WHAT IS THE RELATIONSHIP BETWEEN EMOTIONAL INTELLIGENCE AND ADMINISTRATIVE ADVANCEMENT IN AN URBAN SCHOOL DIVISION? By Elizabeth Roberson, Ph.D. A Dissertation submitted in partial fulfillment of the requirements for the degree of Doctor of Philosophy at Virginia Commonwealth University. Virginia Commonwealth University, 2009 Director: Henry T. Clark, Ph.D. Associate Dean of the School of Education The purpose of this research was to study the relationship between emotional intelligence and administrative advancement in one urban school division; however, data acquired in the course of the study may have revealed areas that could be further developed in future studies to increase the efficacy of principals and, perhaps, to inform the selection and training process for prospective administrators. This phenomenon, then, might increase aspirants’ opportunities for advancement and augment the pool of potential leadership candidates as well. The open-minded administrator realizes that extremely well honed interpersonal skills are critical in order to inspire and emotionally move others to work towards a shared vision. Without a high degree of emotional intelligence, such a collaborative climate may not easily be created. Attuned to the feelings of others, leaders rich in EQ can help their peers to achieve at high levels and work comfortably in a cooperative way. The self-report version of the Emotional and Social Competence Inventory (ESCI) was administered electronically to principals and assistant principals in one urban school division. In turn, each principal or assistant principal was asked to provide an email address for four other individuals capable of assessing their interpersonal skills via the 360 degree version of the ESCI. Data were collected using the statistical package, SPSS, and analyzed using a variety of statistical analyses. Variables included level of emotional intelligence, age, gender, ethnicity, and level of school (elementary, middle or high), number of times an individual applied for an administrative position, the length of time it took to be appointed to such a position, and the number of administrative positions held. This was a non-experimental, quantitative comparative/descriptive study.

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Background: Subsidiaries to multinational enterprises encounter pressure to fit the national cultural context as well as to keep consistent with the global corporation. For a Swedish multinational enterprise to be able to seize business opportunities in Thailand, an important aspect to take into consideration is the difference in national culture. It is the responsibility of the leader in the Swedish subsidiary in Thailand to manage the multinational enterprise corporate culture while also taking into account the Thai national culture. Global leadership competencies can enable this, although there is a lack of a unified framework of global leadership competencies. Aim:  The aim of this study is to gain a deeper understanding as to which global leadership competencies leaders in subsidiaries to Swedish multinational enterprises in Thailand should possess in order to manage the Swedish corporate culture while taking Thai national culture into account.   Methodology: The study has applied a qualitative research strategy and an abductive research approach. The data has been obtained from eight semi-structured interviews with four Swedish companies present in Thailand. Conclusion: Through a deeper understanding of global leadership competencies, this study concludes and provides evidence of six global leadership competencies that are of extra importance for leaders in Swedish subsidiaries in Thailand when managing the Swedish corporate culture and taking the Thai national culture into account.

The focus of this thesis was to utilize the organizational action research process to formulate recommendations on how to develop a leadership system for managers within Mount Royal University (MRU). The following organizational action research question and sub questions guided the research: How can Mount Royal University support leadership development for individuals who are new to management roles? The sub questions were: What are the key leadership competencies? If new management roles have incorporated leadership into their practice, what would we expect to see? How will new management integrate leadership into their roles? The research data collected were from a series of focus groups with managers and senior managers. The four themes that encapsulated what is required for effective leadership development of MRU managers were, organizational understanding of leadership, leadership development, leadership community, and leadership culture. Research findings and relevant literature concluded that MRU needed a model to guide the desired leadership behaviors. Leadership behaviors require a supportive system with a flexible yet rigid leadership framework. In addition, vision, values and community would act to prepare managers for the change that leadership development required. The project recommendations reflected the need for MRU managers to explore, recreate, and define leadership. Specific leadership characteristics were identified within a competency framework. Recommendations linking leadership to MRU's Human Resources systems were made. Lastly, communities of practice and leadership resources were suggested as leadership support mechanisms for managers.

Thesis (MTech (Business Administration in Project Management))--Cape Peninsula University of Technology, 2019 / A large number of IT projects fail due to uncertainties involved in these projects. Some of these uncertainties include the changing of specification of the original project and the cause of that can be attributed to the ever changing IT environment. These changes lead to scope creep which causes cost and schedule overruns. For IT projects to be pronounced as being successful, they have to be completed within the specified time, budget, and according to quality. To run successful IT projects is always a difficult task due to the fact that project managers lack the necessary skills and competencies. There is a great need for project managers that are competent in managing budget, time, and quality in IT projects. The poor management of IT projects is a global challenge; it’s not only happening in South Africa. In this study the researcher adapted the use of both qualitative and quantitative research methods to evaluate competencies of the project manager with the aim of determining those that would assist project managers to execute successful IT projects. The current study focuses on the competencies that make IT project managers to run successful IT projects, these are Leadership competencies to influence and persuade project team to follow a certain direction, Communication competencies to communicate all the project information effectively to relevant stakeholders, Decision making competencies to make crucial decisions in a timely fashion, Problem solving competencies to provide needed solutions on critical problems.

Text in Afrikaans / Die doel van hierdie navorsing is om te bepaal tot watter mate waargenome leierskapvaardighede van die middelvlakbestuurders in 'n provinsiale hospitaal, 'n voorspeller is van topprestasie. Vanuit die literatuuroorsig word leierskapteoriee, die veranderende konteks van leierskap, leierskapstrategiee en -vaardighede bespreek. Die rasionaal vir topprestasie, visie in topprestasie-organisasies en die beginsels van topprestasie word ook bespreek. Die navorsingsontwerp is 'n beskrywende studie en maak gebruik van 'n gestratifiseerde ewekansige steekproef. Die leierskapvaardigheidsvraelys (Charlton, 1991) is vir die meet van die leierskapvaardighede gebruik en die PA VE-vraelys is gebruik vir die meet van die vlak van topprestasie in die organisasie-eenheid. Die resultate vertoon bemagtiging as die vemaamste voorspeller van topprestasie by die middelvlakbestuurders. Toekomstige navorsing kan temas insluit soos die rol en potensiaal van 'n gedeelde visie, volharding, en werkstevredenheid. Relevante sleutelwoorde is transformerende leierskapvaardighede, topprestasie, bemagtiging en middelvlakbestuurders. / The aim of this research is to determine to what extent perceived leadership competency of the middle level manager in a provincial hospital, is a predictor of peak performance. The literature highlights leadership theories, the changing context of leadership, leadership strategies and competencies. The rationale for peak performance, vision in peak performing organizations and the principles of peak performance are also discussed. The research design is a descriptive study which uses a stratified randomized sample. The leadership competence questionnaire (Charlton, 1991) is used to measure the leadership competencies. The PA VE questionnaire is used to measure the level of peak performance in the organizational unit. The results indicate empowerment as the most prominent predictor of peak performance of middle level managers. Future research may include the role and potential of a shared vision, determination and work satisfaction. Relevant keywords are transformational leadership competencies, peak performance, empowerment and middle level managers. / Industrial and Organisational Psychology / M.Com. (Bedryfsielkunde)

The research on the topic of leadership has long been the area of interest for scholars for many decades. Despite the extensive amount of literature available there is still a gap when it comes to research about the role of student organization in the leadership development of an individual. This thesis project, therefore, is designed in order to gain deeper understanding of the potential effect of a student organization on the leadership development of a student who took leadership position within student organization.  This ambition was accomplished through qualitative research with semi-structured interviews conducted in a case study of Erasmus Student Network. The results of the research have revealed certain link between the leadership development and person’s participation in the activities of student organization. Additionally, cultural aspect has been identified as the important factor of the organization. As the result of our findings, we may conclude that there is a positive correlation between student organizations providing a good opportunity for students to test their leadership abilities in a safe environment, while it was not possible to identify the extent of that impact on the leadership development of an individual.  We believe that our research may add value to the theoretical knowledge on the leadership topic in the context of student life while giving an opportunity for the reader to use the findings of this study as a practical information and guidelines for potential of student organization to have an impact on the future of an individual.

This qualitative research explored the perceptions of presidential leadership in Seventh-day Adventist (SDA) higher education in North America. The perceptions included the identification of leadership competencies and leadership styles that promote the mission of the SDA church in higher education. This research also identified the personal and professional experiences of SDA college and university presidents that contributed to their successful accession to the presidency. The presidents came from the twelve non-medical SDA colleges and universities in the continental United States and Canada. The three themes that emerged relevant to the perceptions of presidential leadership were (1) succession planning, (2) increased professionalization of the presidency, and (3) increased presidential tenure. One theme emerged relevant to the personal experiences that contributed to the successful accession to the presidency and was classified as significant impact of spousal and familial support on career trajectory. One theme also emerged relevant to the professional experiences that contributed to the successful accession to the presidency and was classified as progressively more challenging job experiences. Implications for practice suggest that SDA institutions, their associated governing boards, and church policymakers create and execute strategies to address the lack of qualified presidential aspirants in the pipeline. Recent graduates of doctoral education should express their eventual interest in the presidency and seek out varied leadership experiences early on in their careers. Church officials should consider formal implementation of a leadership track and consider succession planning within the SDA system.

This study identified the leadership competencies, skills, behaviors, and training needs most critical to a college newspaper leader's success. A Web-based Delphi technique, supported by the Center for Distance Learning Research at Texas A&M University, was used to submit three rounds of questionnaires to a panel of 25 editors from 19 institutions in 13 states. The experts responded to 13 open-ended questions in Round One designed to elicit information to establish the leadership competencies, skills, and behaviors critical to college newsroom leaders. Round One also established information concerning participants' prior knowledge of the top leadership position. The Round Two instrument included seven questions with 189 statements developed from responses to Round One. Panelists rated responses using a four-point Likert scale. Panelists reached consensus in the final round by selecting the three most important of the ranked responses to each question returned from Round Two. Additional questions asked for recommendations for the future training and development of editors. The panel's list of leadership traits agrees with more than 50 percent of the admired traits of all leaders (Kouzes and Posner,1997), and more than 50 percent of the ideal traits of top professional journalists (Peters, 2001). The panel reached consensus on 8 situations they considered unique to the college newsroom that had a significant impact on their leadership experience. The topthree included: the need to manage everything and still publish a great paper, dealing with uncommitted students, and dealing with frequent staff changes. The panel reached consensus on the following as most important for incoming college newsroom leaders: the most critical leadership competency was "ability to communicate"; the most critical leadership behavior was "a passion to improve and develop the newspaper"; the most critical leadership competency editors "lacked" was "ability to take charge"; the experiences they considered most important to shaping their understanding of the role was that it is a full-time, difficult, and frustrating position; and they indicate that "dedication to the newspaper" is the leadership trait that separates an average from a great newsroom leader.

The emerging countries attract more worldwide attention thanks to their strong upward economic growth nowadays. Especially with the progress of globalization, well-managed companies in emerging economies begin to win chances of international exposure on the global business stage. However, there are not so many familiar names turning up when we mention global leaders from China. This paradox inspires our curiosity and passion to explore the answer of this issue. Thus, this thesis aims to probe this phenomenon and draw lessons from this situation for future improvements. It both benefits the present business leaders in booming Chinese companies, and high potential talents who will compete globally now or in the near future. This research is conducted under guidelines of qualitative methodology; with interviews, questionnaire and a case study to understand the phenomenon. Based on our research, with frequent reflection incorporating our empirical data, the conclusive result is as follows: a)        Chinese business executives are actually well competent managers in terms of business performance. b)        An open-minded global mindset and vision emphasizing on core organization value are imperative to be an effective global leader. c)        The whole of society’s welfare can be reliant and dependent on recognition of its global leaders.