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Stylianou, Maria Savvas. "Does executive functioning training improve mentalising ability?" Thesis, University of Liverpool, 2007. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.441891.
Pełny tekst źródłaVan, Zyl Johan Hendrik Combrink. "Executive derailment". Thesis, Stellenbosch : University of Stellenbosch, 2000. http://hdl.handle.net/10019.1/5769.
Pełny tekst źródłaENGLISH ABSTRACT: The aim of this study was to investigate the term executive (managerial) derailment. Special reference was given to various research done in the USA at the Centre for Creative Leadership (CCL). Managerial derailment was analysed and the persons most likely to derail identified. Typical indicators for derailment were investigated. The cause for derailment, with special focus on six classical flaws and their intercorrelation, were studied. Preventative measures to combat the phenomenon of derailment were investigated on both individual and organisational levels. Some preventative recommendations were suggested. The state of derailment internationally was studied to ascertain if any time movement occurred. Derailment is still present today, while some of the reasons causing derailment is fading, others increases in strength. Cultural differences between European and North American managers were studied, and no differences were found. This were compared with a survey conducted by the author on 47 modular South African MBA students to determine the state of derailment amongst the respondents. The survey respondents positively confirmed the presence of managerial derailment. Derailment results recorded amongst the pilot group were similar to that documented in literature. Further in-depth study needs to be done to validate the existence of managerial derailment amongst South African managers.
AFRIKAANSE OPSOMMING: Die deel van hierdie studie was om die term bestuursontsporing (managerial derailment) te ondersoek. Spesiale aandag is gegee aan verskeie navorsing gedoen by die Centre for Creative Leadership (CCL) in die VSA. Persone met 'n hoe ontsporingspotensiaal is geidentifiseer tydens die ontleding van die term bestuursontsporing. Tipiese aanwysings vir ontsporing is ondersoek. Ses klassieke oorsake vir ontsporing is nagevors met veral verwysing na interkorrolasies tussen hierdie oorsake. Voorkomende ontsporingsmaatreels met betrekking tot die individu en die organisasie is bestudeer. Veranderinge oor tyd in internasionale bestuursontsporingsnavorsing is ondersoek. Resultate dui, ten spyte van 'n verandering in die redes vir ontsporing, aan dat bestuursontsporing steeds plaasvind. Feitlik geen verskille wat aan kultuur toegeskryf kan word, word in die literatuur vermeld nie. In 'n meningspeiling onder 47 Suid-Afrikaanse modulere MBA studente het die outeur soortgelyke resultate verkry. Bestuursontsporing blyk teenwoordig te wees onder die studiegroep. Die oorsake vir bestuursontsporing van die respondente is bykans dieselfde as wat deur internasionale navorsing aangetoon word. Voordat die gevolgtrekking dat bestuursontsporing teenwoordig is onder Suid-Afrikaanse bestuurders gemaak kan word, word verdere in diepte studie vereis.
McAdam, Neil James, i mikewood@deakin edu au. "Evolving concepts of leadership and influence in 21st century networking organisations". Deakin University. Bowater School of Management and Marketing, 2002. http://tux.lib.deakin.edu.au./adt-VDU/public/adt-VDU20060706.095346.
Pełny tekst źródłaSmith, Daniel Bennett. "Mayoral and gubernatorial leadership a comparison of American chief executives /". Instructions for remote access. Click here to access this electronic resource. Access available to Kutztown University faculty, staff, and students only, 1991. http://www.kutztown.edu/library/services/remote_access.asp.
Pełny tekst źródłaSource: Masters Abstracts International, Volume: 45-06, page: 2961. Abstract precedes thesis as 4 preliminary leaves. Typescript. Includes bibliographical references (leaves 135-141).
Vadnais, Sarah A. "Executive Functioning as a Predictor of College Student Writing Ability". OpenSIUC, 2018. https://opensiuc.lib.siu.edu/dissertations/1639.
Pełny tekst źródłaWoldesenbet, Kassa. "Top level managers' 'business knowledge' in a transition economy : the case of Ethiopia". Thesis, n.p, 2007. http://ethos.bl.uk/.
Pełny tekst źródłaJankelson, Claire. "An engagement with the phenomenology of leadership". Thesis, View thesis, 2005. http://handle.uws.edu.au:8081/1959.7/31503.
Pełny tekst źródłaLiang, Jia-Wen. "Relative performance evaluation and product market competition /". view abstract or download file of text, 2002. http://wwwlib.umi.com/cr/uoregon/fullcit?p3061955.
Pełny tekst źródłaTypescript. Includes vita and abstract. Includes bibliographical references (leaves 75-77). Also available for download via the World Wide Web; free to University of Oregon users.
Liu, Ying Galen, i 劉穎. "Reading ability and executive functioning of adolescents with high-functioning autism". Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2015. http://hdl.handle.net/10722/212560.
Pełny tekst źródłapublished_or_final_version
Educational Psychology
Doctoral
Doctor of Psychology
Ryan, Anna. "Can measures of executive functions and spatial ability predict multitasking performance?" Thesis, Stockholms universitet, Psykologiska institutionen, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-144372.
Pełny tekst źródłaWong, Sin-man, i 黃倩雯. "Executive functioning of students with high functioning autism". Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2010. http://hub.hku.hk/bib/B45589689.
Pełny tekst źródłaWang, Hui. "CEO leadership attributes and organizational effectiveness : the role of situational uncertainty and organizational culture /". View Abstract or Full-Text, 2002. http://library.ust.hk/cgi/db/thesis.pl?MGTO%202002%20WANG.
Pełny tekst źródłaIncludes bibliographical references (leaves 106-122). Also available in electronic version. Access restricted to campus users.
Hengartner, Lukas. "Explaining executive pay : the roles of managerial power and complexity /". Wiesbaden : Dt. Univ.-Verl, 2006. http://deposit.d-nb.de/cgi-bin/dokserv?id=2862868&prov=M&dok_var=1&dok_ext=htm.
Pełny tekst źródłaMcInerney, Katalina Fernandez. "Executive Functioning as a Predictor of Hazard Perception Ability in Older Adults". Ohio University / OhioLINK, 2015. http://rave.ohiolink.edu/etdc/view?acc_num=ohiou1437161437.
Pełny tekst źródłaMiller, Julie M. J. "Relationship of human figure drawing with executive functioning and achievement /". Online version of thesis, 2007. http://hdl.handle.net/1850/5404.
Pełny tekst źródłaBeauchamp, Julie. "An exploration into the vision and visioning activity of leaders /". Thesis, McGill University, 2003. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=84469.
Pełny tekst źródłaAn analysis of the visioning process yielded two important components: the visioning activity and the visioning product. Based on this analysis and a review of the existing literature, vision was defined as a product with content and the visioning activity a two-stage process involving vision formulation and vision articulation. Building on these definitions, a number of vision content characteristics and visioning behaviors were examined, leading to theoretical propositions and testable hypotheses.
The empirical test of the proposed theoretical framework was carried out in two studies. Study 1 investigated observers' perceptions of leader behaviors, vision content characteristics and related attributions of vision and visionary leadership. This study was conducted using analyses of biographical and autobiographical accounts. Study 2 sought to replicate the investigation with direct observations from followers of "real-life" organizational leaders.
The empirical test substantiated the importance of distinguishing between the various content characteristics of visions as they relate to attributions of vision and visionary leadership on the part of observers/followers. The empirical results also support the importance of distinguishing between the various components of the visioning activity of leaders as they relate to attributions of vision and visionary leadership on the part of observers/followers. Finally, the results suggest distinct relationships between the attributions of vision/visionary leadership and various effects of the visioning process on followers.
In light of these results, suggestions for future research and implications for leadership practice are discussed.
Futoran, Dana. "Theory of mind development and executive functioning in elementary school children". Morgantown, W. Va. : [West Virginia University Libraries], 1999. http://etd.wvu.edu/templates/showETD.cfm?recnum=644.
Pełny tekst źródłaTitle from document title page. Document formatted into pages; contains iv, 53 p. : ill. Vita. Includes abstract. Includes bibliographical references (p. 28-35).
Jankelson, Claire. "An engagement with the phenomenology of leadership". View thesis, 2005. http://handle.uws.edu.au:8081/1959.7/31503.
Pełny tekst źródła"A thesis submitted in fulfillment of the requirements for the degree of Doctor of Philosophy, College of Arts, Education and Social Sciences, School of Social Ecology and Lifelong Learning, University of Western Sydney." Includes bibliography.
Potts, Jennifer. "Investigation of the relationship between executive function and meta-cognitive ability in school children". Thesis, University of East Anglia, 2007. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.446164.
Pełny tekst źródłaOpasanon, Nattaporn. "The relationship between fine motor skill and executive functions in ADHD". Thesis, University of Aberdeen, 2016. http://digitool.abdn.ac.uk:80/webclient/DeliveryManager?pid=231661.
Pełny tekst źródłaTrümpelmann, Inge. "Towards identifying effective leaders : the validity of the wheel as indicator of effective leadership behaviour during organisational change". Thesis, Stellenbosch : Stellenbosch University, 2002. http://hdl.handle.net/10019.1/53193.
Pełny tekst źródłaENGLISH ABSTRACT: On the basis of a literature review regarding effective leadership, coping with change and the assessment of effective leadership and coping, this study investigated the use of The Wheel, a free-format, projective technique, which lends itself to a qualitative and quantitative analysis. A group of (N=75) managers, within a large South African engineering organisation, were assessed during organisational change. Human Resource practitioners and supervisors evaluated participants' leadership effectiveness by using a six-point Lickert scale. Overall performance scores were calculated based on a gap analysis between perceived performance and required performance. High, Medium and Low performance groups were identified and compared in terms of The Wheel results. On a quantitative level significant differences were obtained with regards to Overall performance scores and the Number of Segments completed by participants. Furthermore, some of The Wheel constructs correlated with individual performance rating items and also appears to reflect the impact of organisational change on participants' Attitudes, Discrimination and Sense of Control towards key words "My Work". On a qualitative level, the contents of The Wheel profiles indicated themes that may be an indication of different approaches and lor problems experienced respectively by High and Low performance groups during organisational change. The Wheel may thus have predictive validity for assessing leadership effectiveness during organisational change, but due to limitations of this explorative study, further research is recommended.
AFRIKAANSE OPSOMMING: Op grond van 'n literatuurstudie van effektiewe leierskap, hantering van verandering en die meting van effektiewe leierskap en probleemhantering, word die gebruik van The Wheel, 'n projeksietegniek wat kwalitatiewe en kwantitatiewe interpretasie behels, ondersoek. Vervolgens is 'n groep (N=75) bestuurders, vanuit 'n groot Suid-Afrikaanse ingenieurs organisasie, tydens organisatoriese verandering en herstrukturering geëvalueer. Prestasie beoordelings vir elk van die deelnemers is deur menslike hulpbronpraktisyns en supervisors gedoen op grond van 'n ses-punt Lickert skaal. Algehele prestasietellings is vir elke deelnemer bereken op grond van 'n gapingsanalise tussen waargenome prestasie en vereiste prestasie. Hoë, Medium en Lae prestasiegroepe is geïdentifiseer en vergelyk in terme van die The Wheel resultate. Op 'n kwantitatiewe vlak was daar betekenisvolle verskille tussen verskillende prestasiegroepe en die Getal Segmente ingevul deur deelnemers. Sommige van die The Wheel konstrukte het ook betekenisvolle korrelasies getoon met van die prestasiebeoordelingsitems. Die The Wheel resultate het ook die situasionele impak van organisatoriese verandering en herstrukturerinq gereflekteer in terme van deelnemers se Houdings-, Diskriminasie- en Kontroletellings behaal vir sleutelwoorde "My Werk". Op 'n kwalitatiewe vlak dui die inhoud van die The Wheel profiele daarop dat Hoë en Lae prestasiegroepe onderskeidelik verskillende temas meld tydens die vrye assosiasie oefening. Die The Wheel mag belofte inhou vir die met1ng van effektiewe leierskap, maar as gevolg van beperkings in hierdie eksploratiewe-studie. word verdere navorsing aanbeveel.
Ebrahim, Habiburaghman. "Investigation of the effectiveness of coaching in the development of leadership competencies (emotional intelligence) within BPSA (Pty) Ltd". Thesis, Stellenbosch : Stellenbosch University, 2008. http://hdl.handle.net/10019.1/8585.
Pełny tekst źródłaENGLISH ABSTRACT: This research report is a qualitative study of the effectiveness of executive coaching for the development of emotional intelligence competencies. Eleven executives from a private organisation were interviewed regarding recent coaching they had received. This coaching was offered as part of a development program that was grounded in action learning. Through these interviews, the executives shared their perspectives of the coaching process and the degrees to which they were able to benefit. They described the different styles of their coaches and the rapport each had with their own team‘s coach. The executives reported that as a result of coaching they demonstrated increased awareness of their emotional intelligence competencies. The data collected through this study suggested that executive coaching is an effective tool in the enhancement of emotional intelligence competencies in executives. Certain factors add to the likelihood that a benefit will be achieved through the coaching process, including the participants‘ openness to learning, the relationship between the coach and the participants, tools and frameworks used in the coaching process and the relevance of the coaching to the work of the executives. Organisational culture and environment also surfaced as important factors in predicting success in the coaching process. This study will be of value to researchers or organisational leaders exploring the benefits of executive coaching.
AFRIKAANSE OPSOMMING: Hierdie navorsingsverslag is 'n kwalitatiewe studie van die effektiwiteit van bestuursopleiding vir die ontwikkeling van emosionele intelligensie vaardighede. Elf bestuurslede van 'n privaat organisasie is onderhoude mee gevoer in verband met onlangse opleiding in die verband. Die opleiding is verskaf as deel van 'n ontwikkelingsprogram wat gegrond is in aksie opleiding. Deur middel van die onderhoude, het die bestuurslede hul perspektief van die opleidings proses gedeel asook tot watter mate hulle daaruit voordeel getrek het. Hulle het die verskillende style van hulle opleiers beskryf en die rapport wat elkeen met sy span gehad het. Die bestuurslede het verslag gedoen van hulle toenemende bewuswording van hulle emosionele intelligensie vaardighede. Die data byeengebring deur hierdie studie suggereer dat bestuursopleiding 'n effektiewe instrument is vir die toename van emosionele intelligensie vaardighede van bestuurslui. Suksesfaktore dra by tot waarskynlikheid van voordele bereik deur die opleiding, wat ook insluit, die deelnemer se ontvanklikheid vir lering, die verhouding tussen die opleier en die deelnemers, instrumente en raamwerke wat gebruik word in die opleidingsproses en die relevansie van die opleiding het ook opgeduik as belangrike faktore in die voorspelling van sukses in die opleidingsproses. Hierdie studie sal waardevol wees vir navorsers of organisatoriese leiers wat die voordele van bestuursopleiding wil ondersoek.
Kennedy, Maureen. "Coaching as a development tool for managerial feedback". Thesis, Stellenbosch : Stellenbosch University, 2015. http://hdl.handle.net/10019.1/97423.
Pełny tekst źródłaENGLISH ABSTRACT: Giving regular performance feedback for improvement and indicating good performance is essential for individuals to function optimally in the work environment. Managers often avoid the task of giving feedback, especially negative feedback. This avoidant behaviour is manifested in different ways, including delegating the task of giving feedback, suppressing the information which managers believe is negative, avoiding giving feedback or not giving feedback at all. This study was aimed at answering the following questions: What are the factors contributing to the phenomenon of managers’ reluctance to give feedback? What are the factors contributing to the discomfort managers experience when faced with the task of giving feedback? Can coaching, as a development tool, contribute to enhancing managerial skills for executing the task of giving feedback? A qualitative study, using a case study approach, was conducted to determine the experiences, feelings and perceptions of managers when having to engage in giving feedback. The study design comprised individual coaching for participants, followed by semi-structured interviews to evaluate the learnings, changed perceptions and feelings and giving feedback, following the coaching process. The findings provided an in-depth understanding of the managers’ experiences and the contributory factors influencing the manner in which the task of giving feedback was executed. Recommendations were made on how coaching as a development tool can be utilized to enhance managerial skills for the task of giving feedback. Recommendations were made for future studies relating to managers having to engage in giving feedback.
Rausch, Tessa L. "The effect of Methylphenidate-OROS® on the narrative ability of children with ADHD". Diss., University of Pretoria, 2014. http://hdl.handle.net/2263/46263.
Pełny tekst źródłaDissertation (MCommunication Pathology)--University of Pretoria, 2014.
tm2015
Speech-Language Pathology and Audiology
MCommunication Pathology
Unrestricted
Booth, Josephine N. "Executive functions and children's reading difficulties : the effects of task modality, cognitive ability and comorbid conditions". Thesis, University of Strathclyde, 2011. http://oleg.lib.strath.ac.uk:80/R/?func=dbin-jump-full&object_id=15494.
Pełny tekst źródłaTaylor, Jaimée. "Working memory and reading comprehension: The relationship between central executive functioning and discourse-level reading ability". Thesis, Taylor, Jaimée (2017) Working memory and reading comprehension: The relationship between central executive functioning and discourse-level reading ability. Honours thesis, Murdoch University, 2017. https://researchrepository.murdoch.edu.au/id/eprint/40825/.
Pełny tekst źródłaNkala, Elizabeth Oarabile. "The use of assessment centres as a selection and development tool for executive leaders in the Botswana public service". Thesis, Nelson Mandela Metropolitan University, 2015. http://hdl.handle.net/10948/5814.
Pełny tekst źródłaRichter, Jennifer Leslie. "The relationship between biographical information and managerial potential as assessed on a sales management assessment centre". Master's thesis, University of Cape Town, 1988. http://hdl.handle.net/11427/17174.
Pełny tekst źródłaResearch designed to add to the body of knowledge facilitating the effective management of the human resource in industry has become critical in South Africa at a time when the country is experiencing a shortage of skilled manpower. Assessment centres have long been in use in South Africa as a means of assessing managerial potential. Notwithstanding reports of their predictive validity the process is costly and research pertaining to how managerial potential could be identified at an early stage by less costly means is thus potentially valuable. One such means is biodata, or biographical information, upon which basis the selection of staff has traditionally occurred, in line with the truism that past behaviour is predictive of future success. This study was thus designed to identify the biographical characteristics which distinguish a high managerial potential group from a low managerial potential group, as assessed by an assessment centre.
Sylwan, Rolando Patricio. "Algumas contribuições experimentais ao problema da habilidade inibitória em tarefas com interrupção sinalizada". Universidade de São Paulo, 2001. http://www.teses.usp.br/teses/disponiveis/59/59134/tde-26042002-114356/.
Pełny tekst źródłaThe present study aims to contribute to the understanding of the inhibitory ability, within the framework of the neuropsychology. The objective was to develop a paper-and-pencil test to assess the ability to stop an action in a simple and rapid way. A computerized stop signal task was used to validate the test. In the first part of this work, studies that involved the computerized stop signal task are presented. The result of these studies allowed to raise some theoretical issues. The paper-and-pencil test is presented in the second part of this work. In the Experiment 1 the aim was to control experimentally the strategy of waiting for the stop-signal on a lateralized stop signal task, by means of an algorithm, which controlled, on-line, the variation of response latencies for the go-signal (GSRT). Thirty-four healthy volunteers participated in this study. The GRST of the group that performed the task without the algorithm were significantly higher than the GSRT of the group that performed the task with the algorithm, whereas the stop-signal reaction times did not reach significant differences between groups. This procedure provided more stable reaction times throughout the task, and shifted the probability of responding on stop-trials from 0.364 to 0.479. The Experiment 2 studied the relationship between reaction time, laterality, and executive functions were examined by employing two computerized tasks with lateralized visual stimuli. Simple reaction time (SRT) was correlated with the Part B-minus-A difference of Trail Making Test (TMT). No significant difference was found between left and right SRT. Reaction times for left go-signals of the Stop-task were longer than reaction times for right go-signals. The ratio of left go-signal-minus left SRT to right go-signal-minus-right SRT was correlated with the loss in the visuospatial component when it was combined with a concurrent verbal task in the Dual-Task Test. Results suggest association between SRT and executive functions, and the involvement of hemispheric specialization and interhemispheric transfer in both, the stop signal task and the Dual-Tasks Test. Results from Experiment 3 permit to discard the possibility that the observed right visual field advantage observed was due to the orienting of attention across hemifields. The left GSRT were significantly slower than right GSRT. The right GRST advantage was not due to an attentional shift between left and right visual hemifields. In the Experiment 4, the stopping ability of older people in the computerized stop task was explored. There were no significant differences between the stopping ability of older and younger adults. The Square-skipping Test (SST) a paper-an-pencil version of the stop signal computerized task. is described in the second part of this study. The SST is divided in four parts. The effect of the administration of the different parts of the SST was studied in Experiment 5. The results allow for the use of the four parts in the same trial, since there was no effect of order of administration. In Experiment 6 it was studied the effect of placing a digit sequence on the third trial of the test, instead of the Xs. It seems that a greater degree on the inhibitory ability is necessary to perform the task with the sequence "1, 2, 3", than with the sequence "3, 2, 1". Thus, the sequence "1, 2, 3" was used in the final version of the SST. The practice effects of the Dual-Task Test on the SST was studied in Experiment 7. The interaction Group x Trial showed a general decrease on the performance of participants without previous practice in the Dual-task Test, contrasting with the performance of participants with within-session practice, which showed a clear digit sequence load effect. The aim of Experiment 8 was to know possible aging effects in the performance of SST. A general decrease was observed in the performance of older adults compared with performance of young adults; the interaction Group x Trial showed that the slope of the curves were different. The performance in SST is significantly affected by age. Performance in SST correlated with performance in the stop signal and the SRT tasks, respectively. Performance in SST also correlates with TMT, with the visuospatial component of the mu index of the Dual-task and with the attention coefficient of the Toulouse-Pièron Test. The best predictor of the stopping ability was the performance on the Part D with the digit sequence (Part D3). Thus, SST seems to be a useful neuropsychological tool for the assessment of several executive functions, including the stopping ability, mental flexibility, speed for visual search and focused attention.
Rybanska, Veronika. "Ritual in development : improving children's ability to delay gratification". Thesis, University of Oxford, 2016. https://ora.ox.ac.uk/objects/uuid:36c2e04a-1d99-4147-b693-b6a3d3b1c085.
Pełny tekst źródłaMayer, Carolina Patricia. "The evolutionary origins of executive functions : behavioural control in humans and chimpanzees". Thesis, University of St Andrews, 2015. http://hdl.handle.net/10023/10494.
Pełny tekst źródłaHill, Hayden Clee. "Assessing ecological intelligence and behaviours in organisations". Thesis, Nelson Mandela Metropolitan University, 2015. http://hdl.handle.net/10948/8284.
Pełny tekst źródłaMiller, Stephanie E. "Labeling and representation in a multistep multilocation search task with 2.5- to 3-year-old children". Greensboro, N.C. : University of North Carolina at Greensboro, 2007. http://libres.uncg.edu/edocs/etd/1460MillerS/umi-uncg-1460.pdf.
Pełny tekst źródłaTitle from PDF t.p. (viewed Feb. 29, 2008). Directed by Stuart Marcovitch; submitted to the Dept. of Psychology. Includes bibliographical references (p. 44-48).
Loubser, Michiel Pieter. "Die identifisering en evaluering van bestuursuksesdimensies op verskillende bestuursvlakke". Thesis, Stellenbosch : Stellenbosch University, 1993. http://hdl.handle.net/10019.1/57918.
Pełny tekst źródłaTshingombe, Tshibangu Caleb. "Leadership styles commonly applied by managers to motivate subordinates to perform : a survey of managers' perception at a University of Technology in the Western Cape". Thesis, Cape Peninsula University of Technology, 2018. http://hdl.handle.net/20.500.11838/2707.
Pełny tekst źródłaThis research focuses on the leadership styles that motivate subordinates to perform. Leadership is one of the most important keys that bring success, balance and direction in different organizations. Leaders who exploit efficiency begin by understanding leadership styles. The contingency leadership style derives its credibility from a behavioral approach. Leadership style is an important determinant that stimulates and increases motivation among employees. Employee reactions to management typically depend on employee characteristics as well as executive characteristics. Leadership style is a character or behavior that leaders adopt in order to influence their employees in the environments in which they exercise their power (Hersey et al, 2001: 52). There are different perspectives on how and what needs to be done by a leader to motivate subordinates to function well. Others suggest that transformational leadership is the answer, while some research results identify transactional leadership as the best style for tasks to be accomplished. On the other hand, leadership cannot be studied to the exclusion of follow-up, since followers play a role in the effectiveness of a leader. Projects are characterized by the use of teams to execute tasks, and teams are a complex structure requiring an understanding of their dynamics. This research seeks to establish generic leadership styles that can motivate teams to perform. It is estimated that 47% to 54% of projects are not completed on time, what style of leadership is needed to improve project performance?
Fujita, Nao. "An Anglo-Japanese cross-cultural study of children's theory of mind and executive function and caregiver characteristics". Thesis, University of Cambridge, 2014. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.648824.
Pełny tekst źródłaKerr, Roberta Ellen Kerr. "Evaluation of the Ability for Children ages 5-11 Years Old to Brush Their Teeth Effectively". The Ohio State University, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=osu1497166437539908.
Pełny tekst źródłaDu, Rand Jean. "The feasibility of transformational leadership training and development in South Africa". Thesis, Stellenbosch : Stellenbosch University, 2001. http://hdl.handle.net/10019.1/52527.
Pełny tekst źródłaENGLISH ABSTRACT: The 1990s were characterised by a process of rapid political change in South Africa, which resulted in a period of transition in the economic and social spheres of this society. South Africans need to adapt to the shift in political leadership as well the rapid rate of technological innovation globally. Leadership theory has evolved from more traditional approaches such as the trait approach and behavioural approach to more recent theories such as situational leadership theories, leader-follower exchange theories and leadership decision-making theories. The recent trends in the field of Industrial Psychology lead to a more comprehensive and all-inclusive theory of leadership, namely transformational leadership. South Africa needs transformational leaders to drive and manage the change process. From the literature study it is evident that there is a need for transformational leadership training and development in South Africa. Therefore the main goal of this study was to determine the feasibility of transformational leadership training and development in South Africa. The main problem is divided into four sub-problems. In order to develop South African managers into transformational leaders, it is important that a need for transformational leadership training exists. Therefore the first subproblem is concerned with the need for the development of transformational leadership skills in South African leaders. The data of all South African leaders (7,563 cases) that were rated on Form 5X of the Multi-factor-Leadership Questionnaire (instrument measuring transformational leadership) was obtained from Productivity Development Pty. (Ltd.). This data was generated from March 1995 to June 1999. Firstly, the Ideal Theoretical Leadership Profile is compared to the total South African sample (N=7563). Secondly, leaders who performed effectively in the world of work were extracted from the total South African sample and were compared to the rest of the South African sample. Thus the Ideal Effectiveness Leadership Profile (N=657) is compared to the rest of the South African sample (N=6906). In both instances the profiles of the South African sample resembles the two ideal leadership profiles. The fact that the South African leaders scored well below the norms of the two ideal profiles on transformational leadership dimensions indicates that there is a need for the development of transformational leaders in South Africa. Thirdly, the t-test is utilised in order to compare the total South African sample (N=7,443) to an international sample (N=2080). The South African sample scored significantly higher on transformational leadership scales than their international counterparts. This indicates that South African leaders compare well to international standards regarding transformational leadership Once it was assessed that there is a need for South African leaders to be developed as transformational leaders, it was important to determine whether the Multi-factor Leadership Questionnaire (MLQ) is a valid instrument for measuring transformational leadership in South Africa. Transformational leadership training and development can not be managed in South Africa unless it can be measured. Therefore the second subproblem was concerned with the construct validity of the MLQ in South Africa. Confirmatory factor analysis was utilised in order to assess the construct validity of the MLQ on 7563 cases. The final first-order analysis indicated that there is not conclusive evidence for the 8-factor structure in the South African context. More comprehensive research is needed in order to prove the validity of the MLQ beyond reasonable doubt in the South African context. After the conclusion was reached that transformational leadership training is needed in South Africa, it was decided to investigate the practical implementation of transformational leadership training in South Africa. In order to investigate the practical implementation of transformational leadership training, high-level managers trained at the Graduate School of Business, University of Stellenbosch (USB) were assessed as a microcosm of the larger South African sample. The USB group (N=120) was compared by means of t-tests to two other groups, namely the rest of the South African sample (N=7443) and an international sample (N=2080). The third sub-problem was thus concerned whether the USB group was a select group. The USB group scored significantly higher on all of the individual transformational factors than the two other groups. The results suggest that the USB is a select group. Once it was concluded that the USB group was a select group, they were tested on Kirkpatrick's reaction level of evaluation in order to determine whether they benefited from the course, although their MLQ scores reflected that they were already acting in a transformational manner. The fourth sub-problem was thus concerned with evaluating the reactions of the USB group towards the Full Range Leadership Programme. Overall the participants (N=46) gave a positive reaction towards the programme. Although the USB group can be classified as a select group, participants believed that the programme was of practical use. This substantiates the argument that there is a need for developing transformational leaders. The results indicate that transformational leadership training and development is feasible in South Africa. Finally, on the basis of the results of this study, conclusions and recommendations are made for future research.
AFRIKAANSE OPSOMMING: Die negentigerjare word gekenmerk deur 'n proses van snelle politieke verandering in die Suid-Afrikaanse samelewing, wat In oorgangsperiode in die ekonomiese en sosiale sektore ingewy het. Dit is noodsaaklik dat Suid-Afrikaners aanpas by die veranderinge in politieke leierskap, asook by tegnologiese vooruitgang. Die leierskapsteorie, wat vroeër bestaan het uit die meer tradisionele benaderings soos die karaktertrek- en die gedragsbenadering, het gestalte gekry in meer onlangse teorieë. Hierdie teorieë sluit in die gebeurlikheids-, leier-volgeling-uitruilings- asook die leierskapsbesluitnemingsbenaderings. Die huidige neiging binne die wêreld van die Bedryfsielkunde is In meer omvattende en alles-inklusiewe benadering ten opsigte van die leierskapsteorie, naamlik transformasieleierskap. Suid-Afrika benodig transformasieleiers om die proses van verandering aan te dryf en te bestuur. Uit die literatuurstudie is dit duidelik dat daar 'n behoefte is aan transformasieleierskap-opleiding en -ontwikkeling in Suid-Afrika. Vervolgens is ~die hoofdoel van hierdie studie om die praktiese uitvoerbaarheid van transformasieleierskap-opleiding en -ontwikkeling in Suid-Afrika te bepaal. Die hoofprobleem word in vier sub-probleme verdeel. Daar word van die standpunt uitgegaan dat dit belangrik is om die transformasieleierskapsvaardighede van Suid-Afrikaanse bestuurders te ontwikkel. Die eerste sub-probleem fokus op die behoefte van Suid-Afrikaanse bestuurders aan opleiding in transformasieleierskap. Die data is ingesamel van alle Suid-Afrikaanse leiers (7,563 proefpersone) wat op die Multi-faktor Leierskapsvraelysvorm 5X (instrument wat transformasieleierskap meet) beoordeel is. Hierdie data is deur Productivity Development (Pty) Ltd beskikbaar gestel, en is vanaf Maart 1995 tot Junie 1999 ingesamel. Eerstens is die Ideale Teoretiese Leierskapsprofiel vergelyk met die leierskapsprofiel van die totale Suid-Afrikaanse steekproef (N=7,563). Tweedens is leiers wat effektief in die praktyk funksioneer, die Ideale Effektiwiteit Leierskapsprofiel (N=657), onttrek van die totale Suid-Afrikaanse steekproef en vergelyk met die res van die Suid-Afrikaanse steekproef (N=6,906). In beide gevalle is daar 'n verwantskap gevind tussen die Suid-Afrikaanse steekproef en die twee ideale leierskapsprofiele. Derdens is daar van 'n t-toets gebruik gemaak om die res van die Suid-Afrikaanse steekproef (N=7,443) met In internasionale steekproef te vergelyk. Die Suid-Afrikaanse steekproef het beduidend hoër tellings as die internasionale steekproef op alle transformasieskale behaal. Hiervolgens voldoen die Suid-Afrikaanse steekproef aan internasionale standaarde ten opsigte van transformasievaardighede. Nadat vasgestel is dat daar 'n behoefte bestaan aan transformasieleierskap-opleiding in Suid-Afrika, is daar ook besluit om die geldigheid van die Multi-faktor Leierskapsvraelys (MLO) onder Suid-Afrikaanse omstandighede te ondersoek. Transformasieleierskapopleiding en -ontwikkeling in Suid-Afrika kan nie bestuur word tensy dit akkuraat gemeet word nie. Daarom fokus die tweede sub-probleem op die konstrukgeldigheid van die MLO onder Suid-Afrikaanse omstandighede. Daar is van bevestigende faktor-ontleding gebruik gemaak om die konstrukgeldigheid van die MLO by 7,563 proefpersone te bepaal. Die 8-faktorpatroon lewer nie voldoende bewys dat die MLO weloor 'n mate van konstrukgeldigheid onder Suid-Afrikaanse omstandighede beskik nie. Nog in-diepte navorsing word benodig om bo redelike twyfel die geldigheid van die MLO onder Suid-Afrikaanse omstandighede te bevestig. Nadat tot die gevolgtrekking gekom is dat daar 'n behoefte aan opleiding in tranformasievaardighede bestaan, is die praktiese implementering van transformasieleierskap-opleiding in Suid-Afrika ondersoek. Vir hierdie doel is hoëvlakbestuurders, wat opgelei is by die Nagraadse Bestuurskool aan die Universiteit van Stellenbosch (USB), ondersoek as 'n mikrokosmos van die groter Suid-Afrikaanse steekproef. Die USB-groep (N=120) is deur middel van t-toetse met die res van die Suid-Afrikaanse groep (N=7,443) en 'n internasionale steekproef (N=2,080) vergelyk. By die derde sub-probleem moes bepaal word of die USB-groep 'n uitgelese groep is. Dié groep het beduidend hoër tellings by al die afsonderlike transformasiefaktore as die ander twee groepe behaal. Die gevolgtrekking kan dus gemaak word dat die USB-groep wel uitgelese is. Hierna is die groep gemeet aan Kirkpatrick se reaksievlak. By die vierde sub-probleem is die USB-groep se reaksie ten opsigte van die "Full Range Leadership Programme" geëvalueer. Oor die algemeen het respondente (N=46) 'n positiewe reaksie teenoor die program getoon. Die USB-groep het die program as betekenisvol beskou, en alhoewel hulle 'n geselekteerde groep is, dui dit aan dat daar tog onder hulle 'n behoefte is aan opleiding in transformasievaardighede van Suid- Afrikaanse bestuurders. Die resultate dui aan dat daar onder bestuurslui in die algemeen 'n behoefte aan transformasieleierskap-opleiding en -ontwikkeling in Suid-Afrika is. Ten slotte is gevolgtrekkings en aanbevelings wat op die resultate van die studie gebaseer is, vir toekomstige navorsing gemaak.
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Pełny tekst źródłaQuezada-Broeder, George Osvaldo David. "Leading individuals in creative work contexts : explaining the effectiveness of transformational leadership and exploring the role organisation climate /". [St. Lucia, Qld.], 2005. http://www.library.uq.edu.au/pdfserve.php?image=thesisabs/absthe19344.pdf.
Pełny tekst źródłaWeerakit, Naree. "Leadership competencies required for future hotel general managers' success in Thailand". online access from Digital Dissertation Consortium, 2007. http://digital.library.okstate.edu/etd/umi-okstate-2200.pdf.
Pełny tekst źródłaLoe, Bao Sheng. "The effectiveness of automatic item generation for the development of cognitive ability tests". Thesis, University of Cambridge, 2019. https://www.repository.cam.ac.uk/handle/1810/289990.
Pełny tekst źródłaAckerman, John P. "Associations between early relationship adversity, executive functioning, and behavioral self-regulation among adopted youth". Access to citation, abstract and download form provided by ProQuest Information and Learning Company; downloadable PDF file 0.38 Mb., p, 2006. http://proquest.umi.com/pqdlink?did=1176551251&Fmt=7&clientId=79356&RQT=309&VName=PQD.
Pełny tekst źródłaDennison, Colleen Beth, i Bernard M. Bass. "Development of an in-basket exercise designed to measure potential leadership skills by Coleen Beth Dennison". CSUSB ScholarWorks, 2004. https://scholarworks.lib.csusb.edu/etd-project/2769.
Pełny tekst źródłaDarley, Sharon Delores. "Comparing Three Forms of External Structure for the Ability to Increase Executive Functioning in Preschoolers on the Autism Spectrum". Thesis, Piedmont College, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10196536.
Pełny tekst źródłaIndividuals with autism spectrum disorder (ASD) have a noted deficit in executive function which concurrently employs multiple systems in the brain to complete complex tasks. Executive function skills begin developing around the age of four years and continue developing throughout life, potentially impacting the entire life span of an individual. Service providers need cost effective and efficient strategies to address executive functioning disorders in preschoolers with ASD in typical educational settings by school personnel. Using a multiple baseline design across behaviors, this research compares the use of Power Cards, video modeling, and Social Stories™ to: 1) teach early executive function behaviors; 2) generalize behaviors to a Pre-Kindergarten setting; and 3) maintain the behaviors after one and two months following the withdrawal of intervention materials. Results indicate all three strategies were effective in increasing executive function behaviors, although the strength of the strategies varied among the five preschoolers who participated. Three of five students were able to generalize the behaviors when instructed utilizing Power Cards and video modeling, while two of five were able to generalize to the new setting after instruction using Social Stories™. Maintenance results proved to stratify the efficacy of the strategies showing four of five students maintained above intervention levels after instruction using Social Stories™, three of five maintained utilizing video modeling and zero of five students maintained following the Power Card strategy.
Passon, Shannon Reeves Jennifer. "Moving up or moving out new job demands, ability to cope and burnout among television news producers and executive producers /". Diss., Columbia, Mo. : University of Missouri--Columbia, 2009. http://hdl.handle.net/10355/6536.
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Pełny tekst źródłaCarvalho, Janessa O. "Emotion and Executive Functioning: The Effect of Normal Mood States on Fluency Tasks". Connect to this title, 2008. http://scholarworks.umass.edu/theses/121/.
Pełny tekst źródłaDepape, Anne-Marie R. "Musical expertise, bilingualism and executive functioning /". 2007. http://gateway.proquest.com/openurl?url_ver=Z39.88-2004&res_dat=xri:pqdiss&rft_val_fmt=info:ofi/fmt:kev:mtx:dissertation&rft_dat=xri:pqdiss:MR31986.
Pełny tekst źródłaTypescript. Includes bibliographical references (leaves 60-70). Also available on the Internet. MODE OF ACCESS via web browser by entering the following URL: http://gateway.proquest.com/openurl?url_ver=Z39.88-2004&res_dat=xri:pqdiss&rft_val_fmt=info:ofi/fmt:kev:mtx:dissertation&rft_dat=xri:pqdiss:MR31986