Matching Items (17)
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- All Subjects: Leadership
- Creators: Department of Management and Entrepreneurship
Description
Although there are some key qualities that all good leaders employ, variations in effective leadership approaches are evident across different cultures. This project sought to compare and analyze the differences and similarities in leadership principles between Chinese and American business cultures, with emphasis on the divergence caused by the influences of history, culture and politics.
ContributorsLe Tourneur, Maxine Archondakis (Author) / McKinnon, David (Thesis director) / LePine, Marcie (Committee member) / Department of Supply Chain Management (Contributor) / Department of Management and Entrepreneurship (Contributor) / Barrett, The Honors College (Contributor)
Created2017-12
Description
This thesis will focus on the organizational structures and leadership challenges within private law firms. It begins by explaining the different roles within the organizational structure. It will then discuss various other duties that are carried out by lawyers in addition to legal work. Through the use of qualitative methodology, including a review of scholarly literature and semi-formal interviews with private firm partners, this research mainly focuses on the challenges that exist in private law firms. The study concludes with possible solutions to address the discussed challenges in private law firms.
ContributorsKrikorian, Dikranouhi (Author) / Trujillo, Rhett (Thesis director) / Waldman, David (Committee member) / Barrett, The Honors College (Contributor) / W. P. Carey School of Business (Contributor) / Department of Management (Contributor)
Created2015-05
Description
Many companies recognize the need of soft skill improvement and utilize leadership development programs. As the program states, the company uses the curriculum to focus on developing and cultivating leadership skills for their employees. While perfecting the aptitudes, it is vital that these curriculums focus primarily on developing soft skills rather than hard skills. Not stating that hard skills are not significant; just that leaders require to apply soft skills abundantly in their day to day duties. Within this thesis, the discussion is on the gap of soft skills and why the need to improve and narrow the breach is imperative in today's workforce. About 67% of HR managers will hire a candidate with strong soft skills, even if their hard skills are lacking; since HR managers value and recognize the proficiency gap of soft skills in the workforce today. Because of the necessity for soft skills, it is vital for employers to identify how to assess for soft skills. In order to do so, the companies should focus on the competencies that are required for the needed position. For the competencies that are utilized in leadership positions, soft skills are emphasized and assesses for more. Salt River Project is utilized, in the thesis, as a company example on assessing competencies that are desired when hiring for leadership positions, varying from a supervisor level position to a director level position. Due to the findings stated in the thesis, soft skills are weighed heavily and are recognized as required skills for most leadership positions. Therefore, soft skills are paramount in leadership development programs.
ContributorsRodriquez, Alisa (Author) / Macafee, Lisa (Thesis director) / Knott, Eric (Committee member) / Department of Management and Entrepreneurship (Contributor) / School of Historical, Philosophical and Religious Studies (Contributor) / Barrett, The Honors College (Contributor)
Created2018-05
Description
The following creative project was a two part study regarding the wedding and event planning industry. Part one consisted of planning and executing an event followed by an analysis of the event in terms of strengths, weaknesses, and customer feedback. Part two consisted of evaluating a potential wedding planning company by the standards of the Business Model Canvas Method. The overall goal of this project was to determine if I would be pursuing a career as an independent wedding and event consultant or exploring other career options based on the research conducted and which option would be best aligned with my desires and career aspirations.
ContributorsHawbaker, Christina Elizabeth (Author) / Peck, Sidnee (Thesis director) / LePine, Marcie (Committee member) / Barrett, The Honors College (Contributor) / Department of Marketing (Contributor) / W. P. Carey School of Business (Contributor) / Department of Management (Contributor)
Created2013-12
Description
The Barrett, the Honors College Internships and Research Department provides information regarding internship and research position availabilities, generates greater exposure to various companies and organizations seeking student help, and offers students assistance in applying for employment. The office's current objectives are to increase student engagement and escalate student success in internship and research involvement. The application of marketing resources requires evaluation and improvement in order to increase attendance at the events held by the office each semester, which have consistently received disappointing turnouts. This study examines the marketing communication channels currently used in order to productively correlate these channels with event attendance.
ContributorsVillemez, Hallie Katherine (Author) / Eaton, John (Thesis director) / Olsen, Doug (Committee member) / Russo, Lianne (Committee member) / Barrett, The Honors College (Contributor) / W. P. Carey School of Business (Contributor) / Department of Marketing (Contributor)
Created2013-12
Description
A new honors class created at Arizona State University utilizes a new "thinking" paradigm. The new paradigm is a problem solution using deductive logic and natural laws to replace the traditional acquisition and usage of detailed knowledge. When utilizing deductive logic, less time is required for students to learn, and students are able to resolve unique issues with minimal amounts of information. Students use their logic and processing skills to replace the traditional need of collecting large amounts of detailed information. The concepts taught in the class have come from the industry success of the Best Value (BV) approach developed by a leading research group at Arizona State University over the last 17 years. The research group identified the source of the industry's problem is due to the traditional business approach of management, direction and control (MDC). With over 1500 tests conducted, delivering $5.7B of services, with results showing: 30% decrease in cost, 30% increase in value, and customer satisfaction improvement by up to 140%, the Best Value (BV) approach has been identified as more efficient and can deliver better quality services than the traditional MDC approach. Through the research group's implementation of the new paradigm in higher education, the author identified a windfall effect that was able to give students understanding and an increased ability to cope with stressful situations, disease and extraordinary complications. It also exposed students to potentially harmful practices in their lives and has helped them to change. The study tested in K-12 proved potential value in exposing the paradigm to K-12 students, and what impact it may have on future professionals. The author's results include satisfaction rating of 9.5 (out of 10), increased career alignment by up to 113%, increased understanding of self by up to 70%, and a reduction of stress by up to 71%. The author's K-12 case studies aligned with the successful results shown in the industry and college classes run by the leading research group. The pattern of the new paradigm shows as resistance to it decreases, productivity, efficiency, processing speed, understanding, and effectiveness all increase.
ContributorsRivera, Alfredo (Author) / Kashiwagi, Dean (Thesis director) / Collofello, James (Committee member) / Nelson, Margaret (Committee member) / Barrett, The Honors College (Contributor) / Department of Management (Contributor) / Del E. Webb Construction (Contributor)
Created2013-12
Description
This honors project was born out of a desire to understand individuals who abandoned political glory in favor of serving other leaders. I wanted to study and know who can go head-to-head with \u2014 and command the respect of \u2014 the U.S. President on a daily basis. I limited my search to friends of the presidents who held powerful positions: I identified Harry Hopkins, Robert McNamara, and Condoleezza Rice. This thesis is broken into the following sections. To begin, we follow each official in their rise to prominence and discover how they captured the attention of their respective presidents. Next, we delve into their relationships with the Oval Office -- what is similar or different about each of their connections with the presidents. The bulk of the work focuses on pivotal moments in our country's history \u2014 events that shaped the United States of today. Specifically, we look at the New Deal, World War II, the Cuban Missile Crisis, the Vietnam War, the Middle East, and nuclear weapons proliferation. Then, we dissect similarities and differences between their relationships with their presidents, and wrap up with some takeaways about how one could go about becoming a presidential advisor. Their distinctive styles can be grouped into doers or planners. Hopkins and McNamara were proud and self-proclaimed doers. Rice stands alone as a fantastic planner. If one seeks to emulate any of these three, there are three things to commit to. First, skills both matter and don't matter. Second, there are two paths to getting presidential attention and becoming close enough for them to seek one out for advice. The first is to understand which wheels need greasing, and grease them. The other is to have a potential solution to an unsolved problem -- that is powerful. Be great, a maverick, and public, or look to create your own role from scratch and hope that you are an expert when a time of great need comes. Third, once you are friends with and have the political ear of the president, know that loyalty is the only thing that truly matters. This thesis is an attempt to better understand leadership through the lens of powerful followers. This project strives to inform the reader of the context within which these actors played, the actions that they took, and the consequences that were incurred, all while being personally close to the most powerful position on the planet. I have tried to give context and understanding for pivotal moments in American history while shining a spotlight on a few underappreciated historical actors.
ContributorsAnhoury, Mitchell Alden (Author) / Mokwa, Michael (Thesis director) / Eaton, John (Committee member) / Department of Management and Entrepreneurship (Contributor) / School of Mathematical and Statistical Sciences (Contributor) / Barrett, The Honors College (Contributor)
Created2017-05
Description
The Skin Cancer Awareness Campaign at Arizona State University is a honors creative project which was implemented to educate young people on the importance of preventative skin care and the risk behaviors that lead to skin cancer, especially tanning bed use and the lack of sun screen use. The primary goals of this campaign included understanding why students engage in these risk behaviors, raising awareness about the consequences of these behaviors, and donating to the cause of skin cancer treatment and education.
ContributorsHaynes, Morgan Myha (Author) / Parmentier, Mary Jane (Thesis director) / Bowman, Diana (Committee member) / School of Life Sciences (Contributor) / Barrett, The Honors College (Contributor)
Created2016-12
Description
Dysfunctional organizations and toxic leader behavior has been increasingly examined over the past few years. Scholars, consultants and the media have analyzed and considered a variety of causes underlying destructive company practices and the bad behavior of bosses. Much is at stake as both individual and company is at risk along with shareholders. In this study I identify some dysfunctions in organizations, dimensions of destructive leaders and the impact in the workplace and the community. Moreover, I provide ideas for preventative measures and how dysfunctional practices can be identified and dealt with. I begin with a brief background introduction to the subject matter and proceed with an examination of some signs and behaviors displayed in the dysfunctional workplace. How does departmental, divisional and companywide dysfunction impact employee levels of trust, emotional intelligence and performance? What is the cost of company dysfunction on leaders? Following an exhaustive examination of relevant research, I have decided to focus on two specific sources due to their impact on corporate, consulting and academic communities. I utilize Babiak and Hare's, Snakes in Suits and Stanford Professor Robert Sutton's book, The No Asshole Rule. Building upon these works and the composite of research reviewed by these key scholars I move forward to a real- world case of a dysfunctional organizational and toxic CEO via an examination of Uber Technologies Inc. I will be revealing dimensions of both Uber's wide-reaching dysfunction and the workings of a CEO who has been identified as a psychopath. I provide ideas for identifying the dysfunctional organization (with Uber as a prototype) and look at possible means of generating solutions and actions for combatting excessively negative and destructive organizational and leader behavior. Finally, I am concerned with takeaways and pragmatic implications offered by my research.
ContributorsMolina, Alissa Ruth (Author) / Goldman, Alan (Thesis director) / Trujillo, Rhett (Committee member) / Dean, Herberger Institute for Design and the Arts (Contributor) / Department of Management and Entrepreneurship (Contributor) / Barrett, The Honors College (Contributor)
Created2018-12
Description
This paper focuses on the various types of Theories and Models that are designed to help managers and leaders influence others. Specifically, for this paper I will be exploring these Theories and Models to determine the most promising method of influence. Then I will conduct an experiment to measure the effectiveness of a methods ability to influence within Phi Kappa Theta. I will then compare the increase or decrease of service hours to the Inter Fraternal Council (IFC) at Arizona State University to judge our performance and determine whether the chosen method is effective or not.
ContributorsPetersen, Charles Casper (Author) / Baer, Michael (Thesis director) / Wynn, Bridgette (Committee member) / Department of Supply Chain Management (Contributor) / Department of Management and Entrepreneurship (Contributor) / Department of Information Systems (Contributor) / Barrett, The Honors College (Contributor)
Created2019-05