This paper is about a new organization how to get smaller communities to join together and become much larger. The purpose is to find out why Norra Sandsjö community and Bringetofta and Norra Sandsjö parishes were separated when Sävsjö municipality block was formed. The purpose is further to find out what the councils of Norra Sandsjö, Nässjö and Sävsjö, the church council and the people who lived in the area thought about the decision that was made by the executive organization in this matter (länsstyrelsen in Jönköping). Voting was arranged amongst the people, who lived in the specific area that in the first inquiry was suggested to be connected with Nässjö municipality block. The source material gives the result of this voting and the opinions of Norra Sandsjö, Nässjö and Sävsjö communities in this question. The source material includes inquires made by the executive organization (länsstyrelsen) and records from the meetings of Nässjö, Sävsjö and Norra Sandsjö councils. The theory is based on the case to have enough proximity to a chief town within the municipality block. The question if the south part of Norra Sandsjö commune and parts of Bringetofta and Norra Sandsjö parishes was going to be connected with Sävsjö municipality block instead of Nässjö municipality block is about the question of proximity to a chief town.

In 2007, China Airline held its flight attendance recruitment with 135 openings, being applied by a total of 6000 applicants, accounting for 2 percent of the acceptance. (China Airlines, 2007) Due to the global financial turmoil, China Airlines has frozen personnel employ in 2008. With the economic recovery in 2009, Taiwan and China has expanded their flight connections by implementing direct cross-strait scheduled flights and opening up new flight corridors. In May 2010, China Airlines recruit native flight crew again. Of the 5,338 people who registered online, only 92 will be recruited. The acceptance rate is lower than 2 %. (China Airlines, 2010) The statistics indicates that the flight attendance is still one of the most coveted jobs for young people. According to the perception of social stratification, the flight attendance is deemed to a mid or high level occupation, featured high salary, more day-off, opportunities to travel around the world and a well-establish welfare system, which make it a dream job. The elegant manner and poised service performed by the attendance are the direct advertisement for airlines; thus, they are, in other words, the soldiers in the frontline to the company. However, the pressure and problems from work hidden under the beautiful suits are overlooked. (§Eºü¼w¡A2004) Airline companies always face fierce competition, especially in Asia, where customer service is highly valued. Inflight service is widely different from other service industries. Starting from the moment of closing the boarding gate, flight attendances have to quickly build up the teamwork and meet the needs of passengers with limited resources and time by using their professional knowledge. Their working pressure goes without saying. Therefore, the chief purser plays a critical role in the team, whose leadership will intensely influence the outcome of inflight service and team coordination. A professional chief purser ought to equip with strong management ability of immediate response and reaction. The purpose of this project is study how the leadership style of a chief purser would moderate the job pressure flight attendances may face during work, and further enhance the satisfaction of inflight service and in the long run, to attract more customers and increase customer returning rate.

The purpose of this study was to determine the perceived leadership practices of chief student affairs officers in the United States in order to establish an understanding of current leadership practices and to assist chief student affairs officers in empowering their organizations to higher levels of excellence and in achieving greater influence in their institutions. Additionally, the researcher examined the relationship between the leadership practices of chief student affairs officers and the leaders in Kouzes and Posner‘s database in order to offer a comparison with a cross-section of this leadership population. Information on the chief student affairs officers‘ leadership practices was obtained from the self-assessments of 338 chief student affairs officers (using the Leadership Practices Inventory-Self) and from the assessments of 168 observers of the chief student affairs officers (using the Leadership Practices Inventory-Observer) in five key areas: (1) Challenging the Process; (2) Inspiring a Shared Vision; (3) Enabling Others to Act; (4) Modeling the Way; and (5) Encouraging the Heart. Participants rated each of the 30 statements on the Leadership Practices Inventory from one through ten to indicate how frequently the chief student affairs officers engaged in the described behavior. By using the Leadership Practices Inventory, the researcher provides empirical data concerning the perceived leadership behavior of chief student affairs officers in the United States. An analysis of the data revealed that chief student affairs officers perceive themselves as strong and effective leaders. The observers of the chief student affairs officers confirm this finding. A statistical analysis of the data demonstrated the existence of significant predictors related to level of education and type of institution for each of the five leadership practices as identified by Kouzes and Posner and confirmed in this study. However, the practical significance was found to be minimal. Additionally, the constructs for leadership practice differed somewhat from those of Kouzes and Posner. Also, the chief student affairs officers‘ self-described leadership ratings, when compared to those in the Leadership Practices Inventory database, tended to be in the high range (ranging from the 63rd percentile to the 77th percentile).

This study is designed to investigate the development of managerial activities and competency of chief executive officers ( CEO ) or superintendents in major healthcare organizations. We used activity competency model ( ACM ) to perceive the importance of managerial activities, skills and knowledge required for them. A survey was designed based on ACM for data collection which includes twenty managerial activities and fourteen competency required to effectively perform these activities. Through personal interviews and questionnaire, the data were collected from ten CEO or superintendents for analysis. The results from this study implicate the setting organizational vision and mission, crisis management, positive ethical work and inspiring or supporting subordinates as the most important managerial activities; analysis and problem solving, leadership, communication and coordination and system thinking as the most important competency. These results can be served as guideline for recruiting and training the chief executive officers of healthcare organizations.

Research on the Factors Influencing an Incumbent County Commissioner or City Mayor Considering the Promotion of a Female Chief ¡V the Application of Exchange Theory Summary In the past the research on the topics related with the promotions of female employees was primarily conducted from the viewpoints of administrative management, psychology, physiology, social psychology, and feminism. There is no evidence that the exchange theory was used to explain the factors of such promotion. Since the Taiwan province was reorganized and trimmed down, county and city governments have de facto become the new power centers of Taiwan¡¦s political society. The personnel authority of county commissioners and city mayors has accordingly augmented. This study, the first in trying to use the exchange theory as the framework for research and analysis, observed whether such variables as the degree of urbanization, the commissioner¡¦ or mayor¡¦s political party affiliation, gender, age, and education had any impact on his/her choosing the exchange resources (exchange objects) when he/she was promoting a female chief. The 13th incumbent county commissioners and city mayors of the Taiwan province were selected as the subjects of this study, and the Likert five-point scale was used to administer questionnaire investigation. The gathered data were treated with such statistical methods as frequency distribution, the ratio in terms of percentage, the mean, and Pearson¡¦s cumulative differential analysis. Based on an empirical analysis, the study has found: in promoting a female chief that has a firm sense of gender egalitarianism, the county commissioner or city mayor is more likely to consider her chief¡¦s ability to achieve a stated level of administrative effectiveness than the factor of sex. In order to avoid boycotting by different factions, the county commissioner or city mayor usually appoints the promoted female chief to a less conspicuous position instead of a position that requires administrative performance. When the county commissioner or city mayor receives recommendations for such an appointment, he/she usually gives the favor to an important vote solicitor that he/she is indebted to so as to alleviate his/her sense of indebtedness. The county commissioner or city mayor is also likely to appoint a female that has applauded his/her administrative merits in public as a way to return the favor. Moreover, the county commissioner or city mayor of a more urbanized territory is more likely to attach importance to modern compensation and modern resources; that of a less urbanized territory is more likely to depend on traditional compensation and traditional resources. County commissioners and city mayors affiliated with the Kuomingtan are most likely to use traditional compensations and resources, followed by those without political affiliation, then by those affiliated with the Democratic Progressive Party. County commissioners and city mayors without any political affiliation are most likely to use modern compensations and resources, followed by those affiliated with the Democratic Progressive Party, then by those affiliated with the Kuomingtang. In comparison with their male counterpart, female commissioners and mayors are more likely to use modern compensations and resources. In contrast, male commissioners and mayors are more likely to use traditional compensations and resources. There is no significant correlation between ages and the selection of compensation and expected resources. The commissioners or mayors with better education are more likely to use modern compensation and resources. As the study has gained the support of empirical evidence, it is believed that the analytical framework of this study can be used to investigate the exchange behavior in personnel promotions in other agencies in Taiwan so as to accumulate more factual findings and hypotheses that can be applied in the future. A step further, such data can help construct empirical theories that can explain social exchange behavior changes. Keyword: county commissioner and city mayor, promotion, female chief, exchange theory

Thesis (Ph. D.)--University of Washington, 2001. / Vita. Includes bibliographical references (leaves 84-89).

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Šiuo darbu buvo siekiama atskleisti personalo mokymo(si) įtaką besimokančios organizacijos kūrimui(si). Darbas aktualus tuo, kad vieningo besimokančios organizacijos apibūdinimo nėra, o skirtingi autoriai pateikia skirtingas sampratas apie besimokančias organizacijas. Šiame darbe taip pat atskleidžiamos besimokančios organizacijos kūrimosi sampratos ir raida, aptarti pagrindiniai besimokančios organizacijos bruožai ir prielaidos išryškinant darbuotojų veiklos efektyvumą lemiančius veiksnius bei mokymo(si) ir lojalumo sąsajas. Besimokančios organizacijos supranta naujovių svarbą, nuolat atsinaujina, stebi aplinką, įdarbina asmenis nusiteikusius išmokti naujų darbo metodų, įgyti naujų įgūdžių, sudaro galimybę darbuotojams adaptuotis ir keistis, skatina žinių troškimą, smalsumą, kiekvienam padeda rasti ir išnaudoti mokymosi galimybes, kuria mokymosi rėmimo sistemas, organizacijos vadovus traktuoja kaip pavaldinių tobulėjimo skatintojus, pripažįsta ir vertina tuos vadovus, kurie rūpinasi savo pavaldinių tobulėjimu, mokosi iš sėkmių ir nesėkmių, bendram mokymuisi vienija tiekėjus ir vartotojus, šalina mokymosi kliūtis, užtikrina mokymąsi visose organizacijos grandyse. Autoriaus pagrindinis tikslas buvo atskleisti įvairių organizacijų narių nuomonę apie besimokančią organizaciją ir jos kūrimo(si) prielaidas. Pagrindiniai šio darbui iškelti uždaviniai buvo besimokančios organizacijos sampratos atskleidimas, pagrindinių besimokančios organizacijos bruožų įvardinimas, darbuotojų... [toliau žr. visą tekstą] / The main aim of this thesis is to investigate the influence of personal learning to a development of a learning organization. The relevance of thesis lays in fact that there is no definition of learning organization and different authors have different conceptions. So there are different conseptions which are identified in this paper as well as development of learning organizations. Also, the main features of such organizations and their main factors relationship to loyalty are explained. Learning organizations are those who understand the importange of knowledge and innovations, are able change their attitude to environment, they also employ people who are able to learn new methods at work and who value adaptation of new skills and abilities. Such organizations try to make opportunities their emploees to change, learn, they encourage curiousity for knowledge and help everyone to find opportunities best fitting their competences. They create and develop systems of learning and career management and have an approach that managers are ones who stimulate learning process first. Such organizations value managers who take care of professional development of their employees and also learn not only from successful situations, but also for loses and problems. Learning organizations also unite not only employers and employees, but also suppliers and customers and they also try to eliminate possible damages making the process of learning possible for eveyone, from a lower skilled... [to full text]

How is it that some potentially strategic issues find themselves on a Rim's strategic agenda, while others do not? Why is a top manager more attentive to some aspects of his firm's strategic situation than to others? What shapes his interpretation of his firm's strategic reality? How does strategic issue diagnosis (SID) actually take place within a top management team? These are the types of questions that this thesis addresses. It contends that the way strategy formation in general and SID in particular have so far been studied in top management teams---through essentially cognitive lenses---has been inadequate, largely because these cognitive approaches, although concerned with the biases that affect thinking are themselves based on an incomplete and therefore biased and distorted view of people, their choices and their actions. / The findings of a single-case field study that explored strategy formation and SID in a medium-sized entrepreneurial family firm led by a still-active founder are presented. The study utilized an enlarged conceptual framework that combined the dominant cognitive approaches in this domain with certain concepts from dynamic psychology. Its findings show that the deeply-entrenched personal preoccupations of a CEO, shaped by developmental processes and formative experiences throughout his life, and of which his cognitions are only one manifestation, have the potential to profoundly influence his strategic orientations, the top management team (TMT) dynamics in his firm, and consequently SID and its outcomes. It concludes that enriching the dominant cognitive models of SID and strategy formation by incorporating concepts taken from psychodynamic theory (specifically, concepts dealing with the consistent manifestations of individual character in all aspects of an individual's life) can lead to a better understanding of the complex subjective phenomena involved.

Large corporate organizations in Durban are hiring younger, less experienced and highly qualified individuals to lead at the top end of the company. Various concerns are raised with regard to these and other demographic variables in terms of the organization reaching its optimum success. In dissecting the problem statement, the following variables are extracted. These variables include: academic qualification, leadership experience, leadership training and age. The sample is segmented using academic qualification as the central focus. The research, quantitative in nature is aimed to establish if there exists a significant difference in self-perception leadership styles between these variables upon investigating the specific hypothesis generated. Interesting conclusions were drawn. / Thesis (MBA)-University of KwaZulu-Natal, 2006.