Página 1 dos resultados de 242 itens digitais encontrados em 0.014 segundos

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...

Relating leadership, thinking styles, self-concept, motivation and stress management in education

Frame, Robert James.
Fonte: Brock University Publicador: Brock University
Tipo: Electronic Thesis or Dissertation
ENG
Relevância na Pesquisa
55.67%
Seventy-five principals and vice-.wincipals from public elementary and secondary schools in Hamilton, Ontario, Canada participated in this study. Participants provided ,information concerning their thinking styles, motivations, and the physical effects of stress. This information was examined to find out how satisfaction-oriented, and how security-oriented the thinking styles of the participants were. Second, the data were analysed to see how the thinking style orientations related to life style habits and the effects of stress. The satisfaction-oriented thinking styles scored higher than all of the security-oriented thinking styles by a wide margin with a small preference for the satisfaction-people-oriented styles labelled humanistic-helpful, and affiliative as opposed to the satisfaction-task-oriented styles labeled achievement, and self-actualizing. Although all eight of the security-oriented thinking styles scored well below all of the satisfaction-oriented thinking styles on the Life Styles Inventory, the perfectionistic style scored higher than all of the security-oriented styles by an impressive margin. The next highest scores were recorded by a cluster of three passive-defensive people-oriented thinking styles labeled approval...

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.

OED Review of the Poverty Reduction Strategy Process : Albania Case Study

Operations Evaluation Department
Fonte: World Bank, Washington, DC Publicador: World Bank, Washington, DC
EN_US
Relevância na Pesquisa
55.58%
This report analyzes the experience of Albania with the Poverty Reduction Strategy Paper (PRSP) process. The focus of the report is on evaluating the performance of the World Bank in supporting the PRSP initiative, not on appraising the authorities policies. The main emphasis of the report is on the formulation and implementation of the PRSP until March 2003, but it does cover elements of the PRSP Progress Report which was completed following the evaluation team s mission to Albania. The report is structured as follows: Section B describes the country context including, political and economic background, the poverty profile, and key constraints for development. Section C addresses the PRS Process in its entirety and includes an assessment of the relevance of the PRSP for Albania and its consistency with the underlying principles of the initiative. Section D assesses the World Bank s support to the process. Finally, section E summarizes the main points of the assessment and attempts to draw lessons of more general applicability.

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
55.61%
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...

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

A comparative analysis of graduate management education

Lathroum, John A.
Fonte: Monterey, California. Naval Postgraduate School Publicador: Monterey, California. Naval Postgraduate School
Tipo: Tese de Doutorado Formato: xiv, 243 p.;28 cm.
EN_US
Relevância na Pesquisa
55.71%
Approved for public release; distribution is unlimited; This thesis analyzes the top ten Master's of Business Administration (MBA) programs and top ten Public Management programs in the United States and has established a definition of quality in graduate management education in terms of programs offered, students selected and faculty. The top ten MBA and Public Management programs were then compared to the Master of Science (MS) in Management offered at the Naval Postgraduate School (NPS). With these comparative data, basic similarities and differences are identified between NPS and the selected programs. The structure of the MS in Management at NPS is similar to the MBA and Public Management curricula by requiring an extensive mission-related project (thesis), prior professional work experience and learning through a team based orientation. Keeping with its mission, the Department of Systems Management offers curricula that span programs from both MBA and Public Management. Because of this broader scope, the average length for the MS in Management at NPS is about two months longer than the average MBA and Public Management program. Additionally, the average total courses taken are the same as the average MBA program but six more than the average Public Management program. Students at NPS are selected based on academic and leadership ability instead of GMAT and GRE scores used at the selected schools. Finally...

Implementation of Total Quality Leadership (TQL) at Long Beach Naval Shipyard and future perspectives for implementation by the Hellenic naval stations

Maganares, Leonidas M.
Fonte: Monterey, California. Naval Postgraduate School Publicador: Monterey, California. Naval Postgraduate School
Tipo: Tese de Doutorado Formato: 162 p.
EN_US
Relevância na Pesquisa
55.65%
Approved for public release; distribution is unlimited; The Hellenic Navy, in a continuous effort to improve its maintenance capability, is seeking improved quality to handle both today's and future needs. Such a quality improvement could be realized by examining and implementing a Total Quality Leadership (TQL) process similar to that at the Long Beach Naval Shipyard (LBNSY). This thesis uses the framework of Dr. W. Edwards Deming's philosophy of management, highlighting his fourteen points to assess the implementation of TQL at LBNSY. Personal interviews were conducted and a climate questionnaire given to selected TQL-trained civilian senior and middle managers at LBNSY. The results were evaluated to assess the performance of TQL at LBNSY and to determine its possible applicability for the Hellenic Naval Stations.; Lieutenant Commander, Hellenic Navy

Assessment of the implementation of Total Quality Leadership (TQL) on U.S. Navy operating forces and perspectives for future implementation by the Hellenic Navy

Theodossiou, Alexandros.
Fonte: Monterey, California. Naval Postgraduate School Publicador: Monterey, California. Naval Postgraduate School
Tipo: Tese de Doutorado Formato: 140 p.
EN_US
Relevância na Pesquisa
55.59%
Approved for public release; distribution is unlimited.; In a continuous effort to improve the effectiveness and operational readiness of its forces, the Hellenic Navy is seeking for improved quality to meet its future needs. Such a quality improvement could possibly be realized from a Total Quality Leadership (TQL) process that is currently being implemented in the U.S. Navy. This thesis uses the framework of Dr. E.W. Deming's philosophy of management and his fourteen points to assess the ongoing implementation of TQL in the U.S. Navy Operating Forces. Using personal interviews and a survey climate questionaire, selected TQL-educated officers in various parts of the U.S. Navy (Aviation and Helicopter Squadrons, and ships), gave their experiences of TQL. The survey was also given to the Greek Naval Officers studying at the Naval Postgraduate School. The resulting information provided the means to evaluate the performance of TQL in the USN and to determine its possible applicability in the Hellenic Navy.; Lieutenant Commander, Hellenic 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
55.64%
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...

Expanding the talent pool in the area of Homeland Security

Yee, Lai Sun M.
Fonte: Monterey, California. Naval Postgraduate School Publicador: Monterey, California. Naval Postgraduate School
Tipo: Tese de Doutorado Formato: x, 55 p. : ill. ;
Relevância na Pesquisa
55.58%
CHDS State/Local; The attack on the World Trade Center on September 11, 2001 spurred the growth of the field of homeland security in the United States. It would be beneficial to expand the talent and brain pool from which leaders can be drawn by increasing the number of women and minorities in the area of homeland security. This thesis will discuss the people who would seek careers in government; look at the experience of the military for increasing women officers; examine the mentoring programs in government and the private sector; and the importance of diversity in communicating to the public during an attack or an emergency. The area of homeland security encompasses the fields of law enforcement, fire fighting, emergency medical services, and emergency management. In order to increase the diversity of these fields, it will be necessary to attract, identify, recruit, and mentor women and minorities. Studies and anecdotal information indicate that mentoring programs are beneficial to women and minorities, especially if one' mentor is a senior official or executive in the organization. Such a mentoring relationship is usually fruitful in that the mentee may be exposed to higher level decision makers if selected for important projects and if one's mentor can provide information about the unwritten rules of an organization. Mentoring programs alone will not increase diversity in the area of homeland security. Such change will need the support of senior leaders. It will be necessary to persuade senior leaders that it is to their advantage to have their organizations reflect the diversity of America. This thesis makes some recommendations as to how senior leaders in homeland security can work to increase diversity. Again...

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
55.59%
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.

The CGIAR at 31 : An Independent Meta-Evaluation of the Consultative Group on International Agricultural Research, Revised Edition

Operations Evaluation Department
Fonte: Washington, DC: World Bank Publicador: Washington, DC: World Bank
Tipo: Publications & Research :: Publication; Publications & Research :: Publication
ENGLISH; EN_US
Relevância na Pesquisa
55.62%
The original mission of the CGIAR was a strategic, science-based focus on increasing "the pile of rice on the plates of food-short consumers," as characterized by a former chairman. It was to use the best science in advanced countries to develop technologies for the benefit of food deficit countries and populations. But a rapidly changing external environment has led to an expanded mission and mandate. The mission statement adopted in 1998 is "food security and poverty eradication in developing countries through research, partnerships, capacity building, and policy support, promoting sustainable agricultural development based on the environmentally sound management of natural resources." Several forces continue to influence the CGIAR's mandate. First, the rise of civil society organizations and the empowerment of marginal groups and women have increased donors' attention to social concerns. By restricting their funding to preferred programs and areas, donors are altering the composition of CGIAR activities. Second...

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.

The principal in the high school: effectiveness in a climate of sharing

Kikot, Nancy J.
Fonte: Brock University Publicador: Brock University
Tipo: Electronic Thesis or Dissertation
ENG
Relevância na Pesquisa
55.64%
This pilot study developed a climate instrument which was administered in a sample of high schools in one board of education. Several tests were conducted i n order to determine the reliability and internal consistency of the instrument . The ability of the instrument to identify the demographic differences of school and gender was also tested. The relationship between leadership styles and an effective use of authority in creating a productive and rewarding work environment was the f ocus of t his study. Attitudes to leadership and perceived school morale were investigated in a demographic study, a climate survey, as well as a body of related literature. In light of the empirical research, an attempt was made to determine the extent to which the authority figure's behaviour and adopted leadership style contributed to a positive school climate : one in which t eachers were motivated to achieve to t he best of their abilities by way of their commitment and service. The tone of authority assumed by t he leader not only shapes the mood of the school environment but ultimately determines the efficiency and morale of t he teaching staff.

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...

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...

Lean management in healthcare enterprise project: Beatriz Ângelo Hospital's Cardiology Department

Pires, Susana Maria Barreto Gamito
Fonte: Instituto Universitário de Lisboa Publicador: Instituto Universitário de Lisboa
Tipo: Dissertação de Mestrado
Publicado em //2012 ENG
Relevância na Pesquisa
55.77%
Mestrado em Gestão de Serviços de Saúde; Com os sinais de crise, tornou-se imperativo para as organizações focarem-se na redução de desperdício. Como filosofia de gestão, o termo Lean tem como focus a melhoria da produtividade, a eliminação de desperdício e promove actividades que acrescentam valor para o cliente. Este conceito é transversal a todo o tipo de serviços, inclusive no sector da saúde O objectivo deste estudo prende-se com a introdução e análise de práticas de Lean Mangement no Departamento de Cardiologia do Hospital de Loures. Por isso, no 1º capítulo são descritos a origem, os conceitos e as técnicas de Lean Management. No 2º capítulo são apresentados exemplos de como o Lean Management pode ser aplicado e com resultados positivos, nos vários tipos de serviços. A caracterização e modo de financiamento do Hospital de Loures, e por conseguinte o próprio serviço de Cardiologia, são analisados no 3º capítulo. Ao longo do 4º capítulo, é descrita a Metodologia utilizada na análise da Cultura Organizacional e de Liderança do serviço e na implementação de Lean Management no serviço de Cardiologia. No 5º capítulo é realizado o diagnóstico para aceder ao grau de mentalização e preparação dos recursos para a mudança...

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.