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        Proposal范文:Leadership Styles and Organizational Performance

        時間:2021-10-11 20:59:48 來源:www.aleyasingroup.com 作者:http://www.aleyasingroup.com/ 點擊聯系客服: 客服:Damien
        Proposal范文哪里有?本文講述領導風格與組織績效,這項研究是關于領導風格和組織績效的。Proposal提出本研究的主要目的是通過研究組織文化的調節作用,探討領導風格與組織績效之間的關系。組織文化在組織領導風格的形成中起著關鍵作用。今天,各組織正集中精力應對各種文化群體。此外,Proposal范文中還提到本研究旨在探討普通高等教育領導風格與職業技術教育領導風格之間的關系。各種統計測試和修改后的多因素領導問卷將用于分析數據和預測不同的領導風格??赡艿慕Y果包括:交易型和變革型領導風格與組織績效呈正相關,自由放任公平與績效呈負相關,組織文化在領導風格與組織績效之間起調節作用。下面就一起來看一下Proposal范文的詳細內容。
        Proposal范文
        Proposal范文
        ABSTRACT 摘要
        This study is about leadership styles and organizational performance. The main objective of this study is to explore the relationship between leadership styles and organizational performance by studying the moderating role of organizational culture. An organization culture has pivotal role in formulating the leadership styles of an organization. Today, organizations are focusing to cope with various cultural groups. Further, the purpose of research is to study the relationship between the leadership styles of general higher education and vocational and technical education. Various statistical tests and modified multifactor leadership questionnaire will be used to analyse data and to predict the different leadership styles. The possible results include Both Transactional and Transformational Leadership style will positively correlated with organizational performance while the Laissez Fair will negatively correlated with performance, organizational culture will play moderating role between leadership styles and organizational performance.
        Introduction 簡介
        領導者的角色對于組織的生存和進步至關重要。領導力有助于發展組織的目標、價值觀和愿景。達到文化元素標準的領導者能夠實現組織有效性。組織從領導中發展文化,文化對領導也有很大的影響。領導行為和能力與組織效能和績效具有一致的關系。組織文化在發展和塑造領導風格方面也起著非常重要的作用。領導者要影響員工,說服他們實現組織目標。此外,有效的領導不僅影響下屬,而且確保他們實現最高的潛在績效。作為系統的關鍵組成部分,他們的行為是使組織更有效的基本刺激因素之一。
        The role of leader is vital for the survival and progress of an organization. Leadership helps in developing the organization’s objectives, values and vision. Leaders which measure up to the standards of cultural elements are able to accomplish organisational effectiveness. Organization develops culture from its leadership and culture has also greatly affected on leadership. The leadership behaviour and competence have consistent relationship with organization effectiveness and performance. The organizational culture also plays very important role in developing and shaping the leadership style. Leaders involve influencing personnel to persuade them achieve the organizational objectives. Moreover, effective heads not only influence subordinates, but also ensure that they achieve their highest potential performance. As a pivotal component of the system their behaviour is one of the basic stimulants to make organization more effective.
        盡管在組織理論的許多部分中,領導力與文化存在著隱式和顯式的聯系,但很少有批判性研究關注理解這兩個概念之間的聯系以及這種聯系可能對組織績效產生的影響。鑒于許多人提到組織文化和領導力這兩個概念在組織運作中的重要性,對于組織文化和領導力之間聯系的績效影響的研究缺乏批判性文獻是令人驚訝的。
        Despite the implicit and explicit linking of leadership and culture in many parts of organization theory, very little critical research attention has been payed to understanding the links between the two concepts and the impact that such an association might have on organizational performance. The absence of critical literature exploring the performance implications of the links between organizational culture and leadership is surprising given many references to the importance of the two concepts in the functioning of organizations.
        STATEMENT OF PROBLEM 問題陳述
        “Leadership styles has affected on performance of organization and culture plays a moderating role between leadership styles and organizational performance”
        Research Hypothesis 研究假設
        The below depicted hypotheses has developed to predict the various relationships between variables.
        H1; There is significant relationship between transformational leadership and organizational performance.
        H2; There is a significant relationship between transactional leadership and organizational performance.
        H3; There is significant relationship between Laissez fair leadership and organizational performance.
        H4; Organization culture moderates between transformational leadership and organizational performance.
        H5; Organization culture moderates between transactional leadership and organizational performance.
        H6; Organization culture moderates between Laissez Fair leadership and organizational performance.
        AIMS AND OBJECTIVES 宗旨和目標
        Objective
        To explore the relationship between various leadership styles and organizational perceived performance taking into account the moderating role of organizational culture.
        Specific Aims
        A - This study is aimed at exploring the relationship between:
        Transformational leadership and organizational perceived performance
        Transactional leadership and organizational perceived performance
        Laissez Fair leadershipand organizational perceived performance
        B - To study the moderating effect of culture of the organization between leadership styles and Performance of organization
        BACKGROUND 背景
        Literature Review 文獻綜述

        Leadership has significant impact on performance and culture has mediating role between leadership styles and performance of the organization. Culture distorts leadership – performance relationship. In this section we examine link between leadership styles and performance, organizational culture-performance relationship and culture-leadership styles relationship.
        Previous studies regarding the development of human resource explain the characteristics of behaviors of leadership where it focuses larger on the relationship type between leaders and followers in an organization (Bass, Avolio, 1993). Such relationships occur in two contrast forms called transformational and transactional leadership (Mackenzie et al.., 2001) Burns firstly developed the both leadership styles in 1978 and this was expanded by Bass and Avolio (1991).
        Transformational leadership involves the ability to inspire and motivate followers. Research findings support the process-based approach to leadership. This approach posits that a person is influenced by activating internal motivators. A process-based view of leadership involves the ability to motivate followers to act, recognizing that the ability to successfully influence others is the essence of leadership (Yukl, 1999).
        Colleges and Universities in the United States are undergoing a time of change. The Quality of their future depends on how well they respond to evolving realities in the larger world beyond their walls (Abelson, 1997).
        There are four assumptions found related to culture:
        Scott et al. (2003) first, related to the process of organizational culture change and according to this culture resist changing. They are to some extent manageable and flexible. Ogbonna and Harris (2002) after the analysis of present culture change concluded that the process of organizational culture change can be influenced and this perspective adopted by the many contemporary researchers. Scott et al. (2003) second, related with performance of business with different organizational cultures. Third, related with the possibility of identifying cultural attributes that cause to good performance and helping managers to design better strategies for culture change. Fourth, change cause to benefits and will be more important than any negative outcomes.
        Robbins and Coultar (2005) there are contingency theories of leadership which describe what style of leadership is best for what type of Situation.
        The basic theme of research was transformational and transactional leadership. Transformational leadership consisted of five major components which are much more important in terms of followers mentoring, coaching and development. The research found that in transactional leadership there is statistically significant difference in public and private sector (Bodla, 2010). The field of education is facing a lot more challenges (Jones, 2000) According to Gunter (2001) the responsibility of education leadership is to facilitate the learning activities and providing for an environment that is enabling and supportive for knowledge and related activities. Butcher et al (2000) recognized the importance of leadership for professional development in education.
        Harling (1984) supported the view to study higher education leadership. His view clarified that ‘an examination of the leadership within the educational system would be incomplete without an examination of the leadership role in, and of, higher education’. Laissez-faire leadership represents the absence of a transaction of sorts with respect to leadership in which the leader avoids making decisions, abdicates responsibility, and does not use their authority. It is considered active to the extent that the leader ‘‘chooses” to avoid taking action. This component is generally considered the most passive and ineffective form of leadership. (Antonakis, Avolio, & Sivasubramaniam, 2003)
        Waters and Kingston (2005:14) raise their concern about the current and future states of educational leadership, and in particular the principalship.
        SIGNIFICANCE OF STUDY 研究的意義
        This study is significant because it would help in achieving effective leadership styles in higher education and technical fields.The result of this study would contribute to the knowledge base essential for the practice of educational administration by explaining the relationship between leadership styles and organizational performance. Moderating role of organizational culture is also important for development of effective leadership, while is studied under present research. This study has significant for not only for higher education administration practices but also for the smooth operations of technical and vocational practices.The results obtained for this study would provide information to administrators based on research and theory to assist them in their administration responsibilities. Administrators would learn about leadership with the performance of organization and different leadership styles suited to their personality, knowledge and situations affecting their roles.
        Research design and methods
        Schematic diagram of Theoretic framework
        Theoretical Framework
        According to model three leadership styles works as independent variables that impacts on organizational performance, a dependent variable. Culture distorts the relationship of leadership styles and performance. Transformational and transactional styles affects positively on organizational performance while the Laissez-Faire affects negatively. Culture is the moderating variable. The details regarding variables are given below.
        Transactional Leadership
        Leader influences on individual through a system of reward and punishment. This shows that if the follower does something good, then he/she will be rewarded and if he/she does something wrong then they will be penalized.
        Transformational Leadership
        Leaders start with articulating vision and mission. They create valuable and positive change in the followers.
        Laissez Faire
        Also known as non-directional leadership because they the leader provide little or no direction to the followers.
        Organizational Performance
        Organizational performance consists of the actual results or output of an organization as measured against its intended output (goals and objectives).
        Organizational Culture
        It is an idea in the field of organizational studies and management which describes the psychology, attitudes, experiences, beliefs and values (personal and cultural) of an organization.
        Population and Study Sample
        We will include universities from public sector and Vocational & Technical field such as TEVTA and PVTC. Data will be collected from managerial staff, academics and other librarian & Admin staff.
        Sample Size and Selection of Sample
        Number of questionnaires will be distributed as depicted below:
        * Public Universities: 700
        Punjab University Lahore
        Islamia University Bahawal Pur
        GCU Faisal Abad
        University of Education Lahore Campus
        University of Education Multan Campus
        Veterinary University Lahore
        BZU Multan
        * Technical Education and Vocational Training Authority (TEVTA) 170
        Approximate fifty campuses will be included in this study.
        * Punjab Vocational Training Council Lahore(PVTC) 200
        Includes Vocational Training Institutes and Head Officeof Punjab Vocational Training Council.
        Data Collection Sources
        Data will be collected through the following sources:
        Personal Meetings
        E-Mail
        Mail (By Post)
        The research instrument
        Questionnaire will be used to collect the data. (Questionnaire attached in appendix I)
        Data Management
        We will use different software to manage the data. For example, SPSS, Microsoft Office 2007 etc.
        Data analysis and interpretation
        Data will be analysed through SPSS 16v.
        Following statistical tests will be applied for the analysis of data:
        Descriptive statistics
        Mean & Standard Deviation
        ANOVA
        Correlation Analysis
        Regression Analysis
         
        Proposal范文總結本研究具有重要意義,因為它有助于在高等教育和技術領域實現有效的領導風格。本研究結果將通過解釋領導風格與組織績效之間的關系,為教育管理實踐提供必要的知識基礎。組織文化的調節作用對于有效領導的發展也很重要,目前的研究正在進行中。Proposal范文提到本研究不僅對高等教育管理實踐具有重要意義,而且對技術和職業實踐的順利進行也具有重要意義。本研究的結果將為管理者提供基于研究和理論的信息,以幫助他們履行管理職責。管理者將通過組織績效和適合其個性、知識和影響其角色的情況的不同領導風格來了解領導力。本站提供各國各專業Proposal寫作指導服務,如有需要可咨詢本平臺。
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