My dissertation examines chief justice leadership of the United States Supreme Court during the judicial decision-making process. With the office steeped in secrecy, I borrow seminal concepts from the leadership literature such as autocratic, laissez-faire, and democratic leadership and adapt them to the office in order to systematically identify dominant patterns of leadership. While chief justices use different styles, the office is chiefly democratic in both structure and operation, which makes the chief justice a “first among equals” and requires him to be just as good of a political negotiator as he is a competent legal judge. This is a unique, but under appreciated, feature of the chief justice when compared to the associate justices. / 10000-01-01

The purpose of this research study was to analyze the leadership styles of owners of small land surveying businesses in the states of Tennessee and Virginia to determine what leadership style was currently being employed by the majority of those owners. The participants in this study were chosen from members of the Virginia Association of Surveyors and the Tennessee Association of Professional Surveyors. The respondents to the questionnaire were licensed land surveyors who owned small firms of fewer than 101 employees. In addition, a corollary purpose was to flesh out the skeletal literature available on small business leadership styles and their effect on small business success. The owners of the small surveying businesses were asked to reply to a series of questions on demographic data and Likert-type scale questions designed to examine the respondents' leadership styles as Participatory, Situational, or Autocratic in a both external and internal environments. The results of the questionnaire produced nominal data, which were analyzed using Statistical Package for Social Sciences (SPSS) software to compute the frequency and significance. Additionally, a nonparametric Kruskal-Wallis K Independent Samples procedure and one-way Chi -Square tests were used to analyze the statistical relationships and differences in the respondents' answers. The results of this study suggested that the majority of the respondents used a participatory style of leadership when confronted with internal environment decisions and an autocratic leadership style in the external environment. The overall conclusion drawn from this study was that the owners of small land surveying firms who responded to the questionnaire were predominantly situational because they adjusted their leadership styles to meet the needs and demands of their changing situations.

A representational predicament for an employee is a negative experience in which that employee believes that a key authority, such as his/her supervisor, has unfavorable perceptions about himself/herself caused by misconception, bias, or ignorance. That implies he/she is experiencing injustice at the workplace. Drawing for underlying explanations on the theories of interactional justice and equity, this study examines, through quantitative and qualitative methods, how autocratic leadership influences subordinates’ representational predicaments and in turn adversely affects subordinates’ behaviors in the workplace. The model developed in this thesis proposes that a subordinate is likely to have a stronger experience of representational predicaments if his/her supervisor adopts an autocratic leadership approach. It also predicts that a subordinate’s workplace behaviors are more likely to be influenced if he/she perceives that he/she has a representational predicament vis-a-vis his/her supervisor. To test the hypotheses, a total of 222 employees from 7 business enterprises in mainland China were surveyed through multi-wave questionnaires. Among this sample, 14 subordinates who scored high and 7 subordinates who scored low on a scale for representational predicaments were interviewed one to one and face to face. Results of structural equation modeling supported the mediating role of representational predicaments between autocratic leadership and subordinates’ workplace behaviors. In other words, the whole hypothesized model was well supported by both quantitative and qualitative data. Findings of this research bear both theoretical and practical implications, for the research not only examines representational predicaments in a new geographical context, but also advances the understanding of the underlying mechanisms that explain the mediating effect of representational predicaments. Furthermore, by having deeper insights into the adverse impacts of both autocratic leadership and representational predicaments, managers may be encouraged to seek to understand their subordinates better and thus avoid the adverse impacts that this research identifies.

This study sought to explore the leadership styles and theories employed throughout the existence of the National Association for Stock Car Auto Racing (NASCAR). The research examines the decision process and subsequent outcomes, exploring how they ultimately affected the business and trajectory of the sport. NASCAR is the product of unique and specific characteristics of racing enthusiasts who turned their passion into an international empire. This illustrates how leadership styles, specifically dictatorial leadership, successfully managed decisions of the business. Through the use of qualitative research to review historical accounts of events, this study strives to explain how leadership guided the business from small beginnings to a worldwide phenomenon. Data collected included document review, observations, and an interview. Synthesis of the data showed that each of the four primary leaders (Bill France Sr., Bill France Jr., Brain France, and Jim France) used the autocratic/dictatorial leadership style as they directed the sport. Historical evidence shows that this style of leadership was required to build the sport and move it to its current recognized level. Recommendation for further study encourage future scholars to revisit the long-term impact of Brian France’s leadership once more time has passed since his negatively charged removal from the leadership position. Researchers would need to also examine the leadership of Jim France because at the time of this study he has been in his leadership position for less than two years.

No description available.

The Covid-19 pandemic accelerated the adoption of remote work out of necessity, leading many organizations to reevaluate their traditional office-centric work models. As a result, businesses and employees alike became more comfortable with remote work arrangements, paving the way for the widespread acceptance of the hybrid work model even after the pandemic subsides. While the hybrid model offers numerous advantages by blending both office and remote work, its drawbacks and challenges remain largelyunexplored.Especially managers are facing challenges as their traditional approaches to lead and influence their employees may prove less effective in this new dynamic environment. Consequently, there is a pressing new for managers to comprehend these challenges, equipping themselves with new skills sets to thrive. Additionally, they must innovate new methods to inspire and motivate employees within their team, ensuring the organizations attains its objectives in this evolving environment. The purpose of this thesis is to gain insights on how leader behavior affects employees in the hybrid work environment as well as contributing to the limited existing research in this field. To fulfil the purpose, the following research question has been developed: What impact do different leadership styles have on the motivation of employees in a hybrid work environment? By investigating this research question, we will delve into the impacts of autocratic, democratic and laissez faire leadership on employee motivation in the hybrid model. To explore the relationships between leadership styles and employee motivation in this work environment a survey has been conducted that aims to provide data required to answer the stated research question. Through the analysis of collected data, we have been able to conclude that leadership styles indeed do have an impact on employee motivation in a hybrid work environment. Furthermore, the empirical findings indicate that some leadership styles correlate with positive motivational outcomes while others exhibit negative motivational outcomes. These findings offer valuable practical implications for managers operating within hybrid work environments as well as for the broader organizational context.

Datum: 2024-05-29  Nivå: Kandidatuppsats i Företagsekonomi, 15 hp  Institution: Akademin för Ekonomi, Samhälle och Teknik, Mälardalens Universitet  Författare: Valeria Calles    Selma Migchelsen     Emilia Shafipour            (00/08/30)         (01/09/05)                    (02/10/27) Titel: Skillnader i Ledarskapsstilar mellan Manliga och Kvinnliga Ledare inom Organisationer: En kvalitativ studie som kartlägger ledares självuppfattningar Handledare: Konstantin Lampou  Nyckelord: Ledarskapsstilar, autokratiskt ledarskap, demokratiskt ledarskap, könsstereotyper gällande ledarskapsstilar  Forskningsfråga: Hur skiljer sig ledarskapsstilar mellan könen inom organisationer? Syfte: Syftet med vårt projekt är att undersöka om det finns några skillnader mellan kvinnliga och manliga ledare, utifrån ledarnas egna perspektiv och uppfattningar. Vi vill ta reda på om det finns vissa ledarskapsstilar som är vanligare hos män än hos kvinnor och vice versa.  Metod: En kvalitativ studie har utförts där en abduktiv ansats har använts. För att samla in empiri har semistrukturerade intervjuer genomförts via Zoom och därefter har sekundärkällor och vetenskapliga artiklar använts för att stärka studiens empiri och slutsats.  Slutsats: Slutsatsen som går att dra efter att ha undersökt ledarskapet mellan fem kvinnor och fem män är att det inte finns stora skillnader mellan kvinnligt och manligt ledarskap. Vår forskning har visat att både män och kvinnor generellt föredrar den demokratiska ledarskapsstilen mer än den autokratiska, men både männen och kvinnorna hade åtminstone en autokratisk egenskap. Detta visar att den autokratiska ledarskapsstilen inte är tillhörande det manliga könet och att den demokratiska ledarskapsstilen inte är tillhörande det kvinnliga könet. / Date: 2024-05-29  Level: Bachelor thesis in Business Administration, 15 hp  Institution: School of Business, Society and Engineering, Mälardalen University  Authors: Valeria Calles       Selma Migchelsen        Emilia Shafipour         (00/08/30)                (01/09/05)                 (02/10/27) Title: Differences in Leadership Styles between Male and Female Leaders in Organizations: A qualitative study that identifies leaders self-perceptions  Supervisor: Konstantin Lampou  Keywords: Leadership styles, autocratic leadership, democratic leadership, gender stereotypes on leadership style Research question: How do the leadership styles differ between genders within organizations?   Purpose: The purpose of this study is to investigate whether there are any differences between female and male leaders, based on the leaders' own perspectives and perceptions. We want to find out if there are certain leadership styles that are more common in men than in women and vice versa. Method: A qualitative study has been made by using an abductive approach. In order to collect empirical data, semi-structured interviews have been conducted via Zoom. Secondary sources and scientific articles have been used to strengthen the study's empirical data and conclusion. Conclusion: The conclusion that can be drawn after examining the leadership between five women and five men is that there are no major differences between female and male leadership. Our research has shown that both men and women generally prefer the democratic leadership style more than the autocratic, but both men and women had at least one autocratic trait. This shows that the autocratic leadership style does not belong to the male gender and that the democratic leadership style does not belong to the female gender.

This study sought to analyse the influence of principal leadership on the performance of selected schools in the Gauteng Province of South Africa. The problems addressed in the research were what leadership and leadership styles in the school context entail, concept of school performance, attributes of leadership as perceived by principals and how these attributes impact on school performance and establish whether school performance is dependent upon principal leadership and his/her leadership style. It was a qualitative study. Stakeholders of the schools were interviewed and observations were made. The relationship between leadership and leadership style, in general, and school performance were investigated. The research established that unless principals were well equipped with knowledge and skills in management and leadership, they would not be able to improve school performance. / Educational Leadership and Management / M. Ed. (Education Management)

Το περιεχόμενο της εργασίας χωρίζεται σε τρία μέρη. Στο πρώτο μέρος γίνεται η παραίτητη Θεωρητική Επισκόπηση. Σκοπός της Θεωρητικής Επισκόπησης είναι η γνωριμία με το θέμα της εργασίας καθώς επίσης και η κατατόπιση με το αντικείμενο της Ηγεσίας αλλά και της Παρακίνησης των Εργαζομένων. Στο δεύτερο μέρος, γίνεται η παρουσίαση της Μεθοδολογίας Έρευνας που ακολουθήσαμε στην εργασία μας. Παρουσιάζεται η σχετική θεωρία γίνονται οι απαραίτητες αποδοχές, επιλέγεται το δείγμα και περιγράφεται το ερωτηματολόγιο, ανοικτού τύπου που χρησιμοποιήθηκε για τη συλλογή των πληροφοριών. Στο τρίτο μέρος, γίνεται η εμπειρική έρευνα όπου έχουμε την συγκριτική ανάλυση της Αγροτικής Τράπεζας με τη Τράπεζα Κύπρου και έπειτα ακολουθούν τα συμπεράσματα της ανάλυσης. Το ζήτημα της ηγεσίας έχει συζητηθεί στη παγκόσμια βιβλιογραφία μέσα από πολλούς προσδιορισμούς, όπως κλασσική ηγεσία, ηγεσία, οραματική, καινοτομική, εφευρετική, δημιουργική, εμπνευσμένη, ηθική, μεταμορφωσιακή, αναδυόμενη, ηγεσία με ρίσκο, αβεβαιότητα ή στην άκρη του χάους, ηγεσία που υπηρετεί, αυτοηγεσία κλπ. Όλοι όμως οι ερευνητές και μελετητές συμφωνούν στη διάκριση μεταξύ διευθυντών (managers) και ηγετών (leaders). Οι πρώτοι εμπλέκονται στην επίλυση οργανωσιακών προβλημάτων, ενώ οι δεύτεροι αναζητούν τις δυνατότητες υπέρβασής τους. Φυσικά σημαντικό ρόλο στις Επιχειρήσεις- Οργανισμούς παίζει η παρακίνηση των ανθρώπων γενικότερα (ανθρώπινες ανάγκες και κίνητρα) και ειδικότερα σε αυτή την εργασία παρουσιάζονται οι πιο σημαντικές θεωρίες ή υποδείγματα παρακίνησης των εργαζομένων. Είναι η τέχνη της παρακίνησης των υφισταμένων για την εκτέλεση των καθηκόντων τους με ζήλο και εμπιστοσύνη, συνεισφέροντας έτσι στους οργανωσιακούς – επιχειρησιακούς σκοπούς και στόχους, το μέγιστο δυναμικό τους. Είναι ακόμη η ικανότητα να βλέπει και να χρησιμοποιεί τα κατάλληλα κίνητρα για τον καθένα και τη καθεμιά και η ικανότητα να εμπνέει. / The scope of work is divided into three parts. The first part is the Theoretical Overview. The purpose of the theoretical review is to familiarize the subject of work as well as the subject of leadership and of motivation. The second part, we present the Research Methodology followed in our work. Presents the relevant theory are necessary salaries, choosing a sample and described the questionnaire used open-ended collection of information. The third part is an empirical investigation where we have the comparative analysis of the Agricultural Bank of Bank of Cyprus and then follow the conclusions of the analysis. The issue of leadership has been discussed in world literature through many determinations as traditional leaders, leadership, visionary, innovative, inventive, creative, inspirational, moral, emerging, led by risk, uncertainty or the edge of chaos, leadership that serves. But all researchers and scholars agree on the distinction between directors (managers) and leaders (leaders). The first involved in solving organizational problems, and the second looking for opportunities to overcome them. Naturally an important role in Business Organizations, plays motivate people in general (human needs and motivation) and especially in this project the most important theories and models of employee motivation. It is the art of motivation existing for the performance of their duties with zeal and confidence, thus contributing to organizational - operational goals and objectives, its maximum potential. It is still the ability to see and use the right incentives for everyone and each and the ability to inspire.

This study sought to analyse the influence of principal leadership on the performance of selected schools in the Gauteng Province of South Africa. The problems addressed in the research were what leadership and leadership styles in the school context entail, concept of school performance, attributes of leadership as perceived by principals and how these attributes impact on school performance and establish whether school performance is dependent upon principal leadership and his/her leadership style. It was a qualitative study. Stakeholders of the schools were interviewed and observations were made. The relationship between leadership and leadership style, in general, and school performance were investigated. The research established that unless principals were well equipped with knowledge and skills in management and leadership, they would not be able to improve school performance. / Educational Leadership and Management / M. Ed. (Education Management)