Effective transformational leadership behaviours for managing change.
- Vinger, G., Cilliers, F.V.N.
- Authors: Vinger, G. , Cilliers, F.V.N.
- Date: 2006
- Subjects: Leadership , Higher Education institution , Transformational leadership , Transformational leaders , Multifactor leadership questionnaire
- Type: Article
- Identifier: http://ujcontent.uj.ac.za8080/10210/378073 , uj:5660 , http://hdl.handle.net/10210/2904
- Description: The South African higher education (HE) sector has been criticised for an apparent lack of leadership, calling into question the leaders’ ability to manage change as a result of the recent mergers of HE institutions. The aim of this present research was to establish the frequency of exhibition of transformational leadership and its behaviours and its level in this sector, including the commonly manifesting themes and strategies that transformational leaders, as change agents, utilise to effect change in their organisations. The Multifactor Leadership Questionnaire was administered to 190 HE leaders, followed by individual interviews. It was found that these leaders exhibit transformational leadership fairly often and that, contrary to criticism, they manage change fairly successfully.
- Full Text:
- Authors: Vinger, G. , Cilliers, F.V.N.
- Date: 2006
- Subjects: Leadership , Higher Education institution , Transformational leadership , Transformational leaders , Multifactor leadership questionnaire
- Type: Article
- Identifier: http://ujcontent.uj.ac.za8080/10210/378073 , uj:5660 , http://hdl.handle.net/10210/2904
- Description: The South African higher education (HE) sector has been criticised for an apparent lack of leadership, calling into question the leaders’ ability to manage change as a result of the recent mergers of HE institutions. The aim of this present research was to establish the frequency of exhibition of transformational leadership and its behaviours and its level in this sector, including the commonly manifesting themes and strategies that transformational leaders, as change agents, utilise to effect change in their organisations. The Multifactor Leadership Questionnaire was administered to 190 HE leaders, followed by individual interviews. It was found that these leaders exhibit transformational leadership fairly often and that, contrary to criticism, they manage change fairly successfully.
- Full Text:
The school principal and heptaholistic leadership
- Authors: Beeka, Amratlal
- Date: 2010-05-25T05:55:21Z
- Subjects: School principles , Leadership
- Type: Thesis
- Identifier: uj:6824 , http://hdl.handle.net/10210/3258
- Description: D.Ed.
- Full Text:
- Authors: Beeka, Amratlal
- Date: 2010-05-25T05:55:21Z
- Subjects: School principles , Leadership
- Type: Thesis
- Identifier: uj:6824 , http://hdl.handle.net/10210/3258
- Description: D.Ed.
- Full Text:
Executive coaching: a personal and professional leadership (PPL) perspective
- 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.”
- Full Text:
- 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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The importance of effective strategic leadership in organisations
- Authors: Van Eeden, Cornelia Maria
- Date: 2012-09-06
- Subjects: Leadership , Human capital , Corporate culture , Strategic planning , Business ethics , Corporate governance
- Type: Mini-Dissertation
- Identifier: uj:9666 , http://hdl.handle.net/10210/7081
- Description: M.Comm. , This research is intended to describe the elements that underline and compromise strategic leadership. Having strategic leaders with substantive expertise in the firm's core functions and businesses is important to the effectiveness of a management team. A heterogenic management team is associated positively with innovation and strategic change and may force them to "think outside of the box" (Hitt et al.,2001:493). Key elements of strategic leadership is used to identify weaknesses and strengths within the organisation and explored. The type of effective strategic leadership that results in the successful implementation of strategies is exemplified by developing human capital through training to establish a strategic direction, fostering an effective culture, exploiting core competencies, using effective organisational control systems and establish ethical practices (Hitt et al., 2001: 509).
- Full Text:
- Authors: Van Eeden, Cornelia Maria
- Date: 2012-09-06
- Subjects: Leadership , Human capital , Corporate culture , Strategic planning , Business ethics , Corporate governance
- Type: Mini-Dissertation
- Identifier: uj:9666 , http://hdl.handle.net/10210/7081
- Description: M.Comm. , This research is intended to describe the elements that underline and compromise strategic leadership. Having strategic leaders with substantive expertise in the firm's core functions and businesses is important to the effectiveness of a management team. A heterogenic management team is associated positively with innovation and strategic change and may force them to "think outside of the box" (Hitt et al.,2001:493). Key elements of strategic leadership is used to identify weaknesses and strengths within the organisation and explored. The type of effective strategic leadership that results in the successful implementation of strategies is exemplified by developing human capital through training to establish a strategic direction, fostering an effective culture, exploiting core competencies, using effective organisational control systems and establish ethical practices (Hitt et al., 2001: 509).
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Leerders se ervaring van opvoederleierskap
- Authors: Kruger, Jacomina Wilhelmina
- Date: 2012-03-26
- Subjects: Leadership , Leadership study and teaching , Organizational behavior
- Type: Thesis
- Identifier: http://ujcontent.uj.ac.za8080/10210/390955 , uj:2187 , http://hdl.handle.net/10210/4567
- Description: D.Phil. , Traditionally leadership was seen as synonymous with the executive authority of an organisation and in the school environment with that of the headmaster. However, a paradigm shift occurred and leadership is now viewed as attitudes, competencies and skills at three levels, namely the personal, interpersonal and professional levels, implying that every person is a leader in his or her own right. The idea of a leader as a value-driven, principle-centered and character-based person gathered momentum. The afore-mentioned qualities call for a special kind of self-knowledge that can partly be obtained from feedback to leaders on how stakeholders in the organisation perceive them and/or how their behaviour impacts on the organisation. Although school leadership gained momentum only in the past two decades, it has been realised that professionalism and the quality of leadership impact on the quality of teaching. It therefore seems important in the evaluation and improvement of teacher leadership to gain insight into how stakeholders, especially those (learners) who can speak authoritatively on their firsthand experiences of what is happening in class, perceive teacher leadership. The purpose of this study was to explore and describe learners' everyday experiences and interpretations of their teacher leadership in order to make recommendations to the stakeholders concerned. I embarked on an explorative-descriptive inquiry. To ensure high-quality research, I adhered to all the necessary criteria for reliable, valid and ethical research. In order to capitalise on both qualitative and quantitative research methods, and to compensate for the shortcomings of both, as well as to enrich the credibility of the study, I opted for a mixed-methods approach. In this study of an Afrikaans governmental high school in Gauteng, I made use of a symbolic interactionistic methodology to understand how learners perceive, understand and interpret their teacher leadership. Complying with ethical and professional considerations regarding research with children (namely access, protection against harm, informed consent, privacy and confidentiality) the study crystallised in two phases. In the first qualitative phase I made use of purposeful snowball sampling methods, and gained rich descriptions from learners and their parents regarding the learners' experiences of and perceptions about their teacher leadership. I used analytical methods based on the Chicago School of Symbolic /nteractionism to generate codes, which was categorised according to the leadership paradigm of personal, interpersonal and professional leadership. In a second phase, the universum of learners and teachers were included in a social survey. Two questionnaires were designed for the learners and teachers respectively. The learner questionnaire contained odd questions on demographic details, as well as hypotheses which were drawn from the codes and categories forthcoming from the first phase. However, from a symbolic interactionistic standing, I was not merely interested in the majority viewpoint. Therefore the learners were once again given the opportunity to expand on their answers qualitatively. The teachers, in turn, were asked why they chose the teaching profession, and had to comment on what they thought the learners would have to say about their own, as well as their colleagues' leadership qualities as teachers. The second-phase narratives were noted until saturation was gained and then concluded and summarised.
- Full Text:
- Authors: Kruger, Jacomina Wilhelmina
- Date: 2012-03-26
- Subjects: Leadership , Leadership study and teaching , Organizational behavior
- Type: Thesis
- Identifier: http://ujcontent.uj.ac.za8080/10210/390955 , uj:2187 , http://hdl.handle.net/10210/4567
- Description: D.Phil. , Traditionally leadership was seen as synonymous with the executive authority of an organisation and in the school environment with that of the headmaster. However, a paradigm shift occurred and leadership is now viewed as attitudes, competencies and skills at three levels, namely the personal, interpersonal and professional levels, implying that every person is a leader in his or her own right. The idea of a leader as a value-driven, principle-centered and character-based person gathered momentum. The afore-mentioned qualities call for a special kind of self-knowledge that can partly be obtained from feedback to leaders on how stakeholders in the organisation perceive them and/or how their behaviour impacts on the organisation. Although school leadership gained momentum only in the past two decades, it has been realised that professionalism and the quality of leadership impact on the quality of teaching. It therefore seems important in the evaluation and improvement of teacher leadership to gain insight into how stakeholders, especially those (learners) who can speak authoritatively on their firsthand experiences of what is happening in class, perceive teacher leadership. The purpose of this study was to explore and describe learners' everyday experiences and interpretations of their teacher leadership in order to make recommendations to the stakeholders concerned. I embarked on an explorative-descriptive inquiry. To ensure high-quality research, I adhered to all the necessary criteria for reliable, valid and ethical research. In order to capitalise on both qualitative and quantitative research methods, and to compensate for the shortcomings of both, as well as to enrich the credibility of the study, I opted for a mixed-methods approach. In this study of an Afrikaans governmental high school in Gauteng, I made use of a symbolic interactionistic methodology to understand how learners perceive, understand and interpret their teacher leadership. Complying with ethical and professional considerations regarding research with children (namely access, protection against harm, informed consent, privacy and confidentiality) the study crystallised in two phases. In the first qualitative phase I made use of purposeful snowball sampling methods, and gained rich descriptions from learners and their parents regarding the learners' experiences of and perceptions about their teacher leadership. I used analytical methods based on the Chicago School of Symbolic /nteractionism to generate codes, which was categorised according to the leadership paradigm of personal, interpersonal and professional leadership. In a second phase, the universum of learners and teachers were included in a social survey. Two questionnaires were designed for the learners and teachers respectively. The learner questionnaire contained odd questions on demographic details, as well as hypotheses which were drawn from the codes and categories forthcoming from the first phase. However, from a symbolic interactionistic standing, I was not merely interested in the majority viewpoint. Therefore the learners were once again given the opportunity to expand on their answers qualitatively. The teachers, in turn, were asked why they chose the teaching profession, and had to comment on what they thought the learners would have to say about their own, as well as their colleagues' leadership qualities as teachers. The second-phase narratives were noted until saturation was gained and then concluded and summarised.
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Leveraging knowledge assets in a postmodern workplace : a personal constructionist perspective
- Authors: De Jager, Jacobus Johannes
- Date: 2012-02-06
- Subjects: Leadership , Knowledge management , Work environment
- Type: Thesis
- Identifier: uj:1971 , http://hdl.handle.net/10210/4328
- Full Text:
- Authors: De Jager, Jacobus Johannes
- Date: 2012-02-06
- Subjects: Leadership , Knowledge management , Work environment
- Type: Thesis
- Identifier: uj:1971 , http://hdl.handle.net/10210/4328
- Full Text:
Changing perceptions of teachers regarding the importance and competence of their principals as leaders
- Grobler, Bernardus, Bisschoff, Thomas, Beeka, Amrat
- Authors: Grobler, Bernardus , Bisschoff, Thomas , Beeka, Amrat
- Date: 2012
- Subjects: Educational change , Leadership , School principals
- Type: Article
- Identifier: uj:5764 , ISSN 2076-3433 , http://hdl.handle.net/10210/7771
- Description: We examined the perceptions of teachers on the importance and competence of principals as leaders before and after an intervention programme on holistic leadership. The research was quantitative and contextualized in the Secunda region of Mpumalanga province in South Africa. The methodology followed a literature study and an empirical investigation in the form of a pre- and post-test experimental-type design. A structured questionnaire was administered to 400 teachers in 40 randomly selected schools divided into two groups. One group of 20 principals was provided with an intervention programme regarding the dimensions of holistic leadership. The other group of 20 principals was not exposed to the intervention programme. The perceptions of teachers from their schools were probed using a pre-post-test design. The intervention programme and biographic variables served as independent variables whilst the seven factors of holistic leadership formed the dependent variables. Principals who were exposed to the intervention programme were perceived by their teachers to be more competent than their counterparts who were not exposed to the programme.
- Full Text:
- Authors: Grobler, Bernardus , Bisschoff, Thomas , Beeka, Amrat
- Date: 2012
- Subjects: Educational change , Leadership , School principals
- Type: Article
- Identifier: uj:5764 , ISSN 2076-3433 , http://hdl.handle.net/10210/7771
- Description: We examined the perceptions of teachers on the importance and competence of principals as leaders before and after an intervention programme on holistic leadership. The research was quantitative and contextualized in the Secunda region of Mpumalanga province in South Africa. The methodology followed a literature study and an empirical investigation in the form of a pre- and post-test experimental-type design. A structured questionnaire was administered to 400 teachers in 40 randomly selected schools divided into two groups. One group of 20 principals was provided with an intervention programme regarding the dimensions of holistic leadership. The other group of 20 principals was not exposed to the intervention programme. The perceptions of teachers from their schools were probed using a pre-post-test design. The intervention programme and biographic variables served as independent variables whilst the seven factors of holistic leadership formed the dependent variables. Principals who were exposed to the intervention programme were perceived by their teachers to be more competent than their counterparts who were not exposed to the programme.
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Psychologists’ experience of their personal spirituality in psychotherapy : a personal and professional leadership perspective
- Authors: Teichert, Werner Melgeorge
- Date: 2015-09-01
- Subjects: Leadership , Leadership - Psychological aspects , Psychotherapy , Spirituality
- Type: Thesis
- Identifier: uj:13998 , http://hdl.handle.net/10210/14371
- Description: M.A. , Despite the growing evidence that suggests psychologists’ religious and spiritual convictions influence their work and the renewed interest in the role of spirituality in the context of psychotherapy over the past two decades, psychologists’ own spirituality is often avoided by psychologists in the South African context for personal and professional reasons. The purpose of this study was to explore and describe psychologists’ experience of their own spirituality in psychotherapy as part of personal and professional leadership, and to develop guidelines as a framework of reference to assist psychologists when integrating their own spirituality into psychotherapy ...
- Full Text:
- Authors: Teichert, Werner Melgeorge
- Date: 2015-09-01
- Subjects: Leadership , Leadership - Psychological aspects , Psychotherapy , Spirituality
- Type: Thesis
- Identifier: uj:13998 , http://hdl.handle.net/10210/14371
- Description: M.A. , Despite the growing evidence that suggests psychologists’ religious and spiritual convictions influence their work and the renewed interest in the role of spirituality in the context of psychotherapy over the past two decades, psychologists’ own spirituality is often avoided by psychologists in the South African context for personal and professional reasons. The purpose of this study was to explore and describe psychologists’ experience of their own spirituality in psychotherapy as part of personal and professional leadership, and to develop guidelines as a framework of reference to assist psychologists when integrating their own spirituality into psychotherapy ...
- Full Text:
Leadership styles of secondary school principals in selected Soweto schools
- Authors: Manota, Piet
- Date: 2012-08-23
- Subjects: Leadership , School principals - South Africa - Soweto , Secondary education - South Africa - Soweto
- Type: Mini-Dissertation
- Identifier: uj:3115 , http://hdl.handle.net/10210/6536
- Description: M.Ed. , Good leadership is very crucial to the success of any organisation. Organisations usually rely heavily on the abilities of their leaders to perform certain key functions to ensure the orderly management and success of their organisations. For any organisation to function effectively proper planning must first occur. Organisations need to define clearly what their vision, mission and objectives are, they need to put in place organisational structures and systems, they need to put in place infrastructural and human resources and they also need to clearly define operational structures. All these functions together with many others, are part of a leader's responsibility in any organisation. When it comes to the actual operations a leader should make sure that proper monitoring mechanisms are in place and the right climate for work has been created. To do all these tasks effectively, leaders need to possess certain skills. Amongst these are, organisational skills, communication skills, conflict management and resolution skills and interpersonal skills. According to Sergiovanni and Starratt (1988:40), schools are organisations, and what people do within them is described as organisational behaviour. To organise, according to Sergiovanni and Starratt (ibid.), is to arrange things into some kind of a coherent whole. They argue that first there has to be a reason for organising. Different organisations are established for different reasons. Some organisations are established for commercial reasons, some for managing sporting programmes, some for managing social activities and so on. Schools are established to educate through instruction or teaching. Every organisation has to fulfill certain requirements. Organisations need to develop explicit management structures and procedures that give a convincing account that the proper means-ends chains are in place to accomplish purposes.
- Full Text:
- Authors: Manota, Piet
- Date: 2012-08-23
- Subjects: Leadership , School principals - South Africa - Soweto , Secondary education - South Africa - Soweto
- Type: Mini-Dissertation
- Identifier: uj:3115 , http://hdl.handle.net/10210/6536
- Description: M.Ed. , Good leadership is very crucial to the success of any organisation. Organisations usually rely heavily on the abilities of their leaders to perform certain key functions to ensure the orderly management and success of their organisations. For any organisation to function effectively proper planning must first occur. Organisations need to define clearly what their vision, mission and objectives are, they need to put in place organisational structures and systems, they need to put in place infrastructural and human resources and they also need to clearly define operational structures. All these functions together with many others, are part of a leader's responsibility in any organisation. When it comes to the actual operations a leader should make sure that proper monitoring mechanisms are in place and the right climate for work has been created. To do all these tasks effectively, leaders need to possess certain skills. Amongst these are, organisational skills, communication skills, conflict management and resolution skills and interpersonal skills. According to Sergiovanni and Starratt (1988:40), schools are organisations, and what people do within them is described as organisational behaviour. To organise, according to Sergiovanni and Starratt (ibid.), is to arrange things into some kind of a coherent whole. They argue that first there has to be a reason for organising. Different organisations are established for different reasons. Some organisations are established for commercial reasons, some for managing sporting programmes, some for managing social activities and so on. Schools are established to educate through instruction or teaching. Every organisation has to fulfill certain requirements. Organisations need to develop explicit management structures and procedures that give a convincing account that the proper means-ends chains are in place to accomplish purposes.
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Leadership coaching towards intercultural competence
- Authors: Ferreira, Barbara
- Date: 2016
- Subjects: Executive coaching , Multiculturalism - Psychological aspects , Leadership , Cultural relations
- Language: English
- Type: Doctoral (Thesis)
- Identifier: http://hdl.handle.net/10210/214720 , uj:21316
- Description: Abstract: Orientation: Globalisation has increased multi-cultural and cross-cultural engagements within the modern workplace which, in turn, has led to various challenges in contemporary leadership. In order to manage, amongst others, multinational subsidiaries, global projects, and to lead a culturally diverse workforce, business leaders increasingly have to demonstrate intercultural competence. There is however fragmented research and widely differing scholarly opinion regarding the development of intercultural competence. The disparate opinion includes a lack of clarity regarding what intercultural competence is. Furthermore, the lack of clarity extends to ambiguity regarding the most effective methods for the development of intercultural competence for business leaders. This is particularly so for business leaders working in an African context. Research Purpose: In an attempt to address the gap in evidence-based leadership coaching for the development of intercultural competence, the aim of this study was to explore, describe and understand the development of intercultural competence, utilising leadership coaching as a developmental approach. Research Method: A qualitative research approach utilising case study, ethnography, narrative research and thematic analysis was deployed to achieve the research aims. The experiences of seven African business leaders from five different African countries as recipients of leadership coaching towards intercultural competence provided the deep and rich narratives for the first order constructs for this study. A literature review of the development for intercultural competence, leadership coaching in general and cross-cultural leadership coaching specifically provided the second order constructs for the study. Main Findings: The following significant findings emerged from the research (i) Six of the seven participants developed intercultural competence after participating in a cross-cultural leadership coaching programme for 12 months. (ii) The participants acquired intercultural competence through an action – reflection learning based coaching model which led to transformative learning on a cognitive, affective and behavioural level. (iii) The participants had to be prepared to engage in active... , D.Phil.
- Full Text:
- Authors: Ferreira, Barbara
- Date: 2016
- Subjects: Executive coaching , Multiculturalism - Psychological aspects , Leadership , Cultural relations
- Language: English
- Type: Doctoral (Thesis)
- Identifier: http://hdl.handle.net/10210/214720 , uj:21316
- Description: Abstract: Orientation: Globalisation has increased multi-cultural and cross-cultural engagements within the modern workplace which, in turn, has led to various challenges in contemporary leadership. In order to manage, amongst others, multinational subsidiaries, global projects, and to lead a culturally diverse workforce, business leaders increasingly have to demonstrate intercultural competence. There is however fragmented research and widely differing scholarly opinion regarding the development of intercultural competence. The disparate opinion includes a lack of clarity regarding what intercultural competence is. Furthermore, the lack of clarity extends to ambiguity regarding the most effective methods for the development of intercultural competence for business leaders. This is particularly so for business leaders working in an African context. Research Purpose: In an attempt to address the gap in evidence-based leadership coaching for the development of intercultural competence, the aim of this study was to explore, describe and understand the development of intercultural competence, utilising leadership coaching as a developmental approach. Research Method: A qualitative research approach utilising case study, ethnography, narrative research and thematic analysis was deployed to achieve the research aims. The experiences of seven African business leaders from five different African countries as recipients of leadership coaching towards intercultural competence provided the deep and rich narratives for the first order constructs for this study. A literature review of the development for intercultural competence, leadership coaching in general and cross-cultural leadership coaching specifically provided the second order constructs for the study. Main Findings: The following significant findings emerged from the research (i) Six of the seven participants developed intercultural competence after participating in a cross-cultural leadership coaching programme for 12 months. (ii) The participants acquired intercultural competence through an action – reflection learning based coaching model which led to transformative learning on a cognitive, affective and behavioural level. (iii) The participants had to be prepared to engage in active... , D.Phil.
- Full Text:
Mentoring and coaching leaders in the public sector
- Authors: Erasmus, Lesley Michael
- Date: 2012-06-07
- Subjects: Mentoring in business , Mentoring , Executives - Training of , Leadership , Coaching , Executive coaching , Public administration
- Type: Mini-Dissertation
- Identifier: uj:8710 , http://hdl.handle.net/10210/5062
- Description: M.Comm. , Due to skills shortages brought about by various factors, the study seeks to determine and quantify the perceived importance of mentoring and coaching leaders in the workplace. For the purpose of this study, leadership and management are viewed as not being mutually exclusive. Management’s perceptions and attitudes toward skills development are also examined and various mentoring and coaching models are discussed. The scope of the research is confined to the Gauteng Department of Economic Development (GDED) and the research study is targeted at middle and senior management. The research study takes place during a period of organisational transformation within the GDED. This is a quantitative study and was undertaken by means of questionnaire design as a research instrument. Mentoring and coaching as a talent management mechanism as well as a strategy to retain skilled employees in an organisation is gaining momentum globally. As older and more experienced employees retire from the labour force, skills and knowledge transfer to younger employees becomes critical to ensure sustainability in organisations. Mentoring and coaching is thus an option to ensure that skills and knowledge are not lost due to an increasing number of workers retiring. Within the context of mentoring and coaching a number of factors are examined which could influence the mentoring and coaching experience. These factors include, but are not limited to issues around race, gender, ethnicity and cultural differences. Literature suggests that these are critical factors which influence the outcome of mentoring and coaching relationships. The perceptions around race, gender, ethnicity and cultural differences within the context of the mentoring and coaching experience are discussed and its significance is quantified in the research. The finding from the questionnaires are presented and discussed in the research study followed by recommendations and conclusions.
- Full Text:
- Authors: Erasmus, Lesley Michael
- Date: 2012-06-07
- Subjects: Mentoring in business , Mentoring , Executives - Training of , Leadership , Coaching , Executive coaching , Public administration
- Type: Mini-Dissertation
- Identifier: uj:8710 , http://hdl.handle.net/10210/5062
- Description: M.Comm. , Due to skills shortages brought about by various factors, the study seeks to determine and quantify the perceived importance of mentoring and coaching leaders in the workplace. For the purpose of this study, leadership and management are viewed as not being mutually exclusive. Management’s perceptions and attitudes toward skills development are also examined and various mentoring and coaching models are discussed. The scope of the research is confined to the Gauteng Department of Economic Development (GDED) and the research study is targeted at middle and senior management. The research study takes place during a period of organisational transformation within the GDED. This is a quantitative study and was undertaken by means of questionnaire design as a research instrument. Mentoring and coaching as a talent management mechanism as well as a strategy to retain skilled employees in an organisation is gaining momentum globally. As older and more experienced employees retire from the labour force, skills and knowledge transfer to younger employees becomes critical to ensure sustainability in organisations. Mentoring and coaching is thus an option to ensure that skills and knowledge are not lost due to an increasing number of workers retiring. Within the context of mentoring and coaching a number of factors are examined which could influence the mentoring and coaching experience. These factors include, but are not limited to issues around race, gender, ethnicity and cultural differences. Literature suggests that these are critical factors which influence the outcome of mentoring and coaching relationships. The perceptions around race, gender, ethnicity and cultural differences within the context of the mentoring and coaching experience are discussed and its significance is quantified in the research. The finding from the questionnaires are presented and discussed in the research study followed by recommendations and conclusions.
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Job level as a moderator between psychological availability and work engagement
- Authors: Noriega Del Valle, Mariella
- Date: 2017
- Subjects: Leadership , Moderation - Psychological aspects , Employees - Psychology
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/237942 , uj:24389
- Description: M.A. (Industrial Psychology) , Abstract: The present research sought to determine whether an individual’s job level moderated the relationship between psychological availability and work engagement. Participants consisted of 742 employees all of which were in leadership positions (high leadership=16.7%, middle leadership=30.5%, little to no leadership=48.8%), working across various financial and public sectors in Gauteng, South Africa. Cross sectional survey data were collected by utilising the Utrecht Work Engagement Scale (UWES) and the psychological availability dimension from the Psychological Conditions Scale(PCS). Correlational analysis and moderated multiple regression analysis were run to test the hypotheses and address the research question on the relationship between job levels, psychological availability and work engagement. Psychological availability was found to be a predictor of work engagement. Correlations were found between job levels and work engagement as well as between job levels and psychological availability. However, job levels did not significantly moderate the relationship between psychological availability and work engagement. The relationship of psychological availability on work engagement was consequently important for all employees across the spectrum.
- Full Text:
- Authors: Noriega Del Valle, Mariella
- Date: 2017
- Subjects: Leadership , Moderation - Psychological aspects , Employees - Psychology
- Language: English
- Type: Masters (Thesis)
- Identifier: http://hdl.handle.net/10210/237942 , uj:24389
- Description: M.A. (Industrial Psychology) , Abstract: The present research sought to determine whether an individual’s job level moderated the relationship between psychological availability and work engagement. Participants consisted of 742 employees all of which were in leadership positions (high leadership=16.7%, middle leadership=30.5%, little to no leadership=48.8%), working across various financial and public sectors in Gauteng, South Africa. Cross sectional survey data were collected by utilising the Utrecht Work Engagement Scale (UWES) and the psychological availability dimension from the Psychological Conditions Scale(PCS). Correlational analysis and moderated multiple regression analysis were run to test the hypotheses and address the research question on the relationship between job levels, psychological availability and work engagement. Psychological availability was found to be a predictor of work engagement. Correlations were found between job levels and work engagement as well as between job levels and psychological availability. However, job levels did not significantly moderate the relationship between psychological availability and work engagement. The relationship of psychological availability on work engagement was consequently important for all employees across the spectrum.
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Leadership development in a nursing service : an ethnographic perspective
- Authors: Smith, Emmerentia Fredrika
- Date: 2015-10-29
- Subjects: Operating room nursing - Administration , Leadership , Operating room nurses - South Africa - Johannesburg - Attitudes
- Type: Thesis
- Identifier: uj:14494 , http://hdl.handle.net/10210/15015
- Description: M.Cur. (Nursing Science) , The need for improved nursing leadership. especially in the nursing service situation, within an ethnicheterogenous nursing society demands appropriate leadership development to meet the needs of dynamic health care delivery. Nursing leadership from an ethnographic perspective has not been researched in this country. Hence, the views of senior black professional nurses, within a particular research context (operating theater department), have been explored in relation to the influence of their occupational life histories on their particular views. The results have been controlled with an extensive literature review...
- Full Text:
- Authors: Smith, Emmerentia Fredrika
- Date: 2015-10-29
- Subjects: Operating room nursing - Administration , Leadership , Operating room nurses - South Africa - Johannesburg - Attitudes
- Type: Thesis
- Identifier: uj:14494 , http://hdl.handle.net/10210/15015
- Description: M.Cur. (Nursing Science) , The need for improved nursing leadership. especially in the nursing service situation, within an ethnicheterogenous nursing society demands appropriate leadership development to meet the needs of dynamic health care delivery. Nursing leadership from an ethnographic perspective has not been researched in this country. Hence, the views of senior black professional nurses, within a particular research context (operating theater department), have been explored in relation to the influence of their occupational life histories on their particular views. The results have been controlled with an extensive literature review...
- Full Text:
Leadership meta-competences for the future world of work: an explorative study in the retail industry
- 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
- Full Text:
- 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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'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.
- Full Text:
- 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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The acquisition of quality of life through principle-based time management
- Authors: Vermooten, Dirk Andries.
- Date: 2012-08-14
- Subjects: Time management. , Quality of life. , Leadership
- Type: Thesis
- Identifier: uj:9157 , http://hdl.handle.net/10210/5610
- Description: M.Phil. , The central research problem of this study asks whether principle-based time management can increase quality of life? The second question, which arises, is what the underlying principles of quality of life creating time management would be? These principles were identified by looking at some of the most common time management problems. The principles are being proactive, living according to values, setting goals, acquiring self-knowledge and being motivated by importance rather than urgency. Quality of life can be defined as living, loving, learning and leaving a legacy. Principles are objective, universal, fundamental, primary truths that cannot be reduced to something more basic. Time management can be characterised as the process by which time is applied effectively to gain a return on the investment thereof in the form enhanced quality of life. Eight approaches to time management found in literature were fathomed to discover what their contribution to time management, strengths and weaknesses were. It could clearly be seen that utilising any of these methods in isolation would certainly lead to an ultimate decline in quality of life. Thus, a higher level approach to time management had to be found. Two higher level approaches to time management are found in the literature. A new approach to principle-based time management called the Journey approach was synthesised by interweaving current approaches to time management, with quality of life producing principles from a Personal and Professional Leadership perspective. The Journey metaphor was used to arrive at the following steps for a principle-based approach to time management: 1) Set life goals. 2) Gain self-knowledge. 3) Align your perception of reality with universal principles. 4) Set medium term gaols. 5) Make action plans. 6) Act according to the plan. Finally some guidelines for a course on principle-based time management are given.
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- Authors: Vermooten, Dirk Andries.
- Date: 2012-08-14
- Subjects: Time management. , Quality of life. , Leadership
- Type: Thesis
- Identifier: uj:9157 , http://hdl.handle.net/10210/5610
- Description: M.Phil. , The central research problem of this study asks whether principle-based time management can increase quality of life? The second question, which arises, is what the underlying principles of quality of life creating time management would be? These principles were identified by looking at some of the most common time management problems. The principles are being proactive, living according to values, setting goals, acquiring self-knowledge and being motivated by importance rather than urgency. Quality of life can be defined as living, loving, learning and leaving a legacy. Principles are objective, universal, fundamental, primary truths that cannot be reduced to something more basic. Time management can be characterised as the process by which time is applied effectively to gain a return on the investment thereof in the form enhanced quality of life. Eight approaches to time management found in literature were fathomed to discover what their contribution to time management, strengths and weaknesses were. It could clearly be seen that utilising any of these methods in isolation would certainly lead to an ultimate decline in quality of life. Thus, a higher level approach to time management had to be found. Two higher level approaches to time management are found in the literature. A new approach to principle-based time management called the Journey approach was synthesised by interweaving current approaches to time management, with quality of life producing principles from a Personal and Professional Leadership perspective. The Journey metaphor was used to arrive at the following steps for a principle-based approach to time management: 1) Set life goals. 2) Gain self-knowledge. 3) Align your perception of reality with universal principles. 4) Set medium term gaols. 5) Make action plans. 6) Act according to the plan. Finally some guidelines for a course on principle-based time management are given.
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Effective leadership behaviours in construction safety practices
- Mustapha, Zakari, Aigbavboa, Clinton, Thwala, Wellington Didibhuku
- Authors: Mustapha, Zakari , Aigbavboa, Clinton , Thwala, Wellington Didibhuku
- Date: 2015
- Subjects: Leadership , Construction industry - Security measures
- Language: English
- Type: Article
- Identifier: http://hdl.handle.net/10210/67508 , uj:17612 , Citation: Mustapha, Z., Aigbavboa, C. & Thwala, W.D. 2015. Effective leadership behaviours in construction safety practices.
- Description: Abstract: Effective leadership behaviours have been shown in literature to be a contributing factor to construction safety practices. However, researchers have neglected the leadership behaviours and have their focus on the construction projects features of management. The inclusion of leadership as a part of an organisation has been the subject of interest all over the world. This development has driven researchers’ interest to come out in a holistic manner to give the clear understanding of leadership. The review of literature in the existing body of knowledge becomes paramount in order to continue with the research on the subject matter. The review will also enable the road map for the future to be drafted. This development has led to the review of empirical studies conducted by researchers on leadership in the construction industry. The research adopted literature study from various sources such as reviews of leadership behaviour in the construction safety practices. This review of literature led to the selection of appropriate literature for the study. A rigorous process was carried out in the selection of appropriate literature for the study, from a total number of fifty-two studies reviewed, out of which thirty-five empirical studies were selected. The findings from literature were summarised through coding, according to the publication outlet, authors, nature of the study, country of publication, target population, methodology and key findings. It was found out that most of the empirical studies have focussed on construction projects features management, while less attention has been given to several other equal dimensions, particularly leadership behaviours in the construction industry. This study focussed mainly on the effective leadership strategies in achieving organisational goals. Discussions also included the health and safety improvement in the construction industry and types of motivational measures for safety.
- Full Text: false
- Authors: Mustapha, Zakari , Aigbavboa, Clinton , Thwala, Wellington Didibhuku
- Date: 2015
- Subjects: Leadership , Construction industry - Security measures
- Language: English
- Type: Article
- Identifier: http://hdl.handle.net/10210/67508 , uj:17612 , Citation: Mustapha, Z., Aigbavboa, C. & Thwala, W.D. 2015. Effective leadership behaviours in construction safety practices.
- Description: Abstract: Effective leadership behaviours have been shown in literature to be a contributing factor to construction safety practices. However, researchers have neglected the leadership behaviours and have their focus on the construction projects features of management. The inclusion of leadership as a part of an organisation has been the subject of interest all over the world. This development has driven researchers’ interest to come out in a holistic manner to give the clear understanding of leadership. The review of literature in the existing body of knowledge becomes paramount in order to continue with the research on the subject matter. The review will also enable the road map for the future to be drafted. This development has led to the review of empirical studies conducted by researchers on leadership in the construction industry. The research adopted literature study from various sources such as reviews of leadership behaviour in the construction safety practices. This review of literature led to the selection of appropriate literature for the study. A rigorous process was carried out in the selection of appropriate literature for the study, from a total number of fifty-two studies reviewed, out of which thirty-five empirical studies were selected. The findings from literature were summarised through coding, according to the publication outlet, authors, nature of the study, country of publication, target population, methodology and key findings. It was found out that most of the empirical studies have focussed on construction projects features management, while less attention has been given to several other equal dimensions, particularly leadership behaviours in the construction industry. This study focussed mainly on the effective leadership strategies in achieving organisational goals. Discussions also included the health and safety improvement in the construction industry and types of motivational measures for safety.
- Full Text: false
The effect of storytelling on self-awareness
- Authors: Hendriks, Marinette
- Date: 2015-03-18
- Subjects: Storytelling , Leadership
- Type: Thesis
- Identifier: http://ujcontent.uj.ac.za8080/10210/389918 , uj:13499 , http://hdl.handle.net/10210/13530
- Description: M.Phil. (Personal and Professional Leadership) , People are storytelling beings and storytelling has been associated with improved self-awareness. It has also been indicated as a way to uncover patterns of culture, behaviour, communication, the sharing of knowledge, and understanding in different ways. If storytelling has such value, why is there so relatively little research on the effect of storytelling on self-awareness that could, in turn, lead to the development of personal mastery on life dimensions such as spirituality, mentality, emotionality and physicality? Furthermore, if storytelling leads to self-awareness then there should be a framework to integrate the effect of storytelling on self-awareness. Such a framework should then be able to guide any person towards personal development in becoming a complete human being in any of the dimensions associated with personal leadership. Even more so – if storytelling leads to self-awareness, storytelling could be the way through which self-awareness towards safety might be raised in an organisational context. The aim of this research was to describe what effect storytelling has on selfawareness in the development of personal leadership; to explore whether storytelling could be positioned within the internal life dimensions of personal leadership and lead to self-awareness; and what meta-insights on storytelling could be presented with the effects it has on self-awareness and safety-related self-awareness in the form of a framework? It is my view that, although storytelling is widely researched in social science, it still lacks an integrated framework that explains the effect of storytelling on selfawareness in the development of personal leadership, especially in an organisational context. The first motivation for this research was to investigate and establish whether storytelling leads to self-awareness. The second motivation was to generate insight and knowledge by relating storytelling to self-awareness within the internal life dimensions of personal leadership. Thirdly, to develop a framework that provides meta-insights on self-awareness – safety-related self-awareness in particular – through storytelling...
- Full Text:
- Authors: Hendriks, Marinette
- Date: 2015-03-18
- Subjects: Storytelling , Leadership
- Type: Thesis
- Identifier: http://ujcontent.uj.ac.za8080/10210/389918 , uj:13499 , http://hdl.handle.net/10210/13530
- Description: M.Phil. (Personal and Professional Leadership) , People are storytelling beings and storytelling has been associated with improved self-awareness. It has also been indicated as a way to uncover patterns of culture, behaviour, communication, the sharing of knowledge, and understanding in different ways. If storytelling has such value, why is there so relatively little research on the effect of storytelling on self-awareness that could, in turn, lead to the development of personal mastery on life dimensions such as spirituality, mentality, emotionality and physicality? Furthermore, if storytelling leads to self-awareness then there should be a framework to integrate the effect of storytelling on self-awareness. Such a framework should then be able to guide any person towards personal development in becoming a complete human being in any of the dimensions associated with personal leadership. Even more so – if storytelling leads to self-awareness, storytelling could be the way through which self-awareness towards safety might be raised in an organisational context. The aim of this research was to describe what effect storytelling has on selfawareness in the development of personal leadership; to explore whether storytelling could be positioned within the internal life dimensions of personal leadership and lead to self-awareness; and what meta-insights on storytelling could be presented with the effects it has on self-awareness and safety-related self-awareness in the form of a framework? It is my view that, although storytelling is widely researched in social science, it still lacks an integrated framework that explains the effect of storytelling on selfawareness in the development of personal leadership, especially in an organisational context. The first motivation for this research was to investigate and establish whether storytelling leads to self-awareness. The second motivation was to generate insight and knowledge by relating storytelling to self-awareness within the internal life dimensions of personal leadership. Thirdly, to develop a framework that provides meta-insights on self-awareness – safety-related self-awareness in particular – through storytelling...
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A review on the impact of leadership in healthcare : South African context
- Mukwakungu, Sambil Charles, Mabasa, Matimba Davis, Mbohwa, Charles
- Authors: Mukwakungu, Sambil Charles , Mabasa, Matimba Davis , Mbohwa, Charles
- Date: 2018
- Subjects: Leadership , Health Care Practitioners , Health Care System
- Language: English
- Type: Conference proceedings
- Identifier: http://hdl.handle.net/10210/273141 , uj:29093 , Citation: Mukwakungu, S.C., Mabasa, M.D. & Mbohwa, C. 2018. A review on the impact of leadership in healthcare : South African context.
- Description: Abstract: This paper reports the status quo and impact of leadership in the healthcare sector in South Africa. A gap analysis was conducted in reviewing relevant literature of articles published between 2013-2018 related to the impact of leadership in the country’s healthcare. This was to provide an understanding and clear awareness of the influence leadership has. It was established that leadership in healthcare falls short in addressing critical challenges in the sector. Considering the importance of leadership in healthcare, it is recommended that government should prioritize investing in leadership programs from undergraduate health programs to shelter the future of healthcare in South Africa.
- Full Text:
- Authors: Mukwakungu, Sambil Charles , Mabasa, Matimba Davis , Mbohwa, Charles
- Date: 2018
- Subjects: Leadership , Health Care Practitioners , Health Care System
- Language: English
- Type: Conference proceedings
- Identifier: http://hdl.handle.net/10210/273141 , uj:29093 , Citation: Mukwakungu, S.C., Mabasa, M.D. & Mbohwa, C. 2018. A review on the impact of leadership in healthcare : South African context.
- Description: Abstract: This paper reports the status quo and impact of leadership in the healthcare sector in South Africa. A gap analysis was conducted in reviewing relevant literature of articles published between 2013-2018 related to the impact of leadership in the country’s healthcare. This was to provide an understanding and clear awareness of the influence leadership has. It was established that leadership in healthcare falls short in addressing critical challenges in the sector. Considering the importance of leadership in healthcare, it is recommended that government should prioritize investing in leadership programs from undergraduate health programs to shelter the future of healthcare in South Africa.
- Full Text:
The development of a quantum leadership model and quantum leadership questionnaire in South Africa
- Authors: Hall, Heydon Peter
- Date: 2010-11-09T06:55:39Z
- Subjects: Leadership , Questionnaires
- Type: Thesis
- Identifier: uj:6968 , http://hdl.handle.net/10210/3476
- Description: D.Comm. , In the South African context leading multinational companies within mining, automotive, financial and other sectors are faced with the complexity of: uncertain political policies, fluid market dynamics, and market follower status in global relations. In addition, emerging markets are directly affected by capital and structural adjustments in first world economies, as currency flows direct to safe-haven markets under uncertainty. Thus, additional complexities of: currency fluctuations, energy cost increases, implied inflationary spikes, and pending recession become a reality, and have an enormous impact on how organisations manage within the unforeseen complexity that this brings to the local economy. As complex environmental factors beyond organisational boundaries and management’s ability to predict and control, start impacting on an organisation’s material capital flows, this uncertainty will drive leadership to review their current worldview. This researcher argues that this new worldview must be a shift away from a Newtonian-Cartesian paradigm, that through its cause-and-effect scientific base has modelled the world and its structures around a rigid linear approach, that cannot cope within the complexities exerted on the system. It is suggested therefore, by the researcher that the shift in leadership thinking should be towards a different paradigm, built on complexity based models using quantum Einsteinian-Quantum physics as a metaphor. The impact of this shift in paradigm, towards an Einsteinian-Quantum worldview, has an has an implicative effect for organisations in terms of; mental models, subsequent organisational design, the values that support this, the leadership behaviours that are a response to these value sets and the resultant directional quantum leap outcome within a multi-dimensional range of examples including; material (financial), social and spiritual capital aspects of the organisation. This research set out to review the paradigm shift between the Newtonian-Cartesian and Einsteinian-Quantum worldviews with respect to leadership within a South African context.
- Full Text:
- Authors: Hall, Heydon Peter
- Date: 2010-11-09T06:55:39Z
- Subjects: Leadership , Questionnaires
- Type: Thesis
- Identifier: uj:6968 , http://hdl.handle.net/10210/3476
- Description: D.Comm. , In the South African context leading multinational companies within mining, automotive, financial and other sectors are faced with the complexity of: uncertain political policies, fluid market dynamics, and market follower status in global relations. In addition, emerging markets are directly affected by capital and structural adjustments in first world economies, as currency flows direct to safe-haven markets under uncertainty. Thus, additional complexities of: currency fluctuations, energy cost increases, implied inflationary spikes, and pending recession become a reality, and have an enormous impact on how organisations manage within the unforeseen complexity that this brings to the local economy. As complex environmental factors beyond organisational boundaries and management’s ability to predict and control, start impacting on an organisation’s material capital flows, this uncertainty will drive leadership to review their current worldview. This researcher argues that this new worldview must be a shift away from a Newtonian-Cartesian paradigm, that through its cause-and-effect scientific base has modelled the world and its structures around a rigid linear approach, that cannot cope within the complexities exerted on the system. It is suggested therefore, by the researcher that the shift in leadership thinking should be towards a different paradigm, built on complexity based models using quantum Einsteinian-Quantum physics as a metaphor. The impact of this shift in paradigm, towards an Einsteinian-Quantum worldview, has an has an implicative effect for organisations in terms of; mental models, subsequent organisational design, the values that support this, the leadership behaviours that are a response to these value sets and the resultant directional quantum leap outcome within a multi-dimensional range of examples including; material (financial), social and spiritual capital aspects of the organisation. This research set out to review the paradigm shift between the Newtonian-Cartesian and Einsteinian-Quantum worldviews with respect to leadership within a South African context.
- Full Text: