Dissertations / Theses on the topic '658.3.07'

Дисертація на здобуття наукового ступеня доктора філософії за спеціальністю 073 – Менеджмент (07 – Управління та адміністрування). – Національний технічний університет "Харківський політехнічний інститут" Міністерства освіти і науки України, м. Харків, 2019. Роботу виконано на кафедрі Менеджменту інноваційного підприємництва та міжнародних економічних відносин Національного технічного університету "Харківський політехнічний інститут" Міністерства освіти і науки України. З дисертацією можна ознайомитись у бібліотеці Національного технічного університету "Харківський політехнічний інститут" за адресою: 61002, м. Харків, вул. Кирпичова, 2. Об'єктом дослідження є новітні процеси формування інноваційного потенціалу на промислових підприємствах галузі промислової автоматики України на основі підвищення інноваційної сприйнятливості персоналу. Предметом дослідження є сукупність теоретичних, методичних і практичних положень і розробок, що впливають на інноваційну сприйнятливість персоналу промислового підприємства галузі промислової автоматики. Дисертаційне дослідження присвячене застосуванню інновацій в структурі управління персоналом на ринку промислової автоматики і переймання європейського досвіду управління. Розглянуто передовий світовий досвід щодо формування комерційної структури на ринку промислової автоматики. Проаналізовано тенденції розвитку комерційного відділу, відділу навчання персоналу, основні напрямки та методи управління кадрами. Інтегральним результатом дисертаційного дослідження є розроблення та наукове обґрунтування концептуальних положень, теоретичних засад, методичних та практичних рекомендацій щодо формування підходів до підвищення інноваційної сприйнятливості персоналу на промислових підприємствах, зокрема на ринку промислової автоматики. На підставі цього інноваційні впровадження мають позитивний результат та призводять до підвищення прибутку підприємства. При вирішенні завдань наукового дослідження застосовано: методи аналізу, системного підходу, логічного, експертних оцінок, порівняльного та графічного аналізу, індексний, сценарний підхід, графоаналітичний, економіко-математичного та параметрично-індексного моделювання. У вступі обґрунтовано актуальність задач дослідження, показано зв'язок роботи з науковими програмами, планами, темами, наведена наукова новизна та сформульоване практичне значення отриманих результатів. В першому розділі здійснено огляд світових тенденції інноваційного розвитку. Представлено та обґрунтовано понятійний апарат формування організаційно-економічних засобів щодо розвитку інноваційної сприйнятливості персоналу. Комплексна система взаємодії факторів організаційно-управлінської системи яка має синергетичний ефект від забезпечення інноваційної сприйнятливості персоналу на основі цільової розробки інтерактивних заходів даного підвищення. Сформована концептуальна схема забезпечення інноваційної сприйнятливості орієнтації підприємства на інноваційних ринках. У другому розділі представлено аналіз тенденцій і стратегій розвитку передових зарубіжних і українських компаній, на зарубіжному і українському ринку промислової автоматики. Аналіз системи управління персоналом українських компаній галузі промислової автоматики. Запропоновано його форми, методи збору, аналізу та узагальнення результатів за поданням об'єктивних значень впливу підсистем системи управління персоналом підприємств на рівень інноваційної сприйнятливості персоналу. Обґрунтовано необхідність розвитку інноваційно-інформаційного забезпечення підсистем системи управління персоналом на основі розвитку корпоративних систем інтерактивної орієнтації за вектором інноваційної сприйнятливості. Представлені перспективи щодо підвищення інтеграції конструкторсько-технологічних і комерційно-збутових рішень щодо вдосконалення орієнтації організаційно-управлінської структури на підвищення інноваційної сприйнятливості персоналу. В третьому розділі обґрунтовано захід з інноваційно-інформаційного забезпечення розвитку і орієнтації організаційно-управлінської структури та системи управління персоналом за вектором інноваційної сприйнятливості персоналу. Запропоновані індекси інформаційності. Запропоновано алгоритм методичного підходу щодо орієнтації організаційно-економічних умов підвищення інноваційної сприйнятливості потенціалу системи управління персоналу в рамках організаційно-управлінської системи на основі інноваційної орієнтації персоналу. Вдосконалено формат підсистем і функцій системи управління персоналу в ТОВ "ВО ОВЕН". Проведено порівняльний аналіз підвищення рівня інноваційної сприйнятливості персоналу для українських підприємств зокрема по компанії ТОВ "ВО ОВЕН". Обґрунтовано і представлені типові корисні ефекти від підвищення інноваційної сприйнятливості потенціалу системи управління персоналу. Сформована комплексна індекс параметричну модель. Запропоновані індекси-вимірювачі. Результати досліджень дозволили отримати низку наукових результатів: - вперше запропоновано підхід до формування організаційно-економічних засобів управління інноваційною активністю персоналу на основі вектору впровадження заходів цільового комплексу інноваційної сприйнятливості системи управління персоналом, який на відміну від існуючих дозволяє системно та безперервно формувати потенціал системи управління персоналу на підставі односпрямованих цільових заходів, підвищувати інноваційну сприйнятливість персоналу промислових підприємств в умовах забезпечення їх ефективності на інноваційних ринках; - підхід до обґрунтування та систематизації комплексу факторів, які впливають на підвищення інноваційної сприйнятливості персоналу, з урахуванням специфіки галузі промислової автоматики, що дозволяє на відміну від попередніх узагальнень врахувати синергетичний ефект від забезпечення організаційно-управлінської складової роботи персоналу на основі цільової розробки інтерактивних заходів даного підвищення; - методичний підхід до аналізу системи управління персоналом підприємства, який дає можливість здійснювати системну орієнтацію її підсистем і функцій на основі вектору інноваційної сприйнятливості, що на відміну від існуючих містить систему вимірників їх впливу на інноваційну активність персоналу, що дозволяє розробляти цільові організаційно-управлінські заходи з діагностики стану і підвищення ефективності індивідуальної участі персоналу в інноваційній діяльності підприємства з урахуванням специфіки галузі промислової автоматики; - систему цільового формування інформаційно-комунікативних корпоративних мереж з точки зору розвитку їх рівня інноваційної сприйнятливості персоналу, яка на відміну від існуючих стимулює і посилює цільову орієнтацію комунікативних функцій систем управління персоналом та забезпечує підвищення ефективності використання інноваційно-інформаційної складової їх підсистем, що сприяє підвищенню конкурентоздатності підприємства галузі промислової автоматики; дістали подальшого розвитку: - підхід до підвищення інноваційної сприйнятливості персоналу комерційної служби підприємства галузі промислової автоматики, який на відміну від існуючого дозволяє забезпечити стратегію підвищення ефективності продажів за рахунок готових рішень по типу "finished solution" без використання системних інтеграторів в умовах розвитку інноваційних ринків, що дає можливість підвищити прибуток підприємства; - модель взаємодії організаційно-економічних і управлінських засобів підвищення інноваційної сприйнятливості персоналу підприємства галузі промислової автоматики на інтерактивній основі, яка дозволяє форматувати склад підсистем системи управління персоналом з урахуванням специфіки інноваційної стратегії підприємства, що на відміну від існуючих моделей дозволяє системно орієнтувати дані засоби на підвищення інноваційної сприйнятливості персоналу і розвитку інноваційних ринків промислової автоматики. Зв'язок роботи з науковими програмами, планами, темами: дисертаційну роботу виконано на кафедрі Менеджменту інноваційного підприємництва та міжнародних економічних відносин НТУ "ХПІ" МОН у межах господарсько-договірної науково-дослідної роботи К6705 "Дослідження організаційно-економічних проблем з підвищення інноваційної сприйнятливості підприємств до нових технологій" (№ДР 0118U002012). Практичне значення одержаних результатів полягає в тому, що теоретичні, методологічні та методичні положення, висновки і рекомендації дисертаційної роботи доведені до рівня практичних розробок та впроваджені в діяльність підприємств Харківської області: ТОВ "ВО ОВЕН" (АКТ № 23/04-18 від 23.04.2018 р.), ТОВ "ЕВЕРЕСТ КОМПАНІ" (АКТ № 2/11-01 від 02.11.2018 р.), ТОВ "ШВЕЙЦАРСЬКИЙ БІЗНЕС СЕРВІС ІНСТИТУТ"/ТОВ "БРИТАНСЬКИЙ МОВНИЙ ТАБІР "АВС САМР" (Довідка №09/12-1 від 09.12.2018 р.), ТОВ "КАПІТАН" (Довідка №14/01-1 від 14.01.2019 р.), КНП ХОР "ОГВВ" (Довідка № 93 від 28.01.2019 р.), ТОВ "ПРОМАГРОІНЖИНІРІНГ" (АКТ №30/01-19-1 від 30.01.2019 р.), ТОВ "ТАЛМІКС" (Довідка №4/2-1 від 04.02.2019 р.), НТУ "ХПІ" (АКТ від 25.03.2019 р.), ТОВ НПП "НАФТАЕНЕРГОПРОМ" (Довідка №303 від 18.09.2019 р.).
The thesis is submitted to obtain a scientific degree of Doctor of Philosophy, specialty 073 – Management (07 – Management and administration). – National Technical University "Kharkiv Polytechnic Institute", Kharkiv, 2019. The work was carried out at the Department of Management of Innovative Entrepreneurship and International Economic Relations of the National Technical University "Kharkiv Polytechnic Institute" of the Ministry of Education and Science of Ukraine. The dissertation is available at the Library of the National Technical University "Kharkiv Polytechnic Institute" at 61002, Kharkiv, st. Kirpichova str., 2. The object of the research is the latest processes of the formation of innovative potential at industrial enterprises in the field of industrial automation of Ukraine based on increasing the innovative susceptibility of personnel. The subject of the study is a set of theoretical, methodological and practical provisions and developments that affect the innovative susceptibility of the personnel of an industrial enterprise in the field of industrial automation. The dissertation research is devoted to the application of innovations in the structure of personnel management in the industrial automation market and the borrowing of European management experience. The international best practices in the formation of a commercial structure in the industrial automation market are considered. The development trends of the commercial department, the personnel training department, the main areas and methods of personnel management are analyzed. When solving the problems of scientific research, the following methods were applied: analysis methods, a systematic approach, logical, expert assessments, comparative and graphical analysis, an index, scenario approach, graphoanalytic, economic-mathematical and parametric-index modeling. In the introduction, the relevance of the research objectives is substantiated, the relationship of work with scientific programs, plans, topics is shown, the scientific novelty is given, and the practical significance of the results is formulated. The first chapter provides an overview of global trends in innovative development. Submitted and justifiably conceptual apparatus for the formation of organizational and economic means for the development of innovative staff susceptibility. An integrated system of interaction of factors of the organizational and managerial system which has a synergistic effect from ensuring innovative staff receptivity based on the targeted development of interactive measures for this increase. The prevailing conceptual scheme for ensuring the innovative susceptibility of enterprise orientation in innovative markets. The second section presents an analysis of trends and development strategies of advanced foreign and Ukrainian companies in the foreign and Ukrainian industrial automation markets. Analysis of the personnel management system of Ukrainian companies in the field of industrial automation. Its forms, methods for collecting, analyzing and summarizing the results on the presentation of objective values of the influence of subsystems of the personnel management system of enterprises on the level of innovative susceptibility of personnel are proposed. The necessity of the development of innovative information support for the subsystems of the personnel management system based on the development of corporate systems of interactive orientation along the vector of innovative susceptibility is substantiated.The presented prospects for increasing the integration of design, technological and commercial marketing solutions to improve the orientation of the organizational and managerial structure to increase the innovative susceptibility of staff. In the third section, the event on innovation and information support for the development and orientation of the organizational and managerial structure and personnel management system by the vector of innovative susceptibility of personnel is justified. Suggested indices of informativeness. An algorithm of a methodological approach to the orientation of organizational and economic conditions is proposed to increase the innovative susceptibility of the potential of the personnel management system within the framework of the organizational and management system based on the innovative orientation of personnel. The format of the subsystems and functions of the personnel management system at LLC "ME OVEN" has been improved. A comparative analysis of the increase in the level of innovative susceptibility of personnel for Ukrainian enterprises, in particular for the company LLC “ME OVEN”, was carried out. Justified and presented are typical beneficial effects of increasing the innovative susceptibility of the potential of the personnel management system. The prevailing complex index is a parametric model. Proposed indexes meters.The research results allowed to obtain a number of scientific results: - for the first time, an approach to the formation of organizational and economic tools for managing innovative activity of personnel on the basis of the implementation vector of the target complex of the innovative susceptibility of the personnel management system, in contrast to the existing ones, allows systematically and continuously building the potential of the personnel management system based on unidirectional targeted measures, increasing the innovative sensitivity of personnel industrial enterprises in the conditions of ensuring their effectiveness on innovation markets; - a methodological approach to the analysis of the personnel management system, which makes it possible to carry out a system orientation of its subsystems and functions on the basis of the vector of innovative susceptibility, which, unlike the existing ones, contains a system of measuring instruments for their impact on the innovative activity of personnel, and allows developing targeted organizational and managerial measures for diagnosing the condition and increase the efficiency of individual participation of personnel in the innovative activities of the enterprise, taking into account the specifics of the industry automation; - a system for the targeted formation of information and communication corporate networks from the point of view of developing their level of innovative personnel susceptibility, which, unlike the existing ones, stimulates and strengthens the target orientation of the communicative functions of personnel management systems and improves the efficiency of using the innovative information component of their subsystems, helps to increase the competitiveness of the enterprise areas of industrial automation; - the approach to substantiating and systematizing a set of factors affecting the increase in the innovative susceptibility of personnel, taking into account the specifics of the field of industrial automation, allows, in contrast to previous generalizations, to take into account the synergistic effect of ensuring the organizational and managerial component of the personnel’s work based on the targeted development of interactive measures for this increase. received further development: - an approach to increasing the innovative susceptibility of the personnel of the commercial service of an enterprise in the field of industrial automation, which, unlike the existing one, provides a strategy to increase sales efficiency through ready-made solutions of the “finished solution” type without the use of system integrators in the development of innovative markets makes it possible to increase the profit of the enterprise; - a model of interaction of organizational, economic and managerial means of increasing the innovative susceptibility of enterprise personnel in the field of industrial automation on an interactive basis, which allows you to format the composition of the subsystems of the personnel management system taking into account the specifics of the innovative strategy of the enterprise, unlike existing models, it allows you to systematically orient these funds to increase innovative susceptibility personnel and the development of innovative markets for industrial automation.

Equal opportunity (‘EO’) policy, practice and legislation has existed for a long time in the UK. Diversity Management (‘DM’), seeing diverse workforces as a competitive strength, covering everyone in the workforce, being more gender neutral and inclusive of those traditionally excluded from organisations, has also come to the fore. However, discrimination within companies continues. Amongst the groups most affected are women, those from a BME background, and disabled people. This thesis draws on an analytical framework that enables a holistic approach to studying the links between voice and EO and DM policies. This thesis incorporates four main types of voice workplace – minimal voice, dual voice, direct voice and indirect voice. It also disaggregates two of these four main types of voice workplace. Within the minimal voice category, this thesis distinguishes between the ‘bleak house’ approach and the ‘limited approach’ and within the dual voice category, this research differentiates between the ‘co-existence approach’ and the ‘partnership approach’. This enables this thesis to take a fine grained analytical approach of the links between voice and EO and DM policies, as well as the links between EO and DM and workplace outcomes, measured by absenteeism and voluntary labour turnover (quits), on the other, within the various types of voice workplace. Voice is relevant to the debate because it hasn’t been explored before and they could be an important means to covey employees preferences to employers, and can therefore potentially help to explain variation in the uptake of EO and DM in different workplaces. To ensure that the results of this research reveal the attitude of workplaces to EO and DM policies this thesis will analyse EO and DM policies at a disaggregated level, covering not only a more diverse set EO and DM policies, but also examining a range of workplaces, not only large organisations, as previous studies have often done. The study focuses on three groups that are commonly discriminated against: women, BME groups and those with a disability. Such discrimination can take direct and indirect forms, therefore, policies monitoring recruitment and selection, and promotions for direct and indirect discrimination, and relative pay rates will be examined, for each of the three groups. This study draws on data from the 2011 Workplace Employment Relations Survey (WERS 2011), the largest, most comprehensive study of workplace practices in the UK. The survey covers EO and DM policies in detail, enabling a nuanced analysis of both the voice factors and the workplace outcomes that they may be associated with. The thesis relies on the management survey in order to capture as many workplaces as possible. The analysis of the data relies on logistic regressions, as the outcome variables in both sets of regressions are dichotomous. The first key finding from this research is that voice is associated with the greater adoption of EO and DM policies in workplace: the more voice a workplace has the more likely it is to have a range of EO and DM policies. For instance, workplaces with direct voice, indirect voice, and dual voice are more likely to have a range of policies compared to those workplaces with minimal voice. In addition, dual voice workplaces are frequently more likely to adopt EO and DM policies compared to all other types of workplace. The second key finding of this research is that EO and DM policies are, on the whole, not associated with higher or lower levels of absenteeism and quits, indicating that, in most instances, EO and DM neither help nor harm establishments to any great degree. This suggests that existing theories could be amended. The third important finding is that any statistically significant associations between EO and DM policies, on the one hand, and absenteeism and quits, on the other, depend upon the type of workplace within which the policies operate. For instance, the relationship between policies and outcomes is sometimes positive and statistically significant (albeit often only at the 10-per-cent level) amongst minimal voice workplaces. It is occasionally negative and statistically significant (at the one-per-cent level) amongst dual voice workplaces. This justifies the approach taken here; it also highlights key areas for future research. The fourth key finding of this research is that there is a connection between high levels of labour turnover, amongst minimal voice workplaces, and the use of EO and DM policies. Again, this highlights areas that future research could examine.

The objective of this research is to provide a new perspective on how technology, culture and human resources management policies and practices (HRWP) are approached by firms located in France and England. This thesis offers a new perspective: 'neo-contingency' approach; which analyses both the contingency and the divergence theories. The contingency variable chosen in this study is technology. The divergence theory is specifically illustrated by the national education approach. The HRMPP studied are: recruitment and selection, organisation, training and compensation. One hundred and sixty-three high-, mid- and low-tech firms answered a questionnaire which is analysed along with twenty-five semi-structured interviews in eight firms located in both France and England. The technological aspect of the neocontingency approach is validated in two factors: 1) technological profile and 2) longterm approach to training. The cultural aspect is notable in two cases: 1) long-term approach to training, and 2) compensation based on performance. A key implication of the findings in this thesis is that employees working in intensive technology firms need a creative and adaptive HR management approach, which would better enable them to cope with the challenge presented by the business environment. The results that this thesis report are illustrated by the strong influence of educational systems on managers' behaviour. French firms seem to prefer higher levels of control and formalisation in recruitment and selection, training and compensation than the W which could be interpreted as a reflection of the French educational system. It is important to highlight that the culture and technology factors cannot be the total 'determinants' of organisations. At most, they are important features that, along with others, Cinfluence' organisations' internal operation. Future 'neo-contingency' studies using other organisational characteristics as moderators and a large sample are needed in order to gain insights into the neo-contingency approach proposed in this thesis.

The research undertaken in this thesis concerns the application of system dynamics to the field of Human Resource Planning (HRP). Human resource planning has been defined as the process whereby a company develops and deploys the right staff at the right places, at the right times to fulfil both organization and individual objectives. In this process staff are recruited and trained before they can contribute to an organisation's goals. Recruitment and training of new staff needs to be carefully planned to prevent staff shortages or staff surpluses. Such planning, in turn, very often makes use of models, and the aim of this research is to show that the application of system dynamics can be used to produce effective models for use in human resource planning. The models developed build on the Inventory and Order Based Production Control Systems (IOBPCS) work of Towill (1982) and extend the work of Hafeez (2000), who applied these IOBPCS ideas to skill pool modelling in human resource management. The models developed in this thesis provide companies with the means of producing optimum HRP strategies. In total four new models are developed: SKPM (basic Skill Pool Model), APSKPM (Automated Pipeline Skill Pool Model), APSKPM+(P+I), (Automated Pipeline Skill Pool Model plus Proportional and Integral controller), and a PPSKPM (Progression and Promotion Skill Pool Model). In each case the models are developed in terms of control parameters that relate to aspects of the human resource planning process that can be controlled by the human resource manager or decision maker. Using computer simulation the dynamic behaviour of the human resource systems represented by the models is determined over time for any given set of control parameters. By varying the parameters in a systematic way optimal models are produced to aid the decision maker. Any set of parameters represents an HRP strategy and, by using simulation, system dynamics can be seen to furnish optimal human resource planning policies for the decision maker. In the thesis the models are systematically tested with real data relating to the Libyan petrochemical industry. Data from two case companies are used in this testing. The case-company testing demonstrates that system dynamics can be used to create effective models for use in human resource planning and shows also the same relationship between control parameters that was found in the work of Towill and Hafeez.

The review of the main job design approaches (JCM in particular) has led to the conclusion that development in job design theory has not kept pace with the changes that have occurred in the organisational landscape. The JCM was developed principally from studies conducted during the 1950s of male shop floor in large scale industrial manufacturing plants. Work context and the workforce itself have changed dramatically since that time. The developments of technology have had a huge impact on the way in which work is conducted (Zijlstra et al, 1996; Gottfredson, 1997). While this change is widely recognised, the JCM remains the dominant influence in job design research and is yet to be superseded. In addition, little is known about the effect of such change in perception of the work psychosocial variables or people's reaction towards these developments. Therefore, the aim of this research is to explore employees' opinion and reaction towards workplace developments in order to identify the critical job characteristics in contemporary jobs from the employee's perspective. The proposal was that allowing employees to decide what they like/dislike in their jobs would help in identifying the critical job characteristics in modem workplace. This was also expected to help in solving the narrow focus of the existing job design approaches' especially the lack of job contextual factors (e.g. social contact, work-life balance) that enhance employee' wellbeing and work performance. In light of this, three studies were conducted: the first two studies were designed to identify the critical job characteristics in the current workplace from the employee's perspective. By conducting a pilot study using qualitative techniques (interviews and content analysis) followed by a confirmatory study using quantitative techniques (checklist and factor analysis), 10 job characteristics were identified which were considered the critical dimensions for diagnosing the quality of modem jobs. Four of these characteristics were responsible for 'job content' design (intellectually challenging tasks, control, feedback, and training adequacy). The rest of the characteristics were factors responsible for 'job context' design (i.e. supportive supervision, supportive co-workers climate, work-life balance, financial rewards, recognition and physical environment). The third study was the formulation and empirical evaluation of a model for job redesign. The model was based partly on the critical job characteristics identified earlier and partly informed by psychological knowledge of job design and organisational behaviour research. Overall, each of the aims of the present research were achieved and some of the existing criticisms of job design approaches were addressed. The model dimensions attained significant results that were extracted from data collected from 667 employees working in various British organisations. A general conclusion that can be drawn from the present research is that job design is no longer a matter of job content (task) design (the tangible feature of the job itself such as control and feedback); it is also a matter of job context design (the features of the work environment where the tasks are delivered such as supervisors' practices and work-life balance). Both aspects were found to influence work performance and employees' wellbeing via cognitive and motivational mechanisms. The present research challenges the popular belief of the inapplicability of redesigning job context factors (e.g. the social aspect of the job) and provides initial recommendations for job context redesign interventions.

The concept of ‘diversity’ has become a common feature in UK organisations over the last twenty or so years. It offers arguments about what the world is like, who people are, how they relate to one another, and how the world should be. It has been used to bring about a host of different actors, objects and practices. Yet, we know relatively little about one of the central elements of this field – diversity practitioners. They play an important role in defining what diversity means in local contexts, they are the experts of the field. Drawing on Foucault’s theories of power/knowledge and the ‘subject’, along with the notion of bricolage, the research examines the different forms of knowledge that diversity practitioners use to construct themselves as expert subjects, and in turn how they seek to construct a particular subject of others, the ‘diversity trainee’, as the subject who is the outcome of diversity training. The findings show how the subjects of the diversity practitioner and the diversity trainee are shaped by dominant societal discourses of the expert and the neoliberal subject, as well as by the history of equality work and the organisational challenges that diversity practitioners face. But they also show that diversity practitioners are actively involved in forming themselves as subjects by producing subject positions and rationalities, which construct skills, values, and knowledge. Diversity training is shown to mobilise a form of power known as ‘modern government’ in seeking to constitute the diversity trainee as a selfregulating subject, which adds complexity to previous discussions of the ethics of this form of power. Diversity practitioners are central elements of their field, so recognising the relations of power/knowledge in their practices is fundamental to considering any future development of their practices, as well as better understanding the concept of diversity itself.

Relationships with supervisors are a major source of negative emotions at work, but little is known about why this is so. The aim of the research was to use attachment theory (Bowlby, 1969, 1973; 1980) as a framework for investigating the nature and causes of employee negative emotional experiences, in the context of their supervisory relationships. The research was conducted in three stages. In Stage 1 two studies were conducted to develop a measure of employee perceptions of supervisor caregiving (SCS). Results indicated that the 20-item scale had good reliability and validity. Stage 2 required participants (N=183) to complete a questionnaire that was designed to examine the roles of supervisor caregiving and working models (specific and global) in determining cognitive and emotional responses to hypothetical supervisor behaviours. The results provided partial support for an Independent Effects Model. Supervisor caregiving predicted specific anxiety and avoidance. In tum, both dimensions of attachment predicted negative emotions, but this relationship was mediated by event interpretation only in the case of avoidance. Global models made a smaller but significant contribution to negative emotions overall. There was no support for an interaction effect between specific and global models in determining event interpretation. In stage 3 a sub-sample of questionnaire respondents (N=24) were interviewed about 'real-life' caregiving and negative emotional experiences in their supervisory relationships. Secure individuals experienced supervisors as consistently warm, available, and responsive. They reported few negative events or emotions. Individuals with insecure specific working models experienced rejecting or inconsistent supervisor caregiving. They were sensitised to trust and closeness issues in their relationships, and reported negative events and emotions underpinned by these themes. Overall, results broadly supported attachment theory predictions. It is concluded that an attachment theory perspective provides new insight into the nature and causes of employee negative emotions in supervisory relationships.

Orientador : Profª. Drª. Natália Rese
Dissertação (mestrado) - Universidade Federal do Paraná, Setor de Ciências Sociais Aplicadas, Programa de Pós-Graduação em Administração. Defesa: Curitiba, 11/02/2016
Inclui referências : f.204-211
Área de concentração: Estratégia e análise organizacional
Resumo: Esta pesquisa objetiva analisar como as Lógicas Institucionais (IL) orientam a construção da identidade profissional policial-militar, por meio da realização de estudo de caso na Polícia Militar do Paraná (PMPR). As IL podem ser compreendidas por seus elementos práticos, de identidade, objetos e de valor (FRIEDLAND et al, 2014). Para isso foram utilizadas as perspectivas do Identity Work (WATSON, 2008), práticas sociais (GIDDENS, 2003) e Sensemaking (WEICK, 1995) como apoio para analisar este fenômeno. Trata-se de estudo de caso qualitativo (STAKE, 2009), que adota entrevistas narrativas com indivíduos pertences à PMPR e análise de conteúdo de documentos do Comando-Geral da PMPR, utilizando o do software Atlas.ti, para codificação e categorização (AGUIAR; OZELLA, 2013). A análise das entrevistas permitiu a construção de uma narrativa genérica, que contém os elementos coletados nas estratégias de pesquisas mencionadas, permitindo essa análise conjunta alcançar o objetivo. Conclui-se que as IL orientam a construção da identidade profissional dos sujeitos por uma orientação do Institucional Substance corporificado em práticas, atributos de identidade e objetos; foi ainda identificado que o Sensemaking pode ser um dos responsáveis por articular os níveis e que as organizações podem atuar como Sensegivers de tal processo, mesmo sendo orientadas pelas IL nas quais se encontram imersas.
Abstract: This research aims to analyze how the Institutional Logics (IL) guide the construction of police-military professional identity by conducting a case study in the Military Police of Paraná (PMPR). IL can be understood by its practical elements, identity, objects and value (Friedland et al, 2014). To reach that, it was used the perspectives of Identity Work (WATSON, 2008), social practices (Giddens, 2003) and Sensemaking (Weick, 1995) as support to analyze this phenomenon. This research is also a qualitative case study (Stake, 2009), which adopts narrative interviews with individuals belongings to PMPR and content analysis of the General Command of the PMPR documents, using the Atlas.ti software for coding and categorization (AGUIAR; OZELLA, 2013). The analysis of the narrative interviews allowed the construction of a narrative of a generic individual, which contains the elements collected in the mentioned research strategies, allowing such a joint analysis to achieve the goal. It was concluded that IL guide the construction of professional identity of the persons by an orientation of the Institutional Substance embodied in practice identity and object attributes; It was also identified that Sensemaking can be responsible for articulating levels and organizations can also act as Sensegivers of the process, even being driven by IL in which they are immersed.

Les organisations inclusives font le choix délibéré d’employer en majorité des personnes en situation d’exclusion sociale. La présente thèse sur papiers étudie les business models des entreprises incluant majoritairement au cœur de leur création de valeur, des ressources humaines délaissées par les entreprises sur le marché de l’emploi. Elle s’inscrit dans le courant des recherches en faveur de l’inclusion économique des populations du bas de la pyramide (BoP), celui du business model des entreprises sociales, et celui de la théorie étendue des ressources. Une recherche-action en Convention Industrielle de Formation par la Recherche (CIFRE) menée pour la Fondation Agir Contre l’Exclusion (FACE) a conduit à l’analyse des portefeuilles de business models des groupes APF Entreprises, Vitamine T, et Ethik Investment. Les résultats des quatre papiers mettent en lumière les ressources et compétences clés composant la capacité d’orchestration à des fins d’inclusion de ressources délaissées. Les résultats conduisent à élaborer un référentiel dédié à l’analyse des business models des entreprises inclusives, baptisé SI-RCOV framework. Nous illustrons également la mise en œuvre d’une intention stratégique inclusive au cœur de business models. Enfin, nous avançons une (re)définition (théoriquement étayée) du business model inclusif. Ces résultats suggèrent un nouvel ancrage et une nouvelle articulation théoriques pour définir et discuter scientifiquement les business models inclusifs
Inclusive organizations deliberately and predominantly employ people in situations of social exclusion. This compilation thesis studies the business models of enterprises which predominantly include in their processes of value creation, human resources that are being wasted by the companies on the job market. It is theoretically anchored in three research streams : (1) the stream that favors individuals’ inclusion at the base of the pyramid (BoP); (2) the business model of social enterprises ; (3) the extented resource-based theory.A public-private conventionalized PhD called Doctorat-CIFRE, for “Industrial Convention for Research Training”, within the Fondation Agir Contre l’Exclusion (FACE) represents our research context. Accordingly, this action-research led to the analysis of the business models portfolios of the following groups: APF Entreprises, Vitamine T, and Ethik Investment. The results of the four papers highlight the key resources and competences which aggregate the orchestration capability that enables the inclusion of wasted human resources. The results yield a framework for the analysis of inclusive enterprises’ business models, called SI-RCOV framework. We also illustrate how an inclusive strategic intent is carried out within business models. Finally, we advance a (theoretically supported) (re)definition of the inclusive business model. These findings suggest a new theoretical insight and a new articulation for defining and scientifically discussing inclusive business models

Ces dernières années, l'Algérie a amorcé un plan national ambitieux en matière de construction de logements tous types confondus. À titre d'exemple, 1,6 millions de logements sont inscrits pour réalisation dans le programme quinquennal 2015-2019. Néanmoins, et en raison du manque de main d'œuvre qualifiée, les entreprises chargées de construire ces logements ont fait appel à une main d'œuvre venue de l'étranger : la Chine, le Japon, l'Espagne, l'Égypte, etc. Devant cette situation, il a été constaté que le secteur du BTP algérien représente actuellement environ le tiers des accidents du travail et des maladies professionnelles à l'échelle nationale. Cependant, aucune indication n'est fournie sur la question de l'émergence des risques psychosociaux dus à l'organisation du travail de cette filière globalisée avec importation de mains d’œuvre. C'est la raison pour laquelle une réflexion a été initiée en ce sens, dont la réalisation d'une thèse de doctorat en France sur ces questions. Cette thèse consiste donc à acquérir les théories sur les risques psychosociaux et celles des organisations. Pour ce faire, j’ai volontairement mis l'accent sur l'historique de ces risques en Europe et surtout en France, sur la mise en agenda de l'émergence des RPS, particulièrement via l'affaire des suicides et tentatives de suicide chez France Télécom fortement médiatisée et relayée syndicalement. Pour creuser sur cette question, nous avons posé deux hypothèses d'aggravation des RPS. En premier lieu, les RPS s'aggraveraient par déséquilibre entre régulation de contrôle (managériale) trop élevée, et régulation autonome (par les employés qui organisent leur activité de la façon qui semble la mieux indiquée) en référence à la théorie de J.D. Reynaud. En deuxième lieu, les RPS s'aggraveraient par déficit de démocratie organisationnelle de forme participative, ce qui complète la première hypothèse. Cela étant dit, nous soulignons que le chapitre que nous avons consacré à l'épistémologie (les six schèmes d'intelligibilité de J.M. Berthelot qui ont été repris, amendés et opérationnalisés par Pascale De Rozario dans le cadre de l'étude du phénomène du suicide) nous a permis de faire l'inventaire des théories dédiées aux RPS et de les évaluer au regard du modèle implicite (non dit) qu'elles portent sur les relations entre organisation et individu. Il faut également souligner que nous avons opté pour une approche constructiviste, objet du dernier chapitre de la thèse. En commençant d'abord par une approche « top-down » ; nous avons utilisée notre revue de littérature théorique (J.D. Reynaud, Marie-Hélène Bacqué, Yves Sintomer et autres auteurs) pour la confronter à une revue pratique et managériale de 4 observatoires (observatoires analysés au regard des contenus sur les RPS diffusés et des manières dont ils diffusent, interprètent, explicitent les rapports entre RPS, organisation et régulation managériale de l'activité) et puis nous avons suivi une approche « bottom-up ». Et c'est à ce moment-là que nous avons fait du constructivisme. Ce dernier chapitre représente notre proposition théorique, méthodologique et opérationnelle une fois de retour en Algérie pour amorcer une politique publique nationale de sensibilisation, de gestion et de prévention des RPS, notamment au travers la mise en œuvre d'un observatoire des RPS adapté au secteur du BTP
These last years, Algeria began an ambitious national plan on housing construction of all types. For example, 1,6 million homes are registered for realization under the five-year period 2015-2019. However and due to lack of skilled labor, companies in charge to build these homes used a workforce from abroad: China, Japan, Spain, Egypt, etc. In front of this situation, it was noticed that the sector of building and public works currently represents about a third of occupational accidents and professional diseases at national scale. However, no indication is provided on the question of emergence of psychosocial risks due to the organization of work. This is why a study was initiated in this direction, of whom the realization of a doctoral thesis in France. This thesis thus consists in acquiring theories on psychosocial risks and those of organizations. To do this, it was necessary in particular to put the accent on history of these risks in Europe and especially in France, the agenda setting on the emergence of psychosocial risks, particularly via the case of suicides and suicide attempts at France Télécom. In this wake and dig on this question, we put two hypotheses of worsening of psychosocial risks. Firstly, psychosocial risks aggravate by imbalance between regulation of control (managerial) too high, and autonomous regulation (by workers who organize their activity of the way which seems the best indicated) in reference to the theory of J.D. Reynaud. In the second place, psychosocial risks aggravate by deficit of organizational democracy of participative form, which joins and completes the first hypothesis. That being said, we indicate that the chapter that we devoted to epistemology (six schemes of intelligibility of J.M. Berthelot, which were taken, amended and operationalized by Pascale De Rozario within the framework of the study of the phenomenon of suicide) allowed us to make the inventory of theories dedicated to psychosocial risks and to evaluate them taking into consideration model which they carry on the relation between organization and individual.It should also be noted that we opted for a constructivist approach, object of the last chapter of the thesis. While starting initially with a top-down approach; we took our review of theoretical literature (J.D. Reynaud, Marie-Hélène Bacqué, Yves Sintomer and others authors) and we confronted it with a practical and managerial review of 4 observatories (observatories analyzed with regard to the contents on diffused psychosocial risks and in the manners of which they diffuse, interpret, clarify the reports between psychosocial risks, organization and managerial regulation of the activity) and then we followed a bottom-up approach. And It's at this moment there that we made constructivism. This last chapter represents our theoretical, methodological and operational proposal once return in Algeria to initiate a national public policy of sensitizing, management and prevention of psychosocial risks, in particular with through the implementation of an observatory of psychosocial risks adapted to the sector of building and public works

Cette recherche en ergonomie porte sur le travail d’articulation des dimensions sociales et économiques des entreprises sous-tendant la conception d’ordonnancements du personnel robustes dans un contexte social sensible.Le plus souvent considérée comme un levier de flexibilité par les entreprises, les apports croisés de la littérature en GRH et en ergonomie a permis de considérer l’ordonnancement comme une activité de management de ressources « distribué », soulevant ainsi des enjeux liés à la fois aux dimensions économiques et sociales des entreprises (santé, compétences, formation, satisfaction des agents). L’objectif de ce travail de recherche est d’apporter des éléments de compréhension sur ce travail multifacette d’articulation et sur son évaluation, et ce faisant de définir la robustesse des ordonnancements.Pour appréhender cette activité, répartie entre trois niveaux différents (stratégique, tactique, opérationnel), six types de recueils de données ont été réalisés : des entretiens semi-directifs, des observations de l’activité des ordonnanceurs du niveau tactique, des groupes de travail métiers et inter-métiers, ainsi que des entretiens d’auto-confrontation outillés par des plannings réalisés.Les résultats mettent en évidence une construction dynamique de la robustesse, comme étant le résultat des stratégies mises en œuvre par les ordonnanceurs des différents niveaux. A partir de la gestion de contraintes de nature humaine et opérationnelle, les stratégies de construction de la robustesse reposent sur les connaissances qu’ont les ordonnanceurs de la réglementation, du processus, des autres ordonnanceurs et des agents commerciaux. Les ordonnancements robustes prennent différentes formes (stable ou flexible, immédiate ou différée) et doivent permettre de résister aux aléas mais aussi de construire de marges de manœuvre pour le futur.Les retombées de notre recherche portent sur la définition de la robustesse dans le champ de l’ordonnancement du personnel, sur l’activité de conception distribuée inter-métiers et à l’identification des conditions favorables à la conception de tels ordonnancements
This research in ergonomics focuses on the design of robust personnel schedules in a sensitive social context, based on the articulation work between the social and economic dimensions of companies .it is often seen as a lever for flexibility by companies. Research in ergonomics and human resources management shows that it possible to consider scheduling as a "distributed" resource management activity, which raises issues related to both the economic and social dimensions of companies (health, skills, training, agent satisfaction). Our objectives are to understand how schedulers articulate theses dimensions, evaluate this work, and to define the robustness on scheduling.To understand this activity, divided between three different levels (strategic, tactical, operational), six types of data collection were carried out: semi-directive interviews, observations of the activity of planners at the tactical level, business and inter-business working groups, as well as self-confrontation interviews based on achieved schedules.The robustness is dynamically built from the constraint management strategies of schedulers. These are based on the schedulers’ knowledge : of regulations, of process, of other schedulers and commercial agents. Robustness takes different forms (stable or flexible, immediate or delayed) and must make it possible to resist disruptions but also to build room for manœuvre for the future.The impact of our research is related to the definition of robustness on personnel scheduling, to the joint collective activity and to the identification of the conditions in favour of robustness’ construction

Ont été envisagées dans cette thèse, les transgressions par les chefs d’entreprises au Liban, des règles de travail en vigueur (Code du travail, de la sécurité sociale…), et des normes de la bonne gestion des ressources humaines. Ceux-ci ont remplacé ces règles par d’autres, à leur mesure. Ils ont été aidés en cela par : des crises économiques successives ; un syndicalisme morcelé et affaibli ; une inspection de travail paralysée ; un pouvoir politique miné par les conflits ; des taux de chômage très élevés ; abondance d’une main-d’œuvre étrangère à bon marché…À cet effet, nous avons mobilisé la théorie de la régulation sociale (TRS) de Jean-Daniel Reynaud (1988, 1997, 2003), qui nous a aidée à traiter les questions relatives à la redéfinition des règles de travail et de la gestion des ressources humaines ; à l’émission d’autres règles ; et à l’identification des acteurs émetteurs, de leurs stratégies, et la nature des règles émises.Pour répondre aux questions de notre problématique, nous avons effectué trois études de terrain : la première, sous forme d’entretiens avec des responsables RH dans des entreprises au Liban, qui nous ont permis d’identifier les profils de ces acteurs, leur trajectoire professionnelle, leur participation à la création des règles, et les enjeux RH. La deuxième étude a été une enquête par sondage sur 450 salariés dans les entreprises relevant des principaux secteurs économiques, auprès desquels a été administré un questionnaire portant sur les modes de gestion des ressources humaines dans leurs entreprises. Quant à la troisième, elle a été effectuée sous forme d’études de cas dans huit entreprises, à partir de 28 entretiens avec des salariés de ces entreprises. En effet, les données de tous ces travaux de terrain, nous ont permis de détecter les formes de régulation sociale et d’estimer la marge d’applicabilité de la théorie de Reynaud, à la régulation sociale au Liban via la GRH
In this thesis we have considered the transgressions made by heads of companies in Lebanon to the applicable labor rules (Labor Code, social security, etc.) and to the standards for good human resources management. These business owners have replaced these rules, among others, to suit their needs with the help of: sequential economic crises; a fragmented and weakened syndicalism; a paralyzed work inspection; a political power undermined by conflict; very high unemployment rates; abundance of low-cost foreign labor force; etc.Consequently, we have applied the Theory of Social Regulation (TRS) of Jean-Daniel Reynaud (1988, 1997, 2003), which have helped us in answering questions related to the redefinition of the rules of work and human resources management, other rulemakings, and the identification of the rulemaking actors, their strategies, and the nature of the rules issued.To answer the questions raised by our problem statement, we have conducted three field studies. The first in form of interviews with HR managers of companies in Lebanon. This study allowed us to identify the profiles of these actors, their career path, their involvement in rulemaking, and the issues faced at the level of HR. The second study was a sample survey filled by 450 employees at companies of the main economic sectors, from which a questionnaire was conducted on human resources management in these companies. As for the third, case studies were conducted in eight companies in form of 28 interviews with employees at these companies.Indeed, the data of all this fieldwork allowed us to detect forms of social regulation and to estimate the margin of applicability of Reynaud’s theory to the social regulation in Lebanon via HRM

Οι επιχειρήσεις λειτουργούν και αναπτύσσονται σε ένα περιβάλλον που συνεχώς εξελίσσεται και αλλάζει και όπως είναι φυσικό οφείλουν να προσαρμόζονται στα νέα δεδομένα. Το προσωπικό των επιχειρήσεων αποτελεί ένα σημαντικό παράγοντα για την επιβίωση, την εξέλιξη και γενικά την καλή λειτουργία των επιχειρήσεων. Η παρούσα διπλωματική εργασία πραγματεύεται το πρόβλημα της επιλογής και αξιολόγησης του προσωπικού μιας επιχείρησης. Πρέπει να αναφέρουμε ότι είναι δύο ξεχωριστά προβλήματα που έχουμε να αντιμετωπίσουμε, η επιλογή και η αξιολόγηση, χωρίς αυτό να σημαίνει ότι δεν συνδέονται ή ότι δεν μπορούν να χρησιμοποιηθούν παρόμοια εργαλεία επίλυσης. Έχουν προταθεί αρκετά μαθηματικά υποδείγματα για την επίλυση αυτού του προβλήματος. Τα μαθηματικά υποδείγματα που χρησιμοποιούνται για την επίλυση αυτών των προβλημάτων σκοπό έχουν να βοηθήσουν τους αποφασίζοντες να πάρουν ορθότερες αποφάσεις. Με τη χρήση μαθηματικών μεθοδολογιών για την επιλογή και αξιολόγηση του προσωπικού, επιτυγχάνεται μεγαλύτερη αντικειμενικότητα καθώς και η τυποποίηση της διαδικασίας. Μία τέτοια μεθοδολογία είναι και η TOPSIS, μια από τις πρώτες που παρουσιάστηκε στη βιβλιογραφία. Είναι μια εύκολα εφαρμόσιμη μέθοδος και με αξιόπιστα αποτελέσματα.
Organizations function and grow in an environment that is constantly developing and changing, so they have to adjust with the new data. The personnel has a crucial role for the survival, the evolution and generally the good function of every organization. This dissertation is about the problem of selection and evaluation an organization's personnel. Many mathematical patterns have been proposed for the solution of this problem. We will discuss some of them with details in this dissertation. At this point, we must mention that selection and evaluation process are two different problems that we have to face. This does not mean that they do not connect or that we can not solve both with the same tools. Certainly, the first step is the choice of an employee and the second is the evaluation. Choosing the right employee for the right job is a very difficult problem and that because is hard to judge objectively the candidates΄ personalities. Also, it is difficult to decide about the criteria, based on which the choice will be maid. For example, the experience or the knowledge is more important for a certain job, and how that’s can be represent with numbers or functions at a mathematical pattern. Organizations have to ensure that they made the right choice of a new employee and afterwards they have to measure the efficiency of the other employees. In the first step, we try to predict the future working behavior of a new employee, as well as in the second to describe the working behavior of the employees that already working in an organization.

The purpose of this study is to investigate the nature and degree of occupational gender segregation across the functional fields in South Africa and to determine if existing “supply-side” explanations serve to explain the phenomenon through an attitudinal survey of the females in the sample. The UNISA first year MBL students were requested to complete the survey during their August Centre Visit at the SBL Sasol auditorium in Midrand. The survey consists of two sections. Section A determined the gender of the sample element and subsequently their functional field of occupation, which enabled the calculation of the Karmel and MacLachlan Index per functional field. The Finance, General Management, Information Technology, Operations and Production and Procurement, Buying and Logistics fields showed high levels of integration, while the Marketing, Sales and Customer Service field showed low levels of segregation in favour of women. Human Resources was strongly female dominant, while Research and Development was strongly male dominant. The “Other” field showed the highest level of segregation in favour of women. Section B contains the attitudinal Likert scale questions to measure the extent to which the various supply-side explanations determine the women’s career decisions. There seem to be certain explanation types, such as Exchange Utility and Reward, which serve as strong selection criteria and other factors that play a lesser role, such as Teaching Styles and Self-Image. Based on the averages the Occupational Sex-Typing, Self-Efficacy and Parental Influence explanations showed no agreement from any of the sample elements.
Graduate School of Business Leadership
MBL

Η συνεχής και αλματώδης πρόοδος της τεχνολογίας και της χρήσης του διαδικτύου, φέρνουν στο προσκήνιο νέες ευκαιρίες για την προώθηση των προϊόντων και των υπηρεσιών των επιχειρήσεων, τονίζουν την αναγκαιότητα για χρήση των στρατηγικών τεχνικών του διαδικτυακού μάρκετινγκ καθώς και των αποδοτικότερων και "εξυπνότερων" μεθόδων διοίκησης. Σκοπός της παρούσας εργασίας είναι η θεωρητική και πρακτική ανάλυση του θέµατος <<Διαδικτυακά συστήματα διαχείρισης προσωπικού. Εφαρμογή διασύνδεσης επιχειρήσεων και ανέργων>>. Η θεωρητική επισκόπηση του θέµατος ,στο πρώτο μέρος, αποτελεί μια προσπάθεια κατανόησης των όρων Ηλεκτρονικό Επιχειρείν (e-Business) , Διαδικτυακό Μάρκετινγκ (e-Marketing) , Οργάνωση και Διοίκηση επιχειρήσεων (Management) και Διαχείριση Ανθρώπινων Πόρων (Human Resources Management). Σε αυτή την ενότητα, καταγράφονται οι στρατηγικές τεχνικές που μπορεί να χρησιμοποιήσει το Μάρκετινγκ στο χώρο του διαδικτύου με τη βοήθεια εργαλείων για την επίτευξη των στόχων της επιχείρησης. Παράλληλα, διαπιστώνεται ότι η ολοκλήρωση ενός έργου εξαρτάται από την πολιτική της επιχείρησης και από την πιστή εφαρμογή των κανόνων της οργάνωσης και διοίκησης. Τέλος, επισημαίνεται ο σημαντικός ρόλος του ανθρώπινου παράγοντα και δείχνεται ότι η επένδυση σ’αυτό μπορεί να προσθέσει οικονομική αξία στην επιχείρηση. Στο δεύτερο μέρος, η διατριβή εστίασε στην ανάπτυξη μιας πρότυπης εφαρμογής ηλεκτρονικής γραμματείας και e-management που αφορά τον τρόπο που μπορεί μια εταιρία να χειριστεί τους πελάτες της. Ουσιαστικά, παρουσιάζεται η λειτουργία ενός Κέντρου Δια Βίου Μάθησης (ΚΔΒΜ) το οποίο έιναι μια εταιρία που καλείται να διαχειριστεί έναν όγκο υποψηφίων για τα προγράμματα VOUCHER. Η εφαρμογή αποτελείται από δύο τμήματα: Το τμήμα του marketing (ιστοσελίδα στον πελάτη) και το τμήμα του management (ιστοσελίδα διαχείρισης) που χρησιμοποιούν την ίδια βάση δεδομένων.
The continuous and rapid advances in technology and the use of internet, bring forward new opportunities to promote products and services of enterprises, emphasize the need for use of strategic internet marketing techniques and the most efficient and intelligent methods of administration . The purpose of this paper is the theoretical and practical analysis of the issue << Online human resources mamagement systems . Application of Business and unemployed interconnection>>. The theoretical overview of the subject, in Part One, is an attempt to understand the terms Electronic Business (e-Business), Internet Marketing (e-Marketing), Business Administration (Management) and Human Resource Management . In this section, technical strategies are recorded that can be used in marketing in the space of internet with the help of tools in order to achieve business objectives. Furthermore, it is found that the completion of a project depends on the company policy and the strict application of the rules of organization and administration. Finally, the important role of the human factor is highlighted and is indicated that investment in this can add economic value to the business. In the second part the thesis focused on developing a prototype implementation of electronic literature and e-management that involves how a company can handle their customers(unemployed applicants). Essentially, it is presented the operation of the Centre for Lifelong Learning ,a company which manages a volume of candidates for VOUCHER programs. The application consists of two parts: The part of marketing (customer site) and the part of management (website management) using the same database.

The daunting challenge that faces South African business is to redress the inequalities of past discrimination and to develop to its maximum the potential of every team member while remaining competitive. Some of the key challenges include creating a supportive and attractive work environment that's inclusive of diversity, staff retention and an organisational culture that will leverage diversity. The case study organisation faced similar challenges. In order to understand the dynamics a diversity workshop was designed and consulted from a systems psychodynamic paradigm. The primary task of the Diversity Workshop was to provide opportunities for members to study and learn about intrapersonal, interpersonal and inter group relationships in relation to diversity behaviour in the workplace. 50 participants attended the workshop and 22 participants completed the questionnaire. The content was analysed and themes from a psychodynamic stance identified. The overall objective of the workshop was met as it made unconscious behaviour visible, allowed participants to reflect, facilitated dialogue and enabled transfer of learning to the workplace. This approach allowed groups to move from basic assumptions to task oriented behaviour.
Industrial and Organisational Psychology
M. Com. (Industrial Psychology)

This study is within the field of Industrial and Organisational Psychology. It focuses on the relationship between diversity management and organisational climate dimensions. The literature review indicates that most of the research conducted on these two concepts, diversity management and organisational climate investigated the concept diversity, not diversity management (Cox, 1993; Hicks-Clarke & Hies, 2003). This study specifically explores diversity management in a retail organisation. The empirical component of the study includes confirmatory factor analysis, reliability analysis and a correlational study investigating the relationship between diversity management and organisational climate. It was found that there is a positive and strong relationship between diversity management and organisational climate. Diversity management seems to correlate highly with the following climate dimensions: policies and procedures, discrimination, gender issues, equality in conditions of employment and employment equity. The results indicate that younger employees have more positive views regarding diversity management, and middle aged employees have less positive views regarding diversity management.
Industrial and Organisational Psychology
M. Admin (Industrial and Organisational Psychology)

The main aim of this study was to develop a diversity management content model based on the organisational team sport intervention and to compile a process model to implement organisational team sport in an organisation in nine financial organisations in Gauteng, South Africa. The diversity constraints relevant in this study were age, gender, race, religious beliefs, physical abilities, ethnicity, generation gaps, sexual orientation, socioeconomic status, physical abilities, education, income, political beliefs and income. The study was conducted among 63 sport participants and nine sport coordinators employed at nine financial organisations in Gauteng, South Africa. The data were collected by means of focus group interviews with sport participants and individual interviews with sport coordinators. The results indicate that organisational team sport interventions as a diversity management initiative do have benefits for the employees (i.e. the employees learn more about and from one another, communicate openly, become friends, trust and respect one another, are able to work together in a team, have equal opportunities and there is less stereotyping/discrimination) and for the organisation (i.e. productivity, the company is able to achieve its goals, employees are more cohesive and able to work together, there is creativity, new ideas are generated and client service improves). The findings of this study contribute valuable new knowledge to the literature on the diversity management content model based on organisational team sport interventions because no studies have been conducted on an organisational team sport intervention model that can be utilised as a diversity model in organisations.
Industrial and Organisational Psychology
D. Com.

The main aim of this study was to develop a diversity management content model based on the organisational team sport intervention and to compile a process model to implement organisational team sport in an organisation in nine financial organisations in Gauteng, South Africa. The diversity constraints relevant in this study were age, gender, race, religious beliefs, physical abilities, ethnicity, generation gaps, sexual orientation, socioeconomic status, physical abilities, education, income, political beliefs and income. The study was conducted among 63 sport participants and nine sport coordinators employed at nine financial organisations in Gauteng, South Africa. The data were collected by means of focus group interviews with sport participants and individual interviews with sport coordinators. The results indicate that organisational team sport interventions as a diversity management initiative do have benefits for the employees (i.e. the employees learn more about and from one another, communicate openly, become friends, trust and respect one another, are able to work together in a team, have equal opportunities and there is less stereotyping/discrimination) and for the organisation (i.e. productivity, the company is able to achieve its goals, employees are more cohesive and able to work together, there is creativity, new ideas are generated and client service improves). The findings of this study contribute valuable new knowledge to the literature on the diversity management content model based on organisational team sport interventions because no studies have been conducted on an organisational team sport intervention model that can be utilised as a diversity model in organisations.
Industrial & Organisational Psychology
D. Com.

Diversity has, over the last few decades, become a burning issue on the agenda of most companies. Current diversity-related interventions are mainly based on behaviouristic and socio-cognitive approaches. In this research diversity was approached from the systems psychodynamic paradigm. The general aim was to gain an understanding of the diversity dynamics that manifests in an South African diversity experience. The literature review focussed on diversity in the workplace, on the group relations training model, and on the application of the group relations training model to diversity. Qualitative research was done by interviewing a sample of 15 delegates who attended the November 2000 Robben Island Diversity Experience. These unstructured interviews were used to obtain in-depth information about the participant's experience and the data was analysed hermeneutically. The emerging themes were `crossing the boundary, engage the new world, the ties that bind, being imprisoned, the struggle, the road to reconciliation, integration and healing, back to the future and the crucible'. It is recommended that South African organizations make more use of the systems psychodynamic approach to study the manifestations of diversity dynamics. The aim is not to replace the other approaches to diversity, but to add a perspective that can enhance awareness and sensitivity to the covert, unconscious and irrational forces that impact on diversity.
Industrial and Organisational Psycology
M. A.(Industrial and Organisational Psycology)