Rozprawy doktorskie na temat „Full Range Leadership Model”

Title: The Full-Range Leadership enacted by Swedish Audit team managers Background: The background of this study mainly relies on Leadership theories, more precisely theories about the Full-Range leadership model (FRL) and its features. However, key facts about the audit are also displayed in this part of the report to present it to readers. Purpose: The main purpose of this paper is to add to existing theory on the universalistic feature of the Full-Range Leadership model through the case of Swedish audit team managers. Such purpose entails the definition and the explanation on how the model of Full-Range Leadership is enacted by Swedish audit team managers in their day-to-day practice of leadership. Originality/Value: This research paper is one of the few researches at puzzling out existing researches to contribute clearly to the Full-Range Leadership model -as developed by Bass and Avolio- in the audit context. Furthermore, this is the first study aiming at defining and explaining Swedish audit team managers’ leadership practice and emphasizing the non-managing audit staff for so. Practical implication: After the destruction of a great amount of money resulting from corporate financial scandals and the discovery of high level of dysfunctional behaviors occurring in the audit/accounting profession worldwide, growing number of studies investigated further financial systems and particularly audit professionals since they are supposed to be the ‘public watchdog’/‘public guardian of trust’ of worldwide markets and Economies and so, display strong values and rigor. In parallel, considerable number of studies demonstrated that leadership was the key to those issues. This study while putting the light on leadership practice in Swedish audit firms, wide opens the door for further reflections and improvement of the existing systems. Method: The featured piece of research is based on a field survey of the non-managing audit staff working in Swedish audit firms, which were asked to assess their managers through the use of the Multi-factor questionnaire X5 (short version). Findings: The study unveiled that even if the transformational leadership was the most enacted leadership by Swedish audit team managers and that so before transactional and passive/avoidant leadership, a great misalignment existed between the found-out empirical FRL model and the FRL model as defined theoretically. Accordingly, this study unveiled that the FRL model was not as universal as claimed when investigated in the Swedish audit firm context.

Police leadership has traditionally been dominated by the commander style, yet the more recent generation of police officers reject this style of leadership. Little, however, is known about whether the different leadership styles of the full range of leadership model result in positive outcomes in policing organizations. The purpose of this quantitative meta-analysis study was to examine the relationship between transformational, transactional, and laissez-faire leadership styles and the leadership outcomes in a policing context, such as subordinate satisfaction, perception of leadership effectiveness, and exerting extra effort. Data for this research synthesis derived from primary research studies, which included 9 U.S. and international correlational policing studies that together comprised 1,939 police officers who completed the Multifactor Leadership Questionnaire (MLQ) instrument. The meta-analysis provided effect size estimates on the relationship between transformational, transactional, and laissez-faire leadership styles and perception of leadership effectiveness, extra effort, and subordinate satisfaction. The results of this meta-analysis indicate the transformational style has a stronger positive relationship with perception of leadership effectiveness, extra effort, and subordinate satisfaction, than the other 2 leadership styles. The positive social change implications of this study provide recommendations to police executives to include transformational leadership with contemporary law enforcement practices. The transformational style may result in improvements to police officer motivation, performance, and job satisfaction, thus offering opportunities to improve public safety outcomes.

The purpose of this quantitative, descriptive study was to identify the self-perceived leadership styles of college academic advisors and to explore the variance in the perceived leadership styles based on demographic information such as academic advising approaches, institutional type, age, years of experience, and gender. Participants were 225 college advisors from among 5,066 members of the National Academic Advising Association (NACADA) during the 2013-2014 academic year who met study criteria and whose email invitation to complete an online survey was presumably delivered, rendering a 4.44% response rate. The Multifactor Leadership Questionnaire Version 5X (MLQ 5X) with five supplemental questions was used for data collection The composite score for leadership style served as the dependent variable, and advising approach, institutional type, age, years of experience, and gender served as the independent variables for the study. Descriptive statistics, frequency distribution, and a factorial analysis of variance (ANOVA) were used for data analysis. The descriptive statistics for this study revealed that college academic advisors represent all points along the entire spectrum of the Full Range Model of Leadership continuum employing different leadership behaviors based on the situation. The descriptive data were supported by the frequency distributions per case which identified transformational leadership as the perceived dominant leadership style for the college academic advisors in this study. A priori to conducting the factorial ANOVA, Leneve’s test for homogeneity of variance indicated a statistically significant coefficient, thus violating the assumption of data normality and rendering the ANOVA findings uninterpretable. An implication of this study is that transformational leadership is the most desired leadership style of the Full Range Model of Leadership for college academic advisors. If this is true, professional development activities for college academic advisors should focus on strengthening transformational leadership behaviors/techniques including with whom and when this leadership style should be employed compared to the other Full Range Model of Leadership styles

Ledarskap har visat sig ha en stark anknytning till motivation och arbetsengagemang, vilket i sin tur påverkar den organisatoriska prestationen positivt och leder till mer konkurrenskraftiga företag. Det övergripande syftet med den här studien var att få en bredare förståelse för hur ledarskapet kan påverka medarbetares arbetsengagemang inom försäkringsbranschen. Studien utgår ifrån Full Range Leadership Model (FRLM) som består utav tre olika ledarskapsstilar, Laissez-faire ledarskap, transaktionellt ledarskap och transformativt ledarskap. I studien har det transformativa ledarskapet analyserats då det i tidigare forskning visat sig ha ett starkt samband med arbetsengagemang. Det har undersökts med hjälp av en kvalitativ intervjustudie där fem djupintervjuer har genomförts via telefon. Respondenterna är anställda vid ett stort svenskt försäkringsbolag och har svarat på frågor kopplat till deras närmaste chef. I helhet visar studiens resultat på ett samband mellan det transformativa ledaregenskaper och arbetsengagemang vilket konfirmerar tidigare forskning. Respondenterna uppfattade mjuka värden som att vara glad, ödmjuk, ha positiv energi och förmågan att vara personlig som egenskaper hos gruppchefen de anser sig behöva för att motiveras i arbetet. De beskriver även att stöd, beröm, förtroende och bli behandlad likvärdigt andra medarbetare är attribut som driver arbetsengagemang. Studien är inriktad på ett försäkringsbolag i försäkringsbranschen och är därför inte en beskrivning av branschen i helhet, utan är taget ur en mindre kontext. Studien bidrar till en ökad förståelse för ledarskapets påverkan på arbetsengagemang i en branschspecifik kontext, i det här fallet försäkringsbranschen. Resultatet kan hjälpa chefer att identifiera vilka ledaregenskaper som av anställda anses mest gynnsamma för ökat arbetsengagemang, i en kontext där yttre belöningar inte är övervägande.

The author has studied Lean and Transformative leadership in the real estate industry. The purpose of this study is to seek a connection between the company's own will to lean and transformative leadership within the organization. The various ranks within the organization that have been studied are employees, firstline managers and the management team. The theoretical frame of reference is based on previous research in the subjects Lean and Transformative Leadership. The method for this study is a case study where and triangulation of data has taken place. Results give indications that it would be favorable from the organization's perspective to adapt to Lean and atransformative leadership. The study contributes to an understanding of how a company in the housing industry can reason within the organization regarding Lean and Leadership, and what the benefits of a Lean approach can be.
Författaren har studerat Lean och Transformativt ledarskap i fastighetsbranschen. Syftet med denna studie är att söka samband mellan företagets egna vilja till lea noch transformativt ledarskap inom organisationen. De olika leden inom organisationen som har studerats är medarbetare, chefer och ledningen. Den teoretiska referensramen utgår från tidigare forskning inom ämnena Lean och Transformativt ledarskap. Metoden för denna studie är en fallstudie där och trianguleringen av data har skett. Resultat ger indikationer att det skulle vara gynnsamt ut organisationens perspektiv att anpassa sig till Lean och ett transformativt ledarskap. Studien bidrar till en förståelse för hur ett företag i bostadsbranschen kan resonera inom organisationen avseende Lean och Ledarskap, och vad fördelarna med ett Lean arbetssätt kan vara.

The purpose of this study was to investigate the relationship between school principals’ self-reported spirituality and their transformational leadership behaviors. The relationship between spirituality and transactional leadership behaviors was also explored. The study used Bass and Avolio’s (1984) Full Range Leadership Model as the theoretical framework conceptualizing transformational leadership. Data were collected using online surveys. Overall, six principals and sixty-nine teachers participated in the study. Principal surveys contained three parts: the Multifactor Leadership Questionnaire (MLQ Form-5X Short), the modified Spirituality Well-Being Scale (SWBS) and demographic information. Teacher surveys included two parts: the MLQ-5X and demographic information. The MLQ-5X was used to identify the degree of principals’ transformational and transactional leadership behaviors. The modified SWBS (Existential Well Being) was used to determine principals’ degree of spirituality. The correlation coefficients for the transformational leadership styles of inspirational motivation and idealized behavioral influence were significantly related to principals’ spirituality. In addition, a multiple regression analysis including the five measures of transformational leadership as predictors suggested that spirituality is positively related to an individual’s transformational leadership behaviors. A multiple regression analysis utilizing a linear combination of all transformational leadership and transactional measures was predictive of spirituality. Finally, it appears that the inspirational motivation measure of transformational leadership accounts for a significant amount of unique variance independent of the other seven transformational and transactional leadership measures in predicting spirituality. Based on the findings from this study, the researcher proposed a modification of Bass and Avolio’s (1985) Full Range Leadership Model. An additional dimension, spirituality, was added to the continuum of leadership styles. The findings from this study imply that principals’ self-reported levels of spirituality was related to their being perceived as displaying transformational leadership behaviors. Principals who identified themselves as “spiritual”, were more likely to be characterized by the transformational leadership style of inspirational motivation.

School-aged children’s health needs have changed over the last several decades to the present day population of many overweight and obese children with health complications (Centers for Disease Control & Prevention, 2015). Tennessee has implemented the Centers for Disease Control and Prevention’s (CDC) model for Coordinated School Health (CSH) in all public schools. Leading each school district’s program is a CSH Coordinator. The role of CSH Coordinators is to provide leadership to district and school administrators while effectively and efficiently implementing the CSH program (Wechsler, 2012). The purpose of this quantitative study was to explore the self-perceived leadership styles and practices of Tennessee CSH Coordinators. The focus of many public health initiatives in America is childhood health. Research conducted by the CDC has shown that school health interventions have been effective in improving physical activity, comprehensive health education, and nutrition. Good health is essential for academic success (McKenzie & Richmond, 1998). CSH Coordinators are the leaders of health for school systems (Wechsler, 2012). How these individuals implement the CDC model for CSH varies based on leadership style and practices. Many studies exist on the topic of CSH but few consider the people leading the program (Strickland, 2012). By obtaining information regarding the leadership style of current CSH Coordinators, this research provides insight into best practices and continuing education for current and future leaders. The study population consisted of all 137 Tennessee CSH Coordinators. Seventy (51.1%) CSH Coordinators participated in the demographic, best practices, and Multifactor Leadership Questionnaire (Appendix A). Findings indicated that all of the CSH Coordinators self-reported leadership style was transformational. There were no significant differences reported between the degree to which CSH Coordinator identified as transformational leaders compared by years of experience, gender, school district size, education level, and number of best practices implemented.

Ledarskap och management är och har alltid varit ett aktuellt ämne men till skillnad från förr är dess natur idag mer komplex. Vi kräver mer av våra ledare som ska beakta fler saker, vara mer personliga och därmed axla större ansvar. Studien utgår från Full Range Leadership Model som innehåller treledarskapstyper: Laissez-faire, transaktionelltoch transformativt ledarskap. Det transformativa ledarskapet är det som undersöks i denna studie eftersom det är det mest aktuellt samt att det finns begränsad forskning om vad transformativt ledarskap egentligen är och hur det uttrycks. Det transformativa ledarskapet undersökt utifrån temana: förebild, omtanke, motivation ochintellektuell stimulans.Studiens syfte är att beskriva, undersöka och förstå hur transformativt ledarskap uttrycks och praktiseras i arbetslivet. I studien har fem intervjuer genomförts med personerna som har en ledarroll i sitt yrke, där respondenterna har förklarat sitt ledarskap utifrån sin arbetssituation. Alla respondenterna visade både på likheter och skillnader i vad ledarskap är samt hur deras ledarskap tar sig i uttryck. Bekräftelser för att motivera medarbetarna var ett återkommande exempel, samt vikten av att involvera medarbetarna i verksamheten för att få dem att känna delaktighet. Andra betonar vikten av att var en förebild eftersom det förtydligar deras ledarskap som utgår ifrån organisationens värdegrund, och därefter kunnavårda goda relationerpå arbetsplatsen. Alla äröverens om att utrymme för kreativitet och nya idéer är viktigt men att ledaren ibland måste hitta egna lösningari brist på tid och utrymme. Kritiskt tänkande stimulerar individen och i slutändan organisationen att utvecklas men bör kommuniceras på ett konstruktivt sätt för att vara användbart.

In the United States, approximately 7% of nonprofits' annual revenue is lost as a result of a lack of ethical financial operations among nonprofit executive directors (EDs). This represents $85 billion in estimated annual losses in available operating funds. This study addressed the problem of ineffective leadership in nonprofit organizations from the perspective of EDs responsible for ethical financial operations. The purpose of this phenomenological study was to understand the lived experiences of nonprofit EDs who self-reported the use of 1 of Burn's and Bass' 3 leadership styles and whether leadership style influenced the use of the Sarbanes Oxley Act to manage the ethical financial operations of their human service nonprofit organization. Qualitative data were collected from 12 EDs through semi structured interviews and then coded and analyzed using a modified van Kaam procedure. The results of the study indicated that EDs who self-reported using transformational leadership style were more inclined to adhere to the Sarbanes Oxley Act. In addition, participants acknowledged the need for organizational support to improve leadership qualities in EDs, efficiency, and effective ethical financial operations in nonprofit organizations. The study provides a baseline for nonprofit organizations to increase positive social change by adding knowledge on implementing strategies that will result in the enhancement of quality leadership in EDs that may ultimately result in more efficient and effective ethical financial operations in nonprofit organizations.

Sammanfattning Syfte och frågeställning - Studien undersöker hur tränare inom barn- och ungdomsfotbollen i Stockholm leder sina adepter i träning. Forskningsfrågorna lyder: Vilka ledarskapsbeteenden tillämpar tränare inom barn- och ungdomsfotbollen under pågående träning? Vilka typer av frågor använder tränarna och på vilka sätt utövas feedback/återkoppling? Vilka praktiska ledarskapsbeteenden kan identifieras i olika teorier om ledarskap?  Metod - I detta arbete genomfördes en etnografisk observation av tio fotbollstränare i åtta olika pojklag mellan tio och 19 år. Både träningen och tränarens röst spelades in. Tränarnas beteenden summerades i en tematisk analys för att ta reda på mönster i ledarskapet.   Resultat - Resultaten visar fyra tematiska områden av tränarnas tillämpade ledarskap, nämligen tillämpning av frågor, tillämpning av feedback, gruppsamlingar och atmosfär. Frågor används i ledande syfte eller som öppna frågor medan feedback ges specifikt eller icke-specifikt. De tillämpade ledarbeteendena kan kategoriseras in i dem olika ledarskapsstilar i Full Range of Leadership modellen. Slutsats - Beroende på ledarbeteendenas kontext skiftar tränarna framför allt mellan transaktionellt och transformationellt ledarskap.  Abstract Aim – The study researches how coaches in child- and youth soccer in Stockholm lead their followers in practice. The research questions are:  Which coaching behaviors do coaches apply in child and youth soccer practices? Which types of questions do coaches use and how is feedback applied?  Which practical leadership behaviors can be identified in leadership theory?  Method - The applied method is an ethnographic observation of ten coaches in their practices in eight boys’ football teams between ten and 19 years of age. Both practice and voice were recorded and subjected to a thematic analysis of behavioral patterns.  Results - The results show four themes of coaches’ applied leadership. These are application of questions, application of feedback, group gatherings and atmosphere. Questions are used in a leading fashion or as open questions, while the type of feedback is specific or non-specific. The applied leadership behaviors can be categorized in the Model of the Full Range of Leadership. Conclusion - Depending on the context of the behavior coaches vary especially between transactional and transformational leadership.

Det har skett stora förändringar inom organisationer i socialt arbete. I process har ledarens uppdrag varit att öka medarbetarnas insikter och förståelse av verksamhetens visioner, och samtidigt uppmuntra till att uppnå personliga mål som är fördelaktiga i organisationens intressen. Transformativt ledarskap har visat ge positiva effekter i många olika organisationer och länder. Syftet med denna systematiska integrativa studie är att utforska effekterna av transformativt ledarskap på arbetstillfredsställelse i socialt arbete. Studien baseras på 14 artiklar som redogörs i en tematisk struktur. I resultatredovisningen används “Full Range Leadership Model” samt Maslows behovstrappa. Resultaten visade att transformativt ledarskap var kopplat till ökad arbetstillfredsställelse och att det skedde genom ett antal olika påverkande faktorer. Studien bidrar till kunskap om vilka processer ledare kan påverka för att öka arbetstillfredsställelsen hos anställda inom socialt arbete.
There have been big changes within social service organisations. In this process the leader's mission has been to raise follower´s awareness and understanding of inspiring visions. Transformational leadership has demonstrated the positive effects in many different types of organisations and countries. The aim of this systematic integrative study is to explore the effects of transformational leadership on job satisfaction in social work. The study is based on 14 articles categorized in a theme structure, that were analysed with the theoretical frame of “Full Range Leadership Model” and Maslow’s hierarchy of needs. The results indicated that transformational leadership was associated with job satisfaction, and that there were several mediating factors between transformational leadership and job satisfaction. The study contributes to knowledge about the processes by which leaders influence job satisfaction of employees within social service organisations.

Although the relationship between leadership and follower attitudes such as organisational commitment and job satisfaction has been well documented in previous research, no prior research has explored the relationship between Full-range Leadership of franchisees and their followers' motivation. By exploring the relationship between Full-range Leadership and the motivation of employees in the under-researched area of telecommunication franchising, the study fills a gap in the literature. Additionally, this research discovered the factors affecting the application of a particular leadership style (transformational, transactional or laissez faire). A multiple case study research of twenty franchisees of 02, located in the north of England was conducted. A qualitative research methodology utilised data from secondary sources and semi structured interviews with franchisees and their subordinates. The Multifactor Leadership Questionnaire (MLQ 6s) was used alongside semi structured interviews; this led to a more in depth consideration of the seven Full-range Leadership factors. This study selected 180-degree format by interviewing franchisees and their subordinates. Data was analysed with the use of NViv08 to identify the most important themes and patterns from the data collected. The research showed that transformational leadership has a stronger relationship with motivation than transactional leadership. The laissez faire leadership style was absent amongst the franchisees under study. The research also illustrated that franchisees who exhibited a transformational style, empowered their staff more and made their followers less dependent on the leader. A practical application and observable behaviour of transformational leadership can be found in behaviours such as delegating significant authority to individuals, developing follower skills and self confidence, creating self-managed teams, providing direct access to sensitive information, eliminating unnecessary controls, and building a strong culture to support empowerment. In transactional leadership, leader follower relationships were based on a series of exchanges or bargains between leaders and followers. Franchisees that had a transactional leadership style used contingent reward to motivate followers. Transformational franchisees and their followers indicated that idealised influence had the strongest impact on motivation. Empirical evidence suggested that transformational leadership factors (idealised influence, inspirational motivation, intellectual stimulation and individualised consideration) had a stronger relationship with motivation than transactional leadership factors (contingent reward and management - by-exception). This study identified that several factors influenced the application of a particular leadership style: individual followers, situations, organisational performance and targets, organisational culture and franchisor's policies and procedures. Other motivational factors, besides the leader's leadership style, have been taken into consideration in this research. This study found that, in particular, monetary motivators were used in the sales driven environment of 02-franchise business to motivate followers. The findings supported the literature review in confirming that transformational franchisees used non-monetary rewards in addition to monetary rewards: giving a sense of achievement by appreciating and praising people's efforts, recognition by giving vouchers and awards, social events and competitions.

Excerpt: The current study explores these variables simultaneously to illustrate how both leader and follower characteristics influence organizational citizenship behavior (OCB) and counterproductive work behavior (CWB).

The purpose of this study was to explore leadership effectiveness from the perspectives of the Full Range Leadership Model and Cognitive Style Theory within the framework of understanding both followers and leaders as individual's attitudes to leadership effectiveness. Leadership effectiveness was measured using newly developed self-report instrument, the Leadership Effectiveness Questionnaire (LEQ) with three scales of effectiveness as suggested by Yukl (2002), which were: 1) aims, 2) followers' attitude towards the leader and, 3) group processes. The Full Range leadership approaches were measured using Bass & Avolio's (1997) Multifactor Leadership Questionnaire (MLQ) Form 5X-Short, whilst cognitive style was gathered by using Allinson & Hayes's (1996) Cognitive Style Index (CSI). A two stage (questionnaire survey followed by semi structured interviews) mixed method study was undertaken. Questionnaire data was gathered from 331 followers and 172 leaders in Malaysian Government-Linked Companies, and 10 leaders involved in the interviews. Findings from the survey suggest that a transformational approach was correlated significantly and positively with effectiveness. Intuitive Cognitive Style also correlated significantly with leadership effectiveness. Findings from the semistructured interviews identified a few more characteristics of an effective leadership such as balance and appreciative, whilst new dimensions of cognitive style identified such as rational and holistic.

Thesis (Ph. D.)--Southern Illinois University Carbondale, 2009.
"Department of Workforce Education and Development." Keywords: Effective leadership, Full-range leadership, Multifactor Leadership Questionnaire, Personal Values Profile, Transactional leadership, Transformational leadership, Leadership. Includes bibliographical references (p. 120-133). Also available online.

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This thesis develops and evaluates a business model for connected full electric vehicles (FEV) for the European market. Despite a promoting political environment, various barriers have thus far prevented the FEV from becoming a mass-market vehicle. Besides cost, the most noteworthy of these barriers is represented by range anxiety, a product of FEVs’ limited range, lacking availability of charging infrastructure, and long recharging times. Connected FEVs, which maintain a constant connection to the surrounding infrastructure, appear to be a promising element to overcome drivers’ range anxiety. Yet their successful application requires a well functioning FEV ecosystem which can only be created through the collaboration of various stakeholders such as original equipment manufacturers (OEM), first tier suppliers (FTS), charging infrastructure and service providers (CISP), utilities, communication enablers, and governments. This thesis explores and evaluates how a business model, jointly created by these stakeholders, could look like, i.e. how stakeholders could collaborate in the design of products, services, infrastructure, and advanced mobility management, to meet drivers with a sensible value proposition that is at least equivalent to that of internal combustion engine (ICE) cars. It suggests that this value proposition will be an end-2-end package provided by CISPs or OEMs that comprises mobility packages (incl. pay per mile plans, battery leasing, charging and battery swapping (BS) infrastructure) and FEVs equipped with an on-board unit (OBU) combined with additional services targeted at range anxiety reduction. From a theoretical point of view the thesis answers the question which business model framework is suitable for the development of a holistic, i.e. all stakeholder-comprising business model for connected FEVs and defines such a business model. In doing so the thesis provides the first comprehensive business model related research findings on connected FEVs, as prior works focused on the much less complex scenario featuring only 'offline' FEVs.

The study’s primary research interest is in the area of leadership and creativity. Investigating the literature indicates that there is a gap in knowledge regarding the effect of the Full Range of Leadership styles, especially the influence of transformational leadership on employees’ creative performance. Examining this relationship in different sectors (for example: public government sector); in different cultures (for example: Arab Islamic culture); and from multi-perspectives (for example: leaders and employees) is strongly encouraged by research. The Omani civil service sector was used as a case study, thus the aim of the study was to investigate the degree to which Omani civil service managers practised the Full Range of Leadership styles to influence employees’ creative performance. The study set six objectives which provided the foundation for the structure of the study and the way its research questions were formulated. Accordingly, the study methodology was designed in a way that points towards the achievement of the study objectives. The study adopted a mixed-methods research approach by combining survey questionnaires with semi-structured interviews. This triangulation technique was utilized to enable more accurate investigation and allow in-depth coverage of the issues examined. The probability sampling method as represented by the random sampling technique was adopted for this study and applied to the two groups of managers and employees. The total size of the managers’ sample was 269 participants, while the employees’ sample was 371 participants. In addition, 15 semi-structured interviews were conducted to supplement the quantitative results. The results of this study show that the Omani managers are performing both transformational and transactional leadership styles. Examining the relationship, the study confirms that there is an overall statistically significant relationship between managers’ use of transformational and transactional leadership styles and employees’ creative performance from both managers’ and employees’ perspectives. The results also reveal that Omani managers are infrequently practicing passive/avoidant leadership style and that this style does not contribute to the employees’ creative performance. Further, the study demonstrate that Omani managers’ personal characteristics have a slight effect on managers’ perceptions towards transformational leadership styles and do not have any impact on their perceptions toward employees’ creative performance. Finally, this study contributed to knowledge in several areas where scholars who are interested in investigating the relationship between leadership and creativity will find it valuable.

The topic of educating today’s youth has become an increasing multi-faceted task with rigorous accountability metrics handed down from all of the different branches of government. Schools are faced with providing more than just instructing the three R’s; they are taxed with educating the whole child. This qualitative study explored the community schools model in an urban elementary school. Specifically, the study attempted to understand the perceived impact this model has on community members, parents, and administrators at one particular elementary school. Data were collected through a series of open-ended interviews and coded for inductive analysis. There were four emerging themes: impact of leader, hub of the community, safe environment, and education of the whole child, which surfaced from the data analysis of the open-ended interviews. A document review also provided additional information that was included in the findings. The need for additional quantitative and qualitative research was also suggested.

Senior officials in the public service in Barbados, who are charged with the responsibility of leading and managing government ministries and departments, play a critical role in fostering reform initiatives. Few empirical studies have examined specific leadership behaviors in the context of managing change in Barbados. The purpose of this qualitative case study was to identify the specific leadership behaviors of senior officials in public service and to explore the use of transformative leadership by public sector administrators to effect reform initiatives. With Bass and Avolio's full-range leadership theory (FRLT) as the theoretical framework, the research question for this study was used to examine how public sector leaders in Barbados applied transformational leadership to transform the public sector. Fourteen permanent secretaries were initially sampled using the multifactor leadership questionnaire; criterion sampling was then used to identify 7 of these leaders for interviews. The data were analyzed by the researcher for the identification of themes. The results revealed 4 main findings that highlighted the importance of leadership in the reform process and in the specific leadership behaviors used by transformational public servants. Mentorship, team building, and the use of individualized approaches were being used by these leaders to manage change and reduce resistance. In conclusion, while the leaders used the full-range of leadership behaviors in the FRLT, transformational leadership practices were highly effective in managing change. The findings may help public leaders design processes to encourage change in the Barbados public sector.

The impact of the 2008 global financial crisis, shifting market demands, and prolonged underperformance has forced organizations to devise and implement turnaround strategies or risk business failure. Researchers have pointed to the importance of leadership in the turnaround process, yet there are a limited number of research studies identifying characteristics of successful turnaround leaders. Using the full range leadership model, the purpose of this nonexperimental, ex post facto study was to examine the leadership style of Gil Hodges, manager during the 1969 New York Mets successful turnaround season and explore the organization's culture and climate. Data were collected using the Multifactor Leadership Questionnaire, Denison Organizational Culture Survey, and Organizational Climate Measure. A small response rate of 7 yielded low statistical power which led to treating the findings as exploratory. The findings suggest that Hodges's leadership showed strong transformational and transactional characteristics, and that the players perceived an agile organizational culture and a climate in which leaders stressed high levels of performance. Results from multiple linear regression analysis and Spearman correlations showed a strong positive relationship between transactional leadership and the consistency culture trait, yet no association between leadership and organizational climate. Findings also showed the adaptability culture trait had a strong positive influence on the pressure-to-produce climate dimension and a significant negative correlation with the effort dimension. The findings from this study may affect positive social change by providing insights into successful turnaround leadership styles and organizational strategies to support such efforts.

Vårt syfte med denna uppsats har varit att öka vår förståelse för om, och i så fall hur, ledarskap skiljer sig åt mellan idrottsorganisationer och näringsliv med fokus på ledare och spelare/medarbetare. Uppsatsen har en kvalitativ ansats med semi-strukturerade intervjuer, där både ledare och spelare/medarbetare från båda organisationer intervjuats. Ledarskapen har jämförts med hjälp av The Full Range of Leadership av Bass & Bass (2008) samt The Self- Determination Theory av Ryan & Deci (2000). Våra resultat visar att ledarskapet skiljer sig åt på flera punkter, däribland mål, konflikthantering, feedback och motivation. Vi fann även likheter som bestrider tidigare forskning.

This research investigated the leadership style in a research and development (R&D) work unit within a petro-chemical company, using the Full Range Leadership Development Theory as assessed by Multifactor-Leadership-Questionnaire (MLQ). From the literature review conducted, it was concluded that an R&D environment is multi-dimensional and the workforce can be diverse in the field of specialisation and personality characteristics. Subsequently, the literature review also focused on functional diversity and gender differences within technological and/or scientific environments. Descriptive statistics were provided and the data were then statistically analysed. The research results showed a statistical difference in the perception of the frequency of leadership style between manager-leaders and subordinates. Differences in the mean scores of manager-leaders and subordinates found that the manager-leaders overestimated the frequency ratings of their transformational leadership style and the leadership outcomes, while they under-estimated the frequency ratings for transactional and laissez-faire leadership style. This indicates that although the manager-leaders consider themselves as more transformational, the subordinates of this R&D unit view their immediate managers as not displaying ideal levels of transformational leadership behaviours. A self-bias phenomenon may be present where the manager-leaders judge themselves as overly favourable. It is recommended that this be addressed within the organisation. A statistical significant difference was observed in how some male and female employees experienced their manager-leaders' leadership style. The females indicated a higher frequency of laissez-faire leadership style, while some males viewed their manager-leaders as more transformational compared to the female employees. Manager-leaders may need different skills to manage females and in general an increasing awareness of gender bias within the unit may mitigate stereotypical assumptions. No statistically significant differences (p<0, 05) could be found for the total group between functional areas, being scientists versus engineers. It should be noted that the departments consist of predominantly scientists, while only one department showed a mixture of scientists and engineers.
Thesis (M.B.A.)--North-West University, Vaal Triangle Campus, 2010.

Den här studien handlar om rektorers ledarskap och hur det kanske kan påverka personalen i skolan.Utifrån adekvat litteratur och aktuella artiklar inom ämnet har vi studerat transformativt ledarskap ochi förlängningen ledarskap i allmänhet inom skolan. Vi tog avstamp i hur skolsituationen ser ut idag, därvi fann att det fanns tydliga utmaningar med lärartätheten på svenska grundskolor. Till en börjanförstod vi att det genom tiderna funnits olika sätt att definiera ledarskap. För att underlätta för oss självavalde vi att utgå från en ledarskapsteori som nu under de senare åren kommit att dominera forskningkring ledarskap, det transformativa ledarskapet. För att undersöka detta valde vi att intervjua femstycken rektorer och fördjupa oss i vilka strategier de använder sig av i sitt ledarskap. Efter att ha lästpå inom ämnet ansåg vi att den bästa metoden för att få fram de svar vi sökte var genom att användaoss av semistrukturerade intervjuer. Svaret vi ämnade söka var att förstå vilka ledarskapsstrategierrektorer använder sig av och om vi kan koppla dessa till den transformativa ledarskapsteorin. I dessaintervjuer gavs rektorerna stort utrymme att utveckla sina egna svar och den intervjuguide som vikonstruerat på förhand användes endast som en grund eller som stödord. Intervjuerna genererade enhel del information som vi kunde koppla till det analysverktyg, den transformativa ledarskapsteorin,som vi valt att grunda detta arbete i. Vi gick därför vidare med analysen och argumenterade vidare idiskussionen för varför vi anser att de strategier som våra rektorer utgett sig för att använda går attkoppla till den transformativa ledarskapsteorin och hur det i förlängningen kan påverka personalensom jobbar inom verksamheten. Efter analysen gick vi vidare med en diskussion om hur vi tolkar detresultat vi fått fram och hur vi tänker att det kan användas för att dra slutsatser om vår undersökning.Vidare betyder det att rektorns sätt att agera som ledare har ett samband med om en lärare vill jobbakvar eller inte. Vi tar förvisso i beaktande att det kan finnas fler variabler som avgör huruvida en läraretrivs på sin arbetsplats eller ej, men har valt att fokusera på rektorns ledarskap i detta arbete. Slutligenrundar arbetet av med en slutsats som ämnar besvara de frågor vi presenterade under syftet, kan detvara så att rektorerna inte alls jobbar med strategier och kanske det inte alls påverkar personalen? Hängmed!

2020-06-08

Syftet med denna studie var att undersöka om kadetter på Officersprogrammets sista termin har en uppfattning av det egna ledarskapet som stämmer överens med vad som stipuleras i Försvarsmaktens ledarskapsmodell Utvecklande ledarskap samt vilka ledaregenskaper dessa kadetter anser är de viktigaste. Urvalet bestod av 10 slumpvis selekterade kadetter. Bland dessa kadetter var följande verksamhetsförlagda utbildningar representerade: Markstrid, Ledningssystem och Nautisk profil. En semistrukturerad intervju genomfördes med var och en av de deltagande kadetterna för att ta reda på de uppfattningar och åsikter som funnits nödvändiga för att efter analys av innehåll kunna svara på studiens frågeställningar. Efter genomförd analys av intervjuresultaten kunde en viss överensstämmelse identifieras mellan kadettens uppfattning av sitt ledarskap och vad modellen Utvecklande ledarskap stipulerar. Vidare visade resultaten att sådana ledaregenskaper som sorterar under modellens ”utvecklande” delar ansågs som mest önskvärda, till viss del, i kombination med vissa delar som är vanligt förekommande i konventionellt ledarskap. Studien fastslår alltså att deltagande sistaårskadetter kan ha kommit en ansenlig bit på vägen mot ett utvecklande ledarskap.
The aim of this study was to investigate if cadets, attending the Swedish armed forcesOfficers training programs last term had a view on the model Full range leadership thatcorrelates whit their own comprehension of their own leadership and which leader attributesthat is considered to be the most desirable. The sample consisted of 10 randomly selectedcadets. Within the randomization the educational specializations included in this study are:Ground warfare, Command and Control and Naval profile. A semi structured interview whereconducted in which the cadets opinions and comprehensions where mapped out. Theinterview results where then analyzed in order to obtain the relevant substance needed toanswer the questions asked in the study. The analysis showed that the interviewed cadets,attending the Swedish armed forces Officers training program has a fair amount of Full rangeleadership within their own leadership. Furthermore the analysis showed that the mostdesirable leadership attributes is to be found in the upper parts of the model Full rangeleadership.

This study investigated the relationship between leadership style and group processes and dynamics with due consideration of the role of related systems in the context of organisational change. The theoretical assumptions and practical implications of the full range model of leadership were discussed. This model emphasises the transactional-transformational paradigm. In addition, approaches to studying and working with groups were covered, focusing specifically on group processes and group dynamics. In the case of the latter, the systems psychodynamic perspective was emphasised. The present study was conducted in a plant of a South African production organisation that had been experiencing transformation. An intervention was done at management level to identify behavioural and operational issues and to sensitise the members of the management team in terms of individual and group functioning. The conceptualisation of leadership styles in terms of the full range model of leadership was largely supported by means of associations with certain personality traits and behaviours. The latter also provided a profile of desired characteristics, especially in terms of interpersonal styles and work and social ethics. The theory on group processes and dynamics was used to explore group and organisational functioning. The context of change and the related insecurity resulted in efforts to deal with anxiety by means of excessive reliance on structure. Centralised leadership and a dynamic of control and dependency characterised all levels of the organisation. Cooperation in an interdependent manner was therefore problematic and there was also a struggle in terms of interrelatedness in and between systems. The unconscious defence strategy was related to the general reliance on transactional behaviours and the lack of authorisation of leadership in terms of transformational behaviours. Despite the successful application of theory in the present study and the contribution made by the results, it was concluded that the uniqueness and the realities of each situation need to be explored and provided for, and a system should be allowed to determine the progression in the system.
Psychology
D. Litt. et Phil. (Psychology)

This study was commissioned to examine the applied leadership styles that foster organisational commitment and product quality commitment levels of two groups of employees working at two different business units of same private sector steel manufacturing company in Gauteng. The samples included 226 production employees from business unit ‘A’ and 190 production employees from population ‘B’. The combined sample of 416 included 83 managers and 333 low level employees. Leadership style data was collected through the Multi-Factor Leadership Questionnaire (MLQ) from the managers and Organisational and Product Quality data was gathered through the Employee Questionnaire (EQ). The MLQ measured nine constructs of the Full Range Leadership Theory while the EQ measured four constructs of identification, affiliation, exchange and product quality commitment levels among lower level employees. A total of 416 questionnaires were distributed and 274 were received. The data was analysed statistically to define the leadership styles, the levels of organisational and product quality commitment and come up with correlations. It was found that transformational and transactional leadership styles were predominant at both business units. Laissez-faire style was also being used at business unit ‘A’. The leadership styles were found to be below the ideal levels for effective leadership. Leaders were perceived to be active managers and not leaders. The organisational and product quality commitment levels among employees were found to be marginal at both units. The top leadership styles and commitment levels trended the same and scored closely for both business units with small variations. The results were comparable. Positive correlations were found between identification commitment (0.305 for ‘A’ and 0.481 for ‘B’) and product quality commitment among employees. It was concluded from the correlations that the higher the levels of organisational commitment, the higher the levels of product quality commitment among employees. By statistical averages, it was concluded that higher levels of transformational leadership fosters higher levels of identification commitment and product quality commitment among employees. Demographics affected the way the respondents answered the questions. A leadership model complete with recommendations was proposed with the intention of increasing leadership effectiveness in order to positively impact and foster product quality commitment among employees.
MBA, North-West University, Potchefstroom Campus, 2014

Background: In recent years, a new generation has rapidly entered the workforce and when this happens it is assumed that some level of disruption will come along. Since Generation Z have only been in the workforce for short amount of time, there is a lack of crucial research regarding their perceived experiences. Because different generations are assumed to have different values, a prominent challenge for organizations is how to correctly lead them. In other words, leadership preferences may differ when a new generation comes into play. Problem: As of today, there is a substantial knowledge gap regarding Generation Z preferred leadership styles among entry-level jobs. This knowledge gap can cause devastating effects for future organizations. Generation Z is a force to be reckoned with and shall soon become a prevailing member of the labor market in the near future. Purpose: The purpose of this study was to analyze the Swedish Generation Z preferred leadership styles, based on lived experiences in an entry-level job and to what extent they prefer transformational, transactional or laissez-faire leadership. The findings are expected to contribute to existing and new theoretical insights regarding Gen Z leadership preferences. Method: The research was conducted through seven qualitative semi-structured, open-ended interviews, which were analyzed using interpretive phenomenological analysis (IPA). Results: The findings described Generation Z ideal leader based on their thoughts and lived experiences. Gen Z prefers a leader that displays individual consideration, inspires followers and acts as a role model. These characteristics traits bare close resemblance of a transformational leader compared to transactional or laissez-fair leader. Acknowledging these results could contribute to a competitive advantage for organizations during their recruitment and development phase of Gen Z employees.

Thesis in the scope of the PhD in Electrical and Computer Engineering, specialization in Energy, presented to the Faculty of Sciences and Technology of the University of Coimbra.
Nowadays, several types of electric motors are utilized in industrial applications, namely induction motors (IMs), permanent magnet synchronous motors (PMSMs) and synchronous reluctance motors (SynRMs). Owing to the high cost of PMSMs and due to the rotor losses of IMs, SynRMs can be considered an ideal choice for some applications. These motors have a simple structure, are robust, and have a low cost due to the absence of permanent magnets or windings in the rotor. To exploit the advantages of SynRM drives, an adequate control strategy is essential. In recent times, due to the development of fast and cheap microprocessors and FPGAs, the category of control strategies known as finite control set model predictive control (FCS-MPC) has attracted significant attention in both academia and industry. FCS-MPC has as main advantages, an intuitive and simple implementation, very fast dynamic response and the ability to tackle several constraints in a straightforward manner. Due to these advantages, it can be considered an ideal alternative to field-oriented control (FOC) and direct torque control (DTC) in high performance motor drives. In spite of its advantages, FCS-MPC has been barely proposed for the control of SynRM drives, especially if we consider that some applications require the drive system to operate in the full speed range. This thesis proposes three different FCS-MPC control strategies for high-performance SynRM drives. The first two control strategies combine the concepts of active flux and torque control in order to operate the SynRM in the constant torque region. The first control strategy, baptized as predictive active flux and torque control (PAFTC), regulates the active flux and the electromagnetic torque of the SynRM in an independent manner. It follows the standard implementation steps of FCS-MPC, namely by predicting the values of the state variables for all possible switching states of the inverter, and by using a cost function with a weighting factor which needs to be tuned. A second control approach, known as simplified PAFTC (S-PAFTC), is a simplified version of the PAFTC in the sense that the predictions of the state variables are replaced by the calculation of an equivalent reference voltage, performed only once in a sampling period. This procedure leads to a smaller computational time, when the control strategy is implemented in a digital control platform, and to the use of a cost function without any weighting factor, overcoming one of the challenging tasks in classical FCS-MPC strategies which is the choice of the optimal value(s) for the weighting factor(s). The simulation and experimental results obtained with these control strategies demonstrate the very good steady-state and dynamic response of the SynRM drive in the constant torque region. With the aim to safely operate the SynRM drive in the full speed range, while ensuring at the same time the exploitation of all its potentialities and limits, including its operation with optimal efficiency, a third control strategy, known as predictive load angle and stator flux control (PLASFC), is proposed for SynRM drives. The PLASFC, implemented in a stator flux reference frame, regulates the stator flux and the load angle of the SynRM in an independent manner. While the stator flux regulation is straightforward, the torque is regulated indirectly by controlling the load angle, bringing benefits in terms of a smooth transition between the different motor operating regions. Similarly to the S-PAFTC strategy, an equivalent reference voltage is calculated instead of predicting the values of the motor state variables for all possible switching states of the inverter, and the cost function does not include any weighting factor. In the PLASFC strategy, the SynRM is easily operated in the full speed range: constant torque region (including zero speed), constant power region and constant load angle region, the last two being part of what is usually known as field-weakening (FW) region. With this control strategy, the voltage, current and load angle limits are easily exploited by simple mathematical relations and saturation blocks. In addition, a loss minimization algorithm is developed and incorporated in this control strategy thus allowing to operate the SynRM with minimum copper losses for a given load torque. Furthermore, to improve the performance of the control system, some parameters namely the motor apparent inductances, are estimated online. Several simulation and experimental results presented demonstrate the excellent steady-state and dynamic performance of the SynRM drive when operating with the PLASFC strategy, thus clearly demonstrating the benefits of using FCS-MPC strategies in the field of electric drives in general and SynRM drives in particular.
Atualmente, diversos tipos de motores elétricos são utilizados em aplicações industriais, nomeadamente os motores de indução (IMs), os motores síncronos de ímanes permanentes (PMSMs) e os motores síncronos de relutância (SynRMs). Devido ao elevado custo dos PMSMs e às elevadas perdas no rotor dos motores de indução, os SynRMs podem ser considerados a escolha ideal para algumas aplicações. Estes motores possuem uma estrutura simples, são robustos e têm um baixo custo de fabrico devido à ausência de ímanes permanentes ou enrolamentos no rotor. De modo a explorar toda as vantagens dos acionamentos baseados em SynRMs, é essencial uma estratégia de controlo adequada. Recentemente, em virtude do desenvolvimento de microprocessadores e FPGAs mais rápidos e económicos, a categoria de controlo conhecida como controlo preditivo baseado em modelos de estados finitos (FCS-MPC) tem despertado um especial interesse no mundo académico e na indústria. O FCS-MPC tem várias vantagens, tais como uma implementação simples e intuitiva, uma rápida resposta dinâmica e a possibilidade de considerar várias restrições de uma forma direta. Devido a estas vantagens, o FCS-MPC pode ser considerado uma alternativa ideal ao controlo por orientação de campo (FOC) e ao controlo direto de binário (DTC) em acionamentos de alto desempenho. Apesar das suas vantagens, o FCS-MPC ainda tem sido pouco utilizado no controlo de acionamentos baseados em SynRMs, especialmente se considerar que algumas aplicações necessitam que o acionamento opere em toda a gama de velocidades. Esta dissertação propõe três estratégias de controlo FCS-MPC para acionamentos de alto desempenho baseados num SynRM. As duas primeiras estratégias de controlo combinam os conceitos do fluxo ativo e do controlo de binário, de modo a operar o SynRM na região de binário constante. A primeira estratégia, denominada controlo preditivo do fluxo ativo e de binário (PAFTC), regula o fluxo ativo e o binário eletromagnético do SynRM de forma independente. A estratégia PAFTC segue a estrutura padrão do FCS-MPC, uma vez que prevê os valores futuros das variáveis de estado para todos os estados de comutação possíveis do inversor, e utiliza uma função de custo com um peso que necessita de ser sintonizado. Uma segunda abordagem de controlo, denominada PAFTC simplificado (S-PAFTC), é uma versão simplificada do PAFTC uma vez que o cálculo das predições das variáveis de estado é substituído pelo cálculo das tensões de referência equivalentes, realizado apenas uma vez num período de amostragem. Esta estratégia de controlo possui um tempo de execução menor, quando implementada numa plataforma de controlo digital e, faz uso de uma função custo sem qualquer peso, ultrapassando um grande desafio das estratégias FCS-MPC clássicas, que é a escolha do(s) valor(es) ótimo(s) para o(s) peso(s). Os resultados de simulação e experimentais obtidos com estas estratégias de controlo mostram excelente desempenho do acionamento baseado no SynRM na região de binário constante, tanto em regime permanente como em regime dinâmico. Com o objetivo de operar o acionamento baseado no SynRM de forma segura em toda a gama de velocidades, e ao mesmo tempo assegurar que todas as suas potencialidades e limites são explorados, incluindo uma operação com eficiência ótima, uma terceira estratégia de controlo, conhecida como controlo preditivo do ângulo de carga e fluxo estatórico (PLASFC), é proposta para acionamentos baseados em SynRMs. A estratégia de controlo PLASFC, implementada no referencial do fluxo estatórico, controla o fluxo estatórico e o ângulo de carga do SynRM de forma independente. Enquanto que a regulação do fluxo estatórico é direta, a regulação do binário é realizado de forma indireta através do controlo do ângulo de carga, o que conduz a uma transição suave entre as diferentes regiões de operação do motor. Tal como na estratégia S-PAFTC, as tensões de referência equivalentes são calculadas ao invés de prever os valores futuros das variáveis de estado do motor para todas os estados de comutação do inversor possíveis, e a função custo não inclui qualquer peso. Na estratégia PLASFC, o SynRM é facilmente operado em toda a gama de velocidades: região de binário constante (incluindo a velocidade zero), região de potência constante e região de ângulo de carga constante, sendo que as últimas duas regiões pertencem à região normalmente designada por região de campo enfraquecido (FW). Com esta estratégia de controlo, os limites de tensão, corrente e ângulo de carga são facilmente explorados através de relações matemáticas simples e blocos de saturação. Adicionalmente, um algoritmo de minimização de perdas é desenvolvido e incorporado nesta estratégia de controlo, permitindo que o SynRM opere com perdas no cobre mínimas para um dado binário de carga. Além disso, para melhorar o desempenho do sistema de controlo, alguns parâmetros tais como as indutâncias aparentes do motor são estimadas em tempo real. Por fim, são apresentados múltiplos resultados de simulação e experimentais que demonstram um excelente desempenho do acionamento baseado no SynRM quando operado através da estratégia PLASFC tanto em regime permanente quanto em regime dinâmico, demonstrando claramente os benefícios da utilização das estratégias FCS-MPC no campo dos acionamentos elétricos em geral e, particularmente, nos acionamentos baseados em SynRMs.

Business today is conducted within societies facing complex global challenges and unprecedented demands for effective, ethical, and excellent business leadership that proactively manages its societal impacts. Integrating economic success with service of the common good requires a sound, shared understanding of “positive” executive business leadership to guide executive selection, education and development, and practice. This thesis formulates and theoretically grounds a general theory of positive executive business leadership. Integrative Executive Leadership (“IEL”) addresses the individual, pairs/groups/teams, organizational, and societal levels of business. Within these contexts, IEL exercises positive integrative agency through multi-stakeholder professional stewardship, integrated performance management, and living codes of ethics. This requires the practice of five mutually-reinforcing positive behavioural repertoires: contemplative self-leadership, functional-relational facilitative leadership, full range managerial-leadership, visionary strategic leadership, and transforming-developmental leadership. These are reinforced by five positive philosophies or styles of leadership: authentic, moral, spiritual, servant, and wise leadership. Consequently, IEL is predicated upon essential competencies, attainments, and positive dispositions. Especially, IEL requires the cultivation of positive psychological states, traits, and virtues, eudaimonic character, postautonomous levels of ego development, psychological complexity, integrative consciousness and flow. In addition to promoting intrinsic morality, these farther reaches of human nature contribute to effective and excellent leadership performance. Integrative Executive Leaders do well by doing good. IEL was developed through multiparadigm theory-building, adopting a pragmatic epistemology, and employing a transdisciplinary, positive scholarship approach to integrate the findings from a broad range of qualitative and quantitative research from the humanities and the social sciences. IEL theory articulates important theoretical relationships derived from: leading insights from management and organization theory; salient research findings from the social sciences and the humanities; insights from positive psychology, positive organizational behaviour, positive organizational scholarship, constructive developmental psychology, transpersonal psychology, and integrated empirical ethics; interpretive analyses of the biographies of great world leaders; and, a rich case study of an extraordinary executive business leader. Accordingly, IEL is advanced as an emergent theory with both theoretical grounding and empirical reference. The path forward requires further transdisciplinary, multiparadigm, multi-method research to further develop and refine IEL and establish it as a grounded theory of positive executive business leadership.

The study evaluates the perceived effectiveness of the leadership styles of deans in Ethiopian governmental Technical and Vocational Education and Training (TVET) colleges. The study was contextualised within the domain of relevant leadership theory in chapter 2 (with specific emphasis on the Full Range Leadership model developed by Bass and Avolio), and within the field of Technical and Vocational Education and Training in chapter 3. A mixed method research methodology was employed in the empirical research. The quantitative part received the most emphasis, while a qualitative part was added to attempt to corroborate findings. Quantitative data were collected from teachers (219), student council members (65) and deans (10) in ten TVET colleges using the MLQ 5x short-form questionnaire, which is a standardised questionnaire of high repute. The quantitatively collected data were analysed and presented using both descriptive and inferential statistics. The qualitative part consisted of semi-structured interviews conducted with the ten deans and one TVET Bureau Head. Quantitative findings indicated that the transformational and transactional leadership styles were observed far more frequently than the laissez-faire style. Perceptions regarding the effectiveness of deans, teachers’ job satisfaction and teachers’ willingness to make an extra effort were positively and statistically significantly influenced by the presence of both the transformational and the transactional leadership styles and to a slight extent, influenced negatively by the interaction effect of the two styles. Qualitative findings mostly corroborated the quantitative findings. Recommendations emanating from the research inter alia include: Leadership training opportunities for TVET deans should be scheduled to enhance the appropriate leadership style practice of deans (especially the transformational style); resources (human, financial and materials) should be made available to TVET colleges to develop desired types of leadership in colleges; as part of the selection process when appointing new TVET deans, the leadership style/s that applicants use at that stage should be assessed; a staff-dean-team-approach will be productive if the dean practises a transformational-orientated style of leadership.
Educational Leadership and Management
D. Ed. (Educational Management)