Rozprawy doktorskie na temat „Executives”
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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.
Pełny tekst źródłaLin, 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.
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).
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.
Pełny tekst źródłaENGLISH 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.
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.
Pełny tekst źródłaMarks, 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.
Pełny tekst źródłaMackey, 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.
Pełny tekst źródłaPeng, Yan. "Accounting system quality and CEO compensation /". view abstract or download file of text, 2005. http://wwwlib.umi.com/cr/uoregon/fullcit?p3181120.
Pełny tekst źródłaTypescript. 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.
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 źródłaCano, 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.
Pełny tekst źródłaChen, 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.
Pełny tekst źródłaWallace, 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.
Pełny tekst źródłaLau, 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.
Pełny tekst źródłaFarzamian, Farideh. "Cross-cultural adjustment among immigrant executives". Thesis, University of British Columbia, 2009. http://hdl.handle.net/2429/7728.
Pełny tekst źródłaTreharne, 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.
Pełny tekst źródłaNalagatla, Vihitha. "ANDROID MOBILE APPLICATION FOR HOSPITAL EXECUTIVES". CSUSB ScholarWorks, 2017. https://scholarworks.lib.csusb.edu/etd/435.
Pełny tekst źródłaWan, 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.
Pełny tekst źródłaZhang, 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.
Pełny tekst źródłaPetersen, 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.
Pełny tekst źródłaAraújo, Ione Maria Santos de. "Gestão executiva feminina: inovações e permanências". Pós-graduação em Administração, 2013. http://ri.ufs.br:8080/xmlui/handle/123456789/3001.
Pełny tekst źródłaA 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.
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.
Pełny tekst źródłaThis 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.
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.
Pełny tekst źródłaWen, 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.
Pełny tekst źródłaThe 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.
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.
Pełny tekst źródłaRoberts, 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.
Pełny tekst źródłaVenkatesan, Thamandarie. "The enhancement of reflective practices in managers through coaching". Thesis, Stellenbosch : Stellenbosch University, 2012. http://hdl.handle.net/10019.1/97291.
Pełny tekst źródłaENGLISCH 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.
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.
Pełny tekst źródłaQuinn, Torey Bryan. "Evaluation of executive educational session for Printcafe annual user conference". Online version, 2003. http://www.uwstout.edu/lib/thesis/2003/2003quinnt.pdf.
Pełny tekst źródłaLandolt, 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.
Pełny tekst źródłaMattsson, 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.
Pełny tekst źródłaPrior 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.
Mercavich, Charles James. "Survey of music executives in higher education /". The Ohio State University, 1987. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487267024998257.
Pełny tekst źródłaCain, Latasha Denise. "Barriers Encountered by African American Women Executives". ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/571.
Pełny tekst źródłaOrosz, 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.
Pełny tekst źródłaShahrim, 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.
Pełny tekst źródłaSung, 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.
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 źródłaAssimakopoulos, 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.
Pełny tekst źródłaAbdel-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.
Pełny tekst źródłaMoreton, Cecily. "Executive coaching for conscious leadership insight into insight /". View thesis, 2006. http://handle.uws.edu.au:8081/1959.7/46648.
Pełny tekst źródłaA 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.
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.
Pełny tekst źródłaThesis advisor(s): Crawford, Alice M. ; Roberts, Benjamin J. "June 1993." Includes bibliographical references. Also available online.
Fleming, Thomas David. "Allocation and optimisation of mixed criticality cyclic executives". Thesis, University of York, 2017. http://etheses.whiterose.ac.uk/19031/.
Pełny tekst źródłaSimões, Catarina Matias Rodrigues. "Long term incentives for executives : pay for performance". Master's thesis, FEUC, 2016. http://hdl.handle.net/10316/31838.
Pełny tekst źródłaExecutive 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.
Bieber, Virginia Holt. "Leadership Practices of Veterans Health Administration Nurse Executives". Digital Commons @ East Tennessee State University, 2003. https://dc.etsu.edu/etd/814.
Pełny tekst źródłaBarr, Michael. "Strategizing Effective Succession Planning for Information Technology Executives". ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7116.
Pełny tekst źródłaStepp, Rachel Elizabeth. "Nurse Executives' Lived Experience of Incorporating Caring Leadership". ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7197.
Pełny tekst źródłaSaly, 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.
Pełny tekst źródłaBusiness, Sauder School of
Accounting, Division of
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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.
Pełny tekst źródłaTo, 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.
Pełny tekst źródłaDavis, 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.
Pełny tekst źródłaMoreton, 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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