Philosophiae Doctor - PhD / Despite the fact that local government is nothing like it was several decades ago in terms of the numerous reform changes it has undergone, within the South African context we find that many of the elements of bureaucracy still represent local government institutions. In this regard bureaucratic structures were designed to have compliant employees who make decisions according to specified behaviours and rules. This feature of bureaucracy ensures that its leaders are not encouraged to take risks. In a bureaucracy it is preferable to stick to the tried and tested habits and practices as it is against these metrics that performance is assessed and promotions awarded. Innovative, entrepreneurial leaders run the risk of losing their jobs if they endeavour to either think or step outside of the box. The notion of embedding an innovative culture therefore becomes a challenge within the constraints of the public sector. There is an uneasy tension between the need for a cultural revolution of outdated bureaucracies in order to enhance flexibility and innovation on the one hand, and the desire to maintain the standards and procedures that are necessary for quality, accountable services to a broad range of stakeholders on the other. In effect there is tension between the need to be innovative and compliant. In this regard the adaptive local government organisation might be one that is not too prominent in terms of innovative cultural characteristics. But it might be one that displays both innovative and bureaucratic organisational cultural characteristics as it strives to achieve this dual objective of innovation and compliance. The study aims to see if transformational leadership principles can be applied under the prevailing conditions of policy, laws and strict compliance within local government. This study is based on the belief that leadership can influence organisational culture as it tries to bring about change. Leaders have to be up for the challenge to create an open culture that encourages change. By developing cultures that foster innovation leaders can help their organisations become more responsive to the changes in the external environment and become more effective. In order for their organisations to become more innovative, leaders would have to change their leadership practices and approaches to shape the new culture of their organisations. In this regard the buzzword over the last few decades in public administration has been change. One of the essential elements of leadership is change. Leaders are agents of change, be it at organisational level or at societal level. They represent the catalysts of social movements. Such a context is suitable for a transformational type of leadership. They can fulfil this role by inspiring those around them, setting an example and creating a vision of the future that is both attractive and credible. The transformational leadership theory starts from these premises. The transformational leader asks followers to transcend their own self-interest for the good of the group, organisation, or society, to consider their long-term need for self-development rather than their need of the moment and to become more aware of what is really important (Bass, 2008: 50). Schein (1997:15) reminds us that leadership and organisational culture are two sides of the same coin. The one cannot be studied without consideration for the other. Organisational culture therefore plays an important role in the effectiveness of the reform process. It is within this context of reform and change that leadership and organisational culture become relevant topics of discussion. It is against this backdrop that the study takes a look at the City of Cape Town’s attempts to implement strategies that promotes the type of organisational culture that can advance transformation and change as it strives towards the objective of becoming a world-class city.

The purpose of this research is to study how organizations maintain their competitive advantage in today’s turbulent and highly competitive business environment, by striving to become a learning organization. The impact of factors such as leadership (both transformational and transactional leadership) and trust on an organization’s learning capability is empirically examined. This research adds to the existing body of literature in two ways. First, it argues that a transactional leadership style can influence learning, despite research spanning the last decade that has focused on transformational leadership theory as the dominant model of effective leadership. Therefore, the importance of both leadership styles, each having valuable differential effects is emphasized in this study. Second, the previously untested role of trust as mediating the relationship between leadership and organizational learning capability is examined. It is argued that without supervisor trust, the opportunities for a learning organization to reach its full potential and to subsequently develop learning capabilities is reduced. Findings from this study support the influence of both leadership styles on learning. Trust in one’s supervisor was also found to fully mediate the relationship between leadership and learning.

While women continue to make progress in terms of graduate level education, discrepancies remain between women and men when it comes to opportunities for professional growth and development into executive leadership positions and playing a role in the boardroom. Guided by the theories of emotional intelligence (EI), transformational leadership (TL), and Hofstede's cultural values, the purpose of this quantitative mediation analysis was to determine the mediating effect of EI on the relationship between cultural values and TL in Jamaican female managers. Data were collected from 38 Jamaican female managers who were working with varied public and private sector entities located in urban and rural areas. Participants completed the Mayer-Salovey-Caruso Emotional Intelligence Test, Multifactor Leadership Questionnaire, and Cultural Values Scale via SurveyMonkey. No statistically significant mediated effects were found. Cultural values uncertainty subscale scores had statistically significant direct effects on TL. Through exploratory regressions, it was determined that experiential EI was positively predicted by the cultural values subscale scores of uncertainty avoidance, collectivism, and masculinity, and negatively predicted by age; strategic EI was negatively predicted by power distance and positively predicted by masculinity scores, and masculine cultural orientation was positively predicted by number of years as a supervisor, long term cultural value orientation, and power distance cultural value. The results could influence the development and implementation of suitable training interventions that may impact positively on the leadership skills of Jamaican female managers and ultimately realizing social change through family life.

This research sets out to provide enhanced knowledge on the impact of transformational leadership on employees' innovation behavior. In particular, drawing on leadership and innovation literature, this research attempts to examine such a relationship by both theorizing and testing the extent to which employees' readiness for change mediates on it. Moreover, this research takes the view that the effectiveness of transformational leadership varies according to the presence of different moderating variables. As such, employees' perceived high commitment work system of their firm as well as these employees' learning capability are examined as moderators on the aforementioned relationship. I collected multi-source and supervisor-employee matched data from two hotels, and the results of data analysis supported the total effect of transformational leadership on innovation behavior, the mediating effect of readiness for change, as well as the moderating effect of employee learning capability. The moderating role of high commitment work system was also found significant but opposite to the initially hypothesized direction. Practically, this research offers implications to managers the importance of leadership on facilitating the change and innovation processes in organizations.

The study assessed the readiness of the adoption of transformational leadership for South African academic libraries in the Gauteng province. Available literature shows no evidence that assessment has been conducted by academic libraries before the adoption of this leadership style. Academic libraries nationally and internationally are faced with generic challenges like evolutionary technological changes, reduced budget allocations, leadership challenges, and human resources challenges. They are pressured to prove their value to the university due to changing user needs and most academic libraries are faced with a challenge of having to continuously redefine themselves to survive the changing environment. Academic libraries are constantly challenged and must ensure that they have strong leadership that is equipped to face and deal with never-ending challenges. The study surveyed the leadership of the academic libraries in Gauteng. It mainly adopted a descriptive research design. The survey took an exploratory approach to get quality information. The study used a transformative theoretical framework because of its immediate applicability and its focus on the tensions that arise due to unequal power relations. The study is primarily a quantitative study with some qualitative elements as a follow-up to the issues raised in the questionnaire. Quantitative data were analysed with the Statistical Package of Social Sciences (SPSS v25) statistical tool, and descriptive data were coded by assigning labels to codes and using Atlas.ti 8. The study results found that history, politics, and different dynamics related to academic universities influence the leadership style adopted at academic libraries. Several leadership characteristics influence and guide the leadership preference of academic libraries. Two academic libraries indicated that they adopted a participative and transformational leadership style. The libraries have clearly-defined communication channels between the management and staff. However, the creativity and innovation of the staff were affected by other issues. The results also showed that academic libraries must focus more on empowerment, skills development, delegating, and mentoring of their staff to prepare staff for managerial and leadership positions.

BACKGROUND: Champions are widely recognized as playing a key role in the successful implementation of evidence-based interventions within the healthcare sector; however, little is known about which characteristics and skills enable them to play that role. Furthermore, previous studies have measured only individual champion’s responses to personal attributes without incorporating input from other observers. A mixed methods study was conducted to 1) identify, analyze, and group the characteristics of champions who have successfully promoted adoption of new initiatives within the healthcare delivery system, 2) understand when and how champion-like characteristics emerge during the implementation process, and 3) describe how these characteristics are developed to more quickly advance champions within the healthcare setting. METHODS: Data were collected and analyzed from healthcare champions (n=30) and their colleagues (n=58) from eleven countries using a survey. Every champion and a subset of colleagues (n=14) also participated in in-depth interviews. Correlation coefficients and descriptive statistics were used to explore the relationship between responses to survey items; Chi-squared tests and Kruskal-Wallis tests were used to compare the differences. Thematic content analysis of qualitative data explored champion-like characteristics, their emergence, and how their skills were developed. Once results emerged, characteristics of champions were categorized using the Transformational Leadership Theory framework. RESULTS: Champions tend to inspire their clinical teams to adopt new interventions within healthcare using a leadership style that naturally facilitates trust, as well as motivation to work towards common goals. This leadership style is similar to what is exhibited by transformational leaders; therefore, champions can be identified, categorized, and developed using transformational leadership theory. Champion emergence within the implementation process is facilitated by supportive leadership and high levels of autonomy. Additionally, there was a high proportion of agreement between champion and colleague survey responses; however, champions were more likely to underrate their skills and abilities to instigate change. CONCLUSION: Champions exhibit the same characteristics as transformational leaders; therefore, transformational leadership theory — its frameworks and associated tools — is useful for identifying and developing champions. Future work should focus on how organizational leaders can facilitate the growth of emerging champions, as this enabling environment determines the fate of both the champion and the evidence-based intervention.

El presente trabajo de investigación tiene como propósito determinar si el liderazgo transformacional genera relación sobre la productividad de los trabajadores en las empresas de servicio de auditoría en Lima Metropolitana, al 2019. El diseño de la investigación es no experimental de tipo transversal y de alcance correlacional simple. De igual manera, la metodología para la recolección de datos es de enfoque cuantitativo. Para medir la apreciación de los trabajadores con respecto a las dos variables a estudiar y sus respectivas dimensiones, se elaboró una encuesta tipo Likert. La confiabilidad de dicho instrumento fue determinada a través del Coeficiente de Alfa de Cronbach (0. 972) y su validación fue otorgada a través del juicio de expertos. De una población total de 2, 912 trabajadores, se determinó a través de la técnica de muestro aleatorio simple una muestra correspondiente a 340 trabajadores. De acuerdo al Coeficiente de Correlación de Spearman (p = 0.765) y al Coeficiente de Determinacion (R2 = 0.533), se infiere que, en Lima Metropolitana, los trabajadores de las empresas de servicio de auditoría, perciben que el liderazgo transformacional ejerce una relación muy fuerte sobre la productividad laboral. / This research aims to determine if transformational leadership has a relationship on audit firms employees productivity in Metropolitan Lima at 2019. The research design is non-experimental, transversal type and simple correlational scope. Likewise, a quantitative approach was used for data gathering. To measure the audit firms employee perception of the two variables and their dimensions, a Likert survey was developed. The reliability of this instrument was determined by the Cronbach's Alpha Coefficient (0.972) and its validation was granted by expert judgment. From a population of 2,912 employees, 340 were taken as a sample by simple random sampling technique. According to the Spearman's Correlation Coefficient (ρ = 0.765) and the Coefficient of determination (R2 = 0.533), it is inferred that, in Metropolitan Lima, employees working on audit firms, perceive that transformational leadership has a very strong relationship on productivity. / Tesis

This is a qualitative study that explores the strategies used by a woman principal to build a successful high school. Despite the plethora of gender supportive policies in South Africa women are still underrepresented in school management positions. Those who do shatter the glass ceiling face gender discrimination resulting from societal and cultural stereotypes. This study aims to tell the story of a woman principal who battled social, patriarchal and institutional odds and still succeeded as a leader. The findings reveal that the principal relied on her womanly attributes of caring, empathy, knowing the community and involving parents. In demonstrating support for the community in which she worked and in having the courage to care she was able to transform her school. This study shows that caring is a form of power. She is a transformational leader who managed to change the school culture from being dysfunctional to being successful. Collaboration and staff development are the other strategies that led to the success of the school managed by Debra, the woman principal in this study. Narrative inquiry as qualitative research approach was employed in order to explore the experiences of Debra, as the principal in this study is named. Purposive sampling was used for the selection of the participant. Data was collected by means of in-depth and semi-structured interviews supported by school documents. Transformational Leadership Theory, as described by Bass (1999), provided guidance for conceptualizing and analysing the leadership strategies used by the principal. The transformational leader promotes followers' innovation by considering their developmental needs while providing support and coaching through charisma, inspiration, intellectual stimulation and individualised consideration. / Dissertation (MEd)--University of Pretoria, 2016. / Education Management and Policy Studies / MEd / Unrestricted

<p>Academic Advising is shown to have the ability to greatly impact student success, however, motivation in the academic advising context is largely ignored in research and modern advising philosophies. This study examined the relationship and impact of transformational leadership behaviors on student motivation in the academic advising setting. Results show a statistically significant positive correlation between transformational leadership components (e.g., idealized influence, inspirational motivation, individualized consideration, and intellectual stimulation) and motivation. Utilizing stepwise linear regression analysis, inspirational motivation was indicated as a significant predictor of student motivation. </p> The findings of this study add to the literature suggesting the beneficial impact of transformational leadership. By applying transformational leadership behaviors, primarily idealized influence, in academic advising sessions, academic advisors can better assist student success. Limitations of the current study, and implications for future studies are discussed.

This project explores the role of Black Baptist churches – both past and present – in educational reform. Transformative civility offers a practical theological leadership model that engages in phronēsis and conscientization for liberation. The study focuses on Northumberland County, Virginia, and draws upon Robert London Smith’s Black Existential Theological Hermeneutic (BETH) method. The BETH method uncovers practical and theological challenges and demonstrates how transformative civility can promote educational reform. In such reform, phronēsis (practical wisdom) and conscientization (critical consciousness) awaken and empower the church and community to take action and provide equal access and justice for all citizens regardless of race.