The focus of this thesis was to utilize the organizational action research process to formulate recommendations on how to develop a leadership system for managers within Mount Royal University (MRU). The following organizational action research question and sub questions guided the research: How can Mount Royal University support leadership development for individuals who are new to management roles? The sub questions were: What are the key leadership competencies? If new management roles have incorporated leadership into their practice, what would we expect to see? How will new management integrate leadership into their roles? The research data collected were from a series of focus groups with managers and senior managers. The four themes that encapsulated what is required for effective leadership development of MRU managers were, organizational understanding of leadership, leadership development, leadership community, and leadership culture. Research findings and relevant literature concluded that MRU needed a model to guide the desired leadership behaviors. Leadership behaviors require a supportive system with a flexible yet rigid leadership framework. In addition, vision, values and community would act to prepare managers for the change that leadership development required. The project recommendations reflected the need for MRU managers to explore, recreate, and define leadership. Specific leadership characteristics were identified within a competency framework. Recommendations linking leadership to MRU's Human Resources systems were made. Lastly, communities of practice and leadership resources were suggested as leadership support mechanisms for managers.

Este estudo teve como objetivo investigar como se configura o treinamento e o desenvolvimento de gestores no setor de telecomunicaÃÃes, segundo as prÃprias concepÃÃes de 6 destes participantes. Metodologicamente, organizou-se como uma pesquisa qualitativo-descritiva, que teve, como meio de recolher informaÃÃes e conhecimentos, a pesquisa de campo. Utilizou-se como instrumento a entrevista semi-estruturada na modalidade temÃtica. A investigaÃÃo, que foi realizada nas filiais das empresas operadoras de telefonia celular (A, B e C), nas cidades de Teresina, no PiauÃ, e em Fortaleza, no CearÃ, buscou conhecer, conforme a perspectiva dos gestores, as caracterÃsticas dos processos de treinamento e desenvolvimento de gestores nas organizaÃÃes do setor de telecomunicaÃÃes, averiguar os nexos entre o treinamento e o desenvolvimento de gestores, existentes nestas organizaÃÃes e as idÃias sobre esta temÃtica propostas pelos teÃricos, e analisar qual a relaÃÃo existente entre o treinamento e o desenvolvimento de gestores e suas estratÃgias organizacionais. Os autores bÃsicos utilizados neste estudo foram Milkovich e Boudreau. As anÃlises das entrevistas confirmaram os pressupostos e apontaram que, nas organizaÃÃes pesquisadas, o treinamento e o desenvolvimento de gestores realizados à assistemÃtico, fragmentado e mais centrado no adestramento tÃcnico; que o processo de treinamento e desenvolvimento de gestores, realizado nestas organizaÃÃes, diverge dos modelos propostos pelos teÃricos e que o treinamento e o desenvolvimento de gestores nÃo està alinhado Ãs estratÃgias organizacionais das referidas instituiÃÃes. / The objective of this study was to investigate the configuration of the training and development of managers in the sector of telecommunications according to the concepts of 6 participants. The methodology was organized as a qualitativedescriptive research. The field research was to collect information and knowledge using interviews half-structuralized in the thematic modality. The inquiry which was carried out in the branch offices of the cellular phone service companies (A, B and C) in the cities of Teresina, Piauà and Fortaleza, CearÃ, had as specific objectives to perform research in regards to the perspective of the managers, the characteristics of the training processes and development of managers in the organizations of the sector of telecommunications, to view the nexuses between the training and development of existing managers in these organizations and the ideas of these thematic proposals for the theoreticians and to analyze which was the existing relationship between the training and development of managers and the strategies of their organizations. The primary authors used in this study were Milkovich and Boudreau. The analysis of the interviews confirms the estimated ideas and points out that in the target organizations the training and development of managers carried through is not systematic, not continuous and more centered upon the training technician; that the process of training and development of managers carried through in these organizations diverge from the models considered by the theoreticians and that the training and development of managers is not lined up to the organizational strategies of the related institutions.