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How to find a great international leader : The case of Swedish Managers working in SingaporeTham, Charlotte January 2011 (has links)
Title: How to find a great international leader – The case of Swedish Managers working in Singapore Level: Second Cycle: 15 Credit: Master Thesis in Business Administration Author: Charlotte Tham Supervisor: Maria Malama Examiner: Akmal Hyder Date: June 2011 Aim: I’m interested in finding a way to make successful international recruitments. To do so I have worked with three research questions: What distinguish an international leader from a domestic leader? How do you recruit a successful international leader? Which personal qualities make an international leader successful? Method: I have used a personal test (Hogan Personality Inventory) to find which personal qualities the manager has. Approx. 10 subordinates to each of the managers have answered a survey, in order to find how successful they find the managers to be. The five managers have also been interviewed twice. The first time to hear their opinion of the international leadership. The second time to follow up the result from the personal test and the survey. Result & Conclusions: The four main results of the study are: Handling cultural differences makes the international leader special. Following a structured procedure is essential when recruiting a successful international leader. Qualities to look for are high interpersonal skills, strong sense of self, high flexibility, and strong interest in learning new things. Leaders with strong task-orientation and love for details de-motivate their subordinates. Suggestions for future research: The study could be done on a larger sample, to get a better statistical material. It could also be done on other nationalities, or on women to see how these factors affect the result. Contribution of the thesis: The study shows that criteria like, high interpersonal skills and flexibility have to be searched for and a structured procedure has to be followed, when recruiting international leaders. The study can help multi-national companies make better recruitments and therefore save money and time.
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Finns den internationella ledaren? Eller kan denne skapas? : En studie av svenska företagsledare i Singapore / Is there an international leader? Or is it to be created? : A study of Swedish leaders in SingaporeTham, Charlotte January 2010 (has links)
<p><strong>Syfte:</strong> Studien avser ta reda på:</p><ul><li>Om det finns ett internationellt gångbart ledarskap </li><li>Eller om det krävs nationella anpassningar </li><li>Vad eventuella anpassningar beror på</li><li>Vad som kännetecknar en respekterad internationell ledare</li></ul><p><strong>Metod: </strong>Studien är baserad på sju kvalitativa djupintervjuer, som analyserats med hjälp av kulturdimensions- och ledarskapsteorier. Intervjuerna har sammanställts i en matris, för att bli överskådligare. Nyckelord och samband har därefter markerats för att hitta gemensamma teman.</p><p><strong>Resultat & slutsats: </strong>Fyra huvudresultat har framkommit:</p><ul><li>Det internationella ledarskapet finns</li><li>Dock krävs vissa kulturella anpassningar</li><li>De mest utmärkande skillnaderna mellan Sverige och Singapore är, hur personer motiveras, hur man kommunicerar effektivast och hur problem löses och arbetet struktureras</li><li>Den effektiva ledaren är bl a målfokuserad, en bra kommunikatör och lyhörd</li></ul><p><strong>Förslag till fortsatt forskning:</strong></p><ul><li>Utöka studien med att innefatta enkäter, fler djupintervjuer eller observationer, för att få ett bättre statistiskt underlag </li><li>Studien kan göras på fler länder</li><li>Studera flera stora internationella ledares egenskaper </li><li>Intervjua ledarnas medarbetare för att få ett bredare material i ämnet</li></ul><p><strong>Uppsatsens bidrag: </strong>Uppsatsen visar på att nationella anpassningar behöver göras, för att bli en framgångsrik internationell ledare. Den visar på vilka anpassningar som behöver göras i Singapore, men för övriga länder krävs att kunskap inhämtas. Studien bör därmed kunna användas som diskussionsunderlag för svenska företag som ska skicka ledare utomlands.</p> / <p><strong>Aim: </strong>The aim of the study is to find out:</p><ul><li>If the international leadership exists</li><li>If the leadership has to be adjusted to cultural needs</li><li>What is the reason behind the adjustments of the leadership</li><li>What distinguish a respected international leader from a none respected </li></ul><p><strong>Method:</strong> I have interviewed seven Swedish leaders in Singapore to find the answers to the above questions. The material has then been concluded by using a matrix. Connections between the interviews have been found by studying the matrix. The analysis is based on these connections and the leadership and culture difference theories.</p><p><strong>Result & Conclusions: </strong>The result of the thesis are:</p><ul><li>The international leadership exists, but cultural adjustments have to be done of the leadership</li><li>The largest differences between Sweden and Singapore are, the way people are motivated, how they communicate and how the work is organised </li><li>The differences come of large differences in Hofstede's culture dimensions, Power distance index and Masculinity </li></ul><p><strong>Suggestions for future research:</strong></p><ul><li>The study could be based on more interviews, a survey or on observations, to get a better statistical material</li><li>It could be done on more countries</li><li>More great international leaders can be studied to find their qualifications </li><li>Interview the employees to get their opinion on the thesis’ subject</li></ul><p><strong> </strong></p><p><strong>Contribution of the thesis: </strong>The study shows that adjustments have to be made. It can therefore be of interest to be used by Swedish companies that are sending leaders abroad.</p>
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Finns den internationella ledaren? Eller kan denne skapas? : En studie av svenska företagsledare i Singapore / Is there an international leader? Or is it to be created? : A study of Swedish leaders in SingaporeTham, Charlotte January 2010 (has links)
Syfte: Studien avser ta reda på: Om det finns ett internationellt gångbart ledarskap Eller om det krävs nationella anpassningar Vad eventuella anpassningar beror på Vad som kännetecknar en respekterad internationell ledare Metod: Studien är baserad på sju kvalitativa djupintervjuer, som analyserats med hjälp av kulturdimensions- och ledarskapsteorier. Intervjuerna har sammanställts i en matris, för att bli överskådligare. Nyckelord och samband har därefter markerats för att hitta gemensamma teman. Resultat & slutsats: Fyra huvudresultat har framkommit: Det internationella ledarskapet finns Dock krävs vissa kulturella anpassningar De mest utmärkande skillnaderna mellan Sverige och Singapore är, hur personer motiveras, hur man kommunicerar effektivast och hur problem löses och arbetet struktureras Den effektiva ledaren är bl a målfokuserad, en bra kommunikatör och lyhörd Förslag till fortsatt forskning: Utöka studien med att innefatta enkäter, fler djupintervjuer eller observationer, för att få ett bättre statistiskt underlag Studien kan göras på fler länder Studera flera stora internationella ledares egenskaper Intervjua ledarnas medarbetare för att få ett bredare material i ämnet Uppsatsens bidrag: Uppsatsen visar på att nationella anpassningar behöver göras, för att bli en framgångsrik internationell ledare. Den visar på vilka anpassningar som behöver göras i Singapore, men för övriga länder krävs att kunskap inhämtas. Studien bör därmed kunna användas som diskussionsunderlag för svenska företag som ska skicka ledare utomlands. / Aim: The aim of the study is to find out: If the international leadership exists If the leadership has to be adjusted to cultural needs What is the reason behind the adjustments of the leadership What distinguish a respected international leader from a none respected Method: I have interviewed seven Swedish leaders in Singapore to find the answers to the above questions. The material has then been concluded by using a matrix. Connections between the interviews have been found by studying the matrix. The analysis is based on these connections and the leadership and culture difference theories. Result & Conclusions: The result of the thesis are: The international leadership exists, but cultural adjustments have to be done of the leadership The largest differences between Sweden and Singapore are, the way people are motivated, how they communicate and how the work is organised The differences come of large differences in Hofstede's culture dimensions, Power distance index and Masculinity Suggestions for future research: The study could be based on more interviews, a survey or on observations, to get a better statistical material It could be done on more countries More great international leaders can be studied to find their qualifications Interview the employees to get their opinion on the thesis’ subject Contribution of the thesis: The study shows that adjustments have to be made. It can therefore be of interest to be used by Swedish companies that are sending leaders abroad.
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