Leadership in repetitively innovative mature companies

Mobiltelefonen uppfanns år 1970, den förta komerciella produkten lanserades 1983 och marknaden för mobiltelefoner tog kraftigt fart 1986. Exemplet belyser fenomenet innovation såsom ett mångårigt, ofta upptill tio år eller årtionden, vilket är forkningsansatsen i doktorsavhandlingen. Studien har betraktat fenomenet utgående från ett företagsledningsperspektiv, inte som ett innovations projekt vilket är det trditionella perspektivet. Forskningen bygger vidare på kritiken mot den allmänna uppfattningen att nystartade små och entrepreneursdrivna företag är idealomgivningen för innovation. I forskningen har studerats gamla och stora innovativa konsumentvaruföretag. De sex studerade företagen drivs inte längre av företagets grundare, hans tankar, nätverk, ledningssätt, utan är mera influerat av strukturer, system och prosesser som och iståndsatts av en annan professionell ledning. Denna ledning har i viss mån förmått att professionalisera sättet hur innovation hanteras framgångsrikt i företaget. I forskningen har den innovativa företagsledningens tankevärld och dynamiken i tänkandet definierats. Genom studien framkommer dels tre påtagliga tankemönster och dels en generell beskrivning av ledningen för ett innovativt företag. Kärnan i arbetet definierar ledningens uppmärksamhetsområde vilket är kritiskt för att det innovativa tillståndet och cykeln för innovation har fortbestått. Innovationsaktivisternas roll är avgörande, där produkten formas som en funktion av idéer som någon har och jobbar med, av beslutsfattadet i företaget, samt av tolkning och slutledningen av företagets gällande och framtida verksamhetsvilkor. Detta kritiska uppmärksamhetsområde har även testats och verifierats i avhandlingen. Ur forskningen framstår belägg och ett förslag till en teori, med vilken det är möjligt att förklarar skillnaden i ledningens tänkande vid betraktelsen av de innovativa företagen och de icke-innovativa företagen.

Indian female gurus in contemporary in Hinduism : a study of central aspects and expressions of their religious leadership

Den rikt utformade och komplexa hinduiska traditionen har hittills huvudsakligen tecknats av manliga forskare och det är främst manliga religiösa strävanden som har dokumenterats. Detta förhållande och de patriarkala synsätt som styr många auktoritativa heliga texter har bidragit till att skapa intrycket att hinduiska kvinnors religiösa erfarenheter antingen saknas eller är avsevärt begränsade. Denna studie lyfter fram det faktum att ett ökande antal indiska kvinnor inom dagens hinduism axlar publika roller som religiösa ledare. Med sitt framträdande utmanar många av dessa rådande sociala uppfattningar om kvinnors underordnade ställning och främjar därmed en förnyad medvetenhet av urgamla föreställningar om Gud som kvinna. Avhandlingen utforskar fenomenet kvinnliga guruer genom att belysa sjuttio guruers andliga karriär, med särskild fokus på fyra av dem. Några av de frågor som behandlas är följande: På vilket sätt är kvinnliga guruer del av den hinduiska traditionen? Vilka förväntningar ställs på dem? Hur legitimeras deras auktoritet som guruer? Hur handskas guruerna med sina dubbla roller som kvinnor och andliga ledare? Hur återspeglas gudinnans ställning, som i indisk religiositet ofta är central, i kvinnors faktiska verklighet? Bidrar kvinnliga guruer med sitt religiösa engagemang till att nyskapa och förändra den indiska religiösa diskursen och utövningen av religion?

Ammatillisen osaamisen tukeminen muuttuvissa toimintaympäristöissä : tutkimus ikääntyvien työntekijöiden näkökulmasta

The purpose of the study was to describe the experiences of received support of aging employees and their work related self-image in changing working environments. Firstly, theaim was to discover how the support from organisations and leaders was verified. Secondly, the aim was to get answers how employees experienced themselves as workers and as learners in the current work context. Thirdly, the aim was to compare different knowledge information stages and company cultures and how they have influenced the experiences of professional competence development among aging employees. In addition the education- and career backgrounds were investigated to gain more understanding of their role in experiencing support and relation to the occupational self-image. The theoretical frame of reference of this researchis multidisciplinary. The theoretical part focuses on the meaning of work for human being from a sociological, late-modern perspective. On the other hand it examines the ageing process from a physiological and also from a perspective of age discrimination and life control. The occupational selfimage and the strength of motivation has an effect on learning in working life which is crucial and firmpart individual trajectories. According to the theoretical review company culture, leadership and especially the managers' role as a creator of a learning atmosphere are increasingly critical for aging adults' learning when the role of informal work-based learning is increasing. The empirical data was collected with aquestionnaire and interviews, which were carried out in May to October 2001. The data consists of 263 respondents of which further eight persons were interviewed. All respondents were over the age of 45 and represented all levels of their organisations in an IT-technology firm and a chemical industry plant. The central findings in this research show that the aging adults have experienced that theemployers do care about the development of their occupational skills. On the other hand there are fewer concrete activities to reveal this support. There is anobvious disproportion between the expressed aims and the realisation of the activities. Signs of age discrimination are few. The style of management has becomemore supporting for self directed activities which are seen to support adults learning. Higher education and individual activity to seek possibilities to learnwere encouraging the development of occupational skills. Age itself was not a crucial aspect when comparing the experiences among younger (45-54 years) and older (55-64 years) groups. Job satisfaction and professional self esteem seemed tobe considerably strong. The individual characteristics were more important elements in developing occupational skills than the age. The degree of anxiety at work was low. In addition among the older group the strong feeling of coherence and the occupational self image were significant for supporting the professional competence. The motivation to learn was also stable. Among the seniors there was some slight evidence of declining motivation. In the IT-firm the support was experienced stronger for aging employees than in the chemical industry plant. Thosewho had experienced support in the chemical industry plant had higher educational background than the others. In IT-firm they also experienced more support from the manager than in the chemical industry plant. The results show that it is more likely that the differences are caused mostly by the stage of information intensity and the character of company culture which is determined by the activities. IT-business demands constantly accommodation to changes and the chemical industry plant which is representing more traditional business field, where the atmosphere of learning is determined by the traditions of company culture, the changes are carried out slowly.

Making Sense of Shared Leadership. A case study of leadership processes and practices without formal leadership structure in the team context

Leadership is essential for the effectiveness of the teams and organizations they are part of. The challenges facing organizations today require an exhaustive review of the strategic role of leadership. In this context, it is necessary to explore new types of leadership capable of providing an effective response to new needs. The presentday situations, characterized by complexity and ambiguity, make it difficult for an external leader to perform all leadership functions successfully. Likewise, knowledge-based work requires providing professional groups with sufficient autonomy to perform leadership functions. This study focuses on shared leadership in the team context. Shared leadership is seen as an emergent team property resulting from the distribution of leadership influence across multiple team members. Shared leadership entails sharing power and influence broadly among the team members rather than centralizing it in the hands of a single individual who acts in the clear role of a leader. By identifying the team itself as a key source of influence, this study points to the relational nature of leadership as a social construct where leadership is seen as social process of relating processes that are co-constructed by several team members. Based on recent theoretical developments concerned with relational, practice-based and constructionist approaches to the study of leadership processes, this thesis proposes the study of leadership interactions, working processes and practices to focus on the construction of direction, alignment and commitment. During the research process, critical events, activities, working processes and practices of a case team have been examined and analyzed with the grounded theory –approach in the terms of shared leadership. There are a variety of components to this complex process and a multitude of factors that may influence the development of shared leadership. The study suggests that the development process of shared leadership is a common sense -making process and consists of four overlapping dimensions (individual, social, structural, and developmental) to work with as a team. For shared leadership to emerge, the members of the team must offer leadership services, and the team as a whole must be willing to rely on leadership by multiple team members. For these individual and collective behaviors to occur, the team members must believe that offering influence to and accepting it from fellow team members are welcome and constructive actions. Leadership emerges when people with differing world views use dialogue and collaborative learning to create spaces where a shared common purpose can be achieved while a diversity of perspectives is preserved and valued. This study also suggests that this process can be supported by different kinds of meaning-making and process tools. Leadership, then, does not reside in a person or in a role, but in the social system. The built framework integrates the different dimensions of shared leadership and describes their relationships. This way, the findings of this study can be seen as a contribution to the understanding of what constitutes essential aspects of shared leadership in the team context that can be of theoretical value in terms of advancing the adoption and development process of shared leadership. In the real world, teams and organizations can create conditions to foster and facilitate the process. We should encourage leaders and team members to approach leadership as a collective effort that the team can be prepared for, so that the response is rapid and efficient.

Socially Competent Leadership - predictors, impacts and skilling in engineering

Earlier management studies have found a relationship between managerial qualities and subordinate impacts, but the effect of managers‘ social competence on leader perceptions has not been solidly established. To fill the related research gap, the present work embarks on a quantitative empirical effort to identify predictors of successful leadership. In particular, this study investigates relationships between perceived leader behavior and three selfreport instruments used to measure managerial capability: 1) the WOPI Work Personality Inventory, 2) Raven‘s general intelligence scale, and 3) the Emotive Communication Scale (ECS). This work complements previous research by resorting to both self-reports and other-reports: the results acquired from the managerial sample are compared to subordinate perceptions as measured through the ECS other-report and the WOPI360 multi-source appraisal. The quantitative research is comprised of a sample of 8o superiors and 354 subordinates operating in eight Finnish organizations. The strongest predictive value emerged from the ECS self- and other-reports and certain personality dimensions. In contrast, supervisors‘ logical intelligence did not correlate with leadership perceived as socially competent by subordinates. 16 of the superiors rated as most socially competent by their subordinates were selected for case analysis. Their qualitative narratives evidence the role of life history and post-traumatic growth in developing managerial skills. The results contribute to leadership theory in four ways. First, the ECS self-report devised for this research offers a reliable scale for predicting socially competent leader ability. Second, the work identifies dimensions of personality and emotive skills that can be considered predictors of managerial ability and benefited from in leader recruitment and career planning. Third, the Emotive Communication Model delineated on the basis of the empirical data allows for a systematic design and planning of communication and leadership education. Fourth, this workfurthers understanding of personal growth strategies and the role of life history in leader development and training. Finally, this research advances educational leadership by conceptualizing and operationalizing effective managerial communications. The Emotive Communication Model devised directs the pedagogic attention in engineering to assertion, emotional availability and inspiration skills. The proposed methodology addresses classroom management strategies drawing from problem-based learning, student empowerment, collaborative learning, and so-called socially competent teachership founded on teacher immediacy and perceived caring, all constituting strategies moving away from student compliance and teacher modelling. The ultimate educational objective embraces the development of individual engineers and organizational leaders that not only possess traditional analytical and technical expertise and substantive knowledge but are intelligent also creatively, practically, and socially.

Playing to Learn: Business Simulation Games as Leadership Learning Environments

The aim of this dissertation is to investigate if participation in business simulation gaming sessions can make different leadership styles visible and provide students with experiences beneficial for the development of leadership skills. Particularly, the focus is to describe the development of leadership styles when leading virtual teams in computer-­supported collaborative game settings and to identify the outcomes of using computer simulation games as leadership training tools. To answer to the objectives of the study, three empirical experiments were conducted to explore if participation in business simulation gaming sessions (Study I and II), which integrate face-­to-­face and virtual communication (Study III and IV), can make different leadership styles visible and provide students with experiences beneficial for the development of leadership skills. In the first experiment, a group of multicultural graduate business students (N=41) participated in gaming sessions with a computerized business simulation game (Study III). In the second experiment, a group of graduate students (N=9) participated in the training with a ‘real estate’ computer game (Study I and II). In the third experiment, a business simulation gaming session was organized for graduate students group (N=26) and the participants played the simulation game in virtual teams, which were organizationally and geographically dispersed but connected via technology (Study IV). Each team in all experiments had three to four students and students were between 22 and 25 years old. The business computer games used for the empirical experiments presented an enormous number of complex operations in which a team leader needed to make the final decisions involved in leading the team to win the game. These gaming environments were interactive;; participants interacted by solving the given tasks in the game. Thus, strategy and appropriate leadership were needed to be successful. The training was competition-­based and required implementation of leadership skills. The data of these studies consist of observations, participants’ reflective essays written after the gaming sessions, pre-­ and post-­tests questionnaires and participants’ answers to open-­ ended questions. Participants’ interactions and collaboration were observed when they played the computer games. The transcripts of notes from observations and students dialogs were coded in terms of transactional, transformational, heroic and post-­heroic leadership styles. For the data analysis of the transcribed notes from observations, content analysis and discourse analysis was implemented. The Multifactor Leadership Questionnaire (MLQ) was also utilized in the study to measure transformational and transactional leadership styles;; in addition, quantitative (one-­way repeated measures ANOVA) and qualitative data analyses have been performed. The results of this study indicate that in the business simulation gaming environment, certain leadership characteristics emerged spontaneously. Experiences about leadership varied between the teams and were dependent on the role individual students had in their team. These four studies showed that simulation gaming environment has the potential to be used in higher education to exercise the leadership styles relevant in real-­world work contexts. Further, the study indicated that given debriefing sessions, the simulation game context has much potential to benefit learning. The participants who showed interest in leadership roles were given the opportunity of developing leadership skills in practice. The study also provides evidence of unpredictable situations that participants can experience and learn from during the gaming sessions. The study illustrates the complex nature of experiences from the gaming environments and the need for the team leader and role divisions during the gaming sessions. It could be concluded that the experience of simulation game training illustrated the complexity of real life situations and provided participants with the challenges of virtual leadership experiences and the difficulties of using leadership styles in practice. As a result, the study offers playing computer simulation games in small teams as one way to exercise leadership styles in practice.

Essays on Business and Leadership Ethics

As this is a dissertation, an academic thesis, it is important to define the objectives of my research, even if ex post facto, explicitly: - To define, develop and study the concept of business and leadership ethics. - To empirically study the phenomena associated with business and leadership from an ethical perspective. - To create a new framework for the development of responsible business. - To create an “acid test” for my body of works, i.e. a test and an evaluation on how well my research and ideas hold up under academic philosophical reflection. The utilitarian reasoning had the most support when the actors justified their actions regarding economic benefit. (=instrumental good). Duty and benefit were often mixed up in people’s speech. Their meaning contents were blurred and the argumentation lines created by the actors were broken. This can be interpreted in a way that supports Frankena’s mixed deontological philosophy as a frame of reference. Deontologica reasoning was used e.g. in describing the personnel management processes of a company. Virtue ethics is a favourable starting point for studying management and leadership ethics. All the actors studied could name virtues for their operations, towards which to aspire to. They also named professional practices already in use that they considered to be virtuous. Finally, I wish to state that normative ethics is an important branch of philosophical ethics, if also very important in applied ethics especially. From the normative standpoint, the results of this dissertation want to lead nations, communities and individuals towards the virtues of democratic leadership and sustainable economic development.

Leadership in the mobile smartphone market

The mobile telecommunications industry has been going through an enormous revolution, especially after mid-1990 when smartphones were introduced to the market. As a consequence, the smartphone market’s dynamism is requesting companies to operate differently in the way they do business. After a long period occupying the leader position in the smartphones manufacturers’ rank, Nokia was outperformed by Apple and Samsung during 2011 and since then has been on the third place. Nevertheless, Nokia is battling for regaining the leadership in such a competitive and high-velocity growing market and that is what this research is about. This research covers the competitive and strategic forces that shape dynamic industries whereas the main purpose is to elucidate the main factors that contribute to a company’s above-average performance and ultimately determine its leadership in the mobile smartphone market. Therefore, this exploratory qualitative research was conducted as a desk research, which utilized various secondary sources of data in the knowledge area of strategic management such as theories about competitive advantages and dynamic capabilities of firms, innovation, and strategy. This research is enriched with a case study about Nokia: how the company has been organizing its corporate structure to support the strategies and hence how it has been competing in the smartphone market is analyzed, taking into account many contemporary data sources, including market analysts’ and business experts’ opinions. As a result of the classic literature exploration and the case study assay, a framework for deeper analysis of the competitiveness of firms in dynamic markets was developed. The conclusion that emerged from this research is that the success of a firm results from the interplay of various factors. To regain the leader position in the mobile smartphone market is a challenging task that requires Nokia to reinvent its core strategy for taking charge of the smartphones’ industry transformation through for example the adoption of the open innovation concept. It is imperative that Nokia designs and implement a breakthrough strategy as well as embraces the uncertainty of the smartphone market competition as an opportunity for discontinuous innovation development with the ultimate goal of recovering the leadership.

Peter Pan never goes out of style : nuorisotutkijat ymmällään

Kirjallisuusarvostelu

Managerial decision-making style : India, Bangladesh, and Finland : cultural side of the game

Julkaisumaa Intia 356 IN IND

Venäjän imperiumin paluu

Venäläiset ovat eurooppalainen sivistyskansa, joka on vaikuttanut merkittävällä tavalla maailman kohtaloihin. Kommunismin kukistuttua ja Neuvostoliiton hajottua venäläiset joutuivat hämmennyksen tilaan. Kansakunnan uusi nousu alkoi maantieteellisestä, sivistykselliseltä ja historialliselta pohjalta. Länsimaille oli yllätys, ettei Venäjä seurannut läntisiä demokraattisia esikuvia, vaan lähti luomaan uutta yhteiskuntaa omaa tietään kulkien. Valtion johtoon astuivat turvallisuusmiehet, jotka määrittelivät Venäjän kehitysstrategiat ja poliittiset tavoitteet. Heidän mukaansa Venäjän federaatio on imperiumi, eikä se alistu muiden johdettavaksi. Venäjä ei hyväksy Yhdysvaltojen johtamaa yksinapaista maailmaa. Venäjän pyrkimyksenä on kohota yhdeksi tärkeäksi maailmanpolitiikan keskukseksi ja haastaa muiden vaikuttajien kuten EU:n, Kiinan, Japanin ja Intian kanssa Yhdysvaltojen johtoasema. Tavoitteeseen pääseminen edellyttää yhteiskunnan voimavarojen keskittämistä. Vuodesta 1996 lähtien poliittinen valta on keskitetty tiukasti presidentille ja hänen johtamalleen hallintokoneistolle. Vladimir Putinin johdolla yhteiskunta vakautettiin autoritaariseen tyyliin. Vuosina 2008–2012 muodollisena, joskin vaaleilla valittuna, presidenttinä oli Putinin luottomies Dmitri Medvedev. Tuolloin todellisena Venäjän johtajana toimi pääministeri Putin. Medvedevin nelivuotiskauden päätyttyä Putin jatkaa valtion johdossa presidenttinä. Taloudelliset edellytykset harjoitetulle politiikalle ovat Venäjällä itsellään. Maa on maailman ainoa suurvalta, joka on riippumaton ulkomaisista energia- ja raaka-ainelähteistä, ja vuodesta 2002 vuoden 2008 lopulle jatkunut energian ja raaka-aineiden hintojen nousu on tukenut Venäjän talouskehitystä. Lisääntyneillä tuloilla on voitu monipuolisesti kehittää yhteiskuntaa, ja väestön enemmistö on tyytyväinen harjoitettuun politiikkaan. Venäjä selvisi nopeasti vuonna 2009 maailmaa kuristaneesta taloudellisesta kriisistä ja pääsi jälleen kasvu-uralla. Suurena ongelmana on vientiteollisuuden yksipuolinen painottuminen energia- ja raaka-ainesektoreille, jolloin talous on hyvin riippuvainen maailmantalouden kehityksestä. Suurten valtion omistamien yhtiöiden hallitsema elinkeinoelämä ei myöskään ole omiaan edistämään yrittäjyyttä, joka on kaiken innovatiivisuuden perusedellytys. Valtiojohtoinen autoritaarisuus ei ole tyydyttänyt kaikkia, mutta vanhaan venäläiseen tyyliin protestit on tukahdutettu, ja ulkomaisille arvostelijoille venäläiset ovat kertoneet kehittävänsä venäläistä, ”ohjattua” demokratiaa. Imperiumille erittäin tärkeän instrumentin muodostavat vahvat asevoimat, ja valtiojohtoinen autoritaarinen talouselämä antaa mahdollisuudet niiden kehittämiselle. Asevoimien kehityksen esteenä ei ole niinkään talous, vaan teknologinen ja innovatiivinen jälkeenjääneisyys. Vuonna 2003 käynnistetty asevoimien reformi on lähtenyt liikkeelle ja sen tuloksia oli havaittavissa elokuussa 2008 käydyssä Venäjän ja Georgian välisessä sodassa, joka päättyi Venäjän aseille voitokkaasti. Tuolloin kuitenkin todettiin asevoimien tekninen ja taktinen jälkeenjääneisyys, mikä johti asevoimien ja niitä tukevan teollisuuden uudistamiseen tähtäävien uudelleenjärjestelyiden kiirehtimiseen ja kehittämiseen.

Fe y esperanza : women's road to leadership and ministry in the Lutheran church of El Salvador 1952-2009

The Lutheran Church of El Salvador made a decision, in 1986, to open the ministry to women. How was it possible in the midst of a Latin American macho culture and after having been influenced by the theologically conservative, North American mission work? This research examines the kinds of internal and external factors which led women to leadership and ministry, and the context in which this development occurred. The roles of women have been scrutinised during several time periods. During 1952-1974 the focus was on women as missionary wives and fundadoras (founding mothers). Women’s roles as laywomen grew in 1975-1985. After the outburst of the civil war in 1980, women advanced to lay leaders. The ministry was opened for women and the first deacon pastors were installed in 1986 and the first presbyter pastors were ordained in 1994. In 2009, more women than ever were working in different levels – from laywomen to leaders – in the Lutheran Church of El Salvador. The research shows that the reasons for the development and changes concerning women’s positions and roles lie in the impact of significant individuals, liberation theology, the feminist and women’s movement, civil war and the theology of life.

Roles of leadership in complex environments : Enhancing Knowledge Flows in Organisational Constellations through Practice-Based Innovation Processes

Global challenges, complexity and continuous uncertainty demand development of leadership approaches, employees and multi-organisation constellations. Current leadership theories do not sufficiently address the needs of complex business environments. First of all, before successful leadership models can be applied in practice, leadership needs to shift from the industrial age to the knowledge era. Many leadership models still view leadership solely through the perspective of linear process thinking. In addition, there is not enough knowledge or experience in applying these newer models in practice. Leadership theories continue to be based on the assumption that leaders possess or have access to all the relevant knowledge and capabilities to decide future directions without external advice. In many companies, however, the workforce consists of skilled professionals whose work and related interfaces are so challenging that the leaders cannot grasp all the linked viewpoints and cross-impacts alone. One of the main objectives of this study is to understand how to support participants in organisations and their stakeholders to, through practice-based innovation processes, confront various environments. Another aim is to find effective ways of recognising and reacting to diverse contexts, so companies and other stakeholders are better able to link to knowledge flows and shared value creation processes in advancing joint value to their customers. The main research question of this dissertation is, then, to seek understanding of how to enhance leadership in complex environments. The dissertation can, on the whole, be characterised as a qualitative multiple-case study. The research questions and objectives were investigated through six studies published in international scientific journals. The main methods applied were interviews, action research and a survey. The empirical focus was on Finnish companies, and the research questions were examined in various organisations at the top levels (leaders and managers) and bottom levels (employees) in the context of collaboration between organisations and cooperation between case companies and their client organisations. However, the emphasis of the analysis is the internal and external aspects of organisations, which are conducted in practice-based innovation processes. The results of this study suggest that the Cynefin framework, complexity leadership theory and transformational leadership represent theoretical models applicable to developing leadership through practice-based innovation. In and of themselves, they all support confronting contemporary challenges, but an implementable method for organisations may be constructed by assimilating them into practice-based innovation processes. Recognition of diverse environments, their various contexts and roles in the activities and collaboration of organisations and their interest groups is ever-more important to achieving better interaction in which a strategic or formal status may be bypassed. In innovation processes, it is not necessarily the leader who is in possession of the essential knowledge; thus, it is the role of leadership to offer methods and arenas where different actors may generate advances. Enabling and supporting continuous interaction and integrated knowledge flows is of crucial importance, to achieve emergence of innovations in the activities of organisations and various forms of collaboration. The main contribution of this dissertation relates to applying these new conceptual models in practice. Empirical evidence on the relevance of different leadership roles in practice-based innovation processes in Finnish companies is another valuable contribution. Finally, the dissertation sheds light on the significance of combining complexity science with leadership and innovation theories in research.