scholarly journals Does Leadership Style Differ between a Post-Disaster and Non-Disaster Response Project? A Study of Three Major Projects in New Zealand

Buildings ◽  
2019 ◽  
Vol 9 (9) ◽  
pp. 195
Author(s):  
Frederick Witton ◽  
Eziaku Onyeizu Rasheed ◽  
James Olabode Bamidele Rotimi

Purpose–The leadership styles of three major infrastructure projects within New Zealand were determined and comparatively analysed to ascertain whether the leadership style employed in a post-disaster recovery project would differ significantly from a normal infrastructure project. A multifactor leadership questionnaire was administered to project leaders and personnel of the three infrastructure projects. The statistically significant differences (p < 0.05) in leadership styles were determined using one-way ANOVA analytical tool in STATISTICA 13. Results showed all three projects have strong transformational and transactional leadership traits. There were similarities in leadership style amongst the projects. None of the projects had a significant laissez-faire leadership style. Hence there is no significant difference in leadership style between a disaster recovery project and a normal project. Plausible reasons and implications are provided to support these findings. This study provides insight into leadership styles employed in projects in New Zealand, which could assist in the decision-making process for new and existing projects. Future studies could investigate the effect a combination of leadership styles will have on project success and staff retention. More studies are required across New Zealand to verify the generalizability of the current study findings.

2016 ◽  
Vol 24 (2) ◽  
pp. 186-203 ◽  
Author(s):  
Francis C. Uzonwanne

Purpose The purpose of this study is to fill the gap by investigating the relationship between age and other demographics on decision-making and leadership styles of executives in the non-profit sector. Design/methodology/approach This study is a quantitative research using correlation analysis and analysis of variance. The quantitative approach establishes facts, makes predictions and tests stated hypothesis and used the Pearson correlation coefficient, the ANOVA and the two-way analysis of variance. This study used surveys to collect data. Findings H1 states that there will be no significant difference in the decision-making models used among non-profit organizational leaders (rational, intuitive, dependent, spontaneous and avoidant) based on demographic variables: gender and age. H2 states that there will be no significant difference in the leadership style used among non-profit organizational executives (selling, telling, delegating and participating) and different dimensions of demographic variables: gender and age. Research limitations/implications This study explored the relationship between the demographics, age and gender and the decision-making models (rational, intuitive, dependent, spontaneous and avoidant) and leadership styles (selling, telling, delegating and participating) of executives in non-profit organizations. The age of the executives also showed to be important factors that influenced executive’s leadership styles and decision-making models as well. Practical implications Rational decision-making as reflected to in this study has been used by older, possibly more experienced non-profit executives. This model is favorable towards making decisions on complicated issues. The final choice rational decision-makers select will maximize the outcome; it is assumed that the decision-maker will choose the alternative that rates the highest and get the maximum benefits (Robbins and Decenzo, 2003, pp. 141-142). The researcher suggests that non-profit executives, especially the younger executives, should attend management and leadership conferences that focus on rational decision-making models as concerns business strategies and making the best choices based on possible alternatives. Social implications Rational decision-making as reflected to in this study has been used by older, possibly more experienced non-profit executives. This model is favorable towards making decisions on complicated issues. The final choice rational decision-makers select will maximize the outcome; it is assumed that the decision-maker will choose the alternative that rates the highest and get the maximum benefits (Robbins and Decenzo, 2003, pp. 141-142). The researcher suggests that non-profit executives, especially the younger executives, should attend management and leadership conferences that focus on rational decision-making models as concerns business strategies and making the best choices based on possible alternatives. Originality/value This is an original piece of research that contributes to the literature on leadership style.


2016 ◽  
Vol 17 (3) ◽  
pp. 306-327 ◽  
Author(s):  
Hazel Tucker ◽  
Eric J Shelton ◽  
Hanna Bae

‘Disaster tourism’ is usually conflated with ‘dark tourism’ and also is often linked with disaster recovery. This article contributes to discussion on these relationships by examining the post-disaster narratives which have played out through tourism in the central Canterbury city of Christchurch, New Zealand, following the major earthquakes of September 2010 and February 2011. Through an analysis of regional and national media and tourism promotion material related to the earthquakes, the post-disaster narratives which developed in relation to tourism were observed. The article thereby highlights how disasters become framed through tourism, showing how post-quake tourism narratives can transition from narratives of destruction and loss to narratives of renewal and hope. The notion of ‘transition’, having become a powerful tourism product in itself, sheds new light on the relationship between ‘disaster tourism’ and ‘dark tourism’ and also between tourism and disaster recovery.


2017 ◽  
Vol 13 (2) ◽  
pp. 1 ◽  
Author(s):  
Do Minh Cuong ◽  
Nguyen Hai Minh

This study seeks to examine the changes in leadership style in four state-owned commercial banks in Vietnam of Vietcombank, Vietinbank, BIDV and Agribank before and after Vietnam joins the WTO, from 2007 to 2015. The study used OCAI culture diagnostic models to assess four different leadership styles using questionnaires and multivariate analysis techniques (paired t test, t test, ANOVA). The research result from 1056 employees in Vietnamese banks shows that there is a shift in the leadership style between two periods before and after Vietnam joins the WTO. The study also shows a significant difference in the change level of the leadership style between banks that have increased competitive and creative factors. This conversion trend is strongly increasing as Vietnam is about to participate in the TPP.


2020 ◽  
Vol 12 (12) ◽  
pp. 5107
Author(s):  
Inocencia María Martinez-Leon ◽  
Isabel Olmedo-Cifuentes ◽  
MCarmen Martínez-Victoria ◽  
Narciso Arcas-Lario

The growing global need for social cohesion and sustainable development gives visibility to cooperatives because their principles help to achieve these objectives and the adoption of Sustainable Development Goals (SDGs). Among them, gender equality policies are in the forefront. This paper explains how cooperatives contribute to women’s professional opportunities and to balancing the presence of women in management positions. It analyzes the predominant leadership styles and gender differences in cooperatives with a sample of 114 cooperative firms. The results show that: (a) Both transformational and transactional leadership styles are widely used; (b) no significant differences in leadership styles between men and women exist; and (c) the composition of management teams results in significant leadership style differences. The transformational style is less often used in mixed teams with a male majority and a woman president, and most often used in homogeneous teams (made up of only men or only women). Transactional leadership is more frequently implemented in teams made up only of women than in mixed masculine teams with a female president. These findings identify women’s leadership styles in cooperatives, pointing out their difficulties and introducing innovative proposals for contributing to their success and the achievement of SDGs in cooperatives.


2015 ◽  
Vol 36 (1) ◽  
pp. 2-16 ◽  
Author(s):  
Ann-Louise Holten ◽  
Sten Olof Brenner

Purpose – The purpose of this paper is to identify processes which may contribute to followers’ positive reactions to change. By focusing on the relationship between change antecedents and explicit reactions, the authors investigate the direct and indirect relationships between leadership styles (transformational and transactional) and followers’ appraisal of change through manager engagement. Design/methodology/approach – Using data from a longitudinal survey among 351 followers in two Danish organizations, the study tracked the planned implementation of team organization at two different times. Data were analyzed using structural equation modelling. Findings – Transformational and transactional leadership styles were positively related to the engagement of managers. Managers’ engagement was associated with followers’ appraisal of change. The two leadership styles also had a direct, long-term effect on followers’ change appraisal; positive for transformational leadership and negative for transactional leadership. Practical implications – The results have potential implications for change management, as followers’ change appraisal may be improved by developing managers’ leadership style and engagement. Originality/value – This is the first study to provide longitudinal evidence of the direct and indirect effects of leadership styles on followers’ change appraisal.


Author(s):  
Okechukwu E. Amah

Background: Despite the espoused importance of relational energy, and the fact that it is generated in interaction between leaders and their subordinates, little is known about which leadership style generates the highest relational energy.Objectives: The purpose of this study was to determine if there are differences in the levels of relational energy generated and transmitted when employees interact with leaders who exhibit autocratic, transactional, transformational and servant leadership styles.Method: The study utilised scenario-based experimental methodology to gather data. Five leadership experts reviewed the description of each leadership style prior to use in the study. A pilot study was carried out with 40 executive education participants to establish that the description of each leadership style was different and identifiable by non-experts. Fifty-two executive Master of Business Administration (MBA) participants from various organisations in six industries in Lagos, Nigeria, provided data for the scenario analysis. To avoid errors, the data for each style were collected separately. Data analysis was performed using analysis of variance and Tukey’s honest significant difference test.Results: The results of the scenario analysis showed that indeed there is a difference in the relational energy generated when employees interact with different leadership styles.Conclusion: The results have practical implications for the selection and training of individuals to be placed in leadership positions. Leadership selection and training must emphasise servant leadership. This is the first study to empirically establish that different leadership styles generate and transmit different levels of relational energy during interaction with employees.


2016 ◽  
Vol 6 (1) ◽  
pp. 23-36 ◽  
Author(s):  
James Avoka Asamani ◽  
Florence Naab ◽  
Adelaide Maria Ansah Ofei

Introduction: Nursing is a people-centred profession and therefore the issue of leadership is crucial for success. Nurse managers’ leadership styles are believed to be important determinant of nurses’ job satisfaction and retention. In the wake of a global nursing shortage, maldistribution of health workforce, increasing healthcare costs and expanding workload, it has become imperative to examine the role of nurse managers’ leadership styles on their staff outcomes. Using the Path-Goal Leadership theory as an organised framework, this study investigated the leadership styles of nurse managers and how they influence the nursing staff job satisfaction and intentions to stay at their current workplaces.Methods: The study employed a cross-sectional survey design to collect data from a sample of 273 nursing staff in five hospitals in the Eastern Region of Ghana. Descriptive and regression analyses were performed using SPSS version 18.0Results: Nurse managers used different leadership styles depending on the situation, but were more inclined to the supportive leadership style, followed by the achievement-oriented leadership style and participative leadership style. The nursing staff exhibited moderate levels of job satisfaction. The nurse managers’ leadership styles together explained 29% of the variance in the staff job satisfaction. The intention to stay at the current workplace was low (2.64 out of 5) among the nursing staff. More than half (51.7%) of the nursing staff intended to leave their current workplaces, and 20% of them were actively seeking the opportunities to leave. The nurse managers’ leadership styles statistically explained 13.3% of the staff intention to stay at their current job position.Conclusions: These findings have enormous implications for nursing practice, management, education, and human resource for health policy that could lead to better staff retention and job satisfaction, and ultimately improve patient care.  


2021 ◽  
Author(s):  
◽  
Carolyn Palmer

<p>Recent years have seen a series of natural disasters place significant social and fiscal strain on a number of economies. Determining the appropriate tax response to natural disasters involves multiple complex policy decisions, which often need to be made under significant time pressure with limited information. While natural disasters are predicted to become more frequent and costly, there has been little focus on the links between tax policy development and responses to natural disasters. In particular, no research has systematically compared international tax policy responses to natural disasters.  This thesis outlines the tax responses in the pre-disaster, disaster response, and post-disaster recovery stages of the 2010/11 Canterbury earthquakes in New Zealand and the 2010/11 Queensland floods in Australia. By summarising the responses in this way, a useful resource for future tax policy makers has been created. These tax responses are evaluated against the standard economic principles of good tax policy, and an investigation is made into the relationship between the responses and the strength of the existing tax policy system, as measured by OECD, World Bank and other expert reviews. As part of that investigation, individual case studies are presented that dissect 44 semi-structured interviews with tax policy makers from Australia and New Zealand, selected to represent the views of government officials, tax practitioners and tax academics. A large number of legislative documents, policy reports, formal reports, technical guidance, submissions, academic literature and media items prepared by these policy makers are also analysed.  The analysis shows that both countries had a range of pre-existing rules for dealing with natural disasters but there were gaps and a lack of consistency, which were more pronounced in New Zealand. The immediate response in both countries involved significant administrative effort, and in New Zealand there were a large number of legislative changes which reflected the comparative lack of pre-disaster tax settings. New Zealand also made a large number of changes to support post-disaster recovery. Such changes were not required following the Queensland floods, because timing issues for revenue expenditure and the timing or taxation of capital expenditure had previously been addressed by earlier generic tax changes and Australia’s comprehensive capital gains tax (CGT). While both countries were forced to consider funding options for recovery, pressure was mitigated in New Zealand by high levels of public and private insurance, allowing the New Zealand government to rely on existing taxes and increased debt. The Australian government, which did not have a disaster fund or insurance scheme, implemented a one-year flood levy. New Zealand also supported reconstruction through tax incentives. In contrast, no such measures were proposed or enacted in Australia, due to existing rules, Australia’s comprehensive CGT, and the extensive range of Australian government disaster recovery grants which reduce pressure for tax incentives to aid recovery.  The empirically-based patterns from the two case studies suggest that countries with stronger existing tax policy systems have tax responses to natural disasters which align more with the standard economic principles of good tax policy, even when they are less prepared for an event. However, any weaknesses will also be reflected in the tax responses made.</p>


2019 ◽  
Vol 8 (1) ◽  
pp. 48-52
Author(s):  
Asima Mushtaq ◽  
Ishtiaq Hussain Qureshi ◽  
Aakifa Javaid

The aim of this study is to investigate the influence of age and experience on the leadership styles of the managers, in the three selected banks of Kashmir division viz J&K Bank, SBI and HDFC. The study focuses on two leadership styles, namely transformational and transactional leadership styles. The study reveals that the transformational leadership style is the dominant leadership style among managers of all age and experience groups. Furthermore, the study reveals that the age and experience have no significant influence on leadership styles, although with the increase in age and experience transformational leadership style is exhibited more by the managers.


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