This document summarizes a study that examined the relationship between leadership styles (transformational, transactional, laissez-faire) and organizational performance among academic leaders in Malaysian public universities. The study found a positive correlation between transformational leadership and organizational performance, as well as transactional leadership and organizational performance. Transformational leadership had a medium correlation while transactional leadership had a small correlation. The study concluded that transformational leadership was the most commonly practiced and effective style among academic leaders.
A study on the relationship between leadership styles and leadership effectiv...Alexander Decker
This document summarizes a study on the relationship between leadership styles and leadership effectiveness in Malaysian government-linked companies (GLCs). It provides background on GLCs and leadership effectiveness. Leadership styles examined include transformational, transactional, and passive/avoidant styles. A survey was conducted of 325 leaders in GLCs using the Multifactor Leadership Questionnaire to assess relationships between styles and effectiveness. Results found transactional leadership was the most demonstrated style. Transformational and transactional styles positively correlated with effectiveness measures, while passive/avoidant styles negatively correlated or had low correlation.
The document discusses different leadership styles of faculty members - transformational, transactional, and laissez-faire - and examines how these styles impact student satisfaction in higher education institutions. It reviews literature on the full range leadership model and the characteristics of transformational, transactional, and passive/avoidant leadership styles. The study aims to determine the most effective leadership style of faculty for fostering student achievement and motivation.
A framework for developing leadership model based on national culture aspectsAlexander Decker
This document proposes a framework to help multinational companies develop culturally appropriate leadership models for their subsidiaries operating in different countries. The framework involves identifying the cultural aspects that impact the workplace in the host country, the leadership practices associated with the host country's culture, and other contextual factors. Companies would use this framework to understand how the host country's culture shapes effective leadership and to develop models that fit each local context. The document recommends using case study and action research methods to implement the framework and build customized leadership models.
Antecedents of Organizational Commitment of Lecturer in South Sumaterainventionjournals
Theoretically it was predicted that leadership style and organizational culture have partially and simultaneously affected employees commitment to organization. Fwthermore, those factors i.e. leadership style, organizational culture and organizational commitment have impact on lecture performance, this research was conducted at Palembang, South Sumatera. This research was conducted by using descriptive quantitative approach with questionnaire as the data gathering instrument. In addition to that explanatory approach was carried out to get a deeper insight on the research phenomenon 325 samples was collected from 5 (five) participating universitir in South Sumatera, Palembang. Data analysis was carried out by using Structural Equation Modelling (SEM). The research found that all independent variables have a significant effect on dependent variables both partially and simultaneously. Simultaneously it was found that leadership style and organizational culture affected organizational commitment by R2 = 0.77 with the most significant factor was on organizational communication. This result shows that there are still 43% of other factors that affected on organizational commitment. The next result was also gathered simultaneously which is the effect of leadership style, organizational culture and organizational commitment on employees ’performance with R2 = 0.79 with the most significant factor was on organizational commitment. This result shows that there are still 51% of other factors thataffected on employees 'performance that needs to be looked into in further research.
1) The document examines culturally-linked leadership styles between middle managers in Malaysia and Australia. It administered a leadership questionnaire to managers in both countries and found differences influenced by cultural factors.
2) In Malaysia, which has high power distance, managers preferred a transactional leadership style that is directive and sets clear expectations. This fits with collectivist cultures where harmony and relationships are valued over direct debate.
3) In Australia, which is more individualistic, managers favored a transformational style that is participative and empowering. This aligns with individualistic cultures valuing autonomy and personal goals over group obligations.
The Influence of Leadership on Followers Performance among Bottle Water Compa...Dr. Amarjeet Singh
This study aimed to investigate the relationship between leadership style and followers' performance in bottle water companies in Port Harcourt, Nigeria. It identified democratic, autocratic, participative, and transactional leadership styles as the independent variables, and followers' performance as the dependent variable.
A questionnaire was distributed to 100 employees across several bottle water companies, with a response rate of 90%. The results found that democratic leadership had a mean range of 3.04-3.34 and was agreed to have a high impact on followers' performance. Autocratic leadership obtained a mean range of 3.20-3.50 and was also agreed to highly impact performance. Overall, the study concluded that leadership styles positively impact followers, but each style
This document discusses how innovative culture can affect the relationship between management style and professional skills. It proposes two hypotheses: 1) that a Western management style will have a positive relationship with professional skills, and 2) that an Asian management style will have a positive relationship with professional skills for professionals who rate highly on traditionality. The document provides background on Asian and Western management styles, professional skills, and innovative culture. It argues that an innovative culture can act as a reinforcement factor to motivate learning and skills improvement.
LEADERSHIP STYLE OF CHAIRWOMEN AND LECTURERS’ MOTIVATIONAL LEVELS IN DRIVING ...IAEME Publication
he main purpose of this study is to review lecturers’ perceptions on the leadership style of chairwomen and also its relationship with the motivational level of the lecturers in the National University of Malaysia (UKM). This descriptive quantitative study was carried out using the Leader Behavior Description Questionnaire (LBDQ) and a Questionnaire Measure of Individual Differences in Achieving Tendency (QMAT). This study involved 100 respondents from five departments in the National University of Malaysia (UKM). Analysis of the findings were obtained using frequency, percentage, mean, standard deviation, ANOVA and Pearson correlation analysis of level ± = .05. Findings showed that the lecturers' perceptions on the leadership style of the chairwomen in the National University of Malaysia (UKM) are quite satisfactory overall.
A study on the relationship between leadership styles and leadership effectiv...Alexander Decker
This document summarizes a study on the relationship between leadership styles and leadership effectiveness in Malaysian government-linked companies (GLCs). It provides background on GLCs and leadership effectiveness. Leadership styles examined include transformational, transactional, and passive/avoidant styles. A survey was conducted of 325 leaders in GLCs using the Multifactor Leadership Questionnaire to assess relationships between styles and effectiveness. Results found transactional leadership was the most demonstrated style. Transformational and transactional styles positively correlated with effectiveness measures, while passive/avoidant styles negatively correlated or had low correlation.
The document discusses different leadership styles of faculty members - transformational, transactional, and laissez-faire - and examines how these styles impact student satisfaction in higher education institutions. It reviews literature on the full range leadership model and the characteristics of transformational, transactional, and passive/avoidant leadership styles. The study aims to determine the most effective leadership style of faculty for fostering student achievement and motivation.
A framework for developing leadership model based on national culture aspectsAlexander Decker
This document proposes a framework to help multinational companies develop culturally appropriate leadership models for their subsidiaries operating in different countries. The framework involves identifying the cultural aspects that impact the workplace in the host country, the leadership practices associated with the host country's culture, and other contextual factors. Companies would use this framework to understand how the host country's culture shapes effective leadership and to develop models that fit each local context. The document recommends using case study and action research methods to implement the framework and build customized leadership models.
Antecedents of Organizational Commitment of Lecturer in South Sumaterainventionjournals
Theoretically it was predicted that leadership style and organizational culture have partially and simultaneously affected employees commitment to organization. Fwthermore, those factors i.e. leadership style, organizational culture and organizational commitment have impact on lecture performance, this research was conducted at Palembang, South Sumatera. This research was conducted by using descriptive quantitative approach with questionnaire as the data gathering instrument. In addition to that explanatory approach was carried out to get a deeper insight on the research phenomenon 325 samples was collected from 5 (five) participating universitir in South Sumatera, Palembang. Data analysis was carried out by using Structural Equation Modelling (SEM). The research found that all independent variables have a significant effect on dependent variables both partially and simultaneously. Simultaneously it was found that leadership style and organizational culture affected organizational commitment by R2 = 0.77 with the most significant factor was on organizational communication. This result shows that there are still 43% of other factors that affected on organizational commitment. The next result was also gathered simultaneously which is the effect of leadership style, organizational culture and organizational commitment on employees ’performance with R2 = 0.79 with the most significant factor was on organizational commitment. This result shows that there are still 51% of other factors thataffected on employees 'performance that needs to be looked into in further research.
1) The document examines culturally-linked leadership styles between middle managers in Malaysia and Australia. It administered a leadership questionnaire to managers in both countries and found differences influenced by cultural factors.
2) In Malaysia, which has high power distance, managers preferred a transactional leadership style that is directive and sets clear expectations. This fits with collectivist cultures where harmony and relationships are valued over direct debate.
3) In Australia, which is more individualistic, managers favored a transformational style that is participative and empowering. This aligns with individualistic cultures valuing autonomy and personal goals over group obligations.
The Influence of Leadership on Followers Performance among Bottle Water Compa...Dr. Amarjeet Singh
This study aimed to investigate the relationship between leadership style and followers' performance in bottle water companies in Port Harcourt, Nigeria. It identified democratic, autocratic, participative, and transactional leadership styles as the independent variables, and followers' performance as the dependent variable.
A questionnaire was distributed to 100 employees across several bottle water companies, with a response rate of 90%. The results found that democratic leadership had a mean range of 3.04-3.34 and was agreed to have a high impact on followers' performance. Autocratic leadership obtained a mean range of 3.20-3.50 and was also agreed to highly impact performance. Overall, the study concluded that leadership styles positively impact followers, but each style
This document discusses how innovative culture can affect the relationship between management style and professional skills. It proposes two hypotheses: 1) that a Western management style will have a positive relationship with professional skills, and 2) that an Asian management style will have a positive relationship with professional skills for professionals who rate highly on traditionality. The document provides background on Asian and Western management styles, professional skills, and innovative culture. It argues that an innovative culture can act as a reinforcement factor to motivate learning and skills improvement.
LEADERSHIP STYLE OF CHAIRWOMEN AND LECTURERS’ MOTIVATIONAL LEVELS IN DRIVING ...IAEME Publication
he main purpose of this study is to review lecturers’ perceptions on the leadership style of chairwomen and also its relationship with the motivational level of the lecturers in the National University of Malaysia (UKM). This descriptive quantitative study was carried out using the Leader Behavior Description Questionnaire (LBDQ) and a Questionnaire Measure of Individual Differences in Achieving Tendency (QMAT). This study involved 100 respondents from five departments in the National University of Malaysia (UKM). Analysis of the findings were obtained using frequency, percentage, mean, standard deviation, ANOVA and Pearson correlation analysis of level ± = .05. Findings showed that the lecturers' perceptions on the leadership style of the chairwomen in the National University of Malaysia (UKM) are quite satisfactory overall.
International Journal of Business and Management Invention (IJBMI)inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
The document provides a task analysis of two training professionals at the University of Colorado: a Learner Analyst and a Training Specialist. It describes conducting interviews and surveys with the professionals and reviewing their job descriptions to identify their key tasks. The Learner Analyst focuses on instructional design, development of online learning tools, and project management training. The Training Specialist manages financial training, creates instructional materials, and develops training programs and initiatives.
Influence of transformational leadership and organization climate to the wor...Alexander Decker
1) The study examines how transformational leadership and organizational climate influence work satisfaction, organizational commitment, and organizational citizenship behavior of lecturers at Sebelas Maret University.
2) Transformational leadership was found to positively influence work satisfaction but not organizational commitment or organizational citizenship behavior. Organizational climate positively influenced work satisfaction but not the other variables.
3) Work satisfaction positively influenced organizational commitment and organizational citizenship behavior. Organizational commitment also positively influenced organizational citizenship behavior.
This document summarizes a research paper on the relationship between human resource management (HRM) practices and employee competence. It uses General Systems Theory to view an organization as a system with HRM as a subsystem. The paper hypothesizes that specific HRM practices (such as recruitment, training, compensation, and performance appraisal) will positively impact employee competence outcomes. It reviews relevant literature on HRM practices, competence, and General Systems Theory to develop a theoretical framework and hypotheses for how HRM practices can improve employee knowledge, skills, and attitudes.
Exploring the state of leadership effectiveness of tertiary institutions in g...Alexander Decker
This document discusses a study that investigated the leadership effectiveness of leaders at two tertiary institutions in Ghana. The study examined the leadership styles used as well as the leadership energy and effectiveness. Data showed that leaders at both institutions adopted a team leadership style with concerns for organizational goals and staff well-being. The conclusion was that there is effective leadership with high energy that motivates staff. Recommendations encourage high concern for production, staff, and institutions to achieve goals and objectives sustainably.
This document discusses a study on the impact of different leadership styles (transformational and transactional) on employee performance and the mediating role of job satisfaction. The study was conducted in private schools in Pakistan. The results showed that both transactional and transformational leadership styles were positively associated with employee performance, but transactional leadership had a more significant impact. Additionally, job satisfaction was found to mediate the relationship between transformational leadership and employee performance, but not between transactional leadership and employee performance. The document provides background on transformational and transactional leadership styles and reviews prior literature on their relationships with employee performance and job satisfaction. It also discusses the importance of considering cultural factors like power distance when studying leadership in different country contexts like Pakistan.
Middle level managers at Wolaita Sodo University in Ethiopia play an important role in the university's leadership, governance, and organizational performance. The study investigated the relationship between the quality of leadership provided by middle level managers (such as deans, department heads, and coordinators) and the university's governance and performance. Survey results from 61 middle level managers showed that leadership quality and good governance were positively correlated with achieving organizational goals and performance outcomes. The researchers recommended improvements to ensure efficient purchasing, property management, and accountability in order to enhance organizational performance.
The document examines the influence of supervisor support, colleague support, and work autonomy on job performance among staff members at two public universities in Saudi Arabia. It reports on a study that surveyed 195 staff members and analyzed responses from 134. Structural equation modeling showed that supervisor support did not significantly correlate with job performance, while colleague support and work autonomy both had significant positive relationships with job performance. The findings suggest that in the Saudi context, colleague support and work autonomy may be more important for boosting job performance than supervisor support.
This study examines the relationship between transformational leadership, affective commitment, and employee turnover intention in Ghanaian savings and loans companies. The researchers hypothesized that affective commitment would mediate the relationship between transformational leadership and employee turnover intention. Using structural equation modeling on employee survey data, they found that affective commitment fully mediated the impact of transformational leadership on employee turnover intention. Specifically, transformational leadership increased affective commitment, which in turn decreased employees' intentions to leave their jobs. This suggests that affective commitment is the mechanism through which transformational leadership influences employee retention in the Ghanaian context.
Leadership Skills In Management Educationnorshimhashim
This document discusses leadership skills that are important in management education from the perspectives of both faculty and administrators. It summarizes a study that examined which skills faculty and administrators viewed as most important for effective leadership in hospitality management higher education programs. Both faculty and administrators ranked business skills as the most important, followed by cognitive skills, interpersonal skills, personal values, and strategic skills. Specifically, they unanimously ranked communication as the most important individual skill and felt ethics and fairness were important personal values for leaders.
Interrelations between quality of work life dimensions and faculty member job...Alexander Decker
This document discusses a study on the interrelations between quality of work life (QWL) dimensions and job satisfaction among faculty members in private universities in Bangladesh. The study aims to identify critical QWL factors and examine the relationships between QWL dimensions and job satisfaction. A survey was conducted with 72 faculty members across 11 private universities using a structured questionnaire. The results found that all QWL dimensions, such as compensation, working conditions, career development opportunities, and decision making participation, were positively correlated with job satisfaction. This indicates improving QWL can increase job satisfaction among faculty in private universities in Bangladesh.
This document is a thesis submitted by Janet Cheng Lian Chew for the degree of Doctor of Philosophy at Murdoch University in July 2004. The thesis examines the influence of human resource management practices on the retention of core employees in Australian organizations through a three-phase study. The first phase utilized the Delphi technique with an expert panel to identify key HR factors influencing retention. Phase two consisted of in-depth interviews with HR managers to understand how organizations manage these factors. Phase three was a quantitative survey of 800 employees to analyze the relationships between HR factors, organizational commitment, and turnover intention. The findings provide insights and a model for practitioners to guide retention of core talent.
Application of human resources system at university of isfahan.Alexander Decker
This document discusses a study on the application of human resource systems at the University of Isfahan. The study surveyed 231 faculty members to examine their perceptions of how well the university applies components of its human resource system. The results found that faculty members rated the application of the human resource system components below average. Some key areas that received below average ratings included determining goals for faculty, using feedback to improve relations, coordination between human resource departments, alignment of activities with university values, and ensuring strategies match faculty capacities. The study concludes the human resource system at the university is not being applied favorably and provides recommendations to address the issues.
Developing leaders and managers via CoachingWahab Khan
Developing leaders and managers via Coaching
Coaching is a key method used by organizations for leadership and management development. It helps identify weaknesses and allows individuals and organizations to improve performance. Coaching provides feedback, facilitates learning, and allows managers to develop skills like building high-performing teams. Both internal and external coaches can be effective, though internal coaches may reduce costs. Proper coaching methods and measurement systems are needed to develop leaders and sustain results over time. Coaching benefits individuals and helps organizations gain competitive advantages through cost savings related to retention and recruitment.
Utilizing teams for high performance in nigerian universitiesAlexander Decker
This document summarizes a study on utilizing teams for high performance in Nigerian universities. The study investigated the effects of worker commitment to teamwork on performance and the relationship between teamwork and skill enhancement at the University of Nigeria, Enugu Campus. A sample of 355 staff completed questionnaires on teamwork and performance. The findings showed that teamwork has a significant effect on worker performance and there is a significant relationship between commitment to teamwork and skill enhancement. The study concludes that utilizing teams produces high performance among university staff.
This document presents a narrative inquiry into the leadership practice of a South African school principal through the lens of servant leadership. The study examines the life story of the principal through interviews and analyzes how his leadership aligns with the six characteristics of Laub's servant leadership model: valuing people, developing people, building community, displaying authenticity, providing leadership, and sharing leadership. The narrative was coded and categorized according to these characteristics. The findings suggest the principal viewed his role as a calling to make a difference in others' lives. His leadership style focused on the welfare of others and remained consistent over his career. The narrative provides insights into how the principal's practice exemplified servant leadership in valuing people, developing them, and building
Team effectiveness a case study of a fast-growing private educational organiz...Alexander Decker
This document summarizes a journal article that studied team effectiveness within a fast-growing private school in the UAE called Emirates International Academy. The study used a questionnaire to assess the effectiveness of grade-level teaching teams based on characteristics identified in the literature such as clear purpose, appropriate culture, distinct roles, etc. A total of 32 teachers across grades 1-5 were surveyed, achieving an 81% response rate. The results identified that the teams generally achieved the school's goals but lacked opportunities for performance feedback and development. To improve overall team effectiveness, the study recommended school leadership provide more opportunities for teams to reflect on their performance.
A Learning and Improvement Model in Entrepreneurial LeadershipIOSR Journals
Currently entrepreneurial leadership has expended and increased momentum as developingmodel of both in research and practice. Though, there is not sufficient knowledgeon the theoretical and intangible basis of this emerging area of analysisandlot of questions are raised up on how to grow entrepreneur leadershipabilities, capabilitiesprecisely in university students. The basicmotive of thistheoretical paper is to slight the gap through offering the theoretical andconceptual basics of entrepreneur leadership. This paper has also examinedvariousfeatures of entrepreneurial education in the perspective of universitygiven entrepreneur-ship programs and then projected a model for entrepreneurial-leadership enlargement. The projected model describes entrepreneurial leadershipenlargementbase on a dynamic progression of “experimental, social interactive,observational and reflective learning” which make available a base for entrepreneur leadership exercise, enlightenment and research.
This document summarizes a research study that examined the influence of work team, trust in superiors, and achievement motivation on organizational commitment among lecturers at the State Islamic University of Sultan Syarif Kasim Riau. The study found that (1) work team positively influences organizational commitment; (2) trust in superiors positively influences organizational commitment; and (3) achievement motivation positively influences organizational commitment. Work team was also found to positively influence achievement motivation, and trust in superiors positively influences achievement motivation. Therefore, work team, trust in superiors, and achievement motivation can increase organizational commitment among lecturers.
Leadership Styles of Managers and Employee’s Job Performance in a Banking Sectoriosrjce
IOSR Journal of Humanities and Social Science is a double blind peer reviewed International Journal edited by International Organization of Scientific Research (IOSR).The Journal provides a common forum where all aspects of humanities and social sciences are presented. IOSR-JHSS publishes original papers, review papers, conceptual framework, analytical and simulation models, case studies, empirical research, technical notes etc.
Surname 8 nameinstructorcoursedateleadership and team brock73
The document contains summaries of multiple articles on leadership and team-building. It discusses theories and styles of leadership and their relevance to educational management. It also examines the impact of team-building on communication, job satisfaction, and organizational performance based on various studies. Leadership is found to influence organizational culture, innovation, and effectiveness depending on the adopted style. Transactional and transformational leadership styles are identified as important. Team-building is also found to improve interpersonal skills and communication within organizations.
Leadership Effectiveness of Islamic Education Management Department at Educat...inventionjournals
The purpose of this study was to reveal: (1) The direct effect of confidence level toward work discipline, (2) The direct effect of the task structure toward work discipline, (3) The direct effect of the level of confidence toward effectiveness of the leadership, (4) The direct effect of the task structure toward effectiveness of leadership, (5) the direct effect of labor discipline toward effectiveness of the leadership of the Islamic Education Management Department at Faculty of Education of the State Islamic University of North Sumatra. This research method used correlated path models. The study population was faculty and students with the number of 148 people. Sampling using Krecji table, with this technique resulted in a sample 108 people. The instrument used to collect data was questionnaire Likert scale models. The analysis technique used is path analysis. The findings of this study indicate: (1) The confidence level affect the work Discipline of 16.9%, (2) Structural work tasks affect the Discipline of 18.7%, (3) The level of trust directly affects the effectiveness of the leadership of 19,4% , (4). The task structure directly affects the effectiveness of the leadership of 19.5% and (5) Work Discipline directly influence the effectiveness of the leadership of the Department of 22.1%.
International Journal of Business and Management Invention (IJBMI)inventionjournals
International Journal of Business and Management Invention (IJBMI) is an international journal intended for professionals and researchers in all fields of Business and Management. IJBMI publishes research articles and reviews within the whole field Business and Management, new teaching methods, assessment, validation and the impact of new technologies and it will continue to provide information on the latest trends and developments in this ever-expanding subject. The publications of papers are selected through double peer reviewed to ensure originality, relevance, and readability. The articles published in our journal can be accessed online.
The document provides a task analysis of two training professionals at the University of Colorado: a Learner Analyst and a Training Specialist. It describes conducting interviews and surveys with the professionals and reviewing their job descriptions to identify their key tasks. The Learner Analyst focuses on instructional design, development of online learning tools, and project management training. The Training Specialist manages financial training, creates instructional materials, and develops training programs and initiatives.
Influence of transformational leadership and organization climate to the wor...Alexander Decker
1) The study examines how transformational leadership and organizational climate influence work satisfaction, organizational commitment, and organizational citizenship behavior of lecturers at Sebelas Maret University.
2) Transformational leadership was found to positively influence work satisfaction but not organizational commitment or organizational citizenship behavior. Organizational climate positively influenced work satisfaction but not the other variables.
3) Work satisfaction positively influenced organizational commitment and organizational citizenship behavior. Organizational commitment also positively influenced organizational citizenship behavior.
This document summarizes a research paper on the relationship between human resource management (HRM) practices and employee competence. It uses General Systems Theory to view an organization as a system with HRM as a subsystem. The paper hypothesizes that specific HRM practices (such as recruitment, training, compensation, and performance appraisal) will positively impact employee competence outcomes. It reviews relevant literature on HRM practices, competence, and General Systems Theory to develop a theoretical framework and hypotheses for how HRM practices can improve employee knowledge, skills, and attitudes.
Exploring the state of leadership effectiveness of tertiary institutions in g...Alexander Decker
This document discusses a study that investigated the leadership effectiveness of leaders at two tertiary institutions in Ghana. The study examined the leadership styles used as well as the leadership energy and effectiveness. Data showed that leaders at both institutions adopted a team leadership style with concerns for organizational goals and staff well-being. The conclusion was that there is effective leadership with high energy that motivates staff. Recommendations encourage high concern for production, staff, and institutions to achieve goals and objectives sustainably.
This document discusses a study on the impact of different leadership styles (transformational and transactional) on employee performance and the mediating role of job satisfaction. The study was conducted in private schools in Pakistan. The results showed that both transactional and transformational leadership styles were positively associated with employee performance, but transactional leadership had a more significant impact. Additionally, job satisfaction was found to mediate the relationship between transformational leadership and employee performance, but not between transactional leadership and employee performance. The document provides background on transformational and transactional leadership styles and reviews prior literature on their relationships with employee performance and job satisfaction. It also discusses the importance of considering cultural factors like power distance when studying leadership in different country contexts like Pakistan.
Middle level managers at Wolaita Sodo University in Ethiopia play an important role in the university's leadership, governance, and organizational performance. The study investigated the relationship between the quality of leadership provided by middle level managers (such as deans, department heads, and coordinators) and the university's governance and performance. Survey results from 61 middle level managers showed that leadership quality and good governance were positively correlated with achieving organizational goals and performance outcomes. The researchers recommended improvements to ensure efficient purchasing, property management, and accountability in order to enhance organizational performance.
The document examines the influence of supervisor support, colleague support, and work autonomy on job performance among staff members at two public universities in Saudi Arabia. It reports on a study that surveyed 195 staff members and analyzed responses from 134. Structural equation modeling showed that supervisor support did not significantly correlate with job performance, while colleague support and work autonomy both had significant positive relationships with job performance. The findings suggest that in the Saudi context, colleague support and work autonomy may be more important for boosting job performance than supervisor support.
This study examines the relationship between transformational leadership, affective commitment, and employee turnover intention in Ghanaian savings and loans companies. The researchers hypothesized that affective commitment would mediate the relationship between transformational leadership and employee turnover intention. Using structural equation modeling on employee survey data, they found that affective commitment fully mediated the impact of transformational leadership on employee turnover intention. Specifically, transformational leadership increased affective commitment, which in turn decreased employees' intentions to leave their jobs. This suggests that affective commitment is the mechanism through which transformational leadership influences employee retention in the Ghanaian context.
Leadership Skills In Management Educationnorshimhashim
This document discusses leadership skills that are important in management education from the perspectives of both faculty and administrators. It summarizes a study that examined which skills faculty and administrators viewed as most important for effective leadership in hospitality management higher education programs. Both faculty and administrators ranked business skills as the most important, followed by cognitive skills, interpersonal skills, personal values, and strategic skills. Specifically, they unanimously ranked communication as the most important individual skill and felt ethics and fairness were important personal values for leaders.
Interrelations between quality of work life dimensions and faculty member job...Alexander Decker
This document discusses a study on the interrelations between quality of work life (QWL) dimensions and job satisfaction among faculty members in private universities in Bangladesh. The study aims to identify critical QWL factors and examine the relationships between QWL dimensions and job satisfaction. A survey was conducted with 72 faculty members across 11 private universities using a structured questionnaire. The results found that all QWL dimensions, such as compensation, working conditions, career development opportunities, and decision making participation, were positively correlated with job satisfaction. This indicates improving QWL can increase job satisfaction among faculty in private universities in Bangladesh.
This document is a thesis submitted by Janet Cheng Lian Chew for the degree of Doctor of Philosophy at Murdoch University in July 2004. The thesis examines the influence of human resource management practices on the retention of core employees in Australian organizations through a three-phase study. The first phase utilized the Delphi technique with an expert panel to identify key HR factors influencing retention. Phase two consisted of in-depth interviews with HR managers to understand how organizations manage these factors. Phase three was a quantitative survey of 800 employees to analyze the relationships between HR factors, organizational commitment, and turnover intention. The findings provide insights and a model for practitioners to guide retention of core talent.
Application of human resources system at university of isfahan.Alexander Decker
This document discusses a study on the application of human resource systems at the University of Isfahan. The study surveyed 231 faculty members to examine their perceptions of how well the university applies components of its human resource system. The results found that faculty members rated the application of the human resource system components below average. Some key areas that received below average ratings included determining goals for faculty, using feedback to improve relations, coordination between human resource departments, alignment of activities with university values, and ensuring strategies match faculty capacities. The study concludes the human resource system at the university is not being applied favorably and provides recommendations to address the issues.
Developing leaders and managers via CoachingWahab Khan
Developing leaders and managers via Coaching
Coaching is a key method used by organizations for leadership and management development. It helps identify weaknesses and allows individuals and organizations to improve performance. Coaching provides feedback, facilitates learning, and allows managers to develop skills like building high-performing teams. Both internal and external coaches can be effective, though internal coaches may reduce costs. Proper coaching methods and measurement systems are needed to develop leaders and sustain results over time. Coaching benefits individuals and helps organizations gain competitive advantages through cost savings related to retention and recruitment.
Utilizing teams for high performance in nigerian universitiesAlexander Decker
This document summarizes a study on utilizing teams for high performance in Nigerian universities. The study investigated the effects of worker commitment to teamwork on performance and the relationship between teamwork and skill enhancement at the University of Nigeria, Enugu Campus. A sample of 355 staff completed questionnaires on teamwork and performance. The findings showed that teamwork has a significant effect on worker performance and there is a significant relationship between commitment to teamwork and skill enhancement. The study concludes that utilizing teams produces high performance among university staff.
This document presents a narrative inquiry into the leadership practice of a South African school principal through the lens of servant leadership. The study examines the life story of the principal through interviews and analyzes how his leadership aligns with the six characteristics of Laub's servant leadership model: valuing people, developing people, building community, displaying authenticity, providing leadership, and sharing leadership. The narrative was coded and categorized according to these characteristics. The findings suggest the principal viewed his role as a calling to make a difference in others' lives. His leadership style focused on the welfare of others and remained consistent over his career. The narrative provides insights into how the principal's practice exemplified servant leadership in valuing people, developing them, and building
Team effectiveness a case study of a fast-growing private educational organiz...Alexander Decker
This document summarizes a journal article that studied team effectiveness within a fast-growing private school in the UAE called Emirates International Academy. The study used a questionnaire to assess the effectiveness of grade-level teaching teams based on characteristics identified in the literature such as clear purpose, appropriate culture, distinct roles, etc. A total of 32 teachers across grades 1-5 were surveyed, achieving an 81% response rate. The results identified that the teams generally achieved the school's goals but lacked opportunities for performance feedback and development. To improve overall team effectiveness, the study recommended school leadership provide more opportunities for teams to reflect on their performance.
A Learning and Improvement Model in Entrepreneurial LeadershipIOSR Journals
Currently entrepreneurial leadership has expended and increased momentum as developingmodel of both in research and practice. Though, there is not sufficient knowledgeon the theoretical and intangible basis of this emerging area of analysisandlot of questions are raised up on how to grow entrepreneur leadershipabilities, capabilitiesprecisely in university students. The basicmotive of thistheoretical paper is to slight the gap through offering the theoretical andconceptual basics of entrepreneur leadership. This paper has also examinedvariousfeatures of entrepreneurial education in the perspective of universitygiven entrepreneur-ship programs and then projected a model for entrepreneurial-leadership enlargement. The projected model describes entrepreneurial leadershipenlargementbase on a dynamic progression of “experimental, social interactive,observational and reflective learning” which make available a base for entrepreneur leadership exercise, enlightenment and research.
This document summarizes a research study that examined the influence of work team, trust in superiors, and achievement motivation on organizational commitment among lecturers at the State Islamic University of Sultan Syarif Kasim Riau. The study found that (1) work team positively influences organizational commitment; (2) trust in superiors positively influences organizational commitment; and (3) achievement motivation positively influences organizational commitment. Work team was also found to positively influence achievement motivation, and trust in superiors positively influences achievement motivation. Therefore, work team, trust in superiors, and achievement motivation can increase organizational commitment among lecturers.
Leadership Styles of Managers and Employee’s Job Performance in a Banking Sectoriosrjce
IOSR Journal of Humanities and Social Science is a double blind peer reviewed International Journal edited by International Organization of Scientific Research (IOSR).The Journal provides a common forum where all aspects of humanities and social sciences are presented. IOSR-JHSS publishes original papers, review papers, conceptual framework, analytical and simulation models, case studies, empirical research, technical notes etc.
Surname 8 nameinstructorcoursedateleadership and team brock73
The document contains summaries of multiple articles on leadership and team-building. It discusses theories and styles of leadership and their relevance to educational management. It also examines the impact of team-building on communication, job satisfaction, and organizational performance based on various studies. Leadership is found to influence organizational culture, innovation, and effectiveness depending on the adopted style. Transactional and transformational leadership styles are identified as important. Team-building is also found to improve interpersonal skills and communication within organizations.
Leadership Effectiveness of Islamic Education Management Department at Educat...inventionjournals
The purpose of this study was to reveal: (1) The direct effect of confidence level toward work discipline, (2) The direct effect of the task structure toward work discipline, (3) The direct effect of the level of confidence toward effectiveness of the leadership, (4) The direct effect of the task structure toward effectiveness of leadership, (5) the direct effect of labor discipline toward effectiveness of the leadership of the Islamic Education Management Department at Faculty of Education of the State Islamic University of North Sumatra. This research method used correlated path models. The study population was faculty and students with the number of 148 people. Sampling using Krecji table, with this technique resulted in a sample 108 people. The instrument used to collect data was questionnaire Likert scale models. The analysis technique used is path analysis. The findings of this study indicate: (1) The confidence level affect the work Discipline of 16.9%, (2) Structural work tasks affect the Discipline of 18.7%, (3) The level of trust directly affects the effectiveness of the leadership of 19,4% , (4). The task structure directly affects the effectiveness of the leadership of 19.5% and (5) Work Discipline directly influence the effectiveness of the leadership of the Department of 22.1%.
A Study About The Leadership Styles Of Public And Private SchoolsJim Jimenez
This study examined the relationship between task-oriented and people-oriented leadership styles of principals in public and private schools in Lahore, Pakistan. Data was collected through surveys from 149 principals, 85 from public schools and 64 from private schools. Factor analysis revealed two dimensions of leadership styles: task orientation and people orientation. Results showed private school principals were more task-oriented and people-oriented than public school principals. Public school principals exhibited a more laissez-faire leadership style. The study provides insight into differences in leadership styles between public and private school principals.
Running Head: ANNOTATED BIBLIOGRAPHY 1ANNOTATED BIBLIOGRAPHY 2
Annotated Bibliography
William Fiedler
Columbia Southern University
Griffin, M. A., Parker, S. K., & Mason, C. M. (2010). "Leader vision and the development of adaptive and proactive performance: A longitudinal study," Journal of Applied Psychology, 95(1): 174-182.
This study proposes that situational leadership model, as a kind of leader vision, would bring about an increment in the adaptivity for employees in an organization who were high in openness to work for a role change. This is a perfect fit for my research for the reason that it illustrates how situational leadership model influences organizational employees in bringing about an increment in their adaptivity. It is an objective source because it illustrates the facts that lie under situational leadership model that when employed by leaders in their leader vision task, it would positively change the performance employees. This source is of importance for my research because it will help in analyzes significant effects of situational leadership model in increasing employees’ adaptivity.
Kaifi, B. A., Noor, A. O., Nguyen, N., Aslami, W. & Khanfar, N. M. (2013). The importance of situational leadership in the workforce: A study based on Gender, Place of birth, and generational affiliation. Journal of Contemporary Management, 29-40.
In this article, authors’ main point is that situational leadership is an important aspect that organizations should put into consideration for them to succeed in their daily performance. This source fits my research in that it helps analyzes the process by which organizations will make use of situational leadership theory to develop their daily performance. This source is objective for the reason that it analyzes the facts that organizations benefit from utilizing the situational leadership model. This research will be of importance in my research because it will help obtain information on the manner by which organizations make use of situational leadership model to run their daily practices effectively.
Manepatil, U. (2013). Situational Leadership Model. ROR, II(VI), 1-4.
In this article, the main point Manepatil brings out is that situational leadership considers leaders as varying their emphasis on various activities as well as relationship behaviors to best act on a different level of follower maturity. This source fits my research in that it attempts to define the actual meaning of situational leadership model. This source is objective because it is based on facts of the functions of situational leadership model. This source will be of significance in my paper because it will help in recognizing what situational leadership is and how it functions in addition to its benefits.
Mujtaba, B. & Sungkhawan, J. (2009). Situational Leadership and Diversity Management Coaching skills. Journal of Diversity M ...
The study investigated the differences in leadership styles exhibited by principals of public Colleges of Education in Ghana in relation to their sex, age, years of work experience, and academic qualification. The cross-sectional survey design was adopted for the study. The target population was made up of all 46 principals of public Colleges of Education in Ghana. The target population consisted of all 38 public Colleges of Education which were in existence before the absorption of eight private Colleges of Education by the government of Ghana into public system. The purposive sampling technique was used to select 38 principals for the study. The Multifactor Leadership Questionnaire developed by Bass and Avolio (2004) was adapted to collect data. Means, standard deviations, t-test and ANOVA were used to analyse the data. The findings revealed that there were no statistically significant differences in the leadership styles of the principals of public Colleges of Education in Ghana based on their sex, age, and academic qualification. However, there were statistically significant differences in the leadership styles adopted by the principals in relation to their years of work experience. It was therefore concluded that many years of experience of principals of public CoEs in Ghana is critical for good leadership in these colleges. Among the recommendations was that the National Council for Tertiary Education (NCTE) should consider years of work experience in the selection and appointment of principals for public Colleges of Education in Ghana. Additionally, in-service training and refresher courses should be organized regularly by NCTE for principals on the leadership styles suitable for achievement of objectives and goals of their colleges.
Leadership Styles and Organisational Performance in Nigeria: Qualitative Pers...Dr. Amarjeet Singh
Organizations in different sectors of the Nigerian economy continue to record high cases of misappropriation, embezzlement, immoral and unethical practices, gratifications, high labour turnover, inability to meet basic required obligations, and employees’ dissatisfaction, which have further resulted in poor performance. The theoretical paper dwelled on the concepts of leadership styles as opined by several scholars in the literature and used these as springboards to arrive at elaborate ones that encapsulated all and introduced a range of common and contemporary models and approaches, including an addition of a cutting-edge competitive list to help managers discover, devise and adjust their individual management practice and style for navigation towards a sustainable organizational performance.
This document summarizes a research study that examined the influence of distributed leadership on job stress among educators in technical and vocational education. The study found that distributed leadership and job stress were at moderate levels. Distributed leadership was shown to have an inverse and significant influence on job stress, indicating that distributed leadership helps reduce job stress. The study aims to help identify suitable leadership styles for technical and vocational education that can make educators more committed and satisfied with their roles.
This document provides a literature review on different leadership styles. It discusses 10 different styles: autocratic, laissez-faire, transformational, transactional, charismatic, democratic, visionary, situational, servant, and participative. For each style, it summarizes the key characteristics and relates findings from other studies. The conclusion states that effective leadership requires a balance of transformational and transactional styles and an ability to adapt one's style to different situations. Overall leadership is important for organizational success.
This study examined the impact of leadership style on organizational performance in selected Nigerian banks. Sixty bank employees completed a survey assessing their managers' leadership styles and organizational performance. Results showed that transformational, autocratic, and democratic leadership styles positively correlated with organizational performance, while charismatic, transactional, and bureaucratic styles negatively correlated. The study concluded that transformational and democratic leadership should be employed by banks to improve performance in a competitive environment.
Leadership development and sustainable leadership among tvet studentAlexander Decker
This document discusses leadership development and sustainable leadership among technical and vocational education (TVET) students. It provides definitions of leadership and outlines several theories of leadership, including trait theory, style approach, and situational theory. It then discusses approaches to leadership development, including integrated solutions, experience-based methods, formal mentoring, and the leadership life cycle. It emphasizes that sustainable leadership is important for TVET programs to develop students and provide quality training. The principles of sustainable leadership discussed are creating sustainable learning, securing success over time, sustaining the leadership of others, and addressing issues of social justice.
A conceptual framework of transformational leadership as an influential tool ...Michelle Shaw
This document discusses a study that analyzes the relationship between transformational leadership and team performance. The study reviewed 86 articles and books on transformational leadership, team performance, and the relationship between the two concepts. The findings showed that transformational leadership is the most important leadership style for improving team performance. The originality of the study was that it comprehensively analyzed the relationship between transformational leadership and team performance based on over 50 years of research on the topic. The practical implications are that the study provides guidelines for managers on using leadership styles to increase team performance and organizational performance.
Understanding the interconnectedness between leading and managing people and organizational
change served as one of the highlights in this paper and the importance of leading and managing people to
leaders, managers, employees and the entire organization as a whole. In the course of achieving well-informed
economic decisions, organizational change should be incorporated not only to the organization’s strategic
business plan but also included as an important consideration for managers and leaders in managing and leading
people in their own workplaces. This study utilized secondary data to support the author’s claims and
arguments to establish the linkage between leading and managing people and organizational change, individual
and organizational benefits and other issues. Key findings suggest that organizational change and leading and
managing people are both useful in organizations and regardless of management positions held by employees,
change plays an essential role in coping up with the never ending changes organizationally, nationally and
globally. For employees and staff, change allows them to hone their knowledge, skills, abilities and attitudes to
be productive in their own fields. Change also promotes organizational productivity and profitability. Hence, it
is recommended that leading and managing people and organizational change should be taken serious
consideration by organizations to stay competitive, relevant and enjoy the long-term benefits and should be
mutually applied to achieve favorable outcomes.
This study examined the impact of leadership style on employee job satisfaction in the hospitality industry. A survey of 300 hospitality employees found:
1) Transactional, transformational, and laissez-faire leadership styles had a significant positive relationship with employee job satisfaction, while the autocratic style had a negative relationship.
2) Factors like empowerment, promotion opportunities, fair pay and rewards, and performance evaluations were important for job satisfaction.
3) Leadership style significantly influenced job satisfaction levels, so implementing the right leadership approach can enhance satisfaction and reduce turnover in the hospitality sector.
The purpose of this study was to determine the relationship between teachers’ perception
towards the division head’s transformational leadership style and teachers’ motivation at Phuket
Thaihua Asean Wittaya School, Thailand. The theories used in this study were transformational leadership style and Herzberg’s Motivation- Hygiene Theory. The research instrument was an online
questionnaire including 1) Demographic information, 2) Multifactor Leadership Questionnaire (MLQ) 5X Short, 3) Teacher Motivation Questionnaire (TMQ). Statistics used in this study included
Frequency and Percentage, Mean and Standard Deviation of Descriptive statistics, and Pearson
Product Moment Correlation Coefficient. By analyzing the research results, the level of teachers’
perception towards the division head’s transformational leadership style was moderate (3.05), while
the level of teachers’ motivation was high (4.05). Moreover, teachers’ perception towards the division head’s transformational leadership style and teachers’ motivation at Phuket Thaihua Asean Wittaya
School, Thailand were found to be moderately positively correlated, r (129) =.466**, p = . 001. The
recommendation was that the division head should consider improving more transformational leadership style to influence teachers’ motivation.
A study on the leadership behavior of bank branch managers ncr, india and i...IAEME Publication
This document summarizes a study on the relationship between leadership behavior of bank branch managers and subordinates' job satisfaction. The study used questionnaires to collect data on leadership styles and job satisfaction from 81 branch managers and 210 subordinates across public and private sector banks in India. The study aims to understand how leadership adaptability/effectiveness correlates with different aspects of job satisfaction, including job, management, personal adjustment, and social relations. Statistical analysis will be used to determine the direction and strength of relationships between leadership styles and job satisfaction variables. The Leader Adaptability and Style Inventory questionnaire was used to measure leadership styles of branch managers.
Challenges in leading and managing people in educational institutions are worthwhile indicators that require constant checks and adjustments. These verifications are necessary because humans are complex beings and whose thinking faculties are not fixed and often guided by situational and environmental factors. Consequently, they must have divergent views which may pose unpredictable problems to administrators. Only very smart and ardent leaders maybe quick to detect, withstand and overcome such inevitables. The need for such challenges to be identified and controlled before they galvanize subordinates into negative behavioral tendencies cannot be under-estimated. This paper therefore examined possible challenges which may manifest as impediments or hindrances to the effective leading and managing of people in educational institutions in Cameroon. A number of challenges were examined and discussed in the paper. Suggestions for ways of checking and controlling the challenges have been made to serve as a reservoir of checks and guides for school administrators and leaders. The paper cautions school managers to be tactful and apply modern charismatic approaches in the control, directing of staff and managing of their institutions.
This study examines the relationships between servant leadership, subordinates' trust in their leader, job satisfaction, and organizational tenure. The researchers hypothesized that:
1. Servant leadership would be positively associated with trust in leader and job satisfaction.
2. Trust in leader would mediate the relationship between servant leadership and job satisfaction.
3. The positive effects of servant leadership on trust in leader and job satisfaction would be stronger for subordinates with shorter organizational tenure.
4. Trust in leader would mediate the joint effects of servant leadership and organizational tenure on job satisfaction.
The researchers surveyed 218 employees at a private company in China to test these hypotheses and better understand how servant leadership influences subordinates' attitudes.
Similar to Organization performance and leadership style issues in education services (20)
This document contains a 30 question job satisfaction survey with questions that can be answered yes or no. Respondents are instructed to give themselves 2 points for each yes answer. The total points are then used to evaluate job satisfaction on a scale ranging from a depressing job to a great job. Background information is provided on the survey's author and organization. The Wellness Council of America is introduced as the publisher of the survey and a trusted source for worksite wellness information and products. Contact details are listed.
Educational leadership style and teacher job satisfaction- InstrumentSYIKIN MARIA
This study examined the relationship between educational leadership styles, teachers' years of experience, and teacher job satisfaction at two middle schools in South Texas. The researcher collected data using the Multifactor Leadership Questionnaire, Job Satisfaction Survey, and a demographic questionnaire from 67 teachers via SurveyMonkey. The results indicated that teachers reported moderately high job satisfaction and utilized transformational, transactional, and passive leadership styles moderately often, with the strongest correlation between transformational leadership and job satisfaction. There was no statistically significant relationship between job satisfaction and teachers' years of experience.
Correlational designs allow researchers to examine relationships between two or more variables by collecting data on all variables at the same point in time. Key aspects of correlational designs include correlating predictor and criterion variables to predict outcomes, displaying scores in scatter plots and matrices to show associations between variables, and using techniques like partial correlations and multiple regression to analyze multiple variables. Conducting high quality correlational research requires adequately sampling participants, selecting appropriate statistical tests, and properly interpreting results to understand the direction, magnitude, and strength of relationships between variables.
Narrative research design focuses on studying individuals by collecting and telling stories about their lives and experiences. It derives from narrating or telling stories in detail. Researchers describe lives through stories, experiences, and narratives. It is used when individuals are willing to share their stories chronologically. Key aspects include collecting first-person accounts, restorying while following a chronological structure, identifying themes, and collaborating closely with participants. The design was developed in education in 1990 and involves multiple steps from identifying phenomena to validating reports. Ethical considerations are authenticity, data distortion, and ownership. Evaluations note its individual focus, use of chronology, context description, and theme emergence.
The document provides an overview of grounded theory, including its definition, history, uses, and evaluation. Grounded theory was developed in the 1960s by Glaser and Strauss as a qualitative research methodology to build theories inductively from data rather than testing existing hypotheses. The key steps include collecting data through methods like interviews, coding the data to identify concepts and categories, and developing a theory grounded in the data to explain a process. The theory is evaluated based on its connection to the raw data and usefulness in explaining the phenomenon under study.
The document defines experimental research and provides details on key aspects of experimental design. It discusses that experimental research involves testing ideas to determine their effect on outcomes. Random assignment of participants to groups is a critical characteristic, as it helps control for extraneous variables. Various types of experimental designs are described, including between-group designs like true experiments, quasi-experiments, and factorial designs, and within-group designs like time series experiments, repeated measures experiments, and single subject experiments. Threats to validity like internal, external, and statistical conclusion validity are also outlined. The document provides guidance on how to properly conduct an experiment and evaluate its quality.
This document provides an overview of ethnographic research methodology. It defines ethnography as writing about groups of people through observation and interviews to understand their culture, including behaviors, beliefs, and language. There are different types of ethnographic designs like realist, case studies, and critical ethnographies. Realist ethnographies take a third-person objective viewpoint while critical ethnographies aim to advocate for marginalized groups. Key aspects of ethnography include identifying a culture-sharing group, collecting emic and etic data, describing cultural themes, and interpreting findings through detailed descriptions and thematic analysis within its cultural context. The document outlines steps for conducting ethnography, including gaining access and approval, collecting multiple sources of data through fieldwork, and
Action research is a method used by teachers and educators to study practical problems and improve their practices. It involves identifying an issue, collecting and analyzing data, and implementing changes. There are two main types - practical action research focuses on improving specific situations, while participatory action research takes a more social and collaborative approach aimed at emancipation. Action research was developed in the 1930s and involves teachers studying their own classrooms. The process is cyclical as findings are used to revise practices.
This document discusses mixed methods research, which involves collecting and analyzing both quantitative and qualitative data within a single study. It provides an overview of the main mixed methods research designs, including convergent parallel, explanatory sequential, exploratory sequential, embedded, and transformative designs. For each design, it outlines the purpose, priority of quantitative and qualitative data collection and analysis, and how the different data sources are integrated. The document also discusses evaluating mixed methods studies and some potential ethical issues to consider in mixed methods research designs.
How to Manage Your Lost Opportunities in Odoo 17 CRMCeline George
Odoo 17 CRM allows us to track why we lose sales opportunities with "Lost Reasons." This helps analyze our sales process and identify areas for improvement. Here's how to configure lost reasons in Odoo 17 CRM
ISO/IEC 27001, ISO/IEC 42001, and GDPR: Best Practices for Implementation and...PECB
Denis is a dynamic and results-driven Chief Information Officer (CIO) with a distinguished career spanning information systems analysis and technical project management. With a proven track record of spearheading the design and delivery of cutting-edge Information Management solutions, he has consistently elevated business operations, streamlined reporting functions, and maximized process efficiency.
Certified as an ISO/IEC 27001: Information Security Management Systems (ISMS) Lead Implementer, Data Protection Officer, and Cyber Risks Analyst, Denis brings a heightened focus on data security, privacy, and cyber resilience to every endeavor.
His expertise extends across a diverse spectrum of reporting, database, and web development applications, underpinned by an exceptional grasp of data storage and virtualization technologies. His proficiency in application testing, database administration, and data cleansing ensures seamless execution of complex projects.
What sets Denis apart is his comprehensive understanding of Business and Systems Analysis technologies, honed through involvement in all phases of the Software Development Lifecycle (SDLC). From meticulous requirements gathering to precise analysis, innovative design, rigorous development, thorough testing, and successful implementation, he has consistently delivered exceptional results.
Throughout his career, he has taken on multifaceted roles, from leading technical project management teams to owning solutions that drive operational excellence. His conscientious and proactive approach is unwavering, whether he is working independently or collaboratively within a team. His ability to connect with colleagues on a personal level underscores his commitment to fostering a harmonious and productive workplace environment.
Date: May 29, 2024
Tags: Information Security, ISO/IEC 27001, ISO/IEC 42001, Artificial Intelligence, GDPR
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Strategies for Effective Upskilling is a presentation by Chinwendu Peace in a Your Skill Boost Masterclass organisation by the Excellence Foundation for South Sudan on 08th and 09th June 2024 from 1 PM to 3 PM on each day.
This presentation includes basic of PCOS their pathology and treatment and also Ayurveda correlation of PCOS and Ayurvedic line of treatment mentioned in classics.
How to Fix the Import Error in the Odoo 17Celine George
An import error occurs when a program fails to import a module or library, disrupting its execution. In languages like Python, this issue arises when the specified module cannot be found or accessed, hindering the program's functionality. Resolving import errors is crucial for maintaining smooth software operation and uninterrupted development processes.
Main Java[All of the Base Concepts}.docxadhitya5119
This is part 1 of my Java Learning Journey. This Contains Custom methods, classes, constructors, packages, multithreading , try- catch block, finally block and more.
The simplified electron and muon model, Oscillating Spacetime: The Foundation...RitikBhardwaj56
Discover the Simplified Electron and Muon Model: A New Wave-Based Approach to Understanding Particles delves into a groundbreaking theory that presents electrons and muons as rotating soliton waves within oscillating spacetime. Geared towards students, researchers, and science buffs, this book breaks down complex ideas into simple explanations. It covers topics such as electron waves, temporal dynamics, and the implications of this model on particle physics. With clear illustrations and easy-to-follow explanations, readers will gain a new outlook on the universe's fundamental nature.
Exploiting Artificial Intelligence for Empowering Researchers and Faculty, In...Dr. Vinod Kumar Kanvaria
Exploiting Artificial Intelligence for Empowering Researchers and Faculty,
International FDP on Fundamentals of Research in Social Sciences
at Integral University, Lucknow, 06.06.2024
By Dr. Vinod Kumar Kanvaria
LAND USE LAND COVER AND NDVI OF MIRZAPUR DISTRICT, UPRAHUL
This Dissertation explores the particular circumstances of Mirzapur, a region located in the
core of India. Mirzapur, with its varied terrains and abundant biodiversity, offers an optimal
environment for investigating the changes in vegetation cover dynamics. Our study utilizes
advanced technologies such as GIS (Geographic Information Systems) and Remote sensing to
analyze the transformations that have taken place over the course of a decade.
The complex relationship between human activities and the environment has been the focus
of extensive research and worry. As the global community grapples with swift urbanization,
population expansion, and economic progress, the effects on natural ecosystems are becoming
more evident. A crucial element of this impact is the alteration of vegetation cover, which plays a
significant role in maintaining the ecological equilibrium of our planet.Land serves as the foundation for all human activities and provides the necessary materials for
these activities. As the most crucial natural resource, its utilization by humans results in different
'Land uses,' which are determined by both human activities and the physical characteristics of the
land.
The utilization of land is impacted by human needs and environmental factors. In countries
like India, rapid population growth and the emphasis on extensive resource exploitation can lead
to significant land degradation, adversely affecting the region's land cover.
Therefore, human intervention has significantly influenced land use patterns over many
centuries, evolving its structure over time and space. In the present era, these changes have
accelerated due to factors such as agriculture and urbanization. Information regarding land use and
cover is essential for various planning and management tasks related to the Earth's surface,
providing crucial environmental data for scientific, resource management, policy purposes, and
diverse human activities.
Accurate understanding of land use and cover is imperative for the development planning
of any area. Consequently, a wide range of professionals, including earth system scientists, land
and water managers, and urban planners, are interested in obtaining data on land use and cover
changes, conversion trends, and other related patterns. The spatial dimensions of land use and
cover support policymakers and scientists in making well-informed decisions, as alterations in
these patterns indicate shifts in economic and social conditions. Monitoring such changes with the
help of Advanced technologies like Remote Sensing and Geographic Information Systems is
crucial for coordinated efforts across different administrative levels. Advanced technologies like
Remote Sensing and Geographic Information Systems
9
Changes in vegetation cover refer to variations in the distribution, composition, and overall
structure of plant communities across different temporal and spatial scales. These changes can
occur natural.
it describes the bony anatomy including the femoral head , acetabulum, labrum . also discusses the capsule , ligaments . muscle that act on the hip joint and the range of motion are outlined. factors affecting hip joint stability and weight transmission through the joint are summarized.
2. 594 Samsudin Wahab et al. / Procedia - Social and Behavioral Sciences 224 (2016) 593 – 598
actions and leader behavior basis (Humphreys & Einstein, 2004). Hence, studying the leadership behavior is
important because it helps the leaders as well as the organisation to fully utilize the resources; this not only give a
resistance to change in the organisation but it can lead to be more efficient. The root of this study focused on the
three main leadership styles including the Transformational leadership, Transactional leadership, and Laissez-faire
leadership.
1.1. Academic leaders and roles
Today’s academic leaders must have varieties of leadership skills to be effective in an organisation (Thrash,
2009). Many literatures done by researchers showed that there are many components of effective leadership that can
take place in educational sector including the ability be to a role model for the followers, capability to lead a number
of faculty varieties, and to have a critical thinking skills (Haslam, 2004). It is important for the academic dean,
deputy of dean and head of department as a leader, to adapt to the appropriate leadership style that suits him or her
with the groups for which he or she is responsible for (Nunn, 2008).
Academic leaders are responsible as the chief academic officers of their divisions or faculties (Wood, 2004).
Nevertheless, the university’s hierarchy acts as the middle manager to play the role as the mediators between the
executive level administrations, the chairpersons, and the faculty of the respective universities (Rosser, Johnsrud, &
Heck, 2003). The main responsibility of the academic leaders is they must operate within the university system in
which it has numbers of characteristics to deal with and therefore, academic leaders must navigate the bureaucracies
of the university in order to successfully lead their divisions (Thrash, 2009).
However, the leadership style of academic leaders are varied and diverse due to the no formal professional
training provided who seek for this positions (McGregor, 2005) as well as no consistency in the job descriptions for
academic leaders which lead to further uncertainty about their roles and accountabilities (Jackson, 2004). Hence,
Gmelch (2004) agreed that academic leaders need to be taught leadership skills in order to decrease the
unprofessional nature of the leadership in the ranks of administrations. Further argued by Packard (2008), indicated
that one of the significant challenges faced by the many leaders today is in terms of their ability to adapt to a
constant global environment changing and at the same time to maintain the internal self -motivated of the
organisations. Therefore, the appropriate selection of leadership style adapted by academic leaders is important in
order to play a major role in the succession of the overall organizational performance of their academic units (Del
Favero, 2006).
1.2. Leadership styles and performance
In the literature, leadership has been recognized as a vital focus in the field of organizational behaviour in which
it is one of the dynamics effect during individual and organizational interactions (Obiwuru et a l., 2011). Leadership
undoubtedly has a major role in the outcome of any project in which all identified leadership styles have variable
outcomes under different situations (Khan et al., 2012). Fry (2003) explains that leadership plays a strategic tool to
motivate the staff to enhance their potential growth and development. On the other hand, organizational
performance refers to ability of an organisation to achieve certain objectives and goals such as good financial
results, high organisation profit, and produce high quality products by using effective strategies adopted (Koontz &
Donnell, 1993).
Under certain circumstances, transactional style of leadership lead to a successful work of the organisations even
though it does not give the followers as much right as transformational leadership does (Boseman, 2008) but it does
give the followers a sense of identity and job satisfaction. On the contrary, other studies suggested that
transformational leadership had a greater role to play regarding followers’ performance and creativity compared to
the transactionalleadership (Boerner, 2007).
Furthermore, the discussion on the relationship between leadership styles and performance has been discussed
often by the scholars. Many research done before showed the results that leadership styles have significant relation
with the organizational performance, in which different style of leadership can determine the relationship between
the leadership styles and the organizational performance either it may have positive correlation or negative
correlation (Wang, Shieh, & Tang, 2010). Sun (2002) compared the leadership styles and the organizational
3. 595Samsudin Wahab et al. / Procedia - Social and Behavioral Sciences 224 (2016) 593 – 598
performances have significant results where the findings showed that there is a positive correlation between
leadership styles and performance. Understanding the effects of the leadership on performance is important because
it is perceived as vital driving forces for improving a firm’s performance (Obiwuru et al., 2011).
As what can be observed from the related literature, it is evident that some scholars believe that leadership styles
enhance the performance of the organisation but some others contradict this. Thus, this study intended to re-examine
the proposed leadership styles by scholars in order to suit the appropriate leaders hip style by academic leaders in
Malaysian Public Universities setting within Klang Valley area.
1.2.1. Transformational leadership
Transformational theory suggests that effective leaders can generate and encourage an appropriate idea or image
of the organisations. They are more goals and vision oriented leaders who seek to achieve their desired intentions to
be fulfilled. According to Bryman (2007), the transformational leadership in the educational setting is more likely to
sustain the educational systemchange. In relation to the leadership styles within the higher education settings, many
academic leaders prefer transformational leadership (Lustik, 2008). The transformational leaders motivate their
followers to be fully aware the importance of their tasks outcomes and induce them to exceed their own self-interest
for the sake of the organisations by achieving their higher needs (Obiwuru et al., 2011). One of the main element s of
this type of leadership is transformational at its core which elevates both leaders and the followers (Thrash, 2009).
Avolio (2007) supports the theory that transformational leadership is morally inspiring, a quality that
differentiates it from other leadership styles. As the overall of this theory dictates that the leaders must have the
capability to response to the demands in any circumstances (Northouse, 2007). Particularly, leaders who operate
under this leadership must be aware oftheir environment surrounding, abilities of their employees, and to be flexible
in their leadership approach (Bledsoe, 2008).
1.2.2. Transactional leadership
Transaction literally mean “exchange” therefore, transaction leadership deals with the exchange between leader
and his followers (Paracha et al., 2012). In other words, transactional leadership as supported by Bass & Riggio
(2006) is based on the expected reward in return that will be received by the followers with their determinations,
productivity and trustworthiness. The objectives of the transactional leaders therefore are to ensure the path to goal
accomplishment is clearly understood by the followers, to remove potential barriers within the organisation, and to
motivate them to achieve the predetermined goals (House and Aditya, 1997). Obiwuru et al., (2011) in their study
point out that transactional leadership display both constructive and corrective behavior. Constructive behavior
involves contingent reward, and corrective measurements determined management by exceptions. Contingent
rewards comprise the clarifications of the work required to attain rewards and the use of the incentives and
contingent rewards to employ the influence.
1.2.3. Research framework
Fig. 1. Research framework.
Leadership Styles
Transformational
Transactional
Organizational Performance
Organisation Effectiveness
Prolong Quality Services
4. 596 Samsudin Wahab et al. / Procedia - Social and Behavioral Sciences 224 (2016) 593 – 598
2. Methodology
2.1. Research design
The study was conducted by using a descriptive correlation to measure the relationship between the leadership
styles and organizational performance. According to Sekaran (2006), correlation study was prescribed as the linear
relationship between two or more variables. Importantly, it was a vital and powerful technique to determine the
relationship whether the variables shared something common with each other. If they do have the relationship, then
the two are correlated with one another(Salkind, 2003).
2.2. Sampling frame
The list of faculties used for this study and to decide on the numbers of academic leaders to be selected as
respondents were obtained from each universities website domain. Five (5) public univers ities in Klang Valley area
were identified in order to obtain further information. The universities included:
1. Universiti Teknologi MARA (UiTM), comprises of UiTM Shah Alam, UiTM Puncak Alam and UiTM
Puncak Perdana.
2. Universiti Kebangsaan Malaysia (UKM)
3. Universiti Putra Malaysia (UPM)
4. Universiti Islam Antarabangsa Malaysia (UIAM)
5. Universiti Malaya (UM)
2.3. Population
According to Salkind (2003), population refers to a group of potential participants to whom you want to
generalize the results of the study. Thus, based on this study a selection of current academic leaders came from five
public universities located in Klang Valley area. The total number of academic leaders’ population was obtained via
the respective universities staff directories website. From the website, most of the university’s faculty comprised of
one dean, three deputies of dean and numbers of head of departments. Therefore, the population in this study was
419 respondents.
2.4. Sampling technique
For this study, the researcher used probability sampling which is stratified sampling technique since the
researcher focused on universities faculty in five (5) Malaysian Public Universities in Klang Valley Area. According
to Salkind (2003), stratified sampling refers to sampling which units of individuals are selected rather than
themselves. Based on Krejcie and Morgan (1970) table, the total population of this study was 419, thus, the
appropriate sample size in this study was 201.
3. Research Findings
Table 1, shows that (r = 0.335, n = 156, p < 0.01) there is a positive relationship, significant and medium
correlation between Transformational leadership and organizational performance among the academic leaders in
Malaysian Public Universities within Klang Valley area. Next, for Transactional Leadership and organizational
performance among the academic leaders shows that (r = 0.231, n = 156, p < 0.01) there is a positive relationship,
significant and small correlation. For Laissez-Faire Leadership shows that (r = 0.113, n = 156, p < 0.01) there is a
positive relationship, significant and high correlation between Laissez-Faire leadership and organizational
performance among the academic leaders in Malaysian Public Universities within Klang Valley area. Therefore, all
the null hypothesesare rejected and alternate hypothesis are accepted.
5. 597Samsudin Wahab et al. / Procedia - Social and Behavioral Sciences 224 (2016) 593 – 598
Table 1. Overall mean for Leadership styles and Organizational performance.
Statistics
Mean_Transform Mean_Transaction Mean_Laissez
Mean 4.3799 3.5805 3.6299
Std. Deviation .31049 .49031 .40246
Variance .096 .240 .162
Skewness -.446 .168 -.822
Std. Error of Skewness .195 .195 .195
Kurtosis .177 -.182 .877
Std. Error of Kurtosis .389 .389 .389
Range 1.67 2.60 2.00
Minimum 3.33 2.40 2.40
Maximum 5.00 5.00 4.40
Sum 674.50 551.40 559.00
Table 2. Relationship between Leadership Styles and Organizational Performances (n = 156).
Correlations
Total_Mean_Org_Performance
Mean_Transform
Pearson Correlation .335
Sig. (2-tailed) 0.00
N 156
Mean_Transaction
Pearson Correlation .231
Sig. (2-tailed) 0.04
N 156
4. Conclusion
The result fromthis study was consistent with the previous study by Egan, Sarros & Santore (1995) whereby they
articulated that transformational leadership style is more effective and preferred by leaders compared to other
leadership styles. Most of the academic leaders were perceived to apply the Transformational leadership style
because employees can easily share their knowledge among themselves when the organization used transformational
leadership style (Behery, 2008). The present study explored leadership styles practices of academic leaders in
Malaysian Public Universities within Klang Valley area. Further research is needed to understand the characteristics,
skills, and preparation needed for aspiring individuals seeking to move into the position of faculty leaders. The
following recommendations can provide additional insights into leadership styles of academic leaders for future
improvement. First, we should examine the existence and availability of professional development programs that
focus on deans, deputies’ dean, head of departments and administrators who wanted to transition into vacant faculty
academic leaders. Next, we should use a descriptive research design extensively to study perceptions of Malaysian
Public Universities’ academic staff at university’s faculties in order to determine the extent to which they are
satisfied with the leadership style of their academic leaders.
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