Titel: Tillbaka till framtiden. Det karismatiska ledarskapets återkomst. Nivå: C-uppsats i ämnet företagsekonomi Författare: Ulrika Lundmark & Violeta Jonsson Handledare: Lars Ekstrand Datum: 2011 – 05 Syfte: Syftet med uppsatsen är att visa det karismatiska ledarskapets former samt diskutera förutsättningarna för dess återkomst. Vi kommer också att diskutera dess för- och nackdelar. Mer specifikt söks svar på frågorna: Vilken är definitionen av framtidens karismatiska ledare? Hur ser ledarskapsidealet ut och varför? Finns det någon framtid för den karismatiske ledaren? Metod: Med hjälp av historiska exempel sökte vi efter det karismatiska ledarskapets särdrag. Undersökningen har genomförts genom läsning av olika skrifter om historisk och modern ledarskap. Uppsatsen grundar sig på en kvalitativ studie eftersom basen i undersökningen består av redan skrivet material men det finns inslag av kvantitativ studie där våra egna erfarenheter av olika ledarskaps typer har huvudrollen. Denna undersökning grundar sig på en analysmodell, analys av det historiska och dagens karismatiska ledarskap. Utifrån dessa perspektiv har vi försökt få oss en uppfattning om vilken typ av ledarskap, framtidens samhälle kan acceptera. Resultat & slutsats: Vår slutsats är att, beroende på var i samhället vi befinner oss, kommer vi att träffa olika slags ledare men att det karismatiska ledarskapet (en del av den) kommer att flätas ihop med en demokratisk organisation och möjligheten att en ny ledarskapstil tar form är stort. Rsultatet av studien redovisas i sista kapitlet som är slutsatsen. Förslag till fortsatt forskning: Av alla ledarskapstilar har vi begränsat denna studie till det karismatiska ledarskapet som vi tyckte var en fascinerande ämne. Det karismatiska ledarskapet är värt att studeras och dokumenteras mer detaljerat. Vi tror att en studie som går ut på att hitta de nyanser som eventuell kan förena den demokratiska ledarskapstilen med den karismatiska skulle vara intressant. Uppsatsens bidrag: Uppsatsen har bidragit till en ökning av vår egen förståelse om hur det karismatiska ledarskapet fungerar och öppnar porten för en mängd uppsatsmöjligheter för kommande studenter. Nyckelord: Ledarskap, ledarskapsstilar, historiska ledare, karisma, karismatiska ledare / Title: Back to the future. The return of the charismatic leadership. Level: Final assignment for Bachelor Degree in Business Administration Author: Ulrika Lundmark & Violeta Jonsson Supervisor: Lars Ekstrand Date: 2011 – 05 Aim: The purpose of this study is to show by means of historical examples how the charismatic leadership has acted on the world scene and discuss its possible return. More specifically we want answers to those questions: How we want to define the charismatic leaders in the future? What is the ideal leadership and why? Is there a future for the charismatic leader? Method: Using historical examples, we look for the charismatic leadership characteristics. The survey was conducted through the reading of various writings on historical and contemporary leadership. The essay is based on a qualitative study because the base of the study consists of already written material but there is an element of quantitative study in which our own experience of different leadership types has the lead role. This study is based on an analysis model, analysis of the historical and present-day charismatic leadership. From these perspectives, we have tried to get an idea of what kind of leadership, the future society can accept. Result & Conclusions: Our conclusion is that depending on where in society we are, we will meet with various types of leaders but to the charismatic leadership (part of) will be intertwined with a democratic organization and the possibility that a new leadership style takes shape is big.The results of the study will be presented in our last chapter, conclusions. Suggestions for future research: Of all the leadership styles, we have restricted this study to the charismatic leadership that we thought was a fascinating topic. The charismatic leadership is worth being studied and documented in more detail. We believe that a study about to find the nuances that make possible to reconcile the democratic leadership style with the charismatic leadership would be interesting. Contribution of the thesis: The essay has contributed to an increase in our understanding of how the charismatic leadership works and opens the door for a variety of essay options for future students. Key words: Leadership, leadership styles, historical leaders, charisma, charismatic leaders

Due to the fact that the environment in which companies in 'South Africa are operating is constantly changing, these companies are undergoing a process of transformation. Organisations that intend competing successfully within this changing environment will have to have the right kind of leaders in order to stay afloat and even flourish. It is expected from companies' leaders at all levels to successfully navigate these troubled waters. Much of leadership has to do with the way in which leaders motivate their subordinates. Research has shown that there are succinctly different styles of leadership, and that each type of style has a different influence on the motivation of workers. Another factor, equally important, is the concept of locus of control. Research has also shown that people perceive differently, that which controls their destiny. Does the leader feel that he/she is controlled by this constantly changing environment in which he/she has to lead, or is he/she as the leader of an organisation in control of him-herself and his/her actions, and therefore also in control of the company itself? The question that inevitably arises is the following: is there any relationship between the style of leadership and the locus of control of the leader, and if so, what is the nature of this relationship? A quantitative design (two test survey design on a large population) was used to take the measurements on the style of leadership and the locus of control of the leaders. The Locus of Control Inventory (LCI) of Schepers (1998) and the Multifactor Leadership Questionnaire (MLQ), form 5R of Bass and Avolio (1995), were administered. A statistical analysis was then carried out in order to determine the relationship that exists between the two measurements, as well as the nature of the relationship. There were 221 respondents from organisations in South Africa, most of whom were in a middle level of leadership. The results showed that an internal locus of control and a disposition towards autonomy were associated with a laissez-faire leadership style as well as a transformational leadership style. It also showed that an external locus of control was associated with a laissez-faire leadership style. Recommendations for organisations and for future research were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2004.

Due to the fact that the environment in which companies in 'South Africa are operating is constantly changing, these companies are undergoing a process of transformation. Organisations that intend competing successfully within this changing environment will have to have the right kind of leaders in order to stay afloat and even flourish. It is expected from companies' leaders at all levels to successfully navigate these troubled waters. Much of leadership has to do with the way in which leaders motivate their subordinates. Research has shown that there are succinctly different styles of leadership, and that each type of style has a different influence on the motivation of workers. Another factor, equally important, is the concept of locus of control. Research has also shown that people perceive differently, that which controls their destiny. Does the leader feel that he/she is controlled by this constantly changing environment in which he/she has to lead, or is he/she as the leader of an organisation in control of him-herself and his/her actions, and therefore also in control of the company itself? The question that inevitably arises is the following: is there any relationship between the style of leadership and the locus of control of the leader, and if so, what is the nature of this relationship? A quantitative design (two test survey design on a large population) was used to take the measurements on the style of leadership and the locus of control of the leaders. The Locus of Control Inventory (LCI) of Schepers (1998) and the Multifactor Leadership Questionnaire (MLQ), form 5R of Bass and Avolio (1995), were administered. A statistical analysis was then carried out in order to determine the relationship that exists between the two measurements, as well as the nature of the relationship. There were 221 respondents from organisations in South Africa, most of whom were in a middle level of leadership. The results showed that an internal locus of control and a disposition towards autonomy were associated with a laissez-faire leadership style as well as a transformational leadership style. It also showed that an external locus of control was associated with a laissez-faire leadership style. Recommendations for organisations and for future research were made. / Thesis (M.A. (Industrial Psychology))--North-West University, Potchefstroom Campus, 2004.