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Adams, Brent Michael, and Thi Bich Van Tran. "Project Manager Competencies in managing International Development Projects : The Project Managers' Perspective." Thesis, Umeå universitet, Företagsekonomi, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-130986.
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This research studies the competencies of International Development (ID) project managers from their perspectives, taking into consideration the contextual factors and the challenges that they face when managing ID projects. The study adopts a constructionist ontological viewpoint and an interpretivist epistemological philosophical assumption. The nature of the research is exploratory with an inductive approach, using qualitative research method. The data was collected through semi-structured interviews with experienced project managers in International Development projects. Template analysis strategy was used to analyse the data. The findings show that contextual factors have a significant influence on the challenges that ID project managers face when managing projects. Contextual factors are operating environment, large network of stakeholders and intangible goals of ID projects. Five challenges were identified as the results of the context, namely stakeholder management challenge, beneficiary needs analysis challenge, the challenge of balancing strategic and operational views, capacity building and training challenge and sustainable funding challenge. To overcome these challenges, seven ID project manager competencies were identified management skills, personal qualities, interpersonal skills, stakeholder engagement skills, capacity building skills, and change management skills. These competencies are found to be interrelated and complementary. While the role and responsibilities of ID project managers were also uncovered during the research, the findings on contextual factors, challenges and competencies help to better understand the ID project manager role and responsibilities. This study makes the contributions from both theoretical and practical point of view. With regards to theoretical contribution, our findings expanded on ID project manager competencies as well as relating them to the context and challenges in ID projects. The role and responsibilities of ID project manager is another theoretical contribution in this study. From a practical point of view, this thesis’s findings would be useful for various organizations who deliver ID projects, particularly human resources management. In addition, it can act as knowledge sharing with ID project managers and help in designing and enhancing educational programmes in ID project management. Overall, this could result in better delivery and overcoming the challenges of International Development projects.
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Hale, Patricia. "Manager Training: Professional Development Content for New and Newly Promoted Managers." Ohio University Honors Tutorial College / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=ouhonors1461322913.
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Moss-Jones, J. "Automating managers : the implications of information technology for managers in five manufacturing companies." Thesis, Open University, 1987. http://oro.open.ac.uk/54433/.
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Managers are universally regarded as key to the fortunes of organizations, yet there has been little focus on the effects of information technology (I.T.) on this group. In this research, the implications of I.T. for the work and roles of managers were studied, permanently in office settings, in five manufacturing companies in the Northern Home Counties. The cases provided a wide range of both organizational cultures and I.T. use. Data were obtained largely through 101 semistructured interviews with managers in various hierarchical and functional positions. Supporting material came from questionnaires and documents. and through informal observation on the 49 visits to companies. I.T. consists of several interwoven and rapidly developing computing and communications technologies, and is interacting with the extremely varied environments found in the companies. There is no revolution. Rather I.T. use is growing from its precursors - telex, punched-card machines and earlier computers, and is conditioned powerfully by existing cultures. Gradually, however, the inherent character of the technology is changing practices in general, and management work in particular, in radical ways. The fundamental nature of managers' work is little altered by I.T. It remains fragmented; weakly defined; oral; action orientated. Increased productivity and reduced numbers of staff are consequences of I.T., and these, together with the increase in conceptual and systems skills amongst the work-force, are reducing the hierarchical-authority model of people management, and creating a more "professional-team" culture. The increasing effectiveness of information management that I.T. confers is producing other major consequences for managers. Information management is becoming a central component of their work. Overall, managers are having to adapt to increasingly technological systematised environments, with smaller, more skilled staff teams. The transitions for managers are difficult. especially as companies have given slight attention to preparing managers for these changes, or indeed to management development in general.
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Joseph, Janine Marcelle. "Professional development programme for middle managers at schools." Thesis, Peninsula Technikon, 2005. http://hdl.handle.net/20.500.11838/1905.
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Thesis (MTech (Education))--Peninsula Technikon, Cape Town, 2005<br>In order for productive and positive interaction and growth to occur, schools need to be
regarded as organisations with a specific purpose and aim. This means that very definite
duties and responsibilities need to be structured to ensure that the organisation operates
smoothly and that it achieves its aims and goals. In turn, smooth organisational operation
will also determine its effectiveness and efficiency and the impact it has on educators,
learners and the community.
A professional development programme for middle managers might help to expand a
philosophy and practice, which could help to equip middle managers of primary schools
for a role in bringing about qualitative changes to address educational, needs. This study
attempts to investigate the skills, knowledge, values and attitudes required by middle
managers of Heads of Department (HODs) to be effective in their departments. This could
be used to develop a skills development programme for middle managers in primary
schools.
The study as a whole is set against the research literature on the professional development
of middle managers in primary schools and focuses on the following aspects: (I)
managing policy; (2) managing people; (3) managing teaching and learning and (4)
managing resources.
In the exploration of the management roles and responsibilities of middle managers in
primary schools. qualitative and quantitative research approaches were used in
investigating the research questions. The research instruments used in the study included
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semi structured questionnaires, interviews and a focus-group workshop. After the
development of data collection instruments, data was collected through semi- structured
questionnaires from HODs at selected 18 primary schools. Interviews were also
conducted with four principals, one circuit manager, the Assistant Human Resources
Consultant and the Human Resource Coordinator of the WCED. A workshop was also
conducted with 35 BTech students to develop a framework for a management programme
for middle managers in primary schools.
The research study reveals the following aspects: (I) the Western Cape Education
department has no existing skills development policy for the training of middle managers
in primary schools; (2) research respondents identified a need for training in the
interpretation and formulation of policies within their various departments as well as
training in conflict management and counselling in order to successfully manage the
human resources in their department; (3) finance is available for the training of educators
but not specifically for middle managers, (4) educators prefer formal training above
informal training.
This thesis then examines, analyses and discusses these findings with recommendations
that follow in Chapter 5.
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Mercier, Emma. "What matters to managers? : A qualitative case-study on managers' use of planning and development talks." Thesis, Linköpings universitet, Pedagogik och sociologi, 2019. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-161033.
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Globalisation is affecting businesses worldwide. As a result of this, organisations are realising that the key to competitive advantage is not in modern technology or production; rather, it is in attracting and maintaining a committed workforce. Performance management is a widely advocated way to develop human resources. By conducting a case-study, this paper took a qualitative approach, to understand what elements of the performance appraisals are important to managers at the Organisation. The managers at the Organisation were interviewed and a thematic analysis was applied to the data. Results show that trust and honesty are important components of the performance appraisals, to managers at the Organisation. Also, the feedback the managers received from the employees was said to be the greatest contributor to the managers’ own development. The managers further requested additional support to be able to conduct successful performance appraisals, as well as increased clarity in goal- setting for employees, career development and in taking over employees.
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Lentz, Kathryn J. "An Exploratory Study of Restaurant Multi-unit Managers’ Development." Thesis, University of North Texas, 2014. https://digital.library.unt.edu/ark:/67531/metadc500197/.
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Development is important to the initial phase of a new restaurant multi-unit manager (MUM), and appropriate training should be conducted in concert with acceptance of the position. The purpose of this study is to explore the need for individual training of restaurant MUMs in order to facilitate a smoother transition between executive level management positions. The exhaustive literature review aided in the creation of three research questions to be answered through the interpretation of collected interview data. Restaurant MUMs were invited to participate via LinkedIn, a social media network for professionals. Semi-structured interviews were conducted with 17 restaurant MUMs over a two-week period and then transcribed into Word documents and uploaded into ATLAS.ti for analysis. The use of tools within ATLAS.ti, such as network mapping and semantic layouts, allowed the researcher to interpret the correlation between codes and themes created and therefore, answer the research questions. Conventionally, managers have to leave their restaurants or area for many days in order to obtain the necessary training to be more effective in their positions. This study has concluded that while MUMs are aware of their tasks and responsibilities, they are not aware of training available in order to gain the skillset necessary to complete the tasks. Blanket training programs will not work for MUMs, they need training to be customized to such areas as new openings, wide-spread markets and the changing workforce. More courses in developing others need to be implemented so MUMs can learn the skills needed to properly develop their managers into leaders.
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Li, Li. "The use of technologies for hospitality managers' professional development." Thesis, University of Surrey, 2009. http://epubs.surrey.ac.uk/2120/.
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Sabella, Anton R. "Strategic management training and development: An exploration into the extent and nature of senior and middle managers' development in the Palestinian telecommunication sector." Thesis, University of Bradford, 2013. http://hdl.handle.net/10454/5761.
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This research explores the nature and extent of management development and training of senior and middle managers working in Palestinian telecommunication organizations using a basic trichotomous (three-stage) model: needs assessment, training development, and evaluation. A critical review of the literature is presented to identify the different approaches and key principles that make up the field of training and development.
Using the survey approach, primary data were collected to answer the research question. A total of 142 questionnaires were distributed among senior and middle managers with 110 questionnaires being completed and returned (77 per cent response rate). Field work was also supported with 10 selected interviews with high ranking officials in the surveyed organizations to help corroborate the results. Thereafter, data was analysed using SPSS and spread sheets, and then compared with data available from literature.
Despite the presence of a rather systematic approach to training, the findings show that the current status of training in the surveyed organizations is inadequate with heavy emphasis on traditional methods throughout the three stages; the current system does not offer a holistic perspective to training and development.
This study presents an exploratory investigation into the training status in telecommunication organizations. It provides a fundamental foundation for future research aimed at expanding the available knowledge within the context of the study. In addition, specific strengths and weaknesses in the current system are identified using the trichotomous model in a more practical manner. Overall, this thesis offers both professionals and academics a fresh perspective on training in Palestinian telecommunication organizations; it not only highlights the importance of training but also stresses that future initiatives and programs are more carefully designed and implemented.
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Wall, John. "The development of technology facilitated learning for continuing professional development of construction managers." Thesis, University of Salford, 2009. http://usir.salford.ac.uk/26955/.
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The demands on professionals in the construction industry are considerable, both in terms of time commitments at work and the range of skills necessary to execute their job effectively. One element in ensuring the continued effective delivery of projects has been the recognition that continued learning is an underpinning aspet for successfully delivering projects. This results in more certainty around the time of completion, to the appropriate quality and within budget. The aim of this research is to formulate a strategic framework that will serve both educational institutions and the construction industry, bring industry and higher-level education closer in the delivery of lifelong learning. These issues were investigated via the primary research, which consisted of a survey of construction professional bodies, the evaluation of a pilot portal for continuing professional development and the evaluation of a formal continuing professional development programme from both a participant's and an instructor's perspective. This research work suggests that it is vital to recognise the importance of understanding pedagogy and how learning takes place and that a "one size fits all" approach does not recognise the inherent differences in individuals in terms of how people learn. There are a number of key issues that must be addressed in effectively delivering lifelong learning in the construction industry. These can be clustered around four principal themes; (i) continuing professional development, (ii) understanding the learning process, (iii) higher education's role and (iv) technological issues and challenges. Key success factors in delivering lifelong learning include; (i) acting professionally, (ii) collaboration between education, professional bodies and industry and (iii) creating an environment that encourages and facilitates access to lifelong learning. An important output from this research is the formulation of a framework that may be applied for deploying blended learning continuing professional development in an educational setting.
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Sabella, Anton Robert. "Strategic management training and development : an exploration into the extent and nature of senior and middle managers' development in the Palestinian telecommunication sector." Thesis, University of Bradford, 2013. http://hdl.handle.net/10454/5761.
Full textAbstract:
This research explores the nature and extent of management development and training of senior and middle managers working in Palestinian telecommunication organizations using a basic trichotomous (three-stage) model: needs assessment, training development, and evaluation. A critical review of the literature is presented to identify the different approaches and key principles that make up the field of training and development. Using the survey approach, primary data were collected to answer the research question. A total of 142 questionnaires were distributed among senior and middle managers with 110 questionnaires being completed and returned (77 per cent response rate). Field work was also supported with 10 selected interviews with high ranking officials in the surveyed organizations to help corroborate the results. Thereafter, data was analysed using SPSS and spread sheets, and then compared with data available from literature. Despite the presence of a rather systematic approach to training, the findings show that the current status of training in the surveyed organizations is inadequate with heavy emphasis on traditional methods throughout the three stages; the current system does not offer a holistic perspective to training and development. This study presents an exploratory investigation into the training status in telecommunication organizations. It provides a fundamental foundation for future research aimed at expanding the available knowledge within the context of the study. In addition, specific strengths and weaknesses in the current system are identified using the trichotomous model in a more practical manner. Overall, this thesis offers both professionals and academics a fresh perspective on training in Palestinian telecommunication organizations; it not only highlights the importance of training but also stresses that future initiatives and programs are more carefully designed and implemented.
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Baldry, Caroline Jane. "The impact of multi-source multi-rater (MSMR) feedback on management development." Thesis, Goldsmiths College (University of London), 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.248198.
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Westcott, Elizabeth J. "The role of coaching in the development of nurse managers." Thesis, Oxford Brookes University, 2014. https://radar.brookes.ac.uk/radar/items/0dbe0087-8e59-4edf-9b51-59e279fe40df/1/.
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There is evidence of the importance of the role of nurse managers who are first line managers of a team of nurses within any health sector. This puts the issue of the development of nurse managers on the agenda within the context of improving health care. However, there appears to be little understanding of the UK wide scope of nurse manager development and the means to increase its effectiveness. At the same time, it appears that some nurse managers receive coaching to help in their development. The aim of this study was to explore empirically the role that coaching is playing in the development of nurse managers in order to inform further research and policy makers about the potential utility and value of this means of development. This mixed methods study, using a pragmatist paradigm, gathered data from a quantitative survey and qualitative interviews. The survey was administered to elicit the national picture of nurse manager development and what role coaching was playing in this. Qualitative interviews were undertaken with nurse managers, coaches and directors of nursing to draw out their own experiences of coaching for nurse managers. Thematic analysis was the framework used for data interrogation, identifying new patterns and emerging themes. Nurse manager development was being undertaken across all four UK countries, with larger organisations being more likely to develop their managers than smaller ones. Themes that emerged from interviews included how nurse managers were introduced to coaching, how they balanced transitions, the role of reflection, the value of relationships and overlaps between clinical supervision, mentoring and coaching. Findings show that following coaching, nurse managers gained increased resilience, confidence and better coping mechanisms. This resulted in improved team management and cohesion and appeared to lead to better quality of care for patients. This study suggests the importance of nurse managers accessing coaching, to enable transformational leadership of their teams of nurses. It suggests also the importance for organisations to support a coaching culture, to ensure staff satisfaction, motivation and improved quality of patient care. A Coaching Impact Circle framework has been developed to illustrate the impact of coaching on the self, the team and the organisation.
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Wani, John Rubena. "Project Managers’ Communication Strategies for Team Collaboration in Software Development." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7769.
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Effective communication among team members in software development projects is increasingly significant for the success of the project. Successful software projects are the catalyst for achieving profitability objectives and creating shareholder value in organizations. The purpose of this single case study was to investigate communication strategies information technology (IT) project managers used for successful team collaboration in software development. The population for this study comprised senior IT project managers. The project managers had supervision responsibilities from a midsized IT company in Alberta, Canada. The sociotechnical theory guided this study as the conceptual framework. Data were collected from semistructured interviews with 13 senior IT project managers on their experiences using effective communication strategies for team collaboration. A review of 11 company documents was conducted. Using methodological triangulation and member checking of original interview transcripts served to establish the trustworthiness of final interpretations. Through thematic analysis, 4 significant themes emerged from the study: effective communication, attributes of communication, the importance of social and emotional intelligence, and the impact of postwork activities for team collaboration. The findings of this study might bring about positive change by supporting senior project managers use of communication strategies for team collaborations in midsize IT companies to increase job satisfaction and project completion.
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Ethington, Kalene Mears. "Developmental Stages Associated with Organizational Learning: An Instrument Development Study." BYU ScholarsArchive, 2019. https://scholarsarchive.byu.edu/etd/8287.
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Background: Previous research has identified four distinct developmental stages associated with organizational learning in high-performing hospital units: identity and ownership, team and respect, accountability and support, and reliability and sustainability. We designed a research instrument to measure these constructs. The purpose of this thesis was to establish the content and predictive validity of this instrument.Methods: The Organizational Learning Development Instrument (OLDI) consists of a total of 35 items in Likert-scale format. Item-level and instrument-level content validity were assessed using three cycles of cognitive interviewing with 28 nurses, and eight expert ratings. The OLDI was administered to nurses in Magnet® hospitals via a web-based survey. National Database of Nursing Quality Indicators (NDNQI) and Hospital Consumer Assessment of Healthcare Providers and Systems (HCAHPS) reports were used for comparison of hospital performance. Predictive validity was tested using multiple linear regression. Based on a power analysis for multiple linear regression, reaching 80% power, with a medium effect size of 0.15, an alpha of 0.05, and five predictor variables, the target sample size was 92 hospital units.Results: Results from 63 inpatient units in 11 Magnet® hospitals were used. The scale- level content validity for this instrument was 0.95 and item-level content validity index scores ranged from 0.86 to 1.0, suggesting excellent content validity. No significant relationships were found between OLDI results and NDNQI measures. Significant correlations (P<.05) were found between several OLDI constructs and HCAHPS composites.Discussion: Correlations with HCAHPS scores help validate the OLDI, as well as the theory underlying the instrument. The OLDI may not have predicted NDNQI measures due to a lack of instrument sensitivity or because NDNQI results are strongly influenced by other factors. Nurse managers can use the OLDI to predict unit performance related to patient satisfaction and to determine actions that may improve unit performance. Replicating this study with a larger sample size and more diverse hospital performance and more uniform unit type could further validate this instrument.
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Kazi, Shehnaz. "Parameters of managerial effectiveness and development of third sector managers. An empirical study of HIV NGO managers in India." Thesis, University of Bradford, 2017. http://hdl.handle.net/10454/16807.
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This unique and first-time research explores the parameters of effectiveness among HIV/AIDS and development NGO managers in India. The aim of this research has been investigate and explore how these managers perceive and view their own effectiveness at work. This research contextualises Analoui's Model (1999, 2002) of eight parameters of managerial effectiveness and three contextual factors, which explores and identifies the inter-relationship between the factors and causal influences which form the basis for their increased effectiveness. The methodology employed include qualitative semi-structured individual interviews with 16 NGOs managers and 2 focus-group interviews with 16 non-managerial staff. The results revealed a myriad of factors and influences concerning the NGO managers’ perception, managerial skills and competencies, organizations criteria for effectiveness, opportunities, demands and constraints involved, as well as the inter-organisational relationship and the dominant managerial philosophy of effectiveness. All the parameters of effectiveness and contextual factors of the Model (1999, 2002) apply and are suitable for this context, however, based on the main findings and in-depth discussions, the model has been adapted and modified in order to fit this unique and complex, highly diverse, holistic, multi-faceted and culturally specific context. The findings also indicate to numerous inter-linked factors both internally and externally of the NGOs and, include various training and development (T&D) needs for managers, with implications for the formation of adequate policies and implementation of relevant development programmes to improve and increase NGO managers effectiveness in India.
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Yarnall, J. M. "The impact of self development initiatives on career satisfaction." Thesis, University of Brighton, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.263077.
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Al-Madhoun, Mohammed Ibraheem. "Management-training and development for small and micro enterprise managers : an assessment of management training programmes for small and micro enterprise managers' development in Palestine." Thesis, University of Bradford, 2003. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.572690.
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Robertson, Mary Eileen. "Virtual learning for health care managers." Curtin University of Technology, Department of Media and Information, 2006. http://espace.library.curtin.edu.au:80/R/?func=dbin-jump-full&object_id=17001.
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The health industry in Canada, as well as in other industrial countries, has been in the process of reform for many years. While such reform has been attributed to fiscal necessity due to increased health costs, the underlying causes are far more complex. Demographic changes, new technologies, expanded health care procedures and medications, increased demand and the globalization of health services have all contributed to the change and complexity of the industry. Health reform varies from country to country. In Canada, with a publicly funded health industry, the main reform method has been regionalization. This decentralized reform method arranges health services under a regional corporate management structure. The primary objective of this study was to assess the effects of health reform on the educational development of health-care managers in British Columbia, a western province of Canada. The study had a two-fold approach; to ascertain how health reform had changed the skill needs of health-care managers, and whether e-learning could benefit health management education. The key research questions that guided the study were: How might recent changes in the health industry have affected the learning needs and priorities of health-care managers? What factors might hinder attempts to meet any learning needs and priorities of health-care managers? and What benefits might e-learning provide in overcoming hindrances to effective health management education?<br>A combination of quantitative (survey closed questions) and qualitative (survey open-ended questions, interviews and stakeholder feedback) methods was employed in this study. Overall, this study is described as productive social theory research, in that it addressed a recognized change in learning needs for health-care managers following a period of health reform, a socially significant phenomenon in the health industry. Relying on such tools as a survey, interviews, and stakeholder discussions, data was collected from over five hundred health-care managers. The data collected in this study provided valuable insight into the paradigm shift occurring in the educational needs of these managers. The study found that health reform had expanded the management responsibilities of healthcare managers and increased the complexity of service delivery. Restructuring of the health industry decreased the number of managers, support systems, and career opportunities for managers and increased the manager’s workload, communication problems and the need for new knowledge and skills. In addressing the learning needs of health-care managers, the study found there were limitations in health management educational opportunities available to health-care managers. The findings also show that current health management education was focused on senior managers leaving the majority of industry leaders with limited learning opportunities to upgrade their knowledge and skills at a time of great organizational change.<br>In addition, a classroom format dominated the learning delivery options for many managers. A list of fourteen management skills was used in the survey instrument to ascertain what new skills were needed by health-care managers following thirteen years of health reform. The findings show that of the fourteen skills, twenty-nine percent of health-care managers had no training and fifty-seven percent received their training through in-service, workshops and seminars. Irrespective of gender, age, working location and education the data showed that healthcare managers were mainly receiving training in change and complexity and people skills with less training occurring in planning and finances. Using the same fourteen skills, health-care managers priorized their immediate learning needs, listing the top three, as: evidence-based management, change and complexity and financial analysis. While evidence-based management and financial analysis could be attributed to the introduction of a corporate management structure in the health industry, change and complexity was an anomaly as managers were already receiving training in this skill. Health industry stakeholders believed this anomaly was due to continued uncertainties with ongoing health reform and/or a need for increased social interaction during a time of organizational change. In addressing the many learning needs of health-care managers a new health management education strategy was proposed for the province which included the need for an e-learning strategy.<br>The e-learning approach being proposed in this study is an integration of skill training and knowledge sharing directly blended into the workflow of the managers, using a variety of learning technologies. To support this idea, the study found that the majority of health-care managers were not only familiar with e-learning, they also felt they had the computer and Internet skills for more learning delivered in this manner. While a strong need for face-to-face learning still remained, a blended e-learning strategy was proposed for skill training, one that would accommodate the learning needs of managers in rural and remote areas of the province. Knowledge sharing technologies were also proposed to improve the flow of information and learning in small units to both newcomers and experts in the industry. Since this would be a new strategy for the province, attention to quality and costs were identified as essential in the planning. The study found that after years of health reform a new health management educational strategy was needed for the health industry of British Columbia, one that would incorporate a number of learning technologies. Such a change in educational direction is needed if the health industry wishes to provide their leaders with a responsive learning environment to adapt to ongoing organizational change.
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Sarker, Pradipta K., and mikewood@deakin edu au. "Phenomenological inquiry into the experience of web project managers." Deakin University. School of Information Systems, 2003. http://tux.lib.deakin.edu.au./adt-VDU/public/adt-VDU20051208.091736.
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The advent of the Internet and the World Wide Web has been instrumental in bringing about the growth in the implementation of web-based information systems (WBIS). Such systems are designed with the aim of improving productivity, data accuracy, and the reduction of paperwork and administrative overheads. Moreover, unlike their conventional non-web-based predecessors, the WBIS are commonly aimed at users who are casual and untrained, geographically distributed and non-homogenous. The dissemination of WBIS necessitates additional infrastructure support in the form of a security system, workflow and transaction management, and web administration.
WBIS are commonly developed using an evolutionary approach, whereby the version of the application, acquired from the vendor, is first deployed as a pilot, in order to gather feedback from the target users before the evolutionary cycles commence. While a number of web development methodologies have been proposed by existing research, there is a dearth of empirical evidence that elucidates the experiences of project initiators in pursuing the evolution of web services, a process that undoubtedly involves dealing with stakeholder issues.
This research project presents a phenomenological investigation of the experiences of project managers with the implementation of web-based employee service systems (ESS), a domain that has witnessed a sharp growth in Australia in recent times. However, the project managers rich, multidimensional account of their experiences with the implementation of ESS revealed the social obstacles and fragility of intra-organizational relationships that demanded a cautious and tactful approach. Thus, the study provides a socio-organizational perspective to web projects in contrast to the functionalist paradigm of current web development methodologies. The research also confirms that consideration of the concerns of stakeholders by project managers is crucial to the successive cycles of ESS evolution. Project managers address stakeholder concerns by pursuing actions that are aimed at encouraging ESS usage, but at the same time, such actions can have consequences necessitating subsequent iterations of system enhancement and improvement. Finally, the research also discovered that despite the different socio-political climate prevalent in various organizations, in which ESS are being implemented, the experiences of project managers in dealing with stakeholder concerns can be captured and independently confirmed in terms of their perceived relevance and usefulness in problem-solving within the application domain.
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Bown-Wilson, Dianne. "Career plateauing in older managers: A systematic literature review." Thesis, Cranfield University, 2008. http://dspace.lib.cranfield.ac.uk/handle/1826/4629.
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Economic changes have resulted in a new contextual spectrum for career development with relatively secure, hierarchical, organizational structures at one end and flatter, de-layered, insecure environments at the other. This narrative review explores the literature relating to the psychological determinants of career plateauing in older managers against such a background.
The body of literature informing this issue was analysed using the systematic review method. This is designed to produce a transparent and replicable account of how pertinent studies are located and the basis on which they are either included or rejected through use of explicit relevance, generalisability, and quality criteria. The overall outcome is a synthesis and summary of what is known about the topic, the limitations of the review, and identification of gaps in knowledge - the latter forming recommendations for future research.
The findings of this review indicate that a range of subjective determinants may play a part in career plateauing in older managers including fairly stable attributes such as personality, and individual and social identity, and more fluid factors such as attitudes, and motivation. Motivation may be driven by one or more goals including future success, present job satisfaction or ongoing personal development.
Numerous other determinants may play a role but little evidence is available as to how the range of potential influences operates at an individual level. Further qualitative research is needed into individual older managers’ experiences and how they may differ according to gender.
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Xaba, Mgadla Isaac. "Management development as a task of school managers at institutional level / Mgadla Isaac Xaba." Thesis, Potchefstroom University for Christian Higher Education, 1999. http://hdl.handle.net/10394/8995.
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This study investigated management development as a task of school managers by
focusing on: • the need for a new education management development approach in South African schools; • the nature and scope of management development; • the international and national perspectives on the education management development practice; • current education management development activities in Gauteng schools; and • an education management development model for Gauteng schools.
The literature study exposed the need for a new education management development
approach in South African schools, the nature, scope and major aspects of
management development. Furthermore, management development approaches,
techniques and methods as well as guidelines for a new holistic approach are
described. The investigation into the education management development practice for
school managers exposed advanced levels in this regard in the UK and USA.
Malaysia, Zimbabwe and Namibia are engaged in customising effective programmes
for school managers. South Africa is focusing on a holistic approach, with a
significant step taken being, the establishment of the National Institute for Education
Management Development.
The empirical study consisted of a structured questionnaire distributed to a sample
population of I 08 school principals, 80 deputy principals and 210 heads of
departments to investigate their management development needs, experiences and
activities. Main findings revealed a lack of training for school management,
uncoordinated education management development programmes, with existing ones
being reactions to crisis situations, and ill-defined management roles for school
managers. School principals seem solely responsible for school management, thus
exposing a need for a school-based management development approach.
The management development model developed for Gauteng schools focuses on
whole-school development, recognises the participatory management vision of the
new education system, includes stakeholder involvement in education management
development and provides school managers with a model that employs the ODE
Quality Assurance Framework.
The major recommendations flowing from this study include customising education
management linguistics for South Africa, defining job descriptions for school
managers, preparing and inducing school managers, setting education management
qualifications for education management posts and institutionalising the National
Institute for Education Management Development.<br>Thesis (PhD)--PU for CHE, 1999
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Bown-Wilson, Dianne. "Career progression in older managers : motivational and gender differences." Thesis, Cranfield University, 2011. http://dspace.lib.cranfield.ac.uk/handle/1826/6840.
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This study explores what UK managers aged 50 and over perceive as career progression at a time in life when opportunities for further promotion may have ceased. It examines motivational drivers and subjectively significant personal and organizational influences on career progression. It also investigates whether motivation for career progression is perceived to have changed over the career and the extent to which it may differ between male and female older managers.
The research adopted a qualitative, inductive approach using a phenomenological methodology. Fieldwork comprised semi-structured interviews with 27 male and 13 female managers aged 50 and over from two large, UK financial services organizations. The findings show how motivation for career progression in managers aged over 50 is driven by individually diverse patterns of career drivers, personal and work-related influences, and attitudes towards career opportunities. These can be classified into a number of career progression orientations.
The study contributes to knowledge in the area of subjective psychological career mobility in late career and the balance which individuals maintain between the organizational and personal aspects of their career. It demonstrates that motivational drivers of career progression are perceived to change over the career and that career progression is linked, on an individual basis, to past, current and future career mobility which may extend past the traditional retirement transition. It also reveals that, in general, older female managers may exhibit a greater drive for self-realisation through later life career renewal than their male counterparts.
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Brelsford, Noelle. "Do middle level managers contribute to strategic development? : a study of the practices of middle level managers in strategic renewal." Thesis, University of Southampton, 2014. https://eprints.soton.ac.uk/378257/.
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This qualitative research explores the third-order sensemaking practices of middle level managers that could be seen as antecedents of strategic renewal within their organisations, and whether these micro-practices are context-specific or generalisable and transferable. The intention is to answer calls for deepening our understanding of the practices of middle level managers on influencing and changing strategic actions (Jarzabkowski and Spee, 2009; Kwee et al., 2011; Mantere, 2008; Rouleau and Balogun, 2007, 2010), and contribute to the juxtaposition of the bodies of literatures on strategic renewal, Strategy-as-practice, middle level managers and sensemaking. The every day micro-practices of middle level managers have the potential for far-reaching consequences at a macro-level on their organisation’s competitive advantage. The important role of middle level managers in strategy processes has been recognised for a considerable time (Bower, 1970; Burgelman, 1983; Floyd and Lane 2000; Floyd and Wooldridge, 1992, 1997; Nonaka, 1998). However, it has only been in the last decade that there has been a sizeable increase in the literature which discusses the role of middle level managers in strategy processes, viewing them as key strategic actors (Currie and Procter, 2005). In addition, there is also increasing focus on the role of middle level managers emerging from within a number of key process themes in the strategy literature: Strategy-as-practice (Jarzabkowski, 2005, 2008; Jarzabkowski and Spee, 2009; Johnson et al., 2003, 2007; Whittington, 1996, 2003); strategic renewal (Agarwal and Helfat, 2009; Kwee et al., 2011); and sensemaking (Maitlis and Sonenshein, 2010; Rouleau and Balogun, 2007, 2010). This socially constructed qualitative strategic management research (Patton, 2002) is looking at the phenomenon that preceeds and gives rise to strategic renewal, a second-order change process, through the sensemaking practices of 40 middle level managers in different change contexts, combined with an interpretivist approach. Interviews were held with 40 middle level managers involved in organisational transformation. The interviews intended to provide explanatory depth and causal insight to the complex, inter-related and dynamic phenomena in this study (Sayer,1992; 2000), and the agency of the middle level managers (Archer, 2007). Findings indicate that middle level managers’ formal conscious sensemaking practices are more likely to contribute to exploitation, whilst informal sub-conscious sensemaking practices are more likely to contribute to exploration within strategic renewal. Evidence is emerging that ‘issue recognition’ and ‘feeling emotions’ with related informal and sub-conscious sensemaking mechanisms have greater causal effects on renewal, and that enabling factors such as organisational size, diversity and culture, as well as external influences, underpin third-order sensemaking processes among middle level managers.
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Botha, Petrus Albertus. "Development of a holistic wellness model for managers in tertiary institutions." Thesis, Pretoria : [s.n.], 2007. http://upetd.up.ac.za/thesis/available/etd-11222007-163310.
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Chan, Chi-kin, and 陳志健. "The role of housing managers in sustainable development of residential properties." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 2013. http://hdl.handle.net/10722/194916.
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Since the formal announcement of the guiding principles of sustainable development in the 1999 Policy Address, sustainable development has become a hot topic in various industries. Housing management is one of the fields that sustainable development principles could be taken place. It was believed that the diversified job natures of housing management give potential opportunities to enhance sustainable development. The aim of the project is to find absent the potential roles of housing manger in contributing the sustainable development.
Before applying the concept of sustainable development into housing management, in order to study the rationale behind this concept, the emerge of this idea and its historical development would be discussed.
While the functions of housing manager were differentiated in different countries and different properties, the fundamental job function would be discovered, followed by the evolution of change till the modern century.
To investigate the prospective relationships between the living environment and sustainable development, residential property was chosen as the scope of this study. Six residential apartments with different scales and different management structures were selected for case studies. It was found that there are numbers of opportunities for housing manager to enhance the sustainable development in the housing estates, while most of these opportunities were related to the job functions of housing manager.
The study found that housing manager could be a good facilitator to integrate the effort of all stakeholders in constructing a sustainable living community.<br>published_or_final_version<br>Housing Management<br>Master<br>Master of Housing Management
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Foster, David William. "Structuring the self-development of nurse managers as an organizational imperative." Thesis, London South Bank University, 1998. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.265590.
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Cullina, Helen T. "Leadership development in Egypt : how indigenous managers construe Western leadership theories." Thesis, Heriot-Watt University, 2016. http://hdl.handle.net/10399/3068.
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This research examines the ways in which Egyptian managers make sense of the leadership theories they are exposed to in their work interactions and their in-house leadership development training. This empirical study utilizes Personal Construct Theory to uncover how the indigenous managers construe Western evolved leadership theories. The research strategy follows a phenomenological paradigm, based on a comparative case study centered on an international design consulting firm headquartered in the Middle East region. The data collection tools, i.e., the Repertory Grid Technique (RGT), Personal Value Statements and Storytelling are consistent with an inductive, constructivist approach. The findings illustrate differences in how leadership theories are construed by indigenous managers compared to their UK counterparts and consequently which theories are more and less favoured. An emergent finding that evolved from this enquiry was the differences between Egyptian managers’ espousals and actual day to day leadership practices. This finding raises greater awareness of the role that cultural values play in the cross-cultural arena of leadership. The ethnographic technique of Storytelling brought to light the influence of national culture when leadership is enacted. The findings and results of this thesis throws some much needed light onto a geographical area that recent political events have brought to prominence as well as making a contribution towards understanding the potential barriers of transferring knowledge between cultures that differ in several important ways. The results are also useful from the perspective of Training and Development. Western trainers working in the Middle East region in addition to indigenous trainers seeking to provide effective leadership development programs will be able to discern which Western leadership theories to focus on, adapt and or disregard.
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Severan, Debra Devillier. "A Qualitative Approach to Transfer of Training for Managers in Leadership Development." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/7570.
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Learning and development (L&D) professionals in a Fortune 500 company were unable to determine whether managers who completed leadership development courses were transferring what they learned to their work practices. The purpose of this qualitative single instrumental case study was to uncover the factors that accelerated or impeded the transfer of training for employees in the workplace. The conceptual framework was social cognitive learning theory with emphasis on the triadic reciprocal causation model. Guiding questions were used to explore 2 areas: (a) how managers described their preparedness to transfer the training to their jobs, and (b) how managers described their perceptions of the transfer of training from the concepts learned in class to practical job application. Data were collected through one-on-one online interviews with 12 managers who had completed a leadership development course. Data analysis included organizing the data; reading them multiple times; developing codes, categories, and themes; and interpreting the findings. Over 90% of the participants stated that they felt prepared to implement the training after the class. However, only half reported a moderate to high level of confidence incorporating the training into their work. A 3-day professional development project was designed to heighten awareness of the benefits of advancing the transference and application of training with a strong focus on driving social change in the workplace through improved interpersonal skills between managers and their direct reports.
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Longton, B. "management behaviour and management information systems." Thesis, Open University, 1988. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.381688.
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Ndlovu, Sophia Madiekolo. "The role of circuit managers in the professional development of school principals." Diss., University of Pretoria, 2017. http://hdl.handle.net/2263/65452.
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The research examined the professional development of principals in their Highveld Ridge East, H/Ridge West, Bethal, Lekwa West circuits. The purpose was to investigate the role of the circuit managers in the professional development of their principals. The main driver of the study was that in the current climate the emphasis is on student performance, and school leaders are held accountable for the quality of teaching and for how much learners learn. Society expects the principals to be accountable for learner performance and the quality of teaching. In the current national and state policy the assumption is that effective principal leadership is central to student achievement and is in fact the most powerful force for improving school effectiveness and for achieving excellence in education. The argument is made that according to the National Education Policy Act of 1996 and the National Policy Framework for Teacher Education, the Department of Education gives guidelines and points out the importance of teacher development. The study then investigates the role of circuit managers in the professional development of principals. The main research question and sub-questions were used to understand the participants’ perceptions and experiences of the phenomenon that is professional development. The methodology adopted in this study is qualitative which seeks to understand how circuit managers execute their responsibilities with regard to the professional development of principals. Data was collected by means of semi-structured interviews which involved three principals and four circuit managers. Literature revealed the need for circuit managers to be more empowered with skills to develop and support their principals. The misunderstanding about professional development leads principals to be unclear of the boundaries between their daily management tasks and professional development. Curriculum assistance and guidance were regarded as professional development.<br>Dissertation (MEd)--University of Pretoria, 2017.<br>Education Management and Policy Studies<br>MEd<br>Unrestricted
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Mundy, M. "Senior management perceptions of staff development provision in further education colleges in Wales." Thesis, University of South Wales, 1989. https://pure.southwales.ac.uk/en/studentthesis/senior-management-perceptions-of-staff-development-provision-in-further-education-colleges-in-wales(78520b4f-6f47-436b-bcc2-bdd46c84598f).html.
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The primary purpose of the research is data generation relating to management perceptions of staff development provision in Welsh FE institutions, with the subsidiary aim of identifying weaknesses and omissions in provision and suggesting methods for effecting improvements. After presenting an overview of factors contributing to the growth of staff development provision in FE (chapter 1), the current 'state of the art' is determined by an examination of relevant literature,(chapter 2). Four major themes are identified and employed as research guides and parameters - staff development policies, methods of needs analysis, approaches to provision and evaluation. The research methodology generates data of both a nomothetic and ideographic nature by means of pilot studies, questionnaire survey, case studies involving interviews and repertory grids and the design and testing of a staff development model, (Chapter 3). The investigation proceeds in four stages - a preliminary survey which assesses the accuracy of perceptions derived from the literature survey; a general survey of Welsh FE colleges by means of questionnaire analysis; the conducting of case studies in which college managers' perceptions are examined by interview and completion of repertory grids; the design and testing of a practical effective staff development model which focuses on specific weaknesses and omissions identified by the research, (Chapters 4,5,6,7 and 8). It is found, (Chapter 9), that current provision shows only modest advances when compared with staff development theory and practice highlighted in the literature. In particular college policies, needs analysis systems, approaches to provision are quite rudimentary and inappropriate, with systematic evaluation of provision non-existent. It is also found that deficiencies in practice are matched by similar deficiences in the manner in which current staff development provision is perceived by managers, as indicated by the interviews and repertory grid analyses. It is further found that a staff development model can be a useful tool for improving the understanding and planning of staff development and that it is possible to conduct a meaningful and productive evaluation of a college's provision by means of a practical effective model, having as its focus the principle of holistic evaluation.
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Breedt-Maree, Leane. "Maximising the return on investment for training and development of middle managers." Diss., University of Pretoria, 2017. http://hdl.handle.net/2263/64897.
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It is generally accepted that training and development is essential for any business, but few businesses can confirm if these programmes have produced a positive return. Businesses generally still make use of the traditional evaluation methods, even though there is clear evidence that the outcomes are not satisfactory. There is a body of literature on how to evaluate training and development but very little on how to maximise its return on investment (ROI). This study aims to determine the best practices on how to maximise the ROI for training and development of middle managers. The interest in the development of middle managers is important as it has been overlooked in the literature.
Qualitative, exploratory research methods, were adopted to gain new insights to determine the factors that are optimal for pre, during and post training and development phases. A total of 22 semi-structured, in-depth interviews were conducted with three different stakeholder groups: seven training providers who train middle managers, seven with middle managers who attended management training and development within the last two years, and a further eight with the managers responsible for training and or development of middle managers within their organisations. Each interview was analysed by means of thematic content analysis.
The findings from this research add to the existing literature in the field of ROI on training and development for middle managers. The critical success factors for each of the phases were established, as was the detail of the ideal roles of the three key stakeholders. The need for assessment to be built in at every stage and the support and involvement of the line manager throughout the process are both key to increasing the ROI. A new finding determines the usefulness of conducting repetitive evaluations, instead of only one evaluation at the end of the programme. Training providers felt it necessary to engage in a more collaborative process with the other stakeholders which is a major new finding in the field. The managers on the other hand felt it more important for the training providers to improve the design of the training programmes which would ultimately have a positive impact on the ROI of training and development of middle managers.<br>Mini Dissertation (MBA)--University of Pretoria, 2017.<br>pa2018<br>Gordon Institute of Business Science (GIBS)<br>MBA<br>Unrestricted
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Hurst, Alan G. "Management education, training and development of construction managers : will they ever learn?" Thesis, Nottingham Trent University, 2009. http://irep.ntu.ac.uk/id/eprint/161/.
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This thesis investigates the current state of education, training and development ofconstruction managers in the UK by undertaking three strands of research. The first research strand undertakes a longitudinal study to determine the structure of the UK construction industry, and how it has evolved into its present form. Using published Government reports the industry is analysed in terms of the levels and distribution of employment within the industry and the numbers, sizes and types of construction companies that comprise the construction industry. The second research strand comprises a study of the current state of education, training and development of construction managers amongst the top 150 UK construction companies. Research, using a postal questionnaire, is undertaken to establish, firstly, company policies and attitudes towards education, training and development of construction managers; secondly, company policies and attitudes towards links with higher education establishments; and thirdly, the extent of ICT availability to construction managers that could be used to support continuing education, training and development of those managers. Questionnaire responses were either cross-tabulated and subjected to statistical analysis using Chi-Square Tests and Symmetrical Measures to establish the statistical significance of the responses; or were ranked using Relative Importance Indices to determine company attitudes and preferences. The third strand of research comprises a desktop study of the continuing professional development (CPD) requirements of seventeen of the principal professional institutions serving the construction industry. The research establishes the various requirements, policies, practices and procedures incumbent on the institutions’ members undertaking CPD activities. This thesis concludes, firstly, that the construction industry is becoming evermore fragmented as the number of small trades contractors continues to increase together with a continued growth in self-employment and agency working in the industry. This has a negative impact on management education, training and development as the increasing fragmentation makes this more difficult for smaller firms and selfemployed workers to accommodate. This thesis concludes, secondly, that construction companies are dominated by a task-culture, resulting from the project-based nature of the industry and the competitive way that work is procured. Consequently, construction companies tend to focus on meeting short-term financial and production objectives rather than longterm development strategies required for effective staff education, training and development. Thirdly, this thesis concludes that the principal drivers for education, training and development of managers in the construction industry are not the construction companies, but the professional institutions to which construction managers might belong. It is the institutions requirements for CPD for admission to, and continuation of, membership that provides one of the key drivers for undertaking CPD by managers. However, the adoption of new Construction Industry Council (CIC) recommendations by the professional institutions is producing a move away from formalised , often time-based, CPD requirements towards a requirement that CPD should be undertaken on an ‘as needs’ basis according to the members position and requirements. This has the potential to create loophole that could undermine all attempts to maintain or raise management standards through CPD. Finally, this thesis concludes that for management standards in the construction industry to be raised, continuing education, training and development of managers must become fully embedded in the culture of the construction industry, not just the professional institutions. CPD requirements should be formally linked to both academic standards and achievement, as well becoming a mandatory requirement of all supervisory and managerial grades of schemes such as the Construction Skills Certification Scheme (CSCS).
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Dhaya, Jateen. "The role of experience in the development of bar managers' social competencies." Thesis, Rhodes University, 2008. http://hdl.handle.net/10962/d1002794.
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This research study analysed the role that experience played in the development of bar managers’ social competencies. Given the social nature of the bar environment, social competencies were perceived to be essential managerial competencies that enable bar managers to manage employees and consumers to ensure that employee and consumer satisfaction is maintained. The literature reviewed discussed the importance of managerial competencies and the composition of social competencies. Experience was conceptualized to develop an understanding of the informal learning method through which competency development occurs. Data was captured through face-to-face interviews, which were based on the Critical Incident Technique (CIT). The data was analysed using the open coding procedures of grounded theory. This research study proposed a process to explain how experience contributed to the development of social competencies. The proposed process, which is called the Social Competency Cache Development Process (SCCD Process), ultimately indicated that experience contributed to bar managers’ social competencies through a reflection process, the residues of experience, and through the familiarity of situations and results. This research study found that experience contributed to the development of bar managers’ social competencies within a process that established an awareness of unfamiliar social competencies or reinforced the effects of familiar effective social competencies. Experience was also found to promote the transition between novel situations and familiar situations, which in turn enabled bar managers to effectively assess social situations and select effective responses to social situations. Consequently, experience improved the probability of bar managers implementing effective social competencies to ensure employee and consumer satisfaction. In essence, experience shaped bar managers’ accumulation of social competencies by promoting the addition of new social competencies or the reinforcement of existing social competencies.
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Ewald, Klara, and Philip Wredberg. "Multicultural teams’ post acquisition : Challenges for employees and managers." Thesis, Jönköping University, 2021. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-53100.
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Today’s fast-paced and global market has added pressure on firm’s to constantly strengthen their competitive advantage. Over the last couple of years, mergers and acquisitions (M&A) have become an increasingly used strategy for firms to acquire resources that cannot be developed internally. However, M&As often fail to achieve the initial purpose. The purpose of this study was to investigate two research questions; RQ1: What are the effects on employees in a newly created multicultural team that is the outcome of a merger between two firms? and RQ2: How can managers manage these effects, in order to create a successful team integration?To gain understanding of the phenomena, and their respective connections, qualitative research has been conducted. Through a multiple case study design, and data collection in the form of interviews, empirical data was obtained. In total eight interviews were conducted with individuals originating from different roles and acquired firms. Their experiences and emotions were later analysed through thematic analysis and coding.The findings of this study add an additional layer to the conclusions of previous studies within the area of multicultural team integration, post-acquisition. Well-communicated integration strategies have been deemed important; this study confirms that statement. However, the findings of this study provide evidence that transparency should be considered an important dimension of the communication strategy, in order to increase employee satisfaction.
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Patton, Karen L. "A career path study of women managers in the service industry of higher education and women managers in the hospital industry in the midwest." Virtual Press, 1991. http://liblink.bsu.edu/uhtbin/catkey/774751.
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The purpose of the study was to examine the career paths of women managers in the service area of higher education and women managers in the hospital industry service area. A secondary purpose was to identify factors that influence the advancement of women managers in those areas.This research outlined the career paths of women managers in the service industry in educational and in non-educational organizations. It identified encouragements and impediments to the promotion of qualified women in the areas of management within the service industry.Findings from the study show that there is no significant difference between the career paths of women managers in higher education and women managers in the hospital industry. There are no differences between the education, training, length of tenure, motivation for employment, mentoring, emotional support or career impediments of women managers in service area of both higher education and the hospital industry.The following conclusions were drawn from the study:1. Women in the service field of higher education and the hospital industry face very similar histories.2. Entry into the profession can be found through a variety of sources and it is through the investigation of these sources that a woman will find entry into this field.3. Very few women reported career impediments and many reported having the emotional support of family and friends.4. The true reason why the experienced, educated, trained woman manager has not progressed up the career and salary ladder until the past several years has not been found. Both groups are being motivated by opportunity for advancement and salary.5. Most women managers in the service have been the determinants of their own career advancement. The women desiring to become managers in the service field must realize that the future of her career and its advancement lies with her own decisions and her own initiative. The woman manager must be responsible for her own future.<br>Department of Educational Leadership
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Gilmore, Sarah. "Life in the frying pan : towards the training and development of football managers." Thesis, University of Portsmouth, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.343395.
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Beymer, Mark A. "Self-Concept Competency of National Aeronautics and Space Administration Research and Development Managers." PDXScholar, 1989. https://pdxscholar.library.pdx.edu/open_access_etds/1380.
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Boyatzis has stated that "true" management competencies are characteristics of a manager which differentiate superior from average and below average performance. Boyatzis, however, treats a manager's self-image (self-concept) as a "threshold" rather than a "real" competency. Lafferty's research, which has measured relationships between several lifestyle (self-concept) variables and corresponding organizational behavior, has found that performance differences between average and high performing managers are associated with differences in self-concept construction. The researcher proposes to treat variations in self-concept measurements from managers as indications of their relative management competency. Thisresearch investigates seventeen hypotheses relating to the self-concepts of high performing, mid-level technical managers employed in the National Aeronautics and Space Administration (NASA).
The Level 1: Life Style Inventory, developed by Lafferty, was administered to high performing, mid-level managers (118 aerospace technical and 43 non-technical) from nine major Research and Space Flight Centers, and the agency Headquarters, attending a Management Education Program. Measurement of 16 self-conceptand 4 biographical variables were compared and contrasted with self-concept measurements accomplished by Lafferty on samples of engineers, supervisors and mid-level managers.
Three major conclusions are reached. (1) NASA technical managers exhibit an unusual degree of satisfaction when compared with other supervisors and mid-level managers and a self-actualizing management style. (2) The self-concept characteristics of high perfectionism and dependence in NASA technical managers should be studied further, based on Cooke and Rousseau's findings that high measurements in these variables are associated with a greater number of symptoms of strain and Lafferty's findings concerning associations between high measurements of these variables and disfunctional managerial behavior. (3) Evidence is provided by researchers, like Garfield, that while management experience may be significantly associated withself-concept increases in achievement and helpfulness orientations, and self-concept assumptions of these managers may preclude them from significant increases in their self-actualization.
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Flores, Daniel Francisco. "Effect of Leadership Development Programs in the Workplace: Strategies for Human Resource Managers." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4441.
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Business leaders face the challenge of developing their employees to assume leadership positions within their organizations. However, business leaders devote less than 10% of their time to developing employee leadership capabilities through leadership development programs, resulting in poor leadership development programs designed to prepare employees to assume leadership positions. Using transformational leadership theory, the purpose of this multicase study was to explore strategies that human resource managers use to improve their employee leadership development programs. Participants were purposefully selected for their experience improving employee leadership development programs in organizations in Silicon Valley. Data were collected via semistructured interviews over Skype with 3 human resource managers and a review of organizational documents related to the improvement of leadership development programs. Data were analyzed using methodological triangulation through inductive coding of phrases and words. Three themes emerged from this study: CEO involvement was paramount for leadership development program success; fostering a learning organizational culture promotes innovation, engagement, and trust; and training is most successful when completed as a series. The implications for positive social change include the development of local and global leaders empowered to address larger problems, including homelessness, disease, lack of cultural acceptance, and environmental sustainability.
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Ross, Frances M. "Managerial career development for women in health contexts : metamorphosis from quandary to confidence." Curtin University of Technology, School of Nursing, 1997. http://espace.library.curtin.edu.au:80/R/?func=dbin-jump-full&object_id=10880.
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The aim of this study was to construct a theory for women's managerial career development that explained how women in health care services and health science faculties achieved senior management positions and developed their careers. It sought to discover the main barriers to career progress and achievement of senior level positions by women in health related organisations and to identify how women managers dealt with obstacles. In-depth interviews with 35 women managers in senior positions in 19 different organisations from three different cultural regions formed the major data source; observations, field notes, personal and operational journals, documents, and literature supplemented this data.This research was conducted in two phases. In phase one a descriptive approach was used to develop propositions about women managers and their careers. These propositions formed the guidelines for phase two. The second phase used grounded theory methods, incorporating feminist and interpretative perspectives to identify the previously inarticulated core problem shared by participants. The barriers that women encountered were the contradictory, inconsistent and incompatible assumptions about their potential to have long term careers and ability to move into senior level management positions.These assumptions had been received during their life and educational experiences, as well as from their organisations. The gendered context of health care organisations and university educational institutions contributed to the limited career aspirations and career progress of women with health professional qualifications. By applying grounded theory strategies for analysis of the data, it was discovered that the women managers dealt with this problem through a core process, labelled metamorphosis, a four stage process for overcoming assumptions. This core variable was the way these women ++<br>managers moved from managing without confidence to managing with confidence and assurance.This process occurred over time having four stages, each involving different activities and strategies. The progressive spiral stages were: being in a quandary (struggling with incompatible and contradictory assumptions); observing, examining and reflecting (on the impact of internal and external assumptions on their behaviour in organisational contexts, then realising that opportunities existed); learning and reframing (the managerial skills in order to re-frame their assumptions about the traditional characteristics of a manager); and finally change and transformation into being confident managers, so developing women's presence in management.The findings generated a theory which proposed a managerial career development model for enabling women to manage with confidence and assurance. The outcome was a theoretical model which recognised the dynamic interaction between contexts (professional, organisational, political, economic, cultural, and research); a picture of women managers (personal beliefs, skills, characteristics, attributes of life long learning, relationship between life and career roles, and ways of changing contexts); and the inner energy force creating women's presence in health related organisations (core process and power of their metamorphosis).Contributing to the development of this theory of metamorphosis was the recognition that being and doing research with women involved valuing the personal learning process. This thread has been integrated into the research fabric to strengthen the reflective and personal experiences of research. Using and valuing women's stories enabled their voices and visibility to be taken out of the shadows and demonstrated that they can be pioneers in their own lives. The sense of collaboration in research, education, and community ++<br>healing will gain from encouraging women to aspire to leadership and management positions.
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Evans, Michele Denise. "Evaluation of training for building based data managers within a scientifically based reading research program." The Ohio State University, 2004. http://rave.ohiolink.edu/etdc/view?acc_num=osu1092699843.
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Dreyfus, Christine Reberta. "Scientists and engineers as effective managers: A study of the development of interpersonal abilities." Case Western Reserve University School of Graduate Studies / OhioLINK, 1991. http://rave.ohiolink.edu/etdc/view?acc_num=case1055514711.
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Ffolliott, Peter F., Leonard F. DeBano, Gerald J. Gottfried, Malchus B. Jr Baker, and Carlton B. Edminster. "Hydrologic Information in the Madrean Biogeographic Province: A Bibliography for Planners, Managers, and Research Workers." Arizona-Nevada Academy of Science, 1998. http://hdl.handle.net/10150/296507.
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Witherspoon, Naomi O. "Female Managers' Perceptions of Developing a Mentoring Program: A Phenomenological Study." Thesis, NSUWorks, 2014. https://nsuworks.nova.edu/fse_etd/6.
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Despite the increased rate of women in the workplace and more women acquiring advance degrees, there are still barriers in the workplace that hinders the advancement of women. The focus of this qualitative study was first to understand the perceptions and beliefs of six female managers' experiences during the developmental process of an all-female mentoring program. The second focus was to provide information on the importance of mentoring in the development and advancement of women in the workplace. Utilizing a phenomenological methodology, a descriptive approach was employed to examine and describe the thought processes and subjective views of the participants' role, understanding, and expectation of the program development.
The purpose of this applied dissertation was to examine and describe from the participants' perspectives the factors that hindered the successful development of the mentoring program. Based on the analysis of the data collected from the semi-structured interviews, four themes emerged: (a) purpose for mentoring program development, (b) perception of barriers to mentoring program development, (c) perception of management role in program development, and (d) perception of program outcome.
The data collected as a result of this study revealed five findings: (a) mentoring programs are an important human resource intervention, (b) the lack of top management support and commitment adversely affected the successful development of the mentoring program, (c) the successful development of a mentoring program requires the clear establishment of the program goals and objectives, (d) research does not fully support the findings that women in senior positions will advocate for women in lower ranking positions, and (e) the top management role is an essential component in the continued success of mentoring programs. This study offers insight into female managers' perceptions of the barriers that affect mentoring program development and insight into the development of successful mentoring program.
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Skytt, Bernice. "First-line Nurse Managers' Preconditions for Practise : The Important Interplay between Person and Organization." Doctoral thesis, Uppsala : Acta Universitatis Upsaliensis, 2007. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-8314.
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Ademba, Elvis. "Factors that positively contribute to the development of managers into leaders within an organizational hierarchy." Diss., University of Pretoria, 2010. http://hdl.handle.net/2263/23762.
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The need for this research stems from the need for organisations to develop, nurture and grow managers into leadership positions and identifying the factors that positively contribute to this growth within organisational hierarchy. In this study, leadership and management skill requirements are conceptualised as being layered or segmented, and are described using a one-by-one grid matrix. Based on this grid, this study utilises up to of five categories of management and leadership requirements: managing oneself, managing others, managing teams, managing functions and managing companies. The model is then tested in a sample of ninety two (92), junior, midlevel, and senior managers, within an organisation hierarchy. A quantitative research methodology was utilised, with self-administered questionnaires, developed to test for management and leadership dimensions among employees within an organisational hierarchy. Based on this the study explores those factors that contributed the transitioning of employees from managers into leadership positions. Findings support the element of the model through the emergence of the leadership skill requirement categories. Findings also support the second portion of the model in that different categories of leadership skill requirements emerge at different organisational levels, and that jobs at higher levels of the organisation require higher levels of all leadership skills. In addition, although certain skill requirements are important across organisational levels, certain strategic skill requirements only fully emerge at the highest levels in the organisation. However on management skill levels, it was found to be not conclusive, the findings show that management skill requirements are important across organisational levels, irrespective of the employee’s level in the hierarchy, be it at the lower or highest levels in the organisation. Lastly it shows that for management and leadership development, individual and personal traits are not as critical for managers and management development, however they are extremely critical for leaders and leadership development, as one transitions up the hierarchy within an organisation. This proved to be a valuable tool for conceptualising leadership skill requirements across organisational levels. Copyright<br>Dissertation (MBA)--University of Pretoria, 2011.<br>Gordon Institute of Business Science (GIBS)<br>unrestricted
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Galhena, Bandula Lanka. "Managerial career plateaue : determinants, consequences and coping strategies /." Agder : Department of Economics and Business Administration, Universitetet i Agder, 2008. http://brage.bibsys.no/hia/bitstream/URN:NBN:no-bibsys_brage_5932/1/master_okad_2008_galhena.pdf.
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Makoni, Eric. "Employee Engagement Strategies That Healthcare Managers Use to Increase Organizational Performance." ScholarWorks, 2019. https://scholarworks.waldenu.edu/dissertations/6730.
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The annual cost of low employee engagement in Australian workplaces was $18.7 billion in 2015. Healthcare managers who adopt employee engagement strategies have the potential to achieve robust clinical, operational, and financial results that benefit both the organization and the community as a whole. The purpose of this single case study was to explore effective employee engagement strategies that some healthcare managers used to increase organizational performance. Social exchange theory was the conceptual framework for the study. Data were collected through semi structured interviews with 8 healthcare managers in Queensland, Australia. Participants who implemented successful employee engagement strategies were selected using a snowball sampling technique. Data analysis consisted of generating themes through coding using a deductive approach and reporting emergent themes. Five key themes that emerged from the data analysis were psychological ownership, job resources, leadership, training and development, and rewards and recognition. The process of member checking ensured that findings accurately represented participants' views. Recommendations from the study highlight the need for healthcare managers to implement employee engagement strategies that motivate discretionary efforts, resulting in improved quality patient care and organizational performance. The implications for positive social change include providing healthcare managers with effective employee engagement strategies that could improve patient experiences, operational efficiencies, and quality healthcare provisions in the healthcare industry.
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Yin, Tianran. "Leadership development for Chinese managers in cross culture learning context : an empirical action research in China." Thesis, Rennes 1, 2014. http://www.theses.fr/2014REN1G040.
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Depuis la réforme économique de la Chine en 1979, des milliers de dirigeants chinois ont travaillé au sein de multinationales, ils ont été inspirés par une solide expérience managériale et une vision globale. Du fait des différences culturelles entre la Chine et l’Occident, la maîtrise du leadership pour les patrons chinois dans un contexte professionnel de plus en plus interculturel et mondialisé, s’impose plus que jamais. Notre recherche empirique nous a conduite à analyser des données issues de l’observation, d’interviews en profondeur, ainsi que d’une expérimentation in situ, en immersion professionnelle, afin de répondre aux questions suivantes : Que signifie aux yeux de dirigeants chinois, la notion de «leadership global» ? A quelles difficultés, quels défis les dirigeants chinois sont-ils confrontés pour développer leurs capacités de leadership interculturel? Comment différents facteurs culturels influencent-ils le développement du leadership interculturel des dirigeants chinois ? Notre recherche nous a permis de comprendre comment le leadership interculturel peut être développé selon un modèle basé sur un cadre théorique interdisciplinaire. Nous avons pu proposer un prototype de développement du leadership en milieu interculturel qui doit permettre d’identifier le dirigeant doté d’un haut potentiel en matière de leadership interculturel et contribuer à optimiser ses talents en ce domaine<br>Thousands of Chinese managers have been working in multinational firms since the economic reform of China in 1979; they all have been inspired by its sound management experience and global vision. In view of the distinct culture between China and Western countries, leadership development for Chinese managers in cross cultural working environment becomes very important.As the first action empirical research on this topic we analyzed data from observation, in-depth interviews and quasi-experimentation to answer the questions: “What is global leadership for Chinese manager?” “What are the difficulties and challenges for Chinese managers to develop their cross cultural leadership?” “How various cultural factors influence Chinese leaders’ cross-culture leadership development?” Research finding had figured out the mechanism of how leadership can be developed with a cross culture leadership development model based on interdisciplinary theoretical framework, a cross culture leadership development prototype have been proposed to identify high potential cultural intelligent leaders and help to develop them efficiently
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Peterson, Kristian A., and Ross M. Gammill. "Analyzing capital allocation for energy efficiency improvements by commercial real estate investment managers." Thesis, Massachusetts Institute of Technology, 2009. http://hdl.handle.net/1721.1/54858.
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Thesis (S.M.)--Massachusetts Institute of Technology, Program in Real Estate Development in Conjunction with the Center for Real Estate, 2009.<br>This electronic version was submitted by the student author. The certified thesis is available in the Institute Archives and Special Collections.<br>Cataloged from student submitted PDF version of thesis.<br>Includes bibliographical references (p. 118-120).<br>Numerous studies have shown that retrofitting an office building with energy efficiency improvements can significantly reduce operating costs, yet many existing office buildings have not been retrofitted. The objective of this paper was to explore the incentives and motivations of various parties throughout the real estate management chain to better understand why investments in energy efficiency are not more prevalent. The paper focuses on investor-owned multi-tenant office properties. The authors explored the question from a qualitative and quantitative methodology. The qualitative study consisted of interviews with key players in the real estate management chain including property managers, asset managers, portfolio managers, and institutional owners. The quantitative study consisted of a financial model to compare competing alternative capital investments. The competing investments consisted of a cosmetic improvement which was modeled to either increase rents or decrease leasing costs and an energy efficiency improvement which was modeled to decrease utility costs. Multiple permutations were tested in each scenario in order to gauge the sensitivity of returns in each scenario. Both methods were designed to understand how industry participants allocated capital to energy efficiency improvements. The study determined that financial considerations are the primary drivers behind real estate investment decisions. Secondary factors that drive investments in energy efficiency improvements include fostering a positive public image, winning new business, and focusing on environmental responsibility.<br>(cont.) Recommendations to increase investment in energy efficiency conclude the paper. Increased investment in energy efficiency will result if managers recognize that energy efficiency projects can decrease the volatility of returns, and that these returns are maximized by making the investment in energy efficiency prior to significant lease rollover.<br>by Kristian A. Peterson [and] Ross M. Gammill.<br>S.M.