The purpose of this explanatory thesis is to study how leadership relates to innovation performance. The research findings aim to contribute to a deeper understanding of this relationship, and what actions management can take, in order to increase innovation performance. The thesis creates a model for the leadership stimulus influencing innovation performance. A survey was designed, based on the model, to assess the attitudes towards the studied parameters followed by the conclusive data processing, empirical findings, analysis, and conclusions. The stimulus used in the study was Visionary Leadership, Learning Organisation, Incentives and Resources spent on innovation.The originality and value that this paper adds, is to analyse the joint effects of different leadership dimensions with regards to innovation performance in one single study, and also make a compound correlation of these dimensions. The study validated the positive relationship between the compound leadership dimensions and innovation performance. Furthermore, the study shows that the strongest direct correlation was between visionary leadership and innovation performance as well as between learning organization and innovation performance. However, the research could not establish any clear relation either between incentives and innovation performance, nor resources spent on innovation, and innovation performance.

This thesis investigates events prior to, during and after the founding of the Swedish Museum of Architecture, in November 1962. Through the application of concepts derived from Bruno Latour’s Actor-Network-Theory, traces of the actors involved in the processes are followed, such as the activities of the museum’s first head archivist and superintendent, Birgitta Wallgren. The Museum of Modern Art’s traveling exhibition Visionary Architecture is studied as an example of how, in Latour’s sense, actors transform ”the elements that they are supposed to carry”. The thesis is thus looking for activity, the ”doing” of the museum. The institution’s earliest years is a previously rather unstudied topic. Thus, the thesis aims to contribute to the growing research field that focuses on how architectural history has been written in Sweden.

The researcher undertook exploratory research to see whether characteristics of visionary organizations, as discovered in research undertaken by Collins and Porras (2000), are present and applicable to non-profit organizations in Gauteng, South Africa. The characteristics are: - a core ideology (core purpose and core values) - big hairy audacious goals - a cult-like culture - purposeful evolution and continuous self improvement - management continuity - alignment. A schedule was used to interview directors of ten non-profit organizations. Some staff in each organization were given a questionnaire to see whether their answers correlated with the director responses. The research indicated that most characteristics are present, to some degree, in the non-profit organizations. These characteristics could however be explored more thoroughly in further research. The research includes recommendations for management of non-profit organizations to implement, to become visionary organizations. / Social work / M.A. (Social Work)

Includes bibliographical references (leaves 106-115) / The purpose of this study is to critically analyse selected scholarly views on the visionary experiences during Jesus’ baptism. Modern scholars have different opinions about the reports in the New Testament on Jesus’ baptismal visionary phenomena. Some scholars interpreted the events as Jesus’ actual seeing or vision and others accept it as literary creations by the authors, to make sense of the reports on seeing and hearing that are hard to understand. Reports like a Spirit descending in the form of a dove are extraordinary for most people and pose interpretive challenges. The two distinct trends identified in the study of visionary experiences are those who take the text on the visions literally and those who see them as literary creations. There is a new trend in biblical scholarship, which is comparative and invokes insights from cross-cultural research in order to understand the accounts of the visions as altered states of consciousness (ASC). These views are also presented, compared and evaluated selecting three major views from modern New Testament scholars. Among the scholars identified, who take the baptism visions literally, are Dunn, Meier, Marcus, Hurtado, Borg and Webb. The scholars selected, who consider the baptism visions as literary creations, are Sanders, Crossan, Miller and Strijdom. The scholars, who contributed to the new development in interpreting the texts on visionary experiences as ASC, are Pilch, Davies and DeMaris. Pilch uses the theoretical model of ASC and understands it differently from those used by Davies and DeMaris on which they base their interpretations. A scientific explanation of ASC is built from theories about how the brain and culture, together, create certain states of consciousness. All these views are analysed based on the scholarly interpretations from the three definitive trends in the visions research, comparing the caretaker versus critical at a meta-analysis level. / Biblical and Ancient Studies / M.A. (Biblical archaeology)

This body of work began as an exploration of the University of Manitoba’s Southwood Lands (a former eighteen-hole golf course), with the intention of proposing something new for the site. However, analysis and critical thinking led to the realization that there was a need to not only look at the Southwood Lands, but also the entire Fort Garry Campus. The work evolved through a process of discovery, using a variety of methods from walking the site, documentation through photography, visits to the archives to uncover history, and mapping from afar. One of the underlying objectives was to highlight the importance of taking additional time to understand a place prior to making decisions, revealing what makes a place unique, where the opportunities are, and what has been hidden over time. The idea of a site being a blank slate is dismissed, drawing on the importance of found conditions in decision making. Looking deeper into a place also leads to a greater respect for what is already there. It is what we already have that is so often discarded, and seen as having no value in decision making (the natural areas in a city or the trees on a former golf course for example). It is also the ecosystems that are seen as scrubby and unkept that are the most complex systems and richest spaces for life. Once complex, biologically rich systems are erased there is no going back to them. It is the existing conditions that are worth taking the extra time to investigate, a process that must occur prior to making design decisions that seek to remove or make new. It is only though looking, and looking carefully with un-objective eyes, and an open mind, that design can truly enhance what we already have. This practicum works under the premise that landscape has value in its own right. The landscape is not empty space, not just a place to put buildings, not a luxury that can easily be cut from budgets, and certainly not something that can be considered an afterthought. Instead, landscape is valued as something which is working and active, an essential part of life on this planet that is becoming increasingly important with a rapidly changing climate. The intellectual foundation for organizing ideas around approaching the site have been interpreted from Christophe Girot’s ‘Four Trace Concepts in Landscape Architecture’. They are in this order: landing, grounding, finding, and founding. While Girot’s four trace concepts organize ideas around approaching the site, there are three underlying principles that guide the entire body of work: 1. Landscape as infrastructure and organizing system; 2. Design as a process of discovery; 3. Investigation through multiple scales of inquiry. A strategy for the Fort Garry Campus is where this work concludes, followed by reflections on the importance of context in design and the lessons learned throughout the practicum process.

This body of work began as an exploration of the University of Manitoba’s Southwood Lands (a former eighteen-hole golf course), with the intention of proposing something new for the site. However, analysis and critical thinking led to the realization that there was a need to not only look at the Southwood Lands, but also the entire Fort Garry Campus. The work evolved through a process of discovery, using a variety of methods from walking the site, documentation through photography, visits to the archives to uncover history, and mapping from afar. One of the underlying objectives was to highlight the importance of taking additional time to understand a place prior to making decisions, revealing what makes a place unique, where the opportunities are, and what has been hidden over time. The idea of a site being a blank slate is dismissed, drawing on the importance of found conditions in decision making. Looking deeper into a place also leads to a greater respect for what is already there. It is what we already have that is so often discarded, and seen as having no value in decision making (the natural areas in a city or the trees on a former golf course for example). It is also the ecosystems that are seen as scrubby and unkept that are the most complex systems and richest spaces for life. Once complex, biologically rich systems are erased there is no going back to them. It is the existing conditions that are worth taking the extra time to investigate, a process that must occur prior to making design decisions that seek to remove or make new. It is only though looking, and looking carefully with un-objective eyes, and an open mind, that design can truly enhance what we already have. This practicum works under the premise that landscape has value in its own right. The landscape is not empty space, not just a place to put buildings, not a luxury that can easily be cut from budgets, and certainly not something that can be considered an afterthought. Instead, landscape is valued as something which is working and active, an essential part of life on this planet that is becoming increasingly important with a rapidly changing climate. The intellectual foundation for organizing ideas around approaching the site have been interpreted from Christophe Girot’s ‘Four Trace Concepts in Landscape Architecture’. They are in this order: landing, grounding, finding, and founding. While Girot’s four trace concepts organize ideas around approaching the site, there are three underlying principles that guide the entire body of work: 1. Landscape as infrastructure and organizing system; 2. Design as a process of discovery; 3. Investigation through multiple scales of inquiry. A strategy for the Fort Garry Campus is where this work concludes, followed by reflections on the importance of context in design and the lessons learned throughout the practicum process.

Το περιεχόμενο της εργασίας χωρίζεται σε τρία μέρη. Στο πρώτο μέρος γίνεται η παραίτητη Θεωρητική Επισκόπηση. Σκοπός της Θεωρητικής Επισκόπησης είναι η γνωριμία με το θέμα της εργασίας καθώς επίσης και η κατατόπιση με το αντικείμενο της Ηγεσίας αλλά και της Παρακίνησης των Εργαζομένων. Στο δεύτερο μέρος, γίνεται η παρουσίαση της Μεθοδολογίας Έρευνας που ακολουθήσαμε στην εργασία μας. Παρουσιάζεται η σχετική θεωρία γίνονται οι απαραίτητες αποδοχές, επιλέγεται το δείγμα και περιγράφεται το ερωτηματολόγιο, ανοικτού τύπου που χρησιμοποιήθηκε για τη συλλογή των πληροφοριών. Στο τρίτο μέρος, γίνεται η εμπειρική έρευνα όπου έχουμε την συγκριτική ανάλυση της Αγροτικής Τράπεζας με τη Τράπεζα Κύπρου και έπειτα ακολουθούν τα συμπεράσματα της ανάλυσης. Το ζήτημα της ηγεσίας έχει συζητηθεί στη παγκόσμια βιβλιογραφία μέσα από πολλούς προσδιορισμούς, όπως κλασσική ηγεσία, ηγεσία, οραματική, καινοτομική, εφευρετική, δημιουργική, εμπνευσμένη, ηθική, μεταμορφωσιακή, αναδυόμενη, ηγεσία με ρίσκο, αβεβαιότητα ή στην άκρη του χάους, ηγεσία που υπηρετεί, αυτοηγεσία κλπ. Όλοι όμως οι ερευνητές και μελετητές συμφωνούν στη διάκριση μεταξύ διευθυντών (managers) και ηγετών (leaders). Οι πρώτοι εμπλέκονται στην επίλυση οργανωσιακών προβλημάτων, ενώ οι δεύτεροι αναζητούν τις δυνατότητες υπέρβασής τους. Φυσικά σημαντικό ρόλο στις Επιχειρήσεις- Οργανισμούς παίζει η παρακίνηση των ανθρώπων γενικότερα (ανθρώπινες ανάγκες και κίνητρα) και ειδικότερα σε αυτή την εργασία παρουσιάζονται οι πιο σημαντικές θεωρίες ή υποδείγματα παρακίνησης των εργαζομένων. Είναι η τέχνη της παρακίνησης των υφισταμένων για την εκτέλεση των καθηκόντων τους με ζήλο και εμπιστοσύνη, συνεισφέροντας έτσι στους οργανωσιακούς – επιχειρησιακούς σκοπούς και στόχους, το μέγιστο δυναμικό τους. Είναι ακόμη η ικανότητα να βλέπει και να χρησιμοποιεί τα κατάλληλα κίνητρα για τον καθένα και τη καθεμιά και η ικανότητα να εμπνέει. / The scope of work is divided into three parts. The first part is the Theoretical Overview. The purpose of the theoretical review is to familiarize the subject of work as well as the subject of leadership and of motivation. The second part, we present the Research Methodology followed in our work. Presents the relevant theory are necessary salaries, choosing a sample and described the questionnaire used open-ended collection of information. The third part is an empirical investigation where we have the comparative analysis of the Agricultural Bank of Bank of Cyprus and then follow the conclusions of the analysis. The issue of leadership has been discussed in world literature through many determinations as traditional leaders, leadership, visionary, innovative, inventive, creative, inspirational, moral, emerging, led by risk, uncertainty or the edge of chaos, leadership that serves. But all researchers and scholars agree on the distinction between directors (managers) and leaders (leaders). The first involved in solving organizational problems, and the second looking for opportunities to overcome them. Naturally an important role in Business Organizations, plays motivate people in general (human needs and motivation) and especially in this project the most important theories and models of employee motivation. It is the art of motivation existing for the performance of their duties with zeal and confidence, thus contributing to organizational - operational goals and objectives, its maximum potential. It is still the ability to see and use the right incentives for everyone and each and the ability to inspire.

The researcher undertook exploratory research to see whether characteristics of visionary organizations, as discovered in research undertaken by Collins and Porras (2000), are present and applicable to non-profit organizations in Gauteng, South Africa. The characteristics are: - a core ideology (core purpose and core values) - big hairy audacious goals - a cult-like culture - purposeful evolution and continuous self improvement - management continuity - alignment. A schedule was used to interview directors of ten non-profit organizations. Some staff in each organization were given a questionnaire to see whether their answers correlated with the director responses. The research indicated that most characteristics are present, to some degree, in the non-profit organizations. These characteristics could however be explored more thoroughly in further research. The research includes recommendations for management of non-profit organizations to implement, to become visionary organizations. / Social work / M.A. (Social Work)

Business today is conducted within societies facing complex global challenges and unprecedented demands for effective, ethical, and excellent business leadership that proactively manages its societal impacts. Integrating economic success with service of the common good requires a sound, shared understanding of “positive” executive business leadership to guide executive selection, education and development, and practice. This thesis formulates and theoretically grounds a general theory of positive executive business leadership. Integrative Executive Leadership (“IEL”) addresses the individual, pairs/groups/teams, organizational, and societal levels of business. Within these contexts, IEL exercises positive integrative agency through multi-stakeholder professional stewardship, integrated performance management, and living codes of ethics. This requires the practice of five mutually-reinforcing positive behavioural repertoires: contemplative self-leadership, functional-relational facilitative leadership, full range managerial-leadership, visionary strategic leadership, and transforming-developmental leadership. These are reinforced by five positive philosophies or styles of leadership: authentic, moral, spiritual, servant, and wise leadership. Consequently, IEL is predicated upon essential competencies, attainments, and positive dispositions. Especially, IEL requires the cultivation of positive psychological states, traits, and virtues, eudaimonic character, postautonomous levels of ego development, psychological complexity, integrative consciousness and flow. In addition to promoting intrinsic morality, these farther reaches of human nature contribute to effective and excellent leadership performance. Integrative Executive Leaders do well by doing good. IEL was developed through multiparadigm theory-building, adopting a pragmatic epistemology, and employing a transdisciplinary, positive scholarship approach to integrate the findings from a broad range of qualitative and quantitative research from the humanities and the social sciences. IEL theory articulates important theoretical relationships derived from: leading insights from management and organization theory; salient research findings from the social sciences and the humanities; insights from positive psychology, positive organizational behaviour, positive organizational scholarship, constructive developmental psychology, transpersonal psychology, and integrated empirical ethics; interpretive analyses of the biographies of great world leaders; and, a rich case study of an extraordinary executive business leader. Accordingly, IEL is advanced as an emergent theory with both theoretical grounding and empirical reference. The path forward requires further transdisciplinary, multiparadigm, multi-method research to further develop and refine IEL and establish it as a grounded theory of positive executive business leadership.

Business today is conducted within societies facing complex global challenges and unprecedented demands for effective, ethical, and excellent business leadership that proactively manages its societal impacts. Integrating economic success with service of the common good requires a sound, shared understanding of “positive” executive business leadership to guide executive selection, education and development, and practice. This thesis formulates and theoretically grounds a general theory of positive executive business leadership. Integrative Executive Leadership (“IEL”) addresses the individual, pairs/groups/teams, organizational, and societal levels of business. Within these contexts, IEL exercises positive integrative agency through multi-stakeholder professional stewardship, integrated performance management, and living codes of ethics. This requires the practice of five mutually-reinforcing positive behavioural repertoires: contemplative self-leadership, functional-relational facilitative leadership, full range managerial-leadership, visionary strategic leadership, and transforming-developmental leadership. These are reinforced by five positive philosophies or styles of leadership: authentic, moral, spiritual, servant, and wise leadership. Consequently, IEL is predicated upon essential competencies, attainments, and positive dispositions. Especially, IEL requires the cultivation of positive psychological states, traits, and virtues, eudaimonic character, postautonomous levels of ego development, psychological complexity, integrative consciousness and flow. In addition to promoting intrinsic morality, these farther reaches of human nature contribute to effective and excellent leadership performance. Integrative Executive Leaders do well by doing good. IEL was developed through multiparadigm theory-building, adopting a pragmatic epistemology, and employing a transdisciplinary, positive scholarship approach to integrate the findings from a broad range of qualitative and quantitative research from the humanities and the social sciences. IEL theory articulates important theoretical relationships derived from: leading insights from management and organization theory; salient research findings from the social sciences and the humanities; insights from positive psychology, positive organizational behaviour, positive organizational scholarship, constructive developmental psychology, transpersonal psychology, and integrated empirical ethics; interpretive analyses of the biographies of great world leaders; and, a rich case study of an extraordinary executive business leader. Accordingly, IEL is advanced as an emergent theory with both theoretical grounding and empirical reference. The path forward requires further transdisciplinary, multiparadigm, multi-method research to further develop and refine IEL and establish it as a grounded theory of positive executive business leadership.