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Leadership development is adopted as a strategy to become a learning organisation. The emphasis on leadership or transfer of leadership training is perceived as central to the development of a learning organisation, which is the only sustainable competitive advantage in response to an increasingly unpredictable business environment. Leadership development may be seen as oriented towards building capacity in anticipation of unforeseen challenges. In this vein, developing leadership behaviours/capabilities might be a priority for successful organisations. This suggests that organisations should be able to develop their leaders by ensuring the harmony between the requirements of corporate strategy and the context in which they work. Given the fact that leadership is such essential part of organisational development, the methods for developing the leadership behaviours/capabilities must be present. Without defining leadership behaviours/capabilities, and their development methods, organisations may fail to optimize the outcomes of their leadership. This indicates the importance for understanding how leadership development (LD) is approached. Consequently, this study explores how LD occurs and what factors influence this phenomenon in the Arab context using evidence from Syria, and develops an integrated model to support the introduction of LD to organisations operating in the Syrian/Arab context. This study utilises a qualitative multiple-case design to understand and explain the character of and the influence on LD in the Arab world using evidence from Syria. Specifically, the study was based upon a sample of three cases of for-profit companies. Research data was gathered through 36 in-depth semi-structured interviews with the middle and top management levels. The findings reveal that LD occurs through the process that begins once a company identifies its leadership needs. This occurs by analysing internal/external environment to select the leadership behaviours/capabilities required, and their development methods. It was noted that this process seems to be similar among the three companies, but the type of behaviour/capabilities required tends to be context specific. Additionally, the findings reveal that there were two types of factors that influence LD at the three companies: Factors were seen as determinant factors through which the decisions of whether to introduce LD were made; and factors influencing the successful application of LD. The findings also reveal that there is a dynamic interaction between the mechanism used for understanding the weakness to identify leadership needs from one side and the context in which the companies operate from the other side. This relationship poses the basis for each company to select what fits its internal/external needs. This was evident through the types of behaviours/capabilities required and the purpose of each development method adopted by each company for developing the behaviours/capabilities required. The findings provide several contributions, but the major contribution is the discovery of how LD is applied in an Arab context, what behaviours/capabilities and development methods work best with for-profit companies in this context, how companies operating in an Arab context identify leadership needs for development, and what factors they perceive as determinants of LD and what factors influence the implications of LD. The study makes an additional contribution by developing an empirical model for introducing LD in an Arab context using evidence from Syria. The model was based on the data obtained from the field study. This could be appropriate for the Syrian/Arab context from one side that shares the same traditional characteristics, and companies working in these contexts (Arab) from the other side.

It is widely acknowledged that discipline at work is a neglected area of study in the context of contemporary employee relations. Within the workplace the handling of discipline is largely prescribed by formal rules that are captured in policies, applied through procedures and then interpreted by the actors who facilitate this process. This thesis argues that an empirical understanding of the disciplinary process can only be achieved if it includes an appreciation of the nature of the relationship that is established during the disciplinary process and that this is crucial for us to develop a full understanding of the dynamics that take place within this activity and between these functions. It contends that throughout the process of disciplinary handling there exists a highly contested terrain (Edwards, 1979) that is constantly contended by the various actors that play out this vital role in relation to aspects of power, control and consent.

This dissertation sets out to investigate the management of relationships in British-Chinese business settings. Whilst set in the frameworks of politeness theory and accommodation theory, this dissertation studies the management of relationships in British-Chinese business interactions from a more comprehensive perspective. It examines the sociocultural as well as the communicative behaviour of the interactions between British and Chinese business people, to explore how relationship issues were handled and how communicative as well as cultural/sociocultural strategies affected the management of relationships. This work is based primarily on research conducted in Britain during November-December 1996, June 1997, and November 1997, when three Chinese delegations were visiting a local engineering company in the southeast of England. For the purpose of this study, three kinds of data were collected: 1) video recordings of authentic meetings between British business people and their Chinese clients (including training sessions); 2) comments from subsequent interviews and playback sessions held with the British and Chinese participants; 3) field notes. This study has shown that a variety of aspects can be held accountable for the management of relationships in intercultural settings. On a macro level, linguistic features alone can not adequately explain the process of negotiating relationships in fonnal intercultural settings, it also involves the non-linguistic perspective. From a linguistic perspective, attending to face needs is not the sole agent for relational management. Accommodation and respect for sociality rights also play an important part in it. The thesis attempts to distinguish the self-claimed face (self-image) and the perceived face (public self-image) and explore their respective functions in the management ofrelationships. The research also claims that group face is more likely to surface in group-versus-group. individual (group identity marked)-versus-group, or individual (group identity marked)-versus-individual (group identity marked or unmarked) settings. This study also argues that communication accommodation theory should incorporate convergence, maintenance or divergence along the line of culture specific behaviour. It proposes a new conceptualisation of CAT that should involve both speech and non-speech accommodative features. This study shows that a wider range of perspectives are needed in order to investigate intercultural communication.

This thesis concerns the question, "Why is the performance of Six Sigma within The Ford Motor Company below that experienced in other companies, and what can be done to improve it?" The aim of the thesis was to make recommendations that would improve the performance of Six Sigma within the Ford Motor Company. Results from the literature were categorised according to headings found in the European Foundation for Quality Model (EFQM): strategy, people, process and leadership. The key factors identified from the literature review as being significant for a successful Six Sigma deployment were that projects were aligned to the strategy of the organisation, individuals were clear on their role and had appropriate skills, processes were well defined and understood and leadership team was committed to Six Sigma. The research started with a review of the results from two employee surveys. The first was given to Black Belts and asked questions concerning Six Sigma. The second was given to all the employees in the organisation. The survey data failed to identify the cause of lower than expected results, and so the investigation followed with a series of twelve interviews. When these also failed to identify the factor or factors responsible for deployment performance, the project database was reviewed. The Define, Measure, Analyse, Improve and Control steps (DMAIC) were then analysed using Gardner’s Model of Process Maturity. The thesis concluded that the main influence driving Six Sigma performance was the low process maturity of the project selection and scoping processes and this gave rise to variable project performance. The thesis then presents material to improve project performance including a process map, a process Failure Mode and Effects Analysis (FMEA) of the project selection and scoping process, a control plan that ensures that the projects are on track and a macro using Excel and Minitab that works within the Ford Motor Company system to provide automatic evaluation of projects.

This research focuses on the perspectives and capabilities held by leaders as they seek to develop an effective engagement strategy when leading change. It has brought together aspects of change, leadership, engagement and leadership development theory in seeking to understand what helps and hinders leaders in developing engagement capabilities. The concept of engagement has taken on increasing significance in recent years, due to its link with higher performance and profitability in organisations. Much existing literature focuses on processes that encourage the involvement of others, and measuring engagement using survey questions. The surveys tend to focus on identifying if someone finds meaning in their role, and whether the environment they operate in enables engagement. This research has sought to use research methodologies based on action learning that encourages the development of capabilities enabling engagement, whilst examining the psychological and contextual factors that help and hinder development. The research draws on adult maturity theory which is used as a framework to aid analysis. This theory suggests that the capability to engage may unfold with the maturing process. This theory aligned with the findings resulting in a profile of what engagement looked like at various levels of maturity. This is useful in that by understanding the capabilities associated with engagement at various levels of maturity it supports leaders and HR consultants to identify development required, and potentially can aid the choice of leader for running change programmes. Four key themes were identified during the analysis. Firstly, the impact of context and how it impacts choices made. Secondly, the importance of capabilities associated with authenticity. Thirdly, the link with emotional intelligence. Finally, the importance of developing a learning practice. The implication of this research is that intent to engage is insufficient as is the focus on process and policy aspects of engagement. Engagement capabilities can be developed and the development of the individual needs as much consideration as the need to ensure strategy, policy and process is appropriate for the engagement strategy. It suggests that when considering major change in organisations focus should be placed on the mindset and capabilities of potential change leaders, to identify whether they have the capabilities likely to align to a particular engagement strategy and to support their understanding of their development needs.

In this thesis, two different cases of hybrid IEEE 802.15.4 PHY (Physical Layer) implementation are explored. The first case is an FPGA implementation of IEEE 802.15.4 PHY on the Xilinx Spartan-3A DSP FPGA of USRP N210. All of the signal processing tasks are performed on the FPGA, while less complex MAC (Media Access Control) layer tasks are performed in GNU Radio on the host. The second case is an implementation of a multi-channel IEEE 802.15.4 receiver. A four-channel channelizer is implemented on the external Virtex 5 FPGA, while the IEEE 802.15.4 receiver is implemented in GNU Radio on the host. The first case demonstrates how spare resources in USRP's FPGA can be used to implement signal processing task while still interfacing with GNU Radio. The second case builds a platform on which a combination of GNU Radio and an external FPGA can be used for signal processing and USRP as an RF source. This thesis lays out the groundwork for more complex wireless protocols to be implemented on any combination of USRP's FPGA, an external FPGA, and GNU Radio. / Master of Science

With the development of powerful computational resources such as Digital Signal Processors and Field Programmable Gate Arrays, It has become possible to utilize many radio functions via software. This is the main concept of an up-and-coming technology of Software Defined Radio. In the Thesis, a number of platforms for implementation of Software Defined Radio has been evaluated. Platform that proved to be most suitable for the project was Ettus’ USRP N210. Using the platform, implementation of 802.15.4 Zigbee’s physical layer was done, where experiments whose outputs can later be used to compare performance with respect to "hardware radios" were performed. / Med utvecklingen av enheter med kraftfulla beräkningsegenskaper som “Digital Signal Processors” och “Field Programmable Gate Arrays” har det blivit möjligt att implementera flera radiofunktioner i mjukvara. Det är huvudkonceptet i den uppåtgående teknologin mjukvaru definierad radio.I det här examensarbetet har ett flertal plattformar för mjukvaru definierad radioutvärderats. Plattformen som visade sig vara mest lämplig för projektet var Ettus USRP N210. En implementation av IEEE 802.15.4 Zigbees fysiska lager har realiserats till plattformen. Experiment, vars utdata senare kan användas för att jämföra prestanda mellan mjukvaru definierad radio och hårdvaru baserad radio, har även utförts. / TESLA - Time-critical and Safe wireLess Automation communication / GAUSS - Guaranteed Automation communication Under Severe disturbanceS

This thesis is an action research investigation into the influence of my Christian habitus on my consultancy practice. My research question: How does my Christian faith inform the work I do? is located within the academic field of Spirit at Work. The complexity and difficulties of my professional practice are explored using the literature on Christian spirituality. My investigation uses the research method of practical theology to explore: my own Christian perspective; my role as a spiritual mentor; the nature of spiritual formation; and, faith in relation to work. The analytical methods of theological reflection, narrative inquiry, and autoethnography support the critical reflection. Five themes emerge: the evangelical basis of my Christian perspective; an understanding of the grace of God; the consideration of resistance as sin; strategies to enable spiritual formation; and complex combinations of faith in relation to work. This study has enabled me to interrogate my approach to spiritual formation in relation to work. My inquiry in a variety of contexts – with colleagues, one individual, and with a client –has developed my ability as a reflexive practitioner, and has strengthened my vocation as a spiritual mentor. I have used the Holistic Development Model (HDM) to underpin my approach to spiritual mentoring, and created a Christian interpretation of it. Spiritual formation is explored through the topics of: church, faith, purpose and mission using scripture, adventure and leadership, and difficulty and struggle. The research provides insights into my work as a professional consultant in the area of leadership development. My reflexive learning, combined with participative inquiry, provides an insider perspective on living within an evangelical Christian worldview. Difficulties over how to interpret Christian faith in work contexts are explored, particularly with regard to inclusivity. The research links spiritual formation with leadership, concluding that, in my practice, faith takes precedence.