For most of Rwanda's post-independence past, the country has been marked by ethnic feuding, mass population movements and long exiles in neighbouring countries, and civil wars that culminated in the genocide in 1994. As this research shows in its review of literature of the history of Rwanda's post-independence period, the civil wars of those with ethnically-differentiated access to power and wealth have had social-, cultural- and economic effects. How has foreign culture - acquired by Rwandaliens - affected indigenous Rwandan culture, and its influence thereof on the present leadership styles? This thesis assesses the most common leadership styles in companies / organisations in Rwanda, in order to build a theory of the predominant leadership styles and culture in Rwanda in the context of the post-genocide era.

The purpose of the research is to examine the effects that Apartheid had/has on the shaping of leadership styles of South African political leaders from all political affiliations and different backgrounds. The research phenemenon and tentative hypothesis is that these leaders were influenced in vastly different ways according to their positions as either advantaged, disadvantaged or unaffected by the system of Apartheid. The study will examine how these different experiences under the system of Apartheid shaped current leadership styles. / The system of apartheid, caused different life experiences for South Africans, and can be seen as a defining moment in the development of South Africa, its leaders and citizens. This study investigated how these different life experiences under apartheid influenced leadership styles of South African political leaders. After completion of a literature review, semi structured life history interviews were conducted with a representative sample of members of the South African Parliament, to generate qualitative data for analysis. Content analysis was applied to this data to generate a basis from which valid and reliable conclusions and recommendations were made. The research found support in both the literature review and qualitative life stories data collected for the following propositions: • Leadership is a complex construct, which is composed of many different characteristics and influences. • The life histories of individuals comprise of a combination of unique life experiences and subjective interpretations of those experiences. • Individual life histories influence leadership development. • Apartheid was a time line event that encompassed many different life experiences of individuals within the broad phenomenon, which phenomenon does not necessarily in itself have a significantly 7 homogeneous effect on the shaping of leadership styles. What is a more significant shaper of leadership style is the leader’s experiences in and attitude towards the event or phenomenon. • Life experiences under the phenomenon of apartheid influenced the leadership styles of South African political leaders differently in accordance with their unique life experiences itself, and their subjective interpretations thereof. The recordal of the life stories of South African political leaders presents an opportunity to learn at a broader interface from the experiences of the past, to shape a collective future for a free and democratic South Africa.

Title: Leadership in non-profit sports organizations Objectives: The main objective of the thesis is to find out how managementship and leadership in non-profit sport organizations in the territory of the Czech republic. The issue of managementshipu is focused on the specific requirements of employers on workers, their qualifications, knowledge and skills. Then on employee motivation including evaluation and remuneration of workers, non-financial incentives and their opportunities for further personal growth. The issue of leadership is focused on the characteristic features of the manager, his leadership style and role in the organization. Then the situational conditions of success and failure. Methods: Research issues managementshipu is carried out using a questionnaire. Another used method is the interview, which is focused on the issues of leadership. Interviews will be conducted with the managers in the management of non-profit organizations in the sport. Results: On the basis of the results of the questionnaire research, it was found that the essence of managementshipu in non-profit organizations are not fundamentally different from the general principles. Interviews have shown that non-profit organisations in the sport seek out similar types of personalities, prefer the same style of...

Women all over the world are still having difficulties in occupying leadership positions. People perceive males as being highly qualified and likely to be considered as leaders. Females are less likely to be perceived as leaders and to be less effective in carrying it out. There are different leadership theories but the most studied and popular one nowadays is the transformational and transactional model. Female leaders are said to use a leadership behavior based on interpersonal relationships and sharing of power and information, the behavior which is usually associated with the style of leadership known as transformational. Male leaders have been found to influence performance by using rewards and punishment, the behavior mainly associated with the style of leaders known as transactional. The individuals, who work for leaders, are called followers. How followers view the magnitude of difference in power between themselves and their leaders is called a power distance orientation. The purpose of this study was to evaluate transformational and transactional leadership with a gendered and culturally appropriate lens, particularly, to extend the research on gender, leadership and culture area in an Arab Middle East context where little research has been done. This study was guided by two research questions; the first one examining the interaction effect of the participant’s power distance orientation and the leader’s gender on the participant’s perception of the transformational leader; the second one examining the interaction effect of the participant’s power distance orientation and the leader’s gender on the participant’s perception of the transactional leader. This research adopted the quantitative method; the use of vignettes and a questionnaire. 437 employees in an organization in Syria returned a complete and usable questionnaire. Data analyzed using ANOVA and hierarchical multiple regression revealed a significant interaction effect of the gender of the leader and the participant’s power distance orientation on evaluation of a transformational leader on three out of the five dimensions of transformational leadership. Also, results revealed no significant interaction effect of the gender of the leader and the participant’s power distance orientation on evaluation of a transactional leader on the three dimensions. This research makes an important contribution to theoretical understanding of gender by showing gender-role stereotyping may change over time and place. This study offers insight into the culture leadership research that means evaluation of performance for transformational leaders is influenced by the cultural value of a follower’s power distance orientation.

Magister Curationis - MCur / Clinical facilitators act as leaders who influence the learning of learner nurses. As leaders, they are involved in the provision of guidance and accompaniment of learners in the clinical learning environment. Learning environments are surroundings, forces, and external stimuli that influence learners, either positively or negatively. Therefore, it is very important that learners are managed in such a way that clinical practice increases professional competency, including independence and self-directedness. One way of achieving this goal is to adjust a leadership style of a clinical supervisor according to the maturity level of a learner in the clinical learning environment. The leadership styles and maturity levels as outlined by the Hersey- Blanchard Theory informed this study. At hospitals in the Western Cape, learner nurses are accompanied by clinical facilitators who act as leaders in the clinical practice according to their learner nurse maturity level. The relationship between leadership styles of clinical facilitators and the maturity levels of learner nurses in the clinical learning environment at Western Cape Hospitals is unknown. The purpose of the study was to explore and describe the relationship between the leadership styles of clinical facilitators and the maturity level of learner nurses in the clinical learning environment of Western Cape hospitals. In this study; a quantitative, descriptive, explorative, and comparative design was followed. The accessible population was all the clinical facilitators (N = 30) allocated to 2nd, 3rd and 4th year learner nurses (N = 641) at Western Cape hospitals. Stratified sampling was used and the sample size was calculated by applying the proportional allocation of sample sizes. A similar questionnaire for clinical facilitators and nursing students was developed from a literature review and based on a 4-point scale. It took around 30 minutes to complete the questionnaire. Most of the components (sections) of both instruments obtained a Cronbach’s alpha (α) above the acceptable standard value of .7. Data was analysed by using the Statistical Package for the Social Sciences (SPSS) Version 21 software program. A descriptive and inferential data analysis was conducted and the Pearson’s correlation calculated. Reliability and validity of the research process was ensured and ethical principles adhered to. Out of four components, two indicated a weak positive relationship between the leadership style of a facilitator and the maturity level of a learner nurse. Most learner nurses indicated that they were mature (able and willing) while the clinical facilitators indicated that they focused more on the selling and participation styles of leadership. The general results indicated that there was a weak positive relationship (r = 0.15) between the leadership style of the clinical facilitators and the maturity level of learner nurses.

Submitted in partial fulfilment of the requirements of the degree of Master of Education in the Department of Educational Planning and Administration, University of Zululand, 2002. / This study seeks to evaluate the leadership style of female principals in the Inanda District high schools. The researcher made use of interviews and questionnaires to evaluate the perceptions of parents and educators towards the leadership style of female principals, and how effective female principals are when carrying out their managerial duties at school. On the basis of the views expressed by respondents, the study concluded that the leadership styles of the female principals in the area studied, were effective in areas such as promoting order and discipline and keeping accurate records of all financial transactions. The research project, however, established that although the majority (70%) of respondents perceive female principals in the area where the research was conducted as effective, there was a sizeable number varying between twenty-five per cent and thirty per cent (25%-30%) of respondents who were either uncertain or did not agree that female principals are effective. Recommendations and concluding remarks suggest a possible way forward towards improving the situation, for example: Female principals must be democratic in decision making.

The extensive use of leadership training in industry suggests a need for validated information concerning the role of interpersonal behavior in the study of leadership styles. Early leadership research focused primarily on the traits of a leader. Subsequent research has attempted to f a correlation between leader behavior and personality type. Findings indicate that personality typologies, which include attitude and value constructs, are too broad to explain leader behavior. In order to move toward specificity in the study of leadership, it is necessary to determine if interpersonal behavior styles are related to leader behavior. The purpose of this study was to investigate the relationship of variables from data gathered on leadership styles from the Leader Behavior Analysis and variables related to interpersonal behavior reported from the Social Style of Behavior Profile. The dimensions of leadership style flexibility and social style of behavior versatility were also examined. A random sample of 100 corporate employees were used in this study. The research instruments that were tested for independence were the Leader Behavior Analysis and the Social Style of Behavior Profile. The results of this study indicate that the constructs of leadership style and social style are independent dimensions. Additionally, the results of the study indicate that the constructs of leader flexibility and social style versatility are independent dimensions.

Teacher absenteeism is a huge concern both internationally and nationally. If it is not well-managed the resulting consequences can be disastrous for schools and most important, the students. While there have been many studies regarding the reasons teachers get absent and the impact this has on student achievement, there is very little information available on the actual management practises of teacher absenteeism, especially in independent, primary schools. Therefore my study will focus on how teacher absenteeism is managed in independent, primary schools in Midrand, Gauteng Province. The purpose of this study is to investigate and procure a basis for understanding how teacher absenteeism is managed in independent, primary schools in South Africa, and in doing so, deliver a perspective into the effective and gainful management thereof. My study made use of a qualitative, case study approach. Numerous data collection techniques like interviews, document analysis and observations were utilised to produce the following results: School managers play a pivotal role in managing teacher absenteeism. The climate and culture they create within the school environment is fundamental to the manner in which teacher absenteeism is managed. If school managers adopt a strong stance against offending teachers and the immediate penalties are opposed, as well as, rewarding the teachers who work in a committed manner and a key component of this is for teachers to attend school regularly and on time, then that specific school will experience low levels of teacher absenteeism. Independent schools in particular exert enormous pressure on their teachers to perform at their best due to parents paying a high amount in school fees and due to the fact that independent schools have direct control over their teachers’ salaries, the teachers feel compelled to fall in line with the schools’ expectations. As a result of my study, these strategies now become available to the schools that experience high rates of teacher absenteeism. / Dissertation (MEd)--University of Pretoria, 2017. / Education Management and Policy Studies / MEd / Unrestricted

Thesis (MTech (Business Administration in Project Management))--Cape Peninsula University of Technology, 2019 / A large number of IT projects fail due to uncertainties involved in these projects. Some of these uncertainties include the changing of specification of the original project and the cause of that can be attributed to the ever changing IT environment. These changes lead to scope creep which causes cost and schedule overruns. For IT projects to be pronounced as being successful, they have to be completed within the specified time, budget, and according to quality. To run successful IT projects is always a difficult task due to the fact that project managers lack the necessary skills and competencies. There is a great need for project managers that are competent in managing budget, time, and quality in IT projects. The poor management of IT projects is a global challenge; it’s not only happening in South Africa. In this study the researcher adapted the use of both qualitative and quantitative research methods to evaluate competencies of the project manager with the aim of determining those that would assist project managers to execute successful IT projects. The current study focuses on the competencies that make IT project managers to run successful IT projects, these are Leadership competencies to influence and persuade project team to follow a certain direction, Communication competencies to communicate all the project information effectively to relevant stakeholders, Decision making competencies to make crucial decisions in a timely fashion, Problem solving competencies to provide needed solutions on critical problems.

The purpose of this dissertation is to explore relationships between authentic leadership style, global social power, job demand, job control, and workplace bullying of nurse managers in acute care settings across the United States. Over 30 years of workplace bullying research exists. Consequences are linked to intent to leave, turnover, and harmful emotional and physical effects. Published studies identifying nurse managers as targets of workplace bullying and work environment factors that contribute to nurse managers being recipients of workplace bullying either, downward from their leaders, horizontally from their nurse manager peers, and upwards from their clinical nurses were not identified. A descriptive, cross-sectional design using an online survey was utilized. Descriptive, inferential, and multivariate analyses were used to identify relationships and the likelihood of workplace bullying occurring. Thirty-five percent (n = 80) of nurse managers reported being a target of workplace bullying. Managers sustained occasional (56%, n = 45) and severe (44%, n = 35) levels of workplace bullying, 65% (n = 43) identified their executive nurse leader as the predominate perpetrator. Authentic leadership, job demand, job control correlated significantly (p = < .01) with workplace bullying and job demand demonstrated the strongest likelihood (OR = 3.9) for predicting workplace bullying. Nurse Managers are four times more likely to be a recipient of workplace bullying when their job responsibilities are classified as demanding. This study expanded the science and demonstrated that nurse managers, the backbone of organizations, are recipients of workplace bullying emanating predominately from executive nurse leaders, but also from clinical nurses and their nurse manager peers. Given the harmful consequences of workplace bullying, as 'guardians' of and 'advocates' for their teams, executive nursing leaders, have an ethical and operational responsibility to ensure nurse managers are able to practice in a safe environment.