In today‘s world, characterised by highly competitive global economies, organisations have realised the need for a positive approach in order to remain competitive, sustainable and to attract and retain talent. A positive approach to leadership and an organisational environment characterised by trust has been one of the fundamental tools towards achieving this goal. The main objective of the present study was to assess the existence of positive organizational approaches (authentic leadership and workplace trust) within the government of Lesotho, especially at a time when the country was facing difficulties. The study was descriptive in nature, and followed a non-experimental quantitative approach. The survey made use of a sample of 153 civil servants occupying positions from supervisory to senior management. Data was acquired through the use of an electronic questionnaire made up of two scales: one was a self-assessment instrument on authentic leadership adopted from Walumbwa and associates, and the other scale was on workplace trust developed by Natalie Ferres. The analysis of data involved descriptive statistics, t-tests, ANOVA, post hoc tests and Cohen‘s d. The results of the study provided evidence that there were high levels of the authentic leadership and trust in the workplace. Demographic variables were not found to influence the outcome of authentic leadership scores, however, education and managerial level were found to have an influence on organisational trust. The findings of the study provoked the researcher to call for an implementation of policy on positive training for management and for further research in this area.

D.Tech. Organisational Leadership. Business School. / Organisations in South Africa and parastatals and semigovernmental organisations, in particular are adversely impacted upon by the low productivity of the workforce. The adverse situation invariably points to ineffective leadership. Few organisations focus on personal character, principles and moral skills, which everyone in a leadership role should possess to ensure long-term sustainable results. Improving the performance of individual organisations to the benefit of South Africa should be one of the country's highest priorities. The formulated conceptual process model could serve as a mechanism to achieve this highly complex objective.

Chan, Mee Lee. / Thesis Ed.D. Chinese University of Hong Kong 2014. / Includes bibliographical references (leaves 195-205). / Abstracts also in Chinese. / Title from PDF title page (viewed on 21, December, 2016).

Thesis (MPhil)--Stellenbosch University, 2004. / ENGLISH ABSTRACT: The business world has seemingly become hit by, or perhaps it has been more exposed of its unethical and morally bad decisions and procedures. One just has to follow the businessrelated issues and one becomes aware of events of corruption, greed, fraud, embezzlement, theft, nepotism and so forth. This is not just an occurrence in South Africa, but a global phenomenon. However, as South Africa approaches its tenth year of democracy, and the move towards the realization of our President's vision of an African Renaissance, there is an increasing awareness that a commitment to management by acceptable values is needed to remove negativity around management processes and practices in South Africa. We have to move to a culture of management where people are the central aspect around which good management revolves. As the forerunners of The African Renaissance, we need to engage with the concept of "Ubuntu", and truly realize that value-management is really that - being people through other people. We need to accept that we should be people driven, inclusive of every single person to be able to achieve the goals we set out for our companies. Emotional intelligence is vital if one bases a style of management on a people directed goals and orientations. When we look at each other through empathetic eyes this allows for consideration of others and ultimately allows for positive change and growth in an organization. To be able to move effectively towards such a management style is not as easy as discarding a predominantly Eurocentric style and embracing an African one. There is the element of human beings that plays a vital role. The values of an individual, the norms and beliefs that that individual holds dear, is pivotal to the structure of organizational culture. It is the stance of this thesis that each individual is responsible, in one way or another, for the structure and make up of the organizational culture of which it is a part. This thesis looks at research in this regard and how the findings could be applied in the South African corporate world to help facilitate effective transformation. / AFRIKAANSE OPSOMMING: Die besigheidswêreld word oënskynlik gebombardeer - of moontlik word dit net meer blootgestel aan die onetiese en moreel verkeerde besluite en prosedures. Dit is slegs nodig om te let op besigheidsaangeleenthede om gevalle van korrupsie, bedrog, hebsug, diefstal, nepotisme, en so voorts te bespeur. Bogenoemde gevalle kom nie slegs voor in Suid Afrika nie, maar is 'n universele verskynsel. Soos Suid Afrika sy tiende jaar van Demokrasie nader en daar 'n beweging is in die rigting van ons President se visie vir 'n Afrika Renaissance, is daar 'n toenemende bewuswording van die feit dat toewyding aan bestuur deur (aanneemlike) waardes noodsaaklik is om negatiwiteit rondom bestuurprosesse en - praktyke in Suid Afrika te verwyder. Ons moet ons beywer om te beweeg na 'n kultuur van bestuur waar individue die fokuspunt is te midde van voortreflike bestuurstyle. As die voorlopers van die Afrika Rennaissance moet ons meer verbind wees tot die konsep van "Ubuntu" en werklik besef dat waarde-bestuur inderwaarheid mens-gesentreerd behoort te wees. Ons moet die uitdagings aanvaar om gedissiplineerd op te tree en sorg te dra dat alle mylpale, wat deur die maatskappy daargestel word bereik word deur die optimale benutting van elke individu binne die maatskappy. Emosienele intelligensie is van die uiterste belang as die besigstyl gefundeer is op die beginsel van mens-gerigte doelwitte en ingesteldhede. Daar moet 'n kultuur gekweek word van empatie en konsiderasie vir ons medemens, wat uiteindelik positiewe veranderinge en groei binne die maatskappy sal bevorder. Om effektief in die rigting van so 'n bestuurstyl te beweeg, is nie bloot 'n geval van wegdoen met 'n oorwegend Eurosentriese styl en die aagryp van 'n Afrika - styl nie. Die menslike faktor speel'n beslissende rol. Die waardes van 'n individu, die norme en oortuigings wat vir hom of haar belangrik is, is van deurslaggewende belang vir die struktuur van organisatoriese kultuur. Hierdie tesis ondersoek narvorsing in hierdie verband en kyk hoe die bevindinge toegepas kan word in die Suid Afrikaanse korporatiewe wêreld om effektiewe transformasie te help fasiliteer.

This study is an examination of the perceptions youth ministers have regarding the character qualities and leadership competencies needed for effective youth ministry. The study also examines the perception that youth ministers have regarding potential leadership flaws that may lead to ineffective youth ministry. The researcher surveyed a sample from 1,300 full-time youth ministers representing youth ministers serving in the United States from various denominations as well as no denomination. A survey presenting a list of character qualities and youth ministry leadership competencies was sent to the sample. The respondents were instructed to rank each item from 1-3, 1 = primary, 2 = secondary, 3 = necessary. They were then instructed to list up to five potential leadership flaws that they believed would render a youth minister ineffective. The researcher analyzed the data in light of significant prior research for common themes that demonstrated a needed emphasis in youth ministry education and training. Key words . Youth ministry, youth minister, youth ministry education, adolescents, character qualities, ministerial leadership competencies, leadership flaws, church leadership, leadership effectiveness, leadership styles, leadership failure / This item is only available to students and faculty of the Southern Baptist Theological Seminary. If you are not associated with SBTS, this dissertation may be purchased from <a href="http://disexpress.umi.com/dxweb">http://disexpress.umi.com/dxweb</a> or downloaded through ProQuest's Dissertation and Theses database if your institution subscribes to that service.

Thesis (MComm)--Stellenbosch University, 2003. / ENGLISH ABSTRACT: South African organisations are facing fierce international competition, and to survive in the long-term it is necessary that they be led by leaders that will move them towards their vision in an ethical manner. While society condemns and the media extensively report fraud involving millions of rands by top executives, the truth of the matter is that more money is probably lost through low productivity, idleness and the wasting of resources through mismanagement (Mal an & Smit, 2001 ). In this study it is believed the cause of this problem is ultimately one of leadership. Leaders fail to direct and influence their subordinates to work with efficiency and integrity in order to achieve the organisation's objectives (Malan & Smit, 2001). Solutions for these problems must be found in order to build organisations that will prosper in the future. This study hopes to offer part of the solution. The main objective of this study was to establish whether there is a relationship between transformational leadership and the development of an ethical climate in organisations. One of the objectives of this study was to establish whether there was a direct relationship between altruism and transformational leadership. Another goal of this research was to establish whether integrity had a moderating effect on the relationship between transformational leadership and ethical climate. A model was developed to illustrate these relationships, which was tested in the South African context. A literature study of the role of transformational leadership, ethical values of altruism and integrity, and ethical climate in organisational performance was conducted. The relationship between these constructs has also been analysed in the literature study. A questionnaire consisting of five sections was compiled to test the hypotheses resulting from the structural models. These questionnaires were distributed to various organizations in the Cape Town area. The sample comprised 200 persons, each of whom had to complete the questionnaire. Section A was designed to give an indication of the demographics of the participants. Section B measured transformational leadership, based on Bass and Avolio's Multifactor Leadership Questionnaire (MLQ). Section C was compiled in accordance with Victor & Cullen's Ethical Climate Questionnaire (ECQ), which measured respondents' perceptions of their work climate. Section D measured altruism, based on Langley's Value Scale. Section E measured integrity and was based on Butler's Conditions of Trust Inventory. The statistical analysis was conducted through correlation and regression analyses. The results revealed that altruism positively correlates with transformational leadership, and that transformational leadership in turn has a positive relationship with ethical climate. No convincing empirical support could be found for the proposition that integrity moderated the effect of leadership on ethical climate. However, many new and interesting insights were gained through the results. Conclusions were drawn from the results obtained and recommendations are made for future research. / AFRIKAANSE OPSOMMING: Suid-Afrikaanse organisasies staar strawwe internasionale kompetisie in die gesig. Om in die langtermyn te oorleef, is dit nodig dat hulle gelei word deur organisatoriese leiers wat hulle op 'n etiese wyse na hul strategiese doelwitte sal lei. Alhoewel die gemeenskap miljoene rande se bedrog deur topbestuurders veroordeel en die media ekstensief daaroor verslag lewer, is dit 'n feit dat meer geld waarskynlik verloor word deur lae produktiwiteit, sloerdery en die vermorsing van hulpbronne as gevolg van wanbestuur (Malan & Smit, 2001 ). Met hierdie studie word aangevoer dat die oorsaak van hierdie probleem uiteindelik een van leierskap is. Leiers misluk om hul ondergeskiktes te bestuur en te be'invloed om sodoende effektief en met integriteit op te tree, ten einde die organisasie se doelwitte te bereik (Malan & Smit, 2001 ). Oplossings moet vir hierdie probleme gevind word ten einde organisasies te bou wat in die toekoms sal floreer. Hierdie studie poog om voorstelle te maak om hierdie probleme te help oplos. Die hoofdoelwit vir hierdie studie was om vas te stel of daar 'n verband tussen transformasionele leierskap en die ontwikkeling van 'n etiese klimaat in organisasies is. Een van die doelwitte van hierdie studie was om te bepaal of daar 'n direkte verband tussen altru'isme en transformasionele leierskap is. 'n Verdere doelwit was om te bepaal of integriteit 'n modererende effek op die verband tussen transformasionele leierskap en 'n etiese klimaat het. 'n Model is ontwikkel om hierdie verwantskappe te illustreer, en is in die SuidAfrikaanse konteks getoets. 'n Literatuurstudie oor die rol van etiese waardes, veral die kernwaardes van altru'isme en integriteit, transformasionele leierskap en 'n etiese organisasieklimaat in organisatoriese prestasie is onderneem. Die verband tussen hierdie konsepte is ook in die literatuurstudie ontleed. 'n Vraelys, bestaande uit vyf afdelings, is opgestel om die hipoteses voortvloeiend uit die strukturele modelle te toets. Hierdie vraelyste is uitgedeel aan verskillende organisasies in die Kaapstad-omgewing. Die steekproef het uit 200 mense bestaan. Afdeling A van die vraelys was ontwerp om 'n aanduiding van die demografie van die respondente te gee. Afdeling B het transformasionele leierskap gemeet, gebaseer op Bass en Avolio se 'Multifactor Leadership Questionnaire' (MLQ). Afdeling C was opgestel in terme van Victor en Cullen se 'Ethical Climate Questionnaire' (ECQ), wat respondente se indrukke van hulle werksklimaat gemeet het. Afdeling D het altru'isme gemeet, gebaseer op Langley se 'Value Scale.' Afdeling E het integriteit gemeet en het Butler se 'Conditions of Trust Inventory' as basis gebruik. Die statistiese analise was uitgevoer deur middel van korrelasie- en regressieontledings. Die resultate het getoon dat altru·isme positief met transformasionele leierskap korreleer en dat transformasionele leierskap op sy beurt 'n positiewe verband met etiese klimaat toon. Geen oortuigende empiriese gronde kon gevind word vir die stelling dat integriteit die effek van leierskap op etiese klimaat modereer nie. Die resultate het nietemin heelwat nuwe en interessante insigte aan die lig gebring.

D.Phil. / The spate of large-scale financial misconduct across the globe, sparked interest, and concern regarding moral conduct in organisations. The impact of the immoral actions proved to be devastating for many companies, especially for the financial sector. These entities spend a lot of time and effort managing threats from external sources, such as clients and terrorist. Less focus is placed in reducing fraud from within. Conforming to the regulations however, increases strain on companies to comply with the guidelines. This compliance consumes a lot of an organisation’s resources such as time and money. Little focus, if any is placed on the psychological component of governance, namely, the moral intelligence of employees and on understanding the human contribution to corporate governance and immoral actions. Human Resource practitioners are not doing enough to understand this dynamic, specifically the role of moral intelligence, underlined by the moral decision-making process. From a theoretical point of view, the study was aimed at understanding the moral domain from a more integrated, broad-based approach, including the moral dynamic as a form of intelligence. From a practical point of view, the need for more reliable and scientific information on moral conduct served as driver for the study. This investigation included the examination of the construct moral intelligence as part of the multiple intelligence theory, understanding the moral decision-making process as part of moral intelligence, identifying an underlying set of universal moral principles as foundation for moral decision-making in business, and analyzing patterns of covariability between moral reasoning and moral competence as part of the decision-making process. The study was conducted in a large South African financial institution with a sample size of 466. The Moral Judgment Test was preferred as measure for moral reasoning and moral competence, while the EQ Map and Psychomatrix Spirituality Inventory (PSI) measured emotional and spiritual intelligence respectively. Results revealed support for Kohlberg’s stages of moral development. There was evidence that the use of post-conventional stages of moral reasoning increased moral competence, which is the consistency between reasoning and action. There was further statistical support for differences in moral reasoning and moral competence when compared with selected demographical variables. The various statistical operations provided information for the calculation of risk-ratios, aimed at identifying individuals prone to immoral action. This data is useful when selecting and promoting individuals in the bank. As a result of the qualitative information and quantitative data, an amalgamation of the various approaches produced an integrated model on moral intelligence. It is envisaged that this will contribute to understanding true moral intelligence as a broad approach. Various theoretical and practical conclusions are reached, and recommendations and limitations are discussed.

The concept of ethical leadership has been intrinsically evident for over a century, but studies have only recently been documented that have attempted to observe and analyse the phenomenon. The concept has become more popular in the information age as companies start to employ additional knowledge workers who search for enhanced meaning in their respective occupations. The gold mining industry in Africa has improved substantially as conflicts have subsided slightly. As such, industry leaders need demonstrate better skills of engagement when managing legacy issues. While the shareholders’ interest remain high on leaders’ radar, leaders need effectively manage operations to address issues that might not be immediately evident in balance sheet, but that nonetheless have an effect on economic sustainability of the gold mining entities. Given that the concept of ethical leadership is known, there are still scandals that have recently been documented that involve leaders who have made decisions that led to demise of entities for which they were responsible. The purpose of this research was to explore ethical leadership and its association with sustainable economic performance within gold mining industries. The study aimed to analyse companies that have an African footprint, while originating from South Africa. A qualitative research method was employed following a phenomological approach to obtain insights of how African leaders have operated gold mines in Africa and have managed operations that performed very well. The aim was to crystallise and distil the findings for the use by future leaders so that they could avoid future scandals and not destroy shareholder value and disappoint stakeholders. The personal and leadership traits of ethical leaders were reviewed with the aim of determining the mental development that would be required, as well as which aspects would require consideration when determining the effects on economic sustainability. The African leaders interviewed were familiar with the concept of ethical leadership, economic sustainability and implicitly understood the association of ethical leadership with economic sustainability. The concept of ethical leadership generated two new terms, as described by the interviewees that could be infused to the definition to cater for an African context. The concept of “Ubuntu” and “displaying appropriate conduct” were the two terms that were derived from the leaders. The concept of greed was identified as a strong impediment towards economic sustainability. The gap of iii displaying that ethical leadership has a favourable outcome towards economic sustainability was demonstrated. By attempting to close this gap, it could help curb unemployment rates, as decisions would be made differently. From the propositions made, which were all proven successfully, there remains opportunities for future quantitative studies to be undertaken to add insight to the existing body of knowledge. / Dissertation (MBA)--University of Pretoria, 2014. / zkgibs2015 / Gordon Institute of Business Science (GIBS) / Unrestricted

Kohlberg, Gilligan, and Mennuti differed in their explanation of a moral reasoning model in higher moral development levels. This study examined how moral orientations relate to gender, culture, and moral dilemma contexts. Eighteen leaders of higher educational institutes in Taiwan, 9 males and 9 females, were interviewed concerning their real-life moral dilemmas in both their professional life and personal life. Forty three incidents were generated by the participants in both situations. The principle of full saturation and constant comparative analysis methods were used in sampling, data collection, and analysis. The types of incidents, the conflict focus, the primary considerations, final decisions, and self-evaluation of decisions and consequences in the process of moral reasoning resolution were examined. The findings showed that dilemma situation factors were more important than gender factors in predominant types of conflict focus and types of moral considerations. Eight moral orientation models were identified from the full process of moral reasoning. Most moral orientation models were in combined forms. Single forms were rarely seen and there was only single-justice pattern. Justice focus mixed with either care or self shadow forms, or both, was the most predominant model found, especially in professional Situations. Self-focus mixed with other shadow forms was the most predominant model in personal situations. There were slight gender differences in the distribution of moral Orientation models. There were almost one third of incidents reasoned in justice, care, and self combinations with five different styles within the eight models. A comparison among the findings in this study with those of Kohlberg, Gilligan, and Mennuti was conducted. The interactions among gender, culture, and dilemma contexts were discussed. / Ph. D.

In recent years, the federal No Child Left Behind (NCLB) Act has increasingly had a major impact on daily decisions in schools, especially for principals' performance. Depending on the accountability rating, schools are in jeopardy of closing, and principals and teachers are at risk of being fired (McGhee [and] Nelson, 2005). As a result, it is increasingly difficult to make daily ethical decisions on behalf of students and teachers when much of the focus is on standardized testing and accountability. Therefore, the purpose of this study was to describe the leadership practices used by an elementary principal in her effort to balance accountability and ethics. Models of ethical, educational leadership including Servant Leadership, Transformational Leadership, Moral Leadership, Ethical Leadership, and Democratic, Ethical, Educational Leadership have described the practices implemented by ethical leaders. However, research concerning how an elementary principal is able to balance the pressures of accountability and ethical practices to meet the needs of the students, teachers, and parents is less prevalent. This qualitative single-case study of a principal in one high achieving, low socio-economic status elementary school examined the leadership practices in an accountability context. Semi-structured interviews, field notes of observations at the school, and relevant documents were collected and used as the data for the study (Marshall [and] Rossman, 1999). Findings revealed that a clear vision, positive relationships, honest communication, and school-wide systems lend strong support to teaching and learning. Meaningful curriculum, instruction, and assessment; caring, supportive relationships; and a student-centered school culture, are essential components of intended efforts to balance the pressures of accountability and the needs of the students. Resources, shared decision-making, and a culture of mutual respect and responsibility may lead school leaders to address the pressures of accountability and meeting the needs of the teachers. A welcoming environment, pertinent information in English and Spanish, and opportunities for parents and families to get involved are critical avenues to meet and address the concerns of parents. This information may generate recommendations to educational leaders and serve as suggestions for pre-service and in-service training programs which are designed to prepare future ethical school leaders. / text