No description available.

<p>Denna kvalitativa studie undersöker ledarskapsfaktorer hos räddningschefer och kommunalråd i svenska kommuner som varit med om betydelsefulla krissituationer. Intervjudata ifrån två tidigare studier användes. Räddningschefer representerade det direkta ledarskapet medan kommunalråden representerade det indirekta ledarskapet. Analysen genomfördes huvudsakligen enligt Grounded Theory. Två dimensioner identifierades. Den kronologiska dimensionen bestod av faktorer före, under och efter själva krishändelsen. Organisations-dimensionen bestod av faktorer inom den intervjuades egen organisation, utanför den egna organisationen och mellan organisationer. Den senare dimensionen kunde förklaras av att båda ledargrupperna klassificerats som exekutivt ledarskap. Överlag ansåg båda yrkesgrupperna att informationsflöde och samverkan var problematiska faktorer. Yrkesgrupperna var inte matchade på viktiga variabler vilket försvårade analys av skillnaden mellan det indirekta och direkta ledarskapet.</p> / <p>This qualitative thesis studies leadership factors in rescue commanders and mayors in Swedish municipalities that have been affected by important crisis situations. Interview data from two earlier studies was used. Rescue commanders represented the direct leadership while the mayors represented the indirect leadership. The analysis was mainly carried out according to Grounded Theory. Two dimensions was identified. The chronological dimension contained factors before, during and after the crisis event. The organisation dimension contained factors within the interviewee’s own organisation, outside the own organisation and between organisations. The later dimension could be explained by attributing the qualities of executive leadership to both of the groups. Both groups did find information flow and cooperation to be problematic factors overall. The groups weren’t matched on important variables which made analysis of differences in the direct and indirect leadership difficult.</p>

Denna kvalitativa studie undersöker ledarskapsfaktorer hos räddningschefer och kommunalråd i svenska kommuner som varit med om betydelsefulla krissituationer. Intervjudata ifrån två tidigare studier användes. Räddningschefer representerade det direkta ledarskapet medan kommunalråden representerade det indirekta ledarskapet. Analysen genomfördes huvudsakligen enligt Grounded Theory. Två dimensioner identifierades. Den kronologiska dimensionen bestod av faktorer före, under och efter själva krishändelsen. Organisations-dimensionen bestod av faktorer inom den intervjuades egen organisation, utanför den egna organisationen och mellan organisationer. Den senare dimensionen kunde förklaras av att båda ledargrupperna klassificerats som exekutivt ledarskap. Överlag ansåg båda yrkesgrupperna att informationsflöde och samverkan var problematiska faktorer. Yrkesgrupperna var inte matchade på viktiga variabler vilket försvårade analys av skillnaden mellan det indirekta och direkta ledarskapet. / This qualitative thesis studies leadership factors in rescue commanders and mayors in Swedish municipalities that have been affected by important crisis situations. Interview data from two earlier studies was used. Rescue commanders represented the direct leadership while the mayors represented the indirect leadership. The analysis was mainly carried out according to Grounded Theory. Two dimensions was identified. The chronological dimension contained factors before, during and after the crisis event. The organisation dimension contained factors within the interviewee’s own organisation, outside the own organisation and between organisations. The later dimension could be explained by attributing the qualities of executive leadership to both of the groups. Both groups did find information flow and cooperation to be problematic factors overall. The groups weren’t matched on important variables which made analysis of differences in the direct and indirect leadership difficult.

Exploration of Australian public sector executive leadership roles using the competing values framework, and analysis of skills corresponding to each of the four roles: vision setter, motivator, analyzer and task master. / PhD Doctorate

Health care organizations can provide comprehensive, formal learning opportunities to develop nurse leaders for advanced leadership roles. The purpose of this doctoral project was to create an evidence-based nursing leadership academy focused on development of advanced leadership skills and competencies to cultivate frontline and midlevel nurse leaders for executive nursing and health care leadership positions. The practice-focused question addressed how an advanced nursing leadership education program would affect the knowledge level and competencies of nurse leader participants. The American Organization of Nurse Executives' (AONE) 5 nurse executive competency domains served as the framework for this project. Data were collected from 10 nurse manager and nurse leader participants, selected based on their performance and desire to succeed into an advanced leadership role, who completed the AONE nurse executive competency assessment. Findings indicated that greatest improvement was observed in the knowledge of the health care environment domain, followed by the communication and relationship building domain. Findings may be used to provide advanced leadership education to frontline and midlevel nurse leaders to support succession planning and development of nurse leaders to advance into executive leadership positions.

For businesses that rely on creativity for their success, its effective and thought-out management is necessary for the entity to thrive. The field of creativity management has emerged as a result, highlighting the employment of a ‘creative climate,’ motivational tools, and an appropriate organizational structure as essentials for the asset’s optimization (Dubina, 2013, Sternberg and Lubart, 2004, Tonnquist, 2018, Csikszentmihalyi and Wolfe, 2014, Karambayya and Reid, 2009). However, the current literature fails to address how outside factors may influence the effectiveness of creativity management’s employment, such as the financial and organizational obligations of an operation (Knight and Harvey, 2015). Creative organizations, in particular, are affected by this issue, as the success of their end-product lies directly in their ability to harness creativity effectively (Jones et al., 2016). The aim of the study is therefore to understand how executives within creative organizations attempt to maximize creativity, while continuing to heed exterior business initiatives. The following investigation has attempted to tackle the subject by exploring it through the lens of the film production process. We pose the question: What are the conflicts that arise between an economic outlook and a creative outlook on a film, and how has this power struggle been managed? Semi-structured interviews were conducted with industry professionals, with producer and director pairs representing the two perspectives, respectively. We find that the two primary points of contention are the intrusive measures enforced by producers for ‘profitability’ and ‘scheduling &amp; budget control,’ which often lie in direct contrast to a project’s creative vision (Bérubé &amp; Demers, 2019, Knight and Harvey, 2015, Senge, 1990). We then identify three winning strategies employed by the consulted professionals to handle these conflicts: clear communication on financial and organizational boundaries from the planning phase, an established relationship of trust between the artistic and managerial leader, and a capacity for empathy with the competing perspective. These principles should support and contribute to the existing knowledge on creativity management, in identifying where it may be challenged, and suggesting methods for conflict minimization. It has laid the ground for future studies within this domain of creativity management, by opening up room for research in other creative industries that may share these same challenges, to confirm the findings.

Este trabalho se insere nas discussões sobre governança global ambiental e debate o papel dos líderes burocráticos nas organizações para o meio ambiente, em face à condições externas que desafiem o exercício de sua função política, sob a hipótese exploratória de a despeito de um ambiente desafiador, o tipo de liderança e características pessoais e de formação do líder podem contribuir para a criação e fortalecimento do poder de agenda de uma organização. O caso a ser estudado é o do Programa das Nações Unidas para o Meio Ambiente, no qual se analisa a liderança de três Diretores Executivos (Maurice Strong, Mostafa Tolba e Achim Steiner) durante três marcos históricos (Conferência de Estocolmo, Rio 92 e Rio+20). A forma de liderança empregada é estudada através da tipologia de Oran Young. Características pessoais serão analisadas através do conceito de liderança transformacional. Neste estudo, a formação profissional destes líderes também serão consideradas a fim de compreender sua contribuição para o fortalecimento da função politica ou técnica desta organização. A análise tem como base produções acadêmicas sobre o tema, materiais oficiais e relatórios acerca dos momentos históricos, declarações públicas e percepções de personalidades acerca da atuação e formação dos líderes, além de entrevistas realizadas exclusivamente para esta dissertação. / This dissertation is inserted in the discussions on global environmental governance and it debates the role of international leadership in international organizations for the environment, under the assumption that in face of challenge external conditions, the kind of leadership and the leaders\' personal characteristics and background can positively impact the power of agency of an organization. The case of study is the United Nations Environment Program, analyzing the leadership of three Executive Directors (Maurice Strong, Mostafa Tolba and Achim Steiner) over three historical milestones (Stockholm Conference, Rio 92 and Rio + 20). The kind of leadership performed by individuals is studied using Oran Young\'s typology. Personal characteristics will be analyzed through the concept of transformational leadership. Besides, in this study, leader\'s professional experiences will, also, be considered in order to understand their contribution in strengthening organizations political or technical function organization. The analysis is based on academic contributions on the subject, official materials and reports on the milestones, public statements and perceptions of individuals about leaders\' performance and professional background, as well as interviews conducted exclusively for this dissertation.

Este trabalho se insere nas discussões sobre governança global ambiental e debate o papel dos líderes burocráticos nas organizações para o meio ambiente, em face à condições externas que desafiem o exercício de sua função política, sob a hipótese exploratória de a despeito de um ambiente desafiador, o tipo de liderança e características pessoais e de formação do líder podem contribuir para a criação e fortalecimento do poder de agenda de uma organização. O caso a ser estudado é o do Programa das Nações Unidas para o Meio Ambiente, no qual se analisa a liderança de três Diretores Executivos (Maurice Strong, Mostafa Tolba e Achim Steiner) durante três marcos históricos (Conferência de Estocolmo, Rio 92 e Rio+20). A forma de liderança empregada é estudada através da tipologia de Oran Young. Características pessoais serão analisadas através do conceito de liderança transformacional. Neste estudo, a formação profissional destes líderes também serão consideradas a fim de compreender sua contribuição para o fortalecimento da função politica ou técnica desta organização. A análise tem como base produções acadêmicas sobre o tema, materiais oficiais e relatórios acerca dos momentos históricos, declarações públicas e percepções de personalidades acerca da atuação e formação dos líderes, além de entrevistas realizadas exclusivamente para esta dissertação. / This dissertation is inserted in the discussions on global environmental governance and it debates the role of international leadership in international organizations for the environment, under the assumption that in face of challenge external conditions, the kind of leadership and the leaders\' personal characteristics and background can positively impact the power of agency of an organization. The case of study is the United Nations Environment Program, analyzing the leadership of three Executive Directors (Maurice Strong, Mostafa Tolba and Achim Steiner) over three historical milestones (Stockholm Conference, Rio 92 and Rio + 20). The kind of leadership performed by individuals is studied using Oran Young\'s typology. Personal characteristics will be analyzed through the concept of transformational leadership. Besides, in this study, leader\'s professional experiences will, also, be considered in order to understand their contribution in strengthening organizations political or technical function organization. The analysis is based on academic contributions on the subject, official materials and reports on the milestones, public statements and perceptions of individuals about leaders\' performance and professional background, as well as interviews conducted exclusively for this dissertation.

Senior leaders in state government public sector agencies must manage employee performance to ensure quality services to the citizens they serve. Limited academic research exists to study the barriers that these leaders acknowledge as deterrents to managing employee performance. The purpose of this qualitative study was to understand the reasons that public sector leaders at the Ohio Department of Transportation (ODOT) were challenged to manage employee performance and explore the role of transformational leadership. The ODOT was selected for this research because two prior worker surveys conducted by the agency revealed that employee performance accountability was an issue of concern. Following the conceptual framework of transformational and full range leadership, the research question for this study examined the barriers that these leaders cited as deterrents to managing employee performance. Twelve leaders were interviewed using a 5-item, open-ended questionnaire. Data were analyzed using inductive coding techniques and examined against the full range leadership continuum. The results of the study revealed nine barriers that leaders cited as deterrents to managing employee performance. The most frequently occurring included subordinates' self-preservation interests, market pay disparity, employee low motivation levels, and ineffective leadership training. The study concluded the role of transformational leadership was minimal, as leaders identified mostly with transactional characteristics. These findings may assist public leaders to improve performance management outcomes and possibly increase the quality of services to citizens.

The thesis explores the nature of executive leadership in international organisation. Executive leadership is often praised or blamed for outcomes in international agencies, and yet, the disciplinary literature fails to incorporate the executive head into institutional analyses of politics, power, and change over time. The thesis aims to address this lacuna and the role of executive leadership by analysing if and how it matters in international politics. The thesis draws on a composite literature from other areas of political research to establish what is known. A review of the literature and prevailing approaches to leadership studies reveals that an overwhelming majority of scholarship relies on exclusively structural or agential accounts of leadership. This somewhat determinist literature has distorted the limited knowledge on the nature of executive leadership in international organisation. Approaches that focus on agency-based explanations argue that executive heads matter greatly. Approaches that utilise structure to interpret executive leadership find that it matters little, if at all. Rejecting these narrow frameworks, the thesis uses a dialectical approach, supported by critical realism, to analyse four cases of executive leadership in the World Trade Organization to address the research questions and lacuna. The case studies draw on over 70 years of multilateral trade governance to reveal a set of core and subsidiary findings about politics, power, executive leadership, and change over time. The thesis argues that executive leadership matters, but that how it matters is contingent on the executive head and the circumstances of their term. By incorporating the executive head into the disciplinary literature, the thesis argues politics, power, and change over time can be more accurately understood.