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The Dichotomy Between Public Perception and Quantifiable Measurement of Leadership Based on Information Measurement Theory: A Case Study of Steve Jobs

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The aim of this thesis is to explain the dichotomy between public perception of leadership and quantifiable measurement of leadership based on Information Measurement Theory, a method of utilizing deductive logic, and to identify and interpret the causes of such

The aim of this thesis is to explain the dichotomy between public perception of leadership and quantifiable measurement of leadership based on Information Measurement Theory, a method of utilizing deductive logic, and to identify and interpret the causes of such discrepancies as seen in the case of Steve Jobs. The general public perceives Steve Jobs to be an effective leader because he was visionary, entrepreneurial, charismatic and highly successful. However, these perceptions are not true indicators of leadership but rather qualitative interpretations of leadership without tangible evidence in support of this idea. An analysis of words found in multiple appearances of online articles relating to Steve Jobs and leadership revealed a variety of common factors associated with Steve Jobs' leadership, supporting a primarily positive viewpoint by the public. The thesis then identified how a new methodology of measuring leadership effectiveness based on quantitative data, known as the New Leadership Model, concludes Steve Jobs does not meet the criteria necessary to be considered a Best Value Leader, one who uses alignment rather than management, direction and control to achieve maximum efficiency within an organization. The discrepancies between public perception of Steve Jobs as a leader and the results of the New Leadership Model evaluation show significant variance. Potential rationale for these variances is offered in the thesis. In conclusion, the thesis argues that public perception will often differ from quantifiable measurement of leadership based on the interpretation of leadership by various groups and by the methods each group uses to identify characteristics of effective leadership.

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2014-05

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Foundations of Modern Business Structure

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Industry is changing. Businesses are plagued with problems of inefficiency, ineffectiveness, and waste. Many of these issues arise from some common mistakes within established management structures; these issues include lack of expertise in leadership positions, lack of unity across the

Industry is changing. Businesses are plagued with problems of inefficiency, ineffectiveness, and waste. Many of these issues arise from some common mistakes within established management structures; these issues include lack of expertise in leadership positions, lack of unity across the organization, and imbalance within the business. Using Information Measurement Theory, the Kashiwagi Solution Model, and leadership theories, this thesis presents a simple approach to creating a business structure through explaining the basic tenets of a successful modern business. It was determined that the first and most important task of a business is to set realistic long-term goals for the organization. This thesis proposes that the basic needs of a successful business also includes having the right individuals, team formation, positive leadership, and the proper alignment of resources. It was found that it is best to hire individuals that exhibit some Type A characteristics because those individuals are likely to effectively carry out the goals of the business. Forming these individuals into small teams increases their processing speeds and encourages a balance of accountability, innovative solutions, and a network of learning. Furthermore, consistent, positive leadership that lives the company culture is a key element to successfully maintaining the business vision and maximizing associate effectiveness. It was also determined that aligning the organization to work towards the business vision can be performed through implementing a flat structure, placing individuals in roles that maximize effectiveness, and establishing the right business goals so that there is a consistent business vision at all levels of the organization. This thesis also provides guidance on how to implement these tenets in a simple, dominant way. Ultimately, the four proposed tenets working in unison towards business goals can lead to a successful and adaptable modern business.

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2016-05

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The Elimination of Career Path Decision Making

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Abstract The purpose of this project is to utilize the models and concepts from Information Measurement Theory (IMT) to help minimize future decision making with respect to my career path. When I began this project, my future was clouded, my

Abstract The purpose of this project is to utilize the models and concepts from Information Measurement Theory (IMT) to help minimize future decision making with respect to my career path. When I began this project, my future was clouded, my initial conditions were unknown, my stress over future career-path decisions was high, and I had eight possible career paths in mind. I have narrowed my career-path options from eight to four. In addition, I have determined a one-year plan that enables me to be prepared to pursue any of the four career paths that I have found align with me. In this project, I explored my dominant initial conditions with respect to my career path. I tracked the job history of my grandparents and parents. These efforts allowed me to identify the strengths and weaknesses that I was exhibiting by the age of three. Natural law dictates that the strengths and weaknesses of my younger self will be the same strengths and weakness that I excel at and struggle with today. I then used my understanding of natural law and the event model process to map the strengths and weaknesses of my parents and grandparents and to compare and contrast these to my strengths and weaknesses, including those that were apparent by the time that I was three years old. Focusing in on what I really want from a job, four main goals were established to grade the various future career-path options. Finally, I documented my transition from uncertainty to clarity. It began with my sobriety and ended with a milestone one-year plan that will give me information that I need to commit to my career path. This transition has had significant impact. The elusive "who am I" has been addressed, not completely but addressed sufficiently so that the question no longer plagues me. I know from where I have come. I have gained significant insight from those around me who know me. All of this has been documented for my own personal use, and for my children someday. This process permitted me to eliminate outliers from my eight original career paths, reducing them to four. In addition, application of IMT models and concepts has allowed me to see one year into the future. With my new-found knowledge, I will listen and watch the doors close on three of the remaining four career paths, as there is only one path I am meant to take.

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2014-05

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UTILIZATION OF DEDUCTIVE LOGIC AND LEADERSHIP CONCEPTS: A BEST VALUE (BV) APPROACH TO EDUCATION

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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

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.

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2013-12

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Consistent management and leadership practices and the Kashiwagi Solution Model (KSM)

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Current information on successful leadership and management practices is contradictory and inconsistent, which makes difficult to understand what successful business practices are and what are not. The purpose of this study is to identify a simple process that quickly and

Current information on successful leadership and management practices is contradictory and inconsistent, which makes difficult to understand what successful business practices are and what are not. The purpose of this study is to identify a simple process that quickly and logically identifies consistent and inconsistent leadership and management criteria. The hypothesis proposed is that Information Measurement Theory (IMT) along with the Kashiwagi Solution Model (KSM) is a methodology than can differentiate between accurate and inaccurate principles the initial part of the study about authors in these areas show how information is conflictive, and also served to establish an initial baseline of recommended practices aligned with IMT. The one author that excels in comparison to the rest suits the "Initial Baseline Matrix from Deming" which composes the first model. The second model is denominated the "Full Extended KSM-Matrix" composed of all the LS characteristics found among all authors and IMT. Both models were tested-out for accuracy. The second part of the study was directed to evaluate the perception of individuals on these principles. Two different groups were evaluated, one group of people that had prior training and knowledge of IMT; another group of people without any knowledge of IMT. The results of the survey showed more confusion in the group of people without knowledge to IMT and improved consistency and less variation in the group of people with knowledge in IMT. The third part of the study, the analysis of case studies of success and failure, identified principles as contributors, and categorized them into LS/type "A" characteristics and RS/type "C" characteristics, by applying the KSM. The results validated the initial proposal and led to the conclusion that practices that fall into the LS side of the KSM will lead to success, while practices that fall into the RS of the KSM will lead to failure. The comparison and testing of both models indicated a dominant support of the IMT concepts as contributors to success; while the KSM model has a higher accuracy of prediction.

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Date Created
2011

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Preparing for the talent drought: case study on succession planning methodology in the construction industry

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The workforce demographics are changing as a large portion of the population is approaching retirement and thus leaving vacancies in the construction industry. Succession planning is an aspect of talent management which aims to mitigate instability faced by a company

The workforce demographics are changing as a large portion of the population is approaching retirement and thus leaving vacancies in the construction industry. Succession planning is an aspect of talent management which aims to mitigate instability faced by a company when a new successor fills a vacancy. Research shows that in addition to a diminishing pool of available talent, the industry does not have widespread, empirically tested and implemented models that lead to effective successions. The objective of this research was to create a baseline profile for succession planning in the construction industry by identifying currently implemented best practices. The author interviewed six companies of varying sizes and demographics within the construction industry and compared their succession planning methodologies to identify any common challenges and practices. Little consensus between the companies was found. The results of the interviews were then compared to current research literature, but even here, little consensus was found. In addition, companies lacked quantitative performance metrics demonstrating the effectiveness, or ineffectiveness, of their current succession planning methodologies. The authors recommended that additional research is carried out to focus on empirical evidence and measurement of industry practices surrounding talent identification, development, and transition leading to succession.

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Date Created
2015