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  • About
  • The Global ETD Search service is a free service for researchers to find electronic theses and dissertations. This service is provided by the Networked Digital Library of Theses and Dissertations.
    Our metadata is collected from universities around the world. If you manage a university/consortium/country archive and want to be added, details can be found on the NDLTD website.
1

Character and the nature of strategic leadership : artists, craftsmen and technocrats

Pitcher, Patricia C. January 1992 (has links)
This dissertation represents an inquiry into the relationship between character and strategy. From Aesthetics, it borrows the conceptual categories, art, craft, and technique. From Psychoanalysis, it borrows a scientific framework for exploring the inner life. From Psychiatry and Psychology, it borrows methodologies. Strategic Management lent its preoccupations. / The study demonstrates the long shadow cast by our inner lives on our actions. It portrays the evolution of the strategic posture of a world class corporation in terms of the character of the men who have led it over the past thirty years. It shows the stages through which the corporation went and how those changes were intimately related to the characters of the key executives.
2

Satisfaction with leadership : tests of a discrepancy model

Frisch, Michael Henry 08 1900 (has links)
No description available.
3

Perceptions of, and satisfaction with leadership of different-sexed leaders by subordinates of both sexes

Pincus, David Mark 08 1900 (has links)
No description available.
4

An examination of situational and contingency approaches to leadership

Bassan, David Michael 12 1900 (has links)
No description available.
5

Assessment centres : identifying black leadership potential

Hurst, David Norman 15 September 2014 (has links)
M.A. (Industrial Psychology) / The aim of the study was to examine the predictive validity of an externally developed assessment centre in the early identification of Black supervisory leadership potential in the South African manufacturing industry. In order to achieve this, a longitudinal design and a criterion related validity strategy were adopted to test the relationship between assessment centre results and subsequent progress as well as performance at the supervisory level. The sample for the study consisted of 233 Black males assessed for leadership potential at the supervisory level between 1986 and 1989. Independent variables included archival data (collected between 1986 and 1989) comprising assessment centre dimension scores and biographical data. The independent variables were validated against an upward mobility criterion as well as a number of performance criteria collected in 1990.
6

The changing environmental context and the relevancy of existing leadership models

Groothof, Christien 14 May 2008 (has links)
Owing to the shifts taking place in both the external and internal business environments, leaders today find it increasingly difficult to sustain a competitive edge in the marketplace. The South African financial services industry, within which the target organisations of this study fell, is also strongly affected by these trends. Some of these trends are increasing competition in a globalising world, the knowledgeable, globalised customer of today who demands lower cost, innovative and quality products or services which are personalised and individualised, which in turn requires cutting-edge knowledge and technology; the diverse knowledge worker and the virtual workplace and organisation of the future. The imperative to organisations in identifying and developing their leaders to drive the sustainability, the profitability and the overallcompetitiveness of their organisation have become major challenges of the 21st century. In the process of trying to make sense of the complex environmental context and the growing demands of the competitive business environment, the question as to whether the existing leadership models are still a relevant to the 21st century work environment came the fore. The purpose of the study thus was born out of trying to understand, to make sense of and anticipate the impact of the changing environmental context on leadership. The intention was to find an answer to the effects of this environmental context on existing leadership models and vice versa. / Prof. Theo H. Veldsman
7

An analysis of leadership opportunities, experiences and influence at the United States Naval Academy from the perspective of midshipmen

Stonaker, Kristopher W. 06 1900 (has links)
This thesis explores the leadership opportunities available to midshipmen at the United States Naval Academy, from the perspective of the midshipmen. The purpose was to identify which leadership opportunities, experiences and influences are viewed as highly beneficial to their development as leaders. The research was primarily qualitative in nature, using focus groups with 12 cohorts of midshipmen. Additionally, a quantitative analysis was conducted to compare and contrast the results. The results of this study indicate that the midshipmen primarily learn leadership from other midshipmen, role models, formal leadership positions they fulfill (specifically small unit leadership positions), gender relations and the classroom environment. This thesis presents recommendations to highlight and expand additional leadership positions, experiences or opportunities for midshipmen leadership development. Recommendations for improvements in leadership instruction are also provided
8

Army transformation leadership a study of core competencies for civilian leadership

Taylor, Vickie. 09 1900 (has links)
The U. S. Army is undergoing a substantial departure from its historical underpinnings to adapt and succeed in the emerging arena of asymmetric warfare-i.e., migrating from a traditional 'heavy' approach to an agile and responsive capability. Changes are not limited to equipment and doctrine, but are pervasive throughout all aspects of infrastructure and processes, including leadership. Army Transformation is outlined by the Department of Defense (DoD) April 2003 Transformation Planning Guidance and the subsequent 2004 Army Transformation Roadmap. One tenet of leadership transformation includes increased capability to develop and sustain innovation. This paper analyzes civilian leadership competencies and capabilities related to the current Army training environment and identifies leadership competencies and capabilities deemed crucial for civilian leadership transformation. A researchers-developed survey and interviews revealed noteworthy conclusions, including the following: (1) Civilian and military personnel share a common view of core leadership competencies required for transformative change; (2) Diversity of leadership experiences was widely regarded as a core leadership competency and is generally considered inadequate for civilian leadership; and (3) Cultural differences between civilian and military leadership are narrowing, but momentum must be nourished and encouraged to affect positive and permanent leadership improvements for Army civilians.
9

The Florida Air National Guard : a model for successful recruiting

Delaney, James F. 03 1900 (has links)
CHDS State/Local / Effective recruitment strategies are essential to the maintenance of an all-volunteer military. Shortfalls in recruiting, such as those that have been experienced by the Air National Guard, U.S. Army, Army National Guard, and Army Reserve, threaten the viability of national military strategies that call for the U.S. military to be capable of simultaneously fighting two major wars and dealing with catastrophic man-made or natural disasters such as Hurricane Katrina. The Florida Air National Guard has been well ahead of its goals. Through successful recruitment policies, the Florida Air National Guard is, and will continue to be, "Ready, Relevant, and Reliable." This research is to identify the best practices that the Florida Air National Guard uses to recruit professional personnel and examine how these practices could be applied to other Air National Guard organizations along with other branches of the service. An empowered Recruiting and Retention Superintendent along with an innovative team approach have been successfully implemented and used by the Florida Air National Guard since June 2000. Many of the recruitment issues that the military faces today can be resolved by adopting the Florida Air National Guard's very successful model of leadership, communication, empowerment, and a team approach. The information presented in this thesis will draw on a variety of sources to show that the effective utilization of the Florida Air National Guard Recruiting and Retention Superintendent has had a dramatic and successful impact on the Florida Air National Guard's recruitment efforts. Based on secondary research, interviews, statistical analysis and an evaluation of present and past practices, this thesis will provide a path for recruiting that is focused, has a streamlined chain of command, along with the entire state recruiters working as a team to meet the needs of the entire state recruiting goals.
10

Building line officers into financial managers: an analysis of the process and recommendations for improvement

Cutter, David C. 06 1900 (has links)
Approved for public release; distribution is unlimited / With a FY 2004 budget of $1 14 billion, there is no question that the Department of the Navy is involved in big business. If compared to the sales revenues of the Fortune 500, the Navy would rank sixth. After having weathered a prolonged drawdown through the 1990's, Naval leadership must recapitalize its aging legacy systems. The plan to accomplish this task is the Sea Enterprise component of the Navy's Sea Power 21 strategy. In order to reach these goals, the Chief of Naval Operations needs a cadre of business-savvy line officers who can properly allocate scarce resources. The core of this group is comprised of line officers who hold the Financial Management (FM) subspecialty designator. This thesis applies a managerial control system approach to the process of filling Financial Management billets with properly qualified FM line officers. Complex and multifaceted, the process contains three distinct components: promotion, assignment and education. After examining levers of control that can be accessed by the FM community manager, this thesis identifies system weaknesses. Recommendations to solve the weaknesses include improved control and tailored incentives. The combination of control and incentives could improve the qualification rate of the Navy's FM officer positions and, ultimately, allow the Navy to meet its Sea Enterprise goals. / Commander, United States Navy

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