...Secondly, I would like to send a special gratitude to my respondent Puan Nor Rubaiha Mohamed Nor, CEO of Yayasan UEM, UEM Group Berhad. Last but not least, a special thanks goes to my husband, family and friends for putting a smile on my face every single day. ABSTRACT The topic of the thesis is Women in Leadership and Management. This essay concerns the subject of thesis work is to make research of women leadership attributes and management styles. In order to get clearer details about that, I have made some investigations or researches on women leadership starting from definition of it, followed by the data collection in order to strengthen the research topic. Data shows that women continue to increase their share of managerial positions but unfortunately the rate of progress is slow and uneven. Therefore, I decided to examine the barriers experienced by a woman leader and how a woman managerial approach, such as transformational leadership style, can be effective for organization to reach their goals. It is so obvious that leadership is normally dominated by men. While women have some advantages and disadvantages, also prejudice and differ style of leadership. It is very...
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...CHAPTER 4 Leadership Behaviors, Attitudes, and Styles The purpose of this chapter is to provide the reader with an understanding of basic leadership behavior and attitudes, as well as styles. Some of the information goes back to classic studies conducted in the 1950s and 1960s, and some is recent. Several other topics are featured: servant leadership, and how leaders use 360-degree feedback to fine-tune their behaviors, entrepreneurial leadership styles, and gender differences in leadership. CHAPTER OUTLINE AND LECTURE NOTES This chapter covers pioneering information about leadership behaviors and attitudes that served as the basis for studies of leadership styles and contingency theories of leadership. A sampling of these styles is presented as well as current information about behaviors, attitudes, and styles. An effective leader is one who facilitates group members’ attaining productivity, quality, and satisfaction. I. THE CLASSIC DIMENSIONS OF CONSIDERATION AND INITIATING STRUCTURE The Ohio State studies developed questionnaires about leaders that included self-assessments and assessments by subordinates. This research became the foundation for most of the future research about leadership behavior, attitudes, and styles. Two dimensions (as identified by factor analysis) accounted for 85 percent of the variance in descriptions of leadership behavior. Consideration is the degree to which the leader creates an environment of emotional support, warmth, friendliness...
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...| MANAGEMENT RESEARCH / PROJECT DRS3023 RELATIONSHIP BETWEEN MANAGEMENT COMMUNICATION STYLE & ORGANIZATIONAL COMMITMENT WITH GENDER AS THE MODERATING FACTOR PROPOSAL FOR: MDM. DINA ABDUL RAZAK PREPARED BY: NORSYAFINAZ BINTI SHAH RIZAL THOMAS 012011110183 NURHASSAN BIN AZIZ 012011030529 MOHD NASRIQ BIN YAZID 012011030196 Submission date: [ 5-Jul-13 ] | Content | Page | | ABSTRACT (executive summary) | 3 | 1.0 | INTRODUCTIONBackground of studyProblem statement ObjectivesResearch questionScope of studyJustification of study | 4445556 | 2.0 | LITERATURE REVIEWManagement Communication StyleOrganizational CommitmentGender | 7788 | 3.0 | THEORETICAL FRAMEWORK & HYPOTHESISVariable relationshipTheoretical FrameworkHypothesis | 9999 | 4.0 | RESEARCH METHODOLOGYResearch ToolsSampling ProcedureData Collection Method | 10101010 | 5.0 | CONTRIBUTION OF RESEARCHExpected significant contributions to a new knowledgeExpected benefits to the country/society/organization | 1111 | 6.0 | TIME FRAME | 12 | 7.0 | BUDGET | 13 | 8.0 | CONCLUSION | 14 | 9.0 | REFERENCE | 15 | ABSTRACT Our purpose of this study is to add to the research of relationship between management communication style & organizational commitment with gender as moderator effect. We design this study to find out the impact of organizational commitment on employee performance. This study shall review what factors increases or decreases the organizational commitment and...
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...LEADERSHIP Exam questions: 1. “Leaders are born, not made” – Discuss this statement in a cross cultural context 2009/2010 2. What is the meaning of leadership? Are western theories of leadership relevant to non-Western cultural settings? Illustrate with examples.2009/2010 3. Are Western theories of leadership relevant in Non-Western cultural settings? Illustrate with examples. 2008/2009 4. Leadership is critical for the success or failure of international operations, and what is effective in one country might be considered as ineffective in another culture. Select two leaders from two different cultures and compare and contrast their leadership styles. Explain why they are different or similar.2007/2008 5. “Leadership is fundamentally the same irrespective of culture.” Do you agree/disagree? 2007/2008 6. How does culture influence the practice of leadership? 2006/2007 Objectives: 1. Describe the basic philosophic foundation and styles of managerial leadership 2. Examine the attitudes of European managers toward leadership practices 3. Compare and Contrast leadership styles in Japan with those in the US 4. Review leadership approaches in China, the Middle East, and developing countries 5. Examine recent research and findings regarding leadership across cultures 6. Discuss the relationship of culture clusters and leader behaviour to effective leadership practices, including increasing calls for more...
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...PERCEPTION OF FEMALE LEADERS TOWARDS THEIR LEADERSHIP POSITONS IN HIGHER INSTITUTIONS OF LEARNING IN EKITI STATE BY EVELYN TOLULOPE AKINWALE, B.A, M.A (Communication and Language Arts), University of Ibadan. Mailing Address: c/o Dept. of Media and Communication Language Arts, Afe Babalola University, Ado Ekiti Phone Number: 234-7037617076, 07057880804 E-mail Address: efalyn1@gmail.com I acknowledged that this manuscript has not been previously published nor been under review for publication elsewhere. Signed by me: Evelyn Tolulope Akinwale Apart from my undergraduate and postgraduate research work based on “Impact of Child Trafficking in Nigeria”, this is my first private research work prepared for a journal. PERCEPTION OF FEMALE LEADERS IN HIGHER INSTITUTIONS OF LEARNING IN EKITI STATE ABSTRACT To scholars, women in leadership positions have been stereotyped to be unfit and inexperienced to occupy traditional leadership positions unlike their male counterparts. A fundamental challenge to women's leadership arises from the mismatch between the qualities traditionally associated with leaders and those traditionally associated with women in general. Women in leadership positions are not treated equally with men in leadership positions ( Nick, 2007;Sayu, 2012 ). However, this research reveals the perception of Ekiti state female leaders in Higher Institutions on their leadership positions. Through interviews with selected female leaders in three higher...
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...AU/ACSC/0607C/97-03 UNDERSTANDING THE IMPACT OF CULTURAL DIVERSITY ON ORGANIZATIONS A Research Paper Presented To The Research Department Air Command and Staff College In Partial Fulfillment of the Graduation Requirements of ACSC by Maj Molly K. Moon March 1997 Disclaimer The views expressed in this academic research paper are those of the author(s) and do not reflect the official policy or position of the US government or the Department of Defense. ii Contents Page DISCLAIMER ................................................................................................................ ii LIST OF ILLUSTRATIONS.......................................................................................... iv PREFACE....................................................................................................................... v ABSTRACT................................................................................................................... vi INTRODUCTION .......................................................................................................... 1 FROM GRUDGING ACKNOWLEDGMENT TO MANAGING DIVERSITY .............. 3 IMPACT OF DIVERSITY ON INDIVIDUALS AND ORGANIZATIONS.................... 9 Diversity Climate Factors.......................................................................................... 12 Identity Structures................................................................................................ 12 Prejudice...
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...The Importance of Interpersonal Skills * Understanding OB helps determine manager effectiveness * Technical and quantitative skills important * But leadership and communication skills are CRITICAL * Organizational benefits of skilled managers * Lower turnover of quality employees * Higher quality applications for recruitment * Better financial performance What Managers Do * They get things done through other people. * Management Activities: * Make decisions * Allocate resources * Direct activities of others to attain goals * Work in an organization * A consciously coordinated social unit composed of two or more people that functions on a relatively continuous basis to achieve a common goal or set of goals. Four Management Functions * PLAN: A process that includes defining goals, establishing strategy, and developing plans to coordinate activities. * ORGANIZE: Determining what tasks are to be done, who is to do them, how the tasks are to be grouped, who reports to whom, and where decisions are to be made. * LEAD: A function that includes motivating employees, directing others, selecting the most effective communication channels, and resolving conflicts. * CONTROL: Monitoring performance, comparing actual performance with previously set goals, and correcting any deviation. Mintzberg’s Managerial Roles Ten roles in three groups (Exhibit 1-1) * Interpersonal * Figurehead, Leader...
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...TEACHERS ATTITUDE TOWARD THE USE OF INFORMATION AND COMMUNICATION TECHNOLOGY (ICT) AS A PEDAGOGICAL TOOL IN SECONDARY SCHOOLS. INTRODUCTION The U.S. Congress Office of Technology Assessment (OTA, 1995) has re-ported that helping teachers “effectively incorporate technology into the teaching and learning process is one of the most important steps the nation can take to make the most of past and continuing investments in educational technology” (p. 8). Most researchers agree that the successful use of computers and ICT in the classroom is dependent on positive teacher attitudes toward computers AND ICT (Lawton & Gerschner, 1982; Woodrow, 1992). Successful classroom practice also includes fostering positive perceptions of information technology among students (Knezek, Miyashita, & Sakamoto, 1993) Teacher is an effective and dominating factor among the ones contributing to educational improvements. The teacher effectiveness depends mainly on the teachers' attitude, characteristics and the classroom phenomena such as environment and climate, organisation and management. Various commissions and committees have recommended methods of bringing about qualitative improvements in education. As a result, the teachers are motivated, inspired and endured to develop better curriculum, text books and teaching aids. But, all the efforts are meaningless unless teachers are not having the positive attitude towards educational technology. The teaching learning...
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...Cultural diversity advantages and disadvantages In the 21st century, work place diversity has become reality. With globalization taking place, diversification is the changing labor force in U.S. Increased emigration has mirrored into the workforce. According to Census Bureau data, immigrant workers made up 42 percent of the growth of the labor force in 2012 (Cohen, n.d). Managers now recognize that cultural diversity in the workplace is a challenge that must be addressed to lead an effective team. A culturally diverse workforce has many competitive advantages. Frist, by capturing cultural diversity, the company will gain an added value and competitive advantage over companies that have ignored this challenge (Gwynne, 2009). People despite their cultural upbringing, feel valued. By tapping into the human value of each individual, managers will gain an increased commitment and productivity, strengthen work relationships and retain the best employees. The second, benefit is business growth. Targeted audiences in a global market, come from multicultural backgrounds. Members with different multicultural background will bring ethnic authenticity (Gwynne, 2009). This means language skills, knowledge of business network and cultural sensitivity from their home countries. This is an added asset that the company can use to gain a competitive advantage into targeting a new audience. A third advantage to a multicultural team is the potential to gain new a consumer base at home...
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...Governance and leadership in general is a process by which people determine their destiny, on the other hand good governance or leadership lays emphasis on accountability, efficiency and responsiveness to the needs of the direct environment of the organization being governed. This involves identification of leaders to guide those being governed to fulfill their vision and mission while guarding against mismanagement of the same. The identification does not lay preference on any gender but over the years, the issue of gender diversity in business organizations and public administration has received increasing attention in both the academic literature and the popular press. The question has been whether greater participation of women in boards, top management and even in the political arena can be directly associated to better financial performance in an organization and on a macro level that participation at all levels impact positively on the economy. The mandate to coordinate policy formulation and integration in Kenya in regards to gender has been given to the Ministry of Gender, Children and Social Development. Various policy documents have been prepared towards finding a lasting solution to the issue of gender disparities in the work place. The National Commission on Gender and Development (NCGD) has been operational since 2004 and was formulated to enable the Ministry to carry out its mandate. Its mandate includes legal reform, advocacy, providing advice on gender issues to...
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...Managers need to know why people behave as they do in relation to their jobs, their work groups and their organizations. This knowledge of individuals’ perceptions, motivational attitudes and behavior will enable managers to not only understand themselves better, but also to adopt appropriate managerial policies and leadership styles to increase their effectiveness. The focus of instruction in this course will move progressively through the individual, group and organizational levels of behavior and will examine the interrelationships of behavioral phenomena among these levels. In addition, concepts such as motivation, leadership and communication and their relevance to organizational behavior will be examined Objectives At the end of this course you should be able to: * develop your skills in analyzing organizational issues and developing appropriate recommendations to enhance organizational performance; * enhance your understanding of human behavior at the individual, interpersonal and organizational levels; * acquire knowledge about concepts and frameworks that can be used to build your management effectiveness; * develop skills in diagnosis and problem solving by applying the learned material to given situations; * develop interest in, an application of, and positive attitude toward the many aspects of the subject matter of management; * identify the broad range of drivers of, and constraints to, organizational performance; * formulate strategies...
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...bullying Although definitions of workplace bullying vary, it involves a repeated pattern of harmful behaviors directed towards an individual.[15] In order for a behavior to be termed bullying, the individual or individuals doing the harm have to have either singly or jointly more power than the victim. Incivility[edit] Main article: Workplace incivility Workplace incivility consists of low-intensity discourteous and rude behavior with ambiguous intent to harm that violates norms governing appropriate workplace behavior.[16] Sexual harassment[edit] Main article: Sexual harassment Sexual harassment is behavior that denigrates or mistreats an individual due to his or her gender, creates an offensive workplace, and interferes with an individual being able to do the job.[17] Teams[edit] Main article: Team Job-related attitudes and emotions[edit] Organizational behavior deals with employee attitudes and feelings. Job satisfaction is the feelings one has about the job or facets of the job, such as pay or supervision[18] Organizational commitment is the extent to which employees feel attachment to their organization.[19] Emotional labor concerns the requirement that employees display certain emotions, like smiling at customers.[20] Leadership[edit] Main article: Leadership There have been a number of approaches and theories that concern leadership. Early theories focused on characteristics of leaders, while later theories focused on leader behavior, and conditions...
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...1 April 2008 pp. 33 - 50 FEATURE Leadership Styles of Information Technology Administrators in Selected Philippine Adventist Educational Institutions Adrian Schmidt Abstract: This study investigated the relationship between the Leadership Style of Information Technology (IT) administrators in selected Adventist colleges/universities in the Philippines, and the perception of the consumers about IT services. Significant differences were found in the perceptions of IT services when consumers were grouped by age, number of years in the institution, and level of education completed. Significant differences were found between the faculty, staff and students, with students indicating less favorable perceptions of IT services. Negative correlations were found between the attitude of consumers toward the IT department and the authoritative component of leadership, and a positive correlation was found between a laissez-faire style and attitudes of consumers toward the IT department. Information Technology (IT) departments are often perceived as being characterized by a lot of movement, speed, and the sense of never having enough time. But, are there differences between IT departments? Is there a way to differentiate between IT departments that produce better results and those that are always behind schedule? Between the best IT leaders and the mediocre ones? What are the factors that influence people’s perceptions of IT services? Does leadership style influence their perception? Are...
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... |Article 3 | |Title/Author(s) |Transformational Leadership in the Public Sector: Does Structure |The Effect Of Transactional and Transformational |The Reality of Web-Based Interaction in an | | |Matter? |Leadership Styles on the Organizational Commitment and |Egyptian Distance Education Course | | | |Job Satisfaction of Customer Contact Personnel | | | |Wright & Pandey | |Alaa Sadik | | | |Emery & Barker | | | | | | | |Purpose of the study |To test existing paradigms regarding transformational leadership.|To examine the connection between transactional and |To construct a web-based learning environment | ...
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...Meghan Patt Diversity Managing Human Resources HRM315-1203B-02 Lori Kerrigan Phase1 IND Project August 27, 2012 Diversity In today’s global world emphasis continues to progress towards workforce diversity as the forefront of effective organizational strategies. This has contributed to the expansion of the definition of diversity. We no longer define diversity by race and gender, lifestyles, personality, education, and geographic origin.” Diversity now includes everyone.” Diversity and affirmative action are sometimes confused with each other, though there are significant differences between the two. The term affirmative action involves regulations and laws that regulate hiring and promoting of employees without regard to their race, color or national origin and later expanded to include inequalities and discrimination against such groups such as women, ethnic minorities, the disabled and veterans. However, diversity is a broader concept. It can be defined as understanding, valuing and respecting the human qualities, characteristics and beliefs of individuals or groups that are different, such as ones ethnic or and racial background, cognitive and physical abilities, socioeconomic status, religion and other different states of being. Affirmative action and diversity are separate points, yet both are aimed at stimulating the inclusion of people from different human qualities in the workforce (Larsen, 2011). Cultural diversity is when differences in race...
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