Relevant bibliographies by topics / Leader of company

Contents

  1. Journal articles
  2. Dissertations / Theses
  3. Books
  4. Book chapters
  5. Conference papers
  6. Reports

Academic literature on the topic 'Leader of company'

Author: Grafiati
Published: 4 June 2021
Last updated: 16 February 2022

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Journal articles on the topic "Leader of company"

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Singer, Ming S. "Transformational vs Transactional Leadership: A Study of New Zealand Company Managers." Psychological Reports 57, no. 1 (August 1985): 143–46. http://dx.doi.org/10.2466/pr0.1985.57.1.143.

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38 randomly selected New Zealand company managers completed the revised version of the Multifactor Leadership Questionnaire of Bass. Two ratings were obtained, a rating of an ideal leader and a rating of the real immediate superior. For ratings of the real leader, the mean ratings on the transformational factors were more highly correlated than those on the transactional factors with perceived leader's effectiveness and job satisfaction. The discrepancy scores between the ratings of real and ideal leaders were negatively correlated with the measures of effectiveness and satisfaction. In addition, the ratings of ideal leader showed that managers in this study preferred working with leaders who are more transformational than transactional.
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Williams, Rodney. "BECOMING THE LEADER THE COMPANY NEEDS." Leader to Leader 2018, no. 88 (March 2018): 56–60. http://dx.doi.org/10.1002/ltl.20359.

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Жданкин, Николай, and Николай Жданкин. "EFFECTIVE ASSESSMENT OF THE TOP MANAGER AND LEADER IN THE COMPANY." Management of the Personnel and Intellectual Resources in Russia 6, no. 5 (November 21, 2017): 57–62. http://dx.doi.org/10.12737/article_5a041637eb0cf5.29172757.

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In the article approaches to assessment of the top manager and the leader in the organization are considered. Evaluation criteria are developed and assessment of heads and leaders in the real companies is made that has allowed to draw the generalizing conclusions. It is shown that the main problems of heads and leaders are in lack of the eff ective development strategy of the company, weak motivation of personnel, uncomfortable psychological climate in collective.
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Lašáková, Anna, Ľubica Bajzíková, and Ivana Blahunková. "VALUES ORIENTED LEADERSHIP – CONCEPTUALIZATION AND PRELIMINARY RESULTS IN SLOVAKIA." Business: Theory and Practice 20 (May 15, 2019): 259–69. http://dx.doi.org/10.3846/btp.2019.25.

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The paper builds on the current trend in scholarly literature that reflects leadership from an ethical perspective. It introduces a new conceptualization of the values oriented leadership (VOL) and based on results of a pilot study, it informs on the level of VOL in the Slovak business environment and on systematic differences in VOL related to multiple individual and organizational factors. Contrary to the literature, results show that the VOL does not differ substantially between female and male leaders. Furthermore, this study adds to the current leadership ethics research also in that it includes two rarely investigated factors – the “length of leader-follower cooperation” and the “frequency of leader-follower interaction”. Both show an effect on the perceived VOL level; the theorized positive correlation with the frequency of leader-follower interaction is confirmed, nevertheless, somewhat surprisingly, results imply that the length of leader-follower cooperation affects negatively leader’s perceived ethicality at work. This study proves also differences in VOL based on regional company location and company size, with leaders in small companies rated significantly lower in VOL than leaders in large companies. The difference in VOL between leaders in Slovak-owned and foreign-owned companies is not established. Yet, compared to the private sector, this study confirms significantly lower VOL in the state-owned companies.
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Abdillah, Muhammad Rasyid. "Leader Humor and Knowledge Sharing Behavior: The Role of Leader-Member Exchange." Jurnal Manajemen 25, no. 1 (February 21, 2021): 76. http://dx.doi.org/10.24912/jm.v25i1.704.

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A function in using humor in the workplace is to build relationships between employees involved in such behavior. This study seeks to explain the relationship between leader humor and knowledge-sharing behavior using social exchange theory. Specifically, this study endeavors to explain the mechanism process underlying the relationship between leader humor and knowledge-sharing behavior through the leader-member exchange. To test the hypotheses, the current study collected data from employees working at communication and information company in Pekanbaru City, Riau, Indonesia with utilizing PLS-SEM analysis. The finding shows that leader humor can encourage employee knowledge sharing behavior through the relationship quality between leaders and employees.
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Wang, Zhou, Lei Shi, and Liyin Wang. "Does leader mindfulness influence voice behavior? Leader–member exchange as a mediator." Social Behavior and Personality: an international journal 49, no. 8 (August 4, 2021): 1–8. http://dx.doi.org/10.2224/sbp.10716.

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In this study we identified leader mindfulness as a characteristic relevant to facilitating employee voice behavior, and examined leader–member exchange (LMX) as a mediator of this relationship. Via a field study of supervisor–subordinate dyads (197 subordinates and 62 supervisors) in a large retailing company in East China, we revealed a partial mediation model in which leader mindfulness was positively related to employee voice behavior both directly and indirectly through LMX. Our findings suggest that attention should be paid to mindfulness in organizations, and leaders should aim to develop highquality LMX relationships with their subordinates.
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Al Mazrouei, Hanan, and Richard J. Pech. "The expatriate as company leader in the UAE: cultural adaptation." Journal of Business Strategy 36, no. 1 (January 19, 2015): 33–40. http://dx.doi.org/10.1108/jbs-08-2013-0067.

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Purpose – The purpose of this article is to explore the impact of organizational culture, adaptation, political environment and leadership for expatriate managers working in the United Arab Emirates (UAE). Expatriate leaders on overseas assignment often attempt to transfer their home organization culture to their new location. The subsequent cultural clash can have a destructive impact on both the leader and the organization. Design/methodology/approach – Expatriate leaders’ experiences in the UAE were collected through interviews, with a specific focus on cultural adaptation and most effective leadership styles for implementing strategic organizational change. Findings – Our research revealed that a consultative style was found to be most effective by expatriate leaders in the UAE. Communication with local staff, team building, motivating staff and involving staff in decision-making were highly effective approaches in assisting expatriate leaders to succeed within their organizational cultures. Several strategies have been identified based on the experiences of the expatriate leaders interviewed in our study. Practical implications – The findings offer practical advice for organizational leaders anticipating an assignment in the UAE and human resource management practitioners preparing expatriate leaders for their duties there. The authors also provide suggestions for expatriate leaders to enhance their adjustment to the organizational and political culture. Originality/value – Numerous studies have been done on organizational cultural adaptation; however, comparatively little research has been offered on practical organizational adaptation and leadership specific to the UAE.
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Khomenko, Ya V. "Improving the performance of corporate leaders: Theoretical and practical consideration." Finance and Credit 26, no. 11 (November 27, 2020): 2617–32. http://dx.doi.org/10.24891/fc.26.11.2617.

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Subject. The article evaluates the performance of corporate leaders in today's economy. Objectives. I unfold principles for evaluating the performance of a business leader, and review the substance of corporate governance and distinctions in managerial approaches that exist in a transportation company. Methods. The study relies upon the process-based and systems approaches, economic and mathematical methods, statistical methods for data processing and comparative analysis. Results. I analyzed types of corporate governance and notes that the entity should primarily ensure a growth in the productivity and financial result (profit). Therefore, as for the substance of corporate leader's performance, it seems to ensure the relationship of all management elements. Hence, I review a closed chain of the business leader's governance ensuring the working process and comprising five phases. The article outlines an algorithm for evaluating the performance of managers, illustrating the case of a transportation company. Based on available theoretical data, I determine that the microanalysis seems to be an option to improve the performance of corporate leaders, since it detects challenges at the initial phase, examines the management process and finds methods to eliminate any issues. I analyze how the organizational culture is examined, and conclude that the organizational culture in the transportation company is developing, thus ensuring the effective performance of the company. Conclusions. The substance of management translates into its functions and tasks shaping the specifics of the working process. A corporate leader deals with a big deal of functions, managing the staff, establishing the cooperation between corporate departments, collecting and processing the information for tasks they have to handle. The microanalysis and the implementation of the corporate governance mainly serve for raising the performance of corporate leaders. The findings can prove useful to various entities.
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Eddy Madiono Sutanto and Vilensya Aveline. "Women Leadership and Its Association to Individual Characteristics, Social Support, and Diversity of Work Environment." International Journal of Business and Society 22, no. 2 (August 12, 2021): 807–17. http://dx.doi.org/10.33736/ijbs.3760.2021.

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This research was conducted to see the association of women leadership and individual characteristic, social support, and the diversity of working environment on women leaders. It was conducted on one of the largest textiles listed company in Indonesia with a market capitalization of more than six trillion Rupiah. This type of research is quantitative associative explanation. Purposive sampling method was used to obtain a popu-lation that fits in the criteria of a leader who have position as supervisor above to be the respondents. 100 female leaders who have been working more than a year in the company were qualified as respon-dents. Questionnaires were used with closed and opened questions. In order to analyzed the association between variables, the data was analyzed by Chi-Square analysis using SPSS. The respondents were 100 women leaders of a listed textile manufacturing company in Indonesia. The result showed that women leaders, who had high leadership capabilities due to the individual characteristic fit as a leader. They received social supports, especially from their spouses. Moreover, high diversity of working environment helped their networking. There were two kinds of individual characteristic (age and marital status) had no associative with women leadership.
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Lin, Mei-Mei. "What is the Affect by Leader Emotion in an Organization? Exploring the Effects of Leader Emotion on Leader Role and Employee Impression." International Journal of Business and Management 12, no. 1 (December 28, 2016): 239. http://dx.doi.org/10.5539/ijbm.v12n1p239.

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Because communication media is existence that leads to public figures change public affairs get easier via their speech statement or article. Above lures makes this work considers character of the leader would significant influence to whole enterprise operation. Therefore this work supposes leader emotion maybe positive emotion or negative emotion would affect the relationship between leader role and employee impression. According to the result of statistical analysis reveals emotion that involve with positive emotion and negative emotion of leader is moderator to influence the relationship between leader role and employee impression. If a company would like to create a designate employee impression style could be focus on leader character also employee impression built upon the leader emotion. Thus this work explains rank- and-file employees impression created will be different in positive leader emotion or negative leader emotion. Emotion of leader would deep and far affect a company through employees indirectly.
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Dissertations / Theses on the topic "Leader of company"

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Agashae, Zoë. "Leader-follower dynamics, testing learning theory in a Canadian energy company." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2000. http://www.collectionscanada.ca/obj/s4/f2/dsk1/tape3/PQDD_0019/MQ49556.pdf.

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Viljoen, Petrus Johannes Jacobus. "Managing leader member exchange frequency effectively in a South African retail company." Thesis, Nelson Mandela Metropolitan University, 2009. http://hdl.handle.net/10948/1106.

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The purpose of this research is to highlight the importance of identifying the communication frequency within the leader-member exchange (LMX) relationship, and to appreciate what the positive or negative effect of a low or high LMX frequency has on this relationship and on staff morale. Management is for the most part responsible for communication frequency and is in a position and has the means to change such frequency or to add additional communication channels. The research was based on a program introduced in a South African retail company three years ago. Data was collected from 64 stores in the Western Cape and the results were statistically analysed on the SPSS16 program. The results clearly supported the hypotheses that, in a low-communication frequency area, an increase in communication frequency has a positive effect on staff morale and that the proximity to head office (or lack of it) does not have a negative effect on staff morale.
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Bout, Danjel. "The Impact of Company Grade Officer Self-Sacrificial Behavior on Subordinate Assessments of Leader Charisma." Thesis, Walden University, 2013. http://pqdtopen.proquest.com/#viewpdf?dispub=3587604.

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Newly commissioned officers in the U.S. Army are taught to lead their soldiers from the front and to voluntarily make personal sacrifices in the service of the nation. Although this facet of military culture is seen as critical to the integrity of the force, there are few research studies describing the impact of leader self-sacrifice in the U.S. Army. Research evolving from the transformational leadership literature indicates that civilian leaders who engage in self-sacrificial behavior are viewed as more charismatic than their counterparts and that this perception is particularly pronounced in crisis situations. The current study extended this research to a military population utilizing a quantitative experimental research design. Respondents were randomly assigned to written vignettes that manipulated leader self-sacrifice and the combat environment and then provided assessments of the company grade officer's attributed charisma. Currently serving enlisted and commissioned officers in the California Army National Guard (n = 218) took part in the research, and ANOVA test results indicated that both self-sacrifice and the experience of combat significantly increase perceptions of a company grade officer's attributed charisma. No significant interaction was found between leader self-sacrifice and combat. This study indicated that the self-sacrificial leadership model may have broad applicability across organizations and provides strong support for the Army's emphasis on selfless service. This research can spur positive social change by fostering a more aspirational form of leadership within the Army that builds the psychological resilience of soldiers and results in stronger teams.

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Bout, Danjel. "The Impact of Company Grade Officer Self-Sacrificial Behavior on Subordinate Assessments of Leader Charisma." ScholarWorks, 2011. https://scholarworks.waldenu.edu/dissertations/1071.

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Newly commissioned officers in the U.S. Army are taught to lead their soldiers from the front and to voluntarily make personal sacrifices in the service of the nation. Although this facet of military culture is seen as critical to the integrity of the force, there are few research studies describing the impact of leader self-sacrifice in the U.S. Army. Research evolving from the transformational leadership literature indicates that civilian leaders who engage in self-sacrificial behavior are viewed as more charismatic than their counterparts and that this perception is particularly pronounced in crisis situations. The current study extended this research to a military population utilizing a quantitative experimental research design. Respondents were randomly assigned to written vignettes that manipulated leader self-sacrifice and the combat environment and then provided assessments of the company grade officer's attributed charisma. Currently serving enlisted and commissioned officers in the California Army National Guard (n = 218) took part in the research, and ANOVA test results indicated that both self-sacrifice and the experience of combat significantly increase perceptions of a company grade officer's attributed charisma. No significant interaction was found between leader self-sacrifice and combat. This study indicated that the self-sacrificial leadership model may have broad applicability across organizations and provides strong support for the Army's emphasis on selfless service. This research can spur positive social change by fostering a more aspirational form of leadership within the Army that builds the psychological resilience of soldiers and results in stronger teams.
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von, Wachenfeldt Therese. "How important is an employee structure with mixed genders in an accounting firm? : Comparing two different accounting firms in two different countries." Thesis, University of Gävle, Department of Business Administration and Economics, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-4438.

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Purpose:            The purpose of this study is to investigate the importance of having an employee structure with mixed genders in an accounting firm. 

This study answers the following questions:

·        How important is an employee structure with mixed genders in an accounting firm?

·        What are the differences in the employee structure of a Gibraltarian and a Swedish accounting firm?

                       

                        The roles of the genders in an organisation are becoming more and more important in today’s society. This is why I have studied this subject for my Master thesis and I think it can be interesting for the companies today to become more aware of the importance of mixed gender’s.

 

Method: To be able to complete my study I have collected data from questionnaires and interviews in the relevant companies and I have also looked for information in books and on the Internet. After gathering the information I analyzed it according to the theories, which are presented in the theory chapter. This study was presented to an opinion group from Högskolan i Gävle from abroad.

 

 

Result & Conclusion:        The importance of mixed genders is to be able to run the company as successfully as possible with the means necessary looking from both a feminine and a masculine perspective in a highly competitive market.

 

                        I believe that PwC has succeeded with having a good working environment because they have mixed genders in the company. All the theories prove that mixing genders is important and I believe it is the reason that Sweden has a law about it and also is the reason why PwC have a policy for quota of genders.

 

Suggestions/future studies: For future studies it would be interesting if more accounting companies from a greater selection of countries could be compared. This comparison would be interesting if it was between a country with similar culture or even with the extreme opposites. It would also be interesting to compare the different PwC branches within Sweden to see if the policy for quota of genders varies in different parts of Sweden. Another suggestion to further studies would be to see if there is a link between masculine cultured countries having less female managers than feminine cultured countries.

 

The studies contribution: My study and the suggested future studies can be used to improve the working environment and outcome for company’s which do not already have a quota policy for genders. 

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Shih, Yu Wei, and Anika Koch. "Psychological Safety for Organizational Cultural Change : An exploratory study in a Swedish multinational chemical engineering company." Thesis, Malmö universitet, Fakulteten för kultur och samhälle (KS), 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:mau:diva-37520.

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Implementing cultural change is a huge project for any company. Not only is it time consuming, there are also many factors that determine the success of a cultural change. This study aims to explore a number of these success factors from a social perspective of sustainability, in particular the employees’ perspective. The employee’s psychological perspective is more difficult to expose compared to the economic and environmental perspectives, because it has a qualitative nature and cannot be easily captured in quantitative models. However, this does not make the employees’ psychological perspective less important. Recent studies show that psychological safety supports the individual learning process and creates an openness and motivation for change. Results of this study show that a stronger sense of psychological safety can be created by a positive atmosphere among colleagues, a high level of trust, supportive leader behaviors, and systems that facilitate efficient information and knowledge sharing. Furthermore, the study contributes to the field of organizational theory by investigating the role, effect and perception of psychological safety within one multinational company.
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Eiman, Lotta, and Liselott Bäck. "Företags hälsa ur ett ledarperspektiv : - hur, vad, varför?" Thesis, University of Gävle, Ämnesavdelningen för pedagogik, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-4804.

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Syfte: Syftet var att undersöka ledares syn på hälsa och hälsofrämjande arbete samt hur det eventuella hälsofrämjandet arbetet såg ut på deras företag. Vidare undersöktes ur ledarens synvinkel, hur, vad och varför ledaren och företaget arbetar som de gör med hälsa på sin arbetsplats. Metod: Författarna har genom intervju frågat ledare vid fyra företag med kontorsverksamhet vad de anser om hälsa och hälsofrämjande arbete och hur företagets hälsoarbete ser ut. Resultat: Resultatet visade att ledarnas syn på hälsa och hälsofrämjande arbete påverkar hälsoarbetet på företaget. Resultatet visade även att tre av fyra företag hade ett välutvecklat hälsofrämjande arbete. Slutsats: Samtliga ledare visade intresse för hälsa och hälsofrämjande arbete om än i olika grad och ledarnas intresse har en påverkan på det hälsofrämjande arbetet.

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Yang, Jinseok, and Philip Wittenberg. "Perceived Work-related Factors and Turnover Intention : A Case Study of a South Korean Construction Company." Thesis, Högskolan Dalarna, Företagsekonomi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:du-21735.

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Purpose – Employee turnover entails considerable costs and is a major problem for the construction industry. By creating an extensive framework, this study aims to examine whether perceived work-related factors affect turnover intention in South Korean construction companies. Research design – The paper is based on the results of a questionnaire of 136 employees that was conducted and provided by a Korean construction company. Research hypotheses were tested via correlation analyses. The most influencing work-related factors, as well as differences among job levels, were determined by multiple regression analyses. Findings – Communication, immediate leaders, organizational commitment, and organizational pride substantially affect turnover intentions. All of these factors can be considered as relational factors. The most influencing factors differ among job levels. Discussion/practical implications – Immediate leaders should be aware of their role in retaining employees and enhance communication, organizational commitment and pride. This study shows how the importance of certain variables differs for groups of employees. Theoretical implications/limitations– This study is based on a sample of employees from a Korean construction company. Therefore, the generalizability of the findings has to be tested. Future research should test the proposed framework with other factors or resources. Originality/value – This study shed light on the turnover subject in the South Korean construction industry. It shows that different factors can influence turnover intention among job levels. A framework was created, which is based on 16 work-related factors including organizational factors, HRM practices and job attitudes.
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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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Lopes, Filipe Sousa Castro. "Equity Research - Corticeira Amorim." Master's thesis, Instituto Superior de Economia e Gestão, 2017. http://hdl.handle.net/10400.5/14471.

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Mestrado em Finanças
A utilidade da avaliação de empresas estende-se a diferentes áreas das finanças e a diferentes intervenientes e, no caso que aqui tratamos, a avaliação de empresas visa apurar um preço por ação da Corticeira Amorim. Esta empresa, que se destaca como líder no seu setor de atuação, divide-se em 5 diferentes unidades de negócio: Rolhas, Matérias-Primas, Aglomerados Compósitos, Revestimentos e Isolamentos. Está ainda presente em mais de 100 países e emprega cerca de 3.500 colaboradores para servir cerca de 22.000 clientes em todo o mundo. Para a obtenção do valor por ação da Corticeira Amorim, e tendo em conta a estrutura de capital da empresa, o método utilizado foi o Free Cash Flow to the Firm. Este método permitiu-nos chegar a um valor por ação de 11,15€ a 14/07/17, o que se traduz num potencial de desvalorização de 9,83% e numa recomendação de Reduzir.
Company Valuation can be used in different areas in Finance and by different industry players and, in the case we are here presenting, Valuation aims to obtain the intrinsic value of Corticeira Amorim and its share price. This company, which is the global leader in its sector, is divided in 5 different Business Units: Cork Stoppers, Raw-Materials, Composite Cork, Floor and Wall Coverings and Insulation Cork. It is present in over 100 countries and employs around 3.500 people to serve around 22.000 clients globally. To obtain its share price, and considering the capital structure, the method we used was the Free Cash Flow to the Firm Method. It allowed us to get a target price for Corticeira Amorim's share price of 11,15€ at 14/07/17, which implies a downside potential of 9,83% and a recommendation of Reduce.
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Books on the topic "Leader of company"

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Tamuno, Tekena N. Abebe: Portrait of a Nigerian leader. Abeokuta, Nigeria: ALF Publications, 1991.

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Gus Wortham: Portrait of a leader. College Station: Texas A&M University Press, 1994.

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Robertson, Kevin. Leader: The full story. Phoenix Mill, Stroud, Gloucestershire: A. Sutton Pub., 1996.

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Leader: Steam's last chance. Gloucester [England]: A. Sutton, 1988.

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Robertson, Kevin. Leader: Steam's last chance. Gloucester: Sutton, 1987.

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Robertson, Kevin. Leader: The full story. Stroud: Sutton, 1995.

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Eriez Magnetics: From pioneer to world leader : a history of the company. [Erie, Pa.]: Eriez Manufacturing Co., 1991.

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LRRP team leader. New York: Ivy Books, 1994.

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Seibold, Drapeau Anne, ed. The trusted leader: Bringing out the best in your people and your company. New York: Free Press, 2002.

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Galford, Robert M. The trusted leader: Bringing out the best in your people and your company. New York: Free Press, 2002.

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Book chapters on the topic "Leader of company"

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Boshyk, Yury. "Cross-Company Consortiums: Tackling Business Challenges and Developing Leaders Together." In Experience-Driven Leader Development, 133–39. San Francisco: John Wiley & Sons, Inc., 2014. http://dx.doi.org/10.1002/9781118918838.ch22.

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Devnew, Lynne E. "Being a Pioneer Woman Leader in a Pioneering Company." In Time for Solutions!, 155–70. Abingdon, Oxon ; New York, NY : Routledge, 2018.: Routledge, 2018. http://dx.doi.org/10.4324/9781351131674-8.

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Allen, Nate, and D. Christopher Kayes. "Leader Development in Dynamic and Hazardous Environments: Company Commander Learning Through Combat." In Learning Trajectories, Innovation and Identity for Professional Development, 93–111. Dordrecht: Springer Netherlands, 2011. http://dx.doi.org/10.1007/978-94-007-1724-4_5.

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Brown, Jeffrey W. "Company Culture." In The Security Leader's Communication Playbook, 79–92. Boca Raton: CRC Press, 2021. http://dx.doi.org/10.1201/9781003100294-6.

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Tokoro, Nobuyuki. "Co-creation of Value Through Initiative of a Leader Company and Collaboration of Participating Companies—Case Study of Fujisawa Sustainable Smart Town." In The Smart City and the Co-creation of Value, 55–74. Tokyo: Springer Japan, 2015. http://dx.doi.org/10.1007/978-4-431-55846-0_4.

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Candel, Alberto, and Lawrence Conlon. "Compact leaves." In Graduate Studies in Mathematics, 137–49. Providence, Rhode Island: American Mathematical Society, 1999. http://dx.doi.org/10.1090/gsm/023/08.

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Blin, Lélia, and Sébastien Tixeuil. "Compact Deterministic Self-stabilizing Leader Election." In Lecture Notes in Computer Science, 76–90. Berlin, Heidelberg: Springer Berlin Heidelberg, 2013. http://dx.doi.org/10.1007/978-3-642-41527-2_6.

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Obloj, Krzysztof. "Company Adrift — Inertia, Organizational Games and Unsure Leaders." In The Passion and Discipline of Strategy, 149–65. London: Palgrave Macmillan UK, 2013. http://dx.doi.org/10.1057/9781137334947_7.

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Blin, Lélia, and Sébastien Tixeuil. "Compact Self-Stabilizing Leader Election for General Networks." In LATIN 2018: Theoretical Informatics, 161–73. Cham: Springer International Publishing, 2018. http://dx.doi.org/10.1007/978-3-319-77404-6_13.

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Jeannet, Jean-Pierre, Thierry Volery, Heiko Bergmann, and Cornelia Amstutz. "Business Focus Choices." In Masterpieces of Swiss Entrepreneurship, 83–91. Cham: Springer International Publishing, 2021. http://dx.doi.org/10.1007/978-3-030-65287-6_8.

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AbstractThis chapter will highlight the fact that “Focus” is not just “Focus” by identifying five different types of focus choices. Older companies began in a given industry sector and remained loyal to that sector, adopting an industry focus. Past experience in a given sector can lead to business focus. For many firms, core competence served as the basis for building an entire company. Some companies define their focus strategy around a given technology. Focusing on a single market provides, and necessitates, in-depth knowledge of the operating conditions of a company’s customers.
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Conference papers on the topic "Leader of company"

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Trifonova, Irena. "MANAGEMENT OF AGRICULTURAL ASSETS BY AGRION." In SUSTAINABLE LAND MANAGEMENT - CURRENT PRACTICES AND SOLUTIONS 2019. University publishing house "Science and Economics", University of Economics - Varna, 2021. http://dx.doi.org/10.36997/slm2019.194.

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Agrion is the leading professional agricultural land management company. In less than 7 years, the company has managed to establish itself as a market leader and is trusted by customers and partners. "Agrion offers a full range of services for landowners and farmers - land purchase and sale, land swaps, land rental and lease, lending, land leasing, etc. Additional options for active asset management are also available - renting, leasing, exchanging, buying farms and even whole businesses. The company was the first to introduce European standards for land property management.
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Walkup, N. Wayne. "From Test Pilot to 20th Century High Pressure Entrepreneur." In ASME 2002 Pressure Vessels and Piping Conference. ASMEDC, 2002. http://dx.doi.org/10.1115/pvp2002-1159.

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This paper tells the story of Joseph McCartney, and his high pressure engineering and equipment company. The evolution of the company and its equipment are examined, leading up to the present day when the McCartney Division of Ingersoll-Rand is recognized as a leader in the high pressure technology field.
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Ribič, Timotej, and Miha Marič. "LMX – teorija odnosa med vodjo in zaposlenim." In Values, Competencies and Changes in Organizations. University of Maribor Press, 2021. http://dx.doi.org/10.18690/978-961-286-442-2.58.

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Employees represent a key part of the organization. Their satisfaction has direct effect on co-workers and their productivity. Leader is largely responsible to create general satisfaction in work environment. With organizing, choosing appropriate management concepts and correct approach to his employees, he creates good relationships with colleagues and contributes to the internal culture of the organization. Good interpersonal relationships are thus an important factor in building success in the company and the operation of processes, as they directly affect work performance, organizational climate and organizational culture. Many companies use classic and wellknown leadership styles. Regardless of the chosen style, it is noticed an alienated relationship between the manager and the employee. The issue can be attributed to strict adherence to the set organizational structure and, in connection with this, the expression of the legitimate power of leaders, yet to some extent the problem is in different understanding of leadership, both with individuals and leaders themselves. The newer leadership style, called Leader-member Exchange Theory, focuses on building relationships, mutual respect and trust, and treating employees as co-workers on the same horizontal hierarchical level. The implementation of this style of management can be seen mainly in foreign markets. This approach is not well known or widespread in Slovenia, nevertheless it is noticed in some companies. Based on a case study from the business environment, we studied a company with such leadership in Slovenia.
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Bezverkhov, Anatoliy A. "Operational Experience of Transneft on Construction of Baltic Pipeline System First Phase Objects." In 2002 4th International Pipeline Conference. ASMEDC, 2002. http://dx.doi.org/10.1115/ipc2002-27367.

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Oil Transporting Company Transneft is a world leader in the field of oil transportation, basic tasks of which are timely and qualitative oil delivery to consumers both in Russia and outside Russia under conditions of equal access to the system of oil-trunk pipelines.
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Sitinikov, Cătălina, Ionela Staneci (Drinceanu), Costinel Cristian Militaru, Mariana Paraschiva Olaru (Staicu), and Ionuț Riza. "MOTIVATION OF HUMAN RESOURCES IN MODERN ORGANIZATIONS." In Economic and Business Trends Shaping the Future. Ss Cyril and Methodius University, Faculty of Economics-Skopje, 2020. http://dx.doi.org/10.47063/ebtsf.2020.0033.

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Human Resources, along with material resources, directly influence the company's activity in its attempt to achieve its objectives. Their quantity and quality, which an enterprise has at its disposal, decisively influence the productivity of the company. Ensuring, maintaining and developing the Human Resources of companies are major concerns in modern management. The way Human Resources work can make a difference when material resources are the same. The choice of high quality Human Resources is a necessary condition for improving the company's performance. However, emphasizing the role of Human Resources does not mean an underestimation of other resources. The systematic design of the company involves the interdependent approach of resources starting from the fundamental objectives to whose achievement they compete together, from the essential connections that exist between them. Motivation is one of the traditional problems of studying organizational behavior and for years has aroused the interest of managers and researchers. In modern organizations, motivation has become even more important. This is due to the need for high productivity in order to become globally competitive. Knowing how to capture the creative and productive energy of the people who make up the enterprise is, in fact, the deep essence of the management of the Human Resources of the enterprise. The basic problem of a leader, in this context, should be how to succeed in influencing the performance of the people who work in the enterprise he leads. The main purpose of this article is to identify the main actions and decisions that determine the nature and content of the relationship between the organization and its employees.
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Li, Zhuoxuan, Warren Seering, Joshua David Ramos, Maria Yang, and David Robert Wallace. "Why Open Source?: Exploring the Motivations of Using an Open Model for Hardware Development." In ASME 2017 International Design Engineering Technical Conferences and Computers and Information in Engineering Conference. American Society of Mechanical Engineers, 2017. http://dx.doi.org/10.1115/detc2017-68195.

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Following the successful adoption of the open source model in the software realm, open source is becoming a new design paradigm in hardware development. Open source models for tangible products are still in its infancy, and many studies are required to demonstrate its application to for-profit product development. It is an alluring question why entrepreneurs decide to use an open model to develop their products under risks and unknowns, such as infringement and community management. The goal of this paper is to investigate the motivations of entrepreneurs of open source hardware companies. The leaders and founders of twenty-three companies were interviewed to understand their motivation and experiences in creating a company based on open source hardware. Based on these interviews, we generated a hierarchical framework to explain these motivations, where each level of the framework has been defined, explained and illustrated with representative quotes. The motivations of open source action are framed by two categories in the paper: 1) Intrinsic Motivation, which describes the motivations of an entrepreneur as an individual, who needs personal satisfaction, enjoyment as well as altruism and reciprocity; 2) Extrinsic Motivation, which describes motivations of an entrepreneur whose identity is as a for-profit company leader.
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Howes, C. Susan, and Robert W. Taylor. "A Competency-Based Approach to Addressing the Leadership Gap in the Oil and Gas Industry." In SPE Annual Technical Conference and Exhibition. SPE, 2021. http://dx.doi.org/10.2118/206302-ms.

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Abstract As oil and gas industry technical professionals land their first supervisory roles, gaps in their leadership skills often become apparent. Years of technical education and training have prepared them well for roles as individual technical contributors, but stronger business, management, and leadership skills are needed as they move into emerging leadership roles in which they direct others. Competency assessments of first-level supervisors and mid-career experienced hires are conducted to determine mission-critical leadership gaps. This process is done in alignment with competency-focused job descriptions that enumerate key soft skills needed in each leadership role and build on a sound foundation of technical competency. Bringing emerging leaders together as a group enhances their networking opportunities as they advance through the program; including experienced hires helps them become attuned to the company's management style. Learning opportunities can include face-to-face instruction, webinars, e-learning, online resources, exercises, business simulations, and coaching and mentoring. Building future leaders is key to succession planning. Introducing experienced hires to the leadership styles of the company ensures the successful integration of new talent into the team. A competency-based approach to assessing emerging leaders provides the roadmap for creating a deep bench of candidates for future roles in executive management. Experienced instructors and mentors are crucial to ensuring the leadership program delivery is aligned with the corporate mission, vision and values. The delivery of the leadership development program can be self-sustaining if program graduates and external expert facilitators are incorporated into the delivery of the program to future cohorts. Technical professionals progress through supervisory/management positions on their respective career ladders primarily by ‘learning on the job' rather than through formal training. This paper looks at differences between the current state of supervisory development and what professionals actually need in leadership skills. These are new skills needed for transitioning from supervisor/manager to an effective leader. New methods of digital delivery allow greater interaction between participants and instructors. Building an innovative leadership development program enhances the company's brand and attracts and retains top talent.
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Skotnicka-Zasadzień, Bożena. "EVALUATION OF PRO-ECOLOGICAL ACTIVITIES INFLUENCING THE QUALITY OF NATURAL ENVIRONMENT ILLUSTRATED WITH AN EXAMPLE OF A SELECTED COMMUNE." In GEOLINKS International Conference. SAIMA Consult Ltd, 2020. http://dx.doi.org/10.32008/geolinks2020/b2/v2/04.

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In this study, the undertaken pro-ecological activities aimed at improving the quality of natural environment in one of the communes in southern Poland have been discussed. The presented evaluation of pro-ecological activities and their contribution to the improvement of the quality of natural environment in the examined commune from the perspective of the local community, commune authorities and the power company allows concluding that all these groups see the problem in the protection of natural environment. The residents of the commune have declared their active participation in the improvement of the quality of natural environment in the commune, especially the condition of air. The local power company, through its information policy and activities related to the energy policy of the commune, endeavours to shape pro-ecological attitudes and effectively reduces the negative impact of contamination on the condition of natural environment in the commune. The commune authorities seem to contribute the least to the improvement of natural environment; they definitely need to be more engaged and appoint a leader who would effectively implement sustainable development strategies and work on the improvement of natural environment.
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Cormier, Randy C., and David V. Dorling. "Technology Management Renewal at NOVA Gas Transmission." In 1998 2nd International Pipeline Conference. American Society of Mechanical Engineers, 1998. http://dx.doi.org/10.1115/ipc1998-2011.

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NOVA Gas Transmission Ltd. (NGTL) is an industry leader in successfully applying new technology to meet business needs. The company has had a formal technology development program since 1983 and invests approximately $5.5 million annually towards developing and implementing beneficial new technology. Over the years, this leadership has provided tremendous value to NGTL’s customers, shareholders, employees and the communities in which it operates. In 1994, as part of the company’s re-engineering initiative, a high-level scoping effort identified several opportunities to further enhance the business value derived through the application of technology. To realize these opportunities, NGTL launched an effort to renew its processes for managing technology. Through this renewal effort, NGTL: 1) developed guiding organizational principles for managing technology, 2) established Key Technology Areas of focus, 3) re-structured its technology development organization, 4) leveraged best-practice concepts to improve the process of developing and implementing technologies, and 5) made significant progress in marketing the value of technological innovation across the organization. This paper will highlight NGTL’s technology management renewal effort including its historical context and rationale, the process used and the major outcomes.
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Rosetti, Roberto, Mirco Sturari, Emanuele Frontoni, Jelena Loncarski, Anselmo Cicchitti, Enrico Iavazzo, and Diego Gualtieri. "Heuristic Approach for Warehouse Resources and Production Planning Optimization: An Industry Case Study." In ASME 2019 International Design Engineering Technical Conferences and Computers and Information in Engineering Conference. American Society of Mechanical Engineers, 2019. http://dx.doi.org/10.1115/detc2019-97768.

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Abstract Industrial sector for production of manufacturing machinery and equipment is a very competitive and difficult market to deal with. Difficulties increase in areas that involves the design, manufacturing and assembly of large production machines. In fact, in this case the effort to produce a single item is much bigger in time, money and resources with respect to other areas. Long time for production paired with a not accurate usage of internal resources can produce a large number of unused components and semi-finished products. This paper presents a real case study of a company leader in the designing and manufacturing machinery for disposable hygienic products and highly automated liquid filling integrated systems. Each product is a huge assembly of components and semi-finished products and many of them are not used for production even if they are stored in company’s warehouses. This is due to the logistic and human factors that can be managed and corrected. In this paper a math-heuristic approach for warehouse resources and components procurement optimization is presented. A real instance related to a commission has been solved and results are presented and analyzed.
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Reports on the topic "Leader of company"

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Owens, Patrick J. United States Air Force Company Grade Officer PME and Leader Development: Establishing a Glide Path for Future Success. Fort Belvoir, VA: Defense Technical Information Center, May 2002. http://dx.doi.org/10.21236/ada403395.

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Anderson, Erik N. Closing the Discovery Learning Gap: A Leader Development Training Strategy for Company-Grade Officers for the Conduct of Stability and Reconstruction Operations. Fort Belvoir, VA: Defense Technical Information Center, May 2006. http://dx.doi.org/10.21236/ada452245.

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ARMY SAFETY CENTER FORT RUCKER AL. Risk Management Training Support Package for Leaders (Company/Platoon Level). Fort Belvoir, VA: Defense Technical Information Center, January 1997. http://dx.doi.org/10.21236/ada382234.

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Rubin, Alex, Alan Omar Loera Martinez, Jake Dow, and Anna Puglisi. The Huawei Moment. Center for Security and Emerging Technology, July 2021. http://dx.doi.org/10.51593/20200079.

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For the first time, a Chinese company—Huawei—is set to lead the global transition from one key national security infrastructure technology to the next. How did Washington, at the beginning of the twenty-first century, fail to protect U.S. firms in this strategic technology and allow a geopolitical competitor to take a leadership position in a national security relevant critical infrastructure such as telecommunications? This policy brief highlights the characteristics of 5G development that China leveraged, exploited, and supported to take the lead in this key technology. The Huawei case study is in some ways the canary in the coal mine for emerging technologies and an illustration of what can happen to U.S. competitiveness when China’s companies do not have to base decisions on market forces.
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Boettcher, Seth J., Courtney Gately, Alexandra L. Lizano, Alexis Long, and Alexis Yelvington. Part 3: Case Study Appendices to the Technical Reports. Edited by Gabriel Eckstein. Texas A&M University School of Law Program in Natural Resources Systems, May 2020. http://dx.doi.org/10.37419/eenrs.brackishgroundwater.p3.

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This Case Study Appendix to the Technical Reports expands on regulations in San Antonio and El Paso where these water alternatives are in place. The goal of this report is to provide insight into the legal and regulatory barriers, challenges, and opportunities for these technologies to go online. Each desalination and water recycling faciality implementation site must comply with various laws and regulations. The information in these Case Studies comes from the study of brackish groundwater desalination and water recycling facilities currently operating in Texas. While there is no updated “one-stop-shop” resource where a municipal leader can find a list of all the necessary permits to build, operate, and maintain such facilities, this Technical Report aims to compile the existing, available information in an organized and accessible fashion. The Desalination Technical report is the third in a series of three reports which make up the Project. These reports examine regulations surrounding desalination and water recycling. The companion reports generally highlight building, operating, and monitoring requirements for water recycling facilities in Texas.
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Mascagni, Giulia, Roel Dom, and Fabrizio Santoro. The VAT in Practice: Equity, Enforcement and Complexity. Institute of Development Studies (IDS), January 2021. http://dx.doi.org/10.19088/ictd.2021.002.

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The value added tax (VAT) is supposed to be a tax on consumption that achieves greater economic efficiency than alternative indirect taxes. It is also meant to facilitate enforcement through the ‘self-enforcing mechanism’ – based on opposed incentives for buyers and sellers, and because of the paper trail it creates. Being a rather sophisticated tax, however, the VAT is complex to administer and costly to comply with, especially in lower-income countries. This paper takes a closer look at how the VAT system functions in practice in Rwanda. Using a mixed-methods approach, which combines qualitative information from focus group discussions with the analysis of administrative and survey data, we document and explain a number of surprising inconsistencies in the filing behaviour of VAT-remitting firms, which lead to suboptimal usage of electronic billing machines, as well as failure to claim legitimate VAT credits. The consequence of these inconsistencies is twofold. It makes it difficult for the Rwanda Revenue Authority to exploit its VAT data to the fullest, and leads to firms, particularly smaller ones, bearing a higher VAT burden than larger ones. There are several explanations for these inconsistencies. They appear to lie in a combination of taxpayer confusion, fear of audit, and constraints in administrative capacity.
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Schubert, Maike, and Daniel Zenhäusern. Performance Assessment of Example PVT-Systems. IEA SHC Task 60, December 2020. http://dx.doi.org/10.18777/ieashc-task60-2020-0009.

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The performance of 26 PVT-Systems was analysed and compared in IEA-SHC Task 60. The systems are located in countries with different climatic conditions. The applications range from direct domestic hot water production and heating of public swimming pools to heat pump systems with PVT as the main heat source of the heat pump. The Key Performance Indicators (KPIs) determined for the different PVT solutions give the possibility to compare the systems despite their diversity. The goal was to show the potential of PVT collectors in different fields of application. The results show that the integration of PVT collectors in different kinds of well-dimensioned systems leads to competitive solutions, both from an energy and a financial perspective. Additionally the answers to a survey about control strategies for PVT systems, showing some main problems and possible solutions, are summarised.
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Bland, Gary, Lucrecia Peinado, and Christin Stewart. Innovations for Improving Access to Quality Health Care: The Prospects for Municipal Health Insurance in Guatemala. RTI Press, December 2017. http://dx.doi.org/10.3768/rtipress.2017.pb.0016.1712.

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Municipal insurance–a collective compact in which municipal government is the lead actor in designing, delivering, and supervising a health care financing arrangement—is considered by some Guatemalans as a potential new avenue for improving financial protection against rising costs and improved access to quality health care. This brief presents a political economy analysis of the prospects for the adoption of municipal insurance in Guatemala. Municipal insurance has so far been tried only once, in 2015, by the large suburban municipality of Villa Nueva. Drawing from the Villa Nueva experience, based on interviews with nearly 30 key informants, this brief examines the potential obstacles to municipal insurance reform as well as leading factors favoring its introduction. Consistent health ministry support and equity concerns are potential limitations, for example, while decentralization and the recent emergence of creative insurance products are likely to be supportive. This brief then concludes with consideration of the policy implications of such a reform. We also offer a series of policy recommendations for policymakers and practitioners who may be looking to implement municipal insurance reform.
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Ruff, Grigory, and Tatyana Sidorina. THE DEVELOPMENT MODEL OF ENGINEERING CREATIVITY IN STUDENTS OF MILITARY INSTITUTIONS. Science and Innovation Center Publishing House, December 2020. http://dx.doi.org/10.12731/model_of_engineering_creativity.

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The troops of the national guard of the Russian Federation are equipped with modern models of weapons, special equipment, Informatization tools, engineering weapons that have artificial intelligence in their composition are being developed, " etc., which causes an increase in the requirements for the quality of professional training of future officers. The increasing complexity of military professional activities, the avalanche-like increase in information, the need to develop the ability to quickly and accurately make and implement well-known and own engineering solutions in an unpredictable military environment demonstrates that the most important tasks of modern higher education are not only providing graduates with a system of fundamental and special knowledge and skills, but also developing their professional independence, and this led to the concept of engineering and creative potential in the list of professionally important qualities of an officer. To expedite a special mechanism system compact intense clarity through cognitive visualization of the educational material, thickening of educational knowledge through encoding, consolidation and structuring Principle of cognitive visualization stems from the psychological laws in accordance with which the efficiency of absorption is increased if visibility in training does not only illustrative, but also cognitive function, which leads to active inclusion, along with the left and right hemispheres of the student in the process of assimilation of information, based on the use of logical and semantic modeling, which contributes to the development of engineering and creative potential.
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Schnabel, Filipina, and Danielle Aldridge. Effectiveness of EHR-Depression Screening Among Adult Diabetics in an Urban Primary Care Clinic. University of Tennessee Health Science Center, April 2021. http://dx.doi.org/10.21007/con.dnp.2021.0003.

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Background Diabetes mellitus (DM) and depression are important comorbid conditions that can lead to more serious health outcomes. The American Diabetes Association (ADA) supports routine screening for depression as part of standard diabetes management. The PHQ2 and PHQ9 questionnaires are good diagnostic screening tools used for major depressive disorders in Type 2 diabetes mellitus (DM2). This quality improvement study aims to compare the rate of depression screening, treatment, and referral to behavioral health in adult patients with DM2 pre and post-integration of depression screening tools into the electronic health record (EHR). Methods We conducted a retrospective chart review on patients aged 18 years and above with a diagnosis of DM2 and no initial diagnosis of depression or other mental illnesses. Chart reviews included those from 2018 or prior for before integration data and 2020 to present for after integration. Sixty subjects were randomly selected from a pool of 33,695 patients in the clinic with DM2 from the year 2013-2021. Thirty of the patients were prior to the integration of depression screening tools PHQ2 and PHQ9 into the EHR, while the other half were post-integration. The study population ranged from 18-83 years old. Results All subjects (100%) were screened using PHQ2 before integration and after integration. Twenty percent of patients screened had a positive PHQ2 among subjects before integration, while 10% had a positive PHQ2 after integration. Twenty percent of patients were screened with a PHQ9 pre-integration which accounted for 100% of those subjects with a positive PHQ2. However, of the 10% of patients with a positive PHQ2 post-integration, only 6.7 % of subjects were screened, which means not all patients with a positive PHQ2 were adequately screened post-integration. Interestingly, 10% of patients were treated with antidepressants before integration, while none were treated with medications in the post-integration group. There were no referrals made to the behavior team in either group. Conclusion There is no difference between the prevalence of depression screening before or after integration of depression screening tools in the EHR. The study noted that there is a decrease in the treatment using antidepressants after integration. However, other undetermined conditions could have influenced this. Furthermore, not all patients with positive PHQ2 in the after-integration group were screened with PHQ9. The authors are unsure if the integration of the depression screens influenced this change. In both groups, there is no difference between referrals to the behavior team. Implications to Nursing Practice This quality improvement study shows that providers are good at screening their DM2 patients for depression whether the screening tools were incorporated in the EHR or not. However, future studies regarding providers, support staff, and patient convenience relating to accessibility and availability of the tool should be made. Additional issues to consider are documentation reliability, hours of work to scan documents in the chart, risk of documentation getting lost, and the use of paper that requires shredding to comply with privacy.
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