Dissertations / Theses on the topic 'Leadership legitimacy'

A new organization often encounters the “liability of newness” that increases its chance of failing as a start-up enterprise (Freeman et al, 1983). New organizations located in a foreign country also face the “liability of foreignness” (Zaheer & Mosakowski, 1997). By gaining legitimacy, organizations can obtain the resources they need to become sustainable. The liabilities of newness and foreignness aptly describe the international branch campuses that have been set up in China.

Scott’s (1995) institutional legitimacy pillars and Suchman’s (1995) legitimacy theory are combined to form a new conceptual legitimacy framework to understand legitimacy issues in China. This qualitative study selects seven cases to answer this research question: What strategies do the international branch campuses use to gain social support from different constituencies? The institutions studied are: The University of Nottingham Ningbo China, Xi’an Jiaotong Liverpool University, New York University Shanghai, United International College Shenzhen, Dongbei University of Economy and Finance Surrey International Institute, Southeast University-Monash University Joint Graduate School (Suzhou), and The Johns Hopkins University-Nanjing University Center for Chinese and American Studies.

Fifty-two interviews were conducted with senior institutional leaders, faculty, staff, students, parents, scholars, and employers. The research found that these international institutions did face the twin liabilities of newness and foreignness. However, being new and foreign could actually give these institutions legitimacy as well. The international institutions used all four strategies identified in the literature to gain the four pillars of legitimacy. An important caveat of the study is that the environment is significant in institutions gaining legitimacy, but the primary factor in acquiring legitimacy is the quality of their product.

This study has several limitations, including one missing case, fewer foreign interviewees, the uneven amount of information available at each institution, translation difficulties between two very different languages and cultures, and data provided by the institutions might be self-serving. The results indicate four avenues for further research. They are legitimacy thresholds; legitimacy from the perspective of the home institutions; the failed international branch campuses; education quality at these IBCs; and the evolving political dynamics in China.

L’objet général de notre thèse est, d’une part, d’étudier l’influence de la légitimité du manager sur la motivation de son employé à l’effort et, d’autre part, d’analyser la manière dont le manager intègre cette influence potentielle dans ses comportements, et ce afin de renforcer son autorité. Enfin, nous nous intéressons aux stratégies que la firme peut mettre en place pour renforcer la légitimité de ses dirigeants en choisissant parmi plusieurs procédures de sélection des dirigeants. Notre approche est à la fois théorique, en nous appuyant sur la théorie des jeux, et empirique en utilisant l’économie expérimentale. Tout d’abord, nous définissons une légitimité procédurale qui consiste a considérer un dirigeant légitime si il a été promu à l'issue d'une compétition sans favoritisme. Ensuite nous définissons une légitimité méritocratique qui est acquise s’il maitrise les taches de son employé. Enfin, nous définissons une légitimité aristocratique qui est la compétence d’un individu à maitriser des taches de direction.Dans un premier chapitre, nous montrons que l’effort du futur dirigeant pendant la compétition n’est pas forcément un bon moyen de renforcer une légitimité procédurale car une très forte performance peut justement trahir le fait d’avoir bénéficié d’un avantage. Par ailleurs nous montrons que le perdant de la compétition sera toujours un « mauvais perdant » car sa croyance sur le fait qu’il ait été défavorisé pendant la compétition sera toujours renforcée. L’enjeu pour la firme est alors de déléguer à une entité externe la gestion de la sélection des dirigeants pour que tout traitement inéquitable présupposé pendant la compétition n’apporte aucune information concernant un potentiel traitement inéquitable à l’avenir. Dans un deuxième chapitre, nous montrons que sélectionner sur les compétences de direction permet d’augmenter le salaire des dirigeants quand bien même ces compétences sont moins difficiles à maitriser. La raison en est que cela neutralise les problèmes de rivalité entre employés et dirigeant et préserve ainsi la confiance en lui de celui qui a échoué à être promu (le rendant ainsi moins couteux à motiver). Le troisième chapitre est quant à lui un travail expérimental qui montrer qu’une procédure méritocratique incite les perdants du tournoi à demander une rémunération plus grande pour compenser leur découragement suite à leur échec
The general purpose of our thesis is, on the one hand, to study the influence of legitimacy of the manager on the motivation of his employee to exert effort and, on the other hand, to analyze how the manager integrates this potential influence into his behavior in order to bolster his authority. Finally, we are interested in strategies that the firm can design to bolster the legitimacy of its managers by choosing between several procedures of selection. Our approach is both theoretical, based on game theory, and empirical using experimental economics.First, we define a procedural legitimacy that consists in considering an executive as legitimate if he was promoted through a competition with no unfair treatment. Then, we define a meritocratic legitimacy that is the ability to master the operational task exerted by the employee. Finally, we define an aristocratic legitimacy, which is the ability of an individual to master managerial tasks.In a first chapter, we show that the future leader's effort during the competition is not necessarily a good way to bolster a procedural legitimacy because a very strong performance can just betray the fact that he has benefited from an advantage. Moreover, we show that the loser of the competition will always be a "bad loser" because his belief that he was disadvantaged during the competition will always be reinforced if he behaves with Bayesian rationality. The stake for the firm is then to delegate to an external entity the management of the selection of leaders to ensure that any unfair treatment presupposed during the competition does not provide any information regarding a potential unfair treatment in the future. In a second chapter, we show that to select on managerial abilities allows to increase the salary of executives even though these skills are less difficult to master. The reason is that it neutralizes the problems of rivalry between employees and executives and thus preserves the self-confidence of the one who has failed to be promoted (thus making it less costly to incentivize). The third chapter is an experimental work that aims to show that a meritocratic procedure incites the losers to actually ask for higher wage to compensate their discouragements following their failure

Clergy exist in a state of uncertainty within the Australian landscape. This landscape is in a process of change as the rationalism and empiricism of the Enlightenment, embedded within modernity, is being dismantled and replaced by a new social paradigm. This paradigm affects the practical realities of modern ecclesiology, and demands a re-examination of the fundamental processes in which theology is practiced. This dissertation explores the issue of leadership, seen through the Public Office of the Ministry within the Lutheran Church of Australia, and examines it through the concept of legitimacy. In doing this, a shift from the lineal approach of theology to the reflexivity of a practical theology is embraced as the methodological framework of this dissertation. Within this methodology experience and practice are taken seriously as elements that shape and formulate theology. Practice is not simply an outcome of theological reflection, but functions as an integral part of the continuing dialogue emerging out of the experience of faith. This methodology grows out of an acknowledgement of the correlation between theory and praxis. This correlation allows engagement with other traditions, not in antithesis but as a complimentary sharing of experience, practice and theory. This correlation helps formulate the deep questions of theology in new ways, accepting the fallibility claims inherent within it. In exploring legitimacy as a theological concept, birthed in classical thought, shaped by the Christian tradition, defined by the contractarians of the Enlightenment, and refined by social theory, this discourse enables valid engagement with theology. Developing a theology enabling the validity claims of the Christian tradition to be understood in terms of legitimation is an early challenge of this dissertation. The LCA is, like all Australian churches, influenced by the changing paradigms shaping modern Australia.;In the midst of these tensions are the ordained clergy. This dissertation sets out to explore the tensions evident through a research process engaging the collective thoughts of laity and clergy, and through a process of reflexivity exposing points of crisis within the legitimation of the Public Office. The journey is the challenge embraced within this dissertation. The goal is not to resolve the legitimation issues faced within the relational engagements of pastor and people. The journey, the methodology, and the conclusions are all steps along the path to a fuller and more engaging communicative discourse on the Public Office within the LCA and the Australian churches. By empowering people to engage proactively in this discourse as agents of change, the goals of this research will have been achieved.

This dissertation analyzes the presidencies of Askar Akaev (1991-2005) and Kurmanbek Bakiev (2005-2010) in Kyrgyzstan by looking at the referendums as well as the parliamentary and presidential elections held in this country in the post-Soviet era, with specific emphasis on the legitimacy of these two leaders as perceived by the Kyrgyz people. Based on the field research conducted in Kyrgyzstan, the study aims to shed some light on how the Kyrgyz people perceive issues of democracy, democratic transition, political leadership and political legitimacy in the post-Soviet era. The dissertation further focuses on how and why even the minimal requirements of democracy such as elections and referendums have been used in this country in order to increase executive power, despite the rhetoric of democratization promoted by the political leaders.

Este estudo é dedicado ao poder e à liderança, esta enquanto relação de poder, e é constituído por duas partes fundamentais onde se pretende responder às duas questões colocadas. A primeira parte aborda o Estado e o poder político, assim como diversas teorias, tipologias e formas de poder, normalmente não consensuais. Esboça uma nova tipologia do poder, a qual tem como referência a norma enquanto elemento estruturante das relações de poder, sendo a legitimidade o critério que distingue o reconhecimento das suas diferentes formas; e é no duplo reconhecimento da legitimidade que se exerce a liderança. Apresenta diversas teorias e modelos de liderança e propõe uma definição de liderança. Distingue o líder puro do líder impuro, o qual é detentor do poder decorrente da norma e necessita de dupla legitimação para ser líder. Essa dupla legitimação encontra-a na relação com os outros onde são fundamentais os seus comportamentos e as suas características pessoais. A segunda parte remete fundamentalmente o trabalho de campo realizado através da aplicação de questionários, encontrando-se um quadro de referência assente nos comportamentos de liderança preferidos pelos instrutores e pelos alunos. Simultaneamente pretende-se saber quais os comportamentos efetivamente praticados, encontrando-se assim um quadro se não real muito próximo da realidade. Conclui-se que estes dois quadros, sendo algo semelhantes em algumas das suas dimensões, não são de facto iguais, abrindo caminho a outras possíveis investigações. ***/Abstract - "Leadership - This dissertation is about power and leadership as a power relationship and it comprises two parts. The first part deals with the State and the political power, several theories, typologies and forms of power, which are generally non-consensual. It outlines a new typology of power, based on norm as a structuring element of power relationships using legitimacy as the criterion for the recognition of its different forms. Leadership lies in the double recognition of legitimacy. This dissertation presents several theories and models for leadership and also a definition of this concept. It draws a distinction between two types of leader - the pure and the impure. The impure leader possesses the power derived from the norm and needs a double legitimacy to become a leader. Double legitimacy is founded on relationships where the behavior and the personality of the leader are fundamental. The second part of the dissertation is based on the field work done through the use of questionnaires and their results, which reflect the type of leadership behavior preferred both by instructors and students. The target is also to be able to find out which behaviors are the real common practices. The conclusion shows that there are two different types of behavior which can be similar though not the same, therefore paving the way for further investigation.

This research addresses the establishment of the 'Jiang Zemin Era' whereby Jiang Zemin, and the Chinese Communist Party, have attempted to relegitimise the Party and have attempted to make the Party meaningful to the Chinese populace. What is fundamental to this research is how Jiang Zemin, as the ‘core leader’ of the third generational leadership, incorporated the political thought of neo-conservatism (xin baoshouzhuyi) into the framework of Marxist-Leninist-Mao Zedong Thought (MLM) ideology in order to re-legitimise the CCP. The timeframe within the research is from Jiang’s appointment as the General Secretary of the CCP in 1989 until 1995. It is important that this was a time period whereby Jiang had to consolidate, and therefore legitimise, his ‘core leadership’, and provide a theoretical platform in order to bring forth his own ‘era’. The research is predominantly a historiographical narrative, utilising both primary and secondary sources, that examines the mechanisms Jiang utilised in order to create a strong government, with himself as the ‘core’, which pursued increased levels of marketisation. Indeed, after being appointed General Secretary of the Chinese Communist Party in 1989, Jiang Zemin had to achieve two goals in order to sustain and legitimate his position as ‘the core of the third generational leadership’. First, he had to secure his position as ‘the core’ through the creation of secured networks and alliances as well as legitimise of his ‘informal’ and ‘formal’ positions in the CCP hierarchy. In order to achieve this, Jiang had to first create a sustainable power base in order to retain, and therefore legitimise, his formalized positions as General Secretary of the CCP, Chairman of the Chinese Military Commission and the Presidency. In addition, he needed to be able to create alliances with both allies and protégés as well as differing power factions, be they conservative/elder or reformist, and with other leading figures like Li Peng and Zhu Rongji. Second, in order to further reinforce and legitimize his position as ‘the core’, Jiang had to develop his own ‘theoretical framework’ for governing the country – much as Mao and Deng had done previously. Therefore, the research also examines Jiang’s usage of the neoconservatism as a means of not only legitimising the CCP’s ideological framework but also as a means of providing his own ‘guiding thought’, thus enabling him to establish his own ‘era’. Indeed, after establishing himself as the ‘core’ through the aforementioned processes, Jiang had to develop such a theoretical framework that complimented Deng’s economic reforms, especially as he was designated by Deng, yet one that retained a smattering of Mao Zedong’s ‘Thoughts’ that could be applied pragmatically during the 1990s. It can be seen that Jiang Zemin successfully incorporated the political thought of ‘neo-conservatism’ within his platform in order to achieve these ends – including the establishment of a ‘Jiang Zemin Era’. This political thought, a successor to the political theory of ‘neo-authoritarianism’, already had several adherents within the higher echelons of the CCP. Indeed, it would be Jiang’s 1995 speech, entitled ‘Stressing Politics’, that would signify the incorporation of neo-conservatism within Jiang’s platform of (self) legitimation that would initiate the successful implementation of a ‘Jiang Zemin Era’.

Metoo-rörelsen har skapat ett större behov av transparens och en djupare förståelse försexuella trakasserier. Ett tabubelagt ämne som i århundrade har varit del av tystnadskultur harträtt in i ljuset och synliggjorts. Slagkraften i rörelsen är att igenkänningsfaktorn äromfattande. Metoo-rörelsen är folkstyrd och berör samtliga samhällsnivåer och kommerframskrida så länge problematiken kvarstår.Syftet med forskningen är att belysa hur fenomenet metoo har påverkat det förebyggandearbetet mot sexuella trakasserier i organisationer i Sverige. Men även hur dessa förändringarhar etablerats. Med anledning att bidra till större förståelse av det förebyggande arbetet motsexuella trakasserier på arbetsplatserna.Denna kvalitativa studie baseras på tolv kvalitativa semistrukturerade intervjuer, från treorganisationer inom Skåneregionen. Intervjuerna har riktats till fyra rollinnehavare irespektive organisation. Dessa är i oberoende ordning: Ledare, medarbetare, HR-representantoch fackligt-ombud. Vi vill tro att metoo har bidragit till förändring. I vissa fall harförändringen varit ringa märkbar, i andra fall har rörelsen lett till större förändringar. Dekonkreta förändringar vi har uppmärksammar är uppdaterade styrdokument, tydligareinformation om nolltolerans, årliga medarbetarundersökningar och genomgångar påarbetsplatsträffar. Vi uppfattar att det fortfarande finns ett stort mörkertal och attproblematiken fortfarande är högaktuellt på arbetsplatser.
The Metoo movement has created a greater need for transparency and a deeperunderstanding of sexual harassment. A taboo subject that for centuries has consisted of aculture of silence, has entered the light and made visible. The decisive factor in themovement is that the recognition factor is extensive. The Metoo movement is run by people,it had an impact on all levels of society and will continue as long as the problem persists.The purpose of the research is to elucidate how the phenomenon of metoo has had an impacton the preventive work against sexual harassment in organizations in Sweden, but also howthese changes have been established. The intention is also to contribute a greaterunderstanding of preventive work against sexual harassment in the workplaces.This qualitative study is based on twelve qualitative semi-structured interviews, from threeorganizations in the Skåne region. The interviews were directed to four role-holders in eachorganization. These are in independent order: Leaders, employees, HR representative andtrade union representative. We believe that Metoo has contributed to change, in some cases ithas been noticeable, in other cases the movement has led to major changes. The concretechanges we have noticed are updated governance documents, clearer information on zerotolerance, annual employee surveys and reviews of workplace meetings. We perceive thatthere is still a large unrecorded number and that the problem is still high on the workplaces.

This study is in response to globalisation, changing world values and the call in modern literature for leaders of good character. Servant-leadership is offered to fill this requirement because its effectiveness is said to be reliant on the good character of the leader. In the literature this type of leadership is said to represent a new paradigm. The work of servant-leadership's proponent, Robert Greenleaf, is thoroughly examined to explain how his understanding of trust as faith is linked to spirituality and this is the key to understanding the character of servant-leaders. Greenleaf's work is compared with the modern servant-leadership literature and identifies a gap in the literature explaining Greenleaf's spirituality.This is a qualitative analysis using classical Grounded Theory and uses the work of Anthony Giddens to give it a modern sociological grounding. Classical Grounded Theory uses typologies or

O comportamento político é uma característica da vida nas organizações, no entanto é preciso reconhecer que diferentes gestores são mais ou menos efetivos no uso desse comportamento, como consequência de suas habilidades. A competência política é vista como fator crítico para a efetividade e o desenvolvimento da carreira de lideranças. Esta pesquisa visa compreender melhor essa competência, sua relação com o desenvolvimento na carreira, o aumento da reputação e a atribuição de legitimidade das lideranças no contexto das organizações brasileiras. Para tanto, foram utilizados métodos mistos (quantitativo e qualitativo). A pesquisa foi desenvolvida em duas etapas, sendo a primeira a validação de questionário pré-existente em inglês para o português, o qual possibilita a avaliação da competência política (obtiveram-se 200 questionários válidos). Na segunda etapa, foram realizadas entrevistas com 21 gestores, com um roteiro de 12 perguntas abertas e aplicação do questionário. As questões foram elaboradas com o objetivo de identificar como as organizações e os gestores brasileiros percebem o ambiente político e como eles se sentem em relação ao aspecto político da função do gestor e se as lideranças brasileiras se consideram politicamente competentes e como elas são percebidas por seus pares e superiores nesse quesito. Buscou-se ainda verificar se a competência política é reconhecida como uma competência importante e positiva para os gestores. Para tanto, explorou-se a perspectiva positiva da política nas organizações, nos sistemas de carreira e na liderança. Outro ponto avaliado foi se as descrições feitas pelos entrevistados a respeito da reputação e legitimidade podem ser associadas à caracterização de lideranças consideradas politicamente competentes. Embora a visão mais comum da política seja negativa, os resultados mostraram que os profissionais brasileiros reconhecem o ambiente político nas empresas, seus aspectos positivos e a importância da competência política no desenvolvimento de suas carreiras. Na conclusão, discutiram-se as contribuições da pesquisa, suas limitações e sugestões de estudos futuros.
Although political behaviour is an intrinsic characteristic of organizations, it is necessary to recognize that different managers can use such a competence more or less effectively, according to their personal abilities. Political Skill is perceived as an essential aspect for the efficiency and the development of the leadership career. This research looks at such a competence and its relation to aspects as career development, increase in reputation and granting leadership legitimacy in the context of Brazilian organizations. To this end, mixed methods (qualitative and quantitative) were used. The research was carried in two stages, and the first one was the approval of a pre-existing questionnaire, translated from English into Portuguese, which allows the evaluation of political skill (we obtained 200 valid questionnaires). At the second stage, interviews were made with 21 managers, and they included a script of 12 open questions, as well as the completion of the questionnaire. The questions were created with the objective of identifying how Brazilian organizations and managers perceive the political environment and how they feel about the political aspect of the manager\'s role. Another debated issue was if Brazilian leaders consider themselves politically competent and how they are seen by their peers and superiors with regards to this matter. Besides that, another goal was to verify whether a political skill is recognized as an important and positive competence for managers. To do so, we looked into the positive outlook of politics in organizations, career systems and leadership. In addition, we evaluated whether the interviewees\' descriptions of reputation and legitimacy could be associated with the characterization of politically skilled leaderships. Even though most were under negative impressions regarding politics, the results showed that Brazilian professionals recognize the political environment in companies, their positive aspects and the importance of political skill in the development of their careers. In the conclusion further contributions of the research will be discussed, as well as its limitations and suggestions for future studies.

O controle interno público no cenário brasileiro tem sido discutido tanto por órgãos reguladores quanto por pesquisas acadêmicas. Muito embora os órgãos reguladores estejam propondo novas estruturas para o controle interno, pesquisas recentes têm apontado para uma relativamente baixa efetividade na atuação desse sistema. Tal situação é influenciada pela falta de fatores que tenderiam a fortalecer a estrutura, como a existência de equipes qualificadas e a disponibilidade de informação. A presente pesquisa adiciona as práticas da lógica institucional tipificada como \"autonomia técnica\", desempenhadas por atores responsáveis por decisões no município, como Prefeito e Secretário de Controle Interno, como favoráveis ao controle interno. Tal situação legitimou o sistema de controle interno municipal perante os atores citados. Esta pesquisa utilizou a observação participante declarada em um município brasileiro. O município foi escolhido por ter passado por mudança de gestão de características predominantemente políticas para uma gestão com predominância de características técnicas. O estudo de caso demonstrou que o controle interno ganhou proeminência quando a liderança, prefeito e secretários, apresentavam características técnicas. Um dos motivos dessa atuação mais presente foi a lógica institucional do controlador e do prefeito, que se assemelha à lógica de autonomia técnica que então envolvia os servidores do sistema de controle. Outro fator observado foi o engajamento entre prefeito municipal e controlador, o que facilitou a participação do chefe do executivo no ambiente do controle interno. Desse modo, a lógica institucional de autonomia técnica, observada na liderança local, em conjunto com a interação ativa entre o prefeito municipal e controlador interno, foram vistas como essenciais para a mudança de atuação do controle interno no município em estudo.
Public internal control in Brazil has been discussed by both regulatory agencies and academic research. Although regulatory bodies are proposing new structures for the internal control, recent studies have pointed out to a relatively low effectiveness in the performance of this system. This situation has been influenced by the lack of some factors that would tend to strengthen the structure, such as the existence of qualified teams and the availability of information. The present research adds the practices of an institutional logic typified as \'technical autonomy\', performed by actors responsible for decision-making in the municipality, such as the mayor and the internal control\'s secretary, as favorable to internal control. This context enhanced the internal control legitimation towards the mentioned actors. This research adopted a declared participant observation in a Brazilian municipality. The municipality was chosen due to a management change from a predominantly political context to a predominance of a technical context. This research showed that the internal control had a greater prominence when the leadership, mayor and secretaries, presented technical characteristics. One of the reasons for this more present performance is the institutional logic of the controller and mayor, which is aligned to the technical autonomy logic also presented by the servants of the internal control department. Another factor observed was that the engagement between municipal mayor and controller made it easier for the chief executive to participate in the internal control daily activities. Thus, the technical autonomy institutional logic, observed in the local leadership, together with the active interaction between the municipal mayor and the internal controller, were seen as essential for the change in the internal control performance in this case study.

This study is in response to globalisation, changing world values and the call in modern literature for leaders of good character. Servant-leadership is offered to fill this requirement because its effectiveness is said to be reliant on the good character of the leader. In the literature this type of leadership is said to represent a new paradigm. The work of servant-leadership’s proponent, Robert Greenleaf, is thoroughly examined to explain how his understanding of trust as faith is linked to spirituality and this is the key to understanding the character of servant-leaders. Greenleaf’s work is compared with the modern servant-leadership literature and identifies a gap in the literature explaining Greenleaf’s spirituality. This is a qualitative analysis using classical Grounded Theory and uses the work of Anthony Giddens to give it a modern sociological grounding. Classical Grounded Theory uses typologies or “created groups” to give meaning to the way in which participants view their circumstance. The application of Giddens’ work allows for the data analysis to incorporate the historical social context that has shaped the views of the participants. Greenleaf and Giddens share the same understanding of trust and this alignment of Giddens and Greenleaf permeates the work. Giddens identifies two types of trust, which this research has termed Reciprocal Trust, and Trust as Principle. The research gives an explanation of the two types of trust and argues that understanding Trust as Principle is the key to understanding new paradigm thought. It is also the key to understanding character in terms of servant-leadership character. The research for this thesis was carried out in an organisation that until recently had been a government entity and for the purpose of this research is given the fictitious name of Railcorp. The historical circumstances of Railcorp have led to major dysfunctions, which are inhibiting the business progress of the company. There is a crisis of culture and a crisis in leadership. There is evidence of servant-leadership existing in Railcorp and these leaders have a vital role in providing the new leadership required to take Railcorp forward.

This thesis examines how women perform as leaders within male-dominated professions, including law, business, politics, the military, and the academy. In studying women's performances in terms of the corporeal and spectacular, the investigation seeks to understand how particular women enact leadership through their materiality within specific times and places. Drawing on Gilles Deleuze and Felix Guattari's (1988) theorising of the processes of 'becoming', woman-as-leader is studied as an entity that passes from one incomplete and multiple assemblage to another, rather than as a singular 'developing' identity. The research is located within and between the paradoxes that complicate the performances of leadership for women. One key paradox serving as a rationale for this investigation is that, while 'equity' has become a truism of contemporary leadership, it is clear from formal reports (for example, the 2002 Equal Opportunity for Women in the Workplace Agency (EOWA) report), that many women continue to be marginalised and under-represented as leaders and senior managers. Moreover, those few women who have achieved success often acknowledge themselves as both legitimately and differently - and sometimes awkwardly, located as leaders in the everyday enactments of their work. The investigation of leadership within and between such paradoxes is problematic for a neo-liberal order of thinking, and even for socially critical theory, because of the assumptions that modernist literature makes about women's struggle for political legitimacy (ie, a narrative of progress, emancipation, and/or linear cumulative historical development). It is for this reason that the conceptual tools used in this study are drawn from post-feminist and post-structuralist theory. Such theorising refuses literal categories in favour of 'ironic categories' (Rorty, 1989) where two apparently oppositional ideas are understood to be both necessary and true. To explore women 'becoming' leaders (Deleuze & Guattari, 1988), 'woman-as-leader' is interrogated using Jean François Lyotard's (1984) notion of 'performativity,' Mary Russo's (1994) theorising of the embodied spectacle of 'the female grotesque', and Richard Rorty (1989) and Donna Haraway's (1991) insistence on partiality, doubt, and the importance of 'undoing' the fixity of modernist categories - in this instance, for women. One ironic category of importance to the study is Haraway's theorising of a 'cyborgian identity', a technological assemblage that is part-human/part-machine. This allows acknowledgement that women leaders inhabit realms beyond the boundaries imposed by the same/difference, human/machine, present/past, and real/virtue binaries. Using these tools, the performances of a number of women leaders is examined in an empirical study that focuses on a few individual women located in male-defined and male dominated settings. The empirical work has two key components. First, it provides a reading of three moments in time where a female individual dys-appears (Leder, 1990) in the public gaze, erupting as a unique spectacle in spaces that are both enabling and constraining. It foregrounds the unique complexities of three public performances in which women made a spectacle of themselves, while the analysis refuses to either celebrate the individuals involved, or to bemoan the conditions under which they did so. The analysis demonstrates the value of re-thinking leadership in terms of its complexity for the female as embodied public 'performer'. It then moves on to focus specifically on the (embodied, spectacular) tactics being deployed by women leaders in contemporary professional work. This analysis is located in the professions of law, business, politics, the military, and the academy. The data-as-evidence emerging from the analysis show women leaders to be both and neither enacting and troubling 'proper' (ie, traditional and/or known) leadership conventions. The analysis provides a reading of how, through certain tactical shifts, women work to 'de-territorialise' both the 'forms of content' and 'forms of expression' (Deleuze & Guattari, 1988) constituting leadership performances. It makes visible the tactical assemblages these women deploy, and the ways in which such tactics separate, combine, and compound the same/difference, equality/inequality, either/or binaries. The specific tactical manoeuvres for achieving legitimacy in the public gaze cluster around four identifiable ironic categories: (i) legitimate cross-dressing (ii) assertive defence (iii) proper blasphemy, and (iv) humanly-machinic. When taken together, the two components of the empirical study compel a re-theorising of 'woman-as-leader' as both insider and outsider, an entity engaging in the on-going work of diss-assembling and re-assembling a leaderly self. Woman is shown 'to be not one, not multiple, but multiplicities', simultaneously (Deleuze & Guattari, 1988). This re-theorising provides a more nuanced account of women leaders working to maintain legitimacy, credibility, and propriety as leaders than mainstream theorising of leadership and management currently allows.

This thesis examines how women perform as leaders within male-dominated professions, including law, business, politics, the military, and the academy. In studying women's performances in terms of the corporeal and spectacular, the investigation seeks to understand how particular women enact leadership through their materiality within specific times and places. Drawing on Gilles Deleuze and Felix Guattari's (1988) theorising of the processes of 'becoming', woman-as-leader is studied as an entity that passes from one incomplete and multiple assemblage to another, rather than as a singular 'developing' identity. The research is located within and between the paradoxes that complicate the performances of leadership for women. One key paradox serving as a rationale for this investigation is that, while 'equity' has become a truism of contemporary leadership, it is clear from formal reports (for example, the 2002 Equal Opportunity for Women in the Workplace Agency (EOWA) report), that many women continue to be marginalised and under-represented as leaders and senior managers. Moreover, those few women who have achieved success often acknowledge themselves as both legitimately and differently - and sometimes awkwardly, located as leaders in the everyday enactments of their work. The investigation of leadership within and between such paradoxes is problematic for a neo-liberal order of thinking, and even for socially critical theory, because of the assumptions that modernist literature makes about women's struggle for political legitimacy (ie, a narrative of progress, emancipation, and/or linear cumulative historical development). It is for this reason that the conceptual tools used in this study are drawn from post-feminist and post-structuralist theory. Such theorising refuses literal categories in favour of 'ironic categories' (Rorty, 1989) where two apparently oppositional ideas are understood to be both necessary and true. To explore women 'becoming' leaders (Deleuze & Guattari, 1988), 'woman-as-leader' is interrogated using Jean François Lyotard's (1984) notion of 'performativity,' Mary Russo's (1994) theorising of the embodied spectacle of 'the female grotesque', and Richard Rorty (1989) and Donna Haraway's (1991) insistence on partiality, doubt, and the importance of 'undoing' the fixity of modernist categories - in this instance, for women. One ironic category of importance to the study is Haraway's theorising of a 'cyborgian identity', a technological assemblage that is part-human/part-machine. This allows acknowledgement that women leaders inhabit realms beyond the boundaries imposed by the same/difference, human/machine, present/past, and real/virtue binaries. Using these tools, the performances of a number of women leaders is examined in an empirical study that focuses on a few individual women located in male-defined and male dominated settings. The empirical work has two key components. First, it provides a reading of three moments in time where a female individual dys-appears (Leder, 1990) in the public gaze, erupting as a unique spectacle in spaces that are both enabling and constraining. It foregrounds the unique complexities of three public performances in which women made a spectacle of themselves, while the analysis refuses to either celebrate the individuals involved, or to bemoan the conditions under which they did so. The analysis demonstrates the value of re-thinking leadership in terms of its complexity for the female as embodied public 'performer'. It then moves on to focus specifically on the (embodied, spectacular) tactics being deployed by women leaders in contemporary professional work. This analysis is located in the professions of law, business, politics, the military, and the academy. The data-as-evidence emerging from the analysis show women leaders to be both and neither enacting and troubling 'proper' (ie, traditional and/or known) leadership conventions. The analysis provides a reading of how, through certain tactical shifts, women work to 'de-territorialise' both the 'forms of content' and 'forms of expression' (Deleuze & Guattari, 1988) constituting leadership performances. It makes visible the tactical assemblages these women deploy, and the ways in which such tactics separate, combine, and compound the same/difference, equality/inequality, either/or binaries. The specific tactical manoeuvres for achieving legitimacy in the public gaze cluster around four identifiable ironic categories: (i) legitimate cross-dressing (ii) assertive defence (iii) proper blasphemy, and (iv) humanly-machinic. When taken together, the two components of the empirical study compel a re-theorising of 'woman-as-leader' as both insider and outsider, an entity engaging in the on-going work of diss-assembling and re-assembling a leaderly self. Woman is shown 'to be not one, not multiple, but multiplicities', simultaneously (Deleuze & Guattari, 1988). This re-theorising provides a more nuanced account of women leaders working to maintain legitimacy, credibility, and propriety as leaders than mainstream theorising of leadership and management currently allows.

In this work, I present a conceptual framework for understanding how international non-governmental organizations (INGOs) become powerful international organizations (IOs), and how their pursuit of legitimacy leads to the formation of specific kinds of organizational cultural proclivities and dysfunctional tendencies that shape how these groups behave as international actors. Despite their increasing prominence in international affairs, INGOs remain largely understudied by International Relations (IR) scholars; my work provides a theoretically driven and empirically supported analysis of the power and performance of these actors, thus filling the existing gap in the IR literature. Relying on the basic tenets of sociological institutionalism, I argue that there is an indissoluble relationship between the ways in which an INGO becomes powerful and its ultimate performance outcomes.

Målet med föreliggande studie är att belysa den sociala dynamik som kan uppstå under ett arbete med organisationsförändring, som både kan motarbeta och leda förändringen framåt. För att lyckas uppnå syftet och få en större förståelse för människorna och den atmosfär som påverkas har undersökningen främst baserats på observationer av möten och workshops relaterade till organisationsförändringen. Då medarbetarna har varit studiens mest väsentliga källa så har intervjufrågor skickats ut via mail, dessutom har informella samtal kontinuerligt hållts med Uppdragsledaren och Alfa. Den teoretiska referensram som använts vid analysen av den sociala dynamiken har haft sin grund i Giddens struktureringsteori samt teorier relaterade till medarbetarnas motstånd mot organisationsförändringar och ledarskap. Detta teoretiska ramverk har bidragit till en djupare förståelse för sociala srukturer, olika normer, sätt att kommunicera och maktförhållanden inom organisationer. Undersökningen visar, bland annat, att medarbetare behöver motiveras och engageras i organisationsförändringar för att arbetet med förändring ska gå i önskad riktning. Mycket av detta ansvar ligger hos ledaren som medarbetarna måste anse vara legitim och professionell för att de ska lyssna och följa riktlinjer. Samtidigt måste det även finnas en balans mellan hur strikt ledarens riktlinjer bör följas och den frihet medarbetarna ges att kunna fatta egna beslut. De olika maktförhållanden människor har till varandra inom organisationer är inte av central betydelse under arbetet med organisationsförändring, så länge det finns en ömsesidig respekt mellan medarbetarna och en vilja att kommunicera och lyssna till varandras åsikter och kunskaper.
The aim of this study is to emphasize the social dynamics that may arise during a project of organizational change, which can both prevent and lead the change forward. The investigation was mainly based on observations during meetings and workshops related to the change project, to get a better understanding for the people and atmosphere affected by the organizational change. Since the employees were the main focus of this study, questions were sent to the co-workers by mail and interviews were held with the leaders of the project. To be able to analyse the social dynamics the theoretical frame of the study was founded on Gidden’s structuration theory, theories of the co-workers resistance against organizational change and leadership. The theoretical frame contributed to get a deeper understanding for social structures in organizations and its different norms, way of communication and power. The research shows, among other things, that co-workers need to be motivated and engaged in the organizational change for the change to move forward. A lot of this responsibility concerns the leader, who has to be seen as legitimate and professional for the co-workers to be able to listen and take orders. There also has to be a balance between the orders that a leader gives and the freedom the employees have to make their own decisions. People in organizations have different power relations which don’t matter during anorganizational change project as long as there is a mutual respect between the employees and a willingness to communicate and listen to each other’s opinions and knowledge.

Sandstedt, Thomas (2013) – On Recruitment in Academia in the Cases of Department Heads and Research Students   This thesis study how academic and scientific culture act and handle the balance between different interests, demands and preferences and what is considered central and valuable in the leading and managing within universities in Sweden. These are set against each other whenever department heads and research students are to be recruited.  Questions are asked whether procedures come into play when recruiting heads of department, and whether the final choice is determined by regulations and/or academic norms. There has only been marginal research in the field. The recruitment of department heads has not been statutory since 1993, while admission to research studies is regulated in detail.  The study was implemented before the autonomy reform of 2011. Central and local regulatory systems between 1993 and 2011 form the juridical framework of the study.       My frame of reference is a New Institutional Theory approach together with studies of the environment, history and traditions of academia.  The basis of the studied context is the scholarly community of academics.  Demands from government and parliament as expressed in regulatory systems, general guidelines, funding, policies and letters of regulation have also been taken into account within the reference frame.  The empirical material consists of interviews with professors including associate professors conducted in seven universities and eight departments between 2007 and 2009. The results show that there are certain rules of the game that are applied when department heads and research students are being recruited, which give an indication of what is considered valuable for internal management within Swedish universities. The recruitment processes are informal, collegial and institutionalized. When department heads are recruited all colleagues have the possibility to participate, whereas when research students are recruited the group involved is more limited.  In the latter case it is financing as well as the role of the supervisor that seem to play the crucial role in finding the most suitable doctoral student. Internal criteria are reformulated into rules of the game by colleagues and the process is situation-bound. These rules are based on collegial and scholarly interests, demands, norms, traditions and values. Informal criteria offer the opportunity for flexibility and situational adaptation when departments choose their head. These criteria contribute to limiting the number of candidates, which may make it difficult to find the right person. The students admitted to research education are expected to be able to profit by such education and to possess a scientific attitude. These requirements may vary from one admission to another, and the impression is that the circle of potential research students is limited.

This qualitative case study examines the perspectives of leaders of five intensive English programs (IEPs) about their departments’ positions at U.S. public universities as well as their perceptions of the directors’ roles in developing visibility on campuses. The data was collected through interviewing and analyzed using the Constant Comparative Method which produced five distinctive themes: planned happenstance; belonging; funding; work with university; director’s role. The cross-case findings presented similar ideas from all of the participants – intensive English program legitimacy and visibility on campuses have still not been achieved. The findings from the study can aid IEP directors, and especially their supervisors, in understanding the need to create belongingness for those programs and to provide better involvement of members into university communities.

Thesis (MA (Political Science))--University of Stellenbosch, 2009.
ENGLISH ABSTRACT: During the so-called third wave of democratisation, South Africa experienced a transition from authoritarian rule to democratic rule in 1994. This transition was coupled with a transformation process, which saw the establishment and introduction of democratic principles and norms, as well as democratic institutions. All these make South Africa a democracy in theory but do not necessarily mean that it is a democracy in practice. Moreover, democracy, unlike authoritarian rule, depends on the support of the populace. Lack of support for democratic rule renders the regime illegitimate, since it does not have enough support to continue as the authority of the country. Against the theoretical point of departure (i.e. support for democracy is closely tied to legitimacy of the authority), it is imperative to evaluate these types of support for democracy as well as their changing levels in the country. This will shed some light on whether the populace in the country embrace democracy as a form of governance – that is, whether the populace perceive democracy as a political regime that is entrenched not only in theory, but also in practice. This will be highlighted by their level of support, which determines whether the regime is perceived as legitimate or illegitimate. It will further shed some light on the degree or level of support for the political system governing the country. Support for democracy may be evaluated by using two models or types of support, i.e. diffuse and specific support. Diffuse support consists of three levels of support, namely, political community, regime principles and regime performance, whilst specific support consists of two levels of support, namely regime institutions and political actors. For this study, these models and levels of support are evaluated amongst the supporters of the ruling party, namely the ANC. For comparative purposes, however, support patterns for democracy, as measured in the World Values Surveys from 1995 to 2006, amongst the ANC supporters will be evaluated in relation to non-ANC supporters. These patterns are crucial, since they will highlight whether support for democracy is support for democratic rules and norms, i.e. democracy per se, or whether support for democracy is closely tied to party support and position. The study reveals that there are relatively high levels of support for political community, regime principles and regime performance amongst both the ANC supporters and non-ANC supporters, when compared to levels of support for regime institutions and political actors, meaning that there are high levels of diffuse support when compared to specific support. Moreover, the ANC supporters have higher levels of both diffuse and specific support for democracy when compared to non-ANC supporters.
AFRIKAANSE OPSOMMING: In die 1990‟s gedurende die derde golf van demokratisering in die wêreld, het Suid Afrika ook „n transformasie van „n outoritêre stelsel na „n demokrasie ondergaan. Hierdie transformasie het op die vestiging van demokratiese beginsels en norme sowel as demokratiese instellings uitgeloop. Hoewel dit Suid-Afrika ‟n demokrasie in teorie gemaak het, het dit die stelsel nie noodwendig ‟n demokrasie in die praktyk gemaak nie. Dit is belangrik om in ag te neem dat „n demokrasie, anders as „n outokrasie, die ondersteuning van die bevolking moet geniet. ‟n Gebrek aan genoegsame steun kan daartoe lei dat ‟n regering gesag op ‟n onlegitieme wyse uitoefen. Teen hierdie teoretiese agtergrond is dit dus belangrik om die tipes sowel as die veranderende vlakke van ondersteuning vir demokrasie te evalueer. Sodoende word ‟n insig verkry of die bevolking demokrasie as ‟n vorm van regering nie net in teorie aanvaar nie, maar ook in die praktyk. Die vlak van ondersteuning sal bepaal of die regime as legitiem of onlegitiem beskou word. Dit kan ook verder lig werp op die vlak van ondersteuning vir die politieke selsel wat in plek is. Ondersteuning vir demokrasie kan bepaal word deur gebruik te maak van twee modelle of tipes van ondersteuning, naamlik, verspreide (“diffuse”) en spesifieke (“specific”) ondersteuning. Verspreide ondersteuning bestaan uit drie vlakke van ondersteuning, naamlik, steun vir die politieke gemeenskap, regime beginsels en regime optrede. Spesifieke ondersteuning in teenstelling, bestaan uit twee vlakke van ondersteuning, naamlik steun vir regime instellings en vir die politieke akteurs. Vir hierdie studie is die modelle en vlakke van ondersteuning ge-evalueer met spesifieke verwysing na die ondersteuners van die ANC - die regerende party. Vir ‟n vergelykingsbasis is hierdie ondersteuningspatrone met die nie-ANC ondersteuners soos dit voorkom in die World Values opnames van 1995 tot 2006 gebruik. Hierdie patrone is van kardinale belang omdat dit vir ons ‟n aanduiding gee of ondersteuning vir demokrasie ook die ondersteuning vir demokratiese reëls en norme behels. Die bevindinge dui op relatiewe hoër vlakke van ondersteuning vir die politieke gemeenskap, regime beginsels en regime werkverrigting onder ANC ondersteuners sowel as nie-ondersteuners as dit vergelyk word met vlakke van ondersteuning vir regime instellings en politieke akteurs. Dit beteken dat daar hoër vlakke van verspreide ondersteuning bestaan in vergelyking met spesifieke ondersteuning. Verder is bevind dat ANC ondersteuners hoër vlakke van verspreide sowel as spesifiek ondersteuning vir demokrasie vertoon in vergelyking met nie-ondersteuners van die ANC.

Le " Burkina Faso depuis 1991 : entre stabilité politique et illusionnisme démocratique " ambitionne de se projeter au cœur du régime de la IVème République. Les fondements de la domination de l'élite politique post-transition sont examinés à travers la stratégie de conquête du pouvoir politique et la légitimation électorale à travers l'organisation des premières élections pluralistes. Le président Blaise Compaoré progressivement met en place un système de domination verrouillé où les possibilités de changements démocratiques s'amenuisent pour ses adversaires politiques. Cette mainmise du régime de M. Blaise Compaoré nécessite des ressources qui se déclinent en ressources internes et en un répertoire de légitimation internationale qui fait aujourd'hui du président Blaise Compaoré un acteur majeur du jeu politique sous-régional.

Makt samt organisatoriskt commitment är två väsentliga begrepp gällande ett företags ledarskap och deras anställda. Ledarskapets kärna utgörs av den influens ledargestalten har över sina underordnade och begreppet makt ska för ledaren fungera som ett drivmedel gällande hens influens. Det gäller således för ledargestalter att tillämpa makten i syfte att influera sina anställda mot organisationens uppsatta mål. För att lyckas få de anställda att sträva efter samma mål som organisationen satt upp samtidigt som de ska arbeta för att få kompetent arbetskraft att stanna krävs det av ledaren att hen kan främja organisatoriskt commitment bland de anställda. Syftet med studien är därmed att utifrån positioneringsmakt och kunskapsmakt analysera hur ledare för ett konsultföretag skapar affektivt, kalkylerande och eller normativt commitment hos sina anställda. Då studien avser att inge en djup och grundlig förståelse gällande dess syfte tillämpas en fallstudiedesign med en kvalitativ forskningsstrategi samt en deduktiv ansats. Vidare ämnar studien undersöka ett specifikt fallföretag utifrån vilket studiens primärdata samlats in via tio intervjuer. Intervjuerna har fördelats på åtta av Crabats anställda konsulter, företagets VD samt företagets ägare. För att på ett djupare plan kunna presentera studiens problematisering har en teoretisk referensram utformats vilken behandlar studiens huvudbegrepp samt beskriver övriga relevanta begrepp inom ämnet. Det går inte genom studiens slutsatser att urskiljer vilken form av maktbas som främjar vilket commitment i fallföretaget. Dock går det att konstatera att fallföretaget tillämpar två maktbaser, kunskapsmakt samt positioneringsmakt, vilka i valt fallföretag sammantaget gynnar tre former av commitment, affektivt, normativt samt kalkylerande commitment. Då fallföretaget utgörs av majoriteten män hade det varit intressant om vidare forskning undersökte om ovannämnda maktbaser främjar andra former av commitment i en konsultverksamhet med en majoritet kvinnor.
Power and organisational commitment are two essential concepts regarding a corporation’s leadership and workforce. The core of leadership consists of the influence the leader has over the workforce and the concept of power is to work as a propellant regarding his or hers influence. It thus applies that the leader utilise the power to influence the workforce to work towards the organisation's goals. For the leader to achieve the above and at the same time strive to retain proficient labour it is vital that he or she can enable organisational commitment among the employees. The aim of the study is therefore to analyse how a leader within a consulting firm uses his or her power in order to generate organisational commitment. The study is intended to convey a deep and thorough understanding regarding its aim, therefore we applied a case study design with a qualitative research strategy and a deductive approach. Furthermore, the study intends to examine a specific case company from which the study's primary data has been obtained through interviews with the company’s employees, the company's president and the owner. To be able to present the reader with a deeper understanding regarding the study’s problem discussion a theoretical framework, which addresses the study's main concepts and describes other relevant concepts appropriate to the subject has been developed. We could not based on the study’s conclusions distinguish between which powerbase that benefits which form of organisational commitment. However, it is clear that the case company applies two forms of power bases, knowledge - and the positioning base of power which, in the selected case company collectively promotes three forms of commitment, affective, normative and calculating commitment. Since the case company’s employees are comprised by a majority of men, it would be interesting if further research investigated whether the above-mentioned power bases promotes other forms of commitment in a consultancy with a majority of women employed.

L’objet de cette thèse porte sur le charisme et la crise de succession en régime charismatique. À l’aide d’éléments théoriques puisés chez Max Weber et ses successeurs, on tente de faire un bilan, une synthèse des recherches passées et celles en cours, et de proposer notre propre compréhension du pouvoir charismatique et la question de son utilité. En effet, bien que le concept de charisme soit largement utilisé et discuté par les théoriciens du pouvoir et du leadership, il demeure encore une énigme majeure des sciences sociales, politiques et juridiques. Ainsi, persuadé de sa pertinence comme principe de légitimation du pouvoir politique, on tente d’explorer plus en avant certains de ses aspects négligés ou insuffisamment élaborés, afin de proposer une vue d’ensemble sur la question. L’illustration de ses grandes figures historiques les plus marquantes comme Mussolini, Hitler, Khomeiny, de Gaulle, Mao, Houphouët, Nkrumah nous permet d’entrevoir ses vertus et ses vices, mettant également en avant les crises de succession en régime charismatique avec leurs différentes solutions
The purpose of this thesis deals with the charisma and the succession crisis in charismatic regime. With the help of theoretical elements drawn from Max Weber and his successors, we try to make an assessment, a summary of previous researches and those in progress, and propose our own understanding of charismatic power and the question of its usefulness. Indeed, although the concept of charisma is widely used and discussed by the theorists of power and leadership, it remains a major conundrum of social science, political and legal. So convinced of its relevance as a principle of legitimation of political power, we attempt to further explore some aspects neglected or insufficiently developed to provide an overview of the issue. The illustration of these great historical figures, the most significant, like Mussolini, Hitler, Khomeini, De Gaulle, Mao, Houphouët, and Nkrumah gives a glimpse of its virtues and its vices, thus highlighting the crises of succession in charismatic regime with their different solutions

Three distinct chapters explore the individual-level dynamics of legitimacy judgments and support for leaders and their initiatives. Chapter 1 develops a theoretical framework for understanding the content of legitimacy judgments and the process by which those judgments develop and change over time. Chapter 2 explores the role of group orientation in moderating the impact of instrumental, relational, and moral concerns in determining support for leaders. Chapter 3 explores the role of power in moderating leaders' assumptions about the types of behaviors that will elicit support for followers.

In Chapter 1, I build on institutional, social psychological, and sociological theory to develop a theoretical framework that specifies both the content underlying judgments of the legitimacy of social entities and a model of the process by which these judgments develop and change over time. With respect to the content of legitimacy judgments, I argue that individual-level judgments of the legitimacy of social entities are based on perceptions and beliefs about the entity that fall along three key dimensions: instrumental, relational, and moral. With respect to the process by which legitimacy judgments develop and change over time, I specify three modes of the legitimacy judgment process (evaluative, passive, and socialization), and I explain which of these modes is likely to predominate as individuals move through the stages of the legitimacy judgment process. The model specifies the circumstances under which the legitimacy of existing institutions is likely to be either challenged or bolstered. I conclude by discussing the implications of this framework for advancing a more detailed understanding of the micro-level dynamics of critical areas of inquiry in organizational studies.

In Chapter 2, I present a series of three studies demonstrating that individuals' intrinsic or extrinsic orientation toward their group moderates their responsiveness to different types of behaviors and appeals, such that individuals who have an intrinsic orientation (such as high identifiers and individuals who feel a high level of group belongingness) are more responsive to moral behaviors and appeals, while individuals with an extrinsic orientation (such as low identifiers and individuals who feel a low level of group belongingness) are more responsive to instrumental behaviors and appeals.

In Chapter 3, four studies demonstrate that subjective feelings of social power impact leaders' assumptions about the bases of their legitimacy with followers, which in turn impacts leaders' decisions about what types of leadership behaviors and tactics to engage. Study 1 demonstrates that leaders who feel a high level of power within their group or organization perceive support from followers as stemming primarily from their instrumental rather than relational behaviors, while leaders who feel a low level of power perceive that the support they receive from followers stems primarily from their relational rather than instrumental behaviors. Study 2 is a vignette study in which individuals primed with high power report greater expectations of support in response to decisions made on instrumental rather than relational bases, while individuals primed with low power report greater expectations of support in response to decisions made on relational rather than on instrumental bases. Study 3 replicates this interaction and shows that the effect is mediated by leaders' assumptions about the types of behaviors that followers prefer. Study 4 demonstrates that leaders primed with power are more likely to engage in instrumental behaviors in their attempts to persuade followers, while individuals primed with low power are more likely to engage in relational behaviors in their attempts to persuade followers. Theoretical and practical implications are discussed.

Chapter 4 describes a final study that integrates the findings from Chapters 2 and 3. Specifically, Chapter 4 demonstrates that there is a positive effect of leader power on support for the leader among low, but not high, identifying groups. The findings further indicate that this effect is mediated by followers' perceptions of the leader's instrumental behaviors. Implications, limitations, and future directions of the research are discussed.

Dissertation

Celem niniejszej dysertacji jest zrekonstruowanie sposobów charakteryzowania liderów w polskiej prasie biznesowej. Projekt ma się przyczynić do eksploracji tego zagadnienia poprzez zidentyfikowanie kategorii i kryteriów, jakich prasa używa do opisywania ludzi uznanych za liderów przez branżę medialną, oraz wskazać cechy wpływające na podnoszenie poziomu legitymizacji lidera.Do badania zastosowano klasyczną wersję teorii ugruntowanej rozwijaną przez Barneya Glasera, która skupia się na uchwyceniu wzorców postępowania ważnych, ale i problematycznych, dla zaangażowanych w proces społeczny jednostek (Glaser, 1978). Analiza zebranego materiału empirycznego tą metodą pozwoliła wyodrębnić najważniejsze kategorie opisu, w tym scharakteryzować postać lidera, wymienić działania w organizacji uwarunkowane motywami i potrzebami wewnętrznymi, jak i tymi zgłaszanymi z zewnątrz, oraz przedstawić nastawienie otoczenia wobec lidera oraz daną legitymację społeczną.
This dissertation aims to reconstruct the ways of characterizing leaders in the Polish business press. The project explores categories and criteria, which are used to describe a person being perceived as a leader by media industries, and to identify hallmarks that affect leveraging leadership legitimacy.The study used principles of a classic grounded theory approach articulated by Barney Glaser. It focuses on capturing patterns of conduct among those involved in the social process (Glaser, 1978). The findings offer insights into the process of image building. Analysis of the collected empirical material in this way has allowed to extract the main categories of leader’s description, including features of a person recognized as a leader, activities in the organization conditioned by motives and internal needs as well as those reported from the outside. It concludes by highlighting the attitude of members of the environment toward the leader with respect to legitimacy.

Includes bibliographical references: leaves 201-224
South African authorities formalised their goal to pursue a developmental state with the adoption of the National Development Plan (NDP) in 2012. It is clear from the reading of the NDP that the authorities are convinced that the developmental state approach is a cause for development. The declaration to construct a developmental state is interesting at best or bizarre at worst in that developmental states are often identified by assessing their (economic) performance over a period. They hardly sought out to intentionally build developmental states. The South African governance system has implications for a quest to construct a developmental state. Whereas the literature on East Asian countries tends to focus on the role of central governments in economic development, the South African governance places a huge emphasis on cooperative governance between the three spheres of government. To this end, the constitution spells out the specific developmental objectives that must be pursued by municipalities. This essentially means that the system of cooperative governance, and the extent of effectiveness of local government, will either catalyse or impede the realisation of South African developmental state. Developmental states are often distinguished from others by their structures, roles and outcomes. Their structures and roles are developmental and are a cause for soaring outcomes. This logic was employed to analyse the nature of structures and roles in eight (8) selected municipalities over a 15-year period and how these influenced the actual policy performance. Findings that emerged from over 30 interviews with high ranking officials in various institutions and the thorough analysis of a number of documents confirm that structures and roles in municipalities are far from being developmental. The study also found that informal factors have effectively ‘juniorised’ local government as a sphere of government despite the constitution emphasising the equality of all three spheres. In the final analysis, local government is incapacitated to carry out its developmental mandate. It is against this reality of incapacitation of local government that the study argues that the performance of local government, measured against its constitutional objectives, effectively impedes the realisation of a developmental state in South Africa.
Development Studies
D. Litt. et Phil. (Development Studies)