The role of leadership and cultural contingencies in total quality management in Central America

The role of leadership and cultural contingencies in total quality management in Central Americ

The Impact Of Leadership Styles On Teaching And Learning Outcomes: A Case Study Of Selected Senior High Schools In The Nkronza Districts Of Brong Ahafo Region In Ghana

The issue of leadership styles used by school heads and the academic performance of students has recently attracted the attention of the general public and people are exerting energies into research to find its courses and effects. Nkoranza-North district is selected as a result of the fact that the researcher works there and the districts also have two senior high schools for the study. Primarily, the study was to find out the courses and impact of leadership styles on teaching and learning outcomes in the Nkoranza-North district. The study covered a sample size of sixty (60) people comprises of Headmasters, selected teachers and selected students of the two. The researcher employed the descriptive method, while interview schedule and questionnaire were used to gather the information. Frequency and percentage were used to analyse the data. The study also looks at the various leadership styles employed by leaders some of which are Autocratic, Democratic and Laissez-faire. The findings of the study are discussed, conclusion draw and recommendations made

Leadership Succession Planning: An Examination of Sole Proprietor Estate Surveying and Valuation Firms in Lagos Metropolis, Nigeria

This paper reports the results from a survey of 38 small sole- proprietor estate surveying and valuation firms in Lagos, Nigeria. A 45% questionnaire retrieval rate was achieved while CEOs/owners of estate surveying and valuation firms were interviewed. Descriptive statistics were used to analyze the respondents‟ general characteristics as well as their attitude toward business succession planning. The study found that sole-proprietor firm owners desired that their firms outlive them through transferring of the firms‟ businesses to their next generation. However, majority of these sole proprietors‟ next generation were not keen on pursuing real estate business related courses in their undergraduate days in view of their exposure to modern technology and the influence of peers. Also, the study found that the owners of these firms have not, as a matter of policy, planned for their succession because of the cultural and attitudinal beliefs and values, which forbid thoughts about death or incapacitation about a living soul. As a result, the study indicated that only 5% of sole proprietor estate surveying and valuation firms in this category have continued to the second generation in the study area. This outcome has serious implications for small professional service businesses‟ economic and job creation potential for Nigeria

Females Participation in Educational Leadership in Secondary Schools of Ilu Aba Bora Zone

This study aimed at identifying the major challenges that result in females’ underrepresentation in educational leadership in Ilu Aba Bora Zone. To conduct this study, descriptive survey method was employed. The participants of this study were 171 out of which 147 teachers were selected by using simple random sampling techniques using lottery method. The 8 school principals and 8 Woreda education officials were also involved by using availability sampling technique. The data were collected by using questionnaire, interview and document reviews. Both quantitative and qualitative methods of data analysis were employed in order to reach at the findings. Finally, the research came up with the following major findings. The involvement of female teachers in educational leadership seems to show an insignificant increment each year in the last five years. There are different factors that have narrowed females’ partaking in educational leadership. These factors are generally categorized into two major parts namely individual and socio-structural. To begin with, the lack of confidence because of the social back ground in the culture of the community in general, females are not leaders; they are followers rather. As a result of lack of confidence, they are not aspired to become leaders. In addition, females do not have opportunities to gain bottom experiences in educational leadership that would help them for further advancement because the school leadership is men dominated in tradition. It can be said that socio- structural factors are the sources of individual factors that caused females’ underrepresentation in general. The gender balance in the secondary school teaching staff should be increased as the more the number of female teachers exists in the staff is the more female competent may exist for educational leadership positions. In addition, the Woreda Education Office has to work jointly with other offices and politicians to bring attitudinal changes in the communities to evade the stereotypic misconception about women. Finally, the organizational policies and practices which give golden opportunities for females should be fully implemented so as to attract as many female candidates as possible for enhancing their involvement in educational leadership positions.Jimma Universit

Anatomy of an organizational change effort at the Lewis Research Center

By 1979, after a long decline following the end of the Apollo program, the Lewis Research Center found its very existence endangered because it was not doing the kind of research that could attract funding at the time. New management under Andrew J. Stofan applied a program of strategic planning, participative management, and consensus decision making. A corporate-cultural change was effected which enabled Lewis to commit itself to four fundable research and development projects. Morale-building and training programs which were essential to this change are described

Examining the relationship between leadership styles and employee productivity – A Ministry of Works and Housing, Ghana, Case-Study

학위논문(석사) -- 서울대학교대학원 : 행정대학원 행정학과, 2023. 2. Choi Changyong.관리자의 리더십 스타일이나 행동은 그의 리더십 하에 있는 사람들의 생산성 수준을 광범위하게 설명하며, 최근 몇 년간 새로운 공공 관리 이론의 도입과 함께, 직원들이 직원들이 수행하는 임무 하의 리더십의 종류가 아니라 직원들의 혁신과 생산성에 주로 중점을 두고 있다. 그러나 직원 생산성 향상이 목적이라면 어떤 리더십 스타일이 모든 상황에 가장 적합한지에 대해서는 거의 알려져 있지 않다. 직원의 생산성 저하 또는 증가에 기여할 수 있는 많은 요인들이 있지만, 본 연구의 초점은 직원들과 관료적인 부서장인 가나 노동주택부의 책임자 및 부서장의 리더십 스타일에 맞춰질 것이다. 이 논문은 직원 생산성과 관련하여 부처의 현재 과제 중 일부를 검토했다. 독립변수인 리더십 스타일은 이상화된 리더십, 영감적 리더십, 지적 리더십 및 개인화된 리더십에 대한 Bass and Avolio(2002)의 4차원 측정을 기반으로 MLQ-6s로도 알려진 멀티팩터 리더십 설문지(MLQ)를 사용하여 측정되었다. 또한, 직무만족도를 높이는 데 긍정적인 태도가 크게 기여하고 결과적으로 생산성 증대가 제시되었기 때문에 본 연구와 관련된 매개변수로 작용하였다(Linz, 2002). 통제 변수는 나이, 성별, 교육, 직업이었다. 주목할 점은 주요 자료 수집 방식이 설문지 활용이었고, 바쁜 일정으로 일부 부처 국장들과 줌(Zoom)방식으로 인터뷰만 진행했다는 점이다. 설문에 참여하기 위해 연락한 직원 80명 중 61명이 응답했다. 노동주택부의 지배적 리더십 스타일은 변혁적 리더십으로 나타났으며, 직원 생산성과 매우 긍정적인 관계를 갖는 것으로 나타났다. 그러나 매개변수인 직무만족도의 도입은 노동주택부 직원들의 생산성 수준을 증가시켰으며, 이는 직원들이 직무에 만족할수록 생산성 수준이 높아진다는 것을 의미하며, 이는 기존의 다른 연구와 일치한다(Spector, 1997; Linz, 2002; Azeez et al., 2016). 리더십 스타일만이 직원 생산성에 영향을 미친다는 일반적으로 인정되는 개념(McNeees-Smith, 1997; Singh, 2015)이 노동주택부에서는 그렇지 않다는 것을 증명한 본 연구의 결과는 직무만족이 리더십에 비해 직원 생산성에 더 큰 영향을 미쳤기 때문이며, 이는 1989년 Taunton과 2009년 Smith가 수행한 연구에 의해 뒷받침된다. 또한, 연구의 통계적 결과는 흥미로운 일을 할 수 있는 능력, 종합적 기술의 적용, 현재의 업무량관리자와의 관계, 신체적 작업환경 및 그들이 현재 고용주에게 얼마나 행복한지 혹은 불행한지 등의 반응에 기반하여 직무에 대한 불만족으로 인해 직원들의 생산성 수준이 감소한 것으로 나타났다. 마지막으로, 본 연구의 결과는 노동주택부의 직원 생산성 극대화와 관련된 권고 사항을 제언하였다.The leadership style or behaviour of a manager accounts, to a large extent, for the level of productivity of those under his leadership, and with the introduction of the New Public Management theories in recent years, emphasis has largely been placed on innovation and productivity of staff, and not on the kind of leadership under which staff perform their duties. Little is however known about which leadership style best suits all situations if the aim is to improve staff productivity. Although there are many factors which could contribute to a decline or increase in staff productivity, the focus of this research will be on the leadership style of the Directors and Heads of Unit in the Ministry of Works and Housing, Ghana, as perceived by staff and the Chief Director, who is the bureaucratic head of the Ministry. This paper reviewed some of the current challenges at the Ministry with regard to employee productivity. Leadership style, which was the independent variable, was measured using the Multifactor Leadership Questionnaire (MLQ), also known as the MLQ-6s, based on Bass and Avolios (2002) four-dimensional measurement of leadership namely idealised leadership, inspirational, intellectual, and individualised leadership. On the other hand, the dependent variable, employee productivity, was measured using the 360-degree feedback strategy, determining staffs own perception of their productivity guided by output, goal attainment, meeting deadlines, their use of office supplies and time management. Additionally, job satisfaction served as the mediating variable which is relevant to the study because it has been suggested that a positive attitude towards work contributes greatly to increased job satisfaction and consequently increases productivity (Linz, 2002). Inadvertently, the control variables were age, gender, education, and job position. It is noteworthy that the main method of gathering data was in the use of questionnaires and only interviews were conducted via zoom with some directors of the Ministry due to their busy schedule. Out of the eighty (80) staff contacted to participate in the survey, sixty-one (61) responded. It was discovered that the dominant leadership style at the Ministry of Works and Housing was transformational leadership, and it has a highly positive relationship with employee productivity. However, the introduction of the mediating variable, job satisfaction, increased the level of productivity among staff at the Ministry of Works and Housing, indicating that, the more satisfied staff are at their job, the higher their levels of productivity, which is in agreement with other existing research (Spector, 1997; Linz, 2002; Azeez et al., 2016). The outcome of this study proved that the generally accepted notion that leadership style alone impacts employee productivity (McNeese-Smith, 1997; Singh, 2015), is not the case at the Ministry of Works and Housing because job satisfaction had a greater impact on employee productivity as compared with leadership and this is supported by research conducted by Taunton et al., 1989, and Smith et al., 2009. Additionally, the statistical results of the study showed that the productivity levels of staff had reduced due to dissatisfaction with their job based on responses given about their ability to do interesting work in their role, application of their skillset, current workload, relationship with their manager, their physical working environment, and how happy or unhappy they are with their current employer. Finally, the results of this study guided the provision of recommendations relevant for maximum staff productivity at the Ministry of Works and Housing.List of Tables 5 List of Figures 6 Chapter 1: Introduction 7 1.1 Background 7 1.2 Problem Statement 8 1.3 Research Objective 9 1.4 Research Questions 9 1.5 Research Methods 9 Chapter 2: Theoretical Background and Literature Review 11 2.1 Concept of Leadership 11 2.1.1 Creating an agenda 13 2.1.2 Developing a human network for achieving the agenda 14 2.1.3 Execution 14 2.1.4 Outcome 15 2.2 Concept of Employee Productivity 19 2.2.1 Job Satisfaction and Productivity 20 2.2.2 Maslows Theory of Needs and Productivity 23 2.3 Leadership Style and Employee Productivity 25 Chapter 3: Research Design 27 3.1 Analytical Framework 27 3.2 Hypothesis 28 3.3 Conceptualisation and Operationalisation 30 3.3.1 Independent Variable 30 3.3.2 Dependent Variable 30 3.3.3 Control Variable 30 3.3.4 Mediating variable 30 3.4 Methodology 31 3.5 Population Sample 31 3.6 Research instrumentation 32 3.7 Data collection 33 3.8 Measurement Error 33 3.9 Analysis of Data 34 Chapter 4: Results and Findings 35 4.1 Participation and Response 36 4.2 Results of the survey 36 4.3 Descriptive Analysis 37 4.3.1 Demographics 37 4.3.2 Independent Variable 38 4.3.3 Dependent Variable 42 4.3.4 Mediating Variable 43 4.3.5 Reliability Test 45 4.3.6 Hypothesis Testing 45 4.3.7 Discussion of Regression Analysis 47 4.4 Summary 48 Chapter 5: Implications, Recommendations and Conclusions 49 5.1 Implications 50 5.2 Recommendations 51 5.3 Limitations of research 52 5.4 Conclusions 53 Appendix A 54 Multi-Factor Leadership Questionnaire 54 Appendix B 56 360-Degree Feedback and Job Satisfaction Questionnaire 56 References 62 국문초록 68석