The complex, multi-faceted sustainability challenge that society faces calls for a strategic approach to sustainable development. Strategic planning processes towards sustainability in organisations and communities are oftentimes led by a facilitator or facilitative leader. We argue that planning processes of complex and transformational change, call for collaboration among stakeholders and for highly skilled facilitative leaders who are committed to the development of self, others and society. This thesis explores the ‘interior state’ of facilitative leaders as a high leverage point in moving society towards sustainability. We identify nine personal capacities that enable leaders to facilitate collaboration in Strategic Sustainable Development: (1) Being Present, (2) Whole Self-Awareness, (3) Suspension & Letting Go, (4) Compassion, (5) Intention Aligned with Higher Purpose, (6) Whole System Awareness, (7) Personal Power, (8) Sense of Humour, and (9) Holding Dualities and Paradoxes. We identify a range of personal and collective practices that help develop these personal capacities. We propose these capacities are the foundation for a more holistic and authentic facilitation approach applied to strategic sustainable development.

Uppsatsen syftar till att studera banker som utövar traditionell budgetstyrning och banker som har frångått budgetering. Studien undersöker alternativa styrningsmetoder som kan tillämpas vid en budgetlös styrning och hur det kommer sig att traditionell budget utövas trots deras kritik. Dessutom analysera hur ledarskapet ser ut beroende på metod som utövas. Centraliserade organisationer fattar beslut på högre nivåer, medan decentraliserade organisationer har beslutsfattande och ansvar på lägre nivåer, närmare kunden. Organisationsstrukturen påverkar styrningsmetoden på så sätt att: Bankkontoren inom centraliserade organisationer har möjlighet att ta beslut som berör det enskilda kontoren, inom givna ramar. Decentralisering möjliggör för bankkontoren att arbeta mer självständigt. Studien visar att alternativa metoder banker arbetar med är exempelvis att bankkontoren upprättar egna verksamhetsplaner. Därefter involveras medarbetarna genom att de utformar sina handlingsplaner utifrån verksamhetsplanen. Målen ska vara mätbara, realistiska och nåbara, samt upprättas i nyckeltal. Metoden möjliggör för kontoren att anpassa sig efter den lokala marknaden. Budget är användbar för att se organisationens resultat, fungerar som ett verktyg för att uppnå de långsiktiga målen och upprättas för koncernledningen och VD. Det framkommer i studien att budget brukar stämma in och ger tydliga ramar att förhålla sig till. Budget motiverar medarbetarna till att arbeta mer effektivt och ger en känsla av trygghet. Studien framhäver tre distinkta ledarskapsstilar; Transformativt-, det ”Tjänande” ledarskapet (Servant leadership) och Autentiskt ledarskap. Där två av dem tillhör det etiska ledarskapet och den tredje anses vara önskvärt och effektiv. Det framkommer att budgetstyrda bankkontor utövar det ”tjänande” ledarskapet och transformativt ledarskap inom budgetlösa kontor. / This thesis aims to study banks that practice traditional budgeting and banks that practice Beyond Budgeting. This study investigates alternative control systems that could be applied when budget is not exercised and how come others practice budget despite bad criticism. And analyzes whether leadership differs depending on which control system is used.Centralized organizations make decisions on higher levels, decentralized organizations have their decision making and responsibility on lower levels, closer to the client. The organization’s structure affects the control system in the way that; banking office within centralized organizations can make decisions which concerns their own office, as long as it’s within organization’s frames. Decentralization enables the banking office to act more independently.This study shows alternative control systems that banks could work with is for example letting banking offices establish their own operational plan. Thereafter involve co-workers by having them formulate their plan of action, based on the operational plan. The objectives have to be measureable, realistic and achievable, and established in terms of key performance indicator. The method enables banking offices to accommodate the local market.The budget is useful to look at the organizations result, works as a tool to achieve long term goals and is established for the group executive board and CEO. It appears that the outcome usually corresponds with the budget, and that the budget gives distinct frames to stay within. It motivates co-workers to work more effectively and gives a feeling of safety.This study accentuates three distinct leadership styles; Transformational-, Servant- and Authentic leadership. Two of them are considered ethical leadership and the third pass for being desirable and effective. It appears that banking offices that practice budget exercise servant leadership and transformational leadership is used in banking offices that practice Beyond Budgeting.

Titel: Ledarskap i den kreativa processen: En studie om dataspelsföretag Problem: I dagsläget finns det brister på studier som fokuserar på olika ledarskapsperspektivs påverkan på kreativitet inom arbetsgrupper. Hur ledarskap formas och ledarskapets roll i den kreativa processen saknas det information om, speciellt inom kreativt intensiva industrier. Stor del av tidigare forskning fokuserar på länder som USA och Japan, men inte Sverige. Dataspelsindustrin är en snabbföränderlig industri, därmed finns det flera utmaningar och affärsmöjligheter som organisationer möjligtvis saknar kunskap om. Syfte: Syftet med denna uppsats är att få en förståelse för hur ledarskapet ser ut i den kreativa processen i dataspelsföretag. Samtidigt vill vi bidra med kunskap och förståelse om ledarskapets inflytande på den kreativa processen. Metod: Undersökningen utgick från samhällsvetenskapligt tolkningsperspektiv med en kvalitativ forskningsstrategi.  Fenomenologisk ansats har använts för att fånga intervjupersonernas upplevelser av ledarskapet i den kreativa processen i dataspelsindustrin med hjälp av semistrukturerade intervjuer. Forskningsansatsen var abduktiv då forskarna pendlade konstant mellan data och kända teorier vid sökandet efter de mest sannolika förklaringarna. Vid bearbetning av data användes en fenomenografisk dataanalysmodell. Slutsats: Olika ledarskapsperspektiv fungerar olika under olika omständigheter. Enligt den teoretiska referensramen utesluter inte en ledarskapsteori nödvändigtvis en annan utan aspekter av olika ledarskapsteorier går att kombinera. Eftersom att det finns många olika typer av dataspelsföretag är det viktigt att förstå den egna organisationen och vara öppen för att plocka aspekter från olika ledarskapsteorier och skräddarsy ett ledarskapsperspektiv som passar organisationens kontext. / Title: Leadership in the creative process: A study about small computer game companies. Problem: Currently there is a lack of studies that focus on different leadership perspectives effect on creativity within groups. There is a lack of information about how leadership shapes and the leadership’s role in the creative process, especially in creative intensive industries. A big part of previous research focuses on countries like USA and Japan, but not Sweden. The computer game industry is a fast changing industry, therefore there are many challenges and business opportunities that organizations might lack knowledge about. Purpose: The purpose of this essay is to gain an understanding for what leadership in the creative process in small computer game companies look like. At the same time we want contribute knowledge and understanding about the leadership's influence on the creative process. Method: The study is based on a interpretive social science perspective with a qualitative research strategy. A phenomenological approach has been used to capture the respondent's’ experience of leadership in the creative process in the computer game industry with the help of semi structured interviews. The research approach was abductive due to the researchers constantly going between data and known theories when searching after the most probable explanations. During processing of data a phenomenographic data analysis model was used. Conclusion: Different leadership perspectives work differently under different circumstances. According to the theoretical framework leadership theories does not necessarily exclude one from another, rather aspects from different leadership theories are combinable. Since there are many kinds of computer game companies it is imperative to understand one’s own organization and to be open to pick aspects from different leadership theories to tailor a leadership perspective that fits the organization's context.

El presente estudio tuvo como objetivo realizar un análisis bibliométrico sobre artículos científicos de psicología relacionados al liderazgo auténtico y publicados entre los años 2009 y 2019 en la base de datos Redalyc. Para ello, se realizó una búsqueda de la variable en la base de datos previamente mencionada, encontrándose un total de 34 investigaciones, de las cuales se seleccionaron 7 artículos que conformaron la muestra de estudio. Posteriormente, se realizó un análisis de datos, en el que se encontró que la totalidad de la muestra contaba con resúmenes, abstracts, palabras claves, introducción y objetivos, así como, conclusiones y referencias. Asimismo, las investigaciones eran en su mayoría cualitativas (57%) y se caracterizaron por emplear el método bibliométrico. Se concluyó que la bibliometría es una herramienta útil para evaluar de manera objetiva la calidad, pertinencia y estructura de publicaciones científicas previas, con el fin de tangibilizar dicha información para contribuir al desarrollo y avance de la ciencia. / The present study aimed to carry out a bibliometric analysis of scientific articles on psychology related to authentic leadership and published between 2009 and 2019 in the Redalyc database. To do this, a search of the variable was carried out in the previously mentioned database, finding a total of 34 investigations, of which 7 articles were selected to be the study sample. Subsequently, a data analysis was performed, in which it was found that the entire sample had abstracts, keywords, introduction and objectives as well as conclusions and references. Likewise, the investigations were mostly qualitative (57%) and were characterized by using the bibliometric method. It was concluded that bibliometrics is a useful tool to objectively evaluate the quality, relevance, and structure of previous scientific publications, to make this information tangible to contribute to the development and advancement of science. / Trabajo de investigación

No description available.

This study investigates transformational leadership at a higher education institution. The systems paradigm serves as the point of departure, while the construct `leadership', which forms the driving force of change in the organisation, and the concept `transformational leadership', are integrated to yield a mechanism for the optimal positioning of the organisation in the ambit of transformation. The results indicate that the leadership style at the higher institution in question is transformational in nature. From the literature review it became evident that although it is possible for transformational leaders to fail in the transformational strategy, the transformational leader may exhibit the most `ideal' leadership style for the higher education institution engaged in a turnaround strategy. Based on the results of the study, additional proposals are made regarding further study in the area of transformational leadership as well as possible decisions regarding human resource management for the higher education institution in question. / Industrial and Organisational Psychology / M.A. (Industrial and Organisational Psychology)

目錄 謝誌－－－－－－－－－－－－－－－－I 摘要－－－－－－－－－－－－－－－－III ABSTRACT－－－－－－－－－－－－－－IV 目錄－－－－－－－－－－－－－－－－ V 表目錄－－－－－－－－－－－－－－－VII 圖目錄－－－－－－－－－－－－－－－VIII 第壹章　緒論 第一節　研究背景與動機－－－－－－－ 1 第二節　研究問題－－－－－－－－－－ 5 第三節　研究目的－－－－－－－－－－ 5 第四節　研究流程－－－－－－－－－－ 6 第貳章　文獻探討 第一節　真誠領導－－－－－－－－－－ 7 第二節　專注覺察－－－－－－－－－－ 13 第三節　情緒勞務－－－－－－－－－－ 18 第四節　主動顧客服務績效－－－－－－ 24 第五節　各變項間之關係及假設推論－－ 27 第六節　研究理論模式圖－－－－－－－32 第参章　研究方法 第一節　研究母體與抽樣對象－－－－－ 34 第二節　研究工具－－－－－－－－－－ 35 第三節　資料分析方法－－－－－－－－38 第肆章　研究分析與討論 第一節　樣本結構之敘述性統計分析－－ 41 第二節　信度與效度分析－－－－－－－ 43 第三節　相關分析－－－－－－－－－－ 51 第四節　整體結構方程模式分析－－－－ 52 第伍章　結論與建議 第一節　結論－－－－－－－－－－－－ 65 第二節　管理實務建議－－－－－－－－ 70 第三節　研究限制與後續研究之建議－－ 72 參考文獻 中文部分－－－－－－－－－－－－－－75 英文部分－－－－－－－－－－－－－－76 附錄一：研究問卷－－－－－－－－－－ 83

Submitted by Marcia Bacha (marcia.bacha@fgv.br) on 2011-09-22T18:13:18Z No. of bitstreams: 1 Fabio Cipolla.pdf: 909425 bytes, checksum: 8f2b0e8b6aae1adc456c6990dafc3588 (MD5) / Approved for entry into archive by Marcia Bacha (marcia.bacha@fgv.br) on 2011-09-22T18:13:32Z (GMT) No. of bitstreams: 1 Fabio Cipolla.pdf: 909425 bytes, checksum: 8f2b0e8b6aae1adc456c6990dafc3588 (MD5) / Approved for entry into archive by Marcia Bacha (marcia.bacha@fgv.br) on 2011-09-22T18:13:42Z (GMT) No. of bitstreams: 1 Fabio Cipolla.pdf: 909425 bytes, checksum: 8f2b0e8b6aae1adc456c6990dafc3588 (MD5) / Made available in DSpace on 2011-09-22T18:13:52Z (GMT). No. of bitstreams: 1 Fabio Cipolla.pdf: 909425 bytes, checksum: 8f2b0e8b6aae1adc456c6990dafc3588 (MD5) Previous issue date: 2011 / Looking for superior performance of human capital is a key for organizations to exercise greater competitiveness and to achieve higher levels of competition. For this purpose, to conquer the greater involvement of workers is fundamental to improve individual performance and stands out as the main way to build enduring competitive advantage in organizations where, to the leader, is delegated the role of motivator. Recent studies reveal a new approach to understanding the impact of leadership on subordinates. The authenticity. The true leader has the merit of generating self-efficiency on their subordinates, and be perceived through the respect he treats his subordinates, showing high consistency in their actions. This leader assesses the views of their subordinates, provides feedback on performance and possesses values that lead him to be fair, and has the ability to extract extra effort of their team. Therefore, the more 'authentic as a person,' the more you can directly impact the effectiveness of their followers. But this study revealed that there is a component of mediation between the leader and the largest authentic organizational commitment. The psychological contract. In its relational dimension, especially, the psychological contract is said to mediate the relationship between the authenticity of the leader and the largest team commitment, in other words, the authenticity of the leader shapes the way the individual is linked to the organization, so this is an out stand finding and help us to understand what are the real factors influencing the increased performance of employees. / Buscar desempenho superior do capital humano é fator chave para as organizações exercerem maior competitividade e atingir níveis superiores ao da concorrência. Para este intento, conquistar o maior comprometimento dos trabalhadores é fundamental para aumentar o desempenho individual e, se destaca como a principal via para construção de vantagem competitiva duradoura nas organizações onde, ao líder, é delegado o papel de motivador. Estudos recentes desvendam uma nova abordagem para compreender o impacto da liderança sobre os subordinados. A autenticidade. O líder autêntico tem por mérito gerar auto-eficiência em seus liderados, é através do respeito com que trata seus subordinados, demonstra elevada consistência em seus atos, avalia os pontos de vista de seus comandados, provê retorno sobre desempenho e possue valores que o levam a ser justo, tendo ainda, a capacidade de extrair de seus liderados esforço adicional. Portanto, quanto mais 'autêntica como pessoa', mais poderá impactar diretamente na eficácia de seus seguidores. Mas, este estudo revelou que há um componente de mediação entre o líder autêntico e o maior comprometimento organizacional. O contrato psicológico. Em sua dimensão relacional, principalmente, que trata de lealdade e estabilidade, o contrato psicológico se destacou por mediar a relação entre a autenticidade do líder e o maior comprometimento da equipe, ou seja, a autenticidade do líder molda a forma como o indivíduo se vincula à organização, sendo assim uma descoberta relevante a qual nos auxilia a compreender quais são os verdadeiros fatores que influenciam no maior comprometimento e, conseqüente, aumento no desempenho dos trabalhadores.

This study investigates transformational leadership at a higher education institution. The systems paradigm serves as the point of departure, while the construct `leadership', which forms the driving force of change in the organisation, and the concept `transformational leadership', are integrated to yield a mechanism for the optimal positioning of the organisation in the ambit of transformation. The results indicate that the leadership style at the higher institution in question is transformational in nature. From the literature review it became evident that although it is possible for transformational leaders to fail in the transformational strategy, the transformational leader may exhibit the most `ideal' leadership style for the higher education institution engaged in a turnaround strategy. Based on the results of the study, additional proposals are made regarding further study in the area of transformational leadership as well as possible decisions regarding human resource management for the higher education institution in question. / Industrial and Organisational Psychology / M.A. (Industrial and Organisational Psychology)

Submitted by Marvin Bartsch (marvin.bartsch@gmx.net) on 2018-08-20T20:15:14Z No. of bitstreams: 1 Dissertação mestrado_Marvin Bartsch.pdf: 892003 bytes, checksum: 134313d75a11d56e773596c50dfac63e (MD5) / Approved for entry into archive by Janete de Oliveira Feitosa (janete.feitosa@fgv.br) on 2018-08-21T12:42:01Z (GMT) No. of bitstreams: 1 Dissertação mestrado_Marvin Bartsch.pdf: 892003 bytes, checksum: 134313d75a11d56e773596c50dfac63e (MD5) / Made available in DSpace on 2018-08-27T18:03:58Z (GMT). No. of bitstreams: 1 Dissertação mestrado_Marvin Bartsch.pdf: 892003 bytes, checksum: 134313d75a11d56e773596c50dfac63e (MD5) Previous issue date: 2018-06-19 / Objetivo – O objetivo deste trabalho é de empiricamente avaliar o papel da moralidade no conceito de liderança autêntica. Metodologia – Para tal, foi criado um questionário experimental no qual foram examinados os efeitos que os dois conceitos de autenticidade e moralidade têm na perceção de efetividade de um líder. Resultados – Prioritariamente os resultados mostram que há uma diferença insignificante entre lideres inautênticos mas moralmente corretos e lideres autênticos mas imorais na perceção de efetividade de um líder. Aplicabilidade do trabalho – Os resultados do estudo sugerem que lideres imorais por norma não devem ser excluídos do conceito de liderança autêntica. Originalidade – Para o nosso conhecimento, este é o primeiro trabalho que examina o papel da moralidade na liderança autêntica ao relacionar os dois conceitos para a perceção de efetividade de um líder. / Purpose – The purpose of this work is to empirically evaluate the role of morality in the authentic leadership construct. Design/methodology/approach – To do so, a survey experiment was created that examines the effects of the two concepts of authenticity and morality on perceived leader effectiveness. Findings – Most importantly the results have shown that there is an insignificant difference between inauthentic but moral leaders and authentic but immoral leaders in perceived leader effectiveness. Practical implications – The findings of the study suggest that immoral leaders should not be generally excluded from authentic leadership constructs. Originality – To our knowledge, this is the first study that examines the role of morality in authentic leadership by relating the two concepts to perceived leader effectiveness.