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Dissertations / Theses on the topic 'Role leadership'
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Carson, Jay Britton. "Internal team leadership an examination of leadership roles, role structure, and member outcomes /." College Park, Md. : University of Maryland, 2006. http://hdl.handle.net/1903/3895.
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Thesis (Ph. D.) -- University of Maryland, College Park, 2006.<br>Thesis research directed by: Business and Management. Title from t.p. of PDF. Includes bibliographical references. Published by UMI Dissertation Services, Ann Arbor, Mich. Also available in paper.
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Threeton, Abel D. "Studies into transforming leadership case studies of the use of transforming leadership principles and practices in Christian families #9 /." Theological Research Exchange Network (TREN) Access this title online, 2005. http://www.tren.com.
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Hess, Clara E. "Trust in Leadership: The Role of Implicit Leadership Theory Congruence." NCSU, 2010. http://www.lib.ncsu.edu/theses/available/etd-03252010-120318/.
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Research on trust has increased in recent years as has research on implicit leadership theory (ILT). However, there is a paucity of research on the relationship between ILT and trust in leadership. The purpose of this research was to investigate three antecedents of trust in leadership; ability, benevolence, and integrity. In addition, I explored how a) leader-follower ILT congruence and b) congruence between follower ILT and their perceptions of leadersâ ILT relevant behaviors relate to ability, benevolence, and integrity. Results are based on a sample of 308 temporary summer camp employees who completed the study questionnaires at two time points. Results indicated that ability, benevolence, and integrity were all related to trust in leadership. Leader-follower ILT congruence was related to ability and benevolence, but not integrity. Congruence between follower ILT and leadersâ ILT relevant behaviors was related to ability and integrity, but not benevolence. This study extended the previous work on trust and ILTs. Implications of the results and future research directions are discussed
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Matys, Lukáš. "Leadership - analýza činnosti vrcholového manažera." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2009. http://www.nusl.cz/ntk/nusl-222389.
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The diploma thesis “The Analysis of the Performance of a Top Manager” is concerned with the analysis of the actual work of people in leader positions of the company structure. The analysis is based on a questionnaire survey and follow-up interviews with a selected group of managers, which made it possible to gain data on the actual work of these people. The analysis and comparison of theoretical approaches and practice lead to conclusions and recommendations related to the training and education of people in management positions.
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Ševčíková, Jana. "Leadership a management." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2016. http://www.nusl.cz/ntk/nusl-241475.
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The master´s thesis entitled „Leadership and Management“ provides not only for a theoretical picture on the issue of leadership and management in general but also a practical view of a company investigated, an undisclosed law firm. The theoretical part will feature some of the basic concepts of the monitored area, especially management, leadership, functions of management, role of management and leadership style. Lessons learned are further applied to the practical part of the thesis and result in recommendations for increased satisfaction both of employees and the entire firm.
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Decker, Robert G. "The transformation of church leadership through an understanding of biblical maleness." Online full text .pdf document, available to Fuller patrons only, 2003. http://www.tren.com.
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Lovings, Erin. "The role of media in teacher's leadership roles and teaching practices." Diss., Connect to online resource, 2005. http://wwwlib.umi.com/cr/colorado/fullcit?p1425753.
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Ho, Joshua. "The Role of Leadership in Employee Performance." Scholarship @ Claremont, 2013. http://scholarship.claremont.edu/cmc_theses/736.
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A motivated workforce is crucial for the success of an organization. Increasing employee performance is a key ingredient to a successful organization. Effective leaders should therefore be able to motivate their subordinates. How can leaders use vision, empowerment, culture, and ethics to increase employee performance main subject of this thesis.
“Vision represents a leader's idealized goal that is shared with followers” (Johnson 2009). Strong visions are inspiring, and associated with higher organizational performance. Transformational leadership articulate an appealing vision of the future, challenge followers with high standards, and provide encouragement and meaning for their work (Johnson 2009).
Empowerment is an important element that leaders can utilize to increase employee performance in organizations. Empowerment refers to individuals’ self-motivating mechanisms and consists of meaning, competency, self-determination, and impact (Spreitzer, 1995). Employees who are empowered reported high job satisfaction, organizational commitment, and decreased turnover rates (Sparrowe, 1994; Koberg et al., 1999).
Ethical leaders are leaders with right values and strong character that set examples for others and withstand temptations (Freeman & Steward 2006). Ethical leadership behavior has been found promote employee attitudes and behaviors and increase task significance, resulting in improved employee performance (Piccolo et al., 2010).
“Organizational culture is defined as patterns of shared values and beliefs over time which produces behavioral norms that are adopted in solving problems” (Owens 1987; Schein, 1990). A strong organizational culture inspires, motivate, and enable employees to perform at a high level and work towards a common objective.
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Logie, Nicholas. "The role of leadership in conducting orchestras." Thesis, Open University, 2012. http://oro.open.ac.uk/38069/.
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This thesis examines the leadership role of the orchestral conductor. Conducting is one of the most visible manifestations of leadership in action. Because of this, references to conductor leadership can be found in literature on management and studies into organizational leadership as well as seminars aimed at corporate leadership. However, issues of leadership appear to form only a tangential part of conductor training and development. Compared to the in-depth study of musicianship and gestural technique, leadership appears to be a skill left to ‘on-the-job’ experience and with minimal reference to existing studies and understanding of leadership. In order to explore further the nature of the conductor’s leadership role, a survey of 31 aspiring conductors from eleven different countries forms the original research element of this thesis. The survey is comprised of seven open-ended questions and includes questions on the perceived relevance of leadership in conducting orchestras, role models, leadership metaphors from other disciplines, and exposure to issues of leadership during training. The survey material is analysed and then discussed with reference to established leadership theory. In addition, reference is made to the views of established conductors to be found in openly available interviews. The question that lies at the core of this thesis asks whether leadership skills are relevant to conducting orchestras. And, if so, are there ways in which aspiring conductors can be helped to assimilate these skills? In addition, the investigative nature of the literature review seeks to pull together all the strands of scholarship that find inspiration for other fields from the leadership role of the conductor. The conclusion proposes three elements to understanding conductor leadership: exploring personal authenticity, two theoretical leadership frameworks (conductor leadership continuum and modes of leadership) and practical suggestions for accelerating leadership experience including real-time mentoring and an increased emphasis on the direct interaction between student-conductor and orchestra.
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Govindji, Reena. "The role of wisdom in organisational leadership." Thesis, Aston University, 2015. http://publications.aston.ac.uk/26695/.
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This thesis begins with a review of the literature on wisdom models, theories of wise leadership, and existing wisdom measures. It continues with a review of how the concept of wisdom may add value to existing leadership models, highlighting the need to empirically identify the characteristics of wise leaders and develop a wise leadership measure. A nomological framework for wise leadership is then presented. Based on a review of the wisdom and leadership paradigms, a mixed-methods research design is described for three studies to define the characteristics of wise leadership in organisations; identify specific leadership challenges that might require wise responses; and to develop the wise leadership measure comprising of vignettes. The first study involves critical incident interviews with 26 nominated wise leaders and 23 of their nominators, which led to the identification of nine wise leadership dimensions which include Strong Ethical Code, Strong Judgement, Optimising Positive Outcomes, Managing Uncertainty, Strong Legacy, Leading with Purpose, Humanity, Humility, and Self-Awareness. The second study includes critical incident interviews with 20 leaders about organisational challenges associated with the nine dimensions, to elucidate the wise leadership measure. The third study includes the design of 45 vignettes based on organisational challenges that measure the nine wise leadership dimensions. The measure is then administered to 250 organisational leaders to establish its construct validity, leading to the selection of 18 vignettes forming the final wise leadership measure. Theoretical, methodological and practical implications of this research are then discussed with recommendations for future research.
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Křetínská, Tereza. "Leadership Communication Role within International Business Organization." Master's thesis, Vysoká škola ekonomická v Praze, 2014. http://www.nusl.cz/ntk/nusl-193179.
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The thesis focuses on the role of leadership communication within a multinational business organization. It aims to confirm the critical importance of communication provided by leaders to their team members. The literature review will focus on the existing communication flows within organizations and the current research results and insights in the field of leadership communication, which is a new, emerging domain of study. Thanks to recent quantitative research (Men, 2014b), it has been already confirmed that leadership communication has a direct effect on employee-organization relationships and overall internal communication. However, qualitative research has been suggested for validation of how the discovered model works in concrete environments (Men, 2014b). Thus, the research section will reveal the findings of in-depth semi-structured interview analysis within a global internal IT services provider which is part of a Group enterprise operating in the logistics industry world-wide. The thesis will culminate in defining logical reasoning for adding communication skills to the company's core competencies for organizational managers and leaders.
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Prax, Patrick. "Leadership behind the Screen : New Theory about Leadership in Online Role-Playing Games." Thesis, Uppsala University, Media and Communication, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-98691.
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<p>Purpose/Aim: The aim of this paper is to study how guild leaders in World of Warcraft (WOW) and leaders of real life organizations compare in terms of tasks, every-day experiences, environment, responsibilities and motivation. This comparison is used to build a new theory describing leadership in Massively Multiplayer Online Role Playing Games (MMORPGs).</p><p>Material/Method: The paper uses the grounded theory approach to build a new theory. 12 interviews were conducted, six with WOW guild leaders and six with leaders of real life organizations. The Four Capacities Framework and the Leadership Grid were used to analyze and compare the results of the interviews.</p><p>Main results: Leadership in MMORPGs is as complex and challenging as real life leadership with the difference that it stresses the internal relationships of the organization very much while neglecting outside relations to a big extend. Guild leadership is in many ways similar to real life leadership as both require long term political decisions, policy setting and good work in the field of human resources. However, it stresses the ability to build working social relationships and to motivate using only digital communication. Some aspects of real life leadership like customer orientation and an organizational instance over the leader like an owner or share holders that the leader is responsible to are not existent.</p>
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Langlois, Deborah. "The Role of Leadership in Social-emotional Learning Implementation: Leadership and Classroom Environment." Thesis, Boston College, 2018. http://hdl.handle.net/2345/bc-ir:107974.
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Thesis advisor: Vincent Cho<br>The purpose of this study was to understand the role of school leaders in supporting teachers as they build relationships with and between students in the classroom. These two important aspects of creating a positive classroom learning environment are necessary for Social Emotional Learning to be successful. This qualitative case study drew upon data from interviews with school leaders, teacher focus group interviews, and redacted teacher evaluations in one school district in Massachusetts. While the role of school leaders in the academic success of students has been explored in the literature, there is less research on the specific actions school leaders take to support teachers struggling with classroom environment issues. This study will explore the actions of school leaders through the lens of three leadership practices: setting direction, developing people, and redesigning the organization (Leithwood, Louis, Anderson, & Wahlstrom, 2004). The findings highlighted the difference in school leaders’ perception of the capacity of adults versus students to learn relationship building skills. In some cases school leaders were not confident that building these skills was possible and consequently they struggled to provide clear and specific strategies to teachers. The findings also reflect the reactive versus proactive nature of the support teachers received for building relationships with and between students. Recommendations include re-organizing resources to allow for more teacher collaboration, targeted professional development in relationship building and exploration regarding the difference in how student peer relationships were viewed compared to teacher student relationships<br>Thesis (EdD) — Boston College, 2018<br>Submitted to: Boston College. Lynch School of Education<br>Discipline: Educational Leadership and Higher Education
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McBroom, Douglas G. "Explorations in Leadership Education: The Role of Leadership Education in Higher Education Outcomes." Diss., [Missoula, Mont.] : The University of Montana, 2009. http://etd.lib.umt.edu/theses/available/etd-03262009-144239/unrestricted/McBroom_umt_0136D_10023.pdf.
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Stinson, Emily Davis. "The school psychologist's morale, perception of administrators' leadership style, role expectation and self-role perception." DigitalCommons@Robert W. Woodruff Library, Atlanta University Center, 1989. http://digitalcommons.auctr.edu/dissertations/1520.
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Application of the school psychologist's skills in schools and other work-related issues led to an investigation of relationships among Morale (M) of school psychologists, perceptions of Administrators' Leadership Style (ALS), Role Expectations for school psychologists (RE) and Self-Role Perceptions (S-RP). Twenty-one school psychologists in three equal groups responded to a 48-item original "School Psychology Survey." Strong positive relationships (Pearson r = .78, .77 & .69) between Morale and Administrators' Leadership Style existed for Groups II, III and the Total Group. For Group I, an average (.40) relationship was found. Correlations were critical at p
School psychologists attributed the narrow tester or psychometrician role perception to administrators' expectations for them to give priority to individual stUdent assessments. According to the 1987-1988 annual reports of school psychology services in Georgia and in the targeted school district, stUdent assessment activities consumed upwards of 65% and 75% respectively of the schon I psychologist's time (Appendix C). From these data, it would appear that teachers and other school based personnel rarely got a chance to see school psychologists pp.rform in roles other than test related roles--conducting evaluations, reporting, and consulting. Therefore, the researcher posits that the number of school based persons with first hand knowledge of the extent nf the school pSYCl10logist's expertise is small.
Psychologists generally agree that testing begets testing and that other approaches are more preventive (Zins, 19B1; Gutkin, 1980; Ritter, 1978; and Jason & Ferone, 1978). However, judging from the annual data, almost all stUdents referred are still tested. Best practices (Gerken, 1985) indicate that the routineness of individual testing alone is not in the hest interest of stUdents. Testing alone aSSIJmes except Group I (r = .11); no M/S-RP relationships were critical. Morale of school"psychologists could be predicted from Administrators' Leadreship Style and Role Expectations 47% to 49% of the time at p
1. It is recommended that the dynamics surrounding the variables investigated in this study (i.e., role expectations, self-role perceptions, leadership style. and morale) be scrutinized for their effect, if any, on the performance of school psychologists.
2. It is recommended that school psychologists make school administrators more aware of what constitutes best-practices in the field of School Psychology.
3. It is recommended that school psychologists and school administrators institute an ecological approach to the evaluation of School Psychology Programs.
Conditions with potential to retard services to students should be identified, understood, and manipulated to the benefit of students where possible.
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Osborne, Yvonne Therese, and res cand@acu edu au. "An Exploration of How Nurses Construct their Leadership Role During the Provision of Health Care." Australian Catholic University. School of Educational Leadership, 2006. http://dlibrary.acu.edu.au/digitaltheses/public/adt-acuvp102.11092006.
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This research explores how registered nurses constructed their leadership role during the provision of health care services in acute care, adult hospitals in Brisbane, Queensland, Australia. As health care organizations change to meet the demands of the twenty first century, nurses in Australia are coming to realize there is a dissonance between what they perceive to be the relevance of their work and the perception of the relevance of nurses’ work by others in the health care system. Consequently, nurses’ contributions to health care services are not recognized. The literature highlights that one way to address this problem is to articulate the various leadership roles contemporary nurses are asked to undertake. This is the aim of this thesis. This research seeks to illuminate the role of the nurse within changing health care systems by making clear the nature of their work through the perspectives of leadership. Consequently, the purpose of this study is to explore how nurses have undertaken leadership initiatives in their role as health care providers within contemporary health care organisations. The literature review generated following research questions: 1. How do nurses describe leadership within their health care organisations? 2. How do nurses experience leadership within their health care team? 3. How do nurses construct their leadership role whilst providing health careservices? In order to legitimate its findings this study aimed to provide a clear theoretical framework. In order to gain a clear understanding of the personal experiences and meanings of the participants, the theoretical framework for this study was underpinned by the interpretive philosophies the epistemological framework of constructionism and the theoretical perspective of symbolic interactionism. The methodology of case study enabled an empirical investigation of a contemporary nursing phenomenon, leadership wherein the researcher was able to pose questions to those nurses from whom most could be learned. Data were collected through two stages. In stage one, the exploratory stage data was collected through three focus group interviews. Stage two aided deeper exploration of the nurses’ leadership constructs with data obtained through one-to-one interviews. Analysis of the data enabled the development of a model of nurse leadership. Participants identified that their leadership was constructed through three perspectives of Self as Leader, Self and Others and Self in Action. The findings contrast the nurses’ unique leadership constructs to those of health care organisations, highlight the lack of acknowledgment for nurse leadership within health care teams, and demonstrate how the nurses’ leadership constructs influence their decision to act in the provision of patient care. This study concludes that as the nurses come to realise traditional leadership models are incompatible with their goal of achieving patient centred care, they have developed a different style of leadership to achieve their vision of patient centred care. Finally this study offers recommendations in the areas of nursing practice, nursing education and research.
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Hotmire, Jesse. "Principals' Role Perception and Implementation of Educational Reform." Bowling Green State University / OhioLINK, 2018. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1522678378556588.
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Lippstreu, Michael. "The role of improvability beliefs in predicting the structure and function of implicit leadership theories." Thesis, Available online, Georgia Institute of Technology, 2004:, 2003. http://etd.gatech.edu/theses/available/etd-04062004-164723/unrestricted/lippstreu%5Fmichael%5F200312%5Fms.pdf.
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Drake, Evan K. "The role of elders in ancient Israelite society." Theological Research Exchange Network (TREN), 1985. http://www.tren.com.
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Brennan, Michael. "Community College Internationalization| The Role of Presidential Leadership." Thesis, University of Pennsylvania, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10615429.
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<p> The literature differentiates between globalization and internationalization, but views the two phenomena as inextricably linked. Globalization is defined as a set of imposing economic and political forces that demand higher education pursue increased levels of international engagement (Altbach & Knight, 2007, p. 290); and has been explained as a process accelerating the “…flow of people, culture, ideas, values, knowledge, technology, and economy across borders, resulting in a more interconnected and interdependent world” (Knight, 2008, p. x). </p><p> Internationalization is a response by higher education to manage the impact of globalization. Approaches for internationalization may involve infusing intercultural perspectives into curriculum, recruiting international students, promoting study abroad, engaging in international development initiatives, and building international partnerships (Knight, 2008, p. xi). Exploring the academic landscape, the capacity to respond to global forces by internationalizing varies considerably. Community colleges are among the institutions failing to respond. International initiatives remain marginalized on most community college campuses (Boggs, 2007; Green, 2007; Raby & Valeau, 2007). </p><p> Community colleges educate nearly 50% of U.S. undergraduates and a disproportionate share of minority, first generation, and first time in college students (AACC, 2015c). Given the inevitability of continued globalization (Altbach, 2010, 2015; Altbach & Knight, 2007; Hudzik, 2011, 2015; Knight, 1993, 1994), community college internationalization is an imperative for U.S. higher education.</p><p> The purpose of this research study was to understand how presidents assert leadership and create organizational capacity for internationalizing their public community colleges. Qualitative research methods were employed to inform the development of research questions, structure data collection, and frame the data analysis. By design, this study brought together evidence from multiple sources. A minimum of ten interviews were conducted at each site. Relevant documents were collected for analysis. </p><p> The presidents and campuses chosen and research methods allowed for a robust, in-depth examination of the president’s role in the internationalization process over a sustained period of time, but in dissimilar geographic, demographic and economic contexts. While they employed different strategies, the three presidents successfully achieved consensus among stakeholders that internationalization was an institutional imperative.</p><p>
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Solomon, Wesley Anthony. "Assessing the role of leadership in strategic planning." Thesis, Nelson Mandela Metropolitan University, 2006. http://hdl.handle.net/10948/609.
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Effective leadership is one of the most important factors that influence the performance of an organization. Effective leadership together with supervision are similar in terms of their influence on others towards achieving the goals of the organization. Therefore, effective leadership and supervision are principal activities through which organizational goals and objectives are achieved.
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Wilson, Jane T. "The Workers' Leadership Role in a Lean Transformation." Thesis, Franklin Pierce University, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3604804.
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<p> This research explored the challenges that New Hampshire manufacturers faced in introducing and sustaining improvement initiatives and the social dimension of this issue.</p><p> Using an ethnographic methodology, participant-observation was employed to examine the culture of a New Hampshire manufacturer. Through active participation in work groups, regular assignments, and meetings, an understanding of the impact the culture had on the implementation of a set of improvement techniques known as lean manufacturing was gained. Observations illuminated the leadership roles that both management and workers play. Nine themes described the lived experience and the social forces that guided that experience. These themes were: subgroups, lack of overall teamwork, dominant clique, lack of management interaction, focus on the past, workers social lives, individual cooperation, pride in workmanship, lack of process ownership. The effect of these nine themes on the lean initiatives was explored. Finally, the study extrapolated the findings to provide recommendations on successful practices in sustaining lean improvements.</p>
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Verbeke, Kristi J. "Competencies for a leadership role in educational development." Thesis, Wayne State University, 2014. http://pqdtopen.proquest.com/#viewpdf?dispub=3613212.
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<p> Because the field of educational development (also known as faculty development, academic development, and staff development) is relatively new, very little is known about the competencies required for those who work in the field. Additionally, there are no formal pathways or means of formal preparation for educational developers. This study utilized a mixed-methods research design to explore the competencies required for a leadership role in the field of educational development. </p><p> The first part of the study sought to identify these competencies by using the Delphi technique to survey experts in the field. The second part explored whether these competencies were currently represented through content analysis of job postings for educational development leaders. Twenty-two (22) experts from the field of educational development in the United States were selected using purposive sampling and snowball technique. Participants engaged in four rounds of questionnaires during the Delphi survey and generated 66 knowledge, skills, abilities and values required for an educational development leadership position. The expert panel did not agree that 7 of these items belonged on the competency list. An analysis of job postings for educational development leaders revealed an additional 8 competencies not identified in the Delphi study. </p><p> Analysis and further refinement of these competencies generated during the Delphi survey and content analysis of job postings resulted in 10 areas of knowledge, grouped into four categories: classroom or disciplinary-based knowledge, educational and instructional knowledge, organizational knowledge, and higher education system knowledge. Nineteen (19) skills or abilities were also identified and grouped into five categories: administrative duties, educational development services, enhancing organizational culture around teaching and learning, professional and scholarly development, and individual and soft skills. Eleven (11) values also emerged. </p><p> The research from this study indicates that there is indeed, a formal body of knowledge attributable to the field of educational development, as well as a distinct set of skills and abilities required for successful developers. Better understanding these will help further professionalize the field of educational development and create a formal pathway or means of preparation for those seeking to enter the field.</p>
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Collins, Claire Elizabeth. "Exploring executive coaching : its role in leadership development." Thesis, University of Warwick, 2012. http://wrap.warwick.ac.uk/53725/.
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This thesis concerns an exploration of Executive Coaching in the leadership development context. The topic is selected for study given the recent rapid increase in uptake and spend on the intervention in the organizational and individual development settings (CIPD, 2011) and that, being a relatively recent intervention, research in this area is required. The context of the coaching process is set in the literature of adult learning and is critically evaluated alongside other dyadic intervention paradigms. The study examines the coaching relationship as a tenet of central importance in the effectiveness of the intervention (Kampa- Kokesch and Anderson, 2001; Kilburg, 2001) and explores two areas: whether the coaching relationship exhibits phases of development, and whether individual coaching relationships fit distinct patterns or types. These areas are explored through an empirical qualitative study from the viewpoint of the participants within the relationship using a range of established and novel research methods (Eastwick and Finkel, 2008) in an overall case study based setting. The findings indicate a number of distinctions between the Executive Coaching relationship and that experienced in other dyadic development activities. The research makes a number of contributions to the existing body of theory on Executive Coaching and, in particular, its role as a leadership development activity. Two frameworks are offered to build up the understanding of the coaching relationship. The first model describes the phases of the coaching relationship, the practical and psychological process that takes place, how each phase evolves to the next and how these phases compare with other dyadic processes. Secondly, a typology of coaching relationships is offered which demonstrates clear attributes distinguishing one relationship from another through two main dimensions-pace and partnership. Both of these models offer clear contributions to the practice of Executive Coaching, generating greater performance through establishment of more effective coaching relationships.
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Witts, Joseph Ochien'g. "The Role of Strategic Leadership in Banking Profitability." ScholarWorks, 2016. http://scholarworks.waldenu.edu/dissertations/2433.
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A study on corporate leadership failure in America by Vugt and Ronay has shown that the failure rate of business leadership in meeting profitability targets is as high as 60%. Most organizations fail to attain profitability targets due to limited experience and exposure to strategic leadership. The aim of this single case study design was to explore the role of strategic leadership in banking profitability. Twelve purposively selected senior bankers and members of the board of directors with over 10 years of experience in banking and profitability and 3 years in the top management team participated in the study in western Tanzania. The resource-based view framed the discussion regarding strategic leadership skills needed to enhance banking profitability. Data were collected through semistructured interviews using open-ended questions to elicit in-depth responses from the participants. Other data sources included social media, company websites, and annual reports. The modified van Kaam approach was used in the data analysis. Meaningful statements were grouped into larger units to form themes. Findings confirmed that strategic leadership skills development had an important influence on banking profitability. Five themes emerged from the study results including strategic leadership and organization performance, planning, risk management, training and skills development, and the unique resources. Findings may also help to improve banking profitability, create employment, and contribute to social change to the poor and unbanked communities in Tanzania.
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Conner-Boyd, Joyce Collette. "The Role of Strategic Leadership in Healthcare Profitability." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7281.
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The failure rate of leadership achieving profitability targets is estimated to be as high as 60%. Many organizations fail to meet profitability targets due to a lack of expertise and insight into strategic leadership skills. The objective of this single case study was to explore the role of strategic leadership in healthcare organization profitability in the United States. Five senior healthcare executives from Georgia with at least 15 years of expertise in the healthcare sector and 10 years in senior leadership were chosen to participate in the study. Purposeful sampling was used to identify the participants. The resource-based view framed the discussion on strategic leadership skills needed to stimulate healthcare profitability. Data were collected using semistructured interviews with open-ended questions to elicit in-depth responses from the study participants. Social media and company websites were also reviewed as additional data sources. Thematic analysis was used in the data analysis. Seven themes emerged from the analysis of data: leadership factor, human capital development, flexibility, managing financial resources, market expansion, customer satisfaction, and standardization. These findings may benefit senior healthcare leaders in Georgia and be the catalyst to social change by improving healthcare profitability in the United States, stimulating a growth in employment, and creating employment opportunities.
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Neuhoff, Emily Marie. "Leadership and the good soldier: the role of transformational leadership in organizational citizenship behaviors." OpenSIUC, 2016. https://opensiuc.lib.siu.edu/theses/2074.
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The purpose of this experimental study was to examine the role of a Transformational, Transactional, and Laissez-faire leader in the perceived likelihood of employees exhibiting Organizational Citizenship Behaviors (OCBs) at work. The extent to which employees identify with their leaders was also examined as a mediator on the relationship between leadership style and OCB performance. OCBs are behaviors that are not directly required of an employee, but that benefit the overall organization by promoting excellence while allowing employees to go beyond the job requirements. Previous research suggests that Transformational Leaders inspire and instill values in employees through empowerment and positive relationships (Bass, 2007; Bass & Riggio, 2006; Carter, Mossholder, Feild, & Armenakis, 2014; Eagly, Johannesen-Schmidt, & van Engen, 2003), and that employees that perform OCBs greatly benefit organizations (Akinbode, 2011; Finkelstein & Penner, 2004; Organ & Ryan, 1995; N. P. Podsakoff, Whiting, Podsakoff, & Blume, 2009; Shaffer, Li, & Bagger, 2015). One of three vignettes describing one of the three leadership styles (e.g., Transformational, Transactional, Laissez-faire) was shown to 200 employed participants working at least part time (i.e., 20 hours per week) under a supervisor via an online survey using MTurk. After rating their respective leader (as described in the vignette) on the Global Transformational Leadership (GTL) scale, participants completed an identification with leader inventory and an OCB-checklist, indicating likelihood of OCB performance under their particular leader. Multivariate analysis of variance was utilized to examine the effect of leadership style on OCB performance. Further, correlational analyses were used to examine the relationship between GTL scores and OCB-Checklist scores. Finally, a mediation analysis with identification with the leader mediating the relationship between leadership style and OCB performance was conducted. Results showed individuals in the Transformational Leader Condition reported the highest likelihood of performing OCBs, followed by Transactional Leader and finally Laissez-faire Leader. Identification with the leader significantly mediated the relationship between Transformational leadership and OCB performance. Finally, individuals that perceived their leader as more Transformational were also more likely to report performing OCBs. Implications of these findings for OCBs in the workplace are discussed.
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Kashner, Patricia Anne. "A profile of female leadership." Instructions for remote access. Click here to access this electronic resource. Access available to Kutztown University faculty, staff, and students only, 1991. http://www.kutztown.edu/library/services/remote_access.asp.
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Thesis (M.P.A.)--Kutztown University of Pennsylvania, 1991.<br>Source: Masters Abstracts International, Volume: 45-06, page: 2993. Abstract precedes thesis as [3] preliminary leaves. Typescript. Includes bibliographical references (leaves 107-114).
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Baker, Mark. "The relationship between servant leadership, role stress and coping in subordinate service roles." Thesis, Stellenbosch : University of Stellenbosch, 2009. http://hdl.handle.net/10019.1/2968.
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Thesis (MComm (Industrial Psychology))--University of Stellenbosch, 2009.<br>A study of the literature revealed that the concept of servant leadership is still in
need of further empirical research. It also became clear that the leadership style
employed by the supervisors of certain boundary spanning employees may have a
pivotal effect on the role stress they experience and the resulting coping
mechanisms they are likely to employ. Evidently, further investigation into the
relationship between the constructs of servant leadership, role stress and coping
could be valuable. An exploratory study to investigate these relationships was
therefore planned and executed. A correlative ex post facto study of nonexperimental
kind was followed making use of survey research. For this purpose a
composite questionnaire was created and used as the means of data gathering. The
questionnaires were directly administered by the researcher to the participants of a
large national retail organisation where the survey was conducted. A total of 290
respondents from six different stores of this organisation participated in the study.
The respondents occupying a specific type of boundary spanning role, known as the
subordinate service role (SSR), completed the composite questionnaire which
comprised of the rater version of the Servant Leadership Questionnaire of Barbuto
and Wheeler (2006), the role stress scale based on the research work of Hartline
and Ferrell (1996), and the Ways of Coping Questionnaire developed by Lazarus
and Folkman (1984). The SSR incumbents assessed the level of servant leadership
of their immediate supervisors, their own level of role stress and the coping
mechanisms which they typically employ. Answers were sought to three research
questions dealing with the content and configuration of the constructs as well as their
interrelations.
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Dahlman, Johanna, and Anna Engberg. "Part-time employment within the Swedish retail business : – A study of part-time employment from a management perspective." Thesis, Högskolan Dalarna, Företagsekonomi, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:du-18682.
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Research question: How has the presence of PT employees affected the role of managers in the Swedish food retail business? Research purpose: The purpose of this paper was to describe the change that accompanies part-time employment from a management perspective, and particularly, describe how the presence of part-time employment has influenced the role of the manager within the Swedish food retail business. Conceptual framework: The main focused in this chapter is directed towards the role of managers. The basis of the conceptual framework consist of the model developed by Mintzberg including the ten managerial roles and Quinn's eight leadership roles and how the presence of PT employments might affect these roles. Methodology: In this paper, the authors adopted a qualitative design and used narrative inquiry as a research strategy in order to gain a deep understanding of the context. Semi- structured interviews have been collected through a self-selection sampling and the total number of participants was ten. Conclusions: Based on the findings of this paper the presence of PT employees have not influenced and changed the role of managers. The changes that have influenced and caused the change of the role of the managers constitutes of the increased workload, the delegations of tasks and responsibilities, changed positions, the change of the organisational structure of the individual store, and the increased workforce.
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Shah, Yashna Jitendra. "The Impact of Role Model Similarity on Women's Leadership Outcomes." Thesis, Virginia Tech, 2015. http://hdl.handle.net/10919/78144.
Full textAbstract:
Role models can serve as a means to counteract the prevalent 'Think Leader, Think Male' stereotype. This study was designed to assess the impact of role model similarity on women's leadership self-efficacy, task performance and future leadership behavior, using two conceptualizations of similarity – match with leadership self-concept and attainability of the role model. Additionally, the process by which one's self-perceptions of leadership impact judgments of one's own behavior was also investigated. Participants were presented with a role model vignette in a laboratory setting, following which they complete a leadership task. Results indicated that there were no significant effects of the interaction of the two role model manipulations of various leadership outcomes. However, match of role model with one's self-concept did impact one's leadership self-efficacy. Results also indicated that agentic leader prototypes partially mediated the relation between individuals' self-concept and self-judgments, such that participants whose self-concept matched the role model activated the agentic leader prototype. Overall findings suggest that match with one's self concept plays an important role in role models being perceived as similar to the self, which can have important implications for women's leadership development.<br>Master of Science
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Briker, Roman [Verfasser]. "Leadership needs time : the role of temporal cognitions for leadership processes and outcomes / Roman Briker." Gießen : Universitätsbibliothek, 2019. http://d-nb.info/1191094502/34.
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Bridgeforth, Brian W. "Leadership as role and relationship in social dynamics: An exploratory study seeking a leadership archetype." ScholarWorks, 2009. https://scholarworks.waldenu.edu/dissertations/665.
Full textAbstract:
Previous research on leadership as archetype considered archetype as metaphor and not as it is understood in other literatures as a collectively accepted and defined role within and across cultures. Archetypical theories are posited as useful because they help us understand universal aspects of human behavior; however, empirical research demonstrating archetypical thinking and behavior remains rare. Accordingly, this phenomenological study investigated whether a leadership archetype exists as a shared cognitive template and if so, what characteristics define it. The theoretical framework used to examine the phenomenon of leadership combined leadership theory, philosophy of the mind, Jungian psychology, social constructionist theory, and neuro-linguistic programming. Data were collected in semi-structured interviews from a convenience sample of 10 Midwestern subjects belonging to professional and social organizations and having an expressed interest in leadership. Interviews were coded and sequentially analyzed using a semiotic--phenomenological method that included thematic descriptions, reduction, and interpretation. Results failed to identify an archetypical view of a leader, but identified choice and attribution as key elements in selecting leaders and accepting their leadership. These findings suggested an explanation of leadership as a group consensus that emerges through a dynamic process rather than solely from leader behavior. Implications for positive social change result from the study's contribution toward further understanding of the psychology of leader selection and follower behavior. Given the multiplicity of existing leadership models, the insights gained from this research contribute to the scholarly literature highlighting group-dynamic influences and can lead to improvements in leadership training and leadership development outcomes.
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Robson, Victoria Elizabeth. "It's All About Me: The Role of the Self in Predicting Leadership Perceptions." Diss., Virginia Tech, 2007. http://hdl.handle.net/10919/27654.
Full textAbstract:
The present study examined the role of oneâ s own self-perceptions of leadership in predicting both leadership prototypes and leadership perceptions of others. Additionally, this study explored gender differences in leadership prototypes and perceptions of leadership. Participants completed a measure of their own self-perceptions of their leadership traits (i.e., sensitivity, intelligence, dedication, and dynamism) and an instrument that assessed their leadership prototypes (i.e., sensitivity, intelligence, dedication, and dynamism). Next, participants were presented with a 22 minute tape of four actors (2 male, 2 female) portraying mutual fund mangers in a simulated work setting. Participants then rated one male (Bob) and one female (Sue) actor on the specific leadership characteristics (i.e., sensitivity, intelligence, dedication, and dynamism) they exhibited on the tape as well as an overall assessment of leadership emergence and effectiveness. The results demonstrated that leadership prototypes mediated the relationship between self-perceptions of leadership abilities and ratings of leadership characteristics for Bob and Sue. It was also found that the match between perceptions of Bob and Sue and an individualâ s leadership prototype predicted overall ratings of leadership emergence and leadership effectiveness. Finally, the results from the present study suggested that men and women perceive leadership similarly.<br>Ph. D.
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Samara, Abdelhamid. "The Role of Transformational Leadership in Organization Change Success." Thesis, University of Kalmar, Baltic Business School, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:hik:diva-1182.
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<p>The purpose of this thesis is to gain better understanding of leading transformation in terms of effective change process models, transformational leaders characteristics and the impact of organization culture on change process. Organizations that handle change well thrive, whilst those that do not may struggle to survive. The thesis has a qualitative approach and the empirical data was gathered through telephone interviews and a webinar (Web-based seminar) with company‟s works in the field of consultancy namely EMERGE International ® and The Leadership Trust ®. I choose to focus on theories and conduct a review of several studies addressed the positive aspects of change and transformational leadership as part of organization change management practice. The main findings from this thesis is that, the approach taken to manage change mirrors the leader mindset and his ability to lead transformation and manage resistance based on becoming more aware of the dynamics of transformation in both human and process level. Further on, the leader needs to be competent in the process of transforming organization in term of his role as a change agent who facilitate, coach and consolidate the short-term wins achievements to ensure that individuals within the organization accept the changes and make progress towards the longer term goals. Moreover, the leader should ensure to design a change process that demonstrates the desired organization culture. Finally, the thesis recommended a model could be used by leaders to guide a transformation process at the organization. The methodology used is based on the scope of change and the degree of employee involvement.</p>
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Ogletree, Ann L. "Servant leadership the urban principal's role in facilitating inclusion /." Cincinnati, Ohio : University of Cincinnati, 2008. http://rave.ohiolink.edu/etdc/view.cgi?acc_num=ucin1212089551.
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Thesis (Dr. of Education)--University of Cincinnati, 2007.<br>Advisor: Nancy A. Evers. Title from electronic thesis title page (viewed Sep. 4, 2008). Includes abstract. Keywords: educational leadership; inclusion; collaboration; principal; special education; servant leadership; student achievement; school culture. Includes bibliographical references.
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Weight, Pauline. "Strategic and professional leadership : the challenge of role duality." Thesis, Cranfield University, 2001. http://hdl.handle.net/1826/3351.
Full textAbstract:
In 1983 the National Health Service in England moved from a functional to a general
management philosophy. This fundamental change gained momentum with the
introduction of NHS Trusts in the early 1990s. Since this period, clinicians have
taken a greater role in the strategic leadership of their organisations.
This research considers the role of senior doctors (consultants) who have taken up a
strategic leadership role alongside their clinical role (role duality). This is a
qualitative study centred on the perceptions of individuals in this role in three NES
Trusts. A new understanding of the dual role is developed through a methodology
linked to frameworks from existing research. The role is viewed through a role theory
perspective and put into context by understanding existing research on the role itself
and relevant areas of the career, strategic leadership and management literatures. The
uniqueness of this research is to understand how individuals take up the challenge of
role duality; there is a need to comprehend how individuals perceive the clinical role
and the strategic leadership role in equal measure. This approach drives the
methodology and the design of interviews as the main source of data.
The findings are many with new insights and confirmation of some existing
understanding of how role duality is taken up and the differences and similarities
between the two main elements of the dual role.
The different approaches to taking up the dual role within and across the trusts are
seen as clustering around two dimensions, taking charge and managerial alignment.
Consequences of the different approaches range ftom a possibility of failure or being
ineffective, to a gradual development of the service and the development and delivery
of the organisation's strategy.
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Potter, John Richard. "Leader role perception : a methodology for investigating episodic leadership." Thesis, University of Surrey, 1985. http://epubs.surrey.ac.uk/2211/.
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Vasilaki, Athina. "Enhancing post-acquisition organisational performance : the role of leadership." Thesis, Middlesex University, 2009. http://eprints.mdx.ac.uk/8031/.
Full textAbstract:
One of the issues that post-acquisition integration fails to achieve the intended benefits is attributed to poor leadership (Covin et al, 1997; Graebner, 2004; Haspeslagh and Jemison, 1991; Javidan et al, 2004; Nemanich and Keller, 2007; Marks and Mirvis, 1998; Pablo, 1994; Sitkin and Pablo, 2004). These studies point to the fact that effective leadership will lead to the harmonisation of the post-acquisition integration process and that in turn will yield enhanced acquisition performance. However, the association between leadership and post-acquisition performance is not clear, as it is a phenomenon that has not been studied thoroughly and the existing studies indicate conflicting results. Moreover, this association is often complicated by various influences such as the intended level of integration of the two entities, as well as a range of contingency factors such as the motives of the acquisition, acquisition experience, size and relatedness (Birkinshaw et al, 2000; Chatterjee et al, 1992; Datta, 1991; Weber, 1996). Therefore, against this background the main aim of this study is to investigate the relationship between leadership and post-acquisition organisational performance. The objectives of this study arc; (a) to extend the literature on leadership-performance relationship in dynamic environments by empirically investigating the extent to which leadership influences performance in the context of acquisitions, (b) to establish how leadership styles act as a determinant of performance under different acquisition conditions. In meeting this objective the companies that were selected were from both the service and manufacturing industries and had engaged in both domestic and cross-border acquisitions, (c) to establish the extent the relationship between leadership style and performance is contingent upon the degree of integration adopted by the acquiring firm. In meeting this objective this study seeks to further integrate the study of leadership with the literature on the acquisition process. In order to meet these objectives a thorough review of the literature on the post-acquisition integration process was carried out. This review revealed that there are four schools of thought in the literature. After a critical assessment, it was concluded that this study will focus on the process school of thought but will also draw from the organisational behaviour school of thought and the culture school. This enables for a multidisciplinary assessment of the predictors of performance and the role that leadership plays in this context. Established constructs were used to assess the predictors and performance was measured by employing both financial and non-financial indicators overcoming limitations that were present in the literature. This mixture of indicators will allow for a more coherent assessment of performance moving away from the traditional finance literature that has dominated M&A research. The study's variables are: the motives for the acquisition, relatedness (organisational. strategic and organisational culture fit), relative size, previous acquisition experience, transfer of resources, capabilities and knowledge, leadership styles and post-acquisition organisational performance. To identify potential respondents for participation in the study certain criteria were established. The total population that met these criteria was 764. The response level consists of 139 acquisitions (18.7%) and is satisfactory. In order to investigate this relationship multiple and hierarchical regression analyses were used. To meet the second objective the sample was split into two sub-groups according to their industrial classification and market/geographic relatedness. To meet the third objective the sample was divided according to the degree of integration between the acquiring and the target organisation. Finally, backward deletion regression was used to find out the most significant determinants of post-acquisition organisational behaviour in different settings. The results from testing the first objective indicated that leadership has an important role in managing the post-acquisition integration process and enhancing post-acquisition organisational performance. Moreover, following Bass's (1985) classification of leadership styles further investigation of what attributes constitute an effective leader in the post-acquisition integration process were assessed. The results from testing the second and third objective indicated that in different settings different emphasis on leadership will be placed. It was found that in domestic acquisitions leadership does not emerge as a predictor of performance whereas, in cross-border acquisitions leadership has a significant role in achieving higher results. Similarly, in manufacturing firms there were other significant predictors of performance and not leadership, whereas, in service firms leadership was the most significant predictor. The reasons for these differences arc explicitly analysed in the implications of this study. This research contributes to the existing body of knowledge in four distinct areas. It covers the gap in the literature regarding the role of leadership in enhancing post-acquisition organisational performance. It extends and further contributes to the understanding of the process school of thought in acquisitions. It also provides an integrated model of measuring post-acquisition organisational performance combining both financial and non-financial indicators. Finally, it contributes to the literature on the relationship between leadership and performance in dynamic environments. Few studies have focused on this relationship and most of them have been conducted in stable environments (Bass et al, 2003; Nemanich and Keller, 2007) and not in dynamic processes such as an acquisition. This study has successfully placed the study of leadership within the literature on the acquisition process.
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Sheard, Anthony Geoffrey. "An examination of leadership development : a role based perspective." Thesis, University of Northampton, 2007. http://nectar.northampton.ac.uk/2670/.
Full textAbstract:
Little previous research has examined leadership from a role-based perspective. Those scholars who have studied the subject have focused on the emergence of high-status individuals within a group into complementary leadership roles, with other group members adopting follower roles. In contrast, the current inquiry examines the networked and distributed form of leadership. It is proposed that firstly, executives need to be prepared to adopt "leadership roles” complementary to those of other group members and secondly, that executives need to be prepared to switch leadership roles and membership of groups in order to fulfil their leadership responsibilities. The methodology adopted was qualitative, enabling data to be gathered on aspects of the social structures that executives formed within the formal, informal and temporary groups of which they were a part. The methodology provided insight into the leadership roles available to executives, and between which they switched, as leadership was shared between, and rotated amongst, group members. The inquiry was conducted in six separate, but linked, studies utilising a constructivist ontology and interpretivist epistemology. Characterisation of leadership in terms of role was found to facilitate improvement in the speed with which groups of executives formed around organisational problems, and gained productive contributions from their members. In so doing the inquiry assists executives within a senior management team to better adapt and coordinate their behaviour when mobilising organisational resources. The inquiry was conducted within six organisations, each of which is a multinational engineering company. The concepts advanced will require validating in other organisations of both similar and different demographic profiles. The concepts advanced provide an insight into the distributed form of leadership, and also the nature of leadership as a network of relationships. Leadership is characterised in terms of role, with each executive within a group adopting one of the available leadership roles. All group members contribute towards the tasks of leadership. None are characteristed as adopting purely follower roles.
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Ogletree, Ann Laveda. "Servant Leadership: The Urban Principal’s Role in Facilitating Inclusion." University of Cincinnati / OhioLINK, 2008. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1212089551.
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Roberts, Heather Elise. "Investigating the role of personal attributes in leadership emergence." Diss., This resource online, 1995. http://scholar.lib.vt.edu/theses/available/etd-06062008-155350/.
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Taylor, Dori Shae. "Role of Social Media in B2B CEO Thought Leadership." Diss., Temple University Libraries, 2019. http://cdm16002.contentdm.oclc.org/cdm/ref/collection/p245801coll10/id/542324.
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Business Administration/Marketing<br>D.B.A.<br>Thought leadership is a term that has been around for more than a decade. Little research has been done on exactly what thought leadership is or how to become a thought leader. Yet the business press is full or articles touting the importance of becoming a thought leader along with a variety of benefits. Additionally, social media has become an increasingly important part of any marketing strategy. This paper begins by developing a typology of business to business CEO social media presence, it clearly defines the three key attributes of a thought leader and concludes with identifying which attributes are the most important in CEO thought leadership. Chief Executive Officers (CEOs) are generally expected to represent the public face of the company, and their leadership is critical to success in product-service markets. Social media platforms offer CEOs the opportunity to benefit their companies by demonstrating leadership, communicating ideas, and motivating others, often with a personalized touch. Yet, many CEOs, particularly in business-to-business (B2B) firms, are relatively new to social media and do not have a clear social media strategy. A typology of B2B CEO social media presence was developed by utilizing cluster analysis to analyze a cross-section of B2B CEOs’ social media activity. Results shows that the Reluctants, constituting 74% of the sample, have little or no social media presence. Of CEOs with some social media presence, the main types are LinkedIn Leveragers who have a substantial LinkedIn presence only, and TweetStars, who are active only on Twitter. A CEO who is a thought leader is a business leader who communicates ideas in a way that motivates others to develop them and is recognized by others outside of their organization. Using the three attributes of thought leadership – communication, motivation of others, and public recognition, a survey was conducted to identify which of these attributes were the most important in increasing perceived thought leadership. Using choice based conjoint analysis to test the level of perceived thought leadership, public recognition followed closely by motivation were most important in contributing to perceived thought leadership. The typology developed in this paper leads to the development of a set of empirical propositions for future research. Insights gained from this analysis can help companies and their CEOs make informed decisions on their social media options and strategies. The identification of what attributes are most important to increase levels of perceived thought leadership lays the foundation for additional research. Recommendations offered in this paper can help companies and CEOs invest their resources in a marketing strategy appropriate to their goals.<br>Temple University--Theses
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Leonard, Robert Alan. "The Role of Followership During Periods of Absent Leadership." ScholarWorks, 2014. https://scholarworks.waldenu.edu/dissertations/120.
Full textAbstract:
With a culture focused on leadership, the purpose in this study was to explore untested assumptions about followers and their being ignored as independent productive actors in the workplace. The lived experience of followers and their impact on the success or failure of organizations during periods of absent leadership was explored via 4 independent situations. A qualitative, phenomenological research design based primarily on the theoretical framework of Moustakas and the research design of Patton guided the study. The 3 key research questions were explored with regard to followers during periods of absent leadership: how they respond, what actions they take to fill the void, and the purpose of their actions and reactions. The qualitative data were coded and centered around 4 themes: (a) productivity, (b) morale, (c) direction, and (d) interpersonal behavior during periods of absent leadership. The results indicated that followers did not descend into chaos without leaders, thus refuting a primary conjecture about their assumed workplace behavior. Instead, emergent consensual self-managing teams arose, and this research resulted in a proposed organization-member exchange (OMX) construct for further research to account for the environmental context as a potential substitute to the traditional leader-follower relationship. Social change may occur by increasing efficiencies if additional training is provided for followers to prepare themselves for absent leadership and for leaders to realize the full potential of followers. Attempts at developing self-managed groups to fully utilize the leadership potential might serve to negate negative effects of the departure of a designated leader and promote employee wellbeing as contributing and valued members of the organization.
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Caravello, Halina E. "The Role of Leadership in Safety Performance and Results." ScholarWorks, 2011. https://scholarworks.waldenu.edu/dissertations/862.
Full textAbstract:
Employee injury rates in U.S. land-based operations in the energy industry are 2 to 3 times higher relative to other regions in the world. Although a rich literature exists on drivers of safety performance, no previous studies investigated factors influencing this elevated rate. Leadership has been identified as a key contributor to safety outcomes and this grounded theory study drew upon the full range leadership model, situational leadership, and leader-member exchange theories for the conceptual framework. Leadership aspects influencing safety performance were investigated through guided interviews of 27 study participants; data analyses included open and axial coding, and constant comparisons identified higher-level categories. Selective coding integrated categories into the theoretical framework that developed the idealized, transformational leader traits motivating safe behaviors of leading by example, expressing care and concern for employees' well-being, celebrating successes, and communicating the importance of safety (other elements included visibility and commitment). Employee and supervisor participants reported similar views on the idealized leader traits, but low levels of these qualities may be driving elevated injury rates. Identifying these key elements provides the foundation to creating strategies and action plans enabling energy sector companies to prevent employee injuries and fatalities in an industry where tens of thousands of employees are subjected to significant hazards and elevated risks. Creating safer workplaces for U.S. employees by enhancing leaders' skills, building knowledge, and improving behaviors will improve the employees' and their families' lives by reducing the pain and suffering resulting from injuries and fatalities.
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Skarstad, Kirsten Genevieve Nielsen. "Reconceptualizing the role of teacher leaders collaboration among visionaries, troubleshooters, catalysts and stabilizers /." Access abstract and link to full text, 1994. http://0-wwwlib.umi.com.library.utulsa.edu/dissertations/fullcit/9423377.
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Flinn, Kevin Paul. "Making sense of leadership development : reflections on my role as a leader of leadership development interventions." Thesis, University of Hertfordshire, 2011. http://hdl.handle.net/2299/13884.
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This thesis examines my experience of leading leadership development. During the last three years I have been researching my role as Head of Leadership and Organisational Development at the University of Hertfordshire (UH), with a view to making sense of and rethinking leadership and approaches to leadership development more generally. This thesis considers how my own thinking and practice has changed and developed as a consequence of paying attention to and reflecting on personal experience, whilst at the same time locating my sense-making in the broader academic scholarship. Narrative accounts of the significant incidents and interactions that I have participated in during the past three years have been shared verbally with the participants on the programmes that I lead, and explored more extensively in written form with colleagues in the learning community on the Doctorate in Management (DMan) programme at UH, as a means of intensifying my sense-making and its generalisability to a community of engaged enquirers. My research was prompted by disillusionment with the dominant discourse on leadership and leadership development based as it is on theories, frameworks, tools and techniques that privilege a form of autonomous, instrumental rationality and deceptive certainty that did not reflect the social, non-linear, uncertain day-to-day realities faced by me and the managers with whom I worked. In this thesis, I draw on my experiences as a manager, leader of leadership development, and a student of leadership development, to problematise the mainstream managerialist conceptions of leadership and organisation that are now part of the organisational habitus (Bourdieu, 1977) in the UK. The rise and naturalisation of managerialist ideology across the private, public, and charitable sectors in the UK makes it an inordinately difficult perspective to contest without risking some form of exclusion. I contend that my experience of attempting to encourage radical doubt and enquiry rather than the mindless acceptance and application of conventional wisdom contributes to knowledge in the field of leadership and organisational development by providing insight into and an alternative way of thinking about and practising leadership and leadership development. In contesting dominant conceptions, I proffer a more reality congruent alternative to mainstream thought. I draw on the perspective of complex responsive processes of relating (Stacey et al, 2000, Griffin, 2002, Shaw, 2002), critical management studies (Alvesson and Willmott, 1996), social constructionism (Berger et al, 1966), and other thinkers critical of managerialist conceptions of leadership and leadership education (Khurana, 2007) to explore leadership as a social, relational activity where leaders are co-participants, albeit highly influential ones, in the ongoing patterning of relationships that constitute organisation. However, I argue that it is insufficient for management educationalists to snipe critically at managerialism from the sidelines, problematising one perspective and simply replacing it with another (Ford et al, 2007), leaving their participants ill-equipped to navigate the potentially destructive political landscape of day-to-day organisational life. While the dominant discourse on leadership and organisation is flawed, to avoid exclusion managers must still become fluent in the language and practice of managerialism, the ideology that has come to dominate the vast majority of organisational communities in which they find themselves. In this thesis, I argue that it is crucial for managers and leaders of leadership development to engage with a polyphony of perspectives, and develop the reflective and reflexive capacity to continuously explore and answer for themselves the questions who am I, and what am I doing, who are we, and what are we doing?
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Mizoguchi, Allyson Lee. "District Leadership Practices That Foster Equity: The Role of District Leadership in Teacher-Led Equity Work." Thesis, Boston College, 2020. http://hdl.handle.net/2345/bc-ir:108839.
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Thesis advisor: Vincent Cho<br>As a result of pressing educational inequities that can be traced to students’ race, ethnicity, class, home language, and learning needs, many districts prioritize equity work in their strategic plans and mission. With their close proximity to student learning, teachers can play an integral role in furthering equity efforts. Studies have pointed to the building principal as the leader most influential in creating a culture of teacher leadership; however, there is a gap in the research related to how the district leadership sets the conditions for this culture. The purpose of this qualitative case study was to explore how district leaders in one Massachusetts school district set the conditions for teacher leadership, specifically in enacting efforts to support the learning of all students. Data was gathered through semi-structured interviews and document review. Findings indicate that district leaders can cultivate teacher leadership in equity work when they provide meaningful professional development opportunities, when they consistently support building principals, when their messaging about the importance of equity is clear, and when they provide formal leadership roles and opportunities to teachers. Although several steps removed from the locus of the classroom, district leaders can play a critical role in fostering a culture in which teachers are trusted, supported, and prepared to reach every learner<br>Thesis (EdD) — Boston College, 2020<br>Submitted to: Boston College. Lynch School of Education<br>Discipline: Educational Leadership and Higher Education
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Hladký, Jiří. "Personální činnosti v organizaci: Vůdcovství." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2013. http://www.nusl.cz/ntk/nusl-224281.
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The aim of this diploma thesis is to introduce leadership concept based on theoretical knowledge. Another goal is to analyse leadership philosophy in certain company and propose leadership concept which focuses on increasing productivity, creativity and commitment of the employees to the company. Last but not least aim is to find a way to synchronize company and employee’s needs.
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Cantone, Daniel. "Bob Johnson: Coach, Leader, Role Model, Community Servant." Digital Commons @ East Tennessee State University, 2013. https://dc.etsu.edu/etd/1155.
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Many things are known about Coach Bob Johnson including his military background and dynamic coaching career, but there are still many more facts that are unknown. By most accounts he was a dynamic leader who was able to motivate, influence, and lead over the course of his 27- year career coaching and teaching at Emory and Henry College. The success of his career is visible through the success of his players and teams, the number of wins, and the many accomplishments, awards, and recognitions he received.
The purpose of this qualitative study was to describe Coach Johnson’s life by examining his life as a coach, teacher, administrator, and individual to help demonstrate his leadership and examine events that led to his impact and influence at Emory and Henry College. This study was based on 5 research questions:
1. What was his leadership style?
2. What type of person was he?
3. What type of coach was he?
4. What are the interviewees’ perceptions of how he influenced their lives?
5. What are the interviewees’ perceptions of his life and work?
Findings from these questions helped provide answers that demonstrated the leadership and influence of Coach Johnson. The findings were consistent with Leithwood, Riehl, and the National College for School Leadership’s (2003) 3 core leadership practices for successful leadership in educational settings, which are setting directions, developing people, and developing the organization. The findings also fit into the Leadership Challenge Model (Kouzes & Posner, 1997), which consists of challenging the process, inspiring a shared vision, enabling others to act, modeling the way, and encouraging the heart.
As there is no published research on Coach Johnson, this study is significant. The data were gathered by conducting semistructured interviews with those who knew Coach Johnson well. The results provide insight on leadership and how one can influence others.