The relationship between authentic leadership, cultural intelligence and employee behaviour
- Authors: Barrass, Deon Brian
- Date: 2014
- Subjects: Leadership , Cultural intelligence , Employees -- Attitudes , Work environment
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8872 , http://hdl.handle.net/10948/d1020336
- Description: Employee performance is a constant concern for any manager in a company or organisation. Managers have the unenviable task of balancing the meeting of organisational targets through the resources at their disposal. They must also manage their own responsibilities and personal targets which could be different to targets of the employees. These differences could create divergent priorities and affect the manager-employee relationship. Managers, in an effort to create a healthy work environment, need to show leadership qualities that encourage cooperation from their employees. These qualities must enable employees to form trustworthy relationships with their colleagues and the organisation thereby encouraging employee engagement and improved performance. A specific leadership quality that can create this type of positive and productive environment is authenticity. Authentic leadership can engender employee trust and organisational commitment and improve performance. Authentic leadership encourages improved relationships in the organisational environment by allowing employees and managers to communicate effectively. This encourages understanding of individual and organisational limitations in a non-threatening manner. Cultural intelligence is another quality that can enhance the employee manager relationship and affect the organisational climate. In South Africa’s culturally diverse environment managers from various cultural backgrounds will need to form healthy working relationships with employees and colleagues to encourage cooperation. These challenges and opportunities form the basis for this research study in the hope of informing managers of the relevance of the research topic and encouraging a change of behaviour and further study within the South African work environment.
- Full Text:
- Date Issued: 2014
- Authors: Barrass, Deon Brian
- Date: 2014
- Subjects: Leadership , Cultural intelligence , Employees -- Attitudes , Work environment
- Language: English
- Type: Thesis , Masters , MBA
- Identifier: vital:8872 , http://hdl.handle.net/10948/d1020336
- Description: Employee performance is a constant concern for any manager in a company or organisation. Managers have the unenviable task of balancing the meeting of organisational targets through the resources at their disposal. They must also manage their own responsibilities and personal targets which could be different to targets of the employees. These differences could create divergent priorities and affect the manager-employee relationship. Managers, in an effort to create a healthy work environment, need to show leadership qualities that encourage cooperation from their employees. These qualities must enable employees to form trustworthy relationships with their colleagues and the organisation thereby encouraging employee engagement and improved performance. A specific leadership quality that can create this type of positive and productive environment is authenticity. Authentic leadership can engender employee trust and organisational commitment and improve performance. Authentic leadership encourages improved relationships in the organisational environment by allowing employees and managers to communicate effectively. This encourages understanding of individual and organisational limitations in a non-threatening manner. Cultural intelligence is another quality that can enhance the employee manager relationship and affect the organisational climate. In South Africa’s culturally diverse environment managers from various cultural backgrounds will need to form healthy working relationships with employees and colleagues to encourage cooperation. These challenges and opportunities form the basis for this research study in the hope of informing managers of the relevance of the research topic and encouraging a change of behaviour and further study within the South African work environment.
- Full Text:
- Date Issued: 2014
Work/family conflict across various life and career stages
- Authors: Bostock, Natalie Jean
- Date: 2014
- Subjects: Work and family , Work environment , Well-being
- Language: English
- Type: Thesis , Masters , MCom
- Identifier: vital:9413 , http://hdl.handle.net/10948/d1020157
- Description: This study examines Work Family Conflict including Work Interferes with Family (WIF) conflict, Family Interferes with Work (FIW) conflict, role overload, role interference and the impact of children across various life and career stages. Much of the research in this area focuses on the differences in the way the genders experience Work Family Conflict. Research has shown that various life and career stages can have a marked impact on this type of conflict and this study aims to determine how individuals in the various life and career stages experience this conflict. A correlational research design was used for this study. Using a five point likert scale, participants were asked to score their responses to seventeen items. The instrument was based on Duxbury and Mills Measure of Work Family Conflict (1990) (in Handbook of Quality-of-Life Research: An Ethical Perspective by Sirgy, 2001) with the inclusion of two additional items due to their high face validity. The questionnaire was distributed to human resources managers in organisations, friends, family members and colleagues and friends, family members and colleagues of theirs. Most of the responses were scored using a pencil and paper technique and the remainder was distributed using a Surveymonkey application on social media platforms like Facebook and Linkedin. The overall sample size of respondents was 175. The raw data was entered on an excel spreadsheet and analysed using Statistica version 12 and Microsoft Excel applications with VBA macros developed by a consultant for the Nelson Mandela Metropolitan University Unit for Statistical Consultation. . Statistics such as means, Cronbach alpha’s, relationships between factors, descriptive statistics, MANOVA and Chi-squared tests were used to analyse the data. The results of this study demonstrate the need for organisations to take heed of the various challenges that individuals face in both the workplace and home environment and the different ways in which these are experienced across various life and career stages. This will enable them to design specific interventions to mitigate the effects of Work Family Conflict and improve employee’s level of performance.
- Full Text:
- Date Issued: 2014
- Authors: Bostock, Natalie Jean
- Date: 2014
- Subjects: Work and family , Work environment , Well-being
- Language: English
- Type: Thesis , Masters , MCom
- Identifier: vital:9413 , http://hdl.handle.net/10948/d1020157
- Description: This study examines Work Family Conflict including Work Interferes with Family (WIF) conflict, Family Interferes with Work (FIW) conflict, role overload, role interference and the impact of children across various life and career stages. Much of the research in this area focuses on the differences in the way the genders experience Work Family Conflict. Research has shown that various life and career stages can have a marked impact on this type of conflict and this study aims to determine how individuals in the various life and career stages experience this conflict. A correlational research design was used for this study. Using a five point likert scale, participants were asked to score their responses to seventeen items. The instrument was based on Duxbury and Mills Measure of Work Family Conflict (1990) (in Handbook of Quality-of-Life Research: An Ethical Perspective by Sirgy, 2001) with the inclusion of two additional items due to their high face validity. The questionnaire was distributed to human resources managers in organisations, friends, family members and colleagues and friends, family members and colleagues of theirs. Most of the responses were scored using a pencil and paper technique and the remainder was distributed using a Surveymonkey application on social media platforms like Facebook and Linkedin. The overall sample size of respondents was 175. The raw data was entered on an excel spreadsheet and analysed using Statistica version 12 and Microsoft Excel applications with VBA macros developed by a consultant for the Nelson Mandela Metropolitan University Unit for Statistical Consultation. . Statistics such as means, Cronbach alpha’s, relationships between factors, descriptive statistics, MANOVA and Chi-squared tests were used to analyse the data. The results of this study demonstrate the need for organisations to take heed of the various challenges that individuals face in both the workplace and home environment and the different ways in which these are experienced across various life and career stages. This will enable them to design specific interventions to mitigate the effects of Work Family Conflict and improve employee’s level of performance.
- Full Text:
- Date Issued: 2014
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