Early software project management practices have placed emphasis on technological solutions such as Computer-Aided Software Engineering (CASE) tools and contextual development methodologies (e.g. systems development life cycle, prototyping, and spiral development cycle). Unfortunately these technological solutions have not lived up to their promise of increased productivity. / Recent investigators have suggested that software development is a problem solving activity that is enacted in an organizational setting by people differentiated by their skills, tasks, and professions as well as their conceptions of how and what work needs to be done. Consequently, we must attempt to understand how human and organizational factors impact the nature and outcome of the software development process. Current literature on organizational behavior, organizational design, coordination, and task characteristics are used to propose a model of software development team performance based on the interactive effects of task interdependence, project goal conflict, and coordination strategy. The general hypotheses are that task interdependence/coordination strategy fit and project goal conflict/coordination strategy fit are better predictors of software development team performance than either of the three variables alone. A related hypothesis matches task interdependence, project goal conflict, and coordination strategy together to predict software development team performance. The study was implemented using a 2 x 2 x 2 factorial design using two-person teams working in a laboratory setting on software projects that required detailed design, coding, and integration. Although not significant, the data showed that there were some goal conflict--coordination strategy and task interdependence--coordination strategy interactions that approached statistical significance. In addition, there were task interdependence, goal conflict, and coordination strategy main effects; these main effects were not hypothesized. / Source: Dissertation Abstracts International, Volume: 57-04, Section: A, page: 1724. / Major Professor: Robert W. Zmud. / Thesis (Ph.D.)--The Florida State University, 1996.

In response to the current situation regarding the study of social influence in organizations, this study examined the role of target communicator style in managers selecting compliance-gaining strategies and communicator styles. / Subjects were 248 managers working in a variety of organizations located in a southeastern state. Respondents reflected a large number of occupations and professions. / Respondents were mailed a questionnaire. They were provided three target descriptions and requested to indicate how likely they would be to invoke various compliance-gaining strategies and communicator styles with a boss and subordinate having an attractive, unattractive, or contentious communicator style. / The study employed a repeated measures design with two within-subjects factors, target communicator style and target status. A MANOVA was performed to test four hypotheses and eight research questions. Two questions were noninferential and required the calculation of means. / Statistical significance was reached for the four hypotheses. Managers were (a) less likely to use "hard" strategies with an attractive subordinate versus an unattractive or contentious subordinate, (b) less likely to invoke "hard" strategies with an attractive boss versus an unattractive or contentious boss, (c) less likely to invoke "hard" strategies with their boss than their subordinate, and (d) more likely to use reason with a boss than a subordinate. / Statistical significance was also reached in answering the research questions. It was found that managers were (a) more likely to use reason with an attractive boss versus an unattractive boss, (b) more likely to use friendliness with their boss than subordinate, (c) more likely to use friendliness with an attractive subordinate than with an unattractive or contentious subordinate, (d) more likely to use bargaining with an unattractive boss than an attractive boss and (e) more likely to use bargaining with a contentious boss than an attractive boss. / Source: Dissertation Abstracts International, Volume: 49-12, Section: A, page: 3549. / Major Professor: James Potter. / Thesis (Ph.D.)--The Florida State University, 1988.

The purpose of this research was to test whether individual factors (demographic and personality variables) contributed to changes in individual perceptions of organizational politics and subsequent political behaviors. Additionally, this research tested whether the choice of political behaviors used was associated with changes in job satisfaction, job stress, and intentions to turnover. / It was found that the personality variable Machiavellianism was positively related to politics perceptions, and the variables Machiavellianism, Need for Power, and Locus of Control were significantly related to the choice of political (influence) behaviors. None of the demographic variables tested (age, gender, race, and educational level) were found to affect politics perceptions and political influence behavior use. / The choice of political influence behaviors used most often in the workplace, which are purported to constitute the individual's strategy with regard to organizational politics, were found to affect job satisfaction, job stress, and intent to turnover. For those individuals who were more likely to use Proactive influence tactics (intended to capitalize on some opportunity which the individual perceives), it was found that these individuals were more satisfied with their work and less likely to leave the organization. For individuals who were more likely to use Reactive influence tactics (intended to protect the individual from some threat or harm), it was found that these individuals were less satisfied and more likely to leave the organization. With regard to job stress, it was found that the practice of a proactive influence strategy was associated with increased stress, perhaps due to the extra effort and uncertainty involved in the practice of proactive influence. Implications for research and practice are discussed. / Source: Dissertation Abstracts International, Volume: 56-11, Section: A, page: 4468. / Major Professor: Pamela L. Perrewe. / Thesis (Ph.D.)--The Florida State University, 1995.

<p> Leadership in small and medium enterprises (SMEs) has remained an under-researched area in the management literature, especially in developing countries such as Nigeria. SME owner-managers in Nigeria lacked in-depth understanding of their leadership style to objectively evaluate its implication on long-term performance and growth of their enterprise. The purpose of this qualitative multiple-case study was to explore the experiences of SME owner-managers in Nigeria to gain an in-depth understanding of their leadership style and its implication for long-term performance and growth of their enterprise. The conceptual framework for this study was anchored in two key concepts; leadership styles and leadership in SMEs, with the full range leadership model as the theoretical foundation. The research question sought to explore the role of SMEs owners and managers leadership styles in the long-term success of their enterprise. Interview data were collected from 6 SME owner-managers who employ less than 200 employees within the manufacturing, education, and trading sectors. The cross-case synthesis technique was used for data analysis which allowed for within-case analysis and cross-case comparisons. Findings from this study showed that Nigerian SME owner-managers do not follow any specific leadership style. They exhibited few characteristics of transformational and transactional leadership behaviors, leaning more to transactional leadership. This study has significance for positive social change by providing insights on how leadership styles can improve the performance and sustainability of Nigerian SMEs, thus increasing their capacity to create employment.</p><p>

<p> The purpose of this qualitative phenomenological study was to understand the lived experiences of African Americans as mentees in cross-ethnic mentoring relationships with two research questions: Through the lived experience of the mentee, what characteristics should a mentor possess in cross-ethnic mentoring relationships, and from the lived experience of the mentee, what behaviors can the mentor and mentee exhibit to ensure positive outcomes? For the purpose of this study, a cross-ethnic mentoring relationship is described as a mentoring relationship between a Caucasian American mentor and African American mentee. Leadership theories&mdash;transactional leadership theory, transformational leadership theory, servant leadership theory as well as transformative learning theory&mdash;were used to guide the data collection and data analysis process for this study. Each participant reflected on an aspect of leadership and its application to their mentor. Five themes were revealed from the data collection, expanding the existing literature on mentoring: authenticity, openness, trust, communication, and race neutrality. Participants shared the memories of their mentoring relationships, highlighting the importance of mentoring in providing extended networks and resources, the acceptance and support from their mentors as well as, creating a space for race neutrality.</p><p>

<p> This study examined the function of complexity leadership in the generative emergence of new ideas in a high-performance nonprofit organization. The conceptual framework for the study combines Uhl-Bien, Marion, &amp; McKelvey&rsquo;s (2007) Complexity Leadership Theory with Lichtenstein&rsquo;s (2014) concept of generative emergence in order to investigate the growth of new ideas in high performance nonprofit organizations. The study was conducted at Goodwill Industries of Central Indiana (GICI), a high performing nonprofit that is one of 162 local Goodwill member agencies that make up Goodwill Industries International (GII). </p><p> This empirical case study examined the emergence and successful operation of one innovative idea&mdash;the creation and operation of public charter high schools&mdash;with GICI&rsquo;s operating territory. Data was collected through interviews with GICI leaders, board members, and community leaders, well a review of documents pertinent to the case. Merrriam&rsquo;s (2009) case study framework guided the collection of the data, and coding followed the process outlined by Salda&ntilde;a (2013). </p><p> The study identified numerous specific leadership actions as they appeared through each stage of the generative emergence process. These were coded and analyzed through the lens of CLT in order to address the study&rsquo;s research questions. Case findings determined that, in high-performing nonprofits, the function of complexity leadership in the generative emergence of new ideas is to identify, interpret, and respond to specific system behaviors so that the idea has the best possible chance to reach its full potential. </p><p> The study shows that if a high performing non-profit organization is to employ complexity leadership to successfully grow and implement new, innovative ideas via generative emergence, a mix of administrative, enabling, and adaptive leadership actions must be employed during each phase of the process. The study has implications for both CLT and Generative Emergence because it provides specific, empirical examples of the elements articulated by each concept. The study offers implications for practice since the structure and definitions provided by both CLT and generative emergence may be helpful to organizations as they generate and manage the growth of new ideas.</p><p>

<p> The cooperative industry plays a significant role in the delivery of electricity and new technology to rural America. The impact of rural electric cooperatives on the American economy is significant through the employment of 72,000 workers and returning $800 million in margins to members annually. The absence of literature regarding performance management among rural electric cooperatives in the United States is evident. This quantitative study examined three aspects of performance management and whether or not they enhance the financial performance of a rural electric cooperative and reduce employee turnover. The sample included the entire National Rural Electric Cooperative Association&rsquo;s (NRECA) entire database of 831 rural electric cooperatives across America. Data from this sample revealed a surprisingly significant relationship between performance evaluations and increased employee turnover. Data analysis revealed no significant findings between the performance management system and pre-employment selection measures and financial performance. Research showing an increase in employee turnover related to employee evaluations among cooperatives may play a role in the decision to implement an employee evaluation process or not.</p><p>

<p> In Madagascar, the barriers to persons with disabilities&rsquo; employability are multifaceted and relate to accessibility, funding, attitudes, and policies. Managers lack knowledge on disability and still perceive disabled persons as incompetent and associate them with costly accommodation needs. The purpose of this qualitative case study was to examine the management strategies and leadership styles that managers could use to enhance the employability chances of persons with disabilities. The conceptual framework featured the concepts of empowerment, employability, disability identity, and relevant transformational leadership theories. Semistructured interviews were conducted with 28 managers in private companies, institutions, cooperatives, and organizations in 3 regions of Madagascar. Data analysis was done with open hand coding and using NVivo 12 software. Key findings related to enabling management strategies that included promoting fair recruitment, tailoring jobs to disabled workers&rsquo; competences and health conditions, ensuring communication and reasonable accommodation. The study revealed the merit of an inclusive transformational leadership in fostering the employability of persons with disabilities, through coaching, in-training supports, compassion and kinship, motivation, and trust building. The study benefits managers who could better attend to disabled workers&rsquo; vocational needs. The study contributes to positive changes by influencing attitude change within the workplace and the community that could pave the way to an inclusive society in which disabled people could enjoy their rights to work.</p><p>

No description available.

This study examines whether the disclosure of private target firms' financial statements disciplines acquiring firms' managers to make better acquisition-investment decisions. The SEC requires public acquiring firms to disclose audited financial statements of targets that meet certain disclosure thresholds. Using hand-collected data, I first document that private targets' financial statements provide value relevant information to market participants. Next, consistent with my predictions, I find that the disclosure of private targets' financial statements is associated with higher acquirer announcement returns, better post-acquisition performance, and lower likelihood of post-acquisition divestitures. Finally, I find the disciplining effect of this disclosure requirement is more pronounced when monitoring by outside capital providers is more costly. In sum, the evidence suggests that the disclosure of private targets' accounting information is informative to market participants, disciplines managers' acquisition decisions, and improves acquisition efficiency.