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.

Enligt rapporten "Akademi eller Verklighet?" skriven av Svenskt Näringsliv saknar många akademiker en god kontakt med arbetslivet under sina studier. Rapporten poängterar att svenska universitets och högskolors samverkan med arbetslivet är bristande och är i behov av förbättring. Detta då bristande arbetslivskontakt under studier kan resultera i att akademiker inte anses vara lika attraktiva på arbetsmarknaden som de akademiker som anser sig ha haft god kontakt med arbetslivet under sina studier. Att akademiker som upplevt en god samverkan under sina studier gör dem mer eftertraktade på arbetsmarknaden tyder på att en positiv förändring sker hos en person som har upplevt en god kontakt med arbetslivet och fått praktisk erfarenhet i ett yrke. Denna uppsats ämnar analysera huruvida en förändring sker i studenters prioritering av ledarskapsfärdigheter efter att praktiskt fått utöva ledarskap i form av en yrkespraktik. Uppsatsen har vidare som ansats att analysera huruvida de eventuellt ändrade prioriteringarna kan härledas till specifika situationer som upplevts under praktikperioden. Uppsatsen utgår från ett hermeneutiskt synsätt och är en fallstudie då uppsatsen har som avsikt att djupgående beskriva och analysera det generella undersökningsproblemet genom att kvalitativt studera studentorganisationen AIESEC. Detta genom att sex intervjuer med studenter som alla besitter ledarskapspositioner, i form av en yrkespraktik, inom organisationen genomfördes. Undersökningen har även en kvantitativ ansats då en enkätundersökning bland studenter som saknar erfarenhet inom ledarskap genomförts för att kunna jämföra prioriteringen av ledarskapsfärdigheter hos studenter som saknar och studenter som praktiskt utövar ledarskap i form av en yrkespraktik. För att kunna analysera data erhållen genom undersökningen samt kunna besvara undersökningsfrågan valdes teorier inom området lärande genom erfarenhet samt en modell angående ledarskapsfärdigheter. David Kolbs teori Experiential Learning och teorin Action-Observation-Reflection Model är två teorier som författarna av denna uppsats har utgått ifrån för att bättre kunna förklara den eventuella förändringen och härledningen av denna. Teorierna användes även när enkäten och intervjuguiden konstruerades. Vidare användes även ett antal ledarskapsfärdigheter som Hughes, Ginnett och Curphy beskriver i boken Leadership – Enhancing the Lesson of Experience som stöd för undersökningen. Efter att undersökningens insamlade data analyserats kunde det tydas att en förändring i prioriteringen av ledarskapsfärdigheter tycks ske då en yrkespraktik inom ledarskap genomgås. Undersökningen tyder på att de studenter som saknar praktisk erfarenhet inom ledarskap prioriterar färdigheten lyhördhet högt medan de studenter som praktiskt utövar ledarskap i form av en yrkespraktik istället tycks prioritera färdigheten motivation. Trots att även likheter i prioriteringen av ledarskapsfärdigheter påträffades mellan studenter som saknar och studenter som praktiskt utövar ledarskap i form av en yrkespraktik tyder bland annat härledningen av prioriteringen av ledarskapsfärdigheter som studenter som praktiskt utövar ledarskap gör att deras prioritering har påverkats av erfarenheten som yrkespraktiken erbjudit. Undersökningen visade att studenters prioritering av ledarskapsfärdigheter tycks kunna härledas till situationer som upplevts eller upplevs i deras ledarskapsposition inom AIESEC samt till tidigare ledares bristande respektive lyckade ledarskap. / According to the report "Akademi eller Verklighet?" written by the Confederation of Swedish Enterprise do many academics lack good contact with the working life during their studies which has resulted in the problem of academics not being desired by employers. The fact that academics that have had a good contact with the working life during their studies are more desired by employers than those academics who did not consider themselves to have a good contact with the working life during their studies shows that a positive change seems to occur when someone undergoes a practical experience within a profession. This Bachelor thesis has the purpose to analyze whether a change occur in students prioritization of leadership skills due to a practical experience of leadership in terms of an internship. The thesis aims further to analyze whether one can derive the possible change in students prioritization of leadership skills to situations experienced during the internship in the field of leadership. The thesis proceeds from a hermeneutic view and is a qualitative case study since the thesis has the purpose to analyze and describe the research question by studying the student organization AIESEC. The research consists of one questionnaire study among students that lack practical experience in the field of leadership and six interviews with students that practice leadership within the student organization AIESEC. This enables a comparison between the prioritization of students that lack ctical experience of leadership and students that practice leadership in terms of an internship. The theories Experiential learning and Action-Observation-Reflection Model and a model regarding leadership skills were used when the questionnaire and the interview guide were constructed and when the information received from the research were analyzed. The theories where also used when the research question was answered. After the information received from the research had been analyzed one could interpret that a change in the prioritization of leadership skills seems to occur due to an internship in the field of leadership. One could also interpret from the study that the prioritization of leadership skills derives from situations experienced during the practical experience of leadership and also from previous leaders lacking or successful leadership.

Some school divisions find themselves with a limited number of qualified applicants for administration positions. Aspirants require suggestions of and guidance toward effective leadership training programs and supports. A clear understanding of essential leadership skills may create an incentive for classroom teachers to apply for administration positions and potentially decrease the strain on school divisions. Selection and suitability of qualified candidates applying for vacancies will diminish school boards struggles to fill administrative vacancies. <p>The purpose of this case study was to describe what administrative personnel superintendents, principals, and vice principals in one Saskatchewan urban school division consider essential skills for classroom teachers to develop as a means to position themselves as future school administrators. Furthermore, the case study set out to identify appropriate leadership development programs and supports to assist aspiring administrators in leadership development. This study aspired to isolate programs that practicing administrators in the school division posited as most useful in their own skill acquisition and development.<p>A mixed-methods survey questionnaire was administered to 117 administrators of one Saskatchewan urban school division. The administrators insights and expertise as to the essential skills required to be an effective administrator will assist classroom teachers prepare for the potential of becoming formal leaders. Forty percent of this group responded to the survey. Data from this case study were compared to a similar case study conducted by John Daresh (1994) in the United States.<p>Participants believed aspiring administrators must develop self-awareness skills to be effective educational leaders and must be offered appropriate leadership programs and supports through which aspirants could develop essential leadership skills. Even though the majority of respondents suggested self-awareness skills were essential to develop for effective leadership, they posited the importance of also developing technical and social skills. This case study found that while a commonality of skills were identified by participants as essential, it was extremely important for aspiring administrators, with the assistance of their school board, to build on their own personal leadership strengths.

Some school divisions find themselves with a limited number of qualified applicants for administration positions. Aspirants require suggestions of and guidance toward effective leadership training programs and supports. A clear understanding of essential leadership skills may create an incentive for classroom teachers to apply for administration positions and potentially decrease the strain on school divisions. Selection and suitability of qualified candidates applying for vacancies will diminish school boards struggles to fill administrative vacancies. <p>The purpose of this case study was to describe what administrative personnel superintendents, principals, and vice principals in one Saskatchewan urban school division consider essential skills for classroom teachers to develop as a means to position themselves as future school administrators. Furthermore, the case study set out to identify appropriate leadership development programs and supports to assist aspiring administrators in leadership development. This study aspired to isolate programs that practicing administrators in the school division posited as most useful in their own skill acquisition and development.<p>A mixed-methods survey questionnaire was administered to 117 administrators of one Saskatchewan urban school division. The administrators insights and expertise as to the essential skills required to be an effective administrator will assist classroom teachers prepare for the potential of becoming formal leaders. Forty percent of this group responded to the survey. Data from this case study were compared to a similar case study conducted by John Daresh (1994) in the United States.<p>Participants believed aspiring administrators must develop self-awareness skills to be effective educational leaders and must be offered appropriate leadership programs and supports through which aspirants could develop essential leadership skills. Even though the majority of respondents suggested self-awareness skills were essential to develop for effective leadership, they posited the importance of also developing technical and social skills. This case study found that while a commonality of skills were identified by participants as essential, it was extremely important for aspiring administrators, with the assistance of their school board, to build on their own personal leadership strengths.

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.

Submitted by Noeme Timbo (noeme.timbo@metodista.br) on 2017-01-18T12:43:52Z No. of bitstreams: 1 Aparecida Bucater.pdf: 578668 bytes, checksum: 587e88c920df9ade61c714d402ea5f34 (MD5) / Made available in DSpace on 2017-01-18T12:43:52Z (GMT). No. of bitstreams: 1 Aparecida Bucater.pdf: 578668 bytes, checksum: 587e88c920df9ade61c714d402ea5f34 (MD5) Previous issue date: 2016-08-23 / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior - CAPES / This study aimed to identify the factors that interfere in the e-Leadership process and to identify the challenges and skills demanded of e-Leader. Therefore the option was for a qualitative study and research was exploratory in nature. The tool used was the interview with the support of semi structured script. We interviewed six professionals with expertise in classroom leadership, working with remote teams in medium and large companies from various sectors. Data from the interviews were grouped, categorized and analyzed to facilitate the reading and understanding of the study. The research findings corroborate studies on the remote work environment that involves time, space and technology and is characterized by flexibility. They identified four factors that interfere as facilitators of e-Leader action: the technology, the team´s characteristics, infrastructure organizations offer and virtual meetings, the latter with an approach one differentiated both in relation to researchers considered for this study. The main challenges were identified control, team motivation and adaptation to the new model corroborating the studies considered for this job. Regarding skills were identified fiveteen that corroborated the studies on the subject, five appointed by the researchers and not cited by respondents and seven presented by the interviewees and were not found in the studies considered for this work. / Este estudo teve como objetivo identificar os fatores que interferem no processo de e-Liderança, bem como identificar os desafios e as competências demandadas do e-Líder. Para tanto a opção foi por um estudo de caráter qualitativo e a pesquisa foi de natureza exploratória. A ferramenta utilizada foi a entrevista com apoio de roteiro semiestruturado. Foram entrevistados seis profissionais com experiência em liderança presencial e atuando com equipes remotas em empresas de médio e grande porte, de segmentos diversos. Os dados das entrevistas foram agrupados, categorizados e analisados, para facilitar a leitura e compreensão do estudo. As conclusões da pesquisa corroboram os estudos sobre o contexto do trabalho remoto que envolve tempo, espaço e tecnologia e tem como característica a flexibilidade. Foram identificados quatro fatores que interferem como facilitadores da atuação do e-Líder: a tecnologia, as características da equipe, a infraestrutura que as organizações oferecem e as reuniões virtuais, estas últimas com uma abordagem um tanto diferenciada com relação aos pesquisadores considerados para este estudo. Como principais desafios foram identificados controle, motivação da equipe e adaptação ao novo modelo corroborando os estudos considerados para este trabalho. Com relação às competências foram identificadas quinze que corroboraram os estudos sobre o tema, cinco apontadas pelos pesquisadores e não citadas pelos entrevistados e sete apresentadas pelos entrevistados e que não foram localizadas nos estudos considerados para este trabalho.

Thesis (M.S.)--Boston University

The recent wave of globalization triggered by the end of the Cold War and stimulated by progressing liberalization of trade and international migration policies has led to a significant surge in numbers of bicultural individuals, i.e. people with more than one ethnic identity (Nguyen & Benet-Martinez, 2007), and thus, a surge in bicultural employees. An emerging stream of research from psychology and organizational studies indicates that bicultural individuals have a particular set of skills and competencies that can contribute to the performance of international teams and, in turn, organizations. However, to date there has not been a large sample empirical study investigating the oft-stated relationship between biculturals and performance. This dissertation seeks to fill this gap in the literature by examining said relationship by relating the composition of national association football teams to results in six consecutive FIFA World Cup and six UEFA European Championship tournaments (i.e. the results of 272 teams in 12 competitions). The results indicate that biculturalism improves team performance when moderated by the cultural diversity of the competitive environment of the team. / Graduate

No description available.

Thesis (M Social Work)--Stellenbosch University, 2001. / ENGLISH ABSTRACT: An explorative study of the Social Worker's role and responsibilities to develop the leadership potential of grassrootslevel employees in industrial organisations was undertaken. This subject was chosen with requirements in mind, which are necessary for the transformation process to be presented to industrial organisations for the implementation of affirmative action. A comprehensive literature study revealed that social workers can make a positive and essential contribution to organisations, either as an industrial social worker, or an affirmative action specialist, or as a member of the human resources development team. A discussion of the necessary leadership qualities, the implementation of affirmative action, and useful resources that may be used for development programs, is included. The literature study was followed by an empirical study. The empirical study was made with the assistance of questionnaires. The questionnaires were used to collect data on the perceived role of social work in the industrial organisation. Organisations that do utilise social work services were approached for permission and co-operation to complete the questionnaires. Seventeen respondents from fifteen organisations were selected in a random process, for inclusion in the study. The research indicated that social workers have different roles to play in vanous organisations, and with the values, knowledge base and competencies that are brought to the organisation, have a responsibility to ensure that affirmative action and labour equality is brought to fruition. With regard to the implementation of leadership development programs in industrial organisations, it was noted that grassroots level employees were seldom included in the programs, although the majority of social workers believe that all employees should participate in the programs. A summary of the skills and knowledge base required by the industrial social worker to deliver an effective service in the organisation, and to manage the development and training of employees, is included. Some skills that require further development by social workers were identified. It was also found that individuals hold different perceptions and definitions of affirmative action and it's implementation in organisations. The recommendations are, inter alia, that all leadership development programs must be continuously monitored, evaluated and subsequently followed up to assess their applicability and effectiveness. The training of industrial social workers must focus more on the development of negotiating and training skills and stimulation of assertive actions. A larger variety of resources, such as video recordings, role playing, dramatisation, interactive computer programs and small group discussions, can be used in addition, for the training and development of grassroots level employees. Should these recommendations be implemented, industrial social workers can make a significant contribution to the development and improvement of South Africa's economic, political and social situation by extending the potential of the grassroots level employees, who constitute the greatest portion of the total labour force. A group of people can thus be empowered to function optimally and to respond to the guidelines of the White Paper for Social Welfare 1997. / AFRIKAANSE OPSOMMING: 'n Verkennende studie oor maatskaplike werkers se rol en verantwoordelikheid om die leierskapspotensiaal van grondvlakwerknemers in bedryfsorganisasies te ontwikkel, is onderneem. Die onderwerp is gekies met die oog op die vereistes wat die proses van transformasie aan bedryfsorganisasies stel om regstellende aksie doeltreffend te implementeer. 'n Omvattende literatuurstudie het aan die lig gebring dat maatskaplike werkers 'n positiewe en onmisbare bydrae het om aan bedryfsorganisasies te lewer, hetsy as bedryfsmaatskaplike werker, as regstellende aksie spesialis of as deel van die menslike hulpbronontwikkelingspan. 'n Bespreking van noodsaaklike leierskapskwaliteite, die implementering van regstellende aksie en hulpmiddels wat vir ontwikkelingsprogramme benut kan word is ook ingesluit. Die literatuurstudie is opgevolg deur 'n empiriese studie. Die empiriese ondersoek is aan die hand van vraelyste uitgevoer. Die vraelyste is benut om data oor die rol van maatskaplike werk in bedryfsorganisasies te bekom. Bedryfsorganisasies wat wel van maatskaplike werkdienslewering gebruik maak, is genader en toestemming en samewerking is verkry. Deur middel van 'n nie waarskynlikheidseleksiemetode is sewentien respondente binne vyftien organisasies in die Kaapse Metropool geselekteer om aan die ondersoek deel te neem. Die navorsing het aangedui dat maatskaplike werkers verskillende rolle in bedryfsorganisasies vertolk, en met die waardes, vaardighede en kennisbasis wat na die organisasie gebring word, 'n verantwoordelikheid het om toe te sien dat regstellende aksie en arbeidsgelykheid in organisasieverband tot volle reg kom. Met betrekking tot die implementering van leierskapsontwikkelingsprogramme in organisasies, het dit aan die lig gekom dat grondvlakwerknemers selde ingesluit word by die programme, alhoewel die meerderheid bedryfsmaatskaplike werkers van mening is dat alle werknemers aan die betrokke programme kan deelneem. 'n Uiteensetting van die vaardighede en kennisbasis wat die maatskaplike werker benodig ten einde effektiewe diens binne 'n bedryfsorganisasie te lewer, asook om die ontwikkeling en opleiding van werknemers te behartig, is voorsien. Enkele vaardighede wat verdere ontwikkeling by bedryfsmaatskaplike werkers verg, is identifiseer. Daar is ook bevind dat individue verskillende definisies en persepsies het met betrekking tot regstellende aksie en die implementering daarvan in bedryfsorganisasies. Die aanbevelings sluit in dat alle leierskapsontwikkelingsprogramme deurlopend, sowel as na afloop daarvan evalueer en ook opgevolg moet word ten einde die toepaslikheid en effektiwiteit daarvan te monitor. Die opleiding van bedryfsmaatskaplike werkers moet meer fokus op die ontwikkeling van onderhandelings- en opleidingsvaardighede, en ook assertiewe gedrag stimuleer. 'n Groter verskeidenheid hulpbronne kan in kombinasie vir die opleiding en ontwikkeling van grondvlakwerknemers gebruik word, soos videoopnames, rollespel, drama, interaktiewe rekenaarpakette asook kleingroepbesprekings. lndien hierdie aanbevelings geïmplementeer word, kan bedryfsmaatskaplike werkers 'n prominente bydrae tot die ontwikkeling en vooruitgang van Suid-Afrika se ekonomiese, politieke en sosiale situasie lewer, deur grondvlakwerknemers, wat 'n groot deel van die totale arbeidsmag uitmaak, se potensiaal te ontgin. Sodoende word 'n geïdentifiseerde groep persone bemagtig om optimaal te funskioneer en word daar terselfdertyd aan die riglyne soos deur die Witskrif vir Maatskaplike Welsyn 1997 bepaal, beantwoord.