Thesis (MTech (Business Administration in Project Management))--Cape Peninsula University of Technology, 2020 / This study aims to establish the essence of communication as a tool for effective project execution at selected construction sites in Cape Town, South Africa. There is increasing evidence that communication practices can play a significant role in accomplishing high quality construction projects. Communication has been precisely singled out as a foremost construction project management practice that can have an effect on successful project execution. Failure to convey the proper messages results in projects delay or project failure as the employees or subordinates will not be given the right instructions on what to do. Most companies that are involved in construction projects around Cape Town are failing to complete their projects in the given time, budget and scope due to poor communication. The general objective of the study was to determine if effective communication could lead to the success of construction projects in Cape Town. The study implemented descriptive and association research designs while the study population was drawn from construction a large company within the vicinity of Cape Town. The study used simple random sampling technique while the sample size was 80 employees and 10 managers. The study used questionnaires to collect data while. An excel data analysis tool was used to analyze quantitative data while data was presented using geometric techniques such as tables, bar-graphs and pie charts. The results of the study exposed that the relationship between construction project success and effective communication was significant. The study recommended that construction project companies should have strong and effective communication techniques.

The present study examined the role of one's own self-perceptions of leadership in predicting both leadership prototypes and leadership perceptions of others. Additionally, this study explored gender differences in leadership prototypes and perceptions of leadership. Participants completed a measure of their own self-perceptions of their leadership traits (i.e., sensitivity, intelligence, dedication, and dynamism) and an instrument that assessed their leadership prototypes (i.e., sensitivity, intelligence, dedication, and dynamism). Next, participants were presented with a 22 minute tape of four actors (2 male, 2 female) portraying mutual fund mangers in a simulated work setting. Participants then rated one male (Bob) and one female (Sue) actor on the specific leadership characteristics (i.e., sensitivity, intelligence, dedication, and dynamism) they exhibited on the tape as well as an overall assessment of leadership emergence and effectiveness. The results demonstrated that leadership prototypes mediated the relationship between self-perceptions of leadership abilities and ratings of leadership characteristics for Bob and Sue. It was also found that the match between perceptions of Bob and Sue and an individual's leadership prototype predicted overall ratings of leadership emergence and leadership effectiveness. Finally, the results from the present study suggested that men and women perceive leadership similarly. / Ph. D.

Submitted by Gustavo Moreira Tavares (gustavo.gmt@hotmail.com) on 2016-05-05T20:25:08Z No. of bitstreams: 1 Gustavo Tavares - MSc Thesis 2016.pdf: 1175635 bytes, checksum: 195b027ba9e3ef81b9ebb9753d2fcd73 (MD5) / Approved for entry into archive by ÁUREA CORRÊA DA FONSECA CORRÊA DA FONSECA (aurea.fonseca@fgv.br) on 2016-05-20T15:43:37Z (GMT) No. of bitstreams: 1 Gustavo Tavares - MSc Thesis 2016.pdf: 1175635 bytes, checksum: 195b027ba9e3ef81b9ebb9753d2fcd73 (MD5) / Approved for entry into archive by Marcia Bacha (marcia.bacha@fgv.br) on 2016-06-07T18:13:15Z (GMT) No. of bitstreams: 1 Gustavo Tavares - MSc Thesis 2016.pdf: 1175635 bytes, checksum: 195b027ba9e3ef81b9ebb9753d2fcd73 (MD5) / Made available in DSpace on 2016-06-07T18:13:27Z (GMT). No. of bitstreams: 1 Gustavo Tavares - MSc Thesis 2016.pdf: 1175635 bytes, checksum: 195b027ba9e3ef81b9ebb9753d2fcd73 (MD5) Previous issue date: 2016-04-28 / Although research on Implicit Leadership Theories (ILT) has put great effort on determining what attributes define a leader prototype, little attention has been given to understanding the relative importance of each of these attributes in the categorization process by followers. Knowing that recognition-based leadership perceptions are the result of the match between followers’ ILTs and the perceived attributes in their actual leaders, understanding how specific prototypical leader attributes impact this impression formation process is particularly relevant. In this study, we draw upon socio-cognitive theories to explore how followers cognitively process the information about a leader’s attributes. By using Conjoint Analysis (CA), a technique that allows us to measure an individual’s trade-offs when making choices about multi-attributed options, we conducted a series of 4 studies with a total of 879 participants. Our results demonstrate that attributes’ importance for individuals’ leadership perceptions formation is rather heterogeneous, and that some attributes can enhance or spoil the importance of other prototypical attributes. Finally, by manipulating the leadership domain, we show that the weighting pattern of attributes is context dependent, as suggested by the connectionist approach to leadership categorization. Our findings also demonstrate that Conjoint Analysis can be a valuable tool for ILT research.

The main purpose of the present study was to examine the leadership styles of Turkish middle-level managers and leadership prototypes of Turkish employees in terms of task-oriented and people-oriented behaviours. The secondary purpose was to investigate the effects of incongruence between actual and ideal manager perceptions on three important work outcomes: performance (task and contextual performance), job satisfaction, and organizational commitment (affective, continuance, and normative commitment). A total of 320 people working in a wide range of organizations (71 managers and 239 employees) filled out the questionnaire. Employees rated their actual managers&rsquo / leadership style and also their ideal manager&rsquo / s leadership style (i.e., leader prototype) in the same questionnaire, while the managers rated their own leadership style as well as their leadership style as perceived by their subordinates. Additionally, supervisory-rated performance and self-rated job satisfaction and organizational commitment levels of employees were obtained. Results indicated that self-reported leadership styles of Turkish managers were consisting of more people-oriented behaviours than task-oriented behaviours. On the contrary, employees perceived their managers as being more task-oriented than people-oriented. Ideal leadership style for the employees were comprised of higher levels of both task- and people-oriented behaviours than their actual managers. Incongruence between the actual and ideal manager perceptions of employees predicted job satisfaction levels of the employees only. The results are discussed together with the implications, strengths and limitations of the study. Some suggestions for future research are made.