This paper was aimed to study if and how business leaders’ leadership style change throughout the life cycle of a business. Leadership has long been a well-studied area, where research has primarily focused on larger business sizes. Therefore, the essay writers found it interesting to instead study leadership from a micro and small business perspective. The study has used a qualitative research method with semi-structured interviews as the data collection method. The method was chosen based on the essay writers' desire to gain insight into the respondents' experiences and perspectives on the study subject. The collected data was then analyzed through a theory-driven thematic analysis based on the study's theoretical framework. The data was analyzed based on the theories of company life cycle phases and leadership styles in an attempt to answer the study's purpose and research question. The conclusion showed that corporate leaders' leadership styles are partially absolute and partially dynamic. The absolute leadership style was expressed during stable circumstances and phases, while the dynamic leadership style emerged during demanding and challenging situations and phases. Furthermore, it was found that leadership styles changed more significantly if the phases or circumstances required other leadership methods than the methods that the leader's absolute leadership style is characterized by. The change in leadership styles is therefore based on which life cycle phase the company is in, but also on the leadership style that the leader possesses fundamentally. / Syftet med denna uppsats har varit att undersöka om och hur ledarskapsstilar hos företagsledare förändras i takt med företags livscykelfaser. Ledarskap har länge varit ett välstuderat ämnesområde, där forskningen främst har varit inriktad mot de större företagsstorlekarna. Därför fann uppsatsskribenterna det intressant att istället studera ledarskap ifrån mikro-och småföretagsperspektiv. Studien har tillämpat en kvalitativ forskningsmetod med semistrukturerade intervjuer som datainsamlingsmetod. Metodvalet baserades på att uppsatsskribenternas önskan att få ta del av respondenternas erfarenheter och perspektiv kring studieämnet. Därefter analyserades insamlad data genom en teoristyrd tematisk analys som baserades på studiens teoretiska referensram. Hädanefter analyserades datan utifrån teorierna om företagslivscykelfaserna och ledarskapsstilar i ansats att besvara studiens syfte och frågeställning. Slutsatsen påvisade att företagsledares ledarskapsstilar delvis är absoluta och delvis dynamiska. Den absoluta ledarskapsstilen kom till uttryck under stabila omständigheter och faser medan den dynamiska ledarskapsstilen framträdde vid krävande och utmanande situationer och faser. Vidare kunde det konstateras att ledarskapsstilarna förändrades mer avsevärt om faserna eller uppkomna omständigheter krävde andra ledarmetoder än de metoder som ledarens absoluta ledarskapsstil karakteriseras av. Förändringen i ledarskapsstilar baseras därav på vilken fas i livscykeln företaget befinner sig inom men även vilken ledarskapsstil ledaren innehar i grunden.

This essay aims to research the writing of George Orwell by analysing the four main pigs in his novel Animal Farm from a linguistic and rhetorical perspective. The paper's purpose is to explore occurrences of chosen phenomena tied to linguistic and rhetorical theory, with the goal to create an understanding of how Orwell portrays his characters exercising leadership and how their communicative strategies differ or coincide. In order to investigate occurrences of linguistic and rhetorical phenomena, the method of qualitative content analysis with a directed approach will be applied. This method of choice leaves room for interpretation based on the chosen theories and can assist in answering the research question. The results incline towards the pigs in Orwell’s novel applying various forms of linguistic and rhetorical strategies, often to persuade, manipulate and/or deceive the animals. Additionally, it is prevalent that there are both similarities and differences in the pigs' use of leadership as well as the use of linguistic and rhetorical strategies. Lastly, the paper will discuss and reflect on the results in order to draw conclusions and answer the research question.

No description available.

The study evaluates the perceived effectiveness of the leadership styles of deans in Ethiopian governmental Technical and Vocational Education and Training (TVET) colleges. The study was contextualised within the domain of relevant leadership theory in chapter 2 (with specific emphasis on the Full Range Leadership model developed by Bass and Avolio), and within the field of Technical and Vocational Education and Training in chapter 3. A mixed method research methodology was employed in the empirical research. The quantitative part received the most emphasis, while a qualitative part was added to attempt to corroborate findings. Quantitative data were collected from teachers (219), student council members (65) and deans (10) in ten TVET colleges using the MLQ 5x short-form questionnaire, which is a standardised questionnaire of high repute. The quantitatively collected data were analysed and presented using both descriptive and inferential statistics. The qualitative part consisted of semi-structured interviews conducted with the ten deans and one TVET Bureau Head. Quantitative findings indicated that the transformational and transactional leadership styles were observed far more frequently than the laissez-faire style. Perceptions regarding the effectiveness of deans, teachers’ job satisfaction and teachers’ willingness to make an extra effort were positively and statistically significantly influenced by the presence of both the transformational and the transactional leadership styles and to a slight extent, influenced negatively by the interaction effect of the two styles. Qualitative findings mostly corroborated the quantitative findings. Recommendations emanating from the research inter alia include: Leadership training opportunities for TVET deans should be scheduled to enhance the appropriate leadership style practice of deans (especially the transformational style); resources (human, financial and materials) should be made available to TVET colleges to develop desired types of leadership in colleges; as part of the selection process when appointing new TVET deans, the leadership style/s that applicants use at that stage should be assessed; a staff-dean-team-approach will be productive if the dean practises a transformational-orientated style of leadership. / Educational Leadership and Management / D. Ed. (Educational Management)

This thesis deals with relationship between a leisure time padegogue and a younger school age child from pedagogical and psychological standpoints. At the beginning the relationship is shown in relation to the philosophical and historical background. In the next stepI characterize the kdy concepts and draw attention to aspects supporting the development of the relationship.

Den svenska arbetsmarknaden står inför stora förändringar gällande generationer. Baby boom generationen kommer inom snar framtid att gå i pension och generation X och generation Y tar över arbetsmarknaden. I takt med att baby boomers lämnar arbetsmarknaden går man även miste om viktiga och nödvändiga kunskaper som denna generation erhåller. Ett stort tomrum uppstår som de nästkommande generationerna måste fylla. Däremot har generation X och generation Y andra kunskaper som kommer att vara betydelsefulla. Denna studie syftar till att fördjupa förståelsen för ledarskap i relation till generationer på arbetsplatsen. Syftet är att beskriva och analysera vilka förväntningar generation X och generation Y har på ledarskap samt vilken typ av ledarstil dessa generationer föredrar. Utifrån detta syfte har två frågeställningar formulerats: “Vilka förväntningar har generation X respektive generation Y på ledarskap?” och  “Vilken typ av ledarskapsstil föredrar generation X respektive generation Y på arbetsplatsen?”. Studiens empiriska material har samlats in genom tio stycken semistrukturerade intervjuer med en fenomenologisk förståelseansats. Resultatet som framhölls i studien är att det förekommer generationsskillnader kopplat till ledarskap och ledarstilar, men att dessa återfinns i små variationer. Exempelvis förväntade sig generation X mer tydlighet medan generation Y förväntade sig en högre grad av delaktighet. Analysen av det empiriska materialet indikerar på att åldersintervallet man är född inom har präglats av historiska händelser. Detta kan ligga till grund för individens synsätt och uppfattningar men betydelsen av att inkludera yttre faktorer såsom uppväxt och bakgrund är viktiga då ett pålitligt resultat inte endast kan baseras på ålder. Slutsatsen i studien blir således att man inte kan kategorisera in generationerna i enbart ett traditionellt eller modernt ledarskap, inte heller en renodlad auktoritär eller demokratisk ledarstil. Både generation X och generation Y har fler förväntningar som går hand i hand med ett modernt ledarskap, men med inslag av traditionella synsätt. Generationerna föredrar även till stor del en demokratisk ledarstil, däremot med vissa auktoritära inslag. / The Swedish labor market is facing major generational changes. The baby boom generation will soon retire and Generation X and Generation Y will take over the labor market. As baby boomers leave the labor market, important and necessary skills that this generation acquires are also being lost. A great void is created that the next generations must fill. However, Generation X and Generation Y have other skills that will be significant. This study aims to deepen the understanding of leadership in relation to generations in the workplace. The aim is to describe and analyze what expectations generation X and generation Y have for leadership and what type of leadership style these generations prefer. Based on this aim, two questions have been formulated: "What expectations do generation X and generation Y respectively have of leadership?" and "Which type of leadership style do generation X and generation Y prefer in the workplace?". The study's empirical material has been collected through ten semi-structured interviews with a phenomenological understanding approach. The result highlighted in the study is that there are generational differences linked to leadership and leadership styles, but that these are found in small variations. For example, Generation X expected more clarity while Generation Y expected a higher degree of participation. The analysis of the empirical material indicates that the age range one is born into has been marked by historical events. This may be the basis of the individual's approach and perceptions, but the importance of including external factors such as upbringing and background are important as a reliable result cannot be based solely on age. The conclusion of the study is thus that you cannot categorize the generations into only traditional or modern leadership, nor a purely authoritarian or democratic leadership style. Both Generation X and Generation Y have more expectations that go hand in hand with modern leadership, but with elements of traditional approaches. The generations also largely prefer a democratic leadership style, but with some authoritarian elements.

政府機關各項採購案，從前期採購投標須知之制定、上網公告資訊之登錄、契約稿之草擬；中段之領投標作業、開標作業、決標公告之登錄與傳輸；至後期簽約、驗收作業等，流程複雜且環環相扣，均有賴機關內部秘書（總務）單位之採購人員從頭至尾包辦，故政府採購執行順利與否，與採購人員之工作滿足感有密切之相關。政府採購之採購效率，除了採購人員本身因素外，其直屬主管之領導型態亦是一重要之影響因素，成功的領導型態或方式可以增加部屬之工作滿足，進而提升工作績效。 本研究旨在探討「政府採購法」暨相關法令實施後，採購人員之個人屬性及其直屬主管領導型態等變項，對於採購人員本身工作滿足感之影響，以臺北市政府所屬各機關學校內總務秘書單位實際從事採購工作之人員為研究對象，運用問卷調查之研究方法進行實證研究，並根據研究結果，提出建議，以供有關機關參考。本研究採問卷調查法收集初級資料，問卷內容計有「工作滿足量表」、「領導型態量表」及「個人基本資料」等三大部分。針對研究回收所得之問卷，以 SPSS 10.0 統計套裝軟體程式，採用信度與效度分析、描述性統計、相關分析、獨立樣本T檢定及變異數分析等方法，進行資料分析。 由本研究獲得以下發現： 一、臺北市政府採購人員工作滿足感之情況，在工作滿足各構面以對工作伙伴的滿足感最高，其次依序為對上司、整體工作滿足感、薪資福利及工作本身的滿足感，而對升遷的滿足感最低。 二、個人屬性變項與工作滿足感之關係： （一）採購人員職位不同，對其工作滿足感各個構面及整體滿足感有顯著差異。 （二）採購人員官職等不同，對其工作滿足感各個構面及整體滿足感有顯著差異。 三、主管領導型態與工作滿足感之關係： （一）採購人員直屬主管之領導型態不同，對其工作滿足感各個構面及整體滿足感有顯著之差異。 （二）在「統合型管理（9,9型）」之直屬主管領導型態下，採購人員在工作本身、薪資福利、升遷、上司、整體工作滿足等構面的滿足感較高。 根據研究發現，提出建議如下： 一、對採購主管機關及各機關學校之建議 （一）健全人事升遷管道 （二）建立採購人員專業加給之獎勵制度 （三）適當配置各機關學校內採購人員之員額 （四）鼓勵採購人員直屬主管多採用「統合型管理（9,9型）」的領導型態 （五）強化採購人員專業訓練課程 （六）建構和諧的工作環境 二、對後續研究建議 （一）研究變項方面 影響工作滿足感的因素很多，建議後續研究者可就不同變項中，選取適合研究之主題，更深入的探討其與工作滿足感之間的關係。 （二）研究對象方面 後續研究者可將研究對象擴及至中央及其他縣市政府之採購人員，以進行研究及比較。或可反向探討何種人格特質類型之個人較適合從事採購工作，透過適才適所的人力資源配置，以提高機關學校採購人員的工作滿足感。 / All types of government procurements are a complex series of correlated procedures which are single handedly taken care of by procurement personnel who work at general administration departments. The success of the procedures, such as the establishment of procurement bidding information, the announcing of events on the Internet, or the drafting of contracts at the early stage; bid application, opening of the bid, the announcement and transaction of the bid during the mid-stage; to the signing of contracts and inspection during the latter stage are very closely related to the job satisfaction of the procurement personnel. The procurement efficiency of the government is not only affected by the procurement personnel, the leadership style of their direct executives is also an important factor. Successful leadership styles or methods will increase the job satisfaction of their staff and consequently their work performance. This research reviews the attributes of the procurement personnel and their executives and other related variants after the ”Government Procurement Act” and regulations are employed. The effects it has on the job satisfaction of the procurement personnel are also discussed. Our research subjects are procurement personnel working at general administration departments of schools that are under the jurisdiction of the Taipei City government. We used questionnaire investigation research methods and made suggestions to the related institutes for their reference according to our results. The questionnaires collected the initial data, which is divided into three parts:”Job Satisfaction Measurement” , “Leadership Style Measurement”, and ”Personal Information”. SPSS 10.0 statistic software was used to conduct reliability and validity analysis, descriptive statistics, correlation analysis, independent sample t test, and ANOVA on the data of the effective samples. The following are the discoveries of this research: 1. In regards to the job satisfaction of the procurement personnel in Taipei City government, we see that the subjects are most satisfied with their colleagues, followed by their executives, the overall job satisfaction, their salary, and the job itself. The least satisfactory factor is the promotion system. 2. The relationship between the personal attribute variant and job satisfaction （1）Procurement personnel of different titles had major differences in terms of job satisfaction and overall satisfaction. （2）Procurement personnel of different ranks had major differences in terms of job satisfaction and overall satisfaction. 3. The relationship between the leadership style of executives and job satisfaction. （1） Different leadership styles of the executives leading the procurement personnel caused major differences in terms of job satisfaction and overall satisfaction. （2）The procurement personnel that were lead by the「Integrated management （type 9,9）」leadership style were more satisfactory in their work, salary, benefits, promotion, executives, and overall job compared to others. According to the results, we suggest the following to: 1. Procurement personnel executives and schools: （1）To have an integral promotion system （2）To establish a reward system for the procurement personnel. （3）Appropriately select, distribute, and control the number of procurement personnel. （4）Encourage executives of the procurement personnel to use the「Integrated management（9,9 type）」leadership style. （5）Reinforce procurement personnel professional training programs （6）Construct a harmonious working environment 2. Future researches: （1） Research variant Several factors influence job satisfaction; we recommend future researchers to select suitable themes from various variants to further review their relationship with job satisfaction. （2） Research subject Future researchers can expand their scope of research subjects to the procurement personnel of central governments and other city or county governments to make comparisons. They may also think in retrospect and find out which personal characteristics are most suitable for procurement work, which will increase the job satisfaction of the procurement personnel at schools or institutes via appropriate distribution of human resources.

本研究旨在探討臺北市國民中學校長領導風格、教師知識管理與學校效能之關係。採用問卷調查法進行研究，以97學年度臺北市公立國民中學教師為研究對象，各校依班級數多寡，選取8至16位教師進行問卷調查，總計發出問卷750份，回收問卷663份，問卷回收率88.4%，有效樣本620份。所得資料輸入電腦後，以SPSS for Windows 12.0版統計套裝軟體進行統計分析。採用平均數、標準差、獨立樣本t檢定、單因子變異數分析、Pearson積差相關分析、多元逐步迴歸分析等統計方法加以處理，獲致如下之結論： 一、臺北市國民中學校長領導風格中，轉型領導較注重「願景」；交易領導較注重「介入管理」；教師知識管理，較注重「知識取得」及與「知識創新」；學校效能整，較注重「社區關係」及「學生表現」 二、臺北市國民中學校長領導風格之現況受性別、服務年資、擔任職務、學校規模、學校歷史影響有所差異；教師知識管理受性別、年齡、教育程度、服務年資、擔任職務、學校歷史影響有所差異；學校效能受性別、年齡、服務年資、擔任職務、學校規模、學校歷史影響而有所差異。 三、校長領導風格愈佳則教師知識管理愈佳；教師知識管理愈佳則學校效能愈佳 四、校長領導風格各層面對學校效能之預測力，以「激勵」最具有預測力 五、教師知識管理各層面對學校效能之預測力，以「知識取得」最具有預測 依據本研究之結論，提出下列建議： 一、對教育行政機關的建議 (一)加強校長之專業發展，強化校長專業領導能力 (二)針對校長培育課程增列轉型領導概念課程 (三)針對教師增列知識管理研習課程、提升知識管理能力 二、對校長的建議 (一)應增進校長轉型領導的運用，以提升學校效能 (二)少使用法職權、多用專業與熱忱帶領學校組織 三、對教師的建議 (一)、增進教師間的交流平台，提昇教育專業知識分享 (二)、教師應積極參加研習活動、多方請益，以提昇教師專業知能 四、對學校的建議 (一)、建置硬體設備及設計相關課程，提供有利於教師知識管理的情境 (二)、推動學校教師知識管理，營造知識分享的學校文化，以提昇學校效能 / The purpose of this research is to explore the relationship among principals’ leadership style, teachers’ knowledge management and the school effectiveness of the municipal junior high schools in Taipei. The research was conducted through questionnaire survey. The participants were the teachers in Taipei municipal junior high schools in academic year 2009. 8 to 16 teachers were selected from each school according to the class number of the schools. 750 questionnaires were issued, and a total of 663 questionnaires were collected from all the target schools, with the rate of retrieval, 88.4%. 620 copies were valid samples. The research data acquired was processed by SPSS for Windows 10.0 version and analyzed with average mean, standard deviation, independent sample t-test, one-way ANOVA, Pearson’s product-moment correlation coefficient, and multiple regression analysis. Based on the results, the following conclusions were reached: 1.In Taipei municipal junior high schools, principals’ transformational leadership pays more attention to the “vision” field; while principals’ transactional leadership emphasizes more on the “interference management” field. Besides, “knowledge acquisition” and “knowledge innovation” are more valued among the knowledge management conducted by the teachers. In the aspect of school effectiveness, “community relationship” and “student achievements” are more emphasized. 2.In Taipei municipal junior high schools, principals’ leadership styles are verified with the influence of teachers’ gender, seniority, position, school scale, and school history. Teachers’ knowledge management is verified with the influence of teachers’ gender, age, education background, seniority, position, and school history. And the school effectiveness is verified with the influence of teachers’ gender, age, seniority, position, school scale, and school history. 3.The better principals’ leadership style is, the better teachers’ knowledge management is. The better teachers’ knowledge management is, the better school effectiveness is. 4.“Encouragement” is the best way to enhance the predictions of principals’ leadership style on school effectiveness. 5.“”Knowledge acquisition” is the best way to enhance the predictions of teachers’ knowledge management on school effectiveness. According to the findings, some suggestions were made: 1. Suggestions for education and administration institutes 1) Strengthen principals’ professional development and leadership. 2) Integrate courses about transformational leadership into principal preparation curriculum. 3) Arrange more workshops or seminars about knowledge management for teachers and upgrade teachers’ knowledge management ability. 2. Suggestions for principals 1) Develop principals’ transformational leadership and thus improve school effectiveness. 2) Make use of less authority but more profession and enthusiasm on school leading. 3. Suggestions for teachers 1) Enhance the communication among teachers; increase opportunities to share and exchange educational knowledge. 2) Be active in participating in seminars or workshops, listen to good advice, and upgrade teachers’ professional knowledge. 4. Suggestions for schools 1) Construct hardware facilities, design correlated curriculum, and offer the circumstances which are helpful for teachers’ knowledge management. 2) Promote teachers’ knowledge management, build a knowledge-sharing atmosphere at school, and thus enhance school effectiveness.

本研究旨在瞭解基隆市高級中等學校校長領導風格與校園危機管理之現況，並分析教師人口變項、教師危機管理變項、學校環境變項在校長領導風格以及校園危機管理的差異情形，最後探討校長領導風格與校園危機管理之關係。 本研究以問卷調查法為主，半結構訪談為輔。問卷調查法以「高級中等學校校長領導風格與校園危機管理調查問卷」(內含基本資料、校長領導風格量表與校園危機管理量表)為工具，以基隆市高級中等學校教師為研究對象，分層隨機抽取11所學校，共發出問卷330份，回收272份，有效問卷272份，有效回收率為82.4％。所得資料以描述性統計、t考驗、單因子變異數分析與 Scheff'e事後比較、 Pearson's積差相關、多元逐步迴歸分析等統計方法進行資料分析。並依正式問卷調查的結果，歸納相關的問題，設計並確定訪談大綱，做為訪談的依據，實地訪談2位校長，以釐清及延續問卷調查之結果，並藉由整理訪談文字資料、編碼歸類整理，綜合問卷調查與訪談資料，進行研究結果的分析與討論。研究結論如下： 壹、基隆市高級中等學校校長領導風格與校園危機管理之現況， 均屬良好程度。 貳、教師不同性別、服務年資、最高學歷對校長領導風格各個層 面之感受，並無顯著不同；教師不同性別、服務年資、最高 學歷在校園危機管理各個層面的感知上，並無顯著不同。 参、主任在校長領導風格與校園危機管理之感知上較好。 肆、教師是否參與危機研習、處理危機經驗、成立危機小組在校 園危機管理之整體及各個層面的感知上，並無顯著不同。 伍、學校規模不同的教師在校長領導風格及校園危機管理之感 受，並無顯著不同。 陸、創校歷史在「21~50年」及「51年以上」之教師對校長領導風 格及校園危機管理之感受，較「10年以下」之教師感受深刻。 柒、校長領導風格與校園危機管理間，有顯著的正相關。 捌、校長領導風格對整體校園危機管理具有預測力。 最後依據研究結果與結論，提出具體建議，以作為教育行政機關、高級中等學校校長、相關行政人員以及未來研究的參考。 / This study aims to investigate the current development of principals’ leadership style and crisis management in Keelung high schools and to analyze the differences in teachers personal variables、teachers’ crisis management and school environmental variables. concerning principals’ leadership style and crisis management. Finally, it explores the relationship between principals’ leadership style and crisis management. This study employs the research method of questionnaire surveys and semi structured interviews. There were two survey tools used in the study, including Principals’ Leadership Style Questionnaire and Crisis Management Questionnaire. Three hundred and thirty subjects are randomly selected from eleven high schools in Keelung city. A total of 272 questionnaires was returned. Out of those, 82.4% was valid (272 out of 330). Valid sample data was analyzed and processed using the methods of description statistics, t-test, one-way ANOVA. Scheff’e posteriority comparison, Pearson's product-moment correlation and stepwise multiple regressions. The frame of the interview questions was designed according to the findings from the questionnaire. Two principals, were interviewed to clarify and extend the findings of the survey. Then. the data retrieved from questionnaires and interviews were compiled, categorized, synthesized and analyzed. Following is the summary of the study: 1. The current development of principals’ leadership style and the crisis management in high schools are both above the average. 2. There is no significant difference in teachers’ experiences of principals’ leadership style in terms of gender, seniority and educational background; and, there is no significant difference in teachers recognition about crisis management in terms of teachers gender, seniority, educational background. 3. Teacher to act as director in schools give better recognition in principals’ leadership style; and, teacher to act as director in schools give better recognition in the crisis management. 4. There is no significant difference in teachers’ experiences about crisis management in terms of crisis study, crisis experience, and crisis management team background. 5. There is no significant difference in both principals’ leadership style and crisis management to teachers from schools of different scales. 6. There are significant differences in both principals’ leadership style and crisis management to teachers from schools of different history. 7. It shows significant positive correlation between principals’ leadership style and crisis management. 8. Principals’ leadership style demonstrates the predictability of crisis management in high schools in Keelung city. This study is finalized at proposing practical suggestions based on the findings and conclusions to educational administration authorities, high principals, the director of schools and faculty for further study and reference.

Le but principal de cet étude est de fournir un état des lieux complet du style deleadership entrepreneurial effectif dans le tourisme à base communautaire Homestay pour uneperformance durable, en utilisant la bonne performance du tourisme à base communautaireHomestay qui opère en faveur du développement durable. La stratégie du cas d'étude, qui estune des stratégies de la méthodologie de la recherche qualitative, est utilisée. Les données sontcollectées depuis plusieurs sources: preuve documentaire, observation des participants, etentretiens avec le leader et les personnes de trois communautés. La principale conclusion decette étude a montré que pour développer un leadership entrepreneurial effectif pour uneperformance durable, le leadership entrepreneurial nécessite trois principes : ambidextriecognitive, SEERS (responsabilité et durabilité sociale, environnementale et économique), etconscience de soi et sociale, comme le principe de Greenberg et al. (2011). Toutefois, l'aspectambidextrie cognitive peut être substitué par l'utilisation d'équipes de consultants effectives. Deplus, ces caractéristiques de personnalité peuvent être développées pour des communautésdurables. / The main purpose of this study was undertaken in order to provide a comprehensivepicture of the effective entrepreneurial leadership style in Homestay community-based tourism(CBT) for sustainable performance by using the good-performance of Homestay CBT inThailand with has the operation toward to sustainable development. The case study strategies,which is one of the strategies in the qualitative research methodology was used. Data werecollected from multiple sources: documentary evidence, participant observation, and interviewswith the leader and people in three communities. The main finding of this study showed that todevelop the effective entrepreneurial leadership for sustainable performance, theentrepreneurial leadership needs three principles; Cognitive ambidexterity, SEERS (social,environmental, and economic responsibility and sustainability), and self-and social awarenessas the principle of Greenberg et al. (2011). However, in Cognitive ambidexterity aspect couldsubstitute by using the effective consultant teams. Besides, those of personality characteristicsare able to develop for sustainable communities.