It has been a lot of talking about who’s president’s fault has been for the crisis that Started in the United States and how it spread around the world. Is it really a specific group of people’s fault? Our leaders’ responsibility to prevent all this? Or is it all of our fault for living in the illusions leaders created for us in order to keep being elected? I am not here to point fingers but, rather, analyzing what has happened by researching legislations that passed and did not pass, and who lobbied and why they lobbied on specific legislations that could have made a difference in the economic situation but were never given the chance. The research are mainly on the years right before the 2007- 2008 recession and specifically from 2004 to 2006. I conclude with analyzing the types of leadership styles that I feel have influenced the current situation and what is the follower’s responsibility in letting it happen, why, and how they could change the situation.

The importance of passion increases with the extent of sorrow. While money can replace the passion by offering the opportunity to buy the added value for oneself and the society, social enterprises, artists and start-up organizations have bigger issues to organize the necessary resources. Passion is inevitable for making a difference in the society while suffering a lack of money. Thus, the presence of a certain obsession is a favorable situation for smaller organizations in order to go through difficulties. This thesis investigates the miracle of passion in order to gain an understanding about the ability of leading passionate people. Theories and experiences from passionate individuals are combined in this research paper and suggest different perspectives a leader must consider by leading passion. I assume the social interaction between leaders and followers which result in a mutual influence of behavior and performance. This thesis is focused on the perspective of passionate followership and elucidates factors that are needed to act passionate as well as the role of the leader within this passionate environment.

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Författare: Frida Pettersson & Julia Norgren Datum: 2022-05-24 Nivå: Kandidatuppsats, företagsekonomi, 15 HP Handledare: Annika Schilling Examinator: Mikael Lundgren Titel: ”En så kallad sjuk organisationskultur” - En kvalitativ studie som belyser hur organisationskulturen kan ligga till grund för att människor lämnar en organisation Syfte: Studiens syfte är att klarlägga hur innehållet i en organisationskultur kan påverka människor att lämna alternativt bli uteslutna ur en organisation. Metod: Studien behandlar fenomenet organisationskultur och tog med utgångspunkt i detkomplexa ämnet avstamp i en kvalitativ studie med en abduktiv forskningsansats. Studien har också tillämpat en fallstudiedesign där semistrukturerade intervjuer och kompletterande observationer varit den datainsamlingsmetod som nyttjats. Slutsats: Studiens resultat visar på att organisationskulturen är en bidragande faktor till att människor väljer att lämna alternativt blir uteslutna ur en organisation. Studien har belyst diverse strukturer inom organisationen som alla kan benämnas som tämligen ohälsosamma när man talar om organisationskultur. Vi kan med utgångspunkt i det konstatera att den ohälsosamma organisationskultur som idag präglar arbetsplatsen har bidragit till den höga personalomsättning och således också den exkludering som kommit att karaktärisera organisationen.  Nyckelord: Ohälsosam organisationskultur, maktstrukturer, ohälsosamt ledarskap, frånvarande ledarskap, exkludering. / Authors: Frida Pettersson & Julia Norgren Date: 2022-05-24 Level: Bachelor thesis, Business administration, 15 credits Advisor: Annika Schilling Examiner: Mikael Lundgren Title: “A so-called sick organizational culture” – A qualitative study that emphasizes how the organizational culture can be the reason behind why people are leaving an organization.  Purpose: The purpose of this study is to clarify how the content of an organizational culture can affect people to leave or be excluded from an organization. Method: The study addresses the phenomenon organizational culture and on the basis of the complexity of the subject a qualitative study with an abductive research approach was chosen. The study also applied a case study design where semi-structured interviews and supplementary observations where the data collection method that was used. Conclusion: The result of the study shows that the organizational culture is a contributor to why people leave or become excluded from an organization. The study has elucidatedstructures within the organization that can all be described as rather toxic when talking about organizational culture. Based on that we can ascertain that the organizational culture thatdistinguishes the workplace today has contributed to the high staff turnover and thus also the exclusion which has come to characterize the organization. Keywords: Toxic organizational culture, power structures, toxic leadership, absent leadership,exclusion.

Лидерство не является статичным и однозначным понятием, а подвержено изменениям и развитию в зависимости от разных условий управленческой деятельности. Целью работы является изучение развития концепций лидерства в разных условиях управленческой деятельности на примере США, Индии, Китая и России. Для достижения этой цели решены следующие задачи: изучены понятие, сущность и виды лидерства, рассмотрен феномен лидерства и лидерских качеств в управленческой деятельности, описаны современные концепции эффективного лидерства в управленческой деятельности, охарактеризованы концепции лидерства в разных условиях управленческой деятельности (на примере США, Индии, Китая и России), проведены контент-анализ, нарративный анализ, социологический опрос, выявлены проблемы лидерства в разных странах, дана оценка лидерства в разных условиях управленческой деятельности, разработаны рекомендации по совершенствованию лидерства. Результаты работы могут быть полезны для практикующих менеджеров, которые хотят повысить свою эффективность как лидеров в разных условиях управленческой деятельности. / Leadership is not a static and unambiguous concept, but is subject to change and development depending on different conditions of managerial activity. The aim of the work is to study the development of leadership concepts in different conditions of managerial activity on the example of the USA, India, China and Russia. To achieve this goal, the following tasks were solved: the concept, essence and types of leadership were studied, the phenomenon of leadership and leadership qualities in managerial activity was considered, modern concepts of effective leadership in managerial activity were described, the concepts of leadership in different conditions of managerial activity were characterized (using the example of the USA, India, China and Russia), content analysis, narrative analysis, sociological survey were carried out, leadership problems in different countries were identified, leadership was assessed in different conditions of managerial activity, recommendations were developed for improving leadership. The results of the work can be useful for practicing managers who want to improve their effectiveness as leaders in various management environments.

Includes bibliographical references (leaves 191-202) / This dissertation addresses the problem of toxic leadership, especially in Christian contexts. Toxic leadership behaviors of narcissistic and obsessive-compulsive leaders will be emphasized. To counteract toxic Christian leadership, this dissertation proposes a leadership development model, called formational leadership, which is based on Wesleyan spirituality. Formational leadership emphasizes the spiritual, emotional, and ethical development processes in the leader and includes an analysis of orthokardia, orthodynamis, and orthopraxis. These components have a circular relationship with one another. Orthokardia includes the concepts of spiritual and emotional maturity that a Christian leader needs to develop in order to become an ethical and effective leader. Orthodynamis includes right power and influence motives based on Christian affections that should inform formational leadership. Orthopraxis refers to right and just leadership behaviors informed by Wesley’s social holiness and justice values that need to be adopted as organizational core values. The implications of these components for leadership development are outlined in chapters 4-6 that include practical steps for helping toxic leaders change their dysfunctional and sinful intentions and behaviors. / Christian Spirituality, Church History and Missiology / M. Th. (Theological ethics with specialisation in Christian Leadership in context)