The subject of leadership has been explored from different fields by different scholars. The leadership debates and discussion have dominated academia across the globe for decades. The contribution of this thesis to the subject of leadership is threefold. Firstly, it demonstrates a different style of leadership, that is, servant leadership. Secondly, it studies servant leadership from a biblical perspective in general and Philippians 2:5-11 in particular. Thirdly, it applies biblical servant leadership principles to an African context. The historical background of Philippians is studied to understand the world of the text. The different leadership styles are explored and compared with servant leadership. Servant leadership principles are studied in Philippians 2:5-11 and applied in an African context. The thesis concludes with the servant leadership models in South Africa like Nelson Mandela, Desmond Tutu and Frank Chikane. The purpose here is to demonstrate that servant leadership as a New Testament concept is applicable to a contemporary South African context. Consequently, the thesis makes New Testament research available to an African audience. / Dissertation (MA)--University of Pretoria, 2012. / New Testament Studies / MA / Unrestricted

A lo largo de las últimas décadas se ha escrito mucho acerca de los estilos de liderazgo que tienen tanto hombres como mujeres y el cómo estos van adquiriendo distintos matices con el pasar de los años y las nuevas generaciones. En este documento se realizará una breve descripción de los conceptos relacionados a los roles de género y liderazgo, así como los estereotipos vinculados a ellos. Además se abordará acerca de la brecha de género que se presenta en el liderazgo organizacional y las iniciativas o medidas que se están adoptando en los últimos años para contrarrestar aquellas desigualdades. Asimismo, en el presente trabajo se conocerán de manera sintetizada las posiciones que sostienen que el estilo de liderazgo está influenciado por el género, como aquellas que afirman que son variables independientes. No hay acuerdo respecto a que exista un estilo definido de liderazgo según el género de procedencia. Incluso, de acuerdo a investigaciones de los últimos años ha surgido una manera de liderar que adopta rasgos estereotipados de ambos géneros: el liderazgo andrógino. Sin embargo, la influencia del género en el estilo de liderazgo podría estar dada por los estereotipos de género, que aún persisten, los cuales regularían la conducta y el estilo de gestión de los líderes. / Over the last few decades much has been written about the leadership styles of both men and women and how they acquire different nuances over the years and with the passing of new generations. This document will briefly describe the concepts related to gender and leadership roles, as well as the stereotypes associated with them. It will also address the gender gap in organizational leadership and the initiatives or measures that have been taken in recent years to counter those inequalities. Likewise, in this paper we will synthesize the positions that maintain that leadership style is influenced by gender, as well as those that affirm that they are independent variables. There is no agreement that there is a defined style of leadership according to the gender of origin. In fact, according to research in recent years, a way of leading has emerged that adopts stereotypical features of both genders: androgynous leadership. However, the influence of gender on leadership style could be given by gender stereotypes, which still persist, which would regulate the behaviour and management style of leaders. / Trabajo de Suficiencia Profesional

<div> <div> <div> <p>Outreach initiatives are typically framed as informal learning environments that provide an opportunity to increase the participants’ interest in science. Research on chemistry outreach has primarily focused on designing and implementing demonstrations for outreach. Recent studies indicate student organizations are at the forefront of chemistry outreach, describing their outreach practices and facilitators’ conceptual understanding of demonstrations. Although leadership has been linked to success of groups and organizations, the leadership structure of student organizations is an understudied aspect of chemistry outreach. Here, we conceptualize student organizations participating in chemistry outreach as a community of practice (CoP) with the goal of expanding the chemistry education community’s knowledge of this CoP. Specifically, we aim to characterize leadership styles within the student organization in the context of an outreach event; and, to explore how factors related to diversity and inclusion play a role in boundary processes of the student organization as a CoP. Using a case study approach, we collected multiple sources of data, including the organization’s outreach practices, an assessment of leadership style, observations, and semi-structured interviews. Results indicate leaders of the student organization, particularly those in charge of planning outreach events, displayed behaviors associated with the transactional and laissez-faire leadership styles more frequently than behaviors associated with the transformational leadership style. This study also suggested students’ prior experiences related to gender, race/ethnicity, education and other outreach events play a role in their reasons for doing chemistry outreach, how they contribute to planning of events and how they interact with the audience of outreach events. As a long-term outcome for this study, the results can be used by national organizations to inform the development of new workshops for leadership training, with the purpose of teaching practices to leaders that can bring success to their chapter or local group. </p> </div> </div> </div>

The chair/dean relationship often has a direct impact on departmental success. What happens when the there is a change in deanship? The presenters will share their experience of having five deans in five years. Through case studies and dialogue, strategies for navigating dean transitions will be shared and examined.

Syftet med denna studie var att undersöka hur millennials inom servicebranschen upplever att ledarskap har betydelse för arbetsmotivationen. Vi vill med vår forskning förmedla vad som kan vara lönsamt för ledare att ha kunskap om gällande arbetsmotivation för att minska personalomsättning i organisationer. Studien utgår ifrån motivationsteorin Self Determination Theory och ledarskapsstilarna demokratisk-, auktoritärt och Laissez-faire ledarskap. Studien har baserats på nio intervjuer. För att analysera materialet har en tematisk analysmetod tillämpats och studien har haft en deduktiv utgångspunkt.  Studiens resultat visade att ledare har en positiv betydelse för arbetsmotivationen genom att vara synliga, lyhörda, stöttade och uppmärksamma. Motivationen främjas genom att först uppfylla de inre motivationsfaktorerna för att sedan förstärkas med hjälp av yttre motivationsfaktorer. Ledarens negativa betydelse för arbetsmotivationen uppstår främst när det inte längre finns någon möjlighet till utveckling på arbetsplatsen. Den fördragna ledarskapsstilen är ett demokratiskt ledarskap. / The purpose of this study was to examine how millennials within the service industry experience leadership and its significance on workplace motivation and engagement. With our research we will share knowledge that has shown beneficial for leaders to apply regarding their employee’s drive to work, thus lowering turnover of personnel for the organization. The study takes its starting point from the motivational theory Self Determination Theory and the different leadership styles: democratic, authoritative, and Laissez-faire leadership. This study is based on nine separate interviews. To analyze the material, a thematic analysis method has been applied and the with a deductive starting point.  The results show that leaders have a positive impact on employees’ willingness and drive to work by being visible, supportive, and attentive. The motivation firstly stems from an inner self-motivational drive, and later gets enforced from outer motivational factors. A leader’s negative impact on employees drive to work arises when there no longer is a possibility for growth within the organization. The preferred method of leadership was the democratic style leadership.

Background The Covid-19 pandemic has been a big influence for everybody since it entered in the spring of 2019. However, no research has been done on how different strategic leadership has influenced the organizational adaptation during this time.   Purpose The purpose of this study is to examine the role of strategic leadership in organizational adaptation due to the impact of the Covid-19 pandemic. The research is based on a single case study that explores Åhléns AB and its subsidiaries Åhléns Outlet and Designtorget.   Method This is a qualitative study that is performed by using a single case study design, where one organization is examined to fulfill the purpose of the study and aim to develop an in-depth understanding of the research subject.   Conclusion Based on the conducted research that has been done, it can be drawn to the conclusion that the transcendent leadership style has influenced organizational adaptation. The organization has become more transparent as well as more flexible as an organization due to the leadership. By combining a task-oriented approach with a relationship-oriented approach such as, a leader can set up greater structured goals and pursue new initiatives in line with external changes.

Background: The Covid-19 pandemic has impacted all of society, and businesses are faced by having to close or adapt to the new regulations and laws by pursuing digital transformation. As companies are transitioning to remote work, leaders are now met with the obstacle of taking in-person, face-to-face leadership and putting it through digital transformation. Due to all these unforeseen changes employee motivation is at risk as employees are working remotely in isolation with leaders adopting new leadership styles.    Purpose: This research aims to investigate the change in leadership styles resulting from remote work and investigate if it has affected employee motivation.   Method: This research is an exploratory qualitative study conducted, focusing on multiple cases where semi-structured, and in-depth interviews were held with nine participants from three companies, with one leader and two employees from each company. A thematic analysis was used to investigate the primary data. Conclusion: The empirical findings and the analysis provide two areas that have been found during this conducted research: 1) Leaders realized that instead of focusing on performances-oriented approaches with heavy monitoring and supervision, it was more important to tend to human-centric care and being more open and nurturing to alleviate stress for employees. 2) Employee motivation has generally been negatively impacted due to employees and leaders experiencing communication difficulties, loneliness, lack of support and easily accessible distractions. With a few exceptions of employees coping better with a more balanced supervision and higher level of isolation acceptance.

The objective of this exploratory thesis has been to study how leaders incorporate innovations into the business processes with the help of technical solutions and their competencies. The study takes into consideration the best practices of consulting companies, multinational manufacturing companies, and digitally creative consultant companies where leaders are able to bring innovation with the help of technical solutions. It deals with questions on what technical solutions help leaders to implement innovations, and also, what are the skills and competencies required by leaders to bring innovation with the help of digitalization. The findings of the research aim to develop a profound understanding on the concepts of leadership, innovation and also digitalization in the modern era. The thesis was carried out in light of semi- structured interviews, to understand the study areas, and proceed further with the data processing, empirical findings, analysis and conclusions. Owing to the rapid development in technologies, and the innovative ways of working, organisations lose their competitive advantages with the growing times if their leadership doesn’t evolve with the advancement that prevails. There has also been previous literature on how digitalization helps leadership to bring innovation and transformation within business organizations, however, there has been lack of studies and research gap to show that leadership has its extensive role to bring innovation within organizations with the help of digitalization and leadership competencies. Therefore, this master thesis worked to combine previous research on leadership, digitalization along with the modern insights based on empirical data. The research has used one qualitative method of semi-structured interview, revealing insightful findings on the data collected for our thesis. Moreover, this Master thesis will serve as a foundation for the future studies and research within the areas of leadership, innovation and digitalization.

En viktig del av ledarskapet är att kunna påverka sina medarbetare till att uppnå de mål och förväntningar som finns, vad händer då när målen och förväntningarna skiftar på grund av en världsomfattande kris? Den 11 mars klassade WHO coronaviruset som en pandemi vilket ställde stora krav på de omsorgsverksamheter vi undersökt. Syftet med den här rapporten var att undersöka hur medarbetarna i omsorgsorganisationer uppfattar ledarskapet under den rådande Corona-pandemin. Vi beskriver de ledarskapsstilar vi kunnat se och hur relevanta de varit vid det förändringsarbete som skett. För att uppnå vårt syfte har vi genomfört nio intervjuer med såväl medarbetare som ledare i tre olika organisationer. Vi fick anpassa oss efter de direktiv och de möjligheter som fanns hos de olika organisationerna när vi bestämde intervjuform, vilket ledde till fem skriftliga, en via telefon, en via skype samt två ansikte mot ansikte. I rapporten framkommer det att vi funnit olika ledarskap i samtliga organisationer, vi har kunnat se egenskaper från det transformativa-, karismatiska- och Laissez Faireledarskapet. Förändringsarbetet har fungerat väl i samtliga trots de stora skillnaderna i utförandet. I första hand har medarbetarna efterfrågat chefskap istället för ledarskap, detta tror vi kan bero på att visionen förändringsarbetet kretsar runt inte är centrerat runt arbetsplatsen utan istället genomsyrar hela samhället.

Sustainability has recently received an increased level of attention across all sectors over the world, the construction industry is no exception. This industry is one of the most complex and dynamic sectors. Consequently, promotion of sustainability within the construction industry is a leadership challenge that requires a unique leadership style. Existing literature has been focusing on leadership and sustainability that have been investigated separately with little rigorous research regarding the linkage between these two concepts in the management research. It has been noticed that all these studies were within national and specific contexts. The promotion of sustainability varies from one country to another due to the fact that each country has its own climatic conditions, cultural patterns, and traditional settlements. The present study investigates how leadership styles of leaders in construction firms shape the promotion of sustainability in two different contexts. A multiple case study was applied, and data was collected through conducting interviews with twenty managers charged with the promotion of sustainability in Sweden and Saudi Arabia to fulfil the research purpose by adopting a qualitative research approach. The MLQ model was used to identify the participants’ leadership styles. Furthermore, the United Nations Global Compact framework was used to segment the cases in terms of the promotion of sustainability. The study concludes that two of the identified leadership styles do not work similarly in Sweden and Saudi Arabia. Transformational leadership styles shaped the promotion of sustainability at a high level in Sweden, but at a low level in Saudi Arabia. Additionally, transactional leadership shaped the promotion of sustainability at a high level in Saudi Arabia, but at a low level in Sweden. While the passive leadership style shaped the promotion of sustainability at a low level in both countries. Managers can use these findings to promote sustainability practices and shape their styles of leadership taking into account contexts that differ from one country to another.