关于变革型领导和实际经营绩效的研究比较有限，我们希望能补充这个部分的空白，因此采用了变革型领导风格中针对个体层面的两个维度：智力激发和个性化关怀，作为主要变量，提出了一个针对实际经营绩效的领导力模型。在这个模型里，领导-部署交换（LMX）作为中介变量，领导的教育程度作为调节变量。从结果看到领导-部署交换对于智力激发和部属实际经营绩效的完全中介成立，领导教育程度对于智力激发的调节作用也同样成立。研究对于变革型领导理论和领导-部属交换理论以及对于实践的意义在文章有被讨论。There is little study on the transformational leadership and its connections with real business performance. We seek to fill this gap and propose a model using intellectual stimulation and individualized consideration as key independent variables to explain real business performance. We use leader-member-exchange as a mediator and leaders' education level as a moderator. We show that the leader-member exchange fully mediate intellectual stimulation and real performance, and leaders' education level moderates intellectual stimulation. Implications for the theory and practice of leadership are discussed.

M.Com. (Business Management) / The uncertain, turbulent society we live in today, not only effects our lives but also the business we operate in. Change is taking place world wide. Is the society, in which business and the clientele operates ready for this change? What is the attributes for a successful business in the build up to the year 2000? ITC at present is going through these changes to adapt for the future, and keep its leading edge. Not only is technology leapfrogging, it is also the ability to read the consumers demand for products. To change a company, factors to consider is; culture, leadership style and motivation. The keyword to be a change agent is what personnel should adapt to and be part of there daily routine. ITC organizational culture had to change. A culture audit was done and a culture profile was developed to ascertain where ITC was in the cultural change process. Leadership is one of the most important ingredients in change. The change that took place in leadership attributed to the success in changing the culture in ITC as well as enhancing the motivation process. In both the leadership and culture profiles, performance is what the company is striving towards. Unfortunate performance is second to supportive profile where caring, helpfulness and teamwork is the dominant dimensions. If motivation is absent in the changing process, success will be very difficult to achieve. Motivation is the vehicle where a organization will achieve its goals and objectives. To satisfy the needs of personnel not only contributes to achieving the goals but also spears the individual to greater actions and self fulfilment. ITC must fulfil these needs, for managing the change process successfully motivating workers to participate in the change is the pivot for success.

Thesis (Ph. D.)--University of Wisconsin--Madison, 1967. / Vita. Typescript. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references.

No description available.

El presente trabajo afirma que de acuerdo a los resultados desde la perspectiva de los colaboradores se aprecia que el valor chi-cuadrado es de 13,5 con 4 grados de libertad y el valor de significancia es el 0,009; por lo tanto el valor de significancia es menor a 0,05 lo que confirma que existen razones suficientes para rechazar la hipótesis nula, por lo mismo el liderazgo transformacional influye en la motivación laboral de los colaboradores del área comercial de productos de consumo masivo de una empresa de Lima Metropolitana The present work affirms that according to the results from the perspective of the collaborators it is appreciated that the chi-square value is of 13.5 with 4 degrees of freedom and the value of significance is 0.009; therefore, the value of significance is less than 0.05, which confirms that there are sufficient reasons to reject the null hypothesis, for this reason the transformational leadership influences the labor motivation of the employees of the commercial area of consumer products of a Company of Metropolitan Lima.

Leadership has been an important aspect in the affairs of men as far back as the beginning of the ages. It has provided the compass with which humanity found its way in times when existence needed to be maintained or change became desirable. It has shaped the way many reasons; it has shaped civilizations, industries, and institutions. But existing side by side with the concept is that of followership which we have used in this work to mean ‘employee’. Both concepts have been employed in this work within the realms of modern-day corporate business organizations. They have been highlighted and polished to reveal what makes business organizations work the way they do and to determine what room there is for improvement and how to exploit it.  While the authors acknowledge the fact that the concept of leadership has metamorphosed and developed into different styles, it does not constitute a dilution but remains pivotal in organizational efficiency and needs to be harnessed. Of concern, therefore, is how we can determine the best styles leadership has to offer and analyses the role it plays in motivating employees and spurring them to perform better within the organization they are committed to. This work is therefore centered on the effectiveness of the various styles of leadership are in influencing an employee of a given organization to do more at his job and deliver better results.

Thesis (MBus) -- Auckland University of Technology, 2005. / Also held in print (vi, 82 leaves, 30 cm.) in Wellesley Theses Collection. (T 658.4092 WU)

Den kvalitativa studiens syfte var att undersöka ledarskapets betydelse för arbetsmotivationen. Tio semistrukturerade intervjuer genomfördes. Dessa analyserades genom en induktiv tematisk analys som resulterade i fyra huvudteman. Arbetets motivationsfaktorer, med de tillhörande underteman syftet med arbetet, frihet, utveckling och utmaning, samt lönens betydelse. Organisationsledarskap, handlade om att ha insyn och riktning, samt styrning. Chefsegenskaper beskrevs utifrån två underteman närvaro och stöd, samt tillit. Motiverande arbetsbeteende om medarbetares identifikation med organisationen. Resultaten går i linje med tidigare forskning och visar sammantaget att olika ledarskapsbeteenden upplevs influera medarbetarnas arbetsmotivation. Inre- och yttre motivationsfaktorer, samt olika ledarskapsegenskaper upplevdes också vara en väsentlig del av arbetsmotivationen. / The purpose of the qualitative study was to examine the importance of leadership for work-motivation. Ten semi-structured interviews were conducted. These were analyzed through an inductive thematic analysis which resulted in four main themes. The factors of work motivation, resulted in four sub-themes, the purpose of the work, freedom, development and challenges, as well as the meaning of the salary. Organizational leadership was about having insight, direction and steering. The manager characteristics was described on the basis of two sub-themes which were presence and support, as well as trust. Motivating work behavior and identification with the organization. The results are in line with the previous research and together showed that different leadership behaviors can influence work-motivation. Internal- and external motivation, and various leadership qualities, were also perceived to be an essential part of work-motivation.

Den här studien handlar om arbetsmotivation på två äldreboenden i Gävleborgs län. Vi gjorde en jämförelse mellan ett privat äldreboende och ett kommunalt äldreboende för att undersöka hur arbetsmotivation diskuteras på enheterna. Syftet med studien var att se om det fanns skillnader mellan det privata och det kommunala boendet samt mellan chef och medarbetare i definitionen arbetsmotivation. För att få svar på våra frågor använde vi oss av en kvalitativ semistrukturerad intervjuform. Det vi i huvudsak kom fram till var att arbetskamraterna, de boende och att prestera bra var de mest framträdande faktorerna till arbetsmotivation. De enda skillnader som vi funnit är att det privata boendet ansåg hjälpmedel vara en motiverande faktor vilket inte framkom hos det kommunala boendet. På det kommunala boendet ansåg medarbetarna att lön var motiverande vilket inte framkom som en motivationsfaktor på det privata boendet. / This essay is about motivation in two nursing homes (elderly care) within the county Gävleborg. We have made a comparison between a private and a municipal nursing home to investigate how work motivations are discussed in the units. The purpose of this study was to see whether there were differences between the private and the municipal housing and between managers and employees in the definition of work motivation. To get answers to our questions, we used a qualitative semi structured interview form. What we essentially came to was that fellow workers, residents and to do well was the most prominent factors of job motivation. The differences that we found is that the staff on the private elderly care felt that tools to facilitates work was a motivating factor, which is not found in the municipal elderly care. At the municipal elderly care staff felt that salary was motivating which did not emerged as a motivating factor on the private elderly care.

The main goal of these thesis was to recognize different management methods and leadership styles, to analyse current styles. and on the basis of the results to evaluate how these methods affect the competitiveness of the company. Then the task of this study suggest optimal methods of management and some innovations changes, which could have a positive impact on the efficiency and competitiveness of the selected economic entity. In the first part of my thesis you can find some theoretical knowledge of management, management functions, theory of personality and the financial analysis. The second parts includes some basic datas about the chosen company, history of the company, its characteristic, development. The practical part of the study collected information and carried out a detailed analysis of methods of management and manager's personality. Further, the financial analysis of the entreprise. Information gathered should serve as a useful and usable information for top managers of the company.