Vårt syfte med denna uppsats har varit att öka vår förståelse för om, och i så fall hur, ledarskap skiljer sig åt mellan idrottsorganisationer och näringsliv med fokus på ledare och spelare/medarbetare. Uppsatsen har en kvalitativ ansats med semi-strukturerade intervjuer, där både ledare och spelare/medarbetare från båda organisationer intervjuats. Ledarskapen har jämförts med hjälp av The Full Range of Leadership av Bass & Bass (2008) samt The Self- Determination Theory av Ryan & Deci (2000). Våra resultat visar att ledarskapet skiljer sig åt på flera punkter, däribland mål, konflikthantering, feedback och motivation. Vi fann även likheter som bestrider tidigare forskning.

The study’s primary research interest is in the area of leadership and creativity. Investigating the literature indicates that there is a gap in knowledge regarding the effect of the Full Range of Leadership styles, especially the influence of transformational leadership on employees’ creative performance. Examining this relationship in different sectors (for example: public government sector); in different cultures (for example: Arab Islamic culture); and from multi-perspectives (for example: leaders and employees) is strongly encouraged by research. The Omani civil service sector was used as a case study, thus the aim of the study was to investigate the degree to which Omani civil service managers practised the Full Range of Leadership styles to influence employees’ creative performance. The study set six objectives which provided the foundation for the structure of the study and the way its research questions were formulated. Accordingly, the study methodology was designed in a way that points towards the achievement of the study objectives. The study adopted a mixed-methods research approach by combining survey questionnaires with semi-structured interviews. This triangulation technique was utilized to enable more accurate investigation and allow in-depth coverage of the issues examined. The probability sampling method as represented by the random sampling technique was adopted for this study and applied to the two groups of managers and employees. The total size of the managers’ sample was 269 participants, while the employees’ sample was 371 participants. In addition, 15 semi-structured interviews were conducted to supplement the quantitative results. The results of this study show that the Omani managers are performing both transformational and transactional leadership styles. Examining the relationship, the study confirms that there is an overall statistically significant relationship between managers’ use of transformational and transactional leadership styles and employees’ creative performance from both managers’ and employees’ perspectives. The results also reveal that Omani managers are infrequently practicing passive/avoidant leadership style and that this style does not contribute to the employees’ creative performance. Further, the study demonstrate that Omani managers’ personal characteristics have a slight effect on managers’ perceptions towards transformational leadership styles and do not have any impact on their perceptions toward employees’ creative performance. Finally, this study contributed to knowledge in several areas where scholars who are interested in investigating the relationship between leadership and creativity will find it valuable.

Sammanfattning Syfte och frågeställning - Studien undersöker hur tränare inom barn- och ungdomsfotbollen i Stockholm leder sina adepter i träning. Forskningsfrågorna lyder: Vilka ledarskapsbeteenden tillämpar tränare inom barn- och ungdomsfotbollen under pågående träning? Vilka typer av frågor använder tränarna och på vilka sätt utövas feedback/återkoppling? Vilka praktiska ledarskapsbeteenden kan identifieras i olika teorier om ledarskap?  Metod - I detta arbete genomfördes en etnografisk observation av tio fotbollstränare i åtta olika pojklag mellan tio och 19 år. Både träningen och tränarens röst spelades in. Tränarnas beteenden summerades i en tematisk analys för att ta reda på mönster i ledarskapet.   Resultat - Resultaten visar fyra tematiska områden av tränarnas tillämpade ledarskap, nämligen tillämpning av frågor, tillämpning av feedback, gruppsamlingar och atmosfär. Frågor används i ledande syfte eller som öppna frågor medan feedback ges specifikt eller icke-specifikt. De tillämpade ledarbeteendena kan kategoriseras in i dem olika ledarskapsstilar i Full Range of Leadership modellen. Slutsats - Beroende på ledarbeteendenas kontext skiftar tränarna framför allt mellan transaktionellt och transformationellt ledarskap.  Abstract Aim – The study researches how coaches in child- and youth soccer in Stockholm lead their followers in practice. The research questions are:  Which coaching behaviors do coaches apply in child and youth soccer practices? Which types of questions do coaches use and how is feedback applied?  Which practical leadership behaviors can be identified in leadership theory?  Method - The applied method is an ethnographic observation of ten coaches in their practices in eight boys’ football teams between ten and 19 years of age. Both practice and voice were recorded and subjected to a thematic analysis of behavioral patterns.  Results - The results show four themes of coaches’ applied leadership. These are application of questions, application of feedback, group gatherings and atmosphere. Questions are used in a leading fashion or as open questions, while the type of feedback is specific or non-specific. The applied leadership behaviors can be categorized in the Model of the Full Range of Leadership. Conclusion - Depending on the context of the behavior coaches vary especially between transactional and transformational leadership.