Dissertations / Theses on the topic 'Strategic leadership development'
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James, Dale R. "Leadership development network strategic equipping of leaders for local church ministry /." Theological Research Exchange Network (TREN), 1999. http://www.tren.com.
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Carleton, Karen Anne. "The Lamplighter: Strategic Leaders' Views on Leadership." Diss., Virginia Tech, 2005. http://hdl.handle.net/10919/27592.
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The vast quantity of leadership literature discusses factors that may contribute to leader development. However, strategic leaders—defined as those individuals in key positions at the organizational apex—are a subsection of the research that deserves more attention. In particular, what sets these leaders apart or enables them to excel is an area of particular interest and is explored in this dissertation. The purpose of this study was to understand the process of leadership development, specifically through the experience and beliefs of successful senior leaders.
The study addressed the following questions:
1. How do strategic leaders for the federal government describe effective leadership?
2. How do they explain the development of effective strategic leadership?
3. How do the described behaviors of strategic leadership compare to the Executive Core Qualifications established for civilian federal government leaders by the Office of Personnel Management?
To answer the research questions, the study employed grounded theory as the primary analytic procedure. The subjects interviewed were from areas of the federal government dealing with national security, predominantly Department of Defense. Both military and civilians subjects participated. Data were analyzed qualitatively and a conceptual model of strategic leadership behavior was developed. Finally, implications and suggestions as to how to foster the development of such capacities are offered.
The findings show, as did earlier behavioral research, that the two aspects of task and relationship are important to successful leaders. In this case, both functioned predominantly in the leaders' behavior, but under the fabric of their contextual experience built on their own self-efficacy and relations with others. It follows that more attention paid to developing self-mastery and strong relationship skills are in order.
Since studies on military leadership vice civilian federal service are more likely, the findings were examined in relation to the established qualifications for senior civilian leaders, revealing a gap. While the qualifications for senior executives are behavior oriented, the research indicates a need for stronger focus on personal development, growth as an individual, and contributions made to the development of others. The relationship aspect of leadership does not receive the proper emphasis.Ph. D.
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Cabeza-Erikson, Isabel, Kimberly Edwards, and Theo Van Brabant. "Development of leadership capacities as a strategic factor for sustainability." Thesis, Blekinge Tekniska Högskola, Avdelningen för maskinteknik, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:bth-5686.
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Building capacities of sustainability change agents is primordial to increase the effectiveness and to accelerate the process towards a sustainable society. This research investigates the current challenges and practices of sustainability change agents and analyses current research in the field of leadership development. A Framework for Strategic Sustainable Development is described as a means to overcome and address the complex challenges that society faces today. Furthermore the development of leadership capacities of sustainability change agents is suggested as a strategic factor for the process of sustainable development. A literature study highlights the new dimension to leadership development and defines its characteristics. Interviews and focus groups with sustainability practitioners and students are analysed. From this analysis a set of methods and approaches to professional and personal development is derived. The research points to the need of developing leadership capacities, of sustaining them and of having the ability to be self-aware. It is mentioned that the development of these capacities will depend on the supporting environment, the methods employed and on the candidate itself in order to achieve best results.
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Nekeman, Iris, Roy Straver, and Francisco Tobón. "Strategic Leadership towards Sustainable Public Procurement." Thesis, Blekinge Tekniska Högskola, Institutionen för strategisk hållbar utveckling, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:bth-16622.
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The understanding of the role of the contracting authority in public procurement is important to understand the underused potential of public procurement to contribute to the sustainable development of society. In particular, the concept of public-private cooperation was suggested to increase this potential, but not enough is known about how the interaction has to take place in order to address the behavioural factors that cause the barriers to sustainable public procurement. The results of this research showed that the leading role of the contracting authority could facilitate sustainable procurement by increasing engagement, interaction and collaboration. A strategic planning approach to support the public-private cooperation in the procurement process is needed. Based on the Framework for Strategic Sustainable Development, a support for the contracting authority was designed to guide the strategic planning of the procurement process. The suggested design of Support for Strategic Sustainable Procurement was evaluated and found likely to support the contracting authority in strategically leading the public procurement process to leverage the potential of public procurement on the transition towards a sustainable society.
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Baan, Christopher, Phil Long, and Dana Pearlman. "Cultivating personal leadership capacities to facilitate collaboration in Strategic Sustainable Development." Thesis, Blekinge Tekniska Högskola, Sektionen för ingenjörsvetenskap, 2011. http://urn.kb.se/resolve?urn=urn:nbn:se:bth-3642.
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The complex, multi-faceted sustainability challenge that society faces calls for a strategic approach to sustainable development. Strategic planning processes towards sustainability in organisations and communities are oftentimes led by a facilitator or facilitative leader. We argue that planning processes of complex and transformational change, call for collaboration among stakeholders and for highly skilled facilitative leaders who are committed to the development of self, others and society. This thesis explores the ‘interior state’ of facilitative leaders as a high leverage point in moving society towards sustainability. We identify nine personal capacities that enable leaders to facilitate collaboration in Strategic Sustainable Development: (1) Being Present, (2) Whole Self-Awareness, (3) Suspension & Letting Go, (4) Compassion, (5) Intention Aligned with Higher Purpose, (6) Whole System Awareness, (7) Personal Power, (8) Sense of Humour, and (9) Holding Dualities and Paradoxes. We identify a range of personal and collective practices that help develop these personal capacities. We propose these capacities are the foundation for a more holistic and authentic facilitation approach applied to strategic sustainable development.
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Covalciuc, Marina, and Gautier Kerleguer. "Leadership Competencies Development through Game-Based Learning." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-85164.
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In contemporary world, there is a constant need for leadership development. Technological advancements, excessive uncertainty and severe hostility on one hand and high expectations from subordinates, pressure from stakeholders on another hand force leaders to develop more skills and competencies in order to succeed. Leadership competencies represent a set of behaviours that are seen to be crucial to deliver desired outcomes. Organisations design competencies models that are used for diverse reasons within human resources management, such as employee selection, career development, succession planning, performance management and employee development. The current most common practices in leadership competencies development applied by organisations include coaching and mentoring, 360‐degree feedback, specific job assignments, networking, action learning, corporate case studies, computer simulations, experiential learning and of course classroom‐type leadership training. However, the future generation of employees are the nowadays youngsters whose life is widely influenced by technology. A specific interest among them is in online and computer-based games, on which they spend a considerable amount of time per week. Games in general were proven to be an effective tool for education among children and young adults, and were discussed to be useful for adults as well. Presented research is performed with the goal to create an understanding of the game-based learning approach to leadership competencies development. Our first ambition for the research was to find out what leadership competencies are most likely to be developed though GBL approach. We came to the results that GBL approach can be effective in developing social interaction competencies such as motivation, facilitation, coaching, effective communication, collaborative negotiation, effective teamwork and such cognitive competencies as strategic thinking, decision making, problem solving and technical competency. Our second aim for the research was to draw on a conceptual framework in form of an experiment to answer to the question of how effective is game-based learning for development of leadership competencies. The experiment model proposed in this conceptual paper was designed by us by putting together elements in form of such games as "Spaghetti Tower"; "Strategic thinking game with 8 players" for measurement and "Acquire" board game for development of the "strategic thinking" leadership competency.
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Davids, Mogamad Sadiek. "The role of strategic leadership in Coega Development Corporation: a case study." Thesis, Rhodes University, 2010. http://hdl.handle.net/10962/d1003884.
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South Africa became a democracy after its election in April 1994. Thereafter, the country faced the daunting task of trying to fast-track economic growth and addressing social challenges. The Department of Trade and Industry was mandated by the newly elected government to spearhead economic development in order to address these challenges. Trade policy instruments such as industrial development zones formed part of government’s strategic economic instruments to achieve economic reform. The Coega Industrial Development Zone (CIDZ) near Port Elizabeth was one of many economic development zones created principally to promote export orientated manufacturing. The Coega Development Corporation (CDC) was registered as a company to develop, operate and manage the CIDZ. The literature suggests that strategic leadership is important for organizational success. Strategic leadership is described as the ability to influence others to make day-to-day voluntary decisions that enhance long-term viability while maintaining short term financial stability. Literature further suggests that strategic leaders deal with the evolution of organizations and their changing aims and transform them through their capabilities and strategic leadership roles such as being a figurehead, spokesperson, team builder, design school planner and so on. The aim of this research is to analyse the role of strategic leadership with the objectives to ascertain whether strategic leadership contributed to the success of the development of CDC, and identify possible challenges they are confronted with in the execution of their leadership duties. This research was conducted from an interpretivist perspective as the researcher attempted to develop insight into how the strategic leadership of CDC viewed and understood their role. The strategic leadership of CDC, who were the focus of this study, consisted of the executive management team of the organization, including the Chief Executive Officer (CEO). The research design was in the form of a case study of the CDC leadership, with data collected through semi-structured interviews and documents. The most prominent roles exercised by the leadership of CDC included creating a vision and strategy development and inculcating a teamwork corporate culture. Other roles identified include that of team builder, fostering innovation and developing human capital etc. A lack of stakeholder management as well as managing the culture of the organization as it expands and grows, remain critical challenges. Finally recommendations are made together with suggestions for future research.
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Safra, Natalie, Josefin Nystrom, and Hanzhu Deng. "Using the Framework for Strategic Sustainable Development to complement existing leadership training approaches." Thesis, Blekinge Tekniska Högskola, Avdelningen för maskinteknik, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:bth-3233.
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This thesis examines approaches consultants use to assist organizational leaders in moving strategically towards sustainability. The Framework for Strategic Sustainable Development (FSSD), is examined to understand how one can overcome and address the complex challenges that consultants face in assisting leaders to develop appropriate leadership skills and sustainability knowledge that will allow them to lead their organizations strategically towards sustainability. Two consulting firms located in London are reviewed. From this research, an ideal way of using the FSSD called the Strategic Leadership Training Framework (SLTF) is proposed as a tool to guide and supplement current approaches used by consulting firms to improve their leadership training programs. A gap analysis compares the SLTF and the current approaches used by consultants. The SLTF can be used as a tool to assist consultants to find the gaps between the approaches they use and the SLTF. Finally, emotional intelligence and a definition of sustainability are found to be a key factor for a leader to be successful when moving their organization strategically towards sustainability.
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Victor, Jeffrey R. "The Development of Student Organization Advisor Workforces through the Expansion of Strategic Talent Management Practices." Thesis, University of Maryland University College, 2019. http://pqdtopen.proquest.com/#viewpdf?dispub=13424162.
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The purpose of this study is to provide managers in both educational institutions and student organizations with empirically-based recommendations for how to best manage student organization workforces to achieve engagement and retention. The research questions ask (a) how educational institutions and student organizations strategically manage advisor talent to attract, engage, and retain advisors in their roles and (b) what talent management strategies can be applied to sustain a competent, satisfied, and engaged student organization advisor workforce. Through a systematic review methodology with an evidence-based management perspective to configure the best available evidence for synthesis, this dissertation incorporates organizational citizenship theory, the functional theory of volunteerism, and strategic talent management theory to reach the conclusions. Study findings confirm that student organization advisor service is linked to all elements of the functional theory of volunteerism but is primarily motivated by the values function first and then the career functions. Furthermore, student organization advisor service is a form of organizational citizenship behavior, and the values function of volunteerism is the antecedent to service as an advisor. Finally, it was determined that strategic talent management practices can be applied to student organization advisors, but such practices are not being implemented by key stakeholders. A theoretical model of advisor involvement and suggestions for implementation are presented to address this gap in practice. As a result of these findings, a model for practice that incorporates key strategic talent management practices to address fundamental advisor needs has been developed with an evidence-based blueprint for implementation.
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Hurry, Jovin. "Strategic negotiations towards sustainabilityfor entrepreneurs." Thesis, KTH, Industriell ekonomi och organisation (Inst.), 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-104430.
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The purpose of this thesis is to find out what it takes for entrepreneurs to negotiate strategically in order to ultimately influence systemic change towards sustainability. It focuses on the challenges sustainability entrepreneurs face as they negotiate their twin objectives of social mission and positive cashflow during their collaborative processes. To answer this purpose, I conducted a participatory action research with the entrepreneurs at Hubs Westminster, King’s Cross and Islington in London. The Hub is a global community of people from every profession, background and culture working to tackle the world's most pressing social, cultural and environmental challenges. The Framework for Strategic Sustainable Development (FSSD) was used as a lens for the overall research while the Seven Elements Theory of Negotiation targeted the negotiation process. The thesis demonstrates that some core challenges need to be addressed in the entrepreneur’s preparation for their negotiation; and that entrepreneurs can intentionally favourably position themselves through their strategic actions in their attempt to meet the need to combine economic objectives with concerns about social responsibility and environmentalism. The implication of the thesis lies in better awareness on how to aim at creative outcomes during collaborations. Its originality lies in shedding light in this niche and rarely touched combination of sustainability, entrepreneurship and negotiation.
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Wassmer, von Langenstein Yannick, Jessica Conrad, and Prescilla Sossouhounto. "Exploring the Cultural Dimension of the Framework for Strategic Sustainable Development." Thesis, Blekinge Tekniska Högskola, Institutionen för strategisk hållbar utveckling, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:bth-14523.
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Although there has been a growing interest in policy and among scholars to consider culture as an aspect of sustainable development, the understanding of culture within the framework of sustainable development has remained vague. This study sought to discover what influence culture may have on the practical application of the Framework for Strategic Sustainable Development (FSSD). The research focused on the approaches FSSD practitioners take in their application of the framework within different cultural contexts in an attempt both to uncover patterns and to develop guidelines for applying the framework in those contexts with cultural sensitivity. A qualitative research approach was selected, and a literature review and semi-structured interviews were used to elicit the approaches of thirteen FSSD practitioners with experience applying the framework outside of Europe and North America. The results revealed four main cultural factors FSSD practitioners account for when applying the framework in different cultural contexts and four practical strategies used to account for those cultural factors. Based on these discoveries, strategic guidelines were created to complement the FSSD so that it can be more easily applied in different cultural contexts, thereby contributing to the framework’s ultimate goal of accelerating the global transition toward a sustainable society.
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Bilhuber, Galli Eva. "Strategic alignment of leadership development : realizing the value of internal social capital for cross-business collaboration /." [S.l.] : [s.n.], 2009. http://opac.nebis.ch/cgi-bin/showAbstract.pl?sys=000292645.
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Fälbl, Jana, Marc Wicki, Sophie Vrolijk, and Maria Alejandra Gonzalez. "Preparing Leaders for Strategic Sustainable Development : A Case Study of the Teach for Austria Leadership Education." Thesis, Blekinge Tekniska Högskola, Institutionen för strategisk hållbar utveckling, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:bth-18195.
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There is an urgent need to have leaders who are able to strategically transition society towards sustainability. Evidence shows that challenges are mounting up and become increasingly complex. Education for Sustainable Development (ESD) aims to educate leaders to become competent to lead within the sustainability challenge we are facing. This thesis explores how leadership education can prepare teachers to become leaders to enable Strategic Sustainable Development (SSD). Based on interviews with ESD experts, the research team identified eight key competencies for leaders to enable Strategic Sustainable Development and eight pedagogical approaches to train such competencies. In addition to that, the research team analyzed how the case study organization Teach for Austria (TFA) integrates the identified key competencies and pedagogical approaches. Recommendations are provided indicating TFA’s opportunities regarding a more thorough integration of the key competencies and pedagogical approaches into their leadership education. These recommendations were then made relevant to the broader leadership education context to prepare teachers to lead. The main outcomes of this thesis intend to serve as a guidance to enable leadership the world needs.
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Mungonge, Goliath. "A case study of strategic leadership in the creation and development of a privately owned newspaper in Zambia." Thesis, Rhodes University, 2009. http://hdl.handle.net/10962/d1003854.
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Roles of various constituent elements of Strategic Leadership address deep and continuing issues relating to the creation and development of any organization. What is required to help firms successfully navigate the dynamics and uncertain environment in which they compete today to be successful is addressed. The founding in July 1991 of The Post, a privately owned Zambian newspaper, provided a unique opportunity to investigate the roles that various constituent elements of strategic leadership have played in its success. This is largely because much is already known about how state-owned media are managed, financed, and sustained by the state itself, which is fully involved in their re-capitalization and operating costs. The themes identified are at the heart of current debates about the capacity of private organizations to respond to new expectations, market realities, no state funding, globalization, technology, and a long list of other challenges so as to become market driven enterprises. The case of The Post is seen to present a story of an enduring publication in times of political, financial, social and other adversities and the research participants have no illusions about the success of the publication. The case study of The Post also gives useful insight into the many challenges and obstacles faced by the newspaper. It offers examples of determination, focused courage and innovation, complemented by strategic leadership. This was done by means of what emerged from the insight and experiences of the six research participants that were part of the founders of the newspaper and those associated with the development of the newspaper since its inception.
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Bergfeld, M. M. H. "Global innovation leadership of German technology corporations : towards a practical guide for the strategic development of worldwide innovation competence." Thesis, University of Manchester, 2008. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.510136.
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This thesis is about the project-specific application of intra-company innovation networks to enable leadership of German technology corporations in the global race for innovation. It analyses the influence of market- and technology-related complexity on knowledge and technology transfers between German headquarters and foreign subsidiaries. So far, neither the public nor the academic domain have applied this perspective when discussing R&D internationalisation and the role of foreign subsidiaries for innovation competence. However, both complexity dimensions provide important insights regarding the potentials and limitations of R&D internationalisation by German technology corporations. Firstly, a conceptual framework of dynamic intra-company innovation networks is developed: From an organisational point of view, it combines existing concepts of R&D internationalisation, exploration and exploitation of knowledge and technology, and corporate innovation competence. From a strategic point of view, it introduces the dynamics of innovation along technology lifecycles (i. e. from system to product to process and service-related innovation) as explanation for market- and technology-related complexity. Both complexity dimensions are seen as potential contingency factors for the structure of intra-company innovation networks. Secondly, the conceptual model is applied to ten case studies in three German corporations from the automotive, semiconductor and electronics industries. Each case study represents a different strategic setting - i. e. technology lifecycle position and complexity profile. This perspective is matched with a description of the respective network approaches. Thus, the dynamic distribution of roles, responsibilities and innovation competence between the German headquarters and peripheral entities for various innovation project settings is explained. 50 additional expert interviews are drawn upon for further detail. In essence, it is found that the changing foci of innovation along the underlying technology lifecycles (from system to product to process to service-related innovation) give rise to different market- and technology-related complexity settings. These influence the application of centralised, integrated or decentralised innovation networks with different knowledge and technology transfer modi. A shift of innovation competence from central to peripheral entities is recognised over time: Competence for radical, architectural and systemic innovation largely continues to reside in German headquarters while incremental, component- and service-oriented innovation is becoming a domain of foreign subsidiaries. Additionally, the continued growth of the emerging economies gives rise to increasing innovation capability in the periphery. It nurtures stronger roles of subsidiaries from these high-growth markets for corporate innovation in the future. In summary, single corporations turn to simultaneously orchestrating multiple innovation networks as the diffusion of technology quickens and new peripheral centres of innovation competence evolve. Herein, actively recognising where the respectively needed innovation competences are located and consciously managing international knowledge and technology transfers within firms can be expected to become a key challenge to maintain the `Global Innovation Leadership' claim of German TNCs in the future.
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Boyce, G. R. "Training and educating the strategic corporal." Quantico, VA : Marine Corps Command and Staff College, 2008. http://handle.dtic.mil/100.2/ADA490789.
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Jutrakul, Rada, Erin Ring, and Lennart Reymann. "Value Sustainability: Developing Affective Learning in Sustainability Leadership Programs." Thesis, Blekinge Tekniska Högskola, Institutionen för strategisk hållbar utveckling, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:bth-19888.
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As sustainability challenges increase in both frequency and magnitude, there is a growing need for leaders who can deal with such complexity. Education for Sustainable Development (ESD) develops knowledge,skills, and attitudes to enable the development of such leaders. This thesis focuses on the elusive “attitude” piece, more widely referred to as the affective domain. The research team interviewed experts on affective learning in either higher education or ESD contexts. Additionally, staff members from the case study organisation, Teach for Austria (TFA) were interviewed to determine how affective learning can be further developed within their fellow program. The five-level model (5LM) was employed to frame the findings of each interview set to provide recommendations for TFA. A feature of the Framework for Strategic Sustainable Development, the 5LM provides a strategic planning approach that allows for easier adaptation and implementation of the findings for other programs that wish to learn from this research. Therefore, this thesis serves to provide recommendations for developing affective learning in sustainability leadership programs. Making affective learning explicit and empowering one to reflect their own affective domain and their perspective on the world can have a positive impact on their life, as well as on their environment.
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Domingues, Roberta, Esther Zimmer, Haley Mah, and Charlotte Freudenberg. "Contemplative Practices in Higher Education for Sustainable Development : An exploration of their role for moving society towards sustainability." Thesis, Blekinge Tekniska Högskola, Institutionen för strategisk hållbar utveckling, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:bth-19884.
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In order for future sustainability leaders to stand a chance at tackling the sustainability challenge, they need to be skilled and capable enough to cope with them. Higher education for sustainable development (HESD) plays a crucial role in developing sustainability leaders. The intent of this research is to examine how contemplative practices (CPs) can be strategically used as a pedagogical tool to support the new leadership paradigm needed to move society towards sustainability. Through interviews, the study explored the current state of CPs in HESD by asking how and why they are used, and what barriers prevent them from being used more widely. Findings showed that: - CPs are not being used strategically as a tool in HESD - CPs can be used to support the development of sustainability leaders - HESD has a limited focus on inner transformation This study showed that the use of CPs as a pedagogical tool in HESD has significant impacts on individuals’ learning and inner transformation. At the same time, they support the development of individuals’ wellbeing and leadership skills towards sustainability. However, it was found that there are several barriers to overcome in order for this tool to be strategically used in HESD.
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Puerta, Mauricio. "A Grounded Theory of Togethering: the transformation of the patterns of engagement of a top management group from political and strategic jousting to trust, openness and unity." online version, 2008. http://rave.ohiolink.edu/etdc/view.cgi?acc%5Fnum=case1207346266.
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Koukpaki, Adebayo Serge Francois. "The concept of strategic leadership in the development and improvement of higher education in the Republic of Benin : a qualitative case study of an African university." Thesis, Open University, 2013. http://oro.open.ac.uk/49078/.
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This study explored the appropriateness of the concept of strategic leadership in the development and improvement of higber education in an African university called, for the purposes of tbis study, the AU3. It examined whether strategic leadership as it emerged in Western countries-had any resonance and relevance for the AU3, and explored the ways in which strategic leaders (SLs) interpreted and gave meanings to their roles. The study adopted a phenomenological approach with a qualitative case study design. A purposive sample of 20 strategic leaders was selected. The data collection instrument was semi-structured interviews. The research findings suggested that to enact strategic leadership the individual in the role should: be able to provide clarification of what helshe does and be able to understand the context in which he/she operates. The study contended that: strategic leadership requires three characteristics: elucidation - the ability to identify with their roles and responsibilities and link these to the strategic goals and mission of AU3; externalisation - the ability to consolidate their role tasks, provide evidence, and evaluate job tasks; and realisation - the ability to understand the complexity of their roles. The study further argued that SLs develop a distinctive shape of values and beliefs which impacted on the decisions they made. The study concluded with three types of leader: the 'emollient leader', who is concerned with 'hanging on in there', making the situation calmer in the hope of averting confrontation; the 'hypochondriac leader', who assumes constantly that something is wrong with their approach in performing their role, who is distracted by the environment and its constituencies; and the 'mirroring leader', who cannot see beyond their technical expertise. This study aims to help policy makers and those in charge of SLs' recruitment, selection, and development to better understand what competences are required to lead the university.
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Setlhare, Itumeleng E. "Assessing the organizational support systems for human resources development in the chief directorate : strategic health progammes (North West Province)." Thesis, Stellenbosch : Stellenbosch University, 2012. http://hdl.handle.net/10019.1/20245.
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Thesis (MPA)--Stellenbosch University, 2012.ENGLISH ABSTRACT: In order to enhance human resource development in the public service, the South African Government launched its first human resource development strategy in 2002. This strategy was implemented over a period of four years. It was subsequently followed by another strategy, called the Human Resources Development (HRD) Strategic Framework Vision 2015, which was published by the Department of Public Service and Administration (the DPSA) in 2008. One of the pillars of the latter strategy, which is also the focus of this study, is organizational support systems. The aim of this study was to determine whether the Chief Directorate: Strategic Health Programmes (CD:SHP) successfully implements, as designed in the departmental HRD plan, the three strategic interventions related to organizational support systems. The objectives were to – assess the alignment of the organizational support systems in the Chief Directorate with the overall departmental organizational support systems (as stated in the HRD plan); - identify factors that hamper proper implementation of the departmental organizational support systems in the Chief Directorate; and - propose key strategic interventions to ensure successful implementation of the departmental organizational support systems. The organizational support system pillar has eleven strategic interventions, but, due to resources constraints, only three were investigated. These are: - to promote effective human resource planning in terms of demand for skills and training in public sector organizations; - to strengthen structures, systems and processes for the performance management and development in the public service; and - to groom and foster in-house capacity through effective career planning and talent management in departments of government. The process/implementation evaluation approach, with semi-structured interviews and questionnaire, was employed for this study. A mixed methodology, which covered the breadth of the quantitative method and the depth of the qualitative method, was used in this study. The findings indicated that the CD: SHP is not successfully implementing the pillar as designed by the departmental HRD plan. Among others, the following were identified as responsible for poor implementation: - lack of policy, strategy or guideline on HRD; - understaffed HRD units; - lack of coordination and cooperation between and among the stakeholders responsible for HRD (e.g. Human Resource Management( HRM), Performance Management and Development System (PMDS) and line managers); and - abdication of the performance management responsibility vested in managers. Key strategic interventions proposed to remedy the situation, among others, include: - reviewing the structure of the HRD directorate and filling, as a matter of urgency, all vacant posts; - reviving the committee responsible for coordinating HRD activities; - implementing and coordinating all HRD activities, from the HRD directorate, aimed at developing workplace skills plans and the effective utilization of personal development plans; - developing the blueprint for succession-planning and staff-retention strategies; and - assuring that PMDS becomes one of the key performance areas of all supervisors and managers in the Chief Directorate and that, regarding non-compliance, consistent sanctions be applied across all levels.
AFRIKAANSE OPSOMMING: Die Suid-Afrikaanse regering het in 2002 sy eerste menshulpbronontwikkeling (MHO)-strategie vir die staatsdiens in werking gestel om die uitbouing van dié hulpbron te bevorder. Hierdie strategie is oor ‟n vier jaar periode geïmplementeer en in 2008 opgevolg deur nog een, naamlik die Visie 2015 Strategiese Raamwerk vir Mensehulpbronontwikkeling (SRM), soos gepubliseer deur die Departement Staatsdiens en Administrasie (DPSA). Een van laasgenoemde strategie se steunpilare, wat ook die hooffokus is van hierdie studie, is organisatoriese ondersteuningstelsels. Die doelwit van hierdie studie was om te bepaal of die Hoofdirektoraat: Strategiese Gesondheidsprogramme (H:SG) sukses behaal met die implementering van programme, soos uiteengesit in die departementele MHO-plan se drie strategiese intervensies, veral met betrekking tot die organisatoriese ondersteuningstelsels. Die doel was om – te bepaal hoedanig die gerigdheid is tussen die organisatoriese ondersteuningstelsels in die Hoofdirektoraat en die algemene departementele ondersteuningstelsels (soos uiteengesit in die MHO-plan); - te identifiseer watter faktore behoorlike implementering van die departementele organisatoriese hulpsisteme in die Hoofdirektoraat belemmer; en - strategiese sleutelintervensies voor te stel wat suksesvolle implementering van die departementele organisatoriese hulpstelsels sal verseker. Die organisatoriese ondersteuningstelsel-pilaar het elf strategiese intervensies, maar, as gevolg van beperkings op beskikbare bronne, is net drie ondersoek. Hierdie intervensies is nodig om: - die beplanning van effektiewe mensehulpbronontwikkeling, in terme van die bestaande behoefte na vaardighede en opleiding in openbaresektor organisasies, te bevorder; - strukture, sisteme en prosesse vir prestasiebestuur en ontwikkeling in die staatsdiens te versterk; en - bestaande kapasiteit ten opsigte van mensekapitaal voor te berei, touwys te maak en te koester, deur effektiewe loopbaanbeplanning en talentbestuur binne regeringsdepartemente. Die proses/implementering evaluasie-benadering, met gedeeltelik gestruktureerde onderhoude en vraelyste, is vir hierdie ondersoek gebruik. ‟n Gemengde metodiek, wat die wydte van die kwantitatiewe metode en die diepte van die kwalitatiewe metode inspan, is vir hierdie studie aangewend. Die bevindings het aangedui dat die H:SG nie daarin slaag om die betrokke pilaar, soos deur die departementele MHO-plan ontwerp, te implementeer nie. Die volgende redes is, onder andere, geïdentifiseer as verantwoordelik vir die swak implementering: - gebrek aan beleid, strategie en leiding ten opsigte van MHO; - onderbemande MHO-eenhede; - gebrek aan koördinasie en samewerking tussen belanghebbendes (asook onderling) wat verantwoordelik is vir MHO (byv. Mensehulpbronbestuur (MHB), Prestasiebestuur en Ontwikkelingsisteem (PBOS) en lynbedtuurders); en - afstandoening van hulle prestasiebestuursverpligtinge wat aan bestuurders opgedra is. Strategiese sleutelintervensies wat voorgestel word om die situasie te herstel, sluit o.a. in: - die hersiening van die struktuur van die MHB-direktoraat en, as ‟n saak van dringendheid, die vul van alle vakante poste; - die herinstelling van die komitee verantwoordelik vir die koördinering van MHO-aktiwiteite; - die implementering en koördinering van alle MHO-aktiwiteite van die MHO-direktoraat, sodat vaardighede by die werkplek ontwikkel word en die effektiewe aanwending van persoonlike ontwikkelingsplanne plaasvind; - die ontwikkeling van ‟n bloudruk vir personeel opvolgbeplanning en strategieë om personeel te behou; en - die versekering dat PBOS een van die sleutel prestasie-areas sal wees wat alle supervisors en bestuurders in die Hoofdirektoraat sal toepas en, in geval van nalatigheid in hierdie verband, strafmaatreëls op alle bestuursvlakke toegepas sal word.
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McNamara, Kim H. "Fostering Sustainability in Higher Education: A Mixed-Methods Study of Transformative Leadership and Change Strategies." [Yellow Springs, Ohio] : Antioch University, 2008. http://www.ohiolink.edu/etd/view.cgi?acc_num=antioch1232215313.
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Thesis (Ph.D.)--Antioch University, 2008.Title from PDF t.p. (viewed February 20, 2009). Advisor: Jon Wergin, Ph.D. "A dissertation submitted to the Ph.D. in Leadership and Change program of Antioch University in partial fulfillment of the requirements for the degree of Doctor of Philosophy September 2008."--from the title page. Includes bibliographical references (p. 241-246).
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Kolb, Florentina, Frank Swinton, Iuliia Solodovnik, and Tina Jönsson. "Putting Farm-to-School on Sweden’s sustainability menu." Thesis, Blekinge Tekniska Högskola, Institutionen för strategisk hållbar utveckling, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:bth-16407.
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The global food system plays a significant role in the sustainability challenge. One way to approach such a complex problem is to provide a science-based, functional definition of success, and then to find leverage points in the system that can force change. Because they are accessed by all children, we see food education and responsibly sourced school food as such leverage points. Farm-to-School is a US concept which encourages schools to provide classroom food education, a garden, and locally produced food in the school restaurant. We explored how the Farm-to-School concept might move the Swedish public-school system, in a strategic way, towards sustainability, using the municipality of Karlskrona as an example. We interviewed stakeholders in Karlskrona to understand the current system, and what the benefits of Farm-to-School and the obstacles to implementation might be. We also interviewed stakeholders in the US, to gain knowledge about their experience of Farm-toSchool. We found that in Karlskrona there are some initiatives but restrictive regulations hindered innovation and local procurement, insufficient leadership meant there was no unified vision to work towards, collaboration was absent and not encouraged, and there was a shortage of resources. We therefore do not advise implementing Farm-to-School at present.
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Roux, C. H. "The contribution of strategic management and organisational development theory, models and practice to the effectiveness of local churches : a study on a selected sample of South African urban and suburban churches at congregational level." Thesis, Stellenbosch : Stellenbosch University, 2005. http://hdl.handle.net/10019.1/50470.
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Thesis (PhD)--Stellenbosch University, 2005.ENGLISH ABSTRACT: The idea of deliberately planning and measuring the work of congregations does not settle easily with many church leaders and theologians. This study suggests that churches are becoming increasingly socially ineffective because they do not understand and apply scientific management knowledge and methods. Strongly held ideologies and dichotomies characterise the milieu of this topic. There remains a very real social problem concerning the role of churches. That is what this study has based its relevance on. The study is encouragingly supported by its finding that 90% of church leaders surveyed, disagreed with the notion that the church has no responsibility to society at large for its actions. 92% of respondents further agreed that the role of the church is the well-being and upliftment of its communities and not just to create converts. This study presents evidence that questions the success claims of the Church Growth body of knowledge. Evangelism world-wide has recently experienced the most extraordinary acceleration in the number of conversions in the history of the Church, but research in the countries where this phenomenon has been more prevalent, has found little equivalent growth in church membership. The work of researchers in the USA has repeatedly drawn attention to the alarming levels of "unchurched" Christians and the falling away of Pentecostal churches. This study confirms the trend in South Africa and reveals our unchurched level to be 53%. Analysis of congregational development interventions attempted by the sample reveals an almost three times greater success rate reported by churches that did not apply the church growth principles or combined them with management methods. The aim is to present explanations and solutions for the difficulties churches are having both in the areas of managing their own development and in retaining committed members for a nobler purpose than to laud their size over smaller, but possibly more caring and socially effective churches. An objective of this study is to present existing knowledge and methods from the field of management science as a conceptual framework for systematically fitting disconnected elements of contemporary Church Growth Theory into a holistic and integrated development approach that goes deeper than a mere mechanistic extrapolation of theoretical ideas and praxis from one context into another. The survey found a 74% support base from the South African church leaders surveyed for a synthesis of the best of both Church Growth and business management methods in fulfilment of its mission. The most compelling finding that this research contributes to social knowledge, however, is that local churches found to have reported significantly more externally focused growth such as evangelism, community work and church planting, applied strategic thinking, formal planning and management methods to their development without compromising the Gospel message that the Church is called bring to society.
AFRIKAANSE OPSOMMING: Hierdie studie beweer dat kerke word meer sosiaal oneffektief omdat hulle nie wetenskaplike bestuurskennis verstaan en metodiek toepas nie. Dit is waarop hierdie studie se relevansie gebaseer is. Die studie is bemoedigend ondersteun deur die bevinding dat 90% van die kerkleiers wat aan die ondersoek deelgeneem het, nie met die mening saamstem dat die kerk geen verantwoordelikheid teenoor die gemeenskap in sy geheel het en daartoe bydra nie. 92% van die respondente het ook saamgestem dat die rol van die kerk is om by te dra tot die opheffing en welgesteldheid van die gemeenskap, en nie net om bekeerlinge te skep nie. Hierdie studie lewer bewys wat die sukses-aansprake van die Kerkgroei Beweging teenspreek. Wereldwye evangelasie het onlangs 'n buitengewone versnelling ondervind in die aantaI bekeerlinge in die geskiedenis van die kerk, maar navorsing toon dat in die lande waar hierdie verskynsel die sterkste voorgekom het, baie min ekwivalente groei in kerklidrnaatskap plaasgevind het. Hierdie studie bevestig die tendens in Suid Afrika en wys dat ons vlak van ongekerktes op 53% staan. Ontleding van die gemeente se ontwikkellings-intervensies wat deur die kerke in die proefskrif onderneem is, wys dat kerke wat nie kerkgroei beginsels toegepas het nie, of hierdie met bestuursmetodes kombineer, amper drie maal groter sukses behaal het. Die doeI is om verduidelikings en oplossings aan te bied vir die probleme wat kerke in beide die areas om hul eie ontwikkeling te bestuur asook die toegewyde lede te behou vir 'n meer eerbare doel as om af te kyk op kleiner, maar moontlik meer sorgsame en sosiaaI effektiewe kerke. 'n Doel van hierdie studie is om bestaande kennis en metodes in die bestuurswetenskappe as 'n konseptuele raamwerk aan te bied vir die sistematiese passing van ontwrigtende elemente van kontemporere Kerkgroei Teorie binne 'n holistiese en geintegreerde ontwikkelingsbenadering wat dieper gaan as sIegs die meganistiese ekstrapolering van teoretiese idees en praktyk van een konteks na 'n ander. Die navorsing het 'n ondersteuningsbasis van 74% bevind onder die Suid Afrikaanse kerkleiers wat aan die ondersoek deeIgeneem het, vir 'n sintese van die beste van beide kerkgroei en besigheidsbestuursmetodes in vervulling van die kerk se missie. Die mees afdwingbare bevinding wat hierdie navorsing bydra tot sosiale kennis is egter dat plaaslike kerke wat aansienlik meer in eksterne areas van evangelasie, gemeenskapwerk en kerkplanting groei, het toegepaste strategiese denke, formele beplanning en bestuursmetodes aangewend sonder om die Evangeliese boodskap waarvoor die kerk geroepe is om aan die gemeenskap te bring, te kompromitteer.
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Lindeberg, Anna, Claudia Dina, Håkan Augustsson, and Mariana Vasileva. "Importance of Leadership Competencies for the Transition to Sustainable Healthcare in Sweden." Thesis, Blekinge Tekniska Högskola, Institutionen för strategisk hållbar utveckling, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:bth-20027.
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Our unsustainable way of living has created a precondition for the emergence of more and new illnesses, jeopardizing the overall health of society. The Swedish healthcare system faces complex challenges that threaten its ability to live up to its obligations as stated in the law. It is proven that leaders in public organisations can have a substantial function in leading towards sustainability. Leadership competencies have a big role to play in that journey.This thesis explores the complex challenges administration leaders in the healthcare sector of two Swedish public organisations – Region Blekinge and Västra Götalandsregionen face when it comes to sustainability. The Framework for Strategic Sustainable Development is used to analyse the complexity and the sustainability within the study’s context. The Framework of Sustainability Research and Problem-solving Competence is utilized to understand the application, the relevance of the key competencies in sustainability in leadership, as well as the barriers in applying them, to deal with challenges. The conclusions are based on documentary analysis and semi-structured interviews. The results show the need for all key competencies, with biggest emphasis being put on systems thinking, interpersonal, intrapersonal and implementation. The findings reveal potential enablers and barriers for the organisations in moving society towards sustainability.
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White, Laura Johanna. "Executive leadership in international organisation : a case study of WTO Directors-General (1995-2013)." Thesis, University of Manchester, 2015. https://www.research.manchester.ac.uk/portal/en/theses/executive-leadership-in-international-organisationa-case-study-of-wto-directorsgeneral-19952013(d7b0d74b-580c-4b01-80c4-37fcae82e2a0).html.
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The thesis explores the nature of executive leadership in international organisation. Executive leadership is often praised or blamed for outcomes in international agencies, and yet, the disciplinary literature fails to incorporate the executive head into institutional analyses of politics, power, and change over time. The thesis aims to address this lacuna and the role of executive leadership by analysing if and how it matters in international politics. The thesis draws on a composite literature from other areas of political research to establish what is known. A review of the literature and prevailing approaches to leadership studies reveals that an overwhelming majority of scholarship relies on exclusively structural or agential accounts of leadership. This somewhat determinist literature has distorted the limited knowledge on the nature of executive leadership in international organisation. Approaches that focus on agency-based explanations argue that executive heads matter greatly. Approaches that utilise structure to interpret executive leadership find that it matters little, if at all. Rejecting these narrow frameworks, the thesis uses a dialectical approach, supported by critical realism, to analyse four cases of executive leadership in the World Trade Organization to address the research questions and lacuna. The case studies draw on over 70 years of multilateral trade governance to reveal a set of core and subsidiary findings about politics, power, executive leadership, and change over time. The thesis argues that executive leadership matters, but that how it matters is contingent on the executive head and the circumstances of their term. By incorporating the executive head into the disciplinary literature, the thesis argues politics, power, and change over time can be more accurately understood.
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Van, Niekerk Molly Patricia. "Principals' influences on teacher professional development for the integration of information and communication technologies in schools." Thesis, Pretoria : [s.n.], 2009. http://upetd.up.ac.za/thesis/available/etd-05022009-175019.
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Shisha, Tomas, and Rickard Uske. "Introduktion för arbetsledarrollen." Thesis, KTH, Byggteknik och design, 2013. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-126954.
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Syftet med detta examensarbete är att komma underfund med hur introduktionen kan förbättras för nyanställda arbetsledare utan tidigare erfarenheter från arbetsområdet. Examensarbetet är en respons på Peabs interna enkät som under ett antal år belyst hur medarbetarna bland annat ser på trivseln och arbetsmiljön på sin arbetsplats. Denna enkät är till för att finna förbättringsområden. Flera anger att de anser att introduktionen är otillräcklig och behöver förbättras. Denna rapport använder sig av en kvalitativ metod med intervjuer av tio personer med koppling till yrkesrollen arbetsledare samt ytterligare tio kompletterande intervjuer. De huvudsakliga slutsatser och förbättringsförslag som dragits från intervjuerna är att nyanställda arbetsledare ska få tillgång till bättre arbetsbeskrivningar om hur Peabs arbetsmetoder och vad dess kärnvärden är och dessutom få klart för sig vad företaget har för förväntningar på de nyanställda. Större delen av intervjupersonerna ansåg att någon form av strukturerad utvecklingsplan var att föredra. Under rapportskrivandet upprättades följaktligen en sådan, som anger vilka moment och fördjupande kurser som är lämpliga för en nyanställd arbetsledare. Fokus riktas på både de praktiska och teoretiska avsnitten och innefattar samtliga arbetsmoment från grundläggning till färdigt hus.The purpose of this graduate thesis is to figure out how to improve the introduction for newly employed work managers with no earlier experience within this field. This thesis came as a response to Peabs’ internal survey which for a couple of years has illuminated the coworkers´ view on their well-being and working environment at the workplace. The survey has been used for finding improvement areas and several respondents have reported that the introduction is inadequate and is in need of improvement, which thus has led to this thesis for the division Peab Bostad in Solna. This report uses a qualitative interview method of ten persons with connection to the work manager role and additional ten complementing interviews. The main conclusions and suggestions for improvement which were brought up from the interviews (for this thesis) are that all the interviewed believe that the newly employed work managers should be assigned with a significantly enhanced description of Peabs’ work methods, core values and the company’s expectations of the newly employed. The majority of the interviewed regarded some form of a structured development plan was to be obtained. Consequently a plan intended for a newly employed work manager was established, including phases and corresponding courses to be taken prior to each phase. The focus is on both the practical and the theoretical parts which include all the work phases from the start to the completed building. This report illuminates the importance of an increased co-operation between the experienced staff and the newly employed inexperience work managers. Accordingly they will receive support from several individuals and thus increase the feedback.
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Gibson-Alonso, Tamara Ianthe. "Processes of Developing Effective Researcher-Practitioner Partnerships in Education: A Content Analysis of Grant Related Documents." UNF Digital Commons, 2019. https://digitalcommons.unf.edu/etd/867.
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Abstract
Research indicates that understanding the influence of leadership and partnership development can inform the need to improve public education (Penuel & Gallagher, 2017). Although leadership theory and change theory support the need for partnerships in education, less attention has been given to how such partnerships develop and the role that leadership plays in that process. Therefore, the present study explored the role of leadership within researcher-practitioner partnerships and the process of developing sustainable partnerships in education as documented in a set of federal grant proposals, their final reports, and other descriptions of their efforts. Grant documents examined were awarded from the 2013 funding announcement of the U.S. Department of Education Institute of Education Sciences (IES) Researcher-Practitioner Partnerships (RPP) in Education Research program.
In-depth qualitative document analysis provided a means to unobtrusively examine and interpret comprehensive, historical data (Corbin & Strauss, 2008; Patton, 2002). Directed content analysis (Hsieh & Shannon, 2005; Kaid & Johnston-Wadsworth, 1989) of the documents directed the process of data collection. This process used key concepts from the literature on transformational leadership, shared leadership, and leadership for change as the initial framework for data collection. Data analysis employed Eisner’s (1998) process of educational criticism using description, interpretation, evaluation, and thematics. Hatch’s (2002) process of typological analysis led to four typologies to organize the data for description and interpretation: capacity building; strategies for partnership development; approaches to communication; and the role of reflection in partnership development. The evaluation dimension of educational criticism indicated that partnerships employed shared leadership with evidence of internal and external support and a cultivation of shared commitment.
Themes indicated that partnerships focused on both rigorous research and reflective practice, leaders engaged partners in establishing the infrastructure and strategic plans of the partnership, and partnerships galvanized support to address complex social issues beyond their formal organizational structure. Recommendations for future research include the need: (a) to explore the dynamics of communication in partnership work; (b) to clarify and facilitate the process of change in grant and project development; and (c) to develop of a process for sustainability beyond a specific grant or project. Recommendations for practice include the need: (a) to explore the cultivation of relationships in support of partnership development; (b) to identify clearly the primary issue to be addressed in the work of the partnership, and (c) to clarify mutual outcomes. Conclusions from the present study indicate the importance of a focus on the deliberate development of the researcher-practitioner partnerships themselves, the importance of concrete strategies for sharing leadership, and the importance of the development of professional relationships that support sustainability in partnership development.
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Durward, Anna, Iina Santamäki, Luong Nguyen, and Muthoni Nduhiu. "Exploring practitioner’s engagement with Indigenous communities to work towards sustainability." Thesis, Blekinge Tekniska Högskola, Institutionen för strategisk hållbar utveckling, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:bth-18345.
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With the focus on addressing the sustainability challenge increases in the global agenda, the role of Indigenous communities and the knowledge they hold has been receiving increasing attention as a vital aspect in working towards sustainability. This research sought to bring forth the importance of Indigenous communities and their knowledge in addressing ecological and social sustainability. The research focused on practitioners` engagement with Indigenous communities with the objective of exploring their stories and experiences to offer learning and guidance to other sustainability practitioners. A pragmatic qualitative research approach was adopted in conjunction with literature review, collaborative autoethnography diaries by the authors and nineteen semi-structured interviews with practitioners with experience across sixteen different countries. The results revealed four themed lessons Indigenous communities offer in ecological sustainability, enhancing social sustainability, adaptive capacity in complex human systems, structural obstacles and definitions. Results also presented best practices and guidelines across four main themes for successful engagement with Indigenous communities. The discussion offers insights on what all sustainability practitioners can learn when working in the Indigenous context. Ultimately, becoming the bridge to foster mutual learning between Indigenous and Industrialized world toward global sustainability.
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Ramos, Liane Miranda Silva. "O papel do diretor na implementação do PDE escola: experiências em Juiz de Fora." Universidade Federal de Juiz de Fora (UFJF), 2010. https://repositorio.ufjf.br/jspui/handle/ufjf/2688.
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Objetivamos neste trabalho estudar o Planejamento Estratégico na Educação aplicado à Gestão Educacional como instrumento de inovação gerencial, tendo como ponto de partida a análise de um Programa do Ministério da Educação (MEC) que vem sendo implementado nas escolas públicas do país desde 1997, o Plano de Desenvolvimento da Escola – PDE Escola. Dentro de um novo contexto educacional e considerando as novas políticas públicas para a área após o lançamento, em 2007, do Plano de Metas do Governo Federal “Compromisso Todos pela Educação” e do Plano de Desenvolvimento da Educação (PDE), fizemos uma abordagem no que diz respeito à implementação dessa ação sob a ótica do diretor, em seis escolas públicas municipais de Juiz de Fora que apresentaram baixo Índice de Desenvolvimento da Educação Básica (Ideb) no ano de 2007. Dessa forma, buscamos compreender como se dá a implementação do programa no âmbito da escola, tendo como foco o papel da liderança no processo. A pesquisa de cunho qualitativo envolveu entrevistas com diretores escolares e a análise dos dados encontrados se deu com base na produção recente de autores do campo da gestão escolar, como Dourado (2001), Fonseca (2003a, 2003b), Libâneo (2004), Lück (2008), Mendonça (2000), Paro (1998), Teixeira (2010). Os resultados apontam que a escola precisa apropriar-se de uma cultura de planejamento tendo como articulador central o gestor, devendo esse exercer uma forte liderança e ser capaz de dialogar com todos os segmentos da comunidade escolar de forma democrática, em prol de uma educação de qualidade.
We intend in this work study the Strategic Planning in the Education applied to the Educational Management as instrument of managerial innovation, having as a starting point the analysis of a Program of the Department of the Education (Ministry of Education and Culture - MEC) which comes being implemented in the public schools of the country since 1997, the Plan of Development of the School – PDE School (Plano de Desenvolvimento da Escola – PDE Escola). Into a new educational context and considering the new public politics for the area after the launching in 2007 of the Plan of Goals of the Federal Government "Commitment Everybody by the Education"( Plano de Metas do Governo Federal “Compromisso Todos pela Educação”) and of the Plan of Development of the Education (Plano de Desenvolvimento da Educação - PDE), we have done an approach concerns to the implementation of that action under the point of view of the director, in six municipal public schools of Juiz de Fora which presented low Development index of the basic education (Índice de Desenvolvimento da Educação Básica - Ideb) in the year of 2007. In this way, we tried to understand how happens the implementation of the program in the scope of the school, having like the focus the paper of the leadership in the process. The research of qualitative character involved interviews with school directors and the data analysis found was happened on the basis of recent production of authors from the field of the school management as Dourado (2001), Fonseca (2003a, 2003b), Libâneo (2004), Lück (1986), Mendonça (2000), Paro (1998), Teixeira (2010). The results shows the school necessity to appropriate of a culture of planning having as a central articulator the gestor and he must exercise a strong leadership and to be capable of talk with all of the segments of the school community in a democratic form, in behalf of an education of quality.
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Bryant, Jayne. "Learning as a Key Leverage Point for Sustainability Transformations." Licentiate thesis, Blekinge Tekniska Högskola, Institutionen för strategisk hållbar utveckling, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:bth-20864.
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The global challenges of our time are unprecedented and urgent action is needed. Transformational learning and leadership development are key leverage points for supporting society’s transition towards sustainability. Many even claim that learning on an individual, organisational and societal scale is required for society’s successful transitioning towards sustainability. However, in this relatively new field, practitioners, scholars and educators grapple with what best promotes transformational learning and with how to best design and operate learning experiences that truly build capacity for leadership for sustainability. The aim of this work was to establish an improved understanding of this and to find recommendations for practitioners and educators with ambitions to create systems change for sustainability by building the capacity of people to be sustainability leaders. As an educator and facilitator of sustainability work for over a decade, working at the crossroads of local government and community change, lecturing on leadership for sustainability in Australia and currently being embedded within the faculty of the Master’s in Strategic Leadership towards Sustainability (MSLS) program in Sweden, I have rested this thesis firmly within an action-oriented transformations research paradigm in which the only way to understand a system is through a comprehensive collaborative attempt to change it. One case of action research explored an organisational change for sustainability program that spanned over five years in a local government in Perth, Western Australia and the learning and policy interventions that supported this change. Participant observation with field notes, interviews, surveys and document analysis were particular methods used in this case. Two further cases focused on the MSLS program and its practices and specific components that support such leadership development and transformational learning. Feedback surveys from students and an open question survey to alumni were key methods used in these cases. The findings suggest that community and relationships are essential for supporting and growing sustainability leadership capacity; that hope and agency are irreplaceable components for leading sustainability change; that self-reflection and dialogue are skills that will help sustainability leaders navigate complex and uncertain futures and that these can be learned. Findings also indicate that creating a shared language for sustainability work helps bridge disciplinary divides and practitioner silos, and that skills of dialogue are required to capitalise on participation. Also, the integration of the components of community, place, content, pedagogy and disorientation with hope and agency can help support transformation in sustainability leadership education and provide synergistic reinforcement of the sustainability transformation required. This thesis provides added evidence that learning can be a key leverage point for sustainability transformations in an organisation and suggests how such learning can be most effectively achieved through a conscious design of learning environments, including the use and integration of the mentioned components to improve sustainability leadership for impact in society.
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Janok, Jakub. "Návrh využití systému řízení jakosti pro zvýšení konkurenceschopnosti firmy." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2008. http://www.nusl.cz/ntk/nusl-264883.
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The topic of the Master's thesis is focusing on the quality management systems in connection with the competition ability of the company or with the impact to increasing ability to compete. Currently one of the main targets of almost every company is a competition fight. One of the ways to be able to compete is a quality of the provided services eventually quality of sold goods. Existence of the quality management system, which is implemented and maintained, is practically a big necessity for the nowadays companies that want to win this fight.
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Hunt, Julie. "Strategies Healthcare Leaders use for Leadership Development." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/1896.
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Education and training of potential leaders are essential, and chief executive officers (CEOs) need to identify effective leadership development (LD) programs that foster successful leaders within the healthcare industry. The purpose of this multiple, exploratory case study was to explore LD strategies used by CEOs in hospitals in Central Florida, United States. The overarching research question investigated what executable LD strategies healthcare leaders needed to ensure sustainable growth and successful leaders. The human capital theory and the concepts of emotional intelligence and spiritual leadership guided this study. A purposive sample of 8 CEOs participated in semistructured face-to-face interviews to elicit information on their strategies of creating and maintaining LD programs. A review of organizational documents, as well as member checking of initial interview transcripts, helped to strengthen the credibility of final interpretations. Data were tracked and organized with the assistance of qualitative data analysis software which was used to transcribe and analyze the data. The resulting themes include strategies CEOs use for LD, challenges CEOs face in LD programs, environment of care, generational leadership, and benefits of LD. Study recommendations offered strategies for creating LD programs in the healthcare industry. These findings demonstrate the necessity for effective LD programs and may influence social change by uncovering strategies for LD within the healthcare industry and help CEOs understand LD strategies for implementation within their organizations.
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Bradley, Devin. "Leadership Development Strategies to Build Leaders Through Mentorship Programs." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5541.
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Developing employees to assume leadership positions has never been more critical for organizational leaders given the competitive climate and the shortage of executive leaders. Organizations must develop future leaders at unprecedented rates to assume roles and responsibilities of the current executive leaders who will leave the organization due to retirement and other forms of attrition. Using mentorship theory, the purpose of this multicase study was to explore strategies that business leaders use to successfully improve their mentoring programs for employee leadership development. The target population consisted of 3 business leaders located in central Florida with successful experience in improving their mentoring programs for employee leadership development. Data were collected via semistructured interviews and review of organizational documents. Data were analyzed using methodological triangulation through inductive coding of phrases and words. Three themes emerged from the thematic analysis, which are: mentoring functions are critical for leadership development, multiple modes of mentoring are effective for leadership development, and a mentor's motivation is critical for a successful mentoring relationship with mentee. Business leaders must understand the processes and functions of mentoring to make informed decisions when considering integrating mentorship programs into the organizational processes and initiatives aimed at leadership development. The implications for positive social change include the development of leaders empowered to make significant contributions to their local communities, allowing leaders to effectively respond to challenges associated with lack of proper health, homelessness, environmental sustainability, and violent acts.
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Khousadian, Sophia. "Key Transformational Leadership Strategies for Curriculum Development in Elementary Schools." Thesis, Pepperdine University, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10843104.
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As a result of the changing educational expectations and regulatory environment, there is a need for elementary school teachers to consider carefully curriculum development. The purpose of this research is to identify key transformational leadership strategies for curriculum development in elementary schools. Other than the requirements of credentials, teacher’s deal with state- required policies and standardized testing. Study methods included interviews of retired elementary school teachers in California to discover transformational leadership strategies implemented in developing curriculum. A qualitative approach was selected to identify strategies implemented within the school setting and used within daily curriculum (Creswell, 2003). Validity was established through an expert panel and the data analysis included interrater reliability.
This study resulted in 6 common strategies (a) attending to students’ needs, (b) safe and comfortable, (c) listen, (d) showing you care, (e) group work, and (f) connection. These key transformational leadership strategies are relative for curriculum development in elementary schools through the theoretical framework of this research study: idealized influence, individualized consideration, inspirational motivation, and intellectual stimulation.
The findings of this study provide information to educational scholars who study curriculum development. The results of this study also assist elementary school teachers and elementary school administrators when creating curriculum.
This study was conducted in one state, thus further research with teachers in other states may add to the findings in this study. Additionally, a quantitative approach utilizing surveys comparing teachers from public schools and private schools may yield additional data.
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Theus, Isaac C. "Strategies for Succession Planning and Leadership Training Development for Nonprofit Organizations." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6490.
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Many leaders of nonprofit organizations (NPOs) lack strategies to replace leaders who leave the organization. An organization is in jeopardy of survival without an effective leadership development and succession planning strategy. The purpose of this single case study was to explore strategies NPO leaders use to develop future generations for leadership roles within the organization. Data were collected from face-to face semistructured interviews with 4 executives and 2 directors of a NPO in Texas and a review of documents including organization manuals, organizational charts, the employee handbook, and a management-in-training course. The human capital theory and succession theory were used as the conceptual framework for this study. Yin's 5-step process guided the data-coding process, and member checking was used to validate transcribed data. Data analysis consisted of coding, thematic analysis, and key word analysis, which resulted in 4 major themes: the need for a formal succession plan, removal of barriers to succession planning, investment in human capital, and practices and processes for succession planning. The implications of this study for social change include contributing to the organization's stability and profitability, which might allow the organization to provide services for the community and continue the development of human capital. Nonprofit leaders can benefit from the findings of this study by developing sustainable practices and improving strategies to implement succession planning.
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Matthias, Nakia M. "Structuring Legitimacy via Strategies of Leadership, Cooperation and Identity: The Comité de Motard Kisima's Engagement of Media and Communication for the Enactment of Motorcycle Taxi Work in Lubumbashi." Ohio University / OhioLINK, 2015. http://rave.ohiolink.edu/etdc/view?acc_num=ohiou1438350393.
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Traveler, Shagranda M. "Retention Strategies to Prepare and Maintain Talent for Future Leadership Roles." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7514.
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Retaining qualified talent is essential to organizational leaders' ability to maintain a
competitive advantage. The purpose of this multiple case study was to explore the
retention strategies that financial managers used to prepare and maintain talent to assume
future leadership roles. The conceptual framework that grounded this study was the
transformational leadership theory. The research participants were financial managers
from 5 financial services businesses located in the southern region of the United States
with a minimum of 5 years of management experience and at least 3 direct reports. Data
were collected from semistructured interviews, observations, and review of annual
reports, websites, and talent-development strategies. To ensure data saturation,
methodological triangulation was used. Data analysis using the modified van Kaam
method enabled the identification of 4 themes: preparing, partnering, mentoring, and
investing. The implications of this study for positive social change include the potential
for leaders of financial businesses to increase awareness of the value of talent retention
efforts across organizations, thereby improving profit margins.
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McCall, Patricia G. "Leadership development strategies for succession planning in the Wisconsin Technical College System." Online version, 1999. http://www.uwstout.edu/lib/thesis/1999/1999mccallp.pdf.
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Flores, Daniel Francisco. "Effect of Leadership Development Programs in the Workplace: Strategies for Human Resource Managers." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4441.
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Business leaders face the challenge of developing their employees to assume leadership positions within their organizations. However, business leaders devote less than 10% of their time to developing employee leadership capabilities through leadership development programs, resulting in poor leadership development programs designed to prepare employees to assume leadership positions. Using transformational leadership theory, the purpose of this multicase study was to explore strategies that human resource managers use to improve their employee leadership development programs. Participants were purposefully selected for their experience improving employee leadership development programs in organizations in Silicon Valley. Data were collected via semistructured interviews over Skype with 3 human resource managers and a review of organizational documents related to the improvement of leadership development programs. Data were analyzed using methodological triangulation through inductive coding of phrases and words. Three themes emerged from this study: CEO involvement was paramount for leadership development program success; fostering a learning organizational culture promotes innovation, engagement, and trust; and training is most successful when completed as a series. The implications for positive social change include the development of local and global leaders empowered to address larger problems, including homelessness, disease, lack of cultural acceptance, and environmental sustainability.
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Gallante, Patricia Ellen. "Principal Leadership Behaviors and Teacher Efficacy." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/581.
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The attrition rate of teachers in an urban/suburban school district in a northeastern state caused schools to fail to attain annual yearly progress. To reverse this problem, administrators must understand the importance of their leadership and teacher efficacy and the need to nurture teachers to increase student performance. The purpose of this sequential mixed-methods study was to determine whether a relationship existed between leadership and efficacy. Total-population sampling was used to obtain 19 elementary and middle teachers who completed two surveys to examine the relationship between principals' behaviors (human relations, trust/decision making, instructional leadership, control, and conflict) and teacher efficacy (student engagement, instructional strategies, and classroom management). Survey data were analyzed using Pearson's product-moment correlations. In addition, face-to-face interviews were conducted with 3 teachers who had 5 or fewer years of teaching experience. These data were analyzed using thematic analysis. Quantitative findings indicated significant relationships between instructional leadership with teacher engagement and conflict with teacher engagement. Themes, based on the integrated model of teacher efficacy, revealed connections with the principal and support, guidance, and structure provided by the principal. Principals must focus on leadership behaviors that may increase teacher efficacy. These endeavors may contribute to positive social change when school leaders support teachers, who, in turn support students in their educational challenges to increase academic performance.
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Taylor, Carolyn Yvette. "Strategies to Improve Employee Engagement in the Hospitality Industry." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6744.
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More than 50% of the workforce in the United States is disengaged, costing U.S. organizations almost $355 billion annually. Engaged employees improve customer satisfaction, perform effectively, and are committed to organizational goals. Guided by Kahn's personal engagement theory, the purpose of this multiple case study was to explore strategies business leaders in the hospitality industry used to improve employee engagement for increased productivity. A purposive sample of 1 business leader each from 6 organizations in South Korea shared their experiences with the phenomenon of employee engagement. Data were collected through face-to-face semi structured interviews and by reviewing company position descriptions and human resource policies. Yin's data analysis method revealed prevalent themes of communication, recognition and rewards, and work environment. Leaders influence employee engagement through open communication, providing rewards or recognition as performance incentives, and creating a psychologically safe work environment. Implications of this study for social change include decreased physical and mental health costs for employees and organizations. Improving employee engagement in the hospitality industry can reduce absenteeism and increase organizational profitability, sustainability, and participation in community and social programs.
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Wise, Jeffrey T. "Leading Professional Development: Perceptions of Ohio Principals." Ohio University / OhioLINK, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=ohiou1490729354601496.
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Escobar, Marta Elena. "English learner professional development strategies: Administrators' perceived perception in readiness for implementation." Scholarly Commons, 2010. https://scholarlycommons.pacific.edu/uop_etds/107.
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The purpose of this study was to analyze the perceptions of public elementary school principals in Kern County who have participated in the SB 472 ELPD Institute and their preparedness as instructional leaders for teachers teaching English learner students. And to identify what resources, support, and/or professional development opportunities elementary school principals feel that they need as instructional leaders to support teachers teaching English learner students the skills to gain academic English language proficiency and content knowledge. Through the use of a survey instrument and interviews key findings were identified and discussions of the findings in relation to current research literature are noted. Suggestions for future research and recommendations for educators working with the English learner student population are included in this dissertation.
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Vosoughi, Mona. "Organizational Development Consulting: A Study of Expert Consultants' Key Strategies." UNF Digital Commons, 2014. http://digitalcommons.unf.edu/etd/550.
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The present study was conducted to capture the collective voice of expert organizational development consultants. Until now, very few studies have been conducted that take into account the collective voices of organizational development consultants. More specifically, the purpose of the present study is to explore and gain a deeper understanding of the approaches expert organizational development consultants use throughout their engagement with their clients in an attempt to add value to and enhance organizational capacity. To understand the process used by this distinct group of leaders, phenomenological qualitative inquiry was the methodology used to conduct this study. Data were collected through in-depth, face-to-face interviews with seven practicing expert consultants in the Jacksonville, Florida area. Seven themes emerged through careful analysis of the data, supported with relevant concepts from the professional literature. The study has meaningful implications for the study of organization development consulting. It concludes with recommendations for consultants and researchers in the field of organizational development and change.
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Haney, Tracy. "Strategies to Reduce Employee Turnover in a National Grocery Chain." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/5343.
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Retaining qualified employees is a problem for many organizations, which costs companies both monetary resources and hours of productivity. A contributing factor to the problem of employee retention is the lack of trained managers who are equipped to foster and increase employee job satisfaction. The purpose of this single case study, using a transformational leadership framework, was to explore managerial strategies to reduce turnover at 1 store in a national grocery store in the Midwestern United States. Methodological triangulation was achieved through the semistructured interviews of 5 managers, as well as a review of company training documents, and a review of the company's website. Prior to the interviews, 1 manager was interviewed as a pilot study (for validation of the interview questions). Three main themes emerged from coding the transcribed data: implementing effective management practices and an approachable leadership style, increasing and maintaining job satisfaction, and planning for future employee attraction and retention. In addition, several subthemes emerged in each of these broader categories of strategies. According to study findings, transformational leadership style was a successful strategy in employee retention in some instances. The implications for positive social change include the potential to reduce turnover and unemployment, as well as for organizations to create a supportive workplace for their staff.
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Makoni, Eric. "Employee Engagement Strategies That Healthcare Managers Use to Increase Organizational Performance." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6730.
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The annual cost of low employee engagement in Australian workplaces was $18.7 billion in 2015. Healthcare managers who adopt employee engagement strategies have the potential to achieve robust clinical, operational, and financial results that benefit both the organization and the community as a whole. The purpose of this single case study was to explore effective employee engagement strategies that some healthcare managers used to increase organizational performance. Social exchange theory was the conceptual framework for the study. Data were collected through semi structured interviews with 8 healthcare managers in Queensland, Australia. Participants who implemented successful employee engagement strategies were selected using a snowball sampling technique. Data analysis consisted of generating themes through coding using a deductive approach and reporting emergent themes. Five key themes that emerged from the data analysis were psychological ownership, job resources, leadership, training and development, and rewards and recognition. The process of member checking ensured that findings accurately represented participants' views. Recommendations from the study highlight the need for healthcare managers to implement employee engagement strategies that motivate discretionary efforts, resulting in improved quality patient care and organizational performance. The implications for positive social change include providing healthcare managers with effective employee engagement strategies that could improve patient experiences, operational efficiencies, and quality healthcare provisions in the healthcare industry.
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Jury, Nicholas K. "Effective Strategies for Managing Continuous Consultant Turnover in IT Project Teams." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/4969.
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Information Technology project managers have found that collective turnover of consultants lowers code quality, increases knowledge loss and negatively impacts team performance. Within the last decade, companies have begun to see that offshore consultants have a turnover rate greater than 26%, more than double the rates for the rest of the IT consulting industry. Collective turnover also puts additional pressure on the project team, causing work exhaustion and thus additional turnover. The purpose of this single case study was to explore strategies that 6 successful project managers utilized to limit and reduce the impact of collective turnover of their hybrid sourced project teams. Participants were selected through purposeful sampling, based on career experiences and history of successful project execution. Data collection was completed through semi structured face to face interviews, acquisition of company documents including knowledge transfer plans, onboarding documents and turnover statistics. Data were analyzed using coding and key word analysis. Three themes emerged from data collection on the impact collective turnover has on hybrid sourced project teams. First, collective turnover of consultants decreased team performance. Second, improving global team dynamics reduced the negative impact of collective turnover. Last using knowledge transfer tools and project documentation practices reduced the negative impact of collective turnover. This research may contribute to effectively social change by providing managers information and techniques to improve global team dynamics and remove cultural barriers from the workplace.
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Arnold, Allen George. "Alternative funding strategies and resources for the development of undergraduate insurance and risk management programs| Exploring the efficacy of a theoretical model." Thesis, Oklahoma State University, 2015. http://pqdtopen.proquest.com/#viewpdf?dispub=3729532.
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Due to funding diminishment from traditional sources, many insurance and risk management undergraduate degree programs have turned to alternative funding resources in order to survive. This qualitative multi-case study interviewed key participants (college faculty, department chairs, and deans) in three insurance and risk management programs in order to identify the effects of systemic budget constraints and alternative public and/or private funding strategies and resources that were being utilized. Additionally, the collected data were analyzed to evaluate the appropriateness of Bess and Dee's Models of Organization - Environment Relations to an undergraduate insurance and risk management degree program. Their model incorporates organizational theories (resource dependency theory, contingency theory, institutional theory, population ecology theory, niche theory, and the random transformation model) to explicate policies and practices in higher education institutional organizations. Interview participants confirmed the effects of the funding decline, with the most significant impact being on faculty engagement. Alternative funding strategies were identified and categorized by the source of funds. An analysis of the majority of collected data indicated an alignment with contingency theory in all three programs. In exploring the efficacy of Bess and Dee's Models of Organization - Environment Relations (2012), this theoretical construct was evaluated for contextual appropriateness. This study proposed that this theoretical model may have value for consideration in evaluating an undergraduate insurance and risk management program's relationship with its external insurance stakeholders and donors. Keywords: insurance and risk management undergraduate degree programs; alternative funding; Models of Organization - Environment Relations; organizational theories