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Hoffmann, Terrence Martin, and mikewood@deakin edu au. "Using competencies in human resource management: case studies in Australian companies." Deakin University, 1998. http://tux.lib.deakin.edu.au./adt-VDU/public/adt-VDU20050815.114903.
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This study investigated the use of competencies for human resource management in seven Australian companies. Despite advocacy for the use of competencies by Government Committees and Task Forces (For example Carmichael (1992), Mayer, (1992) and Karpin, 1995), and the existence of competency standards for eighty per cent of the Australian workforce, the competency approach has not been widely adopted. A review of the literature indicated that the term competency had several meanings with different implications for its use depending on the meaning. The study looked at how individuals have defined the term and applied the approach to human resource management practices.
Interviews were conducted with Human Resource and Training managers, and operative staff in companies using competencies. How they defined the term, described the rationale for using competencies, and applied competencies to selection, training, performance appraisal and remuneration were determined. Case studies were written for each company to describe their particular application of competencies.
Competencies were found to be defined in several ways by those interviewed. Some advantages of using competencies in human resource management applications were found. The amount of work involved in introducing the competency approach was described as a reason why competencies have not been more widely adopted.
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Clabaugh, Cecil A. "Downsizing : an analysis of organisational strategies and human resource management outcomes." Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2001. https://ro.ecu.edu.au/theses/1070.
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The objective of this research was to examine the relationship between loss and retention of key employees in downsizing organisations and organisational performance. The purpose of this was to develop an understanding of the organisational performance that results when downsizing organisations are unable to retain their key workers. The secondary objective of the research was to examine the factors that make up a downsizing organisation's employee selection process in order to determine how these factors affect loss and retention of key workers. The research was guided by a theoretical framework developed by Kozlowski et al (1993) and Thornhill and Saunders (1998) and utilised a multi-method research approach suggested by Creswell (1994) and Eisenhardt (1989). The contextual issues in downsizing employee selection were examined through analysis of seven Western Australian case study organisations. The case studies, through structured interviews and secondary data, provided insight into the complexity of the employee selection process, enabled a rich contextual base which aided in understanding the downsizing process, informed the development of a survey instrument, and provided for triangulation of the data. Each organisation was analysed as a unique site. Cross-site analysis techniques, based on pattern analysis, provided a better understanding of the selection process (Miles and Huberman, 1984). The downsizing process for each organisation was mapped as a process model in order to compare the employee selection process across the organisations. The survey sampling frame was based on the Kompass Australia (1999) data set, which included around 26,000 organisations. A random sample of the data set resulted in selection of 1860 Australian organisations for survey. The firms constituted a wide cross-section of Australian private and public sector organisations and varied in size as well as type of company. Some 422 organisations responded to the survey for a response rate of 23%. Firms provided demographic information as well as data on the process used for employee selection, whether or not the firm lost key employees and managers, use of redundancy packages, use of selection strategies, and organisational performance subsequent to the downsizing. Factor analysis was used to develop a simplified classification system for organisational performance. This resulted in a reduction of the performance variables to two categories: employee performance and financial performance. The two factors of organisational performance were then used for cluster analysis in order to classify the organisations according to the two performance dimensions. The results of this stage of the analysis suggested that the best fit for modelling the groupings of performance was based on a three-cluster solution. It was discovered that most of the organisations, 52%, exhibited declines in both employee and financial performance. Additionally only 33% of the organisations improved both financial and employee performance, and some 15% of the organisations improved financial performance despite declines in employee performance. The three groups of organisations were then examined for differences in loss and retention of key managers and employees. Using chi-square tests, it was discovered that 66% of the organisations that suffered declines in both financial and employee performance lost key employees during the downsizing process and that only 32% of those organisations that improved both financial and employee performance lost key managers. The results were statistically significant and supported the premise that loss and retention of key managers and key employees is closely associated with organisational performance in downsizing firms. The effects of the employee selection process on loss and retention of key managers and employees were next examined. It was discovered that larger organisations tended to lose a disproportionate level of both key managers and key employees, that the greater the proportion of staff that were shed the greater the probability of loss of key managers and employees, and that certain types of industries, such as mining companies, insurance and financial institutions, and utilities, demonstrated a high proportion of loss of key managers. The factors influencing loss of key managers included transfers to lower paying jobs as a downsizing alternative to cost reduction, the use of delayering as a downsizing target, and use of across-the-board staff .cuts to achieve cost reduction. Strategies that resulted in retention of key managers included the use of a competitive selection process that utilised selection criteria such as skills and experience. Key employees were lost to organisations that transferred workers to lower paying jobs, reduced the number of working hours, downsized as a result of merger or takeover, downsized in order to achieve economic turnaround as the primary goal, close specific work sites, and used voluntary redundancy as the primary downsizing strategy. It is argued that these results have significant implications for human resource management theory and practice, suggesting that employees must be valued as strategic assets not only in periods of expansion, but during organisational contraction.
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Johnston, Louise C. "The relevance of strategic human resource management (SHRM) for the growing small business." University of Western Australia. Graduate School of Management, 2008. http://theses.library.uwa.edu.au/adt-WU2008.0111.
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[Truncated abstract] The commercial developments of the late 20th and early 21st centuries have come to signify profound and far-reaching change in the way that goods and services are designed, produced, marketed and delivered to customers in the world's international and domestic markets. In order to respond to a more intensively competitive trading environment that demands ever-increasing levels of product quality, customer service, organisational efficiency and business performance, the management of business entities has undergone fundamental alteration in form and content. It is within this context that two traditionally disparate business disciplines have emerged to play an important role in the new economic commercial order, that of small business management and that of Strategic Human Resource Management (SHRM). Historically eclipsed by the large and powerful mass-producing corporations, the small business sector has been more recently viewed as playing an increasingly prominent part in the creation of national and regional prosperity within the developed countries. The unprecedented interest in smaller firms and the desire to see them fulfill their economic and social potential have resulted in legislative reform and widespread initiatives by governments and other institutions designed to support and protect the smaller operators in their commercial endeavours. Similarly, in the post-industrial knowledge economy people have risen in prominence over other organisational resources as a key source of competitive commercial advantage. The role of intellectual capital in securing business success has fuelled the development of management technology and methods designed to enhance the contribution of human resources to business performance. Heralded by many as the defining managerial approach for enterprises that wish to build sustainable competitive advantage in the markets of today and the future, SHRM has come to the fore as a means to re-evaluate the importance of human contribution to business outcomes and guide management practice in leveraging the latent potential of a company's human assets. ... In general, the management of business strategy was found to possess low levels of structure and formality, effectively merging into the collective activities associated with owning and operating a small business. Similarly, when compared with the key elements of a strategic human resource management framework constructed specifically for this study, the data indicated that the strategic management of people is prevalent in smaller firms but that this again represents only partial adoption of normative models as commonly promoted for the larger business management context. It was concluded that the theoretical principles and concepts of SHRM demonstrate relevance for small companies on account of the status of the contemporary external commercial environment in which they must compete as well as the range of managerial benefits associated with strategic methodology and practice. However, currently there exist no suitable models of practice with supporting guidelines that respond to the unique contextual and operational needs and experiences typical of smaller firm owner-managers.
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Dennis, Simone J. "Sensual extensions : joy, pain and music-making in a police band." Title page, contents and abstract only, 2002. http://web4.library.adelaide.edu.au/theses/09PH/09phd4115.pdf.
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Bibliography: leaves 210-226. Based on 18 months ethnographic fieldwork about the ways in which members of the South Australian Police Band make music. Studies their disconnection from the body of the community, acheived via an embodiment of emotional disconnection; the power of the Department to appropriate a particular order of emotion for the purposes of power; and, the misrecognition of the appropriation of emotion by members of the public who are open to the Department's emotional domination. The context material describes the reasons for the existence of the police band in the police view, while the core material of the thesis is concerned with describing what it is that police band members do, and what they do most of all is, in their own words, experience something that they call "the feel".
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Low, J. R. "Centralization and decentralization in personnel management : a case study of organizational change." Thesis, Nottingham Trent University, 1985. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.376469.
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Le, Thi Kieu Huong. "Performing Arts Management in a Climate of Adjustment: Case Studies from Vietnam and Australia." School of Policy and Practice, Faculty of Education and Social Work, University of Sydney, 2005. http://hdl.handle.net/2123/1115.
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Doctor of Philosophy(PhD)This thesis investigates performing arts administration and management in the current economic and social environment in Vietnam and Australia within a context of globalisation. A comparative study of two major arts organisations in both Vietnam and Australia was carried out to investigate the following: why and how performing arts organisations are adapting to the changing environment; how arts leaders are adapting to changes; and whether arts managers need specific arts management training. The suitability of pertinent training packages and tertiary arts management courses from an Australian perspective are examined to determine whether these could be adapted for arts administration training in Vietnam. A qualitative case study approach was employed, using judgemental sampling. Two case studies were in Vietnam (the Vietnam National Symphony Orchestra and the Hanoi Youth Theatre), and two in Australia (the Sydney Symphony Orchestra and the Melbourne Theatre Company). Some arts administrators involved with managing these performing arts organisations were interviewed in-depth, and relevant documents, regulations and policies in the arts field were also analysed to lay a foundation for comprehending the operation and management of performing arts organisations in both countries, at a time of change. Findings indicate that globalisation and particularly economic changes are major pressures that are pushing arts organisations to adapt. Furthermore, in the context of the knowledge economy, credentials have become increasingly important for arts leaders to obtain their positions, while in order to be successful in their positions, practical experience, innovation and an entrepreneurial mindset proved to be even more essential. It is suggested that some pertinent arts management training courses in Australia could, if adapted, contribute to enhancing arts management and the entertainment industry in Vietnam, as well as providing mutual benefit to both Vietnam and Australia.
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Mellahi, Kamel. "Personnel management in the less developed countries : the case of the automobile industry in Algeria." Thesis, University of Nottingham, 1994. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.260579.
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Skinner, Denise Olwyn. "Barriers to the evaluation of human resource management initiatives : three public sector case studies." n.p, 2000. http://library7.open.ac.uk/abstracts/page.php?thesisid=92.
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Sun, Liyun. "Multilevel linkages between HR practices and firm performanace : evidence from the hotel industry in China." HKBU Institutional Repository, 2005. http://repository.hkbu.edu.hk/etd_ra/606.
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Dorjgurhem, Batbold. "Regional biodiversity management strategy : case study on the Flinders Ranges." Title page, contents and abstract only, 1999. http://web4.library.adelaide.edu.au/theses/09AS/09asd699.pdf.
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Bibliography: leaves 107-117. This thesis examines the rationale for managing biological diversity on a regional basis and develops recommendations for the use of two computational methods in biodiversity management planning by conducting a case study in the Flinders Ranges, centred on the Yellow-footed Rock Wallaby (abstract)
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Low, Yuen-man Angela, and 劉婉雯. "Would the role change of human resources function from being administrative to being strategic be successful in Hong Kong?" Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1997. http://hub.hku.hk/bib/B31268171.
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Cheng, Lai-sim, and 鄭麗嬋. "Linkage between business strategy and human resources management: case study of a telecommunications companyin Hong Kong." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1995. http://hub.hku.hk/bib/B31266393.
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王鳳馨 and Fung-hing Wong. "An HR perspective on mergers & acquisition: an AT & T case study." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1996. http://hub.hku.hk/bib/B31267749.
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Brown, David 1951. "A case study of the structures and processes involved in the socialization and development of middle management personnel in the private sector /." Thesis, McGill University, 1992. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=61127.
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The purpose of this study was to determine how one organization from the private sector managed the socialization and development of its middle management personnel at the growth career life cycle stages of its managers: recruitment and hiring, entry-level, mid-career, and the retirement stage. The organization studied was a Quebec based retail chain composed of twenty stores located in Quebec and Ontario.The findings indicated that there was a discrepancy between what the organization stated it was doing and what its middle management perceived was actually occurring. In three out of the five career life cycle stages, as described in the review of literature, the necessary formal structures and processes required to accomplish the socialization and development of the organization's middle management personnel were nonexistent. In only two of the career life cycle stages did the organization have in place a formal structure and set of processes relating to the specific socialization and development stages of its employees. (Abstract shortened by UMI.)
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Middleton, Michael Robert. "A conceptual framework for information management : formation of a discipline." Thesis, Queensland University of Technology, 2007. https://eprints.qut.edu.au/16305/1/Michael_Middleton_Thesis.pdf.
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The aim of the research was to investigate the formation of the information management discipline, propose a framework by which it is presently understood, and test that framework within a particular area of application, namely the provision of scientific and technological information (STI) services.
The work is presented as a PhD by Publication which comprises a narrative that encompasses the series of published papers, and includes excerpts from the book written to illustrate the province of the discipline.
In thee book the disciplinary context is detailed and exemplified based upon information management domains. The book consolidates information management principles within a framework defined by these operational, analytical and administrative domains. It was created by a redaction of prior epistemological proposals; an analysis of the understanding of practice that has been shaped by professional, institutional and information science influences; and demonstration of practice within the domain framework.
The disciplinary framework was then used in a series of STI case studies where it was found to provide an effective description of information management. Together, the book and subsequent case studies provided illustration of the principles utilised in information management and the way that they are practiced within different domains, along with an explanation of the manner in which the information management discipline has been formed. These should assist with direction of future research and scholarship particularly with respect to factors relevant to information services and indicators for their successful application in future.
It is anticipated that this generalised description of the practices across the range of interpretations of information management should enable practicing information professionals to appreciate the relationship of their own work to disciplines that are converging towards similar purpose, such as through a clearer indication of the extent to which technical and management standards may be applied, and performance analysis undertaken.
Complementary outcomes that were achieved during the course of the work were: a comparative analysis of thesauri in the information field which shows that in this field, the ways that information professionals represent themselves remains unreconciled; an historical examination of Australian STI services that provides pointers to their effective continuation; and a reconsideration of the relationship between librarianship and information management.
The work is presented as a compilation of papers that comprise firstly extracts from the book to exemplify its consolidation of information management principles, then a number of published and submitted papers that examine how principles have been applied in practice. This is in the context of six case studies of Australian STI services including interviews with creators and developers, and analysis of historical information.
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Middleton, Michael Robert. "A conceptual framework for information management : formation of a discipline." Queensland University of Technology, 2007. http://eprints.qut.edu.au/16305/.
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The aim of the research was to investigate the formation of the information management discipline, propose a framework by which it is presently understood, and test that framework within a particular area of application, namely the provision of scientific and technological information (STI) services.
The work is presented as a PhD by Publication which comprises a narrative that encompasses the series of published papers, and includes excerpts from the book written to illustrate the province of the discipline.
In thee book the disciplinary context is detailed and exemplified based upon information management domains. The book consolidates information management principles within a framework defined by these operational, analytical and administrative domains. It was created by a redaction of prior epistemological proposals; an analysis of the understanding of practice that has been shaped by professional, institutional and information science influences; and demonstration of practice within the domain framework.
The disciplinary framework was then used in a series of STI case studies where it was found to provide an effective description of information management. Together, the book and subsequent case studies provided illustration of the principles utilised in information management and the way that they are practiced within different domains, along with an explanation of the manner in which the information management discipline has been formed. These should assist with direction of future research and scholarship particularly with respect to factors relevant to information services and indicators for their successful application in future.
It is anticipated that this generalised description of the practices across the range of interpretations of information management should enable practicing information professionals to appreciate the relationship of their own work to disciplines that are converging towards similar purpose, such as through a clearer indication of the extent to which technical and management standards may be applied, and performance analysis undertaken.
Complementary outcomes that were achieved during the course of the work were: a comparative analysis of thesauri in the information field which shows that in this field, the ways that information professionals represent themselves remains unreconciled; an historical examination of Australian STI services that provides pointers to their effective continuation; and a reconsideration of the relationship between librarianship and information management.
The work is presented as a compilation of papers that comprise firstly extracts from the book to exemplify its consolidation of information management principles, then a number of published and submitted papers that examine how principles have been applied in practice. This is in the context of six case studies of Australian STI services including interviews with creators and developers, and analysis of historical information.
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Poon, Sau-yu Kerry, and 潘秀瑜. "Human resource management in Hong Kong Civil Service: a case study of the development of a multi-skilledgeneral support service." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1999. http://hub.hku.hk/bib/B31965994.
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Gall, Peter. "Creating new instruments to advance research into virtual organisations." Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2008. https://ro.ecu.edu.au/theses/193.
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This study reviews the literature in relation to virtual strategic alignment models and strategies. From this the researcher develops a framework to test two new strategic alignment instruments designed to measure the espoused preparedness of organisations to operate virtually and the readiness of an organisation to collaborate virtually. These instruments are designed to assist organisations in recognising and exploiting their degree of virtuality and can support organisations in developing new organisational forms that fully leverage the value of their ICT assests. Prior research has attempted to address strategic alignment issues either internally, externally or holistically. A new approach was necessary.
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Kreuser, Richard Gustav. "'n Voorgestelde generiese menslike hulpbronbestuur organisasiestruktuur vir geselekteerde departemente binne die Wes-Kaapse Provinsiale Administrasie." Thesis, Stellenbosch : Stellenbosch University, 2003. http://hdl.handle.net/10019.1/53532.
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Thesis (MPA)--Stellenbosch University, 2003.ENGLISH ABSTRACT: The new management model for the Government places the responsibility for the execution of the human resources function within the management domain of the executive authority, department heads and line managers. Other than in the past, the human resources function has been decentralised at all provincial departments within the Western Cape. Departments subsequently went ahead and established their own human resources components. However, the creation and structuring of the said function within the different departments were completed, to a great extent, in isolation with each other. Although all departmental components had to perform the same functions within the same regulatory framework, there was little consistency in the way it was structured. The purpose of the research is to create a generic organisational structure to serve as a guideline whereby departmental human resources components could be organised. In order to design a model a literature study has been undertaken with the emphasis on structuring of organisations and a functional analysis of the human resources function has been done. The focus was on literature that deals with the structuring of human resources components. An analysis was also done on the regulatory framework in which the human resource function should function, within the Government. In view of the preceding discussions and due to specific principles, a generic organisational structure has been developed and is recommended that it serve as a guide to be applied within the Western Cape Provincial Administration.
AFRIKAANSE OPSOMMING: Die nuwe bestuursmodel vir die staatsdiens plaas die verantwoordelikheid vir die uitvoering van die menslike hulpbronbestuursfunksie binne die bestuursdomein van die uitvoeringsgesagte, departementshoofde en lynbestuurders. Waar die menslike hulpbronbestuursfunksie ten opsigte van bepaalde departemente binne die Wes-Kaapse Provinsiale Administrasie voorheen vanuit 'n gesentraliseerde komponent gelewer is, is die funksie gedesentraliseer en het departemente gevolglik begin om hul eie menslike hulpbronbestuur komponente te vestig. Die vestiging en strukturering van hierdie komponente het in isolasie tot mekaar plaasgevind, en was daar weinig sprake van patroonmatigheid in die wyse waarop dit gestruktureer is, alhoewel almal dieselfde funksies ingevolge dieselfde regulatoriese raamwerk moet verrig. Die doel van die navorsingstudie is om 'n generiese organisasiestruktuur te ontwerp om as riglyn te dien waarvolgens hierdie departementele menslike hulpbronbestuur komponente gestruktureer kan word. Ten einde die model te ontwerp is 'n literatuurstudie ten opsigte van organisasie-teorie met die klem opdie strukturering van organisasies onderneem, en is 'n funksionele analise van die menslike hulpbronbestuur funksie gemaak. Aandag is geskenk aan literatuur ten opsigte van die strukturering van menslike hulpbronbestuur komponente en is daar ook 'n ontleding van die regulatoriese raamwerk waarbinne die menslike hulpbronbestuur funksie binne die staatsdiens verrig staan te word, gedoen. Op grond van die voormelde en aan die hand van bepaalde beginsels is 'n generiese organisasiestruktuur ontwerp, en word aanbeveel dat dit dien as riglyn vir toepassing binne die Wes-Kaapse Provinsiale Administrasie.
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Wallace, Matthew. "A pilot study of an employee developed observational tool as a valid and reliable measure of organisational safety." Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2001. https://ro.ecu.edu.au/theses/1066.
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Given the increasing high social and economic costs of occupational injury and illness to the Australian community, identification of initiatives to reduce the burden is urgently required. Paramount to reversing this trend is the need to identify and address the causes of the injury and illness. Employee involvement in occupational health and safety has for some time been espoused as an essential element in any occupational health and safety program, but its relationship with safety performance still remains unexplored. Although various theories suggest that the involvement of employees will increase their sense of ownership, there is little research to suggest that employees have the ability to develop a valid and reliable tool to measure safe practices in the workplace. The primary purpose of this study was to provide preliminary evidence of content and construct validity of an employee developed checklist in measuring compliance with safe behaviours. The second objective was to compare behaviours at two workplaces, one with an incentive scheme to promote safe behaviour and one without. The third objective was to determine the relationships between demographic characteristics of participants and compliance with safe behaviour. The study was conducted in two distinct phases. The first phase was an instrument development phase while the second was an implementation phase. Phase I involved the design of an employee developed checklist (EDC) and a theoretically developed checklist (TDC). Content validity testing was conducted by a panel of five experts in the field of instrument design and occupational health and safety. Phase II involved the observation of a sample of 44 ride on lift truck operators from two large manufacturing and logistics companies based in Victoria, over a three month period to measure compliance with safe work practices. Data was analysed to establish whether the EDC is a valid and reliable tool when compared against the TDC. The results provide preliminary evidence to suggest that employees possess the necessary skill and knowledge to develop a valid observational checklist. A Wilcoxon signed-ranks test for dependent samples indicates that there was no significant difference between the compliance scores recorded on the EDC and the scores recorded on the TDC. Further analysis of scores obtained for three items on the EDC were analysed against similar items on the TDC with no significant deficiencies found. Additionally, analysis of the correlation between the scores obtained on the TDC and EDC revealed a moderately strong positive relationship between the two checklists (r, = 0.414, p=.032). Inter rater reliability testing by intra class correlation and percentage agreement revealed problems with both the EDC and TDC, which may be partially explained by the relatively high level of compliance with safe behaviour at both sites and the method of testing. In this sample, age, gender and the presence of safety incentive schemes had no significant effect on the level of compliance. The level of experience did, however, show a positive relationship with compliance levels (r, = 0.32, p=.048). The results of this study present a number of potential benefits for workplaces including the justification of employee involvement in occupational health and safety measurement, employee involvement in goal setting and the feasibility of developing a proactive, inexpensive and flexible measure of occupational health and safety performance.
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Law, Wai-fun Margaret, and 羅蕙芬. "A case-study of attitude surveys and their impact on organizational and management development." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1989. http://hub.hku.hk/bib/B31264359.
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Lee, Shu-ho, and 李樹豪. "A study of supervisor job satisfaction of a mainland Chinese bank in Hong Kong." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1996. http://hub.hku.hk/bib/B31267403.
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Klag, Malvina. "Understanding the individual turnover decision as a temporal process : an interpretive study of physicians." Thesis, McGill University, 2008. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=115627.
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Though turnover researchers have called for a deeper understanding of the temporal and contextualized process of individual voluntary turnover, little empirical progress in this direction has been made. Adopting Price's (1977) dynamic conceptualization of turnover as moving from one social system to another, and drawing upon knowledge across organizational, social psychological and psychological domains, this exploratory thesis uses in-depth topical life histories to examine individual experiences with stay/leave decision processes in their construed context.Findings challenge longstanding assumptions of linearity and continuity in turnover decision processes, as well as the conventional wisdom that utility-maximizing logic underlies these decisions. The data suggest that the pursuit of context-self congruence is a driving force in stay/leave decision processes, and that self-concept, emotions and psychological states may be under-studied influencers of these decisions. Results further uncover decision process characteristics previously rendered inaccessible to researchers, due to the predominant use of correlational studies in turnover research. These characteristics include: a) pivotal points of transition; b) the story lines that underlie influencing factors; c) the nature and role of context; and d) the consequences of engaging in these decision processes, for participants and for their workplaces, regardless of the outcome.
This idiographic study, using a purposive sample from a single population of Quebec physicians, is intended to provide turnover researchers with a starting point for cross-group retrospective and longitudinal comparisons. It also aims to stimulate hypothesis generation that accounts for time and the contextual conditions under which particular factors are likely to affect the turnover decision. From a practical viewpoint, this thesis begins to answer the call from Canadian and Quebec Health Care Human Resource specialists for a deeper understanding of the psychosocial aspects of Canadian healthcare worker turnover and retention (British Columbia Office of the Auditor General, 2004; Dubois & Dussault, 2002).
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Thomas, Roseanne. "Implications of electronic ordering in the Australian fresh foods industry: A longitudinal study of an Australian smallgoods company 1999-2005." Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2007. https://ro.ecu.edu.au/theses/315.
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The literature about information systems adoption generally, and specifically the use of EOI within supply chains. indicates that there are significant savings to be made, primarily by reductions in inventory costs. The Iiterature surrounding the Efficient Consumer Response (ECR) movement within the retail supply chain also claims that there are significant savings to be made and that these savings will be shared by partners within the supply chain and be passed on to consumers. This is a two stage study of a local case organisation operating within a duopoly industry environment. The research was conductad during the period of 1999 to 2005.
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Cele, Cyprian Godfrey Nhlanhla. "The human resources capacity of Endumeni Municipality as a developmental local government institution." Thesis, Stellenbosch : Stellenbosch University, 2003. http://hdl.handle.net/10019.1/53641.
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Thesis (MPA)--University of Stellenbosch, 2003.ENGLISH ABSTRACT: The post-apartheid era in South Africa has been marked by a whole range of important changes. At local government, these changes have been manifested by, among other things, the change in strategy from regulatory to developmental local government. Interms of the open systems approach to organisational change, changes in one part of an organisation need to be complemented by matching changes in other parts of the organisation. This is the premise that forms the basis of this study. It is argued particularly that the success of developmental local government hinges, to a large extent, on complementary changes being made in other departments of a municipality. The study focuses on one of these departments, namely the human resources (HR.) department of a municipality. It investigates Endumeni Municipality, and researches whether it has the necessary HR capacity to cope with the new strategy of developmental local government. This is subsequently followed by recommendations derived from the findings. HR capacity is defined as the combination of the following key variables: strategic partnership between the HR function and other functions of a municipality; integration of HR policies, systems and competencies with the developmental mission of a municipality; coherence among the different components of the HR strategy; flexibility of the HR strategy; and Alignment of the culture of a municipality with its developmental mission. The study is descriptive in character. It makes use of a combination of qualitative and quantitative methods of investigation. The qualitative method comprises interviews with key informants and an analysis of official documents. The quantitative method, on the other hand, consists of a questionnaire that is administered to the Councillors of the municipality. The study came to a conclusion that Endumeni Municipality lacks the HR capacity to carry out its developmental functions. To remedy this situation, the following recommendations have been suggested: (i) The current role of the HR section has to be reviewed with the view to elevate it to the level of a strategic partner. (ii) The HR competencies, policies and practices of the municipality are still embedded in the outdated system of regulatory local government. These must also come up for review so that they can be re-aligned with developmental local government. (iii) There is generally lack of co-ordination among the various components of HR strategy. These must be re-aligned so that they can complement each other. (iv) The municipality is currently finding it difficult to discard the old HR strategies, a point which suggests rigidity on the part of these strategies. Inorder to cope with the changing environmental conditions, the municipality needs to have some flexibility in its HR strategies. (v) Finally, the prevailing culture still shows elements, which support the old system. This has to be addressed in order to create a new culture that is consistent with developmental local government.
AFRIKAANSE OPSOMMING: Die post-apartheid era in Suid-Afrika word gekenmerk deur 'n reeks baie belangrike veranderinge. Op plaaslike regeringsvlak word hierdie veranderinge, onder andere gekenmerk deur die verandering in strategie van regulerende na ontwikkelende plaaslike regering. Volgens die oopstelselbehadering tot organisatoriese verandering moet veranderinge in een afdeling van 'n organisasie aangevul te word deur soortgelyke veranderinge in ander afdelings van die organisasie. Hierdie stelling vorm die basis van hierdie studie. Daar word geargumenteer dat die sukses van ontwikkelende plaaslike regering in "n groot mate rus op aanvullende veranderinge wat gemaak word in ander afdelings van die munisipaliteit. Hierdie studie fokus op een van hierdie afdelings, naamlik Menslike Hulpbronne (MH). "n Studie word gedoen om te bepaal of Endumeni Munisipaliteit oor die nodige MR beskik om die nuwe strategie van ontwikkelende plaaslike regering te ondersteun. Dit word gevolg deur aanbevelings wat spruit uit die bevindings. MH - kapasiteit word gedefinieer as "n kombinasie van die volgende sleutelveranderlikes: n strategiese venootskap tussen die MR-funksie en ander funksies van "n munisipaliteit; inskakeling van MH-beleide, stelsel en - vaardighede met die ontwikkelingsmissie van' n munisipaliteit; samehorigheid tussen die verskillende komponente van die MR - strategie; aanpasbaarheid van die MR - strategie; en gerigtheid van die kultuur van' n munisipaliteit op sy ontwikkelingsmissie. Die studie is beskrywend van aard. Dit maak gebruik: van "n kombinasie van kwalitatiewe en kwantitatiewe metodes van ondersoek. Die kwalitatiewe metode behels onderhoude met belangrike informante en ontleding van amptelike dokumente. Die kwantitatiewe metode, aan die ander kant, behels "n vraelys wat versprei word onder ampsdraers van die munisipaliteit. Die studie kom tot die gevolgtrekking dat Endumeni Munisipaliteit nie oordie MHkapasiteit beskik om sy ontwikkelingsfunksie uit te voer nie. Die volgende aanbevelings word gedoen, om hierdie probleem op te los: (i) Die huidige rol van die MH - seksie moet hersien word om dit uit te lig na die vlak van "n strategiese vennoot. (ii) Die MR - vaardighede, beleide en praktyke van die munisipaliteit verteenwoordig steeds "n uitgediende stelsel van regulerende plaaslike bestuur. Dit moet hiersien word en in lyn gebring word met die ontwikkelende plaaslike regering. (iii) In die algemeen is daar min samewerking tussen die verskeie komponente van die MR - strategie. Hulle moet in lyn gebring word sodat hulle mekaar kan komplimenteer. (iv) Die munisipaliteit vind dit moeilik om ontslae te raak van die ou MH - strategie, "n punt wat die onbuigsaamheid van hierdie strategieë bewys. Om by te bly met die veranderende omgewingstoestande, moet die munisipaliteit buigsaamheid in sy MR - strategie hê. (v)- Ten slote, die huidige kultuur toon steeds elemente wat die ou stelsel steun. Dit moet aangespreek word om "n nuwe kultuur te ontwikkel wat in ooreenstemming . is met ontwikkelende plaaslike regering.
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Clark, Edward William. "Die effek van personeelplasing op dienslewering in die Suid-Afrikaanse Polisiediens : Area Oos-Metropool : Kaapstad." Thesis, Stellenbosch : Stellenbosch University, 2003. http://hdl.handle.net/10019.1/53370.
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Thesis (MPA)--Stellenbosch University, 2003.ENGLISH ABSTRACT: The General Elections of 27 April 1994 lead the country to a new democracy which caused changes in the political-, social- and constitutional domain in South Africa. This brought about new winds of change in the Public Sector too. The South African Police Service (SAPS) is also identified as a component of the Public Sector and this lead to an investigation of service delivery standards which are rendered to local communities by the SAPS. The hypothesis is that personal placement in the SAPS can have an effect on the organisation's service delivery standards. Various concepts were investigated and defined. Methodological considerations and research methods were applied as guidelines to the underlying principles, for possible answers to the research problem. A theoretical base was established as foundation of a practical investigation. Recruitment, selection and personnel placement are discussed with various references to current legislation includes aspects such as affirmative action and the implications it could have on service delivery. A final practical investigation included the distribution of questionnaires to police members and members of the public in the policing areas under discussion. The answers were processed where upon recommendations were made for the improvement of service delivery in the SAPS. Research was completed in the East Metropole, Cape Town to establish what effect personal placement could have on service delivery in the South African Police Service. The specific policing area (referring to the Area East Metropole) is used as a practical case study as if appears that currently personal placement within the SAPS could be implemented more effectively in order to enhance service delivery to all communities in the East Metropole. Due to personal shortages within the SAPS, these communities encounter problems such as increases in crime on a daily basis. The research process was encouraged by problems experienced by members of the SAPS and the public. Although the research outcome cannot be ruled as a success or failure, it was an attempt to focus on the effect that crime have on the lives of members of the SAPS and communities within the Area East Metropole.
AFRIKAANSE OPSOMMING: Die Algemene Verkiesing op 27 April 1994 het die land gelei na 'n nuwe demokrasie wat tot 'n totale verandering op die politieke-, sosiale- en konstitusionele terrein in Suid-Afrika gevolg het. Dit het die geleentheid geskep vir veelvuldige veranderinge in die Openbare Sektor. Hieronder is die Suid-Afrikaanse Polisiediens (SAPD) ook geïdentifiseer en dit het gelei tot 'n ondersoek in die dienslewering standaarde wat die SAPD aan plaaslike gemeenskappe verskaf. Die hipotese is dat personeelplasing in die SAPD 'n effek kan hê op die organisasie se dienslewering standaard. Verskeie konsepte is ondersoek en gedefinieer. Metodologiese oorwegings en navorsingsmetodes is as riglyne toegepas om 'n moontlike antwoord te vind op die navorsingsprobleem. 'n Teoretiese basis is geskep as fondasie vir 'n praktiese ondersoek. Werwing, keuring en personeelplasing word bespreek met verskeie verwysing na huidige wetgewing op aspekte soos regstellende aksie en die impak wat dit op dienslewering kan hê. 'n Finale praktiese ondersoek het die verspreiding van vraelyste onder polisiebeamptes en lede van plaaslike gemeenskappe in die polisiërings area onder bespreking, ingesluit. Die antwoorde is verwerk, waarna aanbevelings gemaak is tot die verbetering van dienslewering in die SAPO. Navorsing is voltooi in die Area Oos-Metropool, Kaapstad om te bepaal watter effek personeelplasing op dienslewering in die Suid-Afrikaanse Polisiediens kon hê. Hierdie spesifieke polisiëringsgebied (verwysend na die Area Oos-Metropool) word as 'n praktiese gevalle studie aangewend aangesien dit wil voorkom dat personeelplasing in die SAPD tans meer effektief geïmplementeer kan word ten einde dienslewering te verbeter aan alle gemeenskappe in die Oos-Metropool. As gevolg van personeel tekorte binne die SAPD ondervind hierdie gemeenskappe 'n toename in misdaad op 'n daaglikse basis. Die navorsingsproses is aangemoedig deur probleme wat deur lede van die SAPD en publiek ondervind word. Alhoewel die navorsingsuitkoms nie as 'n sukses of mislukking uitgeskakel kan word nie, was dit 'n poging om te fokus op die effek wat misdaad op die lewens van die lede van die SAPD en gemeenskappe in die Area Oos-Metropool het.
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Woo, Po-shan Faustine, and 胡葆珊. "The management of a Japanese information technology company in Hong Kong." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2001. http://hub.hku.hk/bib/B29852456.
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Sun, Ye. "A framework for river restoration planning : considering conceptual and structural perspectives from case studies of the Liao River in China and the Kalgan River in Australia." Thesis, Edith Cowan University, Research Online, Perth, Western Australia, 2001. https://ro.ecu.edu.au/theses/1055.
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Over the last decade, restoration ecology has been considered a new paradigm for dealing with many of the environmental problems of river systems. It is also recognized that management decisions have a greater chance of being successful if they are based on a thorough understanding of a concept or a plan. A review of current studies on river restoration and river restoration planning revealed that managers and scientists have put a substantial emphasis on ecological science and technology in restoration, while many sociopolitical and economic elements have been de-emphasized Besides this, understanding and experiences of river restoration, especially those of river managers and communities, is not well known so far. This study commenced with the development of a framework for river restoration planning, based on a review of current knowledge of river restoration and planning processes. The framework was then used as an instrument to be compared with the understanding and experiences of river managers in two different countries. The aim of this study was to highlight the differences in acceptability of river restoration and river restoration planning between two different river systems in two different countries, and develop a framework for river restoration planning that includes these differences. Using a heuristic inquiry, administrators responsible for two rivers, the Kalgan River in southwest Western Australia and the Liao River in northeast China, were interviewed to test if managers have comparable understandings of river restoration. This study revealed that the understanding of the river restoration concept among never managers who participated in this research is influenced by socio-political, economic and ecological perspectives. For example, in Australia, managers see river restoration according to the kind of ecological benefits people will derive from it. To maintain the sustainable development of the river system is the main goal of river restoration In contrast. In China, river managers would like to put more efforts on maintaining the balance between social, economic and ecological development, although, in the short term, pollution control is the first crucial step for river management. The study also indicated that planning is influenced by different understandings of the concept of river restoration, by the existing administrative structures for river management, and by public participation in river management planning. For example, public participation plays an important role in river restoration planning in Australia, while in China, public participation was not considered appropriate or practical in the formulation of a plan even though more and more managers recognize its need and significance. The final result of this study, a framework for river restoration planning, will supply some basic management guidelines for river managers. Future research can be conducted by using data from a project river to put the results of this study into practice, where case studies can be examined to test the robustness of the framework.
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Wismiarsi, Tri 1966. "Relationship between the degree of internationalisation, firm characteristics, international market orientation and learning orientation." Monash University, Dept. of Marketing, 2004. http://arrow.monash.edu.au/hdl/1959.1/5337.
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Alexander, Kathy. "Promoting health at the local level : a management and planning model for primary health care services /." Title page, contents and introduction only, 1994. http://web4.library.adelaide.edu.au/theses/09PH/09pha376.pdf.
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Ross-Smith, Anne. "Women who manage women's experience as managers in contemporary Australian organisations : implications for the discourse of management and organisation(s) /." Phd thesis, Australia : Macquarie University, 1999. http://hdl.handle.net/1959.14/26116.
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Thesis (PhD)--Macquarie University, Graduate School of Management, 1999.Bibliography: leaves 353-372.
Introduction and thesis overview -- A clarification of how common terms and key concepts within managerial and organisational discourse are interpreted within the thesis -- Theoretical and philosophical concerns: gender and the discourse of management and organisation(s) -- Contextualising the research: an overview of social, political, economic/business organisational conditions in contemporary Australia and review of literature germane to the empirical research studies -- Research methodology, judgement criteria and framework for analysis and representation -- Women managers: day to day managerial work and behaviour: ethnographic/participant observation studies -- Women's perceptions of their experience as managers: the interview studies -- Conclusions and thesis summary.
This thesis investigates the managerial experience of senior women in contemporary Australian public and private sector organisations and explores the implications this investigation has in relation to the discourse of management and organisation(s). -- The thesis proposes that although women have gained a presence in the ranks of senior management in the last twenty years, they continue to remain marginal to the discourse of management and organisation(s). The reason for this, it is argued, is because of the preoccupation this discourse has with conceptions of rationality and masculinity. This proposition is elaborated in the thesis by tracing the philosophical and sociological interpretations of reason and rationality from ancient Greek philosophy to its embodiment in the contemporary discourse of management and organisation(s). -- Whether for biological, social or psychological reasons, it can be argued that men and women are 'different'. A further proposition, therefore, is that they will have a 'different' experience as managers. On the basis of this proposal, the thesis evaluates contemporary theories of gender and sexual difference, but stops short of defining 'difference' specifically with regard to women's experience as managers. Instead, it allows the empirical research to determine what it is that constitutes 'difference' in such a context. -- The empirical component of the thesis seeks to develop an understanding of how senior women managers in contemporary Australian organisations both experience and interpret their experience in management. This is achieved by the use of two different, but complementary studies. Using an ethnographic/participant observation case study approach, the first of these investigates the day to day managerial activities, over time, of two senior women managers, one from the private and one from the public sector. The second component of the empirical research involves as series of in depth interviews with forty senior women managers in Australian public and private sector organisations, together with a small number of interviews with their immediate superiors and subordinates, and observation, by the researcher, of their workplaces. The location of the empirical research in the late 20th century, some twenty years or so after women started to enter the ranks of management in Australia, allows for a reflection on women's progress in management in this country during this period. It also allows for contemporary social and organisational conditions in Australia to be a consideration in evaluating the research participant's managerial experience. The thesis, therefore, links the empirical research findings to Australian literature and research on women and management, current social trends in this country, characteristics of the Australian business culture, Australian managementand the Australian manager.
The research framework utilised in the thesis is informed by critical, feminist and postmodern approaches to organisational analysis. For this reason the Deetz (1994) schema, which defines organisational reserch from the perspective of four differing discursive spaces - dialog, critical, interpretive and normative is utilised to locate the research orientation of the empirical studies. This schema recognises that overlap between the four discursive spaces is possible and thus can accommodate insights from each of the above mentioned approaches, as well as areas of overlap between them. -- The principal research findings suggest, in summary, that women in senior management in Australia largely conform to the traditional (masculine) norms that are deeply embedded in the discourse of management and organisation(s) and in managerial practice, yet at the same time, they consider themselves to be 'different'. A feminist interpretation of Social Contract theory, together with a feminist analysis of Foucault's (1988) notion of an 'ethics' of the self and the link between this notion and non essentialist feminist theory are used in the discussion of the empirical research findings to construct an interpretation of 'difference' as it applies to women's managerial experience. -- The contribution to knowledge in the field of organisational analysis that the thesis seeks to make includes: adding new grounded empirical research whcih uses alternative approaches to organisational understanding; providing a comprehensive analysis of the philosophical and sociological underpinnings of the relationship between management, rationality and masculinity; providing a platform for future policy development and organisational practice, and adding a perspective on contemporary managerial practice and organisation conditions against which to gauge classical studies of managerial work and behaviour. -- Finally, the thesis can also be seen to provide additional insights into recent critiques of essentialist feminsit theory and the 'feminisation of management'/female advantage literature.
Mode of access: World Wide Web.
x, 376, [9] leaves
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Alistoun, Garth. "Toward a culture of engagement: leveraging the enterprise social network." Thesis, Rhodes University, 2014. http://hdl.handle.net/10962/d1010869.
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This research aims to provide a theory of enterprise social networking that generates and/or sustains a culture of employee engagement within a chosen South African private sector company. Based on an extensive review of interesting literature and the application of a grounded theory process in a chosen case, this research work provides a theory of enterprise social networking sustaining and growing employee engagement together with an explanatory theoretical framework that makes the theory more practical. Employee engagement is defined as “the harnessing of organisation member’s selves to their work roles; in engagement people employ and express themselves physically, cognitively, and emotionally during role performances.” This research regards employee engagement as a three part concept composed of a trait (personality/cognitive) aspect, a state (emotional) aspect, and a behavioural aspect. Research has shown that employee engagement has an unequivocal positive impact on business outcomes, such as profitability, business performance, employee retention and productivity. Employee engagement can be regarded as a culture if it is abundant within the organization’s employee population. Gatenby et al. (2009) propose that employee engagement is fostered by creating the desire and opportunity for employees to connect with colleagues, managers and the wider organisation. This standpoint is supported by Kular et al. (2008) who state that the “key drivers of employee engagement identified include communication, opportunities for employees to feed their views upward and thinking that their managers are committed to the organisation.” Further indicators of employee engagement include strong leadership (particularly in the form of servant leadership), accountability, a positive and open organisational culture, autonomy, and opportunities for development. One of the key facets of employee engagement is connection. A complementary definition of social media, an umbrella under which enterprise social networks fall, is that “(it) is more of a relationship channel, a connection channel. Each and every tweet, update, video, post, is a connection point to another human being. And it’s the other human being who will determine your worth to them.” Social media provides participants with access to a larger pool of resources and relationships than they would normally have access to. This enlarged relationship/resource pool is a result of expanding human and social capital enabled through social media tools. In order to produce a theory of enterprise social networking sustaining and growing a culture of employee engagement a rigorous grounded theory methodology coupled with a case study methodology was applied. The case study methodology was used to identify a suitable research site and interesting participants within the site while the grounded theory process was used to produce both qualitative and quantitative data sets in a suitability rigorous fashion. The corroborative data was then used to discover and define the emergent theory.
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Hall, Edward John. "The influence of occasion on consumer choice: an occasion based, value oriented investigation of wine purchase, using means-end chain analysis." Title page, contents and abstract only, 2003. http://web4.library.adelaide.edu.au/theses/09PH/09phh1756.pdf.
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Includes list of Supplementary refereed publications relating to thesis; and of Refereed conference papers, as appendix 1 Includes bibliograhical references (p. 316-343) Focusses particularly on the purchase of wine and the factors that influence consumer choice and the values that drive the decision process across different consumption occasions. The effectiveness of occasion as part of the theoretical model of means-end chain analysis is investigated, as well as the feasibility of occasion in the Olsen and Thach (2001) conceptual framework of consumer behavior relating to wine.
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Montupil, Inaipil Fernando. "Evolutions des pratiques de G.R.H. des rôles des D.R.H. et des modèles de management dans des entreprises de télécommunications belges et chiliennes dans un contexte de changement: analyse comparative." Doctoral thesis, Universite Libre de Bruxelles, 2005. http://hdl.handle.net/2013/ULB-DIPOT:oai:dipot.ulb.ac.be:2013/210950.
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This thesis describes, analyses and compares changes in the practice of human resource management (HRM), the roles of human resource departments (HRD) and management models in companies in Belgium, France (partially) and Chile by highlighting the similarities and differences. This is therefore an international comparative study.
The study is carried out using a contextualist analytical approach.
It answers the question: what are the changes in HRM practice, the roles of HRD and the management models in social organisations in different contexts?
It uses theoretical models (“typical ideals”) to analyse reality, while drawing from writers such as Mintzberg, Pichault and Nizet, Crozier, Crouch, Ulrich, Pettigrew. With regard to management, the study resorts to classical, instrumental and political models. As regards human resource management (HRM), it is based on objective, conventionalist and individualised models. In the human resource department (HRD), the models are those of administrative officer, operational expert and strategic partner.
The changes do not only result from a decision-making process dictated mechanically by contextual factors but more particularly from complex interaction and the balance of power among the actors concerned who use the contextual elements to advance their own interests.
Amongst the most relevant developments which bear similar characteristics, one can cite:
1.- a significant increase in the use of management methods specific to the instrumental or “Californian” model,
2.- more extensive use of individual competencies in HRM practices, and
3.- a significant reduction in the size of the HRD and, notably, in the profile of administrative officer of the HRD.
As regards the differences found in the various contexts, one can highlight the fact that:
1.- In the Belgian and French models, the dominant managerial model remains political management. On the other hand, in the Chilean model, the Californian management model has become clearly dominant.
2.- In Belgium and France, the dominant HRM practices are those of the conventionalist model. On the other hand, in Chile, the dominant HRM practices are those of the individualised model.
3.- The evolution of the roles of HRD, in the Belgian model, has been practically non-existent or appeared later since the dominant role has remained that of the administrative officer (AO). On the other hand, in the Chilean model, the dominant role has become that of operational expert (OE). The role of strategic partner (SP) which was so recommended and desired by managers has been long in developing.
The professional relations model and the political system constitute one of the most important factors which explains the differences noted. In Belgium, the neo-corporate and social-democrat model of professional relations at the national level (with a strong trade unionist movement) functions as a socio-economic regulatory mechanism reflecting the forces and the agreements between social partners. In Chile, there exists neither social dialogue nor equivalent institutionalisation at the national level; what prevails here is the confrontational Latin model (with a weak trade unionist movement).
Similarly, in Belgium social legislation is more comprehensive, regulating the market more and protecting people’s interests. Furthermore, it offers greater social security coverage via, in addition, vast public expenditure by the State. In Chile on the other hand, social legislation is more incomplete and more flexible, favouring rather discretionary decisions by managers and allowing the interplay of market forces to regulate the labour market. The right to strike, the allocation of unemployment benefits, the procedures for hiring and firing, etc. testify to these differences.
The characteristics of the “hybrid” Belgo-Latin culture based on the traditional negotiation model increasingly influence, for example, the development of a political management model and conventionalist HRM practices, team work or coaching, etc. On the other hand, the characteristics of Chilean Latin culture, where authoritarianism and paternalism are still very present, stimulate a more classical management model and objective HRM practices.
The differences between the developments are evident. The social aspects (social security, education, workers’ rights, etc.) are better guaranteed in the Belgian model and the productivist logic stronger and damaging in the Chilean model. As long as the actors involved remain as they are, with their ideological, political and cultural particularities and their specific strengths, these models will remain different.
Cette thèse décrit, analyse et compare les changements des pratiques de la gestion des ressources humaines (GRH), les rôles des directions des ressources humaines (DRH) et les modèles de management, dans des entreprises situées en Belgique, en France (partiellement) et au Chili, en relevant les similitudes et les différences. Il s’agit donc d’une recherche internationale comparative.
La recherche s’inscrit dans une approche d’analyse contextualiste.
Elle répond à la question :quels sont les changements des pratiques de GRH, des rôles des DRH et des modèles de management dans des organisations sociales situées dans des contextes différents ?
Elle utilise des modèles théoriques (des “ideaux types”) pour analyser la réalité, en s’inspirant des auteurs tels que Mintzberg, Pichault et Nizet, Crozier, Crouch, Ulrich, Pettigrew. Au niveau du management, l’étude a recourt aux modèles: classique, instrumental et politique. Au niveau de la gestion des ressources humaines (GRH), elle se base sur les modèles: objectivant, conventionnaliste et individualisant. Tandis qu’au niveau de la direction des ressources humaines (DRH), les modèles sont ceux d’agent administratif, d’expert opérationnel et de partenaire stratégique.
On constate que les changements ne résultent pas seulement d’un processus décisionnel dicté mécaniquement par les éléments du contexte mais surtout d’un jeu complexe d’interactions, d’un jeu de pouvoir des acteurs concernés, qui mobilisent les éléments du contexte pour faire prévaloir leurs intérêts.
Parmi les évolutions similaires les plus relevantes, on peut citer:
1.- l’accroissement important de l’usage des méthodes de management propres au modèle instrumental ou « californien » ;
2.- l’utilisation plus extensive des pratiques de GRH individualisantes et,
3.- la diminution importante de la taille de la DRH et, notamment, du profil d’agent administratif de la DRH.
Quant aux différences retrouvées dans ces contextes différents, on peut relever :
1.- Dans les cas belge et français le modèle managérial dominant reste le management politique. Par contre, dans le cas chilien, le modèle de management « californien » est devenu clairement dominant.
2.- Les pratiques dominantes de GRH, en Belgique et en France, restent celles du modèle conventionnaliste. Par contre, au Chili, les pratiques dominantes de GRH sont celles du modèle individualisant.
3.- L’évolution des rôles de la DRH, dans le cas belge, a été pratiquement nulle ou plus tardive puisque le rôle dominant est resté d’agent administratif (AA). Par contre, dans le cas chilien, le rôle dominant est devenu celui d’expert opérationnel (EO). Le rôle du partenaire stratégique (PS), tant prôné et souhaité par les managers, tarde lourdement à se développer.
Le modèle de relations professionnelles et le système politique, constituent un des facteurs parmi les plus importants qui expliquent les différences constatées. En Belgique, le modèle de relations professionnelles néo-corporatiste et social-démocrate au niveau national (avec un syndicalisme fort) fonctionne comme un mécanisme de régulation socio-économique reflétant les forces et les accords entre les partenaires sociaux. Tandis qu’au Chili, il n’existe ni de concertation sociale ni d’institutionnalisation équivalente au niveau national ;il prévaut ici le modèle confrontationnel et latin (avec un syndicalisme faible).
De même, tandis qu’en Belgique il existe une législation sociale plus complète régulant davantage le marché et protégeant les intérêts des personnes, en offrant une sécurité sociale plus large avec, en plus, une forte participation de l’Etat dans les dépenses publiques, au Chili la une législation sociale est plus incomplète et plus souple, favorisant davantage les décisions discrétionnaires des managers amenant principalement une régulation par le libre jeu du marché du travail. Le droit de grève, l’assignation de chômage, les procédures de licenciements ou d’embauche, etc. témoignent de ces différences.
Les traits de la culture latine « hybride » belge, traditionnellement négociatrice, influencent davantage, par exemple, le développement d’un modèle de management politique et des pratiques de GRH conventionnalistes, un travail en équipe ou le coaching, etc. Par contre, les traits de la culture latine chilienne, où l’autoritarisme et le paternalisme sont encore forts présents, stimulent un modèle de management plutôt classique et des pratiques de GRH objectivantes.
La différence des évolutions est évidente. Les aspects sociaux (sécurité sociale, éducation, droits des travailleurs, etc.) sont mieux garantis dans le cas belge et la logique productiviste est plus forte et nuisible dans le cas chilien. Tant que les acteurs indiqués demeurent, avec leurs particularités idéologiques, politiques, culturelles et leurs forces spécifiques, ces modèles resteront différents.
Doctorat en sciences politiques
info:eu-repo/semantics/nonPublished
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Lee, Ying-tong Sanna, and 李瀅鏜. "Work motivation in Japanese banks: a Hong Kong study." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2001. http://hub.hku.hk/bib/B42575941.
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Dlamini, Christophine Nombuso. "An evaluation of the implementation of affirmative action : a case study, Department of the Premier, KwaZulu-Natal." Thesis, Stellenbosch : Stellenbosch University, 2001. http://hdl.handle.net/10019.1/52104.
Full textAbstract:
Thesis (MPA)--Stellenbosch University, 2001.This research aims to evaluate the implementation of the affirmative action policy in the KwaZulu-Natal Provincial Administration and the department of the Premier has been selected for this purpose. The researcher was motivated by the desire to establish how Employment Equity Act, Act 55 of 1998 is implemented in the department of the Premier. The researcher is of the opinion that this department remains predominantly white and male staffed and therefore, has not complied with the desires, aspirations and the spirit of the new democratic South Africa. The purpose of the study is therefore to determine whether the department of the Premier in KwaZulu-Natal is predominantly white and male and whether there is any significant move towards normalising the situation in terms of our new legislation. A desk study, based on personnel records was used to qualify the gender and race disparities. A combination of a literature study and a structured interview survey methodology was used to determine the practice implications of the policy. Data was collected through a questionnaire that was distributed to all strata of the department in order to determine how affirmative action was perceived and understood by employees. This would determine whether they utilize the opportunity to improve themselves by applying for senior positions that are advertised in the department of the Premier as well as other departments in the provrnce. The research found that although the department has embarked on a programme of affirmative action, a number of issues still need to be addressed before it can be successfully implemented. These included: no affirmative action policy document for the department as an independent entity has been formulated to cater for its unique needs. no affirmative action strategy exists to address fears and concerns of top management, especially white managers, who seem to dominate the upper stratum of the department. no communication strategy to ensure that information on affirmative action filters down to all strata of the department. no proper monitoring mechanism in place that will enable the department to pick up mistakes and rectify' them timeously before damage is done. The researcher arrived at the conclusion that embarking on affirmative action means more than opening up access and promoting a few individuals merely on grounds of affirmative action. If affirmative action is accepted as a means of redressing past discrimination, then it is important for all employees of the department to work towards the achievement of this goal. The research assignment is also aimed at ensuring that employees in the department of the Premier in particular and other KwaZulu-Natal provincial departments in general, are a reflection of the demographics of the society they serve. It is further important to say that we form a customer friendly public service.
37
Coulson, Shirley Ann. "Practitioner experience of a developing professional learning community." Thesis, Australian Catholic University, 2008. https://acuresearchbank.acu.edu.au/download/661b94771513c0ece27a051316742e2ccc4d7c574d92610e0485947e16dcb91e/2671332/64833_downloaded_stream_58.pdf.
Full textAbstract:
Australian policy contexts are promoting school transformation through teacher learning and the development of schools as professional learning communities. However, Australian practitioners have very limited contextualised research to guide their efforts in response to these policies. The researcher's involvement in a school revitalisation process provided the impetus for this research study that investigates the practitioner experience of a developing professional learning community at RI College (pseudonym for a large independent girls' school in Brisbane). This study endeavours to gain a more informed and sophisticated understanding of developing a professional learning community with the intention of 'living' this vision of RI College as a professional learning community. Praxis-oriented research questions focus on the practitioner conceptualisation of their school as a developing professional community and their experience of supporting/hindering strategies and structures. The study gives voice to this practitioner experience through the emerging participatory/co-operative research paradigm, an epistemology of participative inquiry, a research methodology of co-operative inquiry and mixed methods data collection strategies. Incorporating ten practitioner inquiries over two years, recursive cycles of action/reflection engaged practitioners as co-researchers in the collaborative reflective processes of a professional learning community while generating knowledge about the conceptualisation and supporting/hindering influences on its development. The outcomes of these first-person and second-person inquiries, together with a researcher devised online survey of teachers, were both informative and transformative in nature and led to the development of the researcher's theoretical perspectives in response to the study's research questions.;As outcomes of co-operative inquiry, these theoretical perspectives inform the researcher's future actions and offer insights into existing propositional knowledge in the field. Engagement in this practitioner inquiry research has had significant transformative outcomes for the co-researchers and has demonstrated the power of collaborative inquiry in promoting collective and individual professional learning and personal growth.
38
Vipond, Maureen. "A study of staff satisfaction in two call centres." Thesis, 2000. https://vuir.vu.edu.au/18221/.
Full textAbstract:
The Telecommunications industry has undergone significant changes during the
1990's. In Australia, deregulation has strongly impacted upon organisations
competing within the industry. Telstra, Australia's largest telecommunication
company has been challenged to improve its organisational performance, increase its
competitiveness and improve organisational effectiveness in order to manage change
effectively.
In response to global competition, political and economic changes Telstra has
downsized to ensure that it survives and achieves value for all stakeholders.
This study investigated:
• what interventions Telstra used at the time of and following downsizing
• whether these interventions were designed to ensure employee commitment and
loyalty and staff satisfaction
• current levels of commitment and loyalty at two Telstra Call Centres
This study takes the form of both qualitative and quantitative research in the form of a
comparative study between two Call Centres and analyses its impact upon call centre
staff. A questionnaire was designed and distributed to employees in city and regional
call centres. The results were discussed and analysed in reference to the current
literature and extend upon the work done by Brockner (1992) and Cameron (1994) for
example.
This study will provide a valuable guide to all organisations planning large scale
change and in particular will help Telstra to better plan their downsizing and change
management programmes.
39
Bryar, Peter John. "An analysis of shift working rosters used within the Australian Army component of the Defence Integrated Secure Communications Network (DISCON)." Thesis, 1996. https://vuir.vu.edu.au/18147/.
Full textAbstract:
Non standard working hours such as those experienced by rotational shift workers
have a wide ranging impact upon job and roster satisfaction, performance,
behaviour, sleep, quality of work and family life. The shift roster plays an important
role in moderating the influence of non standard working hours on the individual and
the group though it is well documented that shift work does affect everyone
differently. Aspects of shift work that appear to be disadvantageous for many
individuals can be considered to be beneficial by others depending upon the work
circumstances and the needs of the individual and family.
This study is concerned with shift work within a section of the Australian Defence
environment - the Defence Integrated Secure Communications Network (DISCON)
- Royal Australian Army Corps of Signals component, an area previously untouched
by academic or other research. The significance of this study is that whilst it has
focussed on a unique work environment the findings are not at variance to other shift
working research.
The Australian Army, through units of the Royal Australian Corps of Signals, has the
responsibility of managing and operating the Switching and Communications Centres
throughout the states of Victoria and Queensland, and within the cities of Canberra
and Sydney. Shift workers and the shift working rosters operating within these units
are the focus of this study.
The purpose of this study is to compare the four shift working rosters operating
within the four different Army units with DISCON and determine which one is most
appropriate in terms of current roster design guidelines and shift worker preference.
DISCON was established to support the operations of the Australian Defence Force
and Department of Defence for the rest of this century and beyond. DISCON is
Defence's first secure, integrated communications system, and will be used for
command and control of the Australian Defence Force as well as management and
administration of the Defence Organisation. DISCON operates by means of
interconnected switching centres which direct all incoming message traffic to its
destination and link Defence establishments Australia-wide. DISCON Switching
Centres serve a particular region through Communications Centres and decentralised
communications terminals.
DISCON has brought with it new technology, new equipment and a range of new
services to its subscribers. DISCON provides facilities for the passage of voice
(secure and insecure telephone), facsimile, telegraph and electronic data and is
expected to support the current range of tactical (field) external networks and
individual tactical radio communication. There has also been a major change to the
communications doctrine of providing pre-determined facilities, and subscribers no
longer have to rely purely upon area or regional communications centres to service
their communications needs of formal message traffic, facsimile and data
transmission. Communications terminals have been decentralised to a large extent
bringing them closer to the user - in some cases directly to them. Switching centres
have also taken on the additional responsibility of providing advice to subscribers
whilst communication centres are assisting with user education.
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Raubenheimer, Janette. "Developing library middle management in the context of an Open Distance Learning (ODL) environment in South Africa." Thesis, 2016. http://hdl.handle.net/10500/22043.
Full textAbstract:
Managing on the middle level of the academic environment has become an essential managerial competency, particularly in a large library of an Open Distance Learning (ODL) institution which serves 400,000 students with a diverse student profile. The research focus of this study in the ODL environment is thus on management and organisational theories that indicate what it takes to be a good manager.
This is a positivist case study which triangulates data collection methods. Quantitative data and qualitative data were collected. The findings indicate a 94,7% response rate to the survey questionnaire and 100% participation of the invited ODL middle managers in interviews. Interviews were conducted with ODL Library middle managers who operate on the level of supervisor, manager, deputy director and director. Findings revealed ODL Library middle managers‟ perception of success and that they worked and planned for career progression that was facilitated by relevant qualifications and experience, that the external support received from their families and the use of develop ment strategies and various approaches, such as personal career planning; performing secondary management roles in the ODL Library; attendance at management short courses, all influenced their successful appointment as middle managers.
It further indicates that an optimum career path is influenced by factors such as ability, communication, hard work and determination. Development strategies pertain to management and leadership development which enable ODL Library middle managers to perform the role of manager in both a Library and Information Science environment, ODL environment and management environment which foster an understanding of their role in strategic planning. The most important competencies to be acquired are planning and administration, emotional intelligence and self-management, communication and teamwork. The study reveals that a high premium was placed on the importance of the selected success definitions, strategies and competencies, but that own success measured against these was lower. The subsequent recommendation is to develop ODL Library middle managers in terms of factors and strategies that lead to career success and to ensure the use thereof.Information Science
D. Litt. et Phil. (Information Science)
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Bowling, Jill R. "Technology, welfare and intensive animal farming : case studies of the poultry and pig industries." Phd thesis, 1985. http://hdl.handle.net/1885/130320.
Full textAbstract:
This thesis examines the use of new technology in the post-war
Australian poultry and pig industries and the implications of this
technology for animal welfare. The literature on animal welfare and
technology adoption has been brought together using an organisations
perspective. It is argued that in order to understand why new
technology has been adopted it is necessary to examine the
organisations and institutions which influence farmer decision-making.
Farmers are constrained to varying degrees by the organisations and
institutions in their operational environment and as they have adopted
increasingly sophisticated technology developed off the farm they have
lost further control over decision-making. The theoretical framework
emphasises the interaction between farmers and organisations but also
takes account of the wider political economy and the role of
individuals. The separate chapters discuss the changes that have
occurred in the layer, broiler and pig industries.
The use of intensive technology has increased efficiency and
reduced uncertainty in the production process. Balanced against these
advantages are welfare disadvantages. Intensive technology has been
criticised by welfare groups who have put new pressures on farmers.
As a result farmers have been placed in a difficult situation: to
remain economically viable they have been forced to adopt new
technology yet at the same time they have been criticised for using
it.
Analysis focuses on the differing perspectives taken by the major
groups in the welfare debate in order to clarify their positions. The
determination of welfare is discussed with reference to the problems
involved in assessing optimum or even acceptable conditions.
There are a number of areas in which welfare and farm profits can
be improved together, and others where increased animal welfare will
incur higher costs. These will have to be met by the consumer, either
directly through higher prices or indirectly through subsidies to the
industries.
42
"People's concept at Arthur Andersen & Co: a resource-based perspective." 1998. http://library.cuhk.edu.hk/record=b5891374.
Full textAbstract:
by Chow Chiu Mei, Loletta, Fok Hoi Yun, Irene.Thesis (M.B.A.)--Chinese University of Hong Kong, 1998.
Includes bibliographical references (leaves [67-70]).
ABSTRACT --- p.i -ii
TABLE OF CONTENTS --- p.iii -iv
CHAPTERS
Chapter 1. --- INTRODUCTION --- p.1-5
Chapter 2. --- ARTHUR ANDERSEN & CO --- p.6 -15
Chapter 2.1 --- Vision and Mission --- p.7
Chapter 2.2 --- Arthur Andersen Strategic Framework --- p.7-15
Chapter 3. --- RESOURCE-BASED FRAMEWORK --- p.16 -30
Chapter 3.1 --- Firm Resources --- p.16-18
Chapter 3.2 --- Competitive Advantage and Sustained Competitive Advantage --- p.18-19
Chapter 3.3 --- Resource Homogeneity and Mobility and Sustained Competitive Advantage --- p.20 -21
Chapter 3.4 --- Firm Resources and Sustained Competitive Advantage --- p.21 -27
Chapter 3.5 --- Applications of Resource-based Approach --- p.27 -30
Chapter 4. --- METHODOLOGY --- p.31-33
Chapter 4.1 --- Data Sources --- p.31 -32
Chapter 4.2 --- Measurement --- p.32
Chapter 4.3 --- Method of Analysis --- p.33
Chapter 5. --- FINDINGS --- p.34 -47
Chapter 5.1 --- Valuable --- p.35 -39
Chapter 5.2 --- Rareness --- p.39 -45
Chapter 5.3 --- Imperfectly Imitable --- p.45-46
Chapter 5.4 --- Substitutability --- p.46-47
Chapter 6. --- DISCUSSIONS --- p.48-52
Chapter 7. --- CONCLUSION --- p.53-54
Chapter 7.1 --- Limitations of the Study --- p.54
APPENDICES
Chapter A. --- Big-Six Accounting Firms Comparative Data
Chapter B. --- Andersen Worldwide Facts1996
Chapter C. --- Structure of Andersen Worldwide
Chapter D. --- Arthur Andersen Strategic Framework
Chapter E. --- Arthur Andersen Range of Services
Chapter F. --- 1996 Manpower Survey Report of Accountancy
REFERENCES
43
Hattingh, Zacharias Christiaan. "Enkele aspekte van die bestuur van verandering binne 'n finansiële instelling." Thesis, 2015. http://hdl.handle.net/10210/14541.
Full textAbstract:
M.Com.The purpose of this study is to identify important factors for the formulation of a strategy for the management of change within the Johannesburg region of the Allied/United division of ABSA. The need for such a strategy arose after indications of a low level of motivation and a negative climate were identified within the organization. In this study the level of motivation and the climate is tested and the connection of these aspects with the process of change taking place within ABSA is studied. The situations within Allied and United are also compared...
44
"Study of the factors affecting the propensity of general staff to stay: the case of a Hong Kong based airline." Chinese University of Hong Kong, 1990. http://library.cuhk.edu.hk/record=b5886346.
Full textAbstract:
by Cunningham King, Mimi, Li, Yuen Yu Vivien.Thesis (M.B.A.)--Chinese University of Hong Kong, 1990.
Bibliography: leaves 105-108.
ABSTRACT
TABLE OF CONTENTS --- p.iii
LIST OF EXHIBITS --- p.viii
LIST OF TABLES --- p.ix
ACKNOWLEDGEMENT --- p.x
Chapter CHAPTER ONE --- INTRODUCTION --- p.1
Chapter 1.1 --- Staff Turnover in Service Industry --- p.1
Chapter 1.2 --- Outlook of Supply of General Staff --- p.2
Chapter 1.3 --- Objective and Scope --- p.4
Chapter 1.4 --- Significance of the Study --- p.4
Chapter 1.5 --- Case Brief --- p.5
Chapter CHAPTER TWO --- LITERATURE REVIEW --- p.8
Chapter 2.1 --- Definition --- p.8
Chapter 2.2 --- Effects of Turnover --- p.10
Chapter 2.3 --- Costs of Turnover --- p.13
Chapter 2.4 --- Measurement of Turnover --- p.14
Chapter 2.5 --- Causes of Turnover --- p.14
Chapter 2.6 --- Causes for Staying --- p.15
Chapter 2.7 --- Developing the Theoretical Framework --- p.16
Chapter 2.8 --- The Theoretical Framework --- p.29
Chapter THREE --- METHODOLOGY --- p.31
Chapter 3.1 --- Overview --- p.31
Chapter 3.2 --- Population and Sample --- p.31
Chapter 3.3 --- Preliminary Survey Method --- p.3 2
Chapter 3.4 --- The Hypotheses --- p.34
Chapter 3.5 --- Data Collection Method --- p.36
Chapter 3.6 --- Variables --- p.38
Chapter 3.7 --- Measurement of Variables --- p.40
Chapter 3.8 --- Data Analysis Techniques --- p.41
Chapter FOUR --- RESULTS --- p.44
Chapter 4.1 --- Response Rate --- p.44
Chapter 4.2 --- Feel for Data --- p.45
Chapter 4.3 --- Factor Analysis --- p.49
Chapter 4.4 --- Hypotheses Testing --- p.51
Chapter 4.5 --- Other Analyses --- p.55
Chapter 4.6 --- Summary of Results --- p.59
Chapter CHAPTER FIVE --- DISCUSSION --- p.60
Chapter 5.1 --- Significant Factors Affecting Propensity to Stay --- p.60
Chapter 5.2 --- Factors not Correlated to Propensity to Stay --- p.62
Chapter 5.3 --- Relationship Between Demographics and Propensity to Stay --- p.63
Chapter 5.4 --- Departmental Variationin Propensity to Stay --- p.64
Chapter 5.5 --- Conclusion --- p.64
Chapter SIX --- RECOMMENDATIONS --- p.65
Chapter 6.1 --- Recommendations to the Airline --- p.65
Chapter 6.2 --- Recommendations for Further Research --- p.70
APPENDIX
Chapter I --- "Places Offered by Universities, Polytechnics and Colleges" --- p.71
Chapter II --- Title and Job Nature of Sample --- p.72
Chapter III --- Questionnaire (in Chinese) --- p.73
Chapter IV --- Questionnaire (English Translation) --- p.86
Chapter V --- Distribution of Valid Cases by Rank --- p.93
Chapter VI --- Demographics of Respondents --- p.94
Chapter VII --- List of Mean Scores for items Measuring Independent Variables --- p.99
Chapter VIII --- Results of Hypotheses Testing --- p.101
Chapter IX --- "Correlation Between Number of Children, Education, Salary, Age and Length of Service" --- p.104
BIBLIOGRAPHY --- p.105
45
Swanepoel, Ben. "Strategiese benadering tot die bestuur van die diensverhouding." Thesis, 1995. http://hdl.handle.net/10500/16152.
Full textAbstract:
Text in AfrikaansSummaries in Afrikaans and English
'n Sentrale tema van strategiese bestuur is dat ondememings voortdurend moet pas by hulle snelveranderende eksteme omgewings. Die eksteme omgewing van SuidAfrikaanse ondememings ondergaan tans verreikende veranderings. Die sukses van hierdie ondememings word nie alleen bemvloed deur die kompeterendheid van 'n toenemend gemtemasionaliseerde markomgewing nie, maar veral ook deur die eise wat gestel word deur die nuwe politieke bestel in Suid-Afrika. Die Regering van Nasionale Eenheid is verbind tot die daarstelling van 'n mensgesentreerde gemeenskap. Nuwe arbeidswetgewing wat vakbonde bemagtig word in 1996 van krag en belangrike bestuursuitdagings wat verband hou met die "menslik:e dimensie" van ondernemingsbestuur spruit voort uit hierdie veranderende omgewing. Ten einde Suid-Afrikaanse ondememings onder hierdie omstandighede strategies te bestuur, moet strategiese bestuursbesluite geneem word oor die diensverhouding. Dit impliseer die behoefte aan 'n strategiese be adering tot menslik:ehulpbron- en arbeidsverhoudingebestuur binne ondememingsverband. In hierdie ondersoek word aspekte van algemene en strategiese bestuur toegepas op die "menslik:e dimensie" van ondememingsbestuur. Die fokus is op langtermynbesluite en -aksies insake beplanning, organisering, leiding en beheeruitoefening ten opsigte van aspekte wat verband hou met die diensverhouding. Die noodsaaklik:heid van vertikale en horisontale integrasie by die bestuur van die diensverhouding word beklemtoon. Laasgenoemde dui op die noodsaaklik:heid om die individuele en kollektiewe dimensies van diensverhoudingebestuur, oftewel menslik:ehulpbronen arbeidsverhoudingebestuur, te integreer. Vertikale integrasie verwys na menslik: ehulpbron- en arbeidsverhoudingebestuur wat 'n integrale deel van algemene bestuur behoort te wees. Die resultate van 'n tweeledige empiriese ondersoek word gemtegreer met 'n literatuurstudie om 'n bestuurswetenskaplik:e raamwerk daar te stel wat die proses van strategiese diensverhoudingebestuur konseptualiseer. 'n Matriks word ook ontwerp wat bestuursbesluitneming oor die inhoud van diensverhoudingestrategie kan fasiliteer. Gevolgtrekkings en aanbevelings word ook gemaak oor die praktyk van strategiese diensverhoudingebestuur by Telkom SA Bpk en by groot Suid-Afrikaanse mynbouen vervaardigingsondememings, sowel as oor navorsing en ond~rrig ten opsigte van hierdie onderwerp van Sakebestuur ( oftewel Bedryfsekonomie, Ondernemingsbestuur of Bestuurswese ).
A central theme of strategic management is that organisations should constantly match or fit their fast-changing external environments. The external environment of South African organisations is currently undergoing far-reaching changes. The success of these organisations is not only influenced by the competitiveness of an increasingly internationalised market environment, but especially by the demands resulting from the new political dispensation in the country. The Government of National Unity is committed to establish a people-centred society. New labour legislation which empowers trade unions will be in force in 1996. Important challenges regarding the "human dimension" of management stem from this changing environment. In order to manage South African organisations strategically under these circumstances it is necessary to make strategic management decisions regarding the employment relationship. This implies the need for a strategic approach to human resource and labour relations management within organisational context. In this investigation aspects of general and strategic management are applied to the "human dimension" of management. The focus is on long-term decisions and actions regarding the planning, organising, leading and control of aspects relating to the employment relationship. The importance of vertical and horizontal integration in the management of the employment relationship is emphasised. The latter refers to the necessity of integrating the individual and collective dimensions of employment relations management, in other words the integration of human resource and labour relations management. Vertical integration relates to human resource and labour relations management which ought to be an integral part of general management. The results of a dual empirical investigation are integrated with a literature survey to devise a managerial framework that conceptualises the process of strategic employment relations management. A matrix is also devised that can facilitate management decision making regarding the content of employment relations strategy. Conclusions and recommendations are also made regarding strategic employment relations management practice at Telkom SA Ltd and large South African mining and manufacturing organisations, as well as regarding research and tuition mrespect of this topic of Business Management (or Business Economics).
Economic & Management Sciences
D.Com.
46
Reynolds, Kristy. "Communication climate in a health care setting : a case study." Thesis, 1991. http://hdl.handle.net/1957/36582.
Full textAbstract:
The climate in which communication occurs is a result of
how employees in an organization perceive and react to such
factors as rewards, support, trust, openness, decision making,
and leadership. The purpose of this case study is to identify
and describe communication climate factors in a health care
organization which are negatively influencing employee
productivity and morale.
A literature review provides information which describes
research in areas of health care communication,
communication climate, and leadership. A multi-method
approach is used to gather information from the twelve
employees and the manager of this organization.Graduation date: 1992
47
Wilson, Leah Ruth. "Resident and resident-related committees and meetings in South Australian aged care hostels / Leah Ruth Wilson." 2003. http://hdl.handle.net/2440/21959.
Full textAbstract:
"February 20, 2003"Includes bibliographical references (leaves 586-603)
xvii, 603 leaves : ill. ; 30 cm.
Title page, contents and abstract only. The complete thesis in print form is available from the University Library.
Investigates the level of resident participation in decision-making in aged care hostels in South Australia.
Thesis (Ph.D.)--University of Adelaide, Dept. of Psychology, 2003
48
Phendla, Sylvia Thidziambi. "School leadership and total quality management." Thesis, 2014. http://hdl.handle.net/10210/11046.
Full textAbstract:
M.Ed. (Educational Management)Why seek to develop school leadership? Apartfrom the advantages that accrue to one'scareerfrom the demonstrated ability topersuade others to work towards intended results, what does the practice of continuous small acts of leadership do for the development of one's character and accomplishment of organisational aims (Caroselli,1990:199) ? How do we persuade others? Do we persuade by resorting to Taylor's scientific management ( Sergiovanni and Starratt.1993 : 12 ) where control, accountability and efficiency are emphasised within the atmosphere of clear-cut manager-subordinate relationship, where the recipe is to identify the best way, develop a work system based on the research of, communicate expectations to workers, train workers in the system, monitor and evaluate to ensure compliance? Or as Kok, Smith and Swart (1992 : 9 ) put it, through an invitational stance of the school leader, where intentionality, respect, trust and optimism are the basic qualities of the school leader ? The invitational stance which is based on the assumptions that all persons are valuable, able and responsible and ought to be treated accordingly, that education is a co-operative process which cannot succeed without the participation of all concerned parties, that the process is just as important as the end product, that all persons have relatively untapped potential in all facets of living given the right condition, and that potentials can best be realised through places, policy, procedures and programmes which are specifically designed to invite development and by people who intentionally behave invitationally, both personally and professionally, towards others ( 1992: 2). What are these small acts of leadership? These are some of the questions which come to mind after analysing Caroselli's statement above as far as educational leadership is concerned. .Total Quality Management represents a line of thinking which resembles the ideas of many writers on business and educational management, since the start of the eighties. On the one hand writers like Sergiovanni and Starratt ( 1993 :287) see schools as non-linear and looselycoupled organisations, where employees should be bounded by a common vision and shared set of values, where colleagiality and enablement could become the main motivational factor in committing members of the organisation to a common cause. On the other hand, Blanchard, Zigarmi and Zigarmi (1987 :75) summarise four leadership styles which are appropriate for different development levels based on competence and commitment of the employee-teacher as changing from directing to coaching to supporting to delegating as performance improves. In organisations which are moulded according to the Taylor model ( Sergiovanni and Starratt, 1993 : 12) leadership is through issuing commands, enforcing compliance and controlling the activities of employees. The philosophy of Taylorism, is still in place in many schools today. The hierarchical nature of this form of organisation, implies that the teacher's priority is to please the superiors first at the expense of the customer- the student.
49
Kukano, Crispin. "Teacher attrition in Zambian schools : an educational management analysis." Thesis, 2020. http://hdl.handle.net/10500/26778.
Full textAbstract:
The purpose of this empirical study was to establish how school managers address the problem of teacher attrition in public secondary schools in Zambia with a view of developing strategies that may be used to reduce teacher attrition in schools. The objectives of the study were to examine how teacher attrition affects the functioning of public secondary schools; find out which factors influence teacher attrition in public secondary schools; and determine and describe which measures are used to sustain teacher retention in public secondary schools. The study adopted a case study design employing mainly the qualitative approach of data collection and analysis. However, quantitative methods of data collection and analysis were also employed to a lesser extent to complement the qualitative aspect. The data were collected through interviews and questionnaires. The sample consisted of 33 participants comprising 30 school managers and three (3) district education board Secretaries from Chongwe, Lusaka and Kafue Districts of Lusaka province. The qualitative data were analysed using thematic analysis while the quantitative data were analysed using the Statistical Package for Social Sciences (SPSS) Version 20 to generate descriptive statistics. The findings revealed that teacher attrition positively correlates to poor staffing levels and poor student achievement (r=0.812). The study further established factors influencing teacher attrition in public secondary schools as being poor working conditions, lack of administrative support, low salaries, low social status accorded to teachers and lack of continuous professional development were among the major causes of teacher attrition. In terms of measures used by school managers in addressing the issue of teacher attrition, these include: high salaries, reduced workload, adequate administrative support, fair promotion and fair treatment, participatory decision making, and creating a positive school climate. Basing on the study findings, the following recommendations are made; that school managers should coordinate organisation climate, that is, they should start with transformation of their individual school’s organisational climate in order to create an enabling atmosphere which reduces teacher attrition. School managers should effect strategies for teacher retention through continuous professional development; they should ensure that all programmes and activities aim at addressing the actual continuous professional development needs of the teachers. School managers should apply sufficient school management support. The MoE provide explicit preparation for school managers by providing and showing them the significance of managing teacher attrition.Educational Management and Leadership
D. Ed. (Education Management)
50
Mills, David (Peter David Duncombe). "The role of goal setting in the diabetes case management of aboriginal and non-aboriginal populations in rural South Australia / David Mills." 2005. http://hdl.handle.net/2440/38374.
Full textAbstract:
Includes publications published as a result of ideas developed in this thesis, inserted at end."April 2005"
Includes bibliographical references (leaves 210-242)
242 leaves :
Title page, contents and abstract only. The complete thesis in print form is available from the University Library.
Examines goal setting in people with diabetes as part of chronic disease management in a rural setting. The studies were performed in Eyre Peninsula with a significant (10-20%) Aboriginal population.
Thesis (M.D.)--University of Adelaide, Dept. of General Practice, 2005