Thesis (Ed.D.)--Boston University / PLEASE NOTE: Boston University Libraries did not receive an Authorization To Manage form for this thesis or dissertation. It is therefore not openly accessible, though it may be available by request. If you are the author or principal advisor of this work and would like to request open access for it, please contact us at open-help@bu.edu. Thank you. / This study investigated the effects of a performance improvement program on operational results in a business setting. The purpose of the study was to determine if the intervention influenced results the corporation used to measure its success. The intervention involved setting goals, which would its success. The intervention involved setgiving feedback and developing remediation overcome difficulties if goals were not achieved. Goal-setting and feedback were done at regularly scheduled intervals. Two work groups within the organization were studied: one which applied the program and one which did not. The effect of the intervention was evaluated using a 2 x 2 design. Two factors represented the pre-program versus post-program time periods; the other two factors represented the experimental conditions: treatment and control. The effect of the program was quantified in terms of five measures of organizational success. These measures were: attendance, safety, quality, maintenance efficiency and installation efficiency. / 2031-01-01

This study examined how employees' perceptions of leadership, decision-making, and relationships are associated with their perception of a development operations' effectiveness. Deans, development officers, central development staff, and unit development staff at the University of South Florida were surveyed via email. The results indicated that employees' perceptions of leadership, decision-making, and relationships are strongly related to their perceived job satisfaction, trust, commitment, and control mutuality and consequently their perception of the development operation's effectiveness.

Thesis (MBA)--Stellenbosch University, 2002. / ENGLISH ABSTRACT: This mini-thesis examines the relationships between results-based leadership and the success of organisations through the maintenance of high levels of energy. In Chapter 1 the concept of energy is introduced by focusing on the relationship between globalisation, through increased competition and concurrent adaptation, and the need for high energy levels in organisations. Chapter 2 has a twofold focus. Firstly, a model for the creation of energised organisations is developed through examining the interrelationships between people, energy and systems, developing an understanding of the requirements of energy, describing systems as open entities, investigating the impact and efficiency of systems and discussing the need for organisational energy. The second part of the chapter investigates the relationship between energy levels and organisational success. Section " emphasises the conceptual development of leadership. Chapter 3 focuses on the conceptual history of leadership, some popular myths around the concept, and four theoretical approaches that are critical to modern-day understanding of leadership. It argues that leadership determines, or strongly influences, the strategy, direction and success of organisations, institutions and companies. The process of leadership is affected by three distinct variables: leaders themselves, the employees reporting to them, and the situation. The interaction between these variables determines the leadership behaviour and the reactions of subordinates through commitment, job satisfaction and performance. In this, leadership becomes a function of these three variables. The debate in Chapter 4 concentrates, firstly, on the dichotomous relationship between leaders and managers. Leaders have a role to play in the charting of the longer-term horizon of the organisation in which they set vision, mission and direction through effective communication and subtle motivation. Managers have a shorter-term horizon in which they define the vision, mission, goals and values of leadership into shorterterm strategy and implementation interventions. They draw the road map that follows the compass direction of leadership. Secondly, Chapter 4 argues that transformational leadership is paradoxical in nature. Transformational leaders have to build organisations that embrace paradox, i.e. organisations that manage the uncertainty of change in their environments. Their role is one of being change agents. The argument, thirdly, claims that leadership is results-based. Here the argument is for a framework of leadership that is output-driven, i.e. that has a goal orientation towards organisational output and success. Chapter 5 focuses on the conclusions of the research project. / AFRIKAANSE OPSOMMING: Hierdie minitesis ondersoek die verband tussen uitsetgedrewe leierskap en organisatoriese sukses deur die handhawing van hoë energievlakke. In Hoofstuk 1 word die konsep van energie ingelei deur 'n fokus op die verband tussen globalisering, as gevolg van toenemende kompetisie en konkurrente aanpassings, en die noodsaaklikheid van hoë energievlakke in organisasies. Hoofstuk 2 het 'n tweeledige fokus. Eerstens word 'n energiemodel ontwikkel deur die ontleding van die verband tussen mense, energie en stelsels, die ontwikkeling van 'n begrip vir die vereistes van energie, die beskrywing van stelsels as oop entiteite, 'n ondersoek van die impak en effektiwiteit van stelsels, en die verduideliking van die noodsaaklikheid van energie. Die tweede deel van die hoofstuk ondersoek die verband tussen energievlakke en organisatoriese sukses. Afdeling II beklemtoon die konsepsuele ontwikkeling van leierskap. Hoofstuk 3 fokus op die konsepsuele geskiedenis van leierskap, 'n aantal mites rondom leierskap en vier teoretiese benaderinge wat kritiek vir die hedendaagse begrip van leierskap is. Daar word aangevoer dat leierskap die strategie, rigting en sukses van organisasies bepaal of sterk beïnvloed. Die leierskapproses word deur drie aspekte geaffekteer: leiers self, die werknemers wat aan hulle rapporteer, en die situasie waarbinne dit plaasvind. Die interaksie tussen hierdie aspekte bepaal die gedrag van leiers en die reaksie van werknemers deur toegewydheid, werkstevredenheid en prestasie. Hierdeur word leierskap 'n funksie van die drie aspekte. Die debat in Hoofstuk 4 konsentreer, eerstens, op die tweedelige verhouding tussen leiers en bestuurders. Leiers speel 'n rol in die kartering van die langtermynhorison van die organisasie deur die bepaling van visie, missie en rigting deur effektiewe kommunikasie en subtiele motivering. Bestuurders het 'n kortertermynhorison waarbinne hulle die visie, missie, doelstellinge en waardes in strategie en implementering omskep. Hulle teken die kaart wat die kompasrigting van leierskap navolg. In Hoofstuk 4 word tweedens aangevoer dat transformasieleierskap paradoksaal van aard is. Transformasieleiers moet organisasies bou wat paradokse aanvaar, d.i. organisasies wat die onsekerheid van omgewingsverandering kan bestuur. Hulle moet ook die rol van transformasieagente speel. Derdens word aangevoer dat leierskap uitsetgedrewe is. Hier word geargumenteer vir 'n leierskapraamwerk wat uitsetgedrewe is, wat doelmatig op organisatoriese uitset en sukses gemik is. Hoofstuk 5 fokus op die samevatting van die bevindinge van die navorsingsprojek.

Leaders focus on the attainment of personal and organizational goals without consideration for the needs of stakeholders, especially those of followers. Ethical leadership (EL) studies' focus on leaders' perspectives represented a research gap that necessitated this study. Followers are the least researched among stakeholders; thus, this study explored EL from their viewpoints. Stakeholder theory, social learning theory, eudaimonia, and utilitarianism were the conceptual frameworks that guided this study. Twenty participants drawn from followers in a public organization in New Jersey were questioned about their experiences and expectations of EL using open-ended interview questions. Participants with shared experiences were selected based on convenience, snowball, and criterion sampling strategies. With the use of the transcendental phenomenological design, the data collected were analyzed with the Stevick-Colaizzi-Keen method and the two-cycle analysis. Knowledge, exemplarity, and democratic decision making were themes of EL that are relevant to followers. Other themes found in this study, including communication, stakeholders' wellbeing, impartiality, honesty, relationship building, responsibility, and humility, concur with extant literature and suggest consistency in the phenomenon. The potential social change implications of this study are an innovative and cooperative work environment, organizational success, and enhanced corporate social responsibility. Organizations and societies may benefit from the inculcation and development of EL in the family, society, tertiary institutions, and organizations through training, mentoring, and the development of an ethical culture.

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Made available in DSpace on 2016-12-12T20:32:02Z (GMT). No. of bitstreams: 1 Paginas_pre-textuais-_Miriam[1].pdf: 38694 bytes, checksum: 92fabcb9a4aca8bd28cfdc0a8226d1e2 (MD5) Previous issue date: 2006-03-27 / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior / The present research work has the objective to detach the voluntary work as main of the success on the philanthropic institution, the Center of Support to the Patient with Cancer - CSPC, a hospital of special attendance and complement, with capacity to assist 36 patients, located in the city of Florianópolis and with enough technical resources to satisfy the demands of the World Organization of Health, and any organ of medical inspection or public health. The institution began its operational activities in March of 1998 and its work of assistance is dedicated to the cancer and degenerative diseases bearers. The techniques of collection of data used in the elaboration of the research were the informal interview, the observation made by the researcher and the analysis of the literature. In relation to the research problem, the study was characterized as exploratory and descriptive, due to the researcher's opportunity of being related with the institution and with the studied subject. The investigation method was defined as study of cases because it highlighted and got deepen in a specific matter of the institution. The research verified the effectiveness of the voluntary work developed in the institution; did concept organizational effectiveness of the voluntary work in national and international ambit; the statistical data that demonstrate the dimension of the voluntary activity developed in the country; the history of the philanthropic institution studied and the peculiarities of the volunteers that are devoted to the institution. The operational activities happens everyday of the week and according to the projects of amplification of the institution, there is the necessity of maintenance and amplification of the volunteers' staff. It was concluded that the institution is reaching the organizational success due to the requirements found in the volunteers that integrates the main work force in the institution, because the same ones present specific characteristics as compromise, intrinsic values based on solidarity and charity, the age group and the great majority are former-patient of the institution. / O presente trabalho de pesquisa tem por objetivo destacar o trabalho voluntário como principal fator de sucesso da instituição filantrópica, o Centro de Apoio ao Paciente com Câncer - CAPC, que é um hospital de atendimento complementar com capacidade para atender 36 pacientes, localizado na cidade de Florianópolis, e com recursos técnicos suficientes para satisfazer as exigências da Organização Mundial de Saúde, e qualquer órgão de inspeção médica ou saúde pública. A instituição iniciou suas atividades operacionais em março de 1998 e seu trabalho de assistência é dedicado aos portadores de câncer e doenças degenerativas. As técnicas de coleta de dados utilizadas na elaboração da pesquisa foram a entrevista informal, a observação realizada pela pesquisadora e a análise da literatura. Em relação ao problema de pesquisa, o estudo foi caracterizado como exploratório e descritivo, devido à oportunidade da pesquisadora ter se relacionado com a instituição e com o assunto em pauta. O modo de investigação foi definido como estudo de caso por se destacar e se aprofundar em um assunto específico. A pesquisa verificou a eficácia do trabalho voluntário desenvolvido na instituição, além de conceituar eficácia organizacional, terceiro setor, organização filantrópica e trabalho voluntário. Apresentou os indicadores de trabalho voluntário em âmbito nacional e internacional; os dados estatísticos que demonstram a dimensão da atividade voluntária desenvolvida no país; o histórico da instituição filantrópica em estudo e as especificidades dos voluntários que se dedicam à instituição. As atividades operacionais ocorrem todos os dias da semana e conforme os projetos da instituição, há a necessidade da manutenção e ampliação do quadro de voluntários. Concluiuse que a instituição vem alcançando o êxito organizacional devido aos requisitos encontrados no trabalhador voluntário que forma a principal força de trabalho na instituição, pois os mesmos apresentam características específicas como o comprometimento, valores intrínsecos apoiados na solidariedade e na caridade, a faixa etária e em grande maioria são ex-pacientes da instituição.

Nowadays, organizations are shifting towards project-based management strategies in order to implement more flexible structures that allow them to respond and compete in complex business environments. In this way, project management has been regarded as a valuable competence, providing the organization and its management teams the opportunity to adapt the knowledge, skills and tools necessary to meet project requirements as well as organizational goals. Among the wide array of decisions project managers have to evaluate project selection (PS) and project prioritization (PP) are crucial in order to maximize stakeholder’s value through the effective management and allocation of resources to projects that are in alignment with the organization’s strategic objectives. Moreover, the integration of management techniques, guidelines and practices has also become a necessity for intergovernmental (IGOs) and non-profit organizations (NPOs), especially because they do not possess a conventional bottom line and in most instances, their main goal is rarely profit maximization. Although the main objective of operations of IGOs and NPOs is also success, this is difficult to be defined and evaluated. As a matter of fact, studies related to project management in IGOs and NPOs argue that the literature available has ignored the public good sector to a great extent, since the majority of the portfolio management tools available are tailored for commercial and for-profit organizations (FPOs). Consequently, this study explores the project portfolio management (PPM) process in intergovernmental and non-profit organizations focusing specifically on the decision-making process regarding project selection and prioritization. It provides an understanding of the main criteria these organizations take into consideration when selecting and prioritizing projects and the impact these methodologies have in terms of achieving project and organizational success. In addition, it examines the role of the project management office (PMO) and individual project managers based on their influence on the decisions concerning project selection and prioritization, as well as project success and organizational success. The key findings of this study confirm the relevance of the priorities determined by the main stakeholders as one of the principal criteria for project selection, followed by the allocation of funding and resources and the need for strategic alignment. Furthermore, in terms of determining a ranking among the selection criteria, this study has found that within these organizations all the different requirements encompassed in the selection process should be treated as equal. Additionally, it has been possible to determine that for intergovernmental and non-profit organizations the project selection and project prioritization phases are not isolated from one another; and are in fact treated as on single criteria. Conversely, the findings of this study contradict the proposition that the project management office is highly influential in the decision-making process of IGOs and IGOs; however, it emphasizes the role of the project manager in project and organizational success as highly valuable since they possess the hard and soft project management skills that increase the chances to achieve the organizational goals.

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