Disengaged employees and leaders lacking the skills to engage their employees account for an estimated $300 billion annual loss through lowered productivity. This study focused on a leader's understanding of employee engagement as a means of increasing productivity. Utilizing the theory of leadership styles and expectancy theory for the conceptual framework, this descriptive study explored strategies small business leaders have used to develop effective leadership styles to improve workplace engagement. Interviews with a purposive sample of 20 highest-ranking executives at small businesses with between 50 and 250 employees in the Mid-Atlantic region of the United States were analyzed using the modified van Kaam method to identify themes. The analysis of leaders' actions regarding strategies for overcoming barriers to employee engagement indicated a strategic need for meetings, open and candid communication, and more dedicated time to employees to avoid disengagement. The exploration of these strategies provides insight that organizational leaders could use to implement effective practices. The results of this study could contribute to social change by facilitating proactive recognition by organizational leaders of strategies for overcoming barriers preventing the adoption of a more effective leadership style. These contributions could assist leaders in reducing bureaucratization and shifting attitudes from impersonal judgment and extreme separation to engaging employees. These shifts could result in improving the employees' outlook on their future at their respective organizations, which may, in turn, positively impact their relationships with their families and communities.

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Purpose: The purpose of this paper is to explore the impact leadership and teaching styles have on student engagement in higher education institutions in Sweden. Additionally, this study aims to examine how the Covid-19 pandemic and the emergence of digital technologies have impacted student engagement. Finally, we aim to provide recommendations for universities to enhance student engagement. Method: This thesis uses a qualitative method in the form of a case study and the primary data is collected through semi-structured interviews with a variety of students and teachers. To interpret and analyze the information we conducted a thematic analysis by coding all the necessary information.  Conclusion: It can be concluded that leadership styles and teaching styles significantly impact student engagement. Both the students and teachers showed that an interactive and variety of teaching methods in combination with feedback and an engaging leadership style keep the students motivated and engaged with their studies at university. Finally, the model related to student engagement seems to be relevant and provides a prompt visual representation that explains it rather accurately and is easy to understand.

The purpose of this dissertation is to help explain how and why two revolutionary national leaders of Cambodia–Lon Nol and Pol Pot, particularly the latter–had spectacular failures and became pseudotransformational leaders. It aims to build a proposition or theory that revolutionary leaders in the public sector, particularly of undemocratic regimes, tend to become pseudotransformational leaders when a) they lack certain components of emotional intelligence (EI) and/or b) adopt certain leadership styles and use them inappropriately. The author used a mixed methods comparative case study with the quantitative method nested in the qualitative one. He collected empirical data from a quantitative questionnaire survey and qualitative individual interviews and other print and audio-visual data from various primary sources, including the Documentation Center of Cambodia (DC-Cam) and the Extraordinary Chambers in the Courts of Cambodia (E), as well as from secondary sources such as books and articles. The author administered the survey to a sample of over 400 Cambodian participants from different socio-economic and political backgrounds and sectors and conducted individual in-depth interviews with 38 participants selected from the sample. Overall, this study’s findings tend to support the proposed theory, albeit with some limitations. In the main, both Lon Nol and Pol Pot were coercive and authoritative leaders. Only Pol Pot was a pacesetting leader. Both leaders severely lacked emotional intelligence, especially the domain of self-awareness. This dissertation makes some contribution to the existing literature on leadership in general and bad leadership in particular and, more specifically, on the two leaders’ leadership qualities, in that it proposes a linkage between leadership ineffectiveness or failures and lack of emotional intelligence and improper use of leadership styles. The practical implications or lessons drawn from the dissertation include the following. First, a national leader’s distance or isolation from the masses can undermine her or his emotional intelligence and/or leadership effectiveness. Second, national/public interest should take precedence over the leader’s other interests and partisan politics. Third, a leadership team of friends or cronies is, more often than not, harmful to quality decision/policy making and administration because it tends to foster groupthink.

The general purpose of this study was to determine the impact that the match of mentor and mentee had on the success of the mentoring relationship. The leadership style of the mentor and the reporting style of the mentee were determined and effectiveness of the match was determined. This was done in order to determine the impact of the match between mentor and mantee on the quality of the mentoring relationship. The study was conducted within a local government milieu with a sample of 34 mentors and 40 mentees, thus a total of 40 mentoring pairs. These participants were all part of a formal mentorship programme within the organisation. The findings indicated that when leadership and reporting styles of mentoring pairs are complementary it will not have a significant effect on the success of the mentoring relationship. It furthermore suggests that careful consideration should be given in selecting participants before initiating mentorship programmes. / Industrial and Organisational Psychology / M.A. (Industrial Psychology)

Syftet med denna studie är att undersöka hur några damfotbollsspelare i Mellansverige upplever hur deras manliga respektive kvinnliga tränare utövar sin kommunikation och sitt ledarskap. Urvalet i studien består av 4 damfotbollsspelare med erfarenheter av kvinnliga och manliga fotbollstränare på en nivå mellan Damallsvenskan – Division två. Tillvägagångsättet för datainsamlingen är en kvalitativ intervjustudie med halvstrukturerad karaktär. En induktiv analysmetod används för att analysera data.   Resultatet från studien visar att uppfattningen från de spelare som har erfarenheter av kvinnliga respektive manliga fotbollstränare inte skiljer sig nämnvärt i uppfattningen om ledarskapsstil. De upplevda skillnaderna som spelarna beskriver är individuella skillnader mellan de olika tränarna. Således finns inte den skillnaden mellan kvinnliga och manliga tränare. Resultatet i studien visar att spelarna föredrar en tränare som är tydlig i sitt ledarskap. Öppenhet och dialog hos tränarna är högt prioriterat av spelarna. Vilket kan tyda på att spelarna i studien föredrar ett mer demokratiskt ledarskap, än ett auktoritärt ledarskap. Slutsatsen från studien är att de upplevda erfarenheter från damfotbollsspelarna av kvinnliga respektive manliga fotbollstränares ledarstil inte är genusrelaterat. / The purpose of this study is to investigate how some women football players in Central Sweden experience how their male and female coaches exert their communication and leadership. The selection in the study consists of 4 women's football players with experiences of female and male football coaches at one level between Damallsvenskan-Division Two. The methodology for data collection is a qualitative interview with semi-structured nature. An inductive analysis method is used to analyze data. The result of the study shows that the perception of the players who have experiences of female and male football coaches does not differ significantly in the perception of leadership style. The perceived differences that the players describe are individual differences between the different coaches. Thus, there is no difference between female and male coaches. The result of the study shows that the players prefer a coach who is clear in the leadership. Openness and dialogue with the coaches are highly prioritized by the players.Which may indicate that the players in the study prefer a more democratic leadership then an authoritarian leadership. The conclusion from the study is that the experience of the women's football players of female and male football coach leadership styles is not gender-related.

5 TITLE: Comparison of the terms of management and leadership AUTHOR: Jitka Vlková DEPARTMENT: Education Management Center SUPERVISOR: Mgr. Irena Lhotková, Ph.D. ABSTRACT: The final study deals with the issue of management - in terms of managing an organization, and with the issue of leadership - leading people. The theoretical part will clarify both particular terms: management and leadership in the first place. This part is based mainly on literature. This issue follows from a current problem, which is the fact that directors understand the role of leading people less important than the role of managing organization, or they marginalize this role for lack of time and pay more attention to economic and administrative work. Then, there is a problem to lead a nursery school. 6 Work with people is often disregarded and underestimated in schooling; most of schools is managed too much, and, on the other hand, there is a lack of leadership. This thesis follows results of Věra Fantová's research study from 2004. This research study confirmed that manager activities predominate over pedagogical activities. The study proved that directors are often burdened by frequently changed legislation, they have lack of time for pedagogical leading of school, and united school directors worry about leading people. We all know...

The purpose of this study was to analyze select factors that impact teacher morale within the learning setting of two independent public charter schools by focusing on teacher autonomy, teacher evaluation, teacher resource support, teacher collegiality, and teachers’ perception of administrative leadership styles. The findings of this study will inform both local and national leaders in regards to variables that affect teacher morale; and thus, teacher shortage. Furthermore, this will provide guidance for current trending methods of teacher retention, which will improve the performance of advantage and disadvantage schools alike. Quantitative data points were the primarily source used to synthesize and compile data to identify emergent themes. The findings of this study concluded that there were moderate positive significant relationships between teacher morale and teacher evaluation; teacher morale and teacher autonomy; teacher morale and teachers’ perception of administrative leadership style within an independent public charter school setting.

Ämnet ledarskap och ledarskapsstilar kan vid en första anblick ses som ett klart och tydligt begrepp som är enkelt att förstå. När man sedan applicerar dessa begrepp inom ramen för ideell verksamhet kan det också verka enkelt. Detta är dock inte fallet när man fördjupar sig i ämnet och börjar inse att ledarskap är ett komplext begrepp som innefattar en mängd olika saker och skilda teorier kring ledarskapsstilar som anpassar sig bäst i olika situationer. Röda Korset är en av många ideella verksamheter i Sverige och är en av det få ideella organisationer i landet som har en egen ledarskapsutbildning, där ledarskapet utifrån deras vision sprids och lärs ut. Intresset fångade oss när vi inom ramen för ledarskap, ledarskapsstilar samt ideell verksamhet ville se hur Röda Korsets ledarskapsutbildning utformats samt vilken ledarskapsstil de förmedlar. Ledarskapsstilen är inget självklart och uttalas inte i ord utan är mer en verkan av hur man vill att någonting skall ledas, och hur vill en ideell verksamhet ledas och av vem, är en fråga vi då ställt oss. Studien utgår ifrån den teoretiska referensramen att finna den ledarskapssyn som Röda Korset förmedlar genom sina kurser för ideellt ledarskap.Syftet med studien är att genom en granskning av kurslitteratur använt av Röda Korset, skapa förståelse för organisationens värderingar utifrån dess ledarskapsutbildningar. För att uppfylla vårt syfte har två utav Röda Korsets utbildningar inriktade mot ideellt ledarskap undersökts.Slutsatser som vi kommit fram till är att Röda Korset och dess utbildningar inom ideellt ledarskap borde inrikta sig mot en mer fokuserad utbildningsform. Där ledarskapet beskrivs utifrån alla dess delar men där det situationsanpassade ledarskapet utgör kärnan i teoribildningen.

Esta pesquisa investiga a relação entre estilo de liderança, definição de uso do sistema de controle gerencial (SCG) e inovação tecnológica. Fundamentado nas lideranças transformacional e transacional (Bass, 2008) e no modelo de alavancas de controle de Simons (1995a), este estudo explora o estilo de liderança como um antecedente da definição de uso do sistema de controle gerencial e o papel de seus diferentes tipos de uso (sistemas de crenças, interativo, diagnóstico e de restrições) na inovação tecnológica. A partir de um levantamento realizado com questionário eletrônico, os achados obtidos geram contribuições relevantes para a pesquisa em controle gerencial, ainda que não possam ser atribuídos de maneira generalizada, mas sim em relação a uma amostra de 164 empresas, a maioria de grande porte. Com emprego da técnica de modelagem de equações estruturais, foram encontradas evidências de que a liderança transformacional é um antecedente do uso interativo do SCG e do sistema de crenças. Este achado demonstra que o líder transformacional confere significado ao sistema de crenças e seu comportamento cria condições para que as informações geradas pelo SCG sejam revistas, questionadas e discutidas entre os membros da organização, favorecendo a identificação de estratégias emergentes. Os achados também indicam que os sistemas de crenças, interativo e de restrições influenciam positivamente a inovação tecnológica. Significa que três, dos quatro tipos de usos previstos por Simons (1990, 1991, 1995a), afetam a inovação, ou seja, as empresas que buscam inovar em seus produtos e processos devem investir: (i) na comunicação de valores e objetivos relacionados à inovação, (ii) em discussões que envolvam diferentes áreas e membros do negócio, considerando inclusive a possibilidade de interagir com agentes externos à empresa, e ainda, (iii) no estabelecimento de limites que especifiquem um campo de ação para os colaboradores, fornecendo foco e gerando condições para que as ações pretendidas sejam desenvolvidas. Os achados também confirmam que o setor econômico influencia a inovação tecnológica. Não foram obtidas evidências empíricas que suportem a hipótese de que a liderança transacional seja um antecedente da definição de uso dos sistemas diagnóstico e de restrições. Esperava-se que a liderança transacional tivesse influência, de alguma forma, sobre tais sistemas pelo fato de suas propostas serem condizentes com uma perspectiva de gestão mais rígida. Contudo, para a amostra analisada, isso não foi confirmado. A hipótese de que a definição de uso do sistema de controle diagnóstico influencia positivamente a inovação tecnológica também não foi confirmada, sugerindo que a inovação não está plenamente integrada ao SCG das organizações pesquisadas. Este achado indica que as empresas precisam melhorar seus modelos de gestão para que possam formalizar metas e objetivos específicos sobre inovação e identificar desvios em relação à estratégia pretendida. Em síntese, esta pesquisa expande o conhecimento sobre controle gerencial indicando as formas que as organizações fazem uso do SCG para promover a inovação e obter renovação estratégica. / This research investigates the relationship between leadership style, definition of management control system (MCS) use and technological innovation. Based on transformational and transactional leadership (Bass, 2008) and on the Simons\' (1995) levers of control model, this study explores leadership style as an antecedent of the definition of management control system use and the role of its different use types (beliefs, interactive, diagnostic and boundary systems) on technological innovation . From an electronic questionnaire survey, the findings obtained generate relevant contributions in management control research, even though they may not be assigned a generalized way, but in relation to a sample of 164 organizations, mostly large. With use of the technique of structural equation modeling, evidence that transformational leadership is an antecedent of the interactive use of the MCS and beliefs system were found. This finding demonstrates that the transformational leader gives meaning to the belief system and his behavior creates conditions so that the information generated by the MCS are reviewed, questioned and discussed among members of the organization, facilitating the identification of emergent strategies. The findings also indicate that the belief systems, interactive and boundary positively influence technological innovation. It means that three of the four types of uses provided by Simons (1990, 1991, 1995a) affect innovation, in other words, organizations seeking to innovate in its products and processes should invest : (i) in the communication of values and goals related to innovation, (ii) in discussions involving different areas and members of the business, including considering the possibility of interacting with external agents, and also (iii) in the establishment of boundaries that specify a field of action for employees, providing focus and creating conditions for the intended actions to be developed. The findings also confirm that the economic sector influences technological innovation. No empirical evidence supporting the hypothesis that the transactional leadership as an antecedent of the definition of use of diagnostic and boundaries systems were obtained. It was expected that transactional leadership had influence in some way, on such systems because their proposals are consistent with the prospect of tighter management. However, for the sample analyzed, it was not confirmed. The hypothesis that the definition of diagnostic control system use positively influences technological innovation was also not confirmed, suggesting that innovation is not fully integrated into the MCS of the surveyed organizations. This finding indicates that companies need to improve their management models to enable them to formalize specific goals and objectives on innovation and identify deviations from the intended strategy. In summary, this study expands the knowledge in management control indicating the ways in which organizations use their MCS to promote innovation and obtain strategic renewal.