Šiame darbe buvo siekiama ištirti delinkventiškų paauglių grupių lyderių vadovavimo stilius bei statuso grupėje ypatumus. Siekiant šio darbo tikslo, pirmiausia buvo atskleista delinkventinio elgesio samprata, nustatyti pagrindiniai veiksniai, lemiantys delinkventinio elgesio raišką, bei išaiškinta kaip delinkventinis elgesys reiškiasi paauglystėje, bendraamžių grupėje. Buvo sukurti lyderio tipų ir stilių modeliai, remiantis jais sukurta tyrimo metodika. Darbe pateikiami tyrimo duomenys atskleidžia delinkventinio elgesio paauglių statuso ypatumus grupėje, paauglių požiūrį į savęs kaip į potencialų lyderį bei požiūrį į pageidaujamą lyderį, jų tarpusavio panašumus ir skirtumus. / This job is trying to reveal styles of leadership in delinquent teenager groups and status specifics of leadership in such groups. While persuading aim of job, the conception of delinquent behavior was revealed, set main factors, defining expression of delinquent behavior; described, how delinquent behavior expresses at teenage in contemporaries group. Models were created, defining types and styles of leaders, on that base the methodology of research was generated. Job's research data shows teenager's status specifics in delinquent behavior group; teenagers' opinion about desired leader and teenagers' opinion about them self as a possible leaders, differences and similarities of such comparison..

SANTRAUKA Temos aktualumas. Lyderystė ir organizacinis pasitikėjimas – svarbūs organizaciniai reiškiniai, kurių nebuvimas ar trūkumas tam tikra dalimi sąlygoja neefektyvią organizacijos veiklą, tuo pačių veikiama ir šalies ekonomika. Akademinių darbų apie lyderystės sąsajas su organizaciniu pasitikėjimu nėra gausu. Praktiškai nėra įvertintas galimas šių reiškinių panaudojimas organizacijos veiklos optimizavimui. Lietuvoje informacinių technologijų įmonių paklausa didėja kaip ir visame pasaulyje – pereinama prie automatizuotų verslo valdymo sistemų, kurios optimizuoja įmonių veiklą, taupo kaštus, gerina organizavimo galimybės. Kadangi lyderystė ir atitinkamai organizacinis pasitikėjimas daro įtaką organizacijų produktyvumui bei finansiniams rezultatams, įvertinti IT įmonių situaciją organizacijų viduje ir bendrai Lietuvoje yra aktualus klausimas, kuris nėra išsamiai ištirtas. Darbo objektas – Lyderystės ir organizacinio pasitikėjimo santykis organizacijoje. The goals of the work: 1. Ištirti lyderystės koncepciją ir jos tipus; 2. Išanalizuoti organizacinio pasitikėjimo sampratą; 3. Atskleisti teorinę lyderystės ir organizacinio pasitikėjimo sąveiką; 4. Išanalizuoti lyderystės ir organizacinio pasitikėjimo matavimo priemones; 5. Remiantis teorijomis ir empirinių tyrimų analize, sudaryti lyderystės ir organizacinio pasitikėjimo sąveikos įvertinimo modelį; 6. Apibūdinti ryšį tarp lyderystės ir organizacinio pasitikėjimo ir remiantis modeliu, empiriškai ištirti lyderystės savybes... [toliau žr. visą tekstą] / Summary The theme relevance and necessity of its decision. The important organisational subjects, such as leadership and organisational trust affects the performance of organisation and the country economics. The academical researches of relationship between leadership and organisational trust is missing. There is no practical assessments of possible leadership and organisational trust use for companies performance optimisation. The market of IT companies is increasing in Lithuania as in the whole world. Enterprice Recourses Management systems optimizes the performance of organisations, save costs, improves the possibilities of organising. Leadership and organisational trust influece the performance and finance results of the companies. It is actual issue to investigate this situation inside the companies and Lithuania. The object of search work – the influence of leadership practises on organisational trust. The goals of the work: 7. to explore the concept of leadership and its types; 8. to analyze the concept of organisational trust; 9. to determine theoretical interaction of leadership and organisational trust; 10. to analyze the measure instruments of leadership and organisational trust; 11. according theories and the analysis of empirical research, create the leadership and organisational trust interactions measure model; 12. to describe the relationship between leadership and organizational trust, and based on the model, empirically examine the influence of leadership... [to full text]

Thesis (MComm)--Stellenbosch University, 2013. / ENGLISH ABSTRACT: This study investigated the emerging concept of work engagement and how organisational leaders can exert influence on it. It was therefore important to obtain understanding of and deeper insight into the impact of these key stakeholders on the employee’s work engagement and related concepts. The aim of the study was to investigate existing relationships between constructs that play a significant role in the relationship between leader and follower in the organisation. These constructs include integrity, ethical leadership and trust in the leader, and the effect these constructs have on employee work engagement. The study thus was undertaken to obtain more clarity about these aspects. Based on research on the existing literature, a theoretical model depicting how the different constructs are related to one another was developed and various hypotheses were formulated. Data for the purpose of the quantitative study were collected by means of an electronic web-based questionnaire. A total of 204 completed questionnaires were returned. The final questionnaire comprised four subscales, namely the 17-item Utrecht Work Engagement Scale (UWES), the 14-item Leader Trust Scale (LTS), the 17-item Leadership of Ethics Scale (LES), and the 9-item Behavioural Integrity Survey (BIS). The postulated relationships and the conceptual model were empirically tested using various statistical methods. Reliability analysis was done on all the measurement scales and adequate reliability was found. The content and structure of the measured constructs were investigated by means of confirmatory and exploratory factor analyses. The results indicated that good fit was achieved for all the refined measurement models. Subsequently, Structural Equation Modelling (SEM) was used to determine the extent to which the conceptual model fitted the data obtained from the sample and to test the relationships between the constructs. The results indicated positive relationships between trust in the leader and work engagement; ethical leadership and work engagement; ethical leadership and trust in the leader; integrity and ethical leadership; and integrity and trust in the leader. The present study contributes to existing literature on work engagement and ethical leadership by providing insights into the nature of the relationships among these constructs. The study also identifies practical implications to be considered in management practices in order to enhance and encourage these constructs, as well as the relationships between these constructs in the workplace. The limitations and recommendations present additional insights and possibilities that could be explored through future research studies. / AFRIKAANSE OPSOMMING: Die huidige studie is gebaseer op die belangrikheid van werkstoewyding in die werkplek en op hoe leiers in die organisasie dit beïnvloed. Dit was dus belangrik om insig te verwerf rakende die invloed van hierdie belangrike rolspelers op die werknemer se werkstoewyding. Die studie het ten doel gehad om die verwantskappe tussen konstrukte wat binne die organisasie ‘n beduidende rol in die verhouding tussen die leier en ondergeskikte speel, te ondersoek. Hierdie konstrukte omvat integriteit en etiese leierskap, asook die vertroue tussen leier en ondergeskikte, en die graad van invloed wat die veranderlikes op die werknemer se werkstoewyding uitoefen. Die studie is dus uitgevoer om meer duidelikheid oor hierdie aspekte te verkry. ‘n Teoretiese model wat voorstel hoe die verskillende konstrukte aan mekaar verwant is, is op grond van die navorsing oor die bestaande literatuur ontwikkel. Verskeie hipoteses is geformuleer. Data vir die doel van die kwantitatiewe studie is deur middel van ‘n elektroniese web-gebaseerde vraelys ingesamel. ‘n Totaal van 204 voltooide vraelyste is terugontvang. Die finale vraelys is uit vier subvraelyste saamgestel, te wete die 17-item Utrecht Work Engagement Scale (UWES), die 14-item Leader Trust Scale (LTS), die 17-item Leadership of Ethics Scale (LES), en die 9-item Behavioural Integrity Survey (BIS). Die gepostuleerde verwantskappe en die konseptuele model is empiries met behulp van verskeie statistiese metodes getoets. Betroubaarheidsanalise is met behulp van die betrokke meetinstrumente uitgevoer en voldoende betroubaarheid is gevind. Die inhoud en die struktuur van die konstrukte wat deur die instrumente gemeet is, is verder deur middel van verkennende en bevestigende faktorontledings ondersoek. Die resultate het goeie passings vir al die hersiene metingsmodelle getoon. Daarna is struktuurvergelykings-modellering (SVM), gebruik om te bepaal tot watter mate die konseptuele model die data pas, en om die verwantskappe tussen die verskillende konstrukte te toets. Die resultate het positiewe verwantskappe tussen vertroue in die leier en werkstoewyding; etiese leierskap en werkstoewyding; etiese leierskap en vertroue; integriteit en etiese leierskap; en integriteit en vertroue in die leier aangedui. Hierdie studie dra by tot die bestaande literatuur aangaande beide werkstoewyding en etiese leierskap deurdat dit insig bied in die aard van verhoudings tussen hierdie konstrukte. Die studie identifiseer ook praktiese implikasies om in bestuurspraktyke in aanmerking geneem te word om die betrokke konstrukte, asook die verwantskappe tussen die veranderlikes, te versterk en aan te moedig. Die beperkings en aanbevelings van die studie dui op verdere insig en moontlikhede wat in toekomstige navorsing ondersoek kan word.

Thesis (MComm)--Stellenbosch University, 2013. / ENGLISH ABSTRACT: Organisations cannot exist without humans. The behaviour of the working man is not a random event and specific factors influence employees to excel. Not only is the behaviour of individual employees influenced by these factors, but the behaviour of a collective work unit as well. This study focuses on the impact of specific leadership competencies on the performance of the collective work unit within an organisation. A leader exerts pressure on a unit to perform. What leadership competencies lead to successful work unit performance? To answer this question in a valid and credible manner, the study focuses on the development of a structural model to indicate the relationship between leadership competencies and work unit performance. The leadership-for-performance framework designed by Spangenberg and Theron (2004) aspires to explicate the structural relationship existing between leader competencies and the dimensions of organisational unit performance. The Performance Index (PI) and the Leadership Behavioural Inventory (LBI) comprise the leadership-for-performance range of measures. The PI was developed as a comprehensive criterion measure of unit performance for which the unit leader could be held responsible. The basic PI structural model has been developed to explain the manner in which the various latent leadership dimensions measured by the LBI affect the eight unit performance latent variables that are assessed by the PI. As part of ongoing research of the leadership-for-performance range of measures designed by Spangenberg and Theron (2004), this study takes the initial steps towards establishing a comprehensive leadership-work unit performance structural model. The literature review aids in developing a logical argument that culminates in a complex hypothesis about the way work unit performance is influenced by leadership dimensions. The research methodology is then discussed. The results indicate that the proposed structural model fits the data quite well. Although the majority of the structural relationships between the unit performance dimensions received support, almost no support was found for the postulated structural relationships between the second-order leadership competencies and the unit performance dimensions. Additionally, suggestions for future research are made by indicating how the model can be elaborated and improved. / AFRIKAANSE OPSOMMING: Organisasies kan nie sonder mense bestaan nie. Die gedrag van werknemers in 'n organisasie is nie 'n toevallige gebeurtenis nie. Spesifieke faktore beïnvloed werknemers om te presteer. Nie net die gedrag van individuele werknemers word beïnvloed deur hierdie faktore nie, maar ook die gedrag van 'n kollektiewe werkseenheid. Hierdie studie fokus op die invloed wat spesifieke leierbevoegdhede het op die prestasie van die kollektiewe werkseenheid binne 'n organisasie. 'n Leier oefen druk uit op sy werkseenheid om te presteer. Watter leiersbevoegdhede lei tot suksesvolle werkseenheidprestasie? Om hierdie vraag geldig en geloofwaardig te beantwoord, is die studie gerig op die ontwikkeling van „n strukturele model wat die verwantskap tussen leierskapgedrag en werkseenheidprestasie verduidelik. Die leierskap-vir-prestasie raamwerk ontwerp deur Spangenberg en Theron (2004), streef daarna om die strukturele verwantskap wat tussen leierbevoegdhede en die dimensies van organisatoriese eenheid prestasie bestaan, te verklaar. Die leierskap-vir-prestasie-reeks bestaan uit die The Performance Index (PI) en die Leadership Behavioural Inventory (LBI). Die PI is ontwikkel as 'n omvattende maatstaf van eenheid-prestasie waarvoor die leier van die eenheid verantwoordelik gehou kon word. Die basiese PI strukturele model is ontwikkel om die wyse waarop die verskillende latente leierskapdimensies, gemeet deur die LBI, invloed uitoefen op die agt eenheid-prestasie latente veranderlikes, wat deur die PI geassesseer word, te verduidelik. As deel van deurlopende navorsing van die leierskap-vir-prestasie reeks, soos ontwerp deur Spangenberg en Theron (2004), neem hierdie studie die eerste stap in die ontwikkeling van 'n omvattende leierskap-werkeenheidsprestasie strukturele model. Deur middel van 'n literatuurstudie word 'n logiese argument ontwikkel wat kulmineer in 'n komplekse hipotese oor die wyse waarop werkseenheidprestasie deur die leierskapdimensies beïnvloed word. Die navorsingsmetodologie word bespreek. Die resultate dui daarop dat die voorgestelde strukturele model die data redelik goed pas. Ofskoon die meerderheid van die strukturele verwantskappe tussen die dimensies van eenheidsprestasie steun ontvang word bykans geen steun gevind vir die gepostuleerde strukturele verwantskappe tussen die tweede-orde leierbevoegdhede en die dimensies van eenheidsprestasie nie. Aanbevelings vir verdere navorsing word bespreek, asook die beperkinge van hierdie studie.

Thesis (MComm)--Stellenbosch University, 2014. / ENGLISH ABSTRACT: This study investigated the growing phenomenon of teams in the workplace, and how team effectiveness can be established. It was therefore important to establish what contributes to team effectiveness. The aim of this study was to investigate existing relationships between constructs that play a significant role in enhancing team effectiveness. These constructs include transformational leadership, organisational trust, and psychological empowerment. This study was therefore undertaken to obtain more clarity about these aspects. Based on existing literature, a theoretical model depicting how the different constructs are related to one another was developed and various hypotheses were formulated. Data for the purpose of the quantitative study were collected by means of an electronic web-based questionnaire. A total of 224 completed questionnaires were returned. The final questionnaire comprised of four scales, namely the Multifactor Leadership Questionnaire (MLQ), the Workplace Trust Survey (WTS), the Psychological Empowerment Scale (PES), and the Team Effectiveness Scale (TES). The postulated relationships and the conceptual model were empirically tested using various statistical methods. Reliability analysis was done on all the measurement scales and satisfactory reliability was found. The content and structure of the measured constructs were investigated by means of confirmatory and exploratory factor analyses. The results indicated that reasonable good fit was achieved for all the refined measurement models. Subsequently, Structural Equation Modelling (SEM) was used to determine the extent to which the conceptual model fitted the data obtained from the sample and to test the hypothesised relationships between the constructs. The results indicated positive relationships between transformational leadership and organisational trust; organisational trust and team effectiveness; transformational leadership and psychological empowerment; psychological empowerment and organisational trust; and psychological empowerment and team effectiveness. However, no support was found for a direct relationship between transformational leadership and team effectiveness. The present study contributes to existing literature on team effectiveness by providing insights into the relationship between transformational leadership, organisational trust, psychological empowerment and team effectiveness. Furthermore, this study identified practical implications to be considered in management practices in order to enhance team effectiveness. The limitations and recommendations present additional insights and possibilities that could be explored through future research studies. / AFRIKAANSE OPSOMMING: Die huidige studie is op die toenemende belangrikheid van spanne in organisasies gebaseer, en op hoe te werk gegaan moet word om spaneffektiwiteit te verseker. Dit was dus belangrik om vas te stel watter eienskappe tot spaneffektiwiteit bydra. Die studie het ten doel gehad om die verwantskappe tussen konstrukte wat ‘n beduidende rol in spaneffektiwiteit binne die organsiasie speel, te ondersoek. Hierdie konstrukte omvat transformasionele leierskap, vertroue, asook sielkundige bemagtiging. Die studie is dus uitgevoer om meer duidelikheid oor hierdie aspekte te verkry. ‘n Teoretiese model wat voorstel hoe die verskillende konstrukte aan mekaar verwant is, is op grond van die navorsing oor die bestaande literatuur ontwikkel. Verskeie hipoteses is hiervolgens geformuleer. Data vir die doel van die kwantitatiewe studie is deur middel van ‘n elektroniese web-gebaseerde vraelys ingesamel. ‘n Totaal van 224 voltooide vraelyste is terug ontvang. Die finale vraelys is uit vier subvraelyste saamgestel, naamlik die Multifactor Leadership Questionnaire (MLQ), die Workplace Trust Survey (WTS), die Psychological Empowerment Scale (PES), en die Team Effectiveness Scale (TES). Die gepostuleerde verwantskappe en die konseptuele model is empiries met behulp van verskeie statistiese metodes getoets. Betroubaarheidsanalise is op die betrokke meetinstrumente uitgevoer en voldoende betroubaarheid is gevind. Die inhoud en die struktuur van die konstrukte wat deur die instrumente gemeet is, is verder deur middel van verkennende en bevestigende faktorontledings ondersoek. Die resultate het redelike goeie passings vir al die hersiene metingsmodelle getoon. Daarna is struktuurvergelykings-modellering (SVM), gebruik om te bepaal tot watter mate die konseptuele model die data pas, en om die verwantskappe tussen die verskillende konstrukte te toets. Die resultate het positiewe verwantskappe tussen transformasionele leierskap en vertroue; vertroue en spaneffektiwiteit; transformasionele leierskap en sielkundige bemagtiging; sielkundige bemagtiging en vertroue; asook tussen sielkundige bemagtiging en spaneffektiwiteit aangedui. Geen steun is egter vir die direkte verband tussen tranformasionele leierskap en spaneffektiwitiet gevind nie. Hierdie studie dra by tot die bestaande literatuur betreffende spaneffektiwiteit deurdat dit insig bied in die aard van die verwantskappe tussen die konstrukte. Die studie identifiseer ook praktiese implikasies wat in bestuurspraktyke in aanmerking geneem behoort te word om spaneffektiwiteit te versterk. Die beperkings en aanbevelings van die studie dui op verdere insig en moontlikhede wat in toekomstige navorsing ondersoek kan word.

Thesis (MPhil)--Stellenbosch University, 2013. / ENGLISH ABSTRACT: The thesis examines the notion of facilitative leadership from the perspective of different views of organizational knowledge. Facilitative leadership is a leadership style that is often referred to in the context of knowledge work by practitioners and increasingly appears in organization and management literature. Despite the regularity with which the notion of facilitative leadership is invoked, there has been a lack of critical scrutiny. It is not clear from the current literature what facilitative leadership is supposed to do and how it is supposed to accomplish it. The thesis addresses this lack of reflection by focusing on the object of facilitation in the view of practitioners. This is done by reviewing the literature on leadership in general and facilitative leadership in particular. It is argued that the interest in facilitation is linked to the changing nature of work that requires the enabling of knowledge dynamics in organizations. It is posited that the way in which organizational knowledge is understood will influence what is seen as the object of facilitation. The pluralist epistemology that underpins the mainstream knowledge management literature is reviewed and particular attention is paid to the difference between a view of knowledge as possession and as practice. It is expected that different views of organizational knowledge will not only inform different knowledge management strategies, but also different forms of facilitative leadership. This insight is then tested, by interviewing practitioners that subscribe to a facilitative leadership style. This enquiry comes in the form of a two-phased interview: the first phase involving a set of structured questions aimed at determining the knowledge view held and the second phase consisting of a range of open-ended questions intended to reveal the understanding of facilitation. After the initial hypothesis is tweaked in light of empirical findings, a conclusion is made that practitioners are more nuanced in their understanding of knowledge than the literature gives them credit for. Although empirical results confirm a relationship between knowledge views held and the understanding of facilitative leadership, this link is not as strong as was initially expected. This may is explained by the fact that, in the coalface, most practitioners cannot actually afford to be rigorous and meticulous about exactly how they define organisational knowledge. Also, practitioners all face certain unique constraints and contextual issues which influence their ability and freedom to subscribe to a certain view of knowledge management and facilitation. / AFRIKAANSE OPSOMMING: Hierdie tesis ondersoek fasiliterende leierskap vanuit twee perspektiewe op organisatoriese kennis. Fasiliterende leierskap is 'n leierskapstyl wat dikwels vanuit ‘n kennis-konteks na verwys word en die term verskyn toenemend in organisatoriese- en bestuursliteratuur. Ten spyte van die feit dat die term gebruik word, is daar 'n gebrek aan kritiese ondersoek na die aard van fasiliterende leierskap. In bestuursliteratuur word die presiese rol van fasiliterende leierskap, asook hoe hierdie rol vervul moet word, nie duidelik uiteengesit nie. Die tesis spreek hierdie gebrek aan deur die fokus van fasilitering, vanuit die praktisynsoogpunt, te bekyk. Dit word gedoen deur leierskapsliteratuur te hersien en spesifiek te kyk na wat bedoel word met fasiliterende leierskap en die konnotasies daarvan. Daar word geargumenteer dat die toenemende belangstelling in fasilitering gekoppel is aan die veranderde aard van werk in die kennis-era. Hierdie verandering het tot gevolg dat organisaies nou die bevordering van kennis-dinamika as prioriteit ag. Die tesis argumenteer dat die fokus van fasilitering bepaal word deur die manier waarop organisatoriese kennis gekonsepsualiseer word. Daar word ondersoek ingestel na die pluralistiese epistemologie, wat grootendeels onderliggend is aan meeste kennisbestuursliteratuur, met ‘n spesifieke fokus op die verskil tussen kennis as ‘n besitting en kennis as‘n praktyk. Die hipotese is dat verskillende sienings van organisatoriese kennis nie net verskillende kennisbestuurstrategieë tot gevolg sal hê nie, maar ook verskillende vorme van fasiliterende leierskap. Hierdie insig word dan getoets deur onderhoude te voer met praktisyne wat hulself beskryf as fasiliterende leiers. Die ondersoek bestaan uit 'n twee-fase onderhoud: die eerste fase behels 'n stel gestruktureerde vrae wat daarop gemik is om die kennis-siening te bepaal en die tweede fase bestaan uit 'n stel oop vrae wat probeer om die begrip van fasilitering te ontbloot. Nadat die aanvanklike hipotese hersien is in die lig van empiriese bevindinge, word die gevolgtrekking gemaak dat praktisyne meer genuanseerd is in hul begrip van kennis as wat die literatuur voorstel. Hoewel die empiriese resultate bevestig dat daar ‘n verhouding is tussen die siening van kennis en die manier waarop fasiliterende leierskap verstaan word, is hierdie verhouding nie so sterk soos wat aanvanklik verwag is nie. Dit kan verklaar word deur te verwys na die feit dat, in realiteit, meeste praktisyne nie kan bekostig om streng en nougeset te wees oor die wyse waarop hul organisatoriese kennis definieer nie. Daar word ten slotte aangevoer dat alle praktisyne unieke beperkinge en omstandighede het wat hul vermoë en vryheid om 'n bepaalde siening in te neem beïnvloed.

Text in English with abstracts in English, Afrikaans and Venda / In this qualitative study, the research objective was to present a theoretical framework for the phenomenon of interpersonal leadership relations (denoting both the dyadic relationship between two leader/followers and the leadership communication taking place in the dyad) in knowledge-based organisational contexts. It is posited that the interpersonal leader-follower dyad (LFD) may be viewed from a systems theory perspective as a system consisting of two system parts (individuals). These individuals are labelled ‘leader/followers’ to emphasise their mutual interdependence, and to indicate that these roles may be interchangeable, based on the knowledge needs in a particular situation (in line with the tenets of shared leadership). The dyadic system is influenced by its environment, the organisational context. However, the primary focus of this study is on interpersonal leadership communication as symbolic interaction between the leader/followers in the LFD. These three systemic levels are represented as major themes in the model resulting from this study: Theme 1 – an organisational environment that supports constructive interpersonal leadership relations (ILR); Theme 2 – symbolic interaction in the LFD; and Theme 3 – personal attributes that enhance ILR. The data were collected from two convenience samples. In-depth, semi-structured interviews were conducted with participants in Sample 1, while questionnaires were used to collect data from Sample 2. In both cases, thematic analysis was used to analyse and interpret the data. The major contribution of the study is the resulting theoretical framework of ILR, which comprises a theoretically based definition of ILR; a generic model of ILR; and current guidelines for fostering constructive ILR in knowledge-based contexts, with reference to the three systemic levels. The following definition was phrased based on the study: Constructive interpersonal leadership relations (ILR) in a knowledge-based organisational context is a dyadic process of symbolic communication between two expert leader/followers who mutually influence each other and share meaning to strengthen their relationship and to collaboratively transfer and apply knowledge to achieve organisational goals. In terms of the environment, it was found that organisational leaders should actively model and promote the following: a collaborative leadership concept, workplace spirituality, cultural inclusivity, and adaptation to advancing communication technologies. Regarding symbolic interaction in the LFD, the following communication practices were found to be central to constructive ILR: active listening, supporting followers as unique individuals, respectful communication, considering followers’ input, facilitating constructive redefinition of the other leader/follower’s self, role-taking (taking the perspective of the other leader/follower’s role), awareness of attribution, conflict management through non-threatening, respectful and preferably face-to-face discussion, facilitating a sense of meaning or purpose at work for the other leader/follower, and fostering constructive relationship properties such as trust. It was found that ILR may produce system outputs into the organisation that contribute to the organisational culture and climate, job performance, employee morale and engagement, and staff retention. Personal attributes were organised into personal values and competencies that support ILR. The most important personal values were identified as honesty, love or supportiveness, respect, relationships or engagement, trust, and professional excellence. Essential competencies were identified as listening skills, emotional communication competencies (particularly self-awareness, self-reflection and attending to others’ emotions), engagement skills, conflict management skills, and multicultural competency (including generational skills). / In hierdie kwalitatiewe studie word ’n teoretiese raamwerk voorgelê vir die verskynsel ‘interpersoonlike leierskapsverhoudings‘ (verwysende na beide die diadiese verhouding tussen twee leier/volgelinge en die leierskapskommunikasie wat in die diade plaasvind) in kennisgebaseerde organisatoriese kontekste. Die uitgangspunt is dat die interpersoonlike leier-volgeling-diade (LVD) vanuit ‘n sisteemteoretiese perspektief beskou kan word as ‘n sisteem wat uit twee sisteemdele (individue) bestaan. Hierdie individue word ‘leier/volgelinge‘ genoem om hulle wedersydse interafhanklikheid te beklemtoon; en om aan te toon dat hierdie rolle uitruilbaar mag wees, afhangende van die kennisbehoeftes in ’n gegewe situasie (met verwysing na die teorie van gedeelde leierskap). As ’n sisteem word die LVD ook deur die omringende omgewing of organisatoriese konteks beïnvloed. Die primêre fokus van hierdie studie is egter op interpersoonlike leierskapskommunikasie as simboliese interaksie tussen die leier/volgelinge in die LVD. Hierdie drie sistemiese vlakke word in hierdie studie deur die hooftemas in die studie verteenwoordig en ook as sulks in die voortvloeiende model uitgebeeld: Tema 1 – ’n organisatoriese omgewing wat konstruktiewe interpersoonlike leierskapsverhoudings (ILV) ondersteun; Tema 2 – simboliese interaksie in die LVD; en Tema 3 – persoonlike eienskappe wat ILV bevorder. Die teoretiese raamwerk van ILV bestaan uit die volgende: ’n teoreties gefundeerde definisie van ILV; ’n generiese model van ILV; en ’n raamwerk van huidige riglyne vir die kweek van konstruktiewe ILV in kennisgebaseerde kontekste, met verwysing na die drie sistemiese vlakke van omgewing, diade en individuele leier/volgelinge. Die volgende definisie is op grond van die navorsingsresultate geformuleer: Konstruktiewe interpersoonlike leierskapsverhoudings (ILV) in ’n kennisgebaseerde organisatoriese konteks is ’n diadiese proses van simboliese kommunikasie tussen twee kundige leier/volgelinge wat mekaar wedersyds beïnvloed en betekenis deel om hulle verhouding te versterk en kennis samewerkend oor te dra en aan te wend om organisatoriese doelwitte te bereik. In terme van die organisatoriese omgewing is bevind dat organisatoriese leiers, veral senior leiers, die volgende aktief moet modelleer en bevorder in die organisasie: ’n samewerkende leierskapskonsep, spiritualiteit in die werkplek, kulturele insluiting, en aanpassing by vooruitgang in kommunikasietegnologie. Met verwysing na simboliese interaksie in die LVD is die volgende praktyke bevind as sentraal tot konstruktiewe ILV: aktiewe luistergedrag, die ondersteuning van volgelinge as unieke individue, respekvolle kommunikasie, die inagneming van volgelinge se insette, die fasilitering van die konstruktiewe herdefiniëring van die ander leier/volgeling se self, rol-inneming (die inneem van die rolperspektief van die ander leier/volgeling), bewustheid van attribusie, die bestuur van konflik deur nie-bedreigende, respekvolle en – waar moontlik – aangesig-tot-aangesig bespreking, die fasilitering van ’n sin van doel of betekenis by die werk vir die ander leier/volgeling, en die kweek van konstruktiewe verhoudingseienskappe (vertroue, uitruilbare leier/volgeling-rolle en wedersydse invloed is geïdentifiseer as belangrik). Dit is ook bevind dat ILV sisteemuitsette in die organisasie mag genereer wat bydra tot die organisatoriese kultuur en klimaat, werkprestasie, werknemers se moreel en betrokkenheid, en personeelbehoud. Persoonlike eienskappe is verdeel in waardes en vaardighede wat ILV ondersteun. Die belangrikste waardes is geïdentifiseer as eerlikheid, liefde, respek, verhoudings, vertroue, en professionele uitnemendheid. Die volgende vaardighede is geïdentifiseer as noodsaaklik: luistervaardighede, emosionele kommunikasievaardighede (met spesifieke verwysing na selfbewussyn, selfrefleksie en aandag aan ander se emosies), betrekkingsvaardighede, konflikbestuursvaardighede, en multi-kulturele vaardighede (wat generasievaardighede insluit). Die date is ingesamel uit twee gerieflikheidsteekproewe. Indiepte-, semi-gestruktureerde onderhoude is gevoer met Steekproef 1 (kundiges op gebiede verwant aan ILV in kennisgebaseerde kontekste), terwyl vraelyste gebruik is om data te verkry by Steekproef 2 (leier/volgelinge in kennisgebaseerde kontekste). Tematiese ontleding is in beide gevalle gebruik om die data te ontleed en te interpreteer. / Kha iyi ngudo ya u tandula ‘qualitative’, ndivho ya ṱhoḓisio yo vha u ṋetshedza mutheo wa thiyori kha sia ḽa vhushaka ha vhurangaphanḓa vhukati ha vhathu (zwine zwa amba vhushaka ha tshumisano vhukati ha vharangaphanḓa/vhatevheli vhavhili na vhudavhidzani kha vhurangaphanḓa vhune ha khou bvelela nga kha tshumisano yeneyo) kha nyimele ya tshiimiswa yo ḓitikaho nga nḓivho. Zwo sumbedziswa uri tshumisano ya murangaphanḓa-mutevheli vhukati ha vhathu (leader-follower dyad (LFD)) i nga lavheleswa u bva kha sia ḽa sisiṱeme ya thyori sa sisiṱeme ine ya vha na zwipiḓa zwivhili (vhathu). Vhathu avha vha vhidzwa ‘vharangaphanḓa/vhatevheli’ hu u itela u khwaṱhisedza u ḓitika havho nga muṅwe, na u sumbedza uri mishumo iyi i nga imelelana, zwo ḓitika nga ṱhoḓea dza nyimele yeneyo. (zwi tshi tevhedza vhatevheli vha vhurangaphanḓa uvho). Sisiṱeme ya tshumisano i ṱuṱuwedzwa nga nyimele yayo, nyimele ya tshiimiswa. Fhedziha zwa ndeme kha ngudo iyi ndi nga vhudavhidzani ha vhurangaphanḓa vhukati ha vhathu sa tshiga tsha tshumisano vhukati ha vharangaphanḓa/vhatevheli kha LFD. Maga aya mararu a sisisṱeme a imelelwa nga ṱhoho khulwane kha nḓila yo livhisaho kha ngudo iyi: Ṱhoho 1 – mupo/nyimele ya tshiimiswa i ṱuṱuwedzaho vhushaka ha vhurangaphanḓa vhu vhuedzaho vhukati ha vhathu (interpersonal leadership relations (ILR)); Ṱhoho 2 – Tshiga tsha tshumisano kha LFD; na Ṱhoho 3 – Vhuvha ha muthu vhune ha konisa ILR. Data yo kuvhanganywa u bva kha sambula dzine dza vha dza tsinisa. Mbudziso dzo ṱanḓavhuwaho, dzi sa langiho kufhindulele kha vhavhudziswa dzo itwa hu na vhadzheneli kha Sambula ya u thoma (1), ngeno khwesheya dzo shumiswa u kuvhanganya data kha Sambula 2. Kha nyimele dzoṱhe ho shumiswa ṱhaṱhuvho i re na vhushaka na ṱhoho u itela u ṱhaṱhuvha na u ṱalutshedza data. Zwine ngudo iyi ya vhuedza khazwo ndi mvelelo ya mutheo wa thyori wa ILR, ine ya vha na ṱhalutshedzo yo ḓitikaho nga thyori ya ILR, nḓila ya u angaredza ya ILR; na tsumbanḓila dza zwino u itela mbuelo ya ILR kha nyimele yo ḓitikaho nga nḓivho, zwo lavhelesa kha maga a sisiṱeme. Ṱhalutshedzo i tevhelaho yo vhekanywa zwi ḓitika nga ngudo: Vhushaka ha vhurangaphanḓa Vhuvhedzaho vhukati ha vhathu (ILR) kha nyimele ya tshiimiswa yo ḓitikaho nga nḓivho ndi maitele a tshumisano ya tshiga tsha vhudavhidzani vhukati ha vharangaphanḓa/vhatevheli vha re na nḓivho vhane vha ṱuṱuwedzana na u kovhekana zwine zwa amba u itela u khwaṱhisa vhushaka havho khathihi na u fhirisa na u shumisa nḓivho u itela u zwikelela zwipikwa zwa tshiimiswa. Zwi tshi ya nga nyimele, zwo wanala uri vharangaphanḓa vha tshiimiswa vha tea u vhumba na u ṱuṱuwedza zwi tevhelaho: muhumbulo wa tshumisano kha vhurangaphanḓa, zwa tshimuya mushumoni, u katela zwa mvelele, na u ṱanganedza u shumiswa ha thekhinoḽodzhi ya vhudavhidzani. Maelana na tshumisano nga tshiga kha LFD, maitele a vhudavhidzani a tevhelaho a wanala a one a ndeme kha ILR ire na mbuelo: u thetshelesa nga vhuronwane, u tikedza vhatevheli hu na kupfesesele kwa uri vhathu vho fhambana, vhudavhidzani ha ṱhonifho, u dzhiela nṱha mihumbulo ya vhatevheli, u ṱuṱuwedza u ṱhalutshedza nga nḓila yo fhambanaho i vhuedzaho ya vhaṅwe vharangaphanḓa/vhatevheli vha shumaho u ya nga vhone vhaṋe, u dzhia dzhenelela (u vhona nga nḓila ine vhaṅwe vharangaphanḓa/vhatevheli vha vona ngayo), u tangnedza nḓivho, ndaulo ya phambano nga kha nyambedzano i sa shushedziho, ya ṱhonifho, nga maanḓa nga nyambedzano vhathu vho livhana zwifhaṱuwo, u ṱuṱuwedza nḓivho ya ṱhalutshedzo kana ndivho ya mushumo kha vhaṅwe vharangaphanḓa/vhatevheli, u ṱuṱuwedza zwithu zwi fhaṱaho vhushaka vhu vhuedzaho u fana na u fulufhedzana. Zwo tumbulwa uri ILR i bveledza sisiṱeme ya mvelelo u vha tshiimiswa tshine tsha dzhenelela kha mvelele na vhuḓipfi, kushumele kwa mushumo, u ṱuṱuwedzea na u dzhenelela ha vhashumi, nauri vhashumi vha sa ṱuwe. U ṱanganedzea ha muthu zwo vheekanywa zwi tshi ya nga mikhwa ya muthu ene muṋe na vhukoni zwine zwa tikedza ILR. Mikhwa ya muthu ya ndemesa yo topolwa sa u fulufhedzea, lufuno, ṱhonifho kana u dzhenelela, fulufhelo, na vhukoni kha zwa phurofeshinaḽa. Vhukoni ha ndeme ho sumbedzwa sa vhukoni ha u thetshelesa, vhukoni ha vhudavhidzani ha muhumbulo (nga maanḓa u ḓiḓivha, u ḓilingulula/sedzulusa na u dzhiela nzhele vhuḓipfi ha vhaṅwe vhathu), vhukoni ha u dzhenelela, vhukoni ha ndaulo ya phambano, na vhukoni ha u dzhenelela kha mvelele nnzhi (zwi tshi katela vhukoni ha zwa murafho). / Communication Science / D. Litt. et Phil. (Communication)

Afrikaans text / The researcher was approached by the security industry to identify leadership shortcomings and to design a leadership course aimed at supervisory level. The research question YJas: "Is it possible to identify shortcomings in individuals in respect of leadership qualities and to address these shortcomings by means of a leadership training model?" After a background study, a leadership training model was developed ·and a bottom-up needs analysis was executed. The developed questionnaire was distributed and the response was statistically processed and interpreted. The target group was identified. The course was designed, presented and evaluated. The impact of this course will be determined through research after a period of 12 to 18 months by comparing and interpreting personnel statistics on aspects like absence without leave, personnel turnover, sick leave and a number of disciplinary hearings. / Die navorser is deur 'n sekuriteitsmaatskappy genader om leierskap­ tekortkominge te identifiseer en 'n kursus te antwerp en aan te bied wat op toesighouervlak gerig is. Die navorsingsvraag is : "Is dit moontlik om tekortkominge ten opsigte van leierskapkwaliteite te identifiseer en deur middel van 'n leierskap­ opleidingsmodel aan te spreek?" Na afloop van 'n agtergrondstudie, is 'n leierskapmodel ontwikkel en 'n onder-na-bo-behoeftebepaling uitgevoer. Die ontwikkelde vraelys is versprei en die terugvoere is statisties verwerk en ge'interpreteer. Die teikengroep is ge'identifiseer. Die kursus is antwerp, aangebied en geevalueer. Die impak van die kursus sal deur middel van verdere navorsing na 'n periode van 12 tot 18 maande getoets word deur die vergelyking en interpretering van personeelstatistieke met betrekking tot afwesighede sander verlof, personeel omset, siekteverlof en die aantal dissplinere verhore. / Curriculum and Instructional Studies / M. Ed. (Didaktiek)

Made available in DSpace on 2016-08-02T21:42:45Z (GMT). No. of bitstreams: 1 Rovilson Dias da Silva.pdf: 745174 bytes, checksum: 40122f99adf3c7a22ad34869bbd2b307 (MD5) Previous issue date: 2007-12-11 / There is great interest in the optimization of the efficiency of the work force. One of the major aspects is the availability of new technology, and how it interacts with the work force. The leadership has always been considered an essential feature of the administration process, however, how does it develop in virtual teams is not fully understood. Here we present some results on an investigation of the role of the leadership on the behaviour of the virtual teams. Ten subjects from a French company located in Sao Paulo region who work in different areas of Brazil were selected. The subjects received a standardized questionnaire and were then contacted by phone for further clarification. The results demonstrated that the leadership is considered highly relevant by the subjects. It was possible also to detect facilitating and troublesome elements in the relationship between the leader and the virtual team. The major facilitating elements appointed by the virtual team were freedom of action, time flexibility and avoidance of administrative/bureaucratic procedures. On the bad side, lack of discipline and daily routine, inadequate working conditions and a feeling of social isolation were considered major handcups.(AU) / No mundo contemporâneo as formas de atingir desempenho máximo são cruciais, resulta em altos investimentos em tecnologia com o intuito de melhorar, entre outros, o desempenho dos trabalhadores, por serem esses os responsáveis pela produção eficiente ou não de bens e serviços. A tecnologia tem sido essencial neste processo, tais recursos estão à disposição de toda e qualquer empresa. Resta então, otimizar o desempenho dos trabalhadores frente a tal cenário. Neste, a liderança que sempre foi marcante nos processos administrativos, precisa ser reavaliada com o objetivo de conhecer como ela se dá nas equipes virtuais. O trabalho em equipe num mesmo local ganhou força desde a última década e continua sendo propulsora de desempenho na década atual. Contudo, tais equipes ganharam novo papel: o de compartilhar o desenvolvimento de um bem ou serviço em locais distintos. Nasceram, então, as equipes virtuais. Este trabalho objetiva compreender como a liderança estimula a motivação dos integrantes de equipes virtuais. Com intuito de responder ao objetivo do trabalho foi realizado um estudo de caso exploratório em uma empresa multinacional francesa instalada na região metropolitana de São Paulo. O caso é composto por 10 sujeitos que cobrem todo território nacional, para a qual foi realizada entrevista pelos mesmos meios de comunicação utilizado pelos sujeitos. Como resultado obteve-se a idéia de que a liderança é de alta relevância para o caso estudado. Identificou-se que nas equipes virtuais há elementos facilitadores e dificultadores, de ordem pessoal, organizacional e de infra-estrutura.(AU)

Orientador: Sergio Tonini Button / Dissertação (mestrado profissional) - Universidade Estadual de Campinas, Faculdade de Engenharia Mecanica / Made available in DSpace on 2018-08-04T22:18:29Z (GMT). No. of bitstreams: 1 Reis_HelenadeFatimados_M.pdf: 6396996 bytes, checksum: ea8f8dc2d4debb6e4d841937b276a5cd (MD5) Previous issue date: 2004 / Resumo: Em um mundo cada vez mais interligado, e em constantes mudanças, as empresas estão buscando novos conhecimentos e formas de gerenciamento como oportunidades para seu crescimento e desenvolvimento. O principal objetivo deste trabalho é investigar se a liderança exerce um papel efetivo na gestão da qualidade. O trabalho é composto por estudo sobre os conceitos de qualidade e liderança e um estudo, de caráter exploratório, em três empresas de ramos de negócios diferentes, objetivando conhecer a relação entre liderança e gestão da qualidade. O estudo sobre qualidade mostra conceitos, estruturas, processos e estratégias da gestão da qualidade. O estudo sobre liderança identifica a evolução histórica dos conceitos de liderança, contexto e estratégias. A pesquisa foi realizada utilizando um questionário com 29 questões, compondo três fatores: organização do trabalho, liderança e processo decisório e, foco no cliente. A amostra pesquisada foi constituída de 120 empregados. A análise dos resultados apresentados nos três fatores que deram sustentação a pesquisa, evidencia que a liderança exerce um papel efetivo na prática de gestão da qualidade. Pela complexidade dos temas, este estudo merece maior aprofundamento para que os resultados ora alcançados sejam ampliados / Abstract: In a world each more linked, and in constant change, the companies are searching for knowledge and new learning forms as chances for its growth and development. The main objective of this paper is to investigate if the leadership exerts an effective paper in the quality management. The paper is composed by a study on the concepts of quality and leadership and a study, of explorer character, in three companies of different business branches, objectifying to know the relation between leadership and quality management. The study on quality shows the qllality management concepts, structures, processes and strategies. The stlldy on leadership identifies the historical evolution ofthe leadership concepts, context and strategies. The research was carried through using a questionnaire with 29 questions, composing three factors: organization ofthe work, leadership and power to decide process, and focus in the customer. The searched sample was constituted of 120 employees. The results analysis presented in the three factors that had given sustentation to the research, evidences that the leadership exerts an effective paper in the practical qllality management. Due to the sllbjects complexity, this study deserves greater deepening so that the reached results are extended. / Mestrado / Gestão da Qualidade Total / Mestre em Engenharia Mecânica