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Hill, Graham Ian. "Executive coaching : perspectives of effectiveness from executives and coaches". Thesis, Queensland University of Technology, 2010. https://eprints.qut.edu.au/40237/1/Graham_Hill_Thesis.pdf.
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Over the past two decades there has been a remarkable expansion in the use of executive coaching as an executive development technique. The increasing prominence of executive coaching has been attributed to the emergence of new organisational cultures and the subtler competencies needed by executives in these faster moving organisations. The widespread popularity of executive coaching has been based largely on anecdotal feedback regarding its effectiveness. The small body of empirical research has been growing but conclusive outcomes are rare. The prominent question for those with the business imperative to implement executive coaching has been what are the ingredients of the process that engender an effective outcome? This investigation has focused on the factors of executive coaching that contribute to effectiveness. A qualitative methodology facilitated an in-depth study of the experiences of the participants of executive coaching with the perceptions of both executives and coaches being sought. Semi-structured interviews and a focus group provided rich, thick descriptions and together with a process of inductive analysis produced findings that confidently identify the key factors that contribute to coaching effectiveness. Six major themes were identified, each comprising a collection of meanings. These themes have been labelled Executive Engagement, Preliminary Assessment and Feedback, Coaching Process, Coach.s Contribution, Trusting Relationship and Support from the Organisation. One theme, Coaching Process, comprises three significant sub-themes, namely, Encouragement and Emotional Support, Challenge and Reflection and Enhancing Executive Performance. The findings of this study add value to the field by identifying factors contributing to coaching effectiveness, and providing for the coaching practitioner a basis for enhancing their practice of executive coaching to better meet the needs of executives and their organisations.
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Lin, Tzu-Feng Marlene. "Differences among executive development programs in countries grouped by geographical location and cultural characteristics /". free to MU campus, to others for purchase, 1999. http://wwwlib.umi.com/cr/mo/fullcit?p9953876.
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Smith, 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.
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Thesis (M.P.A.)--Kutztown University of Pennsylvania, 1991.Source: Masters Abstracts International, Volume: 45-06, page: 2961. Abstract precedes thesis as 4 preliminary leaves. Typescript. Includes bibliographical references (leaves 135-141).
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Chen, Jeff Yu-Jen. "Toward a multi-stakeholders partnership best-practice model for coaching interventions in customised executive education". Thesis, Stellenbosch : Stellenbosch University, 2015. http://hdl.handle.net/10019.1/97419.
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Thesis (MPhil)--Stellenbosch University, 2015.ENGLISH ABSTRACT: In this highly competitive market, organisations are placing a strong emphasis on leveraging its organisational learning (OL) activities to achieve a sustained advantage. Organisations are increasingly recognising the value of partnering with external education providers to implement customized executive education programmes that can address their unique business need. Coaching interventions are frequently incorporated in such learning initiatives to enhance the alignment of the learning and development practises with the organisational goals and to increase the level of learning transfer once the program has been completed. The best-practises of coaching interventions remain however several understudied. This study therefore investigated the importance of multi-stakeholder partnerships on the effectiveness of coaching interventions within a customised executive programme. Qualitative data was collected through a series of semi-structured interviews targeting coaches, organisational learning drivers and delegates to obtain multi-source feedback for enhanced validity of perceptions. The findings were subsequently subjected to thematic analysis resulting in the emergence of 7 core themes. The results emphasised the importance of aligning the interpretation of management, organisational learning drivers (OLDs), coaches and delegates regarding the goals of the organisation and the coaching initiative. A recurring theme across the datasets related to the importance of transparent, direct and open communication prior to the commencement of coaching. Furthermore, the advantages of group coaching highlighted in this study were supported by previous literature. Another important contribution of this study pertained to evaluating and sustaining the mental and behavioural shifts delegates experienced during the coaching interventions. This highlighted the importance of soliciting management support, eliciting informal accountability and post-coaching interventions. As a result of combining multi-stakeholder perceptions, the findings of this study may contribute towards developing a best-practice model for coaching interventions in customised executive education (CEE) programmes.
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Yeung, Wing-shun Vincent. "Managerial styles of Chinese managers in Hong Kong /". [Hong Kong : University of Hong Kong], 1986. http://sunzi.lib.hku.hk/hkuto/record.jsp?B12325971.
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Marks, Danelle Miller. "A comparison of attitudes toward corporate advertising : corporate executives and advertising agency executives". Virtual Press, 1986. http://liblink.bsu.edu/uhtbin/catkey/474662.
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The purpose of this thesis was to examine the attitudes toward corporate advertising held by those individuals most closely associated with it: corporate and advertising agency executives. No previous research had been conducted in this particular area.An attitude scale was administered to eighty-two corporate and advertising agency executives, representing a sample from Fortune's one hundred largest corporations and the one hundred largest advertising agencies. A frequency distribution, factor analysis, and Q-study were conducted on the data collected.Findings showed the general attitude toward corporate advertising to be favorable. Two factors underlying respondent's attitudes were revealed and broadly identified as "positive value" and "negative value." Rather than viewing corporate advertising in specific terms, respondents' attitudes were factored on the basis of valence, or direction of the statements.The Q-analysis identified three types of attitude patterns existing among the respondents. Type I respondents represented large industrial manufacturers who believe corporate advertising is an effective tool for improving employee morale and recruiting new employees. Type II, consisting of advertising agencies involved in marketing to consumers, saw corporate advertising as a tool for increasing corporate awareness and creating unity among products. A conglomeration of industrial manufacturers, consumer goods manufacturers, and advertising agencies, Type III viewed corporate advertising as an effective part of a total plan, though not capable of achieving tangible objectives by itself. Type and size of firm were the only demographics which could be significantly related to the attitude patterns.These findings indicate that although differences can be found in the management function provided by corporate advertising, respondents hold similar favorable attitudes toward corporate advertising.
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Mackey, Alison. "Dynamics in executive labor markets CEO effects, executive-firm matching, and rent sharing /". Columbus, Ohio : Ohio State University, 2006. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1148305593.
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Peng, Yan. "Accounting system quality and CEO compensation /". view abstract or download file of text, 2005. http://wwwlib.umi.com/cr/uoregon/fullcit?p3181120.
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Thesis (Ph. D.)--University of Oregon, 2005.Typescript. Includes vita and abstract. Includes bibliographical references (leaves 69-71). Also available for download via the World Wide Web; free to University of Oregon users.
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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.
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Cano, Giner Josep Lluís. "What groups of factors do senior executives believe affect their use of executive information systems?" Doctoral thesis, Universitat Politècnica de Catalunya, 2013. http://hdl.handle.net/10803/116926.
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In a highly competitive and turbulent environment, executives need more efficient ways to analyze their companies, markets and competitors. The aim is to help their organizations become more competitive and, as a result, survive the changes taking place around them. Executive Information Systems (EIS) can help executives access the internal and external data they need to be able to make the right decisions and achieve their organizations' objectives. We need to know the factors what senior executives believe affect their use of executive information systems because EIS, like any other software, are designed to be used directly by users, in this case, senior executives.
The objective of this thesis is to uncover which factors senior executives feel affect their use of EIS, compare the factors they propose to those mentioned in other studies to determine their importance, and group the factors which affect or may affect senior executives. The methodology proposed to group these factors together is Concept Mapping.
The structure of this thesis is divided into five main sections after the introduction and the discussion on motivations: the conceptual framework, research methodology, analysis and findings, reflection and discussion, references, and annexes. In the conceptual framework section I define senior executives, EIS and Technology Acceptance Model. The first research question was: Is additional qualitative research needed to find more valuable information about the factors? I can confirm that more qualitative research is necessary to uncover more valuable information about the factors (as presented in section 5.i. above). I extracted 15 factors from the initial interviews and 79 factors from the literature review. However, senior executives rated the 15 initial factors taken from interviews higher than the rest of factors.
The second research question was: What groups of factors do senior executives believe affect their use of executive information systems? Examining the results of the survey with MDS and cluster analysis, I have presented twelve groups of factors in section 5.ii.
The third research question was: How important are these groups of factors for senior executives? I detail the list of clusters ordered by their average ranking in terms of importance and the average score received. The main scientific contribution of this thesis is having completed one small part of research on one of the most tested and studied theories in IT: TAM. This thesis demonstrates the importance that qualitative research has in terms of studying one type of IT and one type of user before carrying out quantitative research.
The main methodological contribution is that it is not easy to do research with senior executives, but, as this thesis shows, the Concept Mapping methodology can help facilitate this process.
There are other scientific and methodological contributions detailed in the thesis. This is, I believe, my modest contribution to offering senior executives EIS projects which understand them and their needs more and better while also providing researchers new opportunities for research and I would encourage other researchers to study the importance of previous qualitative studies applied to other kinds of users and systems. Another opportunity for research is to use concept maps to develop implementation projects and compare the success of those projects with other projects which didn't use the concept map as a tool to define the project itself
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Chen, Po-Fen. "General managers and four-year students evaluate attributes, qualities, competencies and skills for hotel management entry-level positions : a case study /". Online version of thesis, 1995. http://hdl.handle.net/1850/11950.
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Wallace, James S. "Adopting residual income-based compensation plans : evidence of effects on management actions /". Thesis, Connect to this title online; UW restricted, 1996. http://hdl.handle.net/1773/8791.
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Lau, Ka-ying. "Qualities and processes of mobility a study of managerial elities in Hong Kong /". Click to view the E-thesis via HKUTO, 2010. http://sunzi.lib.hku.hk/hkuto/record/B43703744.
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Farzamian, Farideh. "Cross-cultural adjustment among immigrant executives". Thesis, University of British Columbia, 2009. http://hdl.handle.net/2429/7728.
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Moving to a new country and having to adjust to its culture is often traumatic for immigrants, as
they experience intense emotional and physical stresses stemming from new roles and rules in
their familial and workplace relationships. This study examined sociocultural and psychological
factors that were part of immigrant executive’s cross-cultural adjustment experiences.
Specifically, this dissertation sought to: 1) elucidate the decisions that prompted elite
professionals to move to Canada, 2) examine participants’ stories associated with their pre- and
post-moving experiences and relocation challenges, 3) identify coping strategies immigrant
executives used to manage their personal and professional lives successfully, and 4) pinpoint
suggestions and recommendations these executives had for other elite professionals thinking of
moving to Canada, and for counsellors working with such clients.
To best achieve my purpose, the following dissertation explores the rationale for using qualitative
research approaches with particular reference to narrative as a method and theoretical frame work
to better understand the feelings, experiences, expectations, and yearnings of six male immigrant
executives/CEOs/managers, and to explore the complexities and difficulties embedded in their
life and work in their new country.
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Treharne, Helen Eleri. "Combining control executives and software specifications". Thesis, Royal Holloway, University of London, 2000. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.393072.
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Nalagatla, Vihitha. "ANDROID MOBILE APPLICATION FOR HOSPITAL EXECUTIVES". CSUSB ScholarWorks, 2017. https://scholarworks.lib.csusb.edu/etd/435.
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Hospitals are the largest and most complex organizations where health care is provided. Safe and effective patient care services in hospitals depend on the efficient decisions made by hospital executives. The main task of hospital executives is to ensure the hospital can provide high quality patient care and services. “Android Mobile Application For Hospital Executives” is an Android application used for displaying hospital performance metrics on a daily basis. This application allows hospital executives to review and monitor hospital operational data with ease of access and in a portable manner. Thus, reducing the effort of the hospital executives to perform their tasks.
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Wan, Shun-leung. "An analysis of the implementation of the public sector reform in Hong Kong : a case study of the executive officers' response to the reform at a typical government department /". Hong Kong : University of Hong Kong, 1996. http://sunzi.lib.hku.hk/hkuto/record.jsp?B17507376.
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Zhang, Shu. "Make a company localized or personalized a case study of a Japanese electric subsidiary in Shanghai /". Click to view the E-thesis via HKUTO, 2005. http://sunzi.lib.hku.hk/hkuto/record/B35514553.
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Petersen, Nicole L. "Retaliatory Behavior as a Response to Executive Compensation". Bowling Green State University / OhioLINK, 2015. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1428172349.
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Araújo, Ione Maria Santos de. "Gestão executiva feminina: inovações e permanências". Pós-graduação em Administração, 2013. http://ri.ufs.br:8080/xmlui/handle/123456789/3001.
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This research aims to analyze the continuities and innovations in managing female executive in relation to the categories of process of decision making, model of leadership, personal communication and interpersonal skills. With the growth of womens presence in the world of work, women began to increasingly occupy positions high in organizations, leading to a question about the continuities and innovations arising from way of them to manage the executive. Is it possible that the women have new patterns and models of management or follow characteristic patterns of male management? To achieve the proposed objectives we decided to conduct this research with phenomenological inspiration considering the interpretation that each individual who was researched presents from the reality experienced in the management of the organizations to which they belong. This is a qualitative research, using a case study as method, based on women in positions of senior management in companies Sergipe. The data collected were analyzed using the technique of discourse analysis. From the data obtained it can be seen that the executive clearly perceives differences of management between the way of males and the females with respect to categories analyzed. For the interviewed women, for the categories chosen, women have more flexible and humanitarian characteristics, while men are considered more inflexible, objectives and in some cases more austere. It can be concluded that women consider that in their executive management uses innovative features with respect to the categories analyzed. As for permanences of male management characteristics, only a minimum number of respondents pointed to use some nuances of managing men, not as a guide but in order to merge the two modes of management in specific situations.A presente pesquisa tem o objetivo de analisar as inovações e permanências existentes na gestão executiva feminina em relação às categorias de processo de tomada de decisão, modelo de liderança, comunicação pessoal e relacionamento interpessoal. Com o crescimento da presença feminina no universo do trabalho, as mulheres começaram a ocupar cargos cada vez mais altos nas organizações, originando um questionamento acerca das inovações e permanências decorrentes do modo de gerir das executivas. Será que as mulheres dispõem de novos padrões e modelos de gerenciamento ou seguem padrões característicos da gestão masculina? Para atingir os objetivos propostos optou-se pela realização de pesquisa com inspiração fenomenológica, considerando a interpretação que cada indivíduo pesquisado apresenta da realidade vivida na gestão das organizações da qual fazem parte. Trata-se de uma pesquisa qualitativa, utilizando como método o estudo de caso, baseado em mulheres que ocupam cargos de alta gestão em empresas sergipanas. As informações coletadas foram analisadas utilizando-se a técnica da análise de discurso. A partir dos dados obtidos pode-se observar que as executivas percebem claramente diferenças entre o modo de gestão masculina e feminina no que diz respeito às categorias analisadas. Para as entrevistadas, em relação às categorias eleitas, as mulheres possuem características mais flexíveis e humanitárias, enquanto os homens são considerados mais inflexíveis, objetivos e em alguns casos, mais severos. Pode-se concluir que as mulheres executivas consideram que a sua gestão utiliza características inovadoras no que diz respeito às categorias analisadas. Quanto às permanências de características da gestão masculina, apenas um número mínimo de entrevistadas apontou utilizar alguma particularidade do gerenciamento masculino, mas não como orientação e sim com a finalidade de mesclar os dois modos de gestão em situações específicas.
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Rambo, Deise Antunes. "A aprendizagem de profissionais de RH inseridos em um grupo de discussão". reponame:Biblioteca Digital de Teses e Dissertações da UFRGS, 2009. http://hdl.handle.net/10183/16345.
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O presente estudo tem como objetivo compreender como ocorre o processo de aprendizagem de profissionais de Recursos Humanos a partir da participação dos mesmos em um grupo de discussão da área. O grupo é composto por 45 executivos, nos cargos de gerência ou de consultoria, que trabalham em empresas de médio e grande porte de diferentes segmentos, localizadas na cidade de Porto Alegre e região. A pesquisa, cujo caráter é qualitativo, exploratório e descritivo, utilizou-se de observações de sua autora nas reuniões mensais do grupo durante oito meses e de entrevistas com dez executivos escolhidos intencionalmente como fontes de coletas de dados. A partir das transcrições das entrevistas e dos relatórios das observações foi possível, por meio do método de análise de conteúdos, categorizar os resultados obtidos em seis categorias, que são: o grupo RH Executivos - RS, formas de participação e interação, compartilhamento e trocas, estrutura do grupo, ambientes externos e aprendizagem em Recursos Humanos. Os principais resultados apontam que há momentos do grupo, em que os indivíduos buscam a aprendizagem, esta guiada por crenças e valores, especialmente nas ocasiões mais informais do grupo. Entretanto, o que os mantêm interagindo é o objetivo de network e não necessariamente, o de aprenderem juntos.This study aims to understand whether and how is the learning process of professional human resources from their participation in a discussion group in the area. The group is composed of 45 executives in positions of management or consultancy, working in firms of medium and large companies from different segments, located in Porto Alegre and region. The survey, whose character is qualitative, exploratory and descriptive, it was used for observations of its author in the monthly meetings of the group for eight months and interviews with ten executives intentionally chosen as sources for data collection. From the transcripts of the interviews and the reports of the observations was possible, using the method of analysis of content, categorizing the results into six categories, which are the Group Executive HR - RS, forms of participation and interaction, sharing and exchange , the group structure, outdoors and learning in Human Resources. The main results show that there are moments of the group, where individuals seek to learn, that guided by beliefs and values, especially in more informal occasions the group. However, what keeps them interacting is the purpose of performing network and not necessarily to learn together.
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Williams, David M. "The identification of leadership capabilities prior to the recruitment and selection of individuals for leadership roles". Graduate School of Business, Faculty of Commerce, 2008. http://ro.uow.edu.au/theses/117.
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Writing and research in the field of leadership has reached voluminous proportions resulting in many perceptions of the leadership concept. Rather than attempting to reach consensus on what leadership is, it is posited that what matters, is what leadership is required to do. Knowing what is required of leadership assists in the identification of the leadership capabilities necessary to support a leader in delivering a leadership outcome. In the recruitment and selection of leaders it is crucial that the most appropriate leadership capabilities be identified prior to commencement of the process so that the person with the most suitable leadership capabilities is appointed. This thesis addresses the problem of the identification of leadership capabilities prior to the recruitment and selection of leaders through the development of a conceptual model that links the intent of the leadership role with performance outcomes and the context in which the leadership role resides.
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Wen, Li. "The perceived difficulties, training needs, job satisfaction, and intention to leave of expatriate hotel professionals working in mainland China". Diss., Columbia, Mo. : University of Missouri-Columbia, 2008. http://hdl.handle.net/10355/5747.
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Thesis (M.S.)--University of Missouri-Columbia, 2008.The entire dissertation/thesis text is included in the research.pdf file; the official abstract appears in the short.pdf file (which also appears in the research.pdf); a non-technical general description, or public abstract, appears in the public.pdf file. Title from title screen of research.pdf file (viewed on August 17, 2009) Includes bibliographical references.
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Huen, Chi-wai. "A study of managerial culture in Hong Kong /". Hong Kong : [University of Hong Kong], 1992. http://sunzi.lib.hku.hk/hkuto/record.jsp?B1320483X.
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Roberts, Helen, i n/a. "Executive compensation in New Zealand : 1997-2002". University of Otago. Department of Finance and Quantitative Analysis, 2007. http://adt.otago.ac.nz./public/adt-NZDU20070803.113949.
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This study investigates the relationship between CEO pay and firm performance, the asymmetric nature of pay-performance sensitivity, and the effect of CEO participation on the pay-setting process, for publicly-listed New Zealand firms during 1997 to 2002. The research is conducted using a unique hand-collected panel data set containing information about executive compensation, firm performance, ownership, firm governance and CEO participation in the pay-setting process. The sample covers the six-year period following the introduction of mandatory disclosure requirements that were imposed on executive and director compensation in 1997.
An initial descriptive analysis of the data reveals a large pay difference between worker and CEO pay. In addition, pay-performance indexes for the highest and lowest paid CEOs document differences between the change in pay relative to real shareholder returns. An examination of the sensitivity between growth in CEO pay, and contemporaneous and lagged firm performance using a firm fixed-effects model, shows that not only is pay significantly related to firm size and performance but also board size, compensation risk and director share ownership.
Models of the relationship between growth in CEO compensation and firm performance indicate the pay-performance sensitivity generated by cash and the change in the value of stock option holdings is reported to be three-times the magnitude of the sensitivity due to salary and bonus payments alone. In addition, growth in CEO compensation is asymmetrically related to changes in firm performance. CEO cash compensation is positively related to increases in firm value only. Total compensation is related to contemporaneous returns and positive lagged returns. Change in CEO wealth is positively related to contemporaneous returns but is more sensitive to losses. However, change in wealth also increases when lagged returns are positive and negative, implying that CEOs are able to extract pay in excess of that which is optimal under the contracting view of executive compensation.
Furthermore, firms in which CEOs demonstrate a low level of participation in the pay-setting process earn higher levels of pay, which also grows at significantly greater rates than their high-participation counterparts. In particular, growth in low-participation wealth is more sensitive to positive and negative contemporaneous returns as well as being negatively related to negative lagged excess returns. This finding is opposite to theoretical predictions and can be explained by the tightly held nature of the high-participation firms which typically have fewer directors, are exposed to higher return volatility and have greater director and CEO beneficial share ownership.
Consistent with the trickle-down effect, there is a positive relationship between growth in the non-performance related cash compensation awarded to CEOs and the growth in pay earned by their executive directors and employees. In addition, growth in non-CEO executive pay is not related to firm performance when there is an overpayment effect and CEOs exercise a high level of participation in the pay-setting process. Consistent with the contracting view, growth in non-CEO executive pay is positively related to firm performance with no benefits from CEO overpayments when stock option awards are included in the CEO pay contract.
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Venkatesan, Thamandarie. "The enhancement of reflective practices in managers through coaching". Thesis, Stellenbosch : Stellenbosch University, 2012. http://hdl.handle.net/10019.1/97291.
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Thesis (MPhil)--Stellenbosch University, 2012.ENGLISCH ABSTRACT: Purpose – The purpose of this research was to explore the role of coaching in enhancing reflective practices in managers. The experiences and perceptions of coachees were explored to answer the research question. Design/methodology/approach – This research was a qualitative study. Using an inductive approach, it sought to explore and interpret data collected from the coachees on their experiences and perceptions of coaching and the extent to which it influenced reflective practices. A purposive sampling approach was used. A total of five coachees from a FMCG company that the researcher is employed at, in the Durban area, participated in the research. Data was collected using semi-structured interviews and researcher field notes and observations during the coaching process. Findings –The key findings revealed that coaching played an important role in enhancing the reflective practices and reflection in managers. Coachees found that the coaching process supported and enabled the achievement of their coaching goals. Further it was found that coachee use of reflective practices were enhanced through coaching, leading to greater levels of self-awareness, improved self-regulation and improved decision-making. Reflective practices emerged as a valuable competence for leadership. Reflective tools and practice were enablers to leadership development. Enhanced use of reflective practices led to greater reflection and self-awareness and insights leading to better self-mastery and personal growth. Greater self-awareness and enhanced reflective practices also saw coachees transferring the tools they had used and learnt to others. It was found that as coachees developed self and others their leadership capability improved. Organisational buy in, support and practices that value reflection were found to be critical for effective learning and leadership capability development. Coachees identified in the coaching process, the coach- coachee relationship, trust and coachee goal accountability as important enablers and from an organisational context, identified leadership support for time for reflective practices as a critical enabler. Research limitations/implications – A small sample size was used in the study. These findings, whilst true for the coachees who participated, may not be generalised to the general population of leaders and or managers. The results however, could be useful to other coaches developing reflective capability in coachees, to organisations and leadership development practitioners focussed on establishing competencies for leaders and development programmes for leaders. Practical implications – The implications of this research include: Business and executive coaches To give consideration to the deliberate development of reflective practices in leader coachees thus enhancing their reflection, shifting awareness and leading to effective coaching outcomes. For leader coachees To be committed to the coaching process, development of reflective practices and committed to their self development. Further they are encouraged to focus on developing behaviours important for their leadership effectiveness. Organisational human resource development practitioners To include and address within leadership competency frameworks and development programmes the development of reflective practices and the value of reflection. In an organisational setting, reflective practice must be valued as a competency in order for benefits to be derived and the culture and leadership behaviours adopted be in alignment. Coaching academies or training providers and professional coaching bodies To position development of reflective practices as an important and primary outcome of a coach-coachee relationship linked to goal realisation and make reflection and reflective practices, an explicit competency in the coaching capability development framework linked to assessments. Originality/value – The study adds to the body of knowledge on understanding the impact of coaching in enhancing reflective practices in managers and contributes to the positioning of reflective practices in leadership competency frameworks and leadership development programmes. Future research around reflective practices is needed and recommendations have been made.
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Butko, Monica A. "Executive MBA Programs: Impact on Female Executive Career Development". Cleveland State University / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=csu1463642110.
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Quinn, Torey Bryan. "Evaluation of executive educational session for Printcafe annual user conference". Online version, 2003. http://www.uwstout.edu/lib/thesis/2003/2003quinnt.pdf.
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Landolt, Beatrice. "Value to Executives von Options- und Aktienbeteiligungsplänen". St. Gallen, 2006. http://www.biblio.unisg.ch/org/biblio/edoc.nsf/wwwDisplayIdentifier/99905176001/$FILE/99905176001.pdf.
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Mattsson, Håkan, i Roger Nordahl. "Compensation to executives : high, low or nothing?" Thesis, Gotland University, Institution 2, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:hgo:diva-491.
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Prior studies argue that the board and management of a firm should maximize shareholder value. Also, there is evidence that compensation levels are linked to firm performance as well as monitoring, in other words, the composition of the board influence compensation.
We document no correlation between CEO compensation and firm performance for a sample of Swedish companies listed on the Stockholm Stock Exchange (SSE) over the sample period 1999 to 2008. However, the Industry firms might pay the CEO for performance. Also, stock ownership influence compensation levels; when the five largest shareholders increase their holdings, CEO compensation levels decrease. We interpret this finding as that monitoring is important and the agency costs can be reduced by higher holdings by institutional investors.
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Mercavich, Charles James. "Survey of music executives in higher education /". The Ohio State University, 1987. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487267024998257.
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Cain, Latasha Denise. "Barriers Encountered by African American Women Executives". ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/571.
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In 2014, less than 16% of executive leaders in U.S. corporations were women and less than 5.3% of executive leaders in U.S. corporations were African American women. The purpose of this phenomenological study was to explore the experiences of 20 African American women in senior executive positions in the Southeastern region of the United States. The goal of this study was to provide business leaders with information to recognize the value of diversity and equality in the workplace. Participants were recruited using snowball sampling. The conceptual framework incorporated general systems theory, which highlights the bidirectionality between an individual and his or her environment. Data were gathered from audio-recorded semistructured interviews that were transcribed and coded for emergent themes. The findings revealed several strategies for success among African American women, such as tolerating opposition in a male-dominated work environment, and overcoming barriers such as race and gender discrimination. These findings have implications of positive social change by increasing awareness among business leaders of racial inequalities in the workplace. Such awareness may, in turn, decrease workplace discrimination to foster a more conducive environment to promote African American women into executive leadership positions. By making the issues of inequalities for African American women more visible, this research opens the opportunity to discuss the topic and seek resolutions across all organizations.
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Orosz, Janet Elizabeth Foley. "Leadership transitions of state government executives : a naturalistic inquiry of cases of state agency executive succession in Ohio". Connect to resource, 1991. http://rave.ohiolink.edu/etdc/view.cgi?acc%5Fnum=osu1264528166.
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Shahrim, Azura. "The adoption of share-based compensation for executives in large German companies : the Americanisation of German executive pay?" Thesis, De Montfort University, 2005. http://hdl.handle.net/2086/4154.
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Sung, Krystal Diane. "Are Women Executives Hurting Firm Performance? An Examination of Gender Diversity on Firm Risk, Performance, and Executive Compensation". Scholarship @ Claremont, 2019. https://scholarship.claremont.edu/cmc_theses/2082.
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In order to assess the continuing imbalance of top executives between genders, I examine the effects of gender diversity within top management teams on firm risk, performance, and executive compensation. Capitalizing on previous analysis, I apply three unique differentiators. First, I utilize current data from 2012 to 2017 from Compustat, CRSP, and ExecuComp. Second, I provide a unique subset view on a firm and individual performance of female CEOs to examine executive compensation. Third, my scope of analysis expands to S&P Composite 1500 companies. I use separate models to estimate the effect of gender diversity on firm risk by examining a firm’s beta and standard deviation of daily returns, on firm performance by examining a firm’s Tobin’sQ, and lastly on executive compensation by examining an executive’s natural logarithm of total compensation. My findings suggest gender diversity among executives appears to have an immaterial effect on a firm’s risk and performance. In turn, I also find that female executives continue to receive less compensation than their male colleagues. However, I find an average female CEO receives a higher level of compensation than an average male CEO. Lastly, I find as gender diversity increases among executives, specifically CEOs, the compensation differences between genders decreases.
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Jankelson, Claire. "An engagement with the phenomenology of leadership". Thesis, View thesis, 2005. http://handle.uws.edu.au:8081/1959.7/31503.
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The quantity of emerging literature on the subject of leadership testifies to the urgency that is felt in these times for understanding it. The phenomenon of leadership is a subtle one and each author is at pains to justify their particular slant on its nature. This thesis shifts away from trying to find essential qualities of leadership that are generically applicable and instead considers leadership as it is experienced. It therefore examines leadership as a personal phenomenon regardless of the position held. The phenomenon is recognised through the experience of those who are present to its influence. This includes the practitioner, in any role or job, for whom the experience of leadership is necessarily personal and its expression evolving rather than static. I have chosen the method of conversation to identify the presence of such a phenomenon. This provides an expansive format which, because it is a lived experience, provides access to people’s experience of leadership, both their own and that of others’. I have used reflexive and imaginative writing processes to express and develop theory and praxis. Through these means, I have examined leadership as an engagement and used myself as a presence in order to develop insight. The thesis draws on the philosophical tradition of Goethe, Husserl, Bohm and Varela to understand the nature of experience and change; qualitative researchers like Van Manen, Crotty and Reason to develop reflective tools of inquiring; and leadership thinkers such as Senge, Jaworski, Scharmer and Mintzberg to find more vital ways of considering the very human experience of leadership in these times of rapid change. The thesis showcases an evaluation of leadership in a medium-sized industrial organisation in Western Australia. The task of the study was to assess the change in leadership in the whole organisation as a result of management attending a leadership program. For this purpose, phenomenological research methods were used to provide an in-depth and experientially based methodology. Narrative analysis offered the ground for capturing the presence of leadership through expressing the whole spectrum of voices in the organisation. Further, first-person methods brought relational sensitivity and researcher engagement, immersion and leadership. The evaluation resulted in a confronting report that enabled new ways of hearing between management and non-management and the organisation was enabled to take its next steps forward consensually. The study is followed by three exploratory chapters that deal with: How does the ‘new’ get dreamed up?
What are the big issues of leadership that challenge the establishment?
What does change actually imply and why is this so important to leadership?
I protest the flippancy with which organisational consultants and leaders confuse structural change with the change that people really desire. The crystallisation of my exploration into the phenomenon of leadership transpires through a synchronous event. This was a personal experience of leadership. I apply a classical philosophical phenomenological analysis to my story as a narrative. This results in a new theoretical framework which I have called confluential leadership: the interaction of the constellations of synchronicity, clarity of intention and co-creativeness. The appreciation of these influences within one����s role is a meaning-making or enhancing process. This can result in greater engagement with one’s role or perhaps the realisation that one is in the wrong job! The centrality of my own engagement, a feature of the research conducted through this thesis, has resulted in the development of a passion for the subject of leadership and an enthusiasm for the possibilities of advancing and applying many of the ideas introduced. I have found that in order to find leadership, one has to bring leadership and the quality of that intention determines what one finds. Similarly, when leadership is experienced in a workplace, others are influenced to present the best of their own leadership. There is always the possibility for each person to enhance their own experience of leadership to become more integrated, wholesome and passionate about their work. The potentiality of this excites me. Confluential is my own word and is a combination of the words consciousness and influence. It is the conscious influence of the three constellations of synchronicity, clarity of intention and co-creativeness. Each of these has been very specifically defined; their meanings are carefully discussed in the body of the thesis.
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Assimakopoulos, Assimakis K. "Corporate sport sponsorship in Greece : perception of knowledge, attitude and involvement of business executives, sport administrators, and advertising executives /". The Ohio State University, 1993. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487842372898084.
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Abdel-Wahab, Ahmed Gad. "Human value systems and types of managers : a theoretical and empirical investigation in Egyptian society". Thesis, University of Stirling, 1988. http://hdl.handle.net/1893/2118.
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Numerous studies in the behaviour sciences are concerned with the role of human values as a determinant of human behaviour. In recent years an increasing attention is being paid to the subject of human values in the managerial context. Students of managerial behaviour agree that the value system of an individual manager is one of the factors which affect his behaviour at work. The main objective of this research is to investigate the feasibility of classifying the managerial workforce in Egypt into different types according to their systems of values, and to demonstrate how data about types of managers could be used in improving managerial performance in Egypt. Another objective of this study is to investigate the role of culture in the formation of the value system of a specific cultural group. To carry out these investigations, a theoretical framework was developed. Two instruments were included in this framework: (1) The Personal Value Questionnaire (P.V.Q.) [developed by G.W. Ailport]. (2) The Managerial value Questionnaire (M.V.Q.) [developed in this study). Both instruments were based on the work of the German philosopher Edward Spranger "Types of Men", in which he classified human personalities into six types according to six classes (dimensions) of values (i.e. Theoretical, Economic, Aesthetic, Social, Political and Religious values). The data of this study was derived from: (1) A national sample of 256 Egyptian managers. (2) Two cultural groups ((246 Egyptian business students] and (595 American business students from D. Palmer's study of "Personal Values and managerial Decision]). The Egyptian Managers: Personal and managerial value profiles of the Egyptian managers were identified. Although the two profiles appeared to be dissimilar, a link between them was found. This indicates that the value system of the Egyptian manager is not simply a unitary system which expresses a single profile (a rank order of importance) of the six value dimensions in both personal and managerial lives. Rather, it is an interlocking network of dominant ( personal) and variant (managerial) patterns of values. When used as a discriminatory variable, the managerial value profile proved to be useful in identifying four types of managers that exist in Egyptian society (i.e. Economic, Social, Political, and Religious managers). The four types differ in their primary value orientations and are expected to differ in their organizational performance, especially in their perception of daily problems, their interpretation of the organization policies and goals, and their dealing with individuals and groups. The analysis of the managerial value profiles of the four types of managers suggests that only the Economic and Religious managers could be motivated to serve the objectives of business organizations in Egypt. They are expected to give a predominant position to such organization's goals as high productivity, organizational growth and profit maximization. The Two Cultural Groups: A cultural contrast of the personal value profiles of Egyptian and American business students marked five significant differences between the two groups. The analysis of these differences emphasized the role of Islamic culture in shaping the personal value profile of the Egyptian group. Finally, a proposed model (including six dimensional equations) for the classification of a specific manager into one of the four types (i.e. Economic, Social, Political, and Religious managers) was designed.
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Moreton, Cecily. "Executive coaching for conscious leadership insight into insight /". View thesis, 2006. http://handle.uws.edu.au:8081/1959.7/46648.
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Thesis (Ph.D.)--University of Western Sydney, 2006.A thesis presented to the University of Western Sydney, College of Arts, School of Education, in fulfilment of the requirements for the degree of Doctor of Philosophy. Includes bibliographies.
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Morrison, John Richard. "The relationship between the perceived executive management capabilities of senior Navy Medical Department executives and their reported managerial requirements/". Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 1993. http://handle.dtic.mil/100.2/ADA269783.
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Thesis (M.S. in Management) naval Postgraduate School, June 1993.Thesis advisor(s): Crawford, Alice M. ; Roberts, Benjamin J. "June 1993." Includes bibliographical references. Also available online.
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Fleming, Thomas David. "Allocation and optimisation of mixed criticality cyclic executives". Thesis, University of York, 2017. http://etheses.whiterose.ac.uk/19031/.
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Incorporating applications of differing levels of criticality onto the same platform in an efficient manner is a challenging problem. Highly critical applications require stringent verification and certification while lower criticality work may seek to make greater use of modern processing power with little to no requirement for verification. Much study into mixed criticality systems has considered this issue by taking scheduling paradigms designed to provide good platform utilisation at the expense of predictability and attempting to provide mechanisms that will allow for the verification of higher criticality work. In this thesis we take the alternative approach, we utilise a cyclic executive scheduler. Such schedulers are used extensively in industrial practice and provide very high levels of determinism making them a strong choice for applications with strict certification requirements. This work provides a platform which supports the highly critical work, alongside work of lower criticalities in a cyclic executive context. The aim being to provide a near-future platform which is able to support existing legacy highly critical software alongside newer less critical software which seeks to utilise multi-core architectures. One of the fundamental challenges of designing a system for a static scheduler is the allocation of applications/tasks to the cores and, in the case of cyclic executives, minor cycles of the system. Throughout this work we explore task allocation, we make extensive use of Linear Programming to model and allocate work. We suggest a limited task splitting technique to aid in system design and allocation. Finally, we propose two ways in which an allocation of work might be optimised to meet some design goal. This thesis proposes a scheduling policy for mixed criticality multi-core systems using a cyclic executive scheduler and explores the design, allocation and optimisation of such a system.
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Simões, Catarina Matias Rodrigues. "Long term incentives for executives : pay for performance". Master's thesis, FEUC, 2016. http://hdl.handle.net/10316/31838.
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Trabalho de projeto do mestrado em Economia (Economia do Trabalho), apresentado à Faculdade de Economia da Universidade de Coimbra, sob a orientação de Paulino Teixeira.Executive compensation in general, and Executive Variable Pay/Incentives in particular, have been subject to numerous discussions and analysis over the last decades. Especially after 2008-09 global financial crisis, Executives have been blamed for excessive risk-taking and “short-termism” in their decision making (i.e., pressure to produce short-term results) that led into extremely high Incentives payment (both short and long-term incentives) not connected with respective business results. In this project work I analysed how Executive Compensation, and more specifically, Long Term Incentive Plans (LTIPs), offered in a group of 10 listed companies have been evolving in the last five years towards the Pay for Performance principle, that is, alignment of LTIP payment and positive business results. LTIPs represent a significant portion of Executive Remuneration and as such the most scrutinized element in a company’s Proxy Statement (or Annual Report for companies not listed in the USA). As a result of this study, I am able to confirm that companies’ LTIPs design is increasing the focus on its alignment between Executives incentive payment and business results, specifically: over time, LTIPs’ structure present an higher weight of Performance Shares, one of LTIPs’ most prevalent metric is Total Shareholder Return (TSR) and Executives are paid mainly via variable pay which is dependent on business results.
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Bieber, Virginia Holt. "Leadership Practices of Veterans Health Administration Nurse Executives". Digital Commons @ East Tennessee State University, 2003. https://dc.etsu.edu/etd/814.
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Transformational leadership has been linked to improved organizational performance and has been recognized as a possible solution to the challenges in Health Care. The role of Nurse Executives (NE) has become an influential leadership position in Health Care Organizations (HCO) and a factor in improving HCO. The purpose of this research was to explore self-reported leadership practices of Veterans Health Administration (VHA) Medical Center NEs, examine leadership strengths of the NEs, and report professional development needs of the NEs.
The study population consisted of NEs employed in the Veterans Affairs Medical Centers (VAMC’s) throughout the United States. The Leadership Practices Inventory (LPI) Self-assessment by Kouzes and Posner (2001) was the survey instrument. A letter eliciting participation and a web page address containing the LPI was emailed to the NEs. The survey was completed via the web and submitted electronically. Seventy-seven (55%) of the NEs participated in the study.
The results indicate the VHA NEs in this study are using transformational leadership practices regularly. Self-reported leadership practices of this population of NEs indicate that they are engaged in the five leadership practices of challenging the process, inspiring a shared vision, enabling others to act, modeling the way, and encouraging the heart. The NE strengths are enabling others to act, modeling the way, and encouraging the heart. They scored slightly lower in challenging the process and inspiring a shared vision. The self-reported LPI scores of the NE in this study were statistically significantly higher than the leaders in Kouzes and Posner’s research (2002b).
The NEs were asked to identify the five most essential leadership skills of exemplary NE. The results indicate professional development for NE should include: transformational leadership skills, financial skills, organization skills, and personnel management skills. Incorporating these skills into a professional development program for NE could be a starting point to improving organizational performance of HCOs.
The results of this research provide insight into current NE leadership practices and the professional development needs of NEs, which may lead to the development of a model for professional leadership training for NEs.
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Barr, Michael. "Strategizing Effective Succession Planning for Information Technology Executives". ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7116.
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Organizations across the United States lose hundreds of millions of dollars each year due to the lack of effective succession planning for information technology executives. The purpose of this single case study was to explore strategies for the development and implementation of effective succession plans for future information technology executives. Bass and Avolio's transformational leadership theory was the conceptual framework for this study. The 3 participants were selected based upon their roles as executives in technology-related positions and their experiences with succession planning. Data were collected using semistructured interviews with these executives from a company headquartered in Kansas City, Missouri. Organizational documents, including an employee assessment form and a description of attributes that each information technology professional is measured against, were also analyzed. Yin's 5-phase model was used to analyze the data; steps included compiling, disassembling, reassembling, clarifying, and the development of conclusions. The 3 major themes that emerged from data analysis were diversity of background, professional development, and sourcing of executives to improve the success of information technology executives. Using study findings, organizational leaders may help to bring about social change by enhancing the growth of high-performing information technology professionals. Assessing talent and tailoring development opportunities, coupled with mentorship, could help information technology professionals prepare for future positions that positively impact employee morale, establish a common vision across their organizations, and identify opportunities for interaction with local communities.
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Stepp, Rachel Elizabeth. "Nurse Executives' Lived Experience of Incorporating Caring Leadership". ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7197.
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The link between compassion and caring at all levels of nursing practice and the enhancement of the patient experience is well-documented. However, the techniques nurse executives use to incorporate caring into their daily practice while coping with competing organizational priorities is poorly understood. The purpose of this qualitative phenomenological study, guided by Watson's theory of human caring, was to examine detailed accounts of the experiences of nurse executives incorporating compassion and caring into their daily practice, including techniques they use to build and sustain compassion and caring while balancing competing priorities. A purposive sample of 10 nurse executives participated in the study. Audio recordings of each participant's face-to-face interview were transcribed and coded using NVivo 12 software while the demographic surveys were analyzed using SurveyMonkey. The data analysis was performed using the interpretive phenomenological analysis (IPA) process. Four themes emerged from the analysis: (a) preparation for executive role, (b) execution of responsibilities, (c) demonstration of caring, and (d) balancing influences. The key findings revealed that caring permeates the nurse executive's practice and nurse executives require mentorship to effectively execute their function. Based on these results, nurse executives should focus on welcoming guidance from other experienced mentors and nurse leaders. Nursing administrators, educators, and researchers can use these findings to design further research exploring the experience of nurse executives from additional settings, cultures, and ethnicities. Positive social change may result from this work by providing direction to nurse executives seeking to successfully navigate corporate culture while improving the staff work environment, quality of care, staff retention, and patient outcomes through compassion and caring.
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Saly, Jane P. "The effect of major stock downturns on executive stock option contracts". Thesis, University of British Columbia, 1991. http://hdl.handle.net/2429/31464.
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This dissertation analyzes the effect of a stock market downturn on executive compensation
plans which include stock option contracts. A model is developed to determine sufficient conditions for which the optimal compensation contract exhibits characteristics
of a fixed salary plus stock option. If a publicly known shift in the distribution of firm value occurs after contracting and before the agent takes his action, then it can be shown to be in the principal's interest to renegotiate the agent's contract. The resulting contract is again a fixed salary plus stock options with lower exercise prices than in the original contract. It is assumed that the shift in the distribution of firm value is a low probability event that is not contracted upon. To determine whether or not it is optimal to contract on a low probability event the set of original contract and rengotiated contract
is compared to a contract that is complete with respect to the event. Benefits to complete contracting exist if the agent commits to stay after information about the event becomes available. However, if the agent can leave at any time, the principal may prefer, initially, not to contract on low probability events and simply renegotiate the contract if a low probability event occurs. Renegotiation can take the form of lowering the exercise price of outstanding stock options or adding a layer of options with a lower exercise price than existing outstanding options. Nonparametric tests on stock option grants in 1985 through 1988 indicate that the size of grants in 1987 and 1988 is significantly larger than in 1985 and 1986. These results support the prediction that stock options outstanding in 1987 were renegotiated following the stock crash in October 1987.Business, Sauder School of
Accounting, Division of
Graduate
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Wong, Kwok-chu. "A study of property manager's participation at the building design stage in Hong Kong". Hong Kong : University of Hong Kong, 1996. http://sunzi.lib.hku.hk/hkuto/record.jsp?B18812223.
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To, Sum-kuen. "An analysis of training and career development of executive officer in the Hong Kong civil service". [Hong Kong] : University of Hong Kong, 1993. http://sunzi.lib.hku.hk/hkuto/record.jsp?B1355301X.
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Davis, Carolyn D. "Organizational innovation the role of top management in different stages of innovation implementation /". Diss., Available online, Georgia Institute of Technology, 2004:, 2003. http://etd.gatech.edu/theses/available/etd-04062004-164628/unrestricted/davis%5Fcarolyn%5Fd%5F200312%5Fphd.pdf.
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Moreton, Cecily. "Executive coaching for conscious leadership : insight into insight". Thesis, View thesis, 2006. http://handle.uws.edu.au:8081/1959.7/46648.
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This thesis is an investigation of the practice of executive coaching for conscious leadership. The researcher, an executive coach with many years of practice as educator, chaplain, counselling psychologist, Buddhist meditator and company director, draws on case studies to present a holistic understanding of the coaching relationship. She examines how the coaching relationship enables executive managers not only to achieve their management goals, but also to gain insight, assemble meaning, become conscious and present, and grow as leaders. The key questions for the thesis are: What does the coach do and how is it manifested through the coaching discourse? What are the key processes and variables in the coaching relationship that promote conscious leadership? In order to explore these questions, the researcher draws on literature from human relations praxis, ethics, psychology (including counselling, psychotherapy, positive psychology, educational and organisational psychology), education, theology, Buddhist practice and spirituality, leadership and leadership development, and executive coaching. The research methodology is qualitative and quantitative, drawing on data based on an intensive coaching program designed and delivered by the researcher to managers in two organisations – a retail company and a utility company. A series of group sessions reinforced the individual coaching process. Over 300 hours of one-on-one executive coaching sessions were recorded, with 24 executive managers (12 in each company), who each participated in twelve (or equivalent) fortnightly sessions over a 6-month period. In addition, a test of emotional intelligence was given to each of the managers at the beginning and end of the coaching program, giving a quantitative measure of the changes. The results of the coaching sessions are analysed in terms of the two companies and their participants, exploring the organisational context and outlining the benefits of coaching and the coaching relationship with each of the participants individually and in groups. Then two detailed individual case studies are presented, one client from each of the organisations in the study. The managers in the study learned new management skills and adopted new leadership behaviours, reflecting their growth in emotional intelligence and awareness. They reflected on gaining deep awareness and insight, signifying their move to conscious leadership, and reported practical benefits of coaching in their workplace practices, e.g. improved communication skills and the ability to give and receive genuine feedback. A quantitative analysis of the emotional intelligence pre- and post-test scores confirmed these positive outcomes. Many of the managers reported that the most significant aspect of the coaching was the quality of the relationship between them and the coach, which enabled conscious leadership to develop. Their relationship was deeply influenced by the personal qualities of the coach such as warmth, presence, qualifications, credibility, trustworthiness, openness, commitment, insight, and spiritual awareness. This made the difference between coaching for management goals alone and the development of conscious leadership. The concepts of executive coaching and of conscious leadership are holistic phenomena. The clients experience a profound sense of feeling known, respected, accepted, cared for and valued. In essence, they experience love. What has emerged from the research is that consciousness is the ‘being’ of leadership. The attributes of conscious leadership indicate an integration of the whole person that manifests in the workplace, in their homes with their families, and in their everyday interactions and responses to the world around them. While instrumental management goals may be achieved with qualified coaches, conscious leadership involves psychological integration via in-depth relationship and psychological interventions, these need to be experienced with a qualified practitioner with demonstrable advanced levels of personal integration and consciousness. The findings call for a more rofessional and holistic approach to executive coaching for leadership.