Manager

Dall'"Uomo che Piantava alberi" all'"Uomo che faceva cultura" per inseguire il significato di Leader. Per distinguerlo da quello di Manager e, ricercando nei "testi sacri" dell'ICT Governance & Management, del Project Management, del Service Management, del Process management, del Quality Management, quali debbano essere gli atteggiamenti comportamentali necessari per essere un buon Leader. Occasione per una retorica auto-valutazione ed una collocazione, tra generosi o diffidenti, come anche tra chi ha mestiere, chi arte, chi passione.

In the past few years the use of FAST Diagramming has expanded throughout the world. However, since it is useful in so many disciplines, the development of FAST is in a state of evolution. As with any new development, each disciple finds new uses and variations, so that some confusion arises when we try to communicate with this new tool. The Function Analysis System Technique (FAST) visually presents the relationships of functions performed by a product, service, or organization, and identifies the areas where functions have the greatest impact on cost. FAST Diagramming is a process of thinking logically about Function Analysis and it is this logic that is al Iimportant as it is applied to the concepts of the various disciplines.

Przedmiotem zainteresowań socjologii organizacji i zarządzania są przede wszystkim społeczne uwarunkowania funkcjonowania organizacji i procesów zarządzania nimi, w tym dynamika procesów zachodzących w tychże organizacjach. Współczesne organizacje sektora publicznego, podobnie jak korporacje chcąc sprawnie funkcjonować, przy jednoczesnym zatrzymaniu najlepszych pracowników, muszą rozwiązać dylematy, które pojawiają się wraz ze zmianą warunków polityczno-gospodarczych. Odpowiedzi na pytanie jak to zrobić i jak poradzić sobie z zarządzaniem instytucją i pracownikami w organizacjach sektora publicznego poszukuje wielu współczesnych kierowników i dyrektorów. Wychodząc naprzeciw zapotrzebowaniu rynku i sektora, który niejako został pominięty w procesie intensyfikacji szkoleń z zakresu zarządzania organizacją i jej personelem powstały studia podyplomowe Skuteczny kierownik sektora publicznego (SKSP),organizowane przez Wydział Ekonomiczno-Socjologiczny Uniwersytetu Łódzkiego.
Adresowane są one do kadry kierowniczej sektora publicznego, zainteresowanej rozwojem swoich szeroko rozumianych kompetencji zawodowych. Zajęcia w ramach studiów prowadzą pracownicy naukowo-dydaktyczni Katedry Socjologii Organizacji i Zarządzania, Katedry Pracy i Polityki Społecznej Wydziału Ekonomiczno-Socjologicznego UŁ oraz praktycy i trenerzy.
Studia podyplomowe ukierunkowane są na doskonalenie umiejętności zawodowych kadry kierowniczej zatrudnionej w organizacjach sektora publicznego. Zajęcia obejmują szerokie spektrum zagadnień praktycznych, dotyczących między innymi:
- kształtowania i zarządzania procesami komunikacji między i z pracownikami w organizacji sektora publicznego;
- stosowania metod pobudzających motywację /zaangażowanie pracowników (także poprzez rozwiązania w zakresie systemów wynagrodzeń);
- zarządzania rozwiązywaniem konfliktów;
- kształtowania rozwoju zawodowego swojego i pracowników (poprzez stosowanie nowoczesnych metod rozwoju pracownika tj. coachingu/mentoringu);
- stosowania kreatywnych technik rozwiązywania problemów;
- integrowania pracowników wokół celów organizacji/komórki organizacyjnej;
- przeprowadzania zmian organizacyjnych i ocen pracowniczych;
- zarządzania zespołami pracowniczymi/projektowymi (w tym także zarządzania zespołami zróżnicowanymi wiekowo);
- przeciwdziałania przyczynom i skutkom wypalenia zawodowego;
- budowy i zarządzania modelami kompetencyjnymi;
- polityki awansów;
- kształtowania kultury emocjonalnej.
Pozyskana wiedza praktyczna pozwala na podwyższenie kompetencji zawodowych, umożliwiających efektywną pracę na różnego rodzaju stanowiskach kierowniczych w sektorze publicznym, a tym samym umiejętność kształtowania własnego rozwoju zawodowego.
Studia podyplomowe, jak i treść niniejszej książki wpisują się w proces kształcenia kadr menadżerskich, a zatem stanowią przykład rozwoju profesjonalnych kompetencji, umiejętności i tożsamości poprzez edukację menadżerską (zob. Banaszak, 2015). Współczesny menadżer to osoba, która powinna łączyć takie cechy i zachowania jak między innymi: myślenie globalne, przewidywanie przyszłych możliwości, kreowanie wizji rozwoju instytucji, akceptowanie różnic kulturowych, rozwijanie i zwiększanie uprawnień podległych pracowników, budowanie zespołów, sprzyjanie zmianom, entuzjazm dla nowych technologii, podejmowanie nowych wyzwań, dzielenie się przywództwem oraz działanie zgodne z wartościami (zob. Bałdys, 2009), myślenie systemowe, własny rozwój (zob. Dworzecki, 2004), twórcze myślenie (por. Chojnacki, Balasiewicz, 2006, cyt. za Baraniak, 2009: 191), umiejętność zarządzania emocjami własnymi i innych (zob. Pawłowska, 2009; por. także Pawłowska, 2013).
Układ niniejszej książki w znacznej części odpowiada układowi modułów zajęć prowadzonych na w/w studiach podyplomowych. I tak rozdział pierwszy dotyczy problematyki kultury organizacyjnej mającej ogromne znaczenie dla procesu zarządzania organizacją, w tym organizacją sektora publicznego. Jak pisze autorka rozdziału - Anna Kubczak - proefektywnościowa kultura organizacyjna z założenia ma przyczyniać się do wzrostu efektywności organizacji, ma wspierać tworzenie pozytywnego wizerunku organizacji, zwracać uwagę na stosunki wewnątrzorganizacyjne, które mogą wpływać na relacje z otoczeniem zewnętrznym.
Kultura organizacyjna warunkuje większość procesów zachodzących w organizacji. Wpływa na sposób kierowania zespołami pracowniczymi (rozdział 3), na sposób ich motywowania (rozdział 2), na system ocen pracowniczych (rozdział 4 i 5), proces zarządzania zmianą (rozdział 7), a także na sposoby rozwiązywania konfliktów (rozdział 8) i budowanie relacji pracowniczych (rozdział 6). Kultura organizacyjna kształtuje postawy pracownicze dostrzegając ważność kreatywności (rozdział 11), twórczego myślenia (rozdział 10) oraz wpływając na zachowania asertywne pracowników (rozdział 9).
W rozdziale drugim zatytułowanym „Motywowanie pracowników i budowanie postaw zaangażowania pracowniczego w jednostkach sektora publicznego” omówione zostały problemy dotyczące budowania zaangażowania pracowników. Autorka – Bogusława Urbaniak, podkreśla fakt poszukiwania nowych, innych rozwiązań w polityce motywowania pracowników, ze względu na to, że samodzielność konstruowania systemów motywowania w jednostkach sektora publicznego jest dość ograniczona z uwagi na uwarunkowania prawne. Poszukuje się zatem rozwiązań, które pomogłyby zarządzającym ukierunkować działania pracownicze na pożądane efekty niejako samoistnie, wykorzystując emocjonalne zaangażowanie pracowników skorych nawet do nadzwyczajnych wysiłków i starań na rzecz „swojej” organizacji.
Celem kolejnego rozdziału „Skuteczne kierowanie zespołami pracowniczymi” jest zwiększenie świadomości czytelnika z zakresu czynników wpływających na proces zarządzania personelem. Autor – Piotr Chomczyński odwołuje się zarówno do elementów teorii odnoszących się do tematu kierowania, jak i wskazuje na pozyskanie praktycznych umiejętności.
Rozdziały cztery i pięć omawiają zagadnienia dotyczące systemów oraz sposobów oceny personelu w jednostkach sektora publicznego. Autorka – Beata Pawłowska omawia czynniki wpływające na kształtowanie systemów ocen pracowniczych, przedstawia techniki i narzędzia oceny pracowników oraz wskazuje na rozmowę oceniającą jako najważniejsze narzędzie oceny oraz element komunikacji w organizacji.
Autorka szóstego rozdziału – Anna Rogozińska – Pawełczyk podkreśla ważność kontraktu psychologicznego jako czynnika odnoszącego się do całej złożoności relacji zatrudnienia. Zmieniające się relacje między pracownikiem a pracodawcą związane ze zwiększającą się elastycznością zatrudnienia przyczyniły się do opracowania nowego paradygmatu do analizy tych relacji – opartego na koncepcji kontraktu psychologicznego.
W każdej organizacji, w tym w jednostkach sektora publicznego, występują konflikty, które mogą stać się przyczyną problemów związanych z zarządzaniem organizacją na różnych jej płaszczyznach, a tym samym obniżać efektywność ich funkcjonowania. W rozdziale siódmym zatytułowanym „Identyfikacja i rozstrzyganie konfliktów w jednostkach sektora publicznego” autor – Piotr Oleksiak pisze, że konflikty w każdej organizacji są nieuniknione i są zjawiskiem częstym/naturalnym, wynikającym z dynamiki procesów zachodzących pomiędzy jednostkami w organizacji. Podkreśla, że jedną z podstawowych umiejętności kadry menedżerskiej każdej organizacji jest zdolność do rozpoznawania konfliktów, zapobiegania im czy ograniczania ich negatywnych skutków.
Kolejne cztery rozdziały większy nacisk kładą na warstwę ćwiczeniową. W ich treść wplecione zostały ćwiczenia do samodzielnego wykonania przez czytelnika. Rozdział ósmy, zatytułowany „Aktywny kierownik w procesie zarządzania zmianą” uświadamia czytelnikowi, że tak samo jak konflikt, w organizacji nieuchronna jest zmiana. Zmiana może mieć charakter pożądany lub nie. Może być działaniem planowym, albo nieplanowanym. Przemyślanym lub przypadkowym. Przybierać formę pojedynczych zdarzeń i procesów lub złożonych i ciągłych. Autorka - Dominika Byczkowska – Owczarek zapoznaje czytelnika z jedną z metod wprowadzania zmian, tj. Metodą Motywacji Błyskawicznej Michaela V. Pantalona. Prowadzi czytelnika przez sześć kroków proponując wykonanie kolejnych ćwiczeń.
Podobnie prowadzą czytelnika autorki kolejnych rozdziałów. Beata Pawłowska w rozdziale zatytułowanym „Zachowania asertywne. Elementy treningu asertywności” proponuje zestaw ćwiczeń pozwalających uświadomić czytelnikowi granicę pomiędzy zachowaniem asertywnym a agresywnym i biernym (uległym). Ta sama autorka w rozdziale „Twórcze myślenie. Elementy treningu twórczości” proponuje zestaw ćwiczeń pobudzających kreatywne rozwiązywanie problemów, a Magdalena Wojciechowska, autorka rozdziału kończącego niniejszą książkę, zatytułowanego „Techniki kreatywnego myślenia a relacje pracownicze w jednostkach sektora publicznego” zaprasza czytelnika w drogę po różnych płaszczyznach znaczeniowych kreatywności. Pokazuje sposoby implementowania w miejscu pracy różnych rozwiązań, w celu wspierania potencjału twórczego pracowników.
Całość monografii została tak pomyślana, aby nie tylko wskazać na najważniejsze teoretyczne rozstrzygnięcia w zakresie omawianych treści, ale także pozwolić każdemu kierownikowi samodzielnie wybrać i zastosować metody wspierania pracownika oraz procesu kierowania pracownikami podległych jednostek organizacyjnych, w tym także w zakresie zarządzania oświatą (zob. Banaszak, 2013). Każdy rozdział, zawiera w załączniku zestaw ćwiczeń jakie można wykorzystać w trakcie procesu zarządzania, szkoleń a także różnego rodzaju treningów i sesji coachingowych. Ćwiczenia te mogą być interesujące także dla wykładowców i innych osób szkolących i pracujących z różnego rodzaju grupami pracowniczymi (i nie tylko). Każdy kierownik znajdzie tu wskazówki do pracy z zespołem.
Łączę też nadzieję, że książka zachęci do uczestnictwa w studiach podyplomowych „Skuteczny Kierownik Sektora Publicznego”.

It is uncommon that managers at certain times pause what they are doing and look at previous experiences and reflect on them, evaluating the present objectives to add learning.  In particular, reflecting on the construction industry managerial roles that the writer involved in for more than twenty years in the parts of project management. 
Five entities on the construction industry identified within different organizational structures made of hierarchies, each formed to achieve the strategic goals of the organization or firm.
Although, the regional sector is achieving significant investments with exciting projects different approaches are still to be in place to resolve deficient contractual relations, manage stockholders’ expectations, control risks and reduce the long-run negative impacts
The paper concludes that implementation of the latest communications tools based on quick collaboration and transmitting of data real-time to all stakeholders is still not in place, except in few cases imposed by one of the above entities.  Mostly for marketing purposes, personal preferences and non-systematic attempts not based on actual custom-made requirements related to the unique nature of each project or manager role.

The purpose of this study was to identify the types of negative employee behaviors at the Lebanese private schools and to know how the principals handle these behaviors. Moreover, this study sought to determine the impact of the negative employee behavior on the schools’ working environment and productivity. For this purpose, an extensive review of the literature of negative staff behavior was conducted which constituted the base for the generation of a survey instrument consisting of three sections: section A requested participants to identify the top 7 types of negative staff behavior at schools, section B requested respondents to determine the strategies and skills used by principals to handle the negative school staff, and section C requested them to determine the impact of negative staff behavior on the schools’ environment and productivity. The questionnaire was sent to 60 private schools. The total sample consisted of 305 teachers. SPSS 21.0 was utilized to analyze data. The study ranks the top 7 negative personalities at schools. It shows a dark image about managing negative school staff behavior by school principals. Principals don’t deal effectively with this behavior which affects the schools’ working atmosphere and effectiveness. Limitations of the study are presented and recommendations for future research are suggested. The study offers recommendations to help principals enhance their knowledge, attitudes and practices about dealing with negative school staff behavior.

IT&C companies need to adapt themselves to an environment featuring a high level of competition. Innovation stays as the main vector of the domain, while the renewal rate of new technologies grows in speed (there are cases where new technologies emerge and replace the older ones in months). With this series of research we aim to analyse several local or global companies within the IT&C field, as well as the importance of leadership for their development. This first article will focus on leadership within a company called Research In Motion – RIM (currently named BlackBerry) and on the main problems that have arisen within the company after the organisation was left without support from the leaders that created its worldwide brand.

The aim of the paper was to examine the use of instructional materials from local resources for art based courses at the tertiary level. The paper examined the concept of instructional materials and their production for instructional purposes for art based courses. Effort was made to review literature on the categorization of instructional materials from local materials and how they can be developed and produced for use to enhance effective learning.

This paper explores different perspectives of the manager role and also explores the academic researcher role. It founds that managerial roles are so delicate, precise, and dependent on the administrative functions that allow a manager to achieve his roles. Henri Fayol identified those managerial functions as Planning: Organizing, Leading, Controlling, while the managerial roles guide the manager to achieve the basics to be efficient and to balance the job requirements and attend to their responsibilities. The paper focuses on Henry Mintzberg Managerial Roles as the newer considering that managers perform many roles, but they are the least specialized, that varies horizontally and vertically within the organization regulated by his behavior, but this has to be formalized to "predict and control".

The paper considers that the role of the academic researcher is not always defined or understood though it known that has a function of learning, teaching and add to the knowledge. Yet, it was developed to be a source for development and add value to the society, while faced with competing demands and challenges related to its’ performance, cost and quality of publication.
The paper sheds some comparison on both manager and researcher as  being as planners, catalyzer, teachers, facilitators, designers, synthesizer, observer, reporter and  listener. 
Various researches took place about what so-called "learning organization" for create, acquire and transfer knowledge. Learning organization done through the roles of the manager who has to be skilled with problem-solving skills, trying new approaches, learn from their own experience, learning from experience and best practice of others, and then transfer this knowledge.

It concludes that managers improve learning of the employees by sharing information about the challenges and expectations, support internal social networks, set regular learning goals, involve employees to set their learning goals that all act as direct and indirect development of the performance.

TQM means keeping the organization running smoothly with continuous input from our owners/customers. The major components of TQM are quality information, rewards for results, cooperation, secured jobs, fairness, equitable compensation, employees ownership stake etc the guiding principles are customer satisfaction safety, elimination of errors and defects, continuous improvement, employee empowerment etc The major constraints are lack of top management support, commitment, over dependence on computerized quality control, no market research, management by fear etc .

In this paper we discuss the decision making process in an organization for effectiveness. In this process including six important steps useful for organization effectively done. In such complex and fast changing organization environment, manager and employees are faced with many problem and they have make decision. Decision making is an integral part of the management of any organization. (Pearce II & Robinson-1989) indicate that decision making is inevitable because to explicitly avoid making a decision is in itself to make a decision. Managers are usually making many decision some of them strategic and other operational. Decision making is referred to as the heart of the management process (Mann 1976). Decisions are long, complex, highly unstructured and risky and have great impact on the future on organization. Decision making is the process of making choices by identifying a decision, gathering information, and assessing alternative resolutions. Using a step-by-step decision-making process can help you make more deliberate, thoughtful decisions by organizing relevant information and defining alternatives.

Leadership is a responsibility with accomplishment toward the task and involvement with the teams preparing and guiding the team members to take on the same line of insight, vision, and achievement. The paper aims to explain how leadership is different from management, and how leadership is more focused on the vision compared to the manager's scope in the organization processes. Leadership uses the opportunities by capitalizing on the work. Mangers work on business implementation and decision-making. Leadership involves organizing and mobilizing the teams to achieve the desired task. Though the leaders and managers work very closely the differences vary on taking the responsibilities to lead the team forward for accomplishment. Managers can be good leaders when properly trained and provided the opportunity to achieve the ability to communicate, motivate and inspire the team members.

This research aim to describe of MBS implementation by principle in SDN 12 Delta Pawan Sub District Ketapang Regency consist of procedure of MBS implementation, principle's role as manager in implementation of MBS, supplementary factor and resistor of MBs implementation, and also principle's strive to overcome the resistance in implementation of MBS. This Research use the approach qualitative by case study design. Data source are principle, teacher, and school committe. Data obtained by circumstantial interview, observation and documentation. Data analyse conducted by 3 activity path that is reduction, display, and verification. Result of data analysis indicate that the implementation of MBS by principle in SDN 12 Delta Pawan have walked effective enough and as according to policy and school planning covering procedure, the principle's contribution as manager, supplementary factor and resistor, and also principle's strive to overcome the resistance in implementation of MBS.

Penelitian ini bertujuan untuk mengetahui seberapa besar pengaruh Disiplin dan Budaya Organisasi terhadap Prestasi Kerja Pegawai pada Dinas Perindustrian dan Perdagangan Kota Bogor. Penelitian ini menggunakan metode survei dengan menggunakan data primer yang diperoleh dari kuesioner dan sampel yang digunakan dalam penelitian ini sebanyak 51 responden. Hasil analisis korelasi Disiplin dan Budaya Organisasi terhadap Prestasi Kerja sebesar 0,752 hal ini menunjukan hubungannya kuat. Koefisien Determinasi yang disesuaikan menunjukan sebesar 54,8% memberikan arti bahwa besarnya pengaruh Disiplin (X1) dan Budaya Organisasi (X2) terhadap Prestasi Kerja (Y) sebesar 54,8% sedangkan sisanya 45,2% dipengaruhi oleh faktor-faktor lain yang tidak dimasukan dalam penelitian ini. Persamaan regresinya Y = 2,472 + 0,597 X1 + 0,386 X2. Karena F hitung = 31,256 > F tabel = 3,19 maka Ho ditolak (Ha diterima) berarti bahwa terdapat pengaruh yang signifikan antara Disiplin (X1) dan Budaya Organisasi (X2...

Working capital refers to the funds required to undertake the day-to-day operations of a firm. To achieve business objectives, an investment of the firm’s capital in current assets and the use of current liabilities to fund part of the investment are required. Therefore, sound working capital management is required in order for the firm to remain competitive in this information age. This study explores the impact of working capital management on the profitability of food complex manufacturing firms operating in and around Addis Ababa. The efficiency of working capital management has been measured by Inventory Turnover Period, Account Receivable Collection Period, Days Payables Outstanding, Cash Conversion Cycle, Current Ratio and Quick assets ratio; and Return on Assets was considered as proxy for profitability. Relevant data for this study has been collected from 10 food complex manufacturing firms’ annual financial statements for the period 2009-2013 and analyzed through descripti...

A leader in every organization is a must. A leader in a company is called a manager. The managers hold a very important position in the company. They are responsible for the people or groups of people underneath, including being responsible for their work or performance. To have employees with good performance, managers must pay attention to factors that make employees be able to have good performance. There are external and internal factors that affect employee’s performance. Internal factors are factors related to individual’s character. While external factors are factors related to the surrounding environment. One of the external factors is the behavior, attitudes, and actions of a leader. These factors are related to the role of managers. From the ten manager roles mentioned by Henry Mintzberg (1989), the authors found that there are at least six manager roles that had a significant influence on improving employee’s performance. The six roles are figurehead, leader, monitor, disseminator, entrepreneur; and disturbance handler. This study aims to explain the important role of managers in improving employee performance. The method used in completing this research is the literature study method.
Keywords : manager, performance, employers

This project paper researches leadership, motivation and leadership styles. In accordance with this purpose, keywords such as leadership, motivation, leadership style, influence, leader, driving force, manager and CEO are defined. The study is taken further in the light of Henry Ford’s life, who is considered as one of the most influential CEOs of all time. The particular effects of Henry Ford on Ford Motor Company are listed along with historical examples. Especially in the leadership framework, this paper provides information for leaders and managers, and it tries to touch on the subtle differences between them from the perspective of employees. Additionally, the research efforts to explain how to motivate individuals, groups as well as the methods to be an effective manager and leader.

This journal discusses how "The Influence of Managers in Achieving Company Goals". The purpose of this journal is to find out the roles and levels of managers in a company. Managers relate to so many instruments that are in an organization and have the most direct influence on the employees they manage that affect the achievement of objectives within the company. The results of this journal are knowing the role of managers and parts of managers in a company that influence the company's goals. Managers assume responsibility for aligning the performance of their departments and their staff with the overall goals of the organization. They play an important role in shaping organizational culture. The conclusion is that managers have an important role in a company from the top, middle and lower levels, even the future of the company is in the hands of managers who manage the company.

ABSTRAK

Jurnal ini membahas mengenai bagaimana "Pengaruh Manajer dalam Mencapai Tujuan Perusahaan". Tujuan dari jurnal ini adalah untuk mengetahui peran dan tingkatan manajer dalam sebuah perusahaan. Manajer berhubungan dengan begitu banyak instrumen yang ada di dalam sebuah organisasi dan memiliki pengaruh paling langsung terhadap karyawan yang mereka kelola sehingga mempengaruhi tercapainya tujuan dalam perusahaan. Hasil dari jurnal ini adalah mengetahui peran manajer dan bagian-bagian manajer dalam sebuah perusahaan yang berpengaruh terhadap tujuan perusahaan. Manajer memikul tanggung jawab untuk menyelaraskan kinerja departemen mereka dan stafnya dengan tujuan organisasi yang menyeluruh. Mereka memainkan peran penting dalam membentuk budaya organisasi. Kesimpulannya adalah manajer memiliki peran penting dalam sebuah perusahaan baik dari level top, middle dan lower bahkan masa depan perusahaan ada di tangan para manajer yang mengelola perusahaan. Kata kunci : Peran Manajer, Tingkatan Manajemen.

Previous work about identity construction in management studies has focused on a stable individual identity that only evolves with major events. Conversely, this research aims to explore a more situated identity construction in front of day-to-day working activities. We borrow Danilo Martuccelli’s concept of trial in order to operationalize what a situation is. Through a multiple qualitative case study, we analyse 29 narratives of managers’ trial of their subordinates’ distress. These data were collected through 45 semi-structured interviews with managers and several days of observation inside one organization. Our analysis emcompasses the in-depth presentation of four cases and a global comparative analysis of the 29 narratives. Our findings are composed of the identification of three main dynamics of identity construction. Finally, we offer an integrative processual representation of identity construction during work situations. We show that the underlying stability of identity is better conceived as the result of an ongoing process of identity (re)construction.

Penelitian ini berjudul Pengaruh Pelatihan dan Disiplin Kerja terhadap Kualitas Kerja Aperatur Sipil Negara di Kantor Badan Pertanahan Nasional Kota Bogor. Penelitian ini bertujuan untuk mengetahui sejauh mana “Pengaruh Pelatihan dan Disiplin Kerja terhadap Kualitas Kerja Aperatur Sipil Negara Kota Bogor”. Pengumpulan data menggunakan metode survei dengan menggunakan data primer melalui penyebaran kuesioner. Dalam penelitian ini jumlah populasi sampel yang digunakan sebanyak 41 orang. Hasil analisis data menggunakan aplikasi komputer dengan hasil r = 0,762. Hasil ini menunjukan bahwa terdapat hubungan yang kuat dan positif antara Variabel X1 (Pelatihan) terhadap variabel Y (Kualitas). Hasil r = 0,533, hasil ini menunjukan bahwa terdapat hubungan yang sedang dan positif antara Variabel X2 (Disiplin Kerja) terhadap Variabel Y (Kualitas). Hasil r =0,762 hasil ini menunjukan bahwa terdapat hubungan yang kuat dan positif antara variabel X1 (Pelatihan) dan X2 (Disiplin Kerja) Terhadap Y (...

Higher education or college is an institution that gave birth to the intellectual resources expected to contribute in the human resources quality improving. All activities should be directed for the excellent academic performance. Management, especially university leaders, must start it from an awareness of the entire academic community. Awareness of university leaders should be depart from the philosophical, that not only manage the college-oriented economic capital (profit oriented), but also have socio-oriented capital. The question is what type of leadership that is appropriate to apply to higher education institutions in Indonesia? Leaders who have the spirit of academic leader or manager? Academic leaders must have the spirit of academic excellence, and is selected from the academics who have adequate leadership, communication, and interpersonal skills.

The modern era is characterized by the emergence of new management tools that are successfully used in various spheres of life. Crowdsourcing is one of these tools; this is a type of collective activities within which business managers, public authorities and the public create effective projects and search for resources to generate new ideas. Crowdsensing is aimed at the collective search for information on business and city projects. The purpose of the study is to analyze crowdsourcing and crowdsensing activities in Russia, identify problem areas and propose new directions for their development in the management of megapolis public utility services. The research is based on a systematic approach, comparative method and a passive approach to identify problems and prospects for the development of crowdsourcing in the management of public utilities. The scenarios for the development of the relationship between interested residents of megacities and public utility services are proposed for the collective solution of the quality of life issues in megacities. Unfortunately, megacity crowdsourcing projects are developed by municipalities mainly in problem areas; they are characterized by low resident activity. This is due to the lack of a mechanism for motivating active residents of megacity crowdsourcing projects.

This paper aims to identify and analyze the extent to which new media have penetrated the Romanian organizations' internal communication and have influenced the leadership. We intend also to consider how social media becomes a tool for organizational communication and contributes to the creation of a new kind of leadership associated with open communication. We start from the premise that new media and social media can contribute to the leader's mission to create around him a vision and makes others to share this vision. In terms of open communication, the external image of organization reflects, in part, leadership practices within the organization. It is about the exercise of the shared collective leadership that should strengthen the organization position.

Una grande azienda napoletana. Un ricercatore di marketing. Un grande problema da risolvere: se considerare Napoli un valore o un disvalore per l'impresa. Per capire in che misura il territorio può essere una risorsa proficua per la mission aziendale. 7 settimane di indagini di mercato, analisi semantica e semiotica di 40 brand, lo studio di oltre 100 campagne pubblicitarie, i focus group sul consumer a Napoli, Padova, e Milano, interviste in profondità ai manager dell'azienda. Sono gli ingredienti di Napoli brand, diario di un analista alle prese con questioni di identità aziendale. Un utile strumento di lavoro per riflettere su metodi e tecniche di ricerca, attraverso il vissuto professionale e il racconto delle esperienze maturate sul campo.

This study evaluated the roles of level 4 clinical instructors in their performance as advisers in University of Cebu-College of Nursing. Specifically, the study sought to answer the profile of the advisers as to their age; civil status; gender; highest educational attainment and teaching experience, their level of role performance, and their relationships. The findings served as bases for a proposed action plan.

Araştırmanın amacı, öğretmenlerin okul yöneticilerinin dönüşümcü liderlik özellik ve davranışlarına yönelik görüşlerini tespit etmektir. Nitel araştırma desenlerinden durum çalışmasının kullanıldığı araştırmanın çalışma grubunu, 2020-2021 eğitim-öğretim yılında Bolu ili Yeniçağa İlçesinde 3 ilkokul, 2 ortaokul ve 1 lisede görev yapan 32 öğretmen oluşturmaktadır. Veriler yarı yapılandırılmış sorulardan oluşan görüşme formu kullanılarak toplanmış olup, betimsel analiz yöntemi kullanılarak analiz edilmiştir. Araştırma sonuçlarına göre okul yöneticilerinin idealleştirilmiş etki boyutundaki dönüşümcü liderlik özellikleri ve davranışları rol-model, etkileme, sevgi ve güven veren davranışlar şeklindedir. Okul yöneticileri rehberlik ederek, teşvik edici ve destekleyici olarak ve olumlu atmosfer oluşturarak öğretmenlere ilham verip motivasyonlarını artırmaktadırlar. Okul yöneticilerinin entelektüel uyarım boyutundaki özellik ve davranışları değişime açıklık, sorun çözme, etkileme ve ikna etme olurken; bireysel ilgi boyutunda değer verme, destekleme ve rehberlik etme şeklindedir. Araştırma sonuçları doğrultusunda okul yöneticilerinin öğretmenleri motive eden, öğretmenlere ilham veren, destek ve rol model olan, yenilikçi, değişime açık dönüşümcü liderler olmaları önerilmektedir.

Abstract

The aim of the study is to determine teachers 'views on school administrators' transformational leadership characteristics and behaviors. The study group of the study, in which case study, one of the qualitative research designs, was used, consists of 32 teachers working in 3 primary schools, 2 secondary schools and 1 high school in Yenicağa district of Bolu province in the academic year of 2020-2021. The data were collected by using the interview form consisting of semi-structured questions and analyzed using descriptive analysis methods. According to the results of the research; transformational leadership characteristics and behaviors of school administrators in idealized effect size; the role-model is in the form of influencing, affection and trusting behaviors. School administrators are encouraging and motivating teachers by providing guidance, encouraging and supportive and creating positive atmosphere. While the characteristics and behaviors of school administrators in the intellectual stimulation dimension are open to change, problem solving, influence and persuasion; It is in the form of valuing, supporting and guiding in the dimension of individual interest. In line with the results of the research, it is suggested that school administrators be transformational leaders who motivate teachers, inspire teachers, support and role models, innovative, open to change. Keywords: Leader, manager, leadership, transformational leadership.

EXTENDED ABSTRACT Schools, which are an important part of the education system, which is one of the basic systems that will meet the social and individual expectations and needs, are important in terms of social harmony. In order to manage the process successfully, it is important that the school administrators have leadership qualities. In the process of meeting the expectations and needs of school administrators, moral and ethical behaviors, exhibiting a supportive attitude by encouraging employees, communicating effectively with employees, inspiring them to be a source of motivation, identifying problems, searching for solutions and struggling with challenges exhibitions will provide significant positive contributions as long as possible. Because school administrators working in schools that will provide innovation and change required by the 21st century will be able to demonstrate transformational leadership behaviors in terms of time, effort and cost in meeting the educational needs of individuals and society. In this direction, it can be said that school administrators are the transformational leaders as the leading managers. In this study, transformational leadership leadership feature and behaviors of the school administrators as the leading managers will be revealed and it is thought that the study is important in terms of guiding the practitioners and contributing to the literature. In this context, the aim of determining the school administrators 'leadership and transformational leadership roles in accordance with the perceptions of teachers is aimed to reveal the opinions of teachers about the concept of leadership and school administrators' transformational leadership behaviors. In the research, a case study in accordance with qualitative research design was used. The study group consists of 32 teachers working in 3 primary schools, 2 secondary schools and 1 high school in Yenicağa district of Bolu. The study group was determined using easily accessible situation sampling. The data were collected using an interview form consisting of semi-structured questions prepared using the interview method and standardized open-ended question technique and analyzed using descriptive analysis method. According to the results of the research role-model, influencing, affection and trusting behaviors are transformational leadership characteristics and behaviors of school administrators in the idealized effect dimension. Effective communication, moral and moral behavior, knowledge of law and legislation and support are the behaviors that school administrators are role models for teachers. In the idealized impact dimension, managers influence teachers by exhibiting positive personal traits and behaviors that conform to their specialties. The love and confidence-giving behaviors of school administrators were gathered from the themes of personal characteristics and supportive features. Guidance, encouragement and support, and the creation of a positive atmosphere are the themes and characteristics of the school administrators to inspire teachers and increase their motivation. While the characteristics and behaviors of school administrators in the intellectual stimulation dimension are open to change, problem solving, influence and persuasion; It is in the form of valuing, supporting and guiding in the dimension of individual interest. The motivational power of the administrators is very important in terms of motivating teachers, mobilizing and directing them, and increasing the performance of the studies. School administrators should motivate and guide the teachers while forming a team. School administrators should determine the goals of the school together with the employees as a transformational leader and inspire them to accomplish them by guiding them towards the goals to be achieved. It is important for the school administrators to support the studies in the school and to make the decisions to be made with the teachers in terms of the efficiency of the studies. Effective communication characteristics of school administrators are very important in terms of strengthening cooperation between teachers and management at school and making the school climate healthy and positive. As the school principal is the leader of the school, they have to be role-models to increase moral and moral behavior in the society. The fact that school administrators are understanding, helpful and honest will ensure that those around them show the same behavior towards him. At the same time, this will increase the internal motivation of the employees (Erturk & Aydın, 2015) and improve their organizational identities (Erturk, 2018). Transformational leaders need to know their desires and feelings in order to affect employees and create a connection between them (Erkan, 2002). Because knowing the wishes and emotions will facilitate the manager on how to treat the employee and make it easier for the manager to display balanced behaviors. Considering that external factors play an important role in increasing teachers' motivation for work, it can be said that school administrators' inspiring behavior as a transformational leader will increase teachers' motivation to work. Because school administrators' support of teachers in student and parent communication and professional development will make teachers feel more adequate. The suggestions developed in line with the results of the research are as follows: 1- School administrators should be fair, open to innovations, solution-oriented, exhibit ethical behaviors, and support them by communicating effectively with their employees in order to be a role-model for employees as transformational leader managers. 2- School administrators should guide teachers as transformational leader managers, help teachers set goals, reward their success, and create a supportive, collaborative and democratic positive atmosphere in the school.

The aim of this research is to reveal the qualifications required by hospitality enterprises who seek for mid‐level and senior manager by means of job advertisements. The research is a qualitative research based on content analysis. The data have been obtained from four online internet websites in which predominantly job advertisements are found related with tourism and hotel management sector. On the other hand, considering the season most seeked for an employer is the first months of the year; advertisements that have been published in the first quarter of the year have been examined (January, February, March). It has been determined types of the hotels that have advertised, information about the position and general qualifications for the manager candidates by evaluating the contents of the advertisements and manager selecting criteria of enterprises have been revealed according to results.

Die Frage »Was ist Intuition?« ist schwer schriftlich zu beantworten und soll in diesem Aufsatz auch nicht zu lesen sein. Vielmehr will der Autor auf den folgenden Seiten Intuition dadurch näherbringen, dass er zeigt was sie nicht ist oder will sie durch die Abgrenzung von der Analyse innerhalb der Erkenntnistheorie näherungsweise veranschaulichen. Weiter sollen Analyse und Intuition als interdisziplinäre Gesamtmethode dem Leser veranschaulichen, wie Intuition Menschen helfen kann ihre Arbeit erfolgreich zu verrichten. Beginnen möchte ich mit der verhältnismäßig jungen Wissenschaft der digitalen Daten, oder auch »Data-Science« genannt. Diese Wissenschaftsdisziplin hat sich aus der reinen Datenanalyse heraus, hin zur einer Wissenschaft der Daten mit viel Potential für wirtschaftliche Unternehmen entwickelt. Ihre Teilbereiche bestehen hauptsächlich aus der deskriptiven Analyse, präskriptiven Analyse, expliziten Analyse, impliziten Analyse und Tiefenanalyse, wodurch leicht erkennbar ist, dass diese Herangehensweise sehr stark analytisch geprägt ist (Longbing 2017). Als Gegenpol möchte ich da die erfolgreichen Manager*innen erwähnen, die angeben viele ihrer großen Entscheidungen im Unternehmen ohne »Big-Data« Analyse zu treffen (Julmi 2013). Genau hier prallen zwei Welten aufeinander: Die Welt der erfahrenen Manager*innen und die Welt der analytischen Wissenschaftler*innen. Hierbei gibt erstere an, ihre Entscheidungen oft intuitiv zu treffen. Top-Manager*innen der großen Konzerne treffen immer noch viele Entscheidungen intuitiv und nach Bauchgefühl. Wie kann so etwas sein? Wie können sich hochbezahlte professionell besetze Positionen in Unternehmen des 21.Jahrhunderts auf intuitive Eingebung verlassen und dabei noch Erfolg haben? Warum ist dies nicht messbar und dadurch einfacher für andere nachvollziehbar? Wie kann Data-Science für die Steuerung von Unternehmen immer wichtiger werden, und hochrangige Führungskräfte entscheiden aber weiterhin nach Bauchgefühl? Warum gibt es für diese intuitive Entscheidungsform keine Ausbildung oder Werkzeuge wie die für Data-Scientists? Im vorliegenden Aufsatz will ich im Spannungsfeld von analytischer Data-Science und intuitiven Management-Entscheidungen aber vor allem durch die philosophischen Ansätze von Henri Bergson und Gaston Bachelard zeigen, wie Intuition in der Epistemologie hilft die obigen Fragen zu beantworten. Bachelard beschreibt durch Dialektik und Komplementarität etwas ganz Entscheidendes: Wie sich analytische wissenschaftliche Arbeit, aber vor allem wissenschaftliche Theorien, der intuitiven

In article it is revealed that at the solution of problems of management of economy
of territorial education – the region, some of them don't give in to formalization because
of existence of hardly measured qualitative factors and "a human factor", having
essential impact on quality of decisions. Need of the accounting of these factors arises
especially sharply in a problem of forecasting and perspective scientific and technical
development of the region and the regional industrial is connected - diversified systems
i.e. where are most often used scientific and technical and economic information. The
value of information received in the course of preparation of administrative decisions
and influencing change of degree of confidence of the subject of an industrial network
of the validity of any event is estimated by means of Bayes's theorem

The study conducted here has taken four different conceptual variables where the correlation and effect has been observed and specifically the concept of mediation is applied to find the real effect of mediating variables. Manager Academic Resilience, Manager Background, and Manager Behavior is independent variable and Performance is dependent variable where the research problem observed as exploring the relationship and effect of manager behavior on performance as well the impact of academic resilience, and background. For this purpose three research questions prepared are Does academic resilience contribute to manager’s performance? What is the importance of background factors for a manger? How manager’s behavior is effecting performance. It has been a systematic approach to find the solution for research problem answering research questions keeping objectives in mind as to know the benefit of academic resilience for managers, to assess manager’s background factors shaping behavior, and to explore the contribution of manager’s behavior in performance. A sample of 120 managers taken for the study from Kurdistan where a structured survey questionnaire used having items related to all dimensions and demographical variables. Data analysis is performed using SPSS 24 with reliability analysis, one sample T-test and Correlations regression analysis statistical tests. Findings and conclusion is based on analysis which supports the concept and justifies all three hypotheses taken in the study where all three conceptual hypothesis is accepted justifying the concept.

This study aims at exploring the relevance of forensic accounting in curbing crime and corruption in public sector. The objective of the research work seeks to explore the role a forensic accountant can play in the fight against corruption by applying his investigative skills, providing litigation support service and documentation and reporting. The population used in the research was the Federal Inland Revenue Service (FIRS). The research design employed was the survey research. Data were majorly collected from primary sources. The hypothesis testing in this research work was done using regression analysis. The results of the empirical findings show that forensic accountants are relevant in investigating crime and corruption in the public sector. Forensic accountants play a role in litigation support services in the public sector, and forensic accountants are relevant in documentation and reporting. It was observed that the forensic accountants play a significant role in curbing crime and corrupt practices in any public sector since they provide a mechanism to hold people accountable, such that those who manage resources in a fiduciary capacity do not easily abuse that trust without detection. Amongst other proferred solutions, it was recom

The manager plays a very important role in the management of a sma7ll company. The empirical analysis conducted for this article, using a hypothetical-deductive approach, demonstrated, once again, this situation. The hypothesis at the very beginning of this article that the manager's involvement in the control system varies according to the size of the VSE or SME has been verified according to a statistical study. For a very small company, the manager's intervention in the control system is done in an interpersonal way and covers all the management cycles of a company. When the size increases its intervention varies in the opposite direction. Thus, the manager acts as a one man show for a very small business and as an invigilator for an SME. The question of training, in this case, becomes an essential element for the effectiveness of the control system.

Penelitian ini bertujuan untuk mengetahui sejauh mana pengaruh komitmen dan sikap kerja terhadap kinerja karyawan. Penelitian ini dilakukan pada bulan maret sampai dengan juli 2019 menggunakan pendekatan kualitatif dan teknik pengumpulan data survey dengan penyebaran kuesioner. Analisis yang digunakan penelitian ini adalah uji validitas dan reabilitas, analisis korelasi, regresi, koefisien determinasi, dan uji hipotesis dengan menggunakan aplikasi komputer. Pada variabel reabilitas komitmen (X1) nilai Cronbach’s Alpha > 0,60 yaitu 0,771 pada variabel sikap kerja (X2) nilai Cronbach’s Alpha > 0,60 yaitu 0,755 pada variabel kinerja (Y) memiliki nilai Cronbach’s Alpha > 0,60 yaitu 0,869 dengan demikian di nyatakan bahwa seluruh item pernyataan reliabel dan dapat diterima.

The purpose of research is examination and determination of the attainment of geothermal resources in thermal hotels, their areas of utilization, advantages and disadvantages, the environmental principles applied and the recommendations related to the problems confronted in this area as a whole. Research population consists top and middle level managers of seven thermal hotel establishments which are operating in Denizli, and it is based on full counting. Face to face interviewing techniques were used to collect data. In this context, 24 semi-structured interview questions consisting of demographics, facility features and research base are directed to managers. Content analysis method was used for obtained data. As a result, it is determined that thermal hotels obtain geothermal spring water mostly from municipalities, the others from their own wells; central distribution network is not available; each facility must establish its own transport system to supply thermal water from the municipal wells. Due to lack of re-injection infrastructure and health problems, there is no work on the recycling. Besides, use of geothermal spring waters as an energy source lowers energy costs; environmental pollution is prevented as a result of reduced use of LNG, natural gas or fossil fuels, and revenues increase indirectly.

Bu araştırmanın amacı, termal otel işletmelerinde jeotermal kaynakların temini, kullanım alanları, avantaj ve dezavantajları, jeotermal kaynakların kullanımına ilişkin uygulanan çevresel ilkeler ile bu alanda karşılaşılan sorunların tespit edilmesi ve önerilerle bir bütün olarak ele alınmasıdır. Araştırmanın evrenini, Denizli’de faaliyet gösteren turizm işletme belgesine sahip yedi termal otel işletmesinin üst ve orta düzey yöneticileri oluşturmaktadır. Araştırmada herhangi bir örneklem alınmayarak tam sayım yapılmıştır. Verilerin toplanmasında nitel araştırma yöntemlerinden görüşme tekniğinden yararlanılmıştır. Bu kapsamda yöneticilere; demografik karakteristikler ve tesis özellikleri ile araştırmaya ilişkin üç bölümden oluşan 24 adet yarı yapılandırılmış görüşme sorusu yöneltilmiştir. Elde edilen verilerin çözümlenmesinde içerik analizi yönteminden faydalanılmıştır. Araştırma sonucunda, termal otel işletmelerinin jeotermal kaynak suları; çoğunlukla belediyelerden, bir kısmı ise kendine ait termal kuyulardan sağladığı; termal suların otellere ulaştırılabilmesi için merkezi dağıtım şebekesinin bulunmadığı, her tesisin belediye kuyularından termal su tedarik edebilmek için kendi taşıma sistemini kurması gerektiği saptanmıştır. Denizli bölgesinde, re-enjeksiyon alt yapısının olmaması ve sağlık sorunları gerekçesiyle hiçbir otelin termal suların geri dönüşümü ile ilgili bir çalışmasının olmadığı sonucuna ulaşılmıştır. Araştırma kapsamında, jeotermal kaynak suların enerji kaynağı olarak kullanımı sayesinde, enerji maliyetlerinin düştüğü; LNG, doğalgaz ya da fosil yakıtların kullanımının azalması ile çevre kirliliğinin önlendiği ve termal otellerin gelirlerinin dolaylı yönden arttığı belirlenmiştir.

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The purpose of this research is to find the factors which motivate the university staff and importancy of motivation. In this research survey method is used. Data has been gathered from the workers of The Kastamonu University. SPSS 16,0 (The Statistical Packet for The Social Sciences) was the packet used for analyzing data. At the result of the research, we conclude that public workers consider important to moral prizes as materialistic prizes, appreciation of the public works and the possibility of being promoted motivate the workers. We find out that differency of the sallaries of each workers make uneasiness between them.

This paper encompasses Managerial acts and the personality of a Manger within an Organization and working ideology that formulates the theoretical framework of this paper is Islamic teachings in the light of Quranic verses and sayings of Holy Prophet (pbuh) . There is a dire need to disseminate the true Islamic teaching in an unbiased, moderate and practical manner that advocates the preaching of Islam and paints the real picture of the said religion with true colors. The significance of this study is more than ever as every passing day is adding more fuel to the fire engulf between Islam and west. The principle ideologies of Islam are universal as the Holy Prophet (pbuh) was the last in the list and series of Messengers sent by GOD. Round the globe the level of uncertainty is on the rise, unrest in many countries and political instability has turned the corporate Managers into money minting machines and companies are trying to squeeze the last drop of blood out of their bodies in order to earn more. A Manager must be a role model and if Ethics is compromised then no organization would be able to survive in the long run and Islamic Managerial Ethics provides the foundation for framing this role model.

Consistent with a growing number of models about affect and behaviour and with a recognition that perception alone provides no impetus for action, it was predicted that associations between company climate and productivity would be mediated by average level of job satisfaction. In a study of 42 manufacturing companies, subsequent productivity was significantly correlated in controlled analyses with eight aspects of organizational climate (e.g. skill development and concern for employee welfare) and also with average job satisfaction. The mediation hypothesis was supported in hierarchical multiple regressions for separate aspects of climate. In addition, an overall analysis showed that company productivity was more strongly correlated with those aspects of climate that had stronger satisfaction loadings. A second prediction, that managers' perceptions of climate would be more closely linked to company productivity than would those of non-managers, was not supported. However, managers' assessments of most aspects of their company's climate were significantly more positive than those of non-managers.

Dans un contexte ou le legislateur impose aux organisations francaises une integration des personnes handicapees et ou celles-ci sont le plus souvent percues comme des ressources negatives, cette these interroge les potentialites des travailleurs dyslexiques en termes de competences dans le but de determiner si ces derniers peuvent constituer une ressource positive. En adoptant une methode du recit de vie, cette these s’interesse au processus d’elaboration des competences des travailleurs dyslexiques. L’analyse des donnees recueillies montre que ce processus se met en place selon une combinaison de facteurs propres a la configuration neurologique de ces personnes, qui permet par la meme la creation de competences idiosyncratiques. Si les resultats issus des entretiens nous demontrent que ces dernieres sont detentrices de competences utiles pour le contexte organisationnel, et constituent ainsi une ressource positive, un certain nombre de facteurs concourent le plus souvent a les ren...

Tujuan penelitian ini adalah untuk mengetahui dan mengevaluasi rasio keuangan dalam menilai kinerja keuangan pada PT. Bank Bukopin Tbk dan Bank Danamon Indonesia Tbk. Yang terdaftar di Bursa Efek Indonesia. Adapun pendekatan penelitian yang digunakan adalah pendekatan deskriptif. Sedangkan jenis data yang digunakan adalah data kuantitatif berupa angka dan sumber data yang digunakan yaitu Laporan Keuangan PT. Bank Bukopin Tbk dan PT Bank Danamon Indonesia Tbk. Dalam usaha mengatasi masalah keuangan tersebut, maka para pemimpin perusahaan tidak terlepas dari pengambilan keputusan. Sedangkan untuk mengambil suatu keputusan diperlukan data dan informasi yang relevan dan akurat, salah satu sumber informasi yang cukup penting dan dapat dipercaya yaitu laporan keuangan, berdasarkan laporan keuangan tersebut, manajemen atau pemimpin perusahaan dapat mengetahui kinerja keuangan perusahaan yang mereka pimpin, selain itu laporan keuangan merupakan data yang dapat dipakai untuk mengetahui posis...

The purpose of this paper is to highlight the role of middle managers in the knowledge sharing process by presenting the results of a survey aiming to reveal the elements of middle managers’ knowledge sharing maturity and individual and organizational characteristics affecting them. The paper is based on quantitative research. The data were gathered through questionnaires. Based on 400 usable survey responses, the authors applied principal component analysis, decision tree, analysis of variance, and post-hoc test to reveal the elements of middle managers’ knowledge sharing maturity and the differences individual and organizational characteristics result in them. The study results indicate that middle managers’ knowledge sharing maturity is measured with four elements and based on individual and organizational characteristics there are differences in certain elements. The originality of the paper is that past research did not investigate middle managers or their knowledge sharing maturity, only focused on the organizational level of knowledge management maturity. The effect of individual and organizational characteristics on knowledge sharing maturity has not been investigated either. This paper focuses on these aspects. The results of the survey could help not only middle managers, but top managers and other employees as well in learning how to foster knowledge sharing.

Journal of Social Sciences Research. 7(1), pp. 1192-2015.

The study objective is aimed at finding the relationship between corporate governance bank distress in deposit money banks. The research design adopted in this paper is the case study method, in other to have an intensive insight of the subject matter. Primary data was used specifically the survey technique. The method that was used in the presentation of data in this study is the Statistical Package for Social Sciences (SPSS) which contains all the necessary and important statistical technique for data analysis. For testing the hypothesis, correlation analysis which measures the degree of relationship between variables was used to analyze the result generated from the questionnaire. The evidence shows that corporate governance has no significant improvement on the prevention of bank distress but has significantly improved the performance of the Nigerian banking sector. We therefore recommend that banks should demonstrate strong internal policies to identify and manage conflict of i...