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De, Villiers Ancois Carien. "Towards resilience : differences in management practices between land managers adopting conventional approaches and holistic management." Thesis, Stellenbosch : Stellenbosch University, 2013. http://hdl.handle.net/10019.1/79824.
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Thesis (MScConEcol)--Stellenbosch University, 2013.ENGLISH ABSTRACT: Reductionism, an approach to understanding complex systems based on reducing the system to its individual components and the interactions between these components, is the linear and rigid approach to traditional management and research that allows us to understand complicated systems. Yet its application to complex systems has likely added to the degradation of social-ecological systems. In recognition of this, there is currently a shift to holism: the concept that a system is greater than the sum of its components and that the system has emergent properties that are only present through the complex interactions of the whole system. The inclusion of this natural complexity within social-ecological systems is thought to promote resilience – the ability of a system to absorb shock and thus promote sustainability. However, these concepts are largely theoretical and few examples exist that demonstrate ways of transferring them to pragmatic land management. Holistic ManagementTM (HM) could potentially be such a working example. It is a decision-making framework that provides a holistic context for the adaptive management of natural resources. However, limited peer-reviewed research has been applied to this potential to promote sustainability. Thus the current study aimed to address this apparent gap by determining if HM land managers were a distinct group from non-HM (NHM) land managers in regards to their management practices and if HM land managers had a greater adaptive capacity (the management of resilience) than non-HM land managers. The study was conducted in a community of livestock farmers in the arid rangelands of the Karoo, South Africa. Data were mainly gathered through face-to-face interviews with land managers – including 20 self-defined HM land managers and 20 self-defined NHM land managers. To compare the reported management approaches of land managers, two scoring systems were developed. The HM Adoption Index measured the extent to which participants were aligned with key principles and practices of HM (including having a holistic goal, testing decisions, applying the Holistic Planned Grazing, demonstrating continuous learning and innovation). The Adaptive Capacity Index measured the extent to which participants demonstrated key traits of adaptive capacity as identified from the literature. In addition, participants were also asked to describe the strategies they apply to deal with local livestock farming challenges including parasite control, predation management and drought management. A significant difference was found between HM and NHM land managers for both the HM Adoption Index and Adaptive Capacity Index (p<0.01). The majority of HM land managers adopted ―true holistic and ―adaptive management practices (80%) while NHM land managers were mostly ―semi holistic and ―coping (65%). HM land managers also notably tended to report more innovative and environmentally aware methods in dealing with farming challenges and were more likely to be part of study groups which build social capital and promote social learning. Results imply that HM provides a framework that introduces holistic principles to land management, making the holistic context and resilience accessible to individual managers for practical day-to-day decision-making.
AFRIKAANSE OPSOMMING: Reduksie, 'n benadering om komplekse sisteme te verstaan deur om die sisteme te besnoei tot sy individuele komponente en interaksies tussen die komponente, is die liniêre en rigiede benadering tot tradisionele bestuur en navorsing. Dit laat ons toe om komplekse sisteme te verstaan. Tog het die toepassing van reduksie op komplekse sisteme waarskynlik bygedra tot die degradasie van sosiaal-ekologiese sisteme. In herkenning van laasgenoemde is daar tans 'n skuif na holisme: die konsep dat 'n sisteem groter is as die somtotaal van al sy komponente en dat die sisteem voortkomende eienskappe het wat net navorekom deur die komplekse interaksies van die sisteem. Die insluiting van die natuurlike kompleksiteit binne sosiaal-ekologiese sisteme bevorder moontlik weerstandigheid; die vermoë van 'n sisteem om 'n skok te absorbeer en so volhoubaarheid te bevorder. Hierdie konsepte is egter meestal teoreties en min voorbeelde bestaan wat metodes demonstreer om die konsepte oor te dra na pragmatiese grondbestuur. Holistiese BestuurTM (HB) kan moontlik so 'n werkende voorbeeld wees. Dit is 'n raamwerk vir besluitvorming wat 'n holistiese konteks verskaf vir die aanpasbare bestuur van natuurlike hulpbronne. Daar is min eweknie-hersiende navorsing wat HB se potensiaal om volhoubaarheid te bevorder ondersoek. Dus het die huidige studie beoog om die gaping aan te spreek deur te bepaal of HB praktiseerders onderskei kan word van 'n groep van nie-HB (NHB) praktiseerders in terme van bestuurspraktyke en of HB praktiseerders 'n groter aanpasbaarheid (die bestuur van weerstandigheid) toon as NHB praktiseerders. Die studie het plaasgevind in 'n gemeenskap van veeboere in die dorre veld van die Karoo, Suid Afrika. Data was versamel deur aangesig tot aangesig onderhoude met grondbestuurders; 20 self-geïdentifiseerde HB praktiseerders en 20 self-geïdentifiseerde NHB praktiseerders. Twee puntestelsels is ontwikkel om die gerapporteerde benaderings van grondbestuurders te vergelyk. Die HB Toepassing Puntelys het gemeet tot watter mate 'n deelnemer inskakel met die kern beginsels van HB (insluitend om 'n holistiese doelwit te hê, om besluite te toets, om Holistiese Beplande BewydingTM toe te pas en om 'n voortsetting van leer en innovasie te demonstreer). Die Aanpasbaarheid Puntelys het gemeet tot watter mate 'n deelnemer die kern kenmerke van aanpasbaarheid, soos geïdentifiseer in literatuur, demonstreer. Bykomend was deelnemers ook gevra om die strategieë te beskryf wat hulle toepas om die uitdagings van plaaslike veeboerdery tegemoed te kom insluitend die beheer van parasiete, die bestuur van roofdiere en die bestuur tydens droogtes. 'n Betekenisvolle verskil was gevind tussen HB en NHB praktiseerders vir die HB Toepassing Puntelys en die Aanpasbaarheid Puntelys (p<0.01). Die meederheid van HB praktiseerders het ―ware holistiese en ―aanpasbare praktyke toegepas (80%) terwyl NHB praktiseerders se metodes meestal ―semi-holisties en ―korttermyn probleem hantering was (65%). HB praktiseerders het ook 'n waarneembare neiging gehad om innoverende en omgewingsbewuste metodes te rapporteer in verband met veeboerdery uitdagings en was meer waarskynlik deel van 'n studie groep wat sosiale kapitaal gebou en sosiale leer bevorder het. Die resultate het aangedui dat HB 'n raamwerk voorsien wat holistiese beginsels oordra na grondbestuur en so die holistiese konteks en weerstandigheid toeganklik maak vir die individuele bestuurder vir daaglikse praktiese besluitneming en toepassing.
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Воробьева, Евгения Вячеславовна, and Николай Конеевич Чеботарев. "Готовность к адаптивному управлению современного менеджера в условиях конкуренции на рынке труда." Thesis, Imi-Nova, Chişinău, Moldova, 2018. http://repository.kpi.kharkov.ua/handle/KhPI-Press/49279.
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The article analyzes the process of formation of readiness for adaptive management of future managers in the process of vocational training in the institution of higher education. Such organization of educational and educational process, which provides for correction of its components and system of interaction of subjects, is proposed for the purpose of activating the independent cognitive activity of students at each stage. Also defined are the main components of readiness for adaptive management in the process of training managers and teaching methods, with the help of which they can be formed. The article contains analytical material on the competitiveness of future managers in the labor market, subject to readiness for adaptive management. Also, the article includes suggestions on the use of master classes, including the author's "From Adaptive Leadership Leader in an Adaptive Organization" and "Time Management: Managing the Personal Effectiveness of a Modern Leader", in the educational process with the goal of forming readiness for adaptive management in the process of training managers.
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Aku, Anizizo. "Role of Middle Managers in Mitigating Employee Cyberloafing in the Workplace." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3967.
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Companies in the United States are concerned about the indeterminate effectiveness of corporate cyberloafing mitigation efforts leading to the persistence of employee cyberloafing behavior. Although middle managers are the driving force behind the transformational influences that guide employee productivity and could proffer practical solutions, a lack of clarity surrounds the middle manager's role in the overall cyberloafing mitigation efforts within organizations. The central research question for this transcendental phenomenological research study explored the lived experiences of middle managers regarding their roles in mitigating employee cyberloafing at higher education institutions in Florida. This study used a social constructivist-interpretive framework that draws from the multiple realities constructed through social interactions and lived experiences. Participants included 7 middle managers with experience mitigating cyberloafing at higher education institutions in Florida. Four major themes emerged from an inductive analysis of the data, including managing employee performance, proximity matters, cyberloafing interventions, and understanding employee online technology use. The results and recommendations of this study provide implications for social change. Business organizations may modify cyberloafing mitigation strategies and policies from a better understanding of manager/employee interactions, transformational managerial influences used to mitigate employee cyberloafing, and managerial knowledge of employee appropriation of online technology.
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Steele, R. H. "Management in social care : a cause for concern or an adapting professional identity?" Thesis, University of Stirling, 2016. http://hdl.handle.net/1893/25041.
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Managers in social care are being relied upon to lead and implement substantial change within the sector. Yet the prevailing view is that the pressure being put on managers by managerialism and the increase in the business aspects of their role is in conflict with social care managers’ values, causing concern and challenging managers’ identity. Additionally, managers in social care are presented as being part of the same homogenous group as social work managers, a potential misrepresentation, which again has consequences for how managers identify with their role. This study aimed to explore and explain how social care managers are experiencing their manager identity and how they categorise themselves from a group perspective. This research was undertaken using a critical realist philosophical approach. The key theoretical framework used is social identity theory. The study findings have achieved the overall aim of the research, establishing that social care managers appear not to be experiencing any conflict in their identities, that managerialism is accepted by managers and seen to be necessary, and that managers’ values, formed in childhood, are a key aspect of how they undertake their managerial role. In addition, social care managers are not the same as social work managers, their social identity is a synthesis of the multiple groups they are members of with the dominant group being social care, because of this they cannot be viewed as being within the same homogenous group. Neither is the social care manager role distinctive from manager roles in other sectors, however how they undertake the role is. The significance of the study is the contribution to both the existing social care literature and the literature on social identity theory.
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Byrd, Lawrence Allen. "The public land manager in collaborative conservation planing: a comparative analysis of three case studies in Montana." Diss., [Missoula, Mont.] : The University of Montana, 2009. http://etd.lib.umt.edu/theses/available/etd-06122009-134838.
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Halvorsen, Marit G. "Coaching managers : A Q methodological study of managers’ subjective experience of being coaching managers." Thesis, Norges teknisk-naturvitenskapelige universitet, Institutt for voksnes læring og rådgivningsvitenskap, 2013. http://urn.kb.se/resolve?urn=urn:nbn:no:ntnu:diva-23175.
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The aim of this study is to explore managers’ subjective experience of having a coaching approach to management. This has been researched through a Q methodological approach where 18 participants sorted a sample of 36 statements based on their subjective experience. These statements were prepared on the basis of a research design which included how managers perceive their role as both manager and coach, how they relate to a focus on process and product, and how they experience the relational quality to their employees. Four factors were identified through the factor analysis, and represents different views or experiences of coaching management. Factor 1 experiences coaching as a natural part of their role as managers and find that coaching promote results, learning and growth through reciprocal relations. Factor 2 does not seem to recognize coaching as a central role or management style, and emphasizes independence and autonomy as essential for efficiency and success. Factor 3 experiences that coaching management is primarily about being supportive. They also find that the position as manager brings with it a certain authority. Factor 4 has a results oriented focus and considers shared control as central to promote cooperation. These findings are discussed in relation to two models that show different ways of understanding the experience of being a coaching manager. The theoretical frame includes polarity management, situational leadership and transformational change. The results show that coaching management entails contradictory aspects that the factors relate to differently. What is perceived as polarities also varies. The thesis further addresses how the development of a coaching approach to management can be seen as an integration of polarities through transformational learning.
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Chen, Ying. "Adaptive risk management." Doctoral thesis, Humboldt-Universität zu Berlin, Wirtschaftswissenschaftliche Fakultät, 2007. http://dx.doi.org/10.18452/15581.
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In den vergangenen Jahren ist die Untersuchung des Risikomanagements vom Baselkomitee angeregt, um die Kredit- und Bankwesen regelmäßig zu aufsichten. Für viele multivariate Risikomanagementmethoden gibt es jedoch Beschränkungen von: 1) verlässt sich die Kovarianzschätzung auf eine zeitunabhängige Form, 2) die Modelle beruhen auf eine unrealistischen Verteilungsannahme und 3) numerische Problem, die bei hochdimensionalen Daten auftreten. Es ist das primäre Ziel dieser Doktorarbeit, präzise und schnelle Methoden vorzuschlagen, die diesen Beschränkungen überwinden. Die Grundidee besteht darin, zuerst aus einer hochdimensionalen Zeitreihe die stochastisch unabhängigen Komponenten (IC) zu extrahieren und dann die Verteilungsparameter der resultierenden IC beruhend auf eindimensionale Heavy-Tailed Verteilungsannahme zu identifizieren. Genauer gesagt werden zwei lokale parametrische Methoden verwendet, um den Varianzprozess jeder IC zu schätzen, das lokale Moving Window Average (MVA) Methode und das lokale Exponential Smoothing (ES) Methode. Diese Schätzungen beruhen auf der realistischen Annahme, dass die IC Generalized Hyperbolic (GH) verteilt sind. Die Berechnung ist schneller und erreicht eine höhere Genauigkeit als viele bekannte Risikomanagementmethoden.Over recent years, study on risk management has been prompted by the Basel committee for the requirement of regular banking supervisory. There are however limitations of many risk management methods: 1) covariance estimation relies on a time-invariant form, 2) models are based on unrealistic distributional assumption and 3) numerical problems appear when applied to high-dimensional portfolios. The primary aim of this dissertation is to propose adaptive methods that overcome these limitations and can accurately and fast measure risk exposures of multivariate portfolios. The basic idea is to first retrieve out of high-dimensional time series stochastically independent components (ICs) and then identify the distributional behavior of every resulting IC in univariate space. To be more specific, two local parametric approaches, local moving window average (MWA) method and local exponential smoothing (ES) method, are used to estimate the volatility process of every IC under the heavy-tailed distributional assumption, namely ICs are generalized hyperbolic (GH) distributed. By doing so, it speeds up the computation of risk measures and achieves much better accuracy than many popular risk management methods.
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Adham, Talal Abbas. "Formation of project managers." Thesis, Loughborough University, 1992. https://dspace.lboro.ac.uk/2134/7012.
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The construction industry is a fundamental, integral part of economic development. It is organised around individual projects. The effectiveness of the industry is largely determined by the collective performance of projects and the effectiveness of the project manager. This thesis investigates the following issues: the major characteristics of construction projects and the variables affecting the construction industry; the education, training and experience of construction project managers; major skills and knowledge required for the construction project managers; comparisons of the general education policies in other countries; performance in construction and the factors affecting the successful completion of construction projects. The investigation of the education, training and experience of project managers, plus the major skills and knowledge required for the project managers was carried out by mailed questionnaires, followed by face to face interviews. This was organised with the co-operation of the European Construction Institute, which represents major international contractors. The number of completed questionnaires received was 120 out of 170 mailed questionnaires. This is a response rate of 70.5%. The responding project managers were clearly successful and working for successful companies. The majority of these project managers are engineering graduates. They are of very strong technical background, but of shallow or very shallow managerial background. The top priority of the required knowledge and skills was given to management related subjects. The importance of technical knowledge is not diminished by the attendant need for management, legal and other personal skills. projects in order to identify the factors affecting the successful completion of construction projects and achieving a clearer picture of the required skills and knowledge for effective project managers. This thesis identifies the following: the education background of project managers; the effectiveness of the major sources of knowledge in contributing to skills and knowledge of the project managers; the top 20 skills required for the job of the project manager; the required actions by all the parties concerned to enhance the effectiveness of construction project managers; the link between the required skills and the factors affecting the successful completion of projects. In general this thesis contributes to the policies for developing effective construction project managers.
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Yerushalmi, Hagit 1960. "Women managers in Israel." Thesis, Massachusetts Institute of Technology, 1999. http://hdl.handle.net/1721.1/9445.
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Thesis (M.B.A.)--Massachusetts Institute of Technology, Sloan School of Management, 1999.Includes bibliographical references (leaves 112-114).
The objective of the research is to examine Israeli women in management, and to illuminate the problems that characterize both women on their way to the top and those who have already reached t he top. In order to see whether Israel is different from other countries in this aspect, I present a comparison between women managers worldwide, followed by a survey of the Israeli social infrastructures which deal with working women compared with those in the United States. Four portraits of women executives illustrate characteristic struggles and conflicts in the career life of Israeli women. Regarding the comparison between Israeli and North American career women, in addition to a great deal of similarity I also find differences which result from both institutional and ideological attitudes concerning family roles. Finally, the research explores the explanations for lack of women in top management positions and offers recommendations.
by Hagit Yerushalmi.
M.B.A.
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Mack, Corina Joy. "Leadership styles of restaurant managers." Menomonie, WI : University of Wisconsin--Stout, 2005. http://www.uwstout.edu/lib/thesis/2005/2005mackc.pdf.
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Beattie, Rona S. "Developmental managers : line managers as facilitators of workplace learning in voluntary organisations." Thesis, University of Glasgow, 2002. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.249921.
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Lomas, D. W. "Surveyors as project managers." Thesis, Hong Kong : University of Hong Kong, 1994. http://sunzi.lib.hku.hk/hkuto/record.jsp?B25947540.
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Jones, G. L. "Managers, work and ideology." Thesis, University of Kent, 1988. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.235011.
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Lightfoot, Geoffrey. "Financial management and small firm owner-managers." Thesis, Kingston University, 1998. http://eprints.kingston.ac.uk/20617/.
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This study investigates financial management and small firms through considering some of the financial concepts that are used by owner-managers, their meanings and the relationships between them. At the same time, it examines the contexts through which these concepts are given meaning - how, for example, the business, the owner-manager and the environment have to be constituted for the concepts to have the meanings they are given. Particular attention is given to the rhetorical constructions that allow the emplacement of certain financial management procedures in small firms to the exclusion of others. In this it differs from existing research into small firms which the study depicts as being locked in to a paradigm of 'best practice' that has both unflatteringly compared procedures in small firms with an idealisation of practices in large firms and proceeded to quantify difference rather than attempt to explain it. The study used discourse analysis procedures to examine two key areas: pricing and cashflow management. From this a number of conclusions are offered as to owner-managers' organisation of their businesses. The principal findings are fourfold. Owner-managers are able to create and manage the interplay between formal accounting procedures with both informal knowledge about the business and wider moral and social conventions in ways that blur such distinctions and emphasise both personal authority and business legitimacy. Secondly, the study shows that as this informal knowledge is often grounded in the owner-manager, ownership and knowledge derived from ownership help define the owner-manager's authority in such a way that external advice is made of limited use or irrelevant. Third, value in the business is revealed as both movable and reflexive. Owner-managers use the prices that they set, for example, as a measure of their own worth and of wider status considerations. Finally, the flexibility in the use of formal and informal knowledge allows the owner-manager freedom to define some areas as calculable (and so subject to 'rational' decision-making) and others 'unknowable' (and thus subject to personal, subjective relationships). As the future is typically rendered 'unknowable' this both allows different treatments of suppliers and customers and helps explain issues such as why owner-managers apparently resist blandishments to increase their planning activities.
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DeMain, Karen A. "Healthcare Managers' Perspectives of their Management Education." The Ohio State University, 2001. http://rave.ohiolink.edu/etdc/view?acc_num=osu1418909720.
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Moss-Jones, J. "Automating managers : the implications of information technology for managers in five manufacturing companies." Thesis, Open University, 1987. http://oro.open.ac.uk/54433/.
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Managers are universally regarded as key to the fortunes of organizations, yet there has been little focus on the effects of information technology (I.T.) on this group. In this research, the implications of I.T. for the work and roles of managers were studied, permanently in office settings, in five manufacturing companies in the Northern Home Counties. The cases provided a wide range of both organizational cultures and I.T. use. Data were obtained largely through 101 semistructured interviews with managers in various hierarchical and functional positions. Supporting material came from questionnaires and documents. and through informal observation on the 49 visits to companies. I.T. consists of several interwoven and rapidly developing computing and communications technologies, and is interacting with the extremely varied environments found in the companies. There is no revolution. Rather I.T. use is growing from its precursors - telex, punched-card machines and earlier computers, and is conditioned powerfully by existing cultures. Gradually, however, the inherent character of the technology is changing practices in general, and management work in particular, in radical ways. The fundamental nature of managers' work is little altered by I.T. It remains fragmented; weakly defined; oral; action orientated. Increased productivity and reduced numbers of staff are consequences of I.T., and these, together with the increase in conceptual and systems skills amongst the work-force, are reducing the hierarchical-authority model of people management, and creating a more "professional-team" culture. The increasing effectiveness of information management that I.T. confers is producing other major consequences for managers. Information management is becoming a central component of their work. Overall, managers are having to adapt to increasingly technological systematised environments, with smaller, more skilled staff teams. The transitions for managers are difficult. especially as companies have given slight attention to preparing managers for these changes, or indeed to management development in general.
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Longton, B. "management behaviour and management information systems." Thesis, Open University, 1988. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.381688.
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Dowling, Nancy Lenthe. "The relationship between senior managers' quality management behaviors and subordinate managers' commitment to quality /." Connect to resource, 1992. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1217263353.
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Dowling, Nancy lenthe. "The relationship between senior managers' quality management behaviors and subordinate managers' commitment to quality." The Ohio State University, 1992. http://rave.ohiolink.edu/etdc/view?acc_num=osu1217263353.
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O'Connor, Michael J. "From chaos to clarity educating emergency managers /." Akron, OH : University of Akron, 2005. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=akron1123250948.
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Dissertation (Ed. D.)--University of Akron, Dept. of Educational Foundations and Leadership, 2005."August, 2005." Title from electronic dissertation title page (viewed 12/27/2005) Advisor, Sandra C. Coyner; Committee members, Isadore Newman, Nancy K. Grant, Duane M. Covrig, Catharine C. Knight; Department Chair, Susan J. Olson; Dean of the College, Patricia A. Nelson; Dean of the Graduate School, George R. Newkome. Includes bibliographical references.
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Oputa, Nkenamchi Benedict. "Project Managers' Strategies for Megaproject Success." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4669.
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In Africa, most oil and gas megaprojects exceed their original budget and time deadlines despite advancement in project management processes and systems. This study explored strategies project managers used for megaprojects' success in the oil and gas industry in Nigeria, from the perspectives of the owner and contractor organizations. Multiple case study design was utilized to collect data by asking open-ended questions in separate interviews with 4 project managers. Archival project data was also reviewed to eliminate information incongruences. The conceptual framework for the study is the contingency theory that there is no universal management structure for every project. The data analysis approach was thematic coding. Study findings from the data analysis were aggregated into 5 themes. The 1st, 2nd, and 3rd themes include the project managers' view of measures of megaproject successes, project managers' strategies for managing the business environment, and the strategies for achieving megaproject execution excellence. The 4th and 5th themes are the strategies for facilitating employee performance and the typical social change development and social change performance initiatives to benefit neighboring communities because of a megaproject. The conclusion from the evidences gathered is that megaproject success is contingent on the ability of the project manager to unravel and address complexity leveraging strategic leadership and systems thinking. From these findings, project managers from the client and contractor organizations may use, adapt, learn, refresh, and improve their project management skills. The significance of the study to positive social change from improving the success rates of megaprojects includes improvement in human capacity development and infrastructural additions that can facilitate economic growth in the region.
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Lagerman, Moa, and Mikael Pietilä. "Middle Managers : Facing Everyday Challenges." Thesis, Jönköping University, JIBS, Business Administration, 2005. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-140.
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Many industries have gone through changes in the last decades, everyone involved have been affected but few have encountered the same amount of changes as the middle managers. Being in the centre of the organisation, torn between wills, middle managers have struggled during the last years to redefine their job. There exists research describing their workdays, what they do and how they spend their time, but we have not found any study that has tried to investigate what challenges the middle managers face.
The purpose of this study is to identify the challenges faced by internally-promoted middle managers.
This thesis uses an inductive approach to fulfil the purpose; the main motivation for the chosen approach is the authors’ reluctance to let any existing theories guide the process. Instead, it is now believed to capture what middle managers actually find challenging and not reject or confirm the work of others which are not directly aimed at the same problem area. The empirical material has been gathered by using qualitative semi-structured interviews with eight middle managers in the auditing industry.
We consider the greatest challenges faced by middle managers to be prioritising in situations of limited time. Since the middle managers tend to leave internal issue to be handled later and instead put their primary focus on customers; relational related issues are found very challenging. Among these; finding a proper level for criticism, handling conflicting expectations and lead personnel in general were emphasized. Administrative related issues was also found challenging, but not to the same extent as relational related challenges. Among the administrative issues: fulfilling goals, scheduling and planning, implementing unsupported decisions, and filter information were stressed as most challenging.
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Brelsford, Noelle. "Do middle level managers contribute to strategic development? : a study of the practices of middle level managers in strategic renewal." Thesis, University of Southampton, 2014. https://eprints.soton.ac.uk/378257/.
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This qualitative research explores the third-order sensemaking practices of middle level managers that could be seen as antecedents of strategic renewal within their organisations, and whether these micro-practices are context-specific or generalisable and transferable. The intention is to answer calls for deepening our understanding of the practices of middle level managers on influencing and changing strategic actions (Jarzabkowski and Spee, 2009; Kwee et al., 2011; Mantere, 2008; Rouleau and Balogun, 2007, 2010), and contribute to the juxtaposition of the bodies of literatures on strategic renewal, Strategy-as-practice, middle level managers and sensemaking. The every day micro-practices of middle level managers have the potential for far-reaching consequences at a macro-level on their organisation’s competitive advantage. The important role of middle level managers in strategy processes has been recognised for a considerable time (Bower, 1970; Burgelman, 1983; Floyd and Lane 2000; Floyd and Wooldridge, 1992, 1997; Nonaka, 1998). However, it has only been in the last decade that there has been a sizeable increase in the literature which discusses the role of middle level managers in strategy processes, viewing them as key strategic actors (Currie and Procter, 2005). In addition, there is also increasing focus on the role of middle level managers emerging from within a number of key process themes in the strategy literature: Strategy-as-practice (Jarzabkowski, 2005, 2008; Jarzabkowski and Spee, 2009; Johnson et al., 2003, 2007; Whittington, 1996, 2003); strategic renewal (Agarwal and Helfat, 2009; Kwee et al., 2011); and sensemaking (Maitlis and Sonenshein, 2010; Rouleau and Balogun, 2007, 2010). This socially constructed qualitative strategic management research (Patton, 2002) is looking at the phenomenon that preceeds and gives rise to strategic renewal, a second-order change process, through the sensemaking practices of 40 middle level managers in different change contexts, combined with an interpretivist approach. Interviews were held with 40 middle level managers involved in organisational transformation. The interviews intended to provide explanatory depth and causal insight to the complex, inter-related and dynamic phenomena in this study (Sayer,1992; 2000), and the agency of the middle level managers (Archer, 2007). Findings indicate that middle level managers’ formal conscious sensemaking practices are more likely to contribute to exploitation, whilst informal sub-conscious sensemaking practices are more likely to contribute to exploration within strategic renewal. Evidence is emerging that ‘issue recognition’ and ‘feeling emotions’ with related informal and sub-conscious sensemaking mechanisms have greater causal effects on renewal, and that enabling factors such as organisational size, diversity and culture, as well as external influences, underpin third-order sensemaking processes among middle level managers.
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Frew, Michael K. "Managers' experience of organizational transformation /." Full-text version available from OU Domain via ProQuest Digital Dissertations, 1994.
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Hemingway, Anne Wilson. "Cost center financial management : training the OPTAR managers." Thesis, Monterey, California. Naval Postgraduate School, 1992. http://hdl.handle.net/10945/23847.
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Corte-Real, M. "The risk management within European equity asset managers." Thesis, City, University of London, 2017. http://openaccess.city.ac.uk/17566/.
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The objective of this research is to understand what risk management processes are currently in place amongst active European equity asset managers, and to determine which practises are most effective. The focus of this research is on active equity portfolios within the European markets. The thesis is divided in five chapters: 1) Introduction, 2) Introduction and literature of risk management in financial institutions, 3) How risk management is currently used in European funds; a survey of 200 asset managers and hedge funds is undertaken to identify current approaches to risk management, and identify what might need to be improved, chapter, 4) using a unique survey, a comprehensive analysis of the level of risk that pension fund clients (Board Members, Chief Financial Officers, and upper management of organisations with pension funds under third-party management), family offices that invest in hedge funds and Intermediate Financial Advisors (IFAs in UK) are willing to accept, and 5) Conclusions. This will cover the financial crisis and the on-going subsequent recovery. The key findings from Chapter 2 are that there is limited literature in this subject, from Chapter 3 that there is significant issues within the risk management systems utilized by the various asset managers and that there is a need to improve considerably these systems and from Chapter 4 using a unique survey we gather a comprehensive analysis of the level of risk that pension fund clients (Board Members, Chief Financial Officers, and upper management of organisations with pension funds under third-party management), family offices that invest in hedge funds and Intermediate Financial Advisors (IFAs in UK) are willing to accept. To the best of our knowledge, this is the first comprehensive study of current risk management practices within active European equity asset managers.
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Ebrahim, Zadeh Sahar. "Management of Inappropriate Behaviors by Healthcare Risk Managers." ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/4965.
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Medical errors are the 3rd leading cause of death in the U.S.. The problem is timely recognition and management of inappropriate healthcare worker behaviors that lead to intimidation and loss of staff focus, eventually leading to errors. The purpose of this qualitative modified Delphi study was to seek consensus among a panel of experts in hospital risk management practices on the practical methods for early detection of inappropriate behaviors among hospital staff, which may be used by hospital managers to considerably mitigate the risk of medical mishaps. High reliability theory guided the research process, utilizing the conceptual framework of fair and just culture patient safety model. A single research question asked what level of consensus exists among hospital risk management experts as to the practical methods for early detection of inappropriate behavior among hospital staff, which managers may use to ultimately mitigate the risk of preventable medical mishaps. This study included nonprobability purposive sampling (n=34) and 3 rounds of questionnaires. Consensus was reached on 8 factors: setting expectations, developing a culture of respect, holding staff accountable, enforcing a zero-tolerance policy, confidentiality of reporting, communicating expected behavior, open communication, and investigating inappropriate behaviors. The implications for positive social change include a better understanding of inappropriate behaviors among healthcare workers as well as the potential to minimize its negative impacts and improve patient safety in healthcare organizations.
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Cabral, John Stephen. "Project Risk Management Strategies for IT Project Managers." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3663.
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Utilizing information technology (IT) to enable new organizational capabilities to achieve near-term objectives and long-term sustainability is a top priority for many business leaders seeking to maintain or increase market share. However, organizational leaders face significant challenges to their strategy execution because the percentage of challenged IT projects has remained relatively static for decades. The purpose of this qualitative case study was to explore risk management strategies used by 7 purposely selected IT project managers (PMs) from a pharmaceutical company located in the northeastern United States who have effectively managed IT project performance by using risk management strategies, leading to the successful delivery of an IT project. The conceptual framework that guided the research was actor-network theory. The data collection included semistructured interviews and the collection of internal organizational risk registers and other project risk management documentation. An inductive content analysis followed the procedures outlined in Malterud's systematic text condensation strategy, yielding the following major strategies to increase IT project performance: performing knowledge management, promoting a positive risk culture, utilizing an existing risk management framework, and performing risk-related communication. The implications for positive social change include the potential to help IT PMs deliver the expected business value on time and within budget, which, in turn, may enable pharmaceutical companies to improve the quality of life of afflicted individuals and populations in need of safe, economical, and innovative therapies.
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Andersson, Thomas. "Managers' identity work : experiences from introspective management training." Doctoral thesis, Högskolan i Skövde, Institutionen för teknik och samhälle, 2005. http://urn.kb.se/resolve?urn=urn:nbn:se:his:diva-1595.
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The study takes its point of departure in the complex relation between “being yourself” and being manager, i.e. the struggle between what one ought to do as a representative of an organizations and what one want to do as a person. Introspective management training constitutes one extreme of focusing on the person in this matter, i.e. managers should develop their own unique leadership style upon “who they are”. The influences on managers from this type of management training are not self-evident considering the complex relation mentioned in the beginning. The study therefore aims at describing how introspective management training influences practicing managers. To reach that aim six managers representing three different organizations were followed during and after their participation in an eight month long introspective management training. For the managers in the study, the introspective training was mainly an arena for identity work. Identity work meant dealing with conflicting identities, elaborating and developing identities, roles and role transitions, and struggling to fit into different discourses, rather than finding the “true self”. The identity process is complex and is influenced both by direct interaction with others “here-and-now” and by the “generalized other”, which goes beyond “here-and-now”. Identity work and role transitions are important parts of management considering the relational aspect of both identity and role. The introspective management training seems to have a potential on the personal level for the managers, but the organizational gain is more doubtful. There is a need of reciprocity during the process to enable an organizational enhancement together with the manager’s personal
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O'Reilly, C. "Identifying management competencies of hotel owner-managers & general managers in the Republic of Ireland." Thesis, Nottingham Trent University, 2015. http://irep.ntu.ac.uk/id/eprint/27725/.
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The objective of this research was to investigate the concept of competencies, explore and identify the management competencies of hotel owner-managers and general managers in the hospitality industry in the Republic of Ireland. In other words, this research explored how hotel owner-managers and general managers identified, interpreted and made sense of their notion of managerial competencies in a complex work environment. The research was set within the context of the Irish hospitality and tourism industry, specifically within the hotel sector which has experienced a socio-economic crisis and periods of significant change. Hotels in the Republic of Ireland play a key role in its economic and cultural life, as Ireland has earned an international reputation for welcoming visitors from across the globe. This study drew on a social constructionism ontology: an interpretative epistemology with a theoretical perspective that framed the methodology using qualitative data analysis and interpretation. Qualitative data, with its emphasis on ‘people’s lived experience are well suited for locating the meanings they place on events, processes and structures of their lives, and for connecting these meanings to the social world around the’ (Miles & Huberman, 1994:10). The data was collected from interviews with twelve hotel owners and general managers in the Republic of Ireland. Three interdependent themes including managing hospitality services in hotels, staff, and language of emotion emerged. The thematic analysis was analysed using Weick’s sensemaking framework to garner meanings that are socially constructed through their lived experience of work. These three themes were woven together across two broad lines of enquiry: 1. How hotel owner-managers and general managers identified and used their qualities and the language of emotion together with skills and knowledge to manage employees to deliver hospitality services internally in hotels punctuated by a complex external business environment. 2. How hoteliers made sense of self-identity and occupational identities in their efforts to become competent hotel owner-managers and general managers in the hospitality industry in Ireland. The findings reveal evidence pointing towards a social constructionist process (Berger & Luckmann 1966) through which these hoteliers constructed their realities of clusters of management competencies using a combination of learned skills and knowledge underpinned by qualities and emotions. It examined these competency clusters of qualities such as honesty, integrity, respect, a positive attitude, intrinsic care, and intuition whilst the role of emotions such as care, empathy and support were used to build relationships as key skills in managing employees and customers alike. Alongside these, clusters of skills included communication, financial and cost management and technology and managing people as well as facilities management. Finally, it was argued that taken together in what constitutes competence these clusters of qualities, emotions, skills and knowledge were conceptualised that these are the building blocks for assembling a competent identity of self-fused into the occupational identity of an hotelier, be they an owner-manager or general manager.
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Kwok, Chor-wo. "Competencies of project managers in Hong Kong." Click to view the E-thesis via HKU Scholars Hub, 2004. http://lookup.lib.hku.hk/lookup/bib/B37930151.
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Salas, Nikki M. "Exemplary City Managers Leading Through Conversation." Thesis, Brandman University, 2018. http://pqdtopen.proquest.com/#viewpdf?dispub=10828554.
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Purpose: The purpose of this phenomenological research study was to identify and describe the behaviors that exemplary city managers practice to lead their organizations through conversation using Groysberg and Slind’s (2012b) 4 elements of conversation leadership (intimacy, interactivity, inclusion, and intentionality).
Methodology: This qualitative research study was used to describe the behaviors of exemplary Southern California city managers. The counties included in the study were San Luis Obispo, Los Angeles, Riverside, and San Bernardino. The researcher selected 10 exemplary city managers that met 4 of the 6 criterion identified as exemplary. The phenomenological research design was selected to explain how these city managers lead through conversation. Data collection included semistructured interviews, observation, and collection of pertinent artifacts. The researcher used the NVivo software to provide analysis of the data and show the emerging themes. The themes were then examined to identify behaviors that the exemplary city managers practice to lead through conversation.
Findings: Examination of qualitative data from the 10 city managers, collected through in-depth interviews, observational data, and review of artifacts produced 20 themes and 299 frequencies within the conversational leadership elements. Ten key findings supported the conversational leadership elements of intimacy, interactivity, inclusion, and intentionality.
Conclusions: The study supported Groysberg and Slind’s (2012b) 4 elements of conversational leadership and identified specific behaviors that exemplary city mangers practice to lead their organizations. The culmination of research identified four conclusions. City managers must (a) engage in conversations that promote trust and listening attentively to engage stakeholders in honest communication, (b) focus development strategies to cultivate a culture of open dialogue and a two-way exchange of information, (c) use strategies to gain active contributors to ensure a member’s commitment to organizational goals, (d) use conversation to create clarity of message, provide focus, and elicit feedback on goals and directions. Recommendations: Further research is needed on city managers practicing conversational leadership in different regions of the United States. Additionally, research is needed on for-profit, publicly traded companies and professional sports organizations and the use of conversational leadership.
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O'Connor, Michael J. Jr. "From Chaos to Clarity: Educating Emergency Managers." University of Akron / OhioLINK, 2005. http://rave.ohiolink.edu/etdc/view?acc_num=akron1123250948.
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Analoui, Farhad, and Mohammed I. Al-Madhoun. "Empowering SME Managers in Palestine." Ashgate Publishing Ltd, 2006. http://hdl.handle.net/10454/3784.
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NoSMEs create employment, wealth and a potential for future growth. In Palestine they can also mean survival and freedom. In Palestine they are not a choice but a necessity for sustainable development. But by their nature SMEs are vulnerable in a business environment characterized by uncertainty. To give the managers of SMEs in Palestine a realistic chance of success they need training to enable them to meet the challenge of running their enterprises effectively. Drawing on original research undertaken within Palestine this book explores how the challenge is being met (and considers how it might be even more successfully met) by enabling and empowering the owners and managers of these pioneering businesses.
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Gonzalez, Prieto Alberto. "Adaptive management for networked systems." Licentiate thesis, Stockholm : School of electrical engineering, KTH, 2006. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-4022.
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Cui, Peng. "Understanding brand managers' intangible capital and capability." [Kent, Ohio] : Kent State University, 2008. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=kent1216661247.
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Thesis (Ph.D.)--Kent State University, 2008.Title from PDF t.p. (viewed Nov. 10, 2009). Advisor: Michael Hu. Keywords: brand management; intangible capital; capability. Includes bibliographical references (p.100-115).
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Arttachariya, Patricia. "Women managers in Thailand : cultural, organizational and domestic issues." Thesis, University of Warwick, 1997. http://wrap.warwick.ac.uk/50541/.
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The main objective of this exploratory study was to add to the almost non-existent Thai literature on women in management. Three key themes were pursued throughout the study, i. e., the representation of Thai women in management, their work versus family responsibilities, and the barriers they encounter in ascending the managerial hierarchy. The study was conducted in three distinct phases. First, a survey questionnaire was distributed to 536 male and female middle-level managers across diverse organizations in Bangkok. Second, semi-structured interviews were conducted with 67 women managers. It was likely that those in public sector organizations differed in their background and work experiences from their counterparts in private firms, hence data was collected from women managers in the two sectors and comparisons made. Lastly, structured interviews were held with 25 Human Resource/Line managers from a crosssection of firms in which the women managers worked. The study found that the women who have succeeded in these organizations are the ones who have very similar backgrounds and attitudes to the men. They work the same long hours, and have the same interest in furthering their careers as men. Therefore we cannot explain women's career barriers in terms of individual characteristics, such as their motivation or commitment to work. The results suggest that organizational structures and processes are central to an understanding of the ways Thai women are marginalized and excluded from managerial positions. For instance, women were clustered in relatively few occupations, received less in terms of earnings and training, had smaller spans of management, and less authority for final decisions than men. During interviews, women managers mentioned that the negative attitudes of male managers and gender biases in organizational practices, were barriers they had frequently encountered. The data also revealed that the contradictory and ambiguous values that underlie women's role as wife-mother at home and manager at work, necessitated a constant struggle for balance and remarkable personal sacrifices on the part of Thai women managers. By way of conclusion this dissertation submits that there is not a single cause that constrains women's advancement but rather a pattern of cultural, social and legal factors that characterizes the general situation of women managers in Thailand. Theoretical and practical implications of these findings for women in management are discussed and future directions for research in this area are suggested.
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Simmons, Cheryl Lynn. "Managers' and non-managers' conflict resolution styles: The effect of gender role." CSUSB ScholarWorks, 1996. https://scholarworks.lib.csusb.edu/etd-project/1396.
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Kirk, Joyce. "Theorising information use : managers and their work /." Electronic version, 2002. http://adt.lib.uts.edu.au/public/adt-NTSM20031028.165129/index.html.
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Mabasa, Amos. "A change management model for school managers / Amos Mabasa." Thesis, North-West University, 2006. http://hdl.handle.net/10394/2484.
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Zhang, Q. "Memory management architecture for next generation networks traffic managers." Thesis, Queen's University Belfast, 2012. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.557859.
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The trend of moving conventionallP networks towards Next Generation Networks (NGNs) has highlighted the need for more sophisticated Traffic Managers (TMs) to guarantee better network and Quality of Service (QoS); these have to be scalable to support increasing link bandwidth and to cater for more diverse emerging applications. Current TM solutions though, are limited and not flexible enough to support new TM functionality or QoS with increasing diversity at faster speeds. This thesis investigates efficient and flexible memory management architectures that are critical in determining scalability and upper limits of TM performance. The approach presented takes advantage of current FPGA technology that now offers a high density of computational resources and flexible memory configurations, leading to what the author contends to be an ideal, programmable platform for distributed network management. The thesis begins with a survey of current TM solutions and their underlying technologies/architectures, the outcome of which indicates that memory and memory interfacing are the major factors in determining the scalability and upper limits of TM performance. An analysis of the implementation cost for a new TM with the capability of integrated queuing and scheduling further highlights the need to develop a more effective memory management architecture. A new on-demand QM architecture for programmable TM is then proposed that can dynamically map the ongoing active flows to a limited number of physical queues. Compared to the traditional QMs, it consumes much less memory resources, leading to a more scalable and effiCient TM solution. Based on the analysis of the effect of varying Internet traffic on the proposed OM, a more robust and resilient QM architecture is derived that achieves higher scalability and pefformance by adapting its functionality to the changing network conditions.
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Diedrich, Andreas. "Engineering knowledge : how engineers and managers practice knowledge management /." Göteborg : BAS publ, 2004. http://catalogue.bnf.fr/ark:/12148/cb39983743r.
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Dunn, Elaine Louise. "Towards transformation in management education : telling the managers' tales." Thesis, Lancaster University, 2011. http://eprints.lancs.ac.uk/61591/.
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This thesis focuses on the experiences of twelve senior managers who participated in postgraduate management education programmes embodying a transformative intent. It is informed by primary empirical research into the learners‟ perceptions of the emotions and changes in thinking attributed to their learning experiences and the emotions and changes in practice associated with transfer of learning into their workplace. The empirical research involved twelve research subjects over a two-year period, from the 2003-05 cohorts of the Exeter Masters in Leadership Studies and the Ashridge Masters in Organisational Consulting. . The context is the contemporary debate about the alleged failings of management education which focuses on instrumental failure, ethical failure, and a disconnection between teaching and practice. Scholars have recommended and experimented with new forms of management education which challenge conventional assumptions, problematise existing knowledge, surface values and interests, embody critical reflection and facilitate experiential learning. However, research into critical adult education in the US has fuelled speculation that managers might suffer disturbing practical and emotional consequences as a result of questioning deeply held beliefs and behaving contrary to organisational norms. Educators have been urged to understand these consequences, but to date there has been little research in this area. Previous research has focused primarily on the challenges faced by educators within the learning environment. This thesis finds that critical postgraduate management education can be a site for transformative learning, that the outcomes for managers can be positive if educators provide skilled support, but that these outcomes are not necessarily gender neutral. It is argued that critical management learning discourses and practices need to balance critique with the teaching of research-informed theories for managing and organising work. This means theories informed by a new paradigm which embodies a relational understanding of human individuality, behaviour and development.
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Spyriadis, Thanasis. "Performance evaluation framework for destination management organisations : managers' perpectives." Thesis, Bournemouth University, 2014. http://eprints.bournemouth.ac.uk/21384/.
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This study aims to develop a performance evaluation framework for Destination Management Organisations (DMOs). Although tourism researchers (Ritchie and Crouch 2005; Pike 2005; Bornhorst et al. 2010; Morrison 2013; Pike and Page 2014) acknowledge that the organisational performance of a DMO is a key determinant of destination development and competitiveness, existing studies in this area are scarce. Therefore, the major contribution of this study is towards the advancement of knowledge and understanding of the construct of DMO effectiveness, and ultimately the development of a robust DMO performance evaluation framework (PEF). A stronger focus on evaluation of DMO effectiveness is particularly relevant in light of the recent public sector funding cuts in England that have significantly affected DMOs. The thesis is informed by a critical review of the existing tourism destination development and performance management literature. The discussion focuses on the strategic and operational roles of DMOs as key development agents within the contemporary context of destinations in England. Moreover, the study is informed by relevant performance management theories applied in wider private, public and non-profit organisational contexts. The principles of organisational effectiveness in this study are examined by a synthesis of multiple theoretical lenses: goal theory, stakeholder theory and competing values approach. Particular emphasis is placed on existing theory and practice of evaluating organisational effectiveness in the context of small and medium organisations, as well as development agencies, as they are pertinent to the organisational nature of DMOs. The study’s research design is underpinned by an interpretive social sciences paradigm and employs a qualitative methodology. A total of twenty semi-structured interviews were conducted with senior DMO managers across England. Emphasis is on identifying senior DMO managers’ perspectives on the concept of effectiveness and organisational performance. Furthermore, the interviews focus on exploring the key determinants of DMO performance evaluation. The thematic analysis and critical discussion of DMO managers’ views with the relevant literature has led to relevant conclusions that informed the performance evaluation framework as presented in the final chapter of the thesis. The theoretical contributions of the study include the identification of key performance perspectives that enable the comprehensive evaluation of operational effectiveness and strategic impact of DMOs. The findings of this study suggest that DMO effectiveness is defined by the organisation’s rationale for existence and non-profit strategic impetus, which includes supporting the visitor economy by means of strategic value creation and co-creation, strategic leadership for tourism development, and advancing the collaborative governance structures for tourism development. The study ascertains that several features of the specific destination context determine the complexity of destination development and ultimately the emphasis of DMOs in particular performance evaluation perspectives. Nevertheless, it was found that a holistic approach to DMO performance evaluation requires a focus on two key interrelated perspectives: outward-looking and internal. From an outward-looking perspective, DMO performance evaluation primarily focuses on the achievement of strategic tourism development results that the DMO creates or co-creates with its stakeholders. These strategic results (or value) is underpinned by the DMO’s rationale for existence, and is associated with its supporting and leadership role in four destination development areas: identifying the rationale for intervention; designing action plans for the strategic support of tourism; administering the implementation of destination development activity; and, monitoring the impact of development interventions. Internal performance perspectives focus on internal value creation within a DMO in terms of business planning and organisational capability. The former relates to evaluation of business objectives and functions, as well as structures and processes; while, the latter relates to evaluation of resources, skills and competences. Importantly, the interface between outward-looking and internal perspectives of DMO effectiveness is elusive, as internal and external stakeholders co-create value with various levels of contribution at different stages of the process of development. The study specifies the nature and mechanisms of value creation and co-creation across outward-looking and internal perspectives of DMO performance; therefore, it supports an advanced understanding of the dynamics that determine the elusiveness between DMO and destination success. The study has several practical applications for DMO managers and policy makers. The study can help DMO managers conduct systematic and robust performance evaluations of their organisation by combining both outward-looking and internal perspectives of DMO effectiveness. This can help them identify areas for improvement of economy, efficiency, capacity and effectiveness in achieving strategic and operational results. Ultimately, this can lead to improvements in return on investment for DMOs and their resource providers (e.g. funders). The study can help DMO managers and stakeholders determine each other’s contribution to the value creation and value co-creation in destination development activities. This can assist DMOs evaluate their added value or additionality in destination development initiatives, which in turn can support or clarify the rationale for the DMO’s existence. Moreover, the study supports improvements in destination development initiatives by promoting the need for DMO managers to work in partnership with stakeholders and advance unified theories of change and impact chain models for destination development. This way, DMO managers can improve effectiveness in monitoring and controlling the processes of project and programme implementation. The study also helps DMO managers identify gaps in skills and competences for performance monitoring and evaluation. Demonstrating commitment in developing performance evaluation capability, as well being able to demonstrate return on investment can be valuable for DMOs. It enables them to gain credibility, trust and legitimacy, which can lead to improved capacity to develop successful partnerships with key stakeholders. This is then particularly important in the contemporary context of DMOs in England, where they work as key partners within LEPs. In addition, it is valuable in times of scarce public sector funding as strengthening partnerships with key stakeholders can lead to opportunities for revenue generation. Finally, the study can enable policy makers to evaluate DMO performance and rationalise their existence and their roles in the context of sustainable destination development.
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Shapoval, A. "Ethical problems of management: egoism of managers, "employees - stars"." Thesis, Видавництво СумДУ, 2006. http://essuir.sumdu.edu.ua/handle/123456789/21618.
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Barbosa-McCoy, Vanessa Lizzette. "Hotel Managers' Motivational Strategies for Enhancing Employee Performance." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2064.
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More than 600,000 employees depart the hospitality industry for a variety of reasons such as lack of motivational strategies (MS) of hotel general managers (GMs). The purpose of this multiple case study using census sampling was to explore what MS hotel GMs used to enhance employee performance. The 3 GMs of 3 full-service branded hotels with a guest capacity of 160-699 were randomly selected in South Florida. Data were collected from face-to-face interviews with the hotel GMs, employee performance evaluations, and results of guest and employee satisfaction surveys from the hotel GMs. Data analysis involved methodological triangulation to determine how motivation was captured and measured using interpreted data, verification through the member-checking process, and coding techniques such as mind mapping to identify reoccurring codes and categories. Through thematic analysis, 4 major themes emerged: workplace motivation, job satisfaction, positive performance, and social expectation. Findings from the 4 themes revealed that recognition and guest satisfaction unveiled a positive effect on employee performances and that motivation through community engagement gave employees reasons to perform well. The effectiveness of MS on employee performance was conceptualized by the expectancy theory to determine motivational triggers and the behavior engineering model to determine which MS led to improved performance. Social implications include encouraging hotel GMs to adjust and develop motivational strategies that engage employees to improve the employee-customer relationship and to increase community involvement which may promote positive social change.
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Merrette, Edwin James. "Company 'doctors' : do higher academic qualifications make for 'better' managers?" Thesis, University of Birmingham, 2004. http://etheses.bham.ac.uk//id/eprint/85/.
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This thesis addresses two main questions. Firstly “Are there significant differences between the level of academic achievement (qualification) of German senior managers and their British counterparts?” Secondly if so, “why should this be so?” These two questions lead to a third, “what impact, if any, do these differences have”? This third question, whilst it is not the focal point of this research, is discussed in outline in so far as it impinges upon our topic, it would however probably be more properly addressed as the subject of a further separate thesis. This thesis, supports the proposition that German senior managers are usually academically better qualified than their British counterparts and in particular that many more, by a factor of between 10 and 50 to one, have Doctorates. It identifies long standing and deep-seated cultural differences as being one of the principal reasons why this should be so. As to the third question the differing levels of productivity in the two countries, particularly in the manufacturing industry, have been the subject of much debate. This thesis supports the argument that lack of qualification both academic and vocational of British managers may contribute to this difference. However, it also indicates that the British less focussed more generalist approach may prove advantageous where the ability to innovate or to be entrepreneurial is concerned, an area where German managers it seems do less well.
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Krabuanrat, Kanogkpun. "Strategic decision making for Thai executive managers." Thesis, University of Surrey, 1997. http://epubs.surrey.ac.uk/601/.
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Cary, Barbara Lorraine. "Case managers and ethical decision making." Thesis, The University of Arizona, 1997. http://hdl.handle.net/10150/291522.
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In a descriptive study, Lutzen's Moral Sensitivity Questionnaire (MSQ) was used to describe nurse case managers' perception of ethical decision making. Both community-based and hospital-based case managers responded. Research questions addressed (a) relationship between respondent's age and patient autonomy and between length of experience as case manager and benevolence; and (b) difference in conflict in ethical decision-making by level of education and difference in rules in ethical decision-making by type of setting. No significant correlations were found between the respondent age and patient autonomy nor between the respondents' length of experience as case manager and benevolence. There was a statistically significant difference in perception of conflict by educational level. Difference in rules in ethical decision making by type of setting approached statistical significance.
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Wu, Maomao. "Adaptive privacy management for distributed applications." Thesis, Lancaster University, 2007. http://eprints.lancs.ac.uk/12984/.
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In networked computing environments, it becomes increasingly difficult for normal people to manage privacy, i.e., “to determine for themselves when, how, and to what extent information about them is communicated with others”. The thesis argues that achieving better privacy is not about hiding as much personal information as possible but enabling personal information disclosure at a level of openness that is as close as to a user’s desired level to assist him/her in accomplishing useful tasks. Following Palen and Dourish’s observation that privacy management is a dialectic and dynamic boundary regulation process [Palen03], the thesis argues that no set of pre-specified static privacy policies can meet users' changing requirements for privacy in networked computing environments, and therefore a new approach (i.e., adaptive privacy management) is proposed as the process that a user and/or a system to continuously adjust the system behaviour of disclosing personal information according to the user's changing desire for openness. In this thesis, we propose a set of requirements for adaptive privacy management and i the design and implementation of a middleware that meets these requirements for the target domain of applications that enable intentional sharing of personal information in networked computing environments. The middleware facilitates the creation of adaptive privacy aware applications that allows users or the system on behalf of the user to adjust the balance between openness and closedness; leading to an evolution of the users’ privacy preferences as a result of on-going interactions. A prototype adaptive privacy management system was implemented based on this middleware; demonstrating the feasibility of adaptive privacy management for the target domain. Both the principles of adaptive privacy management and the prototype implementation were evaluated based on the results of a detailed user study using a GSM location sharing application constructed using the prototype platform. The study reveals the our core requirements are important for end users, and that our supporting design did provide adequate support for the characteristics we propose.