Thesis (Ph.D.)--University of Nebraska-Lincoln, 2010. / Title from title screen (site viewed April 22, 2010). PDF text: viii, 160 p. : ill. (some col.) ; 3 Mb. UMI publication number: AAT 3390666. Includes bibliographical references. Also available in microfilm and microfiche formats.

The main purpose of this study was to investigate the relationship among preferred and perceived leadership, their congruence and satisfaction with leadership. The second purpose was to investigate the differences among the offensive, the defensive and the mid-field players of soccer teams in preferred leadership, perceived leadership and satisfaction with leadership. The five leader behaviors which were measured were: training and instruction, social support, positive feedback, democratic behavior, and autocratic behavior. The four aspects of leadership satisfaction, which were measured, were: individual performance satisfaction, team performance satisfaction, training and instruction satisfaction, and personal treatment satisfaction. The subjects of the study were 138 male university soccer players 7 of 9 universities in Ankara Region of Turkey. The athletes consisted of 38 offensive players, 49 defensive players, and 51 mid-field players. Data was collected through Leadership Scale for Sport (LSS) preference version and perception version, and Athlete Satisfaction Questionnaire (ASQ). The study employed hierarchical regression procedures to test the congruence hypothesis derived from the multidimensional model of leadership. Results indicated athlete satisfaction was not dependent on the congruence between preferred and perceived leadership behavior. Additionally, results showed that there were no differences among the offensive, defensive, and mid-field players in preferred leadership, perceived leadership, and satisfaction with leadership. Further research is needed with the multidimensional theory of leadership in varying sport groups and with greater number of participants to identify other situational and behavioral factors associated with athletic performance.

The thesis's main concerns are Trends in Leadership development. The aim of this thesis is to better understand leadership and to find out the differences between managers and leaders. The secondary aim of this thesis includes the understanding of development various leadership skills techniques. This thesis also includes survey of how students of University of Economics in Prague interpret leadership as a whole. First chapter focuses on trends in management, second chapter focuses on trends in leadership and leadership styles. Content of third chapter includes research of leadership development techniques. Fourth chapter sums the theses up and also includes the evaluation of undertaken research.

Coaching belongs to a very often used terms not only in companies but also in personal and career life of many people. The thesis engages in researching coaching method which is analyzed from the point of view of the coaches themselves. In theoretical part the thesis describes the merit and various forms of coaching. Practical part of the thesis describes and analyzes real cases from the coaches' praxis. Further it examines relation between used methods and techniques and the effectiveness of the coaching. Necessary data and information for the thesis were provided by the professional coaches during interviews.

The goal of the thesis is to analyse the current condition of technical facilities in order to plan expansion of production. Next goal is to analyse the motivation of workers to accept changes. The theoretical part defines coaching, force of habit and method GROW, which is used in coaching. In the practical part there are coaching interviews with chosen employees of the chosen company. On the basis of interviews it is shown how to remove potential barriers that hinder the smooth implementation of changes, and recommendations for introduction of changes are suggested.

This diploma thesis is analysing the conditions of leadership development for potential leaders in Hilti spol.s r.o.. In this intention the theory of leadership is elaborated, further existing processes inside the company are described and finally data derived from Hilti internal research are evaluated. Information is supplemented by the findings derived from an e-questionnaire created for the purpose of clarifying uncertainties from the previous research data. To identify the objectives the thesis aligns existing processes with the theory of leadership and with the empirical researches. Exploiting these data within the company it is possible to identify strengths and weaknesses of leadership development processes for young leaders as well as propose areas which would be capable of implementing new trends with focus on higher effectiveness of these processes.

The modern companies is increasingly realizing that prosperity of the companies is not only based on advanced technology, on the famously elaborate strategy but that the functioning of society depends on people themselves. Coaching is presented as a modern method of development potential employees on the basis of coaching freely determine their objectives over time achieve alone. Personal development of employees as well as the author considered a form of competitive advantage because satisfied and motivated employees are seen as a valuable source of the companies. Increased appetite for work, effort for increase their results and productivity, better perception of motivation - that all the author understands as the examples of positive results of coaching. To these positive effects were reached, it requires knowledge of substance and ideas, understanding of this method. The author is in the practical part of thesis focuses on students and graduates because she perceives them as a group preferred by modern companies. The aim of the practical part is to show which knowledge has the segmented group on the method and whether any such knowledge or ignorance is a sign of positive or negative results of coaching.

I denna studie undersöks hur ledarskap bland män och kvinnor ser ut i den privata sektorn, därvi valt ett specifikt företag att studera. Frågeställningen är om det finns skillnader i hur enman respektive kvinna antar sin ledarroll och hur denna speglas i organisationen samt vad dentillför den organisatoriska framgången. Frågeställningen studeras utifrån olika ledarskapsstilardär vissa framhävs mer än andra.Fördelningen av studiens population har syftet att företräda ett kvinnligt och ett manligtledarskap för att sedan utföra en analys av hur de olika speglas i organisationen. Intervjueroch observationer utfördes i syfte av att skapa en kontakt med deras ledarroller för att få enverklig uppfattning. Med observationer menas att vi fick chansen att betrakta respektive chefunder en viss tidsperiod för att upptäcka beteendemönster.Resultatet vi fick fram var att egenskaperna inte är könsbaserade utan snarareindividorienterade. Vi kom fram till slutsatsen att en man och en kvinna speglar olika normeri samhället och förväntas ha vissa egenskaper men att det i själva verket handlar om vilkenorientering individen har. Med andra ord vad personen lägger sin allra största fokus på. / This study examines leadership among men and women in the private sector where we havechosen a specific company to study. The question is if there are differences in how a man anda woman assume its leadership role and how this is reflected in the organization. Further morewhat it may add to organizational processes. The study is examined by different leadershipstyles where some emphasized more than others.The choice of the population in this study are supposed to reflect and represent the female andmale leadership where we got an opportunity to make an analysis of how the differences arereflected in the organization. Interviews and observations were carried out with the aim ofcreating a bigger understanding of how their leadership reflects on the staff and theenvironment in general. By observing the leaders, we were able the see different patterns ofbehavior in how they talked, reacted and thinked regarding their staff and the organization. Inother words, we got to see how they really work.The results we got was that there are no differences that are based on the gender, wediscovered that the differences are individualoriented.We came to the conclusion that manand a woman reflects the different standards in society and are expected to have certaincharacteristics, but that it is in fact an individualorientedmatter and difference. In otherwords, it depends on what the person put their greatest focus on.This thesis is written in Swedish.

This thesis is devoted to coaching, which is a relatively new trend in the field of people leadership, explaining what the experiences with this tool of development are in the current practice in kindergartens management. The theoretical part summarizes the findings from the literature depicting the topic of coaching in different contexts - dealing with the issue of human resource management and changes in manager's approach to the performance management. The practical part presents results of a questionnaire-based research for a broader look at the issue and the results of the qualitative approach implemented through structured interviews, life-history method and document analysis. This thesis introduces us to the areas in which the coaching method was successful in employee's development in a professional or personal level, as well as in development of the director, the whole team and the organization. KEYWORDS coaching, development of the potential, leader, performance management, personality of the manager, leadership

This thesis deals with the methods of coaching as a leadership in professional basketball clubs in the Czech Republic. The objective of the thesis is to determine how much the professional basketball coaches are familiar with methods of coaching and whether they use any of them in their daily practice. To find the necessary information there has been used a questionnaire survey through email correspondence with coaches. The results are then compared with the information obtained through studying books of leading American coaches. The benefits of this thesis are identification and evaluation of the coaching utilization in management of professional basketball teams. The issue of coaching in this or any other sports in the Czech Republic has not been written up into any book. The actual summary of foreign literature dedicated to this topic is also beneficial. The bonuses of this thesis are the recommendations to improve the performance of basketball coaches. Recommendations and conclusions of this thesis can be useful not only for improving the work of the respondents of this questionnaire, but they can be used as general source for increasing work efficiency in the management of sports teams. The thesis may also be used by basketball players to expand their knowledge of the development of their own abilities and skills. The results are also useful for the Czech Basketball Federation, Association of Basketball Coaches, which is responsible for the methodology of coaches' education and universities providing a two-year educational program Trainers' School. The thesis could be divided into four main parts. The first part deals with the general areas of coaching, its use, attitudes and personality coach. The second part focuses on the area of sports coaching and then the specifics of leadership in basketball. The third part deals with the exploration of the use of coaching in leading basketball teams by professional trainers. The final section summarizes the results of individual coaches and provides recommendations to improve their work.