Il est assez difficile pour la jeune génération d’électeurs démocrates qui ont contribué à porter Barack Obama au pouvoir en 2008 et 2012 d’imaginer l’état de déroute dans lequel se trouvait le parti démocrate après les victoires électorales de Ronald Reagan en 1980 et 1984. Obama doit sa double élection à la fois à l’efficacité de ses campagnes et aux changements qui ont affecté le parti démocrate depuis les années 1980. Certes, les élus démocrates n'avaient pas attendu l'échec humiliant de Jimmy Carter en 1980 pour engager un travail de réflexion mais c'est pendant les années Reagan que certains démocrates influents commencèrent à se mettre concrètement au travail. Le Democratic Leadership Council (DLC) fut la pièce maîtresse d'une sorte d'aggiornamento politique et idéologique qui permit au parti démocrate de reconstituer ses forces en moins de dix ans et de reconquérir la présidence en 1992 avec l’élection de Bill Clinton. Depuis le début des années 1980 jusqu’à sa disparition en 2011, le DLC se consacra à la modernisation idéologique du parti démocrate. / It is quite difficult for the young generation of Democratic voters who contributed to bring Barack Obama into power in 2008 and 2012 to imagine the electoral losing streak the Democratic Party endured after Ronald Reagan’s electoral victories in 1980 and 1984. Obama owes credit to both his efficient campaigns and the changes which have affected the Democratic Party since the 1980s for winning the executive office twice. The Democratic elected officials certainly had not waited for Jimmy Carter’s humiliating defeat in 1980 to reflect upon the situation but it is during the Reagan years that some Democratic influential members started taking action. The Democratic Leadership Council (DLC) became a key part of a sort of political and ideological aggiornamento which allowed the Democratic Party to rebuild its forces in less than ten years and to win back the executive office in 1992 with Bill Clinton’s election. From the early 1980s to its dissolution in 2011, the DLC devoted itself to the ideological modernization of the Democratic Party.

Abstract It is difficult to exam whether the employees¡¦ perceiption of political behavior in an organization has negative influence on their extra-role behavior. However, facing such difficulties, many researches in management field are still interested in investigating organiztional political behavior. Previous studies found that when employees perceive organizational political behavior, their trust towards orgnizations would decreased and their organizational citizen behavior (OCB) would be lessen. Even though at certain degree, OCB is not significantly related to the formal work assignments and performance evaluation, OCB is not only essential to contexual performance, but also influential to self efficacy and work efficiency. This study aims to explore the difference of employees¡¦ perception of organizational political and OCB in different organization types of international business and local companies in Taiwan. It is also to investigate whether the management styles in international business and in Taiwanese companies would have different impact on employees¡¦ perception of political behavior, and cause different OCB. The research results indicate that first of all, in both international and local Taiwanese companies, management styles have influence on OCB, while the democratic leadership is more effective than the paternalistic leadership. It is also found that political behavior in organizations has impact on OCB, while the organizations without political behaviors have better performance. Secondly, in the international companies, the management styles have significant interaction effect on political behaviors in organizations and OCB; under the democratic leadership, there is less political behaviors and therefore has more effective OCB. Lastly, in the local companies, the management styles have significant interaction effect on political behaviors in organizations and OCB; under the democratic leadership, the less political behaviors does not lead to effective OCB. keywords¡Gmanagement styles, organizational citizen behavior (OCB), Organizational Politics Perceptions, paternalistic leadership, democratic leadership

My dissertation examines chief justice leadership of the United States Supreme Court during the judicial decision-making process. With the office steeped in secrecy, I borrow seminal concepts from the leadership literature such as autocratic, laissez-faire, and democratic leadership and adapt them to the office in order to systematically identify dominant patterns of leadership. While chief justices use different styles, the office is chiefly democratic in both structure and operation, which makes the chief justice a “first among equals” and requires him to be just as good of a political negotiator as he is a competent legal judge. This is a unique, but under appreciated, feature of the chief justice when compared to the associate justices. / 10000-01-01

The aim is to examine how teachers view their leadership, how leadership is used and developed, and what kind of perceptions teachers have of leadership and how it is important to their students. My questions are:  In what ways can the teachers develop their leadership? In what ways can the teachers make use of leadership in the classroom? What do the teachers in the study consider to be a good leadership? What do the teachers inte the study think of their leadership and its´ importance to students? The study uses a qualitative research method and consists of interviews with four teachers working in a school south of Stockholm. The results of the study shows that teachers´ leadership in the classroom has a significance for students´ learning and development. The teachers´style of leadership should not be static and should be adapted to students´development level. The results also shows that teachers´ leadership in the classroom is about various tasks. The conclusions are that the teacher in her/his leadership needs to be democratic and allow students to affect the activities in the classroom, but also use an authoritarian leadership to get an effective classroom.

Covid-19 pandemin har påverkat hela samhället på olika sätt. Vård-och omsorgsbranschen är en bransch som har drabbats hårt då det har lett till stora påfrestningar inom äldreomsorgen, vilket i sin tur har lett till omställningar i arbetssätt. Detta har resulterat i ökade krav på bland annat enhetschefer och medarbetare som verkar inom denna bransch. Studiens huvudsakliga syfte är att undersöka hur enhetschefer inom vård- och omsorgsorganisationer anpassar sitt ledarskap under en kris. För att besvara studiens syfte har det formulerats en forskningsfråga som berör hur enhetschefer har anpassat sitt ledarskap under coronakrisen.Denna uppsats vill undersöka ledarnas uppfattningar och egna berättelser av hur deras ledarskap har anpassats under krisen. Därmed utgår studien ifrån ett kvalitativt tillvägagångssätt där data har samlats in genom att utföra semistrukturerade intervjuer med sju enhetschefer som arbetar inom vård- och omsorgsbranschen. Studien är baserad på teorier och litteratur som handlar om ledarskap inom vård- och omsorgsbranschen, hur ledarskap anpassar sig till olika situationer samt ledarskap i kris. Därtill har studien utgått ifrån två huvudsakliga ledarstilar vilka är det demokratiska och auktoritära ledarskapet. Resultatet av studien visar att ledarskapet inom vård- och omsorgsbranschen präglas av en demokratisk ledarstil men att ledarskapet anpassades under coronakrisen till en mer auktoritär ledarstil. Studien är skriven på svenska. / It is without question that the covid-19 has brought about one of the most unprecedented healthcare crises of our time. The healthcare industry is an industry that has been greatly affected as it has led to great strains in elderly care, which has led to changes in working methods. This has resulted in a rise in demand for unit managers and workers in this sector, among other things. The study's primary goal is to determine whether and how unit managers within healthcare organizations adapt their leadership during a crisis, such as the covid-19 pandemic. In order to address the study's intent, a research question has been formulated that focuses on how unit managers have adapted their leadership during the corona crisis. This essay seeks to examine the leaders’ perceptions and own stories of how their leadership has been adapted during the crisis. Thus, the study is based on a qualitative approach where data has been collected by conducting semi-structured interviews with seven unit managers working in the healthcare industry. The research is focused on theories and literature on leadership in the healthcare sector, how leadership adapts to various circumstances and leadership in crisis with focus on democratic and authoritarian principles. According to the study's findings, leadership in the healthcare industry is characterized by a democratic leadership style however was developed into a more authoritarian leadership style during the covid-19 crisis. This study is written in Swedish.

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Given the increase of language minority students in school districts across Pennsylvania, school leaders are faced with the demand to address the unique needs of students learning English. Previous research suggests that state initiatives to simply assimilate students may not have been successful in meeting their needs. Furthermore, research and theory also suggest that leaders demonstrating cultural proficiency may be more effective in meeting the needs of English learners who are also ethnic minorities. The approach leaders take may be a function of the ethical paradigm that informs their decision-making. In order to understand the extent to which elementary school principals in one school district display cultural proficiency and to investigate the ethical paradigms that inform their decision-making, I conducted interviews with five principals in one large diverse school district in Pennsylvania. Drawing on a framework of Cultural Proficiency, I found in general there to be an over-appreciation of diversity and under-appreciation of cultural proficiency at the conclusion of this study. Additionally, there was an observed tendency for these school principals to view their leadership role as one that functions primarily within the confines of executing district policies at the building-level. Though each participant expressed the importance of advocacy for their students, they did not pursue policy creation or change within a broader political context. Despite the similarities among participants, my analysis suggested variations in the participants’ concepts of their role as school leaders to support English Language Learners and language minority students. / Educational Leadership

The Covid-19 pandemic accelerated the adoption of remote work out of necessity, leading many organizations to reevaluate their traditional office-centric work models. As a result, businesses and employees alike became more comfortable with remote work arrangements, paving the way for the widespread acceptance of the hybrid work model even after the pandemic subsides. While the hybrid model offers numerous advantages by blending both office and remote work, its drawbacks and challenges remain largelyunexplored.Especially managers are facing challenges as their traditional approaches to lead and influence their employees may prove less effective in this new dynamic environment. Consequently, there is a pressing new for managers to comprehend these challenges, equipping themselves with new skills sets to thrive. Additionally, they must innovate new methods to inspire and motivate employees within their team, ensuring the organizations attains its objectives in this evolving environment. The purpose of this thesis is to gain insights on how leader behavior affects employees in the hybrid work environment as well as contributing to the limited existing research in this field. To fulfil the purpose, the following research question has been developed: What impact do different leadership styles have on the motivation of employees in a hybrid work environment? By investigating this research question, we will delve into the impacts of autocratic, democratic and laissez faire leadership on employee motivation in the hybrid model. To explore the relationships between leadership styles and employee motivation in this work environment a survey has been conducted that aims to provide data required to answer the stated research question. Through the analysis of collected data, we have been able to conclude that leadership styles indeed do have an impact on employee motivation in a hybrid work environment. Furthermore, the empirical findings indicate that some leadership styles correlate with positive motivational outcomes while others exhibit negative motivational outcomes. These findings offer valuable practical implications for managers operating within hybrid work environments as well as for the broader organizational context.

The purpose of this study has been to investigate the views of five teachers on their own leadership, and on the way they make it work in the classroom. The method was a qualitative investigation consisting of separate interviews with five elementary school teachers from three different schools in the southern part of Stockholm. The results showed that a good pedagogic leadership, successful with the pupils, can be characterised as at the same time democratic and "situation adjustable". This includes the ability to formulate the rules of conduct clearly, to take decisions and to create a good working atmosphere in the classroom, so that the pupils can feel secure, and be able to learn and develop. That however, cannot be accomplished if the teacher only maintains a negative communication, reminding the pupils of what is forbidden. A majority of the interviewed teachers emphasised the importance of positive feedback, and maintaining the work motivation of the pupils was seen as an important aspect of leadership in the classroom. A good leadership is furthermore characterised by the flexibility of the teacher in adapting to different situations and to the maturity of the pupil or group. Flexibility in adjusting the level of the lesson, and of the tasks given to the individual pupils or groups, is also an aspect of leadership. The results finally showed that the teacher should try to maintain a good personal relationship not just to the pupil but also with the parents. This makes it easier for the teacher to influence the pupils and engage them in a better performance in the classroom, scholastically as well as in terms of conduct.