Rozprawy doktorskie na temat „Management style”

Leadership Development Programs (LDPs) programs are employed by firms globally in different multiple manners that are aimed at accelerating the development and growth of highly capable candidates. Among these candidates, depending on the particular LDP, may be those possess engineering skills typically afforded through engineering education as measured by completion of an engineering degree. Infrastructure reductions might be afforded corporations if multiple LDPs could be supplanted with one program such as an Engineering Leadership Development Program. In practice, however, economic constraints limited the total sample population of this category to 67 (48 with engineering degrees and 15 without). Employing SPSS Sample Power 3, based on the pilot testing for CPMs, 113 subjects per group (with and without engineering degrees - totaling 226) would be required to yield a power of 80%, and of the 350 received completed surveys received, CPMs meeting the desired criteria accounted for only 63 (18%) of the total number of rated organizational leaders. Consequently, while all testing included the CPM group, the scope was expanded to also include managers with and without PMI certifications as well as managers with and without engineering degrees. The first research hypothesis was Ho: There is no affiliation amongst Transformational Leadership (TL) and engineering education. Thus, the author’s aim is to determine the role, if any, that engineering education plays in perceived leadership style as exhibited by CPMs and non-CPMs holding engineering degrees (e.g. EE, ME, IE, etc.) versus the same without engineering degrees. A secondary goal is to determine, within the management category, which style (transformational or transactional) serves as the dominant style of leadership. With this in mind, the independent variable, CPMs with and without engineering degrees, was operationally defined consistent with this Project.

In all aspects of life culture has a deep impact on how we react and relate to different situations. In understanding the meaning of culture it is vital to distinguish between national culture and corporate culture. National culture can be found in all different human interactions and organizations, whereas corporate culture can be related to the environment within business organizations. We believe that there are a number of collusions when a manager from one culture interacts with persons living in a totally different one. The purpose of this dissertation was to find out how Scandinavian management style practiced in Hong Kong, would be affected by the Chinese culture. To understand if or in which ways the Scandinavian management style had been affected, we studied some existing theories and tested them to the reality. To make this possible we concluded the main contents from the theories, in total six hypotheses, which we later used as a foundation to our questionnaire. The result of the questionnaire indicated that most of our hypotheses were accepted, however, due to the low answer frequency, we felt that the result from the questionnaire needed some complementation. In addition to this, we decided to take the research one step further, through semi-structured interviews. Thereafter, we compared the results from our questionnaire to the results from our semi-structured interviews and made a comparison to the hypothesis. The outcome of this comparison became the final conclusion of our dissertation, which indicated that the Scandinavian managers would adapt their management style to a certain degree to the Chinese culture.

The relationship between emotional intelligence (EI) and conflict management was investigated using 229 college students and 4 3 participants from organizational settings. A positive correlation was found between emotional intelligence scores and use of the integrating style of handling conflict with one's bosses, one's subordinates and one's coworkers. Of the five styles of handling conflict, emotional intelligence had the highest significant positive relationship with the integrating style; this style is generally considered to be the best approach to handling conflict. High levels of emotional intelligence were associated with high levels of socially desirable responding. Emotional intelligence scores decreased with age, and no significant differences were found between scores for males and females. Regression analysis revealed that the three integrating styles of handling conflict, socially desirable responding, age and years of education explain 24% of the variance in emotional intelligence. A significant positive relationship was found between being happy in the workplace and use of the integrating style with subordinates and co-workers. The findings in this study may be applicable for organizations, in that incorporating programs aimed at increasing employees' emotional intelligence skills may be conducive to a more satisfying work environment, as well as an increase in profitability for the organization.

The purpose of this study is to find out how the cultural dimensions effects on management style. In more detailed way this research would like to reveal the differences between the Chinese and Swedish management style based on the Swedish employee viewpoint. Hofstede work-related cultural dimensions and Denison model of organizational culture to high-tech multicultural company has been applied. It is concluded that obvious differences exist between Chinese and Swedish management style and culture has influence on management style. However, since the results are limited in the scope of study cannot be generalized but worth to investigate and validate in future research.

With the economic and technology development, International Corporation amongcountries becomes increasingly popular. All countries become an entire unit, thereforeunderstanding among different cultures is important. Different cultural backgroundleads to different management style. The cultural diversity is needed to cooperateglobally. Chinese management style and Swedish management style has its owncharacteristics. Study the differences between these two different management stylescan offer an opportunity for understanding each other.The purpose of this thesis is to compare and analyze the differences between Chinesemanagement style and Swedish management style. Empirical data is collected fromindividual interviews with five Chinese employees who work in Sweden and underSwedish manager.The result of the study reveals that Swedish management style is people-oriented,empowerment and small hierarchy. Swedish manager achieve their goal by “loose”management while Chinese manager is more in control and focus on relationshipbuilding between manager and employees.

Conflict has been viewed as an ugly element in human relationships which should be avoided at all costs. According to an article by Chanin and Schneer (1984) the traditional approach to conflict in organizational theory views conflicts as “Undesirable, detrimental, destructive, and unacceptable in organizations”. This thesis will examine the relationship between conflict handling strategies and Jungian personality dimensions. Since previous research has established preliminary findings about this relationship, it is the intention of this author to expand upon them.

Includes bibliographical references.
The South African unit trust industry was found to display low levels of Active Share compared to international levels. A sample of unit trusts, representing approximately 58.2% of assets under management in the South African general equity fund industry, was selected based on the availability of the information necessary to perform this analysis. The average Active Share demonstrated by the sample of unit trusts has decreased from 60.85% in June 2007 to 55.65% in June 2013. A fund flow analysis confirmed that fund managers' portfolio decisions are highly affected by the risk of outflows and possibility of inflows. Managers faced with a high risk of outflows and low possibility of inflows adjusted their Active Share by approximately double that of managers with a moderate risk of outflows and inflows. A similar result was found when comparing managers experiencing a low risk of outflows and a high possibility of inflows, to managers experiencing a moderate risk of outflows and inflows. Under varying market conditions, unit trusts exhibiting the highest Active Share and tracking error (concentrated stock picker) earned a significantly higher alpha than unit trusts exhibiting the lowest Active Share and tracking error (closet indexer). During the financial crisis and in the subsequent bull market to previous highs, concentrated stock pickers earned a significantly higher alpha than closet indexers. In bull markets breaking through previous highs, concentrated stock pickers earned the lowest alpha. The alpha earned by unit trusts exhibiting the highest level of Active Share was significantly higher than the alpha earned by unit trusts exhibiting the lowest level of Active Share. The benefit of distinguishing between truly active (concentrated stock picker) unit trusts and closet indexer unit trusts is clear.

Si les travaux sur l'apprentissage organisationnel sont actuellement en recrudescence, l'étude des relations entre l'émergence d'un tel apprentissage et le style de gestion au sein de l'organisation, revêt cependant a la fois un caractère original par la rareté des travaux sur le sujet et porteur, par les prometteuses capacités d'adaptation des organisations. Un processus qui favoriserait la transmission et la création des connaissances sur un plan organisationnel, renforcerait inévitablement la capacité d'adaptation des entreprises aux fluctuations de l'environnement. Il existe par ailleurs peu d'analyses empiriques liées au concept d'apprentissage organisationnel. Aussi l'auteur a-t-il choisi d'étudier en situation réelle l'émergence d'un phénomène d'apprentissage organisationnel occasionne par une démarche d'assurance qualité. Cette recherche se place donc à l'intersection de deux tendances de recherche l'une relative à l'apprentissage organisationnel et dans une vision plus large au changement organisationnel et l'autre, au style de management exerce au sein des organisations ; l'assurance qualité étant considérée ici comme le facteur déclencheur du processus d'apprentissage. Apres avoir mis en avant, la nécessité pour les organisations de créer et d'entretenir un processus permanent d'apprentissage, l'auteur a étudié plus précisément les aspects délibérés et/ou émergents du processus. A travers l'ébauche d'un modèle mettant en jeu les quatre concepts principaux de l'étude à savoir le style de management, l'apprentissage organisationnel, la certification qualité et le changement organisationnel, l'auteur a tenté de représenter l'interactivité du système.

The purpose of this Thesis is to show ways of the selfmanagement and to include them into daily life. Using several publications I suggest possibilities of personal progress and its benefit for our life. I research the awareness about the selfmanagement and its principles. I lead the respondents to deeper thinking about their life attitude and self-respect. It is focused on purpose of living, life goals and principles, time management, self-control, a creativity and alternative ways to personal progress. I would like to explain connections between personal and working life. Well-balanced and creative person, who is cultivating himself, has better potencial for satisfied working life. The process of writing Master's Thesis was enriching and I hope it was also an inspiration for the respondents. I find it very important to focuse not only on outside world, but first of all on inside world. I wish the selfmanagement would come closer to more people and help them to build a happy life.

Management and leadership style tend to differ from one country to another around the world, meaning that management and leadership style in an organization or enterprise is highly affected by the local culture which plays a great role in shaping the management system of an organization. Culture can simply be referred to as the way of life in which people live, the values, norms, principles and practices that govern a particular community or country at large. Generally management can be defined as individuals or a group of individuals responsible for organizing, controlling, planning directing and coordinating all the essential activities in the organization.

Die uitdagings wat in skare ontstaan het as gevolg van transformasie plaas die moderne skoolhoof se bestuursleierskap onder die vergrootglas. Skoolhoofde benodig radikale metodes van benadering in hul bestuurstyle en fokus. Die interpretering en implementering van transformasie gee aanleiding tot onduidelikheid en verrykende kompieksiteit. Van skoolhoofde word verwag am antwoorde en oplossings te vind vir transformasie en terselfde tyd word van hulle verwag am effektiewe en doeigerigte onderrig en leer daar te stel. Hoofstuk 1 handel kortliks oar die bree probleemvrae van transformasie wat in skole plaasvind. Die benadering en gevolge, direk of indirek, wat met die skoal hoof se bestuurstyl gepaard gaan word bestudeer. Die bestuurstyl, benadering en veranderings wat met transformasie gepaard gaan en hoe skoolhoofde hulself moet herontwerp, te same met hulle skoal am aan die behoeftes en else van transformsasie te voldoen word bestudeer. Verder wys dit daarop dat 'n gedeeltelike en algehele persoonlike transformasie benodig word am transformasie te laat plaasvind vir mod erne skole van die een-twintigste-eeu. Daar word oak aandag geskenk aan die doel en metode van die navorsing. Verder word daar oak aandag gegee aan probleemvrae wat met behulp van die Iiteratuurstudie en empiriese ondersoek beantwoord sal word. 'n Suid-Afrikaanse perspektief en die invloed, gevolge van transformasie word in die daaropvolgende hoofstuk (hoofstuk 2) bestudeer. Hoewel baie klem op transformasi~ geplaas word, dui die hoofstuk aan dat transformasie onderwys vanaf Jan van Riebeeck se tyd met ons is, verskans onder verskeie name en benaderings. Verskeie filosofiese benaderings word ondersoek en hoe dit in 'n mod erne era toegepas kan word. Minder bekend, maar met ononderhandelbare gevolge is die Suid-Afrikaanse Grondwet en beleidsraamwerk rakende die onderwys. Ten einde word verskeie implikasies van transformasie in die onderwys ondersoek. Hoofstuk 3 word gewy aan die bestuursleierskap van die moderne skoolhoof. Aandag word geskenk aan die sieninge rakende wat leierskap is en wat verwag word van 'n leier asook die kompleksiteit van moderne leierskap. Verder word 'n verskeidenheid van leierskapmodelle en dimensies bestudeer en bespreek wat bydra tot die kompleksiteit van bestuursleierskap. Omdat leierskap nie vir aile persone 'n eenstyl kan wees nie word verskillende leierskapstyle bestudeer wat afsonderlik en gekombineerd in suksesvolle bestuursleierskap situasies gebruik kan word. Transformasie bring mee dat moderne skoolhoofde sekere karaktereienskappe moet he en stel gevolglik sekere en uitdagende professionele eise aan die skoolhoof. Transformasie het ook tot gevolg dat die rol van die skoolhoof in SuidAfrika drasties verander, wat meebring dat hoofde hul benadering tot skoolbestuur en spesifiek hul benadering tot transformasie onderwys indringend moet hersien. Ten einde bestudeer hoofstuk 3 sekere uitdagings wat aan die skoolhoof in 'n moderne onderwysmilieu gerig word. In hoofstuk 4 is gepoog om die navorsingsontwerp deeglik te beskryf. Die meetinstrument (vraelys) is 'n selfontwerpte vraelys wat uit vrae bestaan wat deur respondente beantwoord moes word. Die ontwerp van die vraelys vir skoolhoof en onderwyser respondente is van so aard dat dit met mekaar ooreenstem. In die beantwoording van die vraelyste het respondente vier keuses van antwoorde gehad. Die administratiewe prosedures wat gevolg is met die vraelyste is ook aangedui. Die statistiese tegnieke en prosedures is ook volledig uiteengesit en verduidelik. Die hoofstuk sluit ook in die uiteensetting van die faktoranalise, bepaling van betroubaarheid van die vraelyste en die bepaling van effekgroottes van verskille tussen die groepe respondente. In die volgende hoofstuk is die empiriese ondersoek en resultate verder verduidelik word. In hoofstuk 5 is die resultate van die inligting wat in die vraelyste verkry is asook die statistiese ontleding daarvan volledig weergegee. Bepaling van frekwensies en gemiddeldes van vraelyste aan skoolhoofde en personeel word weergegee. Die bevindinge van die vraelyste vir beide skoolhoofde en personeel dui slegs die hoogste en laagste uitvalle aan. Vergelyking tussen die hoogste en laagste uitvalle van die vraelyste aan skoolhoof en personeel respondente word ook aangedui. Met 'n faktoranalise is die verskillede faktore uit skoolhoof en personeel vraelyste aangedui. 'n Betroubaarheids toets is gedoen met behulp van die Cronbach-Alfa Koeffisient . Verder is die gemiddeldes en standaardafwykings van die items van skoolhoof en personeel vraelyste bepaal. Die statistiese verskille tussen skoolhoof en personeel met betrekking tot elke faktor is ook bepaal. Statistiese verskille tussen hoer-en laerskole en verskille tussen verskillende ouderdomsgroepe met betrekking tot die 6 faktore is ook gedoen. In die volgende hoofstuk is gevolgtrekkings uit die resultate van die navorsing gemaak word. Daar is gepoog word om aanbevelings uit die gevolgtrekkings aan die hand te doen. Verder is gepoog word om rigting vir verdere navorsings aan die hand te doen. In hoofstuk 6 is die probleem en doelstelling kortliks bespreek. Dit word opgevolg deur te kyk na die literatuurstudie en bevindinge met betrekking tot die literatuurstudie. Daar is ook aandag gegee aan bevindinge met betrekkinge tot navorsingsdoelwite. Verder is die empiriese navorsing en bevindinge met betrekking tot die empiriese ondersoek aangedui. Riglyne vir die verbetering van die rol van die skoolhoof word ook in hierdie hoofstuk aangedui. Die hoofstuk sluit ook in aanbevelings wat gedoen is aan die hand van bevindinge wat gemaak is. Ten einde is aanbevelings gemaak vir verdere navorsing.
ABSTRACT: The management leadership of the modern principal has been placed under the magnifying glass due to the challenges brought about in schools by transformation. School principals are in need of radical methods of approach to their management styles and focus. Interpretation and implementation of transformation lead to obscurity and far reaching complexity. School principals are expected to provide answers and solutions for transformation while at the same time putting effective and purposeful education in place. Chapter 1 gives a brief overview of the broader problem of transformation in schools. The approach and results, either direct or indirect, that are linked to the management style of the principal are studied. The management style, approach and changes due to transformation, has principals need to re-invent themselves and their schools to fulfil the needs of transformation, are also studied. It points out that a partial or even complete personal transformation in modern schools of the twenty first century. Attention is given to afforded problematic questions that will be answered by means of the literature study and empirical investigation. A South African perspective and the influence and consequences of transformation are discussed in the subsequent chapter (chapter 2). Although transformation is emphasized, this chapter reveals that diverse teaching and education have been with us since the time of Jan van Riebeeck, entrenched by various names and approaches. Various philosophical approaches and their applications in the modern era are investigated. Perhaps not as well-known, but with non-negotiable results, is the South African Constitution and Management framework regarding education. Therefore various implications of transformation for diverse education are investigated. Chapter 3 is dedicated to leadership in management of modern school principals. Attention is given to views as to what leadership is, what is expected of a leader as well as the complexities of modern leadership. A number of leadership models and dimensions that add to the complexity of leadership in management are studied as leadership can never be the same for all people. These varying styles of leadership can be used separately or in combination for successful management leadership. Transformation has resulted in school principals having to possess certain characteristics. This results in specific and challenging professional demands on the school principal. Transformation has brought about dramatic changes to the role of school principals in South Africa. This in turn has caused principals to revise their approach to diverse and transformation education. To this end chapter 3 studies certain challenges to the school principal in the modern education milieu. In chapter 4 the research concept has been explained. The measuring instruments (questionnaires) is a self conducted questionnaire that consist of questions that must be answered by the respondents. The questionnaire concept for principals and teachers is of such a nature that it is corresponding with one another. In answering the questions the respondents have four possible answers to choose from. The administrative procedures that was followed are also indicated. Statistic techniques and procedures are explained and set out in detail. The chapter include the layout of the factor analysis, reliability of the factors and the determining of effect valuation between different groups of respondents. The empirical investigation and its results will be explained in the next chapter. In chapter 5 the results of the information from the questionnaires are given. There is a detailed statistical analysis of all information. The frequency and averages of questionnaires completed by principals and educators are determined and explained. Findings indicate only the highest and lowest fall-outs of the questionnaires of principals and educators respondents. The factor analysis is an indication of the different factors from principal and educator questionnaires. A reliability test was done by means of the Cronbach Alpha Coefficient. The averages and standard deviations of the items of principals and educators questionnaires were determined, as were the statistical differences between high and primary schools and the differences between age groups with reference to the six factors. In the next chapter conclusions are drawn from the results of the research. Recommendations were suggested with reference to the conclusions. Possible areas for future research are also be suggested. The problem and objectives of the study were briefly discussed in chapter 6. The literary study and its results were discussed. Attention was also be focused on the results with reference to the research objectives. The empirical research and its results have also been discussed in detail. Guidelines for the improvement of the role of the principal are given in this chapter. Recommendations which have been made with reference to the findings of the study are included and finally recommendations for further research have been suggested.
Thesis (M.Ed.)--North-West University, Potchefstroom Campus, 2010.

The research focused on three main themes in the Kuwait society. The first study is developed to measure the differences in the characteristics of the work environment between the public and the private sectors within Kuwait labor force. The study had been conducted on 80 managers of both sexes and 266 employees of both sexes from the public sector, and 80 managers of both sexes and 274 employees of both sexes from the private sector. The results had indicated that according to the combined group (employees and managers, both sexes), the private sector exceeded the public sector regarding: involvement, peer-cohesion, task orientation, work-pressure, clarity, control, innovation and physical-comfort. Only the employees sample showed similar results. By comparing the male employees and the female employees in both sectors, it was clear that males had higher mean scores than females regarding involvement, task orientation, work-pressure, clarity, and control. Also, the results of the manager group is consistent with the combined group (both employees and managers, both sexes). However, the comparison between the male managers and female managers in both sectors indicated that, involvement, staff-support, clarity, control, innovation, and physical-comfort were higher in males than their females counterparts. The second study is designed to clarify any differences in personality traits between male and female Kuwaiti managers. The study has been conducted on 150 male and 150 female managers from Kuwait society. The results showed few differences between male and female managers. It was clear that males were more lively or enthusiastic and more imaginative than females. While, females were more depressive (as a personality characteristic) or apprehensive than male managers. The third study is concerned with the status profile of Kuwaiti women during the oil era (1946-1960) and developing period (1960-1985) regarding her social, educational, and vocational status. So, regarding work environment, work in the private sector was more likely to be seen as high in the involvement factor, more concerned with the work's regulations, conscientious, and more likely to remain and conform to the organization's disciplinary systems, more committed to new styles and modern systems in their jobs to achieve their targets, and they were more interested with their work place, than their public staff counterparts. Also, the private sector is often seen as an efficient and productive work sector in comparison with the public sector. Regarding the personality traits, Kuwaiti male managers appear to be more enthusiastic and lively with strong and imaginative personality traits. However, the Kuwaiti female managers appear to have strong apprehensive personality traits.

This study investigated the relationship between an individual's communicator style and conflict management style (CMS). Six hypotheses and one research question were addressed. Specifically, hypothesis one predicted a positive correlation between Norton's contentious communicator style and scores for ROCI-ll's competitive management style. Hypothesis two predicted a positive correlation between Norton's dominant communicator style and scores for ROCI-II's competitive management style. Hypothesis three predicted a positive correlation between Norton's friendly communicator style and scores for ROCI-II's collaborative management style. Hypothesis four predicted a positive correlation between Norton's friendly communicator style and scores for ROCIII's compromise management style. Hypothesis five predicted a positive correlation between Norton's open communicator style and scores for ROCI-ll's collaborative management style. Hypothesis six predicted a positive correlation between Norton's open communicator style and scores for ROCI-II's compromise management style. The research question evaluated whether there were relationships between communicator style and conflict management style other than those tested in the six hypotheses. The total sample size was 272 undergraduate students enrolled in communication courses at a small private university and a moderate-sized state university. Two instruments, the Rahim Organizational Conflict Indicator- II (ROCI-ll) and Norton's Communicator Style Measure (CSM), were used to measure the variables. The Pearson correlation coefficient was used to analyze the six hypotheses and the research question. Results indicated a positive correlation between Norton's contentious communicator style and the CMS competitive, a positive correlation between Norton's dominant communicator style and the CMS competitive, a positive correlation between Norton's friendly communicator style and the CMS collaborative, a positive correlation between Norton's friendly communicator style and the CMS compromise, and a positive correlation between Norton's open communicator style and the CMS collaborative. No correlation was found between Norton's open communicator style and the CMS compromise. The results for the research question provided positive correlations between Norton's relaxed, attentive, precise, and animated communicator styles and the CMS collaborative. The impression leaving, precise, animated, and dramatic communicator styles had a positive correlation with the CMS competing. The open communicator style had a positive correlation with the CMS accommodating and the attentive communicator style had a positive correlation with the CMS compromise. It is suggested that future research explore the relationship between communicator styles and personality traits.

Thesis (Ed. D.)--Teachers College, Columbia University, 1986.
Typescript; issued also on microfilm. Sponsor: Thomas A. Leemon. Dissertation Committee: Joseph N. Hankin. Bibliography: leaves 137-142.

The study examined the extent to which cognitive style is fixed or malleable. It involved a comparison of cognitive styles between the Chinese and British nationals to determine the effect of culture on cognitive style. The study also sought to explore the effect of acculturation on the way individuals process information. The contribution of the present research is to increase knowledge of cognitive style and the acculturation process. It provides information for industry and education about how training and development strategies could be designed to improve the success of international assignments. The research employed a multi-method methodology as a framework for the research. A longitudinal, quasi-experimental sample survey was conducted with 125 Chinese and 36 British subjects engaged in a postgraduate course in a British University. In this phase of the study, subjects completed the Allinson-Hayes Cognitive Style Index (CSI) twice over a six-month period. Based on these results, the research moved to Phase II to explore the relationship between cognitive style and a range of acculturation variables by adopting a cross-sectional sample survey and in-depth interviews. In the sample survey, interaction efficiency and acculturative stress were measured respectively by Ward's Sociocultural Adaptation Scale (SCAS) and Zung's Self-Rating Depression Scale (SRDS), and motivational orientation was measured by a range of self-developed questions. The final part of this second phase adopted inductive methodology and contained 19 follow-up semistructured interviews with specially selected participants to explore how crosscultural experience could affect cognitive style. Several key findings emerged from the research. First, differences were noted between home and Chinese subjects, and a further administration of the CSI after a period of six months showed a significant shift towards an analytical cognitive style for Chinese students but not for home students. This provided some support for the hypothesis that cognitive style is malleable. The pattern of change was not, however, consistent within the Chinese sample, and the overall change was not as anticipated. Second, past Western experience, pre-departure training and socialising with home nationals from motivational orientation were associated with the change in cognitive style. Third, while data from the sample survey do not support a correlation between interaction effectiveness and level of acculturative stress with a change in cognitive style, cross-cultural differences between the British and Chinese nationals were detected. This suggests that both nationals had different experiences which might influence their information processing style. Finally, results from interviews do point to possible directions for future research, e. g. perception of the host culture.

Thesis (MComm)--Stellenbosch University, 2014.
ENGLISH ABSTRACT: Individual and institutional investors alike are continuously searching for investment styles and strategies that can yield enhanced risk-adjusted portfolio returns. In this regard, a number of investment styles have emerged in empirical analysis as explanatory factors of portfolio return. These include size (the rationale that small stocks outperform large stocks), value (high book-to-market ratio stocks outperform low book-to-market ratio stocks) and momentum (stocks currently outperforming will continue to do so). During the mid-eighties it has been proposed that liquidity (investing in low liquidity stocks relative to high liquidity stocks) is a missing investment style that can further enhance the risk-adjusted performance in the United States equity market. In the South African equity market this so-called liquidity effect, however, has remained largely unexplored. The focus of this study was therefore to determine whether the liquidity effect is prevalent in the South African equity market and whether by employing a liquidity strategy an investor could enhance risk-adjusted returns. This study was conducted over a period of 17 years, from 1996 to 2012. As a primary objective, this study analysed liquidity as a risk factor affecting portfolio returns, first as a residual purged from the influence of the market premium, size and book-to-market (value/growth) factors, and then in the presence of these explanatory factors affecting stock returns. Next, as a secondary objective, this study explored whether incorporating a liquidity style into passive portfolio strategies yielded enhanced risk-adjusted performance relative to other pure-liquidity and liquidity-neutral passive ‘style index’ strategies. The results from this study indicated that liquidity is not a statistically significant risk factor affecting broad market returns in the South African equity market. Instead the effect of liquidity is significant in small and low liquidity portfolios only. However, the study indicated that including liquidity as a risk factor improved the Fama-French three-factor model in capturing shared variation in stock returns. Lastly, incorporating a liquidity style into passive portfolio strategies yielded weak evidence of enhanced risk-adjusted performance relative to other pure-liquidity and liquidity-neutral passive ‘style index’ strategies. This research ultimately provided a better understanding of the return generating process of the South African equity market. It analysed previously omitted variables and gave an indication of how these factors influence returns. Furthermore, in analysing the risk- adjusted performance of liquidity-biased portfolio strategies, light was shed upon how a liquidity bias could influence portfolio returns.
AFRIKAANSE OPSOMMING: Individuele en institusionele beleggers is voortdurend op soek na beleggingstyle en strategieë wat verhoogde risiko-aangepaste portefeulje-opbrengste kan lewer. In hierdie verband is ’n aantal beleggingstyle deur empiriese analise geïdentifiseer as verklarende faktore van portefeulje-opbrengs. Hierdie style sluit in: grootte (die rasionaal dat klein aandele beter presteer as groot aandele), waarde (hoë boek-tot-mark verhouding aandele presteer beter as lae boek-tot-mark verhouding aandele) en momentum (aandele wat tans oorpresteer sal daarmee voortduur). Gedurende die midtagtigs is dit aangevoer dat likiditeit (die belegging in lae likiditeit aandele relatief tot hoë likiditeit aandele) ’n ontbrekende beleggingstyl is wat die risiko- aangepaste prestasie in die Verenigde State van Amerika (VSA) aandelemark verder kan verhoog. In die Suid-Afrikaanse aandelemark bly hierdie sogenaamde likiditeit-effek egter grootliks onverken. Die fokus van hierdie studie was dus om te bepaal of die likiditeit-effek teenwoordig is in die Suid-Afrikaanse aandelemark en of dit vir ’n belegger moontlik is om risiko-aangepaste opbrengste te verbeter deur ’n likiditeit-strategie te volg. Die studie is uitgevoer oor ’n tydperk van 17 jaar, vanaf 1996 tot 2012. As ’n primêre doelwit het hierdie studie likiditeit ontleed as ’n risiko faktor van portefeulje-opbrengste, eers as ’n residu-effek vry van die invloed van die markpremie, grootte en boek-tot-mark (waarde/groei) faktore, en daarna in die teenwoordigheid van hierdie verklarende faktore van aandeel opbrengste. As ’n sekondêre doelwit, het hierdie studie ondersoek of die insluiting van ’n likiditeit-styl in passiewe portefeulje-strategieë verbeterde risiko- aangepaste prestasie kan lewer relatief tot ander suiwer-likiditeit en likiditeit-neutrale passiewe ‘styl indeks’ strategieë. Die resultate van hierdie studie het aangedui dat likiditeit nie ’n statisties beduidende risiko faktor is wat die breë markopbrengs in die Suid-Afrikaanse aandelemark beïnvloed nie. In plaas daarvan is die effek van likiditeit beperk tot slegs klein en lae likiditeit portefeuljes. Die studie het wel aangedui dat die insluiting van likiditeit as ’n risiko faktor die Fama- French drie-faktor model verbeter in sy vermoë om die gedeelde variasie in aandeel opbrengste te verduidelik. Laastens lewer passiewe portefeulje strategieë, geïnkorporeer met ’n likiditeit-styl, swak bewyse van verbeterde risiko-aangepaste opbrengs relatief tot ander suiwer-likiditeit en likiditeit-neutrale passiewe ‘styl indeks’ strategieë. Hierdie navorsing verskaf ’n beter begrip van die opbrengs-genererende proses van die Suid-Afrikaanse aandelemark. Dit ontleed voorheen weggelate veranderlikes en gee ’n aanduiding van hoe hierdie faktore opbrengste beïnvloed. Daarbenewens word lig gewerp op die invloed van ’n likiditeit vooroordeel op portefeulje-opbrengste deur die risiko- aangepaste opbrengs van likiditeit-bevooroordeelde strategieë te analiseer.

The master´s thesis entitled „Leadership and Management“ provides not only for a theoretical picture on the issue of leadership and management in general but also a practical view of a company investigated, an undisclosed law firm. The theoretical part will feature some of the basic concepts of the monitored area, especially management, leadership, functions of management, role of management and leadership style. Lessons learned are further applied to the practical part of the thesis and result in recommendations for increased satisfaction both of employees and the entire firm.

Зуб, В. О. Особливості стилів управління персоналом та їх вплив на результативність підприємства (на матеріалах Комунального некомерційного підприємства «Чернігівський медичний центр сучасної онкології» Чернігівської обласної ради) : магістерська робота : 073 Менеджмент / В. О. Зуб ; керівник роботи Холодницька А. В. ; Національний університет «Чернігівська політехніка», кафедра управління персоналом та економіки праці. – Чернігів, 2020. – 77 с.
Об’єктом дослідження випускної кваліфікаційної роботи є «Чернігівський медичний центр сучасної онкології». Предмет дослідження - стилі управління персоналом, їх вплив на результативність роботи КНП «Чернігівський медичний центр сучасної онкології» ЧОР та розробка заходів щодо їх удосконалення. Метою випускної кваліфікаційної роботи є вивчення стилю управління персоналом у «Чернігівському медичному центрі сучасної онкології», його впливу на результати діяльності медичного закладу та розробка шляхів удосконалення існуючих стилів управління з метою підвищення їх стратегічної ролі в функціонуванні підприємства. Методи дослідження. теоретичного узагальнення, класифікації, аналізу та синтезу, опитування, групування, економіко-статистичні, поpiвняння тa узaгaльнення дaних, нaукового cпоcтеpеження, беciди й iнтеpв’ювaння. Наукова новизна одержаних результатів: нaбули пοдaльшοгο pοзвитку нaукοвi уявлення пpο важливість стилів управління персοналοм медичного закладу в контексті сучасних вимог реформування системи охорони здоров’я, щο cпpияє формуванню етичнοї пοведiнки персоналу медичного закладу, підвищення якості надання медичних послуг та ефективності функціонування закладів охорони здоров’я; запропоновано впровадження у практику КНП «Чернігівський медичний центр сучасної онкології» ЧОР таких стилів управління, як коучинговий та «happiness» поєднання яких дозволить налагодити ефективну систему менеджменту та підвищити показники діяльності; розглянуто можливості впровадження в управлінську практику підприємства «agile»-підходу, який сприятиме швидкому реагуванню на ситуацію, розвиватиме гнучкість мислення, креативність, бути лідером змін та нарощувати конкурентні позиції; доведено важливість впливу стилів управління на результативні показники діяльності підприємства та можливості його подальшого розвитку. Практична значимість отриманих результатів. Pезультaти дοcлiдження мοжуть бути використані в діяльності КНП «Чернігівський медичний центр сучасної онкології» в частині можливості впровадження сучасних стилів управління, перегляду підходів до оцінки результатів діяльності підприємства, налагодження організаційної культури.
Study object of graduate qualification work is “Chernihiv Medical Center of Modern Oncology”. The study subject is staff management styles, their impact on effectiveness of MNPE “Chernihiv Medical Center of Modern Oncology” at CRC, and development of measures on their improvement. Purpose of graduate qualification work is studying the staff management style at “Chernihiv Medical Center of Modern Oncology”, its impact on results of medical facility, development of ways on improving the actual management styles – to enhance their strategic role in functioning of the enterprise. Research methods. Theoretical generalization, classification, analysis and synthesis, survey, grouping, economic-statistic, data comparison/generalization, scientific observation, discussions and interviews. Scientific novelty of obtained results: scientific concept on importance of staff management styles at medical institution found further development (in the context of modern requirements to healthcare reform), which contributes to forming the ethical behavior of healthcare staff, improved quality of medical services, and effective operation of healthcare facilities; management styles, such as coaching and “happiness”, were proposed for implementation at MNPE“Chernihiv Medical Center of Modern Oncology” at CRC – their combination will establish an effective management system and improve performance; chance for introduction of “agile” approach into management practice of the enterprise has been reviewed, which will facilitate a rapid response to situation, develop the flexible thinking, creativity, leadership in changes and improving the competitive position; importance of management style effect on performance of the enterprise and possibility of its further development has been proved. Practical significance of obtained results. Results of the study can be used in activity of MNPE “Chernihiv Medical Center of Modern Oncology” – in terms of potential introduction of modern management styles, reviewing the approach to assessment of the enterprise results, and establishing the organizational culture.

Project managers can be change agents providing direction and motivation for subordinates to meet and exceed goals; however, there is a lack of information about the soft skills needed to achieve project success. Understanding the relationship between cognitive style and transformational leadership to software project outcomes is important. This study describes the lived experiences of software project managers by focusing on their attitudes towards, perceptions of, and behaviors related to using transformational leadership and cognitive styles in agile software development environments. Husserlian phenomenological design was used to identify the structure of participants' experiences. The naturalistic decision-making model and the theory of constraints were a framework for the study. Software project managers identified as transformational leaders were selected from government agencies and commercial companies. Prior to being interviewed, individuals completed the Cognitive Style Indicator. In-depth, semistructured interviews and member checking were used for data collection. Qualitative, phenomenological analysis was used to code the interview data and identify thematic response categories. Results indicated that transformational leaders possessing a planning or creating cognitive style stimulate an environment with an uplifting work atmosphere in which team members are fulfilled and product development outcomes are successful. The implications for positive social change include broadening project managers' leadership and decision making regarding overall project success and leading executives to reexamine the leadership and decision-making styles of their managers resulting in their organizations' prosperity, employee effectiveness, and cost containment.

This research, based on liberal feminism, attempts to explain the 'glass ceiling' phenomenon in the teaching profession in ORT Israel (the biggest educational-technological organization in Israel), in order to prevent the loss of valuable human capital and potentially effective management.;The main purpose of the study was to identify the perceptions of the secondary head teachers and of ORT's senior management regarding the factors, particularly perceived management style, affecting the level of promotion to senior management positions.;The research was carried out on 48 secondary head teachers and four senior management members. The research was conducted in two phases: 1. Quantitative research - as a preliminary research there was a postal questionnaire, which included the BSRI questionnaire (Bem, 1974), the SBDQ questionnaire (Fleishman, 1953) and the BIM questionnaire (1992), in order to examine the controversial issue of gender differences in management style (people-oriented / task-oriented management style). 2. Qualitative research - structured interview which examined perceived management style and barriers to promotion to ORT Israel's management.;The main conclusions emerging from the findings were: - Female heads identify on average more with feminine traits, while male heads identify on average more with masculine traits. - Women heads reportedly differ from men heads in their management style. Women heads tend to manage in a people-oriented style of management, while men heads tend to manage in a task-oriented management style. - There are various common and visible barriers to women heads' promotion at ORT Israel, including unique factors relating to Israeli society. - ORT Israel's management considers management style to be a key factor in promotion to senior management positions. However, this factor seems to be hidden rather than overt.

Supply chains consist of all parties that, working together as suppliers, customers of suppliers, final customers, and logistics companies, transform raw materials into finished products for delivery to customers. Supply chain executives oversee the activities of supply chain management (SCM) professionals. Supply chain professionals coordinate efforts to ensure that products meet cost, delivery, and quality standards. Supply chain management is the coordination of activities required to purchase, transform, and deliver products to customers through coordination of efforts by suppliers, mediators, and service providers. Supply chain management performance is the degree purchased item costs, deliveries, and quality performance meet standards established by buyers and sellers. Lowering costs may contribute to profitability, but may also lead to decreased quality and thereby contribute to less profitability. The problem was that SCM executives overseeing the efforts of SCM professionals responsible for supply chain performance often did not attain the SCM performance expected by their senior executives. The purpose of the quantitative study was to determine associations among five components of SCM executive transformational leadership style and SCM performance, according to the perceptions of SCM professionals who report to those executives. Eighty-two SCM professionals completed the questionnaire. The results indicated moderate associations between (a) idealized influence behavior r(82) = -.338; p =.01, a weak correlation between (b) idealized influence attributed r(82) = .294; p = .003, a moderate correlation between (c) individualized consideration r(82) = .422; p < .01, a weak correlation between (d) inspirational motivation r(82) = .313; p =.005, and a weak correlation between (e) intellectual stimulation, r(82) = .322; p = .010, with the criterion variable. Stepwise regression resulted in one significant model R² = .178; F (1,80) = 17.288, * p <.01. Individual consideration was a statistically significant predictor of perceived SCM performance. For each point improvement of individual consideration, the criterion variable increased by .282, thereby, improving professionals' perceived SCM performance. Recommendations for further research include investigation of additional leadership styles and SCM performance, investigation of transactional and laissez faire styles, and investigation of large versus small businesses. Researchers may build on this study by adding members of other professional organizations such as those of the Institute of Supply Management.

The main drivers for this research are the complexities associated with the project management and an organization's project management style in dealing with these complexities. This research aims to demonstrate that alignment between project complexity and project management style increases project performance and decreases project issues, and also, with increased project issues, project performance deteriorates. In order to test these claims, this research developed measures for assessing project complexity, project management styles and project issues by employing a survey of project management professionals. The measure for project complexity is based on a taxonomy with four categories: organizational complexity, product complexity, methods (process) complexity and goal complexity. Project management style is defined as the management paradigm that guides the managers of an organization in perceiving and dealing with management problems. The measure for project nagement style is based on the plan-do-study-act (PDSA) cycle and the Newtonian and complexity paradigms. Also the measures for project issues are developed after an extensive content analysis on the literature on project issues, risks and success factors. A self-administered survey instrument (paper-based and on-line) with 40 questions (seven point Likert scale) was utilized. The respondents were the project management professionals from different industries in the Central Florida region. Each respondent was asked to answer questions for two different kinds of projects: a successful project and a challenged project. Based on the data collected by the survey instrument, the results of confirmatory and exploratory factor analyses provide strong evidence that the final measures for project technology complexity, project management styles, project issues and project performance have adequate validity and reliability. Results of the hypothesis tests demonstrate that increased alignment of project complexity and project management style leads to increased project performance and decreased project issues, and also increased project issues leads to project decreased performance. From the perspective of project management, the results of this study have illustrated the importance of aligning a project's complexity and management style. These results suggest that project or program managers can improve the performance of their projects by any attempt to increase the alignment between project complexity and project management style. Project management professionals and theoreticians can use the methodologies provided in this dissertation to assess project complexity, project management style and alignment.
Ph.D.
Department of Industrial Engineering and Management Systems
Engineering and Computer Science
Industrial Engineering and Management Systems

Despite the volume, growth, and accessibility of documented knowledge – the insights and experiences stored on paper and in electronic form - management research has yet to demonstrate the same usefulness for documented knowledge as for knowledge residing in human sources. This dissertation explores two areas of potential for documented knowledge, suggesting the efficacy of a piece of documented knowledge is contingent not only on content, but upon the style and structure associated with that content. Style, how cognitively 'concrete' and affectively 'memorable' documented knowledge is perceived to be, is hypothesized to affect how much attention it draws and, in turn, to impact its transfer to users. Structure, reflecting the level of parsimony and modularity in documented knowledge, is hypothesized to impact attention to and manipulation of knowledge such that it affects knowledge transfer and creation. Hypotheses were tested in two laboratory studies using scientific research as an exemplar of documented knowledge. Results indicated that style was associated with documented knowledge, but was not related to its transfer. Likewise, structuring documented knowledge for greater parsimony and modularity did not improve knowledge transfer or knowledge creation. Shortcomings of the empirical tests are evaluated and possibilities for future improvements are discussed.
Ph.D.
Doctorate
Dean's Office, Business Administration
Business Administration
Business Administration; Management

Thesis (MBA (Business Management))--Stellenbosch University, 2008.
ENGLISH ABSTRACT: The pace of globalisation and the continuous advance in technology have created an ever-changing business environment, which is making it increasingly difficult for organisations to remain competitive. To the world community globalisation has been a gradual process, whereas its impact in South Africa was more pronounced and happened over a shorter period. This was due to the re-admission of South Africa to the international community after the 1994 elections. In addition, leaders in this new global economy are facing new, complex challenges associated with the everchanging business environment, and the depth and quality of the leadership that they provide are critical to the success of organisations. It was within this context that this research study was conceived. More specifically, the author became interested in the type of leadership behaviours, practices and characteristics that are essential to lead an organisation in the new global economy. During the last two decades, an increasing number of researchers began to report on a 'new' style of leadership based on innovation, continuous learning, constant renewal and entrepreneurship. This leadership style challenges traditional views on work among employees, creates a new vision and motivates workers to perform above expectation. These leaders have recognised the need for revitalisation and they bring about change within their organisations to meet the challenges of the current, ever-changing environment. This 'new' leadership style is transformational leadership, which has been extensively reported on. Literature abounds with studies on transformational leadership and its impact on organisational effectiveness. It is one of the most extensively researched leadership paradigms to date and is still evolving. This dissertation reviews the development of leadership theory and the paradigm shifts that have led to the development of transformational leadership theory. Furthermore, the author interviewed experienced leaders from Naspers to practically identify essential leadership requirements within a South African multinational organisation. The primary research findings indicate that there are parallels between essential leadership behaviours and characteristics, as identified by the present study, and transformational leadership behaviours and characteristics. The study indicates that some of the successes of the researched organisation could be attributed to the transformational leadership practices that it has employed. It can also be inferred that, should these characteristics and behaviours be nurtured in other leaders and organisations in general, these organisations could become more effective, competitive and growth-orientated in the current organisational landscape.
AFRIKAANSE OPSOMMING: Die tempo van globalisering en die volgehoue vordering in tegnologie, het 'n heeltydse veranderende besigheids omgewing teweeggebring, wat dit moeilik maak vir organisasies om kompeterend te bly. Die proses van globalisering was 'n geleidelike proses vir die wereld gemeenskap, maar die effek op Suid-Afrika was meer dramaties. Dit is as gevolg van Suid Afrika se hertoelating tot die wereld ekonomie, na die 1994 verkiesings. Die nuwe wereld ekonomie en veranderende besigheids omgewing stel oak addisionele vereistes en uitdagings aan leiers en die diepte en kwaliteit van hulle leierskap is krities tot die sukses van hul organisasie. Dit was binne die konteks wat die navorsing studie gebore was. Meer spesifiek, die skrywer was geinteresseerd in die tipe leierskap style, praktyke en eienskappe wat krities is om organisasies te lei in the nuwe wereld ekonomie. Gedurende die laaste twee dekades, het 'n groeiende hoeveelheid navorsers begin verslag doen oor 'n 'nuwe' leierskap styl, gebasseer op innovasie, volgehoue studie, konstante vernuwing en entrepreneurskap. Die leierskap styl daag die tradisionele siening van werknemers t.o.v. hulle werk uit, dit skep nuwe visies en motiveer werknemers om bo verwagting te presteer. Die tipe leiers het die nodigheid raak gesien vir vernuwing en hulle bring verandering binne organisasies aan om die uitdagings van die nuwe omgewing te bowe te kom. Die 'nuwe' leierskap styl is transformasie leierskap. Daar is al ekstensief verslag gedoen oor die styl en daar is 'n oorvloed van literatuur beskikbaar oor transformasie leierskap en die impak daarvan op die effektiwiteit van organisasies. Sover is dit een van die mees nagevorsde leierskap paradigmas. Die studie hersien die ontwikkeling van leierskap teorie en die verskuiwing in paradigmas wat gelei het tot die ontwikkeling van transformasie leierskap teorie. Die skrywer het ook onderhoude gevoer met ervare leiers van Naspers, om prakties uit te vind wat se leierskap benaderings en eienskappe nodig is binne Suid-Afrikaanse multi-nasionale organisasies. Die primere resultate van die studie het gewys dat daar ooreenkomste is tussen die leierskap benadering en eienskappe van die huidige studie en die van transformasie leierskap. Die studie wys ook dat die sukses van Naspers gedeeltelik toegestaan kan word aan die transformasie leierskap praktyke wat toegepas is binne die organisasie. Verder kan dit ook afgelei word dat as die praktyke en eienskappe toegepas word op ander leiers in ander oranisasies, kan hulle ook meer effektief, kompeterend en groei georienteerd wees in die huidige organisatoriese landskap.

Humankind is the major force influencing our planet earth. Irreversible environmental degradation are a widespread problem. Atmospheric changes, worsening climate, ozone depletion, etc. is accompanying our daily life. From the ecological perspective the future of the 21's century is endangered. A change of consumption pattern, material thinking, lifestyles have to change fundamentally. It may even require to break with 'business-asusual'. In the age of continuously and rapidly changing competitive environments, companies are increasingly forced to be highly flexible and responsive to changes having an impact on their competitiveness or even affecting the firm's viability. "Entrepreneurship" is an emerging practice, which involves the application of an entrepreneurial spirit to established businesses. The management style is seen to embody the appropriate characteristics for surviving or even growing in a constantly changing environment. A major objective of this research is to determine whether an entrepreneurial management style has an impact on the ecological approach a firm may adopt. For this purpose a mail survey of 500 German firms across all industries was undertaken in the first phase. The aim is to further determine whether firms adopting a proactive ecological approach meet the ecological challenge in a strategic manner. In order to achieve this objective a case study approach was chosen in the second phase based on ten interviews conducted in the food & allied industry. The survey aimed at examining the management style, organisational structure and the business environment of 212 firms to determine firms' nature and style of strategic response to their business environment. Moreover, firms' ecological orientation and ecological environment is measured to determine to which degree firms are proactively oriented. Based on this, the relationship between the management style adopted by firms and the ecological approach is analysed. The results of the survey suggest that firms' response to the ecological issue is strongly influenced by the way in which they respond to business challenges or changes in the business environment. Furthermore, the case study aimed at identifying the degree to which firms integrate the ecological issue into their strategic behaviour. Another aim is to analyse if the relationship between management style and ecological approach can be confirmed further, thus supporting the results of the first phase. The results indicate that a proactive ecological approach demands a comprehensive way of realisation. The ecological issue should be an integral part of the firms' strategic management process and be approached in a strategic manner. Thus, the research project strongly suggests that an entrepreneurial style supported by organic organisational structures is seen as the appropriate approach to follow the path of an ecologically sustainable future. An entrepreneurial approach will enable firms to be innovative and thus inducing fundamental changes with regard to ecological matters. Far-reaching environmental improvements are needed to take a large step towards a sustainable society. An entrepreneurial environmental approach enables firms to anticipate and give fresh impetus to the ecological development. However, it has to be kept in mind that all forces upsetting the equilibrium of the global system have to be handled sustainably.

The ability of project managers to effectively lead virtual teams is an important factor in the teams' success. Since the 1990s, organizations' use of virtual teams to plan and execute projects has increased, yet virtual teams continue to have high failure rates. The purpose of this correlational study was to examine whether a relationship exists between leadership styles, years of project management experience, and success of virtual teams. I used the path-goal theory of leadership as the theoretical framework for this study. A nonpurposive random sample of 160 project managers in the San Francisco Bay Area who had obtained the Project Management Professional-® designation issued by the Project Management Institute completed an online survey. Multiple regression was conducted to determine whether a statistically significant relationship existed among variables. The results of the regression analysis were statistically significant, F(2, 142) = 39.21, p = .000, R2 = .35, indicating that a combination of leadership style and project management experience can predict success of virtual teams. Leaders of organizations can use the findings of this study in training virtual team leaders. The findings may contribute to social change in organizations that use or plan to use virtual teams in their operations. Team leaders can apply the findings in developing virtual team management strategies. Effective management may reduce the failure rate of virtual teams, which could lead to higher job satisfaction and employee retention among team members, increased employment opportunities, increased urbanization and gentrification of local communities, and reduced flight of capital. Effective management of virtual teams could thus support socioeconomic empowerment and a higher standard of living in local communities and improve knowledge and tolerance of cultural and geographic diversity.

This thesis focuses on two under-researched areas of consumer behaviour: conflict handling styles and consumer bargaining. As illustrated in this thesis, consumer bargaining is a substantial and important behaviour that has rarely been studied from a consumer perspective. Further, conflict handling, which is considered an important and wellresearched phenomenon in an organisational context, has been rarely applied to consumer behaviour, despite the potential for conflict in many areas. The aims of this thesis were to a) examine consumer bargaining behaviour across a variety of culturally diverse nations; b) develop and validate a new instrument to measure conflict handling styles; and c) examine the relationships between the likelihood of consumer bargaining, preferred conflict handling styles, and personal values. Consumer bargaining was found to be common in both developed and developing nations. Respondents from Australia and Germany reported bargaining for a broad range of products that vary in their prices, including cars, electronics, appliances, clothing, and computers. Bargaining in South Korea was even more common, including everyday purchases like clothing, and food and drink. Finally, bargaining in Brazil was almost as common as in South Korea, and also included expensive consumer durable purchases, such as electronic products and cars, in addition to everyday purchases, such as clothing, and food and drink. The conflict handling style instrument developed in this project had convergent validity with existing ratings scales, reproduced the theorised structure of the dual-concerns model of conflict handling, and had predictive validity in a service recovery context. The benefits iii of the new scale over existing ratings scales include: a) capturing relative preference for the conflict handling styles; b) reduction of sources of common method variance; c) reduction of ratings scale response biases; and d) reduction of numerical effect biases, such as different perceived distances between response categories. The newly developed scale was also used to assess the hypothesised relationships between personal values, conflict handling styles, and consumer bargaining intensity in a developed Western country (Germany). As expected, the dominate conflict handling style was positively related, while the avoid conflict handling style was negatively related to consumer bargaining intensity. Although no relationship was found between personal values and consumer bargaining intensity, personal values were found to be an antecedent of conflict handling styles. Specifically, the power value type was found to be a positive predictor of the dominate conflict handling style, while benevolence and social universalism were found to be positive predictors of the integrate conflict handling style.

Hotels are an essential and critical component of Thailand's tourist industry and one of the major contributors to Thai tourism revenue. However, the industry is considered to be in an infant stage. Since a general manager is considered to be the key person who directs the business in the hotel in every situation, this research aims to investigate the emphasis of time spent on various work activities of hotel general managers (i. e. marketing, human resource, training, etc.). In order to identify the significance of the general manager's roles, the research was conducted as an empirical investigation focusing on the leading Thai luxury hotels which were of international standard. The research defines the emphasis of the amount of time spent on the various work activities by investigating how managers perceive their work roles and how they actually spend their time. The core study of this research derived from Mintzberg's study of managerial work (1973), an observational study of five top executives in the United States and Ley's study of the managerial activities of seven managers in a major US hotel chain (1978). The methodology in this study employed both quantitative and qualitative methods of data collection. According to an appropriateness of access to data, there were three methods utilised which comprised a questionnaire, an interview and a period of observation. These three methods were used in sequence. The questionnaire was used to study biographical data and perceptions of Mintzberg's managerial work roles. The interview, which was semi-structured, was used to provide the interviewer with additional questions to make sure the desired information has been obtained, while the observation aimed to study the work roles which emerged from general managers' work behaviour and to provide the insights of general managers' behaviour into specific work roles from recording and classification. It is intended that the results of the research will enhance the understanding of different approaches to managerial roles and time usage thereof. With this understanding, there will be an increase in the number of qualified Thai general managers employed in international hotels and a responsibility for development of Thai general managers. In addition, individual general managers themselves, may be able thereby to increase the effective use of their time.