Página 1 dos resultados de 242 itens digitais encontrados em 0.241 segundos

Liderança dos coordenadores de departamento : estudo realizado num agrupamento da zona centro do país

Pereira, Luís Manuel de Almeida
Fonte: Universidade Católica Portuguesa Publicador: Universidade Católica Portuguesa
Tipo: Dissertação de Mestrado
Publicado em 2/04/2012 POR
Relevância na Pesquisa
55.93%
A presente Dissertação de Mestrado incide no estudo sobre a perceção dos professores sobre a liderança praticada pelos Coordenadores de Departamentos Curriculares ao nível de um Agrupamento de Escolas da Zona Centro do País. A questão da liderança é, desde há muito tempo a esta parte, retratada em inúmeros trabalhos contudo, considera-se relevante perceber como lidam os professores com os líderes que lhe são mais próximos. Por isso, o estudo reflecte sobre as lideranças intermédias nas escolas, nomeadamente da competência dos coordenadores de departamentos. O estudo empírico realizado teve assim como principal objetivo: caracterizar a liderança dos Coordenadores de todos os Departamentos Curriculares de um Agrupamento de Escolas da Zona Centro do País, especificamente ao nível da Gestão do Departamento, do Desenvolvimento Curricular, da Gestão de Pessoas e da Resolução de Problemas/Tomadas de Decisões. Tendo em conta este contexto, o presente estudo baseou-se numa amostra constituída por duzentos e sessenta e nove professores de todos os Departamentos Curriculares do Agrupamento em análise e os dados foram obtidos através da aplicação de questionários e submetidos a tratamento estatístico descritivo e inferencial. Da investigação efetuada concluiu-se que os professores do Agrupamento em questão se encontram satisfeitos com a liderança praticada pelos seus Coordenadores devido à sua eficiência na convocatória e presidência de reuniões do Departamento Curricular; pela promoção e partilha de experiências...

Leadership and cooperation at the general medicine department of LMU Munich: Good grades despite difficult conditions

Schelling, Jörg; Braun, Susanne
Fonte: German Medical Science GMS Publishing House Publicador: German Medical Science GMS Publishing House
Tipo: Artigo de Revista Científica
Publicado em 15/11/2011 EN
Relevância na Pesquisa
65.77%
The relevance of general medicine at German universities will increase over the next few years. Consequently, the discussion of teaching content and even more the improvement of the structures within the still small and dependent departments of general medicine are of major importance. The example of our department at LMU Munich shows which challenges for leadership and cooperation result from lack of financial and personnel structure. The project “cooperation culture” that the department has conducted in collaboration with the LMU Center for Leadership and People Management is presented as a means to promote leadership and cooperation. This project can serve as an inspiration for the coordinators of smaller departments of general medicine at other German universities that are also striving to improve their structure and their position within the university.

Modernizing human resource management : the importance of values-based leadership in the Canadian federal public service /

Morrison, Lori.
Fonte: Brock University Publicador: Brock University
Tipo: Electronic Thesis or Dissertation
ENG
Relevância na Pesquisa
55.84%
Over the past several decades, many theories have been advanced as to why efforts to reform the public service have met with only limited success. Clearly, the role of leadership with respect to reform must be examined, since successful organizational leaders should be extremely accomplished in the promotion and protection of the values that underlie decision-making. The issue of effective leadership is particularly significant for the future of the public service of Canada. Large numbers of public servants in the executive ranks are due to retire within the next five years. Given their central role, it is vital that there be enough dedicated and committed public servants to staff future vacancies. It is also essential that future public service leaders possess the competencies and values associated with a world-class public service and, a new type of public organization. Related to this point is the importance of people-management skills. People management in the public service is an issue that has historically faced - and will continue to face - major challenges with respect to recruiting and retaining the leaders it requires for its continued success. It is imperative that the public service not only be revitalized and be seen as an employer of choice...

Leadership in higher education : a decanal perspective /

Brown, Tammy L.
Fonte: Brock University Publicador: Brock University
Tipo: Electronic Thesis or Dissertation
ENG
Relevância na Pesquisa
55.81%
This is a study which examines the roles and responsibilities of Deans, specifically focussing on the Deans in the Faculties of Education at three Ontario Universities - Brock University, the University of Western Ontario, and the University of Windsor. This study examines the roles of Deans in the context of leadership and as a management position. The initial belief of the researcher was that Deans acted as middle managers at their institution besides being role models, scholars and leaders. Data were collected through interviews with the various participants and through the examination of the official job descriptions at each institution. Concepts such as leadership, motivation, empowerment, and management are discussed in relation to the position of Dean. The research concludes that a Dean is a leader in higher education who is responsible for a variety of issues. Besides academic related responsibilities such as faculty development, program development and research, a Dean is also responsible for a wide range of administrative tasks including financial management and obligations to external groups. As a role model and scholar, the Dean must ensure that all areas have sufficient energies devoted to them. This creates a heavy burden on Deans as they have a great deal of responsibilities to manage while still maintaining their role as a scholar. The researcher concludes that the position of Dean requires additional support from the institution. This support could be in an Associate Dean or an Executive Assistant with training and support mechanisms on an ongoing basis.

Determinants of Services Sourcing Performance; Determinants of Services Sourcing Performance; Determinants of Services Sourcing Performance

Muir, William A.; Muir, William A.
Fonte: Monterey, California: Naval Postgraduate School; Monterey, California: Naval Postgraduate School Publicador: Monterey, California: Naval Postgraduate School; Monterey, California: Naval Postgraduate School
Tipo: Thesis; Thesis; Thesis
EN_US; EN_US; EN_US
Relevância na Pesquisa
75.75%
Approved for public release; distribution is unlimited; The need for reform in the Department of Defenseâ s (DoD) acquisition and management of services acquisitions has been recently highlighted by the Government Accountability Office and by top leadership within the DoD acquisition community. However, problems with the acquisition of business-to-business services have not been limited to purchasing in the public sector; industry has also struggled with the effective acquisition of business-to-business services as the complexities and unique nature of services render the definition of requirements and the specification and measurement of contractor performance to be problematic. Despite these difficulties, little research has been conducted to examine the determinants of sourcing performance in services acquisitions. This study uses structural equation modeling to examine the relationships between service quality and its determinants in the U.S. Air Forceâ s acquisition of business-to-business services. Data were collected by surveying a sample of contract administrators assigned to services acquisitions. The results of statistical analysis suggest that requirement definition sufficiency and governmentâ contractor communication strongly affect the contract outcomes of service quality and regulatory and statutory compliance. A non-positive relationship is also found between the extent of compliance with regulations and statutes and the quality of the service rendered. Other results include a significant relationship between the level of commitment by the internal customer and the sufficiency of the requirement definition as well as the deleterious effects of personnel turnover on compliance with regulations and statutes. While the results present several practical implications for the DoDâ s acquisition and management of service contracts...

Best practices in the Navy’s energy programs : strategic communication factors operating in the tactical forces

Salem, Anita; King, Cynthia; Fox, Shane; Haley, Ryan; Klotzbach, Mike
Fonte: Monterey, California : Naval Postgraduate School Publicador: Monterey, California : Naval Postgraduate School
Tipo: Relatório
EN_US
Relevância na Pesquisa
75.78%
The Department of the Navy is the second largest consumer of petroleum within the Department of Defense and has been tasked by Navy leadership to reduce energy costs in the tactical forces. Energy conservation can be both a cost effective and relatively quick way to reduce energy. To better understand how the Navy can more effectively encourage energy conservation, this study reviewed existing literature for relevant management and communication theory and practices, identified and evaluated existing Navy energy conservation programs, and interviewed Navy tactical forces’ personnel regarding their perspectives on the effectiveness of current programs and their motivations for conserving. Results from published literature indicate that key factors affecting energy conservation behaviors include attitudes, cognitive understanding, motivation, leadership, and effective strategic communication practices. Assessments of existing programs resulted in a focus on two successful initiatives: the i-ENCON program and the Shipboard Energy Management Program. The benefits and drawbacks of these programs are discussed. Finally, interview results suggest several factors that may enhance or impede energy conservation efforts in the Navy including level of awareness of the problem...

Services Supply Chain in the Department of Defense: Comparison and Analysis of Acquisition Management in the Army, Navy, and Air Force

Apte, Aruna; Uday M. Apte; Rendon, Rene G.
Fonte: Escola de Pós-Graduação Naval Publicador: Escola de Pós-Graduação Naval
Relevância na Pesquisa
65.71%
Proceedings Paper (for Acquisition Research Program); This paper presents the results of our empirical studies of current management practices in services acquisition in the Army, Navy, and Air Force. The primary objective of these studies was to develop a comprehensive understanding of how services acquisition is being managed within, as well as across, individual military services. In these empirical studies, we developed and deployed a Web-based survey to collect primary data. Specifically, we studied the current management practices in such areas as contract characteristics, and acquisition management methods including regional- or installation-level acquisition, use of project management approach, acquisition leadership and ownership of requirements. We also studied other program management issues such as scope and ability of personnel responsible for acquisition, adequacy of acquisition billets and their fill rates, and training provided to services acquisition personnel. We found that for the most part the services contracts awarded and administered conformed to our expectation. For example, most service contracts are competitively bid, fixed-priced awards with a minimal use of any type of contract incentives. The survey data also confirmed that the Navy uses regional approach in services acquisition...

Services Supply Chain in the Department of Defense: Comparison of Acquisition Management Practices in Army, Navy, and Air Force

Apte, Aruna; Uday M. Apte; Rendon, Rene G.
Fonte: Escola de Pós-Graduação Naval Publicador: Escola de Pós-Graduação Naval
Relevância na Pesquisa
75.7%
Sponsored Report (for Acquisition Research Program); This paper presents the results of our empirical studies of current management practices in services acquisition in the Army, Navy, and Air Force. The primary objective of these studies was to develop a comprehensive understanding of how services acquisition is being managed within as well as across individual military Services. In these empirical studies, we developed and deployed a web-based survey to collect primary data. Specifically, we studied the current management practices in areas such as contract characteristics, and we studied acquisition management methods, including regional- or installation-level acquisition, use of the project management approach, acquisition leadership, and ownership of requirements. We also studied other program management issues such as the ability of personnel responsible for acquisition, adequacy of acquisition billets and their fill rates, and training provided to services acquisition personnel. We found that for the most part, the services contracts awarded and administered conformed to our expectation. For example, most services contracts are competitively bid, fixed-priced awards with minimal use of any type of contract incentives. The survey data also confirmed that the Navy uses a regional approach in services acquisition...

Marine leadership of Civilian Personnel: an analysis of Marine Contracting Officers' Management of Civilian P & C Personnel

Robinson, Macon R
Fonte: Monterey, California. Naval Postgraduate School Publicador: Monterey, California. Naval Postgraduate School
ENG
Relevância na Pesquisa
75.61%
Approved for public release: Distribution is unlimited; The Marine Corps currently has 18 regional contracting offices located throughout the continental U.S. and one office in Okinawa, Japan. Ten out of the 18 regional contracting offices are headed by military contracting officers. The majority of the personnel that make up the workforce in these offices are civilians. The military side of the workforce continues to get smaller not only because of downsizing but in part as a result of the Defense Acquisition Workforce Improvement Act (DAWIA). DAWIA requires the Department of Defense to increase the ratio of civilian personnel to military personnel in the acquisition workforce each year, a move toward civilianization of this profession. As more and more civilians take over acquisition and contracting positions the real challenge will be for those military officers that must head these newly formed organizations which rely heavily on civilian workforce. The major challenge that any military officer will be facing in this environment is how to manage civilians effectively. This thesis identifies the issues associated with the management of civilian purchasing and contracting (P & C) personnel in a USMC regional contracting Office. A survey and interviews of USMC military contracting officers and civilian P & C personnel were conducted by the researcher and the results were used to develop conclusions and recommendations to enhance the management skills of Marine Corps Officers; http://archive.org/details/marineleadership00robi; Captain...

A study of the barriers to institutionalization of Total Quality Management (TQM) in the Department of Defense acquisition process

Brown, William Andrew
Fonte: Monterey, California: Naval Postgraduate School Publicador: Monterey, California: Naval Postgraduate School
Tipo: Tese de Doutorado Formato: vi, 114 p. ill.
EN_US
Relevância na Pesquisa
65.69%
Approved for public release; distribution unlimited.; This thesis research focused on the identification and characterization of the barriers which impede institutionalization of Total Quality Management (TQM) concepts in the Department of Defense (DoD) acquisition system. Barriers were identified and characterized by survey of public and private sector individuals knowledgeable about TQM and experienced in the DoD acquisition system. The quality philosophy described by DR. W. Edwards Deming was the primary foundation for analysis. Although many barriers were identified, the research analyzed the top six barriers identified by respondents. In order of precedence, they were: Management Willingness to Change, the Competition in Contracting Act of 1984, Congressional Oversight, DoD Acceptance and Inspection Procedures, Single Year Budgeting, and Management Mobility. Major conclusions were: (1) Institutionalization of TQM involves a cultural shift in how managers view leadership, (2) Barriers rooted in statute or regulation demand leadership's attention, (3) A prerequisite for command positions must include a profound understanding of total quality, (4) The political environment that influences the DoD acquisition system, also affects DoD's ability to institutionalize total quality...

Naval leadership: a study of views on leadership competencies and methods to reinforce leadership skills

Lewis, Raymond J.
Fonte: Monterey, California: Naval Postgraduate School Publicador: Monterey, California: Naval Postgraduate School
Tipo: Tese de Doutorado Formato: 115 p. ill.
EN_US
Relevância na Pesquisa
55.8%
Approved for public release; distribution is unlimited.; The purpose of this thesis is to examine the perception of the leadership competencies that are being taught at the Navy's leadership course, NAVLEAD, and to investigate ways to reinforce leadership training in the operational environment. An analysis was conducted to identify the importance of the leadership competencies at a naval officer's current job. By determining the importance officers place on the leadership competencies, support can be made to determine if additional training would be beneficial. An investigation was conducted of the various media for leadership training to determine the best method for training in the operational environment. Additionally, an analysis was conducted across designator community and rank, to determine the percentage of time officers spend engaged in management, technical, and leadership tasks. This thesis provides support for implementing post-schoolhouse refresher leadership training through computer-based instruction.; Lieutenant, United States Navy

Effective leadership through empowerment: a case study

Newton, Mary Beth.
Fonte: Monterey, California. Naval Postgraduate School Publicador: Monterey, California. Naval Postgraduate School
Tipo: Tese de Doutorado Formato: 78 p.
EN_US
Relevância na Pesquisa
55.78%
Approved for public release; distribution is unlimited.; In recent year the topic of empowerment has gained much attention among managers. This thesis is a case study analysis of one Naval Hospital Commanding Officer, Captain William R. Rowley, who has a reputation in his community as an innovator and advocate for empowerment. It presents a model of Captain Rowley's leadership philosophy. This model was found to be consistent with empowering leadership strategies as demonstrated by the close fit with two theories of empowerment. Captain Rowley's leadership was found to result in the achievement of positive change and improvement at Naval Hospital Camp Pendleton and to be consistent with sound practices of management control. His leadership model was also found to be consistent with the basic tenets of TQL and has resulted in successful progress toward full implementation of TQL at the command. Based on the successes described in this thesis, it is proposed that this model is useful for Navy Medicine as a viable leadership option.; Lieutenant Commander, United States Navy

Building line officers into financial managers: an analysis of the process and recommendations for improvement

Cutter, David C.
Fonte: Monterey, California. Naval Postgraduate School Publicador: Monterey, California. Naval Postgraduate School
Tipo: Tese de Doutorado Formato: xvi, 75 p. : ill. (some col.)
Relevância na Pesquisa
65.64%
Approved for public release; distribution is unlimited; With a FY 2004 budget of $1 14 billion, there is no question that the Department of the Navy is involved in big business. If compared to the sales revenues of the Fortune 500, the Navy would rank sixth. After having weathered a prolonged drawdown through the 1990's, Naval leadership must recapitalize its aging legacy systems. The plan to accomplish this task is the Sea Enterprise component of the Navy's Sea Power 21 strategy. In order to reach these goals, the Chief of Naval Operations needs a cadre of business-savvy line officers who can properly allocate scarce resources. The core of this group is comprised of line officers who hold the Financial Management (FM) subspecialty designator. This thesis applies a managerial control system approach to the process of filling Financial Management billets with properly qualified FM line officers. Complex and multifaceted, the process contains three distinct components: promotion, assignment and education. After examining levers of control that can be accessed by the FM community manager, this thesis identifies system weaknesses. Recommendations to solve the weaknesses include improved control and tailored incentives. The combination of control and incentives could improve the qualification rate of the Navy's FM officer positions and...

Evaluation of organizational self-assessment tools and methodologies to measure continuous process improvement for the Naval Aviation Enterprise

Kaehler. Theodore J.
Fonte: Monterey, California. Naval Postgraduate School Publicador: Monterey, California. Naval Postgraduate School
Tipo: Tese de Doutorado Formato: xx, 131 p. : ill. (some col.) ;
Relevância na Pesquisa
75.59%
The Naval Aviation Enterprise (NAE) has created a program called AIRSpeed to deliver the efficiency gains of continuous process improvement (CPI). NAE leadership seeks a self-assessment tool to measure how well AIRSpeed has been implemented, including possible areas for improvement. This thesis studies the origins of continuous process improvement, the value of assessment, and current assessment methodologies. Key concepts are cited for the use of organizational assessment tools. The objectives are an enhanced body of knowledge for enterprise assessment, to provide a comparison of several approaches, and to recommend a tool for NAE AIRSpeed. The tools to be considered are the Department of Defense CPI Transformation Guidebook (DoD CPITG), the Navy's Performance Excellence Guidebook (NPEG), the Lean Aerospace Initiative (LAI) Government Lean Enterprise Self-Assessment Tool (GLESAT), and the NAVAIR Alignment Assessment Tool (NAAT). Research revealed that three of the four tools (DoD CPITG, NPEG, and GLESAT) could efficiently measure AIRSpeed maturity, and recommendations were made that a performance management framework be established by the NAE prior to implementation of any formal assessment process. The maturity level of NAE AIRSpeed could be baselined using the LAI tool in those areas where lean principles have been implemented over a period of years.

Organizational change: implications of culture and leadership in the transformation to a total quality management paradigm

Meuser, Elizabeth, A.
Fonte: Brock University Publicador: Brock University
Tipo: Electronic Thesis or Dissertation
ENG
Relevância na Pesquisa
55.8%
The study was undertaken to investigate organizational readiness for change to a total quality management (TQM) paradigm as the corporate-wide strategy within a long-term care facility. The focus of the study was on leadership values and organizational cultural characteristics that could either accelerate or impede the change process at The Public Hospital. structurally, the ~tudy included 'three distinct components. The first component examined the management philosophy outlined by Deming (1986) and his contemporary Juran (1989) in order to determine what leadership values best support the new Total Quality Management paradigm. Secondly, this information was compared to present leadership values at The Public Hospital with the purpose of identifying opportunities for improvement within the organization's current culture as the hospital moves toward the desired TQM culture. The final component, a roadmap, was developed to reflect the most appropriate direction for organizational change at The Public Hospital.

Secondary School Department Heads as Teacher Leaders: A Study in Suburban Ontario

Clarke, Kristen A.
Fonte: Brock University Publicador: Brock University
Relevância na Pesquisa
55.87%
This study focused on the leadership perceptions of 6 department heads, the conditions for their leadership role and their strategies, and supports for navigating their role. Research participants engaged in 2 sets of semistructured interviews; this resulted in a wealth of richly detailed data. It is clear that department heads do act as teacher leaders, even if they do not use this language to discuss their roles. Five elements of the role of the department head as teacher leader unfolded. The research participants perceived their leadership role to be rooted in teaching. They noted their management and leadership roles. They recognized the importance of support for their work and the support that they provide to others. In addition, they provided an overview of key strategies that they implement to lead in their individualized contexts. Department heads also noted the difficulties associated with their position and the effects that these challenges have on them as individuals. This research has resulted in a number of key recommendations for stakeholders. Department heads themselves need to openly discus's their leadership role with their colleagues and their administrators. In turn, administrators need to develop a deeper understanding of the role along with the potential for balkanization in schools. In addition...

A percepção dos peritos criminais federais sobre as competências necessárias aos cargos de chefia: o caso das unidades descentralizadas de Perícia Criminal Federal

Souza, Julio Coelho Ferreira de
Fonte: Fundação Getúlio Vargas Publicador: Fundação Getúlio Vargas
Tipo: Dissertação
PT_BR
Relevância na Pesquisa
55.77%
O presente estudo visa conhecer a percepção que os Peritos Criminais Federais do Departamento de Polícia Federal possuem sobre as competências necessárias para aqueles que ocupam cargo de chefia. A amostra é composta por Peritos Criminais Federais com menos de dez anos de profissão no cargo de perito, provenientes do concurso público de 2004 e lotados principalmente nas unidades descentralizadas localizadas em cidades do interior do Brasil, bem como em algumas capitais da região norte. O estudo possui caráter exploratório e descritivo, cujos meios adotados foram a pesquisa de campo, documental, bibliográfica e de estudo de caso. A amostra foi constituída por 33 Peritos Criminais Federais que exercem ou exerceram o cargo de chefia nas unidades da Perícia Criminal Federal. A pesquisa foi realizada por meio de um questionário composto por 75 questões e enviado por meio de correio eletrônico para os respondentes, sendo 54 questões relacionadas as competências técnicas e comportamentais oriundas de um mapeamento de competências realizado pelo Departamento de Polícia Federal focado em todos os servidores. Depois de validados os dados foram submetidos a análise estatística descritiva, não sendo utilizada a analise fatorial devido os dados extraídos das respostas serem em número insuficiente para esta técnica. Os resultados evidenciaram que as competências técnicas e comportamentais mais relevantes associam-se à visão sistêmica...

Change leadership in the U.S. Coast Guard; Change leadership in the United States Coast Guard

McAllister, Michael F., 1964-
Fonte: Massachusetts Institute of Technology Publicador: Massachusetts Institute of Technology
Tipo: Tese de Doutorado Formato: 211 p.; 10074926 bytes; 10074732 bytes; application/pdf; application/pdf
ENG
Relevância na Pesquisa
65.86%
The ability to lead productive change is becoming increasingly necessary and important to organizations. Across the spectrum of private businesses, non-governmental organizations and the public sector, organizations are expected to adapt quickly to rapidly changing market and environmental conditions. Effective leadership is needed to successfully implement new programs that require changes in people's skills, attitudes or behaviors. Leadership is also needed to build organizational cultures that stimulate innovation and risk-taking and embrace change. The United States Coast Guard, an agency within the new Department of Homeland Security, has a 215-year history of adapting to meet new mission challenges. Just over the past three decades, the service has taken on new operational roles in drug interdiction, fisheries enforcement, environmental protection, ports and waterways security and national defense, while also responding to increased calls for efficiency and innovation in service delivery. Today's Coast Guard is going through monumental change as a result of the emergence of the homeland security mission, the move to a new Department, and an internal reorganization of operational units. This thesis addresses the strengths and challenges of the Coast Guard in leading organizational change. A historical perspective on Coast Guard change leadership and an analysis of change leadership challenges common to U.S. Government agencies is presented. A "macro" look of the environment for change in the Coast Guard is presented as well. John Kotter's eight-stage framework from his 1996 book Leading Change and his 2002 book The Heart of Change is used to evaluate Coast Guard change programs. The thesis concludes with recommendations that; (cont.) senior executives in the Coast Guard might consider in improving organizational change leadership. The research was conducted through a survey of available literature...

George C Marshall: An Enduring model of leadership effectiveness

Clarcq, Jack; DeMartino, Richard; Palanski, Michael
Fonte: The Journal of Character and Leadership Integration Publicador: The Journal of Character and Leadership Integration
Tipo: Periódico
EN_US
Relevância na Pesquisa
55.87%
General George C. Marshall is universally recognized as a paragon of leadership. Marshall’s effectiveness as the leader of the U.S. Army during World War II, the State Department during the early post-war era, and the Defense Department during the Korean War are well known and documented. As a result of his many accomplishments, a number of researchers and historians have explored traits and factors that underlie Marshall’s success. While many of these efforts provide insight into Marshall’s leadership style, none employ original data (interviews) specifically focused on leadership, management, and character. This paper is based on interviews conducted in 1998 of the last remaining Marshall subordinates. These individuals—Brigadier General Erle Cocke, Jr., General Andrew J. Goodpaster, General Walter T. Kerwin, Ambassador George F. Kennan, and Mr. H. Merrill Pasco—were interviewed specifically pertaining to Marshall’s management and leadership approach. The findings, depicted in this article, outline and map Marshall’s effectiveness in both personal and organizational leadership.

Impact of CEO resignation on stock returns in hospitality industry : an event study

Dong, Mo
Fonte: University of Delaware Publicador: University of Delaware
Tipo: Tese de Doutorado
Relevância na Pesquisa
65.5%
Kwansa, Francis A.; A change in executive leadership is a significant event in the life of a firm. A chief executive officer???s abilities, preferences, and ultimate decisions affect the firm through the projects the firm selects, its financial policy, and the corporate culture. To the ext ent that these characteristics and the resulting decisions differ across individuals, CEO changes can alter the course of the firm and its stock performance. Many studies have shown that CEO changes can have a significant impact on shareholder wealth and firm operations. This study investigates an important consequence of a CEO resignation in the hospitality industry: the impact on stock returns. Two hypotheses were developed about how changes in CEO might affect stock returns, and they were tested by using a sample of 56 CEO resignations over the 1999 -2012 periods. The event study method was used to relate the event of CEO resignation to the stock returns of the company. In addition, the same analysis was conducted on data set from both hospitality companie s and non-hospitality companies in order to determine whether there are different market reactions across industries. The results demonstrated that hospitality stocks react significantly to CEO resignation. Hospitality stocks...