The Civil Air Navigation Services Organisation, the International Federation of Air Traffic Control Associations, the International Air Transport Association and the Civil Air Navigation Services Organisation agree that professionals in the Air Navigation Services Provider Sector require successful organisational leadership to facilitate and manage transformation within the highly regulated Air Navigation Services Provider Sector. Detailed organisational leadership requirements and associated leadership training and development needs are, however, not specified by the Civil Air Navigation Services Organisation. An opportunity therefore existed to investigate leadership traits and behaviours within a specific context. This research project is contextualised within a safety-conscious, highly regulated and technology-driven industry (the South African Aviation Industry), a safety-critical sector (Air Navigation Services) and specifically the Air Traffic and Navigation Services Company. It was found that little academic research has been done to address the role of followers in the leadership process and to determine what followers expect and require from their leaders. The research problem statement, in response to this research necessity, is: “How can follower experiences and expectations of leadership behaviours in a safety-critical commercial environment be collected, analysed, understood, structured and utilised to aid leadership development?” An ethnographic research case study approach allowed the researcher to investigate the multifarious phenomena that constitute the current views (experiences and expectations) held by followers with regard to leadership behaviour qualities. A mixed methods approach was followed. Data collection was facilitated by means of individual interviews, focus group interviews, field notes and a structured questionnaire. Qualitative data were inductively analysed to identify the recurring patterns and common themes and quantitative data were deductively analysed to assess the nature of existing conditions and relevance. Data and method triangulation was implemented to determine whether multiple sources of data agreed, and to obtain better, cross-checked insights. Findings from this research study provided academic, industry, process and methodology insights into views held by followers regarding leadership and followership constructs. Definitions and perspectives held and reported by followers regarding leaders and leadership, characteristics of preferred and undesired leadership styles, relational and emotional bonds between followers and their leaders acknowledged the presence, value and influence of follower mental models. In this case followers contextualised leadership roles and responsibilities and suggested a transformational leadership style as a desired state. Findings also emphasised a need to appreciate the importance of the social exchange and social contingency theories of leadership in order to create a better understanding of leadership by emphasising the importance of context when studying leaders and leadership from a follower perspective. Obtained follower insights resulted in a structured leadership training and development needs analysis process framed within the specific context. Future research efforts in this regard may be aimed at determining the necessity to educate followers to critically appreciate and evaluate leadership performance and creating a better understanding of how followers’ mental models internally represent complex, dynamic systems and how these representations change over time. / Business Management / DBL

The Civil Air Navigation Services Organisation, the International Federation of Air Traffic Control Associations, the International Air Transport Association and the Civil Air Navigation Services Organisation agree that professionals in the Air Navigation Services Provider Sector require successful organisational leadership to facilitate and manage transformation within the highly regulated Air Navigation Services Provider Sector. Detailed organisational leadership requirements and associated leadership training and development needs are, however, not specified by the Civil Air Navigation Services Organisation. An opportunity therefore existed to investigate leadership traits and behaviours within a specific context. This research project is contextualised within a safety-conscious, highly regulated and technology-driven industry (the South African Aviation Industry), a safety-critical sector (Air Navigation Services) and specifically the Air Traffic and Navigation Services Company. It was found that little academic research has been done to address the role of followers in the leadership process and to determine what followers expect and require from their leaders. The research problem statement, in response to this research necessity, is: “How can follower experiences and expectations of leadership behaviours in a safety-critical commercial environment be collected, analysed, understood, structured and utilised to aid leadership development?” An ethnographic research case study approach allowed the researcher to investigate the multifarious phenomena that constitute the current views (experiences and expectations) held by followers with regard to leadership behaviour qualities. A mixed methods approach was followed. Data collection was facilitated by means of individual interviews, focus group interviews, field notes and a structured questionnaire. Qualitative data were inductively analysed to identify the recurring patterns and common themes and quantitative data were deductively analysed to assess the nature of existing conditions and relevance. Data and method triangulation was implemented to determine whether multiple sources of data agreed, and to obtain better, cross-checked insights. Findings from this research study provided academic, industry, process and methodology insights into views held by followers regarding leadership and followership constructs. Definitions and perspectives held and reported by followers regarding leaders and leadership, characteristics of preferred and undesired leadership styles, relational and emotional bonds between followers and their leaders acknowledged the presence, value and influence of follower mental models. In this case followers contextualised leadership roles and responsibilities and suggested a transformational leadership style as a desired state. Findings also emphasised a need to appreciate the importance of the social exchange and social contingency theories of leadership in order to create a better understanding of leadership by emphasising the importance of context when studying leaders and leadership from a follower perspective. Obtained follower insights resulted in a structured leadership training and development needs analysis process framed within the specific context. Future research efforts in this regard may be aimed at determining the necessity to educate followers to critically appreciate and evaluate leadership performance and creating a better understanding of how followers’ mental models internally represent complex, dynamic systems and how these representations change over time. / Business Management / DBL

The goal of this thesis is to identify specific language elements in selected opinion pieces that appeared in Rudé právo newspaper over the course of 1975. The first part of the thesis examines terms such as persuasion, propagandism and manipulation, and considers the interrelations between these terms. Following sections of the paper are devoted to the characterization of distinct elements of persuasion as traced in diverse articles of Rudé právo. In a pragmatic perspective, the thesis describes such linguistic attempts at manipulating the reader as means to praise the communist regime or to defame its adversaries. KEYWORDS Propagandsim, persuasion, manipulation, Rudé právo, text, communism, capitalism, follower, adversary, author, reader.

This study was initiated for the purpose to further understand the theoretical relationship between followers trust of the closest bound perceived servant leader and the predictability of the  followers organizational citizenship behavior (OCB). Specifically, this study looked at the modifying effect of the followers prosocial motivation—the desire to benefit other people (Grant, 2008) on multilevel dimensions of trust (i.e. affect- and cognition-based trust) and how this could possibly predict if at all followers OCB. There is far less research specifically about servant leaders than those implementing transformational leadership theory (Joseph & Winston, 2005; van Dierendonck & Nuijten, 2011). There are numerous studies using transformational leadership based on the well-defined parameters that are proven to be a relatively strong predictive variable in a variety of theoretical fields (N. Eva, Sendjaya, & Prajogo, 2015). Zhu and Akhtars’ (2014) study on transformational leadership behavior and multi-levels of trust is the inspiration to the current research project. The current research project is a close replication of Zhu and Akhtars’ (2014) model with the replacement of transformational leadership with servant leadership. Data were collected from 39 followers and four leaders from seven different facilities in the greater Stockholm area. The results showed that affect-based trust mediated the relationship between servant-based leadership and followers OCB. In addition, affect-based trust mediated the relationship between servant leadership and followers OCB only with those with high prosocial motivation. As for cognition-based trust, there seems to be some interaction between cognition-based trust and the relationship between servant leadership and followers with low prosocial motivation. These results strengthen the conclusions of the original study by Zhu and Akhtar (2014). Finding that servant leadership does not predict follower’s organizational citizenship behaviors alone. To reach a better understanding on followers OCB and their interaction within a servant leadership organization one must look at the individual followers’ level of trust and prosocial motivation variables to further our understanding on how to encourage OCB.

Trust in transformational leadership is related to motivation, self-enhancement, and positive job outcomes. Trust in the leader-follower relationship, from the perspective of subordinates, has yet to be examined. Trust is considered an important factor when seeking to improve the chances for organizational success and positive job outcomes. The merits of trust in transformational leadership were addressed in this qualitative case study for the purpose of understanding the value of trust in leader-follower relationships viewed from the experiences of subordinates. Interviews were conducted with 30 participants from 2 organizations within the Newton and Rockdale counties located in the state of Georgia; the chosen sample size was an exhaustive representation of those interviewed and conveyed the depth and breadth of participants'. Research questions addressed how subordinates perceived trust in their leaders and how leaders put into practice trust in their leader-follower relationships. Questions were analyzed using open and axial coding and the following themes emerged: perseverance, effective communication, feedback, commitment, confidence, unity, dependability, exemplary leadership, helpfulness, and satisfaction. Some connections were made between trust in transformational leadership and subordinates' views of their trust in leaders. By implementing these practices and hiring managers with transformational behaviors, organizations can help succeed in engaging employees to promote trusting relationships and encourage future research in the leadership management field. This study may affect positive social change by demonstrating how trust can be created by both leaders and followers: these findings may also contribute to the expansion of new leadership development training programs.

Signal-integrity degradation from such factors as supply and substrate noise and cross talk between interconnects restricts the performance advances in Very Large Scale Integration (VLSI). To avoid this and to keep the signal-integrity, accurate measurements of the on-chip signal must be performed to get an insight in how the physical phenomenon affects the signals. High-speed digital signals can be taken off chip, through buffers that add delay. Propagating a signal through buffers restores the signal, which can be good if only information is wanted. But if the waveform is of importance, or if an analog signal should be measured the restoration is unwanted. Analog buffers can be used but they are limited to some hundred MHz. Even if the high-speed signal is taken off chip, the bandwidth of on-chip signals is getting very high, making the use of an external oscilloscope impossible for reliable measurement. Therefore other alternatives must be used. In this work, an on-chip measuring circuit is designed, which makes use of the principle of a sampling oscilloscope. Only one sample is taken each period, resulting in an output frequency much lower than the input frequency. A slower signal is easier to take off-chip and it can easily be processed with an ordinary oscilloscope.

ABSTRACT   Titel: Graden av måluppfyllelse vad gäller kriminalvårdens centrala målsättningar för vårdares arbetstillfredsställelse på kriminalvårdsanstalten Härnösand   Nivå: C-uppsats i ämnet företagsekonomi   Författare: Jennie Hamberg   Handledare: Ernst Hollander   Datum: 2011 - januari   Syfte: Ett syfte med denna uppsats var att försöka ta reda på i vilken grad kriminalvårdarna på anstalten Härnösand kände arbetstillfredsställelse. Ett ytterligare huvudsyfte var att undersöka i vilken grad kriminalvårdens målsättningar angående kriminalvårdares arbetstillfredsställelse samstämde med hur kriminalvårdarna på anstalten Härnösand upplevde sin arbetstillfredsställelse. Metod: Jag har framförallt använt en kvalitativ metod, men även av en kvantitativ. Jag har gjort en semistrukturerad intervju med en kriminalvårdsinspektör, en deltagande observationsstudie och en vårdarenkät som hade både kvalitativa och kvantitativa inslag.   Resultat & slutsats: Jag kom fram till att majoriteten av vårdarna på kriminalvårdsanstalten Härnösand hade en ganska låg arbetstillfredsställelse. Många faktorer bidrog till den minskade arbetstillfredsställelsen. En viktig omständighet var att många vårdare kände att de hade en låg grad av egenkontroll och inflytande över t.ex. sin arbetssituation och hur de ska utföra sina arbetsuppgifter. Ledarna hade också en, till stor del, negativ effekt på vårdarnas arbetstillfredsställelse. Ytterligare en ytterst viktig aspekt för vårdarnas arbetstillfredsställelse var ledarskapsprocessen, dvs. om relationen kriminalvårdsinspektör och vårdare var positivt. I vårdarnas enkätsvar antyddes det att flertalet vårdare tyckte att förhållandet mellan ledare och medarbetare inte var ändamålsenligt. De ansåg t.ex. att det fanns brister i förtroendet mellan vårdarna och kriminalvårdsinspektörerna. Vårdarna trodde även att ledningen var ointresserad av personalen och de ansåg att kriminalvårdsinspektörerna borde vara mer aktiva och stödjande. En aspekt som dock delvis påverkade vårdarnas arbetstillfredsställelse positivt var olika medarbetarfaktorer. Vårdarna var t.ex. överlag nöjda med sina kollegor. En negativ medarbetarfaktor var dock att vårdare överlag inte var tillfredsställda med sina arbetsuppgifter. Slutligen undersökte jag i vilken grad man på kriminalvårdsanstalten Härnösand hade lyckats uppfylla kriminalvårdens centrala målsättningar för en hög arbetstillfredsställelse hos vårdarna. På anstalten Härnösand hade ledningen misslyckats med att nå de flesta av de centrala målsättningarna och bristerna verkade framförallt bero på den dåliga relationen mellan kriminalvårdsinspektörerna och vårdarna, och på vårdarnas bristande egenkontroll.   Förslag till fortsatt forskning: Ett område som inte kunde inkluderas i denna uppsats och som skulle lämpa sig för fortsatt forskning är hur man skulle kunna skapa mer nöjda medarbetare inom kriminalvårdens befintliga organisationsstruktur.   Uppsatsens bidrag: Jag tror att denna uppsats kan bidra till ny kunskap genom att tydliggöra det komplexa nät av faktorer som påverkar människors arbetstillfredsställelse. Detta har jag försökt göra genom att använda mig av ett situationssynsätt.   Nyckelord: Kontingensteori, arbetstillfredsställelse, kriminalvården, byråkratisk organisation, ledarstil, ledare, medarbetare. / ABSTRACT   Title: The Degree of Goal Fulfilment in the Swedish Correctional System Concerning the Central Objectives for Prison Guards’ Work Satisfaction at the Prison of Härnösand   Level: Final Assignment for Bachelor Degree in Business Administration   Author: Jennie Hamberg   Supervisor: Ernst Hollander   Date: 2011 - January   Aim: An aim with this essay was to investigate to what degree the guards at the prison of Härnösand felt work satisfaction.  Another aim was to investigate to what degree the Swedish Correctional System’s central objectives for prison guards’ work satisfaction were fulfilled at the prison of Härnösand.  Method: I have used a qualitative method but also a quantitative method. I have made a semi-structured interview, an observation and prison guard questionnaire with both qualitative and quantitative elements.   Result & Conclusions: In my essay I concluded that a majority of guards in Härnösand had a rather low degree of work satisfaction. Many factors contributed to this. One important factor was that many guards felt that they had little control over their own work situation and how they went about their job assignments. The leaders also had a negative effect on the guards’ job satisfaction. Another central element for high work satisfaction is the leadership process, i.e. that a functional relationship exists between the prison inspectors and the guards. Many guards said they felt that the relationship between leaders and followers was not satisfactory. They felt that there was a lack of trust between the inspectors and themselves. They also stated that they felt that the management was not interested in the staff and they also felt that the inspectors should be less passive and more supportive. One contributing factor to a more possive work satisfaction was the guards’ high satisfaction with the collegues. But a negative co-worker factor was the fact that the guards were not satisfied with their job assignments. I also concluded that the management at the prison of Härnösand had failed to fulfill the central objectives for prison guards’ work satisfaction. The failures could mostly be ascribed to the unsatisfactory relationship between the inspectors and the prison guards, but also to the guards’ low degree of control over their job situation.   Suggestions for future research: An area for future research could be to investigate how to create more content workers within the current organizational structure of the Swedish correctional system.   Contribution of the thesis: This essay may contribute to new knowledge by emphasizing the complex net of contributing factors which affects people’s degree of work satisfaction. I have tried to do this by using a contingency theory.   Key words: Contingency theory, work satisfaction, the Swedish Correctional System, bureaucratic organization, management style, leader, follower.

<p>Signal-integrity degradation from such factors as supply and substrate noise and cross talk between interconnects restricts the performance advances in Very Large Scale Integration (VLSI). To avoid this and to keep the signal-integrity, accurate measurements of the on-chip signal must be performed to get an insight in how the physical phenomenon affects the signals. </p><p>High-speed digital signals can be taken off chip, through buffers that add delay. Propagating a signal through buffers restores the signal, which can be good if only information is wanted. But if the waveform is of importance, or if an analog signal should be measured the restoration is unwanted. Analog buffers can be used but they are limited to some hundred MHz. Even if the high-speed signal is taken off chip, the bandwidth of on-chip signals is getting very high, making the use of an external oscilloscope impossible for reliable measurement. Therefore other alternatives must be used. </p><p>In this work, an on-chip measuring circuit is designed, which makes use of the principle of a sampling oscilloscope. Only one sample is taken each period, resulting in an output frequency much lower than the input frequency. A slower signal is easier to take off-chip and it can easily be processed with an ordinary oscilloscope.</p>

High rolling contact fatigue parts are vital for the long service life of fuel pumps. Cummins Fuel Systems are currently using an M2 tool steel for one of the most important roller bearing application in their pumps, namely the cam follower. The future design of the cam follower is a pin-less tappet roller. The wear and fatigue properties of the roller is vital to ensure reliability of the fuel system. M2 tool steel is an expensive material and becomes even more so if diamond like coating (DLC) is needed to decrease the friction coefficients. To cut costs of the fuel pump it might be possible to replace the M2 tool steel with 52100 steel (100Cr6). Competitive methods have proven that carbonitrided 52100 can reach excellent wear and fatigue properties making it a candidate to replace M2 tool steel. How the properties of hardness, toughness and compressive residual stresses are developed in 52100 and how they affect the fatigue and wear resistance has been researched from the literature. A big part of this project was to do an extensive analysis of a roller bearing that was believed to have gone through one of these competitive methods that produce excellent wear and fatigue resistance. The analysis was done with background to the knowledge gathered from the literature. Finally process trials were set up to carbonitride 52100 steel samples. The trials were done to develop a better understanding of how adding carbon together with nitrogen to the surface of 52100 steel will influence the metallurgical parameters that results in good wear and fatigue resistance. From this analysis Cummins hope to create a process recipe that can be used for carbonitriding the cam follower and maybe other components in their fuel systems.

How does authentic leadership influence subordinate outcomes? It depends on whom you ask. Using Walumbwa, Avolio, Gardner, Wernsing, and Peterson’s (2008) theory-based measure of authentic leadership, this dissertation research advances the authentic leadership literature by: 1) examining relations between managers’ self-reported and subordinates’ ratings of authentic leadership and subordinate outcomes; 2) testing the theoretical proposition that more authentic leaders are inherently more ethical both in the values they subscribe to and in their behavior when compared to less authentic leaders; and 3) examining the mediating mechanisms that account for relations between authentic leadership and subordinate outcomes. Using a field sample of 188 managers and 75 subordinates, results revealed that subordinates and their managers do not see eye to eye in their perceptions of managers’ authentic leadership as the correlation between their ratings was only marginally significant. General support was found for the notion that more authentic leaders subscribe more to self-transcendent values and less to self-enhancement values when compared to less authentic leaders; they also engage in more ethical decision making. Furthermore, results showed that authentic leadership is associated with a broad range of subordinate outcomes, including leader-member exchange, affective organizational commitment, organizational citizenship behavior, and job performance. However, these relations were found only within source. Mediation analyses revealed that subordinates’ trust in their manager partially mediated the relation between subordinate-rated authentic leadership and subordinates’ perceptions of the quality of their relationship with their manager (LMX). Mediation analyses also revealed that subordinates’ trust in their manager and their sense of psychological empowerment each mediated relations between subordinate-rated authentic leadership and subordinates’ affective organizational commitment. In addition, managers’ self-reported empowering leader behavior mediated the relation between managers’ self-rated authentic leadership and their ratings of their subordinates’ organizational citizenship behavior. Implications for research and practice are discussed.