Manual Data Management Principles For Small Businesses, Churches, and other Organizations

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The quantitative study used correlation analysis to determine the relationship between after-hours communication as an independent variable and two dependent variables—work—life balance and job satisfaction. Participants were recruited through social media and included working professionals across multiple industries. Despite findings from previous research, the results from this study indicated linear correlations between after-hours communication, work—life balance, and job satisfaction when communication is exchanged through computers and cell phones.

Additionally, there was no significance found in relation to after-hours communication by way of Facebook and work—life balance and job satisfaction. Due to an imbalance in population sample and insignificant findings, the study indicated a need for future research. George discussed how the complexities of 21st-century corporations demand new leadership; George believed leaders need to lead with purpose, promoting values, integrity, and a strong ethical system.

Data were collected from a sample of participants that worked in corporate America. Theoretical implications of these findings are discussed as well as recommendations for future research. While leadership is mostly a positive phenomenon, the potential for exposure to nonconstructive leadership exists. DLT includes Weberian charismatic phenomena seen as nonconstructive behavior. Both charismatic and destructive leaders, unlike other leadership styles, need a strong influential relationship, positive or negative, between the leader and followers.

Sociorhetorical interpretation, a multifaceted tool, was used to explore the text in Philemon.

Sociorhetorical interpretation of Philemon provide insights differentiating the use of charismatic power in Christian contexts from DLT and Weber. It flows from God and is realized between the leader and followers. Second and consequently, this sharing of power aims to align all participants with Christian morals and values. Therefore, Pauline charisma can be recognized by behavior conforming to Christ deity —rooted in love and absent from nonconstructive attributes. Abusive behavior is antithetical to the Pauline use of power in Philemon.

I proposed exegetical and qualitative analyses of Daniel 3 that would provide a framework rooted in intellectual aspects of transformational leadership theory TLT for human resource development HRD consultants to use. The study involved multiple methods of qualitative interpretation and analysis to implement theoretical triangulation into the findings. The study included the following theories for interpretation: a hermeneutics, b symbolic interactionism, c narratology, and d systems theory.

The key trait of TLT that this study emphasized involved intellectual stimulation Yukl, According to many scholars in the HRD field, intellectual methods of stimulation used to create behavioral change include cognitive, psychological, and transformational qualities of learning. The analytical approach in this study included the following methods: a sociorhetorical, b first-cycle coding, c second-cycle coding, and d content analysis. The inclusion of multiple methods of analysis served the purpose of using both religious and nonreligious methods of interpretation so that the findings contained increased generalizability to other contexts and so that future researchers may use the findings to conduct more research.

The result included a conceptual framework composed of 10 concepts related to TLT, HRD, adult learning, and spiritual aspects of transformational learning. Twenty-first-century organizations are operating amidst a complex, powerful, and fluid environment. Young adults poised to enter the workforce are a dominant force shaping and reshaping contemporary organizations. Amongst this diverse population of organizational entrants is a marginalized and untapped group of young autistic adults Hillier et al.

According to The Centers for Disease Control and Prevention , nearly , autistic individuals are approaching an employable age. Gwynette personal communication, December 12, suggested the symptomatology of autism present barriers for young adults in acquiring and maintaining meaningful employment. Johnson and Joshi suggested autistic employees experience stigmas due to perceived social impairments. This bounded case study explored what organizations can do to engage autistic employees. The main theoretical frameworks that anchored this study were engagement, perceived organizational support, person—organization fit, person—supervisor fit, and person—job fit.

Purposeful sampling was used to acquire a medical practitioner who specializes in autism spectrum disorder, a leader and self-advocate who managed autistic employees and serves as an autism consultant, and high-functioning autistic young adults ages with employment experience. Results found individualized consideration as the cornerstone for organizational supports that engage the autistic cohort.

Additional themes that emerged included areas such as wellness, acceptance, humility, intention, open-mindedness in leading, stability, predictability, assertive communication, demonstrations in learning, long-term support, and sensory support. The illuminated concepts and practical strategies enhance engagement of high-functioning young autistic adults in the workplace. CLTs are cognitive structures or beliefs about leadership effectiveness that are shared by members of particular national societies but not as strongly by members of other societies. The GLOBE study focused on comparing societal cultures defined in terms of national identity and geographic location but did not consider that, within those societies, there are subgroups of people whose mental programs about leadership may have been formed in other cultures, as is the case of migrant communities.

The present study examined two subgroups of Latinos in the United States i. The GLOBE study identified seven leader behaviors that are culturally contingent—they are perceived in some cultures as enhancing outstanding leadership, while in other cultures the same behaviors are viewed as inhibiting outstanding leadership. Regression models were used to examine the relationships between perception of culturally contingent CLT leader behaviors and both LE and OC for each of the subgroups. The difference in the regression coefficients of the regression models of each subsample were examined to test the hypothesized differences between the two groups of participants.

Data were collected using a cross-sectional survey within the context of Latino church volunteers. The results showed positive relations, mainly between self-sacrificial, status-conscious, bureaucratic, and humane orientation leader behaviors and LE and OC. The only statistically significant differences between the models for each subgroup occurred when examining internally competitive, face-saver, and autonomous leader behaviors.

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Theoretical and practical implications of these results are presented, and suggestions for future research are discussed. The purpose of this quantitative exploratory research was to investigate the influence of essential servant leader behavior on the organizational environment. In the knowledge-based economy, the organizational environment requires members with a reciprocal sharing behavior.

Without the sharing of unique talents i.

Hierarchical regression analysis revealed a significant mediating influence for both anticipated reciprocal relationships and knowledge sharing on the relationship between essential servant leadership behavior and worker engagement but failed to reveal any noticeable moderation effect from worker discernment. The results of this research show servant leadership theory offers the prospect of a moral-based leadership model through which multilevel i. This study established relationships linking essential servant leader behavior, organizational climate, employee sharing behavior, and worker engagement.

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Grounded in theory suggesting servant leadership as a leadership style with a moral underlining, this study offers a new way of thinking about follower motivation. The purpose of this phenomenological case study was to explore how small business leaders and entrepreneurs identify and select effective coopetitive partners. Coopetition is used by firms to gain competitive advantages through collaborative efforts with competing organizations. The findings from this research provide small business leaders and entrepreneurs with insight into the behaviors, beliefs, and attitudes regarding the identification and selection of coopetitive partners from the lived experiences of 10 small business leaders.

These findings offer leaders information they may use to more effectively determine practices to support their coopetitive partnership selection process.

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This research used the qualitative, phenomenological case study method to examine factors used by small business leaders and entrepreneurs in their identification and selection of coopetitive partners. Research was conducted using purposeful sampling and face-to-face semistructured interviews.

Participants in this research had employed coopetitive strategies successfully in conducting their business. The theory of planned behavior Ajzen, was used as the basis for predicting behavior. The research findings illustrate the importance of leader relationships and networks in identifying and selecting coopetitive partners. A significant finding was the influence of customers in the selection of coopetitive partners.

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Additionally, this study showed how small business leaders and entrepreneurs developed relationships with their coopetitive partners and the attributes sought in their selection. Emotional intelligence is a vital factor in increasing organizational effectiveness, satisfaction, and retention. Generally, research on emotional intelligence and organizational commitment has focused on organizational and environmental factors in contexts outside the ecclesial setting.

Participants were pastoral care participants. The data were collected via snowball sampling. This study examined spiritual leadership from a Christian perspective and the relationship of Christian leadership to spirituality in the workplace based on leadership principles gleaned from Acts 2 and The study drew on sacred and secular spiritual leadership and spirituality in the workplace theories to provide the framework for understanding the concepts.

The methodology employed the texture analyses of sociorhetorical critical methods Robbins, b and hermeneutical and exegetical interpretation to reveal eight themes and 11 leadership principles that are ontological in the nature of leadership and anthropological in the context of the workplace as found in the pericope. The research revealed that spiritual leadership that is Christian is distinctive because of the ontological transformation of the leader producing purity and power through the work of the Holy Spirit. In addition, the study indicated that spiritual leaders are motivated and empowered by wholehearted devotion to Christ and self-sacrificing compassion for others, particularly those who are suffering, in need, and neglected.

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The results demonstrated that Christian leadership is egalitarian and pluri-form with no distinction in its applicability in religious and secular contexts. Further, Christian leadership principles lived in the workplace are effective, but the results may not be measured by Western concepts of immediacy. The purpose of this study was to examine the role of trigger events and leadership crucibles in the lives of authentic leaders by answering the question: Do trigger events and leadership crucibles play a significant role in authentic leadership development?

The study was based on two theories: authentic leadership theory and born-versus-made theory.

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Participants were provided by a professional executive development coach and qualified as authentic leaders if they scored between 64 and 80 on the Authentic Leadership Questionnaire. The qualified leaders were then asked to participate in a qualitative interview utilizing an interview guide born out of relevant literature. The interview followed the guidelines of the critical incident technique. The interviews were recorded and then transcribed. The transcriptions were subsequently coded several times, categorizing and extrapolating as much data as possible to develop a better understanding of the effects of trigger events and leadership crucibles in the lives of authentic leaders.

The data indicated that trigger events and leadership crucibles play a significant role in authentic leadership development.

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