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Thesis advisor: Andrew Miller / The purpose of this study is to investigate how Asian women educational leaders perceive their instructional leadership and the ways in which their racialized and gendered experiences impact their practices. This qualitative case study is anchored by the sympathetic instructional leadership framework that includes holding high expectations in a community context, keeping a focus on instruction, and managing critical negotiations with staff. This study was conducted in a predominantly white school district with stated goals for equity. Six semi-structured interviews were conducted with Asian women building leaders and education leaders. Additionally, a survey was conducted across the district about how race and gender during the pandemic and our nation’s reckoning have either posed obstacles or opened opportunities for anti-racist work. The qualitative evidence collected about instructional leadership navigation led to the emergence of three main themes: these leaders lead by empowerment and mobilization, they lead through racism, and they focus on adult learning for instructional leadership. While the district survey found a high rate of anti-racist preparation and study on the part of the participants, Asian women leaders conducted more critical negotiations with colleagues than those surveyed across the district. / Thesis (EdD) — Boston College, 2022. / Submitted to: Boston College. Lynch School of Education. / Discipline: Educational Leadership and Higher Education.

Submitted by Filipe dos Santos (fsantos@pucsp.br) on 2016-09-12T13:09:01Z No. of bitstreams: 1 Maria Simone Prates Barreto.pdf: 2520542 bytes, checksum: 88b1be9e850fc12b94eef4febd13b4ae (MD5) / Made available in DSpace on 2016-09-12T13:09:02Z (GMT). No. of bitstreams: 1 Maria Simone Prates Barreto.pdf: 2520542 bytes, checksum: 88b1be9e850fc12b94eef4febd13b4ae (MD5) Previous issue date: 2016-04-14 / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior / The main aim of this study was to analyse the competences and development strategies employed by companies, in Brazil, in order to develop global leaders. Qualitative research was carried out to delve into the matter, and the research method was in-depth case study developed at IBM. Data were collected through semi-structured interviews at the reference centre of international recognition, Dom Cabral Foundation, in 2014, by means of several meetings. Secondary data were likewise collected through internet research. The company was chosen owing to its renowned recognition in the global market and great investment in the development of its global leaders. All data collected were analysed through thematic analysis methodology aided by software NVivo, developed by QSR International, and VUE (Visual Understanding Environment), which is open source software. The main competences mentioned by the global leaders at IBM were: easiness in making interpersonal contact; enjoying and valuing people; flexibility and adaptability; being fluent in several languages; being a good communicator; knowing how to deal with cultural diversity; forming and managing remote teams; building networking and partnerships; being good at negotiating; having sense of ethics, discipline and organization; business vision; taking risks; being inspiring and visionary. IBM employs several approaches to develop its global leaders, among which: CSC (Corporate Service Corps), coaching, through which a team of employees from various countries engage in countries under development aiming at assisting NGOs. In addition, there is a strong culture of using feedback, assessment, shadowing model, mentoring, expatriation, licence to work in other countries, programme for exchange of experiences and interaction with people from other countries, and online and face-to-face training. Although the main objective of this study was to analyse the competences and strategies used in development of global leaders at Brazilian companies, it also focused on the profile of the global leaders, the management systems of human resources used at a global company, the challenges the leaders face when developing their work, how they perceive cultural differences, how they see differences between local and global leaders, their career paths and responsibilities / O objetivo central deste trabalho foi o de estudar as competências e as estratégias de desenvolvimento usadas nas empresas, no Brasil, para o desenvolvimento dos líderes globais. Foi realizada pesquisa qualitativa de natureza exploratória, e o método de pesquisa utilizado foi o estudo de caso em profundidade, na empresa IBM. Os dados foram coletados por meio de entrevistas semiestruturadas e no centro de referência de valor internacional, da fundação Dom Cabral, em 2014, através de várias reuniões; os dados secundários foram levantados por meio de pesquisas na internet. A empresa foi selecionada pelo amplo reconhecimento de sua atuação global e pelo grande investimento no desenvolvimento dos seus líderes globais. Os dados foram analisados por metodologia de análise temática e com o auxílio dos softwares: NVivo, desenvolvido pela QSR International, e VUE (Visual Understanding Environment), que é um software livre. As principais competências citadas pelos líderes globais da IBM foram: facilidade em estabelecer contatos interpessoais; gostar e valorizar as pessoas; flexibilidade e adaptabilidade; ter fluência em vários idiomas; boa comunicação; saber lidar com a diversidade cultural; criar e gerir equipes remotas; construir networking e parcerias; negociação; ética; disciplina e organização; visão de negócios; assumir riscos; ser inspirador e visionário. A IBM utiliza várias abordagens para desenvolver seus líderes globais, dentre as quais: CSC (Corporate Service Corps), coaching, na qual uma equipe com funcionários de vários países atua em países em desenvolvimento, com o objetivo de auxiliar ONGs. Também existe forte cultura com intensivo uso de feedback, assessment, modelo de shadow, mentoring, expatriação, licença para se trabalhar em outros países, programa com trocas de experiências e interações com pessoas de vários países, e treinamentos online e presencial. Mesmo sendo o objetivo central deste trabalho estudar as competências e as estratégias de desenvolvimento usadas nas empresas brasileiras para o desenvolvimento dos líderes globais, elucidou-se ainda o seu contexto de trabalho, o perfil dos líderes globais, os sistemas de gestão de recursos humanos de uma empresa global, os desafios que eles encontram no seu trabalho, como eles percebem as diferenças culturais, como veem as diferenças de atuações de líderes locais e globais, suas trajetórias de carreiras e suas responsabilidades

Some leadership styles can produce job dissatisfaction, resulting in labor turnover and financial loss to organizations. Despite these known consequences, there is a lack of research on the perceptions of leadership styles on job satisfaction for hourly wageworkers. This phenomenological study was used to understand the experiences of non-management employees on how management leadership styles affected their job satisfaction. Bass's leadership theory, Herzberg's dual factor theory, and Maslow's hierarchy of needs guided this study. The primary research questions were used to explore themes in leadership styles affecting selected North Carolina employees in the workplace. Data collection included in-depth interviews with 25 hourly wageworkers who completed at least one annual performance discussion with their first-line supervisor. Utilizing Moustakas' modified van Kaam method of data analysis, 4 primary themes emerged: (a) perceptions of 3 leadership styles, (b) insights on job satisfaction, (c) observations of leader behaviors, and (d) leadership agility. The 4 primary themes and 18 subthemes indicated that participants perceived more positive experiences with transformational leaders than they did with transactional or laissez-faire leaders. The findings are important for first-line supervisors in the fields of business, finance, and education to develop strategies that may maximize positive experiences with leadership styles that will create and improve overall job satisfaction. Social change implications, given the findings, include supervisors' increased awareness of how the 3 leadership styles could provide more favorable experiences for hourly wageworkers.

Since North Africa is considered as one of the future hot spots for tourism development, western hotel chains increasingly expand to this region. Especially in the opening phase, these hotel groups tend to fill leading positions with male and female western managers. However, we assume that since the Arab culture is very male-dominated, the employment of women managers might cause cultural conflicts. Thus, our thesis aims to identify possible barriers for women to succeed in hotels in North Africa as well as to elaborate critical success factors for future female western leaders to overcome these barriers and to manage effectively. In order to find out about underlying attitudes towards foreigners and female superiors, we conducted a survey among Arabic hotel employees at an international five star hotel in Egypt. The results of our survey were topped up with insights from the literature and the remaining knowledge gaps were filled by holding conversations with industry experts. The findings of our study indicate a trend towards a more liberal Arabic society as well as certain openness towards foreigners and women, which could be ascribed to driving forces, such as globalization and a rise in information technology. However, there are still cases of gender inequality and religious intolerance, which shows that social practices have not yet completely changed. It is thus suggested that female western leaders still face barriers, such as chauvinistic behavior as well as suggestiveness. In order to be able to deal with these barriers, we developed critical success factors for future women managers, such as being cultural intelligent, being interested in the employees, being a coach and a team player, and trusting yourself. In addition, we provided general implications for women operating in other seemingly hostile environments, such as male-dominated industries or women-aversive surroundings.

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This research provides insights into how leaders in hybrid organisations, like Business Sweden, interpret and make sense of institutional logic and sustainability complexities. The inherent complexity of hybrids poses greater challenges for leaders than single-sector organisations. This research aims to contribute knowledge to understanding leaders’ experiences in hybrids, particularly in addressing sustainability. Sustainability is a concept that is open to interpretation, and this research seeks to improve the lack of understanding about how leaders in hybrids navigate and make sense of sustainability, especially given the urgent need to address the apparent climate crisis. Such a knowledge gap hinders organisations from effectively utilising their leaders' experiences to enhance sustainability efforts and manage the complexities inherent in hybrid structures. The research adopts a qualitative approach grounded in social constructivism as a research philosophy. It employs a hermeneutic approach and thematic narrative analysis to present the findings. Through semi-structured interviews with leaders, the research finds that leaders encounter challenges in balancing dual institutional logics of their owners and aligning social missions with profit goals. Contrary to previous theories emphasising cultural complexity, leaders in this context primarily grapple with mission alignment. They use metaphors and personal stories to make sense of these challenges. Although sustainability is crucial for organisational legitimacy, leaders lack sufficient support and tools for effective implementation. Overall, leaders view the hybrid structure positively and closely align with the organisation's sustainability goals. However, all leaders need to personally embrace sustainability values rather than solely using them as a competitive advantage for the organisation to establish long-term sustainability efforts.

This dissertation presents a biographical study of Philip Murray (1886-1952) who was one of America's premier labour leaders of the twentieth century. The work examines the major influences and historical events that shaped Murray's career. The thesis argues that Murray's career has been unfairly dismissed. It explains how the enduring effects of his formative years in Lanarkshire, Scotland, shaped his character as a trade unionist. It examines his early role as an official of the United Mineworkers of America (UMW A) in the 1920s and 1930s; his leadership of the Congress of Industrial Organizations (CIO) during the stormy era of its organising drive of America's industrial workers and of the Steelworkers Organizing Committee (SWOC); and his subsequent presidency of both the United Steelworkers of America (USWA) and the CIO during and after the Second World war. Murray's Catholicism and his relationship with Communists occupy a central position in the historical narrative. This thesis contends that Murray's motivations were not based on the crude antiCommunism of the McCat1hyism period following his death, and it seeks to prove the hypothesis that, in spite of his purging of the left-led unions inside the CIO, ironically, Murray throughout his life consistently strove to adhere to his class consciousness and uphold his convictions as a sincere advocate for labour's adversarial role inside capitalism. This thesis questions Murray's purported belief in class collaboration, as advocated in the papal encyclicals Rerum Novarum (1891) and Quadragessimo Anno (1931), and argues that, even if Murray agreed with the sentiments of the encyclicals' support and sympathy for the rights of workers and trade unions, he was never naive enough to reject the social and political reality of class struggle as an intrinsic, or motive, force in capitalist society.

The use of social media has increased the need of interactivity and information sharing. Individuals are sharing thoughts about different issues. Today, environmental issues have become an everyday matter for many. This matter is manifested through opinion leaders and their blogs or accounts. These opinion leaders possess an incredible power to influence others, which they in many cases take advantage of to inform their readers about topics that matters. This thesis will study how individuals respond to opinion leaders’ publications of green product exposure on social media. The purpose is to deepen the understanding and analyze possible influences related to the individuals’ responses. Green consumption habits are being highlighted as important and green products are exposed through many opinion leaders’ profiles on social media, since they often have an influence on individuals purchasing decisions. To investigate consumer responses on social media a qualitative study has been implemented. This has been done through observations and the construction of a focus group with the aim to strengthen the observational results. The results have mainly showed that individuals often respond positively to opinion leaders’ posts of green products, but their positive responses are related to the opinion leader rather than highlighting the green attributes. These results have been discussed to arisen from the individuals strive to identify themselves with opinion leaders. Furthermore, additional theory has been used to analyze the comments and explain possible influences. The conclusion of this thesis includes proposals for future research related to this topic.