Waging war against economic, political and social inequity, Highlander, founded in 1932 in Monteagle, Tennessee, near Chattanooga, served as a community-training center for southern industrial labor and farmers’ unions and as a major gathering place for black and white civil rights activists, even in those days when such activity was illegal. Teachers at Highlander believed in the capacity of people to educate and to govern themselves. Humanitarians or communitarians, those working at Highlander were concerned with the interrelated systems of class and race, which, they felt, consistently enabled a small segment of the population to exploit, dominate and oppress others. This work explores whether or not there was a factor in the Highlander pedagogy that encouraged activist involvement and delves into participant assessment of Myles Horton as a charismatic leader. Although a variety of sources mention Highlander School or Myles Horton, little material exists that examines the relationship, if any, between the pedagogy or methodology used at Highlander and the leadership that emerged from the workshops. This study endeavors to fill that gap by using historical records, interviews of participants and anecdotal evidence to reveal a connection between Highlander, activism and charismatic leadership.

This thesis seeks to present an interpretation of late Iron Age Scandinavian hall buildings as charismatic. Hall buildings need to be both “killed” and “buried” through being burned down and covered by clay coats, instead of just cleaned up and abandoned. This is due to the idea that charismatic objects need to be “killed” and “buried” either through being interred in a burial or through being deposited in for example wetlands. As a result of the Christianization, hall buildings ceased to be regarded as charismatic since only objects and buildings related to God is regarded as Charismatic in the Christian fate. Thus ceases the “killing” and “burying” of hall buildings as well. As case studies four hall building, two “king’s halls” and two “garrison halls”, have been selected from the province of Uppland in the Mälaren region of Sweden: Gamla Uppsala, Fornsigtuna and the Garrison on Birka.

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The purpose of this dissertation is to employ simulation modeling to test theories of group formation as they pertain to hate groups: groups whose hate ideology may or may not condone violent criminal behavior. As of 2010, there were 1002 hate groups known to be active in the United States. Previous examinations of hate groups have assumed formation. This dissertation uses simulation modeling to test Hamm's (2004) criminological theory of collective hate and Weber's (1947) socio-political theory of charismatic leadership. Simulation modeling is designed to create a computer simulation that simplifies people and their interactions to mimic a real world event or phenomena. Three different experiments were tested using five models of hate group formation. These experiments test the importance of personal and societal levels of hate in group formation and the influence of charismatic leadership. These experiments also tested hypotheses regarding the number of groups that form, the speed of formation and group size. Data to test these hypotheses was collected from fifteen thousand model iterations. All three models successfully generated hate groups. Hate groups were generated at all levels of societal hate. An in-depth understanding of how hate groups form may assist in slowing the proliferation of these groups and decreasing their appeal. / Criminal Justice

Jesus Christ instructed His disciples before His death to limit the preaching of the gospel to the ‘lost sheep of the house of Israel’ (Matt 10:6). After His resurrection, however, He broadened the scope of proselytizing to all: “Make disciples of all nations” (Matt 28:18-20). This meant that the gospel should be preached everywhere and to all peoples. This mandate has come to be known by Christians as the Great Commission. Since the 1970s a new wave of churches, commonly referred to as the charismatic churches, have come to be firmly established on the religious landscape of Ghana, West Africa. One of the most prominent is the Lighthouse Chapel International (LCI). Headquartered in Accra, the LCI is a large worldwide denomination that aggressively employs the agency of church planting in its attempt to facilitate the fulfilment of the Great Commission. This study enquires into the church planting activities of the Lighthouse Chapel International with the aim of documenting the processes, principles and strategies underlying the denomination’s mission. It is hoped that this empirical analysis of the LCI will benefit newer struggling churches, particularly those within the charismatic tradition,in their efforts to spread the gospel of Christ, while providing a new self-understanding that will carry the LCIitself into the future. The study employs a qualitative methodology through the review of some relevant literature, interviews with key informants (LCI ministers, non-LCI charismatic leaders, andnon-LCI leaders conversant with the LCI church planting model), together with collated views from focus group discussions and the results of a qualitative questionnaire. The literature review on the LCI relies primarily on the sermons and writings of Heward-Mills, the founder of the denomination, which have informed the strategies and other processes in the church’s missionary work and advancement. The study reveals that, overall, the LCI’s mission strategies, including the focused emphasis on church planting, lay ministry, administrative support systems, and use of permanent church halls, have combined to create a productive and robust church planting model in Ghana. The study concludes that the fulfilment of the Great Commission must be the main preoccupation of the charismatic churches in Ghana, and that the foremost strategy for achieving this is church planting. The study recommends the development of a wellthought-out biblical and theologically based mission strategy. Church planting will be enhanced by more effective use of lay people, appropriate attention to a doctrine of loyalty, efficient administrative support systems and the building of permanent church halls. Each network of churches ought also to appoint a missions department with a named director to ensure that the missional aspect of the work of the Christian church in Ghanaremains central in its planning and activities. / MA (Missiology), North-West University, Potchefstroom Campus in co-operation with Greenwich School of Theology, UK, 2014

Jesus Christ instructed His disciples before His death to limit the preaching of the gospel to the ‘lost sheep of the house of Israel’ (Matt 10:6). After His resurrection, however, He broadened the scope of proselytizing to all: “Make disciples of all nations” (Matt 28:18-20). This meant that the gospel should be preached everywhere and to all peoples. This mandate has come to be known by Christians as the Great Commission. Since the 1970s a new wave of churches, commonly referred to as the charismatic churches, have come to be firmly established on the religious landscape of Ghana, West Africa. One of the most prominent is the Lighthouse Chapel International (LCI). Headquartered in Accra, the LCI is a large worldwide denomination that aggressively employs the agency of church planting in its attempt to facilitate the fulfilment of the Great Commission. This study enquires into the church planting activities of the Lighthouse Chapel International with the aim of documenting the processes, principles and strategies underlying the denomination’s mission. It is hoped that this empirical analysis of the LCI will benefit newer struggling churches, particularly those within the charismatic tradition,in their efforts to spread the gospel of Christ, while providing a new self-understanding that will carry the LCIitself into the future. The study employs a qualitative methodology through the review of some relevant literature, interviews with key informants (LCI ministers, non-LCI charismatic leaders, andnon-LCI leaders conversant with the LCI church planting model), together with collated views from focus group discussions and the results of a qualitative questionnaire. The literature review on the LCI relies primarily on the sermons and writings of Heward-Mills, the founder of the denomination, which have informed the strategies and other processes in the church’s missionary work and advancement. The study reveals that, overall, the LCI’s mission strategies, including the focused emphasis on church planting, lay ministry, administrative support systems, and use of permanent church halls, have combined to create a productive and robust church planting model in Ghana. The study concludes that the fulfilment of the Great Commission must be the main preoccupation of the charismatic churches in Ghana, and that the foremost strategy for achieving this is church planting. The study recommends the development of a wellthought-out biblical and theologically based mission strategy. Church planting will be enhanced by more effective use of lay people, appropriate attention to a doctrine of loyalty, efficient administrative support systems and the building of permanent church halls. Each network of churches ought also to appoint a missions department with a named director to ensure that the missional aspect of the work of the Christian church in Ghanaremains central in its planning and activities. / MA (Missiology), North-West University, Potchefstroom Campus in co-operation with Greenwich School of Theology, UK, 2014

The Evangelical movement is a significant Christian movement in the life of the Zambian Nation and it is to this movement that the Pentecostal/Charismatic movement belongs. Undoubtedly this movement has become to be a vital player in enhancing the voice of hope and change that Evangelicals have trumpeted in the past twenty years. Emerging in the shadows of formidable established Christian movements such as the Evangelical fellowship of Zambia and Christian Council of Zambia, the movement is yet to consolidate itself as one of the influencing groups within the Evangelical movement. For this to happen, they has to be realization of the potential there is to become an agent of change in the Nation. In order to attain this, the movement needs introspection in their perception and involvement in socio-economic development and theological response to matters which affect communities they serve. This work endeavors to high light historical factors which have contributed to the development and growth of the Pentecostal/Charismatic movement in Zambia. Roles and contributions of the movement towards the Evangelical movement as well us short comings. / Christian Spirituality, Church History & Missiology / M. Th. (Missiology)

I investigated insecurity threat and its implications for employee leadership preferences. Preferences for three types of leadership style were examined: charismatic, relationship-oriented, and task-oriented leadership. It was anticipated that individuals’ salient work values would predict leadership preference more strongly after insecurity threat than under control conditions. Two different types of threats were investigated in comparison to a neutral control condition. Results showed that there were no statistically significant differences in leader ratings between threat conditions. My results suggest that threat does not significantly influence preference for charismatic or task-oriented leaders. Work values did not significantly predict a preference for a leadership type.

<p>The meaning of the word leadership is changing over time, and so is the role of the leader. Organisational labour is today required to be more self-governing as organisational tasks are moving towards a more flexible and independent nature. This requires a leadership able to inspire and motivate independent performance by acting as an inspirational mentor or coach (Bass and Riggio (2005). Those leaders and that style of leadership have many names, but in our research they are titled as Transformational and Charismatic leaders, as well as Super Leaders. Perhaps they are best described by using Vardiman et al (2006:97) own words: <em>“the most effective leaders teach others to be effective leaders of themselves and others."</em></p><p>Identifying, selecting and recruiting the right leader are a competitive advantage and an important success factor (Fernández-Aráoz et al, 2009). The objective of this thesis is therefore to gain knowledge in the manners present when charismatic and inspirational leaders with the ability to lead others to lead themselves are identified, recruited and selected. We judge gaining understanding in how to identify, attract, select, recruit and keep leaders with this special leadership style as a vital knowledge in today’s highly competitive business world.</p><p><p><p>This thesis approaches leader recruitment from both an external and internal perspective by conveying dialogues with recruitment consultants as well as with a HR-manager. The thesis further raises the question whether the inspirational and charismatic leadership style is appropriate in all type of organisations and here focus on organisational culture as a key determinant when recruiting leaders.</p></p></p>