The purpose of the present study was to get further knowledge about the relationship between transformative and transactional leadership in the context of employee ?s well-being, as well as the relationship between the components of respectively leadership and employee?s well-being. The study also aims to gain knowledge about previous research on the transformational and transactional leadership and employee well-being and if it?s applicable in the Swedish culture. The few studies that studied the relationship between transactional leadership and the well-being of employees have found a negative relationship or found no relationship at all.

The aim of this study was to examine if Transformational leadership, transactional leadership, gender, educational level, income and age predict work motivation, referring to Herzberg?s motivation-hygiene theory. According to past research the factors above increase work motivation. The study was brought about with a survey based on the Multi Factor Leadership Questionnaire (MLQ-5X), Herzberg?s motivation-hygiene theory and demographic items.

The Transformational leadership and the Swedish Armed Forces? basic outlook on pedagogy are two factors that affect a Swedish military officer. The author has identified a need of understanding the process of personal development. An understanding that couldn?t be supplied by the Transformational leadership but that was found in the Swedish Armed Forces? basic outlook on pedagogy.

ABSTRACT  Title:                                       Artifacts as transformational leaders ? A case study at SIBA. Course:                                   Bachelor Dissertation - Leadership Authors:                                 Tobias Barin and Victor Eriksson Advisor:                                 Anders Billström Keywords:                             Artifacts, transformative leadership, organizational culture and leadership Problem formulation:          Which artifacts can be transformative leadership in the electronics industry?  Purpose:                                Create an understanding of store managers and deputy store managers' perception of how artifacts can be expressed in the Transformational leadership.                                                Creat an understanding of the importance of artifacts in leadership in the electronics industry. Theoretical framework:       The study?s starting point for the theoretical framework has been Schein (2004) earlier theories of organizational culture, and Bass (1985) theories of Transformational leadership. The link between organizational culture and Transformational leadership is the basis for the chosen theories. Methodology:                        We conducted a qualitative method with a deductive approach for intent a solution for problem. Personal interviews were conducted with two store managers and two deputy store managers at SIBA. Conclusion:                           We have found that the artifacts: role-models, stories and rituals communicate the transformative leadership. Respondents have described how these artifacts conveys organizational culture but also the Transformational leadership..

ABSTRACT  Title:                                       Artifacts as transformational leaders ? A case study at SIBA. Course:                                   Bachelor Dissertation - Leadership Authors:                                 Tobias Barin and Victor Eriksson Advisor:                                 Anders Billström Keywords:                             Artifacts, transformative leadership, organizational culture and leadership Problem formulation:          Which artifacts can be transformative leadership in the electronics industry?  Purpose:                                Create an understanding of store managers and deputy store managers' perception of how artifacts can be expressed in the Transformational leadership.                                                Creat an understanding of the importance of artifacts in leadership in the electronics industry. Theoretical framework:       The study?s starting point for the theoretical framework has been Schein (2004) earlier theories of organizational culture, and Bass (1985) theories of Transformational leadership. The link between organizational culture and Transformational leadership is the basis for the chosen theories. Methodology:                        We conducted a qualitative method with a deductive approach for intent a solution for problem. Personal interviews were conducted with two store managers and two deputy store managers at SIBA. Conclusion:                           We have found that the artifacts: role-models, stories and rituals communicate the transformative leadership. Respondents have described how these artifacts conveys organizational culture but also the Transformational leadership..

In the latest years the Swedish armed forces have gone from an armed force with conscripts to voluntary men and women. When the basic training is voluntarily may the question be if the new men and women have the same approach to Desirable competences and pedagogy that is used by their officers during their training. Desirable competences are a part of the model Transformational leadership and are divided into task related competence, management competence, social competence and capacitate to cope with stress.To deal with this problem I have used questionnaires from conscripts and a new questionnaire made on voluntary recruits.I have compared the results in a case study method and it shows a positive progress from the recruits view how the officers use examples from the Transformational leadership. The study shows that recruits want officers to make demands, motivate and inspire them. The recruits want to know the goal with the education and they want the officers to make demands on them..

The purpose of this thesis is to describe how an entrepreneur and leader, transmits a vision through communication. Furthermore what kind of feedback the leader finds that he/she acquire. We want to study how entrepreneurship and leadership appears at a private preschool and how the entrepreneur and leader use it to communicate his/her vision.This thesis is based on qualitative method using one in-depth interview with CEO at Helianthus AB, documents and one observation at a parental meeting. The theories of which this study is based on consist of entrepreneurship, transformational and transactional leadership, vision and communication. The theories used in this thesis regard entrepreneurship, transformational and transactional leadership, vision and communication.Our study strengthened the assumption that our respondent is an entrepreneur and leader according to chosen theories.

The aim of this study was to see if there existed any differences between male and female superiors. The theoretical framework was based on transformational, transactional and laissez-faire leaderships styles. The sample was employees in three companys (n=24). Three hypothesis were formulated: (1) female superiors are more transformational than male, (2) male superiors are more transactional than female and (3) male superiors are more laissez-faire than felmale. The method of measurement was a modified version of the Multifactor Leadership Questionnaire.

In the faster growing pace of changes and competition in the global economy, factors promoting group effectiveness are of interest. How do components of leadershipstyle, especially transformational, team climate and selfefficacy correlate? To answer this question 3 questionnaires regarding leadershipstyle (MLQ), team climate (TCI-Short) and selfefficacy (self developed) were distributed to employees of a Swedish installation company (108 participants). Moderate positive correlations were found between climate and selfefficacy and between varying elements of leadership and selfefficacy. The leadership behaviour Contingent Reward correlated moderately with all climate dimensions and strongly with selfefficay.

The purpose of this study was to examine the relationship between job satisfaction and leadership style as well as participants' perceived leadership style and job satisfaction. Sixty-two participants answered a questionnaire containing 56 questions regarding perceived leadership style and job satisfaction. The leadership styles examined in the study was transformative, transactional and laissez-faire leadership. The results showed a relationship between transformational and transactional leadership and job satisfaction but not with laissez-faire leadership. The results also showed that employees experienced a laissez-faire leadership.

Denna studie behandlar ämnet ledarskap och inriktar sig på den militära ledarskapsteorin Utvecklande ledarskap.  Uppsatsen syftar till att undersöka om Karl XII:s framgångar som ledare kan förklaras genom en modern ledarskapsteori såsom Utvecklande ledarskap. Detta görs genom att undersöka om de eftersträvansvärda ledarkaraktäristika som nämns i Utvecklande ledarskap även går att finna i återberättelser om Karl XII:s ledarskap under den Senkarolinska tiden.Teorin Utvecklande ledarskap har analyserats gentemot dess föregångare Transformational leadership för att få en djupare förståelse för vad den utvecklande ledarskapsteorin innebär samt öka utbudet på beskrivningar av eftersträvansvärda ledaregenskaper. Här identifieras tre kännetecken som sammanfattar teorins önskvärda ledaregenskaper: Föredöme, Personlig omtanke samt Inspiration och motivation.Dessa kännetecken prövas sedan mot återberättelser av Karl XII:s ledarskap för att påvisa att många av de önskvärda ledaregenskaper som nämns i de moderna ledarskapsteorierna även gick att finna i Karl XII:s ledarskap. Resultatet av studien blev att många av de karaktärsdrag som nämns i Utvecklande ledarskap också gick att finna hos Karl XII med skillnaden att innebörden av begreppen ändrats på grund av kulturella och religiösa förändringar med tiden. En sista skillnad är att dessa karaktärsdrag inte var nedtecknade i en teoretisk modell under den Senkarolinska tiden, då Karl XII regerade, vilket försvårade transferering och utbildning i ämnet..

Title: The auditors? choice of negotiation tactics with the client. Has a transformative leadership and self-efficacy any impact on the choice?Level: Final assignment for Bachelor Degree in Business AdministrationAuthor: Patrick Fransson, Sara EskilssonSupervisor: Jan SvanbergDate: 2015 - 05 Aim: Previous studies indicate different results regarding which tactic the auditor usually use in negotiations with the client. Therefore, this study describes factors that may affect the auditors choice of tactics, that not previously been explored in relation to the tactics that are examined in this study.

The aim of this study is to examine if the leadership style in Faiveley Transport Nordic Ltd has an impact on the psychosocial climate in the workplace. Henceforth, we have checked if the psychosocial climate influences the feeling of satisfaction that exists in the organization and if this in turn influences the degree of extra effort the employee chooses to impose on his or her task. In order to measure the leadership in the organization we have used the Multifactor Leadership Questionnaire (MLQ). The climate, in turn, has been measured through Ekvalls GEFA. All 125 employees in Faiveley Transport Nordic Ltd got the possibility to attend the survey, 58 participated.

The pedagogista is a new professional role in Swedish preschools. Some people question the role, which originates from Italy, since it is believed to carry out a pedagogical leadership that belongs to the head of the preschool according to the curriculum and the Education Act. Consequently, there is cause for examining what pedagogical leadership means in an organization with a pedagogista. However, re- search has shown the success of distributed leadership within schools. Hence, it ?s interesting to find out whether the pedagogical leadership of the pedagogista could be understood as distributed leadership and what that would implicate.The purpose of this thesis is to explain and understand the pedagogical leadership of the pedagogista.

This thesis reports on the methodology and results of a study with one retailers 73 units to investigate factors of the store managers leadership that influence productivity performance in store. The study determine the impact of ten independent variables in terms of the store managers leadership on four performance measures: (3) three productivity measures: Sales Over Labor (SALOL), Sales Over Inventory (SALOI) and Sales Over Square-metre (SALOS) and (1) one profit measure: Contribution Income Over Square-metre (CIOS). The result shows that the leadership factors give no more explanation to the economic results after factors of local market condition and the store attributes are taking in to account. The store manager's leadership can though influence his or her decision-making in-store. The store manager's decision to staff the store more intense (higher service-intensity) can increase the level of contribution income over square metre in-store..