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Anpassat ledarskap?: De faktorer och attribut som krävs och efterfrågas för att leda i en turnaround, ur rekryteringsföretags synvinkel
2011 (Swedish)Independent thesis Basic level (degree of Bachelor), 10 credits / 15 HE creditsStudent thesis
Abstract [en]

When a company is in crisis leadership is more important than ever. However the leader in charge of the company, responsible for the crisis situation might lack the knowledge and trust to turn the company around. The leadership is more important than ever during a phase of change. The board of directors might consider new leadership which can create a set of questions. What traits and skills does the new leader need in order to manage the tasks? Traits in this thesis refer to the leader’s personal behavior, while skills refer to leadership competence, background and track record. Recruitments are usually not made directly by the company itself but rather by recruitment companies. The area of interest for this essay has been to investigate how these recruitment companies’ works and how they modify their search process to the company’s special needs during turnovers. The first research question for the thesis was to review leadership theory, with a focus on leadership during turnarounds. This led to a combination of theories with 3 traits and classifications within 6 skills. For the second research question the thesis investigated how the recruitment companies think/act during a turnaround phase. Four companies were interviewed after they had received a fictive company case. The case described a massive crisis but without using the term turnaround as it might have other connotations. These two data sets were then compared for the third research question which compared how well the theory and actual practical work correlated. From the study it is possible to see that recruitment companies keep their belief of what is “good leadership” even in specific situations like a turnaround. The leader that would be recommended would have little understanding of a turnover and be more likely to be a good leader in general and not necessary specifically for the task ahead. The traits that correlated between recruitment companies and theory were energetic and disciplined. The skills were charisma, interim leadership, team-leadership, industry knowledge and the need for a new business culture. Even though all four companies were positive to a new culture only one would act on this and recruit directly from outside the company. None of the companies mentioned the trait perceptive which in theory is the most important leadership trait during a turnaround. What was considered to be good leadership generally was different on the four companies and this was true also for the traits and skills that they recommended. This implies that they would recommend different kind of candidates for the same position. These differences put an emphasis upon the challenge to choose a recruitment company, as that decision leads to different candidate selection groups. The essay also shows that an employer needs to be direct with the recruitment company about their needs and the phase the company is currently facing.

Place, publisher, year, edition, pages
2011. , 45 p.
Keyword [en]
Social Behaviour Law
Keyword [sv]
Samhälls-, beteendevetenskap, juridik, rekryteringsföretag, turnaround, ledarskap, kris, ledarskapsattribut, anpassat ledarskap
Identifiers
URN: urn:nbn:se:ltu:diva-46496Local ID: 4210a1b5-9b95-4420-b202-a5820fa0c3afOAI: oai:DiVA.org:ltu-46496DiVA: diva2:1019810
Subject / course
Student thesis, at least 15 credits
Educational program
Business Administration, bachelor's level
Supervisors
Note
Validerat; 20111214 (anonymous)Available from: 2016-10-04 Created: 2016-10-04Bibliographically approved

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CiteExportLink to record
Permanent link

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Citation style
  • apa
  • ieee
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Output format
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