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Dissertations / Theses on the topic 'Managers'
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1
Halvorsen, Marit G. "Coaching managers : A Q methodological study of managers’ subjective experience of being coaching managers." Thesis, Norges teknisk-naturvitenskapelige universitet, Institutt for voksnes læring og rådgivningsvitenskap, 2013. http://urn.kb.se/resolve?urn=urn:nbn:no:ntnu:diva-23175.
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The aim of this study is to explore managers’ subjective experience of having a coaching approach to management. This has been researched through a Q methodological approach where 18 participants sorted a sample of 36 statements based on their subjective experience. These statements were prepared on the basis of a research design which included how managers perceive their role as both manager and coach, how they relate to a focus on process and product, and how they experience the relational quality to their employees. Four factors were identified through the factor analysis, and represents different views or experiences of coaching management. Factor 1 experiences coaching as a natural part of their role as managers and find that coaching promote results, learning and growth through reciprocal relations. Factor 2 does not seem to recognize coaching as a central role or management style, and emphasizes independence and autonomy as essential for efficiency and success. Factor 3 experiences that coaching management is primarily about being supportive. They also find that the position as manager brings with it a certain authority. Factor 4 has a results oriented focus and considers shared control as central to promote cooperation. These findings are discussed in relation to two models that show different ways of understanding the experience of being a coaching manager. The theoretical frame includes polarity management, situational leadership and transformational change. The results show that coaching management entails contradictory aspects that the factors relate to differently. What is perceived as polarities also varies. The thesis further addresses how the development of a coaching approach to management can be seen as an integration of polarities through transformational learning.
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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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Bursey, Jacqueline Ann. "Resources Available to Managers to Manage Employees through Mergers." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/4427.
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The failure rate of mergers is high, with the greatest effects being felt by the employees. Company mergers result in managers burdened with extra responsibilities that often result in poor people integration management of employees. A gap in literature exists regarding people integration resources available to managers during mergers. The purpose of this phenomenological, descriptive study was to explore resources managers perceive to have available to assist with managing employees through a merger. Greenleaf's servant leadership and Herzberg's 2 factor theories were used as the study's conceptual foundation. The research questions explored managers' perceptions of the range of resources available to assist with managing employees during a merger. The snowball sampling method was used to select a sample of 14 participants for individual semi structured interviews. The target population was managers who directly managed employees during a merger while working for a North American company. The qualitative data were collected, coded, and then analyzed for themes. The key findings were that while managers perceived they were not provided resources, managers' personal experiences along with resources such as human resource personnel and other managers' expertise were used as great resources. Open communication and information exchange were critical between the manager and the employees during the merger. Managers should focus on their soft skills when they engage with the employees. Implications for positive social change include employee satisfaction and engagement, employee retention, customer satisfaction, along with business growth and development in the global market.
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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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Sharma, Surinder Paul. "U.S. Government Program Managers' Competencies to Manage Satellite Acquisition Programs." Thesis, Northcentral University, 2017. http://pqdtopen.proquest.com/#viewpdf?dispub=10603364.
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<p> U.S. government satellite acquisition programs have continually experienced large cost overruns, schedule delays, technology development problems, and performance shortfalls, which can potentially affect national security as well as the health and safety of civilians. Government program managers play a significant role in achieving organizational objectives through the acquisition life cycle of major U.S. government programs. Prior researchers have explored the importance of program managers’ competencies. Other researchers have identified key competencies of project managers to lead and manage the projects successfully in the aerospace industry. However, not enough research was conducted to assess the U.S. government program managers’ competencies to manage complex and challenging satellite acquisition programs in combination of other program context factors above and beyond program managers’ competencies, which could moderate and affect overall program success. The purpose of this quantitative, non-experimental survey research study was to examine the relationship and importance of U.S. government program managers’ perceived hard and soft competencies needed to achieve overall program success in managing major satellite acquisition programs. Additionally, the researcher examined how the program context factors moderated the relationship between program managers’ competencies and overall program success. A web-based survey, targeting aerospace and defense professionals garnered 104 valid responses. Utilizing the competency theory framework, multiple linear regression, chi-square goodness-of-fit, and hierarchical multiple regression tests were used to analyze the study data. The survey results revealed that program managers’ both hard and soft competencies predicted overall program success, <i>F</i>(2, 101) = 4.085, <i>p</i> = .020, <i>R</i><sup>2</sup> = .075. Program managers’ soft competencies were found to be somewhat more important than hard competencies in achieving overall program success, χ<sup> 2</sup>(4) = 29.3, <i>p</i> < .001. Of the four program context factors, resource availability positively moderated the relationship between program managers’ soft competencies and overall program success, <i> F</i>(10, 93) = 2.116, <i>p</i> = .031, <i>R</i><sup> 2</sup> = .185. A future hypothesis-based study may be conducted for other major U.S. government defense programs or private sector programs, which may provide insight to senior management leaders into matching of program managers’ competencies to specific program contexts and program types. A qualitative study to identify the causal reasons for unsuccessful U.S. space acquisitions program outcomes may provide in-depth personal and professional perspectives of other program context factors, which may influence overall program success. </p><p>
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Arndt, Tim. "Manager-of-Managers-Verträge : Outsourcing im Rahmen individueller Finanzportfolioverwaltung durch Kredit- und Finanzdienstleistungsinstitute /." Sternenfels : Verl. Wiss. und Praxis, 2004. http://bvbr.bib-bvb.de:8991/F?func=service&doc_library=BVB01&doc_number=013114420&line_number=0001&func_code=DB_RECORDS&service_type=MEDIA.
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Pate, Steven Shane. "The new deal for city management : a principal-agent theory policy analysis /." Read thesis online, 2007. http://library.uco.edu/UCOthesis/PateSS2007.pdf.
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Ellis, Matthew Paul. "The Contemporary Australian Emergency Manager: An examination of the demographics, qualifications, training, education, experience, knowledge, competence and confidence of Australian emergency management practitioners." Thesis, University of Sydney, 2020. https://hdl.handle.net/2123/23151.
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An increase in the number and type of disasters has seen a steady rise in human and financial losses to various communities in Australia. In response to these hazards, during the 1950s many communities implemented civil defence programs. These programs have evolved into technically complex emergency/disaster management disciplines, which are often supported by emergency/disaster managers. In Australia, there are various types of industries that employ emergency managers including business, and various levels of government. There is a paucity of research into the emergency manager and the individuals who fill this role in Australia. To fulfil this fundamental gap, this thesis examines the qualifications, training, knowledge, competence and confidence of emergency managers across Australia. It reviews the existing literature and then compares this through the triangulation of interviews, surveys, job advertisements, legislation and recent disaster reports. The findings from this study indicate that the role of the emergency manager within Australia lacks social cohesion, identity and governance. Underlying these factors are several key issues that include lack of support, financial and physical resources, time restrictions, apathy, industry–specific tertiary qualifications and misunderstandings of the role that often includes emergency services and response as synonyms. Furthermore, it revealed a lack of engagement by organisations to include appropriately qualified emergency managers in the development of key materials, including job advertisement, legislation, and disaster reports. All of which can act as barriers to effective disaster risk reduction and increase costs to communities. Despite the growth and complexity of the emergency manager’s role, there are currently no standards or qualifications required for this position.
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Beattie, Rona S. "Developmental managers : line managers as facilitators of workplace learning in voluntary organisations." Thesis, University of Glasgow, 2002. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.249921.
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Simmons, Cheryl Lynn. "Managers' and non-managers' conflict resolution styles: The effect of gender role." CSUSB ScholarWorks, 1996. https://scholarworks.lib.csusb.edu/etd-project/1396.
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Ford, Lawrence Randolph. "Exploration of Practice Managers' Decision-Making Strategies in a Managed-Care Paradigm." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/3094.
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Practice managers are facing challenging expectations when deploying a managed-care paradigm. The problem addressed in this study was a gap in knowledge regarding practice managers' decision-making strategies that affect, or could be perceived to affect, a climate of excellence with business and client relationships, primary health care, physicians, and patients in a managed-care paradigm. The purpose of the qualitative exploratory study was to explore practice managers' decision-making strategies affecting primary health care, physicians, and patients. Guided by Simon's ideology of decision-making strategies in a management environment, the overarching research question and 3 subquestions centered on how practice managers delineate their decision-making strategies and how those strategies affect primary health care, physicians, and patients. To close the gap in knowledge, the study included (a) a homogeneous purposive sampling of 14 practice managers (n = 2, pilot study; n = 12, main study) as research participants; (b) face-to-face interviews with semistructured, open-ended questions to collect data; and (c) in vivo and pattern coding during data analysis. The study results indicated a need for change agents, interactions, partnerships, and accountability in a managed-care paradigm. Managing health care is complex and practice managers will continue to be challenged. Alliances between practice managers and stakeholders are recommended to meet those challenging expectations. As a result, positive social changes may be observed in improved access to primary health care, better health care treatments, and collaborative interactions in a managed-care paradigm.
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Hilmer, Michael. "Taxing managers’ bonuses Taxation." Diss., Ludwig-Maximilians-Universität München, 2015. http://nbn-resolving.de/urn:nbn:de:bvb:19-182588.
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Jones, G. L. "Managers, work and ideology." Thesis, University of Kent, 1988. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.235011.
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Adham, Talal Abbas. "Formation of project managers." Thesis, Loughborough University, 1992. https://dspace.lboro.ac.uk/2134/7012.
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The construction industry is a fundamental, integral part of economic development. It is organised around individual projects. The effectiveness of the industry is largely determined by the collective performance of projects and the effectiveness of the project manager. This thesis investigates the following issues: the major characteristics of construction projects and the variables affecting the construction industry; the education, training and experience of construction project managers; major skills and knowledge required for the construction project managers; comparisons of the general education policies in other countries; performance in construction and the factors affecting the successful completion of construction projects. The investigation of the education, training and experience of project managers, plus the major skills and knowledge required for the project managers was carried out by mailed questionnaires, followed by face to face interviews. This was organised with the co-operation of the European Construction Institute, which represents major international contractors. The number of completed questionnaires received was 120 out of 170 mailed questionnaires. This is a response rate of 70.5%. The responding project managers were clearly successful and working for successful companies. The majority of these project managers are engineering graduates. They are of very strong technical background, but of shallow or very shallow managerial background. The top priority of the required knowledge and skills was given to management related subjects. The importance of technical knowledge is not diminished by the attendant need for management, legal and other personal skills. projects in order to identify the factors affecting the successful completion of construction projects and achieving a clearer picture of the required skills and knowledge for effective project managers. This thesis identifies the following: the education background of project managers; the effectiveness of the major sources of knowledge in contributing to skills and knowledge of the project managers; the top 20 skills required for the job of the project manager; the required actions by all the parties concerned to enhance the effectiveness of construction project managers; the link between the required skills and the factors affecting the successful completion of projects. In general this thesis contributes to the policies for developing effective construction project managers.
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Siyotula-Manyoha, Nonzukiso. "Retention of black managers." Diss., University of Pretoria, 2012. http://hdl.handle.net/2263/22833.
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The aim of this research was to identify the factors that will influence Black managers to stay in an organisation.The sample comprised of African managers of both genders, who earned above R350 000 per annum and are employed by listed companies, in Gauteng. Ready, Hill and Conger (2008) framework was adapted and four variables were used to identify the factors that will influence Black managers to stay in an organisation. The four variables were the brand of an organisation, the opportunity within an organisation, the culture within an organisation and the purpose of an organisation.The research was a quantitative study and a questionnaire was used to collect the data. This was emailed to 2500 purposively selected respondents and 100 responses were received, of which 21 were eliminated as they were not fully complete. Statistical analysis was conducted including basic descriptive, reliability testing, factor descriptive, correlation analysis and independent t-tests.The research showed the brand of an organisation, opportunity within an organisation, culture within an organisation and the purpose of an organisation have a positive impact on retention of African managers as they influence their decision to stay within the organisation.<br>Dissertation (MBA)--University of Pretoria, 2012.<br>Gordon Institute of Business Science (GIBS)<br>unrestricted
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Lomas, D. W. "Surveyors as project managers." Thesis, Hong Kong : University of Hong Kong, 1994. http://sunzi.lib.hku.hk/hkuto/record.jsp?B25947540.
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SALES, T. P. "Ontology Validation for Managers." Universidade Federal do Espírito Santo, 2014. http://repositorio.ufes.br/handle/10/4273.
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tese_8247_MSc Thesis - Tiago Prince Sales - Ontology Validation for Managers.pdf: 5883176 bytes, checksum: 8a88205c93ab6188ec78bdc4c5b590d9 (MD5)
Previous issue date: 2014-10-10<br>Ontology driven conceptual modeling focuses on accurately representing a domain of interest, instead of making information fit an arbitrary set of constructs. It may be used for different purposes, like to achieve semantic interoperability (Nardi, Falbo and Almeida, 2013), development of knowledge representation models (Guizzardi and Zamborlini, 2012) and language evaluation (Santos, Almeida and Guizzardi,2010). Regardless its final application, a model must be accurately defined in order for it to be a successful solution.
This new branch of conceptual modeling improves traditional techniques by taking into consideration ontological properties, such as rigidity, identity and dependence, which are derived from a foundational ontology. This increasing interest in more expressive languages for conceptual modeling is shown by OMGs request for language proposals for the Semantic Information Model Federation (SIMF) (OMG,2011). OntoUML (Guizzardi, 2005) is an example of a language designed for that purpose.Its metamodel (Carraretto, 2010) is designed to comply to the Unified Foundational Ontology (UFO). It focus on structural aspects of individuals and universals.Grounded on human cognition and linguistics, it aims to provide the most basic categories in which humans understand and classify things around them.In (Guizzardi, 2010) Guizzardi quotes the famous Dijkstras lecture, in which he discusses the humble programmer and makes an analogy entitled the humble ontologist. He argues that the task of ontology-driven conceptual modeling is extremely complex and thus, modelers should surround themselves with as many
tools as possible to aid in the development of the ontology. These complexities arise from different sources. A couple of them come from foundational ontology itself, both its modal nature, which imposes modelers to deal with possibilities, and the many different restrictions of each ontological category. But they also come from the need of accurately defining instance level constraints, which require additional rules, outside of the languages graphical notation.
To help modelers to develop high quality OntoUML models, a number of tools have been proposed to aid in different phases of conceptual modeling. From the
construction of the models themselves using design patterns questions (Guizzardi et al., 2011), to automatic syntax verification (Benevides, 2010) and model validation through simulation (Benevides et al., 2010).
The importance of domain specification that accurately captures the intended
conceptualization has been recognized by both the traditional conceptual modeling community (Moody et al., 2003) and the ontology community (Vrandečić, 2009). In this research we want to improve (Benevides et al., 2010) initiative, but focus exclusively on the validation of ontology driven conceptual models, and not on verification. With the complexity of the modeling activity in mind, we want to help modelers to systematically produce high quality ontologies, improving precision and coverage (Gangemi et al., 2005) of the models. We intend to make the simulationbased approach available for users that are not experts in the formal method, relieving them of the need to learn yet another language, solely for the purpose of validating their models.
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Yerushalmi, Hagit 1960. "Women managers in Israel." Thesis, Massachusetts Institute of Technology, 1999. http://hdl.handle.net/1721.1/9445.
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Thesis (M.B.A.)--Massachusetts Institute of Technology, Sloan School of Management, 1999.<br>Includes bibliographical references (leaves 112-114).<br>The objective of the research is to examine Israeli women in management, and to illuminate the problems that characterize both women on their way to the top and those who have already reached t he top. In order to see whether Israel is different from other countries in this aspect, I present a comparison between women managers worldwide, followed by a survey of the Israeli social infrastructures which deal with working women compared with those in the United States. Four portraits of women executives illustrate characteristic struggles and conflicts in the career life of Israeli women. Regarding the comparison between Israeli and North American career women, in addition to a great deal of similarity I also find differences which result from both institutional and ideological attitudes concerning family roles. Finally, the research explores the explanations for lack of women in top management positions and offers recommendations.<br>by Hagit Yerushalmi.<br>M.B.A.
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au, H. Chang@curtin edu, and Hyun Chang. "Cross-Cultural Adjustment of Expatriate Managers: A Comparative Study of Australian Managers Working in Korea and Korean Managers Working in Australia." Murdoch University, 2008. http://wwwlib.murdoch.edu.au/adt/browse/view/adt-MU20080908.105229.
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International assignments are increasingly important in the global business world but many assignments end up in failure causing heavy losses on many expatriates and their organizations. This study employees a multi-dimensional approach, as suggested by much of the literature on international assignments of Australian expatriates in Korea and Korean expatriates in Australia.
Hierarchical regression indicated that their expatriate success in performance can be accurately predicted by Family Adaptation how well the family adapted to the overseas location, Nationality where Korean respondents reported a much higher level of family adaptation with the move compared to Australian managers, and Age that older managers were more likely to report success with an overseas posting. Family adaptation with overseas work assignments, was determined by the level of Spouse Agreement and Nationality.
Overall, Korean expatriates rated their own performance and level of adaptation much higher than those of Australians in all measurement categories. The Korean group may have outperformed the Australian expatriate group in adjustment and performance, possibly due to their strength in language skills, educational level, religious and socialization commitments, situation-orientation, but most importantly, due to the stability in family and spouse relationships. The outcome suggests that organizations should address the issues related to spouse adjustment in order to ensure successful expatriate operations, from the stage of accepting assignments to the repatriation stage. There is some evidence at least in this research to suggest that these findings need to be replicated with larger samples and considered in future management policy.
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Chang, Hyun. "Cross-cultural adjustment of expatriate managers: a comparative study of Australian managers working in Korea and Korean managers working in Australia." Thesis, Chang, Hyun (2008) Cross-cultural adjustment of expatriate managers: a comparative study of Australian managers working in Korea and Korean managers working in Australia. Professional Doctorate thesis, Murdoch University, 2008. https://researchrepository.murdoch.edu.au/id/eprint/649/.
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International assignments are increasingly important in the global business world but many assignments end up in failure causing heavy losses on many expatriates and their organizations. This study employees a multi-dimensional approach, as suggested by much of the literature on international assignments of Australian expatriates in Korea and Korean expatriates in Australia.
Hierarchical regression indicated that their expatriate success in performance can be accurately predicted by 'Family Adaptation' how well the family adapted to the overseas location, 'Nationality' where Korean respondents reported a much higher level of family adaptation with the move compared to Australian managers, and 'Age' that older managers were more likely to report success with an overseas posting. 'Family adaptation' with overseas work assignments, was determined by the level of 'Spouse Agreement' and 'Nationality.'
Overall, Korean expatriates rated their own performance and level of adaptation much higher than those of Australians in all measurement categories. The Korean group may have outperformed the Australian expatriate group in adjustment and performance, possibly due to their strength in language skills, educational level, religious and socialization commitments, situation-orientation, but most importantly, due to the stability in family and spouse relationships. The outcome suggests that organizations should address the issues related to spouse adjustment in order to ensure successful expatriate operations, from the stage of accepting assignments to the repatriation stage. There is some evidence at least in this research to suggest that these findings need to be replicated with larger samples and considered in future management policy.
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Chang, Hyun. "Cross-cultural adjustment of expatriate managers : a comparative study of Australian managers working in Korea and Korean managers working in Australia /." Access via Murdoch University Digital Theses Project, 2008. http://wwwlib.murdoch.edu.au/adt/browse/view/adt-MU20080908.105229.
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Mole, Graham William. "Managers in conflict : a longitudinal study of manager behaviour in interpersonal conflicts at work." Thesis, Birkbeck (University of London), 2002. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.271146.
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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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Friis, Leonarda B. "Are some fund managers better than others : the relationship between manager characteristics and fund performance." Thesis, Stellenbosch : Stellenbosch University, 2003. http://hdl.handle.net/10019.1/49749.
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Thesis (MBA)--Stellenbosch University, 2003.<br>ENGLISH ABSTRACT: This paper investigates fund manager performance in order to determine whether some
fund managers are better than others. The focus of the paper is to examine if fund
performance is related to the characteristics of fund managers that may indicate ability,
knowledge, or effort.
The data consists of South African regulated unit trust growth and growth-and-income
funds investigated over a seven-year period, and comprehensive and detailed information
on the various fund managers supplied by the MoneyMate database from the University
of Stellenbosch.
The research objective has been to find out whether fund manager characteristics help
explain fund performance and risk. Stepwise regression analysis as the research
methodology is applied, where the two dependent variables, performance and risk, are
regressed on the eight independent variables; manager age, tenure of the manager with
the fund, years of education, whether the manager hold a MBA or CA/CFA qualification,
management team size, fund age and fund objective.
The findings of the study are highly significant and show that fund performance and risk
are impacted upon by managers' qualifications. One can expect better risk-adjusted
performance from a fund manager who holds a CA/CFA and/or MBA qualification.
Results show that these managers outperform managers without these qualifications.<br>AFRIKAANSE OPSOMMING: Hierdie studie ondersoek fondsbestuurder prestasie met die doel om te bepaal of sommige
bestuurders beter is as ander. Die fokus van die studie ondersoek of fondsprestasie
verband hou met die eienskappe van fondsbestuurders.
Die data bestaan uit Suid-Afrikaanse effektetrust groei en groei-en-inkomste fondse
bestudeer oor 'n periode van sewe jaar, en omvattende besonderhede van die
fondsbestuurders soos verskaf deur die MoneyMate databasis van die Universiteit van
Stellenbosch.
Die doel van die navorsing is om bewyse te vind wat mag aandui dat fondsbestuurdereienskappe
wel fondsprestasie en risiko's kan beïnvloed en verduidelik. Die metode van
stapsgewyse regressie word toegepas, waar die impak van die agt onafhanklike
veranderlikes (ouderdom van die fondsbestuurder, sy jare by die fonds, sy aantal jare van
tersiêre onderrig, of die bestuurder 'n MBA of CA/CFA kwalifikasie besit, spangrootte,
ouderdom van die fonds en die fonds se doelstelling) op die twee afhanklike
veranderlikes (prestasie en risiko) ondersoek word.
Die bevindinge van die studie is hoogs betekenisvol en dui daarop dat 'n fonds se
prestasie en risiko's wel beïnvloed word deur die kwalifikasies van die fondsbestuurder.
Beter risiko aangepaste prestasies kan verwag word van bestuurders wat 'n MBA en/of
CA/CFA kwalifikasie besit. Die resultate toon wel dat fonds bestuurders ander
bestuurders uitpresteer wat nie daardie kwalifikasie besit nie.
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Dowling, Nancy lenthe. "The relationship between senior managers' quality management behaviors and subordinate managers' commitment to quality." The Ohio State University, 1992. http://rave.ohiolink.edu/etdc/view?acc_num=osu1217263353.
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Dowling, Nancy Lenthe. "The relationship between senior managers' quality management behaviors and subordinate managers' commitment to quality /." Connect to resource, 1992. http://rave.ohiolink.edu/etdc/view?acc%5Fnum=osu1217263353.
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Blessley, Misty Palmer. "SUPPLY CHAIN MANAGEMENT: DISCOVERIES ON HOW MANAGERS MANAGE AND THE CONDITIONS TO COLLABORATION." Diss., Temple University Libraries, 2014. http://cdm16002.contentdm.oclc.org/cdm/ref/collection/p245801coll10/id/256155.
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Business Administration/Marketing<br>Ph.D.<br>This paper studies managerial behavior in inter-firm supply chain relationships. I first answer two questions: When a firm outsources to a 3PL, a firm that provide multiple logistics services for use by customers, what is the impact on the managerial functions that the outsourcing firm carries out on an ongoing basis? How do the managerial functions impact the relationship of managerial competence on supply chain performance? These questions are answered via the examination of a sample of companies operating in the US and international markets who purchase services from 3PL providers. I find that the ongoing management of outsourcing partially mediates the relationship of managerial competence on supply chain performance. The higher the managerial competence, the less time spent managing established outsourcing relationships. This negative association holds, whether the firm does or does not employ the services of a 4PL, a firm that organizes 3rd party logistics providers. This study also finds that of the managerial functions of planning, coordinating, leading, educating, and monitoring, that only monitoring is significant with respect to managerial competence levels. Managerial units with moderate or high competence levels are about two times as likely to monitor their relationships with their 3PL providers, as managerial units with lower competence levels. Supply chain managers concentrate their monitoring efforts on client/provider relationships, based upon their view of these relationships. The managerial units with moderate or high competence levels are two times as likely to monitor when they have a least favorable view, as opposed to when they have a moderate or more favorable view. The supply chain managers who measure lower in competence make no such adjustment in time spent monitoring their client's performance, regardless of their view of the client/provider relationships. The findings just discussed spurred two additional studies in which I explore and test the importance of trust in collaborative supply chain relationships (CSCRs). The first is done via 19 semi-structured interviews with supply chain managers, while the second utilizes 50 surveys. Particular attention was paid to assessing only those managers in collaborative, as opposed to arms-length relationships. From the results of the interviews I provide a taxonomy for understanding trust signals in new CSCRs. I also obtain a number of thick descriptions for understanding what constitutes psychological contract breach (PCB), the operational and relational expectations of the customer in the collaboration, and a contemporary view of the goals of supply chain collaboration. These results were incorporated into the scales utilized in the survey research and have been validated. In each of the two studies, I carry out hypothesis testing, which reveals that initial trust is important to decrease feelings of psychological contract breach, whether the respondent is the customer or the supplier to the relationship. However, in one case PCB is felt more strongly when the respondent speaks of his collaborative supplier for all levels of initial trust. In the other, it is felt more strongly in reference to the customer, given higher levels of initial trust. Once PCB has occurred, meeting operational expectations alone is not sufficient to instill feelings of goal achievement; meeting relational expectations is also required. Continuing on with PCB, I find that its magnitude and established trust are important factors in the extension of continued trust and future collaborative intentions. For all magnitudes of PCB, the higher the established trust, the higher the subsequent trust up to a tipping point, at which point trust diminishes. Intentions to remain in the collaborative relationship, additionally, are subject to a tipping point. Last but not least, I establish an association between the importance of trust and the just distribution of rewards. By examining the payoff structures of actual supply chain collaborations, however, I find that rewards are not always shared equally. My research makes a unique internally-focused contribution to the literature. It looks at a firm's supply chain managerial unit as a driver of firm performance in outsourcing relationships. Additionally, it looks at the process the managerial units goes through in extending initial trust to a collaborative partner, how it moves beyond any psychological contract breaches that might occur, and the rewards the collaborative partner receives as an outcome of the collaborative effort.<br>Temple University--Theses
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Burri, Silvan. "Asset Allocation including Currency Managers." St. Gallen, 2006. http://www.biblio.unisg.ch/org/biblio/edoc.nsf/wwwDisplayIdentifier/01649268002/$FILE/01649268002.pdf.
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Mack, Corina Joy. "Leadership styles of restaurant managers." Menomonie, WI : University of Wisconsin--Stout, 2005. http://www.uwstout.edu/lib/thesis/2005/2005mackc.pdf.
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Lagerman, Moa, and Mikael Pietilä. "Middle Managers : Facing Everyday Challenges." Thesis, Jönköping University, JIBS, Business Administration, 2005. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-140.
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<p>Many industries have gone through changes in the last decades, everyone involved have been affected but few have encountered the same amount of changes as the middle managers. Being in the centre of the organisation, torn between wills, middle managers have struggled during the last years to redefine their job. There exists research describing their workdays, what they do and how they spend their time, but we have not found any study that has tried to investigate what challenges the middle managers face.</p><p>The purpose of this study is to identify the challenges faced by internally-promoted middle managers.</p><p>This thesis uses an inductive approach to fulfil the purpose; the main motivation for the chosen approach is the authors’ reluctance to let any existing theories guide the process. Instead, it is now believed to capture what middle managers actually find challenging and not reject or confirm the work of others which are not directly aimed at the same problem area. The empirical material has been gathered by using qualitative semi-structured interviews with eight middle managers in the auditing industry.</p><p>We consider the greatest challenges faced by middle managers to be prioritising in situations of limited time. Since the middle managers tend to leave internal issue to be handled later and instead put their primary focus on customers; relational related issues are found very challenging. Among these; finding a proper level for criticism, handling conflicting expectations and lead personnel in general were emphasized. Administrative related issues was also found challenging, but not to the same extent as relational related challenges. Among the administrative issues: fulfilling goals, scheduling and planning, implementing unsupported decisions, and filter information were stressed as most challenging.</p>
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Miranda, Tiago, and Bimal Ghimire. "Desired Competences for Project Managers." Thesis, Umeå University, Umeå School of Business, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:umu:diva-1513.
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<p>Project Management is multidisciplinary in nature; it involves a number of activities and requires the project manager to possess a wide variety of competences. This thesis aims to investigate which competences organizations currently require from project managers. In particular the focus of this research is to examine and contrast the “soft” (interpersonal) and “hard” (technical) competences required by the job market and to find out if organizations recognize the importance of both of them or if they pay special attention to one of them. A total of 50 online job advertisements from different industries and countries were analyzed using content analysis in order to determine what competences are valued by employers. Furthermore, 9 semi-structured interviews were conducted with project management academics and practitioners in order to provide a more in depth study and to allow triangulation between the findings. The results indicate that some competences are more valued than others. Communication, project integration management and scope management are the top three competences required by employers. The results also suggest that employers, academics and practitioners are aware of the need to balance hard and soft competences.</p>
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Hong, Sisong, and Shunzhao Lin. "Female Managers in Konsum Gävleborg." Thesis, Högskolan i Gävle, Avdelningen för ekonomi, 2010. http://urn.kb.se/resolve?urn=urn:nbn:se:hig:diva-7635.
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Aim: Encouraging more women to reach the top in an organization is becoming increasing crucial in today’s society. This is why we selected this subject for our bachelor study and we think it can be interesting for the companies today to become more aware of the importance of mixed gender. The purpose of this study is to provide a new insight into the situation female face to climb the career ladder. This study answers the following questions: 1. What is the situation the female face to reach the top? 2. What is the female’s contribution in management area? Methods: This study is conducted by utilizing several existing literatures and periodical articles on the topic of leadership and Gender perspective. We collect data from Konsum Gavleborg by questionnaires and interviews. Subsequently, we use the both of inductive and deductive method to analyze the difference and similarities between empirical findings and theory. Results: Our results show there are following barriers that stop women reaching the top position, the glass ceiling, the self-confidence and the family. Meanwhile, we also find out female value and gender diversity will be the great opportunities to promote more women climb a higher ladder in the future. Suggestions for future research: This study emphasizes a sensitive and significant subject and relevant suggestions have offered for a future study. We suggest the further research to conduct a comparison between different organization and region about women in management. In addition, the male viewpoint should be considered to build a more comprehensive research. Theoretical contribution: Our study about Konsum Gavleborg contributes with knowledge showing that the glass ceiling, lacking of self-confidence and undertaking family responsibility are the primary barriers for women on their way to reach the top position. It also shows that women managers are good in communication, nurturance and sensitivity, which are the real female leadership values. Moreover, the study suggests that focusing on balanced/ mixed group of female and male managers is required to take action for of gender diversity. Because, mixed group means, more chances to learn from each other, and maximum benefit for organizations.
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Blackburn, Sarah Kaye. "Understanding project managers at work." Thesis, Henley Business School, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.247551.
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Dawes, Keith Harold Australian Graduate School of Management Australian School of Business UNSW. "Tacit assumptions of senior managers." Awarded by:University of New South Wales. Australian Graduate School of Management, 2007. http://handle.unsw.edu.au/1959.4/35253.
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This thesis documents an investigation into the role that tacit knowledge takes in the mental life of senior managers. The research resulted from the author???s work in New South Wales in facilitating assessment and development centres over a five year period, carried out in collaboration with senior managers from several organizations. A frequent comment made by senior managers was that there seemed to be a gulf between the data obtained objectively from behaviourally measured managerial competencies and the senior managers??? own perceptions of their managerial behaviour. Having earlier researched the role of thought processes out of awareness, the author developed the overall aim of the present study ??? to develop some form of training procedures for senior managers that would enhance the use of tacit processes in their managerial behaviours. The present dissertation begins with a literature review related to the development of understanding of the role of tacit processes in the mental life of senior managers. First a review is presented of investigations of organisational behaviour reported in the literature on tacit knowledge, including issues such as learning, teams, leadership, distributed cognition and culture. Study of the role of tacit knowledge was found to be present in the study of management behaviours and during the process of the present research, related publications increased in frequency. Finally a review is presented of psychological research into the nature of tacit knowledge. This focuses on a range of historical and current views and on the author???s own earlier study of implicit learning carried out in the early 1990???s. Study One is focused on examination of the process of coding tacit assumptions. This begins with documentation of the ontology, epistemology and methodology underpinning this research. Grounded theory, a well-recognised method of qualitative analysis, was selected as most appropriate for this study and its philosophy, rationale and methods are presented. The aim of Study One was to examine the effect of repeated interviews on the codifying of tacit assumptions of senior managers. The initial research was with 13 senior managers, who were interviewed either once or on multiple occasions. The initial interviews of two of these senior managers were analysed as pilot studies, and these analyses are presented in the present dissertation. The main body of this research comprises multiple interviews (five each) carried out with two of the original thirteen senior managers. The results confirmed the importance of the method of investigation but failed to provide any depth of understanding. Apart from consolidating cognitive closure on a set of managerial competencies, attempting to render tacit knowledge explicit (making the tacit conscious) provided no other significant benefit to the senior managers. The extension of some of these previously tacit assumptions into current cognitive functioning, when coded, assisted in the retention of organisational knowledge but offered no real benefit to the senior managers themselves, no depth of self-knowledge. Study Two arose from a more realistic understanding of tacit processes. The aim of Study Two was to find a way of harnessing the influences of tacit assumptions without trying to surface them ??? to make them ???conscious.??? This is consistent with the writings of such researchers as Nonaka (1991), Baumard (1999) and Spender (2005). By adapting an existing method focusing on subtle mental processes (developed by Norm Kagan in the context of teaching counselling skills and developed further for research first by Diment, Walker and Hammer and then by Sheehan and McConkey ), the author has further developed a technique (The Explicit/Tacit Interface Technique ??? ET~IT) that accesses the tacit processes in the service of the senior manager???s aims. A multiperspective analysis was applied to the feedback interviews of six subjects. This generated a set of characteristics of the ET~IT that hold promise for it to become a useful management development tool. Cohen and Levinthal???s (1990) concept of ???absorptive capacity??? is discussed as a possible starting point for indicating individual differences in successful interfacing with tacit processes. Finally recommendations for further improvement, consideration of constraints and their minimization and methods for evaluating future research into the tacit assumptions of senior managers are presented. Study Two concludes with discussion of how the results can be used as part of senior management development.
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Horsford, Bernard I. "Career progression of black managers." Thesis, Cranfield University, 2003. http://hdl.handle.net/1826/4275.
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This research programme examined the factors that affect the
career progression of Black managers in the United Kingdom.
The research comprised two distinct but related studies. The first
study was a qualitative investigation of the factors affecting the
career progression of Black managers (n = 64).
The main finding from the first study was that for some the
achievement of high salaries and senior positions may be at the
expense of one's positive Black racial identity attitudes and wellbeing.
The second study was a quantitative examination of aspects
revealed as important correlates of career success in study 1.
Two hundred and sixty-one respondents (97 Black and 163 White
respondents) across all major industry sectors participated. The
results of the second study confirmed that Black managers were
more disadvantaged than their White peers. The proposition that
for some Black managers a "sell out" effect occurs was supported.
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Råsbrant, Jonas, and Martin Holmén. "Owner-Managers’ Equity Portfolio Choice." KTH, Industriell dynamik (Stängd 20130101), 2006. http://urn.kb.se/resolve?urn=urn:nbn:se:kth:diva-122243.
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Some studies have shown that managers concentrate large fractions of their wealth in the equity of their own firm. In this paper we use a unique dataset and investigate how Swedish owner-managers invest remaining wealth conditional on a major investment in their own firm. We find no[JR1] evidence that owner-managers seek diversification benefits when they invest remaining wealth. Instead some owner-managers invest remaining wealth in the industry where they already have a substantial capital investment. We conclude that some owner-managers seek to exploit their industry-specific superior information when they invest wealth not tied up in their own firms.<br><p>QC 20130515</p>
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Hogan, Carole Brigid. "How managers learn in work." Thesis, University of Leicester, 2011. http://hdl.handle.net/2381/9283.
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The purpose of this research is to examine how various dimensions of context influence how managers learn in work and the processes and agents that facilitate this learning. Despite the importance of facilitating manager learning in work there is limited research addressing this specific question. In this study, manager learning in work in conceptualised as being distinct from the concepts of workplace learning and learning at work, as these concepts imply learning in a bounded, identifiable place whereas learning in work is considered as spatially and temporally fluid (Fenwick, 2008). Learning for managers lie with the challenges of work itself (Berings et al., 2004) as managers are coping in a rapidly changing and chaotic work environment and may require learning strategies focused in work that is vital for changing situations (Buckley and Monks, 2008). A qualitative study was conducted among a sample of ten managers based in an innovative and successful entrepreneurial organisation in Ireland, engaged in the financial services sector. In-depth semi-structured interviews were carried out in conjunction with a learning diary which was completed by all ten managers. The diary facilitated self reflection and was reported to have benefits in terms of creating a focus on learning in work. Macro contextual issues were identified as the external context strategy, structure, culture and leadership. Micro contextual issues were identified as the team context and the manager’s job together with agents that facilitate learning in work.
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Volkoff, Laurent. "Leadership et formation des managers." Thesis, Aix-Marseille, 2013. http://www.theses.fr/2013AIXM3069/document.
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Le cadre en entreprise est appelé à jouer deux rôles distincts : celui de manager et celui de leader. Grâce à une étude pluriréférentielle une modélisation définitoire de la notion de leadership est proposée. Cette modélisation sera comparée avec l’analyse d’entretiens conduits auprès de cadres praticiens. Un approfondissement des concepts de formation et d’apprentissage tentera de résoudre la question de la possibilité de formation pour le rôle de leader<br>A Business executive is called to play two distincts roles : the manager’s one and the leader’s one. Through a multirefrential study, a defining model of the leadership concept is proposed. This model will be compared with an analysis of interviews conducted with business executive practicians. A deep investigation of learning and training concepts will try to resolve the question of effective training leader possibility
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Henningsson, Johan. "Fund managers as cultured observers /." Västerås : School of Sustainable Development of Society and Technology, Mälarddalen University, 2008. http://urn.kb.se/resolve?urn=urn:nbn:se:mdh:diva-1580.
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Frew, Michael K. "Managers' experience of organizational transformation /." Full-text version available from OU Domain via ProQuest Digital Dissertations, 1994.
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Analoui, Farhad, and Mohammed I. Al-Madhoun. "Empowering SME Managers in Palestine." Ashgate Publishing Ltd, 2006. http://hdl.handle.net/10454/3784.
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No<br>SMEs create employment, wealth and a potential for future growth. In Palestine they can also mean survival and freedom. In Palestine they are not a choice but a necessity for sustainable development.
But by their nature SMEs are vulnerable in a business environment characterized by uncertainty. To give the managers of SMEs in Palestine a realistic chance of success they need training to enable them to meet the challenge of running their enterprises effectively.
Drawing on original research undertaken within Palestine this book explores how the challenge is being met (and considers how it might be even more successfully met) by enabling and empowering the owners and managers of these pioneering businesses.
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Fadhl, Abraheem Qassim. "ETHICAL PRACTICES OF THE MIDDLE MANAGERS IN A SOUTH AFRICAN UNIVERSITY." University of the Western Cape, 2019. http://hdl.handle.net/11394/7653.
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Magister Commercii - MCom<br>Middle managers play an important role in contemporary organisations, particularly in Higher Education Institutions (HEIs). Research on middle managers in a HEI environment suggests that their roles, work practice and identities are under-researched. Middle managers occupy a central position in organisational hierarchies where they are responsible for implementing senior management plans. In HEIs in SA academic middle managers/heads of departments (HODs) face many challenges that are not commonly found in conventional organisations. In this qualitative study the contribution is based on the participants’ experiences in relation to an increasingly diverse workload and responsibilities. Using a fluid conceptualisation of identity and subjectivity, the researcher argues that academic middle managers are engaged in ethical and political practices through demands in the workplace. Drawing on theories on ethics put forward by Foucault, Levinas & Critchley, various aspects of ethics of ‘the self’ and ethics of ‘the other’ in relation to academic middle managers’ identities and practices are discussed. A case study was used with a cross-sectional research design to gather the data on academic middle managers in a single faculty in a South African HEI. Information gathered particularly focussed on the implementation of ethical practices. The findings show that middle managers’ work practices were dependent on their ethical goals and aspirations.
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O'Reilly, C. "Identifying management competencies of hotel owner-managers & general managers in the Republic of Ireland." Thesis, Nottingham Trent University, 2015. http://irep.ntu.ac.uk/id/eprint/27725/.
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The objective of this research was to investigate the concept of competencies, explore and identify the management competencies of hotel owner-managers and general managers in the hospitality industry in the Republic of Ireland. In other words, this research explored how hotel owner-managers and general managers identified, interpreted and made sense of their notion of managerial competencies in a complex work environment. The research was set within the context of the Irish hospitality and tourism industry, specifically within the hotel sector which has experienced a socio-economic crisis and periods of significant change. Hotels in the Republic of Ireland play a key role in its economic and cultural life, as Ireland has earned an international reputation for welcoming visitors from across the globe. This study drew on a social constructionism ontology: an interpretative epistemology with a theoretical perspective that framed the methodology using qualitative data analysis and interpretation. Qualitative data, with its emphasis on ‘people’s lived experience are well suited for locating the meanings they place on events, processes and structures of their lives, and for connecting these meanings to the social world around the’ (Miles & Huberman, 1994:10). The data was collected from interviews with twelve hotel owners and general managers in the Republic of Ireland. Three interdependent themes including managing hospitality services in hotels, staff, and language of emotion emerged. The thematic analysis was analysed using Weick’s sensemaking framework to garner meanings that are socially constructed through their lived experience of work. These three themes were woven together across two broad lines of enquiry: 1. How hotel owner-managers and general managers identified and used their qualities and the language of emotion together with skills and knowledge to manage employees to deliver hospitality services internally in hotels punctuated by a complex external business environment. 2. How hoteliers made sense of self-identity and occupational identities in their efforts to become competent hotel owner-managers and general managers in the hospitality industry in Ireland. The findings reveal evidence pointing towards a social constructionist process (Berger & Luckmann 1966) through which these hoteliers constructed their realities of clusters of management competencies using a combination of learned skills and knowledge underpinned by qualities and emotions. It examined these competency clusters of qualities such as honesty, integrity, respect, a positive attitude, intrinsic care, and intuition whilst the role of emotions such as care, empathy and support were used to build relationships as key skills in managing employees and customers alike. Alongside these, clusters of skills included communication, financial and cost management and technology and managing people as well as facilities management. Finally, it was argued that taken together in what constitutes competence these clusters of qualities, emotions, skills and knowledge were conceptualised that these are the building blocks for assembling a competent identity of self-fused into the occupational identity of an hotelier, be they an owner-manager or general manager.
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Tansuphasiri, Dawarit. "Managers/non-managers' perceived importance and implementation of skills and information workplace practices at IBM Thailand." Adobe Acrobat reader required to view the full dissertation, 1999. http://www.etda.libraries.psu.edu/theses/approved/PSUonlyIndex/ETD-12/index.html.
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Codo, Sylvie. "Le stress professionnel des managers intermédiaires et des managers de proximité : une application au secteur public." Thesis, Tours, 2012. http://www.theses.fr/2012TOUR1010/document.
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L’objectif de cette recherche est d’étudier les facteurs organisationnels et individuels qui affectent le stress des managers dans le secteur public. Les résultats révèlent d’abord le rôle de l’âge, du type d’organisation et du niveau hiérarchique dans la perception de leur stress. Ensuite, les résultats confirment d’une part, l’influence directe des tensions de rôles, du soutien social perçu des supérieurs puis des subordonnés et de l’engagement au travail sur le stress perçu. Ils montrent d’autre part, des inégalités de perception du stress en fonction des dimensions de ces variables. Enfin, ils révèlent que le rôle atténuateur du stress perçu escompté du soutien social perçu en période de tensions de rôles n’est effectif que chez des managers de proximité et dans des situations bien précises. Le rôle exacerbant du stress perçu attendu de la stratégie de coping centré sur l’émotion auto-accusatrice face aux tensions de rôles est vérifié chez certains managers<br>The objective of this research is to study the organizational and individual factors who affect manager’s stress in the public sector. The results reveal the role of age, type of organization and hierarchical level in stress perception. Then, the result confirm, on the one hand, the direct influence of role tension, perceived social support from superiors and subordinate and work engagement on perceived stress. They show, on the other hand, inequality of stress perception depending on the size of these variables. Finally, they reveal that the role of perceived stress attenuator attributed to perceived social support under role tensions is not fully validated. It plays this role only for the local managers and in some specific situations. The exacerbation of the role of perceived stress assigned to the emotion-focused coping strategy of self accusation under role tensions is partially verified among public managers
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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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Mc, Veigh Bryan J. "Army program managers : a competency perspective /." Monterey, Calif. : Springfield, Va. : Naval Postgraduate School ; Available from National Technical Information Service, 1994. http://handle.dtic.mil/100.2/ADA284956.
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Thesis (M.S. in Management)--Naval Postgraduate School, September 1994.<br>"September 1994." Thesis advisor(s): Reuben T. Harris, Albert J. Hamilton III. Bibliography: p. 124-125. Also available online.
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Tekin, Müge. "Competitive intelligence analytics for operations managers." Doctoral thesis, Universitat Pompeu Fabra, 2018. http://hdl.handle.net/10803/663488.
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This thesis incorporates three studies that revolve around competitive intelligence of a firm, available data sources and improvement of operations through data-informed decision-making. The studies cover a range of topics in the field of operations research: revenue management, capital budgeting decisions and social learning. Chapter 1 presents a new econometric method for estimating customer choice model parameters based on competitor intelligence data. Chapter 2 combines public data on social review platforms with demographic and geographic data to inform facility location and product design decisions in service based industries such as restaurants and hotels. Chapter 3 investigates the effect of social reputation platforms on customer behavior and assesses whether these platforms transmit the general customer opinion. Overall, the studies provide novel theoretical reflections and practical ways through which businesses can implement competitive intelligence to add value to their operations.<br>Esta tesis está compuesta por tres estudios que giran en torno a la inteligencia competitiva de una firma, las fuentes de datos disponibles y la mejora de las operaciones a través de la toma informada de decisiones. Los estudios cubren una variedad de temas en el campo de la investi-gación de operaciones: administración de ingresos, decisiones sobre el presupuesto de capital y aprendizaje social. El Capítulo 1 presenta un nuevo método econométrico para estimar los parámetros de modelos de toma de decisiones del consumidor basado en base a datos de in-teligencia competitiva. El Capítulo 2 combina datos públicos, disponibles en las plataformas de reseña social, con datos demográficos y geográficos para informar la ubicación de instalaciones y las decisiones de diseño de productos en industrias basadas en servicios, como restaurantes y hoteles. El Capítulo 3 investiga el efecto de las plataformas de reseña social en el com-portamiento del consumidor y evalúa si estas plataformas transmiten la opinión general de los clientes. En términos generales, los estudios proporcionan nuevas reflexiones teóricas y formas prácticas a través de las cuales las empresas pueden implementar inteligencia competitiva para agregar valor a sus operaciones.
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Holm, Petra, and Sara Johansson. "Middle Managers' Planning and Perceived Stress." Thesis, Jönköping University, JIBS, Business Administration, 2005. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-141.
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<p>Problem: A hardening business climate all over the world has resulted in company downsizing, which in turn has increased the workload and created a more stressful workday for middle managers. This has developed a new pressure upon middle managers to manage their work days efficiently, and in order to do this they have to make good use of their restricted time. One way to handle this is to utilize more efficient planning and time allocation, which also might have an impact on middle managers’ perceived stress.</p><p>Purpose: The purpose of this thesis is to describe and analyze everyday planning and its potential impact upon the perceived stress among middle managers in medium sized organizations.</p><p>Method: We use a qualitative method in this study and, in order to receive the information needed, ten middle managers from five different companies have been interviewed. The middle managers work at medium sized manufacturing companies located in the Jönköping region. The empirical material is analyzed together with the frame of reference which constitutes the basis for the conclusions.</p><p>Result: From the study it can be concluded that middle managers feel that it would be almost impossible to manage their work days without planning. All middle managers claim that they are in control of the work days, but it seem like it is often occurring that upcoming projects, assignments, or different unexpected occurrences instead control their days. The middle managers experience stress originating from both social and emotional stressors, and since the feelings of experienced time stress are often occurring, a conclusion may be that the middle managers perceived stress can be related to their planning.</p>
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Månsson, Ulf. "Stress : The Middle Managers everday life." Thesis, Jönköping University, JIBS, Business Administration, 2005. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-89.
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<p>Flera undersökningar åskådliggör att organisationsstruktur spelar en avgörande roll och påverkar anställdas attityder och arbetsresultat. Organisationskultur beskriver hur medlemmarna upplever organisationens karaktär och har en starkt motiverande effekt hos organisationens medarbetare. De humana organisationerna är de effektivaste och undersökningar styrker argumentet att ledare påverkar sina anställdas arbetstillfredsställelse och arbetsresultat. Med anledning av detta är det förhållandevis logiskt att de framgångsrikaste ledarna medvetet skapar en stark organisationskultur på sin arbetsplats.</p><p>Arbetstillfredsställelse har likheter med organisationskultur, men organisationskultur är beskrivande medan arbetsillfredsställelse är utvärderande. Vidare finns det samband mellan motivation och arbetstillfredsställelse. Arbetstillfredsställelse är ett resultat av det förflutna medan motivation är en förväntning avseende framtida händelser. Stress är en individuell process och faktumet att stressfaktorerna är additiva, medför att organisationerna måste ta hänsyn till den totala mängden stress som den anställde utsätts för. Vidare påvisar undersökningar att stressade ledare skapar stressade organisationer och anställda.</p><p>Syftet med studien är att beskriva hur mellanchefer vid Kriminalvården i Tidaholm upplever förväntningar från organisationen och organisationens anställda, samt hur detta på-verkar mellanchefernas individuella situation ur ett stress perspektiv.</p><p>Syftet uppfylls genom att applicera en kvalitativ ansats i vilken data insamlades genom personliga intervjuer. Målgruppen för undersökningen utgjordes nio mellanchefer (kriminalvårdsinspektörer), vilka hade samma chefer men olika arbetsuppgifter. Resultaten från studien visar att arbetsbelastning och tidsbrist är källor till stress. Tillsammans skapade dessa faktorer en upplevd känsla av otillräcklighet. Vidare klargjordes att bristfälligt ledarskap och känslan av osäkerhet var viktiga stressfaktorer. Internernas beteende kunde också skapa stressfulla situationer. Det fanns även exempel på dåliga erfarenheter när flera orutinerade medarbetare arbetade tillsammans. Stress vilken kunde härledas från överordnade bearbetades likartat av respondenterna, medan stress från underordnade bearbetades olika. Samtliga Kriminalvårdinspektörer menade att stress påverkar ledarskapet. Deras uppfattning hur stress påverkar överordnades och eget ledarskap varierade. Mellancheferna i denna studie besvärades av arbetsuppgifter vilka skickades direkt från Kriminalvårdsstyrelsen. Denna typ av uppgifter och ansvarsfördelning var svår att påverka. Vidare föreföll det inte vara ovanligt att denna typ av arbetsuppgifter utretts vid ett tidigare tillfälle. Dessa händelser indikerar att organisationen har klassiska problem att leda kunskap, såsom att lagra, handha, fördela, och sprida kunskap. I denna studie vandrar stress i båda riktningar, från botten mot toppen, eller från toppen mot botten.</p><br><p>Several investigations illustrate that the organizational structure has a mayor impact on worker attitudes and performance. Organizational culture describes how members experience the organizations characteristics and has a strong motivating effect to the organiza-tions employees. The most human organizations are more efficient and research strengthens the argument that leaders affect their subordinates job satisfaction and performance. It is then logical why the most successful leaders have created strong organizational cultures.</p><p>The approach job satisfaction has similarities with organizational culture but organizational culture is descriptive, while job satisfaction is evaluative. Further is there a relationship between motivation and satisfaction, even if they not are exactly comparable, actually they are quite different. Satisfaction is namely an outcome of the past and motivation is an expectation about the future. Stress is an individual process and the fact that stressors are additive means that the organizations have to consider the total sum stress an employee is exposed to. Furthermore illustrates research that stressed leaders create stressed organizations and employees.</p><p>The purpose of this thesis is to describe how middle managers in The Prison and Probation Service in Tidaholm perceive the expectations, from the organization and the organizations employees, and how this affects the middle managers individual situation from a perspective of stress.</p><p>The purpose was fulfilled by applying a qualitative research approach where data was collected through interviews. The target group included nine Middle managers (kriminalvårdsinspektörer) who had same superior managers but different working tasks. The results of the study indicates that workload was a source of stress and time was perceived to be a limit. This together created a feeling of insufficiency. Further were unclear leadership and the feeling of uncertainty important stress factors. The prisoners’ behaviour could also create stressful situations and there were bad experiences when several inexperienced employees worked together. Stress created from superiors was handled identically, while stress from subordinates was worked on differently. The respondents agreed that stress affects leadership. The opinions differed concerning how it affected their superiors- and their own leadership. What concerned the Middle managers were the assignments that came directly from the Kriminalvårdsstyrelsen. This flow of responsibilities and tasks were hard to affect. Often were the assignments investigated earlier, which indicates that the organization has classical knowledge management problems, like to store, handle and spread knowledge. In this study walks stress in both directions, from the bottom to the top, or from the top to the bottom.</p>