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I denna masteruppsats studeras ett antal rektorers uppleveda effekter av utbildningen vid Rektorsprogrammet efter år1. Fokus ligger på hur det pedagogiska ledarskapet påverkas när rektor går utbildningen. Med rektor avses i denna uppsats den person på skolan/förskolan som är chef för lärarna/förskolelärarna och övrig personal, och som har uppdraget att leda verksamheten så att lärarna kan genomföra sitt uppdrag, d.v.s. att utifrån skolans mål säkerställa att eleverna når målen. Detta kan alltså även vara en biträdande rektor, en förskolechef eller en biträdande förskolechef. Med upplevda effekter avses den upplevelse av förändring vad gäller erfarenheter, kunskaper och lärdomar som rektorerna tar med sig från utbildningen. Studien undersöker inte de faktiska effekter som rektors utbildning leder till ute på skolorna eller om den leder till förbättrade resultat. Denna uppsats baseras på textanalys av reflekterande brev som skrivits av deltagare som påbörjade Rektorsprogrammet vid två lärosäten våren 2014. Detta görs genom ett hermeneutiskt förhållningssätt med en narrativ ansats. Den narrativa ansatsen innebär att, genom rektorernas brev, försöka fånga den betydelse rektorerna tillskriver sina erfarenheter från utbildningen. Dessa brev är förankrade i rektorernas kontext som skapats genom deras interaktion med sin omgivning i vardagen. Den narrativa ansatsen ökar förståelsen för rektorernas subjektiva upplevelse av utbildningen. Med hjälp av två perspektiv: pedagogiskt ledarskap och vuxnas lärande har empirin sedan analyserats med hjälp av ett raster i form av en ledarskapsmodell som bygger på en teoretisk modell där ledarskap förstås som något som tar gestalt relationellt i skärningspunkten där Ledare, Följare och Situation möts. Denna analys av breven visar att det första året av rektorsutbildningen primärt ger rektorerna allmänt ökad kunskap som de tillämpar i sina skolor och använder/sprider i verksamheten och att detta gör att rektorerna känner sig säkrare i rollen som ledare. Under det första året på Rektorsprogrammet handlar detta primärt om juridiska aspekter av ledarskapet. Det är tydligt att rektorerna upplever att de har stärkts i rollen som pedagogiska ledare under år 1 vid Rektorsprogrammet. Resultatet av denna studie visar att det inte primärt handlar om att via utbildningen ge rektorerna ökade ämneskunskaper utan snarare om att utveckla det pedagogiska ledarskapet och därmed skapa säkrare och bättre rektorer. / This thesis investigates what effects a number of Swedish school principals experience during the first year of the National School Leadarship Training Programme, focusing on how the educational leadership is affected by the education. The term principal refers to the person at a school/pre-school designated to lead the organization and enabling the teachers/pre-school teachers and staff to do their work, i.e. to make the students reach the educational goals. The term experienced effects refers to the sense of change in experiences and knowledge that the principals gain from the education. The thesis does not take into account the actual effects of the education at the principal’s organizations or if it leads to improved school results. This thesis is based on the analysis of reflective letters written by participants who started the programme at two different universities during the spring of 2014. This is done by applying a hermeneutic and narrative approach. The narrative approach means that, by analyzing the principals’ letters, try to capture the meaning that they attribute to their experiences from the education. These letters are based in the context of each principal which has been created through their interaction with the surrounding environment in the daily work. The narrative approach increases the understanding for the principals’ subjective experience of the education. By using two different perspectives: educational leadership and adult education, the material has been analyzed by using a raster in the shape of a leadership model based on the assumption that leadership can be understood as something that is taking relational form at the point of intersection between Leader, Follower and Situation. This analysis shows that the first year of the education primarily provides the principals with increased general knowledge which they apply in practice in their respective organizations and that this increased knowledge makes the principals feel stronger in their role as leaders. During the first year of the programme this general knowledge primarily relates to legal aspects of leadership. It is evident that the principals experience that they have developed as educational leaders during the first year of the National School Leadership Training Programme. This thesis indicates that the main effect of the program is not to increase the principals’ knowledge in specific areas, but to develop the educational leadership and thus create more confident and better principals.

In the United States, approximately 7% of nonprofits' annual revenue is lost as a result of a lack of ethical financial operations among nonprofit executive directors (EDs). This represents $85 billion in estimated annual losses in available operating funds. This study addressed the problem of ineffective leadership in nonprofit organizations from the perspective of EDs responsible for ethical financial operations. The purpose of this phenomenological study was to understand the lived experiences of nonprofit EDs who self-reported the use of 1 of Burn's and Bass' 3 leadership styles and whether leadership style influenced the use of the Sarbanes Oxley Act to manage the ethical financial operations of their human service nonprofit organization. Qualitative data were collected from 12 EDs through semi structured interviews and then coded and analyzed using a modified van Kaam procedure. The results of the study indicated that EDs who self-reported using transformational leadership style were more inclined to adhere to the Sarbanes Oxley Act. In addition, participants acknowledged the need for organizational support to improve leadership qualities in EDs, efficiency, and effective ethical financial operations in nonprofit organizations. The study provides a baseline for nonprofit organizations to increase positive social change by adding knowledge on implementing strategies that will result in the enhancement of quality leadership in EDs that may ultimately result in more efficient and effective ethical financial operations in nonprofit organizations.

First-line supervisors in U.S. retail organizations are unable to resolve nearly 34% of typical daily customer problems for their organizations. The purpose of this single case study was to explore the strategies retail supermarket managers have used to improve 1st line supervisor problem solving abilities within a retail supermarket company in Winston-Salem, North Carolina. The conceptual framework for this study was the skills-based leadership model. Data were collected from semistructured interviews with 4 retail store manager participants with a successful record of improving first-line supervisor problem solving abilities. Additionally, the review of company documents including training guides, training checklists, job descriptions, annual goal setting templates, and company website postings supplemented the semistructured interviews. Data analysis entailed coding, conceptualizing concepts and ideas, identifying themes, and member-checking to ensure the trustworthiness of interpretations. Based on the methodological triangulation of the data collected, 4 themes emerged after the data analysis: (a) the importance of communicating expectations with first-line supervisors, (b) coaching first-line supervisors on performance, (c) first-line supervisor learning and development, and (d) measuring first-line supervisor performance. Findings from this study may contribute to social change by providing insights and strategies that retail store managers can use to improve 1st-line supervisor problem-solving abilities. Improvement in problem-solving abilities may improve employees' lives, communities, and organizational performance.

Title: The Full-Range Leadership enacted by Swedish Audit team managers Background: The background of this study mainly relies on Leadership theories, more precisely theories about the Full-Range leadership model (FRL) and its features. However, key facts about the audit are also displayed in this part of the report to present it to readers. Purpose: The main purpose of this paper is to add to existing theory on the universalistic feature of the Full-Range Leadership model through the case of Swedish audit team managers. Such purpose entails the definition and the explanation on how the model of Full-Range Leadership is enacted by Swedish audit team managers in their day-to-day practice of leadership. Originality/Value: This research paper is one of the few researches at puzzling out existing researches to contribute clearly to the Full-Range Leadership model -as developed by Bass and Avolio- in the audit context. Furthermore, this is the first study aiming at defining and explaining Swedish audit team managers’ leadership practice and emphasizing the non-managing audit staff for so. Practical implication: After the destruction of a great amount of money resulting from corporate financial scandals and the discovery of high level of dysfunctional behaviors occurring in the audit/accounting profession worldwide, growing number of studies investigated further financial systems and particularly audit professionals since they are supposed to be the ‘public watchdog’/‘public guardian of trust’ of worldwide markets and Economies and so, display strong values and rigor. In parallel, considerable number of studies demonstrated that leadership was the key to those issues. This study while putting the light on leadership practice in Swedish audit firms, wide opens the door for further reflections and improvement of the existing systems. Method: The featured piece of research is based on a field survey of the non-managing audit staff working in Swedish audit firms, which were asked to assess their managers through the use of the Multi-factor questionnaire X5 (short version). Findings: The study unveiled that even if the transformational leadership was the most enacted leadership by Swedish audit team managers and that so before transactional and passive/avoidant leadership, a great misalignment existed between the found-out empirical FRL model and the FRL model as defined theoretically. Accordingly, this study unveiled that the FRL model was not as universal as claimed when investigated in the Swedish audit firm context.

Made available in DSpace on 2016-12-12T20:32:05Z (GMT). No. of bitstreams: 1 Henriette 1.pdf: 38631 bytes, checksum: 9e1b7b9d681f4896ebdc3e190b73b78f (MD5) Previous issue date: 2007-10-29 / Coordenação de Aperfeiçoamento de Pessoal de Nível Superior / The main objective of this dissertation is to show the alignment process of a leadership model at Whirlpool S/A, taking into consideration the new organizational scenario and other implementation processes involving the company s planning and the management of the leadership group. The leadership related themes been highlighted, from remote studies to current important propositions. Bearing in mind that the creation and the implementation of a leadership model are related to an organizational change process, as part of the company s growth strategy, these two themes have also been investigated. In order to better understand the movements of rethinking people s strategy within the organization, both national and international scenarios have been contextualized. The leadership model alignment process in question has been described in such a way that it can enable the understanding of how the model permeates and describes the management process of the company s leaders. It has been possible to reach conclusions that can contribute for future studies and for the exposed issue investigation continuity / Esta dissertação tem como principal objetivo demonstrar a estratégia e os processos associados à construção e implemento de modelo de liderança na empresa Whirlpool S/A localizada na cidade de Joinville, Santa Catarina, considerando o cenário de novas estratégias organizacionais e demais processos em implementação no ano de 2007, que envolvem o planejamento e a gestão do grupo de liderança da empresa. Os temas relacionados à liderança foram destacados, desde estudos remotos até as propostas em evidência no momento atual. Tendo em vista que a criação e implantação de um modelo de liderança estão relacionadas a um processo de mudança organizacional, como parte da estratégia de crescimento da empresa, esses dois temas também foram explorados. Fez-se ainda uma contextualização em termos de cenários nacionais e internacionais para que melhor se possa entender movimentos de repensar a estratégia de pessoas dentro da organização. A estratégia e os processos associados à construção e implemento do modelo de liderança em questão foi descrito de forma a possibilitar a compreensão de como o modelo permeia e define o processo de gestão dos lideres da empresa. As conclusões apontam para os processos associados como a arquitetura estratégica, o planejamento da sucessão e avaliação de desempenho como indicadores de que o modelo de liderança está sendo incorporado à gestão organizacional. Por fim, foram feitas sugestões como forma de contribuição para futuros estudos e continuidade de exploração ao tema exposto 650 04 $a Liderança

Des recherches actuelles ont montré que l'efficacité des dirigeants concerne l'humanité. En raison des connaissances différentes de la nature humaine occidentale et orientale ; il y a une différence significative de tous les genres de dirigeants. Par rapport au sens l'humanité de Ptolémée de l'Ouest avec l'individu comme le centre, la nature humaine est de Galileo dans le contexte de la culture orientale qui souligne la relation étroitement liée entre l'homme et la société. Comme le soleil est au centre de la galaxie, le chef dans les relations sociales est dans le noyau. Sur cette base, nous avons proposé Sunshine Leadership dans le contexte de la culture chinoise. Nous avons fait une enquête en deux étapes de 635 membres de l'équipe de marketing direct de la Chine. Dans la première étape, on a parlé face à face par des entretiens, de responsabilité, d’expérence sur les dirigeants et de la distance de pouvoir. Les analyses de facteur d'exploration et de facteurs de confirmation montrent que Sunshine Leadership est un concept claire de Leadership, comprenant: un sentiment de bonheur, montrer l'exemple, des relations et apporter un changement radical à l'état de choses existant. Ensuite dans la deuxième phase, on explore comment Sunshine Leadership influencer sur la satisfaction et l'engagement de l'Organisation par les influences sur la relation d'échange des membres. Les résultats montrent que c'est une bonne variable pour la prévision de comportement du personnel. Cette étude s'étend de la recherche de la théorie de la direction et fournit une perspective interculturelle et le cadre pour comprendre comment les scénarios de l'Organisation impacter l'efficacité de la direction par l’interaction avec des caractéristiques individuelles. / Previous studies have shown that Leadership effectiveness is bound up with personality. Because of the significant differences between the East and the West in human nature, there are also great differences in the styles of leadership. Compare to a Ptolemian view of human nature, which is deeply rooted in Western cultural, The Chinese concept of personality more closely resembles a Galiean view of human nature, which recognizes that the individual is embedded in a social network. Just as the sun is the center of the galaxy, leadership is at the heart of the social network. In this way, we have proposed and constructed a sunshine leadership model from the point of view of Chinese Taoism and Confucian culture. A two-phase survey data were collected from 625 Chinese direct-selling employees. In the first survey, the focal employee was asked to provide information about sunshine leadership, Including felt obligations, expectations to leader, and power distance orientation. Consistent with predictions, a simulation study is conducted using the SPSS 15.0 EFA and CFA programs. The EFA results obtained four factors. The CFA results also fit the hypothesized four factor structure model for all methods. Both results showed that the sunshine leadership was an distinctive construct which consists of four dimensions: Guanxi, Happiness, Character and Hold-Crisis. In the second survey, we further examined the influence of sunshine leadership on employee job satisfaction and organizational Commitment mediated by Leader-member exchange(LMX). The results show that the sunshine leadership is a good predictor of employee's work behavior，which had positive effects on both job satisfaction and commitment. Our Research extends theory of leadership by providing a cross-cultural perspective and framework to understanding how organizational context may interact with individual dispositions to affect the effectiveness of leadership in China. Implications for practice and future research are discussed.

Studien hade som syfte att studera hur ledare inom ett specifikt företag uppfattar sitt eget ledarskap vilket analyseras utifrån ett teoretiskt perspektiv om värdebaserat ledarskap. Syftet operationaliseras genom att behandla frågeställningarna hur företagets ledarna uppfattar sitt eget ledarskap utifrån ledarskapsmodellen på företaget samt hur värdebaserat ledarskap tar sig i uttryck på företaget. Studiens empiri samlades in genom kvalitativa, internetunderstödda, semistrukturerade intervjuer. Urvalet bestod av åtta ledare på företaget och var i första steget ett bekvämlighetsurval som transformerades till ett snöbollsurval. Företaget är en del av en global koncern inom persontransport där vi studerade verksamheten i Sverige. Intervjuerna transkriberades och materialet kodades utifrån temana egen uppfattning av ledarskap, ledarskapsmodellen generellt, specifika förmågor från ledarskapsmodellen och användningsområden för ledarskapsmodellen. Tematiseringen i resultat och analys utgick från studiens två frågeställningar. Resultatet visade att ledarnas egna uppfattningar om sitt ledarskap överensstämde i stort med egenskaperna i ledarskapsmodellen samt att värdebaserat ledarskap framförallt tar sig uttryck genom självutveckling och medarbetarsamtal. Empirin påvisade att ledarskapsmodellen påverkar beteenden hos ledarna eftersom respondenternas utsagor om sitt eget ledarskap härleds till egenskaperna i modellen. Värdebaserat ledarskap tar sig uttryck på företaget genom företagets ledarskapsmodell, ledarnas utsagor och hur de använder sig av modellen i olika kontexter. / The purpose of this study was to examine how leaders within a specific company perceive their own leadership, which is analyzed from a theoretical perspective on values-based leadership. The purpose is operationalized by addressing the issues of how the company's leaders perceive their own leadership based on the leadership model of the company and how values-based leadership manifests itself within the company. The study's empirical data were collected through qualitative, internet-supported, semi-structured interviews. The selection consisted of eight managers at the company and was in it’s first step a convenience sampling that transformed into a chain sampling. The company is part of a multinational corporate group active in the passenger transport industry where the study focused on the business in Sweden. The interviews were transcribed, and the material was coded on the basis of the managers perceptions of leadership, the leadership model in general, specific traits in the leadership model, and areas of use for the leadership model. The thematization of results and analysis was based on the study's two issues. The result showed that the managers own perceptions of their leadership were in line with the characteristics of the leadership model and that values-based leadership was expressed mainly through self-development and staff appraisal. The data demonstrated that the leadership model influences the behavior of leaders because leaders' statements about their own leadership are derived from the characteristics of the model. Values-based leadership is expressed by the company through the company's leadership model, leaders' statements and how they use the model in different contexts.

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Leadership is a problematic topic at universities and it is therefore difficult to isolate a leadership theory that is applicable to Heads of Department (HODs). The manner in which HODs construe their leadership roles is the focus of this research project and the study is conducted from a constructivist perspective The university context in which HODs lead is explored in the literature overview. Definitions of leadership, general leadership theories and leadership issues in academe are investigated. The research findings are integrated into a leadership model for HODs, consisting of constructs (leadership behaviours, actions and values) and elements (leadership situations). The following contributions are made by the study: * The variety roles an HOD has to fulfil is confirmed by the study. However, this study indicates that leadership is interwoven with everything an HOD undertakes. * HODs construct their roles uniquely, but in general terms most HODs consider academic and scholarly work (own and that of the department) as part of the leadership role they fulfil. Leadership at HOD level at university incorporates both managerial and leadership ideas. * HODs consider their leadership environment to have qualities of the following known university environments: collegial, enterprise, bureaucratic and corporate. * This study identifies eight leadership themes with reference to the leadership role of an HOD at university; providing academic guidance, being a figurehead, determining the strategy and positioning the department, liaising with internal and external stakeholders, being a change agent, being a general manager, and being involved in student and staff relations. The following leadership themes can be added to the current body of literature: being a figurehead, own scholarly profile, as well as being involved in staff and student relations. Leadership at academic departments is at the heart of everything in which an HOD is involved. Leadership is thus becoming indispensable at academic departments at university. / Industrial & Organisational Psychology) / D. Com. (Consulting Psychology)