Click here to view previous month's lists of most accessed dissertations and theses. Toggle navigation. September Dissertations Globalization-led changes in livelihood strategies, social organization and rural-urban linkages of women garment workers in Bangladesh Mohiuddin, Helal Mohd. Subject: Educational administration Rethinking U.

Educational Leadership and Policy Analysis electronic theses and dissertations (MU)

Subject: Education policy Measuring young children's coping responses to interpersonal conflict Blasey, Christine Margaret, University of Southern California, , Ph. Subject: Philosophy Perceptions of executives from seven selected companies of the use of social media in marketing practices Alameddine, Abir, Pepperdine University, , Ed. Subject: Social work The impact of activity-based costing on organizational performance Sanford, Robin A. Subject: Psychology Examining the effects of online shopping convenience, perceived value, and trust on customer loyalty Palacios, Sergio, New Mexico State University, , Ph.

Subject: Mass communication Measurement of perceived organizational readiness for change and employees' attitudes toward change in the public sector Cinite, Inta, Carleton University Canada , , Ph. Subject: Business administration The impact of music education on academic achievement in reading and math Deere, Kelli Beth, Union University, , Ed.

In many cases, a leader acquires skills through years of trial and error, often adapting strategies and techniques to suit the occasion. One of the most critical elements of leadership is team building. Leaders are effective primarily in their ability to comprehend, visualise and articulate to their peers and subordinates the opportunities and threats facing the organisation through team involvement.

The involvement of individuals and teams in everyday life of an organisation are essential tools of team building leaders.

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In terms of organisational leadership, team building requires the ability to lead by example, to generate commitment and trust through that example, to involve and inspire followers, and to clearly communicate a vision. Essentially, effective team building means that leaders take on the mantle of role model.

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The best leaders step back when their work is done so that their followers take the credit and bask in the rewards. Motivation and involvement of followers is the key to team building and effective team leadership. The major outcomes of team building leadership are motivated followers, increased self-esteem, innovative work practices, and achievement focus and enthusiasm. Many organisations are relying on their leaders to assume a coaching role in order to achieve performance excellence in individuals and teams.

Rather than leading by intuition, leaders will have to learn what people want, study the nature of thought and human desire, and be expert listeners Brown Organisations are in transition from an old paradigm of constancy, conformity and command driven, to a new paradigm of change, collaboration, and coaching giving guidance and preparing others to be self-reliant. It is important to note that in this meaning we are carrying a person to where he or she wants to be, not pushing them to where we want them to be.

The coach merely helps the change happen Brocato Different types performance issues and problems exist that may be addressed by the coaching process, or in other words addressed by providing guidance to others so that they may be self reliant and resolve many of the issues themselves. Self-awareness is the hallmark of effective leaders. Successful leaders understand what motivates people and how their strengths and weaknesses influence their decisions, actions, and relationships.

Successful leaders also understand the importance of developing a critical quality called leadership character Brocato One of the best ways to achieve this self-awareness and leadership character is through self-reflection on personal skills and behaviours.

The instrumented learning self-directed assessment approach is one of the most effective tools in the self-reflection process. We have examined what are the attributes of an effective leader.

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It is also important to understand what are the characteristics of a toxic leader. It is important to understand this issue because poor performance of individuals, teams and indeed an organisation as a whole may be attributable if not entirely, at least in part, to toxic leadership. This issue is also worth examining in order not only for the sake of recognition, but also for corrective action.

Effective leaders go through good and bad times. During the bad times, even effective leaders can be distracted from their goals and objectives and may temporarily appear to be less attentive to their network of organisational relationships. What then, specifically distinguishes a toxic leader from a trustworthy leader who is just having a bad period Whicker ?

In the case of toxic leaders, distraction, poor performance and less attention to duties of followers result from internal tensions, problems and conflicts. These internal tensions and problems tend to be permanent in nature.

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  5. Toxic leaders share three defining characteristics: deep-seated inadequacy, selfish values and deceptiveness Whicker Are leaders born or can they be made? Good leaders influence company culture and that is a major part of what they should do Bashford Leadership is a science and it is also an art Bashford Given self-awareness, many people can develop into good effective leaders.

    You may not have to be born with a particular personality trait, but you do have to be prepared to keep growing, adapting and develop yourself. This does not mean there is a blueprint for creating a good leader because that can depend on a number of factors such as timing, circumstances, economic climate and organisational make up to name a few. The most obvious example is the emergence of Winston Churchill during the dark days of Despite his success, he was rejected by voters in the Labour landslide as peace arrived Bashford It is clear however that a major factor influencing the making of an effective leader is willingness.

    One must want to become a good leader first before actually becoming one. Emotional intelligence is thought to be playing a more significant role in producing and in predicting effective leaders. Emotionally intelligent leaders appear to be able to inject enthusiasm, a sense of trust and co-operation in other employees through developing interpersonal relationships. Despite these theoretical links there has been relatively little empirical research examining the relationship between emotional intelligence and effective leadership.

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    More research is required in this area and may provide the key to unlock the answer to the question as to whether leaders are born or can be made. Recognising the characteristics of toxic leadership is essential for corrective action to take place in order to protect and maintain excellent performance. The three main characteristics of a toxic leader are deep-seated inadequacy, selfish values and deceptiveness Whicker Finally, are leaders born or are they made?

    The debate over this issue will need to continue. However what can be stated is that given self-awareness, many people can develop into good effective leaders. Much more research is required and is continuing in this field before any definitive answer can be given to this question. If you need a high-quality custom written dissertation on Leadership topics — feel free to contact MastersThesisWriting.