Tesi: "Manage" – Grafiati

1

Wallace, Jacob. "How does managed care manage care? Evidence from public insurance". Thesis, Harvard University, 2016. http://nrs.harvard.edu/urn-3:HUL.InstRepos:33493322.

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In the United States, the fraction of individuals with public insurance is growing and the policies and markets that serve them are changing. Over two-thirds of Medicaid recipients are now enrolled in managed care organizations (MCOs), but little is known about how these plans operate. To study this market, I use data from New York Medicaid where managed care recipients are randomly assigned to plans. In chapter one, I estimate how physician and hospital networks impact health care use and spending. In chapter two, I study how production and selection vary across the managed care plans participating in New York Medicaid. Finally, in the third chapter, I turn to the Medicare program and examine how health care use and spending change at age 65 as adults switch from private to public coverage. Taken together, my dissertation chapters provide new perspective on how differences within public programs and between public and private programs, impact consumers.
Health Policy

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2

Bursey, Jacqueline Ann. "Resources Available to Managers to Manage Employees through Mergers". ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4427.

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The failure rate of mergers is high, with the greatest effects being felt by the employees. Company mergers result in managers burdened with extra responsibilities that often result in poor people integration management of employees. A gap in literature exists regarding people integration resources available to managers during mergers. The purpose of this phenomenological, descriptive study was to explore resources managers perceive to have available to assist with managing employees through a merger. Greenleaf's servant leadership and Herzberg's 2 factor theories were used as the study's conceptual foundation. The research questions explored managers' perceptions of the range of resources available to assist with managing employees during a merger. The snowball sampling method was used to select a sample of 14 participants for individual semi structured interviews. The target population was managers who directly managed employees during a merger while working for a North American company. The qualitative data were collected, coded, and then analyzed for themes. The key findings were that while managers perceived they were not provided resources, managers' personal experiences along with resources such as human resource personnel and other managers' expertise were used as great resources. Open communication and information exchange were critical between the manager and the employees during the merger. Managers should focus on their soft skills when they engage with the employees. Implications for positive social change include employee satisfaction and engagement, employee retention, customer satisfaction, along with business growth and development in the global market.

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3

Sharma, Surinder Paul. "U.S. Government Program Managers' Competencies to Manage Satellite Acquisition Programs". Thesis, Northcentral University, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10603364.

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U.S. government satellite acquisition programs have continually experienced large cost overruns, schedule delays, technology development problems, and performance shortfalls, which can potentially affect national security as well as the health and safety of civilians. Government program managers play a significant role in achieving organizational objectives through the acquisition life cycle of major U.S. government programs. Prior researchers have explored the importance of program managers’ competencies. Other researchers have identified key competencies of project managers to lead and manage the projects successfully in the aerospace industry. However, not enough research was conducted to assess the U.S. government program managers’ competencies to manage complex and challenging satellite acquisition programs in combination of other program context factors above and beyond program managers’ competencies, which could moderate and affect overall program success. The purpose of this quantitative, non-experimental survey research study was to examine the relationship and importance of U.S. government program managers’ perceived hard and soft competencies needed to achieve overall program success in managing major satellite acquisition programs. Additionally, the researcher examined how the program context factors moderated the relationship between program managers’ competencies and overall program success. A web-based survey, targeting aerospace and defense professionals garnered 104 valid responses. Utilizing the competency theory framework, multiple linear regression, chi-square goodness-of-fit, and hierarchical multiple regression tests were used to analyze the study data. The survey results revealed that program managers’ both hard and soft competencies predicted overall program success, F(2, 101) = 4.085, p = .020, R² = .075. Program managers’ soft competencies were found to be somewhat more important than hard competencies in achieving overall program success, χ²(4) = 29.3, p < .001. Of the four program context factors, resource availability positively moderated the relationship between program managers’ soft competencies and overall program success, F(10, 93) = 2.116, p = .031, R² = .185. A future hypothesis-based study may be conducted for other major U.S. government defense programs or private sector programs, which may provide insight to senior management leaders into matching of program managers’ competencies to specific program contexts and program types. A qualitative study to identify the causal reasons for unsuccessful U.S. space acquisitions program outcomes may provide in-depth personal and professional perspectives of other program context factors, which may influence overall program success.

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4

McCallum, Neil. "Exploring the manage processes". Thesis, University of Strathclyde, 2010. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.510749.

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5

Blessley, Misty Palmer. "SUPPLY CHAIN MANAGEMENT: DISCOVERIES ON HOW MANAGERS MANAGE AND THE CONDITIONS TO COLLABORATION". Diss., Temple University Libraries, 2014. http://cdm16002.contentdm.oclc.org/cdm/ref/collection/p245801coll10/id/256155.

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Business Administration/Marketing
Ph.D.
This paper studies managerial behavior in inter-firm supply chain relationships. I first answer two questions: When a firm outsources to a 3PL, a firm that provide multiple logistics services for use by customers, what is the impact on the managerial functions that the outsourcing firm carries out on an ongoing basis? How do the managerial functions impact the relationship of managerial competence on supply chain performance? These questions are answered via the examination of a sample of companies operating in the US and international markets who purchase services from 3PL providers. I find that the ongoing management of outsourcing partially mediates the relationship of managerial competence on supply chain performance. The higher the managerial competence, the less time spent managing established outsourcing relationships. This negative association holds, whether the firm does or does not employ the services of a 4PL, a firm that organizes 3rd party logistics providers. This study also finds that of the managerial functions of planning, coordinating, leading, educating, and monitoring, that only monitoring is significant with respect to managerial competence levels. Managerial units with moderate or high competence levels are about two times as likely to monitor their relationships with their 3PL providers, as managerial units with lower competence levels. Supply chain managers concentrate their monitoring efforts on client/provider relationships, based upon their view of these relationships. The managerial units with moderate or high competence levels are two times as likely to monitor when they have a least favorable view, as opposed to when they have a moderate or more favorable view. The supply chain managers who measure lower in competence make no such adjustment in time spent monitoring their client's performance, regardless of their view of the client/provider relationships. The findings just discussed spurred two additional studies in which I explore and test the importance of trust in collaborative supply chain relationships (CSCRs). The first is done via 19 semi-structured interviews with supply chain managers, while the second utilizes 50 surveys. Particular attention was paid to assessing only those managers in collaborative, as opposed to arms-length relationships. From the results of the interviews I provide a taxonomy for understanding trust signals in new CSCRs. I also obtain a number of thick descriptions for understanding what constitutes psychological contract breach (PCB), the operational and relational expectations of the customer in the collaboration, and a contemporary view of the goals of supply chain collaboration. These results were incorporated into the scales utilized in the survey research and have been validated. In each of the two studies, I carry out hypothesis testing, which reveals that initial trust is important to decrease feelings of psychological contract breach, whether the respondent is the customer or the supplier to the relationship. However, in one case PCB is felt more strongly when the respondent speaks of his collaborative supplier for all levels of initial trust. In the other, it is felt more strongly in reference to the customer, given higher levels of initial trust. Once PCB has occurred, meeting operational expectations alone is not sufficient to instill feelings of goal achievement; meeting relational expectations is also required. Continuing on with PCB, I find that its magnitude and established trust are important factors in the extension of continued trust and future collaborative intentions. For all magnitudes of PCB, the higher the established trust, the higher the subsequent trust up to a tipping point, at which point trust diminishes. Intentions to remain in the collaborative relationship, additionally, are subject to a tipping point. Last but not least, I establish an association between the importance of trust and the just distribution of rewards. By examining the payoff structures of actual supply chain collaborations, however, I find that rewards are not always shared equally. My research makes a unique internally-focused contribution to the literature. It looks at a firm's supply chain managerial unit as a driver of firm performance in outsourcing relationships. Additionally, it looks at the process the managerial units goes through in extending initial trust to a collaborative partner, how it moves beyond any psychological contract breaches that might occur, and the rewards the collaborative partner receives as an outcome of the collaborative effort.
Temple University--Theses

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6

Obadia, Claude, e Barbara Stöttinger. "Pricing to manage export channel relationships". Elsevier, 2014. http://dx.doi.org/10.1016/j.ibusrev.2014.08.005.

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In a novel approach using agency theory, we conceptualize export pricing as price manipulations an exporter initiates to cope with the distributor-level, internal competition with the other product lines the distributor carries. We argue that suppliers can influence foreign resellers' behaviors and therefore manage export channel relationships with prices. Using a sample of 283 exporter-importer relationships, we uncover the export price manipulations used to cope with internal competition, and we examine their impact on the exporter economic performance. We show that the performance effect of this pricing policy is achieved through the adequate role performance of the importer. Moreover, using a small but rare dyadic data set, we offer an additional test of the effectiveness of this form of pricing. Finally, by comparing the results of our study to exporters' practice we show how they tend to overuse price discounts to motivate their overseas distributors. (authors' abstract)

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7

Schweizer, Daniel. "Methodology to manage process technology innovation". Thesis, Massachusetts Institute of Technology, 2010. http://hdl.handle.net/1721.1/59170.

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Thesis (M.B.A.)--Massachusetts Institute of Technology, Sloan School of Management; and, (S.M.)--Massachusetts Institute of Technology, Engineering Systems Division; in conjunction with the Leaders for Global Operations Program at MIT, 2010.
Cataloged from PDF version of thesis.
Includes bibliographical references (p. 64-65).
The research conducted for this thesis was performed at "Company X", a U.S.-based engineered goods manufacturer. This project focused on the company's Advanced Manufacturing group and its process technology development methodology. The newly founded Advanced Manufacturing group started multiple innovation projects, but did not successfully implement any of them so far. Lack of organizational integration, an overall R&D strategy, as well as a defined innovation methodology negatively affected the difficult situation of that small group of engineers. This project seeks to compare the innovation methodology and process technology development of Advanced Manufacturing with best practices from similar industries as well as literature. An analysis of how to choose the right R&D projects, as well as how to execute these projects, demonstrates the differences between Company X and other organizations that are considered innovative. Case studies of a specific R&D project, in addition to an interdisciplinary workgroup of Advanced Manufacturing, highlight the positive and negative characteristics of the current innovation process. The results of this analysis provide Company X with additional insights how to use the existing innovation resources more successfully. Recommendations provided in this thesis can be used by Company X to support future technology development projects but also to help the newly founded task force that started to develop a company-wide innovation strategy (process and product innovation). Keywords: Product Development, Process Development, Advanced Manufacturing, Innovation.
by Daniel Schweizer.
S.M.
M.B.A.

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8

Kowalski, S. "Manage contacts with customers sports services". Thesis, Tkachov O.O, 2016. http://essuir.sumdu.edu.ua/handle/123456789/46997.

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9

Kanee, Emmanuel Lah. "Strategies to Manage Transfer Pricing Risks". ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7812.

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Transfer pricing compliance related issues continue to pose challenges to leaders of multinational entities (MNEs) and tax regulators. MNE leaders strive to mitigate the risks of non-compliance violations and double taxation, while tax regulators seek to minimize profit shifting and revenue losses. This multiple case study explored strategies for managing transfer pricing risks against the backdrop of various risks MNE leaders face for non-compliance violations. The cost contribution agreement theory served as the conceptual framework for this study. Data were collected from organizational documents and semistructured interviews conducted with 6 finance executives representing 2 multinational entities in the midwest and southwest regions of the United States who have implemented successful strategies to manage transfer pricing risks. Data were analyzed using Yin's multiple-step thematic analysis process. Following the thematic data analysis 5 themes emerged, including commitment to tax compliance, tax minimization, advance pricing agreement (APA), comparable uncontrolled price method (CUP), and cost plus method (CPM). MNE leaders favor commitment to tax compliance as an effective strategy as penalties for non-compliance increases risks to business functionality. The findings of this study may help business leaders to follow compliance procedures and adopt risk mitigation strategies, while also informing regulators to update tax regulations to reflect current economic realities. The findings of this study could result in positive social change through an enhanced governmental revenue that stimulates economic growth, improves productivity, and promotes technological innovations.

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10

Ohlson, Matilda. "How to Introduce and Manage Organizational Changes". Thesis, Linköping University, Department of Management and Engineering, 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-9652.

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When performing an organizational change, it is important to be aware of the culture within the company. The organization at Saab Aerosystems has a huge technical focus, which can of course be beneficial when awakening interest for a change. Another characteristic of Saab Aerosystems is that its employees are interested in being involved in change processes and have the ability to influence such changes. It is therefore important that the leader of a proposed change has a good relationship with the employees and excellent communication skills in order to both inform and listen to them. It is also important to create a commitment to change if a change project is to be successful. Within Saab Aerosystems this commitment can be created by engaging informal leaders within the project team. These employees often have a big influence on the organization as well as good knowledge of the technology and their departments’ operations. It is also important to give the organization’s members time to think through and accept a change. Without this time, resistance towards a change project can otherwise be created due to lack of understanding for the change. To create commitment to a change, the employees must also feel that they can manage the change and the situation that comes after the change. It is therefore important that the organization’s employees receive the necessary tools and education in order to give them confidence and motivation to carry out, and be a part of, the change project.

A difficult aspect during a change project can be to anchor the change within the organization. At Saab Aerosystems, changes can be anchored by involving representatives from upper management in change projects. These persons must in their turn request work that has been achieved according to the results of the change and even more importantly ensure that the change is used even upon completion of the change project. Making these demands can motivate the line managers and other employees to work according to the change and prevent reverting to old work methods and models. Finally, it is important to measure the change project progress. Examples of measure variables that can be used are business cases, questionnaires and lessons learned. These general variables ought to be complemented by specific variables for the actual change.

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11

au, jennifer nevard@challengertafe wa edu, e Jennifer Nevard. "2010: Women Prepared to Lead and Manage". Murdoch University, 2004. http://wwwlib.murdoch.edu.au/adt/browse/view/adt-MU20050317.140236.

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In February 1995, the Australian Federal Government Industry Task Force on Leadership and Management, released Enterprising nation: Renewing Australias managers to meet the challenges of the Asia-Pacific century, 1 (known as the Karpin Report). The Karpin Report defined 1995 - 2010 as a developmental period for improving Australian business practices at leader and manager level. It identified five levers for change. Australian businesses were encouraged to focus on globalisation. Life long learning was seen as a key ingredient in up skilling workers and managers for evolving work environments. Australia was advised to build an enterprise-focused culture. Managers and leaders were encouraged to value diversity in the workforce. Enterprises and education and training institutions were encouraged to implement best practice procedures. This study situated the Karpin recommendations in the literature on gender, leadership, management, and Australian social, economic and political conditions. Employing an interdisciplinary approach and using quantitative and qualitative methods, it sought the views of women in senior, middle and frontline or supervisory positions, in large, medium and small businesses. The study concluded that, in terms of creating diversity within institutionalised leadership, recruitment practices and social circumstances still encouraged the status quo. It found that refocusing Australian business and its leaders was unlikely to provide expanded opportunities for women in leading and managing. The skills women were acknowledged to have often aligned with skills sought for lower management positions. This has been one contributing factor in confining women to lower decision-making roles except in some education and community service environments. In these areas where women often form the majority of workers and reflect the cultures of their industries very successfully, more women occupy senior positions. The study found that womens skills were comprehensive and suited to roles carrying greater responsibilities. It also discovered that not all of the existing approaches to preparing women to lead and manage served women well; however, some effective strategies were in place. It concluded that for women to be appointed to positions of high responsibility, they should successfully reflect a recognisable management approach, congruent with the companys and industrys current style and values. This tended to perpetuate existing practices of competitive individualism and self-interest. Since the 1980s, managers have been disproportionately elevated in status, with accompanying high salaries and bonuses. There is a risk that leaders will be credited with more wisdom and vision than warranted. Australia leaders need to have a mix of vision and business acumen. While many women managers have this mix and are prepared to be leaders, they may not be appropriately connected to the senior recruitment market. As a subtext, complex levels of vested interests, ties of loyalty and forms of reciprocity often operate in the appointment of senior personnel. Women tend to operate outside these practices and may be reluctant to endorse them. This may partially account for the unchanged circumstances of a small number of women in top senior positions. The study concluded that the current level of refocusing of Australian businesses was resistant to change and limited in responding to expertise in the marketplace. The challenge of globalisation requires decision-makers with specific skills, knowledge and experiences. It requires people who will act with morality and preferred futures in mind rather than quick returns and advanced levels of self-interest. For organisations keen to identify these kinds of leaders then selection processes will need to differ in order to be highly attuned to recruiting individuals who can help build a responsive, innovative and caring society.

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12

De, Leur Paul. "Improved approaches to manage road safety infrastructure". Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2001. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp04/NQ61080.pdf.

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13

Ritz, Mariah. "Strategies to Manage Noncompliance in Preschool Classrooms". Miami University / OhioLINK, 2013. http://rave.ohiolink.edu/etdc/view?acc_num=miami1370860439.

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14

Dewey, Patricia Marie. "Training arts administrators to manage systemic change". The Ohio State University, 2004. http://rave.ohiolink.edu/etdc/view?acc_num=osu1085002604.

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15

Roth, Steffen. "How Many Networks Are We to Manage?" Universitätsbibliothek Chemnitz, 2007. http://nbn-resolving.de/urn:nbn:de:swb:ch1-200700161.

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The continuous transformation of the industrial society into a service and knowledge society is accompanied by profound change of demand: Customer requests will increasingly focus on individual products, shorter delivery times and appropriate prices. To encounter these challenges under the conditions of dynamic global markets and inter-regional competition, the CRC 457 “Non-Hierarchical Regional Production-Networks” at the Chemnitz University of Technology focuses on SME and investigates ways to implement customer-oriented, temporary networking of smallest, autonomous units (“competence cells”) in the region of South-West-Saxony. As a partial result of this research we are able to present a model of competence cell based networking distinguishing between three levels of networking, each with its own logic of reproduction (cp. Figure 1): 1) According to a most general concept, networks can be seen as given in any social context. Regarding a specific region, one has to assume that there is a broad array of infra-structural, mental and communicative relations; that as a whole we call the Regional Network. This level can be seen as basic level of competence cell based networking, specific elements (competence cells) of this network can be seen as necessary resources of the following level. 2) The second level of networking we call Competence Network. The first continuous problem of this network is to select competence cells according to relevant parameters that may be defined by customer orders or, in view of new market entry, be generated by the Competence Network itself. The second problem is to arrange these cells along a product specific value chain and, by this means, to create temporary production networks. Concerning both of the problems, the third is to find a non-hierarchical mode of negotiation. 3) On the third level temporary alliances of basically autonomous competence cells can be observed. After executing their order, these Production Networks dissolve and the constituent cells reenter the second or even the first level of networking. Generalising our observation we now assume that every phenomena labelled as regional or industrial network or district should be investigated in view of (these) different levels of networking, especially if we are interested in dealing more efficiently with the problems of network management. Hence, we suggest to first answer the question “Which (of these) networks are we to manage?” before asking how. Concerning the latter, a synopsis on the discourse on managing networks shows three major approaches: 1) Networks are assumed to be uncontrollable (cp. e.g. Castells 2001), as they are self-organised systems selecting external control impulses only by their own criterias of relevance, so we have either to adapt the logic of the target system (which implies self-adaption) or to take the risk of being totally ignored. With this in mind we can’t speak of control in terms of causal logic. 2) Networks are assumed to be cultivable: According to Wenger and Snyder (2000) for example networks are uncontrollable, but - like a gardener - we are able to set adequate general conditions for their “growth” and continuity. 3) Networks are assumed to be controllable: For authors like Sydow (2000) networks are to be seen as hybrid forms of coordination recombining aspects of market and hierarchy. Thus, recombining the classical means of control will finally lead to the ability to manage networks. It will be to show that each of these approaches focuses on specific aspects of networking, thus, each of them is creating a self-contained concept of networks: Castells refers to networks as a basal nexus of (global) interconnectedness that, like the Regional Network in our case, obviously can’t be managed. Wenger and Snyder are interested in network-organisations that (like Competence Networks) also can’t be controlled but can be implemented by and embedded in other social systems (cp. Grabher 1993). Sydow finally observes networks of more or less autonomous organisations corresponding to our Production Networks, which are in deed more or less controllable. Not least because of their different theoretical assumptions, all these concepts seemed to be not only incommensurable but incompatible so far. Nonetheless, during our work in CRC 457 we were to manage all these concepts while approaching to one single objective of research. Therefore, we had to ask, how many perspectives on network are we to manage? The answer is: at least three. Integrating these, we generated a holistic life-cycle model of network, which we like to present as starting point for further research in the field network management.

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16

Dewey, Patricia M. "Training arts administrators to manage systemic change". Connect to this title online, 2004. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1085002604.

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Thesis (Ph. D.)--Ohio State University, 2004.
Title from first page of PDF file. Document formatted into pages; contains xiv, 307 p.; also includes graphics Includes bibliographical references (p. 298-307). Available online via OhioLINK's ETD Center

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17

Sackey, Frankie Nii A. "Strategies to Manage Cloud Computing Operational Costs". ScholarWorks, 2018. https://scholarworks.waldenu.edu/dissertations/6106.

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Information technology (IT) managers worldwide have adopted cloud computing because of its potential to improve reliability, scalability, security, business agility, and cost savings; however, the rapid adoption of cloud computing has created challenges for IT managers, who have reported an estimated 30% wastage of cloud resources. The purpose of this single case study was to explore successful strategies and processes for managing infrastructure operations costs in cloud computing. The sociotechnical systems (STS) approach was the conceptual framework for the study. Semistructured interviews were conducted with 6 IT managers directly involved in cloud cost management. The data were analyzed using a qualitative data-analysis software to identify initial categories and emerging themes, which were refined in alignment with the STS framework. The key themes from the analysis indicated that successful cloud cost management began with assessing the current environment and architecting applications and systems to fit cloud services, using tools for monitoring and reporting, and actively managing costs in alignment with medium- and long-term goals. Findings also indicated that social considerations such as fostering collaboration among all stakeholders, employee training, and skills development were critical for success. The implications for positive social change that derive from effectively managing operational costs include improved financial posture, job stability, and environmental sustainability.

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18

West, Mario. "Strategies to Manage Enterprise Information Technology Projects". ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4578.

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Since 2005, most midsize company information technology (IT) projects had a 62.4% failure rate because of wrong project team communication skills or cost overruns. IT leaders expect negative IT project outcomes will cost over $2 billion by 2020. Using the actor-network theory, the purpose of this single case study was to explore strategies used by IT leaders from a midsize IT company in Washington, D.C. to plan and execute projects under budget and on time. Using purposeful sampling, 5 IT leaders were selected for this study because of their experience in implementing successful strategies for projects. Data were collected using face-to-face semistructured interviews, company documentation, and internal organizational risk reports. Yin's 5-step process was used for data analysis to compile, disassemble, reassemble, interpret, and conclude the data. The interpretation of data, subjected to methodological triangulation and member checking to strengthen the dependability and credibility of the findings, yielded 3 themes of IT leader communication skills: IT leader strategy, IT leader knowledge, and implementation of cost savings. The findings indicated that IT leaders serve as the key actors in the IT project network, and leader communication skills are essential for implementing strategies for IT project completion and cost savings. With this knowledge, IT leaders can implement strategies to plan and execute projects under budget and on time. The implications for a positive social change includes the potential for IT leaders to reduce project production waste and contribute to economic expansion.

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19

Nevard, Jennifer. "2010: Women prepared to lead and manage". Thesis, Nevard, Jennifer (2004) 2010: Women prepared to lead and manage. Professional Doctorate thesis, Murdoch University, 2004. https://researchrepository.murdoch.edu.au/id/eprint/226/.

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In February 1995, the Australian Federal Government Industry Task Force on Leadership and Management, released Enterprising nation: Renewing Australia's managers to meet the challenges of the Asia-Pacific century, 1 (known as the Karpin Report). The Karpin Report defined 1995 - 2010 as a developmental period for improving Australian business practices at leader and manager level. It identified five levers for change. Australian businesses were encouraged to focus on globalisation. Life long learning was seen as a key ingredient in up skilling workers and managers for evolving work environments. Australia was advised to build an enterprise-focused culture. Managers and leaders were encouraged to value diversity in the workforce. Enterprises and education and training institutions were encouraged to implement 'best practice' procedures. This study situated the Karpin recommendations in the literature on gender, leadership, management, and Australian social, economic and political conditions. Employing an interdisciplinary approach and using quantitative and qualitative methods, it sought the views of women in senior, middle and frontline or supervisory positions, in large, medium and small businesses. The study concluded that, in terms of creating diversity within institutionalised leadership, recruitment practices and social circumstances still encouraged the status quo. It found that refocusing Australian business and its leaders was unlikely to provide expanded opportunities for women in leading and managing. The skills women were acknowledged to have often aligned with skills sought for lower management positions. This has been one contributing factor in confining women to lower decision-making roles except in some education and community service environments. In these areas where women often form the majority of workers and reflect the cultures of their industries very successfully, more women occupy senior positions. The study found that women's skills were comprehensive and suited to roles carrying greater responsibilities. It also discovered that not all of the existing approaches to preparing women to lead and manage served women well; however, some effective strategies were in place. It concluded that for women to be appointed to positions of high responsibility, they should successfully reflect a recognisable management approach, congruent with the company's and industry's current style and values. This tended to perpetuate existing practices of competitive individualism and self-interest. Since the 1980s, managers have been disproportionately elevated in status, with accompanying high salaries and bonuses. There is a risk that leaders will be credited with more wisdom and vision than warranted. Australia leaders need to have a mix of vision and business acumen. While many women managers have this mix and are prepared to be leaders, they may not be appropriately connected to the senior recruitment market. As a subtext, complex levels of vested interests, ties of loyalty and forms of reciprocity often operate in the appointment of senior personnel. Women tend to operate outside these practices and may be reluctant to endorse them. This may partially account for the unchanged circumstances of a small number of women in top senior positions. The study concluded that the current level of refocusing of Australian businesses was resistant to change and limited in responding to expertise in the marketplace. The challenge of globalisation requires decision-makers with specific skills, knowledge and experiences. It requires people who will act with morality and preferred futures in mind rather than quick returns and advanced levels of self-interest. For organisations keen to identify these kinds of leaders then selection processes will need to differ in order to be highly attuned to recruiting individuals who can help build a responsive, innovative and caring society.

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20

Nevard, Jennifer. "2010 : women prepared to lead and manage /". Access via Murdoch University Digital Theses Project, 2004. http://wwwlib.murdoch.edu.au/adt/browse/view/adt-MU20050317.140236.

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21

Stinson, Benjamin P. "Understanding how program managers successfully manage innovation in Major Defense Acquisition Programs (MDAPs) : an exploratory study". Thesis, Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 2001. http://handle.dtic.mil/100.2/ADA389412.

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22

de, Groot Niels, e Jimmy Antonsson. "Ethics in Family Businesses and Venture Capital Firms : How managers manage ethical considerations and steer behavior". Thesis, Umeå universitet, Handelshögskolan vid Umeå universitet, 2012. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-57111.

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Business ethics is a fragmented and well covered scientific field. This Master thesis study concerns two type of organizations, namely family businesses (FB’s) and venture capital firms (VCF’s), in relation to the ethical decision-making process, which is a relatively undiscovered field. The study is conducted in the way it sheds a light on the influences on a manager when taking decisions concerning ethical considerations. Important scholars such as Colby and Kohlberg (1987) and Rest et al. (1999) framed the field of moral development of individuals, and what makes managers unaware of their unethical decisions (Bazerman, 2008). However, a manager’s possibility to take decisions is also influenced by organizational factors and actors. The type of management and ownership structure, and the expectations these actors have with regard to profits, as well as situational factors such as business strategy, maturity of the company, human and financial resources and market position are shaping the environment and possibility for managers to pursue ethical behavior because they affect the decision-making process.The purpose of this study is to understand how managers in FB’s and VCF’s manage ethical considerations. The creating of the conceptual framework was used as a foundation to visualize how ethical behavior is constructed, while the focus laid on the influences and possibility to take decisions including ethical considerations and content. While performing this research, we have conducted eight semi-structured interviews with managers in three VCF’s and two FB’s in Sweden. The respondent companies and interviewees remain anonymous. We did that to increase the chance of honest and unbiased answers since we saw a risk to receive adjusted and image improving responses.The empirical findings show that the VCF’s do not pay attention to ethical considerations in the same extent as FB’s do. Discovered reasons were lack of time and know-how, financial and human resources, business maturity and the fact that they were to generate a high ROI to the venture capitalist. Such a relationship makes the managers focus on profit maximization and short term objectives rather than ethical considerations. The two FB’s did have an ethical code of conduct with the employees and was constructed in order to fulfill acceptance, integration and efficiency with this management tool. The ethical codes of conduct were created with the goal to steer behavior and ensure ethical commitment in certain areas of interest. The major finding is that situational factors either suffocate or give room for ethical considerations in companies when taking decisions.In particular, this research contributes to the field of business ethics and VCF’s in general, but also with regard to FB’s. The results of this thesis are constructed in the decision-making model which is different than the ethical decision-making model we constructed based on the theoretical research. However, reality did not allow us to recognize the fragmented patterns we interpreted from the theory. We therefore created a new top-down model which takes the need for a decision in companies into account, the actors and factors in the organization, the situational factors that influence the happenings in the organization and the outcome of the decision, which possibly contains ethical considerations and content. With the improved model we visualize the decision-making process while taking influences towards ethical decision-making into consideration and visualize organizational reality as we discovered it.Key words: business ethics, ethical considerations, ethical code of conduct, moral awareness, ethical decision-making, ethical behavior, family business, venture capital firm, profit maximization, shareholder preferences.

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Moeta, Mabitja Elias. "The ability of nurse unit managers to manage conflict in the Nelson Mandela Bay public hospitals". Thesis, Nelson Mandela Metropolitan University, 2017. http://hdl.handle.net/10948/19168.

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Conflict exists in all health care settings across the world. In a profession such as nursing, where there is constant interaction among staff, conflict is a common and often unavoidable challenge. Conflict represents a state where two parties have differing views on issues considered important to each of them. There are various forms of conflict such as intrapersonal, interpersonal, inter-group and/or inter-organisational conflict. While not all conflict can be managed or requires the need to be managed, learning how to manage it, may reduce the chances of it recurring or producing negative consequences. The inappropriate management of conflict has been reported to contribute to decreased productivity, poor morale and financial loss in and for healthcare organisations. The goal of this study was to make recommendations regarding how to optimise conflict management by Nurse Unit Managers (NUMs). A qualitative, explorative, descriptive and contextual research study was conducted to explore and describe the ability of NUMs to manage conflict in the nursing units of the Nelson Mandela Bay public hospitals. NUMs working in the three (3) public hospitals of the Nelson Mandela Bay Municipality situated in the Eastern Cape Province of South Africa were interviewed using unstructured individual interviews to collect meaningful data on how the NUMs would manage conflict based on a conflict scenario presented to them. Data was directly collected from the participants. The researcher developed a conflict scenario and the model answer in consultation with experts in both nursing management and human resource management. This was done to relate the responses and themes from the data collected with what literature suggest as the appropriate management of conflict. Tesch’s method of thematic synthesis was utilised to analyse this data. Recommendations were developed for nursing practice, nursing education and nursing research. Data was collected from eleven NUMs with each of the participating hospitals represented in the interviews. Unstructured interviews were conducted. The unstructured interview consisted of one central question and probing questions. This was done for all the interviews until data saturation was reached. The data collected was then transcribed and coded yielding the themes and sub-themes for this study. The model answer was then used to gauge the responses of the participants in comparison to what literature suggests regarding effective conflict resolution and management. The three themes that emerged from the data were Nurse Unit Managers managed the conflict in an appropriate manner, Nurse Unit Managers avoided the conflict and Nurse Unit managers did not apply the accepted process to manage the conflict. Thereafter the ability of NUMs to manage conflict in a nursing unit was described based on the findings. The researcher ensured trustworthiness by using Guba and Lincoln’s criteria, namely credibility, dependability, conformability, transferability. The participants’ rights and dignity were protected and the integrity of the study safeguarded by complying with the following ethical principles: autonomy, beneficence and non-maleficence, justice, privacy and confidentiality as well as authenticity. The limitations of the study were that only NUMs from the general hospitals in the public sector participated in the study and therefore the ability of NUMs in other types of hospitals and the private sector are not known. Other levels of nursing management were not included in the study. The findings in this study could be integrated into the orientation, training and preparation of nurse managers by health care organisations and educational institutions as well as Human Resource Management practices.

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Almuhimedi, Hazim. "Helping Smartphone Users Manage their Privacy through Nudges". Research Showcase @ CMU, 2017. http://repository.cmu.edu/dissertations/1103.

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The two major smartphone platforms (Android and iOS) have more than two mil- lion mobile applications (apps) available from their respective app stores, and each store has seen more than 50 billion apps downloaded. Although apps provide desired functionality by accessing users’ personal information, they also access personal information for other purposes (e.g., advertising or profiling) that users may or may not desire. Users can exercise control over how apps access their personal information through permission managers. However, a permission manager alone might not be sufficient to help users manage their app privacy because: (1) privacy is typically a secondary task and thus users might not be motivated enough to take advantage of the permission manager’s functionality, and (2) even when using the permission manager, users often make suboptimal privacy decisions due to hurdles in decision making such as incomplete information, bounded rationality, and cognitive and behavioral biases. To address these two challenges, the theoretical framework of this dissertation is the concept of nudges: “soft paternalistic” behavioral interventions that do not restrict choice but account for decision making hurdles. Specifically, I designed app privacy nudges that primarily address the incomplete information hurdle. The nudges aim to help users make better privacy decisions by (1) increasing users’ awareness of privacy risks associated with apps, and (2) temporarily making privacy the primary task to motivate users to review and adjust their app settings. I evaluated app privacy nudges in three user studies. All three studies showed that app privacy nudges are indeed a promising approach to help users manage their privacy. App privacy nudges increased users’ awareness of privacy risks associated with apps on their phones, switched users’ attention to privacy management, and motivated users to review their app privacy settings. Additionally, the second study suggested that not all app privacy nudge contents equally help users manage their privacy. Rather, more effective nudge contents informed users of: (1) contexts in which their personal information has been accessed, (2) purposes for apps’ accessing their personal information, and (3) potential implications of secondary usage of users’ personal information. The third study showed that user engagement with nudges decreases as users receive repeated nudges. Nonetheless, the results of the third experiment also showed that users are more likely to engage with repeated nudges (1) if users have engaged with previous nudges, (2) if repeated nudges contain new in- formation (e.g., additional apps, not shown in earlier nudges, that accessed sensitive resources), or (3) if the nudge contents of repeated nudges resonate with users. The results of this dissertation suggest that mobile operating system providers should enrich their systems with app privacy nudges to assist users in managing their privacy. Additionally, the lessons learned in this dissertation may inform designing privacy nudges in emerging areas such as the Internet of Things.

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Yeung, Kwok-Tung Christopher. "A methodology to manage intra-organisational knowledge sharing". Thesis, University of Cambridge, 2003. https://www.repository.cam.ac.uk/handle/1810/251883.

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Man, Cosmin D. "Strategies to manage forest carbon in British Columbia". Thesis, University of British Columbia, 2015. http://hdl.handle.net/2429/52664.

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This research uses the inventory of 3 actively managed forest estates located in the Coast, Southern Interior, and Northern Interior forest regions in British Columbia. The performance of two groups of forest management strategies (harvest reduction and increased growth rate strategies) is explored in order to determine the carbon storage potential. A sensitivity analysis is conducted for the strategy that reduces the harvest to a fixed target level to determine the cost to produce carbon credits. A new method is developed to reduce the cost to produce carbon credits through implementing fluctuating harvest schedules that allow the target harvest to fluctuate between a minimum accepted level and the baseline level. The results confirmed that at forest estate level, harvest reduction strategies outperform by a significant margin the increased growth rate strategies. There were no differences in terms of carbon storage and age class distribution between the various harvest reduction strategies analyzed in this study (fixed target harvest level, increased minimum harvest ages, and 2 strategies to increase area in reserves). Thus, the strategy that reduces the harvest to a fixed target level is preferred because it provides more flexibility in addressing natural disturbances and market fluctuations. The cost to produce carbon credits ranged from $3.9 to $40.8 tCO₂e-¹ (at 0% discount rate), out of which, the opportunity cost of reducing harvest represented 58%-97%. It was demonstrated that the inclusion of the opportunity cost of reducing harvest dominated the cost to produce carbon credits which, contrary to previous findings, increased with increasing forest productivity expressed both, as site index (i.e., top height in m at age 50) and average value of harvested timber (in $ ha-¹). The new method that implements fluctuating harvest schedules reduced the cost to produce carbon credits by up to 17% (at 0% discount rate).
Forestry, Faculty of
Graduate

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Borzillo, Stefano. "Communities of practice to actively manage best practices". Wiesbaden : Deutscher Universitäts-Verlag, 2007. http://dx.doi.org/10.1007/978-3-8350-9609-7.

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28

Christensen, Robert K. "When courts manage judicial "rowing" in desegregation governance /". [Bloomington, Ind.] : Indiana University, 2007. http://gateway.proquest.com/openurl?url_ver=Z39.88-2004&rft_val_fmt=info:ofi/fmt:kev:mtx:dissertation&res_dat=xri:pqdiss&rft_dat=xri:pqdiss:3274269.

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Thesis (Ph.D.)--Indiana University, School of Public and Environmental Affairs, 2007.
Source: Dissertation Abstracts International, Volume: 68-07, Section: A, page: 3138. Adviser: Charles R. Wise. Title from dissertation home page (viewed April 8, 2008).

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Chen, Jiyun. "How virtual temas use media to manage conflict". Thesis, University of Manchester, 2007. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.489515.

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In recent years, the study of virtual teams has become the focus of much attention and led the direction to focus on conflict management styles within virtual teams since information communication technologies have become popular and commonly adopted.

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Cocconcelli, L. "Manage speculation risks in the dry bulk industry". Thesis, University College London (University of London), 2017. http://discovery.ucl.ac.uk/1559983/.

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The peak to through phase in the dry bulk shipping market between 2005 and 2010 is the rational background of this thesis. The concomitant speculative events unfolding on commodity markets raise the question of whether or not dry bulk shipping market is exposed to speculation, if these speculative behaviours can be transmitted to the dry bulk industry from other connected markets (i.e. commodities) and if this speculation influences investment decisions of ship-owners and the sustainable growth of port cities. Against this backdrop, this thesis represents a novelty and fosters the debate regarding the negative effects of speculation in the dry bulk industry. Additionally, it provides a comprehensive analysis of the key drivers of boom and bust cycles in the dry bulk industry and provides a conceptual framework to manage speculative risks. Given these objectives, first, this research demonstrates that the super cycle between 2005 and 2010 witnessed in the dry bulk industry was driven by speculative behaviours. Secondly, it proves that the dry bulk speculative cycle was related to recent speculative trends in commodities. Thirdly, the research shows how freight rates, commodity prices and port infrastructure influence each other and how speculation spreads to other important ship-owners' investment areas. Fourthly, it demonstrates that maritime speculation can be transmitted from port activities to the regional real estate market. The findings emphasise that speculation modifies the investment decisions in the dry bulk shipping market. Additionally, the final results prove that dry bulk is affected by periods of boom and bust cycles leaving the entire industry prone to instability and excessive investment exuberance. Ultimately, the thesis contributes in the understanding of boom and bust periods to effectively manage speculative risks in the dry bulk industry.

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Guerts, Renate. "Interviewing to assess and manage threats of violence". Thesis, University of Portsmouth, 2017. https://researchportal.port.ac.uk/portal/en/theses/interviewing-to-assess-and-manage-threats-of-violence(41fa70b0-73cd-452f-9cb9-4c2ebdcf56a1).html.

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Persons who pose threats of violence can be rich sources of information for professionals charged with ensuring safety and security. The interviewing of threateners is thus considered important among such professionals, but research on the topic is scarce. This thesis seeks to advance current knowledge by proposing a scientific perspective on effective threat assessment and management (TAM) interviewing. What are the expected dynamics when interacting with persons who threaten to cause harm and, given these dynamics, which interview methods work best? A novel experimental paradigm was developed and employed in Studies I, II, and III. Participants were given a fictitious case describing two conflicting parties and were then asked to take on the role of the threatening party in a subsequent interview with the conflicting party. Study I (N = 157) examined whether individuals’ intent to actualise a threat becomes evident in how they verbalise that threat. Intent was manipulated across three conditions through the likelihood to actualise the threat: low likelihood (no intent: bluffers), medium likelihood (weak intent: conditional actualisers), and high likelihood (strong intent: decisive actualisers). Based on theory and research in cognitive psychology, it was predicted that decisive actualisers would provide the most detail about the implementation of the threat, followed by conditional actualisers, and bluffers would provide the least. The opposite trend was found: Persons more likely to actualise a threat were found to be less informative about its implementation. Study II (N = 179) tested the effect of two interview techniques (low vs. high suspicion-oriented) on the information provided by bluffers and actualisers. Drawing on psychological research examining lie detection, it was theorised that the need to be believed would be more urgent for bluffers than for actualisers. Hence, bluffers were expected to be more forthcoming when questioned about their threats and, in particular, when the questions communicated suspicion. As expected, bluffers provided more information in response to specific questions as compared to actualisers, especially with regard to implementation details (replicating Study I). However, the difference between bluffers and actualisers was not further accentuated by the use of suspicion-oriented questions. Furthermore, Study II explored whether threatening participants had used counter-interview strategies. Participants were found to be forthcoming, while also being strategic and adaptive to interviewers’ responses. Study III (N = 120) tested the hypothesis that rapport-based interviewing would be more effective for threat assessment and management purposes than direct interviewing. Against expectations, no differences were found between interview protocols pertaining to the threateners’ use of counter-interview strategies, their information provision, or their willingness to pursue/discuss the threat. Furthermore, the study advanced Study II by exploring what types of counter-interview strategies threateners employ. Again, threateners were found to be both forthcoming and strategic. The most frequently reported strategies were to prove capability and to conceal information. Study IV was an online study that investigated whether threat assessments made by professionals were of higher quality than those made by non-professionals. Threat assessment professionals, university students, and laypersons assessed the risk for violence in three fictitious cases. In alignment with the literature on expert decision-making, it was predicted that professionals (vs. students and laypersons) would agree more with one another with respect to risk assessments and that their information search would more resemble empirically supported threat cues. The results supported both hypotheses. Taking the results of the studies together, it could be concluded that threateners are semi-cooperative interviewees, whose attitudes may not be impacted by general interview approaches (e.g. rapport-based, suspicion-oriented). Instead, the findings suggest that more strategic techniques developed from the perspective of threateners (which result in their motivation to be informative prevailing over their need to be strategic) are needed.

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Agenbag, André. "Using real option analysis to manage project risk". Thesis, Stellenbosch : Stellenbosch University, 2003. http://hdl.handle.net/10019.1/53707.

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Thesis (MBA)--Stellenbosch University, 2003.
ENGLISH ABSTRACT: This study project aims to use "Real Option Analysis" as a tool to translate financial hedging strategies into business strategies that can be used to hedge business projects against their associated risks. Financial investments are often hedged by means of further investment in financial option structures. These option structures give the investor the option (and sometimes the obligation) to change the constituents of his original investment, depending on changes in the external environment. A well engineered option structure will protect the investor against downside risk, while maximizing profits from upside risk. The objective of this study project is then to adapt some of the standard structures to such an extent that they can be used with similar success in the real business environment. This adaptation is done by means of Real Option Analysis - a relatively new theory whereby business uncertainty and managerial flexibility can be evaluated and quantified in a way similar to financial options. It will be seen that a careful application of Real Option Analysis allows one to take a certain business situation, identify the risks inherent to it, find a suitable option structure to hedge against those risks, and modify this option structure so that it can be implemented as a pure business strategy. This analysis is supported by a detailed derivation of a popular Real Option Analysis model, and an in depth discussion of the differences between Real- and financial options as well as difficulties associated with the implementation of Real Option-based strategies. Several examples of specific business situations are analyzed and it is concluded that Real Option Analysis can provide useful, practical and competitive strategies. Above all, the thought process leading to said strategies is deemed to provide powerful insight into the dynamics of the business/project under evaluation.
AFRIKAANSE OPSOMMING: Hierdie studie projek poog om "Real Option Analysis" te gebruik om finansiele immuniserings strategiee om te skakel in besigheids strategiee wat gebruik kan word om besigheids projekte te beskerm teen hul inherente risikos. Finansiele beleggings word dikwels geimmuniseer deur middel van verdere beleggings in finansiele opsie strukture. Hierdie strukture gee aan die belegger die opsie (en soms die verpligting) om die samestelling van sy oorspronklike belegging aan te pas na gelang van veranderinge in die omgewing. 'n Goed ontwerpte struktuur sal die belegger toelaat om sy winste te maksimeer terwyl verliese as gevolg van negatiewe risiko beperk word. Die doel van die studie projek is dan om sommige van hierdie standaard opsie strukture aan te pas sodat dit nie net in die beleggings wereld nie, maar ook in die besigheids wereld toegepas kan word. Hierdie aanpassing word gedoen met behulp van "Real Option Analysis" - 'n relatief nuwe teorie waarvolgens besigheids onsekerhede and bestuurs aanpasbaarhede geevalueer en gekwantifiseer kan word op 'n soortgelyke wyse as finansiele opsies. Dit sal gesien word dat 'n deeglike toepassing van "Real Option Analysis" die gebruiker toelaat om 'n besigheids situasie te evalueer, die risikos daaran verbonde te identifiseer, 'n toepaslike opsie struktuur te vind wat beskerming sal bied teen hierdie risikos, en dan hierdie struktuur aan te pas sodat dit as 'n besigheid strategie toegepas kan word. Hierdie analise word ondersteun deur die afleiding van 'n populere "Real Option Analysis" model, 'n bespreking van die verskille tussen Rieele- en finansiele opsies, sowel as komplikasies wat verwag kan word tydens die implimentasie van 'n strategie gebasseer op Rieele Opsies. Verskeie voorbeelde van spesifieke besigheids situasies word geanaliseer en dit gee aanleiding tot die gevolgtrekking dat "Real Option Analysis" wel sinvolle, bruikbare en kompeterende strategiee kan voorsien. Verder word daar aangedui dat die denk proses wat lei tot hierdie strategiee, 'n kragtige bron van insig in die besigheid/projek dinamika kan gee.

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Harrison, Pascale. "How individuals with Fibromyalgia manage their memory problems". Thesis, University of the West of England, Bristol, 2012. https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.572883.

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Background: Previous studies have reported that there is both objective and subjective evidence that individuals with Fibromyalgia (FM) suffer from memory problems (Landro et al 1997; Katz et al 2004; Munoz et al 2005). The current literature has not examined how individuals cope with these difficulties. Aims of the study: The three aims were to: 1) measure the perceptions of managing memory problems for a FM population; 2) examine their coping response/strategies to establish if the responses can be explained by Models of Stress, Coping and Adjustment (The SRM and Transactional Model of Stress and Coping). 3) To explore the relationships between memory problems, mood, employment, health and pain. Methods: A mixed methodology design was adopted, within an internet survey. 100 participants (91 female, 4 males and 5 preferred to not answer) with FM were recruited from two FM Charity Websites. The modal age of the sample was 51-55 years old. 61 % of participants were from 'other' countries and 38% from the UK. Eight subjective questions (with comments) and psychometric tests were employed (Hospital Anxiety Depression Scale, Pain Catastrophizing Scale, Memory Aids Checklist and the Memory Complaint Questionnaire; and, demographic questions including employment). The questions were analysed using thematic analysis and inductive/deductive application of two theoretical models (Self Regulatory Model (Leventhal et al 2003) and Transactional Model of Stress and Coping (Lazarus et al 1984b). The data from the psychometric tests were analysed using SPSS (multiple regression and ANOVA). Results: Six themes emerged from the qualitative data, these were: "external memory aids"," impact upon daily life", "barriers that impact upon using strategies", "emotional well being", "other strategies and "denial of memory problems". The evidence from the themes implies that memory problems had a global impact upon a person's daily life: well being, home life, employment and coping behaviour. The SRM provided a framework for explaining the coping process. The Regression data proposed that depression significantly influenced perceptions of memory problems but not pain or anxiety. Conclusion: The outcome of this study suggests that both FM and memory problems impact upon well being by causing difficulties in the home and employment. The six themes suggest that memory problems can be managed by using external aids, family members/professionals and hobbies and interests. Recommendations from this research are that psycho-educational interventions would help to reduce memory problems and improve well being in this population.

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Боронос, Вікторія Георгіївна, Виктория Георгиевна Боронос, Viktoriia Heorhiivna Boronos, Ірина Петрівна Кулєшова, Ирина Петровна Кулешова e Iryna Petrivna Kulieshova. "Economic instruments to control pollution and manage waste". Thesis, Видавництво СумДУ, 2008. http://essuir.sumdu.edu.ua/handle/123456789/8123.

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Tolley, Rebecca. "How to Manage Your Library’s Social Media Identity". Digital Commons @ East Tennessee State University, 2010. https://dc.etsu.edu/etsu-works/5746.

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Singh, Amitkumar Surendra. "Attitudinal Ambivalence: How Consumers Manage the Associated Discomfort?" The Ohio State University, 2018. http://rave.ohiolink.edu/etdc/view?acc_num=osu1531848965390879.

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Sabattini, Laura. "Building a community : single mothers manage family responsibilities /". Diss., Digital Dissertations Database. Restricted to UC campuses, 2004. http://uclibs.org/PID/11984.

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Billings, Debra Leigh. "How medical social workers manage interdisciplinary team conflict". CSUSB ScholarWorks, 1994. https://scholarworks.lib.csusb.edu/etd-project/932.

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Elrufaie, Elharith Omer. "A Wiki paradigm to manage online course content". CSUSB ScholarWorks, 2004. https://scholarworks.lib.csusb.edu/etd-project/2446.

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This project develops a new version of the Wiki style administration of online course content. It will implement a teaching and learning tool that works as a easy and quick communication interface between instructor and student. The second purpose of the project is to design an easily extendable and maintainable architecture, which provides a generic Wiki system that can work for any information technology department and handle sets of courses and insturctors.

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Ma, Shan, e s. ma@qut edu au. "Chinese Managers in Simulated Conflict on Welfare Benefit: Effects of Past-Relationship, Other's Strategy, Hierarchy, and Stake". Griffith University. School of Asian and International Studies, 2001. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20030226.145822.

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In a review on conflict strategies, Putnam and Poole (1987) conclude that relationship variables such as organisational position and interdependency account for the most variance in the choice of conflict strategies. Despite these findings, however, there is a general lack of attention to relationship outcomes in conflict management by researchers (Knapp, Putnam, and Davis, 1988). This reflects the strong influence of economic theory in conflict studies as well as a Western perspective in which individual outcomes are emphasised above interpersonal relations (Wall & Callister, 1995). To address this problem, in this thesis I chose to assess the effect of Past-Relationship, Other's-Strategy, Hierarchy, and Stake on Chinese manager's behaviour in simulated conflict over welfare issues. The thesis consists of the following seven chapters. Chapter One, Introduction, identifies the need to address relationship considerations in conflict management, and the PRC Chinese were chosen as subjects for this research because of their emphasis on interpersonal relations. Past-Relationship, Other's-Strategy, and Hierarchy were chosen to represent the ongoing interpersonal relationship in the past, present and future; and Stake was used to represent substantive considerations in conflict. These factors were assessed for their effects on people's use of five conflict modes: Dominating (DO), Compromising (CO), Obliging (OB), Integrating (IN), and Avoiding (AV). Although these five conflict modes are based on a model developed in the West, they are applicable to the Chinese as well despite the recent critics by some authors. The limited research on Chinese interpersonal conflict has over-relied on self-report questionnaires and lacks the context and substance of conflict. To avoid these pitfalls, the current research took an experimental approach to solicit subject response to simulated conflict of interests. Chapter Two, Hypotheses and research design. Five sets of hypotheses were developed. Stake, Past-Relationship, and Other's-Strategy were expected to affect the use of conflict modes in their own respective ways; Hierarchy's effects were to be moderated by Stake; and an interaction between Other's-Strategy, Past-Relationship, and Hierarchy was also expected. To test these hypotheses, three sources of data were collected: behaviour in conflict simulation, behaviour rationales, and cases of real-world conflict. The conflict issues in the simulation were limited to the allocation of welfare benefits. The range of options and potential outcomes were made explicit to the subjects. Hierarchy, Past-Relationship, and Stake were operationalised through 12 conflict scenarios, which were then combined with Other's-Strategy, giving rise to a total of 48 experimental conditions. A total of 384 Chinese managers participated in the conflict simulation. Chapter Three, Conflict Mode Simulation (CMS). This chapter introduces the development of the experimental instrument, the CMS. Based on the analysis of Mode Game (Cosier & Ruble, 1981), the CMS was created as an experimental instrument for research of the five conflict modes in general and for the hypothesis testing in this study in particular. It allows participants five conflict modes to deal with conflict scenarios; the payoffs of different combinations of modes were logically derived; the 3-2-2 settlement structure enables the CMS to accommodate complex behaviour patterns; and the combination of unitary rules with multiple conflict scenarios controls confounding effects, and gives CMS the flexibility for different research topics. Chapter Four, Data collection and analysis of the simulation data, discusses hypothesis testing through the conflict simulation. The data fit the theoretical model satisfactorily in general. The five sets of hypotheses were largely supported by the simulation data. 1) As the Stake increased, the use of DO and IN increased and the use of OB decreased. The use of AV peaked on Medium-Stake issues. 2) Hierarchy strongly affected the use of DO and OB on High-Stake issues, but that effect diminished as Stake decreased and no difference between hierarchy groups was found at the Low-Stake level. 3) The Indebted group used more OB and fewer DO than the Wronged group, but the uses of IN and AV were not related to Past-Relationship. 4) Other's-Strategy affect behaviour through reciprocating, suppressing, promoting, and learning effects. 5) The same mode (Compromsing) used by different people under different situation had different results. It was also shown in post hoc analyses that relationship concerns played important roles even when faced with the rivalry of substantive concerns. Moreover, the negative effect of combative behaviour was stronger than the positive effect of good deed. Several other important behavioural patterns were also discussed. Chapter Five, Analysis of the rationales of CMS behaviour. Twenty-six major rationale themes were reported by subjects to account for their behaviour in CMS. The report of competitive vs. conciliatory themes depended mainly on Past-Relationship and Stake. The Indebted group reported more conciliatory themes and fewer competitive themes than the Wronged group; and the High-Stake group reported more competitive themes and fewer conciliatory themes than the Med/Low-Stake group. Hierarchy's effect on subject rationale was weak. It was also discovered that subject sensitivity towards Past-Relationship shifted according to Stake. The four modes of CO, OB, IN, and AV shared the same pool of conciliatory themes, which distinguished them from DO, but there were important differences among them as well. Chapter Six, Analysis of self-reported cases of conflict. Fifty-two cases of real world conflict comparable to the CMS conflict scenarios were collected. Analysis shows that Past-Relationship, Stake, and Other's-Strategy affected behaviour in these conflict cases in ways in-line with their respective hypotheses. Hierarchy, however, did not show reliable effects on subject behaviour. Subject description on different types of competing enables the in-depth analysis of the DO mode. The nonsymmetrical effects of Past-Relationship, Stake, and Other's-Strategy manifested in CMS are also observed in these real conflict cases. Chapter Seven, Discussion and conclusion. After an overview of the results of hypothesis testing in different data sources, the implications of some particular issues are discussed. 1) Although the two-dimension model fitted the CMS data well when a variety of different conflict situations were assessed together, in particular situations a hierarchical model is more accurate. 2) Evidence from different data sources confirms that relationships in the past, present and future all have a role to play in the conflict of interests. 3) In terms of the relative importance of different factors, Past-Relationship and Other's-Strategy are at least as important as Stake, whereas Hierarchy is the least important in the given situation of this study. 4) The weak effect of Hierarchy reflects the constraint by status ethics (Hwang, 1991), the interdependence between superior and subordinates, and the broader power base of the highly educated subordinates. 5) Although avoidance was perceived positively, it was not used much when specific conflict issues were given. 6) The Conflict Mode Simulation (CMS) has proved to be indispensable for many of the findings in this study, and it has great potential as an experimental tool for research of conflict modes in general. Finally the limitations of this study and the direction of future research are discussed.

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41

Ma, Shan. "Chinese Managers in Simulated Conflict on Welfare Benefit: Effects of Past-Relationship, Other's Strategy, Hierarchy, and Stake". Thesis, Griffith University, 2001. http://hdl.handle.net/10072/365895.

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In a review on conflict strategies, Putnam and Poole (1987) conclude that relationship variables such as organisational position and interdependency account for the most variance in the choice of conflict strategies. Despite these findings, however, there is a general lack of attention to relationship outcomes in conflict management by researchers (Knapp, Putnam, and Davis, 1988). This reflects the strong influence of economic theory in conflict studies as well as a Western perspective in which individual outcomes are emphasised above interpersonal relations (Wall & Callister, 1995). To address this problem, in this thesis I chose to assess the effect of Past-Relationship, Other's-Strategy, Hierarchy, and Stake on Chinese manager's behaviour in simulated conflict over welfare issues. The thesis consists of the following seven chapters. Chapter One, Introduction, identifies the need to address relationship considerations in conflict management, and the PRC Chinese were chosen as subjects for this research because of their emphasis on interpersonal relations. Past-Relationship, Other's-Strategy, and Hierarchy were chosen to represent the ongoing interpersonal relationship in the past, present and future; and Stake was used to represent substantive considerations in conflict. These factors were assessed for their effects on people's use of five conflict modes: Dominating (DO), Compromising (CO), Obliging (OB), Integrating (IN), and Avoiding (AV). Although these five conflict modes are based on a model developed in the West, they are applicable to the Chinese as well despite the recent critics by some authors. The limited research on Chinese interpersonal conflict has over-relied on self-report questionnaires and lacks the context and substance of conflict. To avoid these pitfalls, the current research took an experimental approach to solicit subject response to simulated conflict of interests. Chapter Two, Hypotheses and research design. Five sets of hypotheses were developed. Stake, Past-Relationship, and Other's-Strategy were expected to affect the use of conflict modes in their own respective ways; Hierarchy's effects were to be moderated by Stake; and an interaction between Other's-Strategy, Past-Relationship, and Hierarchy was also expected. To test these hypotheses, three sources of data were collected: behaviour in conflict simulation, behaviour rationales, and cases of real-world conflict. The conflict issues in the simulation were limited to the allocation of welfare benefits. The range of options and potential outcomes were made explicit to the subjects. Hierarchy, Past-Relationship, and Stake were operationalised through 12 conflict scenarios, which were then combined with Other's-Strategy, giving rise to a total of 48 experimental conditions. A total of 384 Chinese managers participated in the conflict simulation. Chapter Three, Conflict Mode Simulation (CMS). This chapter introduces the development of the experimental instrument, the CMS. Based on the analysis of Mode Game (Cosier & Ruble, 1981), the CMS was created as an experimental instrument for research of the five conflict modes in general and for the hypothesis testing in this study in particular. It allows participants five conflict modes to deal with conflict scenarios; the payoffs of different combinations of modes were logically derived; the 3-2-2 settlement structure enables the CMS to accommodate complex behaviour patterns; and the combination of unitary rules with multiple conflict scenarios controls confounding effects, and gives CMS the flexibility for different research topics. Chapter Four, Data collection and analysis of the simulation data, discusses hypothesis testing through the conflict simulation. The data fit the theoretical model satisfactorily in general. The five sets of hypotheses were largely supported by the simulation data. 1) As the Stake increased, the use of DO and IN increased and the use of OB decreased. The use of AV peaked on Medium-Stake issues. 2) Hierarchy strongly affected the use of DO and OB on High-Stake issues, but that effect diminished as Stake decreased and no difference between hierarchy groups was found at the Low-Stake level. 3) The Indebted group used more OB and fewer DO than the Wronged group, but the uses of IN and AV were not related to Past-Relationship. 4) Other's-Strategy affect behaviour through reciprocating, suppressing, promoting, and learning effects. 5) The same mode (Compromsing) used by different people under different situation had different results. It was also shown in post hoc analyses that relationship concerns played important roles even when faced with the rivalry of substantive concerns. Moreover, the negative effect of combative behaviour was stronger than the positive effect of good deed. Several other important behavioural patterns were also discussed. Chapter Five, Analysis of the rationales of CMS behaviour. Twenty-six major rationale themes were reported by subjects to account for their behaviour in CMS. The report of competitive vs. conciliatory themes depended mainly on Past-Relationship and Stake. The Indebted group reported more conciliatory themes and fewer competitive themes than the Wronged group; and the High-Stake group reported more competitive themes and fewer conciliatory themes than the Med/Low-Stake group. Hierarchy's effect on subject rationale was weak. It was also discovered that subject sensitivity towards Past-Relationship shifted according to Stake. The four modes of CO, OB, IN, and AV shared the same pool of conciliatory themes, which distinguished them from DO, but there were important differences among them as well. Chapter Six, Analysis of self-reported cases of conflict. Fifty-two cases of real world conflict comparable to the CMS conflict scenarios were collected. Analysis shows that Past-Relationship, Stake, and Other's-Strategy affected behaviour in these conflict cases in ways in-line with their respective hypotheses. Hierarchy, however, did not show reliable effects on subject behaviour. Subject description on different types of competing enables the in-depth analysis of the DO mode. The nonsymmetrical effects of Past-Relationship, Stake, and Other's-Strategy manifested in CMS are also observed in these real conflict cases. Chapter Seven, Discussion and conclusion. After an overview of the results of hypothesis testing in different data sources, the implications of some particular issues are discussed. 1) Although the two-dimension model fitted the CMS data well when a variety of different conflict situations were assessed together, in particular situations a hierarchical model is more accurate. 2) Evidence from different data sources confirms that relationships in the past, present and future all have a role to play in the conflict of interests. 3) In terms of the relative importance of different factors, Past-Relationship and Other's-Strategy are at least as important as Stake, whereas Hierarchy is the least important in the given situation of this study. 4) The weak effect of Hierarchy reflects the constraint by status ethics (Hwang, 1991), the interdependence between superior and subordinates, and the broader power base of the highly educated subordinates. 5) Although avoidance was perceived positively, it was not used much when specific conflict issues were given. 6) The Conflict Mode Simulation (CMS) has proved to be indispensable for many of the findings in this study, and it has great potential as an experimental tool for research of conflict modes in general. Finally the limitations of this study and the direction of future research are discussed.
Thesis (PhD Doctorate)
Doctor of Philosophy (PhD)
School of Asian and International Studies
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42

Millby, Mikael, e Petrini John Fargau. "Towards a feasible approach to manage cross-cultural collaborations : Progressive Stereotyping – The mindset of tomorrow´s managers?" Thesis, Stockholms universitet, Företagsekonomiska institutionen, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-144998.

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Contemporary management is challenged in the modern organisations through several challenges. Research has shown the severe effects of cultural differences if managed poorly or overlooked. Previous research of cross-cultural management research can be divided into three streams of research. This field of research is highlighted as paradigmatic where each field is organized with its own assumptions, definitions and methodologies. Previous studies have called for less paradigmatic studies, this study strives to fill the need of a less paradigmatic study by combining a positivist paradigm and an interpretive paradigm into one feasible approach to help managers manage cross-cultural collaborations. The research question asked was therefore: How can managers benefit from both a generic and a non-generic approach in order to manage cultural differences in cross-cultural collaborations?In order to understand the problem theories of culture, the positivist paradigm, the interpretive paradigm and stereotypes or generalisations were used. A multi-paradigm approach was used in this study with 14 international managers where a process of interplay was applied, as an interaction between ontology/epistemology and interpretive/positivist paradigms. The study used both an inductive and a deductive approach in a combination when performing the research analysis. The key finding consists of the discovery of the concept named progressive stereotypes. This concept combines the benefits of a positivist research paradigm together with the benefits of an interpretive research paradigm. The key implications of this study first imply improved feasibility by combining research paradigms instead of treating them as inherently distant from each other. Secondly, the study highlights need importance of using stereotypes on an abstract level and as an initial knowledge base.

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43

Taylor, Andrew Robert. "Conversations about coping, understanding how mature students manage change". Thesis, National Library of Canada = Bibliothèque nationale du Canada, 1997. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp04/nq24428.pdf.

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44

Harris, Michael Loyd. "Using emergent outcome controls to manage dynamic software development". [Tampa, Fla] : University of South Florida, 2006. http://purl.fcla.edu/usf/dc/et/SFE0001603.

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45

Lönneborg, Rickard. "Extending an MPEG-21 viewer to manage access rights". Access electronically, 2004. http://www.library.uow.edu.au/adt-NWU/public/adt-NWU20041026.124836/index.html.

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46

Jayal, Ambikesh. "Framework to manage labels for e-assessment of diagrams". Thesis, Brunel University, 2010. http://bura.brunel.ac.uk/handle/2438/4496.

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Automatic marking of coursework has many advantages in terms of resource benefits and consistency. Diagrams are quite common in many domains including computer science but marking them automatically is a challenging task. There has been previous research to accomplish this, but results to date have been limited. Much of the meaning of a diagram is contained in the labels and in order to automatically mark the diagrams the labels need to be understood. However the choice of labels used by students in a diagram is largely unrestricted and diversity of labels can be a problem while matching. This thesis has measured the extent of the diagram label matching problem and proposed and evaluated a configurable extensible framework to solve it. A new hybrid syntax matching algorithm has also been proposed and evaluated. This hybrid approach is based on the multiple existing syntax algorithms. Experiments were conducted on a corpus of coursework which was large scale, realistic and representative of UK HEI students. The results show that the diagram label matching is a substantial problem and cannot be easily avoided for the e-assessment of diagrams. The results also show that the hybrid approach was better than the three existing syntax algorithms. The results also show that the framework has been effective but only to limited extent and needs to be further refined for the semantic stage. The framework proposed in this Thesis is configurable and extensible. It can be extended to include other algorithms and set of parameters. The framework uses configuration XML, dynamic loading of classes and two design patterns namely strategy design pattern and facade design pattern. A software prototype implementation of the framework has been developed in order to evaluate it. Finally this thesis also contributes the corpus of coursework and an open source software implementation of the proposed framework. Since the framework is configurable and extensible, its software implementation can be extended and used by the research community.

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47

Dishmon, Joshua M. "Prediction markets as a way to manage acquisition programs". Monterey, California. Naval Postgraduate School, 2011. http://hdl.handle.net/10945/10767.

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MBA Professional Report
Prediction markets generally are small-scale electronic markets that tie payoffs to measurable future events. They are similar to stock markets, where the "stocks" are outcomes or events rather than shares in a company. The growing popularity of prediction markets reflects the notion that markets are an excellent means of efficient information aggregation among a disparate group of people. Trading prices in the prediction markets provide decision makers with a timely, accurate, and continuously updated picture on the likelihood of future events. This enables decision makers to better evaluate risk. Based on historical successes in prediction market utilization, it is both logical and important to assess the usefulness of prediction markets in acquisition programs. This thesis evaluates the usefulness of prediction markets in the Defense (DoD) acquisition field.

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48

Sriwastava, Ambuj Kumar. "Uncertainty based decisions to manage combined sewer overflow quality". Thesis, University of Sheffield, 2018. http://etheses.whiterose.ac.uk/22008/.

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49

Flores, Annabel 1977. "Implementing a new organization to manage manufacturing technology innovation". Thesis, Massachusetts Institute of Technology, 2003. http://hdl.handle.net/1721.1/34729.

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Thesis (S.M.)--Massachusetts Institute of Technology, Dept. of Mechanical Engineering; and, (M.B.A.)--Massachusetts Institute of Technology, Sloan School of Management; in conjunction with the Leaders for Manufacturing Program at MIT, 2003.
Includes bibliographical references (p. 135-137).
The purpose of this research is to provide an academic, external perspective to facilitate the implementation and development of a new internal organization for Raytheon Missile Systems (RMS) with a focus on strategy and the organization. The new organization, named the Advanced Manufacturing Development Center (AMDC), is chartered to work concurrently with the design community to develop state-of-the-art manufacturing technology to compliment the next generation engineering designs. This thesis documents the efforts of a company implementing change detailing the specific challenges they faced. The principle lessons learned during the course of this project are (1) that effectively introducing change is very difficult and depends largely on thorough planning and understanding the culture and (2) that manufacturing innovation and development is a critical step to improving the manufacturing capabilities and providing a competitive advantage to a company. The defense industry is undergoing a lean transformation that focuses on "Better, Faster, Cheaper" defense systems demanding better products within a faster development timeframe at cheaper development and production costs. Defense companies have an external push to improve their manufacturing capabilities. In the context of the defense industry, adapting to change is a slow process given the industry's clockspeed and historical development. Making the challenge of effective implementation even more difficult is the lack of urgency at RMS's due to their success in the marketplace. Benchmarking and organizational studies specific to the industry and the company were conducted to identify best practices to provide a basis for the development of the AMDC. This project uses academic research to identify existing theories on manufacturing innovation and organizational change to overcome the socialization and cultural issues that ensued from implementing change and to improve the potential sustainability and impact of the AMDC. An implementation roadmap and operational model were generated that combined the best practices found in industry and academic theories that would help meet the objectives of the AMDC.
by Annabel Flores.
M.B.A.
S.M.

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50

Rabi, Abdi R. J. "How Social Enterprices Manage Mission Drift - A Systematic Review". Thesis, Örebro universitet, Handelshögskolan vid Örebro Universitet, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:oru:diva-55926.

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Tesi sul tema "Manage"

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