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1
Géblová, Jana. "Job description of an employee in a forwarding company." Master's thesis, Vysoká škola ekonomická v Praze, 2008. http://www.nusl.cz/ntk/nusl-9147.
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Williams, Victor G. "The Information System used During the Job Description Process for New Military Personnel and Its Effect on Job Satisfaction." NSUWorks, 1997. http://nsuworks.nova.edu/gscis_etd/923.
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The purpose of this study was to investigate job satisfaction within the military which resulted from the information system used during the job description phase for new military personnel entering the service. The study was conducted by using 210 new military personnel who entered the United States Army.
The participants in the study were divided into three major job classification groups. The three groups were Combat Arms, Combat Service Support, and Service Support. Each participant used either the traditional/current job description process (print and picture s) or an automated information system. The results of the study showed that it was a significant relationship bet ween the traditional/current job description process (print and pictures) and the automated information system. The participants who used the automated information system showed more job satisfaction. A statistical analysis was performed on the internal, external, and overall job satisfaction scores. All scores for the participants who used the automated information system were below the level of significance. The level of significance (alpha) for this study was. 05. The Minnesota Satisfaction Questionnaire was used to obtain the scores used in this study.
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Mokolwane, Shodzani Tina. "The training, employment and job effectiveness description of public relations practitioners in Botswana." Thesis, Cape Peninsula University of Technology, 2015. http://hdl.handle.net/20.500.11838/2304.
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Thesis (MTech (Public Relations Management))--Cape Peninsula University of Technology, 2015.Public relations (PR) is still a generally unexplored terrain in Botswana and many public relations practitioners (PRPs) are therefore experiencing challenges to either obtain worthwhile training and valid and applicable job descriptions or support from management where they are working. This is due to a large misunderstanding of what the profession entails. This career and study discipline certainly seems to be misconceived, misunderstood and misappropriated in many organisations and even in individual managers’ minds. Some of these misconceptions reflect that public relations is not sufficiently separated and distinguished from the other study fields and career descriptions in the discipline of communication studies, such as marketing, journalism, integrated marketing communications, corporate communication, branding, propaganda, publicity and advertising. This is a residual effect of earlier appointments of so-called public relations practitioners as the wine-and-dine attendees on the social circuit of a company who need to make a favourable impression of the business and the people on other stakeholders. There is no formal and professional public relations body in Botswana. The Public Relations Institute of Southern Africa (PRISA) is in the process of establishing a local chapter, which could be the beginning of an answer to the misconceptions about the country’s public relations industry. Qualitative and quantitative research approaches were used to collect data, the questionnaires were self-administered and the researcher carried out interviews. The triangulation method was used as one of the strategies to validate the research results. The total population of the study amounted to 110 participants. Unfortunately not all participants completed and returned the questionnaires, but 89 have completed and returned them, while seven interviewees participated. As for the collection of data, the pilot questionnaires were carried out with 18 participants and the pilot findings formed part of the research findings. For sampling of the population, the purposive or judgmental sample was used, based on the fact that the sample had knowledge on the researched title.
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Little, James. "A Comparison of the Situational and Patterned Behavioral Description Interview in Predicting Job Performance." TopSCHOLAR®, 2000. http://digitalcommons.wku.edu/theses/725.
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The preference for the use of employment interviews over other selection measures is evident in the wide usage, popularity and the vast amount of research on the utility and psychometric properties of interviews over the last 60 years. Although the vast majority of interview research has focused on the factors influencing the interviewer's rating and comparing unstructured to structured interviews formats, little in the way of comparing structured formats (i.e., the situational interview and patterned behavioral description interview) has been performed. This researcher addressed this specific concern in regard to soft-skills in a retail setting. After development of situational and patterned behavioral description interview questions, the validity of both types of interview questions in predicting job performance was measured. Both interview formats had good inter-item and inter-rater reliability. Overall, the situational interview was a better predictor of current "Customer Service" performance and overall year-end performance than the patterned behavioral description interview. The situational interview accounted for significant incremental validity beyond the patterned behavioral description interview for the overall performance data but not for the current "Customer Service" performance.
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Taylor, Nathan O. "Reducing pastoral burnout : a description of the potential causes and percieved [sic] needs of pastors." Virtual Press, 2008. http://liblink.bsu.edu/uhtbin/catkey/1399194.
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Protestant pastors in America are leaders who provide guidance in spiritual matters to millions of people. The demands of their work can be stressful and overwhelming, leading to burnout. Burnout results in some pastors leaving their leadership positions, which has a negative impact on the members of the congregation as well as the pastors themselves. This study's goal was to determine the perceived needs of pastors, in order to prevent burnout, and the kinds of resources they perceive would best meet their needs. This study utilized a qualitative approach in the collection, description, and analysis of data. The results revealed pastors feel over-extended and face unrealistic expectations in their work. Support systems, such as clergy groups may be helpful in combating these. Taking time off, spiritual renewal practices, and exercise are some important practices many of the pastors in this study agreed would be beneficial as well.Fisher Institute for Wellness and Gerontology
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Jelenová, Lucie. "Analýza podmínek pracovní spokojenosti v PIKE Electronic, spol.s r.o se zaměřením na motivaci pracovníků." Master's thesis, Vysoká škola ekonomická v Praze, 2008. http://www.nusl.cz/ntk/nusl-5006.
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This diploma thesis consists of theoretical and practical parts. The theoretical part reviews some theories of motivation as well as theories of work motivation. Secondly, it describes the relationship between motivation, job satisfaction and performance. Thirdly, there is a description of job satisfaction factors. In the practical part, job satisfaction was analysed in the particular company and a few recommendations to the company management were made. The company situation was revised after ten months and other recommendations to the management were made.
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Fakir, Zaida. "The relationship between career anchors and job satisfaction amongst employees within a leading Retail organisation in the Western Cape." Thesis, University of the Western Cape, 2010. http://etd.uwc.ac.za/index.php?module=etd&action=viewtitle&id=gen8Srv25Nme4_7220_1361367676.
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In the current recessionary cycle in which individuals finds themselves, it is interesting to see whether organisations and individuals have changed their strategies or whether they pursued their tried and tested inherent mechanisms of recruitment/work selection. In recessionary times, organisations would usually have a bigger pool to select from whilst employees, in turn, would try to position themselves in a stable work environment. From an organisational perspective, organisations have also undergone major transitions such as downsizing, merges and acquisitions, right sizing, restructuring, and reengineering. These changes have a direct impact on employees&rsquo
level of motivation and job satisfaction (Ellison &
Schreuder, 2000). The concept of a traditional career that an employee occupies for a lifetime performing one type of work in an organisation no longer exists. Instead, employees now work for more than one organisation in their lifetime. These changes entail that employees need to be flexible and adaptive in making career decisions (Schreuder &
Coetzee, 2006). Career anchors can be operationalized as a representation of self- perceived talents, motives, values and abilities that guide employees to make career decisions. Schreuder and Coetzee (2006), are of the opinion that if employees are not familiar with their
career anchors, they could find themselves trapped in work environments that are not satisfactory and would continually be questioning themselves. Suutari and Taka (2004) emphasize the fact that there needs to be a fit between the careers of employees and the work environment. If there is no fit between the career anchors of employees and the work environment then employees are likely to become dissatisfied which may result in a high turnover of staff with a corresponding low productivity rate. This study investigates and explores the phenomenon of career anchors based
on Schein&rsquo
s 1978 career anchor theory and how these career anchors affect employees level of job satisfaction. The Career Anchor Inventory and the Job Descriptive Index were administered to a sample of 154 employees at a leading retail organisation who completed the questionnaires. The results of this research study indicate that there are significant relationships between biographical factors and career anchors as well as between biographical factors and job satisfaction and similarly between typology of career anchors and dimensions of job satisfaction.
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Shirey, Maria R. "Stress and Coping in Nurse Managers: A Qualitative Description." Thesis, Connect to resource online, 2009. http://hdl.handle.net/1805/1866.
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Thesis (Ph.D.)--Indiana University, 2009.Title from screen (viewed on August 28, 2009). School of Nursing, Indiana University-Purdue University Indianapolis (IUPUI). Advisor(s): Anna M. McDaniel (Chair), Mary L. Fisher, Patricia R. Ebright, Bradley N. Doebbeling. Includes vita. Includes bibliographical references (leaves 140-154).
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Banks, Pierre W. "Exploratory Study of Generational Differences in Facets and Overall Job Satisfaction of a Division in a Multi-state Healthcare Provider." Bowling Green State University / OhioLINK, 2019. http://rave.ohiolink.edu/etdc/view?acc_num=bgsu1554425954469182.
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Faßauer, Gabriele, Dirk Eckhardt, and Maria Senftleben. "Professionals unter Druck - Analyse und Auswirkungen aktueller Herausforderungen für Ärzte." Saechsische Landesbibliothek- Staats- und Universitaetsbibliothek Dresden, 2015. http://nbn-resolving.de/urn:nbn:de:bsz:14-qucosa-170084.
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Im Beitrag werden wesentliche Herausforderungen denen Ärzte als Berufsgruppe aktuell gegenüberstehen aufgezeigt und in Bezug auf ihre Auswirkungen hinsichtlich des traditionellen ärztlichen Berufsbildes diskutiert. Ärzte können dabei als Angehörige einer geradezu klassischen Profession betrachtet werden. So werden im Beitrag allgemeine professionsspezifische Merkmale, wie z.B. die Anwendung hochspezifischen Wissens, der hohe Autonomiegrad in Bezug auf die Durchführung der eigenen Tätigkeit oder die Orientierung an einem „Berufsethos“, auf Ärzte übertragen und spezifiziert. Anschließend werden Herausforderungen in Form 1) der Entwicklung zur Wissens- und Informationsgesellschaft, 2) des demographischen Wandels in Deutschland und insbesondere 3) die aktuellen Tendenzen einer neuen politischen Steuerungslogik von Gesundheitsleistungen erläutert. Dann wird aufgezeigt, dass diese Tendenzen in vielerlei Hinsicht eine Bedrohung für das traditionelle professionelle Berufsbild des Arztes darstellen, indem etwa eine Aushöhlung des ärztlichen Wissensbestandes wahrgenommen werden kann oder die bisherigen Standards des ärztlichen Arbeitsvollzuges hinterfragt werden. Diese Bedrohung äußert sich dabei u.a. in konkreten Handlungskonflikten, denen Ärzte in ihrer alltäglichen Berufspraxis, d.h. im täglichen Umgang mit Patienten, gegenüberstehen. Insofern behandelt der Beitrag zugleich mögliche Auswirkungen auf den ärztlichen Arbeitsvollzug und die Erbringung von Gesundheitsleistungen. Der Fokus richtet sich dabei insbesondere auf die ärztliche Praxis in Krankenhäusern. Letztlich wird hervorgehoben, dass Erkenntnisse über Professionen, professionelle Handlungsmuster und die damit zusammenhänge Steuerungslogik professioneller Leistungen in sogenannten „professionellen“ oder „bürokratisch-professionellen“ Organisationen von genereller Wichtigkeit sind, um die aktuell ablaufenden Veränderungsprozesse in medizinischen Einrichtungen analysierbar und in ihrer sozialen Dynamik als auch ihrer Ergebnisse interpretierbar zu machenThe paper shows that German hospital clinicians are faced with crucial challenges to their professional self-understanding nowadays. For this, clinicians are introduced as professionals by explaining specific characteristics of their occupation, like the knowledge intense activity or the high grade of work autonomy. Further the papers explains that the present challenges express conflicts between the traditional occupational orientation of clinicians and new expectations referring to the manner of clinical work. Three main challenges are to identify 1) the development of a knowledge intensive society, with growing possibilities to get information about disease diagnosis and therapy 2) the demographic change and 3) the partly corresponding changes in the political steering of public health services. The paper points out, that these developments threat traditional professional orientations as they lead to a socially perceived hollowing out of medical knowledge and a change of professional standards of medical performance. It is to highlight that these conflicts cannot only get separated as subjective or psychological problem of clinicians. Moreover these conflicts influence the concrete treatment of patients in hospitals. In this way, the paper delivers insights to analyse, understand and judge present change contents and change dynamics in „professional organizations” and „bureauprofessional organizations”
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Cunha, Sara Ribeiro. "Levantamento e análise das funções dos colaboradores de uma empresa prestadora de serviços de outsourcing de IT." Master's thesis, Instituto Superior de Economia e Gestão, 2014. http://hdl.handle.net/10400.5/7463.
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Mestrado Gestão de Sistemas de InformaçãoO presente trabalho tem como finalidade o desenvolvimento de um levantamento e análise das funções dos colaboradores de uma empresa prestadora de serviços de outsourcing de Tecnologias de Informação (TI) a International Business Machines (IBM). Pretende-se definir funções, claras e objetivas, através de entrevistas aplicadas a colaboradores que compõem a organização e apresentar uma redação final de descritivos de funções, culminando na apresentação de propostas de melhoria à IBM. Em termos metodológicos, o projeto, assente numa revisão bibliográfica pertinente, procura encontrar o modelo mais adequado à realidade da IBM. Foi efetuado um estudo documental no que respeita à análise e descrição de funções, para se perceber o que se podia adequar a este projeto e quais as necessidades de melhoria para que fosse desenvolvido da forma mais adequada à realidade desta empresa e do mercado em que se insere.
The main purpose of the present study is the description, analysis and classification of the functions of the employees of a company providing outsourcing of information technology (IT) services International Business Machines (IBM). It is intended to define functions, clear and objective, through interviews applied to the employees from the organization and present a description of the functions, culminating in the presentation of some improvement proposals to IBM. Supported by a relevant literature review, the study applied a methodology that looked for the model best suited to IBM's reality. A documentary analysis concerning the analysis and job description was made, in order to understand which model would be a better fit for the study goals, as well as what would be the appropriate improvements to optimize it to this particular company needs and market in which it operates.
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Рябоконь, Юлія Миколаївна, and Yuliia Mykolaivna Riabokon. "Системний аналіз посадових обов'язків державних службовців органів виконавчої влади та місцевого самоврядування в Сумській області." Master's thesis, СумДПУ імені А. С. Макаренка, 2020. http://repository.sspu.edu.ua/handle/123456789/11322.
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В роботі схарактеризовано структуру виконавчої влади та місцевого самоврядування в Україні та Сумській області; визначено стан дослідженості проблеми компетентності та професіоналізму держслужбовців; обґрунтовано методологію та методи дослідження посадових обов’язків держслужбовців; сформовано вибіркову сукупність посадових інструкцій держслужбовців для аналізу та розроблено методику контент-аналізу цих документів; здійснено контент-аналіз вибіркової сукупності посадових інструкцій держслужбовців Сумської області; здійснено порівняльний аналіз посадових інструкцій держслужбовців та профілів їхньої компетенції; вироблено рекомендації щодо вдосконалення процедури розробки, структури та змісту документів, що визначають службові обов’язки та вимоги до державних службовців.The paper characterizes the structure of executive power and local self-government in Ukraine and Sumy region; the state of research of the problem of competence and professionalism of civil servants is determined; the methodology and methods of research of official duties of civil servants are substantiated; a sample set of job descriptions of civil servants for analysis has been formed and a methodology for content analysis of these documents has been developed; a content analysis of a sample set of job descriptions of civil servants of Sumy region; a comparative analysis of job descriptions of civil servants and profiles of their competence; recommendations were made to improve the procedure for developing, structure and content of documents defining job responsibilities and requirements for civil servants.
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Inácio, João Miguel Maia. "Análise e descrição de funções na Joper." Master's thesis, Instituto Superior de Economia e Gestão, 2014. http://hdl.handle.net/10400.5/7488.
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Mestrado em Gestão de Recursos HumanosO presente relatório surge no seguimento do estágio realizado no Departamento de Gestão de Recursos Humanos da JOPER Equipamentos Agrícolas S.A. no âmbito do Trabalho de Final de Mestrado em Gestão de Recursos Humanos. Ao longo do período de estadia na organização foi possível realizar inúmeras tarefas, como a participação da elaboração do Relatório Único e do processamento salarial, no entanto verificou-se um maior enfoque na Análise e Descrição de Funções. O objetivo deste trabalho consiste em descrever as tarefas realizadas durante os três meses de estágio, no entanto devido ao grande envolvimento no processo de Análise e Descrição de Funções, o enquadramento teórico terá o foco nesta prática. Após efetuado o enquadramento far-se-á a apresentação da JOPER e a caracterização dos seus Recursos Humanos. Posteriormente descrevem-se as atividades e tarefas realizadas pormenorizadamente. De seguida será analisada a aplicação do processo de Análise de Funções e a consequente elaboração das Descrições e Especificações de Funções à luz da revisão da literatura. Por fim, será efetuada uma conclusão crítica, apresentando as limitações e a avaliação pessoal
The present document reports my internship at JOPER Equipamentos Agrícolas S.A. in the Human Resources Department. This internship was part of the Master's degree in Human Resources Management. Throughout the period of stay in the organization I was able to participate in numerous tasks such as preparation of Relatório Único and payroll, however there was a greater focus on Job Analysis and Descriptions. The objective of this study is to describe the tasks performed during the internship, however due to the large involvement in the Job Analysis and Description the theoretical framework will focus on this practice. After the literature review will be done to the presentation of JOPER and the characterization of its Human Resources. Later we describe the activities and tasks performed in detail. Then we will analyze the application of the Job Analysis process and the consequent development of Job Descriptions and Specifications in the light of the literature review. Finally, a critical conclusion will be made by presenting the limitations and personal assessment.
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Marques, Ana Rita Pires. "Desenvolvimento do sistema de análise e descrição de funções da Associação Mais Proximidade Melhor Vida." Master's thesis, Instituto Superior de Economia e Gestão, 2015. http://hdl.handle.net/10400.5/10607.
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Mestrado em Gestão de Recursos HumanosEste trabalho tem como principal fim o desenvolvimento de um Sistema de Análise e Descrição de Funções para a Equipa Técnica da AMPMV. Assim, através do uso de técnicas de investigação como os diários, a observação direta, análise documental e entrevista semiestruturada a todos os colaboradores da organização, o produto desta investigação será a redação de um Descritivo e Especificação de funções para cada uma das 7 funções existentes no seio da Equipa Técnica da Associação. A definição de funções claras e objetivas tornará as suas características e a dos seus executantes mais visíveis, o que possibilitará o desenvolvimento de todas as práticas de Gestão de Recursos Humanos. Igualmente, a existência de um Sistema de Análise e Descrição de Funções proporcionará um aumento da capacidade de resposta da AMPMV às constantes mudanças ambientais que está sujeita. No fundo, permitirá incrementar a sua competitividade.
This project's main purpose is the development of an Analysis and Description of Functions System for the AMPMV Technical Team. Therefore, through the use of investigation techniques such as diary logs, direct observation, documented analysis and semi-structured inquiry of all organization?s employees, the product of this investigation will be a Function Descriptive and Specification for each of the seven functions existing within the Association Technical Team. The definition of clear and objective functions will make its characteristics and the characteristics of its performers most visible, which will make possible the development of all Human Resources Management practices. The same way that the existence of an Analysis and Description of Functions System will increase the responsiveness of AMPMV to the constant environmental changes that is subject. Overall, it will increase its competitiveness.
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Doodhnath, Manesh M. "Experiences of advanced psychiatric nurses on their practice in an Occupational Specific Dispensation hospital setting." University of the Western Cape, 2013. http://hdl.handle.net/11394/4075.
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>Magister Scientiae - MScIn South Africa, the Occupational Specific Dispensation (OSD) for professional nurses provides a structure for training and career progression in the Public Health Sector. It necessitates the urgency for professional nurses who are working in specialty units at hospitals, to study further in advanced post-graduate nursing sciences programmes, e.g. advanced psychiatric nursing. Professional nurses were not informed about the implications of the OSD for practice, prior to implementation. It was unclear how advanced psychiatric nurses were experiencing their practice in an OSD hospital setting. In this study, the experiences of advanced psychiatric nurses who were practising at an OSD psychiatric public hospital led to the description of guidelines for supporting these nurses during their practice in an OSD ward. A qualitative, exploratory, descriptive and contextual design was followed. The study population consisted of advanced psychiatric nurses (N = 50). Purposive sampling was conducted until data saturation was reached. Eight participants were included in the sample. In-depth unstructured individual interviews were conducted with each of these participants. Field notes were kept and voice recordings of all interview sessions were captured. The researcher conducted a pilot study with one participant in order to detect possible flaws that could occur during the data collection process. The data analysis where themes were identified was based on Tesch‟s method of qualitative analysis. A literature control supported the findings of this study. Subsequently, guidelines were described from the findings according to the method of Muller (2001:204-205). Trustworthiness was maintained by using the criteria of Guba‟s model; that is credibility, transferability, confirmability, and dependability. The ethical principles of the right to self-determination, withdrawal from the research study, privacy, autonomy and confidentiality, fair treatment, protection from discomfort and harm, and obtaining informed written consent was adhered to. Four themes emerged from the data that indicated: the under-utilisation of the full scope of advanced nursing skills, role conflict and overload, organisational structural barriers that delayed the implementation and practice of advanced nursing skills, and failure to conceptualise / clarify advanced nursing role that resulted in unrealistic and / or unmet expectations.
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Opatovská, Martina. "Personální řízení ve společnosti Pars nova,a.s." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2008. http://www.nusl.cz/ntk/nusl-221825.
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This diploma work analyses problems which relate with the personnel director desription of job position concept for company Pars nova a.s. It includes analysis of desription of job position and suggestion of job position to increase work efficienty in personnel section of the company.
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Claesson, Liselott, and Lisa Karlsson. "”En slags kompis som verkar bry sig och lyssnar och så” : Klienters beskrivning av case managern i relation till arbetsbeskrivningen." Thesis, Stockholm University, Department of Social Work, 2009. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-8515.
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The main purpose of this qualitative study was to describe clients’ descriptions of the professional role case manager and how it relates to the job description provided from a project in which both case managers and clients were participating. Both what case managers do and are expected to do were explored. The project involved case management in the purpose to strengthen and enhance the care and quality of life for clients who are dually diagnosed. Interviews were conducted with five clients and the result was analyzed with theoretical concepts from role theory. The clients’ descriptions of the case manager corresponded fairly well to the job description and former studies that have captured client descriptions. The role of the case manager was described as being available, flexible, outreach oriented, motivating, supportive, committed, giving immediate assistance and doing a lot of tasks. Furthermore as someone who activates the clients, goes by car, represents, clarifies, co-ordinates and should work professionally and individual-based.
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Ribeiros, Ana Luísa Cavaco. "Análise e descrição de funções na empresa Suma - Serviços Urbanos e Meio Ambiente." Master's thesis, Instituto Superior de Economia e Gestão, 2016. http://hdl.handle.net/10400.5/11890.
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Mestrado em Gestão de Recursos HumanosO presente trabalho tem como objetivo analisar os descritivos funcionais existentes na empresa SUMA - Serviços Urbanos e Meio Ambiente, e propor uma atualização dos mesmos para que respondam eficazmente a áreas core da gestão de recursos humanos. Tratando-se de uma empresa com cerca de 1700 trabalhadores, e mais de 80 funções distintas, o presente trabalho focar-se-á apenas em duas funções: cantoneiro e motorista de produção, as mais representativas do universo de trabalhadores da SUMA. Através do uso de técnicas de investigação e com base numa revisão de literatura consistente pretende-se apresentar uma proposta de descritivos funcionais concordantes com a realidade atual vivida pela empresa.
This study aims to analyze existing functional descriptions in the company SUMA - Urban Services and Environment, and propose an update them to effectively respond to core areas of human resource management. In the case of a company with about 1,700 employees, and more than 80 different functions, this paper will focus only on two functions: roadman and driver of production, the most representative of the SUMA workers universe. Through the use of investigative techniques and based on a consistent literature review is intended to propose a consistent functional descriptive with the current reality experienced by the company.
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Faßauer, Gabriele, Dirk Eckhardt, and Maria Senftleben. "Professionals unter Druck - Analyse und Auswirkungen aktueller Herausforderungen für Ärzte." Technische Universität Dresden, 2007. https://tud.qucosa.de/id/qucosa%3A28717.
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Im Beitrag werden wesentliche Herausforderungen denen Ärzte als Berufsgruppe aktuell gegenüberstehen aufgezeigt und in Bezug auf ihre Auswirkungen hinsichtlich des traditionellen ärztlichen Berufsbildes diskutiert. Ärzte können dabei als Angehörige einer geradezu klassischen Profession betrachtet werden. So werden im Beitrag allgemeine professionsspezifische Merkmale, wie z.B. die Anwendung hochspezifischen Wissens, der hohe Autonomiegrad in Bezug auf die Durchführung der eigenen Tätigkeit oder die Orientierung an einem „Berufsethos“, auf Ärzte übertragen und spezifiziert. Anschließend werden Herausforderungen in Form 1) der Entwicklung zur Wissens- und Informationsgesellschaft, 2) des demographischen Wandels in Deutschland und insbesondere 3) die aktuellen Tendenzen einer neuen politischen Steuerungslogik von Gesundheitsleistungen erläutert. Dann wird aufgezeigt, dass diese
Tendenzen in vielerlei Hinsicht eine Bedrohung für das traditionelle professionelle Berufsbild des Arztes darstellen, indem etwa eine Aushöhlung des ärztlichen Wissensbestandes wahrgenommen werden kann oder die bisherigen Standards des ärztlichen Arbeitsvollzuges hinterfragt werden. Diese Bedrohung äußert sich dabei u.a. in konkreten Handlungskonflikten,
denen Ärzte in ihrer alltäglichen Berufspraxis, d.h. im täglichen Umgang mit Patienten, gegenüberstehen. Insofern behandelt der Beitrag zugleich mögliche Auswirkungen auf den ärztlichen Arbeitsvollzug und die Erbringung von Gesundheitsleistungen. Der Fokus richtet sich dabei insbesondere auf die ärztliche Praxis in Krankenhäusern. Letztlich wird hervorgehoben, dass Erkenntnisse über Professionen, professionelle Handlungsmuster und die damit
zusammenhänge Steuerungslogik professioneller Leistungen in sogenannten „professionellen“ oder „bürokratisch-professionellen“ Organisationen von genereller Wichtigkeit sind, um die aktuell ablaufenden Veränderungsprozesse in medizinischen Einrichtungen analysierbar und in ihrer sozialen Dynamik als auch ihrer Ergebnisse interpretierbar zu machen.The paper shows that German hospital clinicians are faced with crucial challenges to their professional self-understanding nowadays. For this, clinicians are introduced as professionals by explaining specific characteristics of their occupation, like the knowledge intense activity or the high grade of work autonomy. Further the papers explains that the present challenges express conflicts between the traditional occupational orientation of clinicians and new expectations referring to the manner of clinical work. Three main challenges are to identify 1) the development of a knowledge intensive society, with growing possibilities to get information about disease diagnosis and therapy 2) the demographic change and 3) the partly corresponding changes in the political steering of public health services. The paper points out, that these developments threat traditional professional orientations as they lead to a socially perceived hollowing out of medical knowledge and a change of professional standards of medical performance. It is to highlight that these conflicts cannot only get separated as subjective or psychological problem of clinicians. Moreover these conflicts influence the concrete treatment of patients in hospitals. In this way, the paper delivers insights to analyse, understand and judge present change contents and change dynamics in „professional organizations” and „bureauprofessional organizations”.
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Stump, Katrin. "Bibliothekare „neuen Typs“." Saechsische Landesbibliothek- Staats- und Universitaetsbibliothek Dresden, 2009. http://nbn-resolving.de/urn:nbn:de:bsz:14-qucosa-25812.
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Magnifizenz, werte Vertreter des Staatsministeriums, verehrte Bürgermeister, sehr geehrte Vertreter des sächsischen Immobilien- und Baumanagements, verehrte Mitglieder des Rektorates, liebe Kolleginnen und Kollegen aus den sächsischen Bibliotheken und der hiesigen Universitätsbibliothek, liebe Studierendenvertreter, liebe Gäste, in der Regel beginnen Reden zu derartigen Anlässen mit der Vorstellung der eigenen Person oder dem Rückblick auf verschiedene Lebensstationen. Da Sie diese Fakten auf der Website der Universität nachlesen können, gestatten Sie mir bitte, mich ein wenig pauschaler der Wahrnehmung des Bibliothekars in der Gesellschaft zu widmen.
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Broberg, Beatrice. "Chefsroll och ledarskap inom socialt arbete : En kvalitativ studie om enhetschefers syn på att vara chef inom LSS-verksamheter." Thesis, Uppsala universitet, Sociologiska institutionen, 2014. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-215657.
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This study is based on interviews with five unit managers working in the functional disabilities business. The purpose of this paper is to examine how these unit managers see their roles and their leadership, and to give the reader an insight into what it might entail to be a manager in social work. Theories applied are the role theory and three leadership theories. The previous research this study made use of affects “leadership in social work" and "manager's role and leadership style." Being a unit manager of the functional disabilities business means having a so-called middle management position, which entails expectations being directed upon them from various avenues. The results show that managers in this study specifically identify that their guidance is being directly affected by the absence of a job description, which according to the managers means they are forced to rely on themselves to construct a framework for their own professional capacity. The interviewed managers say that the lack of a job description causes a number of negative consequences, not only on their personal roles but for the business as a whole. Examples of such negative consequences have shown that the unit managers are not always certain of what is included in their role and how to prioritize between different tasks. According to the managers, the absence of a job description is ultimately driving large variations between different units in terms of how managers work. However, the results also show that the lack of a job description is affecting the managers performance in their ability to make confident, executive decisions. Factors affecting management and leadership in social work highlighted as important include education, social skills, ability to understand individuals in a group, self-awareness and humility. An important point to be emphasized is that education does not automatically make a person a good manager and leader, the personal qualities are essential.
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Tecedeiro, Rita Mafalda da Cruz. "Desenvolvimento de sistema de análise e descrição de funções para uma PME." Master's thesis, Instituto Superior de Economia e Gestão, 2016. http://hdl.handle.net/10400.5/11958.
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Mestrado em Gestão de Recursos HumanosO presente trabalho tem como principal objetivo o desenvolvimento e implementação de um Sistema de Análise e Descrição de Funções para uma pequena e média empresa de serviços, a Cilnet. Após um levantamento exaustivo de cada uma das funções existentes na organização, deu-se início à introdução de novas ferramentas de Gestão de Recursos Humanos (GRH) que até à data não eram utilizadas. Com a adoção de novas ferramentas, pretende-se tornar a organização mais competitiva, podendo fazer face às várias alterações que tem vindo a sofrer de uma forma mais segura e fundamentada. As várias funções foram documentadas recorrendo tanto práticas de entrevista, como a revisão de literatura. Foram entrevistados todos os gestores, bem como pelo menos um funcionário para cada função, totalizando 27 entrevistas. Este projeto permitiu identificar o papel de cada pessoa na empresa, tendo como objeto final a Análise e Descrição de Função de cada colaborador da Cilnet.
This work's main objective is to develop an Analysis and Job Description for a small and medium service company - Cilnet. After an exhaustive survey of each of the functions in the organization, we propose new human resources management tools. We believe such adoption will make the organization more competitive, allowing it to cope with various changes, from a safer and reasoned manner. The various functions were documented using both literature review and surveying practices. We've interviewed managers as well as, at least, one employee within each function, totalizing 27 interviews. This project allowed us to identify the role of each person in the firm. The output of this work offers the Analysis and Job Description for the Cilnet workforce.
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Martins, André Filipe de Jesus Dias. "Atualização do sistema de descrição e análise de função para colaboradores não quadro." Master's thesis, Instituto Superior de Economia e Gestão, 2012. http://hdl.handle.net/10400.5/10982.
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Mestrado em Ciências EmpresariaisOs efeitos da globalização e das alterações internas emergentes originaram a necessidade de repensar a gestão do capital intelectual dos colaboradores. Tendo isto em conta, o desafio passa por desenvolver e atualizar ferramentas de recursos humanos duma forma que melhor nos permitam analisar funções e suas respetivas competências. O objetivo do presente projeto consiste na atualização dos documentos de Descrição e Análise de Funções, aplicadas às funções não-quadro, numa multinacional da indústria química, identificando simultaneamente as competências inerentes a cada uma delas e promover ações futuras de desenvolvimento. O projeto foi desenvolvido com finalidade à resolução dos objetivos previamente identificados pela empresa, havendo por base documentação do Grupo ao qual a empresa pertence e, numa segunda fase, a técnica de entrevista por questionário a chefias para levantamento de funções e competências. Os resultados obtidos permitiram responder aos objetivos inicialmente definidos e possibilitaram dar mais um passo pela uniformização da Gestão de Recursos Humanos aplicada às funções quadro, com as não-quadro.
The effects of globalization and the emerging internal changes, led to the need to rethink the management of the intellectual capital of employees. With this in mind, the challenge is to develop and update Human Resources tools in a way that will allow us to analyze functions and also competencies. The objective of this project is to update the Job Description documents, applied to the non-cadre functions, in the framework of a chemical multinational site, also identifying the core competencies inherent to each one, and propose actions and promote future developments. The project was developed to provide the resolution of the objectives previously identified by the company, using as start point the group documentation and, secondly, the interview by questionnaire to managers, for the job descriptions updates and competencies definition. The obtained results allowed to meet the initially set objectives, and also made possible to reach one more step into the standardization of the Human Resource Management applied to the cadre functions with the non-cadre functions.
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Viegas, Teresa Isabel Carvalho Roque. "Desenvolvimento do sistema de análise e descrição de funções de uma organização de serviços." Master's thesis, Instituto Superior de Economia e Gestão, 2013. http://hdl.handle.net/10400.5/6048.
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Mestrado em Gestão de Recursos HumanosO presente trabalho tem como finalidade o desenvolvimento de um sistema de análise e descrição de funções, numa pequena empresa de serviços. O objectivo fundamental é introduzir na empresa uma ferramenta que permita o desenvolvimento de novas práticas de Gestão de Recursos Humanos, contribuindo assim para a sustentabilidade da empresa, no actual ambiente de extrema competitividade e marcado pelas rápidas mudanças. Pretende-se definir funções, claras e objectivas, através de entrevistas aplicadas a todos os colaboradores que compõem a organização e com a redacção final de descritivos de funções.
The present workpaper aim to develop a job analysis system in a small company of services. The main goal is to introduce a tool that creates a possibility to develop new human resources areas, thus contributing to the sustainability of the company, in the extremely competitive and fast changing current environment. The purpose is to get clear, objective and well defined jobs, through interviews applied to all employees of the organization and end with the writing of the document containing all the jobs descriptions.
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Moreira, Ana Lúcia Vieira Andrade Graça. "Conceção de um sistema de avaliação de desempenho para uma categoria profissional de uma IPSS na área da saúde." Master's thesis, Instituto Superior de Economia e Gestão, 2021. http://hdl.handle.net/10400.5/21624.
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Mestrado em Gestão de Recursos HumanosA finalidade deste projeto prende-se com a conceção de um sistema de avaliação de desempenho para uma categoria profissional de uma instituição particular de solidariedade social (IPSS) na área da saúde - a Associação Protectora dos Diabéticos de Portugal. O projeto teve como base uma pertinente revisão bibliográfica sobre o tema, onde foi abordada a importância geral da existência de sistemas de avaliação de desempenho, em particular no universo nas instituições do setor social. Neste sentido, foi aplicado, através do método de amostragem por conveniência, um questionário a 850 (oitocentas e cinquenta) IPSS do distrito de Lisboa de forma a analisar, de forma geral, as práticas destas instituições no que diz respeito aos sistemas de avaliação de desempenho, tendo sido posteriormente efetuada uma análise dos resultados obtidos. De forma a criar condições para o desenvolvimento deste projeto, foi previamente efetuada a análise e descrição da função e desenhado o respetivo perfil de competências. O sistema proposto baseia-se em critérios claros e rigorosos, que permitem, não só reconhecer e premiar o desempenho do colaborador, como também proporcionar um alinhamento equilibrado entre as expectativas, perceções e realidades de ambas as partes, bem como acrescentar a este processo uma dimensão de desenvolvimento e progresso que possa impactar de forma muito positiva, tanto na prossecução dos objetivos de cada colaborador, como nos da instituição.
The aim of this project is to design a performance evaluation system for a professional category of a non-profit health organization - APDP Diabetes Portugal. The project was based on a relevant bibliographic review on the topic, which addressed the general importance of the existence of performance evaluation systems, particularly in the universe of social sector institutions. Therefore, a questionnaire was applied, using the convenience sampling method, to 850 (eight hundred and fifty) non-profit organizations in the district of Lisbon in order to study the general practices of these organizations regarding their performance evaluation systems, which results were analyzed. To create conditions for the development of the performance evaluation system, each employee’s function analysis and description was previously carried out and the corresponding competence profile was designed. The proposed system is based on clear and rigorous criteria, which would allow the recognition and rewarding of the employee's performance, as well as providing a balanced alignment between the expectations, perceptions and realities of both parties. It would also add to this process a dimension of development and progress that can have a very positive impact, in the pursuit of both employee’s and the institution’s objectives.
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Bilali, Loubna. "Localization Training: Towards an Industry-based Requirements-Gathering Model." Kent State University / OhioLINK, 2018. http://rave.ohiolink.edu/etdc/view?acc_num=kent1532649023272877.
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Pedrógão, Rute Marisa Oliveira. "Análise e descrição de funções numa empresa de desenvolvimento de software." Master's thesis, Instituto Superior de Economia e Gestão, 2020. http://hdl.handle.net/10400.5/20855.
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Mestrado em Gestão de Recursos HumanosO objetivo deste projeto consistiu em desenvolver um Trabalho Final de Mestrado em Gestão de Recursos Humanos, tendo como finalidade analisar e descrever as funções transversais na organização Near Partner (NP), uma empresa portuguesa que desenvolve projetos na área de Engenharia Informática. A escolha do tema deveu-se à necessidade identificada de desenvolver e melhorar todas as áreas de RH, como o recrutamento e seleção, gestão de formação, avaliações de desempenho, gestão de carreiras, benefícios e compensações. Neste seguimento, foi possível identificar e centralizar necessidades e dificuldades, de forma a melhorar o alinhamento entre os objetivos individuais e organizacionais. Este projeto académico fundamentou-se na realidade de uma organização e por isso a metodologia baseou-se em documentação oficial, observação direta e entrevistas estruturadas.
The objective of this project was to develop a Master's Degree In Human Resources Management, with the purpose of analyse and description of transversal functions in the Near Partner (NP) organization, namely, a Portuguese company that develops projects in the area of Computer Engineering. The choice of the theme was due to the identified need to develop and improve all HR areas, such as recruitment and selection, training management, performance evaluations, career management, benefits, and compensation. In this follow-up, it was possible to identify and centralize needs and difficulty, in order to improve the alignment between individual and organizational objectives. This academic project was based on the reality of an organization and therefore the methodology was based on official documentation, direct observation and structured interviews.
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Roškotová, Hana. "Analýza práce, popis a specifikace vybraných pracovních míst v podniku MAVEL, a.s." Master's thesis, Vysoká škola ekonomická v Praze, 2011. http://www.nusl.cz/ntk/nusl-113195.
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This thesis focuses on analysis of jobs in private company MAVEL a.s. Objective of this thesis is to update current jobs descriptions, which are supplemented by specification, and to create the missing description of the selected jobs. The first part of the work is theoretical base, which is elaborated by the literature and relevant web sources. The practical part discribes the company and basic characteristics of the respondents, who were all workers of studied jobs. Next part is analysis of work, which was carried out by questionnaires. The analysis result is to create jobs descriptions, whose final version is fleshed out by interview with senior staff. Updated descriptions should facilitace the selection procedure to the given positions. At the end of the work are introduced some recommendations which should lead to more effictive HR activities in the investigate company.
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Oliveira, Liliana Cristina Ferreira Santos de. "Processos de gestão de competências na Empresa X." Master's thesis, Instituto Superior de Economia e Gestão, 2014. http://hdl.handle.net/10400.5/7268.
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Mestrado em Gestão de Recursos HumanosO relatório de estágio que a seguir se apresenta incidirá sobre a área da Gestão de Competências, concretamente nas temáticas do Recrutamento e Seleção, da Análise e Descrição de Funções e da Formação e Desenvolvimento. Decorre da proposta de estágio curricular efetuada pela Empresa X. A necessidade de ter “o Homem certo para o lugar certo” e a importância de incutir na cultura organizacional das empresas o espírito de procura pelo conjunto de skills necessários a uma função são duas das premissas analisadas neste estudo. Sistema de Gestão de Competências será outro dos focos deste trabalho. Atentas ao mercado interno e externo, as organizações deverão proceder a uma correta Análise e Descrição de Funções, a qual poderá justificar a realização de formações, que colmatem desajustes entre as necessidades de competências e as competências existentes. O recurso a um proativo Sistema de Recrutamento e Seleção de candidatos externos e/ou internos, como meio de alavancar o negócio e, por outro lado, de reter os melhores colaboradores trazendo vantagens competitivas à organização, será outra das temáticas abordadas.
The present internship report will focus on Competencies Management, particularly on the subjects of Recruitment and Selection, Job Analysis and Job Descriptions and Training and Development of Empresa X, following its proposal. The need to have “the right Man for the right place” and the importance of having the right and required skills for a specific job and, most of all, to have them in the organizational culture, are two of the most analyzed premises of this study. Management Competencies System will be another topic in focus of this assignment. Nowadays, organizations should look at the internal and external markets and enforce a correct job analysis and job description, which can justify training programs that can bridge the gap between the competencies needed and the existing ones. The use of a proactive recruitment and selection process of external and/or internal candidates, as a means of leveraging the business and secondly to retain the best employees, bringing competitive advantages for the organization, will be another topic discussed in this report.
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Senatle, Mokgabo Gwendoline. "The need for regularly updating job description plans in public sector agencies: a case study of the court service workers' position in the division of youth services within the Georgia Department of Human Resources." DigitalCommons@Robert W. Woodruff Library, Atlanta University Center, 1985. http://digitalcommons.auctr.edu/dissertations/1891.
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The primary intent of this study is to examine the effects of an outdated job description plan in the Division of Youth Services within the Department of Human Resources. Specifically, this study focuses on the Court Service Workers1 position. An attempt has been made to analyze the impact of an outdated job description plan on the validity of job information, career advancement and compensation of the Court Service Workers.
Job descriptions are primary sources of information for all aspects of Human Resource Planning - creating job description is the first important step in translating the goals of the organization into employee work activities. Reliable manpower planning cannot occur without the information that the job descriptions provide - the who, what, when and how of manpower planning cannot be resolved without this information base, hence job description information has to be regularly updated and valididated.
The major findings of this study are that the job description utilized for the position of Court Service Workers is outdated because it has not been revised since 1981. This situation has therefore resulted in inadequate compensation for the incumbents of the position. In addition, the position offers only limited career advancement to these workers. The sum total of these problems has resulted in low morale and dissatisfaction among the workers.
The main sources of information for this study were obtained from interviews conducted with the Court Service Workers and the Director of Field Services as well as questionnaires sent to the Court Service Workers. Secondary data were obtained from books, documents, pamphlets, reports and journals.
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Lobita, Vera Sofia Antunes Carmona. "Auditoria às fichas de descrições de funções da empresa Carmona,S.A. como preparação de um processo de avaliação de desempenho." Master's thesis, Último nome, Primeiro nome. data de publicação. "Título". Dissertação de Mestrado. Universidade de Lisboa. Instituto Superior de Economia e Gestão, 2013. http://hdl.handle.net/10400.5/6045.
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Mestrado em Gestão de Recursos HumanosO presente trabalho teve como objetivo auditar as fichas de descrição de funções da Carmona, S.A. e, desta forma, criar condições para o desenvolvimento de um sistema de avaliação de desempenho que permita medir o contributo de cada colaborador no âmbito das suas tarefas diárias: obter classificações objetivas, com o menor erro possível, assente em critérios claros e rigorosos, de forma a reconhecer e premiar o desempenho de cada colaborador e, ao mesmo tempo, ajudá-lo no seu alinhamento com os seus objetivos concretos. Em termos metodológicos, o projeto, assente numa revisão bibliográfica pertinente, procurou encontrar o modelo mais adequado à realidade da Carmona, S.A.. Foi feito um estudo documental no que respeita à análise e descrição de funções, para se perceber o que se podia adequar a este projeto e quais as necessidades de melhoria para que este fosse desenvolvido da forma mais adequada à realidade desta empresa e do mercado em que se insere.
This study aimed to audit Carmona, S.A.’s function description records, and create the necessary conditions to develop a performance evaluation system. This system shall measure each collaborator’s contribution, in the scope of their daily tasks. It shall focus on gathering objetive ratings, with the lowest possible error, based on clear and rigorous criteria, in order to recognize and reward each collaborator’s performance, while helping in getting him/her aligned with his/her own specific goals. Supported by a relevant literature review, the study applied a methodology that looked for the model best suited to Carmona, S.A.’s reality. A documentary analysis was made, in the scope of the functions description records structure, in order to understand which model would be a better fit for the study goals, as well as what would be appropriate improvements to otimize it to this particular company needs and market in which it operates.
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Wessel, Judith Ann. "Critical elements of the state extension specialists position /." The Ohio State University, 1985. http://rave.ohiolink.edu/etdc/view?acc_num=osu1487262825074435.
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Joseph, Corina Miki. "Family issues and rehabilitation: Do job descriptions incorporate family involvement in rehabilitation services?" CSUSB ScholarWorks, 1997. https://scholarworks.lib.csusb.edu/etd-project/1543.
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Decker, Catherine H. "Job redesign in nursing : a descriptive comparative study." Virtual Press, 1993. http://liblink.bsu.edu/uhtbin/catkey/879845.
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Job redesign could significantly impact the efficiency was obtained. This survey was comprised of nineteen scales with of the organization. The purpose of this descriptive, comparative study was to describe and compare job characteristics, general job satisfaction, and motivation potential of the job in order to diagnose the job profile of registered nurses, licensed practical nurses, and nursing assistants.The convenience sample consisted of all staff nurses, licensed practical nurses, and nursing assistants working at a 515 bed Department of Veterans Affairs Medical Center in the midwest who voluntarily agreed to complete the Job Diagnostic Survey. A response rate of 36.8% (n = 118) to measure the degree of job characteristics, motivating potential of the job, psychological states, growth need strength, general job satisfaction, and satisfaction context factors present in the current job.Mean scores were computed to measure each variable. All means for each job category were found to be over the midpoint (3.5). Growth need strength was significantly lower than the normative data for RN's and LPN's. Task identity and experienced responsibility for work outcomes were significantly lower than the norm for LPN's assigned to the acute medical area. Motivating potential was significantly lower for nursing assistants assigned to the acute medical and the long term psychiatric area.Adjusting staff assignments to encourage continuity and observation of patient outcomes, and providing direct feedback regarding performance to staff members from nurse managers were implications. Implications include combining tasks to provide a more identifiable job and enable the worker to visualize patient outcomes to a greater degree. Recommendations included further research utilizing the JDS, including comparison of various types of nurse jobs. Statistical analysis in future studies should include comparisons of these different groups.School of Nursing
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Patacho, Ana Lúcia Almeida. "A gestão dos recursos humanos na Allianz Portugal : o recrutamento, a selecção e a socialização." Master's thesis, Instituto Superior de Economia e Gestão, 2011. http://hdl.handle.net/10400.5/10124.
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Mestrado em Gestão de Recursos HumanosEste estudo tem como finalidade expor as actividades desenvolvidas durante o estágio curricular na Companhia de Seguros Allianz Portugal. O estágio teve como objectivo primordial apoiar a Direcção de Pessoas em inúmeras actividades relacionadas com as mais variadas temáticas de Gestão de Recursos Humanos, entre as quais, as áreas de Funções/Competências, Recrutamento e Selecção, Saúde no trabalho, Compensações e relações Laborais e Comunicação. No entanto, a presente análise incide maioritariamente nas práticas de Recrutamento, Selecção e Socialização utilizadas. Com base nas actividades de estágio, propõe-se a revisão de literatura relativa aos fundamentos destes três processos, em que são abordados os modelos, as técnicas e métodos aplicados em cada procedimento. Com o pressuposto de sustentar o rigor metodológico das práticas desenvolvidas e apurar o grau de satisfação e eficácia dos processos, são apresentados alguns indicadores de gestão utilizados. Por fim, a confrontação da literatura com as actividades de estágio permite demonstrar a predominância de inúmeros métodos teóricos aplicados.
This study aims to expose the key activities undertaken during the traineeship at the Insurance Company Allianz Portugal. The traineeship had as its primary objective to support the Human Resources Direction in numerous activities related to different subjects of Human Resource Management, including the areas of Job Description, Skills, Recruitment and Selection, Occupational Health, Labour Relations and Compensation and Communication. However, this analysis focuses mainly on the practices of Recruitment, Selection and Socialization used. Based on the apprenticeship activities, my proposition is to review of literature on the basis of these three processes, which are addressed in the models, techniques and methods applied in each procedure. So as to ensure the methodology precision to support the practices developed and determine the degree of satisfaction and effectiveness of the processes, I will use a number of management indicators. Finally, the comparison with the literary experience allows to demonstrate the numerous theoretical methods applied.
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Allen, Douglas Edward. "Rehabilitation in the state sector: Do job descriptions accurately reflect expected duties?" CSUSB ScholarWorks, 1995. https://scholarworks.lib.csusb.edu/etd-project/989.
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Al-Towaijry, Mohammad A. "Job satisfaction and job descriptions among middle-level managers in Saudi organisations." Thesis, University of Dundee, 1990. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.320888.
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Daniels, James Joseph. "Die implikasies van die landelike multi-graad skole konteks op die posbeskrywing van die skoolhoof." Thesis, Stellenbosch : Stellenbosch University, 2014. http://hdl.handle.net/10019.1/96115.
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Thesis (MEd)--Stellenbosch University, 2014.ENGLISH ABSTRACT: This research explored the influence of the rural multi-grade context on the nature of the work of the principal of a rural multi-grade school. I specifically looked at the job description of the school principal as set out in the South African Schools Act (84 of 1996) and how the rural multi-grade context affects the nature of the work of four principals in the Western Cape. The relationship between the interpretation of policy and its implementation has always been complex because policies are open to different interpretations by the implementers thereof. This complex relationship can be observed with the implementation of the South African Schools Act of 1996, with specific reference to articles 16(1), 16A(2) and 16(3), in the South African school community. This disjunction between the policy as formulated by policy makers and the implementation thereof by implementers is often traced to the fact that policy makers do not consider the context of the implementers of the policy properly (Bell & Stevenson, 2006:14-15). In my attempt for a better understanding of this disjunction (and the factors that contribute to it), I found the interpretive qualitative investigation the most suited methodology for this study. In this case, I used the case study as a qualitative research method. According to Patton en Cochan (2002:2), qualitative research is characterised by the goals of the research question, which relates to the understanding of certain aspects of social life and methodologies; therefore, words are generated instead of numbers for data analysis. Merriam (1998:21) defines a qualitative case study in terms of the end product as an intensive, holistic description and analysis of a single case, phenomenon or social unit. By defining and conceptualising rural multi-grade schools, I found that these schools are characterised by (a) remote areas with a sparse population and (b) poverty. Joubert (2009:4) defines rural teaching (read rural multi-grade schools) as teaching in remote areas with a sparse population, such as on farms, far from towns and cities, where learners are not exposed to the luxuries of shopping malls or industries. These environments are characterised by inaccessibility, poor or inadequate infrastructure, poverty and a lack of skills, resources, knowledge and community involvement. I conducted interviews with four principals of rural multi-grade schools. Based on results of the research study, I found that the rural multi-grade context indeed has an effect on the nature of the work of the principal. To assist principals of rural multi-grade schools, I recommend that the national education department review the staff establishments of rural multi-grade schools with regard to teachers and non-teaching staff. Furthermore, the provincial department needs to increase the monetary allocation for rural multi-grade schools by the Western Cape Education Department (WCED). In order to address the lack of support to the principals of rural multi-grade schools, specialists on multi-grade teaching should be appointed to support these schools in terms of curriculum delivery and school management.
AFRIKAANSE OPSOMMING: Hierdie studie het die invloed van die landelike multigraad-agtergrond op die aard van die werk van die hoof van ’n landelike multigraadskool verken. Ek het spesifiek gekyk na die posbeskrywing van die skoolhoof soos verwoord in die Suid-Afrikaanse Skolewet (84 van 1996) en hoe die landelike multigraad-agtergrond die aard van die werk van vier skoolhoofde in die Wes-Kaap beïnvloed. Die verband tussen interpretasie van beleid en die toepassing daarvan was nog altyd ʼn komplekse verhouding omdat beleid oop is vir uiteenlopende interpretasies deur die toepassers daarvan. Hierdie komplekse verhouding kom aan die lig wanneer daar byvoorbeeld gekyk word na die toepassing van die Suid-Afrikaanse Skolewet van 1996 (met spesifieke verwysing na artikels 16(1), 16A(2) en 16(3)) op die Suid-Afrikaanse skoolgemeenskap. Die disjunksie tussen die beleid soos deur ‘beleidmakers’ geformuleer en die toepassing daarvan deur beleidstoepassers of implementeerders van beleid kan dikwels herlei word tot die feit dat beleidmakers nie die agtergrond van beleidstoepassers of implementeerders van die beleid na behore in ag neem nie (Bell & Stevenson, 2006:14-15). In my poging om dié disjunksie (en die faktore wat daartoe aanleiding gee) beter te verstaan, het ek bevind dat die interpretatiewe kwalitatiewe ondersoek die geskikste metodologie vir hierdie studie sou wees. In hierdie geval het ek gebruik gemaak van die gevallestudie as kwalitatiewe navorsingsmetode. Kwalitatiewe navorsing word gekenmerk deur die doelstellings van die navorsingsvraag, wat verband hou met die begrip van sekere aspekte van die maatskaplike lewe en die metodes, wat woorde in plaas van getalle genereer vir data-analise (Patton & Cochan, 2002:2). Merriam (1998:21) definieer ʼn kwalitatiewe gevallestudie met betrekking tot die eindproduk as ʼn intensiewe, holistiese beskrywing en analise van ʼn enkele geval, fenomeen of maatskaplike eenheid. Met die definiëring en konseptualisering van landelike multigraadskole het ek tot die gevolgtrekking gekom dat hierdie skole gekenmerk word deur twee pertinente kenmerke: (a) dit is afgeleë met ylbevolkte omgewings en (b) armoede. Joubert (2009:4) omskryf landelike onderrig (lees landelike multigraadskole) as onderrig wat meestal in afgeleë en ylbevolkte omgewings soos op plase, gewoonlik ver van hoofroetes, dorpe en stede plaasvind, waar leerders nie aan luukshede soos inkopiesentrums of nywerhede blootgestel word nie. Hierdie omgewings word gekenmerk deur ontoeganklikheid, swak infrastruktuur, armoede en gebrekkige vaardighede, bronne, kennis en gemeenskapsbetrokkenheid. Onderhoude is met hoofde van vier landelike multigraadskole gevoer. Op grond van die navorsingresultate het ek bevind dat die landelike multigraad-agtergrond wel die aard van die skoolhoof se werk beïnvloed. Ek beveel dus onder andere aan dat die provinsiale onderwysdepartement die diensstate van landelike multigraadskole hersien wat betref onderwysers en niedoserende personeel asook dat die monetêre toekenning van landelike multigraadskole deur die Wes-Kaapse Onderwysdepartement (WKOD) verhoog word. Verder bevel ek aan dat bekwame distriksamptenare aangestel word om die skoolhoof van ʼn landelike multigraadskool ten opsigte van die bestuur van die skool en die onderwysers ten opsigte van kurrikulumlewering te ondersteun.
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Matos, Ana Rita Gomes Pereira. "Análise e descrição de funções no Instituto Português de Oncologia de Lisboa, Francisco Gentil." Master's thesis, Instituto Superior de Economia e Gestão, 2014. http://hdl.handle.net/10400.5/7438.
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Mestrado em Gestão de Recursos HumanosA Análise e Descrição de Funções tem vindo a ser amplamente abordada na literatura enquanto uma fonte de informação indispensável no sucesso das restantes atividades da Gestão de Recursos Humanos. Por forma a atrair os candidatos certos, o Recrutamento e Seleção deverá basear-se na Descrição de Funções, onde são expostos os vários elementos que definem e caracterizam a função a ocupar, assim como as características que os executantes devem possuir. Inserido nesta temática, o presente trabalho tem como objetivo descrever o processo de Análise e Descrição de Funções, realizado no âmbito de um estágio curricular no Instituto Português de Oncologia de Lisboa Francisco Gentil, uma organização de saúde pública, de natureza empresarial, vocacionada para a prevenção, diagnóstico e tratamento da doença oncológica. Foram utilizadas duas técnicas de Análise de Funções, um questionário e uma entrevista semiestruturada, tendo sido a recolha de dados realizada junto dos Assistentes Técnicos desta Instituição, com o principal propósito de informar os procedimentos de mobilidade interna. Os dados foram organizados num documento de Descrição e Especificação de Funções, e analisados segundo quatro parâmetros, com consideração à Revisão de Literatura efetuada: tarefas, conhecimentos, ritmos de trabalho e competências individuais.
Job analysis has been widely described in literature as an essential source of information for the success of other Human Resource Management activities. In order to attract the right applicants, Recruitment and Selection methods should be based on Job descriptions, where several elements that describe the position are mentioned, as well as the personal characteristics that the performer should have. As a contribution to this topic, this work aims to describe job analysis process, implemented in an internship at the Portuguese Institute of Oncology, Lisbon, a public health care organization with business nature, focused on cancer disease`s prevention, diagnosis and treatment. For this purpose, two job analysis techniques has been used, a questionnaire and a semistructured interview, whereas data was collect from technical assistants working at this Institution, with the main purpose of assist internal mobility procedures. Data was put together on a job description document, and then was broken down into four parameters, taking into account the reviewed literature: job tasks, knowledge, work rhythms and individual competencies.
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Robertson, James Kenneth. "A study of the job characteristics of the school principal's job /." Thesis, McGill University, 1988. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=61714.
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Resheske, Mark G. "A descriptive study of job satisfaction and its relationship with group cohesion." Online version, 2001. http://www.uwstout.edu/lib/thesis/2001/2001resheskem.pdf.
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Maghrabi, Ahmed Sadakah. "Development and validation of the Arabic version of the Job Descriptive Index (JDI)." Thesis, University of North Texas, 1990. https://digital.library.unt.edu/ark:/67531/metadc332630/.
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The purpose of this study was to determine the reliability of the Arabic version of the revised Job Descriptive Index. In addition, job satisfaction among managers at Saudi ARAMCO was measured and analyzed in relation to age, education, experience, national origin and management rank.
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Morgan, Robin K. "Analysis of the relationship between workers and employers perceptions of important job skills." Online version, 2000. http://www.uwstout.edu/lib/thesis/2000/2000morganr.pdf.
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Virtová, Veronika. "Analýza požadavků práce a zpracování profilů pracovních míst v podniku VK VACOVSKÝ GROUP s.r.o." Master's thesis, Vysoká škola ekonomická v Praze, 2010. http://www.nusl.cz/ntk/nusl-75372.
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This thesis focuses on determine analysis of the job requirements in the enterprise VK VACOVSKÝ GROUP s.r.o. As a part of this company have been prepared the individual job descriptions and the job specifications. This thesis is divided into three parts. The first part is characterized by the object and the purposes of the work, outlines the hypothesis and the methodology solutions. The informations needed to the job analysis were obtained through the method of the questionnaire, the personal interviews and the analysis of the corporate documentation. The second part deals with the explanation of basic concepts relating to the job analysis. The third section focuses on the characteristics of the company, describes the result of the empirical investigation and conclusions, which outlines the individual job descriptions, the job specifications and the new organizational structure.
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Donnelly, Laura Ferri. "Capturing utility judgments across jobs: toward understanding and generalization." Diss., Virginia Polytechnic Institute and State University, 1985. http://hdl.handle.net/10919/54285.
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The recent increase in utility research has provided improved methods for estimating the standard deviation of performance in dollars. Subjective estimates of an individual's overall worth to the organization allow the utility of various organizational interventions to be evaluated. However, this research does little to illuminate the dimensions underlying supervisory judgments of utility.
The recent increase in utility research has provided improved methods for estimating the standard deviation of performance in dollars. Subjective estimates of an individual's overall worth to the organization allow the utility of various organizational interventions to be evaluated. However, this research does little to illuminate the dimensions underlying supervisory judgments of utility.
The policies underlying judgments of overall worth were captured to a substantial degree, with cross-validated R² values ranging from .46 to .69. A unit weighting scheme was applied to the six predictors, resulting in r² values that exceeded the cross-validated R² derived from regression analyses. This substantial predictability of utility judgments provided the capacity to generalize utility information from a sample of jobs to the population of interest.
Analyses comparing validity-based and utility-based clustering schemes explored the degree of convergence between the two approaches to classifying jobs. These analyses indicated that there was some overlap, with validity information being useful in establishing broad categories of jobs associated with similar utility-relevant attributes. At the same time, these analyses demonstrated that the two approaches were not equivalent.
Implications of this research are discussed, and several possible directions for future research are noted. It is suggested that such policy capturing procedures can enhance our understanding of judgments of overall worth, and expand the knowledge base upon which organizational decisions are made.Ph. D.
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Kreitzer, Donald J. "A study of the current practice of private sector distance education receive-site coordinators in administering university formal and non-formal distance education programs." Virtual Press, 1999. http://liblink.bsu.edu/uhtbin/catkey/1164923.
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The purpose of this study was to define the private sector's receive-site coordinator's role and current practice associated with the day-to-day management of a distance receive site by describing what private sector receive-site coordinators do in practice. Descriptive data were collected in six areas: demographics, private sector receive-site coordinators' reporting relationships, distance education equipment and usage, tuition support for students at receive-site locations, private sector receive-site coordinators' knowledge of distance education, and the private sector receive-site coordinators' current practice.Many organizations in business and industry in the private sector invest in distance education systems and programs as a means of providing educational opportunities for their employees. These organizations assign the duties of managing their receive-site location to an employee in their organization. The polices and procedures of organizations receiving distance education programs, the job level of the person assigned the receive-site coordinator responsibilities, the knowledge level of the receive-site coordinator, and the practices of the receive-site coordinator are variables that influence employee participation in distance education programs. Additionally, those variables impact distance education university administrators in administering and marketing the university's distance education programs to organizations. Yet, there is very little literature that speaks to the distance education receive-site coordinators' role or the knowledge and skills required to manage a distance education receive-site location.By conducting this research, the private sector receive-site coordinators' practice was described. It was concluded that private sector receive-site coordinators are a non-homogenous group of mostly training and development professionals with undergraduate degrees and have the responsibility of managing the day-to-day activities of receive-sites by incorporating the duties of a private sector receive-site coordinator with their otherday-to-day work activities. The private sector receive-site coordinators' job responsibilities span a variety of tasks that include marketing programs, helping students overcome problems, assisting with course logistics, and installing, operating, and in some cases, maintaining distance education equipment. It was also concluded that university administrators viewed the role of the private sector receive-site coordinator as a key element of the distance education system.Department of Educational Leadership
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Bunt, Stephen Churchill. "The Effect of Job Congruency and Discrepancy with the National Athletic Trainers Association Athletic Trainer Role Delineation on the Job Characteristics Model of Work Redesign in Secondary School Athletic Trainers in Texas." Thesis, University of North Texas, 1997. https://digital.library.unt.edu/ark:/67531/metadc279063/.
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This study investigated person-situation relations of professional preparation and job classification of secondary school athletic training positions with core job dimensions and affective outcomes within Hackman and Oldham's 1980 Job Characteristics Model. Research focused on which relations show increased affective outcomes; relationships between core job dimensions and affective outcomes; and characteristics of the core job dimensions of task identification, task significance, and skill variety of athletic trainer tasks as defined by the National Athletic Trainers Association Board of Certification, Inc. 1995 Role Delineation Study.
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Barnes, Helen, and n/a. "The work attitudes and job perceptions of Commonwealth Government Libraians : with descriptive data on Commonwealth Government librarianship as an occupation." University of Canberra. School of Information, Language and Culture Studies, 1987. http://erl.canberra.edu.au./public/adt-AUC20060607.154822.
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This study has three major purposes: to describe systematically the practice of
librarianship in Australian Commonwealth Government departments and agencies
from the perspective of librarians employed in that environment; to relate the
characteristics of government librarianship to librarians' perceptions of and
attitudes to their work; and to assess the extent to which the work of Commonwealth
Government librarians needs to be redesigned to improve the level of job satisfaction
they experience. A subsidiary purpose is to test the job characteristics theory of
work motivation on a population of librarians.
Information was gathered by a survey questionnaire on a range of variables relating
to librarians and their perceptions of different aspects of their jobs. The primary
instrument for gathering data on perceptions was the complete form of the Job
Diagnostic Survey.
The population under investigation comprised those Commonwealth Government
department and agency librarians employed on a full-time, permanent basis under
the Public Service Act 1922. and located in Canberra. Because the population was
small but diverse, it was decided to survey the total population rather than a random
or stratified sample. One hundred and eight usable responses were received which
represented a response rate of 83 percent.
The results of the survey were analysed using the Statistical Package for the Social
Sciences. Frequency distributions and Pearson's Product-Moment Correlations were
calculated to determine the percentage of respondents who selected each option and the
strength of relationships between pairs of variables.
The study found that Commonwealth Government department and agency librarians in
Australia are highly satisfied with their work generally, and with the environment
in which it is performed. None of the null hypotheses relating to Commonwealth
Government librarians and job satisfaction were rejected. All but one of the null
hypotheses retating to the application of the job characteristics model to
Commonwealth Government librarians are rejected.
The study concludes by identifying issues and areas for further research in public
sector librarianship.
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Kellersohn, Keith B. "Other Identities As Assumed: Job Descriptions Among Classified Employees in a Public School System." Thesis, University of North Texas, 2015. https://digital.library.unt.edu/ark:/67531/metadc804914/.
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The aim of this thesis is to investigate the current status of job descriptions at a Public School System, in [City], [State], USA, and to make recommendations for improvement in terms of job description content, format, and the creation and updated processes. This work covers job descriptions among classified employees and does not cover job descriptions for instructional staff (teachers, principals, etc.) or Executive Administrative Staff. The work begins by introducing the reader to the client and the current status of the client's job descriptions. The demographics of the subject population are discussed as well as the research methodologies. Findings are presented in light of research data and analyzed using Social Identity Theory, as well as business leadership principals. Finally deliverables are provided and recommendations are made. The thesis argues that application of Social Identity Theory and business leadership principals will support the ongoing job description processes by engaging employees in the process with supervisors leading the process
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Hassen, Nadiema. "The relationship between job satisfaction and organisational citizenship behaviour amongst primary school teachers in previously disadvantaged areas in the Western Cape." University of the Western Cape, 2008. http://hdl.handle.net/11394/7786.
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Magister Commercii (Industrial Psychology) - MCom(IPS)Education is one of the top three issues on the national agenda. Any means for improving the system is in the best interest of the nation, and "improved leadership and management are critical to the conditions of work that are required for effective teaching and learning to occur" (National Education Association, 1986, Foreword). Several recent studies have drawn attention to the relationship between job satisfaction and Organisational Citizenship Behaviour (OCB).