This paper investigates the impact of locus of control, a psychological social learning theory that is rigorously researched for its implications on leadership qualities, on the level of happiness of an individual. The primary research strategy employed was the survey strategy. Participants were asked to fill in a questionnaire that was designed to test, amongst other variables, their locus of control and level of happiness. The Spearman Rank Correlation hypothesis test was used to test the data for significance and strength of the relationship. As a secondary research approach, self-reflection documents written by research participants, on the topic of locus of control, were used to add personal expression to the discussion of the quantitative results. While academic literature vastly supports the view that leadership qualities are predominantly present in those with an internal locus of control, our research results conclude that a maximum level of happiness is achieved by individuals with a balanced locus of control expectancy – a mix of internal and external locus of control, alternatively known as ‘bi-local expectancy’
Purpose -This paper sets out to examine the affect of rankings on business schools from the perspective of a business school director. Design/methodology/approach -The paper critiques the methodologies of ranking systems, their statistical validity, the factors used, and the weightings given to them. Findings -Rankings are significant drivers of a school's reputation. Good performance can double inquiries and applications and allow schools to charge prestige premiums. Financial Times top decile MBA programmes charge, on average, just below $80,000 for an MBA. Bottom decile schools charge only $37,000. Originality/value -This paper finds that it is impossible to challenge the criteria set out by a variety of rankings organisations and it is ill-advised to boycott rankings. Schools are advised to consider which criteria reflect areas needing improvement and to continue "playing the game".
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Many of the scandals, indiscretions and collapses, over the last few years, at formerly venerated organizations were the results of toxic relationships, dubious economic models, opaque workplace paradigms, as well as questionable collective and individual actions and behaviours of people who, ordinarily, would not be considered ‘typically criminal’. The individuals involved have typically been people with good education, caring parents, were community contributors and, by all accounts, appeared to be upstanding members of society. Their involvement, therefore, in corrupt acts and relationships thus brings a numbers of issues under question—an important one of which is their ethical maturity, and the forming of that ethical development through important societal institutions such as: religion, education and the family. We set out to understand what some of the stumbling blocks were that prevent individuals from courageously acting on their sometimes vast bases of theoretical/common knowledge with respect to ethics and morals, but which has not yet become common practice. Additionally, we also sought to understand what the various enablers were for individuals who were able to live and act ethically, to further enhance such ethical and moral living and working. Our research sample was 646 middle managers who were all enrolled on the MBA programs of the University of Cape Town (South Africa) and Erasmus University (Netherlands). The research respondents self‐reported on both the stumbling blocks and enablers, through writing up their personal experiences for our research. They also reported on what some of the practical actions were that they employed to live and work ethically. Copyright © 2010 John Wiley & Sons, Ltd.
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