Dissertations / Theses on the topic 'MANAGEMENT GRADUATE'
To see the other types of publications on this topic, follow the link: MANAGEMENT GRADUATE.
Create a spot-on reference in APA, MLA, Chicago, Harvard, and other styles
Consult the top 50 dissertations / theses for your research on the topic 'MANAGEMENT GRADUATE.'
Next to every source in the list of references, there is an 'Add to bibliography' button. Press on it, and we will generate automatically the bibliographic reference to the chosen work in the citation style you need: APA, MLA, Harvard, Chicago, Vancouver, etc.
You can also download the full text of the academic publication as pdf and read online its abstract whenever available in the metadata.
Browse dissertations / theses on a wide variety of disciplines and organise your bibliography correctly.
1
Beranek, Thomas R. "Global project management graduate course /." College Park, Md. : University of Maryland, 2006. http://hdl.handle.net/1903/3756.
Full textAbstract:
Thesis (M.S.) -- University of Maryland, College Park, 2006.Thesis research directed by: Dept. of Civil and Environmental Engineering. Title from t.p. of PDF. Includes bibliographical references. Published by UMI Dissertation Services, Ann Arbor, Mich. Also available in paper.
2
Huang, Jianyuan. "Computer science graduate project management system." CSUSB ScholarWorks, 2007. https://scholarworks.lib.csusb.edu/etd-project/3250.
Full textAbstract:
This project is a development and tracking system for graduate students in the Department of Computer Science of CSUSB. This project will cover front-end web site development, back-end database design and security. This website provides secure access to information about ideas for projects, status on on-going projects, and reports of finished projects using My SQL and Apache Tomcat.
3
Lathroum, John A. "A comparative analysis of graduate management education." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 1998. http://handle.dtic.mil/100.2/ADA343578.
Full textAbstract:
Thesis (M.S. in Management) Naval Postgraduate School, March 1998."March 1998." Thesis advisor(s): Gail Fann Thomas, Nancy C. Roberts. Includes bibliographical references (p. 243). Also available online.
4
Bogdanova, Tatiana. "Graduate development trainee programs for students and graduates in certain companies." Master's thesis, Vysoká škola ekonomická v Praze, 2012. http://www.nusl.cz/ntk/nusl-162671.
Full textAbstract:
Diploma thesis examines and assesses the process of recruitment, selection and hiring of students and graduates through development and training programs by the example of selected companies. The work consists of two parts - theoretical and practical one. The theoretical part describes types, content and basic properties of graduate recruitment development trainee programs for recent graduates and final year students. Practical part describes the programs and selection process for the programs by examples of international companies such as AB InBev, DHL and L'oreal. In final chapter of practical part there is a comparison of listed programs, author's advices and recommendations acquired during the selection process for development and training programs to listed companies. The work will be completed with author's conclusions.
5
Poluzzi, Adam J. "Communicating culture in graduate admissions." Thesis, Boston College, 2015. http://hdl.handle.net/2345/bc-ir:104140.
Full textAbstract:
Thesis advisor: Karen D. ArnoldThis mixed-methods study examines admissions professionals' consciousness and perceptions of the role that institutional culture plays in attracting and enrolling graduate-level students. This research identifies and describes how graduate admissions professionals learn culture and how that culture is communicated to applicants. Data were gathered through a web-based survey that queried 102 admissions professionals at 236 graduate schools of theology throughout the United States of America and Canada. Additionally, eight semi-structured interviews were conducted with practitioners directly involved in communicating culture to applicants. Survey and interview data were triangulated with a document analysis of printed promotional materials and website text. Findings suggest that graduate admissions professionals consider culture a crucial factor in their efforts to recruit potential students, regardless of such factors as years of experience working in higher education or working specifically in graduate admissions; professional title; or school's religious denominational affiliation. Across these categories, graduate admissions professionals perceive culture as a leading factor in enrollment decision making. Likewise, graduate admissions professionals indicate that culture is highly and intentionally incorporated into marketing and recruitment strategies. Findings also indicate there is little difference in how culture is viewed between those graduate admissions professionals who have had direct institutional academic experience as a current student/alumnus of the school and those graduate admissions professionals who have not. Although the two populations may experience different ways of learning culture, both indicated similarly high perceptions of culture's importance in the enrollment process. While digital technologies continue to create new potentials for communication methods, face-to-face communication--most notably through campus visits--is still viewed by graduate admissions professionals as most effective. This research highlights the importance of facilitating student discernment within the larger context of the admissions decision-making process. The findings also suggest that external candidates who are hired for their admission expertise can learn and communicate institutional culture effectively. Ultimately, this study reveals culture's perceived importance in the admissions process and its potential as a principal factor in enrollment decisions
Thesis (PhD) — Boston College, 2015
Submitted to: Boston College. Lynch School of Education
Discipline: Educational Leadership and Higher Education
6
Jackson, Victoria. "Investigating employability : the perspective of the business school graduate." Thesis, University of Liverpool, 2013. http://livrepository.liverpool.ac.uk/17213/.
Full textAbstract:
Graduate employability is a current and high profile concept, which has received much attention over recent decades. This attention however, has mostly centred on employer perspectives and their views regarding skill demands or shortfalls. Where the graduate viewpoint has been sought, this has largely involved the mass collection of career destination and employment outcome information (Woodley & Brennan, 2000; Tomlinson, 2007; Holmes, 2013). This career destination approach however, has been criticised for its simplicity, with arguments that it is not an accurate measure of employability (Harvey, 2001; Tymon, 2011). As a consequence, the graduate perspective of their employability enhancement is an under-researched and largely neglected area, resulting in a lack of understanding of this particular viewpoint (Nabi & Bagley, 1999; Harvey, 1999; Nabi, 2003; Shah et al. 2004; Sleep & Reed, 2006; Rothwell et al. 2009). To address this situation, the overall aim of this research is to investigate employability from the graduate perspective, and to research this within the context of the current economic climate. The critical realist philosophy was adopted for this research, which supports the implementation of a multiple case study methodology, utilising mixed data collection methods. Employing this approach, three key employability stakeholder perspectives were collected and analysed: graduates, curriculum developers and employers. A fourth stakeholder view, the policy makers, was obtained from secondary sources comprising of recent policy documents. Addressing the four stakeholder perspectives assists in the acquisition of a holistic understanding of the graduate employability concept. This facilitates the connection of the graduate perspective to those of the other stakeholders, which is currently lacking in the employability literature (Andrews & Higson, 2008). A range of interesting employability perspectives were produced, which most notably highlighted the importance of the type of institution attended, employer focuses upon behaviours over skills, and the significance of the prevailing economic climate. These fresh insights were incorporated into a revised model of graduate employability. The original contribution to knowledge is threefold. Firstly, a deeper understanding of the graduate perspective has been obtained. Secondly, clarity over employer requirements has been produced, and thirdly, the economic climate and labour market conditions have increased awareness of the effect these have upon stakeholder perceptions of graduate employability.
7
Khan, Abdul Hamid. "Effective management development program evaluation and review technique : a study of Purdue University Engineering/Management Program." Virtual Press, 1996. http://liblink.bsu.edu/uhtbin/catkey/1041808.
Full textAbstract:
This study entitled, "Effective Management Development Program Evaluation and Review Technique," examined Purdue University Engineering/Management Program for 1995. The purpose of the program was to offer management training to a population of ninety-eight engineering managers. From a quality assurance perspective the study attempted to measure those changes that occurred in the knowledge, skills and behaviors of the participants, from before to after the program, in four levels of program effect e.g., reaction, learning, behavior and results.Responses were gathered using qualitative interviews. Evidence was gathered using Learning Skills Inventory. Behavior was gathered using Leadership Effectiveness and Adaptability Description Questionnaire. Results were gathered using Managerial Skills Questionnaire of Importance and Competence over pretest, posttest and a three-month posttest on the job.Forty-two management skills criteria were collapsed to identify seven main leadership skills for reliable evidence on the hypotheses tested: Leadership/ Organization, Human Resource Management, Financial Management, Decision Making, Strategic Planning, Negotiation and Conflict Resolution, and Managerial Communication. Important findings are summarized below. No significant differences were found in the Importance of each leadership skills:(a) by the type of company's business, (b) by the number of years of employment with the current employer, (c) by the number of years in the industry, and (d) by the type ofdegrees held by the manager (BS, MS, MBA).Significant Differences were found in the Importance of each leadership skills:by a broad range of titles, (b) by the size of company, and (c) by the number of years in current position.No significant differences were found in the Competence of each leadership skills:by the type of company's business, (b) by the size of company, (c) by the number of years in current position, (d) by the type of degrees held by the manager (BS, MS, MBA), and (e) by the number of years in the industry.Significant Differences were found in the Competence of each leadership skills:(a) by a broad range of titles and (b) by the number of years of employment with the current employer.Department of Educational Leadership
8
Rusconi, Julian Michael. "Job satisfaction and motivation of graduate engineers and actuaries." Thesis, Unisa, 2005. http://hdl.handle.net/10500/148.
Full textAbstract:
The job diagnostic survey will be used to gather data on job satisfaction and motivation from the chosen data set. This is a structured questionnaire which provides quantitative results. These results wil be used to calculate the motivation potential score for each individual. Statistical methods will then be used to evaluate the results. This information, together with theory such as Hertsberg's 2-factor theory and Hackman and Oldham's job characteristics model will be used to propose ways of enhancing the jobs of graduate South African engineers. This will improve their job satisfaction and motivation allowing companies to attract, retain and gain greater performance from them.This research has three main purposes. Firstly, it examines the level of job satisfaction and motivation of engineers and actuaries in South Africa and compares this with other groups. Secondly it examines the role of job design in their job satisfaction and motivation. Thirdly, it recommends ways to increase the level of satisfaction and motivation. The research methodology was based on Hackman and Oldham’s Job Characteristics Model (JCM) and accompanying Job Diagnostic Survey. It states that high satisfaction, motivation and effectiveness will result from the presence of five job characteristics as long as certain intervening factors are also present. It was found that Job design, as proposed by the model, does contribute to satisfaction and motivation. Relative to other groups of employees, actuaries and engineers in South Africa are satisfied. Of those surveyed, civil engineers had the highest level of satisfaction and electrical engineers the lowest. Actuaries scored higher than engineers. The results of this research suggest organisations should increase feedback to employees and improve opportunities for growth. Further research should be done on the intervening factors and the effects of demographic differences within the two groups.
9
Bothma, Stefan Frans. "Developing project management competencies in graduate engineers in the construction industry." Diss., University of Pretoria, 2012. http://hdl.handle.net/2263/29385.
Full textAbstract:
Graduate engineers are often thrown in at the deep end when they start a career in the construction industry and they may be expected to manage a team of workers almost from the day they start. This could be a problem because of a lack of management education in their undergraduate degrees, compounded by the fact that there are few structured development programmes they can follow. In many cases, engineers from a mostly technical background are promoted into project management positions without any formal development or structured training in team or project management. One of the biggest effects of this is the poor management of construction projects.The study aimed to establish the most relevant project management competencies that graduate engineers in the construction industry need to be exposed to prior to leading large sections on a construction site. This aim was met by interviewing seven graduate engineers within two years after joining the construction industry, two human resources senior managers, and eight senior project managers, directors and managing directors of a large South African-based construction company. The data from the interviews were combined with data from a literature review to design questionnaires, which were distributed, and more data were obtained from 29 graduate engineers, 16 human resources professionals, and 42 senior project managers, directors and managing directors.The study identified seven competencies deemed the most important ones to be developed in graduate engineers – no significant difference in opinion on these competencies were found between the various respondent groups. The study also identified six methods that would be well suited to develop these, but found a significant difference in the opinions of the different respondent groups on which methods would be best suited. It seems that one of the main differences between the views held by the graduate engineers and those held by the more senior personnel is their opinion about physically working on a construction site and gaining experience in that way, as opposed to receiving formal training early on in their careers.Dissertation (MBA)--University of Pretoria, 2012.
Gordon Institute of Business Science (GIBS)
unrestricted
10
Chiang, Yen-Hsi. "Advising module: Graduate application system for the Computer Science Graduate Program." CSUSB ScholarWorks, 2005. https://scholarworks.lib.csusb.edu/etd-project/2725.
Full textAbstract:
The Advising Module: Graduate Application System is a Web-based application system that provides quality advice on coursework for prospective as well as continuing graduate students. It also serves as an improved tracking system for the graduate coordinator. Authorized parties may obtain access to status evaluations, master's options, and permitted course waivers, course listings, personal data, various advisement forms, application usage statistics, and automatic data updating process reports.
11
Schindelheim, Franklin D. "A Behavior Management Seminar for Special or General Education Graduate Students." ScholarWorks, 2010. https://scholarworks.waldenu.edu/dissertations/841.
Full textAbstract:
The purpose of this qualitative study was to identify the classroom management needs of graduate education students in one college, and develop a seminar that emerged from the research. Researchers have shown that professional development provided for graduate education students typically deals with curriculum and instructional methodologies rather than classroom management. However, graduate education students have expressed the need to learn more effective classroom management skills. The research questions asked what classroom management skills participants said they needed to teach in both collaborative, and special education classrooms. A grounded theory approach and the constructivist paradigm were used in the study. Interviews and focus groups employing a purposive sample of 12 graduate education students were used to determine core phenomena where participants were able to help shape and construct a seminar in classroom management. The results of the codified data concluded that participants lacked skills and wanted to be trained in the meaning of effective teacher engagement with students, collaboration with other professionals, effective use of class rules and procedures, helping students understand consequences for misbehavior, and managing classroom disruptions. The research generated a 3-hour seminar for special education or general education graduate students. The results gathered during the development of the seminar suggest that the content and presentation will help graduate education students foster social change by developing skills to effectively manage their classes. Additionally, the study can contribute to social change by affording participants classroom management skills necessary to create safe and nurturing school environments that have the potential to positively impact student achievement.
12
Vu, Dung Tien. "The web-based database management system for the computer science graduate program." CSUSB ScholarWorks, 2004. https://scholarworks.lib.csusb.edu/etd-project/2557.
Full textAbstract:
The purpose of this project is to provide faculty and students a secure access to graduate student resources and it will also cover database design, web development, security, migration, and deployment of the new system.
13
Zhang, Biao. "Academic information-seeking behavior of graduate students in educational administration /." Digital version accessible at:, 1998. http://wwwlib.umi.com/cr/utexas/main.
Full text
14
Fleming, Patricia. "Developing graduate entrepreneurs : an analysis of entrepreneurship education programmes in Ireland." Thesis, Durham University, 1999. http://etheses.dur.ac.uk/1467/.
Full text
15
Chien, Li-ching Chang Kai-Hsiung. "Promulgating graduate research and disseminating student information through web applications and database management." Auburn, Ala., 2006. http://repo.lib.auburn.edu/2006%20Spring/master's/CHIEN_LI-CHING_2.pdf.
Full text
16
Holler, Joseph Robert Jr. "System Dynamics Analysis of the Growth and Management of a Graduate Robotics Lab." Thesis, Virginia Tech, 2014. http://hdl.handle.net/10919/47797.
Full textAbstract:
In November of 2012, a robotics research laboratory at a southeastern university began to work on a multi-million dollar robotics project to participate in a national level robotics competition. This project was led by a robotics lab referred to as the Southeastern Robotics Lab (SRL) in this report, and included three additional partners from other research centers, corporations, and universities (referred as Partner A, Partner B and Partner C). While SRL is an experienced robotics laboratory which had performed successfully on various large scale robotics projects, the new project was managerially much more complex due to the involvement of several external organizations, the size of the project, availability of financial resources, and the strictness of the deadlines. The project failed to meet its desired outcome with the project team unable to field a completed system as intended at the end of the scope of work (13 months from project start to conclusion). The failure was an example of common shortcomings in multi-organizational innovative projects. Using the SRL case, we offer a simulation-supported explanation for why complex high-tech projects frequently fail. We gather data through interviewing several researchers directly involved in the project, and conduct textual analysis of archival data through the project. Then we build a system dynamics model of the system and conduct simulation-based analysis of the case. The study offers managerial implications for similar large scale projects.Master of Science
17
Silverstein, Laurie L. "An examination of the relationship among perceived family-of-origin health, current intergenerational family patterns and conflict resolution style in a graduate student population." Instructions for remote access. Click here to access this electronic resource. Access available to Kutztown University faculty, staff, and students only, 1998. http://www.kutztown.edu/library/services/remote_access.asp.
Full textAbstract:
Thesis (M.A.)--Kutztown University of Pennsylvania, 1998.Source: Masters Abstracts International, Volume: 45-06, page: 3328. Typescript. Abstract appears on leaves [131]-133. Includes bibliographical references (leaves [115]-122).
18
Andrag, H. W. "The relationship between selection test results and performance of students at the University of Stellenbosch Business School." Thesis, Stellenbosch : Stellenbosch University, 2005. http://hdl.handle.net/10019.1/80763.
Full textAbstract:
Thesis (MBA)--Stellenbosch University, 2005.ENGLISH ABSTRACT: Business schools, businesses and prospective students will benefit from an indication of prospective MBA students’ likelihood of success in their studies. This study examines the relationship between GMAT and SHL selection tests and performance of students at the University of Stellenbosch Business School. The aim is to establish the feasibility of using models derived from the selection tests in order to identify students who are unlikely to succeed. It was found that variables analyzed in GMAT and SHL numeric and verbal tests as well as the SHL OPQ 32-test correlate significantly with weighted average marks on the MBA programme. Significant correlations were also found between GMAT and SHL numeric and verbal tests and the marks obtained in subjects with high failure rates. Different variables correlate significantly with weighted average marks depending on the mode of study. Said correlations were however found to be too weak to build a model to predict, with accuracy, the performance of a student based solely on the results of selection tests. Adding the subject Computer Literacy strengthens the models to the extent that discriminant analysis can identify many of the students whom would be expected to fail. Prediction efficiency of discriminant models is however not high enough to allow its sole use as basis for exclusion of prospective students. Linear models could not predict any of the students who failed to achieve a weighted average mark of 50% or above. Linear regression models could however explain 27.8% to 52.6% of variability in weighted averaged depending on the method of study and selection test taken. Linear regression and discriminant models can thus be used as part of a judgement based selection process or as a basis for the provision of guidance to individuals, it is however not suitable for use as sole measure in admissions decisions.
AFRIKAANSE OPSOMMING: Besigheidskole, besighede en voornemende studente sal baat vind indien hul ‘n indikasie kan kry van die waarskynlikheid van ‘n voornemende student se sukses. Die studie ondersoek die verhouding tussen GMAT en SHL toetse en prestasie van studente aan die Universiteit van Stellenbosch Bestuurskool. Die doel was om vas te stel of dit wesenlik is om modelle, wat van die toelatingstoetse afgelei is, te gebruik om studente wat waarskynlik nie sal slaag nie, te identifiseer. Daar is gevind dat veranderlikes in die GMAT en SHL numeriese en verbale toelatingstoetse sowel as die SHL OPQ32 toets wesenlik korreleer met die geweegde gemiddelde punt vir die MBA program. Wesenlike korrelasies is ook tussen GMAT en SHL numeriese en verbale toelatingstoetse en die punte behaal in vakke met hoeë druipsyfers gevind. Verskillende veranderlikes korreleer op ‘n wesenlike vlak met geweegde gemiddelde punte afhangende van die metode van onderrig. Bogenoemde korrelasies is egter nie sterk genoeg om ‘n model te bou, suiwer gebaseer op toelatingstoetse, wat met akkuraatheid die prestasie van ‘n student kan voorspel nie. Deur die vak Rekenaargeletterdheid by te voeg kan die model sodanig versterk word dat diskriminante analise baie van die studente wat sou druip, kon identifiseer. Die voorspellings effektiwiteit is egter nie hoog genoeg om diskriminante modelle as enigste basis vir die weiering van studente te gebruik nie. Lineêre regressie modelle kon nie enige van die studente wat gedruip het identifiseer nie. 27.8% tot 52.6% van ‘n variansie in geweegde gemiddelde punt kan egter deur lineêre regressie modelle voorspel word, afhangende van die metode van onderrig en toelatingstoets wat geskryf is. Lineêre en diskriminante modelle kan gebruik word as deel van ‘n oordeel gebaseerde keuringsproses of as basis vir die voorsiening van raad aan individue. Dit is egter nie geskik vir gebruik as enigste keuringsmaatstaf nie.
19
Bonner, David Michael George. "'Domination through knowledge' : Weber and the rationalisation of graduate recruitment in a management consultancy." Thesis, University of Exeter, 2011. https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.548628.
Full text
20
Waller, Steven D. "Engineers as managers : a comparative study of the career experiences of graduate engineers." Thesis, Loughborough University, 1998. https://dspace.lboro.ac.uk/2134/7163.
Full textAbstract:
The theme of the research stemmed from the generally held conviction that engineers are not found populating the managerial levels of UK based companies to the extent that is the case in most of continental Europe. Put simply, in the UK engineering is not considered to be the 'royal route' to management. In 1978 through a funding initiative by the then University Grants Committee, management enhanced 4 year engineering degree courses known as 'Dainton' courses after the then Chain-nano f the committee, Sir Frederick Dainton, were launched to attract some of the most able candidates to engineering. Designed to "fast track" engineers into management these courses have been running now for nearly 20 years and the research set out to answer whether their graduates have become managers, professional engineers, both or neither and how their background in technology and management may have influenced their subsequent career progression and migration into management. The study is based on 575 usable responses to a postal questionnaire sent to 1,838 'Dainton' graduate engineers and comparable control groups from Birmingham, Brunel, Cambridge, Impenal, Oxford and Strathclyde Universities. The responses to the questionnaire are supplemented by an ethnographical study of documentary course literature and discussions with staff responsible for the courses. Contrasts were found between the groups of engineers and the thesis explores these differencesa nd discussesth e possible reasonsf or them. By developing an insight into the role and influence of management training in engineering degrees the thesis concludes bv examining the consequences for the management of careers.
21
Anderson, Neil R. "Interviewer impression formation and decision making in the graduate selection interview: a theoretical and empirical analysis." Thesis, Aston University, 1988. http://publications.aston.ac.uk/12224/.
Full text
22
Tucker, Mollie Janet. "An identification of the factors that influence graduate satisfaction with a management development training program." Diss., Virginia Tech, 1994. http://hdl.handle.net/10919/40083.
Full textAbstract:
Many organizations, both public and private are implementing total quality management processes and procedures to ensure customer satisfaction, promote effective leadership, and enhance productivity. The sudden emphasis on customer satisfaction is observable governmentwide as federal agencies respond to the President’s Executive Order to create a government that works better and costs less. Finding ways to improve customer satisfaction is now a high priority of these service-oriented organizations.
The purpose of this study was to identify the factors that influence graduate satisfaction with a management development training program. In order to fulfill this purpose, data were collected from a respondent population of the United States Department of the Interior graduates of the Women’s Executive Leadership Program. Two surveys were used in this study to identify the factors and determine the level of importance of the factors. Based on the objectives of the research, in addition to demographic data, survey one contained open-ended questions designed to assess the graduates’ perceptual fields relative to their expectations, strengths and weaknesses of the management development training program. Twenty-eight items were identified from the qualitative data obtained from survey one and using a Likert-type scale, graduates were asked to rate the level of importance of each item in survey two.
Graduate responses to survey two were subjected to standard statistical procedures. Results of these procedures led to the following conclusions: 1) Graduate satisfaction is influenced by professional advancement, personal growth and career development opportunities, program instruction, and program administration and management; 2) Graduates of the Women’s Executive Leadership Program are overwhelmingly satisfied with the training they received in the program; 3) Expectations of the Department of the Interior graduates are met; and 4) Further research is needed to determine the relationship between trainee satisfaction/dissatisfaction and expectations as well as the relationship between satisfaction and certain demographic and biographical characteristics.Ed. D.
23
Maloy, Debra A. "An Educational Intervention to Promote Self-management and Professional Socialization in Graduate Nurse Anesthesia Students." Thesis, University of North Texas, 2015. https://digital.library.unt.edu/ark:/67531/metadc822767/.
Full textAbstract:
Traditionally, nurse anesthesia educators have utilized prior academic achievement to predict student success. However, research has indicated that prior academic achievement offers an inadequate assessment of student success in graduate healthcare programs with extensive clinical residencies. The educational literature has identified many non-cognitive factors, such as self-efficacy and locus of control, that may provide a more holistic prediction model of student success. An experimental study with pretest-posttest design and stratified random assignment was conducted to evaluate the effectiveness of an educational intervention to promote self-management, professional socialization, and academic achievement among first semester graduate nurse anesthesia students. Participants (N = 66) were demographically similar to the national graduate nurse anesthesia student body, though Hispanics and younger students were a little over-represented in the sample (56% female, 75.8% White, 15.2% Hispanic, 6% Other, 59% ≤ 30-years-old, 67% ≤ 3 years of ICU). The results showed that most graduate anesthesia students had strong self-management and professional socialization characteristics on admission. The results did not support the effectiveness of this educational intervention. Thus, ceiling effect may have accounted in part for statistically non-significant results regarding self-efficacy (p = .190, ω2 = .03), locus of control (p = .137, ω2 = .04), professional socialization (p = .819, ω2 = .001), and academic achievement (p = .689, ω2 = .003). Future researchers may need to expand the scope of the intervention, use a more powerful and sensitive instrument, and utilize a larger sample.
24
Fang, Li-Chuan. "Improvement and deployment of the web-based database management system for computer science graduate program." CSUSB ScholarWorks, 2006. https://scholarworks.lib.csusb.edu/etd-project/2988.
Full textAbstract:
In 2005 Mr. Dung Tien Vu completed a master's project for the California State University, San Bernardino Computer Science Department in which he designed a web-based database of department graduate student information. This project was designed to alter the system so that it conforms with current campus regulations, to make some improvements to the system, and to deploy it.
25
Cunningham-Snell, Nicole Ann. "Alternative perspectives on selection : social impact and validation of graduate selection within a multinational oil company." Thesis, Goldsmiths College (University of London), 1999. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.327042.
Full textAbstract:
This research investigates varIOUS theoretical perspectives on graduate selection. Four standpoints are examined: organisational justice in selection, the emergence of the psychological contract, the influence of social moderators on selection predictive validity, and assessment centre construct validity. Two studies were conducted into the graduate selection procedures of a multinational oil company (Shell International). In Study A, applicants were contacted in retrospect and asked about their experiences of the selection process. In Study B, a longitudinal design was employed whereby applicants responded to questionnaires at various time points within the selection process and following four months of employment, In Study B, data were also collected from the organisation, including ratings of applicants' potential at selection and subsequent potential four months post-entry. The results of both studies highlight the dynamic nature of the interaction between potential recruits and the organisation during the selection process. Differences between applicants' prior expectations of procedural justice and their perceptions of reality measured immediately after a selection method, are found to have an impact on several selection outcome variables. The selection decision is found to have a direct impact on applicants' reactions to procedural justice, with unsuccessful applicants having lower perceptions of procedural justice when measured post-, but not pre-communication of the outcome decision. The dynamic nature of the psychological contract is shown from selection to four months post entry, with recruits' perceptions generally becoming more congruent with the organisation's perspective. The results also highlight the potential influence of selection and socialisation moderators of predictive validity. Finally, poor assessment centre construct validity is demonstrated, despite the small number of criteria used and the reasonable predictive validity. Overall, this research illustrates the advantage of conducting integrated research which simultaneously examines multiple perspectives on selection. In conclusion, the original contributions of this research to selection theory, and a number of implications for practice are discussed.
26
Ladd, Kathryn L. "A comparison of teacher education programs and graduates' perception of experience /." free to MU campus, to others for purchase, 2000. http://wwwlib.umi.com/cr/mo/fullcit?p9998491.
Full text
27
Plessner, Von Roderick. "A Study of the Influence Undergraduate Experiences Have onStudent Performance on the Graduate Management Admission Test." University of Toledo / OhioLINK, 2014. http://rave.ohiolink.edu/etdc/view?acc_num=toledo1401294447.
Full text
28
Bonawitz, Mary Feeney. "Analysis and comparison of the moral development of students required to graduate with an ethics course." FIU Digital Commons, 2002. http://digitalcommons.fiu.edu/etd/1726.
Full textAbstract:
Accounting students become practitioners facing ethical decision-making challenges that can be subject to various interpretations; hence, the profession is concerned with the appropriateness of their decisions. Moral development of these students has implications for a profession under legal challenges, negative publicity, and government scrutiny. Accounting students moral development has been studied by examining their responses to moral questions in Rest's Defining Issues Test (DIT), their professional attitudes on Hall's Professionalism Scale Dimensions, and their ethical orientation-based professional commitment and ethical sensitivity. This study extended research in accounting ethics and moral development by examining students in a college where an ethics course is a requirement for graduation.
Knowledge of differences in the moral development of accounting students may alert practitioners and educators to potential problems resulting from a lack of ethical understanding as measured by moral development levels. If student moral development levels differ by major, and accounting majors have lower levels than other students, the conclusion may be that this difference is a causative factor for the alleged acts of malfeasance in the profession that may result in malpractice suits.
The current study compared 205 accounting, business, and nonbusiness students from a private university. In addition to academic major and completion of an ethics course, the other independent variable was academic level. Gender and age were tested as control variables and Rest's DIT score was the dependent variable. The primary analysis was a 2x3x3 ANOVA with post hoc tests for results with significant p-value of less than 0.05.
The results of this study reveal that students who take an ethics course appear to have a higher level of moral development (p=0.013), as measured by the (DIT), than students at the same academic level who have not taken an ethics course. In addition, a statistically significant difference (p=0.034) exists between freshmen who took an ethics class and juniors who did not take an ethics class. For every analysis except one, the lower class year with an ethics class had a higher level of moral development than the higher class year without an ethics class. These results appear to show that ethics education in particular has a greater effect on the level of moral development than education in general. Findings based on the gender specific analyses appear to show that males and females respond differently to the effects of taking an ethics class. The male students do not appear to increase their moral development level after taking an ethics course (p=0.693) but male levels of moral development differ significantly (p=0.003) by major. Female levels of moral development appear to increase after taking an ethics course (p=0.002). However, they do not differ according to major (p=0.0 97).
These findings indicate that accounting students should be required to have a class in ethics as part of their college curriculum. Students with an ethics class have a significantly higher level of moral development. The challenges facing the profession at the current time indicate that public confidence in the reports of client corporations has eroded and one way to restore this confidence could be to require ethics training of future accountants.
29
Bales, Jon R. Pancrazio Sally B. "Graduate preparation in educational administration among high school principals and its relationship to school effectiveness." Normal, Ill. Illinois State University, 1997. http://wwwlib.umi.com/cr/ilstu/fullcit?p9803719.
Full textAbstract:
Thesis (Ph. D.)--Illinois State University, 1997.Title from title page screen, viewed June 1, 2006. Dissertation Committee: Sally B. Pancrazio (chair), Ronald S. Halinski, Dianne E. Ashby, Ramesh Chaudhari, Robert F. Hall. Includes bibliographical references (leaves 172-186) and abstract. Also available in print.
30
Monahan, Maureen F. "An Evaluation of Suicide Risk Assessment and Management Trainings in Clinical Psychology Doctoral Programs." Scholar Commons, 2018. https://scholarcommons.usf.edu/etd/7342.
Full textAbstract:
It has been suggested that mental health professionals are insufficiently trained to assess and manage suicide risk (U.S. Department of Veterans Affairs and Defense [USDVA/DOD], 2013; Goldsmith, Pellmar, Kleinman, & Burney, 2002; Jobes, Rudd, Overholser, & Joiner, 2008; Mirick, McCauley, Bridger, & Berkowitz, 2015; Silverman & Berman, 2014) and this problem may originate during graduate training (Feldman & Freedenthal, 2006; Mackelprang, Karle, Reighl, & Cash, 2014; Rudd, Cukrowicz, & Bryan, 2008; Schmitz et al., 2012). Unfortunately, however, this area has been inadequately studied (Battista, 2007; Cramer, Johnson, McLaughlin, Rausch, & Conroy, 2013; Department of Health and Human Services, 2012; Stuber & Quinnett, 2013), precluding a full understanding of this problem.
The present study surveyed clinical psychology doctoral students’ behavioral competency in responding to suicidal clients, attitudes toward suicide prevention, perceived ability to engage in appropriate practices, subjective norms surrounding SRA behaviors, intentions to engage in these behaviors, and the relationship of amount of graduate training in suicide risk assessment (SRA) core competencies to the aforementioned constructs. It was hypothesized that amount of training in SRA competencies would be significantly related to participants’ attitudes, perceived behavioral control, and subjective norms related to SRA behaviors. Further, it was hypothesized that the aforementioned variables would be significantly related to participant intentions to engage in these behaviors. Finally, it was hypothesized that intentions to engage in SRA behaviors would be positively related to participants’ behavioral competency in SRA. Study participants were 167 students from 46 clinical psychology doctoral programs. Hypotheses were tested using path analysis. Results provided partial support for significant relationships between attitudes, PBC, subjective norms, and intentions (Hypothesis 1a). Implications of this research include advancing the training practices of clinical psychology doctoral programs so as to help increase the number of mental health practitioners competent in suicide risk assessment and management practices.
31
Jackson, Roger P. "A comparison of the financial management curriculum at the Naval Postgraduate School and other graduate public financial management curricula in the United States." Thesis, Monterey, Calif. : Naval Postgraduate School, 1992. http://handle.dtic.mil/100.2/ADA356138.
Full textAbstract:
Thesis (M.S. in Financial Management)--Naval Postgraduate School, June 1992.Thesis Advisors: Jones, L.R. ; McCaffery, Jerry L. "June 1992." Description based on title screen as viewed on March 4, 2009. Includes bibliographical references (p. 47-48). Also available in print.
32
Piotrowicz, Kay L. "On and off campus student housing a course developed for residential property management undergraduate and graduate students /." Muncie, Ind. : Ball State University, 2009. http://cardinalscholar.bsu.edu/687.
Full text
33
Foster-Seargeant, Elaine. "The lived experience of new graduate physiotherapists in the first year of practice, mentorship and program management." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2001. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp05/MQ60841.pdf.
Full text
34
Balayan, Ariana. "A Study of the Factors and Conditions Associated With Graduate Enrollment Management Practitioners' Participation in Professional Development." Thesis, NSUWorks, 2015. https://nsuworks.nova.edu/fse_etd/2.
Full textAbstract:
This investigation was designed to determine the factors and conditions associated with graduate enrollment management practitioners’ participation in professional development activities (PD). The sample consisted of members of a professional association, focused solely on supporting graduate enrollment managers and related staff, whose patterns of involvement in various PD events for the previous 5 years were classified as low or inconsistent. In an effort to identify member preferences, as well as characteristics associated with PD activities, the investigator sought to provide information useful to developing future PD programs for the association.
An electronic quantitative instrument, the Professional Development in Graduate Enrollment Management (PDGEM) survey, consisted of closed-ended questions related to PD grouped under the following headings: Demographic Information, Support for and Knowledge of Professional Development Activities, Attitudes and Beliefs About Professional Development: Individual and Institutional, Components of Professional Development in Graduate Enrollment Management, Professional Development Plans, Participation and Involvement in Association Professional Development Activities, Other Organizations’ Professional development, and Professional Development Overall. It was disseminated to 1,461 members of the Association, with a return rate of 163 (11%). Descriptive and linear regression analyses were conducted in order to discern (a) the frequency of participation in PD and (b) the demographic and other variables predictive of participation in PD.
The study’s findings revealed that about one-quarter of the respondents participated regularly in association-sponsored PD and that the involvement levels of the remainder of the membership were inconsistent. Additionally, on-site activities were favored over online, content relevance greatly influenced whether practitioners participated, and member interest in conducting academic research was low. Cost was also a primary factor in determining participation in professional development.
35
Falkner, Bonni. "An analysis of graduate students' perceptions of quality services provided by University of Wisconsin-Stout." Menomonie, WI : University of Wisconsin--Stout, 2005. http://www.uwstout.edu/lib/thesis/2005/2005falknerb.pdf.
Full text
36
Krause, Kathryn J. "An analysis of first duty station placement and new graduate transition education and retention in the Navy Nurse Corps." Thesis, Monterey, California : Naval Postgraduate School, 2010. http://edocs.nps.edu/npspubs/scholarly/theses/2010/Mar/10Mar%5FKrause.pdf.
Full textAbstract:
Thesis (M.S. in Management)--Naval Postgraduate School, March 2010.Thesis Advisor: Mehay, Stephen. Second Reader: Hatch, William. "March 2010." Author(s) subject terms: Navy Nurse Corps, manpower, education, training, transition program, retention. Includes bibliographical references (p. 77-83). Also available in print.
37
Fahnbulleh, Henry M. "Student experiences in the doctoral program in Educational Administration and Supervision at Ball State University, 1987-2002." Virtual Press, 2003. http://liblink.bsu.edu/uhtbin/catkey/1272419.
Full textAbstract:
The purposes of the study were:1) To collect and share information on the perceptions of graduates regarding the academic, professional, and social experiences of students in the doctoral program in Educational Administration and Supervision at Ball State University, 1987-2002, relative to their professional preparation and career goals;2) To profile the demographic characteristics of respondents whose experiences are described and reported in this study: Gender, age, ethnicity, date of admission, enrollment status, date of graduation, professional occupation during and after doctoral study, financial situation, and sources of financial support during doctoral study.3) To draw conclusions and make recommendations, based on the data, on how students' personal motivation and professional preparation, career goals, academic training, institutional, and social support blend together to enrich the experiences of doctoral students in Educational Administration and Supervision at Ball State University.The population for this study consisted of 111 graduates (72 males and 39 females) of the doctoral program in Educational Administration and Supervision, Department of Educational Leadership, Teachers College, Ball State University, 19872002. A list and addresses of doctoral graduates of the program were obtained from the Graduate School Office. The addresses were verified by the Ball State University Alumni Office. A packet of questionnaires was mailed successfully to 106 graduates. Seventy-nine completed surveys (76 percent) were returned. Of the 79 respondents 52 were male, and 27 were female. The data were subsequently tabulated, analyzed, summarized, and reported in narrative form. Findings and conclusions suggest that:1. The doctoral program in Educational Administration and Supervision at BallState University adequately prepared graduates to contribute meaningfully tothe scholarship and professional demands of the discipline;2. The curricula of the doctoral program allow for rich and diverse career optionsto graduates;3. Improvement should be made in the doctoral program in EducationalAdministration and Supervision at Ball State University to include:a. Practical application experiences through structured internship,mentoring, and peer interaction;b. Greater efforts at job search and placement assistance;c. The effective management of technology to serve the growing numberof part-time students; andd. A systematic departmental database to keep track of graduates of the program.Department of Educational Leadership
38
Hackney, Chenay. "The HR challenge of attraction and retention : a survey of information technology graduates in information communication technology companies." Diss., University of Pretoria, 2013. http://hdl.handle.net/2263/24029.
Full textAbstract:
Graduate recruitment is an activity that is practiced by many organisations and HR professionals in South Africa (SAGRA, 2012), yet there is still much to learn about the challenge of what graduates perceive to be the most important factors in attracting and retaining them. In addition, it is generally known that the information and communications technology (ICT) industry is at “war for talent” (McKinsey&Company, 2007) among IT graduates due to the scarcity of the IT skills set (ITWEB, 2008). IT News Africa (2012) reports that South Africa has a growing shortage of skilled workers within the information and communication technology (ICT) field. This can particularly be indicated by the numbers released by South Africa’s Department of Home Affairs, which for instance, has issued a detailed list of 7,600 open ICT technical job vacancies (IT News Africa, 2012). The objectives of the study were: (1) to determine what firstly attracts IT graduates to ICT companies, and (2) to determine what retains these IT graduates. The purpose of this was to assist HR managers to overcome the challenge of attraction and retention within the ICT industry. Data for this study was collected by means of an online survey, namely the IT Graduate Recruitment Survey, on a purposive sample (N = 172) of IT graduates in the South African IT sector. Descriptive frequency, median, ranking and chi-square statistics revealed significant insight into the IT graduate’s perspective of attraction and retention factors. The main findings indicate that the top attraction factors for IT graduates include interest in the prospective organisation’s specific products, the services it provides and the employer’s brand in the industry; the overall reputation of the employer; career opportunities; security of employment; and to be able to make use of the IT qualification for which they studied. The two most influential advertising techniques to attract IT graduates are people who already work in the industry, and employer websites. The top retention factors include the availability of opportunities for further study, being supported by the employer and future career opportunities. The findings contribute valuable insight and knowledge to the field of Human Resource Management that can be applied in the recruitment, selection and talent management processes in relation to IT graduates in the ICT industry. Future research could compare different ethnic, gender and qualification groups – i.e. an IT degree candidate versus a diploma candidate – and their expectations when entering the workplace. The impact of on-boarding and induction can also be investigated in terms of the impact these have on retention. It is also recommended that researchers conduct in-depth qualitative interviews together with the current questionnaire to evaluate IT students’ and graduates’ perceptions of the viable attraction and retention techniques more critically.Dissertation (MCom)--University of Pretoria, 2013.
Human Resource Management
unrestricted
39
Katono, Isaac Wasswa. "Cultural predictions of entrepreneurial orientation and the moderating role of entrepreneurial competencies on graduate entrepreneurial intentions: A cross-sectional survey of East Africa." Doctoral thesis, Faculty of Commerce, 2021. http://hdl.handle.net/11427/32745.
Full textAbstract:
This research project examines a theoretical gap (impact of culture on entrepreneurial orientation EO) to try and mitigate a practical problem (unemployment) among graduates in three East African countries: Kenya, Tanzania and Uganda. Unemployment would be mitigated if only graduates embraced entrepreneurship by starting their own business projects, and many governments have encouraged their youth/graduates to do this. Unfortunately, graduate student interest in entrepreneurial activities in many countries in Africa is very low, and the three study countries are no exception to this trend. While many explanations have been advanced for this phenomenon, a key theoretical gap left unattended in entrepreneurship research is the way in which culture impacts upon EO and how this affects entrepreneurial intention (EI), yet EO is often considered the most important variable in the formative stage of a given project. A close look at how culture influences EO is important because EO is unexplainable without considering the socio-cultural framework in which it is embedded, since it can be supportive or a hindrance to entrepreneurship in different contexts. Thus the key question which this study tries to address is: „Does culture constrain the development of a strong EO, eventually leading to low start-up in this region?‟ Specifically, can the low graduate start-up in these countries be explained by the impact of five cultural orientation dimensions (ambiguity intolerance, power distance, masculinity, independence and interdependence) and ability perception variables (achievement motivation and learning goal orientation LGO) on two variables of EO namely risk taking and proactiveness? How does gender affect these relationships? Besides gender, this study also sought to know the level of prevalence in the study population of three other important culturally influenced variables in entrepreneurship literature namely experience, fear of failure and modernity in order to throw more light on the study problem In particular, given that individuals with a modern outlook are somehow liberated from firm cultural norms, this study sought to establish whether students with a more modern outlook differ from those with a less modern one in terms of the study variables. Further, does optimism another important culturally inclined characteristic of entrepreneurs moderate the relationship between EO and entrepreneurial intention? Some authors argue, however, that culture does not matter; rather, what matters are the entrepreneurial competencies of an entrepreneur. Hence another major question addressed in the current study is to what extent do entrepreneurial competencies (such as knowledge/networks) moderate the relationship between EO and entrepreneurial intention? Using the theory of planned behavior (TPB), upper echelons theory and image theory, this study seeks to address these questions based on a pragmatic paradigm and thus a mixed methods approach in two phases. Phase one of the study was qualitative consisting of non- structured interviews and conversations with various stake holders and is the basis upon which the study instrument was refined. Phase two was quantitative, utilizing a cross-sectional survey research design based on a non random sampling to gather data from finalists in business faculties in three public and two private universities in the study countries (N=1086) during their classes. Data analysis consisted of three phases, comprising ten steps. Phase one was more of a preliminary analysis and consisted of five steps: Generation of descriptive statistics such as frequencies, percentages, and normality tests in step 1, T-tests to gauge the prevalence of experience, fear of failure, and modernity as well as a MANOVA to gauge the prevalence of the cultural dimensions in each study country in step 2, Exploratory factor analysis (EFA) by Varimax/promax rotation to examine the factor structures of the study dimensions in step 3, followed by examination of validity (construct validity, discriminant validity) and reliability for all study instruments (alpha and composite reliability, CR) in Step 4, while step 5 confirmed the factor structure of the measures using confirmatory factor analysis CFA (Lisrel 8.8). The second phase utilized structural equation modeling (SEM) based on latent variables (using AMOS 23) to first estimate a CFA model, followed by a structural baseline model for all data combined (omnibus model) in step 6. This was followed by fitting the baseline model into each country data set in step 7. In step 8, data was divided by gender into male and female samples and by modernity into low and high modernity groups and the baseline model was fitted into each of these four data sets. This was followed by invariance tests between the gender sets and modernity sets as a basis for their meaningful comparison (step 9). The third phase utilized the process macro in SPSS (step 10) to conduct the moderation analysis. Study findings indicate that in all three countries, only 50% of the respondents had some sort of start-up experience. A third (31%) of the students in the three countries indicated that fear of failure would prevent them from starting a business, while the rest indicated that it would not. Further, students who do not regard fear of failure as a barrier to entrepreneurial activities scored significantly higher on proactiveness, knowledge, achievement motivation and modernity in all the three countries, while in at least two of these countries, these people scored significantly higher on risk taking, networking and learning goal orientation. This finding confirms that fear of failure is an important barrier to graduate entrepreneurship in this region. Turning to the structural models in SEM, findings indicate that the low start-up rate in these countries can be attributed to the negative impact of ambiguity intolerance (the most problematic variable), power distance, and lack of an optimistic bias as well as possible negative attitude towards those with an independent cultural orientation. However, Independence and Interdependence support EO, in agreement with researchers who assert that both cultural variables are good for entrepreneurship. Theoretically, the study makes an extension of the TPB since achievement motivation predicts intention in all study samples (apart from Kenya and Tanzania). In terms of gender, there are no significant differences on the reported levels of risk taking; however females score significantly higher on proactiveness. Further structural models indicate that males are more achievement oriented than females, while the low modernity group seems to be more entrepreneurial than the high modernity group. Lastly, networks and knowledge moderate the relationship between risk taking/proactiveness and intention, while optimism does not. The study calls for a revision of the curriculum to include tolerance for ambiguity, proactiveness and autonomy courses in entrepreneurship education as well as a change in the mode of delivery of this subject. A transformation in the education systems of the three countries is needed to produce critical thinkers and to introduce entrepreneurship early in the education system to make everyone appreciate entrepreneurship, thus nurturing an entrepreneurial culture.
40
Wyne, Monica A. A. "Stress inoculation training, type A behaviour, and irrational beliefs in medical, dental, and graduate students." Thesis, University of British Columbia, 1991. http://hdl.handle.net/2429/31225.
Full textAbstract:
This study examined the effects of a stress inoculation training program on self-reported Type A behaviour pattern (TABP) and irrational beliefs in a sample of female medical, dental, and graduate students. Thirteen female medical students from the first, second, and third years of medical school, one female dental student from the first year of dental school, and 16 female graduate student volunteers were assigned to a 6-week stress inoculation group (SI; n = 14) or a 4-hour brief treatment group (BT; n = 16) in a repeated measures (pre, post, 11-week follow-up) quasi-experimental design. Participants completed the Rational Behavior Inventory, the Irrational Beliefs Test, the Type A Irrational Beliefs Test, and the Framingham Type A Scale (modified) in order to assess treatment effects. Price's (1982) cognitive social learning model proposes that TABP is elicited and maintained, in part, by specific beliefs and the fears and anxieties that they engender. Following this model, it was hypothesized that self-reported TABP, irrational beliefs, and Type A irrational beliefs would significantly decrease, and rational behaviour, or general rational thinking, would significantly increase, from pre- to post-test and these changes would be maintained at 11-week follow-up in the SI group, compared with the BT group. Repeated measures MANOVAs with pre-planned contrasts indicated that SI was effective in significantly reducing TABP from pre-to post-test. Both SI and BT were effective in significantly decreasing irrational beliefs and Type A irrational beliefs, as well as significantly increasing rational behaviour, or general rational thinking, from pre to post-test. These changes were maintained at follow-up and provide further insight into the relationship between TABP and irrational beliefs. This study provides partial support for Price's model and implicates the use of stress inoculation training in the treatment of TABP in female medical, dental, and graduate students. Implications of these findings and suggestions for future research are discussed.Education, Faculty of
Educational and Counselling Psychology, and Special Education (ECPS), Department of
Graduate
41
Ashworth, Rolfe E. "The Defense Financial Manager an assessment of knowledge requirements and the Naval Postgraduate School Financial Management Graduate curriumlum /." Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2001. http://handle.dtic.mil/100.2/ADA390523.
Full textAbstract:
Thesis (M.S. in Management) Naval Postgraduate School, March 2001.Thesis advisors, Douglas Moses, John Mutty. "March 2001." Includes bibliographical references (p. 141-149). Also available in print.
42
Mitchell, Marsha. "The development of a graduate course on identity management for the Department of Networking, Security, and Systems Administration /." Online version of thesis, 2008. http://hdl.handle.net/1850/8713.
Full text
43
Fu, Chang-Chi Musetta. "Music therapy and women's health effects of music-assisted relaxation on women graduate students' stress and anxiety levels /." Diss., Connect to online resource - MSU authorized users, 2008.
Find full text
44
Anthony, James. "An exploratory investigation of the approaches to learning of accounting students studying toward a professionally accredited post-graduate programme at the University of Cape Town." Master's thesis, University of Cape Town, 2013. http://hdl.handle.net/11427/6588.
Full textAbstract:
Includes abstract.Includes bibliographical references.
Increased emphasis by professional bodies on fostering life-long learning has resulted in interest in student approaches to learning. The aim of this paper is to provide a preliminary investigation into the approaches to learning of accounting students in the context of a South African university by sampling students studying a professionally accredited post-graduate programme. A further aim is to investigate the potential differences in these approaches to learning between each of the four core subjects of this post-graduate programme, as well as differences between male and female students, and students achieving differing academic grades. The intention is to serve as a basis for further research within this context as well as provide insights for accounting educators into both student approaches to learning, and links to the learning environment. The Approaches to Study Skills Inventory for Students (ASSIST) was administered to a group of volunteer students all studying the Post-Graduate Diploma in Accounting (PGDA) at the University of Cape Town (UCT). The applicability of the ASSIST survey was tested via confirmatory factor analysis and thereafter the data was analysed to measure the general tendencies of students to favour either a Deep, Surface or Strategic approach to learning. The findings of this study indicate the ASSIST survey is applicable within the context administered although inconsistencies in student responses for one of the four subjects warrants further research. In analysing the data, UCT PGDA students were found to favour a Strategic approach to study, which could be partially attributed to intensive workloads as well as pressure to pass final examinations – passing these exams would grant them eligibility to sit the first of two professional examinations. Generally, no statistically significant differences between student approaches to learning for each of the four core subjects could be observed, nor between student approaches to learning for each gender. However, academically stronger students were found to have less fear of failure; a greater achieving tendency, as well as feeling more comfortable in managing their time. The use of the ASSIST survey in this context is acceptable and initial indications suggest that UCT PGDA students feel discouraged from using a surface approach to learning – a step toward fostering competence in life-long learning.
45
Burger, Naomi Magdalena. "A model for the implementation of customer relationship management systems." Thesis, Stellenbosch : Stellenbosch University, 2005. http://hdl.handle.net/10019.1/50254.
Full textAbstract:
Thesis (MBA)--Stellenbosch University, 2005.ENGLISH ABSTRACT: Customer relationship management (CRM) is perceived as critical to the longterm success of any organisation, since CRM could be developed into a core competence providing a competitive advantage. Although the importance of CRM is recognised worldwide, most implementations of CRM systems fail to achieve their goals. Trends show that CRM success is still the exception and not the rule. The main objective of this study is to examine the value and characteristics of CRM systems and determine the most common factors that impact on the success of CRM systems implementations. CRM is a business strategy that integrates people, processes and technology, and places the customer at the core of the business. CRM aims to increase business performance and enhance customer value by increasing customer retention, acquisition, satisfaction and loyalty resulting in increased revenue and profitability. The study found that the implementation of CRM systems involves a completely new way of doing business. The major problems experienced in the implementation of CRM systems are identified as change management problems and too much emphasis on technology. The study paints out that technology alone will not guarantee the success of CRM systems implementations, since CRM systems are not so much about technology but more about people and business processes. It is recommended that more emphasis should be placed on cultural and behavioural change in the business environment by focusing on the management of change of the people using CRM systems. A CRM systems implementation model based on previous studies and literature relating to CRM has been developed in the South African context. This model is derived from the Gartner model, the customer management assessment tool and different readiness approaches for CRM systems implementations. The study concludes· with the development of a measuring instrument for the implementation of CRM systems.
AFRIKAANSE OPSOMMING: Die persepsie is dat klienteverhoudingebestuur (KVB) krities tot die langtermyn sukses van enige organisasie is, aangesien KVB ontwikkel kan word in 'n kernvaardigheid wat 'n kompeterende voordeel verskaf. Alhoewel die belangrikheid van KVB wereldwyd erken word, misluk die meeste KVB implementerings om hulle doelwitte te bereik. Tendense toon dat KVB sukses steeds die uitsondering en nie die reel is nie. Die doel van die studie is om die waarde en eienskappe van KVB stelsels te ondersoek en om die mees algemene faktore wat 'n impak op die sukses van KVB stelsels implementerings het, te bepaal. KVB is 'n besigheidstrategie wat mense, prosesse en tegnologie integreer en kliente as die kern van die besigheid beskou. KVB het ten doel om die werkverrigting van die besigheid en die waarde vir die klient te verhoog deur verbetering van die retensie, werwing, tevredenheid en lojaliteit van kliente, wat 'n verhoogde inkomste en winsgewendheid tot gevolg het. Die studie het gevind dat 'n KVB stelsel 'n totale nuwe manier van besigheid behels. Die belangrikste probleme wat met die implementering van KVB stelsels ondervind word, is geidentifiseer as veranderingsbestuursprobleme en te veel klem op tegnologie. Die studie het ook aangetoon dat tegnologie alleen nie die sukses van KVB stelsels implementerings sal waarborg nie, omdat KVB stelsels nie soseer om tegnologie gaan nie, maar meer om mense en besigheidsprosesse. Dit word aanbeveel dat meer klem op kulturele en gedragsveranderinge in die besigheidsomgewing geplaas moet word deur te fokus op die bestuur van verandering van die mense wat KVB stelsels gebruik. 'n KVB stelsels implementeringsmodel gebaseer op vorige KVB verwante studies en literatuur, is in die Suid-Alrikaanse konteks ontwikkel. Hierdie model is afgelei van die Gartner model, die klientebestuur assesseringshulpmiddel en verskillende gereedheidsbenaderinge vir KVB stelsels implementerings. Die studie sluit af met die ontwikkeling van 'n meetinstrument vir die implementering van KVB stelsels.
46
Thom, Torsten. "Mobile business : an analysis of the arising business potential." Thesis, Stellenbosch : Stellenbosch University, 2005. http://hdl.handle.net/10019.1/50397.
Full textAbstract:
Thesis (MBA)--Stellenbosch University, 2005.ENGLISH ABSTRACT: The goal of this research report is to provide a comprehensive overview of the new business potential that arises from the convergence of two of the fastest growing industries worldwide, namely the Internet and mobile communications. Most experts agree that this emerging mobile business market has great revenue potential. However, the initial market development has generally been very disappointing, because most service providers have not found ways to satisfy customer needs in this young, dynamic market. Since academic sources and best practices are rare in this new business environment. this study attempts to offer the necessary background and a sound decision base for successfully mastering the inherent challenges in this area. It focuses on mobile services to private customers. While concentrating on Western Europe, it nevertheless follows a global approach, which makes its results applicable to other industrialised world regions. After the possibilities of the enabling technologies are explored, the m-business market is analysed and the mobile service spectrum comprehensively evaluated. Furthermore, the requirements for customer acceptance and a mass-market breakthrough are determined, enriched by up-to-date findings of the writer's own market research. Mobile network operators are clearly dominating the m-business market, and their general misuse of power prevents the creation of fertile ground for a compelling mobile service spectrum. The clearly leading Japanese mobile service market is proof of bow cooperation and concentration on core competencies can create conditions for a fast market take-off, that benefits not only all value chain players, but especially the operators. It is crucial for the creation of successful mobile business applications to avoid the significant weaknesses of enabling technologies. Instead, mobile service providers need to use the valueadded characteristics in an optimal way. To continue merely to transfer offerings of the stationary Internet to the mobile medium will surely not suffice, since this only makes the limitations of the mobile technologies much more evident. Thus, in order to minimise these insufficiencies, the value-added characteristics of mobile technologies need to be exploited as intensively as possible. This means delivering highly time- and location-specific services that are simple and personalised. Even without considering the greatly inhibiting international roaming barriers, this can be done optimally in home networks. This strongly supports a mobile service development on national level. Overall, the focus must be on delivering what customers want, when they want it, at a cost that represents real value to the customer.
AFRIKAANSE OPSOMMING: Die doel met hierdie navorsingsverslag is om 'n omvattende oorsig te verskaf van die nuwe sakepotensiaai wat ontstaan uit die sameloop van twee van die wereld se snelgroeiendste industriee, naamlik die Internet en mobiele kommunikasie. Die meeste deskundiges is dit eens dat hierdie ontluikende mobiele besigheidsmark enorme inkomste-potensiaal bied. Aanvanklike markontwikkeling was egter tot dusver oor die algemeen uiters teleurstellend omdat die meerderheid diensvoorsieners nog nie metodes gevind het om die behoeftes van kliente in hierdie jong, dinamiese mark voldoende aan te spreek rue. Aangesien akademiese bronne en beproefde gebruike in die nuwe sake-omgewing maar skraps is, trag hierdie studie om die nodige agtergrond en 'n soliede besluitnemingsbasis te bied sodat die inherente uitdagings op die terrein suksesvol onder die knie gekry kan word. Hierdie studie fokus op mobiele dienste aan private kliente. Hoewel daar op Wes-Europa gekonsentreer word, word nietemin 'n globale benadering gevolg wat meebring dat die studie se resultate ook op ander geindustrialiseerde wereldstreke toepaslik is. Nadat die moontlikhede van die hulp-tegnologiee uiteengesit is, word die m-besigheidsmark geanaliseer en die mobiele dienssprektrum volledig geevalueer. Vervolgens word die vereistes vir klientaanvaarding en 'n omvangryke mark-deurbraak vasgestel en dan verryk deur bevindinge uit die skrywer se eie marknavorsing tot nou toe. Klaarblyklik oorheers mobiele netwerk-operateurs die m-besigbeidsmark en hulle algemene misbruik van mag verhoed dat 'n vrugbare teelaarde vir 'n noodsaaklike mobiele diensspektrum ontstaan. Die duidelik leidende Japanse mobiele diensmark bewys hoe samewerking en klem op kernbevoegdhede toestande kan skep vir 'n snelle markopswaai, wat nie net alle waardekettingspelers nie, maar veral ook die operateurs bevoordeel. Dit is deurslaggewend vir die skep van geslaagde mobiele besigbeidstoepassings dat die veelseggende swakhede van hulp-tegnologiee vermy word. Mobiele diensvoorsieners moet eerder die waardetoegevoegde eienskappe op gunstige wyse aanwend. Om bloot voort te gaan met die oordrag van aanbiedinge van die statiese Internet na die mobiele medium sal sekerlik nie voldoende wees nie aangesien die beperkinge van die mobiele tegnologiee sodoende veel meer sigbaar gemaak word. Derhalwe is dit nodig om die waardetoegevoegde eienskappe van mobiele tegnologiee so intensief moontlik uit te buit ten einde hierdie gebreke te minimaliseer. Dit beteken dat persoonlike en ongekompliseerde dienste, wat hoogs tyd- en plek-gespesifiseerd is, voorsien moet word. Hierdie kan optimaal binne tuisnetwerke gedoen word sonder om eens die hoogs belemmerende internasionale swerfversperrings in ag te neem. 'n Mobiele diens-ontwikkeling op nasionale vlak word sterk hierdeur aanbeveel. In die geheel moet die fokus wees om aan kliente te verskaf wat hulle wil he, op 'n tydstip wanneer hulle dit verlang en teen koste wat absolute waarde aan hulle bied.
47
Gonzalo, Martinez Pedro. "La "GRH comme pratique" : la mise en place d'un graduate programme dans une banque de financement et d'investissement française." Thesis, Paris 9, 2014. http://www.theses.fr/2014PA090029/document.
Full textAbstract:
Dans un contexte de concurrence exacerbée pour les meilleurs jeunes diplômés du marché, les Graduate Programmes (GP) s’imposent progressivement au niveau international comme le modèle de référence dans la gestion de ces populations. Or, ces programmes de recrutement, d'intégration, de formation et de développement semblent négligés par la recherche en sciences de gestion. Pour combler cette lacune, nous mobilisons dans cette thèse le courant de la Stratégie comme Pratique (SCP) afin d’explorer en détail la dynamique de mise en place d’un tel programme dans une banque de financement de d’investissement française.Plus concrètement, nous étudions le contexte d’émergence de ce programme et les praxis et activités quotidiennes entreprises par les praticiens RH pour élaborer et déployer ces dispositifs. Nous explorons de même les pratiques qui constituent un GP du point de vue de la SCP et les apports, limites et conditions propices à un tel programme. Ce faisant, nous dressons un portrait approfondi d’un concept incontournable dans la gestion contemporaine des jeunes diplômés. Plus généralement, nous revendiquons l'intérêt d'accorder une place centrale à la SCP dans la compréhension de l’activité RH des organisationsIn the current context of extreme competition for the best young Graduates available on the market, Graduate Programmes (GP) are becoming the model of reference in the management of this population at an international level. However, these recruitment, integration, training and development programmes seem overlooked by management research. We mobilize here the strategy-as-practice (SAP) approach to explore in detail the dynamics of implementation of such a programme in a French corporate and investment bank.More concretely, we study the context of emergence of this programme and the day-to-day praxis and activities of HR practitioners in the design and implementation of this programme. We also explore the practices that constitute a GP from the SAP perspective and the benefits, limits and suitable conditions for such a programme. Doing that, we propose a sound portrayal of a key concept in Graduate management nowadays. We therefore claim the importance to be given to SAP in the study of corporate HR activities in the coming years
48
Maccari, Émerson Antonio. "Contribuições à gestão dos programas de pós-graduação stricto sensu em administração no Brasil com base nos sistemas de avaliação norte americano e brasileiro." Universidade de São Paulo, 2008. http://www.teses.usp.br/teses/disponiveis/12/12139/tde-03092008-172119/.
Full textAbstract:
O sistema brasileiro de avaliação de programas de pós-graduação vem evoluindo desde 1976, sendo considerado como um dos mais eficientes do mundo. Este sistema tem se mostrado essencial para a formação de recursos humanos de alto nível e para o desenvolvimento efetivo da ciência e tecnologia no País, pois, por meio de seus critérios e indicadores, ele permite avaliar a qualidade dos programas e apontar as áreas que o Estado deseja desenvolver. Este trabalho tem por objetivo propor contribuições à gestão dos programas de pós-graduação stricto sensu em Administração do Brasil, com base nos sistemas de avaliação de pós-graduação norte-americano e brasileiro. Para tanto, procedeu-se uma pesquisa em oito programas: quatro nos Estados Unidos, credenciados pela Association to Advance Collegiate School of Business (AACSB), e quatro no Brasil, reconhecidos e recomendados pela Coordenação de Aperfeiçoamento de Pessoal de Nível Superior (CAPES). O método de pesquisa foi o estudo de casos múltiplos, baseado nos trabalhos de Eisenhardt (1989) e Yin (2003). A análise de dados seguiu as técnicas de agrupamento e de cluster sugeridas por Miles e Huberman (1994). Os principais resultados indicam diferenças na concepção e no uso dos sistemas pelos programas brasileiros e americanos. Por exemplo, nos Estados Unidos, os programas utilizam o sistema para assegurar o cumprimento da própria missão e atender a um padrão mínimo de qualidade. No Brasil, entretanto, os programas investem no aprimoramento da produção intelectual (qualidade e quantidade), na formação de alunos e na inserção social para cumprir com as exigências do sistema e obter maior nota. Contudo, propõe-se um o modelo de gestão que - além de atender aos requisitos do sistema de avaliação da CAPES - leve em consideração a realidade do programa e demais elementos importantes para seu contínuo aprimoramento, dentre eles, o plano estratégico, que abrange a missão e a visão; o egresso e as estratégias de acesso a recursos para melhor atender a seus stakeholders.The Brazilian evaluation (or accreditation) system of graduate programs has been evolving since 1976 and it is considered as one of the most efficient in the world. This system has been shown to be essential for the formation of high-level human resources for the effective development of science and technology in the country. By means of its criteria and quality indicators, the newer system is capable of evaluating the quality of programs and to point to the areas that the State desires to develop. The goal of this research is to propose possible extensions to the current system to manage graduate programs in business field in Brazil, by comparing USA and Brazilian evaluation systems. This research was conducted in eight business school programs: four programs in the USA that are accredited by the Association to Advance Collegiate School of Business (AACSB) and four Brazilian programs recognized by the Coordenação de Aperfeiçoamento de Pessoal de Nível Superior (CAPES). The method used was multiple case study analyses based on the work of Eisenhard (1989) and Yin (2003). For the analysis, we followed the cluster techniques of Miles and Huberman (1994). The results point to the conceptual difference in the use of evaluation systems among program in the USA and Brazil. For example, in the USA, programs use the system to assure that mission and minimum quality standards are met. In Brazil the evaluation system is used as a guide to increase and maintain the programs\' overall evaluations. Further, in Brazil, the system is used to focus on areas of improvement in the quality and the quantity of intellectual production, students\' rates or performance, and social development to achieve the stated goals of the programs and to increase the evaluate score. However, the model of management proposed in this study is intended to reach the requirements of CAPES evaluate system, but also to considerate the program reality and the other important elements for the program\'s continuous improvement. Among the suggestions are: a Strategic Plan, that encloses the mission and the vision of each program. Also, inclusion of the alumni (former students), and the strategies to develop and access financial resources to attend the various needs of the stakeholders.
49
Traikova, Aneta. "A Systematic Approach for Tool-Supported Performance Management of Engineering Education." Thesis, Université d'Ottawa / University of Ottawa, 2019. http://hdl.handle.net/10393/39879.
Full textAbstract:
Performance management of engineering education emerges from the need to assure proper training of future engineers in order to meet the constantly evolving expectations and challenges for the engineering profession. The process of accreditation ensures that engineering graduates are adequately prepared for their professional careers and responsibilities by ensuring that they possess an expected set of mandatory graduate attributes. Engineering programs are required by accreditation bodies to have systematic performance management of their programs that informs a continuous improvement process. Unfortunately, the vast diversity of engineering disciplines, varieties of information systems, and the large number of actors involved in the process makes this task challenging and complex.
We performed a systematic literature review of jurisdictions around the world who are doing accreditation and examined how universities across Canada, US and other countries, have addressed tool support for performance management of engineering education. Our initial systematic approach for tool supported performance management evolved from this, and then we refined it through an iterative process of combined action research and design science research. We developed a prototype, Graduate Attribute Information Analysis (GAIA) in collaboration with the School of Electrical Engineering and Computer Science at the University of Ottawa, to support a systematic approach for accreditation of three engineering programs.
This thesis contributes to research on the problem by developing a systematic approach, a tool that supports it, a set of related data transformations, and a tool-assessment checklist. Our systematic approach for tool-supported performance management addresses system architecture, a common continuous improvement process, a common set of key performance indicators, and identifies the performance management forms and reports needed to analyze graduate attribute data. The data transformation and analysis techniques we demonstrate ensure the accurate analysis of statistical and historical trends.
50
Welgemoed, M. E. (Margaretha Elizabeth). "Sustainable development : communicating the message." Thesis, Stellenbosch : Stellenbosch University, 2006. http://hdl.handle.net/10019.1/50646.
Full textAbstract:
Thesis (MBA)--Stellenbosch University, 2006.ENGLISH ABSTRACT: Sustainable development, defined as "Development that meets the needs of the present without compromising the ability of future generations to meet their own needs" is the focus of the research project. The main objectives of the study were firstly to identify the key issues for business around sustainable development for businesses, and secondly to propose a method for communicating these issues to business leaders based on their personality types. A literature study was conducted of the two relevant fields, namely sustainable development and the Myers-Briggs Type Indicator (MBTI) personality type framework. From the first part of the study the findings indicated the recurring themes for sustainable development from a business perspective, which are firstly that businesses have no choice but to take cognisance of sustainable development, secondly that sustainable development makes business sense, thirdly that sustainable development is relevant for all types of business, fourthly that sustainable development requires innovative thinking and lastly that the pressure on business to conduct their operations according to sustainability principles will increase in future. According to the literature study on personality types and communication, MBTI distinguishes between sixteen personality types, based on four dimensions with two extremes each. One of the dimensions defines how people most effectively absorb information. Some people prefer a big picture, conceptual approach. Other people prefer details, facts and figures. The content of the communication should be guided accordingly. The other three dimensions of the MBTI personality definition inform decisions about the setting, communication media and interaction during communication. Relevance of the information and credibility of the sources is important in communication about an important topic, regardless of personality type. Recommendations are firstly that the personality-based approach for presenting the key issues regarding sustainable development to business leaders be used by practitioners in the field and academics, and secondly that the impact should be tested. The testing is a possible topic for another study project.
AFRIKAANSE OPSOMMING: Volhouhare ontwikkeling, gedefinieer as "Ontwikkeling wat bestaande behoeftes aanspreek sonder om die vermoe van toekomstige geslagte te benadeel om hulle behoeftes aan te spreek", is die fokus van die werkstuk. Die belangrikste doelwitte van die studie was om eerstens die belangrikste kwessies rakende volhouhare ontwikkeling vanuit 'n besigheidsperspektief te identifiseer, en tweedens 'n manier voor te stel om hierdie kwessies aan te bied aan besigheidsleiers gebaseer op persoonlikheidstipes. 'n Literatuurstudie is gedoen van beide relevante velde, naamlik volhoubare ontwikkeling en die Myers-Briggs Type Indicator (MBTI) raamwerk vir persoonlikheidstipes. Bevindings uit die eerste gedeelte van die studie het aangetoon dat die deurlopende temas rakende volhoubare ontwikkeling vanuit 'n besigheidsperspektief die volgende is: eerstens het besighede geen ander keuse as om kennis te neem van volhoubare ontwikkeling nie, tweedens dat volhoubare ontwikkeling voordelig vir besigheid is, derdens dat volhoubare ontwikkeling relevant is vir alle tipes besighede, vierdens dat volhoubare ontwikkeling innovasie vereis en laastens dat die druk op besighede in die toekoms gaan toeneem om volhoubare besigheid te bedryf. Uit die literatuurstudie oor persoonlikheidstipes en kommunikasie blyk dat MBTI onderskei tussen sestien persoonlikheidstipes, gebaseer op vier dimensies met twee ekstreme elk. Een van die dimensies definieer hoe mense inligting effektief inneem. Sommige mense verkies 'n konsepsuele, algemene benadering. Andere verkies detail, feite en syfers. Die inhoud van die kommunikasie moet dienooreenkomstig aangepas word. Die ander drie dimensies van die MBTI persoonlikheid definisie het 'n invloed op die omgewing, die kommunikasiemedia en die interaksie tydens kommunikasie. Relevansie van die inligting en betroubaarheid van die bronne is belangrik vir kommunikasie oor 'n belangrike onderwerp ongeag die persoonlikheidstipe. Aanbevelings is eerstens dat die persoonlikheidstipe benadering vir die aanbied van belangrike kwessies rakende volhoubare ontwikkeling aan besigheidsleiers gebruik word deur persone wat in die veld werk asook akademici of kursusaanbieders wat gehore toespreek daaroor. 'n Tweede aanbeveling is dat die impak van die benadering getoets word. Die toetsing is 'n moontlike onderwerp vir 'n ander werkstuk.