TITLE: Differences in the management of private Kindergartens director of the foreign nationality and the director of Czech nationality. AUTHOR: Bc. Lenka Honsová DEPARTMENT: Centrum školského managementu SUPERVISOR: Doc. Jaroslav Kalous, Ph.D. ABSTRACT: This thesis deals with the differences in the management of the school director of foreign nationality and the director of the Czech nationality. Also searches answers to the question whether the difference in the management of private and public schools. Author relies on literature, documents dealing with education abroad, studies of other work and practical experience. The elaborated study is supported by research, which was supposed to answer pre-defined questions and confirm or disprove the hypothesis. This research could be of beneficial to Directors of these types of school, who on the basis of the findings may reflect the facts given above, and use some of the results for their practice and to improve the quality of their work and their school. KEYWODS: School director, manager, leader, executor, kindergartens

Intern interior designer leadership skills, expected by practitioners in Canada, were explored in this thesis to identify implications for interior designer education. Employment of a 16 question quantitative, online survey, examined National Council of Interior Design Qualification (NCIDQ) certified practitioners beliefs about intern leadership skills. A majority of the 116 participants agreed a leader skill set, that includes authentic and design leadership skills, is valuable for interns to have in practice. Six authentic leadership skills: self-improvement, self-monitoring, goal-commitment, openness, positivity, and composure alongside four design leadership skills: adaptability, professional, building-relationships and collaborative rank as the top ten skills. Respondent practitioners also hold post-secondary interior design educators, interior designers, and interns most accountable for leadership education. Recommendations for interior designer education include increasing authentic leadership development opportunities and practitioner involvement. Further, unification of leadership perceptions and consistent leadership language, along the full interior designer education path, is encouraged for programmatic success. / October 2016

The work is focused on management style and behavior. The theoretical part discusses the classification of management styles, its processes and procedures. Chapter leadership describes the various theories of management styles. The practical part is focused on research in the company FGInvest Ltd., used to evaluate the management style and leadership meetings. Subsequently, the author explains a specific proposal, designed to streamline the complex process of managing and conducting meetings in the community.

Rollkongruensteorin innebär att kvinnor har svårare än män att nå ledarroller och kvinnliga ledares beteende bedöms mindre fördelaktigt än manliga ledares på grund av att ledarroller anses passa stereotypiskt manliga egenskaper bättre än stereotypiskt kvinnliga egenskaper. Studien undersökte om män och kvinnor uppskattade en chef och dennes meddelande med hård ton bättre eller sämre beroende på chefens kön och yrke som militär- eller förskolechef. Fyrtionio män och fyrtiofem kvinnor besvarade en av fyra versioner av enkäter innehållande frågor och påståenden med svarsalternativ. Variansanalyser visade att kvinnor tyckte att militärchefer hade bättre yrkeslämplighet och bättre ledaregenskaper än förskolechefer. Både kvinnor och män ansåg att ledaregenskaperna hos en manlig chef var bättre än hos en kvinnlig chef. Chefen ansågs ha mer relationsinriktade egenskaper om denne var militär eller man. Vidare ansåg kvinnor att kvinnliga chefer var yrkeslämpliga i större utsträckning än vad män ansåg. Resultatet både stöder och motsätter sig rollkongruensteorin.

The study sought to investigate whether the effects of an employee’s fit or misfit with the ethical climate of an organisation is mitigated or exacerbated by the quality of the leader-member exchange experienced. The outcome variables looked at includes organisational commitment, job satisfaction and turnover intentions. Data was gathered from a total sample of 125 employees from three different non profit making organisations. Pearson Product Moment Correlations and moderated regressions were used to address the main research questions of the study. Despite, the implied theoretical link between ethical climate fit and leader member exchange, partly as a function of the constructs being centred on the notion of fit, and the role organisational leaders play in the formation of ethical climates, no significant moderation effects were found. Both variables were found to relate significantly to all job outcomes, but no combined effects of these variables on job outcomes were found. The findings of the study highlight a need for further empirical research on these concepts, and for the inquiring of existing theoretical propositions linking leaders to ethical climates.

Thesis M.Com. (Human Resources Management))--University of the Witwatersrand, School of Economic and Business Sciences, 2014. / The purpose of this research is to investigate the role of implicit leadership theories (ILTs) in leader-member exchanges (LMX) and the association of these leadership variables on employee outcomes, customer service orientation and turnover intentions. The specific context for this study is call centres. The growth in the call centre industry has warranted an investigation into variables that lead to their success. With an increased focus on retaining satisfied customers, the need to understand the factors that lead to this is emphasised. The importance of leadership and its impact on the success of organisations is often accentuated in the literature This research aimed to gain a better understanding of the variables which affect the success of call centres from a leadership perspective. The effect of leadership and specifically leader- member exchange - on employee and organisational outcomes is studied. These outcomes include job satisfaction, commitment, psychological empowerment, turnover intentions and customer orientation. The effect of implicit leadership theories (ILTs) on LMX was also assessed. This research was conducted in the South African call centre context. The target population was defined as call centre agents in the Gauteng region. 192 call centre agents from various call centres formed part of the sample. Data was gathered using self-report questionnaires. The questionnaire was administered in two parts and once all the data was collected, the relationships were tested using structural equation modelling in the SAS 9.3 statistical program. Various other tests were conducted, including tests for reliability and validity. Cronbach alphas were calculated in order to confirm the reliability of the variables. A confirmatory factor analysis was conducted in order to confirm validity. Furthermore, correlation analysis iv and path analysis was conducted to ascertain the significance of the relationships identified. LMX and psychological empowerment were found to be central in this research, having the greatest impact on the outcome variables studied; turnover intentions and customer orientation. Important recommendations for further research include the assessment of a more balance mix of in-bound and out-bound call centres since differences may exist and this research was predominantly comprised of in-bound call centres. With one of the most significant paths identified being psychological empowerment to employee customer orientation, the findings suggest that call centre managers may need to consider the long term effects of psychological empowerment on employee customer orientation and turnover intentions. The cost involved with employees leaving the organisation or losing dissatisfied customers may warrant an initiative to empower call centre agents. The use of self-managed teams may be one way to achieve this. Leaders were also found to play a central role in the outcomes studied in this research. In this regard, leaders should also go on extensive training programmes on how to deal with individual employees and on establishing good relationships with them. Managers could get peer reviews of leaders to understand where and if any problems exist. The use of team building exercises may also assist in developing good, high quality LMX relationships.

Titel: Målsamtal – Faktorer som skapar engagemang hos medarbetare Nivå: Examensarbete på Grundnivå (kandidatexamen) i ämnet företagsekonomi Författare: Kateryna Semonenko och Thomas Holmberg Handledare: Tomas Källquist och Pär Vilhelmsson Datum: 2019 - juni Syfte: Tidigare vetenskapliga arbeten indikerar att det behövs mer forskning kring målsamtal och vilka faktorer som kan skapa engagemang. Studiens syfte är att få en förståelse för vilka konkreta faktorer en ledare kan använda sig av för att påverka målsamtal och skapa engagemang hos medarbetare. Metod: Denna studie utgår ifrån socialkonstruktivismen och hermeneutiskt perspektiv där vi har gjort en kvalitativ studie och använt oss av abduktiv ansats för att skapa förståelse för undersökningsområdet. Den teoretiska referensramen är uppbyggd på tidigare forskning samt litteratur och empiri samlades in från tio semistrukturerade intervjuer. Teoretisk referensram och empiri har sedan använts för att analysera data och ta fram studiens bidrag. Resultat och slutsats: Resultatet identifierar sju konkreta faktorer som kan skapa engagemang genom målsamtal. Dessa konkreta faktorer har direkt och indirekt påverkan på engagemang. Konkreta faktorer som har direkt påverkan kan på egen hand skapa engagemang hos medarbetare medan konkreta faktorer som har indirekt påverkan har begränsad förmåga att skapa engagemang. Examensarbetets bidrag: I vår studie har vi fördjupat oss inom sju konkreta faktorer; tid, plats, frekvens, tydlig struktur, tydliga mål, antal medarbetare per ledare och förberedelser. I studien synliggörs hur dessa konkreta faktorer kan påverka medarbetarens engagemang i ett målsamtal. Dessa konkreta faktorer har även jämförts med varandra för att bedöma vilka konkreta faktorer som direkt eller indirekt påverkan på skapandet av engagemang genom målsamtal. Studien bidrar även med en förståelse för sambandet mellan begreppen engagemang, feedback, ledare och målsamtal. Förslag till fortsatt forskning: Det skulle behövas mer djupgående forskning kring de faktorer vi har identifierat för att få en ännu bättre förståelse för hur de skapar engagemang genom målsamtal. Vi bedömer att det kan utföras djupare forskning ifall det finns ytterligare faktorer som kan skapa engagemang genom målsamtal. Vi anser att det skulle vara fördelaktigt ifall vidare forskning hade skapat ett tillvägagångssätt som kan mäta engagemang genom målsamtal för att kunna bedöma skapandet av engagemang. / Title: Performance Appraisal - Factors that create employee engagement Level: Student thesis, final assignment for Bachelor Degree in Business Administration Author: Kateryna Semonenko and Thomas Holmberg Supervisor: Tomas Källquist and Pär Vilhelmsson Date: 2019 – June Aim: Previous research indicates that there is a need for further research concerning performance appraisal and factors that can create engagement. The purpose of this study is to obtain an understanding for which concrete factors a leader can use to effect performance appraisal and create employee engagement. Method: This study is based on social constructivism and hermeneutic perspective where we have done a qualitative study and used abductive approach to create an understanding for the research area. Theoretical frame is built on the previous research and literature. The empirical data was collected from ten semi-structured interviews. Theoretical frame and the empirical data have then been used to analyze data and produce the study's contribution. Result & Conclusions: The result identifies seven concrete factors that can create engagement through performance appraisal. These concrete factors have direct and indirect impact on engagement. Concrete factors that have direct impact can on their own create employee engagement while concrete factors with indirect impact have limited ability to create engagement. Contribution of the thesis: We have in our study immersed ourselves into seven factors; time, place, frequency, clear structure, clear goals, number of employees per leader and preparation. In this study we explain how the factors can create engagement through performance appraisal. These concrete factors have been compared with each other to assess which factors have direct or indirect impact on the creation of engagement through performance appraisal. The study also leaves an understanding of the connection between the concepts engagement, feedback, leader and performance appraisal. Suggestions for future research: There is a need for more in-depth research based on the factors we have identified to obtain a further understanding on how these factors create engagement through performance appraisal. More research would be needed, including additional factors that could create engagement, as there are a greater variety of factors that can create engagement through performance appraisal. We believe that it would be beneficial if further research had created an approach that could measure engagement through performance appraisal in order to assess the creation of engagement.

Tripanossomatídeos particularmente os do gênero Phytomonas, podem infectar, frutos, látex, seiva, floema e flores de muitas famílias de vegetais, e foram detectados em insetos fitófagos de seus possíveis vetores em várias regiões do Velho e Novo Continente. Em contraste com a enorme variedade da flora e da fauna entomológica da Amazônia Brasileira, poucas espécies têm sido descritas albergando tripanossomatídeos. Os tripanossomatídeos pertencentes a estes gêneros podem apresentar formas evolutivas típicas que permitem a sua identificação morfológica. No entanto as formas promastigota, existentes tanto no ciclo evolutivo dos gêneros Herpetomonas, Leptomonas e Phytomonas, não permitem a identificação morfológica, sendo necessário parâmetros adicionais para a diferenciação entre os gêneros. A dificuldade do cultivo “in vitro", impede a correta avaliação da presença destes parasitas em insetos e plantas, impossibilitando uma avaliação do universo dos tripanossomatídeos. No presente trabalho foram realizadas 37 coletas de hemípteros adultos, no estado de Rondônia, nas duas estações climáticas regional durante o período de 1998 a 1999. Foram coletados 244 hemípteros pertencentes a 17 espécies diferentes as quais 13 se revelaram portadoras de tripanossomatídeos. Das amostras positivas foram feitos esfregaços em lâminas e corados com Giemsa para posterior análise morfológica e morfométrica. Numa segunda etapa fizemos aplicação do PCR (reação em cadeia da Polimerase) em DNA recuperado de esfregaços em lâminas para pesquisa de tripanossomatídeos de insetos e plantas seguido de hibridação com sonda SL3’ específica para pesquisa do gênero Phytomonas, com vistas a um estudo preliminar da presença de tripanossomatídeos e Phytomonas em Hemípteros Fitófagos no estado de Rondônia sem necessidade de isolamento e cultura axênica dos parasitas. / Tripanossomatids, particularly Phytomonas, may infect the fruit, latex, sap, phloem and flowers of many plant families. These parasites have also been detected in phytofagous insects which are potential vectors in many areas of the Old and New World. In spite of the enormous variety of flora and entomological fauna of the Brazilian Amazon only a few species have been described harbouring tripanossomatids. Some genera of tripanossomatids present typical morphological forms which they can be identified. However, the promastigote form occurs in the genera Herpetomonas, Leptomonas and Phytomonas, so other parameters are needed to separate them. The difficulties of in vitro cultivation also hinders determining the presence of these parasites in both insects and plants, thus making it impossible to estabilish realistic incidence rates of these ubiquitous parasites. In the present study 37collections of adult hemipterans were made in Rondônia State during the different regional seasons of 1998 to 1999. A total of 244 bugs belonging to 17 species were collected of which 13 had trypanosomatid infections. Methanol fixed smears of all the infections were made on glass slides and stained with Giemsa for the morphological studies and morphometric analyses. In a second phase, we used the PCR (Polimerase Chain Reaction) to recover DNA from the methanol fixed smears. The PCR products were hybridized with the SL3’ probe which is specific for Phytomonas. The aim of this preliminary study was to locate trypanosomatids infections in phytophagous Hemiptera captured in Rondônia State and then determine which of these belonged to the genus Phytomonas without the necessity of isolation in culture.

Syftet med studien är att utveckla kunskap om chefers uppfattningar om villkoren för att medarbetare ska stanna kvar på arbetsplatsen. Särskilt fokus läggs på synen på kompetensutvecklingens roll. Studiens metod är av kvalitativ karaktär. Inledningsvis presenteras relevant litteratur och tidigare forskning kring området. Med hjälp av en semistrukturerad intervjuguide har sedan sex chefer med någon form av personalansvar intervjuats. Det insamlade empiriska materialet har transkriberats och analyserats genom kvalitativ innehållsanalys. Resultatet visar vilka strategier cheferna använder sig av för att utveckla och behålla sina medarbetare. De aspekter som anses avgörande är: utvecklingsmöjligheter, inflytande och delaktighet, personlig dialog och feedback, öppet arbetsklimat, närvarande ledarskap, belöningar och förmåner samt tillhörighet och gemenskap. Slutsatsen är att cheferna lägger stor vikt vid att värna om sina medarbetare och arbetar aktivt med dessa aspekter för att få dem att utvecklas och vilja fortsätta sin anställning.

This study problematizes the down play of heroic perspectives in the currently rising critical and post-heroic leadership research. It argues that compromising either the critical or the post-heroic perspectives in favour of the other would constrict or mislead our understanding of the social influence of leadership processes. This study calls for maintaining the theoretical uniqueness of both perspectives in order to enhance new understandings and broader knowledge claims. Therefore, the study adopts a reflexive-ethnographic examination of the leader-follower and group dynamics, in an International Human Rights Based Organization. The overall aim is to develop an understanding of how individuals in an International Organization like Global Peace Organization (GPO) cope with the universal scope of their organization and the diversity in their work environment. This aim is fulfilled through examining self-narratives generated by the participants in their day to day interactions. To facilitate the coherence between the two leadership perspectives in this examination, a dialectical dimension is enhanced by extending the emerging tactics of reflexivity and intertextuality to the various stages of research. The critical perspective then reveals a context-driven approach in the self-narratives where participants use their particular worldviews to interpret dilemmas and conflicts originating in their work. Conflicts between participants and their leaders also reflect power interplays based on crafting a sense of we-ness / us in self-Other encounters. However, an added perspective on interpersonal relations suggests the significance of the single factor where the less secure participants tend to mask their resistance with creative impression-management strategies. This eventually transforms their insecurities into more positive attitudes and behaviours which repositions them as informal leaders in their groups.