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Dissertations / Theses on the topic 'Leadership position'
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Greenwald, Marian M. "The nursing education executive position : factors that influence leadership development /." Access Digital Full Text version, 1986. http://pocketknowledge.tc.columbia.edu/home.php/bybib/10623978.
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Thesis (Ed. D.)--Teachers College, Columbia University, 1986.<br>Typescript; issued also on microfilm. Sponsor: Elizabeth M. Maloney. Dissertation Committee: Martha HcGinty Stodt. Bibliography: leaves 89-93.
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Karol, David. "Coalition management explaining party position change in American politics /." Diss., Restricted to subscribing institutions, 2005. http://proquest.umi.com/pqdweb?did=994245991&sid=1&Fmt=2&clientId=1564&RQT=309&VName=PQD.
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Hill, Sarah A. "Leadership style, behaviors and spheres of influence of university leaders, moving beyond position." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2000. http://www.collectionscanada.ca/obj/s4/f2/dsk2/ftp02/NQ54417.pdf.
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Savoie, Jo-Ann Helen. "Skills women bring to the position of chief of police." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/1933.
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Organizational leaders are unaware of the gender-specific leadership skillsets women possess to increase organizational effectiveness and how to address potential barriers for assuring these skillsets are recognized as effective. Of the estimated 69,000 police officers serving in Canada, approximately 14,000 are women. Of those 14,000, only 10% hold a senior rank, and less than 3% hold the position of Chief of Police. Technology speed, globalized crime, and shrinking budgets have created a need for a new style of leader in policing, and increasing the representation of women may address this need. This multiple case study used the concept of doing gender and transformational leadership for its conceptual framework, and was designed to identify the skillsets that women bring to the chief of police position to increase the effectiveness of recruiting and promotional boards' decision process. Data were gathered from government resources, newspaper articles, and information provided by 13 female participants who had held the position of Chief of Police in Canada. Coding and analyzing the responses showed 3 underlying themes that the participants considered mandatory for the position of chief of police: higher education, political and business acumen, and effective interpersonal skills. Higher education improves critical and creative thinking, while enhancing analytical skills and improved understanding of self. Political and business acumen is important for women, as their voices are often marginalized in community dialogue, and effective interpersonal skills. The implications for positive social change include promoting awareness of the skillsets women can develop while maximizing existing resource talent.
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Kawaguchi, Catherine. "Barriers women face while seeking and serving in the position of superintendent in California public schools." Thesis, University of Southern California, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3680858.
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<p> Women continue to be greatly underrepresented in the school superintendency. Today, only 24.1% of superintendent positions are held by women—a slight increase from 13.2% in 2000 (Kowalski, McCord, Petersen, Young, & Ellerson, 2010). This study explored the barriers that women in California face when seeking and serving in the capacity of superintendent. Studying the barriers that women have encountered when aspiring to the superintendent position may better prepare other women for the top leadership position in public schools. </p><p> The research questions used to guide the study were: What barriers do women encounter while seeking and serving in the position of superintendent? How do women utilize support systems while aspiring to and serving in the position of superintendent? How do women perceive support systems' ability to enable women to overcome barriers? And, how do women use social networks while serving in the position of superintendent? </p><p> The methodology for this study was a mixed-method design. There were quantitative and qualitative data collected and analyzed. Surveys were sent to 26 female superintendents in California public school districts. From the surveys returned, purposeful sampling was used to select five female superintendents from Southern California public schools for one-on-one interviews.</p>
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Catlett, Marceline Rollins. "What Influences Qualified Women Administrators in Virginia to remain in Division Level Positions while others Pursue the Position of Superintendent? – A Qualitative Study." Diss., Virginia Tech, 2017. http://hdl.handle.net/10919/87758.
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In education, women administrators are underrepresented in leadership positions, especially as superintendent. The study examined the following: characteristics and experiences of women superintendents to those of women administrators who aspire to be superintendent and to those women who have decided not to pursue the superintendency; the factors influencing women administrators' decisions to pursue or not pursue the position of superintendent; and the impact of identified factors on the decisions made by study participants. This qualitative multiple-subject study with an interview protocol was designed to consider the historical perspective of women in education, characteristics of women administrators, and a feminist poststructuralist framework; it included the identification of internal and external barriers and criteria for enhancing the advancement of women administrators. The study addressed the following research questions:
1. How do the experiences and characteristics of acting women superintendents compare to those of women aspiring to the superintendency and to those of women administrators who choose not to seek the position of superintendent?
2. What factors influence women administrators' decisions to pursue or not pursue the position of superintendent?
The seven findings suggested that 1) educational leaders influenced decisions to become administrators; 2) style of leadership, method of conflict resolution, and decision-making practice is collaborative; 3) interpersonal skills, good communication, and approachability are (p.204-205) skills required for the superintendency; 4) the decision to pursue the superintendency is influenced by a number of factors, including role models, mentors, and the intensity of the position; 5) balancing a career with family responsibilities is potential barriers for women seeking the superintendency; 6) negative perceptions of female leaders were potential barriers for women administrators seeking and obtaining the position of superintendent; 7) individual school boards and communities influence how women and men are viewed as leaders and whether or not women superintendents are perceived differently. This study has identified implications for future studies and for advancing the careers of women administrators by eliminating barriers, challenges and negative perceptions regarding their pursuit of the position of superintendent.<br>EDD
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Amakwe, Mary John Bosco Ebere. "Factors influencing the mobility of women to leadership and management position in media industry in Nigeria /." Rome : Pontifical Gregorian university, Faculty of social sciences, 2006. http://catalogue.bnf.fr/ark:/12148/cb411340309.
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Brandt, Henry, and Gustav Andersson. "Från manskap till befäl : en studie om att ta steget inom samma verksamhet." Thesis, Linnéuniversitetet, Sjöfartshögskolan (SJÖ), 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-25347.
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The aim of this work was to investigate how it is to move in hierarchy from crew to officer within the seafaring profession and how to be affected by this. How you are perceived by the crew when going from to represent a part of a system to represent a different part of the same system and if you are ready to assume the responsibilities of the new role entails? This is relevant and interesting as we will soon is facing at this transition. The work is based on a qualitative approach. The choice of this method gave the information needed for a perfect result. Interviews were conducted through personal meetings with active officers which also provided the opportunity to ask follow-up questions and the respondents were given the opportunity to share their experiences. The results showed that the transition from crew to command seems to be something individual from person to person but consistently has been the feeling that it is a major challenge of excitement and some nervousness. The largest portion prior to having been men from before is that it felt familiar with the safety procedures on board and to have a basic sense of security regarding departures and mooring, loading and unloading. Most felt that it was difficult to give orders to his old sailor colleagues but afterwards it felt more natural.
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Light, Ann M. "An Examination of the Ascension to and Experiences in the Metropolitan Chief Fire Officer Position: Implications for Leadership, Policy and Practice." Bowling Green State University / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1478268574889246.
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Hrab, Dmytro, and Oxana Yamkina. "Improving the Competitive Position in a Growing High Tech Industry : - Differentiation and Cost Leadership Strategies in Solar Photovoltaics -." Thesis, Linköpings universitet, Företagsekonomi, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-70797.
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Background: The purpose of this master thesis was to investigate what generic strategies are utilized by big players in the solar photovoltaic industry to improve their competitive positions. The continuous expansion of the solar market indicated the significance of this research, since the correctly chosen strategy has a direct influence on the success and prosperity of the growing and developing high tech companies.Aim: The first aim of the study was to examine the applicability of Michael Porter‟s theory of generic strategies to the high tech industry, to be more precise the solar photovoltaic industry. The second aim of the study was to explore the cases, if any, when the simultaneous pursuit of more than one generic strategy was possible. The last but not the least aim was to deeply investigate the potential of the differentiation strategy and the effect it has on the companies.Definitions: The continuous utilization of the following concepts is present in the research: Generic strategies – the three different strategic approaches – cost leadership, differentiation, and focus – the companies can undertake to build a strong competitive advantage and outperform their competitors Differentiation – a case when a firm‟s offering is preferred, on some buying occasions (or by some customers all of the time) over rival firm‟s offerings Solar energy – alternative solutions of receiving energy directly from the sun – using solar modules which convert sunrays into electricityMethodology: Qualitative research methodology was used in this study. The in depth analyses of three case companies were done mainly by means of collecting the secondary data. In addition to that two out of three companies were contacted in order to conduct personal interviews via phone and email. Their answers were used as a supportive tool for the developed propositions.Results: The collected and analyzed secondary data together with the outcomes of the interviews revealed the flaws and limitations of Porter‟s theory. The simultaneous pursuit of two strategies was proven not only to be taking place, furthermore, to be leading to prosperity in some situations. The new model was developed which showed that the pursuit of two strategies is more of a necessity under certain circumstances. A thorough examination of the differentiation concept resulted in discovering the ways and methods which could be used by companies to strengthen their market positions.
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Griffin, Blake S. Osborne Barbara. "An examination of division level and player position on the preferred leadership behaviors of NCAA men's soccer athletes." Chapel Hill, N.C. : University of North Carolina at Chapel Hill, 2009. http://dc.lib.unc.edu/u?/etd,2297.
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Thesis (M.A.)--University of North Carolina at Chapel Hill, 2009.<br>Title from electronic title page (viewed Jun. 26, 2009). "... in partial fulfillment of the requirements for the degree of Master of Arts in the Department of Exercise and Sport Science." Discipline: Exercise and Sports Science; Department/School: Exercise and Sport Science.
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Hlaváčková, Eva. "Analýza ženských specifik stylu vedení v organizaci zabývající se vývojem informačních technologií." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2016. http://www.nusl.cz/ntk/nusl-241458.
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The aim of the diploma thesis „Analysis of Female Specific Leadership Style in Organizations Dealing with Information Technology Development“ is based on an analysis of working styles of man and woman lead with regard to defining the specifics of women's leadership in comparison to men. The theoretical part provides basic terms related to this topic, especially the gender, and the related stereotypes. Adequate attention is paid to the current situation in management from the women’s perspective. Empirical part documents the course of quantitative research performed in the company, when the style of leadership has been studied in accordance with the stated hypotheses. At the end the summary of the findings is discussed in the context of their potential contribution to the company's experience in the field of management and cultivation of human resources.
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Bret, Céline. "Déterminants individuels de la position sociale et du rôle dans la cohésion de groupe chez trois espèces de Cercopithecinae." Thesis, Strasbourg, 2014. http://www.theses.fr/2014STRAJ037/document.
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La vie en groupe fascine les scientifiques depuis longtemps et la question des mécanismes en jeu permettant à un groupe social de rester cohésif est largement étudiée. Dans ce travail, je me suis intéressée à l’implication des relations sociales dans le maintien de la cohésion chez trois espèces de Cercopithecinae. Pourquoi certains individus occupent une place particulière au sein du réseau de relations sociales d’un groupe ? Ces individus ayant un statut social particulier ont-ils un rôle de ciment social ? D’après les résultats de ce travail, les relations de parenté, en relation avec le style social de l’espèce, semblent être le facteur prédominant sous-tendant l’accession des individus à un statut social élevé. De plus, les individus occupant une position sociale élevée jouent un rôle primordial dans la stabilité du groupe, et ont également une influence importante sur les décisions prises quotidiennement, leur conférant in fine un avantage en termes de survie et de reproduction<br>The comprehension of the mechanisms allowing a social group to stay cohesive throughout their environment and across seasons is a fascinating question. In this work, I studied the implication of social relationships in maintaining group cohesion in three Cercopithecinae species. Why some individuals occupy specific positions within the social relationships network? Have these individuals a particular role in the stability of social groups? According to our results, kinship seems to be an important variable underlying the access to a high social status for group members, in respect with the social style displayed by the considered species. Moreover, Individuals occupying such high social positions play a crucial role for the group stability. They also have a great influence on decisions took on a daily basis by the group. This high social status is therefore advantageous for individuals in terms of survival and reproduction
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Johansson, Emmelie, and Louise Janhans. "Women, How Did You Come This Far? : A study of how women reach top positions." Thesis, Jönköping University, JIBS, EMM (Entrepreneurship, Marketing, Management), 2006. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-534.
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<p>Attityder gentemot kvinnors i företagsledningar har under de senaste åren haft en positiv förändring. Trots det har människan länge förutsatt att högt positionerade ledare är män. Detta tyder på att kvinnor som strävar efter toppositioner möter hinder som försvårar deras väg upp för karriärstegen. Med detta i åtanke är syftet med denna uppsats att skapa en förståelse för viktiga dimensioner som påverkar kvinnors strävan mot toppositioner.</p><p>Som hermeneutiker var teorin utgångspunkten i vår forskningsansats. Efter genomförda interjuver, som berikade oss med en djupare förståelse inom ämnet, återgick vi och utvecklade teorierna. Vi önskade att värdera attityder bland de intervjuade kvinnorna och valde därför en kvalitativ vetenskaplig forskning. Vi erhöll en djupare förståelse för hur kvinnor når toppositioner, eftersom vår forskningsansats tillät oss att komma nära de studerade kvinnorna. Den empiriska informationen insamlades genom djupgående intervjuer med sex högt positionerade kvinnliga ledare. De utvalda respondenterna är i alfabetisk ordning: Amelia Adamo, Eivor Andersson, Gunilla Forsmark-Karlsson, Lena Herrmann, Anitra Steen, and Meg Tivéus.</p><p>De främsta teoretiska områdena, bidragande till att kvinnor når toppositioner är; självmedvetenhet, motivation, mentorskap, nätverk samt att ha en balans i livet. Hinder kvinnor möter längs vägen måste också övervägas för att få en helhetsförståelse för fenomenet; hur kvinnor når toppositioner. Den empiriska studien, framtagen via djupgående intervjuer med högt positionerade kvinnliga ledare, analyserades med hjälp av existerande teorier.</p><p>Det är inte en enkel uppgift att förstå faktorerna bakom underrepresentationen av högt positionerade kvinnor i företagsledningarna. Vårt samhälle idag är väl utvecklat och gör det därför svårt att förstå svårigheterna för kvinnor att nå toppositioner. För att skapa en förståelse måste vi kanske se bort från detaljerna och hindren och istället fokusera på kvinnorna som faktiskt har tagit sig den långa vägen till toppen. Detta leder oss till frågan; kvinna, hur kom du så här långt? Resultaten gjorde det möjligt att dra slutsatsen att de största hindren, när kvinnor strävar mot toppositioner, är interna faktorer inom kvinnorna själva. Kvinnorna måste våga tro på sig själva och utnyttja sina kunskaper och erfarenheter. Trots detta är kvinnorna inte isolerade individer. På grund av detta är inte personliga egenskaper tillräckligt för att förklara fenomenet om kvinnors strävan mot toppositioner. Det sker även en stor inverkan på de potentiella kvinnorna genom exempelvis nätverk samt mentorer.</p><br><p>Social attitudes towards women’s role in management have during the last decades had a positive change. However, people have for long assumed that a top executive is a man. This indicates that women striving for top positions often come across barriers that are blocking their attempts to climb the career ladder. With this in mind, the purpose of the thesis was to provide an understanding of important dimensions for women who strive for top positions.</p><p>As hermeneutic researcher, we used theory as a starting point. After the interviews, which enabled us to get deeper into the subject, we were able to move back to the theory again. We wanted to rate attitudes, beliefs and motivations among the interviewed women, and therefore a qualitative research choice was made. We were then able to get a deeper understanding of how women reach top positions, since the method permits us to come close to the research subject. Data was collected through in-depth interviews with six top positioned female leaders. The respondents selected for this study were, in alphabetical order: Amelia Adamo, Eivor Andersson, Gunilla Forsmark-Karlsson, Lena Herrmann, Anitra Steen, and Meg Tivéus.</p><p>The major theoretical areas, which are touched upon, are factors contributing to women’s strive for top positions within organizations. Important topics are self-confidence, motivation, mentoring, networking, and balance in life. Barriers must also be considered as obstacles coming across women’s way to top positions. The empirical data, received through the in-dept interviews with top positioned women, was analyzed with assistance of the theories.</p><p>It is not a simple task to understand the underrepresented part of women on top positions in the business life. The society today is very well developed and it is hard to realize the difficulties for women to get to the top. To understand we might have to look away from the details and barriers and start looking at the how women who actually are in the top made it so far. This guides us to the question; woman, how did you come this far? The findings enabled us to conclude that the major barriers, when striving for top positions, are internal factors within the women themselves and if they want to become top executives. However, the women are not isolated individuals. Therefore, not only the personal characteristics are enough when striving for top positions. There are still huge influences from people around the potential women, like networks and mentors.</p>
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Rosén, Frida, and Karin Aurich. "The Images of Top Leaders : A study on how women and men holding a position as a top leader are described by print media." Thesis, Linköping University, Business Administration, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-57266.
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<p>Sweden is one of the most feminine countries in the world (Hofstede, 2003) but still the gender division in the business world is unequal. Looking at the leaders in Sweden we noticed that the biggest differences between genders are in the private sector. Media is a forum where people can be seen and heard and what people see in media will affect their perceptions on the society (Jacobson et al, 2004). The study of this thesis is to describe how women and men holding top leading positions within the private sector in Sweden are being portrayed by print media. We have studied if there is any difference in how women and men are being mediated or if media is mediating a neutral picture. This study is performed through a text analysis method where we have studied twelve longer interview articles in two of the largest Swedish business journals, Dagens Industri and Veckans affärer. In addition, six interviews with the journalists were performed in order to learn about the background and creation of the articles. The results of this study shows that both women and men leaders are being mediated as masculine through the use of masculine leadership characteristics, and that the use of specific concepts and the overall content in the articles are different depending on if the leader is a man or a woman. The overall image of women leaders in this print media are being somewhat diminished through the use of specific concepts in the text and also by the use of pictures in connection to the articles.</p>
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Hasselblad, Emelie. "Ledarskap, syskonposition och locus of control." Thesis, Mälardalen University, Department of Social Sciences, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-646.
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<p>En majoritet bland ledare i olika organisationer har en bakgrund som storasyskon eller ensambarn (Hudson, 1990). Denna studie genomfördes för att få svar på om personer med ledaransvar skiljer sig åt gällande syskonplats och locus of control jämfört med de personer som inte har ledaransvar. Ledare och medarbetare på en statlig myndighet svarade på en enkät gällande plats i syskonskara, erfarenhet av ledarskap och locus of control. Resultatet visade att sistfödda i detta urval hade en högre grad av intern locus of control än förstfödda vilket kan tyda på en annan typ av sistfödd på denna myndighet. Urvalet var dock bristfälligt (N = 48) och slutsats kunde inte dras utan att riskera ett felaktigt resultat.</p>
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Rodriguez, Marisol M. "The Career Path of Successful Hispanic Women Holding Top Academic Administrative Positions in Higher Education." Thesis, NSUWorks, 2016. https://nsuworks.nova.edu/fse_etd/89.
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Although the literature has a wealth of information about the barriers that Hispanic women encounter to achieve senior leadership positions in higher education, there continues to be a lack of research focusing on the factors that positively influence the career path of successful contemporary Hispanic women in academe. This study bridged this gap by adding to the field about this population. The information provided will allow for a greater understanding of how to deal with those challenges and opportunities and may change societal perceptions associated with Hispanic women leaders in academe. The researcher’s indepth analysis of the factors that positively influenced the career path of the Hispanic female top administrators who participated in this study showed that several components were fundamental for the successful career path mobility of the aforementioned participants. An analysis of the data revealed that the following were found to be the most significant components that best describe the professional profile of the group of Hispanic female top administrators who participated in this study: (a) having the credentials and training, (b) following tenured and academic administrative tracks, (c) being mentored and empowered, (d) being able to balance career and family, (e) being politically savvy, (f) demonstrating leadership capacity, and (g) displaying high self- efficacy beliefs.
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Banerjee, Mili. "Subordinate Perception of Leadership Style and Power: A Cross-Cultural Investigation." University of Akron / OhioLINK, 2009. http://rave.ohiolink.edu/etdc/view?acc_num=akron1253769052.
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Witcher, Robyn Regina. "A Descriptive Study of the Factors that Prevent Principal Candidates from Advancement to the Principal Position." Scholar Commons, 2011. http://scholarcommons.usf.edu/etd/3412.
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This qualitative study examined the perceived barriers to the principalship by prepared principal candidates as a means of understanding why some candidates are unsuccessful in acquiring a principalship. The use of a questionnaire, interviews, and reflection postcards served as the data collection methods concerning their lack of success in achieving a principal position. Portraitures were used to illuminate the journey of these candidates as they completed the necessary requirements, developed the skill vital to becoming a principal, and interviewed for prospective openings.
The findings revealed that the barrier to the principalship for these candidates is their own lack of awareness regarding who they are and what they know as it pertains to the principalship and their lack of self reflection and self correction skills.
Implications for further study include, a study of principal candidates who have acquired principalship after a significant length of time and their perceptions of what corrections they made that advanced their career; comparison study of the preparation experiences of principal candidates who were successful in getting a principalship in contrast to principal candidates who were unable to advance to the role; and a repeat of this study using male candidates.
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Ottosson, Fabian, and Engman Linus Albertsson. "The Pièce de Résistance of Leadership Networks : A study of network member attitudes." Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-354899.
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The purpose of this study was to clarify and document the member perspective of leadership networks in terms of how members’ attitudes toward, and underlying reasons for participating in, leadership networks can be explained. This purpose was fulfilled by asking and answering the questions of how member attitudes toward, and underlying reasons for participating in, leadership networks can be explained. The study was conducted via a pre-research study of one network organization as well as interviews with two other network organizations. In total, the study investigated three network organizations, including 19 respondents, 13 for the survey and six for the interviews. It was concluded in both the pre-research as well as the main research, that expectations from the members’ perspective had a tendency toward organizational outcomes in the pre-consumption phase, and that the expectations on the network were mainly focused on individual outcomes in the post-consumption phase. The study also demonstrates that there are factors outside of the study’s analytical framework, such as the network position, the ego network structure and the whole network structure, that affect the network outcomes, and thus potentially the explanation for the members’ attitudes toward, and underlying reasons for participating in, leadership networks.
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Kozlowski, Gina Marie. "Students' perceptions of themselves as leaders in the context of the resident advisor position." Columbus, Ohio : Ohio State University, 2008. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1211311475.
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Härgestam, Maria. "Negotiated knowledge positions : communication in trauma teams." Doctoral thesis, Umeå universitet, Institutionen för omvårdnad, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-108251.
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Background Within trauma teams, effective communication is necessary to ensure safe and secure care of the patient. Deficiencies in communication are one of the most important factors leading to patient harm. Time is an essential factor for rapid and efficient disposal of trauma teams to increase patients’ survival and prevent morbidity. Trauma team training plays an important role in improving the team’s performance, while the leader of the trauma team faces the challenge of coordinating and optimizing this performance. Aim The overall aim of this thesis was to analyse how members of trauma teams communicated verbally and non-verbally during trauma team training in emergency settings, and how the leaders were positioned or positioned themselves in relation to other team members. The aim was also to investigate the use of a communication tool, closed-loop communication, and the time taken to make a decision to go to surgery in relation to specific factors in the team as well as the leader’s position. Methods Eighteen trauma teams were audio and video recorded and analysed during regular in situ training in the emergency room at a hospital in northern Sweden. Each team consisted of six participants: two physicians, two nurses, and two enrolled nurses, giving a total of 108 participants. In Study I, the communication between the team members was analysed using a method inspired by discourse psychology and Strauss’ concept of “negotiated orders”. In Study II, the communication in the teams was categorized and quantified into “call-outs” and “closed-loop communication”. The analysis included the team members’ background data and results from Study I concerning the leader’s position in the team. Poisson regression analyses were performed to assess closed-loop communication (outcome variable) in relation to background data and leadership style (independent exploratory variables). In Study III, quantitative content analysis was used to categorize and organize the team members’ positions and the leaders’ non-verbal communication in the video-recorded material. Time sequences of leaders’ non-verbal communications in terms of gaze direction, speech time, and gestures were identified separately to the level of seconds and presented as proportions (%) of the total training time. The leaders’ vocal nuances were also categorized. The analysis in Study IV was based on the team members’ background data, the results from Study I concerning the leader’s position in the team, and the categorization and quantification of team communication from Study II. Cox proportional hazard regression was performed to assess the time taken to make a decision to go to surgery (outcome variable) in relation to background data, the leader’s position, and closed-loop communication (independent variables). Results The findings in Study I showed that team leaders used coercive, educational, discussing, and negotiating repertoires to convey knowledge and create common goals of priorities in work. The repertoires were used flexibly and changed depending on the urgency of the situation and the interaction between the team members. When using these repertoires, the team leaders were positioned or positioned themselves in either an authoritarian or an egalitarian position. Study II showed that closed-loop communication was used to a limited extent during the trauma team training. Call-out was more frequently used by team members with eleven or more years in the profession and experience of trauma within the past year, compared with team members with no such experience. Scandinavian origin, an egalitarian team leader and previous experience of two or more structured trauma courses were associated with more frequent use of closed-loop communication compared to those with no such origin, leader style, or experience. Study III showed that team leaders who gained control over the “inner circle” used gaze direction, vocal nuances, verbal commands, and gestures to solidify their verbal messages. Leaders who spoke in a hesitant voice or were silent expressed ambiguity in their non-verbal communication, and other team members took over the leader's tasks. Study IV showed that the team leader’s closed-loop communication was important for making the decision to go to surgery. In 8 of 16 teams, decisions on surgery were taken within the timeframe of the trauma team training. Call-outs and closed-loop communication initiated by the team members were significantly associated with a lack of decision to go to surgery. Conclusions The leaders used different repertoires to convey and gain knowledge in order to create common goal in the teams. These repertoires were both verbal and non-verbal, and flexible. They shifted depending on the urgency of the situation and the interaction within the team. Depending on the chosen repertoire, the leaders were positioned or positioned themselves as egalitarian and/or authoritarian leaders. In urgent situations, the leaders used closed-loop communication as part of a coercive repertoire, and called out commands and directed requests to specific team members. This repertoire was important for making the decision to go to surgery; the more closed-loop communication initiated by the leader, the more likely that the team would make a decision to go to surgery. Problems arose if the leaders were positioned or positioned themselves as either an authoritarian or an egalitarian leader. The leaders needed to be flexible and use different repertories in order to move the teamwork forward. It was notable that higher numbers of call-outs and closed-loop communication initiated by the team members decreased the probability of making the decision to go to surgery.
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Dlamini, Reuben S. "The Evolution of Information Technology Executive Position in Higher Education: The Strategic and Adaptive Chief Information Officer in Higher Education." Ohio University / OhioLINK, 2011. http://rave.ohiolink.edu/etdc/view?acc_num=ohiou1314804055.
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Bret, Céline. "Déterminants individuels de la position sociale et du rôle dans la cohésion de groupe chez trois espèces de cercopithecinae." Doctoral thesis, Universite Libre de Bruxelles, 2014. http://hdl.handle.net/2013/ULB-DIPOT:oai:dipot.ulb.ac.be:2013/209103.
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La vie en groupe fascine les scientifiques depuis longtemps et la question des mécanismes en jeu permettant à un groupe social de rester cohésif est largement étudiée. Dans ce travail, je me suis intéressée à l’implication des relations sociales dans le maintien de la cohésion chez trois espèces de Cercopithecinae. Pourquoi certains individus occupent une place particulière au sein du réseau de relations sociales d’un groupe ?Ces individus ayant un statut social particulier ont-ils un rôle de ciment social ?D’après les résultats de ce travail, les relations de parenté, en relation avec le style social de l’espèce, semblent être le facteur prédominant sous-tendant l’accession des individus à un statut social élevé. De plus, les individus occupant une position sociale élevée jouent un rôle primordial dans la stabilité du groupe, et ont également une influence importante sur les décisions prises quotidiennement, leur conférant in fine un avantage en termes de survie et de reproduction./The comprehension of the mechanisms allowing a social group to stay cohesive throughout their environment and across seasons is a fascinating question. In this work, I studied the implication of social relationships in maintaining group cohesion in three Cercopithecinae species. Why some individuals occupy specific positions within the social relationships network? Have these individuals a particular role in the stability of social groups? According to our results, kinship seems to be an important variable underlying the access to a high social status for group members, in respect with the social style displayed by the considered species. Moreover, Individuals occupying such high social positions play a crucial role for the group stability. They also have a great influence on decisions took on a daily basis by the group. This high social status is therefore advantageous for individuals in terms of survival and reproduction.<br>Doctorat en Sciences<br>info:eu-repo/semantics/nonPublished
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Mathevula, N. S. "Promotion of female educators into managment positions at schools in Lulekani Circuit in the Mopani District, Limpopo Province, South Africa." Thesis, University of Limpopo (Turfloop Campus), 2014. http://hdl.handle.net/10386/1452.
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Thesis (MPA) --University of Limpopo, 2013<br>The purpose of the study is to explore the views of educators with regard to the promotion of female educators to management positions at primary schools in Lulekani Circuit in the Mopani District, Limpopo Province. Specifically, this research sought to identify the factors perceived by both men and women in management positions and those who are not in management positions to be the cause of the ongoing under-representation of women at school management level. At present there are many more female educators at primary schools in the Lulekani Circuit than there are male educators. However, to date in the circuit there are many more male educators occupying management positions at these primary schools than there are females. A qualitative research method in the form of semi-structured face-to face interviews was used in this study to investigate the perceived and actual barriers and challenges which impede the promotion of female educators to management positions at primary schools in the Lulekani Circuit in the Mopani District, Limpopo Province. Twenty participants, who included both male and female educators, from five primary schools participated in one-on-one, face-to-face interviews for the purpose of this study. The sample included educators who occupy management positions (principals, deputy principals and heads of departments) and those who do not occupy management positions.
The study revealed that the under-representation of female educators in management position is a highly complex issue which is influenced by factors ranging from women’s lack of confidence, lack of support from colleagues and family, gender stereotyping, family commitments and pressure from conflicting roles. The exclusion of female educators from management positions is matter of concern because, not only does it exclude a significant section of the South African community from participating in decisions that directly affect them, but it also violates the principles of equality and of the creation of a non-sexist society which are enshrined in the South African Constitution. It is recommended that urgent steps be taken by all stakeholders to ensure equal representation of both male and female educators in management positions at schools.
Keywords: Promotion, management position, barriers, leadership, underrepresentation, Gender, stereotypes, glass ceiling
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Bennhage, Axel. "Den effektiva ledarens kännetecken – är vi alla överens? : En studie om implicita bilder och preferenser för ledaregenskaper utifrån sociala skiljelinjer." Thesis, Umeå universitet, Sociologiska institutionen, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-123236.
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Den här studien undersöker implicita (underförstådda) bilder av ledare och syftar till att, utifrån ett svenskt följarperspektiv, ta reda på vilka egenskaper som kännetecknar ”en effektiv ledare i en tänkt arbetssituation”, samt undersöka huruvida bilden av denna varierar utifrån ett antal sociala skiljelinjer. Utgångspunkten är att de egenskaper som anses vara kännetecknande för en effektiv ledare också är egenskaper som studiedeltagarna prefererar (föredrar) och därför helst ser hos en sådan ledare. Studien omfattar 198 deltagare och använder sig av ett särskilt ILT-verktyg (implicit leadership theory) för att fånga de underförstådda bilderna. Skiljelinjerna består i kön, ålder, social bakgrund, socioekonomisk position samt ett antal attityder kopplat till bland annat arbete och ideologi. Resultaten visar att huvuddelen av skiljelinjerna kan förutsäga preferenser för vissa ledaregenskaper, men att de flesta i grund och botten är överens om vilka egenskaper som kännetecknar, respektive inte kännetecknar, en effektiv ledare. Störst enighet råder kring de egenskaper som ses som mest kännetecknande, medan uppfattningarna kring de minst kännetecknande egenskaperna skiljer sig desto mer. Män, lågutbildade och de som har arbetaryrken anser i högre utsträckning att ”negativa” egenskaper är kännetecknande för en effektiv ledare medan högutbildade och de som arbetar med professionella yrken i genomsnitt skattar flera av de ”positiva” egenskaperna högre. Ytterligare ett antal noterbara resultat framträder också. Studien bekräftar därigenom flera tidigare fynd inom ILT- och preferensforskningen, men tillför också nya tänkbara förklaringsvariabler. Inte minst bidrar studien till att ge en dagsaktuell bild av det svenska följarperspektivet och de skillnader som det rymmer. Kopplat till det läggs också stor vikt vid att diskutera det mätverktyg samt den ledardefinition som används.
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Kazper, Fahlberg, and Osunde Ositadinma. "Comparing How Managers at Different Levels in a Higher Education Institute Communicate with Their Subordinates During an Externally Forced Digitalization." Thesis, Umeå universitet, Företagsekonomi, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-175289.
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Communication is a key aspect of organizational success and along with technological improvements and increase in use of digital tools, it is becoming more important to understand how to undertake the change process known as digitalization. This paper researches the digitalization performed within a higher education institute in order to cope with Covid-19 and how communication was performed at different levels within the hierarchy. The aim is to identify how communication during change differs across the hierarchy and especially how this ties together with change management, role/position, and leadership. Furthermore, this will be compared against existing research and literature on communication to see whether there exist contradictions or contrasts which may be identifiable using i.e. position. The research question developed for this is: How do managers at different levels in the hierarchy of a higher education institute communicate with their staff during an externally forced digitalization? The findings show that, in practice, there are clear differences between the way managers at different levels in this institute communicate during the change process. This includes aspects such as the clearly reduced communication resulting from the more limited timeframe lower levels of management get prior to the implementation of change. It also includes certain speculative differences based on the information presented during interviews, although it is presented as speculative as the information may not present the full story. While these differences can be important to note in terms of their practical influence, it is also interesting from a theoretical perspective as new theories will need to be developed: It is also relevant for the societal aspect as e.g. differences between upper and lower managers, especially during challenging times such as digitalization, can lead to needless stress and friction if they are not understood.
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Lundholm, Anna. "Socionomen som chef inom vården : En kvalitativ studie av mötet mellan medicinsk och social kompetens." Thesis, Uppsala universitet, Sociologiska institutionen, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-192490.
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The purpose of this paper is to investigate how social workers, working in a management position in the health care system, perceive the encounter of the medical and social perspective. With seven qualitative interviews, the study tries to conclude whether or not social workers are accepted at managerial positions within the health care sector. The social worker is, as a manager in health care, a leader but at the same time in a professional alienation from the medical caregivers. Organizations in the health care sector are often multi professional and have their own long standing tradition, history and culture. The results show that the conditions for social workers, working in a management position in health care appear to be agreeable. Collaboration works well, there is mutual respect, and the social perspective are considered valuable. Generally, the respondents agree upon what qualities distinguish a good leader and most believe that social work training provides a good foundation for the management role. Many argue that leadership is personalized and not dependent on the educational background. The social worker in a leadership position, is received well, is accepted and respected in the medical health care. Social workers, according to this study, assume the leadership role in the same ways as other professionals in health care. The social worker brings a psychosocial holistic approach which gives attention to both patients and employees alike. To meet future needs in health care in Sweden, the social worker is a good competence contributor.
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Browning, G. K. "A consideration of the relationship between the status of women in the USSR and their position in the political leadership : with special reference to the role of Soviet women's political consciousness." Thesis, London South Bank University, 1985. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.303717.
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Emersson, Vallqvist Linnea. "KVINNA OCH CHEF : En diskurspsykologisk uppsats om hur kvinnor som är chefer framställer chefskap." Thesis, Mälardalens högskola, Akademin för hälsa, vård och välfärd, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-43260.
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Uppsatsens syfte är att studera hur kvinnor som är chefer framställer chefskapet och svara på frågeställningen på vilka sätt chefskapet konstrueras samt vilka villkor och förväntningar som finns utifrån kvinnornas konstruktioner. Totalt intervjuades sex kvinnliga chefer i semistrukturerade intervjuer. Utifrån intervjutranskriptioner identifierades tre tolkningsrepertoarer och tre subjektspositioner. Tolkningsrepertoarerna var; ”det professionella samspelet”, ”det kravfyllda chefskapet” och ”den manliga och det kvinnliga i chefskapet”. De identifierade subjektspositionerna var; ”chefen som kollega”, ”chefen som den ytterst ansvariga” och ”den elaka kvinnan”. Studien genomfördes med diskurspsykologisk och socialkonstruktionistiskt teori och metod. Studien resulterade i identifierandet av tre tolkningsrepertoarer och tre subjektspositioner inom vilka olika aspekter av hur chefskapet konstruerades redogjordes för samt hur dessa kan tolkas i förhållande till förväntningar och villkor.<br>The purpose of this paper is to study how female managers constructs leadership and to answer in what ways leadership can be constructed together with what conditions and expectations that exists based on the women´s constructs. Six female managers where interviewed in semi structured interviews. From the interview transcripts three interpretation repertoires and three subject positions where identified. The identified interpretation repertoires where; “the professional teamwork”, “the demanding leadership” and “the male and female in leadership”. The subject positions where; “The manager as a colleague”, “the manager as the ultimately responsible” and “the mean woman”. The study was conducted with discourse-psychological and social constructionistic theory and method. The result of the study showed the identification of three interpretation repertoires and three subject positions within which different aspects of how leadership was constructed and how they can be interpreted in relation to expectations and terms.
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Bol, Vincent, and Isabelle Peter. "Expatriates in Leadership Positions in Sweden." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-64548.
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Even though studies of expatriates from Nordic countries have been conducted, qualitative data on expatriates in Sweden has barely been generated. This research is the first explorative study within this context. The authors have chosen a qualitative approach, interviewing both assigned and self-initiated expatriate leaders currently working in Sweden. The data is presented in the form of five case studies including three European and two non-European citizens. The cross-case analysis confirms the GLOBE study’s main finding that leadership effectiveness is contextual. It has become clear that expatriate leaders face several challenges in the Swedish business culture. These are mainly related to the speed of working, the need for consensus in the decision-making process, and the conflict avoiding tendency. These drivers demonstrate that there are certain cultural aspects unique to Sweden. Expatriate leaders need to be flexible in adapting their leadership style and be engaging with their followers in order to work successfully in Sweden.
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Coombe, Duncan David. "Secure Base Leadership: A Positive Theory of Leadership Incorporating Safety, Exploration and Positive Action." Case Western Reserve University School of Graduate Studies / OhioLINK, 2010. http://rave.ohiolink.edu/etdc/view?acc_num=case1270505789.
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Gasslander, Josefine, and Maria-Therese Lundqvist. "Från toppen inom idrotten till en ledande position inom näringslivet : Hur sex före detta olympier upplever att idrotten har påverkat deras ledaregenskaper." Thesis, Södertörns högskola, Institutionen för samhällsvetenskaper, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:sh:diva-31986.
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Background: Have you ever wondered what top athletes occupy themselves with after their career? Most scientists agree that it is important to take advantage of the qualities and traits that elite athletes received through sport. Therefore, are athletes able to use and exploit their sports background in business? Purpose: The purpose of this study is to investigate which traits former elite athletes consider important in an effective business leader. Furthermore, the purpose is to examine the traits that former elite athletes feel that they have developed during their sporting careers, which they now have the use of in their leading position in the business world. Question: What is, according to former elite athletes, essential for an effective leader in business? What traits have these former elite athletes, in their view, developed during their active career? Methodology: The study uses a qualitative method which is based on six semi-structured interviews with former Olympians. All interviews were conducted by phone or videoconference call. Conclusion: The authors answer the questions and try to clearify the respondents’ interpretations of the key traits of effective leaders. The authors believe that it is also possible to identify some traits that the respondents brought from the sport and that they now use in their civilian career. Finally, suggestions for further research<br>Bakgrund: Har du någon gång funderat på vad elitidrottare sysselsätter sig med efter sin avslutade karriär? Flertalet forskare är överens om är att det är viktigt att ta tillvara på de egenskaper och kunskaper som elitidrottaren fått genom idrotten. Därför har ett intresse skapats för huruvida elitidrottare är kapabla att använda och utnyttja sina kunskaper inom näringslivet. Syfte: Syftet med denna studie är att undersöka vilka egenskaper som före detta elitidrottare anser är viktiga hos effektiva ledare inom näringslivet? Vidare är syftet att undersöka vilka egenskaper som före detta elitidrottare uppfattar att de har utvecklat under sin idrottsliga karriär, som de nu har användning av i sin ledande position inom näringslivet. Frågeställningar: Vilka egenskaper är, enligt före detta elitidrottares uppfattning, viktiga för en effektiv ledare inom näringslivet? Vilka egenskaper hos före detta elitidrottare har, enligt deras uppfattning, utvecklats under den aktiva karriären? Metod: Studien använder en kvalitativ metod som är baserad på sex semistrukturerade intervjuer med före detta olympier. Samtliga intervjuer har genomförts via telefon eller videointervju. Slutsats: I slutsatsen besvarar författarna på studiens frågeställningar och försöker klargöra för respondenternas tolkningar av viktiga egenskaper hos effektiva ledare. Författarna anser att det även går att urskilja några egenskaper som respondenterna fått med sig från idrotten och som de nu har användning för inom sin civila karriär. Slutligen ges förslag på vidare forskning.
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Ivery, Daphney Denise. "Why are women with leadership certification not pursuing school-level leadership positions." Click here to access dissertation, 2008. http://www.georgiasouthern.edu/etd/archive/fall2008/daphney_d_ivery/ivery_daphney_d_200808_edd.pdf.
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Thesis (Ed.D.)--Georgia Southern University, 2008.<br>"A dissertation submitted to the Graduate Faculty of Georgia Southern University in partial fulfillment of the requirements for the degree Doctor of Education." Directed by Abebayehu Tekleselassie. ETD. Includes bibliographical references (p. 120-129) and appendices.
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Aminitehrani, Babak. "Am I a Leader? Understanding Leadership From High School Students in Leadership Positions." Thesis, California State University, Long Beach, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10268325.
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<p> Educators wax eloquently about the importance of developing leaders, and establish a variety of high school student clubs that on the surface appear to develop leadership skills, but they do not seem to really provide students with a curriculum or meaningful opportunities to develop the skills and dispositions that are required to become leaders. The purpose of this qualitative study was to investigate and describe how high school students feel about leadership, that is, to see how high school students define leadership, to determine their motivation behind seeking out leadership opportunities, and to see what types of experiences high school students have with leadership on and off campus. This study was conducted using both document analysis and in-depth semi-structured interviews, while utilizing the theoretical framework of relational leadership. The 25 participants of this study were high school student leaders during the 2015-2016 school year who collectively represented 29 clubs at the same school site. Findings of this study reveal that participants’ understanding of leadership includes setting the example for others, guiding and leading other people, reaching a common goal, and serving others. The school environment and female family members seem to be the most powerful influences on participants’ understanding of leadership. Participants’ motivation for seeking out leadership opportunities comprise of having a desire to help or guide others, desiring self-improvement, desiring to help change the school environment, or desiring to look good. Only a handful of participants actually participated in club-sponsored leadership development programs, though some of these programs appear to be inadequate for high school students. Participants did seem to develop some amount of leadership abilities as student leaders, though it appears this was primarily due to their observations or experiences, rather than to a formal leadership development program. Findings suggest that there is a connection between the level of relationship built between a student leader and club advisor, and the student leader’s level of leadership development. This study provides recommendations for practice and policy that can support the development of leadership skills for high school students with support from club advisors, school administrators, and district level personnel.</p>
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Sora, Larisa Elisa, and Dung Nguyen. "The future global careerist : Students in leadership positions." Thesis, Högskolan i Jönköping, Internationella Handelshögskolan, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-30133.
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Carn, Allen Lloyd. "Self-leadership to Servant Leadership: A Metatheoretical Antecedent to Positive Social." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6184.
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A majority of current leadership programs are failing to deliver a comprehensive approach to leadership development by not providing middle and frontline managers the skills to enhance their potential to develop others. In failing to generate a comprehensive system, animosity towards all types of leadership has been festering for over 40 years as first identified by Greenleaf in 1977. The purpose of the study was to establish a link between the theoretical paradigms of servant leadership and self-leadership using the lens of emotional intelligence to generate an integral leadership development framework. The conceptual framework used Goleman et al.'s version of emotional intelligence, Spears's model of servant leadership, and Manz's concepts of self-leadership. The research question examined the interrelationship between the three theoretical paradigms and used the analysis to create a theoretical framework. A paradigm and systematic word search phrase yielded an initial sample of 1356 research articles. Using text scrutinization to achieve saturation, I used 342 articles to evaluate the gap between the three theoretical paradigms. The analysis of the secondary data used Edwards's approach to metatheory-building. The results yielded the beginnings of a new theory of self-perpetuating leadership style called sustainable leadership. Also noted based on the literature a serious absence of ethics, morality, or spirituality in leadership development. This study is important because it uses a holistic framework based on development techniques found in three theoretical leadership paradigms to help aspiring leaders to develop others. The positive social change that may result is an improvement in leadership skills, over time, through a comprehensive approach to leadership development for aspiring leaders.
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Koyle, Jared R. "Are Executive Positions Being Refused?" Thesis, Nova Southeastern University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10134921.
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<p> Ascending into the executive level of an organization can be considered a crowning achievement in one’s profession. It is usually a position in which those most qualified could ultimately arrive. Yet, some organizations, particularly within the U.S. federal government, claim that coveted executive positions are remaining vacant or are not being filled as readily as has traditionally occurred. Even with programs available for a person to become more qualified for advancement, the positions remain unfilled. The level at which employees traditionally qualify for executive positions is the level at which fewer seem to be applying for those positions. In other words, it appears that potential executive candidates are refusing to advance into executive vacancies, which is often referred to as the progression paradox. An organization unable to promote employee advancement into executive vacancies could potentially inhibit its own progression. </p><p> The ideas of position qualification and position refusal are two concepts that have not been studied collectively nor received the level of scrutiny that is perhaps needed to answer the fundamental question: Why are gaps in executive-level positions not being filled as expected? Therefore, the researcher utilized grounded-theory analysis to develop a theory into whether adequately defined capabilities freely and clearly enable employee advancement into executive leadership levels. This study delved into the literature and reviewed several inquiries made into the personal perspectives of employees at various levels throughout a Department of Defense agency regarding constructs that could affect ascension into executive leadership ranks. The researcher then built on the findings from these inquiries to create a model of alignment with an organization’s core purpose. Essentially, this research offers an increased understanding into the mask of ambiguity that inhibits progression and identifies the elements needed to assist qualified employees who are refusing to advance into executive vacancies.</p>
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Костиря, Ірина Валентинівна. "Формування лідерської позиції майбутніх інженерів у вищих технічних навчальних закладах". Thesis, Вінницький державний педагогічний університеті ім. Михайла Коцюбинського, 2018. http://repository.kpi.kharkov.ua/handle/KhPI-Press/35568.
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Дисертація на здобуття наукового ступеня кандидата педагогічних наук за спеціальністю 13.00.07 – теорія і методика виховання. – Вінницький державний педагогічний університет імені Михайла Коцюбинського, Вінниця, 2018. У дисертації теоретично обґрунтовано, розроблено та експериментально перевірено педагогічні умови формування лідерської позиції майбутніх інженерів у закладах вищої освіти технічного профілю. В дисертації вперше визначено поняття лідерської позиції майбутнього інженера, як усвідомленої готовності до виконання ролі лідера та сукупності всіх відносин його особистості до дійсності, що склалася в певну систему групових взаємовідносин, породжених цим усвідомленням. Базовими компонентами лідерської позиції визначено: мотиваційно-ціннісний, когнітивний, діяльнісний і особистісний. Експериментально доведено, що педагогічними умовами формування лідерської позиції майбутнього інженера у закладі вищої технічної освіти є: залучення студентів у практичну самостійну діяльність, що передбачає застосування організаційних, комунікативних, когнітивних, рефлексивних умінь і зумовлює прояв їх лідерської позиції; моделювання професійно-орієнтованих завдань, що вимагають від студентів вибору оптимальних способів лідерського впливу у ситуаціях діалогічної та групової взаємодії; виховання ціннісного ставлення до лідерської позиції в позааудиторній та аудиторній роботі.<br>The Thesis Research for obtaining the Degree of the Candidate of Pedagogic Sciences majoring in 13.00.07 – Theory and Methods of Education.– Vinnytsia Mykhailo Kotsiubynsky State Pedagogical University, Vinnytsia, 201 8. In the dissertation, pedagogical conditions for the formation of a leading position of future engineers in higher technical educational institutions are theoretically substantiated and experimentally verified. The dissertation firstly defines the notion of leadership position of the future engineer as a conscious readiness to fulfill the role of the leader and the totality of all relations of his personality to the reality that has developed into a certain system of group relationships generated by this awareness. The basic components of a leadership position are defined: motivational-valuable, cognitive, activity and personal. It has been experimentally proved that the pedagogical conditions of forming the leadership position of a future engineer in a higher technical educational institution are: the inclusion of students in practical, independent activity, which involves the use of organizational, communicative, cognitive, reflexive skills and determines the manifestation of their leadership position; modeling of professionally-oriented tasks requiring students to choose the best ways to influence leadership in situations of group interaction; the upbringing of a value relation to a leadership position in classroom work.
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Carn, Allen L. "Self-Leadership to Servant Leadership| A Metatheoretical Antecedent to Positive Social Change." Thesis, Walden University, 2019. http://pqdtopen.proquest.com/#viewpdf?dispub=13424792.
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<p> A majority of current leadership programs are failing to deliver a comprehensive approach to leadership development by not providing middle and frontline managers the skills to enhance their potential to develop others. In failing to generate a comprehensive system, animosity towards all types of leadership has been festering for over 40 years as first identified by Greenleaf in 1977. The purpose of the study was to establish a link between the theoretical paradigms of servant leadership and self-leadership using the lens of emotional intelligence to generate an integral leadership development framework. The conceptual framework used Goleman et al.’s version of emotional intelligence, Spears’s model of servant leadership, and Manz’s concepts of self-leadership. The research question examined the interrelationship between the three theoretical paradigms and used the analysis to create a theoretical framework. A paradigm and systematic word search phrase yielded an initial sample of 1356 research articles. Using text scrutinization to achieve saturation, I used 342 articles to evaluate the gap between the three theoretical paradigms. The analysis of the secondary data used Edwards’s approach to metatheory-building. The results yielded the beginnings of a new theory of self-perpetuating leadership style called sustainable leadership. Also noted based on the literature a serious absence of ethics, morality, or spirituality in leadership development. This study is important because it uses a holistic framework based on development techniques found in three theoretical leadership paradigms to help aspiring leaders to develop others. The positive social change that may result is an improvement in leadership skills, over time, through a comprehensive approach to leadership development for aspiring leaders.</p><p>
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Anigwe, Annette. "Perceptions of Women in Political Leadership Positions in Nigeria." ScholarWorks, 2014. https://scholarworks.waldenu.edu/dissertations/28.
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Researchers have demonstrated that the Nigerian government has failed to protect women's rights and advance gender equality in political leadership; consequently, women's political participation in Nigeria remains low. Although international laws grant women political participation rights, little is known about the struggles and experiences Nigerian women face in their quest to participate in the political life of Nigeria. The purpose of this basic interpretative qualitative study was to explore and describe the perceptions and experiences of Nigerian women on gender equality and other issues affecting their political leadership. The theoretical framework used was Eagly's social role theory and Ayman and Korabik's leadership categorization theory. The research questions focused on how women describe their participation in the political sector and their obstacles. Ten purposefully selected Nigerian women in Nigerian political leadership were interviewed. Data analysis included coding, categorizing, and analyzing themes. The resulting 7 themes were underrepresentation, gender inequality, male dominance, women's empowerment, spousal support/approval, financial support, and legislation reform. The findings indicated that women were still underrepresented in the political sector of government and lacked full political power as they strived for equality to become political leaders. The implications for positive social change are to educate the public, inform policy makers, and create legislative initiatives to support an equitable society in Nigeria in which women can participate fully in the political process.
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Garzón-Lasso, Fernando Alexander. "Ethical positions and leadership styles in a mayor’s office." Doctoral thesis, Pontificia Universidad Católica del Perú, 2019. http://hdl.handle.net/20.500.12404/15304.
Full textAbstract:
Recent cases of unethical behavior in organizations indicate the need to carry out empirical
research to determine the existence of a relationship between ethics and leadership,
demanded by society and prescribed by various academic theories. For this reason, through
the conduction of non-experimental, cross-sectional, quantitative research, it is sought to
make a process of falsification of the theoretical proposals that establish a relationship
between the ethical position and leadership styles in the context of a municipal mayoralty.
In the development of the research, the responses of 219 leaders were satisfactorily
received, answering questions from two psychometric instruments of wide recognition and
academic validity, the Ethics Position Questionnaire (Forsyth, 1980) and the Multifactor
Leadership Questionnaire (Bass & Avolio, 1993). They were carried out both through an
exploratory data analysis and a confirmatory factor analysis, and four models of structural
equations that tested the existence of a relation between the ethical position and the styles
of leadership; it was also possible to identify the influence exerted by the different ethical
positions in each one of the styles of leadership in a local public administration. These
findings facilitate the identification of ethical leadership models in local public
organizations, and contribute towards the empirical demonstration of the current
discussion on the relationship between ethics and leadership in organizations.<br>Tesis
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Gabrielsson, Fanny, and Ida Karlsryd. "Ledarskap för motivation : En kvalitativ studie om chefers perspektiv på ledarskap för motivation." Thesis, Uppsala universitet, Institutionen för pedagogik, didaktik och utbildningsstudier, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-256656.
Full textAbstract:
The purpose of this study is to investigate the managers’ perspective on leadership in relation to the motivation of the employees by an example of a manning and recruitment agencies. This is implemented by framing of two questions; What kind of leadership can be identified by middle managers to motivate their employees? Which motivation factors are relevant to employees based on the perspective of the managers? To answer the question and identify leadership strategies and motivational factors and the relationship in between, we have conducted eight interviews with persons who hold a middle management position. Through a qualitative investigation we have been able to go into depth and had access to these managers reflections, thoughts and experiences. The study is deductive and based on two theories; Two Factor Theory (Herzberg, 1959) and internal and external motivation (Deci & Ryan, 2000). The study also takes into account previous research on motivation and leadership such as adults' motivation for learning and training (Ahl, 2006), the transformative leadership (Guthenberg, 2011), recognition of motivation (Hansen and Hermansson, 2013), and indications of what creates a good workplace (Lindberg and Vineyard, 2012). We have, using empirical data, developed and identified categories based on two themes, leadership and motivation, to answer our question. Empirical evidence shows that the developed categories commitment and presence, leadership coaching, individual and situational leadership, reward, daily work and corporate culture/relationships go hand in hand and are necessary to achieve good leadership to increase motivation. By this we mean that the involvement and presence, coaching, personalised and situational leadership are central to achieve what we have distinguished to be good leadership. While the reward, the daily work and the corporate culture and the relationships within the organisation are essential parameters to get motivated employees based on the manager's approach. We can also see that these two themes are related and interdependent. Based on empirical data, we perceive that the organisation we studied the good leadership is resulting in better conditions for motivated employees.
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Сохацкая, А. В., та Сянчжи Чень. "Формирование товарной стратегии компании в условиях конкурентного рынка". Thesis, Київський національний університет технологій та дизайну, 2018. https://er.knutd.edu.ua/handle/123456789/9602.
Full textAbstract:
В статье рассмотрены методические подходы к формированию товарной стратегии компании в условиях высокой конкуренции, проведен комплексный анализ видов конкуренции. Раскрыты подходы к определению конкурентоспособности предприятия на рынке на основе лидерских позиций. Предложен оптимальный набор товарных стратегий для предприятий в условиях высокой конкуренции.<br>У статті розглянуті методичні підходи до формування товарної стратегії компанії в умовах високої конкуренції, проведено комплексний аналіз видів конкуренції. Розкрито підходи до визначення конкурентоспроможності підприємства на ринку на основі лідерських позицій. Запропоновано оптимальний набір товарних стратегій для підприємств в умовах високої конкуренції.<br>The article considers methodological approaches to the formation of the company's product strategy in a highly competitive environment, and a comprehensive analysis of the types of competition is carried out. The approaches to determining the competitiveness of an enterprise in the market on the basis of leadership positions are disclosed. An optimal set of commodity strategies for enterprises in conditions of high competition is proposed.
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Hale, John P. "Leadership, Ascendancy, and Gender." Thesis, University of North Texas, 2001. https://digital.library.unt.edu/ark:/67531/metadc2897/.
Full textAbstract:
By the year 2000 women will constitute more than 50 percent of the workforce in the United States, yet their representation in top management and executive-level positions continues to hover in the single digits. This “glass ceiling,” which is conceptualized as limiting women's advancement into these roles, has been the subject of much debate and research over the last fifteen years. As both an equal rights and key competitive issue, the topic of women and leadership is gaining ever-increasing emphasis and momentum in American corporations. Although leadership skills have been advocated as a key human capital/person-centered variable leading to managerial ascendancy for women, the empirical research directly investigating this link is virtually non-existent. This longitudinal study proposed to measure the strength of this relationship using a matched sample of male and female managers. Eighty-five subjects, from the same U.S. based health-care products corporation, had previously participated in a multirater assessment process where seven different facets of their leadership skills were evaluated. Time two data were collected on four objective measures of ascendancy: percent change in salary, number of promotions (job moves) either offered or accepted, change in number of direct reports, and change in number of indirect reports. Multivariate analysis of covariance indicated that perceived leadership ability did lead to increased ascendancy, specifically in terms of percent salary change, for the female managers, but not for the males. Multiple regressions indicated that the female managers were not rewarded, necessarily, for gender congruent behavior in this organization, while male managers did appear to be rewarded more so on that particular dimension. Implications of these findings for female managers in the workplace were discussed.
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Koyle, Jared. "Are Executive Positions Being Refused?" Thesis, NSUWorks, 2016. https://nsuworks.nova.edu/fse_etd/68.
Full textAbstract:
Ascending into the executive level of an organization can be considered a crowning achievement in one’s profession. It is usually a position in which those most qualified could ultimately arrive. Yet, some organizations, particularly within the U.S. federal government, claim that coveted executive positions are remaining vacant or are not being filled as readily as has traditionally occurred. Even with programs available for a person to become more qualified for advancement, the positions remain unfilled. The level at which employees traditionally qualify for executive positions is the level at which fewer seem to be applying for those positions. In other words, it appears that potential executive candidates are refusing to advance into executive vacancies, which is often referred to as the progression paradox. An organization unable to promote employee advancement into executive vacancies could potentially inhibit its own progression.The ideas of position qualification and position refusal are two concepts that have not been studied collectively nor received the level of scrutiny that is perhaps needed to answer the fundamental question: Why are gaps in executive-level positions not being filled as expected? Therefore, the researcher utilized grounded-theory analysis to develop a theory into whether adequately defined capabilities freely and clearly enable employee advancement into executive leadership levels. This study delved into the literature and reviewed several inquiries made into the personal perspectives of employees at various levels throughout a Department of Defense agency regarding constructs that could affect ascension into executive leadership ranks. The researcher then built on the findings from these inquiries to create a model of alignment with an organization’s core purpose. Essentially, this research offers an increased understanding into the mask of ambiguity that inhibits progression and identifies the elements needed to assist qualified employees who are refusing to advance into executive vacancies.
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Barajas, Monica A., and Monica A. Barajas. "Personal Narratives From Latinas on Their Journey to Educational Leadership Positions: A Mujerista Perspective." Diss., The University of Arizona, 2016. http://hdl.handle.net/10150/620680.
Full textAbstract:
This study examines how Latina school leaders' narratives of experiences lead to understanding the prevailing underrepresentation problem of Latinas in educational administration ranks in Arizona. The analyses of two principals and two superintendents' Latina/womanist narratives of lived experiences are interpreted and reflected in themes of aspirations, support systems, and barriers encountered in preparation for and performance of leadership duties. The study was conducted over a one-year period in urban and rural K-12 school settings. A mujerista perspective complemented a qualitative narrative-inquiry approach. Narrative findings divulged the poise displayed and conflicts experienced by participants in leading schools and staff; the confidence in influencing students' learning opportunities; and insight on ways of understanding Latina leaders challenges and contributions. Most important, interpretation of findings showed how culture, gender, race, and class shaped knowledge, power, and relationships that intersected in leadership practices. The sharing of capabilities as school administrators of the Latinas profiled herein disclosed and validated their diverse knowledge and experiences as advocates to meet the needs of all children, schools, and communities. Salient findings from the mujerista perspective of Latinas' professional experiences suggest means of achieving change and recommendations for future research to improve recruitment, professional development, mentoring, promotion, and retention in order to value Latinas' contributions and strengthen the leadership workforce in Arizona. With increases in demographic diversity foreshadowing the future challenges of education, participants emphasized the important contributions Latina leaders make as principals and superintendents in K-12 schools.
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Siggers, Chanelle, and Negin Vahebi. "Kvinnor och män på ledande positioner." Thesis, Högskolan i Borås, Akademin för textil, teknik och ekonomi, 2016. http://urn.kb.se/resolve?urn=urn:nbn:se:hb:diva-11121.
Full textAbstract:
I denna studie undersöks hur ledarskap bland män och kvinnor ser ut i den privata sektorn, därvi valt ett specifikt företag att studera. Frågeställningen är om det finns skillnader i hur enman respektive kvinna antar sin ledarroll och hur denna speglas i organisationen samt vad dentillför den organisatoriska framgången. Frågeställningen studeras utifrån olika ledarskapsstilardär vissa framhävs mer än andra.Fördelningen av studiens population har syftet att företräda ett kvinnligt och ett manligtledarskap för att sedan utföra en analys av hur de olika speglas i organisationen. Intervjueroch observationer utfördes i syfte av att skapa en kontakt med deras ledarroller för att få enverklig uppfattning. Med observationer menas att vi fick chansen att betrakta respektive chefunder en viss tidsperiod för att upptäcka beteendemönster.Resultatet vi fick fram var att egenskaperna inte är könsbaserade utan snarareindividorienterade. Vi kom fram till slutsatsen att en man och en kvinna speglar olika normeri samhället och förväntas ha vissa egenskaper men att det i själva verket handlar om vilkenorientering individen har. Med andra ord vad personen lägger sin allra största fokus på.<br>This study examines leadership among men and women in the private sector where we havechosen a specific company to study. The question is if there are differences in how a man anda woman assume its leadership role and how this is reflected in the organization. Further morewhat it may add to organizational processes. The study is examined by different leadershipstyles where some emphasized more than others.The choice of the population in this study are supposed to reflect and represent the female andmale leadership where we got an opportunity to make an analysis of how the differences arereflected in the organization. Interviews and observations were carried out with the aim ofcreating a bigger understanding of how their leadership reflects on the staff and theenvironment in general. By observing the leaders, we were able the see different patterns ofbehavior in how they talked, reacted and thinked regarding their staff and the organization. Inother words, we got to see how they really work.The results we got was that there are no differences that are based on the gender, wediscovered that the differences are individualoriented.We came to the conclusion that manand a woman reflects the different standards in society and are expected to have certaincharacteristics, but that it is in fact an individualorientedmatter and difference. In otherwords, it depends on what the person put their greatest focus on.This thesis is written in Swedish.
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Haake, Ulrika. "Ledarskapande i akademin : Om prefekters diskursiva identitetsutveckling." Doctoral thesis, Umeå : Pedagogiska institutionen, Umeå universitet, 2004. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-344.
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Debono, David. "Enhancing positive relationships for effective leadership in Maltese schools." Thesis, University of Sheffield, 2018. http://etheses.whiterose.ac.uk/22710/.
Full textAbstract:
This thesis has investigated how positive relationships between school leaders, teachers, and students can enhance school leadership. Adopting a case-study approach the study used semi-structured interviews with eight Heads of School and five members of the teaching staff: two assistant heads, a Head of Department, and two teachers, a questionnaire to all the teaching staff, and eight focus groups with students from different schools in one state college in Malta. The findings presented in this thesis offer practical insights for educational leaders in Malta in order to enhance school leadership through positive relationships. The major outcome of this study is the conceptual framework presented in a cyclical model, showing clearly that communication, trust, motivation, sense of community, and the fact that people matter, all result from positive relationships. The emerging themes of communication, trust, motivation, sense of community, and 'people matter' which emerged from the data, all contribute towards enhancing school leadership, and the thesis invites consideration of the term 'Leadership that Loves', to describe a focus on leadership in schools which features care, respect, and love. Findings indicate that the link between positive relationships and the emerging themes is highly dependent on how a school leader goes about nurturing all of these qualities. Currently, Malta is facing a crisis in education and whilst major reforms have been implemented, it is necessary to address the role of positive relationships of school leaders in order to better support every teacher and student, whilst aiming for effective school leadership in Malta. The way forward for school leadership in Malta is highlighted in the light of the findings emanating from this research study. Recommendations for policy and practice are also given.