Made available in DSpace on 2016-03-15T19:25:50Z (GMT). No. of bitstreams: 1 Nereida Silveria.pdf: 1043135 bytes, checksum: 77740a92d7c758cec23075ec4c0f5ecb (MD5) Previous issue date: 2007-02-06 / Fundo Mackenzie de Pesquisa / The study investigated the effect of similarity and dissimilarity in characteristics of different depth levels, perceptual or real, over the superiors and subordinate relationship quality through LMX (Leader-Member Exchange) viewpoint. The characteristics investigated were gender and age at the superficial level and work family conflict at deep level. The study counted with the comparative data of 89 dyads. The results indicate the influence of general similarity perception in the quality of superiors and subordinate relationship. The stronger the similarity perceived, better the dyadic relationship. This effect increases when subordinate declares satisfied with the quality and frequency of the contact with his/her superior. Results demonstrate that similarity perception does not correspond to real similarity or dissimilarity, but this correspondence is enhanced when the contact is satisfactory. / O estudo buscou investigar os efeitos da similaridade e dissimilaridade em características de diferentes níveis de profundidade, reais ou percebidas, na qualidade da relação de superiores(as) e subordinados(as) sob a ótica da LMX (Leader-Member Exchange). As características investigadas foram gênero e idade, no nível superficial e conflito família-trabalho no nível profundo. O estudo contou com os dados comparativos de 89 díades. Os dados indicam a influência da percepção de similaridade geral na qualidade da relação de superiores e subordinados. Quanto maior a similaridade percebida, melhor a relação diádica. Este efeito é ampliado quando o(a) subordinado(a) se declara satisfeito(a) com a qualidade e a freqüência do contato com seu/sua superior(a). Resultados demonstram que a percepção de similaridade não corresponde à similaridade ou dissimilaridade real, mas esta correspondência se amplia quando o contato for satisfatório.

Tripanossomas são parasitas obrigatórios de uma grande variedade de hospedeiros vertebrados e invertebrados sendo descritas até hoje centenas de espécies, genótipos, linhagens e DTUs. Análises moleculares foram chaves para perceber a complexidade deste gênero e necessários na predição de histórias evolutivas entre tripanossomas patogênicos e não patogênicos do velho e novo mundo. Além dos marcadores tradicionais (SSU rDNA e gGAPDH), o gene Spliced Leader (SL) tem sido útil na identificação e genotipagem de tripanossomatídeos, mas poucas espécies possuem genes SL bem estudados. Este trabalho caracterizou as estruturas primárias e secundárias do gene SL de várias espécies representantes dos principais clados de tripanossomas, evidenciando seu polimorfismo inter e intra-específico e mostrando sua utilidade como DNA barcoding. Os resultados obtidos permitiram a descrição de novas espécies (T. livingstonei e T. wauwau), a identificação de subgrupos nas DTUs de T. cruzi e suportaram os relacionamentos filogenéticos obtidos com os marcadores tradicionais. / Trypanosomes are obligate parasites found in a great variety of vertebrate and invertebrate hosts, with hundreds of species, genotypes, lineages and discrete typing units (DTUs) being described. Molecular analyses have been essential to understanding the complexity of trypanosomes and to predict the evolutionary history of the non-pathogenic and pathogenic species from the Old and New World. Besides traditional phylogenetic markers (SSU rDNA and gGAPDH), Spliced Leader (SL) gene has proven useful for identifying and genotyping trypanosomatids, but well defined SL sequences are available for only a few species. In this study, SL primary and secondary structures were determined for species representatives of the main trypanosome clades, showing inter and intra-specific variability that rendered them useful for DNA barcoding. SL results allowed the description of new trypanosome species (T. livingstonei and T. wauwau), the identification of subgroups in the T. cruzi DTUs, in addition to support the phylogenetic relationships obtained with traditional markers.

The purpose of this qualitative study was to analyze teacher leader models developed and implemented by the Tennessee Teacher Leader Network in order to assess the impact the models have on district policies and practices. Data were collected through a content analysis to analyze for recurring themes and differences to assess how models influence teaching and learning within districts. Fourteen district teacher leader models and strategic plans were analyzed for this study. Eleven research questions guided this study, and qualitative data were analyzed for recurring themes and differences. Findings from this study suggest teacher leader models are limiting the vision and implementation of shared leadership by focusing on the management of instruction and student achievement. Implications for practice recommend modifying models to better align with a shared leadership framework, developing a clearly defined framework for communication that actively includes teacher leaders, and developing alternative evaluative criteria beyond the use of student achievement and growth data from standardized assessments.

Ce travail traite de l'évitement d'obstacles pour les robots mobiles à roues. D’abord, deux solutions sont proposées dans le cas d’un seul robot autonome. La première est une amélioration de la technique des champs de potentiel afin de contraster l’apparition de minima locaux. Le résultat se base sur l’application de la définition de l’ «Input-to-State Stability» pour des ensembles décomposables. Chaque fois que le robot mobile approche un minimum local l’introduction d’un contrôle dédié lui permet de l’éviter et de terminer la tâche. La deuxième solution se base sur l’utilisation de la technique du «Supervisory Control» qui permet de diviser la tâche principale en deux sous tâches : un algorithme de supervision gère deux signaux de commande, le premier en charge de faire atteindre la destination, le deuxième d’éviter les obstacles. Les deux signaux de commande permettent de compléter la mission en temps fini en assurant la robustesse par rapport aux perturbations représentant certaines dynamiques négligées. Les deux solutions ont été mises en service sur un robot mobile «Turtlebot 2». Pour contrôler une formation de type leader-follower qui puisse éviter collisions et obstacles, une modification de l’algorithme de supervision précédent a été proposée ; elle divise la tâche principale en trois sous-problèmes gérés par trois lois de commande. Le rôle du leader est adapté pour être la référence du groupe avec un rôle actif : ralentir la formation en cas de manœuvre d'évitement pour certains robots. La méthode proposée permet au groupe de se déplacer et à chaque agent d’éviter les obstacles, ou les collisions, de manière décentralisée / This dissertation work addresses the obstacle avoidance for wheeled mobile robots. The supervisory control framework coupled with the output regulation technique allowed to solve the obstacle avoidance problem and to formally prove the existence of an effective solution: two outputs for two objectives, reaching the goal and avoiding the obstacles. To have fast, reliable and robust results the designed control laws are finite-time, a particular class very appropriate to the purpose. The novelty of the approach lies in the easiness of the geometric approach to avoid the obstacle and on the formal proof provided under some assumptions. The solution have been thus extended to control a leader follower formation which, sustained from the previous result, uses two outputs but three controls to nail the problem. The Leader role is redesigned to be the reference of the group and not just the most advanced agent, moreover it has a active role slowing down the formation in case of collision avoidance manoeuvre for some robots. The proposed method, formally proven, makes the group move together and allow each agent to avoid obstacles or collision in a decentralized way. In addition, a further contribution of this dissertation, it is represented by a modification of the well known potential field method to avoid one of the common drawback of the method: the appearance of local minima. Control theory tools helps again to propose a solution that can be formally proven: the application of the definition of Input-to-State Stability (ISS) for decomposable sets allows to treat separate obstacles adding a perturbation which is able to move the trajectory away from a critic point

Hiring the wrong leader can have disastrous effects on the productivity, moral, time and budget of an organization. In fact, a gap of leaders will arise in the next years, which makes it necessary to know and use the right strategies for attracting and selecting the appropriate future leaders who have the ability to successfully lead a company. Therefore, recruiting and selecting the right leaders is an important challenge for all organizations worldwide. How can they find, attract and choose people to become leaders? To answer this question, this Thesis looks at the whole process of hiring future leaders for organizations. First, we want to determine what is necessary to be successful in a leadership position in an organization. Second, we figured out what kind of recruitment strategies can be used in order to attract and find leaders, and third, we aim at showing which methods companies can employ to select the best fitting candidate for their vacant leadership position. In order to find answers to these questions, we have conducted interviews with seven leaders from different industry sectors, who shared their experience about leadership and the way of finding, attracting and selecting talented people who can become future leaders. Moreover, we conducted a questionnaire that has been handed out to students who might be potential leaders of the future. To ensure the meaningfulness of the study, we asked students from different faculties in 21 countries. The reason of the mixture of different sources is to acquire a broader insight into how the recruitment and selection of leaders takes place, with the aim of creating a representative picture.

How does authentic leadership influence subordinate outcomes? It depends on whom you ask. Using Walumbwa, Avolio, Gardner, Wernsing, and Peterson’s (2008) theory-based measure of authentic leadership, this dissertation research advances the authentic leadership literature by: 1) examining relations between managers’ self-reported and subordinates’ ratings of authentic leadership and subordinate outcomes; 2) testing the theoretical proposition that more authentic leaders are inherently more ethical both in the values they subscribe to and in their behavior when compared to less authentic leaders; and 3) examining the mediating mechanisms that account for relations between authentic leadership and subordinate outcomes. Using a field sample of 188 managers and 75 subordinates, results revealed that subordinates and their managers do not see eye to eye in their perceptions of managers’ authentic leadership as the correlation between their ratings was only marginally significant. General support was found for the notion that more authentic leaders subscribe more to self-transcendent values and less to self-enhancement values when compared to less authentic leaders; they also engage in more ethical decision making. Furthermore, results showed that authentic leadership is associated with a broad range of subordinate outcomes, including leader-member exchange, affective organizational commitment, organizational citizenship behavior, and job performance. However, these relations were found only within source. Mediation analyses revealed that subordinates’ trust in their manager partially mediated the relation between subordinate-rated authentic leadership and subordinates’ perceptions of the quality of their relationship with their manager (LMX). Mediation analyses also revealed that subordinates’ trust in their manager and their sense of psychological empowerment each mediated relations between subordinate-rated authentic leadership and subordinates’ affective organizational commitment. In addition, managers’ self-reported empowering leader behavior mediated the relation between managers’ self-rated authentic leadership and their ratings of their subordinates’ organizational citizenship behavior. Implications for research and practice are discussed.

Le présent ouvrage s’intéresse à la façon dont la science politique aborde le sujet qu’est le leader, la prise de décision et la maladie mentale. Pour ce faire, la littérature de la discipline ainsi que celles de domaines connexes sont explorées. La recherche nous amène à constater que la science politique n’étudie pas véritablement le sujet et lorsqu’elle le fait, les analyses laissent à désirer. Cependant, d’autres disciplines se sont penchées sur le thème de façon intéressante. Ceci nous conduit à appeler la science politique à étudier avec sérieux le sujet qu’est le leader, la prise de décision et la maladie mentale en s’inspirant du travail fait dans d’autres disciplines, tout particulièrement la psychologie. / In this thesis, an attempt is made to understand how political science studies the subject that is the leader, decision-making and mental illness. To do so, we explore the field’s literature and that of similar domains. This brings us to conclude that the subject is not truly studied in political science and when it is, it could be better. Other academic fields have studied the subject in interesting ways. This leads us to call upon political science to inspire itself by these other fields (particularly psychology) and seriously study the subject that is the leader, decision-making and mental illness.

Bakalauro baigiamajame darbe analizuojamas Leader programos įgyvendinimas Radviliškio rajone. Pirmoje bakalauro baigiamojo darbo dalyje nagrinėjami kaimo plėtros įgyvendinimo aspektai, pasitelkiant Lietuvos ir užsienio autorių įžvalgas atskleista kaimo plėtros samprata bei raida. Atskleista Leader metodo samprata, apžvelgti metodo principai, įgyvendinimo etapai. Taip pat šioje dalyje išanalizuotas Leader programų įgyvendinimas Lietuvoje. Empirinėje bakalauro baigiamojo darbo dalyje atliekama Leader programos įgyvendinimo Radviliškio rajone situacijos analizė, analizuojama vietos plėtros strategija bei jos įgyvendinimas. Taip pat atliekamas VVG veiklos vertinimas procesų aspektu. Kokybinių duomenų rinkimo metodas – formalizuotas interviu su informantais (vietos veiklos grupės atstovais, seniūnijų seniūnais ir bendruomenės pirmininkais) ir su ekspertu (Šiaulių univeriteto socialinių mokslų fakulteto dėstytoju, Kaimo plėtros tyrimų centro direktoriumi). Remiantis teorinėje dalyje aprašytais Leader metodo principais, sukonstruotas tyrimo instrumentas – interviu klausimynas. Jo pagalba apibrėžiamos Leader programos įgyvendinimo Radviliškio rajone tobulinimo galimybės, vietos plėtros strategijos įgyvendinimo problemos, jų priežastys, nustatytos strategijų tobulinimo galimybės. Atlikta Leader principų bei neurbanizuotų vietovių funkcijų įgyvendinimo Radviliškio rajone analizė, bei stiprybių ir galimybių analizė. / There is analyzed realization of Leader programme in Radviliškis area in this Bachelor’s thesis. There are analyzed aspects of realization of rural development in the first part of Bachelor’s thesis. Also, through some insights of Lithuanian and foreign authors and opinion, conception and evolution of rural development is revealed. The conception of Leader method is revealed, principles of this method and stages of implementation are reviewed. Moreover, the Leader programme realization in Lithuania is analyzed in this part of Bachelor’s thesis. In empirical part of this Bachelor’s thesis the situational analysis of Leader programmes’ realization in Radviliškis area is performed, local development strategy and its implementation are analyzed. Moreover, local activity groups performance is evaluated by aspects of processes. The method of qualitative data collection – formalized interview with informants (representatives of local activity group, elders of parish and councils of communities) and with an expert (Šiauliai university Social Sciences Faculty, Rural Development Research Center Director). The survey instrument – interview questionnaire – was designed basing on principles of LEADER method in theoretical part of Bachelor’s thesis. The opportunities for improvement of Leader programme realization, the realization problems and their causes of local development strategy in Radviliškis area are defined, the opportunities for strategies improvement are set. The analysis of... [to full text]

This study explores school district supports for leader efficacy. Enhancing leadership self and collective efficacy (LSE & LCE) positively impacts leader performance, which advances student learning and supports school improvement. I conducted a bounded case study of an urban school district. Evidence of district conditions and supports came from district documents, a survey and interview data. LSE and LCE were measured for 32 principals and vice-principals. This study supports the findings of an earlier study that identified ways in which district leaders, through district conditions, have the greatest impact on LSE and LCE. Evidence revealed that the district under study satisfied these conditions and also showed strong measurements of both LSE and LCE. The results show this district is finding effective ways to support and enhance LSE and LCE. District conditions are described and recommendations for continued improvement made.

This thesis examines how women perform as leaders within male-dominated professions, including law, business, politics, the military, and the academy. In studying women's performances in terms of the corporeal and spectacular, the investigation seeks to understand how particular women enact leadership through their materiality within specific times and places. Drawing on Gilles Deleuze and Felix Guattari's (1988) theorising of the processes of 'becoming', woman-as-leader is studied as an entity that passes from one incomplete and multiple assemblage to another, rather than as a singular 'developing' identity. The research is located within and between the paradoxes that complicate the performances of leadership for women. One key paradox serving as a rationale for this investigation is that, while 'equity' has become a truism of contemporary leadership, it is clear from formal reports (for example, the 2002 Equal Opportunity for Women in the Workplace Agency (EOWA) report), that many women continue to be marginalised and under-represented as leaders and senior managers. Moreover, those few women who have achieved success often acknowledge themselves as both legitimately and differently - and sometimes awkwardly, located as leaders in the everyday enactments of their work. The investigation of leadership within and between such paradoxes is problematic for a neo-liberal order of thinking, and even for socially critical theory, because of the assumptions that modernist literature makes about women's struggle for political legitimacy (ie, a narrative of progress, emancipation, and/or linear cumulative historical development). It is for this reason that the conceptual tools used in this study are drawn from post-feminist and post-structuralist theory. Such theorising refuses literal categories in favour of 'ironic categories' (Rorty, 1989) where two apparently oppositional ideas are understood to be both necessary and true. To explore women 'becoming' leaders (Deleuze & Guattari, 1988), 'woman-as-leader' is interrogated using Jean François Lyotard's (1984) notion of 'performativity,' Mary Russo's (1994) theorising of the embodied spectacle of 'the female grotesque', and Richard Rorty (1989) and Donna Haraway's (1991) insistence on partiality, doubt, and the importance of 'undoing' the fixity of modernist categories - in this instance, for women. One ironic category of importance to the study is Haraway's theorising of a 'cyborgian identity', a technological assemblage that is part-human/part-machine. This allows acknowledgement that women leaders inhabit realms beyond the boundaries imposed by the same/difference, human/machine, present/past, and real/virtue binaries. Using these tools, the performances of a number of women leaders is examined in an empirical study that focuses on a few individual women located in male-defined and male dominated settings. The empirical work has two key components. First, it provides a reading of three moments in time where a female individual dys-appears (Leder, 1990) in the public gaze, erupting as a unique spectacle in spaces that are both enabling and constraining. It foregrounds the unique complexities of three public performances in which women made a spectacle of themselves, while the analysis refuses to either celebrate the individuals involved, or to bemoan the conditions under which they did so. The analysis demonstrates the value of re-thinking leadership in terms of its complexity for the female as embodied public 'performer'. It then moves on to focus specifically on the (embodied, spectacular) tactics being deployed by women leaders in contemporary professional work. This analysis is located in the professions of law, business, politics, the military, and the academy. The data-as-evidence emerging from the analysis show women leaders to be both and neither enacting and troubling 'proper' (ie, traditional and/or known) leadership conventions. The analysis provides a reading of how, through certain tactical shifts, women work to 'de-territorialise' both the 'forms of content' and 'forms of expression' (Deleuze & Guattari, 1988) constituting leadership performances. It makes visible the tactical assemblages these women deploy, and the ways in which such tactics separate, combine, and compound the same/difference, equality/inequality, either/or binaries. The specific tactical manoeuvres for achieving legitimacy in the public gaze cluster around four identifiable ironic categories: (i) legitimate cross-dressing (ii) assertive defence (iii) proper blasphemy, and (iv) humanly-machinic. When taken together, the two components of the empirical study compel a re-theorising of 'woman-as-leader' as both insider and outsider, an entity engaging in the on-going work of diss-assembling and re-assembling a leaderly self. Woman is shown 'to be not one, not multiple, but multiplicities', simultaneously (Deleuze & Guattari, 1988). This re-theorising provides a more nuanced account of women leaders working to maintain legitimacy, credibility, and propriety as leaders than mainstream theorising of leadership and management currently allows.