Добірка наукової літератури з теми "Leadership etica"

Obiettivo del presente contributo è quello di approfondire l'ipotesi teorica di un rapporto virtuoso tra fiducia, leadership eticamente fondata e sviluppo organizzativo. Il tema della leadership è caratterizzato da numerosi studi, teorie ed approcci; non è, pertanto, semplice arrivare ad una definizione rigorosa di leadership su cui appoggiare i successivi passi del percorso analitico. Il saggio si apre pertanto con un sintetico quadro dei diversi approcci e dalle diverse teorie di studio che emergono dalla letteratura sul tema. I paragrafi centrali sono invece dedicati all'analisi degli stili e delle competenze socio-relazionali del leader per giungere ad alcune riflessioni conclusive sul circuito virtuoso etica-relazioni-fiducia-leadership per il benessere e lo sviluppo organizzativo.

Il tema di una scuola inclusiva richiama quello di una leadership educativa in grado di assumere la responsabilità di una vera e propria leadership etica, che agisce in modo equo e coerente con principi e valori dell’inclusione, rispettando e valorizzando le differenze e i diritti di tutti. L’inclusione riguarda la giustizia sociale, ossia tutto quello che la scuola fa per ridurre la marginalizzazione e per compensare, nel segno dell’equità, le varie differenze che possono in qualsiasi modo produrre disuguaglianze sostanziali. L’articolo si pone come obiettivo quello di proporre alcune riflessioni per impostare una leadership davvero inclusiva a scuola. In particolare, verranno proposti sei passi fondamentali che è necessario realizzare per far sì che tale attuazione diventi concreta e abbia ricadute operative adeguate ed efficaci.

Nella nota conferenza Politik als Beruf (1919) Weber definiva l'"etica della responsabilitŕ" come condizione essenziale dell'azione politica. Ma descrivendo la politica in termini di potere (Macht) e dominio (Herrschaft), vedeva il principale soggetto della vocazione e responsabilitŕ politica nel moderno leader di masse, depositario di doti carismatiche e potere decisionale. Pertanto trascurava l'altro elemento fondamentale della politica moderna, la dinamica dei gruppi generata dall'interazione delle volontŕ e dall'accordo. Due sono dunque i modi di intendere la responsabilitŕ: quello di Weber, legato alla nozione di leadership, e quello connesso invece al concetto di reciprocitŕ e consociatio, parola chiave della tradizione federativa inaugurata nel XVII secolo dal calvinista tedesco Johannes Althusius.

This paper presents a discussion on the need to improve leadership ethics for sustainable development of youth voluntary associations through the examination of theoretical literature that focuses on understanding leadership, particularly the leadership of youth voluntary associations. It also discusses the concept of youth, leadership, and youth voluntary associations. For this reason, this paper is being organized according to subtopics namely the concept of youth, youth voluntary associations, leaders and leadership, leadership ethics, and the need to improve leadership ethics among youth leaders. It is hoped that this preliminary discussion on the need to improve leadership ethics among the leaders of youth voluntary associations provides room for national development that focuses on youth development.

This paper aims to examine more deeply about leadership ethics in the view of Islam and the relationship between leadership ethics and the performance of employees or those they lead. This is an interesting study to discuss considering that in an organization that is the center of attention and its policies are awaited in an organization is the figure of a leader, so that in a leader an ethics is needed, because a leader becomes uswah or an example to his subordinates and that have a significant influence on the performance of their subordinates. In this study, this type of research uses qualitative research with a library research approach or library study with data collection techniques through various references, then data reduction and conclusions are carried out. The results showed that. Leadership ethics in the view of Islam as exemplified by the Prophet with his leadership traits, namely al sidq, amanah, fathonah and tablig and there is a relationship between ethical leadership and ethical performance on the influence of employee performance, this is because the influence of ethical leadership can be realized good performance ethics so that the collaboration between ethical leadership and work ethics has a positive impact on optimizing employee performance

Isu utama dalam tulisan ini adalah untuk menggambarkan kepemimpinan rohani dengan cara sufisme. Sufisme adalah salah satu kearifan Islam yang dilahirkan di era sufisme. Ahli dalam kecerdasan spiritual emosional (ESQ) berpendapat bahwa spiritualitas memiliki kekuatan yang luar biasa yang memungkinkan manusia untuk memecahkan masalah. Para ahli dalam etika religius seperti Weber dan negara Izutsu berkata bahwa etika religius adalah dasar pembentukan moralitas dan perilaku. Perilaku orang yang cenderung asketisme atau mistisisme tergantung pada nilai-nilai etika yang menjadi dasar bagi moralitas. Efektivitas perilaku manusia yang menghasilkan prestasi, tergantung pada spiritualitas dan etika agama yang dianut dan dipercayainya. Dalam artikel ini, keterkaitan antara spiritualitas, etika agama dan asketisme dalam manusia akan membuat kepemimpinan spiritual.Kesimpulan dari artikel ini adalah: pertama, kekuatan dominan dalam pengembangan pendidikan Islam tergantung pada kekuatan budaya. Kekuatan budaya tergantung pada kepemimpinan dan kekuatan kepemimpinan tergantung pada komitmen dari para pemimpin dalam etika religius yang berasal dari perilaku etis dari Allah kepada manusia. Mereka adalah pemimpin spiritual yang dapat menyajikan Allah di dalam hati mereka dan karena itu, jiwa mereka menjadi tenang (nafs al-mut} mainnah), hati mereka menjadi bersih dan damai (qalb al-muni> b, qalb al-Sali>m), mereka pikiran menjadi sehat dan terang ('aql al-Sali> m) dan tubuh mereka menjadi sehat (Jism al-Sali>m). Yang dimaksud dengan pemimpin spiritual adalah pemimpin yang memiliki kecerdasan intelektual, emosional dan spiritual. Karena mereka memiliki hubungan yang erat dengan semangat duniawi, super alam dan Ilahi, mereka dapat mengelola emosi dan hati mereka menjadi tenang dan damai, Allah Sport terbuka, hati nurani dan spiritualitas bekerja sepenuhnya; pikiran terang dan bekerja logika normal dan IQ, EQ dan SQ yang terintegrasi untuk menghasilkan kecerdasan tertinggi.

The purposes of this reserch are gathered millennial generation perspectives to examine the general work ethics of millennial generation in the City Government of Bogor, West Java and expand to explore the relationship between their perceptions about their leaders and their work ethic. The leadership style in this research are transformational and transactional leadership style. This study used a sample of millennial employees of the Bogor City Government who are in three offices, namely the Youth and Sports Department, the Health Service Department, and the Population and Family Control Department. This study uses a sample of millennial employees of the Bogor City Government. The method of sample selection that used in the research is Cluster Random Sampling methods with the number of respondents are 110 emploees. The type of data used are primary data is questionnaire and secondary data are a company profile and study library, data analysis used is a multiple linear regression analysis which is preceded by a data quality test consisting of tests of validity, reliability, and normality. Research results confirm that (1) Transformational leadership style partially has a positive and significant effect on work ethics. (2) Transactional leadership style partially has a positive and significant effect on work ethics. (3) The transformational leadership style and transactional leadership style simultaneously have a positive and significant effect on work ethics. The application of transformational and transactional leadership values has a direct effect on the work ethic of millennial employees. The conclution of this reserch that the implication is which the values contained in transformational and transactional leadership are proven to be able to improve employee work ethics. Abstrak Tujuan dari penelitian ini adalah mengumpulkan perspektif generasi milenial untuk mengkaji etika kerja umum generasi milenial di Pemerintah Kota Bogor - Jawa Barat dan memperluas hubungan antara persepsi mereka tentang pemimpin dan etika kerja mereka. Gaya kepemimpinan dalam penelitian ini adalah gaya kepemimpinan Transformasional dan Transaksional. Penelitian ini menggunakan sampel pegawai milenial Pemerintah Kota Bogor yang berada di tiga kantor yaitu Dinas Pemuda dan Olahraga, Dinas Kesehatan, dan Dinas Kependudukan dan Pengendalian Keluarga. Penelitian ini menggunakan sampel pegawai milenial Pemerintah Kota Bogor. Metode pemilihan sampel yang digunakan dalam penelitian ini adalah metode Cluster Random Sampling dengan jumlah responden 110 karyawan. Jenis data yang digunakan adalah data primer berupa angket dan data sekunder berupa company profile dan studi pustaka, analisis data yang digunakan adalah analisis regresi linier berganda yang diawali dengan uji kualitas data yang terdiri dari uji validitas, reliabilitas dan normalitas. Hasil penelitian menegaskan bahwa (1). Gaya Kepemimpinan Transformasional secara parsial berpengaruh positif dan signifikan terhadap Etika Kerja sebesar; (2). Gaya Kepemimpinan Transaksional secara parsial berpengaruh positif dan signifikan terhadap Etika Kerja sebersar; (3) Gaya Kepemimpinan Transformasional dan Gaya Kepemimpinan Transaksional secara simultan berpengaruh positif dan signifikan terhadap Etika Kerja. Penerapan nilai-nilai kepemimpinan transformasional dan transaksional berpengaruh langsung terhadap Etika kerja karyawan milenial. Implikasinya adalah nilai-nilai yang terkandung di dalam kepemimpinan transformasional dan transaksional terbukti mampu untuk meningkatkan Etika kerja karyawan. Kata Kunci : Persepsi Pegawai Milenial, Gaya Kepemimpinan, Etika Kerja

The purpose of this study was to analyze the effect of transformational leadership on employee performance through the Islamic work ethic of employees at the Cooperative Unit at Tani Bahagia Village, Gondang District, Mojokerto Regency, East Java, Indonesia. This type of research is quantitative research. The population in this study amounted to 75 employees. The data analysis technique used SEM-PLS with Smart-PLS 3.0 software. The results of the study found that transformational leadership has a positive effect on employee performance. Transformational leadership has a positive effect on Islamic work ethics. Islamic work ethic has a positive effect on employee performance. Islamic work ethic mediates the positive effect of transformational leadership on employee performance. The implication of this research is the importance of implementing a transformational leadership style in order to advance the quality of employee performance in the hope of increasing work activities, increasing and developing capital factors and strong business strategies, but also having to pay attention to human resources with good Islamic work ethics and have the value of good manners.

Islam is a religion that regulates all the daily affairs of human life, including in organizations concerning leadership style, commitment, and work ethics and satisfaction in the organization. The objectives of this study are: 1) To analyze job satisfaction on the Islamic Leadership Style. 2) Analyzing the influence of commitment in the organization to the Islamic Leadership Style. 3) Analyze the effect of job satisfaction on work ethics. 4) Analyzing the influence of commitment in the organization on work ethics. 5) Analyze the effect of work ethics on Islamic Leadership Style. 6) Analyzing the effect of job satisfaction indirectly on work ethics through the Islamic Leadership Style. 7) Analyzing the effect of commitment in the organization indirectly on work ethics through the Islamic Leadership Style. The population in this study were all employees at M2M Indonesian Fast Food Mojokerto totaling 33 people. The sampling method in this writing uses census technique. Data analysis used SPSS version 20 for validity test with factor analysis, reliability test with Cronbach. Classic assumption test and multiple linear regression analysis, to verify and prove the research hypothesis. From the research results it can be concluded as follows: 1) Job satisfaction has no effect on Islamic Leadership Style 2) Commitment in the organization has a significant effect on Islamic Leadership Style 3) Job satisfaction does not affect work ethics 4) Commitment in the organization has no effect on work ethics 5) Islamic Leadership Style has a significant effect on work ethics 6) Job satisfaction has an indirect effect on work ethics mediated by Islamic Leadership Style 7) Commitment in the organization has an indirect effect on work ethics mediated by Islamic Leadership Style.

The main challenges for the HEIs are to provide a market driven academic programmes and able to respond to the changing needs of economic sectors. Apparently, the recent challenges require the staff to equip themselves with leadership quality in order to achieve organizational goals. Previous studies have shown several factors such as EI influenced effective leadership. Another significant issue in leadership is ethical behaviors. Therefore, this study intends to examine the relationship between EI and leadership practices when Islamic work ethic is practiced in Malaysian public universities. The respondents will consist of middle administrators in Malaysian public universities. Using qualitative and cross sectional approaches, surveys will be distributed to the stratified randomly selected respondents. Most of the past results suggested there were significant relationships between the variables. The findings are expected to have some contributions both to the practical and theoretical aspects and enable PHIs to improve their leadership training programmes.Key words: Emotional intelligence, Islamic work ethic, and leadership

Viene esplorata l'esperienza della dimensione etica nel ruolo manageriale attraverso una analisi su tre piani: quello dell'esperienza soggettiva, della relazione interpersonale e infine il livello istituzionale
The experience of ethics in managerial role is explored at three different levels of analysis: the individual level, the interpersonal level and the institutional level.

Viene esplorata l'esperienza della dimensione etica nel ruolo manageriale attraverso una analisi su tre piani: quello dell'esperienza soggettiva, della relazione interpersonale e infine il livello istituzionale
The experience of ethics in managerial role is explored at three different levels of analysis: the individual level, the interpersonal level and the institutional level.

National cultures play a critical role in effective leadership and organisational success in international businesses. Contemporary organisations are therefore challenged by cross-cultural leadership needs to address increasing diversity. In the past decades, there has been a growing interest in studies of non-Western leadership. Recent papers have focused particularly on leadership in the Asia-Pacific region. This paper compares leadership in China and New Zealand, based on the data collected by using the GLOBE (Global Leadership and Organisational Behaviour Effectiveness) project leadership questionnaire. In addition, the paper reviews the main findings of previous research in order to investigate the similarities and differences in preferred leadership behaviours/characteristics in both cultures, while attempting to examine the consistency of current findings against the previous GLOBE studies. Significant differences of leadership behaviours between China and New Zealand have been identified. This paper generally supports the findings of previous GLOBE studies that charismatic/value-based leadership is the universally contributing factor towards outstanding leadership and self-protective leadership is the universally negative factor against leadership excellence. Findings in this paper may contribute to further understanding of leadership practice in these two countries. Future research should be undertaken to examine the effects of cultural differences on organisational practice by a more comprehensive research method.

This thesis covers the topic of the ethical aspects of business. The paper defines what an ethics and a business ethics are and it describes selected tools of business ethics. The practical part focuses on building company called Skanska and on its view of business ethics. This part consists of an interview with managing director of Skanska SK a.s. and of a questionnaire survey. The main goal of this thesis is to analyze the level of the business ethics in this building company. The main research question is: "How important part do the ethical aspects represent in the company Skanska?"

U radu su prikazani rezultati istraživanja uticaja etiĉnog ponašanja lidera (EL) na pojedine individu- alne i organizacione performanse, u preduzećima u Srbiji. Konkretno, istraživanje obuhvata ispitivanje uticaja etiĉnog ponašanja lidera (EL) na zadovolj- stvo poslom (JS), organizacionu posvećenost (OCM), finansijske performanse (FP), zadovoljstvo komunikacijom CS) i organizaciono uĉenje (OL). Pored toga, ispitana su moderatorna dejstva ĉetiri moderatora: LMX4 - profesionalnog respekta prema lideru (LMX dimenzija), ITW4 poverenja u akcije menadžmenta (dimenzija meĊusobnog poverenja na poslu) pola ispitanika i godina starosti ispitanika, na odnos etiĉnog ponašanja lidera i posmatranih performansi. Podaci su dobijeni anketriranjem N = 380 srednjih menadžera iz 102 preduzeća u Srbiji. Od metoda statistiĉke obrade podataka korišćeni su: deskriptivna statistika, korelaciona analiza, regresi- ona analiza, i hijerarhijska regresiona analiza za ispitivanje moderatornog dejstva.Osnovni zakljuĉci istraživanja uticaja etiĉnog pona- šanja lidera na zadovoljstvo poslom, organizacionu posvećenost i finansijske performanse su: 1. Dimenzije etiĉnog ponašanja lidera koje imaju najveći uticaj na posmatrane performanse su: Skala etiĉkog liderstva (EthicalLeadershipScale), kao generalna dimenzija, Podela moći, Orijentacija na ljude i poštenje (Power sharing, People orientation and Fairness). 2. Visoko etiĉno ponašanje lidera naj- više doprinosi sledećim dimenzijama zadovoljstva poslom: zadovoljstvo platom, šanse za napredovanje i dodatne privilegije. 3. Od finansijskih stavki (fina- ncial performance items), visoko etiĉno ponašanje lidera najviše utiĉe na produktivnost i profitabilnost. 4. Etiĉno ponašanje lidera ima snažniji pozitivan uticaj na organizacione performanse nego na finan- sijske performanse. 5. Kada su u pitanju moderatori LMX4 – profesionalni respekt prema lideru (LMX dimenzija) i ITW4 – poverenje u akcije menadž- menta (dimenzije meĊusobnog poverenja na poslu), zakljuĉak je da kod oba moderatora postoji sliĉan smer delovanja moderacije: u nepovoljnim uslovima (niska struĉnost lidera / nedostatak poverenja ustrategijsko delovanje lidera) etiĉno ponašanje lidera ima znatno veći uticaj na posmatrane performanse.Osnovni zakljuĉci istraživanja uticaja etiĉnog ponašanja lidera na zadovoljstvo komunikacijom i organizaciono uĉenje su: 1. Etiĉno ponašanje lider- stva ima dvostruki uticaj: a) pojedinaĉni, liĉni, ljudski, koji više deluje na zadovoljstvo komuni- kacijom, i b) organizacioni, sistemski, koji više deluje na organizaciono uĉenje. 2. Postoji izraženo pozitivno prediktivno dejstvo dimenzija etiĉnog ponašanja liderana dimenzije zadovoljstva komunikacijom i dimenzije organizacionog uĉenja. 3. Moderatorno dejstvo pola ispitanika na posmat- rane odnose je veoma slabo. Kod žena postoji snažniji pozitivan uticaj dimenzija etiĉnog ponašanja lidera na posmatrane performanse, dok je kod muškaraca taj uticaj pozitivan, ali slabiji. 4. Moderatorno dejstvo godina starosti ispitanika na posmatrane odnose snažno je izraženo kod pojedinih dimenzija zadovoljstva komunikacijom, dok je kod dimenzija organizacionog uĉenja veoma slabo. Kod starijih srednjih menadžera postoji snažniji pozitivan uticaj dimenzija etiĉkog ponašanja lidera na posmatrane performanse, dok je kod mlaĊih srednjih menadžera ovaj uticaj pozitivan, ali slabiji.
The paper presents the results of the study of the influence of the leader's ethical behavior on individual and organizational performance in enterprises in Serbia. Specifically, the study consists of the examination of the (EL) influence on job satisfaction (JS), organizational commitment (OCM), financial performance (FP), satisfaction with communication CS) and organizational learning (OL). In addition, best of theseaspects have been examined: (LMX dimension). ITW4 trust in themanagement actions (dimension of mutual trust at work), gender and age of examiness, ethical behavior of leaders to bserved performance ratio. The data were obtained by interviewing N = 380 middle managers from 102 companies in Serbia according to methods of statistical data processing that were used: descriptive statistics, correlation analysis, regression analysis, and hierarchical regression analysis for testing moderating facts. The main conclusions of research on the effect of ethical behavior of leaders in job satisfaction, organizational commitment and financial performance are: 1. The observeddimensi- ons of ethical behavior of leaders that have the greatest influence on performance are: Skala ethical leadership (Ethical Leadership Scale), as a general dimensions, division of power, Orientation to people and to honesty (Power sharing, People orientation and Fairness). 2. The high ethical behavior of the leader contributes most to the following dimensions of job satisfaction, satisfaction with salary, chances for advancement and additional privileges. 3. As for financial performance items, the high ethical behavior of the leader has the greatest influence on productivity and profitability. 4. The ethical behavior of a leader has a stronger positive impact on organizational performance than on financial one. 5. When it comes to moderators LMX4 - professional respect for the leader (LMX dimension) and ITW4 - confidence in management actions (the dimensions of mutual trust at work), the conclusion is that both moderators have a similar direction of moderation: under unfavorable conditions (low The competence of the leader / lack of confidence in the strategic performance of the leaders) the ethical behavior of the leader has a significantly greater impact on the observed performance. The basic conclusions of the study of the influence of the leaders' ethical behavior on communication satisfaction and organizational learning are: 1. Ethical leadership behavior has a twofold effect: a)individual, personal, human, which no longer improves the pleasure of communication, and b) organizational, systemic, which no longer works on organizational learning. 2. There is a strong positive predictive effect on the dimension of theethical behavior of the leader on the dimensions of communication satisfaction and the dimension of organizational learning. 3. The moderate effect of half the respondents on the observed relationships is very poor. In women, there is a stronger positive impact on the dimensions of the ethical behavior of the leader on the observed performances, while in men this effect is positive, but weaker. 4. The moderate effect of the age of the examinees on the observed relationships is strongly expressed in certain dimensions of satisfaction with communication, while in the dimensions of organizational learning it is very weak. In older middle managers there is a stronger positive impact dimensions of ethical behavior of leaders on observed performance, while in the younger middle ones, the impact is positive, but weaker.