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Dissertations / Theses on the topic 'English in the Workplace'
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1
Franklin, Kim Roth. "English in the Workplace: Case Study of a Pilot Program." PDXScholar, 1995. https://pdxscholar.library.pdx.edu/open_access_etds/5018.
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This study is participant observational research focused on a description of an United States Department of Education grant-funded English in the Workplace pilot program. The survey of the literature shows that there is an increasing need to provide educational opportunities for workers who, for various reasons, are not currently being served by traditional education providers. The study presented here describes a pilot program and asks "How is an English in the Workplace program developed and implemented? What do those characteristics of workplace education programs, as identified in the literature, 'look like' once such a program has been implemented?" The researcher collected data from on-site observation of the classes and staff meetings, interviews, and program final reports and records. The elements that characterize this particular pilot program are common to those described or proscribed in the literature on workplace education. These elements include needs assessment, the physical setting, the participants, the instructional schedule and materials, as well as final evaluation. This study suggests that employers, by working together with educators, strive to meet the educational needs of employees, specifically, English language instruction, by providing and supporting English as a Second Language (ESL) instruction in the workplace. This study recommends that (1) workplace ESL instructors balance employer and employee needs by considering what the employer and the employees consider the program's purpose to be, (2) instructors supplement a general life-skills curriculum with workplace materials, (3) instructors be trained how to implement an English in the Workplace program, (4) instructors meet with the employees, management, supervisors, and trainers on a regular basis to assess whether the program is meeting the goals of everyone involved in the program. This study adds to the understanding of workplace education programs by specifically describing the characteristics of a particular English in the Workplace pilot program. However, additional research is needed to better understand the effects of workplace education, not just characteristics. The researcher concludes that future research is needed that examines the potential impact of workplace education programs.
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Cheung, Ching Yi. "A comparison of business correspondence writing conducted in two contexts : the classroom and the workplace." HKBU Institutional Repository, 1995. http://repository.hkbu.edu.hk/etd_ra/88.
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Lohrová, Helena. "Internal meetings : the process of decision-making in workplace discourse." Thesis, University of Birmingham, 2012. http://etheses.bham.ac.uk//id/eprint/3490/.
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The thesis argues that by mapping three selected discursive practices – Explanations, Accounts, and Formulations – and by interpreting their respective roles and interrelations, it is possible to assess how, through talk, decisions are developed and implemented in meetings. Drawing on a longitudinal, year-long observation of business meetings undertaken by managerial teams in a large UK Chamber of Commerce and on analyses of authentic audio data, the thesis investigates how decision making is enacted in meetings discourse in the context of organisational change. A structured, Conversation-analytical approach is employed to examine the transcribed data and develops a macro-/micro- matrix within which to understand the behaviour and influences of the practices on decision-making. The research specifically expands the role of Explanations and furthers the established communicative properties of Accounts and Formulations proposed in the ground-breaking work of Scott and Lyman (1968) and Heritage and Watson (1979), respectively. Most importantly, the analysis identifies the significance of long turns in the meetings data, and documents the link between decision-making and the recurrence and clustering of the three practices in or around these.
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Herbert, Jill, and n/a. "English in the workplace: meeting the need of the non English-speaking background staff at the University of Canberra." University of Canberra. Education, 1994. http://erl.canberra.edu.au./public/adt-AUC20050809.120042.
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Limited English proficiency (LEP) amongst non-English-speaking background
(NESB) employees is a major concern for the Government, employers and unions in
Australia. Due to their low levels of English proficiency, NESB employees are often
unable to carry out effectively the required workplace tasks. In the current climate of
rapid change in workplaces, as a result of Award Restructuring, NESB employees
may also lack the communication skills necessary to undertake skill-based training
and, therefore, be further disadvantaged.
In light of these concerns, this study investigated the English learning needs of a
group of NESB non-academic staff at the University of Canberra (UC). It established
that there was a gap between their present levels of English proficiency and the levels
required in their current positions. As a result, these employees are unable to engage
effectively in all communication tasks required in the workplace.
Following a detailed analysis of the current literature on the provision of workplace
English training it is recommended that an English in the Workplace (EWP) program
be provided at the UC for NESB non-academic employees. Specific recommendations
are made regarding the design and implementation of the learning program.
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Taylor-Henry, Amy. "Learning work in the ESL classroom : an evaluation of textbooks designed to teach ESL in the workplace." PDXScholar, 1995. https://pdxscholar.library.pdx.edu/open_access_etds/3604.
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A growing number of American businesses are offering ESL courses at the work site; likewise, more and more textbooks designed specifically for teaching ESL in the Workplace (EWP), are being written and published. The need for an evaluation of these new texts with regard to current teaching methodology, the particularities of EWP, and the social implications of EWP is a vital one. A good EWP text, besides serving as a guide and resource for learners, can also facilitate intercultural understanding, increase awareness of workers' rights and unions, and promote participation in training programs for job flexibility and promotion. Most importantly, a good EWP textbook can develop the skills necessary for learners, not simply to fit into the American world of work, but to become active participants in their workplaces.
This study was intended to determine what EWP texts are currently available, and to evaluate them in light of three primary concerns: the social implications of their contents, their portrayal of workplace culture and relationships, and their effectiveness in exploring issues of conflict and unfairness at work.
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Taylor, Pimsiri. "Identity and participation in a workplace English language training classroom in Thailand : a community of practice perspective." Thesis, University of Nottingham, 2014. http://eprints.nottingham.ac.uk/14462/.
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This ethnographic study investigates identity and participation in a workplace English language training classroom in Thailand. As a practitioner’s enquiry, the research methods of participation observation, interviews and questionnaires were employed in exploring a 40-hour training classroom which acts as a workplace community of practice for both the teacher and the student participants. Through the lens of communities of practice (Lave and Wenger, 1991), the research shows the significance, despite common assumptions of shared interests and choice to participate in communities of practice, of gatekeeping and legitimacy defined by the Human Resources department. As a formal corporate training classroom with an outside language instructor, there is evidence of multiple identities and forms of participation. The identities of expert newcomers, semi-expert newcomers as well as non-expert old-timers pose questions about forms of participation, especially legitimate peripheral participation and full participation, in the communities of practice model. Reversal of identities in the classroom between teacher and students emphasise pedagogical roles in the community. Identities are negotiated and constructed amongst the interrelationships of legitimacy, power relations, and social structures of the community of practice. Within the different layers of social practice (classroom, organisation and Thai cultural and social norms), legitimation conflicts arise. English language proficiency, and skills and knowledge regarding the organisation and engineering, coupled with the role of ‘seniority’ in peer relationships expressed in the pseudo-sibling relationship in Thai culture, are common causes of tension. Individual participants must exercise their agency to negotiate their identities and power among these conflicts and tensions. Using both verbal and non-verbal language, language-related identities contribute to identity negotiation and construction. ‘Joker’ and ‘silent member’ identities suggest the use of humour and silence as a discursive practice. Code-switching from English to Thai enables language to be used as a shared repertoire in the community. Specific use of pronouns in Thai represents the identities of classroom participants. The research shows that language use and culture should be central to the analysis of identity and participation in communities of practice. The thesis concludes by discussing implications for researchers on communities of practice, and practitioners in English language corporate training and English for Specific Purposes.
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Tanner, Lindsay Elizabeth. "Testing the Test: Expanding the Dialogue on Workplace Writing Assessment." BYU ScholarsArchive, 2017. https://scholarsarchive.byu.edu/etd/6616.
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This project is a case study of writing assessment practices in a particular workplace called "High Hits," a local search engine optimization (SEO) company. The writing tests given to new hires serve a parallel purpose to academic placement exams, in that they are a high-stress, high-risk situation that aims to evaluate writer ability rather than the quality of the completed task (Haswell 242, Elbow 83, Moss 110). However, while academic assessment measures ability with the aim to improve the students' learning, workplace assessment is driven by market forces and is seen in terms of return on investment. This case study used qualitative and quantitative measurements to examine the writing tests of employees; this examination was followed by analyzing a random sampling of subsequent writing tasks of copywriters to determine whether the assessment methods being used by the company to assess the writing tests adequately predicted the writing ability of the copywriters.
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Hamid, Rohani Abdul. "The teaching of English in secondary schools in Malaysia with specific reference to workplace needs." Thesis, University of Southampton, 1995. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.259993.
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Stewart, Mary Amanda. "Social Networking, Workplace, and Entertainment Literacies: the Out-of-school Literate Lives of Newcomer Latina/o Adolescents." Thesis, University of North Texas, 2012. https://digital.library.unt.edu/ark:/67531/metadc149668/.
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Studies indicate that Latina/o immigrant youth engage in a wide range of sophisticated literacy practices outside of school that are often transnational, crossing various linguistic, cultural, and social spaces. Technology has further afforded immigrant youth the opportunity to develop transnational capabilities which are rare in the mainstream population, yet needed in the 21st century of global connectedness. However, Latino immigrant youth drop out of school at disproportional rates, suggesting that their literacy practices are not recognized or valued by the educational system. Using a New Literacy Studies perspective that recognizes multiple literacies that are meaningful within their sociocultural traditions, this collective case study investigated the range, form, and purpose of the out-of-school literacies of four Latina/o adolescent English Learners who are new arrivals. The qualitative methodology employed constructivist interviews, digital and actual artifacts, and observations. Findings demonstrated that the most prevalent out-of-school literacies the participants practice take place on the social networking site of Facebook, in their workplaces, and through the entertainment media sources of music and television. A cross-case analysis suggests that the literacy practices in these spaces have unique and purposeful roles for the individuals that allow them to connect to their home countries and maintain their Latina/o identities. Additionally, the participants use their out-of-school literacy practices to acquire English, support themselves, and establish a place to succeed. The five aforementioned spaces that their Facebook, workplace, and entertainment literacy practices fill are virtually absent from their in-school literacies. This study suggests literacy pedagogy and research must not continue to impose a narrow monolingual, monocultural, monoliterate, and monomodal view of Latina/o immigrant students which essentially divests them of their greatest resources. Their literacy practices demonstrate that they are transnational, transcultural, emergent bilinguals who competently engage in multimodal means of communication across multiple linguistic, cultural, social, and geographic borders. Educators must reconceptualize school-based literacy to account for the ways immigrant youth make meaning outside of school to provide them a more equitable education that will nurture their transnational skills needed in modern society.
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Nygren, Josefin. "Using English as a Lingua Franca at an International Company : A Study of the Communication Between Non-native English Speakers in a Swedish Workplace." Thesis, Högskolan i Halmstad, Akademin för lärande, humaniora och samhälle, 2018. http://urn.kb.se/resolve?urn=urn:nbn:se:hh:diva-36582.
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This essay examines the communication in English and use of English at a Swedish company with employees from all over the world. The aim is to investigate how the employees experience speaking English with their colleagues and if they believe that misunderstandings can occur owing to their language differences. The linguistic focus of this study is towards sociolinguistics, including lingua franca, language use and communication as well as a small portion of language acquisition, considering that the majority of employees do not speak English as their native language. The results of the study have shown that all employees at the company speak English daily, but the experiences and opinions of it vary, mostly depending on which department they work in and what kind of education they have had previous to them working at the company.
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Green, Christopher Frank. "Communication in the professional workplace in post-colonial Hong Kong : the roles and statuses of Chinese and English." Thesis, University of Leicester, 2001. http://hdl.handle.net/2381/30971.
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This study reports the findings of an investigation into the roles of English, standard written Chinese and Cantonese in the workplace in post-colonial Hong Kong. The study was motivated by the paucity of large-scale, broad-spectrum research into language use in workplace communication in Hong Kong. Previous studies, while helpful and suggestive, have tended either to focus on language use within a single profession, or are small-scale in scope. The findings of this study derive from a questionnaire survey of 3,019 subjects employed in both the public and private sectors and by Hong Kong-owned and foreign-owned organisations. Subjects mostly held junior rank within their employing organisations and were drawn from large, medium-sized and small employing concerns within the five broad professional fields of Business Services, Community and Social Services, Construction and Real Estate, Engineering, and Manufacturing. A multi-method approach to data collection was adopted to achieve triangulation: the quantitative survey data were analysed statistically and are interpreted partly by reference to qualitative data elicited from a focus group interview with participating subjects and five individual case study subjects who kept a written record of their language use over a single typical working week. Results indicate that English continues to function as the unmarked language option for internal and external written communication in both the public and private sectors of the local economy. Chinese professionals who work for foreign-owned organisations in Hong Kong make greater use of English in written communication than do their counterparts in Hong Kong-owned companies. Professionals who work for large Hong Kong concerns manifest a slightly greater need to read or write in English than those who work for small local companies. In terms of spoken communication, Cantonese emerges clearly as the unmarked language option for intra-ethnic communication in informal situations.
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Cohn, Mary Louise. "Working It Out: ESL Literacy Skills, Strategies, and Systems in the Workplace." PDXScholar, 1992. https://pdxscholar.library.pdx.edu/open_access_etds/4579.
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This study investigates the strategies and resources a group of non-native English speakers with limited reading ability use to fulfill literacy functions work. The nineteen study subjects are employed as production workers in a large electronics manufacturing company. Using in-depth interview data, limited testing and document analysis, the study addresses three major research questions: 1) For what functions are reading and writing actually used in the workplace? What level of reading and writing do these functions assume? 2) How do these literacy functions relate to the rest of the work system? 3) How do limited readers fulfill these literacy functions? What kinds of individual literacy skills, social networks and alternative approaches do they use? How can findings be applied to workplace, ESL, job training, and employee communications? The findings show that the primary function of literacy in this workplace is to maintain process quality and flow. Secondary functions include maintenance of the social organization and the use of literacy for learning the job or learning English. The study finds that limited readers can accomplish literacy functions even if they cannot read documents connected to the function. They use extensive social networks as one strategy for accomplishing literacy functions. They also use job aids, watch processes being performed, or memorize processes. English verbal skills are necessary for many alternative strategies. The study illustrates systemic relationships among work process design, individual literacy skill, and alternative literacy strategies such as using help networks. The study also finds that participants take ESL class as a means to advance as well as to succeed on the current job. The study suggests that employers support ESL instruction as a long-term skill-improvement strategy, but look at redesigning work systems, job training, and employee communications to solve immediate performance problems with limited readers. The study recommends that workplace ESL instructors balance student and employee needs by using workplace materials as one part of a wider curriculum; it also suggests that ESL instructors may have an important role to play in the workplace by acting as performance consultants. going beyond the classroom to recommend changes in the entire work system as they affect English and literacy learning. Because of the small sample size, more research is needed.
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GERDES, CARLA MAGDALENA. "SITUATED AND COOPERATIVE LEARNING WITHIN THE ADULT ENGLISH AS A SECOND LANGUAGE VOCATIONAL CLASSROOM - FUTURE IMPLICATIONS FOR PROGRAM DESIGN SPECIFIC TO THE WORKPLACE." University of Cincinnati / OhioLINK, 2002. http://rave.ohiolink.edu/etdc/view?acc_num=ucin1029529227.
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Crocetti, Gina L. "Second Language Use in the Workplace: A Case Study of a Dental Hygienist." PDXScholar, 1993. https://pdxscholar.library.pdx.edu/open_access_etds/4578.
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This paper describes a case study of a non-native speaking (NNS) dental hygienist in her work environment. The subject learned English by learning to become a dental hygienist rather than through formal language education. Participant observation and discourse, event/network, and componential analyses were the methods used to analyze the subject's communication in her work setting. The philosophical question as to how ESP differs from ESL is raised and elements of the work setting and the NNS workers' communication with interlocutors in that setting are identified to aid educators in teaching ESP courses. Questions ESP educators might address in designing and teaching ESP courses are given as well as suggestions for future research.
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Landy, Joanna. "Policy and practice regarding involvement and participation in the workplace : how effective is the European Union's approach for the English patient?" Thesis, University of East Anglia, 2014. https://ueaeprints.uea.ac.uk/53404/.
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The purpose of this thesis is to evaluate evidence about the European Union’s approach to involvement and participation (I&P) in the workplace and whether this is the most appropriate policy for the UK. The first part overviews the development of social policy involving I&P in the European Union and the UK. It traces how social policy involving I&P developed from an incidental part of the Treaty of Rome to the point where I&P in the workplace became enshrined in the Treaty on The Functioning of the European. Since 1970 the Commission has put forward a series of legislative measures that required I&P in the workplace. Primary and secondary sources are analysed to identify factors that influenced the development of I&P policy and led to a new style of Directive that has been used in this area since 1994. The second part analyses the anatomy of I&P using six factors found in the literature. Although the importance of the depth and type of I&P was identified, the literature lacked a comprehensive analysis of key terms used in the I&P. An Involvement and Participation Framework is developed to fill this gap. Whilst Chapter 4 investigates features that combine to produce different forms of I&P Chapter 5 shows how they are used in EU legislative measures. The third part uses Workplace Industrial Relations Surveys and Workplace Employment Relations Surveys to examine I&P practice in the UK. It assesses how management, employees and employee representatives approach and value different forms of I&P in the UK. In order to do this five new hypotheses are developed and tested through quantitative analysis; further results are drawn from literature and studies using survey data. The results challenge basic assumptions made by the EU and give rise to doubts about the basis for the EU’s I&P policy.
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Andersson, Emil, and Jimmy Olsson. "One for all, all for one? A study regarding collegial efficacy as a means to support English teachers in their teaching." Thesis, Malmö universitet, Fakulteten för lärande och samhälle (LS), 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:mau:diva-35592.
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This study sets out to explore English teachers’ perceptions of aspects concerning theirworkplace and collegial collaborations. At the present time in Sweden, there is a need fornew qualified teachers, and furthermore, a considerable amount of the current teachersemployed are considering resignation. This has resulted in that many unlicensed teachers,who are not properly qualified, have been hired. In some schools, this has causedcompetence development to stagnate, having teachers rely more on getting through theirwork-days rather than to develop the quality of their teaching. Furthermore, reports havesurfaced that reveal heightened stress levels, and workload to be causing more sick leaveand burnout. However, a concept called collective efficacy, have been found to countermany of these issues. By prioritizing collective collaboration and efforts that are wellstructured and supported by the school leadership, personnel have been shown to improvein both efficacy and well-being. This is why we wanted to examine what perceptionsEnglish teachers had of their current workplace situation, communication, opportunities forcollegial exchanges, supportive measures and competence development in regard toteaching English. The study was conducted using a mixed methods approach. We gathereddata through a questionnaire with 34 respondents, and through semi-structured interviewswith two English teachers. A majority of the teachers in the study were positive to theperception that they collectively could improve student results. They were also positive tothe benefits of collegial exchanges. However, time is frequently identified as the leadingfactor as to why they can not, under ruling circumstances, incorporate more structuredcollegial exchanges. This implies that schools and school leadership would need todedicate both time and to structure formal and functioning meetings for these collegialexchanges at their schools - should they chose an approach such as this.
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Le, Vo Thi Hong. "A study of the extent to which university English education fulfils workplace requirements for Vietnamese graduates and of the extent to which action research can lead to improvements in university English education." Thesis, University of Portsmouth, 2014. https://researchportal.port.ac.uk/portal/en/theses/a-study-of-the-extent-to-which-university-english-education-fulfils-workplace-requirements-for-vietnamese-graduates-and-of-the-extent-to-which-action-research-can-lead-to-improvements-in-university-english-education(4e7644d9-e668-4d00-b8e7-17a7be4cf27a).html.
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This study focuses on possible approaches that can be undertaken at university to prepare undergraduate students with English language communicative competence required at the workplace. In exploring how English is taught at a university and whether English education met the needs of business, the main concern of this study is how materials design and teacher education can support learners to develop the skills to communicate effectively in the Vietnamese workplace. The purpose of the study was to (1) learn about the reality of English in the workplace to see what graduates’ needs at the workplace are, (2) undertake observational study at a university to see how needs were being met and (3) explore how minor interventions influence teachers and their English teaching practice. The study employed a qualitative research methodology. The data collection methods employed were observations and interviews and a survey was undertaken. This is also to provide the basis for the reliability of studies and the validation of findings in terms of their accuracy, checking for bias in research methods and the development of research instruments. The data from these three resources was analysed through discourse analysis in order to address the analytic issues and the concern for an ‘in-depth’ focus on people’s activities of a qualitative research. There were two main stages of research in the study. In the companies stage, the results reveal that meaningful conversations that required graduates at the workplace are often absent in language classroom and teaching materials. This raises the importance of achieving balance between transactional and relational talk in language teaching materials. It also raises the importance of communicative language teaching at university that can support in various aspects of discourse. In the university stage of the research, the findings disclose that this was not an environment necessarily conducive to supplying the workplace with suitably communicatively competent graduates. There were various problems identified concerning teacher’s contextual realization, their questioning and their use of CLT activities that did not stimulate communication. By contrast, traditional teaching methods were noted, including the patterns of teacher fronted, form focused practice, with few student-student interactions. Importantly, the analyses of the results indicate that action research can help to bring improvement of teachers’ teaching practice. Though limited in number, considerable positive changes made by the teachers were identified. These changes were primarily in terms of materials adaptation and the number of classroom interactions. The other significant finding was that teachers understanding of the study’s interventions had a positive impact on their practice. They also showed their positive attitude towards the changes and were pleased to engage more students through adopting these changes. Based on the findings of the study, major issues are identified. The study’s findings have implications for materials development, teacher development and school management. The research also reveals the importance of conducting a needs analysis for stakeholders. Finally, the study’s limitations, together with recommendations for further research based on authentic transcripts/materials of workplace talk, or further interventions, observations and feedback in terms of teachers’ process in engaging action research, are discussed.
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Romo, Abel Javier. "An English for Specific Purposes Curriculum to Prepare English Learners to Become Nursing Assistants." Diss., CLICK HERE for online access, 2006. http://contentdm.lib.byu.edu/ETD/image/etd1407.pdf.
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Lockwood, Jane. "Language programme training design and evaluation processes in Hong Kong workplaces." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2002. http://hub.hku.hk/bib/B31244543.
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Frederiksen, Diana. "BELF in the workplace: a linguistic ethnographic study : An observation of English as a lingua franca used by employees at a Swedish company." Thesis, Stockholms universitet, Engelska institutionen, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-113418.
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This paper was aimed at researching the use of English as a lingua franca (ELF) in a business context by the use of linguistic ethnography (LE). Previous research has been primarily either survey- or interview-based or strictly qualitative in its investigation. Using shadowing observations of three employees at a Swedish multinational company and subsequently interviewing the participants about their use of Business English as a lingua franca (BELF), the present study set out to investigate for what kinds of functions and how often these employees use English on an everyday basis. English was shown to be the default language of the multinational company and the findings suggest that employees’ use of language is not only determined by the nature of their work and the business setting, but also by their personal backgrounds. Their education, upbringing, and social experiences since moving to Sweden have come to shape their language use at work and in everyday life. Moreover, there could be subsequent implications for them not only in work-related functions and activities at the company but also in their integration and immersion in Swedish society. Using LE to investigate language choice and use in a corporate setting allows for a more nuanced collection of data, providing a context to linguistic research.
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Bausser, Janet Jayne. "The role of language in international business and technical communication : a case study of a non-native speaker of English in the U.S. workplace." The Ohio State University, 2000. http://rave.ohiolink.edu/etdc/view?acc_num=osu1282744446.
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Liu, Yongcan. "Learning as negotiation in communities of practice : an ethnographic study of teachers' learning in the workplace in a university department of English education in China." Thesis, University of Cambridge, 2009. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.611329.
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Bausser, Jaye. "The role of language in international business and technical communication : a case study of a non-native speaker of English in the United States workplace /." The Ohio State University, 2000. http://rave.ohiolink.edu/etdc/view?acc_num=osu1488195154357425.
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Wisdom, Shannon Warren. "Peer Review in the Contemporary Corporation." Digital Archive @ GSU, 2006. http://digitalarchive.gsu.edu/english_diss/2.
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My dissertation explores the history, pedagogy, and practice of peer review in academia and in the workplace, so that I could suggest strategies for improving peer review in the contemporary corporation. Several scholars have studied collaborative writing—of which peer review is just one type—but few have specifically and thoroughly treated the subject of peer review. I surveyed the technical writers in my organization as well as other local writers about their thoughts on peer review. For improving peer review in the workplace, two predominant themes emerged: improve the corporate culture and assign a manager to the process. Therefore, I explore how to create a sense of community in the organization, and I propose a leader of the peer review process—the technical editor. My final chapter discusses the pedagogical implications of my study, and includes suggestions for preparing technical communication students (i.e., technicaleditors) for such a leadership role in the workplace.
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Mat, Saat Geshina. "A comparative study of experiences of violence in Malaysian and English hospitals." Thesis, Loughborough University, 2010. https://dspace.lboro.ac.uk/2134/8418.
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This PhD thesis compared incidents of violence in two Malaysian hospitals and two English hospitals. Using a model of workplace violence, the aims of the thesis were to explore and compare six constructs: extrinsic, intrinsic, triggers, experiences, moderators, and consequences of workplace violence as perceived by Malaysian and English hospital staff. This study used data on experiences of violence gathered in 2005 for incidences in hospitals that occurred up to one year before the survey. The 2004 data from the Incident Report database (IRD) of the English hospitals was also used. Two instruments were developed for this thesis. First was the General Violence Victimization Questionnaire (GVQ), an instrument to identify the types, prevalence, nature, consequences, post-incident support, and reporting trends of violence in hospitals. The second instrument was the Violence Victimization Semi-structured Interview (VicQ) which explored factors leading to the violent incident, the violent incident itself, and psycho-social issues relating to the violent incident. Both instruments were translated into the Malay language for use in Malaysia. 227 people participated in the quantitative survey: 162 people from the Malaysian Government Hospitals (MGH) and 115 people from the National Health Service (NHS). A total of 25 people volunteered to be interviewed as part of the qualitative aspect of the study: 15 from the MGH and 10 from the NHS. Six categories of violence were compared: verbal, nonverbal, threat, physical, sexual, and psychologically-based. A total of 4118 violent incidents (1402 in MGH and 2716 in NHS) were reported. The most common type of violence was psychologically-based violence in the MGH and verbal violence in the NHS. Both samples perceived that the major source of workplace violence was from patients and involved one male perpetrator. There were differences between the two samples indicative of cultural differences. Of those interviewed, the Malaysian participants perceived that offenders were intrinsically motivated to offend. The English participants perceived that offenders had either intrinsic or extrinsic motivation for perpetuating violence. Differences were noted for substance abuse and customer relations as triggers of organisational violence. Comparisons of moderators were different for the two country samples. Comparisons of consequences were not significantly different. Comparisons across several demographic variables (gender, age, and occupational groupings) were not significant between the two country samples with regards to workplace violence victimisation. However, a comparison of length of service was found to be significant. The final path model differed from the original model of workplace violence. Additional findings include a difference between the established definition and participants‘ definition of workplace violence, a lack of anti-violence policies in Malaysian hospitals, under reporting, and unforeseen direct and direct relationships among the six constructs.
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Simmons, Nathaniel. "Negotiating Boundaries in a Globalized World: Communication Privacy Management between Foreign English Teachers and Japanese Co-workers in Japan." Ohio University / OhioLINK, 2014. http://rave.ohiolink.edu/etdc/view?acc_num=ohiou1400259896.
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Ghobain, Elham Abdullah. "A case study of ESP for medical workplaces in Saudi Arabia from a needs analysis perspective." Thesis, University of Warwick, 2014. http://wrap.warwick.ac.uk/66885/.
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This case study has been built on a theoretical basis that recognises the current status of English as an international language, especially its influence on specific domains. The theories underpinning the study generally recognise that the presumed 'superiority' of native speakers can be depreciated, taking into account the huge numbers of non-native speakers worldwide. Specifically, the study has targeted the medical field in Saudi Arabia from a needs analysis perspective, as this domain represents a typical representative milieu where the adopted theories of the language universality and its role as lingua franca can be validated. Interviews and questionnaires were used in a mixed-method approach, to investigate needs, attitudes, and motivations of both medical students and practitioners in their current or prospective situations. Before conducting the research, it was assumed that the researched constructs in presumably two different sites, i.e. academic and professional, would engender different sets of data. Yet, the participants addressed viewpoints appeared to be mostly unanimous. The findings also showed that the increased influx of Saudis in the medical workplaces has minimised the role of English as a communicative means, and English was relegated to specific occupational purposes in such settings. This specific English refers mainly to medical terms, which are mostly code-mixed with Arabic. The study concluded that in this multilingual setting, Arabic has somehow restricted the 'nativisation' of English in the Saudi medical spheres. One of the initial motives of the research was to allow a space for non-native Englishes in the context of the study. However, the study found that the issue of certain variety, whether native or non-native, is at a secondary position to the participants, compared to other prioritised needs. Furthermore, the findings exhibited some issues related to learners’ motivation and language courses failure, which unfolded the expediency of a content-based approach, namely English as a medium of instruction (EMI). More clearly, the participants’ learning experiences revealed the usefulness of EMI in enhancing their proficiency levels, more than language courses can do.
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Boontham, Dechabun Phasuk, and n/a. "The Implementation of English language skills of Thai students during the internship in the hospitality service workplaces." University of Canberra. Community Education, 2008. http://erl.canberra.edu.au./public/adt-AUC20091218.144909.
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Due to its position as the main source of national income, the tourism and hospitality service industry in Thailand is now highlighted as an area to watch in terms of its value for continued national economic growth. Chiang Rai Rajabhat University (CRU) a university in the tourist area in the North of Thailand, plays a key role in hospitality service education and has a significant influence in the sector because it produces graduates for service in the workforce of this industry. Given the industry's competitive climate, decisions to increase the number of workers, or practitioners, need to take into account the quality of the workers. In this time of globalization, when English is used widely, particularly in the intercultural context ofhospitality service businesses, the quality of English must be seriously considered.
Business English (BE) graduates, as prospective employees, need to be highly
competent in English language skills. This demand for effective English users in
hospitality service workplaces means that there is a need to give serious consideration
to the ability of Thai graduates to become competent users of English in real
workplaces, and to develop an understanding of how they may achieve the high level
of competence required of them.
This study investigates the English language skills Thai students used in intercultural
communication in hospitality service workplaces. The aim was to determine what
essential language skills were used, to explore how these skills were implemented
while giving services to international tourists, and to use the results to reflect on
English for Hospitality Services (EHS) study in order to provide some
recommendations for teaching and learning in those courses.
The project was designed as an ethnographic case study. Multiple research tools were
used, but particularly participatory observations of student workplace interactions,
and semi-structured interviews that included interviews with workplace staff, such as
managers, heads of departments, business owners and on-site supervisors. There were
additional sources of information used, including students' diaries and other documents relevant to internship. The data collected were then examined using both quantitative and qualitative methods. The participants were 15 volunteers and were fourth-year students in the Business English (BE) program at CRU. The case study involved an examination of data collected from ten workplaces in four hospitality service areas.
The observation transcriptions were quantitatively scrutinized for the most essential functional language units used in the hospitality services. The significant findings indicate that the functional language of requests and responding to requests was the most frequently used unit in this hospitality services area. This result confirms previous studies that have found that the functional language of requests, including responding to requests, is the most essential functional pattern in hospitality services. Thanking, offering help/services, and refusing are counted as the second, third and fourth essential units used. However, apologizing and responding to complaints, which are generally considered important in the service area, were very much less frequently used in this study.
There was no evidence that significant breakdown or major problems in
communication occurred during hospitality service procedures examined; however,
the findings suggest that the language proficiency of Thai students was very low in
terms of language accuracy. From the results of the study, it is recommended that
those responsible for EHS teaching and learning give serious consideration to
increasing the level ofcommunicative competence of Thai BE students in terms of
English language skills, and to improving the cultural awareness of graduates who
expect to be involved in intercultural communication in the hospitality services
industry.
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Hollis-Turner, Shairn Lorena. "Higher education business writing practices in office management and technology programmes and in related workplaces." Thesis, [S.l. : s.n.], 2008. http://dk.cput.ac.za/cgi/viewcontent.cgi?article=1072&context=td_cput.
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Alharbi, Nuha. "Business English as a lingua franca in Saudi multinational corporations : a qualitative investigation of communicative strategies and orientations to use in international workplaces." Thesis, King's College London (University of London), 2016. https://kclpure.kcl.ac.uk/portal/en/theses/business-english-as-a-lingua-franca-in-saudi-multinational-corporations(c7d24fc2-135f-4246-a429-c3ce3e1ee7eb).html.
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It is beyond dispute now that English is the preferred language of international business and intercultural communication, and that having basic English skills is a requirement for any individual trying to engage in today’s globalized business world. This explains the emergence of a specific field of ELF (English as a lingua franca) research that investigates ELF in business settings, i.e. BELF, which refers to business English as a lingua franca. BELF research emphasizes mutual understanding as the parameter for successful communication, without having to mimic a native speaker (NS) model of English because in business contexts, business matters most, and language skills are considered secondary. Research into ELF and BELF has been carried out extensively in limited geographical locations: predominantly in Europe and East Asia. Therefore, investigating ELF in other parts of the world is essential if we want to provide a better understanding of how it operates. My principal research objective is to help fill this research gap by providing insights into a vibrant context of business communication in the Middle East – an area which has not been investigated so far. Its main purpose is to provide an in-depth investigation of BELF in Saudi multinational corporations (MNCs). The investigation focuses on BELF speakers’ shared communicative strategies, in addition to the participants’ orientations toward using BELF in their daily business life. In this research, I employ qualitative, ethnographically-oriented research techniques in order to provide an in-depth and detailed analysis of BELF use, including the perceptions of the people using it. Because I am investigating an arena of international communication, my participants come from different linguacultural backgrounds. As the participants are engaged in a social practice, this study draws on the community of practice model. Therefore, a qualitative, ethnographically-oriented approach is adopted, with data collected through observations, semistructured interviews, and recordings of naturally-occurring conversations. This thesis contributes to the understanding of the pragmatic aspects of BELF communication by examining how participants draw on their multilingual shared repertoire to co-construct meaning. The analysis of the recorded conversations provides strong evidence of the important roles of different communicative strategies for the negotiation of meaning. Code-switching, in particular, proved to be the most characteristic strategy in the MNC where this study takes place. Other communicative strategies such as paraphrasing, hedging, backchannels and utterance completions also play important roles in both co-constructing meaning and in smoothing conversations. The analysis of the interview data reveal the participants perception of the use of BELF in their workplace, the challenges they face when communicating in BELF, and their perceptions of their NS colleagues and managers. Findings from this thesis can be useful in advancing awareness of the BELF phenomenon in business communication in Saudi Arabia specifically and in the world generally, and in developing new training materials for business English courses and business intercultural communication training programmes based on the sociolinguistic realities of the business domain.
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Lien, Vy Ngoc. "Workplace culture, workgroup identification, and workplace conflict." CSUSB ScholarWorks, 2002. https://scholarworks.lib.csusb.edu/etd-project/2334.
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The purpose of this thesis was to distinguish between which work factors contribute to emotional conflict in the workplace. Specifically, the factors of interest were existence and tolerance of multicultural diversity, work group culture and group identification.
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Jones, Sandra, and mikewood@deakin edu au. "The relationship between workplace reform and workplace participation." Deakin University. Bowater school of management and marketing, 2000. http://tux.lib.deakin.edu.au./adt-VDU/public/adt-VDU20050825.091140.
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This thesis sought to advance understanding of the politics of workplace reform, explaining the respective roles of management and employees and how they relate.
The literature on workplace reform usually argues that reform is predicated on greater workforce participation in managerial decisions. More specifically, different approaches to workplace reform can be aligned to different forms of participation. Thus quality management can be associated with direct forms of participation, institutional workplace reform may depend on representative forms, and best practice may require a combination of both.
This thesis uses empirical evidence to explore this alignment between the different approaches to workplace reform and forms of participation.
The period chosen for empirical study is approximately 1985-1992 - an era of rapid innovation in workplace reform for Australian manufacturing. Three workplaces were chosen for intensive study from automotive component manufacturers because that industry was itself a laboratory for workplace reform and also because these firms exemplified different approaches to competitiveness and reform.
Three approaches to workplace reform - quality management, institutional workplace reform, and best practice - were distinguished to capture the range of Australian practice at that time. Similarly two approaches to workplace participation were distinguished - direct and representative - to reflect the range of observable practices at that time and to represent competing philosophies. Direct participation illustrated an approach founded in managerial context of the political status quo, whilst representative forms were considered to permit a pluralist shift of power to enable employees to manage in place of management.
The three case studies depict companies sharing the competitive crisis of their industry. From this stems the impetus for workplace reform. At this point the firms diverged in their choice of competitive strategies for workplace reform.
The case studies reveal, at the superficial level, a match between the chosen approaches to workplace reform and forms of participation. Basically, quality management is associated with direct employee participation, institutional workplace reform with collective bargaining and representative consultative committees, and best practice with both. However when the implementation of reform and participation are examined this match becomes less significant. One firm, Auto Air, achieved highly effective outcomes in both reform and participation. Another firm, Auto Electrical, failed in both.
The thesis concluded that the relationship between forms of participation and reform is less significant than the effective implementation of policy. Unitarist or pluralist approaches to power distribution count less than managerial capacity to integrate successive reform initiatives and their commitment to workforce participation hi change.
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Agostino, Joseph, and jag@fmrecycling com au. "Workplace identity." Swinburne University of Technology. Australian Graduate School of Entrepreneurship, 2004. http://adt.lib.swin.edu.au./public/adt-VSWT20050805.134042.
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There have been a limited number of studies carried out on employee workplace identity. There have been many studies carried out on organizational change; however, they have been carried out mostly from an instrumentalist perspective where the topic of organizational change has been treated in isolation from other aspects of organization. The question of how a relationship exists between employee workplace identity and organizational change has been left unanswered. This thesis applies narrative theory as a conceptual bridge across identity and change. By considering how employees derive a sense of workplace identity from the workplace narratives, and organizational change as the destruction of existing workplace narratives and adoption of new workplace narratives, it is possible to gain new understandings of these concepts. A theory is developed which explains how narrative theory creates a relationship between identity and change. This new theory is further developed to explain how narrative theory creates a relationship between organizational identity, culture, leadership, conflict, and change. The new extended theory is applied to a narrative presentation of empirical data, which offers a powerful explanatory lens for understanding the relationship between these chosen aspects of organization.
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Muller, Doyle Sylvia M. "Workplace violence." Instructions for remote access. Click here to access this electronic resource. Access available to Kutztown University faculty, staff, and students only, 1999. http://www.kutztown.edu/library/services/remote_access.asp.
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Thesis (M.P.A.)--Kutztown University of Pennsylvania, 1999.Source: Masters Abstracts International, Volume: 45-06, page: 2953. Typescript. Abstract precedes thesis as preliminary leaves i-iii. Includes bibliographical references (178).
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Putrino, Pasco John. "Workplace formation : how secondary school students manage structured workplace learning." University of Western Australia. Graduate School of Education, 2006. http://theses.library.uwa.edu.au/adt-WU2007.0004.
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[Truncated abstract] Changes in the international and Australian economies and labour markets during the 1980s and early 1990s substantially reduced employment opportunities for young people, causing higher education participation and increased school retention rates. Schools responded to these pressures and to Government policy with the development of Vocational Education and Training (VET) programs that integrate school-based learning with industry training, resulting in rapid growth in the participation of senior secondary students in such programs in recent years. Structured Workplace Learning (SWL) is an integral part of many such programs. How students manage their learning in these new environments was the focus of this study . . . The central finding of the study was the theory of ‘Workplace Formation’ that explains the processes students use to manage their workplace learning during the first year of workplacement. ‘Workplace Formation’ is comprised of five categories of processes – preparing, familiarising, committing, adapting, and building. Each category is comprised of two or more processes. While students generally proceed through each category sequentially, there is a degree of overlap between them. This general sequential progression can be disrupted if circumstances change. The extent of ‘Workplace Formation’ may vary from one student to the next. The theory of ‘Workplace Formation’ provides a new perspective on how school students manage their learning in the workplace while still at school and adds to the theoretical literature in this field. Implications of the findings for further research, and for policy and practice are discussed.
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Gaunt, Anne. "Feedback interactions and workplace based assessment in the surgical workplace." Thesis, University of Warwick, 2017. http://wrap.warwick.ac.uk/99168/.
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Introduction Feedback is important for change in clinical practice. In the postgraduate clinical workplace opportunities for feedback are sporadic and non-standardised. Workplace Based Assessments were designed to offer trainees and trainers the opportunities to engage in feedback. WBA have a role as an assessment of learning and in practice settings the educational benefits of WBA remain elusive. Research question; How do WBA impact on feedback interactions, between surgical trainers and trainees, in the postgraduate workplace? Methods This mixed methods study adopted an explanatory sequential approach to data collection and analysis. Quantitative, questionnaire data, guided qualitative, focus group, data collection and analysis. Results Trainees perceive WBA represent an assessment of learning compared to trainers. Trainers perceive they provide feedback to trainees more than trainees perceive receiving it. Trainees actively engage in seeking feedback via WBA and this relates to perceptions of the value of feedback, having a learning goal orientation and effective supervision. Trainees’ perception of WBA as an assessment of learning leads them to “play the game” and seek positive feedback and avoid negative feedback in the context of WBA. Outside of WBA trainees seek negative feedback which they use to change practice. Trainers described that the culture of WBA, the purpose of WBA as an assessment for learning and of learning, how WBA are used (properly v playing the game) and the trainer – trainee relationship are all interwoven. Activity Theory can illuminate the complex clinical dynamic in which feedback interactions take place. Discussion Feedback interactions in the context of WBA in the postgraduate workplace are highly complex. Trainees and trainers play an active role in these interactions and can choose to engage in meaningful feedback exchanges using WBA. Trainees concerns about the assessment for learning role of WBA adversely affects how WBA are used by trainees and subsequently trainers.
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Galluch, Pamela Suzanne. "Interrupting the workplace /." Connect to this title online, 2009. http://etd.lib.clemson.edu/documents/1263396187/.
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Rochford, Kylie C. "Intentionality in Workplace Relationships: The Role of Workplace Relational Self-efficacy." Case Western Reserve University School of Graduate Studies / OhioLINK, 2018. http://rave.ohiolink.edu/etdc/view?acc_num=case152241513207526.
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Pedro, Simone. "Workplace learning and the workplace educator: a South African retail story." Thesis, University of the Western Cape, 2013. http://hdl.handle.net/11394/4473.
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Magister Educationis - MEdThis study investigated how workplace educator development programmes prepare workplace educators for their roles and responsibilities in facilitating learning in the workplace. Framed by the literature, the research shows that workplace educators’ qualifications prepare them for facilitating learning in the workplace. The most important findings show that their qualifications have prepared them for their roles and responsibilities in facilitating transformative learning within the workplace. Furthermore, the findings show that their qualifications, roles and responsibilities in facilitating learning in the workplace also impacted on workplace educators’ own thinking, prompting them to question their own values and beliefs. This perspective transformation allows for workplace educators better facilitating transformative learning in the workplace.
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Selden, Meridith Pease. "Workplace hostility : defining and measuring the occurrence of hostility in the workplace." Diss., Manhattan, Kan. : Kansas State University, 2006. http://hdl.handle.net/2097/245.
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Naidoo, Kameshni. "Workplace conflict : the line manager's role in preventing and resolving workplace conflict." Thesis, Stellenbosch : Stellenbosch University, 2012. http://hdl.handle.net/10019.1/95588.
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Thesis (MBA)--Stellenbosch University, 2012.ENGLISH ABSTRACT: The costs of conflict within organizations is higher than is often realized due, amongst others, to lowering morale and lower productivity of employees. One of the most common reasons provided during exit interviews when employees resign from organizations, is the manner in which conflicts were addressed by management. A high turnover of employees has a significant cost to organizations as companies have to spend more money to recruit new employees than they would have needed to had the conflicts that had arisen were effectively resolved. Often as a result of poor conflict resolution within organizations, companies are faced with high litigation costs when employees seek resolution from labour courts and other dispute resolution bodies. The main objective of this study was to identify the role line managers play in resolving and preventing conflicts and to establish strategies that line managers can implement when faced with conflict in their teams. The research methodology for this study first involved a study of relevant literature to determine the theory regarding conflict resolution within organizations. Research reports, dissertations, internet websites, articles and books were used in an attempt to formulate a theoretical basis for this study. Thereafter an empirical survey was conducted among employees of an organization that had already undergone a restructuring process as well as an organization that is currently undergoing a restructuring in order to determine the employees’ views on how conflict within their organizations has been or is being resolved. Questionnaires were formulated by the writer and submitted to responders. The reason the writer had used organizational restructuring as a point of departure for the empirical study, is that organizational restructuring is an example of a project within companies whereby many conflicts arise and line managers need to be proficient in being able to handle these conflicts as well as be able to prevent conflicts from arising. Finally, an analysis of the empirical study was performed so that adequate and relevant conclusions and recommendations could be established.
AFRIKAANSE OPSOMMING: Die koste van konflik binne organisasies is hoër as wat dikwels besef as gevolg van, onder andere, tot die verlaging van moraal en laer produktiwiteit van werknemers. Een van die mees algemene redes wat gedurende afrit onderhoude wanneer werknemers van organisasies bedank, is die wyse waarop konflikte deur die bestuur aangespreek is. 'N hoë omset van die werknemers het 'n beduidende koste vir organisasies as maatskappye het meer geld te spandeer om nuwe werknemers te werf as wat hulle sou nodig het om die konflikte wat ontstaan het is effektief opgelos. Dikwels as gevolg van swak konflikoplossing binne organisasies, maatskappye uitgedaag word met 'n hoë litigasie koste wanneer werknemers soek resolusie van arbeid howe en ander geskilbeslegting liggame. Die hoofdoel van hierdie studie was om te identifiseer die rol lynbestuurders speel in die oplossing en voorkoming van konflikte en strategieë wat lynbestuurders kan implementeer wanneer hulle gekonfronteer word met die konflik in hul spanne te vestig. Die navorsingsmetodologie vir hierdie studie het die eerste keer betrokke by 'n studie van die relevante literatuur om die teorie te bepaal ten opsigte van konflikhantering binne organisasies. Navorsingsverslae, proefskrifte, internet webtuistes, artikels en boeke is gebruik in 'n poging om 'n teoretiese grondslag vir hierdie studie te formuleer. Daarna was 'n empiriese opname uitgevoer onder die werknemers van 'n organisasie wat reeds 'n proses van herstrukturering ondergaan sowel as 'n organisasie wat tans herstrukturering ondergaan om die werknemers se menings te bepaal oor hoe konflik binne hul organisasies opgelos was en/of huidiglik opgelos word. Vraelyste is deur die skrywer geformuleer en aan individue uitgehandig. Die rede waarom die skrywer gebruik het organisatoriese herstrukturering as 'n punt van vertrek vir die empiriese studie, is dat organisatoriese herstrukturering is 'n voorbeeld van 'n projek binne maatskappye waarby baie konflikte ontstaan en lynbestuurders moet vaardig wees in staat is om hierdie konflikte te hanteer, asook in staat wees om die ontstaan van konflikte te voorkom. Ten slotte is 'n ontleding van die empiriese studie uitgevoer sodat voldoende en relevante gevolgtrekkings en aanbevelings vasgestel kon word.
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Pujiastuti, Ani. "Language Socialization in the Workplace: Immigrant Workers’ Language Practice withina Multilingual Workplace." The Ohio State University, 2017. http://rave.ohiolink.edu/etdc/view?acc_num=osu1483727338369289.
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Barnard, Patrick Christian. "The relationship between servant leadership, workplace trust, work engagement and workplace wellbeing." Thesis, Nelson Mandela Metropolitan University, 2017. http://hdl.handle.net/10948/14532.
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Globalization has had a profound impact on the business environment of organizations and on the lives of employees in most countries. Previously sheltered markets were suddenly opened up to intense international competition. Organizations had to improve the efficient and effective utilization of resources to retain and gain market shares. Even organizations which are still prospering today in the face of serious competition, cannot be sure of continued success in the next financial year. Astute owners and managers are acutely aware of the need to continually and consciously seek the competitive edge for their businesses. Market forces exert continuous pressure on organizations and their employees to increase performance to keep up with ever rising demands. Concurrently there are rising pressures from civil society, easily mobilized through social media, for organizational leaders to be more ethical, moral and socially responsible. Employers are currently expected to not only take care of the wellbeing of their employees, but also the wellbeing of the communities in which they operate. The challenge is clearly to find a business model that can increase individual and organizational performance, while at the same time create high levels of wellbeing for employees and thereby creating a spill-over effect to influence the wellbeing of their social environment positively. To this end, the literature was reviewed to identify constructs which could provide a solid ethical and moral managerial foundation, increase performance and create high levels of wellbeing at the same time. Servant Leadership, Workplace Trust, Work Engagement and Workplace Wellbeing were identified as constructs which could fulfill these requirements. As measurement lies at the heart of scientific endeavour, the selection of appropriate measuring instruments was considered to be equally important. The Servant Leadership Survey (Van Dierendonck and Nuijten, 2011), the Workplace Trust Survey (Ferres, 2001), the Utrecht Work Engagement Scale (Schaufeli et al, 2002) and the Work Wellbeing Questionnaire (Parker and Hyett, 2011) were selected as the most suitable instruments. These instruments are deemed to measure the constructs thoroughly through a combined total of 114 items and 18 dimensions. Three primary aims were identified for the study namely, determining the configurational portability of the instruments, investigating the relationships between the variables to determine their direct and sequential effect on wellbeing and establishing whether structural models of the findings could be built. The main findings indicate that each of the variables explain significant proportions of the variance in Work Wellbeing directly as well as indirectly through their effect on the other variables of the study. It seems that these variables contribute to fostering a psycho-organizational climate conducive to increased wellbeing.
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Mallett-Hamer, Beverly. "Communication within the workplace." Menomonie, WI : University of Wisconsin--Stout, 2005. http://www.uwstout.edu/lib/thesis/2005/2005mallett-hamerb.pdf.
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Wright, Sarah Louise. "Loneliness in the Workplace." Thesis, University of Canterbury. Psychology, 2005. http://hdl.handle.net/10092/1368.
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Loneliness in the workplace has received relatively little attention in the literature. The research surrounding loneliness tends to focus almost exclusively on personal characteristics as the primary determinant of the experience, and largely ignores the workplace as a potential trigger of loneliness. As such, personality tends to be overestimated as the reason for loneliness, whilst only modest emphasis is given to environmental factors, such as organisational environments. Therefore, the overall aim of this thesis was to explore the notion of loneliness in the workplace, with a particular emphasis on examining the antecedents and outcomes of its development in work contexts. The first stage of the research included the development and empirical examination of a scale measuring work-related loneliness. A 16-item scale was constructed and tested for its reliability and factor structure on a sample of 514 employees from various organisations. Exploratory factor analysis indicated two factors best represent the data, namely Social Companionship and Emotional Deprivation at Work. For the main study, a theoretical model was constructed whereby various antecedents (personal characteristics, social support, job characteristics, and emotional climate) were hypothesised to influence the development of work-related loneliness, which in turn was thought to affect employee attitudes and wellbeing. Employees from various organisations were invited to participate in the online research via email, which generated 362 submissions from diverse occupational groups. Structural equation modelling techniques were used to assess the hypothesised model, which was evaluated against a number of fit criteria. The initial results provided limited support for the Loneliness at Work Model. Consequently, a number of adjustments were necessary to obtain sufficient fit. The modified model suggests that organisational climate (comprising climate of fear, community spirit at work, and organisational fit) serves to simultaneously predict the emotional deprivation factor of loneliness (made up of seven items) and employee attitude and wellbeing. The results indicate that environmental factors such as fear, lack of community spirit, and value congruence play a role in the experience of work-related loneliness and have an overall negative effect on employee withdrawal behaviours and job satisfaction. The findings from this study offer insight into possible areas for organisational intervention and future research.
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Rayner, Charlotte A. L. "Bullying in the workplace." Thesis, University of Manchester, 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.488235.
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Voges, Sarah M. (Arisa). "Discrimination in the workplace." Thesis, Stellenbosch : Stellenbosch University, 2001. http://hdl.handle.net/10019.1/52238.
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Thesis (MBA)--Stellenbosch University, 2001.Some digitised pages may appear cut off due to the condition of the original hard copy
ENGLISH ABSTRACT: The Employment Equity Act of 1998 compels organisations to eradicate all forms of discrimination in organisational processes and procedures. However, an ethical organisation that values and treats all employees in a fair and equitable manner has a definite strategic advantage and organisations therefore need to develop organisational cultures where managing diversity, fair dealing and equity are paramount. Organisations must ensure that optimum performance management practices are established and that rewards are allocated equitably and fairly according to merit. Recruitment and promotion selection procedures must be revised to guarantee fairness. Training and development interventions must be applied fairly to equalise opportunity. A survey conducted amongst MBA students at the USB identified that negative stereotyping and biased treatment persist in management practices. The provision of equal opportunities and managing diversity are concerns that need to be addressed. A good internal process to deal with the eradication of discrimination must be adopted by implementing a non-discrimination policy and conducting discrimination audits. All discrimination complaints must be dealt with speedily and at the lowest possible level. The remedial model developed in this technical report provides a consistent procedure whereby formal and informal complaints of discrimination could be dealt with fairly and effectively to assist organisations in eradicatinq discrimination in the workplace.
AFRIKAANSE OPSOMMING: Die Wet op Gelyke lndiensopneming van 1998 noodsaak die uitwissing van diskriminasie in alle prosesse en prosedures van organisasasies. 'n Etiese organisasie, wat alle werknemers op'n gelyke en gelykwaardige manier behandel en respekteer, het egter 'n strategiese voordeel en dit noodsaak die ontwikkeling van 'n organisatoriese kultuur waar die bestuur van diversiteit, gelyke regte en regverdige handel voorrang moet geniet. Optimale prestasiebestuurspraktyke moet ingestel word en daarvolgens moet alle vergoeding en beloning regverdig, volgens meriete, geskied. Die prosedures vir die keuring van kandidate vir werwing en bevordering moet vir die versekering van regverdigheid hersien word. Opleiding en ontwikkeling moet aangewend word om gelyke geleenthede vir almal te skep. 'n Steekproef wat onder huidige MBA-studente onderneem is, het getoon dat negatiewe stereotipering en bevooroordeling nog op 'n gereelde grondslag in bestuurspraktyke voorkom. Die verskaffing van gelyke geleenthede en die effektiewe bestuur van diversititeit is veral sake wat dringend aandag moet geniet. Dit is belangrik dat organisasies 'n goeie interne proses om diskriminasie uit te roei in werking stel deur die daarstelling van 'n nie-diskriminasie beleid en gereelde diskriminasie ouditte. Alle klagtes van diskriminasie moet spoedig en op die laagste moontlike vlak ondersoek word. Die remediërende model wat in hierdie navorsingsverslag ontwikkel is, verskaf 'n bestendige prosedure waarvolgens alle aantygings regverdig en doelmatig hanteer kan word.
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Lakey, Eugene Pierre. "Spirituality in the workplace." Thesis, Stellenbosch : University of Stellenbosch, 2007. http://hdl.handle.net/10019.1/820.
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Thesis (MBA (Business Management))--University of Stellenbosch, 2007.ENGLISH ABSTRACT: This study project addresses the role spirituality in the workplace can play. The conclusion is that although people are different, in the working environment in an organisation, much time is spent together and creating an environment that is a joy to work in, will induce the employees to work with energy and be highly productive. A number of interviews were conducted and factual information was acquired to analyse the effects of spirituality in the workplace. A conclusion is reached that underlines the fact to counter low morale, low productivity and negative attitudes in the workplace it is imperative that we should address the spirituality in the workplace thus ensuring that a positive organisation culture is maintained within the organisation.
AFRIKAANSE OPSOMMING: Hierdie studie projek behandel die rol wat geestelikheid in die werkplek kan speel. Die gevolgtrekking wat gemaak kan word is dat alhoewel mense van mekaar verskil in die werksomgewing binne die organisasie, hulle ‘n groot gedeelte van die dag met mekaar spandeer en vir dié rede is dit van kardinale belang dat ‘n goeie werksklimaat geskep word wat sal bydra dat die werknemer energiek werk en hoë produktiwiteit handhaaf. ‘n Aantal onderhoude was gevoer en feitlike inligting was verkry om die effek van geestelikheid in die werksplek te ondersoek. ‘n Slotsom is bereik dat die feite van lae moraal, lae produktiwiteit en negatiewe ingesteldheid in die werksplek belangrik is om geadresseer te word ten einde te verseker dat geestelikheid in die werksplek toegepas word en dat ‘n positiewe klimaat in die organisasie handhaaf word.
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Byrd, Rebekah J. "Civility in the Workplace." Digital Commons @ East Tennessee State University, 2018. https://dc.etsu.edu/etsu-works/2598.
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Malkus, Amy J. "Technology in the Workplace." Digital Commons @ East Tennessee State University, 2008. https://dc.etsu.edu/etsu-works/4309.
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