The leadership style found in government is usually diverse in nature, with the chain of command being top-down and focused on bureaucracy. There are some leadership styles that can adversely impact or vastly improve workplace performance. This descriptive phenomenological study was used to understand employee perceptions of leadership styles that affect their workplace performance. Bass's transformational leadership theory guided this study to explore how a supervisor's leadership style impacts an employee's workplace performance. The primary research question focused on positive and negative perceptions employees held related to supervisors' leadership behaviors and characteristics. The data collection was derived from in-depth interviews with 10 mid-level management employees aged 27 to 55 years of age, who are currently or were previously employed with a local government agency. Using Moustakas's method of data analysis, four primary themes were disclosed: (a) perceptions of three leadership styles, (b) insights on workplace performance, (c) observations of leader behaviors and characteristics, and (d) work ethics, indicating that a supervisor's leadership behaviors and characteristics do impact employees' workplace performance. The 4 primary themes indicated that participants preferred leader characteristics and behaviors associated with transformational leaders than they did with transactional or laissez-faire leaders. An organization's culture is influenced by leadership style, and consequently, leadership style affects an employee's workplace performance. The social change implications, as related to the findings, enable a leader to evaluate the perceptions of an employee's view of appropriate leadership styles that increases their workplace performance.

Introduction: Statistics show that a large number of companies struggle for their survival.About 20 % of the EU companies in all the different industries that were born in 2015 couldnot survive till 2016. More specifically, only less than half of the companies that were born in2011 are still active in 2016 (Eurostat, 2018). Moreover, corporate bankruptcies in Swedenincreased by 20 % in the years 2017 to 2018 compared to 2016 (Tillvaxtanalys, 2019 ).Therefore, the main challenge for managers is to consolidate short-term and long-termthinking, encourage visions while remaining focused on execution within employees. Problem background: While the current literature acknowledges both the importance oforganizational ambidexterity for companies’ survival, and the role played by managers todevelop ambidexterity, research on how to achieve such ambidexterity is still narrow.Moreover, the influence of the different leadership styles on contextual ambidexterity and itseffects on individuals have hardly been attended in the literature. Purpose: The purpose of this thesis is to develop an understanding on how leaders, throughambidextrous leadership styles, create a context that enables individuals to achieve contextualambidexterity. More specifically, this master’s thesis aims to define a conceptual frameworkthat shows the influence of the leadership styles on contextual ambidexterity Methodology: In order to answer our research question, a qualitative research was conductedwith a deductive approach. Eight Interviews, four managers and four employees, wereconducted in four project-based organizations within the software industry in Sweden. Findings: The key findings are that transformational leadership style was found to foster “trustand support” in social support, and “stretch” in performance management, while thetransactional leadership style was only found in discipline in the organizational context. Conclusions: This study shows how developing adaptability in an organization requiresmanagers to apply transformational leadership style to the social support dimensions of theorganizational context. On the other hand, developing alignment in an organization requiresmanagers to apply both transformation and transactional styles rather than transactional. Mangers also need to balance the intensity of their leadership styles as both styles need to be emphasized equally well.

Leadership—it is a difficult phenomenon to precisely define, and perhaps even more importantly, it is difficult to identify the effects thereof. In business, it is believed that leadership is important, that it really matters. There have been countless books written on the subject. There have been numerous researchers who have tried to debunk all the myths and rumors, using qualitative, quantitative, and mixed methods research strategies. Over time, leadership theories have changed. Theories that include trait- centered leadership, situational leadership, servant leadership, democratic leadership, Laissez-faire leadership, Theory X, Theory Y, and others have been well documented and researched. Transactional leadership and transformational leadership theories are fairly new concepts on the leadership landscape. Both have provided revolutionary ideas into the way leadership is viewed today. Industrial distribution is an integral component to the manufacturing industry. For many companies, in many different market segments, industrial distributors provide a channel to the market for their products. Therefore, the health and success of industrial distribution companies are critical for the overall strength of the U.S. economy. There has been little research conducted on the effect of leadership at industrial distributors, specifically at the branch level. So, does leadership really matter? This research attempts to quantitatively examine the benefits, or effects of, transformational and transactional leadership style on the success of industrial distributors, at the branch level. Using the Multilevel Leadership Questionnarie (MLQ), leadership data were gathered from both leaders and followers at the branch level of industrial distributors engaged in the sale of construction-related goods and services. Moderated multiple regression techniques were used to analyze the data collected on independent variables (transformational and transactional leadership), moderating variables (age, duration, education, and experience), and the dependent variables (sales and margin). The results of the analysis indicate that transformational leadership style has a statistically significant, positive relationship to year-over-year sales and margin.

Esta investigación tiene como finalidad determinar la correlación del estilo de liderazgo de los Directores en el clima laboral y desempeño de los funcionarios públicos del Ministerio del Interior. Se realizó una investigación cualitativa y cuantitativa con una muestra de 263 colaboradores distribuidos en las modalidades CAS y D.L. 276 que laboran en el Ministerio del Interior. El estudio estadístico ha sido utilizado para mostrar la correlación entre el liderazgo y las variables de clima y desempeño de los funcionarios públicos. Según las respuestas brindadas de los funcionarios públicos, el liderazgo predominante fue el transformacional seguido del transaccional con una media general de 3,948 y 3,873 respectivamente. Los resultados rechazan la hipótesis, es decir, si existe correlación entre el estilo de liderazgo, el clima laboral y el desempeño de los funcionarios públicos. Finalmente, se discuten las implicaciones para la práctica, y se sugiere mayor investigación para determinar la causalidad de la correlación entre el liderazgo, los objetivos del Plan Operativo Institucional del Ministerio del Interior, el clima laboral y el desempeño de los funcionarios públicos. / This research aimed to determine the correlation of the leadership style of Directors in the work environment and the performance of government officials from the Ministry of Interior. A qualitative and quantitative research was carried out with a sample of 263 employees that work in the Ministry of Interior divided over the CAS and D.L 276 modes. The statistical study has been used to show the correlation of the leadership with regards to the climate and performance variables of the government officials. According to the answers given by government officials, the prevailing leadership was the transformational one followed by the transactional one with an overall average of 3,948 and 3,873 respectively. The results reject the hypothesis, it means that there is a correlation between the leadership style, the work environment and the performance of public officials. And last but not least, the implications for the practice are discussed, and further research is suggested to determine the causality of the relationship among leadership, objectives of the Institutional Operational Plan of the Ministry of Interior, work climate and performance of government officials. / Tesis

Performance appraisals - a study of the performance appraisals significance as a tool for development in the public sector. Anders Larsson and Åsalill Olsson Performance appraisals have been given a central role in leading businesses in the public sector and are seen as a tool to create development opportunities and achieve better results. This has resulted that performance appraisal in many organizations takes up capacity and time. This was the starting point of our interest to study whether the time spent on performance appraisals effectively pays for itself in the organization, in other words whether the effects expected actually are achieved. The paper examines first line managers` views on staff appraisal purposes and effects of a function within the Landstinget. The survey design, methodology and transaction are of qualitative and quantitative method with three different sources: literature review of previous research, interviews with first line managers in Landstinget Västmanland and the results from an employee satisfaction survey conducted on behalf of Landstinget Västmanland. The result shows that the majority of first line managers` views on the purpose of staff appraisal are that they have a focus on the individual worker and the work environment and not to any significant degree is their purpose linked to the work place goals or to improve the performance of the organization. Keywords: leadership, performance appraisals, leadership styles, leader behavior, leader.

Titel: Tillbaka till framtiden. Det karismatiska ledarskapets återkomst. Nivå: C-uppsats i ämnet företagsekonomi Författare: Ulrika Lundmark & Violeta Jonsson Handledare: Lars Ekstrand Datum: 2011 – 05 Syfte: Syftet med uppsatsen är att visa det karismatiska ledarskapets former samt diskutera förutsättningarna för dess återkomst. Vi kommer också att diskutera dess för- och nackdelar. Mer specifikt söks svar på frågorna: Vilken är definitionen av framtidens karismatiska ledare? Hur ser ledarskapsidealet ut och varför? Finns det någon framtid för den karismatiske ledaren? Metod: Med hjälp av historiska exempel sökte vi efter det karismatiska ledarskapets särdrag. Undersökningen har genomförts genom läsning av olika skrifter om historisk och modern ledarskap. Uppsatsen grundar sig på en kvalitativ studie eftersom basen i undersökningen består av redan skrivet material men det finns inslag av kvantitativ studie där våra egna erfarenheter av olika ledarskaps typer har huvudrollen. Denna undersökning grundar sig på en analysmodell, analys av det historiska och dagens karismatiska ledarskap. Utifrån dessa perspektiv har vi försökt få oss en uppfattning om vilken typ av ledarskap, framtidens samhälle kan acceptera. Resultat & slutsats: Vår slutsats är att, beroende på var i samhället vi befinner oss, kommer vi att träffa olika slags ledare men att det karismatiska ledarskapet (en del av den) kommer att flätas ihop med en demokratisk organisation och möjligheten att en ny ledarskapstil tar form är stort. Rsultatet av studien redovisas i sista kapitlet som är slutsatsen. Förslag till fortsatt forskning: Av alla ledarskapstilar har vi begränsat denna studie till det karismatiska ledarskapet som vi tyckte var en fascinerande ämne. Det karismatiska ledarskapet är värt att studeras och dokumenteras mer detaljerat. Vi tror att en studie som går ut på att hitta de nyanser som eventuell kan förena den demokratiska ledarskapstilen med den karismatiska skulle vara intressant. Uppsatsens bidrag: Uppsatsen har bidragit till en ökning av vår egen förståelse om hur det karismatiska ledarskapet fungerar och öppnar porten för en mängd uppsatsmöjligheter för kommande studenter. Nyckelord: Ledarskap, ledarskapsstilar, historiska ledare, karisma, karismatiska ledare / Title: Back to the future. The return of the charismatic leadership. Level: Final assignment for Bachelor Degree in Business Administration Author: Ulrika Lundmark & Violeta Jonsson Supervisor: Lars Ekstrand Date: 2011 – 05 Aim: The purpose of this study is to show by means of historical examples how the charismatic leadership has acted on the world scene and discuss its possible return. More specifically we want answers to those questions: How we want to define the charismatic leaders in the future? What is the ideal leadership and why? Is there a future for the charismatic leader? Method: Using historical examples, we look for the charismatic leadership characteristics. The survey was conducted through the reading of various writings on historical and contemporary leadership. The essay is based on a qualitative study because the base of the study consists of already written material but there is an element of quantitative study in which our own experience of different leadership types has the lead role. This study is based on an analysis model, analysis of the historical and present-day charismatic leadership. From these perspectives, we have tried to get an idea of what kind of leadership, the future society can accept. Result & Conclusions: Our conclusion is that depending on where in society we are, we will meet with various types of leaders but to the charismatic leadership (part of) will be intertwined with a democratic organization and the possibility that a new leadership style takes shape is big.The results of the study will be presented in our last chapter, conclusions. Suggestions for future research: Of all the leadership styles, we have restricted this study to the charismatic leadership that we thought was a fascinating topic. The charismatic leadership is worth being studied and documented in more detail. We believe that a study about to find the nuances that make possible to reconcile the democratic leadership style with the charismatic leadership would be interesting. Contribution of the thesis: The essay has contributed to an increase in our understanding of how the charismatic leadership works and opens the door for a variety of essay options for future students. Key words: Leadership, leadership styles, historical leaders, charisma, charismatic leaders

As a result of globalization and increase interdependence of the world economies, people from different cultures are interacting more frequently. However, most problems and misunderstandings occur when members of one culture assumes that their own unconscious values and beliefs are equally appropriate in other cultures. Typically, this is more prominent in an international business setting where companies are increasingly operating outside their usual working environment and interacting more with people belonging to other cultures. Even though, there are a huge number of studies which have focused on assessing the behaviours prevailing in different cultures and countries, we have noticed that there is a lack of literature aiming to find the leadership behaviours and styles becoming prevalent when there is a shift from one culture to another. More specifically, we have observed that there is a theoretical gap in the literature for understanding the behaviours which leaders adopt when they move from a high power distance culture to operate in a country classified as low power distance. Additionally, even on the basis of the extensive literature review conducted, it has been noticed that there are no studies which have aimed to find out the reasons behind adopting the prevailing leadership behaviours and styles. To achieve the purpose of this study, a qualitative research design and semi structured interviews were conducted with twelve managers in two different companies. Typically, a French and a Japanese company (both classified with high power distance index) operating in Sweden (classified with low power distance index) were selected. The data was analyzed using grounded theory and appropriate coding (open and selective coding) was adopted to generate sub-categories and categories which would help to explain the phenomenon being studied. As a result of the analysis undertaken, we have found out that both companies belonging to the high power distance culture have adopted distinct leadership styles. Basically, the French company has adopted a directive leadership style owing to the increasing influence which it receives from the home culture whilst the Japanese company has adopted a participative leadership style. It has also been found that the prevailing leadership behaviours are because of a number of factors like; the management cultural beliefs, labour laws, local employees, decision making process, monitoring and supervision process and influence from the host culture.

Competitive environment in education, junior high school students with substantially reduced. If the junior high schools to be sustainable, the school must rely on cooperative efforts of all teachers and asked them to contribute their expertise to maintain the competitiveness of the school. This study focuses primarily on public junior high schools in Kaohsiung City, investigating the relationship among principal's transformational leadership behavior, teachers¡¦ job satisfactions and organizational commitment in kaohsiung Junior High schools. The rational and research structures of this study are literature review. Then it serves as the basis for designing research instruments. Survey method is used to examine 390 teachers in 39 junior high school teachers of Kaohsiung City, with 333 valid questionnaires returned. The following results are reached: 1. The more the principals focus on their transformational leadership, the better job satisfaction their teachers have. 2. The more the principals focus on their transformational leadership, the better organizational commitment their teachers have. 3. Higher degrees of the principal's transformational leadership and teachers¡¦s job satisfaction, in climate of organization boost organizational commitment from the teachers.

In the last twenty years, researchers could not fully reach an agreement of whether female and male leaders have similar or dissimilar leadership approaches. Nevertheless, there is a body of research driven with prophecies that women leaders have variant leadership styles.   This research is about women styles in leadership with focus on effective behaviours and qualities, as well as, the developed interpersonal skills adopted by a proportion of women leaders, which have positive impact on subordinates.    The study is conducted to generate my own understanding of some women perceptions of leading in a different way and the vindications of these perceptions. It is based on qualitative methods, deductive and inductive approaches are used for analysis.   Eight interviews was undertaken to complete the study. The interviewees were selected for the reason of being leaders who have experienced and practice leadership throughout their professions.   Last part of the thesis is not a summary of previous chapters but rather testing my fulfilment in answering the strategic main question. I will share my perception of women ways in leading. The reader would be introduced to the latest studies and horizons of the theme under study.

There is no further training in management in teacher education programs, which can create uncertainty among teachers in terms of management. According to the curriculum, the teacher should base it on a democratic approach, but how does it look in real life? The purpose has been to investigate how practicing teachers perceived management and their own leadership style, whether they made conscious choices and if so, whether they then had any purpose in their leadership style. Teachers' views of a good leader and how much influence students have on the teaching, enter into these issues. The survey is based on a qualitative research approach, based on interviews with four active teachers. Although observations were made they did not play any major role in this investigation. They did however provide me with an important context for the interviews conducted. The theoretical basis is drawn from Christer Stensmos books Leadership styles in the classroom and Classroom management. From these books, I have picked out what’s relevant for my essay and summarized it. The democratic and the authoritarian leader, six different leadership styles and their effect on the five dimensions of tasks Mr. Stensmo have written about, has been the foundation of this essay. These five dimensions are: control, motivation, grouping, individualization and planning. I have come to the conclusion that the interviewed teachers believed that their management has an important significance in the classroom, but the teachers, however, may be insecure in their leadership style. The majority of the teachers interviewed had not made conscious choices of leadership styles. One conclusion that has been drawn is that teachers can work with leadership issues, without being fully aware of them.