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Dissertations / Theses on the topic 'Delegation of authority'
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Nguyen, Tuan Anh. "Delegation and recognition of authority in virtual organisations." Thesis, University of Kent, 2009. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.509627.
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Moffett, Jonathan D. "Delegation of authority using domain-based access rules." Thesis, Imperial College London, 1990. http://hdl.handle.net/10044/1/46450.
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Creamer, Cosette D. "Dilemmas of Delegation: The Politics of Authority in International Courts." Thesis, Harvard University, 2016. http://nrs.harvard.edu/urn-3:HUL.InstRepos:33493262.
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One of the most enduring questions for the study of politics relates to what, if any, inde- pendent power international institutions have to affect the behavior of sovereign states. This dissertation addresses this question by examining the politics underlying one supranational judicial body’s exercise of authority—the World Trade Organization’s (WTO) Dispute Set- tlement Mechanism (DSM). International courts are strategic legal actors that operate in a highly political context. Politics matter for judicial outcomes—the rulings of courts—but legal constraints moderate the impact of politics in fairly systematic ways. The dissertation specifies the conditions under which one dynamic prevails and demonstrates that power pol- itics do not dominate international judicial interactions. Rather, courts are sensitive to the degree of institutional support they enjoy among the collective membership and a broader set of relevant stakeholders. Collective support for or challenges to a court’s institutional legitimacy—what I call a court’s political capital—affect judicial outcomes more than the preferences of dominant stakeholders.
The second chapter develops the dissertation’s theoretical argument, while the third chapter describes the political context within which the WTO’s judicial bodies operate. It applies methods of automated text analysis to an original dataset of all member statements made within the WTO Dispute Settlement Body from 1995-2013 in order to construct measures of the DSM’s political capital. I supplement this evidence with a series of interviews with member representatives and WTO Secretariat officials.
The fourth chapter employs original measures of dispute outcomes to identify how WTO panels respond to shifts in the DSM’s political capital. It finds that dispute panels are po- litically savvy, as they tend to signal less deference to national regulatory choices only when the DSM enjoys relatively greater support among the membership as a whole. However, the legal constraints of appellate case law moderate the influence of these political pressures on dispute outcomes. Through their rulings, panels seek to maximize support among their legal and political audiences simultaneously.
The fifth chapter turns to the relationship between the Appellate Body (AB) and dis- pute panels. How panels review domestic laws and policy choices can be—and has been increasingly—challenged on appeal by parties. This chapter describes how the AB initially directed panels to engage in searching review of domestic policy choices, but that it has encouraged greater deference to national authorities in recent years. It identifies when the AB reverses panel findings on these grounds, with a focus on when it takes into account views expressed by governments.
The final chapter turns to the impact of the WTO’s judicial authority on state behavior, specifically compliance with its judgments. Employing original measures of dispute judg- ments and compliance outcomes, this chapter demonstrates that the WTO’s judicial bodies use the content of their rulings to ease the domestic political costs of trade policy changes, thereby acting as ‘partners in compliance’ with a government’s executive branch. Yet the extent to which these strategies successfully facilitate swifter implementation is conditional on the domestic politics of compliance. The political cover provided within adverse rul- ings has no observable impact on the fact or timing of compliance for disputes that can be implemented through executive action alone. However, relatively greater validation of a trade measure does increase the probability of compliance and swifter implementation when legislative action is required. This suggests that the WTO’s judicial bodies successfully fa- cilitate compliance through the content of their rulings, thereby improving the effectiveness of the dispute settlement system.Government
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Doctor, Reginald Carlton. "Leaders' Risk Propensity and Delegation of Critical Decision-Making Authority." ScholarWorks, 2015. https://scholarworks.waldenu.edu/dissertations/1532.
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A leader's unwillingness to delegate critical decision-making authority to subordinate managers and employees negatively impacts the performance of a firm. There is a lack of research that measures a leader's willingness to delegate critical decision-making authority to subordinate managers and employees based on their individual risk propensities. The purpose of this study was to provide empirical evidence of the influence risk propensity has on a leader's willingness to delegate critical decision-making authority. Specifically, this study examined the extent that risk propensity of leaders affect delegating critical decision making authority to subordinate managers and employees. The research design was a quantitative cross-sectional, correlation study that involved 56 questions. The study participants (N = 102) were presidents, CEOs, corporate executives, and chairpersons. The Stimulating-Instrumental Risk Inventory measured risk propensity and the Delegation Decision Instrument measured the willingness delegate critical decision-making authority. Both instruments showed to be reliable in terms of internal consistency for the measurement tests. Survey results revealed a significant negative correlation between a leader's risk propensity and the willingness to delegate critical decision-making authority. These findings suggested that leaders who retain primary responsibility for critical decision making have high risk propensity while those who delegate decisions have less risk propensity. These findings may equip theorists of risk propensity and decision-making on the relationship between delegation behaviors, risk propensity, and organizational performance. This research and the resulting analysis provides decision makers a window into their individual risk propensity preferences.
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Lui, W. C. "Security models for authorization, delegation and accountability." Click to view the E-thesis via HKUTO, 2005. http://sunzi.lib.hku.hk/hkuto/record/B32053745.
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Lui, W. C., and 雷永祥. "Security models for authorization, delegation and accountability." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2005. http://hub.hku.hk/bib/B32053745.
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Stockwell, Will (Will C. ). "Towards a deployable framework for delegation of authority in network applications." Thesis, Massachusetts Institute of Technology, 2006. http://hdl.handle.net/1721.1/41626.
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Thesis (M. Eng.)--Massachusetts Institute of Technology, Dept. of Electrical Engineering and Computer Science, 2006.Includes bibliographical references (p. 133-136).
The Delegation Framework is a collection of programs, network protocols and library interfaces that provide fine-grained delegation of authority to network systems. The design and implementation of the Delegation Framework focus on addressing some of the stumbling blocks that have prevented delegation systems from becoming widely deployed in real world network applications. The Delegation Framework makes it possible to integrate delegation into an existing client-server network application without modification to the network application protocol. A dynamic library interposition implementation also make it possible to integrate delegation into large classes of legacy client and service programs with minimal or no manual source code modification. An integration case study describes the process of grafting the Delegation Framework onto a simple Apache- and MySQL-based network application and analyzes the added overhead incurred by the application.
by Will Stockwell.
M.Eng.
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Harvey, Brendon. "Encountering empowerment rhetoric : assumptions, choices and dilemmas for individuals and organisations." Thesis, University of Northampton, 2004. http://nectar.northampton.ac.uk/2687/.
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This study emerged from professional practice into a critique of the notion of empowerment: a generative inquiry into the lived embodied experience of individuals, the ‘nitty-gritty’ of people in time, in particular locations, across different employment sectors. It focuses on the conjunctions and disjunctions of these employees, the voices of front-line practitioners, in making choices, as well as the dilemmas that they face in doing this, both from inside and outside of work. Competing discourses are identified shaping, and being shaped by, the managers of the three companies at the heart of this research inquiry. Moreover, this research uncovered systemic issues arising from where such empowerment rhetorics derived and what they are acting upon in terms of people’s lives within these complex systems. This has resulted in distinctive action at an individual and organisational level through the utilisation of critically reflexive action research. This study is not purely a linear progression. A cyclical, critically reflexive methodology, my own ‘story’ of being empowered and disempowered whilst participating with others in this inquiry, has both deepened and enriched the perspectives offered. Therefore, this research offers an alternative perspective of empowerment as well as in relation to writing about empowerment, a complexity of perspectives explored through the use of literary, artistic and analytical forms that display the depth and richness of participant experience. My research therefore moves beyond the ethnographic studies of management to embrace the shifting sense of lives beyond the workplace, and the complexity of choice making through individual narratives across different sectors. At the same time it is centred in the embodied sense of lived experience that is missing from the critique of management offered by Alvesson and Wilmott [1992,1998], and others [Knights, 1992. Leetz and Mumby, 1990] of the critical management tradition
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Brown, David. "Delegation of Trade Authority to the President under Unified and Divided Government: The Institutional Significance." unrestricted, 2007. http://etd.gsu.edu/theses/available/etd-05312007-211101/.
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Thesis (B.A. Honors)--Georgia State University, 2007.Title from file title page. Robert Sattelmeyer, committee chair; Daniel Franklin, Charles Hankla, committee members. Electronic text ( 45 p.) : digital, PDF file. Description based on contents viewed Oct. 15, 2007. Includes bibliographical references (45 p.).
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Chapin, Phyllis A. "Nurse satisfaction with delegation to assistive personnel : a descriptive study." Virtual Press, 1999. http://liblink.bsu.edu/uhtbin/catkey/1138060.
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Restructuring of health care has become widespread in hospitals across the United States. The emphasis on reducing healthcare costs has forced many organizations to redesign the roles and responsibilities of care givers. The American Hospital Association (1990) reported that 97% of hospitals were using unlicensed assistive personnel for care.The purpose of the study was to determine if registered nurses in central Indiana were utilizing delegation in the workplace and to determine if the use of unlicensed personnel affected nurse satisfaction with work. The theoretical framework was General Systems Theory.The population (N=292) was registered nurses working with unlicensed assistive personnel in a four-hospital network. The number of participants was 66 (23%). The questionnaire, who Helps You with Your Work?, was utilized. Participation was strictly voluntary and the identity of the participants was kept confidential.Data revealed that 95% of nurses who responded were utilizing unlicensed assistive personnel in the workplace. Delegation of certain tasks, such as bed making, weighing of delegation and the personnel should be broadened patients, and measuring and recording intake and output, was occurring. Nurses were not delegating more complex tasks, such as monitoring IV infusions or assisting physicians with examinations.Nurses, overall, were only slightly satisfied with work, as evidenced by a mean of 3.3 (3=neither satisfied or dissatisfied). Job satisfaction was not significantly related to utilization of unlicensed assistive personnel.Unlicensed assistive personnel were being utilized in hospitals in Central Indiana. Nurses were responsible for work delegated to unlicensed assistive personnel. Nurses should realize the importance of determining capabilities and limitations of unlicensed assistive personnel. Job satisfaction was not significantly related to utilization of unlicensed assistive personnel.Future research on the subject utilization of unlicensed assistive to include more than four hospitals. Job satisfaction needs to be measured using different staffing patterns and workload as well as the utilization of unlicensed assistive personnel. The data supported the need for further research on delegation, job satisfaction and the utilization of unlicensed assistive personnel.School of Nursing
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Lanney, Naomi E. "The perceptions of teacher empowerment and job satisfaction among Jackson County high school teachers /." free to MU campus, to others for purchase, 1998. http://wwwlib.umi.com/cr/mo/fullcit?p9924897.
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Masoud, Khalid S. (Khalid Saad). "Perceived Responsibility, Authority, and Delegation of Department Chairpersons Compared to Perceptions of Faculty in Saudi Arabian Universities." Thesis, North Texas State University, 1986. https://digital.library.unt.edu/ark:/67531/metadc935749/.
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This investigation compared the perceptions of responsibility, authority, and delegation held by department chairpersons and those held by faculty members in Saudi Arabian universities. The three purposes of the study were to determine differences in perceptions between department chairpersons and their faculty members, to determine any significant interaction between the independent variable (position) and each of the eleven clarification variables with respect to respondents' perceptions, and to determine any significant difference in perceptions between respondents in different categories of each of the clarification variables. The findings were as follows. There was a significant difference in perceptions of responsibility between department chairpersons and their faculty members, but no such difference was found for authority or delegation. Significant interactions were found between position and three of the clarification variables with regard to perceptions of responsibility, between position and none of the clarification variables with regard to perceptions of authority, and between position and four of the clarification variables with regard to perceptions of delegation. In addition, significant differences in perceptions were found among categories of six clarification variables with regard to responsibility, of four clarification variables with regard to authority, and of seven clarification variables with regard to delegation.
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Patterson, Richard H. "A program to enhance the delegation skills of selected members of Mount Hebron West Baptist Church of Elmore, Alabama." Theological Research Exchange Network (TREN), 1994. http://www.tren.com.
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Weissburg, Paul. "Shifting alliances in the accreditation of higher education on the long term consequences of the delegation of government authority to self-regulatory organizations /." Fairfax, VA : George Mason University, 2008. http://hdl.handle.net/1920/3423.
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Thesis (Ph.D.)--George Mason University, 2008.Vita: p. 223. Thesis director: Catherine E. Rudder. Submitted in partial fulfillment of the requirements for the degree of Doctor of Philosophy in Public Policy. Title from PDF t.p. (viewed Mar. 16, 2009). Includes bibliographical references (p. 210-222). Also issued in print.
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Dolnikoff, Fabio. "Formas híbridas e food service: uma análise da alocação de autoridade em franquias de alimentação no Brasil." Universidade de São Paulo, 2015. http://www.teses.usp.br/teses/disponiveis/12/12139/tde-05052015-104814/.
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Este trabalho tem como objetivo propor um modelo econômico para os determinantes da alocação de autoridade em cadeias franqueadas no Brasil no setor de alimentação fora do lar - food service. Baseando-se no aporte teórico da economia neoinstitucionalista, especialmente na linha teórica desenvolvida por Claude Ménard (2004; 2010) para o estudo das formas híbridas, foi aplicado um estudo de múltiplos casos com foco em uma hamburgeria, uma pizza delivery e uma cafeteria, em que se procurou discutir a hipótese de que um aumento na complexidade no ponto de venda (lojas que demandam grande esforço operacional) levaria à descentralização do arranjo franqueado. Observou-se que a complexidade no ponto de venda realmente influencia a alocação de direitos de propriedade dos arranjos, mas no sentido contrário ao esperado, ou seja, no sentido da centralização. Tal centralização foi caracterizada por uma integração de determinadas tarefas básicas e pelo aumento do controle efetivo exercido pelas franqueadoras sobre as tarefas que continuaram sendo compartilhadas com as lojas franqueadas.This work intends to propose an economic model reflecting the determinants of authority allocation on food service franchise chains in Brazil. Drawing on the New Institutional Economics framework and, in particular, on the hybrid forms approach by Claude Ménard (2004; 2010), a multiple case study has been conducted on a hamburger fast food restaurant chain, a pizza delivery chain and a special coffee shop chain, discussing the hypothesis that: the more outlet complexity increases (stores that demand high operational effort), the more decentralized the chain should be. Results show that outlet complexity is indeed a determinant of the allocation of property rights, although in the opposite direction, i.e. towards centralization. Such centralization was characterized as a mix of: vertical integration over key tasks and of an increase in the effective control over the remaining tasks that kept being shared with franchisees.
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Molin, Lisa. "Medicinskt ansvariga sjuksköterskors syn på delegeringarna inom kommunal hemsjukvård : utifrån ett patientsäkerhetsperspektiv." Thesis, Högskolan i Skövde, Institutionen för hälsa och lärande, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:his:diva-12256.
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Andersson, Daniel, and Alexander Wahlstedt. "”SKA MAN JOBBA FRAMÅT MÅSTE MAN KUNNA FALLA BAKÅT” : Yrkesverksamma socialsekreterares upplevelser av delegationsordningens påverkan på deras handlingsutrymme att leva upp till barnets bästa." Thesis, Mälardalens högskola, Akademin för hälsa, vård och välfärd, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-49088.
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Delegationsordningen påverkar socialsekreterares handlingsutrymme att leva upp till barnets bästa. Socialsekreterare styrs dagligen i sitt yrkesutövande av politiska beslut som utgörs av lagstiftning. Det politiska landskapet avser att bidra till en demokratisk process med avsikt att leda till likabehandling och rättssäkerhet för att stärka legitimiteten inom välfärden. Samtidigt är individer i behov av individuella lösningar och behovsanpassade insatser, något som lämnar socialsekreterare med ett handlingsutrymme att agera efter egen yrkesprofessionalism i försök att leva upp till barnets bästa. Socialsekreterare lever i ett mellanting mellan dessa två världar där organisationsprofessionalism och yrkesprofessionalism möts. Studiens resultat visar på svårigheter att definiera barnets bästa vilket medför en prövning av socialsekreterarens handlingsutrymme och flexibilitet i varje enskilt fall. Dessutom framgår det av det empiriska materialet att tillit utgör grundval för att handlingsutrymme ska bli önskvärt hos socialsekreterare. På barn- och utredningsenheten där studien utfördes upplever socialsekreterare generellt att de har tillit från ledningen på arbetsplatsen. Däremot framkommer det att delegationsordningen upplevs som ett ekonomiskt styrmedel för att reglera de offentliga utgifterna. Slutligen visar resultatet att socialsekreterare är oense om vem som ska vara yttersta beslutsfattare och efterfrågar expertkunskap i socialnämnden där de tyngsta besluten fattas.The delegation of authority affects social workers discretion to live up to the best interests of the child. Social workers are affected daily by political decisions. The political landscape contribute to a democratic process with the intention of leading to equal treatment and the rule of law. At the same time, individuals are in need of individual solutions and needsadapted efforts, which leaves the social worker with the discretion to use occupational professionalism in an attempt to live up to the child's best of interests. Social workers act in between two worlds where organisational professionalism and occupational professionalism meet. The results of the study show difficulties in defining the best interests of the child, which challenges the social workers discretion in each single case. Trust is the foundation for making discretion desirable amongst social workers. At the child welfare unit, social workers feel that they have trust from their management. On the other hand, the delegation of authority is perceived as an economic instrument for regulating public expenditure. Finally, the results shows that the social workers disagrees on who should be the ultimate decisionmaker and demand expertise among the politicians in the social committee where the toughest decisions are made.
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Bekink, Bernard. "The Restructuring (Systemization) of Local Government under the Constitution of the Republic of South Africa, 1996." Thesis, [S.l.] : [s.n.], 2006. http://upetd.up.ac.za/thesis/available/etd-12042006-163249/.
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Lines, Jonathan L. "287 (g) cross-delegating state and local law enforcement officers with federal immigration authority -- homeland security remedy or rue?" Thesis, Monterey, Calif. : Naval Postgraduate School, 2008. http://edocs.nps.edu/npspubs/scholarly/theses/2008/Dec/08Dec%5FLines.pdf.
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Thesis (M.A. in Security Studies (Homeland Security and Defense))--Naval Postgraduate School, December 2008.Thesis Advisor(s): Brannan, David; Miller, Patrick. "December 2008." Description based on title screen as viewed on January 29, 2009. Includes bibliographical references (p. 107-114). Also available in print.
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Dudin, Emeline. "Le rôle des salariés dans le fonctionnement des entreprises." Thesis, Paris 2, 2017. http://www.theses.fr/2017PA020021.
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Le rôle des salariés dans le fonctionnement des entreprises trouve appui sur l’alinéa 8du Préambule de la Constitution de 1946 : « tout travailleur participe, par l’intermédiaire de ses délégués, à la détermination collective des conditions de travail ainsi qu’à la gestion des entreprises. ». La participation des salariés a pourtant été lente à s’imposer. La crise économique a révélé l’importance de leur association aux décisions sociétales. Les politiques publiques ont tenté de rééquilibrer les forces en présence afin de circonscrire les effets du capitalisme. Des lois successives ont accru les pouvoirs des salariés et des institutions représentatives du personnel dans l’entreprise pour en faire de véritables acteurs dans la gestion de celle-ci. Le paysage législatif révèle la volonté du législateur de faire de l’entreprise une démocratie dans laquelle toutes les parties doivent s’exprimer. Toutefois, que le salarié soit traité comme un associé ou un administrateur, salariés et entrepreneurs demeurent distinctsThe role of the employees in the management of the companies is based on paragraph 8 ofthe preamble of the Constitution of 1946 : « Every employee participates, through one of its delegates, to the collective determination of the working conditions as well as the company management. » The implementation of the employees’ participation has however been slow. The economic crisis has revealed the importance of the employees’ association in corporate decisions. Public politics have tried to rebalance current forces in order to circumscribe the effects of the capitalism. Successive laws have increased the powers of employees and of the representative institutions of the personnel in the company so that they could become real actors in the management of the company. The legislative landscape reveals the intention of the legislator to design the company as a democracy in which all the parties shall express themselves. However, regardless of whether the employee is a shareholder or an administrator, employees and entrepreneurs remain distinct
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Sebe, François. "Essai sur l'effectivité du droit de la représentation collective dans l'entreprise." Thesis, Paris 2, 2013. http://www.theses.fr/2013PA020064/document.
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La question des sanctions est centrale lorsqu’est ouvert le débat relatif à l’effectivité du droit de la représentation collective des salariés dans l’entreprise. Chargée de protéger les valeurs essentielles de la société, la voie pénale doit être réservée aux atteintes portées aux prérogatives des instances de représentation du personnel lesquelles présentent un caractère fondamental. Pour le surplus, il est des sanctions, d’ordre administratif ou civil, plus efficaces. Reste que la seule restriction du champ pénal ne suffit pas à garantir l’effectivité du droit de la représentation collective. Des réponses substantielles et « organisationnelles » tenant notamment à la définition d’une politique pénale d’envergure, à la révision de la ligne de partage des responsabilités dans l’entreprise et à la recherche de sanctions pénales renouvelées s’imposent. Au-delà de la voie répressive, d’autres méritent d’être explorées. L’application des règles du droit de la représentation collective doit être garantie au moyen d’outils non plus répressifs mais préventifs en dehors de toute participation d’une quelconque autorité judiciaire. La voie extra-pénale fait une large place à la fonction préventive de l’inspection du travail laquelle doit accompagner les entreprises en recourant à de nouvelles méthodes d’accompagnement et d’évaluation. La définition d’une politique sociale d’entreprise, moyennant la conclusion d’un accord unique sur la représentation du personnel, est légalement de nature à garantir l’effectivité de la norme en tenant compte des spécificités propres à chaque entrepriseThe issue of sanctions is critical when is opened the debate on the effectiveness of employee representation rules in the company. Aiming at protecting the core values of society, criminal law should be reserved for infringements of the prerogatives of employee representation bodies which are fundamental. For the rest, there are sanctions , administrative or civil, more effective. Still, the only restriction of the criminal field is not sufficient to guarantee the effectiveness of employee representation rules. Some substantial and “organizational” answers relating in particular to the definition of a major criminal policy, the revision of the division of responsibilities in the company and the search for renewed criminal sanctions seem necessary. Beyond the repressive way, others deserve to be explored. The application of employee representation rules must be guaranteed by tools rather preventive than repressive and without any involvement of any judicial authority. The extra-criminal policy leaves a large place to the preventive function of labor inspection which should help companies by using new methods of support and assessment. The definition of a corporate social policy, through the conclusion of a single agreement on staff representation, is legally adequate to ensure the effectiveness of the rule by taking into account the specificities of each company
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Duchange, Grégoire. "Le concept d'entreprise en droit du travail." Thesis, Paris 2, 2014. http://www.theses.fr/2014PA020007.
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L’entreprise naît en Droit d'un alliage complexe de notions juridiques (le contrat de travail, la personnalité morale, la représentation collective des travailleurs, etc...). L'ordonnancement systématique de celles-ci s'impose pour percevoir la cohérence de l'organisation juridique de celle-là. Des lignes de force se dégagent. Le contrat de travail oppose deux parties aux intérêts antagonistes. Mais la libération de la force de travail du salarié, partie de sa personne, et la pérennisation du lien contractuel les obligent à coopérer. Ce mouvement est renforcé par certains mécanismes étrangers à la nature du contrat de travail. Sont organisés le partage du contrôle de l’entreprise (lequel suppose d’assurer la représentation collective des travailleurs) et celui de ses utilités. Les salariés deviennent alors des quasi-associés. L'organisation juridique de l'entreprise n'est toutefois pas figée par le dogme. Des idéologies concurrentes en façonnent les contours. Certaines s'attachent aux fins. L'entreprise est alternativement mise au service de l'emploi et de l'activité d'entreprendre. D'autres s'intéressent aux moyens. Juristes et économistes prétendent à l'organisation scientifique de l'entrepriseIn Law, the firm is the result of a complex amalgam of legal concepts (employment contract, legal personality, collective representation of workers, etc.). The systematic ordering of these ones is needed to perceive the coherence of the legal organization of that one. Guidelines emerge. Employment contract is the meeting of two parties whose interests are antagonists. But the release of the labor force of the employee, part of his person , and the sustainability of the contract require them to cooperate. This trend is reinforced by some mechanisms non implied by the nature of the employment contract. Are shared the control of the company (which involves the collective representation of workers) and of its benefits. Employees then become nearly considered as the stockholders are. The legal structure of the firm , however, is not fixed by dogma. Competing ideologies are shaping it. Some focus on purposes. The company is alternately used as a means for employment and for the will of the enterpreneur. Others focus on methods. Lawyers and economists try to organize the firm scientifically
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Souls, Jacobus Abram. "A model for changing teachers' attitudes towards the value of teaching critical thinking skills : school management perspective / Jacobus A. Souls." Thesis, North-West University, 2009. http://hdl.handle.net/10394/4788.
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The primary aim of the study was to design a model for changing teachers' attitudes towards the value of teaching critical thinking skills. Currently, information regarding the conceptualisation of this topic is inadequate and vague. In this study the nature of the complexities involved in the management and implementation of the teaching of critical thinking skills were researched through a literature study and an empirical investigation. A model was then designed for the effective management of the implementation thereof. The findings from the research indicated that teachers' attitudes towards the value of teaching critical thinking skills to learners are negative. It also became evident that the school principal should manage the implementation of the teaching of critical thinking skills to learners. The focus of the proposed model is on how teachers' attitudes towards the value of teaching critical thinking skills can be changed to ensure quality educative teaching and learning in and outside of the classroom. The study therefore serves to present a useable model for the management of the implementation of teaching critical thinking skills to learners. The study is further based on a well balanced opinion as experiences of teachers in the senior phase (grades 7, 8, & 9) were investigated by means of structured questionnaires. Recommendations regarding research findings were made for stakeholders and education departmental officials to note.Thesis (Ph.D. (Education Management))--North-West University, Vaal Triangle Campus, 2010.
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Nelson, Priya Sumi. "The delegation of authority in the Tablīghī Jamāʹat." Thesis, 2010. http://hdl.handle.net/2152/ETD-UT-2010-05-1478.
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The Tablīghī Jamā'at is a Muslim organization for faith renewal that was founded by Maulana Muhammad Ilyas during the 1920s in North India. The Tablīghī Jamā'at, which was loosely associated with Dāru'l-'Ulūm Deoband, responded to the increasing importance of identity politics in twentieth century South Asia by focusing on strengthening the Muslim community through proselytism. While the members of the Tablīghī Jamā'at have routinely claimed that their movement is strictly apolitical, some commentators have questioned the aptness of their characterization. Scholarship on the Tablīghī Jamā'at either confirms the apolitical nature of the organization or argues the opposite, claiming that its leaders have maintained an apolitical front that masks members’ political activity both in South Asia and abroad. This conversation has not advanced in recent years. This thesis asks why there have been such divergent attitudes towards the Tablīghī Jamā'at. In order to answer this question, it investigates the historical issues that shed light on the historiographical problem surrounding the organization. Through an analysis of the complex structure of authority in the organization, I argue that the Tablīghī Jamā'at is highly amenable to change and highly resistant to broad characterization.text
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Mbatha, Leonard Thula. "Delegation of authority by school principals : an education law perspective." Thesis, 2014. http://hdl.handle.net/10210/9720.
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D.Ed. (Education Management)This research departs from the premise that within the school, the principal as a professional leader, is vested with some kind of authority which he' exercises in order to ensure effective and efficient management of his school. He is the central authoritative body and the pivot on which management powers and their delegation " hinge. He derives this apparent authoritative legal status from his position as a principal and professional leader ofa school (Bray, 1988:44). Placed in this situation, the principal is called upon to utilize a wide range of competencies in carrying out his job and delegation is one of the most important management techniques he must rely on, if he wants to be successful. However, delegation of authority does require consideration of some legal implications such as the legal limitation that certain tasks delegated by law cannot be further delegated. Schools, like other organizations, are legally established organizations set up to serve specific functions, and like all organizations, they need to be administered and properly managed. Invariably, within the school final authority over most aspects of schooling rests with the school principal. Engelking (in Hostrop,1990:200) argues that "the principal of a successful high school is an initiator, one who displays creativity and vision in decision-making, one who is able to delegate responsibility as appropriate and analyzes information relative to school problems"...
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Makanatleng, Moses. "The use of delegation as a management tool in Tshwane West district." 2013. http://encore.tut.ac.za/iii/cpro/DigitalItemViewPage.external?sp=1001267.
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M. Tech. EducationThe purpose of this study was to determine how delegation, as a management tool, is being used in primary schools in the Tshwane West District. There are indications in Tshwane West District primary schools which suggest that delegation is improperly employed or not used at all. In some cases, workloads become so unbearable that many people even at management level resign their posts. Many of the primary schools in Tshwane West District have been identified as underperforming primary schools by the GDE through the Gauteng Province Literacy Strategy. The study therefore endeavoured to determine the use of this most important tool in the daily duties of school managers.
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Venter, Karin. "A model for the dynamic delegation of authorization rights in a secure workflow management system." Thesis, 2008. http://hdl.handle.net/10210/521.
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Businesses are continually striving to become more efficient. In an effort to achieve optimal efficiency, many companies have been forced to re-evaluate the efficiency of their business processes. Consequently, the term “business process re-engineering” (BPR) has been given to the activity of restructuring organizational policies and methods for conducting business. The refinement of business processes is the primary motivation behind the development of automated work- flow systems that ensure the secure and efficient flow of information between activities and participants that constitute the business process. A workflow is an automated business process that comprises a number of related tasks. When these tasks are executed in a systematic way, they contribute to the fulfilment of some goal. The order in which workflow tasks execute is of great significance because these tasks are typically dependent on each other. A workflow management system (WFMS) is responsible for scheduling the systematic execution of workflow tasks whilst considering the dependencies that exist between them. Businesses are realizing the necessity of information management in the functioning and general management of a company. They are recognizing the important role that information security has to play in ensuring that accurate information that is relevant is gathered, applied and maintained to enhance the company’s service to its customers. In a workflow context, information security primarily involves the implementation of access control security mechanisms. These mechanisms help ensure that task dependencies are coordinated and that tasks are performed by authorized subjects only. In doing so, they also assist in the maintenance of object integrity. TheWorkflow Authorization Model (WAM) was developed by Atluri and Huang [AH96b, HA99] with the specific intention of addressing the security requirements of workflow environments. It primarily addresses the granting and revoking of authorizations in a WFMS. TheWAM satisfies most criteria that are required of an optimal access control model. These criteria are the enforcement of separation of duties, the handling of temporal constraints, a role-based application and the synchronization of workflow with authorization flow. Some of these conditions cannot be met through pure role-based access control (RBAC) mechanisms. This dissertation addresses the delegation of task authorizations within a work- flow process by subject roles in the organizational structure. In doing this, a role may have the authority to delegate responsibility for task execution to another individual in a role set. This individual may potentially belong to a role other than the role explicitly authorized to perform the task in question. The proposed model will work within the constraints that are enforced by the WAM. Therefore, the WAM will play a part in determining whether delegation may be approved. This implies that the delegation model may not override any dynamically defined security constraints. The Delegation Authorization Model (DAM) proposed assists in distributing workloads amongst subject roles within an organization, by allowing subjects to delegate task responsibilities to other subjects according to restrictions imposed by security policies. As yet, this area of research has not received much attention.Prof. M.S. Olivier
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"Shifting alliances in the accreditation of higher education: On the long term consequences of the delegation of government authority to self-regulatory organizations." GEORGE MASON UNIVERSITY, 2009. http://pqdtopen.proquest.com/#viewpdf?dispub=3346887.
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Koch, Gerhardus Izak Jacobus. "Delegering as bestuurstaak van die onderwysleier." Thesis, 2014. http://hdl.handle.net/10210/10356.
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M.Ed. (Educational Management)Continuous changes and renewal take place in the field of technology as well as in the field of education. Consequently increasing demands are made on the educational leader as manager and his managerial task becomes very comprehensive. No educational leader, however, can cope with all these demands unless he delegates authority and responsibility effectively. This study focuses on delegation of authority and responsibility as part of the managerial task of the educational leader and as a subordinate task of organising without which the efficient functioning of the school as an organisation cannot be realized. For the realization of effective delegation, it is absolutely essential that the educational leader possess knowledge of the factors which may influence the task of delegation. These factors relate to the delegator as well as to the delegate and may lead to non-effective delegation practices. Several guidelines, for example educational leader as well as for proper training for the subordinate to the whom authority and responsibility is delegated, effective communication and motivation, making use of correct feedback and time-management techniques and the utilization of the right person for the right task, can be followed in order to realize effective delegation.
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Шейко, Андрій Олександрович, and Andrii Sheiko. "Управління організаційним забезпеченням в умовах удосконалення розподілу повноважень, обов'язків і відповідальності між структурними ланками організації." Магістерська робота, 2020. https://dspace.znu.edu.ua/jspui/handle/12345/2850.
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Шейко А. О. Управління організаційним забезпеченням в умовах удосконалення розподілу повноважень, обов'язків і відповідальності між структурними ланками організації : кваліфікаційна робота магістра спеціальності 281 "Публічне управління та адміністрування" / наук. керівник О. С. Мороз. Запоріжжя : ЗНУ, 2020. 123 с.UA : Визначено основні категорії та механізми організаційного забезпечення в умовах удосконалення розподілу повноважень. Проведена діагностика проблеми організаційного забезпечення на ТОВ «Метінвест-Промсервіс». Визначені напрями удосконалення системи організаційного забезпечення на підприємстві та обґрунтована доцільність впровадження механізмів удосконалення організаційного забезпечення на підприємстві. Надані практичні рекомендації щодо подальшого удосконалення системи організаційного забезпечення в умовах удосконалення розподілу повноважень, обов’язків і відповідальності між структурними ланками організації.
EN : The main categories and mechanisms of organizational support in terms of improving the distribution of powers are identified. Diagnosis of organizational support problem at «Metinvest-Promservice» LLC was carried out. The directions of improvement of the organizational support system at the enterprise are defined and the expediency of introduction of mechanisms of improvement of organizational support at the enterprise is substantiated. Practical recommendations have been provided to further improve the organizational support system in the context of improving the distribution of powers, responsibilities and responsibilities between organizational units.
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Spurná, Hana. "Vymezení termínu vedení lidí." Master's thesis, 2014. http://www.nusl.cz/ntk/nusl-327750.
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TITLE: Manpower Management Specification AUTHOR: Hana Spurná DEPARTMENT: The School Management Center SUPERVISOR: Mgr.Irena Lhotková, PhD. Abstract: (angl.) The final thesis deals with the issue of leadership management by means of selected examples from literature, documents, internet, study of opinions and questions of both international and Czech experts in the field of leadership management and finally by means of analysis of the term leadership management with focus on development and taking into consideration the life and professional context. The goal of the project is to understand the sense and formulation - definition of the term leadership management, overview of historic development of the term on the ground of theoretical information, a comparison of experience in the field of leadership management in the view of selected experts. This research is based on induction. On the ground of analysis of expert publications of people who were or still are active in the field of management and who have the necessary knowledge and experience in the field of leadership management. The final thesis strives for a more extensive research of opinions on the widely defined term of leadership management, and aims at bringing as much information about it as possible. Key words: leadership management, leadership,...
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Hede, Anne-Marie. "A research agenda for the study of empowerment in hospitality organisations." Thesis, 1999. https://vuir.vu.edu.au/18172/.
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Over the last decade, organisations such as ITT Sheraton, Novotel, Ritz-Carlton and
Marriott, have used empowerment as a Human Resource strategy. Similarly, researchers
have associated empowerment with a range of organisational outcomes. Sternberg (1992),
for example, associated empowerment with customer satisfaction levels, employee
efficiency, and employee morale, and Sparrowe (1994) hypothesised relationships between
organisational culture, leader-member exchange, satisfaction with pay and promotion
opportunities, and employee turnover intentions.
Despite its popularity, the term 'empowerment' is generally surrounded by debate and
confusion. In some instances it is even held in contempt, when its espoused values are
incongruent with the reality of what it does offer the organisation and the individual. This
thesis seeks to develop a research agenda for hospitality, based on a tenable conceptual
framework of empowerment to alleviate the confusion, promote consistency between
research projects and improve the understanding of empowerment by hospitality managers
working in industry.
In order to develop the research agenda, a sample of empowerment literature was
analysed to identify concepts associated with empowerment and researchers'
interpretations of empowerment. The results of a systematic literature review included that
empowerment was associated with a number of concepts, but frequently with decision
making; power and control; employee motivation; commitment and responsibility; greater
levels of trust and information sharing within the organisation; rewards; and self-efficacy.
It was also found to be associated with organisational concepts such as organisational
culture, total quality management, productivity and profitability. A generic, and validated,
conceptual framework of empowerment was also identified, which was then used to
develop the research agenda. The agenda focussed on validating a measurement
instrument for empowerment, specifically for hospitality establishments; comparative
research between sectors and divisions of the industry; and longitudinal research to
identify the effects of empowerment programs in hospitality organisations.
Limitations of this thesis include the selection of literature for review and the reliance a non-hospitality-based conceptualisation of empowerment, which is generic and
applicable to the gamut of organisation types. Despite this, the research agenda provides
clear direction for future researchers of empowerment in hospitality organisations. If
undertaken, the research proposed will optimise the value of what is seemingly a
commendable and appropriate management strategy for the hospitality industry.
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Borges, José António Barbosa. "A reforma administrativa de Lisboa de 2013." Master's thesis, 2021. http://hdl.handle.net/10071/23991.
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A Reforma Administrativa de Lisboa de 2012, implementada com as eleições autárquicas do
ano seguinte, marcou, de forma indelével, uma nova geração de políticas públicas relativas à
descentralização de competências nas autarquias locais. Embora saída duma época em que tudo pode
ser relacionado com o programa de assistência financeira a Portugal de 2011, em particular com a
reforma administrativa e territorial das freguesias (RATF), mais conhecida como "reforma Relvas", ela
em pouco se lhe equipara. Constituída por uma forte dimensão funcional, em particular com as novas
competências e os reforços dos quadros de trabalhadores que permitiram a assunção de novos
desideratos, consigo permitiu-se também fortalecer as freguesias e desonerar o município através de
importantes e robustos contratos de delegação de competências. Entender como a partir daqui muito
mudou e quanto se encontra em curso, é o objetivo deste trabalho, ao mesmo tempo que deixamos
sempre importantes pistas para o futuro.The Lisbon Administrative Reform of 2012, implemented with the municipal elections of the following year, indelibly marked a new generation of public policies related to the decentralization of competences in local authorities. Although coming out of a time when everything can be related to the financial assistance program for Portugal in 2011, in particular the administrative and territorial reform of parishes (RATF), better known as "Relvas Reform", it has little to do with it. Consisting of a strong functional dimension, in particular with the new skills and the reinforcement of the workforce that allowed the assumption of new goals, it also allowed itself to strengthen the parishes and relieve the municipality through important and robust contracts for the delegation of competences. Understanding how much has changed since then and how much is underway is the objective of this work, while we always leave important clues for the future.
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Blažková, Vlasta. "Ekonomická gramotnost ředitele školy." Master's thesis, 2014. http://www.nusl.cz/ntk/nusl-334778.
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This diploma thesis deals with examining the economic literacy of a headmaster. The topic has been chosen because of the belief that a good financial management is important for the development of a school. Another reason for the choice is the fact that there is virtually no set of unambiguously defined responsibilities and no set of suggested knowledge in the economic area which would provide guidance for headmaster in his work. The aim of the theoretical part is to find the necessary information, to define the key terms and to place the economics of the school management into the legislative framework. The practical (research) part examines the actual state of knowledge and the activity of headmasters in the financial management of the school. The difficulty, the risk of financial management in relation to other managerial activities and the comparability of different types and sizes of schools are also examined here. The outcome of this thesis is to give the definition and the content of the economic and financial literacy of a headmaster. It is also to determine the level of the financial literacy of the interviewed headmasters. KEYWORDS: Headmaster, economic literacy, financial literacy, decision-making authority, responsibilities of the headmaster, delegation of responsibilities, financial...
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Yoshioka, Takayuki. "Representational roles of nonprofit organizations in policy advocacy." Thesis, 2014. http://hdl.handle.net/1805/3898.
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Indiana University-Purdue University Indianapolis (IUPUI)This research explores what roles nonprofits play in political representation by applying the concept of the representational role to nonprofits. The representational role consists of representational focus and style. Representational focus shows those whom nonprofits aim to serve: members, constituents, or the general public. Representational style denotes the ways nonprofits advocate for their focal groups: the delegation, trusteeship, and educational styles. The survey and regression analysis results demonstrate that nonprofits serving their members are most likely to convey their members’ voices directly to policy makers: the delegation style. In contrast, nonprofits advocating for their constituents are likely to pursue what they independently identify as the interests of their constituents: the trusteeship style. Finally, nonprofits speaking for the general public are most likely to work toward educating the general public: the educational style. These results suggest that nonprofits play different roles in political representation, depending on the types of their focal groups.
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Hagen, Julia. "A Commitment is a Commitment is a Commitment?" Doctoral thesis, 2018. http://hdl.handle.net/21.11130/00-1735-0000-0003-C116-A.
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Jooste, K. (Karien) 1957. "'n Model vir bemagtiging van verpleegkundiges : 'n bestuursperspektief." Thesis, 1997. http://hdl.handle.net/10500/17025.
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Text in AfrikaansSummaries in Afrikaans and English
Bemagtiging van verpleegkundiges in gesondheidsdienste in Suid-Afrika bly 'n voortdurende kwessie en die mate waartoe verpleegbestuur verpleegkundiges bemagtig om outonoom op te tree, is onbekend. Wanneer verpleegkundiges bemagtig is, lei dit tot verbeterde pasientsorg deur middel van verhoogde produktiwiteit en werktevredenheid. Die wyse waarop bemagtiging van verpleegkundiges meet geskied is nog nie in SuidAfrika in diepte ondersoek nie. Die doel van hierdie studie was om daardie elemente wat vir die verpleegbestuurder noodsaaklik is om verpleegkundiges te kan bemagtig, te identifiseer. Deur middel van 'n beskrywende, ontdekkende studie wat van 'n vraelys gebruik gemaak het om inligting te bekom, is die nodige elemente gei'soleer. Verpleegbestuurders in gesondheidsdienste in die Gauteng-area het as teikengroep gedien. Definisies van bestuursbemagtiging is geanaliseer ten einde 'n konseptuele raamwerk te ken saamstel. Ses konsepte het die raamwerk vir hierdie studie gevorm, naamlik: • die bydrae van bestuurstrukture tot die bemagtiging van verpleegkundiges; • die rel van magsdeling in die bemagtiging van verpleegkundiges; • deelnemende besluitneming in die bemagtiging van verpleegkundiges; • die verpleegbestuurder se vaardighede en verantwoordelikhede in haar daaglikse taakontwerp en bestuur wat tot die bemagtiging van verpleegkundiges bydra; • motivering- en beloningstrategiee wat tot bemagtiging bydra; en • eienskappe wat kenmerkend van 'n bemagtigende verpleegbestuurder is. Uit die ontleding van die data het die volgende belangrike elemente ender andere na vore gekom: • Daar behoort gedesentraliseerde verspreiding van mag na die laagste moontlike vlak in die gesondheidsdiens plaas te vind; • Die voorstelle van verpleegkundiges behoort erken en indien aanvaarbaar, geimplementeer te word; • Gesag behoort op so n wyse gedelegeer te word dat onafhanklike besluitneming bevorder word; • Verpleegkundiges se take behoort sodanig ontwerp te word dat onafhanklike optrede in die werkplek bevorder word. Die bevindinge van hierdie studie het getoon dat verpleegbestuurders positief ingestel is betreffende die bemagtiging van verpleegkundiges. Hulle beskou dit as deel van hulle bestuursfunksie. 'n Uitdaging waarmee die bestuurder van die toekoms te kampe sal he, is die van 'n omvattende begrip vir personeellede en om van beheer deur middel van streng burokratiese reels, af te sien.
Empowerment of nurses in health services in South Africa remains an ongoing issue, but the extent to which nursing management empowers nurses to act autonomously is not known. When nurses are empowered patient care and nursing services improve through enhanced productivity and job satisfaction. The way in which nurses could be empowered by management has yet to be addressed by researchers in South Africa. The aim of the present study was to identify those essential elements through which nurse managers can empower nurses. By making use of a descriptive exploratory study, utilizing a questionnaire to acquire the necessary information, the essential elements were isolated. Nurse managers in health services in the Gauteng region formed the target group. Definitions of empowerment in management were analyzed and from this a conceptual framework regarding empowerment was formulated. Six concepts served as the basis of this study: • the contribution of management structures, towards the empowerment of nurses; • the role of power-sharing in the empowerment of nurses; • participative decision making in the empowerment of nurses; • the management skills and responsibilities of the nurse manager in her daily task design and management that contribute to the empowerment of nurses; • motivation and reward strategies that contribute towards empowerment; • attributes which characterise an empowered nurse manager. From the analysis of. the data the following important elements among others emerged: • Decentralization of the distribution of power to the lowest possible level should take place in the health services; • The suggestions of nurses should be acknowledged and if found acceptable, to be implemented; • Authority should be delegated in such a way that independent decision making by nurses is enhanced; • Nurses' tasks should be designed in a way that promote independent performance in the work place. The findings of this study revealed that nurse managers are favourably disposed towards the empowerment of nurses. They see this as part of their managerial function. A challenge which confronts the manager of the future is that of comprehensively understanding staff members, and setting aside control through bureaucratic behaviour.
Health Studies
D. Litt. et Phil.