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The article presents an analysis of respondents' perception of the regional management style as a factor characterizing the managerial communication system. Based on the secondary conceptualization of empirical data (6021 field documents) obtained in 2019-2020 in 12 regions of the Russian Federation during a self-filling questionnaire based on a quota sample calculated for each region according to Rosstat, the author conducted a study of the relationship between respondents' characteristics of the regional management style with agreement with it, concern about the shortcomings of the regional management system and assessments the work of the vertical of power from the federal to the local levels. The author identified a number of patterns, based on which it was concluded that groups of respondents who define the regional management style differently agree with it to varying degrees, demonstrate concern about the shortcomings of the characterized management system in different ways and evaluate the final result of the activities of the power and management vertical. Respondents who define the management style as authoritarian and clan-based tend to be more concerned about the shortcomings of the management system for the most part than respondents who characterize the management style as democratic, collegial, liberal or vague. Respondents who define the management style as authoritarian tend to evaluate the final result of the work of authorities at all levels lower than respondents who believe that the management style is democratic, collegial or uncertain.

The article discusses the results of a mixed research, quantitative and qualitative, about the management style practiced by the top managers of 52 violence treatment centers for abused women from the state of Israel. Domestic violence is abusive behavior aimed at controlling; the offender attempts to control the injured in different ways. Violence against women is a phenomenon which affects in Israel many women, from each ethnic group, mainly Arab. The main aim of the research is to explore and identify the management style and its influence on the methods of treatment centers for the prevention of women violence in the State of Israel. Most of the centers in Israel are NGOs, mostly funded by public funds since are recognized as providing social services. The research identified that the most used management style is autocratic and paternalistic, and that top managers of violence treatment centers use a a combination of these styles, including the democratic and to a less extent the bureaucratic style. Several recommendations are formulated aimed at improving the management of the centers based on increased collaboration with its stakeholders. [ABSTRACT FROM AUTHOR]

The challenges of the turbulent VUCA/BANI world, faced by modern organisations, have led to a different perception of the role of a leadership. An organisation is often able to overcome difficulties owing to a leader who does not only make strategic decisions, but also supports employees. The aim of this article is to identify the role of a leader in shaping employee behaviour in companies in the VUCA/BANI era. The leadership competencies necessary in crisis situations were identified thanks to an analysis of the literature on the subject. Then it was examined how they influence the attitudes and behaviour of contemporary employees. The authors of the study also diagnosed the characteristics and behaviour of leaders shaping both positive and negative attitudes as well as approaches of employees. Furthermore, the relationship between a leadership style and employee commitment was identified, and the dominant communication style in the supervisor-subordinate relationship in situations of uncertainty and threat was determined. In addition, the authors identified the actions taken by leaders who prioritise the development of their team. The research is an attempt to answer the following question: what concept of leadership and what leadership opportunities and threats are present in contemporary organisations? The study used a diagnostic survey method. At the first stage of the research the questionnaire was filled in by employees of enterprises from various industries. The responses were then supplemented with the information gathered during in-depth interviews with managers of the selected organisations and further empirical analyses were conducted. The research confirmed that leaders play a key role in shaping positive behaviour of their subordinates in the VUCA/BANI era, thanks to their attitude, commitment and a proper leadership style. The uncertainty of tomorrow as well as the complexity and instability of organisations constitute a test of leadership. In case of a crisis good leaders seek opportunities for themselves and their organisations, demonstrate creativity, take care of their own and their subordinates’ development, set ambitious goals, are resilient to stress, empathetic and able to respond to changing conditions and needs of employees immediately. The presented results may contribute to the popularisation of knowledge about leadership in the VUCA/BANI era, enrich the literature on the subject with practical issues concerning the formation of positive employee behaviour as well as contribute to further research on this issue. [ABSTRACT FROM AUTHOR]

This study examines the managerial role of five school principals in Tbilisi in sustaining success and innovation. It describes the management and leadership practices of five school principals, who are considered to be innovative, well-managed, with excellent academic results, and highlights the principals’ own contributions for school innovation and success. The study used the case study method based on the qualitative research method. At each school, opinions on school governance were gathered through individual interviews with the school principal, representatives of local resource centers, and other members of the school board. students and members of the school community. This study provides insight into organizational culture and school changes, as well as the principal role of principals in creating and managing a successful and innovative school. The study uses stakeholder perspectives on school leadership and school performance to provide us with insight into school management in each case, as well as draw attention to differences and similarities between different cases. The research findings highlight the importance of principals’ life experiences in determining their management style and values. Innovative principals identify five common aspects of leadership and related behaviors that characterize their leadership style and underpin the success of their schools. Furthermore, innovation schools have common characteristics. A map of how the principal’s management style and school innovation and success, life experience, five managerial aspects and corresponding behaviors, and other elements of school success are related to innovative aspects of management and leadership has been developed. Realizing what works in successful and innovative schools is the preliminary step in determining how to direct the practice of such schools to those parts of the school that require this experience. The current study demonstrates an innovative management style, demonstrating that some principals are very successful in creating an innovative culture, including behavioral patterns that can be learned and used by people aspiring to innovative and successful school management.

Introduction. Purpose of the article involves determining effective role models in solving military-professional tasks and identifying the features of the management style with the expression of various role models of the commander. Methods. Research design included solving by cadets (N = 150, at age 21 to 27 years) 9 service and combat tasks, distributed in three blocks. In the process of solving the introductory task, the cadet had to choose a role model out of 10 possible ones, with which he identifies himself as a commander. For each block, the most frequently encountered roles of the cadet commander were identified, which were presented as dominant. All cadets were tested on the questionnaire "Management style" using the program "Psychologist-BB", on the basis of which the cadet was awarded points in three management styles. To determine the dependence of the management style on the leading role model, a one-factor analysis of variance (ANOVA) was performed. Results. Analysis showed a statistically significant influence of the chosen role model of the commander of the authoritarian and liberal management style when performing tasks aimed at stabilizing interpersonal relations during the organization of service and combat activities and making decisions in an unusual situation. Discussion. The results obtained indicate that cadets, when solving military-professional tasks related to the normalization of interpersonal relations during the organization of service and combat activities, personnel injuries and non-standard situations, choose mainly three role models of the commander as the role of the commander, which correspond to: role model 1 with a democratic management style, role model 2 with an authoritarian management style and role model 3, with two management styles – active and passive.

The article considers the problems of choosing the optimal management style of service teams and improving management personnel in the internal affairs bodies of the Russian Federation. The aim of the research is to study the relationship between the management style and the socio-psychological climate in the team as the basis for the effectiveness of the operational and service activities of the Internal Affairs Bodies. The authors have summarized current scientific and practical research in the field of management style. The classical typology of management styles by K. Levin has been analyzed, which made it possible to develop the most effective leadership style in the internal affairs bodies, ensuring the achievement of the necessary results in the management of collectives. The theoretical material is supplemented with empirical data obtained in the course of annual studies of the socio-psychological climate in the teams of the territorial bodies of the Ministry of Internal Affairs of Russia. Opinion polls of police officers have showed that the highest degree of satisfaction with the service is experienced by those of them who work under the leadership of a democrat leader, focused not only on the performance, but also on creating favorable conditions for the activities of the entire team. The direct dependence of the socio-psychological climate on the management style chosen by the leader has been proved. It has been concluded that it is necessary to implement the mechanisms of the formation of an effective management style existing in the Ministry of Internal Affairs of Russia. For current leaders, it is advisable to envisage an in-depth study of the problem in the classroom for service training, for future leaders - as part of an additional professional program for professional retraining of employees of the Ministry of Internal Affairs of Russia included in the personnel reserve.

ABSTRACT This article analyzes the leader's management style effect on the relationship between personal factors and role conflict in the internal audit function. It sheds light on the factors per se regarding the presence of role conflict in internal audit, addressing the effects that various management styles of the audit leader can cause in the relationship previously addressed in the literature between personal characteristics and role conflict. Evidence shows that the skills and expertise of leading internal audit executives impact the role played by internal auditors, becoming major insights to be analyzed and understood when delimiting the internal audit function. This article contributes to grasping the impact that aspects at a personal, professional, and interaction level in the management hierarchy in companies can have on the internal audit function. A survey was used involving 218 internal auditors certified by the Institute of Internal Auditors of Brazil (Instituto dos Auditores Internos do Brasil [IIA Brasil]), working in the internal audit area and with active profiles on the professional networking platform LinkedIn. Use of multiple linear regression for data analysis. Personal factors encompass the independence and expertise of internal auditors. Role conflict comprises three dimensions: demand from the organization vs. the auditor profession; auditing vs. consulting; and personal values vs. professional expectations. Management style measures the behavior of immediate superiors in the dimensions of task, relationship, and situational context. As results and contributions, it was evidenced that internal auditor’s commitment to independence and expertise have a negative influence on role conflict. A management style with behaviors aimed at relationships between individuals, carrying out tasks, or adapting to situations, on the part of immediate superiors, contributes to reducing the level of role conflict in the internal audit function.

Objective: Despite the significance of the issue of financial indiscipline, few scientific studies have investigated the motivational, voluntary, emotional, and cognitive factors affecting the actions of managers and employees within organizations. Financial discipline in an organization is influenced by organizational and environmental factors and the present study seeks to study the impact of organizational factors on such concepts.Methods: This study is an applied and mixed methods exploratory study. In its qualitative part, the conceptual model of the research was extracted by extensively reviewing the extant literature. The localization and theoretical saturation of the research model were then done by conducting in-depth interviews and applying the thematic analysis method The statistical population in the qualitative part of this study included experts in public finance who were selected using a targeted sampling strategy and theoretical sampling method. In the quantitative section, based on the data collected by the questionnaire and operationalization of the research model, the fit goodness of the research model was determined using the structural equation modeling (SEM). The statistical population included the managers of the auditing organization, the Iranian Association of Certified Public Accountants, and the General Inspection Organization of Iran (GIO). The questionnaire was distributed electronically and 93 usable questionnaires were collected.Results: Model fitting proved that the components of financial and credit resources, structure, and management style have a direct and significant effect on financial discipline. Also, the greatest impact on financial discipline was made by the indicators of receiving credits in a regular and scheduled manner, the absence of financial restrictions, the quality of management controls, the existence of written and detailed job descriptions, process reforms, and seriousness in dealing with violations.Conclusion: Financial discipline is a manageable phenomenon through some organizational factors, namely financial and credit resources, organizational structure, and management style. In financial and credit resources, regular receipt of credits reduces the need to provide resources in various ways, alleviates the problem of excess or deficit of funds, thus preventing the transfer of program credits, and ultimately reduces indiscipline. One of the salient features of an efficient management control system is its ability to maintain present and future controls. These capabilities reduce the likelihood of financial indiscipline by anticipating and detecting it in a timely manner. Establishing an effective system of internal controls reduces the risk of financial irregularities. The existence of transparent processes and procedures increases the level of financial discipline of organizations by reducing the ambiguity in their process of providing services as well as their ability to monitor the budget. Finally, seriousness in dealing with violations strengthens financial discipline by increasing the cost of committing violations.

This article analyzes the leader's management style effect on the relationship between personal factors and role conflict in the internal audit function. It sheds light on the factors per se regarding the presence of role conflict in internal audit, addressing the effects that various management styles of the audit leader can cause in the relationship previously addressed in the literature between personal characteristics and role conflict. Evidence shows that the skills and expertise of leading internal audit executives impact the role played by internal auditors, becoming major insights to be analyzed and understood when delimiting the internal audit function. This article contributes to grasping the impact that aspects at a personal, professional, and interaction level in the management hierarchy in companies can have on the internal audit function. A survey was used involving 218 internal auditors certified by the Institute of Internal Auditors of Brazil (Instituto dos Auditores Internos do Brasil [IIA Brasil]), working in the internal audit area and with active profiles on the professional networking platform LinkedIn. Use of multiple linear regression for data analysis. Personal factors encompass the independence and expertise of internal auditors. Role conflict comprises three dimensions: demand from the organization vs. the auditor profession; auditing vs. consulting; and personal values vs. professional expectations. Management style measures the behavior of immediate superiors in the dimensions of task, relationship, and situational context. As results and contributions, it was evidenced that internal auditor's commitment to independence and expertise have a negative influence on role conflict. A management style with behaviors aimed at relationships between individuals, carrying out tasks, or adapting to situations, on the part of immediate superiors, contributes to reducing the level of role conflict in the internal audit function. [ABSTRACT FROM AUTHOR]

Background: Hospital management style can affect various aspects of hospital performance. One of these aspects is the level of market orientation of the hospital. Therefore, the present study attempts to answer whether management style makes a difference in the degree market orientation of hospitals or not. Methods: This research is a descriptive-analytical and cross-sectional study conducted in 2020. About 420 people were selected by stratified sampling out of the six medical centers' staff in Qazvin, Iran. A total of 411 people (97.86 %) completed the questionnaires. The collected data were analyzed using STATA15 and SPSS16 software. Robust regression analysis was used to estimate the role of management style in the level of market orientation of hospitals. Mean variables were analyzed using one-way analysis of variance and post hoc test. Results: The score range of the variables was from 1 to 5. Autocratic and delegating styles obtained the highest average (3.22 ± 0.54) and the lowest average (2.87 ± 0.70), respectively. Among the dimensions of market orientation, customer orientation had the highest average (3.32 ± 0.84), while competitor orientation obtained the lowest average (2.80 ± 0.86). The average score of market orientation was 2.88 ± 0.65. A statistically significant difference between hospitals was observed in terms of participative and delegating styles (P-value < 0.05). In addition to market orientation, there was a statistically significant difference between hospitals (P-value < 0.05). The regression coefficient between the level of the hospital market orientation and the participative and delegating styles was 0.10 and 0.09 , respectively (P-value < 0.05). In contrast, the regression coefficient between autocratic style and level of market orientation was estimated to be -0.76. Conclusion: It can be concluded that managers should use more participatory and delegating styles to increase the market orientation of the studied hospitals.

Introduction: Management is one of the most important factors that can affect the performance of an organization such as hospital. Therefore, identifying the management style used in hospitals can be useful empirical evidence to solve many hospital problems. In this study, the management styles used in the educational-medical centers of Qazvin University of Medical Sciences have been studied and determined. Methods: In this descriptive-analytical study, a sample of 411 people was selected using random sampling method from a population of 2265 employees working in university hospitals in Qazvin. The required data were collected using a valid Clark management style questionnaire and through employee perception survey. Finally, the obtained information was analyzed in the space of STATA 15 and SPSS 16 software. Results: Individuals reported the highest frequency (42%) for autocratic style items and the lowest frequency (25%) for delegating style items. Autocratic style had the highest total mean (3.22 of 5) and delegating style had the lowest total mean (2.87 of 5). Apart from autocratic style, there was a significant difference between hospitals in terms of the use of participative and delegating styles (p

Thirukkural is one of the most consequential works in the realm of Tamil literature. Awashed in blistering insight and an unremitting fount of wisdom, Thirukkural is the most celebrated literature in Tamil. It wouldn't be an exaggeration to consider Thirukkural as a scripture that governs and guides people to lead a worthy life. Strung together as 1330 Couplets, Thirukkural contains 133 chapters each comprising 10 couplets. Each couplet of this classic is steeped in profound meaning and holds rich lessons for all aspects of life. Every chapter deals with a specific topic that expounds on the various facets of life. Undoubtedly, Thirukkural has stood the test of time for over 2000 years and serves as a moral compass for mankind to this day. There is hardly any area of human life that remains untouched by Thirukkural. Admittedly, Leadership themes are no exception. Many couplets in Thirukkural bristle with deep meaning that resonate with the modern-day concept of leadership. Thus, this paper shines more light on how the pithy aphorisms of Thirukkural can be applied to the context of leadership that will leave one rich with granular clarity and a profound understanding [ABSTRACT FROM AUTHOR]

In modern society, under the influence of the widespread active introduction of innovative technologies (robotization, digitalization, etc.), ordinary employees of organizations are changing. In addition, life imposes new requirements on the heads of organizations. Managers not only solve the usual tasks, but also face the problem of the need to change the usual leadership style: psychological methods are replacing directive management methods. The emotional intelligence of the manager is especially appreciated, which means the ability to observe and be aware of their own experiences and emotions of other people, manage their own feelings and emotions of another, and build interaction on this basis. Another important quality of a manager that is in demand today is conflictological competence. Robotization and digitalization prevent some traditionally arising conflicts, but new conflicts related to the virtual nature of work also arise in organizations: the rigidity and unambiguity of verbal means of communication, provoking conflict; the conflict caused by the reduction of jobs in the organization; the digital divide, which consists in differences in digital literacy and digital competence of the younger and older generations of employees.

The data of the present research was initially collected by using research findings systematic review for the study of the organizational factors effective on teachers’ efficiency and motivation. Then the meta-analysis method was used to respond to questions. The statistical population of this research includes all researches which were conducted inside Iran in the field of factors effective on teachers’ efficiency and motivation between 1996 to 2016. On this basis, the statistical population was identified and relevant data was coded by internet research in internal data banks and also manual search in Tehran universities. Finally, 18 studies were included in the present meta-analysis. To collect the required data meta-analysis, worksheet form was used. Data analysis results show that the size index of studies compound effect was 0.10 under the fixed model and 0.17 under the random model. In the separation study of the size of variables effect, the organization health factors, organizational climate, students’ motivation, director’s attention, and relationship-oriented management style, had the highest effect on the teachers’ efficiency and motivation, respectively. In egger’s regression method, the regression constant was estimated equal to 0.01 which its level of significance is less than 0.05; therefore according to the egger’s regression, publication bias exists. Also, moderating analysis was done for variables of publication year and place of carrying out the research which shows the ineffectiveness of moderating variables of the year of conduction of the research and the place of conduction of the research on the studies’ results.

The aims of this study to identify the predominant management style practiced by principals in private primary schools in Omdurman locality; to analyse the relationship between management styles and teachers' performance; and to examine the effect of management style practiced by principals on teachers' performance. The study employed survey research designs using a questionnaire. 45 of teachers were selected using simple random sampling. The results indicate that the democratic management style is the predominant style practiced in private primary schools in Omdurman locality. Laissez-faire and autocratic management styles were not practiced by principals in private primary schools in Omdurman locality. The study also revealed that management styles were low and positively correlated with the teachers' performance. Management style had an effect on teachers' performance by the contribution of the democratic management style that caused 25.1% of the variance in the teachers' performance. The study recommended schools principals should be encouraged to continue on democratic management style with taking into account other management styles according to the situation.

In a global economy with such an increase in the role of information technology in global communication more and more national business are forming links with companies in other countries. There is a tendency to expect a degree of uniformity of approach as management behaviours can be argued to express the same aims and broadly similar approaches. However, research shows that although certain concepts may be held in common they are viewed very differently in different cultures perceived and acted upon by managers according to the culture they live and work in. This can lead to disagreements over operations management and communication. Using a two-phase approach this paper explores these cultural differences and their influence on the idea of a common organisational cultures. It argues for a cultural due diligence approach to examining and reconciling potential cultural differences to optimise the international business relationship.

The article aims to identify factors influencing the behavioural opportunism and alienation of Russian employees. The study is based on a survey of 298 Russian employees, conducted in October 2020. Normalized indicators were used to assess the alienation degree, opportunism willingness and opportunism level, based on processing the respondents' answers; the Z-test was used for statistical analysis of these indicators, and to examine the influence of 14 social and organizational factors on alienation and opportunism. The study showed that employees' alienation degree is influenced by marital status, having children, motivation type, organization size, work in a managerial position, position and salary improvement, and Adizes' management styles. Their opportunism willingness is influenced by gender, age, management style, organization-side work experience, and position improvement. The results support the hypotheses of the interdependence of opportunism level and age, marital status, motivation type, organization size, and salary improvement. It was found that education level, job profile and diploma compliance, and ownership do not affect alienation and opportunism. The research results can help develop corporate programmes to increase employees' involvement in solving corporate problems and reducing opportunism. [ABSTRACT FROM AUTHOR]

Human has always been seeking to meet his needs and commensurate with his environmental capabilities. The idea of taking the advantage of these potentials reflects the human culture of adapting to environmental conditions and maximum use of them for creation of various architectural works. Water availability and its usage could be regarded as one of the factors influencing the sustainability of the civilizations. Optimal use of water in the old water networks and the other associated installations indicates the sufficient knowledge of their creators about the principles and science of water. The mill has been one of the vital structures whose existence was essential for human survival as it has been a valuable factor for better regulation of food system during different stages of life. Mill is one of the oldest industrial achievements of mankind having a long history in human life. Based on some Islamic narratives, Adam was the first one who learnt how to build and use mill stones. "For the first time Gabriel instructed Adam to build the mill under the mountain rock and ordered him to grind the wheat" Tabari wrote. Investigating the architectural structure and discovering the hidden socio-economic layers and functions of Iran's water mills are of great importance in Iranian cultural and civilization studies owing to their direct connection to people's livelihood. Water mill is one of the different types of Iranian architecture which has a direct relationship with the social and economic life of past inhabitants of this land especially the villagers. Darreh Shahr city is one of the areas in Ilam province possessing surface water resources which cover most of its villages due to its location on the slopes of Kabir Kuh and flowing seasonal and permanent rivers in it. The old inhabitants of these villages have rightly recognized the enormous potential of these surface waters and taken their advantages to meet their economic need, supplying wheat or barley flour. In this research, as a result of archaeological studies and identification, 14 water mills scattered in the villages of Darreh Shahr city have been identified and studied with the aim of documenting and gaining a true understanding of their architectural structures, social and economic aspects. Accordingly, for obtaining the purpose of the study, the research questions are specified in this way: 1) What are the architecture and components of Darreh Shahr’s water mills? 2) Among the mills that are known in Iran, what kind of water-mills are those located in Darreh Shahr? 3) How and by whom were the water mills been managed? and 4) What factors or environmental factors influenced the dispersion pattern of water mills in this city? The results show that the water mills in the city of Darreh Shahr are of the type of headrace mills whose distribution pattern is directly dependent on the rivers rout originating from Kabir Kuh Mountain and the past residents of the city have used part of those rivers through channel to turn the mill wheel. The structure of these mills is comprised of Tanoreh (headrace),Tavarah, Beleskah, Mazgio, Parah Parah, KouinahMikh, SangMirah, Kho, Chaghchaghah, Sarsoil, Sardoulalo, StonMill, Zhersho, rest place. The management and supervision of these mills, some of which were owned by rich people of the villages, were entrusted to persons named Awsta Asiaw, Lovinah, and Meyshah Konah, respectively. A full day milling activity to provide Awsta Asiaw’s wage, receiving 3 kg out of 60 or 30 kg of product imported to the mills by Lovinah, taking 1 bowl to 3 kg of flour out of the wheat milled by the Meyshah Konah and renting these mills for 1500 kg wheat or barley are some examples of the economic relationships underlying the architectural structure of the city's water mills. This study was done through descriptive-analytical method and information collecting was based on the field and library studies.

Management styles affect quality cost in the construction industry. Despite this, little has been done to counter the negative effects. This study investigated the relationship between management styles and the cost of quality in the construction industry using self-administered questionnaires distributed among employees of two different construction firms in Libya, Tripoli state. Moreover, literature review was carried out from different books, journals and articles to arrive at the intention. The findings of the questionnaire reveal that indeed management styles have an impact on the cost of quality. Thus, there a need for construction firms to adopt cost of quality, but most importantly have an effective leadership that will support them to take up cost quality and implement it to achieve company objectives and those of their clients.

Factors related to management style highlight the leadership qualities expected from effective and efficient managers, which they combine, while performing managerial functions to provide direction and good coordination of subordinates. The success or failure of managers in managing the factors related to the management style influences the managerial effectiveness and efficiency. In this paper we aim to quantify the impact of factors related to management style on the efficiency and effectiveness of public institutions. The investigation carried out within three public institutions reveals that in the perception of the responding managers the factors related to the management style do not have a significant impact on the efficiency and effectiveness within the public institutions due to the reduced autonomy of management and bureaucratic rigidity.

The coronavirus disease 2019 (COVID-19) pandemic has reduced the sense of security of people in everyday life. The efforts of managers in the workplace to minimize the health risks and economic damage, however, can provide the employees with a greater sense of security. The aim of this study was to identify the types of workplace responses to the pandemic outbreak with respect to the characteristics of employees and their employers accomplishing the differences in subjective sense of workplace security before the pandemic and during the outbreak. Three hundred and thirty-seven Polish employees completed an online survey during the first 2 weeks of the COVID-19 pandemic in March 2020. Using the cluster analysis, we identified four subgroups of employees differing in their sense of workplace security, work-related psychological factors, and perceived management styles of their supervisors. Employees led by developers and executive managers sustained a high sense of work security and positive attitude to work, while those led by compromisers and deserter managers suffered from the highest drop of subjective security. In this study, we proposed how employees can be protected from overreactions and unnecessary panic in a time of global crisis by virtue of the psychological competences of their supervisors and employers.

The coronavirus disease 2019 (COVID-19) pandemic has reduced the sense of security of people in everyday life. The efforts of managers in the workplace to minimize the health risks and economic damage, however, can provide the employees with a greater sense of security. The aim of this study was to identify the types of workplace responses to the pandemic outbreak with respect to the characteristics of employees and their employers accomplishing the differences in subjective sense of workplace security before the pandemic and during the outbreak. Three hundred and thirty-seven Polish employees completed an online survey during the first 2 weeks of the COVID-19 pandemic in March 2020. Using the cluster analysis, we identified four subgroups of employees differing in their sense of workplace security, work-related psychological factors, and perceived management styles of their supervisors. Employees led by developers and executive managers sustained a high sense of work security and positive attitude to work, while those led by compromisers and deserter managers suffered from the highest drop of subjective security. In this study, we proposed how employees can be protected from overreactions and unnecessary panic in a time of global crisis by virtue of the psychological competences of their supervisors and employers. [ABSTRACT FROM AUTHOR]

Background: One of the most important factors that can affect the hospital performance is management. Using the advance management style in hospitals can be useful in order to cope with various hospital difficulties. In this study, the managerial styles used in the educational-medical centers of Qazvin University of Medical Sciences have been investigated. Materials & Methods: In this study, 411 people was selected using random sampling method from 2265 employees working in university hospitals in Qazvin. The required data were collected by valid Clark management style questionnaire and also we survey the employees’ perception. Finally, the obtained data was analyzed by STATA 15 and SPSS 16 software. Results: Individuals reported the highest frequency (42%) for autocratic style items and the lowest frequency (25%) for delegating style items. Autocratic style had the highest total mean (3.22 of 5) and delegating style had the lowest total mean (2.87 of 5). Apart from autocratic style, there was a significant difference between hospitals in terms of the use of participative and delegating styles (p <0.05.) Conclusion: In all hospitals, the dominant management style was autocratic style. We suggest that by holding periodic workshops, hospital managers become familiar with the techniques and benefits of participatory and delegating styles. [ABSTRACT FROM AUTHOR]

This work aims to study the perception of middle managers of their positions as manager coaches, as part of the reconfiguration of the managerial model of telecommunications companies in Tunisia. To do this, an exploratory study was conducted among 27 middle managers. The results have shown the importance of their roles in the development of their teams and in the diffusion of a new corporate culture.

Personality is at the center of sociology, psychology, pedagogy and modern ethics. The interest in personality is caused by several objectives, the main one being production. Knowing the personality is the premise of effective management of her work. It is well known that people resemble each other, but at the same time they differ, they resemble some common traits and are distinguished by a series of particular attributes that give each of us a specific note. Managerial psychology can be used to predict and prevent harmful psychological patterns within the workplace and can also be implemented to control psychological patterns among individuals and groups in a way that will benefit the organisation long term. Douglas McGregor, an American social psychologist, proposed his famous X-Y theory in his 1960 book 'The Human Side Of Enterprise'. Theory x and theory y are still referred to commonly in the field of management and motivation. McGregor's ideas suggest that there are two fundamental approaches to managing people. Many managers tend towards theory x, and generally get poor results. Enlightened managers use theory y, which produces better performance and results, and allows people to grow and develop.

Background: Management style is one of the factors that could cause staff unwillingness for sharing information and ideas that ultimately leads to dominance silence culture in organizations. This study aimed at determining the relationship between management style and organizational silence in hospitals affiliated by Tehran University of Medical Sciences. Methods: This study was an analytical, descriptive cross-sectional study conducted in 2016. The study population included all employees of General Hospitals of Tehran University of Medical Sciences with 4251 employees that 354 among this population were selected as samples with stratified random sampling method. Organizational silence questionnaire by Vakola and Bouradas was used for data collection. The reliability of the questionnaire was α = 0.83 assessed by Cronbach’s alpha method. Data were analyzed using a t-test, ANOVA and Pearson correlation coefficient and also post-test experience if necessary. SPSS19 software was used for analyzing the data. Results: The results showed that there was a positive and meaningful relationship between exploitative-authoritative and benevolent-authoritative styles and organizational silence (P

In order to optimize knowledge management and innovation processes through efficiency in the use of resources and efficiency in response capacity, this research is presented where a mixed model is applied, consisting of a documentary review and an exchange with experts in the application of Information and Communication Technologies (ICT) in knowledge management. The design of the research was carried out following the Competency Management Model (Lévy-Leboyer, 1992), the Influence of ICT in the Definition of an Organizational Leadership (Sarell, 2013) and the Dynamic Management of Organizational Knowledge (Mirabal, 2015). The product of this work are skills (soft skills) oriented, mainly, an adaptation of the personnel, the organization of the work, the development of the flexibility and the adaptation to the change with the handling of the TIC in the management of the knowledge. RESUMEN A fin de optimizar la gestión de conocimiento y los procesos de innovación a través de la eficiencia en el uso de los recursos y la eficacia en la capacidad de respuesta, se presenta esta investigación donde se aplica un modelo mixto, consistente de una revisión documental y un intercambio con expertos en la aplicación de las Tecnologías de Información y Comunicación (TIC) en la gestión de conocimiento. El diseño de la investigación se ejecutó siguiendo el Modelo de Gestión por Competencias, (Lévy-Leboyer, 1992), la Influencia de las TIC en la Definición de un Perfil de Liderazgo Organizacional (Sarell, 2013) y la Gestión Dinámica de Conocimiento Organizacional (Mirabal, 2015). El producto de este trabajo son habilidades (soft skills) orientadas, principalmente, a una adecuación del personal, la organización del trabajo, el desarrollo de flexibilidad y la adaptación al Cambio con el manejo de las TIC en la gestión del conocimiento.

In a global economy with such an increase in the role of information technology in global communication more and more national business are forming links with companies in other countries. There is a tendency to expect a degree of uniformity of approach as management behaviours can be argued to express the same aims and broadly similar approaches. However, research shows that although certain concepts may be held in common they are viewed very differently in different cultures perceived and acted upon by managers according to the culture they live and work in. This can lead to disagreements over operations management and communication. Using a two-phase approach this paper explores these cultural differences and their influence on the idea of a common organisational cultures. It argues for a cultural due diligence approach to examining and reconciling potential cultural differences to optimise the international business relationship. [ABSTRACT FROM AUTHOR]

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Introduction. The problem of leadership in scientific research is given a lot of attention. However, this problem remains relevant for a large number of scientific areas. The formation of leadership qualities of a person is interested in the pedagogical composition of power higher educational institutions.Materials and methods. The main methods of research were: analysis of literature on the problem of research, systematization of the data obtained, conducting an empirical study of the influence of various factors on the formation and development of leadership qualities of future officers of the Russian Guard.Results. The article presents the experience of studying the leadership qualities of university cadets of the National Guard troops receiving the specialty of a military psychologist. There is a positive dynamics of leadership qualities throughout the entire period of study at a military university, as one of the most important conditions for readiness for professional activity, and a conclusion was made about the stability of the main management style in the fifth year.Discussion and Conclusions. During the study, it was established that in order to develop the leadership qualities of the future officer of the National Guard troops, it is now necessary to solve the following tasks in the educational process of a military university: development of awareness of his/her purpose as an officer, perseverance in realization of assigned tasks, steady desire to be a leader, self-confidence, readiness to make decisions and take responsibility, consistency, perseverance in realization and fulfillment of assigned tasks, awareness of own strength, faith in achievement of the goal. Keywords: leadership, professionalization, professionally important personal qualities, need for self-development, management style.

Background: This research aimed to investigate the possibility of realizing Magnet hospital attributes and its effect on nurses’ job satisfaction. Materials and Methods: This applied study was a descriptive and correlational one. The study population consisted of the nurses who worked in Qods hospital in Arak. Nurses of emergency departments, operative rooms and angiography unit due to different implementation of the work were excluded and 275 nurses were selected. Chen, Johananthin and Kramer questionnaires were applied to data collection. Data analysis was conducted by SPSS software. Results: The study results revealed that the effect of "Magnet Hospital attributes" on "job satisfaction" is equal to 0.567. Autonomy (β = 0.015), policy (β = 0.515), management style (β = 0.295) and professional development (β = 0.103) significantly contributed 56% of the variance of job satisfaction. Per unit increasing in "autonomy", "policy", "leadership style" and " professional development” was added 0.013, 0.427, 0.265 and 0.91 to "job satisfaction”, respectively. Conclusion: Manager support for professional development has positive impact on nurses’ satisfaction through continuous learning, autonomy in their duties and increased nursing leadership power. Therefore, planning for access to Magnet hospital should be the top priorities of nursing managers.

This research work seeks to investigate the issues that inspire an entrepreneur to be successful in his entrepreneurial journey. Mediating role of influence and vision are viewed as inevitable resources for strategic entrepreneurship. The paper sheds lights on the leadership style and analyses the issues related to influence, motivate, restructuring, and contribute to the field's growing body of work. The research study employs a case study method. The interviewees were interviewed by theme questions and secondary information was gathered to strengthen the empirical section. The findings demonstrate that a successful organisation comes in existence not only because of the efforts put in by self-motivated individual who is ready to undertake responsibility of leading and taking risks. This necessitates distinctive quality on the part of an entrepreneur who is always cognizant of the new developments and vagaries surrounding him and does not hesitate to adapt to those changes. The case presents an opportunity for burgeoning entrepreneurs and would-be managers to comprehend how leadership style and entrepreneurial context guarantee entrepreneurial success.

Purpose: The present study sought to understand how different sponsor management styles influence the prioritization of projects. Design/methodology/approach: This empirical study used in-depth interviews with 11 executives to collect the data, and qualitative content analyses using theory and data-driven categories. Findings: The results identified the emergence of the opportunistic management style and found evidence for the lack of strategic alignment in the project prioritization process. Research limitations/implications: The lack of prioritization methods identified when comparing the project management styles and the number of project managers to interview as experts were the limitations of this study. Practical implications: The analysis demonstrated that committees and post-project evaluations should be employed to mitigate failures, resulting from the management style of the sponsor, in the prioritization process. Originality/value: The paper provides a critical perspective on the management styles of the sponsor in the context of project prioritization. It is important to highlight how different management styles of the sponsor result in different behaviors in the companies. [ABSTRACT FROM AUTHOR]

According to the results, management styles are linked to business productivity to the extent that they positively or negatively affect their collaborators, therefore, it is concluded that it is important to structure relevant strategies that affect IPS to face the market challenges, based on comprehensive management. [ABSTRACT FROM AUTHOR]

Factors related to management style highlight the leadership qualities expected from effective and efficient managers, which they combine, while performing managerial functions to provide direction and good coordination of subordinates. The success or failure of managers in managing the factors related to the management style influences the managerial effectiveness and efficiency. In this paper we aim to quantify the impact of factors related to management style on the efficiency and effectiveness of public institutions. The investigation carried out within three public institutions reveals that in the perception of the responding managers the factors related to the management style do not have a significant impact on the efficiency and effectiveness within the public institutions due to the reduced autonomy of management and bureaucratic rigidity. [ABSTRACT FROM AUTHOR]

Abstract This paper provides a viewpoint of the culture and subcultures at Google Inc., which is a famous global company, and has a huge engineering staff and many talented leaders. Through its history of development, it has had positive impacts on society; however; there have been management challenges. The Board of Directors (BoDs) developed and implemented a way to measure the abilities of their managers, which helped to identify problems. This paper will analyze the case study of Harvard Business Review, Oxygen Project, and clarify the management problem in Google’s organization. It will also compare Google with Zappos, a much smaller organization, and present how the BoDs of Zappos assesses its culture and subcultures. In this paper, we will recommend eight important points to building an organizational culture that is positive for stable growth of a company. We believe that much of what be learned could be useful to other business leaders, regardless of company scale.

In a society where the emphasis is placed on innovation and creativity, and where tourism companies need to be flexible to deal with the competitive environment, the management approach from the perspective of integrating a performing organizational culture is essential. The modern enterprise operates in a dynamic, environmentally-friendly environment that brings about constant changes and considerable investment efforts to take advantage of the opportunities it is offered. Of course, connecting to environmental opportunities is not an option but a necessity, especially in the current globalization process. In this article, the author describes the typology of organizational cultures, simultaneously characterizing the premises, components and cultural values specific to tourism enterprises.

One of the key problems in the theory and practice of management since the mid-twentieth century is the problem of correlation between «management efficiency» and «leadership styles». Any manager wishing to improve the effectiveness of their work should seek to choose an effective leadership style. The article presents the results of the study and description of a business game that allows a practicing manager to make a choice or to design their own effective leadership style. In the study of leadership styles using the method of gaming simulation was implemented a work plan that includes the following steps: (1) classifying leadership styles; (2) development of the «Management styles» business game; (3) a series of game simulation experiments using the «Management styles» business game; (4) analysis of the results of the game simulation. The classification was founded on the assertion that the style of leadership is the ability of a manager to influence individuals and groups of people to encourage them to work towards the goals of the company. The extent to which a manager delegates his authority, types of authority used by him, and his concern, above all, about human relations or about the execution of tasks - all reflect the style of leadership that characterizes the manager. In this section of the study nine management concepts were reviewed, with Kurt Lewin’s concept of leadership styles being outlined as a main one. The longevity of this classic typology is attributed to its simplicity and clarity. There are three major styles of leadership: (a) authoritarian style (the power of one person), (b) democratic style (the power of a group), (с) liberal style (the power of everyone). Business game is conducted in a group of 20-30 experts, includes three stages (introduction, simulation, problem), aims to discuss leadership styles in an active form and use it as a basis to determine the conditions of their practical application. Players perform certain activities fulfilling their respective roles (autocrat, democrat, liberal). In the framework of the problem story players formulate expert judgments about the specifics and conditions of use of a particular style of leadership. The article presents the results of eight game experiments.

The article attempts to analyze the scientific relevance and practical relevance for the modern system of public administration mainstreaming mode of governance and management style, their forms and manifestations in practice. Thus explores the underlying quality characteristics and stylistic peculiarities of functioning of the state apparatus, the difficulty of optimizing performance, problematic and contradictory nature of overcoming corruption and bureaucratic pathologies, threats, dysfunctions and other deformations in the practice of public administration. It is emphasized that at some point the corrupt and bureaucratic mechanisms become latent shadow control system, which resist very difficult. In the result remain on top of the bureaucracy, the corruption, the brutality, the callousness and irresponsibility, and the bottom begins to dominate legal nihilism, distrust of authorities, double standards.Analyzing the distinguished types of styles, the author stops at the optimally-effective style performance focuses on the value of the benefits and ways of learning, introduces into scientific circulation the concept of “style of meanness and hypocrisy” – style, based on lies, double standards, fraud, provocations and corruption.This article presents some value judgments made appropriate generalizations and conclusions, analyzes the actions taken by a state in respect of establishing proper order in the system of public administration and public service. Formulated proposals which, in the opinion of the author, will help accurately implement the tasks put by the state in terms of democratic governance and innovation updates of the struggle against formalism, bureaucratic abuse, corruption, hardware isolation.

The article explores the essence and features of tourist enterprises management, as well as the most important competencies of the personnel which influence the efficiency of these enterprises. The search for new opportunities in achieving a higher level of efficiency of the tourism industry enterprises determines the need to understand the essence and features of management of these enterprises in the current conditions of development of the tourist market. Human resource management is one of the most important components of enterprises management and the choice of a particular individual method of personnel management at the enterprise is a positive factor in its overall activities. The evolution of the tourist market and the evolution of management systems require that managers of tourism enterprises should take into account the certain features of their management technology and the competencies of the personnel of these enterprises. This is the subject of the study in this article.

The article discusses the problems of commercial banks related to the deterioration of their image as employers, especially in eyes of the millennial generation, which soon will become the most attractive category for employment in modern business. The main criteria that guide the millennial generation when choosing a future job are identified. A detailed analysis of the strengths and weaknesses of banks as employers has been carried out, and advice for image improvement has been formulated, aimed at the young audiences of potential bank employees. It was proven that banks should build not only an effective PR campaign to create a powerful image of a reliable employer, but at the same time they should establish a reliable system to counteract unfair competition, ultimately aimed at destabilizing financial institutions, which are most sensitive to image problems. [ABSTRACT FROM AUTHOR]