, sexo, idade, formação académica, tempo de experiência de trabalho e localização geográfica) influenciam os níveis do PsyCap, da self-leadership e da satisfação no trabalho. Para concretização destes objetivos foi utilizado um modelo de análise que abrangeu as estatísticas descritiva, exploratória e inferencial, assim como diversas técnicas estatísticas (univariada, bivariada e multivariada). Em particular, aplicaram-se as técnicas de correlação, regressão linear, Teste T para Amostras Independentes e Análise de Variância (ANOVA). A recolha de dados primários foi concretizada através de um inquérito por questionário, aplicado a uma amostra de 390 trabalhadores na área do Turismo em Portugal, sendo 235 diretores de estabelecimentos hoteleiros e 155 dirigentes de agências de viagens. Os resultados obtidos evidenciam que os valores médios das três variáveis em estudo são relativamente elevados. Mais ainda, foi possível verificar que o PsyCap e a self-leadership têm influência nos níveis de satisfação no trabalho. Para além disso, constatou-se a existência de um relacionamento positivo, bidirecional, entre o PsyCap e a self-leadership, havendo uma influência positiva do PsyCap em todas as dimensões da self-leadership. Por seu turno, a análise da influência de parâmetros sociodemográficos nos níveis do PsyCap, da self-leadership e da satisfação no trabalho, não identificou qualquer correlação estatisticamente significativa entre os parâmetros sociodemográficos e o PsyCap e a satisfação no trabalho. Já no domínio da self-leadership, os resultados obtidos indiciaram que, globalmente, esta não é influenciada pelas variáveis sociodemográficas. Contudo, em algumas subescalas e em relação a alguns parâmetros, identificaram-se diversas correlações (positivas e negativas) tendo sido encontradas diferenças estatisticamente significativas entre grupos. Uma ideia final a reter, como súmula deste trabalho, é que as três variáveis em estudo são fatores importantes para a gestão, uma vez que PsyCap, self- -leadership e satisfação no trabalho se influenciam positivamente entre si, favorecem comportamentos adequados, combatem efeitos indesejados e, por consequência, suscitam melhores resultados organizacionais. Esta investigação contribui com orientações práticas, do ponto de vista da gestão, que visam a melhoria da qualidade de desempenho das pessoas e das organizações. Enquadram-se neste âmbito, designadamente, a sugestão de inclusão das variáveis nos processos de recrutamento e de seleção, assim como em programas de formação e de manutenção dos recursos humanos, com vista ao reforço da organização com pessoas mais adequadas à sua missão, à sua visão e aos seus valores, assim como às exigências de uma nova dinâmica global. A montante destas contribuições, encontram-se outras de cariz teórico, que permitem colmatar lacunas de investigação e desenvolver o conhecimento no âmbito do Turismo e, em particular, no domínio da gestão de empresas turística.
Tourism is an economic area where the quality of human resources performance is of great importance. In the specific case of hotels and travel agencies, they have several characteristics that become challenges to their management and, in particular, to the management of their employees. In parallel, these activities correspond to service areas where interpersonal relationships are very relevant and where there is a high demand for work and professionalism. In this regard, in the present investigation, developed within the scope of those tourist organizations, constructs related to human resources and which have been identified as positively influencing organizational results are studied, namely: PsyCap, self-leadership and job satisfaction . The main goal of the present work is to analyze the existing relationships between PsyCap, self-leadership and job satisfaction, in the Tourism area, and the study of these relationships is done through the analysis of the direct links between them. Concurrently, the secondary goal, that was defined, is to explore whether some sociodemographic parameters (work area, gender, age, academic background, length of work experience and geographic location) influence the levels of PsyCap, self-leadership and job satisfaction. To achieve these goals, an analysis model that covered descriptive, exploratory and inferential statistics was used, as well as several statistical techniques (univariate, bivariate and multivariate). In particular, techniques of correlation, linear regression, T Test for Independent Samples and Analysis of Variance (ANOVA) were applied. The collection of primary data was carried out through a questionnaire survey, applied to a sample of 390 workers in the Tourism area, in Portugal, with 235 hotel managers and 155 travel agencies managers. The results obtained show that the mean values of the three variables under study are relatively high. Furthermore, it was possible to verify that PsyCap and self-leadership have an influence on job satisfaction levels. In addition, there was a positive, two-way relationship between PsyCap and self-leadership, with PsyCap having a positive influence on all dimensions of self-leadership. On the other hand, the analysis of the influence of sociodemographic parameters on PsyCap, self-leadership and job satisfaction levels, did not identify any statistically significant correlation between sociodemographic parameters and PsyCap and job satisfaction. In the self-leadership domain, the results obtained indicated that, globally, this is not influenced by sociodemographic variables. However, in some subscales and in relation to some parameters, several correlations (positive and negative) were identified and statistically significant differences between groups were found. A final idea to be retained, as a summary of this work, is that the three variables under study are important factors for management, since PsyCap, self-leadership and job satisfaction influence each other positively, favor appropriate behaviors, combat unwanted effects and, consequently, raise better organizational results. This investigation contributes with practical guidelines, from the point of view of management, which aim to improve the quality of people and organizations performance. Within this scope, namely, the suggestion of including variables in the recruitment and selection processes, as well as in training and maintenance programs for human resources, in order to strengthen the organization with people more suited to its mission, to its vision and values, as well as the demands of a new global dynamic. Upstream of these contributions, there are others of a theoretical nature, which make it possible to fill research gaps and develop knowledge in the Tourism area and, in particular, in the tourism management area.
Programa Doutoral em Turismo
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46

Jones, Jen. "The Existential Phenomenology of Hazel E. Barnes: Toward a Theory of Existential Leadership." 2014. http://digital.library.duq.edu/u?/etd,197211.

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This project engages the Existential Phenomenology of Hazel E. Barnes to demonstrate that in being-in-the-world, the world and engagement with others are prior to being. Barnes makes a significant contribution to Existential Phenomenology with her idea of good faith where, not naïve to human suffering, situatedness provides meaning and human relations offer opportunity for learning. After providing a biographical and philosophical background of Barnes, discussion turns to the idea of mythodology posited as an interpretive approach for studying the human condition. Myth continues as a cultural element for Existential dwellings, where group-in-fusion praxis is situated within organizations. Discussion then moves from group to Existential interpersonal relations with looking-at-the-world-together, which involves love, imagination, and communicative learning to fulfill projects and find meaning in organizations. Dwelling places and engagement with others provide a meeting of horizons where Existential leaders emerge. Ideas are put into practice with Existential education, an alternative to Humanistic education, where universities may be dwelling places for the Existential engagement of ideas. Existential education does not provide answers or prescription, but offers hope for enlarging students' existence with others in the life world. The works of Barnes demonstrate a necessity of a `communicative turn' in business ethics and leadership studies to be responsive to the demands of the historical moment.
McAnulty College and Graduate School of Liberal Arts;
Communication and Rhetorical Studies
PhD;
Dissertation;
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47

Pereira, João Filipe Valente. "Line Overspeed & Leadership Program: Formação e Desenvolvimento de Técnicos Industriais de Enchimento." Master's thesis, 2018. https://hdl.handle.net/10216/114118.

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O objetivo desta dissertação passa pela análise e desenvolvimento de competências de técnicos de operação de enchimento na empresa Super Bock Bebidas, S.A. Com a implementação deste projeto, a empresa visa criar um standard para todas as iniciativas de formação e desenvolvimento dentro da empresa, com um maior foco nos seus técnicos de enchimento. Para que tal fosse possível, procedeu-se inicialmente a uma avaliação das necessidades de formação, quer ao nível das tarefas a desempenhar e competências esperadas de um técnico de enchimento, quer no que diz respeito às competências que estes possuíam antes de se dar início às formações. Com o auxílio de uma ferramenta denominada por "matriz de competências", esta fase permitiu avaliar as maiores lacunas ao nível de conhecimentos dos formandos e consequentemente priorizar a aplicação das formações. Posteriormente, foi desenvolvida e implementada até ao momento uma formação em conceitos lean, com o apoio de diversas ferramentas para a maximização da sua eficácia. Com os resultados e considerações demonstrados no trabalho desenvolvido, a empresa conseguirá definir boas práticas no que toca à implementação de ferramentas eficazes alusivas à formação e desenvolvimento do seu capital humano, aumentando assim a satisfação dos seus colaboradores e a produtividade das linhas de enchimento.
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48

Cruz, Pedro Guimarães da Costa dos Santos. "Estilo de liderança de um presidente do conselho executivo de uma unidade orgânica da Rede de Ensino da Região Autónoma dos Açores." Master's thesis, 2014. http://hdl.handle.net/10400.2/3242.

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Escolhemos o tema da liderança de forma a realizar um estudo de caso com o objetivo de verificar qual o estilo de liderança do presidente de uma escola. O objetivo do estudo era analisar a percepção que o corpo docente tinha do presidente do conselho executivo de uma escola básica e secundária da Região Autónoma dos Açores, como também na auto-percepção do mesmo sobre a sua liderança em contexto escolar. A medição e análise dos seus resultados ao nível da sua liderança irá revelar qual o estilo de liderança que mais aplica aos seus professores, podendo estar direcionada para uma liderança transformacional, transacional ou laissez faire. Assumiu-se uma metodologia de natureza exclusivamente quantitativa. Os dados recolhidos pelo “questionário Multifactorial de Liderança – MLQ”, de Bass e Aviolio (2004), foram tratados, interpretados e analisados através do programa SPSS 19.0 (Statistical package for social Sciences). Recorreu-se à estatística descritiva e inferencial. Na análise descritiva determinou-se o valor mínimo, o percentil 25, a média, desvio padrão, o percentil 75 e o valor máximo. No estudo inferencial foi utilizado o teste de T de Student, para os dados com distribuição normal, e o teste de Man Whitney para os dados com distribuição não normal. Foi utilizada ainda a análise multivariada para uma variável que apresentava quatro grupos. Foram utilizados os coeficientes de correlação de Pearson (r) e de Spearman (rs). Para a determinação da normalidade dos dados, foi utilizado o teste kolmogorov-Smirnov. Para os testes foi determinado o nível de significância estatística de 0,05. Conclui-se que o presidente apresentava uma mistura do estilo de liderança com mais características de líder transformacional do de líder transacional.
We chose the topic of leadership in order to conduct a case study with the objective of verifying the leadership style of the president of the school. The problem of this research aligns the perception that the faculty has the president of the executive board of a primary and secondary schools in the Autonomous Region of the Azores, as well as in self-perception of it on their leadership in the school context. The measurement and analysis of their results in terms of their leadership will prove which style of leadership that most applies to their teachers, may be directed to a transformational, and laissez faire leadership transactional. We assumed a methodology of nature exclusively quantitative. The data collected by "Multifactorial Leadership Questionnaire - MLQ", Bass and Aviolio (2004), were processed and interpreted and analyzed using SPSS 19.0 (Statistical Package for Social Sciences ) program. Appealed to the descriptive and inferential statistics . In the descriptive analysis determined the minimum standard deviation value, the 25th percentile, the median, the 75th percentile and the maximum value. In inferential study the Student t test for data with normal distribution, and the Man Whitney test for non-normally distributed data was used. Multivariate analysis to a variable that featured four groups was also used. The Pearson correlation coefficients (r) and Spearman (rs) were used. To determine the normality of the data the Kolmogorov-Smirnov test was used. For testing the statistical significance level of 0.05 was determined. We conclude that the president presents a mix of leadership style with more features Transformational leader that transactional leader.
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49

LaBonte, Randy. "Leadership and educational technologies : leading the charge for e-learning in British Columbia schools." Thesis, 2005. http://hdl.handle.net/2429/17156.

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Leadership and change have been well studied, yet little has been written specifically on the role leaders play in the success or failure of implementing educational technologies and adopting e-learning programs. Traditional views of leadership emphasize charisma and personal conviction while recent studies focus on relationships within community and a leader's ability to cope with complex change. After the Ministry of Education lifted an enrolment cap on British Columbia (BC) K-12 distance education programs in 2002, the number of e-learning programs quadrupled between 2002 and 2004 and provided an excellent opportunity to examine how three dimensions - leadership, pedagogy and technology - interacted, and how leadership influenced change. The purpose of the study was to examine how leadership practice influenced use of educational technologies to improve learning. A case study of leadership within the new BC Ed Online organization was conducted. The emergence of BC Ed Online provided an exceptional opportunity to study leaders within BC's e-learning community. The study found that government policy could precipitate education change and reform, and that many leaders in this community viewed educational technologies as catalysts to educational reform. Leadership practice within this community exhibited features of transformational leadership, and tension between top down and bottom up approaches could be attributed to lack of resources to support leaders. The study also reaffirmed the key role leadership plays in systemic change and confirmed that without a clear vision, collaborative leadership, and a systems approach, organizations could commit precious resources to e-learning without much success. The study served to enlighten several issues in both theory and practice regarding leadership and implementation of educational technologies: individual perspectives within complex adaptive systems will vary depending on position and the role of individuals; emotional investment is attributed to leadership practice, yet little is written about how that emotional commitment is invested into new and emerging organizations; resolving tensions created through interactions between individuals and organizations within complex adaptive systems requires meaningful dialogue within a community that engages constituents; and, finally, transformative leadership theory may be useful in further examination of leadership as it pertains to implementation of educational technologies.
Education, Faculty of
Educational Studies (EDST), Department of
Graduate
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50

Alshelh, Lina. "Linking leadership to project success." Doctoral thesis, 2019. http://hdl.handle.net/1822/65950.

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PhD Thesis (Doctoral Program in Industrial and Systems Engineering)
It is crucial for firms to stay competitive in today’s globalized and knowledge-driven society, and this can come in a variety of different forms. Knowledge and human based resources are one such route, in particular, the employment of leadership as a way to achieve success within any given market. With regards to the manufacturing industry which is increasingly dealing with Information Technology projects, that tend to have high rates of failure, leadership plays an equally important role and should not be overlooked as a useful tool. Thus, there is a need for understanding the integral role that leadership plays in projects and how it can be used to improve the chances of project success. Sadly, research is lacking in a number of areas of interest with regards to the impact and importance of leadership within firms. Specifically, there is a lack of research on the role of leadership in Small and Medium-sized Enterprises, as well as a lack of research identifying specific factors that lead to good leadership and the impact that those factors have on project and on specific project phases. Most of the research performed to date speaks of leadership in a much broader sense. The current research work delves into this knowledge gap, by identifying leadership factors and performing primary research on the impact that these leadership factors have on project success and, more precisely, on project phases. The main objective of the study was to identify the key leadership factors that have the largest and most direct impact on project success for Small and Medium-sized Enterprises in the manufacturing industry. Many relevant areas of interest were analyzed throughout the research and three milestones were reached to achieve the overall objective mentioned above. These three milestones were to identify the top ten leadership factors for a project manager with the direct and indirect interconnections between them, link the leadership factors to project phases by determining which factors are most important to each phase, and present the impact leadership factors have on project success, specifically understanding the culture of various project phases, and having an indication of when, during the project lifecycle, the leadership factors that are most impactful and most beneficial to be implemented to improve the success rate of projects.
É crucial que as empresas permaneçam competitivas na sociedade globalizada e orientada pelo conhecimento de hoje, e isso pode ser alcançado de diferentes formas. Conhecimento e recursos humanos são uma dessas vias, em particular, o emprego da liderança como forma de alcançar o sucesso dentro de qualquer mercado. Com relação à indústria da manufatura, que está a lidar cada vez mais com projetos de Tecnologia da Informação, que tendem a apresentar altas taxas de fracasso, a liderança desempenha um papel igualmente importante e não deve ser negligenciada como uma ferramenta útil. Assim, há necessidade de entender o papel integral que a liderança desempenha nos projetos e como ela pode ser usada para melhorar as chances de sucesso do projeto. Infelizmente, faltam pesquisas em várias áreas de interesse com relação ao impacto e à importância da liderança dentro das empresas. Especificamente, há uma falta de pesquisa sobre o papel da liderança em Pequenas e Médias Empresas, bem como a falta de pesquisa identificando fatores específicos que levam a uma boa liderança e o impacto que esses fatores têm no projeto e em fases específicas do projeto. A maioria da investigação realizada até à data aborda a liderança num sentido muito mais amplo. O atual trabalho de investigação aprofunda essa lacuna de conhecimento, identificando fatores de liderança e realizando pesquisas primárias sobre o impacto que esses fatores de liderança têm no sucesso do projeto e, mais precisamente, nas fases do projeto. O principal objetivo do estudo foi identificar os principais fatores de liderança que têm o maior e mais direto impacto no sucesso dos projetos para Pequenas e Médias Empresas na indústria de manufatura. Muitas áreas relevantes de interesse foram analisadas ao longo da pesquisa e três marcos foram alcançados para atingir o objetivo geral mencionado acima. Esses três marcos foram identificar os dez principais fatores de liderança de um gestor de projeto com as interconexões diretas e indiretas entre eles, ligar os fatores de liderança às fases do projeto determinando que fatores são mais importantes para cada fase, e apresentar o impacto dos fatores de liderança no sucesso do projeto, compreendendo especificamente a cultura de várias fases do projeto, e tendo uma indicação de quando, durante o ciclo de vida do projeto, os fatores de liderança que são mais impactantes e com mais benefícios na implementação para melhorar a taxa de sucesso dos projetos.
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