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'n Fasiliteringsfilosofie vir persoonlike en professionele leierskap

  • Authors: Dempsey, Minnette
  • Date: 2012-08-16
  • Subjects: Leadership , Education -- Philosophy
  • Type: Mini-Dissertation
  • Identifier: uj:9477 , http://hdl.handle.net/10210/5909
  • Description: M.Phil. , Research for this study was done within context of the field of Personal and Professional Leadership (PPL) and specifically focuses on the principles of successful PPL-facilitating. 'Personal and Professional Leadership (PPL) aims to raise the individual's awareness of and guide him/her towards a lifelong process that purposely focuses on personal growth and development. PPL also deals with mastering the self, personal freedom of choice, greater self-knowledge and obtaining a balance in terms of the spiritual, emotional, intellectual, physical, social and financial dimensions of life. Harmony between external success and inner-happiness, a feeling of contentment, emotional stability and maturity, creativity and an exciting lifestyle are all needs of modern man which have led to the creation of PPL. Successful transfer of the PPLcontent and the skills to meet these needs is the defining characteristic of this field of study. The role of facilitator resembles that of a leader. Leadership implies the successful influencing of people and a PPL-facilitator would therefore have to be skilled in this fine art. But which principles are valid for effective influencing?
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'n Ontleding van enkele ondernemingskomponente nodig vir strategie-implementering

  • Authors: Van Stryp, Gisela Christine
  • Date: 2012-08-16
  • Subjects: Strategic planning , Leadership , Corporate culture , Organizational change
  • Type: Thesis
  • Identifier: uj:9561 , http://hdl.handle.net/10210/5986
  • Description: M.Comm. , The environment in which a South African business operates are distinguished by change. Businesses must on a continuous basis adopt to the demands of change in their environment. This study focus on the unseen or invisible components of a business, such as the structure, culture, leadership and human resource compliment, which enable the business to implement the formalised strategy, which in turn assist the business in adopting to the change in environment. Chapter two contains a short summary of strategy formulation and implementation. As soon as the strategy has been formalised and implementation of strategy must take place, the emphasised is moved to the unseen components of business. From Chapter three to six a iscussion on the resources required to support and manage the implementation of strategy, follows. In these chapters the following is raised: the structure that is required to ensure that strategy objectives are achieved; the required leadership, with emphasis on the role of leaders vs managers in a business; the relationship of strategy and culture; and the optimal composition of the human resource complement to ensure the implementation of the strategy. A summary of the recommendations of the study are the following: develop a suitable structure to support the strategy of business and tend to move to flatter organisational structures; obtain and develop leaders in the business; build and encourage a strong corporate culture; and Top Management must ensure and commit them to obtain the required human resource compliment in the business. In conclusion a recipe to the successful implementation of a strategy "Be customer focused and get the basis right.
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'n Persoonlike en professionele leierskapsperspektief op die skep en handhawing van lewensbalans

  • Authors: Henning, Wanda
  • Date: 2012-02-06
  • Subjects: Leadership , Self-evaluation
  • Type: Thesis
  • Identifier: uj:1990 , http://hdl.handle.net/10210/4345
  • Description: M.Phil. , The purpose of this study was to investigate a problem that people experience increasingly nowadays, namely to experience life balance, from a Personal and Professional Leadership perspective. Attention was given to the concept "life balance" by describing and explaining the term, as well as to the various life dimensions in which man functions. The possible contribution of Personal and Professional Leadership in the establishment and maintenance of life balance was also analysed and described. In this study on the establishment and maintenance of life balance, the research strategy used was descriptive, i.e. a generalising motive was used. The primary research methods used in the study included word analysis, concept analysis and a literature study. A word and concept analysis of the word "life balance" was undertaken, while a literature study was conducted to investigate current data documented on the subject of life balance. The various life dimensions in which man operates, as well as the potential contribution of Personal and Professional Leadership in the establishment and maintenance of life balance, were described. The most important findings of the study are as follows: • People are tired of their hectic lives and long for a balanced, harmonious life. • People often feel torn between the obligations of a job, family, friends, the community and their own personal needs. • People strive towards balance. This implies a higher quality of life- a life in which they have more time for themselves and their relationships, as well as more time to invest in their emotional, physical and spiritual well-being. vii • Man functions within different life dimensions, which can mainly be categorised in the physical, social, spiritual, intellectual, emotional and financial dimensions. • Personal Leadership requires the individual to accept responsibility for his own life and the choices he makes, to know who he is, where he stands with himself, where he wants to be and how to get there. • The realisation of a balanced life requires of the individual some "selfawareness" - he should be aware of any indication of imbalance in any of his life dimensions, of what he sees as a balanced life and how he can accomplish such a life. • In order to establish and maintain life balance in all the different life dimensions in which a person functions, it is essential that the person should know exactly who he is, where he stands with himself, what he wants to do most, where he wants to be in his life and how to get there. • Steps that the individual can take to maintain better balance within all his life dimensions, include, amongst others, a process of value clarification, a personal mission statement, adhering to a set of objectives for specific life dimensions and continuous evaluation of his progress. From the study, it can be concluded that Personal and Professional Leadership can definitely contribute to the establishment and maintenance of life balance. Not only does the individual have a choice, but also a definite responsibility towards himself to experience real balance in life.
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'n Persoonlike leierskapsperspektief op die gebrek aan selfbewussyn by die hedendaagse vrou

  • Authors: Venter, Anchen
  • Date: 2012-09-07
  • Subjects: Leadership , Theory of self-knowledge , Women - Psychology , Women - Identity
  • Type: Mini-Dissertation
  • Identifier: http://ujcontent.uj.ac.za8080/10210/388466 , uj:9746 , http://hdl.handle.net/10210/7155
  • Description: M.Phil. , Women today find themselves in a dilemma due to a conflict in role expectations. The purpose of this study is to investigate this dilemma, as well as the role of selfawareness, values and personal leadership in this regard. The main objective is to clearly define the concept self-awareness and what it entails for women today, and secondly to investigate the role of value-clarification in this regard. Finally, the focus of this study is on the contribution that personal leadership can make to the development of self-awareness of women today. The focus of this study is the middle-class, married or single woman with children who has a full-time or parttime job. The research methodology of this study entails a descriptive study. Research methods include a word and concept analysis to clarify concepts central to the title of the study. A literature study was conducted to clarify self-awareness as it manifests in the everyday lives of women today. Self-awareness can be described as a woman's inner contact with herself, which reflects her deepest values, motives and attitudes in all dimensions of life. According to this study, self-awareness is the all-encompassing term that includes self-concept, self-acceptance, self-efficacy, self-estimation and self-control. Each and every woman should know who she really is. This implies that a woman should be fully aware of her values in life, i.e. what really matters to her. It is therefore important that she engages herself in a process of value-clarification in order to align her daily activities according to these values. This study also focused on the role which personal leadership can play in establishing better self-awareness. Personal leadership is described as a principleand character-based approach to assist women to achieve a greater sense of selfawareness. Personal leadership can be described as a process of coaching a person towards a better understanding of who she is and where she currently finds herself in life, as well as where she comes from and in what direction she wants to go. This process can assist women to develop a greater sense of self-awareness and serve as a constant reminder of those aspects that are really most important in life. Through personal leadership she will find her true values, and obtain in-depth knowledge of herself, her motives and driving forces in life. She will know what she aims to achieve, and what she would like to be remembered for. Greater selfawareness will also serve as a compass for living more effectively. This woman will experience less inner conflict, organize her daily activities better and in this process will become that which she truly strives to be.
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'n Positiewe ingesteldheid as voorwaarde vir persoonlike leierskap

  • Authors: Hepburn, Amelia
  • Date: 2012-08-08
  • Subjects: Leadership , Positivism , Self-management (Psychology)
  • Type: Thesis
  • Identifier: uj:8971 , http://hdl.handle.net/10210/5441
  • Description: (M.Phil.) , Disposition or attitude, is the small something that can make a big difference (Haverlock, 1999:1). It is alleged that a positive attitude to life has positive results and positive results in turn lead to happiness and success. According to Jampolsky and Cirincione (1994:57,75) a negative attitude has a direct influence on a person's health and interpersonal relationships. Diseases such as migraine, diabetes, coronary disease and even cancer often relate to a person's attitude to life (Jampolsky & Cirincione, 1994:59-60). The problem investigated by this research was why people exhibit a positive or negative attitude and how a person can exercise control over his or her own life from a personal leadership perspective. The objective of the investigation was to conduct a descriptive study of the relationship between attitude or disposition and personal leadership...
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A case study on the development of an organisational development model for a South African financial institution

A collage for reflection : the changing faces of nursing leadership

  • Authors: Jooste, Karien
  • Date: 2011-11-23
  • Subjects: Nursing leadership , Leadership
  • Type: Inaugural
  • Identifier: uj:15231 , http://hdl.handle.net/10210/4065
  • Description: Inaugural lecture--Nursing Department, University of Johannesburg, 15 June 2011 , Different leadership faces need to evolve in order to progress from an individualistically focused towards a socially responsive leadership style. Nurse leaders need to reflect on the application of their leadership approaches in their different sectors. These sectors are vastly diverse in character, governance and magnitude; are faced with competing needs and expectations from a multitude of stakeholders and followers; and they also vary in the scope of tasks. The expectations in the SA healthcare environment highlight demands for nurses to exemplify a clear vision. The most recent vision for nursing had been quantified at the Nursing Summit during April 2011: “Reconstruction and revitalising the nursing profession”. This vision embraces the quest of changing the current “face” of nursing leadership. Leadership deals with finding the balance between power, authority and influence during a particular set of circumstances. The face of individualistic, inaugurated leadership refers to distinctly established leadership that focuses on self-reflection, reflection leadership, reflective practice and hostmanship. Reflective leadership is a way of approaching leadership tasks and leading one's own life with foresight and personal mastery. Self-leadership refers to the ways in which people influence themselves to continuously improve their knowledge, skills, acumen, self-motivation and self-direction. These qualities are needed to behave in desirable ways. When service and thoughtfulness are abundantly applied, hostmanship gets amplified by the leader’s desire to achieve, to be proactive, and to seize the opportunity to influence other people. Servant leadership becomes the mirror that magnifies the face of collective leadership while the face of individual inaugurated leadership fades into distant memory. Assemblage leadership refers to the face of shared, collective and relational leadership. There is a growing recognition of the need for individual leaders to embrace the unleashing of collective leadership capacity and to understand diversity. It is vitally important for establishing a shared purpose and vision, as well as for creating relational capacity to effectively coordinate actions. The leadership face of systems reflection; by means of super, ethical and quantum leadership; allows the leader to be certain about the importance of integrated systems in order to support what the leader is planning to accomplish and to understand the interdependencies of such systems. Lastly, nursing should focus on socially responsive leadership by giving deliberate direction with the intent of benefiting everyone in society.
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A comparative study of leadership, strategic direction and reward on employment perfomance

  • Authors: Gopal, D. M. S
  • Date: 2016
  • Subjects: Leadership , Performance - Evaluation , Performance - Management , Employee motivation , Employees - Rating of , Compensation management , Incentives in industry , Incentive awards
  • Language: English
  • Type: Masters (Thesis)
  • Identifier: http://hdl.handle.net/10210/82434 , uj:18957
  • Description: Abstraction: The consensus from leadership is that for a business to perform there is a need for quality employees. Besides being capable of doing their job well, employees also have to be flexible and capable of adapting to a constantly changing and evolving competitive environment. One of the key tasks of leadership is performance management and this involves many roles which include leading by example, being a compelling and effective communicator as well as being able to partner up and collaborate as stated by Blunt and Jones (1992). The need for staff to perform at their peak consistently is no longer negotiable and the need to retain exceptional performing staff in the financial services sector is of utmost importance (Arnold & Boshoff, 2000). Financial rewards, both variable and fixed, Short Term Incentive Plans (STIP’s) and Long Term Incentive Plans (LTIP’s) are reward schemes used by leadership in the financial services sector with the assumption that it is beneficial to employers (PricewaterhouseCoopers, 2012). This research studied the relationship between employee performance, immediate leadership; strategic direction and reward. The research approach was quantitative in nature using secondary raw data. Statistically analysis was performed using descriptive statistics, Confirmatory factor... , M.Phil.
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A design option for optimising knowledge worker expertise

  • Authors: Ramsey, Mark Allan
  • Date: 2010-11-09T06:34:37Z
  • Subjects: Knowledge workers , Knowledge management , Organizational effectiveness , Leadership
  • Type: Thesis
  • Identifier: uj:6962 , http://hdl.handle.net/10210/3470
  • Description: D.Phil. , The success of an organisation depends on the mental capability of a comparatively small number of highly proficient knowledge workers who innovate and clarify the business processes others must act on (Zemke, 2004). Many organisations utilise knowledge worker expertise to create a competitive advantage, but this expertise is not incorporated into the business processes and routine operations of the organisation. Organisational design does not create the conditions under which an organisation can optimise knowledge worker expertise (Grant, 1996). As a consequence, when the knowledge worker leaves the organisation, the knowledge created is lost and the competitive advantage is not sustainable. One of the foremost objectives of an organisation must be to optimise knowledge worker expertise to produce new products, services or ways of working for sustaining competitive advantage (Gold, Malhotra & Segards, 2001). Organisational design continues to be seen as the process of assembling and fine-tuning an organisation’s structure to achieve its goal. Much has been written about knowledge, knowledge management, the knowledge-based organisation and the knowledge worker. However, current organisational design methodologies do not place emphasis on the optimisation of knowledge worker expertise (Grant, 1996). For knowledge workers to contribute sufficiently to the production of new products, services or ways of working, consideration must be given to their motivation. Despite all our achievements in technology and product improvements, knowledge workers are not thriving in the organisations they work for because organisations are not clear about where knowledge workers fit and how their contribution is valued. Covey (2004) asserts that managers are still applying the Industrial Age control model to knowledge workers. For an organisation to succeed in the new economy, knowledge workers must be intrinsically motivated so that they can reach new heights of fulfilment (Covey, 2004).
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A potential missing link in our current understanding of motivation : a personal and professional leadership perspective

  • Authors: Ninow, Liezl
  • Date: 2012-09-05
  • Subjects: Leadership , Adult education , Employee motivation
  • Type: Mini-Dissertation
  • Identifier: uj:3565 , http://hdl.handle.net/10210/6949
  • Description: M.Phil. , The problem of creating a motivated workforce continues to bedevil managers, leaders and human resource professionals, notwithstanding their knowledge of various motivation theories. A further complication is the changing business scenario and increasing need to develop and maintain a competitive advantage to ensure profitability. In the new global marketplace, the ability to motivate ones employees is consequently becoming a business necessity instead of merely a business advantage. In light of this problem, the specific research problem of this essay centred on two questions, namely: What does the current motivational paradigm look like? What, if any, could be a missing link as far as our current understanding of motivation is concerned, which could aid us in the attempt to address the problem of employee motivation? The study subsequently aimed to describe the characteristics of the current motivational paradigm, in an attempt identify and disclose a potential missing link in our current understanding of motivation. In order to meet this objective, the researcher followed a descriptive strategy and conducted an extensive literature review, making use of word, concept and phenomenological analysis in the process. In attempting to show that our current understanding of motivation might contain a potential blind spot, the research has been done from a Personal and Professional Leadership perspective. This perspective inter-alia contends that our paradigms are the foundations on which we base our beliefs, and that we will only meet needs (whether ones own, others' or that of the organisation), when these beliefs are in line with reality, thereby reflecting things as they really are.
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A programme for the development of leadership style flexibility

  • Authors: Wright, John Collin
  • Date: 1986
  • Subjects: Leadership
  • Language: English
  • Type: Masters Thesis
  • Identifier: http://hdl.handle.net/10210/22389 , uj:16195
  • Description: Abstract: The aim of this study was to develop leadership skills in middle managers through an intervention design for such purposes. The purpose of the investigation was to evaluate the intervention against six selected criteria in order to determine the degree to which it led to an increase in the leadership effectiveness of a group of middle managers. The evaluative study employed a Control Group Pre-!est/PostTest Design which allowed for the allocation through randomization of 54 subjects (a natural group) to two equal groups (one experimental and one control). Statistical control in the form of ANCOVA was administered \vhich led to a comparison of the post-measurements of the experimenta 1 group with that of the control group with the effects of the pre-measures removed. The Wilcoxon Matched-pairs Signed-Ranks Test was further used to reveal the direction of movement within each group on the respective variables. The research findings revealed a significant difference between the experimental and control groups on the following variables: (a) Style flexibility significantly increased in the experimenta 1 group pre to post in the absence of such change in the control group. (b) Task orientation showed a decline in the experimental group pre to post which was not present in the contra l group... , M.Com. (Industrial Psychology)
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A psycho-educational programme for the facilitation of the mental health of musicians doing voluntary work in a community

  • Authors: Heystek, Johan Roza
  • Date: 2012-01-24
  • Subjects: Musicians , Voluntarism , Leadership , Maturation (Psychology) , Musicians' mental health
  • Type: Mini-Dissertation
  • Identifier: uj:1936 , http://hdl.handle.net/10210/4296
  • Description: M.Ed. , In South Africa many opportunities are emerging for international conferences which are at international standards. Therefore all the facets concerning these conferences are expected to be at the same level. As South Africa is a developing country with limited resources, increased responsibility is placed on the shoulders of organisers and leaders to involve professional people who would be willing to deliver their services on a voluntary basis to help keep costs low. This could furthermore enable more delegates to attend the conference at minimal cost. In Fepruary 2002 such an international leadership conference was held in South Africa by the Willow Creek Association. Everybody involved in organising and presenting this conference was requested to do it on a voluntary basis. A music team was essential for this conference as music played a major part in the overall feel of the conference. A music leader was asked to put together and lead a team of professional voluntary musicians for the purpose of this conference. The researcher wondered what the specific needs or issues would be for these voluntary professional musicians during such a project. This conference provided the ideal opportunity for this specific study. In his preparations for the conference the researcher experienced a great need for available programmes that could assist leaders in leading voluntary professional musicians during an international conference. The goal of this study was to explore and describe the lived leadership experience of voluntary professional musicians performing at an international conference. Based on the results and data of this research, the aim was to describe guidelines for leaders and programme developers in order to optimise their leading of the musicians, developing them, not only musically but by improving their relationship skills and self-image determining their future perspective. A qualitative, explorative, descriptive and contextual research design was used for this study. In-depth semi-structured phenomenological interviews were conducted with all five voluntary professional musicians who met the sample criteria. To ensure trustworthiness, the researcher made use of Guba's (DeVos, 1998 : 348- 352) method. Data analysis was done according to Tesch's (De Vas, 1998 : 343 - 352) method. The results of the study showed a striking paradox where leadership issues, which were experienced as positive by some musicians, were experienced negatively by the other musicians. In reviewing the interview transcriptions where musicians expressed their different experiences of the leader's leadership during the programme that was implemented, it emerged that they were happy about a number of issues and unhappy about some other issues.
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A psycho-educational programme to facilitate the development of community leaders in an informal settlement

  • Authors: Basson, Gert Johannes
  • Date: 2009-03-31T09:21:21Z
  • Subjects: Leadership , Community leadership
  • Type: Thesis
  • Identifier: uj:8234 , http://hdl.handle.net/10210/2346
  • Description: D.Ed. , Communities in any given society are made up of individuals. As individuals are different and unique, so are communities unique in character. Different leaders play different roles in communities and have obtained leadership responsibilities in a variety of ways. Leaders act as leaders because they are appointed by a structure or system like the government. Other leaders act as leaders, because the people just ‘see’ them as their leaders or they are “self-appointed” leaders. The question that arises is what is the role of leaders in a given community? To what extent are they responsible of leading towards and creating a better future? What are the expectations of the community from the leaders whom they have appointed or who act as self-appointed leaders? How does the community experience the ‘leadership’ of their leader? How do the leaders experience their leadership responsibilities? The aim of this study was the description, implementation and evaluation of a psycho-educational programme to facilitate the development of community leaders within an informal settlement (Zandspruit). From a methodological point of view a qualitative research design was utilized to make the purpose of the study a reality. Phenomenological research was conducted whereby leaders from the community of Zandspruit were interviewed by asking them an open-ended question, namely: how is it for you to be a leader xii in this community? The results and data were analysed by open coding and the themes and categories were identified. A literature control was done and a programme was designed based on the research findings. The research indicated that leaders lead with feelings of “incapable of leading” their community. The leaders are preoccupied with their lack of leadership or facilitation skills related to the complexity, expectations, perceptions and challenges of this community. In general, the research has shown that leaders don’t feel they know ‘how’ to lead their community. It also surfaced in this research that this specific community is complex. Although every community are facing challenges to overcome, it seems that in this community the leadership challenges and “stakes” are even higher. Subsequently a leadership development programme was developed. The programme was developed out of themes and categories from the research findings. The intent was to ‘invite’ leaders to embark on a lifelong journey of growth and development. Secondly the programme has the intention to equip leaders in order to become ‘leader of leaders’. The programme was implemented, evaluated and adjusted according to the recommendations and findings. xiii The research therefore puts a leadership development programme in place that will facilitate the development of community leaders within an informal settlement. The intention and hope is that the programme will enhance the personal development of leaders, as well as skills needed in this specific context, that will eventually contribute towards their mental health and wholeness.
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A qualitative study of leaders’ work identity in outsourced projects

  • Authors: Lategan, Liesel
  • Date: 2018
  • Subjects: Information technology - Contracting out , Information technology - Management , Project management , Leadership
  • Language: English
  • Type: Masters (Thesis)
  • Identifier: http://hdl.handle.net/10210/293611 , uj:31928
  • Description: Abstract: Orientation The study explored the experiences of ten information technology (IT) project- and programme managers who led outsource projects. It explains the complex nature of outsourcing and requirements in leading inter-organisational teams. Implementation of these outsource projects is often concluded with varying degrees of success, and poor results lead to loss of income, reputation, and intellectual property, which impact people’s work identity. The study focused on the roles these leaders have to fulfil, what motivates them, and personal attributes required to deliver successful outcomes. Finally, the strategies and competencies the project- and programme managers developed to form and maintain their work identity are also discussed. Research purpose The purpose of the study was to explore the work identity of leaders working in complex inter-organisational structures through outsource arrangements. Motivation for the study The study was motivated by my own experiences as an IT project- and programme manager leading outsource teams. More specifically, I wanted to explore my observation of leaders having various levels of success in delivering projects. In addition, I was curious about how they managed themselves and what motivated them. Lastly, I wanted to know how they managed team viability within a complex inter-organisational team, creating an environment where team members wanted to work together on future projects. Research design A qualitative grounded theory research design was employed. Convenience- and snowball sampling were used in selecting ten research participants. Data was collected, first, by conducting interviews asking open-ended questions, followed by semi-structured interviews to clarify the participants’ everyday experiences. Finally, the interviews were transcribed and, with the aid of computerised qualitative data analysis software (ATLAS.ti), thematic data analysis was undertaken. Research findings The findings identified seven themes related to leaders building and maintaining their work identities. This informed a conceptual model of leaders’ work identity within an... , M.Phil. (Personal and Professional Leadership)
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A review on the impact of leadership in healthcare : South African context

A spiritual model for personal leadership

  • Authors: Lightbody, Colleen Anne
  • Date: 2019
  • Subjects: Leadership , Leadership - Religious aspects , Christian leadership
  • Language: English
  • Type: Doctoral (Thesis)
  • Identifier: http://hdl.handle.net/10210/295929 , uj:32234
  • Description: Abstract: Orientation In this study I aimed to share and develop mindfulness as a philosophy and a practice by combining narrative and theory to produce a practical mindfulness model that would support a spiritual approach to personal leadership. Relevance and significance of the study This study was an exploration and operationalisation of mindfulness. As mindfulness is a complex construct, the research aimed to integrate a broad range of mindfulness interpretations which was further deepened through an evocative autoethnographic lens. The spiritual dimension of leadership was, thus, addressed with an innovative model supporting mindfulness practices and ideas. I first engaged with the concept of mindfulness in 2010 as I began my journey of transformation and I have studied and taught extensively in this field. Ever since, I have been entranced by the concept and this research reflected my growing engagement with mindfulness and personal development. Research question The research questions that framed the study sought to establish how mindfulness may be explored through an evocative narrative and the integration of definitions to develop a model for spiritual leadership. Research approach This research used a qualitative, postmodernist research approach to develop a spiritual model. This unconventional qualitative methodology allowed me to blend an evocative and analytical approach to my life’s journey. I revealed the wisdom and knowledge I gained coping with traumatic events that transformed me from a ‘worrier’ to a ‘warrior’ of the mind, terms I use that have come to define the work I do. Combining first-order constructs derived from the narrative, together with abstract constructs of... , Ph.D.
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A theoretical perspective on the difference between leadership and management

A theoretical study on leadership theory categories in the construction industry

Advocate Thuli Madonsela : a leadership perspective

  • Authors: Maclean, Abraham Monwabisi
  • Date: 2019
  • Subjects: Madonsela, Thuli , Leadership , Values , Social justice
  • Language: English
  • Type: Masters (Thesis)
  • Identifier: http://hdl.handle.net/10210/421721 , uj:35958
  • Description: Abstract: Research objective: The study’s overall research objective was to explore the leadership of an individual who exhibits values-based leadership in confronting social injustices in the South African civil service and, to gain insight into the values-based leadership of Advocate Madonsela. Motivation for the study: The researcher sought to extend our understanding of values-based leadership and its development by addressing a real-life example of an individual who demonstrated highly exemplary values-based leadership in a sociopolitical context. The context at play is not only ethically corrosive, but where rampant fear and untold levels of anxiety and conformity to authority thrive (Atkinson, 2007), with individuals too afraid to challenge the unethical behaviour of their colleagues or leaders. How has Madonsela managed to confront conflict situations, overcome risks and become an agent for change? Research design: The researcher employed a qualitative methodology and constructivist paradigm as research design. Purposeful sampling was employed in finding a storyteller as well as nine additional interview participants for triangulation. The researcher used a case study as a research strategy with life history and semistructured interviews as the data collection method. Data was analysed using a content-analysis method. Main findings: The study yielded a life history with rich and varied descriptions of how values-based leadership was cultivated and sustained. An analysis of the collected data revealed themes that can further inform values-based leadership mastery. Practical implications: This study’s findings illustrate the need to foster values in the enactment and transmission of leadership in organisations and society, where leaders become role models and act on what they say, as well as behave in accordance with their personal values... , M.Phil. (Personal and Professional Leadership)
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An investigation of leadership characteristics of project and construction managers in the South African construction industry

  • Authors: Liphadzi, Murendeni , Aigbavboa, Clinton , Thwala, Wellington Didibhuku
  • Date: 2015
  • Subjects: Construction industry , Construction managers , Leadership
  • Language: English
  • Type: Conference proceedings
  • Identifier: http://hdl.handle.net/${Handle} , uj:18432 , Citation: Liphadzi, M., Aigbavboa, C. & Thwala, W. 2015. An investigation of leadership characteristics of project and construction managers in the South African construction industry.
  • Description: Abstract: The construction industry is different from other industries due to its unique characteristics. Moreover, construction projects involve different individuals and organizations which are all gathered to achieve a specific task at a specific time. However, South African construction projects sometimes face challenges relating to quality and cost overruns. This challenges can also be attributed to ineffective leadership in the South African construction industry. Therefore, it is important to evaluate leadership in the South African construction industry. Effective leadership can improve construction productivity, where its outcomes include effectiveness, satisfaction, and project success. The main objective of the study is to identify leading characteristics of construction and project managers in the South African construction industry which influence the success of construction projects. The data used in this research were derived from both primary and secondary sources. The secondary data was collected via a detailed review of related literature. The primary data was collected through a well structured questionnaire aimed at 150 projects and construction managers in the South African construction industry, 110 questionnaires were received (73% response rate). Data was analysis using statkon SPSS software, whereby frequecises and descriptive was attained. Findings from the study indicate that the main leading characteristics which influence the success of construction projects include monitoring for results, problem solving and informed judgment, team building, initiative, influencing, communication, visioning, planning and goal setting, time management, sense of responsibility, empowerment, discipline, ethics, positive expectations, conceptualization, and conflict resolution. Based on the outcomes of this study it is clear that leadership characteristics of a project and construction manager are important, to establish success from a construction project.
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