Vad finns det för olika ledarskapsstilar? Vad kännetecknarett bra ledarskap? Och vilken typ av ledarskap är att föredra?Det är några omdiskuterade frågor i forskningsvärden. Menen sak är säker. Ett bra ledarskap är en av de mest avgörandefaktorerna för att ett företag ska bli framgångsrikt.I den här studien har fokus riktats mot en typiskbyggarbetsplats i Sverige idag. Där syftet har varit att ta redapå hur ledarskapet ser ut och vilket ledarskap somarbetsledningen och yrkesarbetarna föredrar utifrån de treklassiska ledarskapsstilarna; Auktoritärt-, demokratiskt- ochlaissez-faire ledarskap. Dessa tre stilar tituleras ibland somThe Full Range Leadership Model vilket motsvarar helaskalan av ledarskap.Peab AB är ett svenskt bygg- och anläggningsföretag och harvarit föremål för denna fallstudie. För att kunna uppnåstudiens syfte och svara på frågeställningarna så krävdes detperspektiv från både arbetsledningen och yrkesarbetarna.Därför genomfördes kvalitativa semistrukturerade intervjuermed tre platschefer och en kvantitativ enkätundersökningmed yrkesarbetarna på Peab i Skellefteå.Efter intervjuerna med platscheferna och svar påenkätfrågorna från yrkesarbetarna stod det klart att detdemokratiska ledarskapet är det som framförallt tillämpasoch som föredras. Men det är också tydligt att ledaren måsteanpassa sitt ledarskap efter situationen. Ibland behöverledaren gå mot ett auktoritärt ledarskap och ibland mot ettlaissez-fair ledarskap. Det finns tendenser till attarbetsledningen och yrkesarbetarna föredrar laissez-faireledarskap framför det auktoritära ledarskapet. Menframförallt så är det demokratiska ledarskapet som föredras ide flesta fallen. / What are the different leadership styles? What characterizesgood leadership? And what kind of leadership is preferable?There are some debated issues among researchers. But onething is certain. Good leadership is one of the most crucialfactors for a business to be successful.In this study, the focus has been on a typical construction sitein Sweden today. Where the purpose has been to find outhow the leadership looks and which leadership that thework management and professional workers prefer based onthe three classic leadership styles; Authoritarian-,Democratic- and Laissez-faire leadership. These three stylesare sometimes referred to as The Full Range LeadershipModel, which corresponds to the whole scale of leadership.Peab AB is a Swedish construction and civil engineeringcompany and has been the subject of this case study. To beable to achieve the aim of the study and answer thequestions, this required a perspective from both the workmanagement and the professional workers. Therefore,qualitative semi-structured interviews were conducted withthree site managers and a quantitative survey with theprofessional workers at Peab in Skellefteå.After the interviews with the work management andanswers to the questionnaires from the professional workers,it was clear that the democratic leadership is what is mainlyapplied and preferred. But it is also clear that the leader mustadapt his leadership to the situation. Sometimes the leaderneeds to go against authoritarian leadership and sometimesagainst a laissez-fair leadership. There are tendencies that thework management and professional workers prefer Laissez-faire leadership in front of authoritarian leadership. Butabove all, democratic leadership is preferred in most cases. / <p>Betyg 2021-06-04</p>

Police leadership has traditionally been dominated by the commander style, yet the more recent generation of police officers reject this style of leadership. Little, however, is known about whether the different leadership styles of the full range of leadership model result in positive outcomes in policing organizations. The purpose of this quantitative meta-analysis study was to examine the relationship between transformational, transactional, and laissez-faire leadership styles and the leadership outcomes in a policing context, such as subordinate satisfaction, perception of leadership effectiveness, and exerting extra effort. Data for this research synthesis derived from primary research studies, which included 9 U.S. and international correlational policing studies that together comprised 1,939 police officers who completed the Multifactor Leadership Questionnaire (MLQ) instrument. The meta-analysis provided effect size estimates on the relationship between transformational, transactional, and laissez-faire leadership styles and perception of leadership effectiveness, extra effort, and subordinate satisfaction. The results of this meta-analysis indicate the transformational style has a stronger positive relationship with perception of leadership effectiveness, extra effort, and subordinate satisfaction, than the other 2 leadership styles. The positive social change implications of this study provide recommendations to police executives to include transformational leadership with contemporary law enforcement practices. The transformational style may result in improvements to police officer motivation, performance, and job satisfaction, thus offering opportunities to improve public safety outcomes.

The financial misconduct and corruption at the very top of the class system that in 2008 caused the collapse of the world economy saw no reaction from the criminal justice system. In contrast, the 2011 English Riots at the bottom rungs of society, estimated to have caused 200 million pounds of damages, produced a ruthless response from the judiciary where sentences were almost treble the usual rate. Politicians were quick to condemn the rioters as mere wanton criminals and framing their actions within a behavioural explanation calling for severe punishments. My thesis’s aim is to show that it was instead decades of neoliberal policies that pushed these people to vent their frustration through rioting. Their ensuing anomic ethic is understood by considering the rioters’ actions through the prism of both Strain Theory and Institutional Anomie Theory. To contextualise their place within today’s capitalist society I categorized them within an emerging social class: The Precariat. Through a qualitative analysis of 17 interviews’ extracts, all that transpired was their desires to be active consumers by grabbing what they could; the riots were merely an excuse to bypass the structurally imposed limits that stood before the desired higher social status. This research speaks of an increasingly unequal society, which positions individual economic success above collective well-being. These disturbances are symptoms of a deep seated malaise and of a stripped-down manifestation of what neoliberalism really is. To reverse it, we ought to implement holistic socioeconomic policies that empower people through the creation of secure and well-paid jobs, encourage collectivism over individualism and that promote better education towards sustainable living and happiness.

Idag anses innovation och kunskap leda till konkurrenskraft. Antalet kunskapsintensiva företag har därför ökat och autonomi lyfts som en byggsten för att utforma framgångsrika organisationer med ett starkt kunskapskapital. Forskning har dock visat att kunskapsintensiva företag kan innehålla byråkratiska strukturer, så kallade mjuka byråkratier. Tidigare forskning har kartlagt byråkratiska strukturer men inte fokuserat på anställdas upplevelser och önskemål kring ledarskapet där mjuk byråkrati råder. Därav utfördes en kvalitativ fallstudie på ett professionellt serviceföretag som är en typ av kunskapsintensivt företag. Syftet var att skapa förståelse för hur anställda upplever byråkratiska strukturer och autonomi samt deras önskemål kring ledarskapet för att uppnå en balans mellan dessa i ett professionellt serviceföretag. Mjuk byråkrati och ledarskapsstilarna laissez-faire, transformerande, karismatisk samt transaktionell bildade det teoretiska ramverket. Metoden utgjordes av semistrukturerade intervjuer, interna dokument samt tematisk analys. Sex byråkratiska strukturer identifierades och resultatet visade att de anställda upplevde fyra av dem som positiva medan två upplevdes som negativa. Resultatet visade även att de anställda önskar en transformerande ledare, men med inslag från de andra tre ledarskapsstilarna. Därmed belyste studien vikten av att ledare kombinerar ledarskapsstilar vilket vidare tolkas kunna vara balansen mellan styrning och självstyrning i ett professionellt serviceföretag.

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Muitas instituições de ensino superior (IES) buscam novas formas de aperfeiçoarem o processo ensino-aprendizagem visando adequarem as aulas tradicionais às tecnologias emergentes advindas da Web 2.0, como as mídias sociais. Nesse processo de reinvenção, o docente deve capacitar-se a ministrar aulas não apenas com o intuito de disseminar conhecimentos tácitos e explícitos, mas também de liderar os estudantes na sala de aula presencial e nos ambientes virtuais de aprendizagem, conduzindo-os a superarem suas expectativas quanto ao aprendizado. Analisando perfis de liderança existentes, a presente dissertação, focada em um Estudo de Caso, busca identificar qual o perfil ideal de liderança do docente em ambientes híbridos, utilizando-se para tal do Índice de Satisfação de Grupo, análise de gráficos e do discurso dos estudantes. O método de ensino adotado pelo docente foi o PBL (Problem Based Learning), dando-se ênfase ao desenvolvimento do pensamento critico. A pesquisa realizou-se junto a disciplinas do Departamento de Engenharia de Produção da EESC-USP, onde estudantes de graduação e pós-graduação foram desafiados pelo método PBL a pensarem de forma crítica na construção do próprio conhecimento. Os resultados obtidos por meio de questionários aplicados ao final dos semestres de 2011 e 2012 mostram que a liderança Laissez-faire não é indicada na fase de implantação do PBL, necessitando maior interferência do docente para a quebra do paradigma entre o modelo de ensino tradicional e o novo. Conclui-se que a conexão entre o processo ensino-aprendizagem tradicional e o novo possa ser feita por meio da liderança situacional, alternando a liderança transformacional e a transacional de acordo com o contexto, excluindo-se a Laissez-faire. / Many institutions have developed new ways to improve the teaching-learning process, trying to adequate the classes to the emerging new technologies based on Web 2.0, as in the case of social media. In this re-inventing process teachers must have the leadership skills both in classrooms and virtual learning environments, allowing the students to overcome their expectations of the learning process. This dissertation is focused on a case study that seeks to identify what is the ideal leadership profile into hybrid environments, using a group satisfaction index, graphical analysis and student speeching skills. The teaching methodology used by the teacher was the PBL (Problem-Based Learning) that emphasizes the critical mindset. The research was carried out during the disciplines into the Manufacturing Engineering graduation and post-graduation program of Universidade de São Paulo (USP) EESC department. The students were challenged by the PBL methodology to think about the best way to build their own know how. The data obtained with the application of questionaries in the 2011 and 2012 semesters showed that the \"Laissez-Faire\" leadership is not recommended during the PBL methodology implementation, requiring more interferences and attention from the teacher to break the paradigm of the traditional teaching models. The conclusion is that the connection between the traditional and the new teaching-learning processes can be built using situational leadership, alternating between transformational leadership and transactional models, contextually, excluding the Laissez-faire.

Il presente lavoro mira a collocare il pensiero di Henry Sidgwick (1838-1900) sul diritto alla libertà all'interno del background culturale inglese dell'epoca tardo-vittoriana, dedicando una particolare attenzione ad un confronto con la speculazione, il metodo ed i risultati ottenuti di due eminenti filosofi della medesima generazione, Thomas Hill Green (1836-1882) e Herbert Spencer (1820-1903). / The study aims to connect the thought of Henry Sidgwick (1838-1900) about liberty with British intellectual background of the late-Victorian age, paying a special attention to a comparison of it with the philosophy, the methods and goals of two important philosophers of his generation, Thomas Hill Green (1836-1882) e Herbert Spencer (1820-1903).

Muitas instituições de ensino superior (IES) buscam novas formas de aperfeiçoarem o processo ensino-aprendizagem visando adequarem as aulas tradicionais às tecnologias emergentes advindas da Web 2.0, como as mídias sociais. Nesse processo de reinvenção, o docente deve capacitar-se a ministrar aulas não apenas com o intuito de disseminar conhecimentos tácitos e explícitos, mas também de liderar os estudantes na sala de aula presencial e nos ambientes virtuais de aprendizagem, conduzindo-os a superarem suas expectativas quanto ao aprendizado. Analisando perfis de liderança existentes, a presente dissertação, focada em um Estudo de Caso, busca identificar qual o perfil ideal de liderança do docente em ambientes híbridos, utilizando-se para tal do Índice de Satisfação de Grupo, análise de gráficos e do discurso dos estudantes. O método de ensino adotado pelo docente foi o PBL (Problem Based Learning), dando-se ênfase ao desenvolvimento do pensamento critico. A pesquisa realizou-se junto a disciplinas do Departamento de Engenharia de Produção da EESC-USP, onde estudantes de graduação e pós-graduação foram desafiados pelo método PBL a pensarem de forma crítica na construção do próprio conhecimento. Os resultados obtidos por meio de questionários aplicados ao final dos semestres de 2011 e 2012 mostram que a liderança Laissez-faire não é indicada na fase de implantação do PBL, necessitando maior interferência do docente para a quebra do paradigma entre o modelo de ensino tradicional e o novo. Conclui-se que a conexão entre o processo ensino-aprendizagem tradicional e o novo possa ser feita por meio da liderança situacional, alternando a liderança transformacional e a transacional de acordo com o contexto, excluindo-se a Laissez-faire. / Many institutions have developed new ways to improve the teaching-learning process, trying to adequate the classes to the emerging new technologies based on Web 2.0, as in the case of social media. In this re-inventing process teachers must have the leadership skills both in classrooms and virtual learning environments, allowing the students to overcome their expectations of the learning process. This dissertation is focused on a case study that seeks to identify what is the ideal leadership profile into hybrid environments, using a group satisfaction index, graphical analysis and student speeching skills. The teaching methodology used by the teacher was the PBL (Problem-Based Learning) that emphasizes the critical mindset. The research was carried out during the disciplines into the Manufacturing Engineering graduation and post-graduation program of Universidade de São Paulo (USP) EESC department. The students were challenged by the PBL methodology to think about the best way to build their own know how. The data obtained with the application of questionaries in the 2011 and 2012 semesters showed that the \"Laissez-Faire\" leadership is not recommended during the PBL methodology implementation, requiring more interferences and attention from the teacher to break the paradigm of the traditional teaching models. The conclusion is that the connection between the traditional and the new teaching-learning processes can be built using situational leadership, alternating between transformational leadership and transactional models, contextually, excluding the Laissez-faire.

J. S. Mill a été l’une des cibles privilégiées de toute une littérature critique dénonçant la prétention de l’économie à l’universalité, c’est-à-dire à établir des lois naturelles. Parmi ces critiques, on peut déceler deux angles d’attaque différents : celui d’auteurs qui, comme Durkheim, Veblen ou Schmoller, fustigent la prétention de l’économie à réduire l’homme à un homo œconomicus, et par suite à faire l’apologie du « laissez-faire » ; celui de Marx qui dénonce le caractère naturalisant de la propriété privée capitaliste dans le discours économique. Pourtant, en examinant de près les textes épistémologiques de Mill, nous montrons que ce dernier se trouve justement être l’avocat – et par anticipation – de ses critiques. Toutefois, rien ne garantit que Mill dise tout le vrai sur sa propre pratique d’économiste. Or, nous dévoilons que certains de ses écrits économiques présentent bien une forme d’universalité, n’étant pas uniquement valables dans les économies de marchés capitalistes. / J. S. Mill was one of the main targets of a whole critical literature denouncing the pretention of economics to universality, that is to say, to establish natural laws. Among the criticisms one can detect two different angles of attack: that of authors such as Durkheim, Veblen or Schmoller who criticize the claim of political economy to reduce man to a mere homo œconomicus, and consequently to glorify “laissez-faire”; that of Marx who castigates the naturalizing character of capitalist private property in the economic discourse. However, by closely examining Mill’s epistemological texts, we show that this author just happens to be the advocate of his own critics. However, there is no guarantee that Mill says all the truth about his own practice as an economist. Now, we demonstrate that some of his economic writings present indeed a form of universality, in as much as they are not only valid in capitalist market economies.

Syftet med studien är att undersöka och bidra med kunskap om ledarskapets påverkan på medarbetarnas inre och yttre motivation i provisionsbaserade arbetsmiljöer. En kvalitativ forskningsansats med ett abduktiv angreppssätt har tillämpats i detta arbete. Nio semi-strukturerade intervjuer med medarbetare har genomförts. Studien visar att ledarskapet har påverkan på både inre och yttre motivation, samt att varje ledarskapsstil påverkar medarbetarnas motivation i viss utsträckning. Studien visar även att inre motivation är mer beständig samt att det transformativa ledarskapet genererar motivation i störst utsträckning hos medarbetare i provisionsbaserade arbetsmiljöer. / The purpose of the study is to examine and contribute knowledge about the impact of leadership on employees' intrinsic and extrinsic motivation in commission-based work environments. A qualitative research approach with an abductive approach has been applied in this study. Nine semi-structured interviews with employees have been conducted. The study demonstrates that leadership has an impact on both intrinsic and extrinsic motivation, and that each leadership style affects employee motivation to some extent. The study also reveals that intrinsic motivation is more enduring, and that transformative leadership generates motivation to a greater extent among employees in commission-based work environments.