TRAINING IN LEADERSHIP AND PERFORMANCE WORK TEAMSAuthor:
FERNÁNDEZ TERREROS JULIÁN.
Year:
2005.
University:
PAÍS VASCO [
www.ehu.es].
Place of defense: FACULTAD DE PSICOLOGÍA.
Place of preparation: FACULTAD PSICOLOGÍA.
Summary: This thesis arises from an interest in studying the effects of training in leadership on the teams and the determinants of success of this type of training in an organizational context. In Part Theoretical, after reviewing the various definitions of leadership or the long history of this scientific concept, we discussed key concepts to understand the process of leadership roles as managers of Mintzberg, motivations leadership McClelland, tazonomía power French and Raven, the theory of substitutes and neutralized leadership, the relationship between culture and leadership following approvals Hofstede (culture) and Schein, and Peters and Waterman (Organizational Culture), and the influence of gender (Rosener and Schein, advocating opposing positions). Then thoroughly reviewed the "theoretical models of leadership" in the organizational context developed in recent years, after analyzing two models applied great practical importance in organizations: leadership in the EFQM Excellence Model, in its organizational perspective, the macro , and the theory of the roles of team Meredith Belbin, in the perspective at the micro level, the leadership team, both approaches lead us to reflect on the complementarity of the two levels of leadership, and on the need to develop all synergy team through a shared leadership. This part ended with the approach of three models on training in leadership, the input of McElroy and Stark; Gilbert-Smith and Bass and Avolio. In Part Empirical presented research done in a company's industrial sector manufacturing automotive components, Bridgestone-Firestone. After exposing the Research Methodology (objectives, assumptions, tools, variable sample, etc.). Methodology and Training (frame, room, equipment, method, etc..), We present the results of the study, which allow us to draw Two main conclusions; 1-Training in the middle of leadership has a positive impact on the teams. 2 - The effectiveness of a training program in leadership requires consideration prior to the design of a number of variables that determine the effectiveness and transfer of training.
