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A programme for the development of leadership style flexibility

- Wright, John Collin

  • 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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Effective transformational leadership behaviours for managing change.

- Vinger, G., Cilliers, F.V.N.

The association of selected Speex-battery indices with the constructs of the Multifactor Leadership Questionnaire.

- Sugreen, G., Schepers, J.M.

  • Authors: Sugreen, G. , Schepers, J.M.
  • Date: 2006
  • Subjects: SPEEX-battery , Leadership , Multifactor Leadership Questionnaire
  • Type: Article
  • Identifier: uj:6363 , http://hdl.handle.net/10210/1107
  • Description: The principal objective of the study was to determine the relationship between certain indices of the SPEEX-battery and the leadership dimensions of the MLQ. The SPEEX-battery was subjected to factor analysis and yielded six factors. The reliabilities of the composite scores calculated to represent each of the factors ranged from 0,712 to 0,925. The MLQ was also subjected to factor analysis and yielded three factors. A canonical correlation of 0,666 (p < 0, 000001) was obtained between the indices of the SPEEX-battery (IV’s) and the leadership dimensions of the MLQ (DV’s). The implications of the findings are discussed.
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The relationship between personality type and leadership focus.

- Sieff, G., Carstens, L.

  • Authors: Sieff, G. , Carstens, L.
  • Date: 2006
  • Subjects: Personality types , Leadership , Leadership focus questionnaire , Organisation types
  • Type: Article
  • Identifier: uj:5659 , http://hdl.handle.net/10210/2898
  • Description: Optimising focus is a key success driver for many organisation leaders. The relationship between personality type and leadership focus is examined. Personality type is assessed with Form M of the Myers-Briggs Type Indicator instrument, and leadership focus is explored through the development and application of a Leadership Focus Questionnaire. South African executives form the target population for this study. Both functionalist and interpretive approaches are applied. Three primary theoretical hypotheses about leadership focus, concerning (1) optimising the balance of focus between external and internal priorities, (2) the fit between the leadership personality type and the organisation type, and (3) the capacity to manage a multiple focus, are considered. Results show that Extraverted personality types are more comfortable with the challenges of focus in the leadership role than are Introverted types, and Extraverted, Sensing, Thinking and Judging types experience a greater degree of fit with their organisations than do Introverted, Intuitive, Feeling and Perceiving types.
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Enhancing service delivery in local government: the case of a district municipality.

- Pretorius, D., Schurink, W.J.

Leadership, character and its development: a qualitative exploration.

- De Braine, R., Verrier, D.

  • Authors: De Braine, R. , Verrier, D.
  • Date: 2007
  • Subjects: Character , Leadership , Development , Integrity , Virtues , Strengths
  • Type: Article
  • Identifier: uj:5649 , http://hdl.handle.net/10210/2888
  • Description: The purpose of this study was to explore (1) what organisational leaders consider to be character elements of leaders within the workplace, (2) what influences leaders’ character development, and (3) how an organisation can continue the process of character development. The literature review and findings revealed that leadership, integrity, industriousness, empathy, loyalty, optimism, fairness and compassion are the most sought after character elements within leaders in the workplace. Leadership and integrity were found to be the most supported character elements. The findings also indicate that work environmental factors, a person’s own efforts, and the daily experiences of work life contribute towards character development.
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The management of workforce diversity and implications for leadership at financial asset services

- Erasmus, L. J.

  • Authors: Erasmus, L. J.
  • Date: 2008-05-12T13:21:06Z
  • Subjects: Diversity in the workplace , Leadership , Banks and banking
  • Type: Thesis
  • Identifier: uj:7048 , http://hdl.handle.net/10210/356
  • Description: The Financial Asset Services Division, or FAS, is an integral part of Standard Corporate Investment Bank’s operations. FAS offers high net-worth companies services and products that can generate extra revenues. Diversity is a new dimension that needs to be managed within South African organisations. The contemporary manager might not be equipped to deal with the new and unique set of challenges that accompany diversity related issues. This work aims to provide managers a basis to explore the concept of diversity management by investigating different management theories. This is also the basis of questionnaires put to managers and employees to determine what factors and dimensions influence leadership roles. Having identified these dimensions and factors it is also investigated what implications there are for leadership. Identified problem areas are brought to the reader’s attention as well as recommendations based on sound diversity management principles. This will provide management with a basis from which to effectively manage diversity in the workplace at FAS. , T.F.J. Oosthuizen
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The changing environmental context and the relevancy of existing leadership models

- Groothof, Christien

  • Authors: Groothof, Christien
  • Date: 2008-05-14T08:03:52Z
  • Subjects: Leadership
  • Type: Thesis
  • Identifier: uj:6578 , http://hdl.handle.net/10210/380
  • Description: Owing to the shifts taking place in both the external and internal business environments, leaders today find it increasingly difficult to sustain a competitive edge in the marketplace. The South African financial services industry, within which the target organisations of this study fell, is also strongly affected by these trends. Some of these trends are increasing competition in a globalising world, the knowledgeable, globalised customer of today who demands lower cost, innovative and quality products or services which are personalised and individualised, which in turn requires cutting-edge knowledge and technology; the diverse knowledge worker and the virtual workplace and organisation of the future. The imperative to organisations in identifying and developing their leaders to drive the sustainability, the profitability and the overallcompetitiveness of their organisation have become major challenges of the 21st century. In the process of trying to make sense of the complex environmental context and the growing demands of the competitive business environment, the question as to whether the existing leadership models are still a relevant to the 21st century work environment came the fore. The purpose of the study thus was born out of trying to understand, to make sense of and anticipate the impact of the changing environmental context on leadership. The intention was to find an answer to the effects of this environmental context on existing leadership models and vice versa. , Prof. Theo H. Veldsman
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Change dynamics and related leadership competencies: leading people through change and uncertainty

- Von Eck, Claudelle

  • Authors: Von Eck, Claudelle
  • Date: 2008-06-24T13:18:27Z
  • Subjects: Organizational change management , Personnel management , Leadership
  • Type: Thesis
  • Identifier: uj:9817 , http://hdl.handle.net/10210/721
  • Description: Change is a topic of crucial concern to all organisations in the present turbulent business environment. Leaders are constantly faced with the challenge of determining whether environmental factors will exert pressure which may cause harm or change to the organisation. Some of the major challenges that accompany change include a) the constantly changing environment has created an unpredictable future as the marketplace has lost its predictability b) leaders that are not able to predict what type of change the organisation is going to be faced with c) the uncertainty around the outcome of change d) no clear relationship exists between the scale of the change and the scale of its impact within an organisation and e) the risk of failure. Therefore, in dealing with change the mindsets of the organisation’s leaders, regarding the complexity of change, are the most critical factor. In this context, the main topic expanded on in this study is that change in organisations requires leadership and leadership in turn requires certain competencies. Central to the concept of leadership and change is the leadership-followership relationship as leaders have to lead people through the change and the ensuing uncertainty. In order to do so successfully leaders need to have a set of competencies that enable them to lead people through change and uncertainty. The purpose of this study was to develop a framework containing a set of competencies required for the major change types. It compared the views of managers and employees, in the financial services sector, on the importance of those competencies as well as the degree to which managers display the competencies. Ten leaders participated in the qualitative phase of the study and 60 managers and 74 employees responded to the survey. The major outcomes of the study included the competency framework as well as the competencies where statistically significant differences between the managers’ and employees’ views on, a) the degree to which the managers display the competencies as well as b) the importance assigned to the competencies, were found. , Dr. Anton Verwey
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The validity of world class business criteria across developed and developing countries

- Parker, Andre John

  • Authors: Parker, Andre John
  • Date: 2008-06-26T08:57:19Z
  • Subjects: Organizational change , Industrial management , Business enterprises , Business planning , Leadership
  • Type: Thesis
  • Identifier: uj:9953 , http://hdl.handle.net/10210/734
  • Description: The impact of globalisation continues to divide economies around the world into fast and slow moving economies. The former are producing wealth at an exponential rate whilst the latter continue to lag in their wake. The pace of change and challenges of the 21st Century have left business organisations no choice but to attain levels of operational excellence and fitness to compete with their counterparts in a demanding boundaryless global arena. Irrespective of whether they are global or local, organisations ascending to world class have a ‘global mindset’ which means that they see the rest of the world as their benchmark. These organisations know that good is never good enough and that the glory of being ahead in the race is but a fleeting moment in time. The performance gap between South Africa, classified as a ‘slow’ Developing economy and that of ‘fast’ Developed economies continues to widen. Organisations in Developing countries like South Africa have been slow to embrace performance-enhancing Criteria practised in world class organisations, and where they have been embraced, the success rate has not been encouraging. The motivation for the study was to provide relevant guidelines to organisations in developing countries, in particular South Africa, towards the design and implementation of organisation interventions that will find traction and are sustainable to become world class - and in so doing, the variables making up the contextual backdrop which constrain or enhance an organisation’s pursuit of becoming world class would be assessed for relevancy and improved understanding. Furthermore the study would re-direct and re-channel the study of world class Criteria in driving high performance in Developing countries as being unique in need, combination and formulation. Authors on what constitutes this ‘global mindset’, with few exceptions, adopt the view that the world class Criteria that make good organisations great are the same around the world. The problem propositioned and addressed in this study is that what is understood and practised as performance-enhancing world class Criteria, may not apply equally and may not be equally successful in Developed and Developing countries respectively. Restated as a research question, The validity of world class business Criteria across Developed and Developing countries was re-formulated as follows: Firstly, how do world class Criteria which result in high performance in Developed countries differ from those applied in Developing countries? Secondly, what can organisations in Developed countries, in particular South Africa, learn from these differences to embrace best Practices that work and are sustainable for their respective environments? The research objective was to identify world class Criteria that are unique to Developing countries and to add value to organisations in Developing countries to ascend to world class by developing ‘road maps’ for continuous improvement that are valid within Developing country context. The direction of the research process and methodology was determined by the choice of the researcher between a quantitative, qualitative, or a combined qualitative-quantitative approach. Complete and objective data related to the research question within the research domain needed to be collected from individual participants in business organisations across the divide of countries and cultures. Uniformity and control of the data collection method were necessary to minimise the likelihood that different cultures within different business organisations within different country cultures could interpret the survey data differently. A uniform quantitative research approach which presented the same qualified statements in a consistent manner with a consistent response methodology was therefore chosen to ensure that all respondents were likely to understand the survey in the same way. The Proposition tested is that the Criteria for organisations to ascend to world class differ across the divide between Developed and Developing countries. The implications of this Proposition are that whilst there are world class Criteria that are universal across global boundaries, world class organisations in Developing countries, with particular reference to South Africa, have evolved their own set of world class Criteria that are unique to Developing countries. By ignoring the contextual backdrops within which Developed and Developing countries operate, appropriate learning for organisations in Developing countries to ascend to world class competitiveness is constrained. A web-based touchbutton survey questionnaire was designed for instant internet access to assigned and authorized respondents. Organisations considered world class in both Developed and Developing country context were approached to participate in the survey. Participants up to four reporting levels from the president/chief executive officer of the organisation were nominated by an appointed person in a participating organisation responsible for the survey. Email addresses provided by participating organisations were used to log participants on to the survey. Progress was monitored electronically on a daily basis. Since the survey design required that participants complete each part of the survey before proceeding to the next part, the possibility of incomplete data was eliminated. Data capturing took place in real time on a dedicated web site on an MS Office Excel spreadsheet as respondents responded on line. Five surveys completed on paper were fed manually into the data base. All data was therefore complete and ready for analysis at the time of closing the survey for further participation. The biographic data on individual respondents contained the following key features: 41% from 3rd reporting level in their organisations; 65% having more than 3 years’ experience in their organisations; 83% having been with their organisations for more than 3 years and 79.2% having a tertiary qualification. The qualifications and overall experience of the majority of respondents provided for a reasonable assumption that the sample could be relied on to provide well informed and therefore highly valid data. An overall individual response rate of 427 out of a possible 560 respondents was achieved, constituting a percentage response of 76.3%. Developed countries constituted 29% of the responses against 71% from Developing countries whilst organisation response ratio constituted 50 % (20) and 41% (14) respectively. The individual response rate from Developing countries was twice that of Developed countries. The response rate at organisation level presented a more balanced ratio of 59% Developed and 41% Developing country ratio. Organisations and respondents over Developed countries were well spread over several countries. Primary and secondary organisations were closely balanced within Developed and Developing countries respective responses. Countries surveyed were Belgium, France, Germany, Honduras, Hungary, Ireland; Italy, Namibia, Netherlands, Portugal, Russian Federation, South Africa, Spain, Sweden, Switzerland, United Kingdom and the USA. An equal number of 11 organisations from Developing and Developed countries respectively qualified for analysis. This amounted to 22 companies surveyed in all. In the exploratory part of the study the difference between Primary and Secondary sector organisations was found to be small and it was decided to abandon this distinction for any further analysis. An Exploratory Factor Analysis identified the relationships between the underlying Factors in their own right, ignoring the prior literature-based theoretical structure of 7 world-class Criteria with their related Practices. A Confirmatory Factor Analysis sought to confirm whether the extent to which the 7 world class Criteria and their related Practices as reported on in the literature review, and built into the survey instrument, actually did exist. Eighty-five point seven per cent of the Practices in the study could be confirmed in the literature reviewed, leaving 14.3% of the Practices unconfirmed. The implications of this finding are that not all world class Practices are applied consistently all the time by all organisations purported to be world class or who are ascending to becoming world class. Three Schools of Thought about the validity of world class Criteria over Developed and Developing countries emerged, each with its own set of implications and results. School of Thought One postulated that One size of world class criteria fits all, irrespective of Developed or Developing country context. However, no evidence could be found to support this ‘absolute’ School of Thought. Consequently this School of Thought had to be rejected. School of Thought Two postulates that Combinations of Criteria and their associated Practices are exclusive to Developed and Developing Countries In support of this postulate, two Exploratory Criteria (Performance and reward driven people and Customer-centric, shared vision driven leadership) and two Confirmatory Criteria (Ongoing stretch and future-driven strategising and An enabling and empowering people philosophy and practice) showed significant differences between Developed and Developing countries. In all instances of difference, the extent of practice in relation to each Criterion favoured Developed country organisations. The implication of this finding is twofold: Firstly, is that the School of Thought propagating that Combinations of Criteria and their associated Practices are exclusive to Developed and Developing Countries had to be accepted. Secondly, is that Developed Country organisations embrace the identified Criteria to a greater extent than their Developing country counterparts. This finding has a further implication in that it provides a notable explanation why organisations in Developed countries on the whole, outperform their counterparts in Developing countries. The practical significance of this implication has been built into a proposed empirically reconstituted world class model with ‘road maps’ for organisations in a Developing country like South Africa . Further to School of Thought Two, Extent of practice by importance revealed that the Practices: Leadership driving continual change; Core capabilities that enable business processes are built through ongoing learning; Innovative ideas born by working close to customers and suppliers are more important to Developing than Developing Countries: The implications of this evidence, and the reasons given, are that at practice level these three Practices are more important in Developing countries more as a matter of necessity and survival in a Developing Country context than groundbreaking forward-forging ways of doing business. , Prof. Theo H. Veldsman
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Leadership meta-competences for the future world of work: an explorative study in the retail industry

- Van der Merwe, Letitia

  • Authors: Van der Merwe, Letitia
  • Date: 2008-08-15T07:54:52Z
  • Subjects: Leadership , Retail trade in South Africa , Organizational change , Work environment
  • Type: Thesis
  • Identifier: uj:7856 , http://hdl.handle.net/10210/874
  • Description: To achieve this purpose a leadership meta-competence model, based on levels of work theory, was developed for the future world of work. This model was firstly validated by senior managers in the retail industry. Subsequently a questionnaire assessing the perceived importance of these competencies currently and in the future was designed. This questionnaire was completed by 101 managers from various South African retail industries. The resultant data was analysed and the results indicated that there is a significant difference between the perceived current and future definitions of the nature and work of business leaders, specifically Level II work behaviour will become less important in the future and Level III and IV work behaviour show increasing importance for the future business leader. The works of Ackoff (1994), Carpa (2003), Starbuck (2005) and Wheatley (1999) propose the rethinking of the manner in which organisations plan and execute work in the emerging future, while managers and leaders often ask why they should prepare for the future when it is impossible to know what to be prepared for (Rethinking corporate strategy, 2003:65)? Weingand (1995) argues that today’s speculations on the future have moved from the realm of fantasy or literary illusion into the pragmatic world of organisational need. Tomorrow needs to be explored in order to more fully understand the demands of today and the critical decisions that must be made for the future. Weingand (1995) further argues that it is no longer enough to wonder what the future might bring; it is necessary to critically assess potential future scenarios and incorporate well-considered forecasts into today’s planning. It can be argued from the above that even though the future is uncertain, organisations that study potential futures, share knowledge and encourage collective learning are more likely to survive the test of time. Peters (1992:483) supports this argument by suggesting that organisations do not only need to become “learning organisations”, but be able to innovate on a continuous basis. Organisations find themselves midstride between an old and new era, and have not yet found their way (Nicol in Parker, 1998:1). It is also evident that the changes surrounding organisations are not mere trends but the workings of large, unruly forces: globalisation and increased international competition (Kiggundu, 2002; Moon & Bonny, 2001), cross national strategic alliances and mergers, privatisation, outsourcing, information technology innovations, the increasing short term work contract (Cooper, 2005; Stewart, 1993) and changing work ethic and culture (Ulrich, Zenger, & Smallwood, 2003). These influences are leading to an increasingly chaotic and complex world of work (Cairnes, 2004; Hite, 1999 and Kraut & Kormann, 1999). , Dr. Anton M. Verwey
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Effective leadership considering emotional intelligence in a leadership environment.

- Pretorius, Natalie M., Oosthuizen, Theuns F. J.

  • Authors: Pretorius, Natalie M. , Oosthuizen, Theuns F. J.
  • Date: 2009
  • Subjects: Leadership , Emotional intelligence , Transformational leadership
  • Type: Article
  • Identifier: uj:6187 , ISBN 978-0-86970-661-9 , http://hdl.handle.net/10210/5264
  • Description: The primary objective is to establish whether a potential trend exists between effective leadership and emotional intelligence (EI). This research also investigates whether possible trends exist between leadership and emotional intelligence in terms of the leadership styles: transformational or transactional leadership. Insight is also gained into whether male or female student leaders practice either transformation or transactional leadership styles. The sample was identified as the student leaders at the University of Johannesburg's Auckland Park Kingsway campus. The sample ultimately included 123 respondents for all the committees in the institution, resulting in a very positive response rate for data analysis. The findings revealed that there was insufficient evidence to support the objective that specific trends exist between leadership effectiveness when considering emotional intelligence or whether emotional intelligences relates more strongly with a transformational or transactional leadership style. However relevant relationships between female respondents and the transformational leadership style could be established.
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A psycho-educational programme to facilitate the development of community leaders in an informal settlement

- Basson, Gert Johannes

  • 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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Executive coaching: a personal and professional leadership (PPL) perspective

- Verrier, Derek Robert

  • Authors: Verrier, Derek Robert
  • Date: 2009-04-21T12:48:41Z
  • Subjects: Executive coaching , Leadership
  • Type: Thesis
  • Identifier: uj:8304 , http://hdl.handle.net/10210/2433
  • Description: D.Phil. , There is an unprecedented crisis in the leadership of contemporary large-organizations. Real leadership is rare – that is, leadership which is effective and authentic, having the courage to serve others even under trying circumstances. Perhaps the prime reason for this is that management and leadership per sé, have never been professionalized, in that there is no definite body of theory and knowledge which leaders must understand and use. There are no entry requirements, expectations or professional standards. There is no continuing learning and no competence reviews. The evidence of this is overwhelming – at individual, relationship and team levels of the organization – but ultimately, it is apparent at the organizational level where culture and character exist, which, if research is correct, is the single biggest determinant in any organization’s success or failure. In the executive leader realm, things move at warp speed. Things are changing at such a dizzying rate, and there are so many stakeholders competing for the leader’s time and energy, that there is any wonder there are in fact any healthy, effective executives around. Unfortunately, many of them fall prey to the myriad challenges, dilemmas and struggles that confront them, and the result is an abundance of dysfunctional, distressed and impaired executives, the effects of which ripple throughout the company; as the Spanish saying goes, “Fish start to smell at the head.”
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Leadership cocoons: the hidden leadership potential of school non-achievers

- Sundelowitz, Errol

  • Authors: Sundelowitz, Errol
  • Date: 2009-04-30T09:27:55Z
  • Subjects: Leadership , Social psychology , Leadership in children
  • Type: Thesis
  • Identifier: http://ujcontent.uj.ac.za8080/10210/388818 , uj:8337 , http://hdl.handle.net/10210/2463
  • Description: D.Phil. , Not every person is a born leader. However, from an institutional point of view, those who do well in school stand out and are rewarded for excellence. Part of this reward is opportunities for leadership; in their school careers, at university and eventually in their professional or business careers. However, not every child manages to assemble all the elements that will enable their progress through a traditional meritocratic trajectory. Not every child (or every person) is ready for leadership at an early stage of their lives though ‘the system’ starts prepping future leaders early on in their training as productive adults. By developing the concept of Leadership Cocoons, this study is drawing attention to individuals who fall prey to the system who’s potential for leadership lies hidden in camouflage and is masked for leadership selection by generic norm generated criteria. Schools traditionally operate under a meritocratic system. Those children who fulfil systemic merit deserving criteria - whether these are in the area of scholastic/academic, sport or cultural activity – are selected as leaders within the school system. Furthermore, it is these children who stand the best chance to gain access to leadership positions once they have left school. They have the track record that organisations look at as first selection criteria when they are looking to appoint personnel to positions with an eye on promotion to leadership positions. The present study has used a qualitative methodology informed by the research paradigm of Cultural Psychology - as described by Cole (1996), Bruner (1996), Shweder (1991) and Wertsch (1998) – to focus on the leadership potential at schools that goes unnoticed, unacknowledged and un-nurtured. Cultural Psychology specifically focuses on identifying what is unique and individual rather than what is common (norm-based) and generic. By doing this, it opens up a wider spectrum of possibilities where equity of story and circumstance of individuals is honoured. In order to achieve the intended goal, the study has been strongly informed by the precepts Geertzian ‘thick description’ where evidence is drawn from a broad spectrum of research strategies.
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Leadership guidelines in transforming the public sector

- Mollo, Samuel Motlalepula

  • Authors: Mollo, Samuel Motlalepula
  • Date: 2009-05-19T06:52:13Z
  • Subjects: Leadership , Organizational change
  • Type: Thesis
  • Identifier: http://ujcontent.uj.ac.za8080/10210/371339 , uj:8388 , http://hdl.handle.net/10210/2553
  • Description: D.Phil. , The aim of this study was to develop a clearly defined theoretical concept for organisational change to facilitate effective change leadership within state-owned entities. A modernist qualitative methodology, with casing as research design and grounded theory as research strategy, was employed to develop the concept. Six employees of a state-owned entity were selected as research participants by means of purposive sampling. Their experience of change was explored with a view to developing the construct. Various data-collection methods were used, the principal ones being semi-structured interviews and participant observation. These yielded rich, descriptive data that was systematically analysed by utilising grounded theory methodology. On conclusion of the data analysis, the literature on the most current change constructs (theories and models) of organisational change was reviewed. The results of this review informed the member-checking phase, which was aimed at substantiating the newly developed construct. Although certain shortcomings emerged, the main aim of the study was achieved. The guidelines provided in the literature were followed to ensure a quality and trustworthy study. Thus the study should not only contribute to practical change management guidelines for the state-owned entities, but also deepen theoretical knowledge of organisational social change. Furthermore, the in-depth description of the application of grounded theory and my personal experience thereof should contribute to the application of this construct in other organisational settings. Recommendations for further studies conclude the dissertation.
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The role of strategic leadership in strategy implementation

- Fourie, Barend Jacob

  • Authors: Fourie, Barend Jacob
  • Date: 2010-02-23T10:18:30Z
  • Subjects: Strategic planning , Business planning , Leadership
  • Type: Thesis
  • Identifier: uj:6630 , http://hdl.handle.net/10210/3031
  • Description: D.Com. (Strategic Management) , A review of the literature reveals that strategy implementation is an important component of the strategic management process. In addition, it has been noted that there is a high failure rate in the implementation of strategy as a result of the existence of many potential barriers to the effective implementation of strategy. A lack of leadership – specifically strategic leadership – in the management structures of organisations has been identified as one of the possible barriers to the effective implementation of strategy. However, strategic leadership is also widely regarded as one of the key drivers of strategy implementation. In view of the fact that the role of strategic leadership in strategy implementation has been overlooked, the following research question was addressed: What is the perceived role of strategic leadership in the implementation of strategy in South African organisations? In the light of the identified problem and research question, the primary objective of this study was to investigate the perceived role of strategic leadership in the implementation of strategy in South African organisations. The thesis was that strategic leadership positively contribute to the effective implementation of strategy in South African organisations.
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Dealing with complexity: an exploratory study into a core leadership competency

- Van der Walt, Marthinus Stephanus Albertus

  • Authors: Van der Walt, Marthinus Stephanus Albertus
  • Date: 2010-02-23T10:23:42Z
  • Subjects: Leadership
  • Type: Thesis
  • Identifier: uj:6633 , http://hdl.handle.net/10210/3034
  • Description: D.Phil. , The purpose with this research is to identify the factors that influence the complexity of leadership and the manner in which leaders deal with such complexity. To achieve this purpose, the following objectives were pursued: • To identify the key drivers that increase complexity at organizational and individual level; • To develop a theoretical competency framework for leaders to deal with increased complexity; and • Given this framework, to identify the required leadership competencies for dealing with increased complexity. The literature review focused on identifying factors of complexity that impact on leadership. The identified factors were in turn verified in the qualitative phase of the research, during which interviews were conducted with ten stratum IV leaders of different business units in one organization. The results of the qualitative research were further explored with the aid of quantitative research on 15 business units in the organization. However, no statistical comparison was made between the business units due to the insufficient response from each business unit. The research results highlighted five factors that contribute to complexity, namely: (1) values and ethics; (2) the impact of technology; (3) diversity; (4) roles and processes pertaining to leadership; and (5) roles and processes pertaining to management. The results further indicated three competency groups that deal with complexity, namely intrapersonal, interpersonal and organizational competencies.
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Constructing a leadership model: derived from a South African business leader's life-story

- Beyleveld, Arnold

  • Authors: Beyleveld, Arnold
  • Date: 2010-02-23T10:28:35Z
  • Subjects: Leadership , Information technology , Information technology management , Organizational change management
  • Type: Thesis
  • Identifier: uj:6635 , http://hdl.handle.net/10210/3036
  • Description: D.Phil. , The aim of the study was to explore and understand the emerging leadership challenges in order to further enhance the development of leadership and management in the information technology industry in South Africa. A combined casing and life-story approach in this modernist qualitative research study was employed. Selective sampling, as described by Plummer (1983; 2001) as part of his critical humanistic approach, was employed to select the CEO, Mr X, from a particular South African information technology company. Data were obtained mainly from solicited sources, but also some that were unsolicited. This resulted in a life story containing rich descriptive data obtained at first hand from Mr X’s professional career and associated areas of his life. The life -story of this storyteller was organised manually as well as with the aid of ATLAS-Ti 5.0, a computer-based software package suitable for this type of study. The leadership landscape model of Veldsman (2004), a local expert in the area of leadership, together with key theoretical concepts found in the literature, were used to construct an enhanced leadership model. Appropriate qualitative guidelines were used to ensure a study that attends to both academic rigour and aesthetics. The resultant constructed leadership model offers important, if not unique, insights and findings regarding the leadership environment, individual psychosocial dynamics, competencies and capabilities, as well as leadership roles, modes, styles and processes that contribute to personal leadership effectiveness. The thesis illuminates and offers recommendations for a number of methodological and theoretical implications regarding local and global leadership studies, as well as for practice and policy regarding leadership and managerial development.
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Emotional intelligence and effective leadership in student leaders

- Pretorius, Natalie Michelle

  • Authors: Pretorius, Natalie Michelle
  • Date: 2010-03-25T06:43:54Z
  • Subjects: Leadership , Emotional intelligence
  • Type: Mini-Dissertation
  • Identifier: uj:6699 , http://hdl.handle.net/10210/3101
  • Description: M.Comm. , The general purpose of this study is to investigate and identify whether a potential trend exists between emotional intelligence (EI) and effective leadership. This research will further more assist in determining whether possible trends exist between emotional intelligence and leadership and whether these leaders can be distinguished from others by means of leadership styles. Thus two specific leadership styles are investigated being transformational or transactional. Given the research literature an expectation exists that a statistically significant difference will be found between leadership effectiveness and EI. Leadership effectiveness refers to either transformational or transactional leadership. Insight will also be gained into whether male or female student leaders practice either transformation or transactional leadership styles. The existence of EI is identifiable with the effective leadership style of transformational leadership more than a transactional leadership style. The sample was identified as the student leaders from 14 house committees as approved by the Dean of Students at the University of Johannesburg’s Auckland Park Kingsway campus. Approval to sample the current SRC members for the university was also obtained. The sample ultimately entailed 123 respondents (98.4%) of a possible 125 respondents from all the committees in the institution. Two measuring instruments were utilised for the purpose of the study and were set up to test emotional intelligence and leadership. The statistical procedures utilised in the analysis of the data included demographic distributions, factor analyses and t-test. The findings revealed that there was insufficient evidence to support the objective that specific trends exist between emotional intelligence and leadership effectiveness or whether EI relates more strongly with a transformational or transactional leadership style. There were however relevant relationships between female respondents and the transformational leadership style within the specific sample thus supporting a secondary objective of the study.
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