The diploma thesis focuses on internal communication in selected company. It deals with communication, the members in communication and stress. It analyzes internal communication in selected company by means of observation and questionnaire survey of the group of leaders and employees, and then draws several suggestions for improvement of situation in selected company.

Syftet med studien är att beskriva och bidra med ökad kunskap om lärares ledarskapsstilargenom att jämföra med etablerade ledarskapsstilar.För att besvara syfte togs tre frågeställningarfram: Vad är lärares erfarenheter av ledarskap?Vilka ledarskapsstilar framkommer i intervjuer med lärare?Vilka fördelar och nackdelar med olika ledarskapsstilar framkommer i intervju med lärare?För att besvara syfte och frågeställningar användes en kvalitativ metod. Semistrukturerade intervjuer genomfördes med fem lärarei en medelstor kommun i Sverige. Datan analyserades genom tematisering och tillvägagångssättet framework. Elvateman skapades och ställdes senare mot valda teorier och tidigare forskning. Resultatet ställdes mot Lewins tre ledarskapsstilar, auktoritär ledarskapsstil, demokratisk ledarskapsstil och låt-gå ledarskap, Bass två ledarskapsstilar, transformativ ledarskapsstil och transaktionell ledarskapsstil samt Hersey och Blanchards modellför situationsanpassad ledarskapsstil. Resultatet visar att lärare upplever att ledarskap är en viktig del av arbetet men att de saknar utbildning i ledarskap. Resultatet visarävenatt den auktoritära ledarskapsstilen, transformativa ledarskapsstilen, transaktionella ledarskapsstilen och den situationsanpassade ledarskapsstilen framkommer i intervjuer med lärare medan den demokratiska ledarskapsstilen och låt-gå ledarskap inte framkommer. Utöver de tidigare nämnda etablerade ledarskapsstilarna framkommer även en ledarskapsstil som inte har någon koppling till de etablerade ledarskapsstilarna. Denna benämns relationsskapande och framkommer i alla intervjuer. I alla lärares beskrivningar av sitt ledarskap kan minst tre ledarskapsstilar karaktäriseras. Till sist visar även resultatet fördelar med den auktoritära ledarskapsstilen, den transformativa ledarskapsstilen samtden transaktionella ledarskapsstilen.

This diploma thesis focuses on the evaluation of activities strengthening local identity through local action groups in the South Bohemian Region. The first part of the thesis is based on the theoretical anchorage of the terms regarding rural, regional policy, local action groups and the identity of the territory, based on the literary search. In the next part, there is a description of the territory of South Bohemia region, where are introduced local action groups (or LAGs) located in this area. The main chapter of thesis is the analysis of selected LAGs in support of identity in the territory. Firstly, are evaluated projects that have helped to promote local identity in the previous programming period. Furthermore, are analysed individual approaches of selected LAGs through qualitative research based on personal interviews with their managers. In the final part the individual Strategies of community-led local development are analysed from the current focus of LAGs on this issue. The results of the analysis showed that LAGs support local identity on their territory, but each with varying degrees and different approaches.

The present diploma thesis is focused on a five local action groups in South-Moravian region. It evaluates both their potential and approach to creating joint regional brand. Initial part of the dissertation explains terms like regional policy, local action group, local product and regional brand, all based on research of a technical literature. Next chapter contains characteristics and analysis of examined area, where all the local action groups (alias LAG) located in this area are presented. The main part of this thesis focuses on evaluating semistructured interviews with representatives of selected LAGs, leading to a conculusion, if there is a possibility to create a joint regional brand based on a uniting element. Individual approaches of all the selected LAGs are analyzed via a case study and following qualitative research.

Understanding the factors that influence Job Satisfaction of managers is vital because satisfied managers will improve overall effectiveness of an organisation. State Owned Enterprises (SOEs) play a crucial role within economies, however a lack of attention has been focussed on understanding the concept of job satisfaction within this context. The main objective of this research was to identify the factors which are most important to influencing job satisfaction of managers at SOEs and to verify whether these factors are influenced by demographics. A survey was developed and utilised to gather data regarding the importance of several factors to a manager’s job satisfaction. The data that was gathered was statistically analysed in order to support or reject the research propositions. The findings of the research indicated that three factors predominantly influenced the job satisfaction of managers at SOEs; namely, Inspirational Leadership and Purposeful Work, Equitable Rewards and a Facilitative Work Environment and Effective Working Relationships and Work Life Balance. The results also provided support for the research propositions concluding that the factors influencing job satisfaction are certainly affected by demographics. A Three Factor Framework and Organisational Effectiveness Framework were developed to graphically represent the findings of the study. Copyright / Dissertation (MBA)--University of Pretoria, 2010. / Gordon Institute of Business Science (GIBS) / unrestricted

Abstract The aim with this study is to deepen the knowledge about what leaders in the Scouts think about their methods for learning and understanding the delicacy of nature and social life, helplessness versus initiative, and if they think that learning outdoors affects sustainable thinking and living in any way. I think the topic of my aim is important when it is about kids and a sustainable future, furthermore, there has not been specially much research done in this topic, especially not in  the Scouts. I decided to do a qualitative study where I use thematic analysis to analysis the findings. The first thought the Scout leaders seems to have, is that what they do need to be sustainable if it shall work as they want. The findings also show that the Scout leaders use special tools in their work with the kids, some of their tools are, learning by doing, situational leadership, and discussions, they use the tools on a ground of good values with nature as workspace, clasroom, and Livingroom. I am happily surprised that the findings show that the Scout leaders in a remarkable way care for the children to grow from the inside and out in a sustainable way. I can see in the findings that the Scout leaders are sure that children first need to have a certain level of sustainable feelings about themselves before they can connect with nature which is a must before they can start caring about it. This thesis shows the core of what the Scout leaders think of their work, and hopefully it can help the Scout leaders, but also others to handle the young in a more sustainable way, that helps the young to a more sustainable life.When I do not find any earlier research about this study´s specific topic my wish is that this study will add knowledge to the area of research, about how to increase the sustainable life for the young so they in turn have a chance to make society more sustainable.

The goal of this study is to stimulate dialog in the research community around a model of learning linked to leadership in organizations. It is an attempt to integrate various communities of practice and divergent approaches by placing equal emphasis on developing a model of organizational learning as well as on embedding the development process itself into the context of a scientific dialog. A model of how learning in organizations can be conceptualized as a role negotiated between superiors and their subordinates is developed and investigated. The model postulates that individuals in organizations accomplish learning by specializing in certain learning tasks. This specialization is based on role behaviors and resources that constrain or facilitate learning opportunities negotiated in the workplace between subordinates and their superiors. How this learning may be shared to result in organizational learning and implications for theory development are discussed.

Ballad Health nurse leaders received little nursing leadership education or competency development before beginning their leadership roles; yet they are crucial to improve quality, safety, cost, patient experience, and team member engagement. Competency development is linked to improved nurse leader confidence, job satisfaction, and retention. Additionally, the organization is experiencing a shortage of prepared internal candidates to fill vacant nurse manager positions. The organization’s Chief Nursing Council (CNC) questioned if a leadership development program could improve new and aspiring nurse managers' leadership competency. The CNC aimed to improve nurse leader competency by implementing and measuring the effectiveness of an evidence-based Nurse Leader Residency Program (NLRP) for new and aspiring nurse leaders. The CNC elected to base the NLRP on the American Organization of Nursing Leadership (AONL) Nurse Learning Domain Framework and Benner’s Novice to Expert Theory. Internal expert instructors addressed all AONL leadership topics during seven weekly in-person education sessions. Instructors provided the curriculum through lectures, group activities, individual activities, case studies, and videos. The residents assessed 105 competencies using the AONL Nurse Leader Competency Assessment Tool before and after program participation. Finally, the residents collaborated with their Chief Nursing Officer to identify a mentor. The resident group improved its overall self-assessed nursing leadership competencies by 50%. Residents’ self-competency improvement ranged between 0.5 - 2.0 on a 5-point scale. Implementing an evidence based NLRP improves new and aspiring nurse leader self-assessed competencies. Nurse leaders need advanced knowledge and competencies to successfully lead in the complex healthcare environment.

SOPKOVÁ, Adéla. Local action groups and their role in rural development. Thesis. Brno, 2017. Mendel univerzity in Brno, Faculty of regional development and international studies. Proposed diploma thesis deals with regional development at its lowest level, represented by local development. The work describes its development and puts it in the context of the Rural Development Policy within the European Union and the Czech Republic itself. Furthermore, the concept of Community-led local development based on the LEADER principle, which is the basis for the functioning of the Local Action Groups in the 2014-2020 programming period is also clarified. The application part focuses on the importance of these partnerships and their activities in the territory of the Czech Republic. The core section represents the comparison of the 2 LAGs of the South Moravian Region and their support for the strategic plan in the previous programming period 2007-2013, which is demonstrated in the complete conclusion of the work.

The study of conflict resolution has ballooned in the last few decades, but the literature remains sparse regarding leaders’ perspectives of navigating conflict. Currently, researchers have not addressed the conflict experiences of Jamaican church leaders residing in South Florida. Using phenomenology and social construction theory, I explored the lived experiences of this population as they addressed conflict. Twenty-two church leaders from Rhema Word Ministries International and affiliated organizations answered interview questions for an average of 45 to 60 minutes each. The data were transcribed, coded, and analyzed, yielding seven core themes: solving problems, exercising faith in God, demonstrating compassion, building personal development, employing strategies in conflict resolution, providing service to others and facing the challenging side of conflict. The findings showed that for these participants, their conflict resolution approaches were contingent on their perceptions of how others perceived them. The multilateral conflict theory that emerged from the lived experiences of the participants in the study showed the interconnectedness between the factors influencing their identities and their conflict resolution approaches. The study has merit for its useful insights for practitioners. In addition, the study has activated voices in academic literature that might otherwise have been silent.