This thesis examines the effects of the UGL course (Development of Group and Leader), a popular leadership training program in Sweden. The study analyzes differences in leadership styles, particularly transformational and destructive leadership, between leaders who have completed the UGL course and those who have not. Using a quantitative method, participants self-evaluate their leadership behaviors with the Developmental Leadership Questionnaire (DLQ). The results indicate that UGL participants report an increase in transformational leadership and a decrease in destructive leadership, although these changes were not statistically significant. The study highlights how self-awareness, a major component of UGL, can influence leadership quality. It also points to the need for further research with larger and more diverse sample groups to validate the results and establish statistical significance.

This study considers the ways in which congregational management contributes to maintaining the healthy church through the supporting role of supplying, monitoring and controlling the human, physical, financial, and informational resources needed to allow the pastors to lead the congregation-centred church to fulfil its mission. It was found that congregational managers help to prevent their churches declining into illhealth by helping the pastorate to retain current congregants and attract new ones through charisma. This requires them to first study, analyze and classify the major parts of the diverse congregation and surrounding community and then monitor them to foresee and forestall problems. They play multiple roles in efficient administration, asset management, targeted church adverting, human relations, risk management, project management, professional standards auditing and maintenance, community relations with all faiths, charity, mission, and, above all, customer relations. Recommendations are made for enhancing congregational management’s role in the healthy church. / Practical Theology / M.Th. (Practical Theology)

is imperative for the South African education system to produce youth who are empowered to grow to be leaders of integrity and courage. Student leaders (prefects) face an enormous challenge in trying to persuade peers to be motivated and self-disciplined. The student leaders need to understand themselves as well as their peers in order to make considered responses to their peers. The level of emotional intelligence of student leaders will determine the effectiveness of their response to fellow students (learners) and allow them to fulfil their leadership responsibilities effectively. Emotional intelligence leadership (EIL) profiles were obtained from an emotional intelligence leadership questionnaire, followed by semi-structured interviews which explored the role of emotional intelligence in student leadership. These research techniques allowed the researcher to gain insight into each student leader’s level of emotional functioning as well as to identify emotional intelligence leadership skills that needed to be developed further. The importance of providing training and opportunities to practise leadership skills at school was emphasized. / Teacher Education / M. Ed. (Educational Management)

Teachers' perceptions of leadership are often based on the leaders' behavior, and what leaders model daily. The problem in this case study was that teachers' perceptions of school leadership were not well enough understood to leverage as a tool for school improvement. The purpose of this study was to explore how teachers' perceptions of school principal's leadership style, and behavior affect school culture. The conceptual framework was based on literature of 3 key dynamics: leadership styles, and approaches, school culture, and influences of leadership on teachers' perceptions of school culture. The primary research question explored how teachers' perceptions of school leadership style, and behavior influenced the culture, and work of the school. Purposeful sampling was used to recruit 15 elementary, middle, and high school teachers from across the United States who taught during the 2014-2015 school year. Data were collected using email interviews, and surveys. Data were coded using computer assisted data analysis and analyzed for themes using an inductive process. Emergent themes for school culture were identified as collaboration, teacher support, and professionalism. Leadership themes included equity and fairness, communication, and trustworthiness. Results suggest that teachers' perceptions of school principals influenced school culture and affected teacher's work. As a result, training is recommended for school leaders in the areas of ethics, professionalism, and school culture. Implications for social change are that leadership staff may become more knowledgeable and influence the teachers' perceptions of school leadership, thereby promoting school culture, resulting in improved student achievement, profiting both the community, and society.

The purpose of this study was to examine the self-perception of leadership styles of practicing female superintendents in Texas and how their preferred leadership style affected their performance. The study posed the following questions:(1) What are the preferred leadership styles of the practicing female superintendents in Texas as measured by Bolman & Deal’s (2003) four frames of leadership? (2) What are the predominant behaviors that female superintendents in Texas identify within each frame of leadership? (3) How do the preferred leadership styles and behaviors influence the superintendents’ every day performance? This study was relied on a mixed method approach, quantitative and qualitative. The quantitative component involved surveying 50 female superintendents, using the Leadership Orientations (Self-Report) survey (Bolman & Deal, 1990). The qualitative component included a semi-structured interview which asked follow up questions with six selected female superintendents (two from rural, two from suburban, and two from urban districts) who consented to the interview regarding the influence of their leadership preferences. The findings suggest participants’ preferred leadership style relates to the Human Resource frame which include: being an inspirational leader, utilizing interpersonal skills, making good decisions; as well as, coaching and developing people. Findings also suggest that predominant behaviors include: supporting others, building trusting relationships through collaboration, and being participative. The preferred leadership styles and behaviors’ influence on female superintendents’ everyday performance resulted in embracing collaboration, being transparent, sharing a vision, being passionate, and building trusting relationships. Additionally, beliefs and behaviors that lead to success include: being honest, depersonalize the situations, education makes a difference, adopt flexibility, and power to make decisions. The characteristics that lead to success are: being spiritual, being organized, being committed, and willing to help others. Furthermore, the following advice was offered: learn to cope with high level of visibility, become knowledgeable of the district’s needs and characteristics, and develop a professional image. Finally, implications for aspiring female superintendents, superintendent preparation programs and school boards members are also presented. / text

Women form a critical component of the workforce of South Africa. Therefore the issue of retaining women should be a strategic priority for organisations. This study focused on identifying general retention factors for women in a higher education institution. The research also examined the retention of women from two distinct leadership perspectives: how different leadership styles of managers and the presence of leadership opportunities for women could affect their retention. A cross-sectional quantitative research approach was followed. A non-probability simple random sample was drawn from permanent female staff at a higher education institution. Through the process of exploratory factor analysis, six retention factors were identified, namely unique needs, growth, recognition, work conditions, relationships and support. Correlation and regression analyses were conducted. The results indicated that various leadership constructs predicted the retention of women. Recommendations for retention strategies aimed specifically at women are suggested on the basis of these findings. / Business Management / M. Com.

Introduction: An interconnected world is impelling workforce composition towards cultural heterogeneity. Since leadership is a cultural construct, leaders should display those styles that enable them to function effectively in culturally varied conditions. Cultural intelligence could assist leaders in this respect. Purpose: To investigate the role cultural intelligence plays in the leadership style (empowering and directive leadership) and leadership effectiveness domain, so as to aid leader selection and development. Method: A systematic review of the cultural intelligence literature, coupled with content and thematic analysis, allowed for the knowledge to be organised per the concept, definition and truth statement (validated hypotheses) elements of the general body of scientific knowledge framework. Correlation and regression analysis of cross-sectional survey data, from 1140 respondents, were used to assess relationships between leader cultural intelligence, leadership styles (empowering and directive) and leadership effectiveness. Results: Nine concepts associated with, and 24 different definitions of cultural intelligence, were identified. Sixty percent of hypotheses on cultural intelligence have been confirmed as truth statements. The relationship between leader cultural intelligence and empowering leadership demonstrated a large practical effect. This relationship was underpinned primarily by metacognitive and motivational cultural intelligence. The relationship with directive leadership carried a medium practical effect, and was strongest at the motivational and cognitive cultural intelligence levels. The part played by subordinates’ cultural identity in the display of empowering and directive leadership by culturally intelligent leaders was insignificant; rather, leader cultural intelligence was the dominant informant of these leadership styles. Finally, leader cultural intelligence did not impact the relationship between empowering leadership and leadership effectiveness. Although it did negatively affect the directive leadership and leadership effectiveness relationship, the moderation had no practical effect. Conclusions: The concepts associated with cultural intelligence are: accomplishment, culture, expatriates, experience, fit, intelligence, motivation, supervision and training. Cultural intelligence definitions remain mostly based on those of the seminal authors. The majority of truths cover just six themes. Leadership style (empowering and directive) is a function of leader cultural intelligence. Although leader cultural intelligence extends beyond subordinates’ cultural identity in predicting empowering and directive leadership, it does not influence their relationships with leadership effectiveness. / Graduate School of Business Leadership (SBL) / D.B.L.

This study considers the ways in which congregational management contributes to maintaining the healthy church through the supporting role of supplying, monitoring and controlling the human, physical, financial, and informational resources needed to allow the pastors to lead the congregation-centred church to fulfil its mission. It was found that congregational managers help to prevent their churches declining into illhealth by helping the pastorate to retain current congregants and attract new ones through charisma. This requires them to first study, analyze and classify the major parts of the diverse congregation and surrounding community and then monitor them to foresee and forestall problems. They play multiple roles in efficient administration, asset management, targeted church adverting, human relations, risk management, project management, professional standards auditing and maintenance, community relations with all faiths, charity, mission, and, above all, customer relations. Recommendations are made for enhancing congregational management’s role in the healthy church. / Philosophy, Practical and Systematic Theology / M.Th. (Practical Theology)

is imperative for the South African education system to produce youth who are empowered to grow to be leaders of integrity and courage. Student leaders (prefects) face an enormous challenge in trying to persuade peers to be motivated and self-disciplined. The student leaders need to understand themselves as well as their peers in order to make considered responses to their peers. The level of emotional intelligence of student leaders will determine the effectiveness of their response to fellow students (learners) and allow them to fulfil their leadership responsibilities effectively. Emotional intelligence leadership (EIL) profiles were obtained from an emotional intelligence leadership questionnaire, followed by semi-structured interviews which explored the role of emotional intelligence in student leadership. These research techniques allowed the researcher to gain insight into each student leader’s level of emotional functioning as well as to identify emotional intelligence leadership skills that needed to be developed further. The importance of providing training and opportunities to practise leadership skills at school was emphasized. / Teacher Education / M. Ed. (Educational Management)

Scouting is a lifestyle. Scouts are mates, friends and the community of people who share similar values. Growing up in a scout section is to seize the chance to live fully, to be active and find their own place in the world. Scouting is an offered opportunity for developping not only themselves but also their surroundings. Scouts try to create a better world by taking their lives into their own hands. Scouting works universally on the personality development of children and young people, through games, experiences, activities and other work. The aim of this work is to explore the issues shaping the social climate in scout sections in relation to the leadership style of the group. The theoretical part provides general information about scouting, pedagogical - psychological aspects of social groups, group leadership styles, influences on the formation of the social climate in the group with regard to the specificity of the scout groups. The empirical part shows leadership styles group care centers in a scout camp in the center cup and what their relationship to the social climate of the scout groups and raids is.