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Dissertations / Theses on the topic 'Skills of economy and management'
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Mashiapata, Makidiidi Blantina. "Self-evaluation of perceived knowledge and skills of economic and management sciences teachers in South Africa." Diss., Pretoria : [s.n.], 2006. http://upetd.up.ac.za/thesis/available/etd-09162008-124639/.
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Bellak, Joseph Fredrick. "Implementation of a Life-Skill Centered Token Economy: The Experience of a Peer Teacher." Diss., CLICK HERE for online access, 2006. http://contentdm.lib.byu.edu/ETD/image/etd1504.pdf.
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Le, Roux Ingrid. "Economic and management science learning area of Curriculum 2005 and entrepreneurial orientation." Diss., Pretoria : [s.n.], 2003. http://upetd.up.ac.za/thesis/available/etd-11242003-170243/.
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Monson, Kimberly Davis. "The Effects of Class-Wide Function-Related Intervention Teams in Two Middle School Art Classrooms." BYU ScholarsArchive, 2019. https://scholarsarchive.byu.edu/etd/8561.
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Classroom management is a common challenge in middle schools. Class-wide Function-Related Intervention Teams (CW-FIT) is a multi-tiered intervention designed to decrease problem behaviors at the classroom level (Wills et al., 2010). It is comprised of evidence-based practices such as teaching classroom expectations, increasing teacher praise, and using positive reinforcement in an interdependent group contingency. CW-FIT has shown promise in a variety of school settings, but it has not been tested in middle school art classrooms. This was initial investigation examining the effects of CW-FIT using a single-subject ABAB design in two middle school art classrooms. Results indicated that class on-task behavior increased by more than 25% and teacher praise-to-reprimand ratios more than doubled during CW-FIT implementation, compared to baseline levels. Results also indicated that on-task behavior for students identified as at-risk for emotional/behavioral disorders improved by more than 18% during the intervention. Teachers and students found the intervention to be socially valid. Results indicate promising implications for using CW-FIT in other middle school art classrooms.
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Pistorius, Zelma. "Entrepreneurship competence of economic management science teachers in the Kenneth Kaunda District / Pistorius Z." Thesis, North-West University, 2011. http://hdl.handle.net/10394/7274.
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The disproportionately high unemployment figures for the youth highlight the importance of finding alternative ways of increasing youth participation in the economy. According to the Western Cape Youth Report there are four major factors that have been identified as having a significant influence on the entrepreneurial environment in South Africa, especially as this relates to the youth, namely education and training; social and cultural norms; access to finance and the regulatory environment. Recent data compilations show that many poor and non–poor people in many developing countries face a high degree of financial exclusion and high barrier in access to finance. Although access to finance is a perennial problem for all small businesses, the youth are particularly vulnerable to this limitation. Many extremely poor households operate their own businesses, but do so without ample means.
A particularly pernicious problem is that the school system is not producing functionally literate students. For many years financial literacy has been neglected. There was also general agreement that people should be equipped with social skills, but financial literacy was not necessarily included as one of these skills. Many school–leavers do not have sufficient literacy, numeracy and livelihood skills to be able to participate actively in the economy. Pilot initiatives revealed that students often enter university with little knowledge of how to work out a weekly budget or manage money. Many of them in receipt of bursaries and other financial support soon run out of money and lead a hand–to–mouth existence.
A comprehensive and well co–ordinated approach to youth entrepreneurship is needed to increase the chances of success for start–ups as well as the chances of existing businesses to progressing from “micro” to fully–fledged small and medium–sized entities.
The main objective was to research the entrepreneurship competencies, skills and knowledge of the EMS teacher who will be instrumental in promoting entrepreneurship under the youth of the country. To meet the research objectives a qualitative approach was selected and a questionnaire was used as the survey instrument. A new questionnaire was developed to assess respondents’ perceptions of the importance of entrepreneurial knowledge, skills and training in teaching EMS. The responses received were analysed and assessed and the findings are embodied in the recommendations and proposals of this dissertation.
This study is of interest to policy makers, educational institutions and schools as well as to the Department of Education. The results of the study are intended to encourage the Department of Education to make a serious effort to promote entrepreneurship competence, knowledge and skills of primary school teachers.Thesis (M.B.A.)--North-West University, Potchefstroom Campus, 2012.
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Delport, Kandi Sue. "Conflicts in the role of business as a social partner in the South African economy : a study of skills development in the Border-Kei region." Thesis, Rhodes University, 2014. http://hdl.handle.net/10962/d1011784.
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This thesis analyses conflicts in the role of business as a social partner in the South African economy by studying skills development in the Border-Kei Region. Skills development is a key component of the South African government’s programme of labour market regulation and is founded on a participatory approach. The skills development framework requires the participation and co-operation of multiple social partners but relies heavily on the role of business in the attainment of national and sectoral skills development objectives. Unfortunately, however, there are significant conflicts in the role which business is expected to play which consequently hinder the efficiency of the framework and the likelihood that that these objectives will be realised. One of the most pertinent examples of these conflicts is the voluntary nature of the skills development framework, which incentivises but does not compel organisations to invest in training and development. Other conflicts include dissonances between national and employer led strategies and organisational disincentives to engage in training and development. This qualitative study uses an interpretive approach to study how and to what extent the Skills Development Act is implemented in selected organisations in Buffalo City as well as studying the issues pertaining to the implementation process. By using a purposive sampling approach, this research includes both primary data in the form of semi-structured interviews and secondary data in the form of documentary sources. The data represents the perspectives of business, labour and government and provides significant depth of insight into the discussions and issues surrounding skills development in Buffalo City. This dissertation argues that South Africa’s vocational training system, institutionalised through appropriate legislation, may not be sufficient to mobilise social partners, and of primary concern in this research – business – to invest in skills development. It suggests that extensive reliance on business is an insufficient way in which to upskill the labour market. However, with few alternatives to this approach, it is subsequently essential that business is encouraged to buy into the collective interest of skills development objectives. This primarily entails overcoming the challenges that embody the framework and increasing state emphasis on skills development.
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Van, Eeden Quinton. "Communities of practice as a national skills development strategy." Thesis, Stellenbosch : Stellenbosch University, 2004. http://hdl.handle.net/10019.1/49887.
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Thesis (MPhil)--Stellenbosch University, 2004.ENGLISH ABSTRACT: The South African society and economy are characterised by a duality - one is highly developed and able to participate in the global KnowledgeEconomy; the other, largely focused on subsistence with no access to the "infostructure" and opportunities of the Information Age. At the root of this duality is the disparity in skills between the developed and developing sectors of our society. Whileskills development is required in the developingsector along with other measures to address the "digital divide", skills retention through the transfer and sharing of knowledgeis required in the developed sector where various factors are causing a flight of skills from South Africa. These disparate objectives further exacerbate the unequal distribution of skills, knowledge, opportunities, and income and increase the chasm between "the two economies", negating any participation by South Africa in the global Knowledge Economy. Communities of Practice, as a proven and mature knowledge management strategy, is proposed as an appropriate method whereby skills development and knowledge transfer can take place in South African organisations and it is proposed that the National Skills DevelopmentStrategy recognises communities of practice as a core element. Individual and organisational learning in terms of skills development and knowledge transfer as well as the nature, support, structure, and value of communities of practice are conceptualised and described to provide a broad understanding of and illustrate the contribution that that communities could make to South Africa's ability to participate in the KnowledgeEconomyand closing the divide between our "twoeconomies".
AFRIKAANSE OPSOMMING: KENNISGEMEENSKAPPE AS 'N NASIONALE VAARDIGHElDS ONTWIKKELING STRATEGIE Die Suid Afrikaanse samelewing en ekonomie word gekenmerk deur 'n dualiteit - een sektor is hoogs ontwikkel en neem deel aan die globale Kennis Ekonomie; die ander is hoofsaaklik gefokus op oorlewing met geen toegang tot die inligting infrastruktuur van die Inligtings Era nie. Die ongelykheid in vaardighede tussen die ontwikkelde en ontwikkelende gemeenskappe is die kern van die genoemde dualisme. Die ontwikkelende sektor benodig dat die vaardighede van die breë samelewing ontwikkel word ten einde hulle in staat te stel om deel te neem aan die kennis samelewing. Aan die ander kant is daar 'n behoefte by die ontwikkelde sektor om bestaande kennis oor te dra en te deel ten einde die aaneenlopende verlies aan kennis en vaardighede te bekamp. Kennisgemeenskappe as 'n bewese kennisbestuur strategie, word voorgestel as 'n gepaste metode waardeur die ontwikkeling van vaardighede en die oordrag van kennis kan plaasvind binne Suid Afrikaanse organisasies en dit word aanbeveel dat kennisgemeenskappe erken word as 'n kern element van die Nasionale Vaardigheids Ontwikkeling Strategie. Individuele en organisatoriese kennis inname/bestuur in terme van vaardigheidsontwikkeling en kennis oordrag asook die aard, struktuur, ondersteuning en waarde van kennisgemeenskappe word bespreek. Dit word gedoen ten einde 'n breë begrip daar te stel van die aard en inhoud van, en die bydrae wat kennisgemeenskappe kan maak tot Suid Afrika se deelname aan die Kennis Ekonomie te illustreer. Dit word gestel dat kennisgemeenskappe kan bydra om die dispariteit tussen die twee ekonomieë in Suid Afrika aan te spreek.
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Mashaba, Johannes Monodowafa. "Leadership and management skills relevant to the South African diplomat in the global context : an overview of a South African diplomat." Thesis, University of Pretoria, 2008. http://hdl.handle.net/2263/23674.
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The role that South Africa has played in international affairs has grown immensely since the first democratic elections that were held in April 2004. The country’s commitments in international affairs are guided by its foreign policy which is based on ensuring an equitable share of global decision-making between the countries of the north and south, and the economic and social development of the African continent. These foreign policy objectives have created a lot of capacity challenges on the South African Department of Foreign Affairs (DFA) which is mandated to guide the formulation and implementation of South Africa’s foreign policy. In this study, the South African’s foreign policy objectives and its institutions responsible for implementing its foreign policy are discussed. Furthermore, the challenges that the country’s diplomats encounter in the global context in the implementation of the country’s foreign policy objectives are explored, especially the capacity required to successfully execute their mandate. The Foreign Service Institute (FSI), which is tasked with providing training to public administrators identified for Foreign Service, especially the content of its training programmes are the focus of this study. The data presented in this thesis are mainly derived from interview responses to a questionnaire that was developed for the purpose of this research study. The questionnaire was completed by individuals in the country’s Foreign Service (FS) who attended the FSI training programme and have been assigned to their first posting. Findings of this study indicate that the FSI training programme, in its current format, fall short of achieving its intended objective of equipping South African diplomats with the relevant diplomatic skills that are necessary for the effective and efficient execution of the country’s foreign policy. It is, therefore, recommended that FSI training programme be remodelled to address the actual challenges that the country’s diplomats face and thus emphasise the development of a uniquely South African training programme. This study concludes with recommendations for the DFA action on the future development of a remodelled FSI training programme for the FS, with the aim of enabling the institution to address public administration skills required for the successful implementation of the country’s foreign policy objectives.Thesis (PhD)--University of Pretoria, 2009.
School of Public Management and Administration (SPMA)
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Phiri, Kennedy. "The contribution of skilled immigrants to the South African economy since 1994 : a case study of health and higher education sectors." Thesis, Stellenbosch : University of Stellenbosch, 2010. http://hdl.handle.net/10019.1/8497.
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Thesis (MDF)--University of Stellenbosch, 2010.For many years, people have migrated to other parts of their countries or across national borders. The reasons for the phenomenon of migration are many. People tend to migrate from poorer regions or countries to those that are comparatively better than their places of origin. Migration affects both host and destination countries in many ways. While there is evidence to support positive effects from migrations, mostly in developed countries, there is ongoing debate in most developing countries as to the effect of this phenomenon of migration. Immigrants are often associated with negative effects in destination countries. The purpose of this research is to determine the contribution of skilled professional immigrants to the South African economy. This report will narrow its focus to a case study of the contribution of skilled professionals in the health and higher education sectors but will also take a cursory look at the broad effects of other immigrant categories in South Africa. This research report focused on selected sectors of the South African economy since 1994 and found enough evidence to conclude that immigrants contribute positively to the South African economy. This is contrary to commonly held assumptions that foreign immigrants negatively affect the South African economy. However, this research only focused on the higher education and health sectors. A broader understanding of the effects of immigrants on the South Africa economy therefore requires further investigation.
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Wang, Hong. "The yellow dragon, the black box and the golden coin : new Chinese immigrants and their contributions to New Zealand's knowledge society : a thesis submitted in partial fulfilment of the requirements for the degree of Master of Arts in Sociology in the University of Canterbury /." Thesis, University of Canterbury. Sociology and Anthropology, 2007. http://hdl.handle.net/10092/971.
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This study explores whether and how skilled Chinese immigrants can contribute to New Zealand's knowledge society and economy with their knowledge and skills. As New Zealand is moving towards a knowledge society and economy, the attraction of skilled migrants is one of the critical strategies in maintaining its competitive advantages. However, the results of the socioeconomic integration of new skilled migrants always lead to debates on the real role of skilled migrants in New Zealand's society and economy. This study uses multiple research strategies combining analyses of historical and statistical materials, and a case study with fourteen interviews conducted with new Chinese immigrants, who came from Mainland China after 1990 and are living and working in Christchurch, to explore the relationships between these 'descendents of the dragon' and New Zealand's knowledge society and economy. Through these strategies, the study shows the role of knowledge in the emergence of New Zealand's knowledge society and economy, the value placed on knowledge and skills in New Zealand immigration policies and the change in the Chinese community with the growing demand for skilled migrants. It argues that tacit knowledge is not separated from but interactive with explicit knowledge through cultural values, social networks and structures, and interpersonal relationships. Therefore, in the process surrounding the entry of new skilled Chinese immigrants into New Zealand society, the knowledge economy is not exclusively economic but socially and culturally conditioned; and the knowledge society is not universal but diversified and interdependent.
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Meng, Ke. "Political institutions, skill formation, and pension policy : the political-economic logic of China's pension system." Thesis, University of Oxford, 2014. http://ora.ox.ac.uk/objects/uuid:4fd792f6-3b4a-46e0-9566-582de50e7106.
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A central theme in the comparative political economy of the welfare state is the complementaries between political institutions, social policy, and labour markets. Yet little has been written to uncover this political-economic nexus in China, the world’s second largest economy. This thesis partly addresses this gap by studying the country’s public pension arrangement, the most expensive component of the Chinese welfare state. It reveals the working of the political-economic nexus in contemporary China by showing how it leads to two puzzling characteristics of the Chinese pension system, namely the rapid expansion in the absence of electoral pressures and the persistent regional fragmentation despite an authoritarian central government. It argues that the decentralised authoritarianism, in which China’s authoritarian central state delegates to regional governments and motivates them to achieve its developmental goals, drives municipal authorities to compete with each other in generating economic growth. In the inter-municipal economic competition, local leaders adopt an expansionary yet localising pension policy. This facilitates the formation of specific industrial skills, which are productive for particular local industries, and the retention of skilled industrial workers. All of this is important to local economic development in a context of industrial upgrading and labour market tightening. It is argued this is the political-economic logic of China’s pension system.
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Selvanathan, Tharshanan. "The appliance of the concept of sustainability in human resource management in the corporate sector in Germany." Doctoral thesis, Universitat Politècnica de Catalunya, 2018. http://hdl.handle.net/10803/663910.
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Decline of resources, increasing expectation of stakeholders and radical transparency imposed by new technologies urges multinational enterprises to define sustainability as an important driver, which affects Strategic and Human Resource Management. An organization’s corporate social performance becomes increasingly important in attracting highly educated applicants with a high level of job choice, often a source of competitive advantage in the human resource area.
This research investigates the usage of the concept of sustainability in Human Resource Man- agement in Germany. Hypotheses were derived, an empirical content analysis was executed and 8745 job advertisements analyzed on sustainable patterns. Annual reports and sustainability reports of organizations were evaluated on defining sustainability related targets in their compensation management. Personal interviews with Human Resource Managers of global market leaders were executed regarding the influence of sustainability in Human Resource Management.
Although the Executives of companies state that sustainability plays a major role in Human Resource Management there is a gap in implementation. Sustainability concepts were found in less than one third of all job advertisements. A minority of the investigated companies formulates sustainability related targets in their compensation management. The interviews of the HR Managers confirm the high relevance of sustainability of Human Resource Management but points out the reason for the lack of implementation as a deficit of specified training and development.
In order to attract highly qualified employees there is a need pointing out ecological, social and sustainable efforts by the company. By doing so the gap between Human Resource Management and Sustainability could be bridged and the term of Sustainable Human Resource Management practically applied.La disminución de los recursos, una mayor expectación de las partes interesadas y una transparencia radical impuesta por las nuevas tecnologías instan a las empresas multinacionales a definir la sostenibilidad como un factor importante, el cual afecta la gestión estratégica y de los recursos humanos. El rendimiento socio- empresarial de una organización es cada vez más importante para atraer candidatos con una excelente formación y un alto nivel de elección de empleo, lo cual suele ser una ventaja competitiva en los recursos humanos. Este estudio investiga el uso del concepto de la sostenibilidad en la gestión de los recursos humanos en Alemania. Se han derivado un número de hipótesis, se ha realizado un análisis de contenido empírico y se han analizado 8 745 ofertas de empleo. Se han evaluado los informes anuales y de sostenibilidad para definir objetivos relacionados con la sostenibilidad en la gestión de la remuneración. Se han realizado entrevistas con gerentes de RR. HH. de empresas líder a nivel mundial sobre la influencia de la sostenibilidad en la gestión de recursos humanos. A pesar de que los ejecutivos de varias empresas indiquen que la sostenibilidad juega un papel fundamental en la gestión de RR. HH., existe una brecha en su implementación. Se han encontrado conceptos de sostenibilidad en menos de un tercio de todas las ofertas de empleo. Una minoría de las empresas investigadas plantean objetivos relacionados con la sostenibilidad en su gestión de remuneración. Las entrevistas con los gerentes de RR. HH. confirman la gran importancia de la sostenibilidad en la gestión de recursos humanos pero señala como culpable de la falta de implementación un déficit en la formación y el desarrollo. Para poder atraer empleados altamente cualificados las empresas deben resaltar sus iniciativas ecológicas, sociales y sostenibles. Al hacer esto la brecha entre la gestión de recursos humanos y la sostenibilidad podría desaparecer y así aplicarse el término Gestión de Recursos Humanos Sostenible.
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Ruat, Thibault. "Le management stratégique des coopérations entre parties prenantes d'un projet de construction : cas d'entreprises de maitrise d'oeuvre du bâtiment." Thesis, Lyon, 2016. http://www.theses.fr/2016LYSE3022/document.
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La recherche s’attache à améliorer la compréhension d’un management stratégique des coopérations entre les parties prenantes d’un projet de construction. Cette thèse développe tout particulièrement le lien entre ce management des coopérations et la performance socio-économique des organisations de maîtrise d’œuvre. Ce lien est analysé à partir des deux principaux cadres théoriques que sont la théorie socio-économique et la théorie des parties prenantes. L’état des lieux du management stratégique des coopérations au sein des organisations de maîtrise d’œuvre, réalisé selon une approche dysfonctionnelle conforme à la méthodologie de recherche-intervention socio-économique, met en évidence les principales causes des défaillances de coopération et leurs impacts sur les parties prenantes. Puis, les expérimentations, menées dans 22 agences d’architecture et une PME de maîtrise d’œuvre, montrent que la synchronisation, le pilotage stratégique et le pilotage des compétences des parties prenantes constituent les trois principaux axes d’amélioration de ce management stratégique des coopérations. Des leviers et facteurs de développement de ces axes, mobilisables par les organisations de maîtrise d’œuvre pour améliorer la qualité des coopérations avec leurs parties prenantes internes et externes, sont développés. Les compétences et la confiance se révèlent deux facteurs significatifs de performance et de durabilité des coopérations. Leur articulation conduit au développement d’un concept de coopération-confiance performante et durable où le management stratégique des coopérations constitue l’activateur qui, par effet de levier, améliore la performance socio-économique de l’organisation ainsi que son pilotage. Un pilotage qui invite à un repositionnement de la fonction de maître d’œuvre vers celle de maître d’œuvre-pilote des coopérationsThis dissertation aims to enhance understanding of strategic management cooperation between the stakeholders of a construction project. Our work is particularly focused on the link between cooperation management and socio-economic performance of architectural and engineering firms. This link is analyzed through two main theoretical frameworks: socio-economic theory and stakeholder theory. An empirical analysis of strategic management cooperation within architectural and engineering organizations, through a dysfunctional approach according to the socio-economic intervention-research methodology, highlights the main causes of cooperation failures and their impacts on stakeholders. Then, experimentations, conducted in 22 architectural firms and in a SME engineering company, show that synchronization, strategic management and stakeholders’ skills management are three main improvement axes of cooperation strategic management. Those axes’ levers and development factors, mobilized by architectural and engineering firms to improve cooperation quality with internal and external stakeholders, are developed. Skills and trust appear as two significant cooperation performance and sustainability factors. Their combination leads to the development of a concept of efficient and sustainable cooperation-trust management in which strategic cooperation is the activator, by leverage effect, improves the organization’s socio-economic performance and its management. A management which calls for repositioning the architectural and engineering firms work to that of architectural and engineering firms as cooperation managers
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Durazzi, Niccolo. "The political economy of high skills : higher education in knowledge societies." Thesis, London School of Economics and Political Science (University of London), 2018. http://etheses.lse.ac.uk/3818/.
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A successful transition into the knowledge economy is said to depend upon higher level skills, creating unprecedented pressure on university systems - as they expand across countries - to provide knowledge-based labour markets with the skills needed. But what are the political economy dynamics underlying national patterns of high skill formation? This thesis argues that existing theoretical approaches are not well-suited to answer the question: ideational and structuralist frameworks downplay persistent national differences, while institutionalist accounts assume that national differences rest upon the very lack of higher education expansion in some countries, downplaying the crossnational trend of higher education expansion. The thesis proposes a framework that accounts for distinct national trajectories of high skill formation within the convergent trend of higher education expansion. In particular, two crucial variables are identified to theorise the relationship between higher education systems and knowledge-based labour markets: (i) the predominant type of knowledge economy in a given country; and (ii) the degree of inter-university competition across different higher education systems. It is argued that the former explains what type of higher level skills will be sought by employers and cultivated by governments, while the latter helps understanding of why some higher education systems are more open at the outset to satisfy labour market demands compared to others, determining whether institutional change in a given higher education system is likely to be encompassing or marginal. Cross-national descriptive statistics and systematic process analysis across a set of diverse country case studies (Britain, Germany and South Korea) are used to test the theory. By highlighting the agency of universities, governments and businesses and by linking higher education policy with knowledge-based growth strategies, this thesis provides a theoretical and empirical contribution on processes of institutional change in higher education and on broader trajectories of institutional change across advanced capitalist countries.
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Myeki, Pumla Qamisa. "South Africa’s transition to a low-carbon economy: skills availability implications." Thesis, Nelson Mandela Metropolitan University, 2017. http://hdl.handle.net/10948/14157.
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South Africa together with the rest of the world have been caught up in a new policy wave of developing policies that support the move towards sustainable, low-carbon and climate resilient economies. However, like any other transition, the social and economic impact of the new policy initiative towards a low-carbon economy is not yet fully understood, both in short- and long-term. While it is clear that the low carbon agenda presents major opportunities in terms of job creation, improved standard of living levels, improved resource consumption patterns as well as economic benefits. It also presents challenges, given the level of education and lack of skills for the installation, construction and operation of many technologies during the process of retrofitting the existing plants as well as infrastructures associated with the new low carbon agenda. The primary objective of this research study is to explore implications of skills availability in order to gain better understanding into the nature, extent and severity of skills shortage impact on the transition to a low-carbon economic future. The research study has revealed that shortage of skills may have a negative impact on the progress of the envisaged South Africa’s transition to a low-carbon economic growth trajectory. However, to varied factors, the study could not clearly articulate the nature, extent and severity of the skills shortages impact on the transition to a low-carbon economic future. These factors may include but not limited to the following: The concept of low-carbon economy is still a new concept with no universally agreed on definition, thus; leading uncertainties with regards to what it entails as well as policy dilemmas; Low-carbon economy is cross-cutting and cannot be clearly defined as a sector. With no clear sectorial boundaries it is difficult to plan for low-carbon economy sector; Skills shortage is chronic and is persistent but due to the fragmented and non-coherent approach by South African government when dealing with skills development. There are a number of reports by different departments on skills shortages but these reports do not talk to each other making it difficult to articulate at national level the nature, extent and severity of the challenge, due to scattered research. This research study has recommended some initiatives that the government of South Africa can consider in order to deal with uncertainties surrounding the low-carbon economy as well as the nature, extent and severity of skills shortages in South Africa. The study also suggested some possible future research interests that need to be pursued in order to develop useful data for decision makers both in the low-carbon economy and skills shortage space.
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Sivropoulos-Valero, Anna. "Essays on skills, management and productivity." Thesis, London School of Economics and Political Science (University of London), 2018. http://etheses.lse.ac.uk/3802/.
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This thesis investigates the role of skills and universities in explaining differences in economic performance between firms and regions. The first chapter examines the relationship between university entry and GDP growth between 1950 and 2010 based on new data that combines university entry in 1,500 regions across 78 countries. It finds that a 10% increase in a region’s universities is associated with 0.4% higher GDP per capita in that region, with evidence of spillovers to neighbouring regions. Part of the university effect appears to be mediated through increases in human capital and innovation, and we also find evidence that universities shape views on democracy. Focusing on the UK, the second chapter studies how university growth impacts on local industry composition and productivity using panel data on firms and nearby university enrolments over the period 1997-2016. This spatial analysis reveals that university growth stimulates high-tech start-ups and the effects are stronger for higher quality, research intensive universities and areas of higher initial human capital. Employment effects are more muted, though smaller establishments appear to get larger as universities grow. On average, positive productivity impacts are found only in more high-tech intensive areas. The third chapter provides evidence for a complementarity between modern management practices and higher education using data on manufacturing firms, universities and labour markets across 19 countries. It finds that firms further from universities have lower management scores, even when controlling for a rich set of observables and region fixed effects. Analysis using estimates of regional skill premia suggests that variation in the price of skills drives these effects. The fourth chapter examines differences in economic performance across the UK using a variety of data sources and measures. Ten stylised facts are presented which are relevant for policymakers and researchers engaged in the development of industrial strategy in the UK.
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Fakhrutdinova, Liubov Romanovna. "Natural resource management in the Russian economy." Thesis, University of Cambridge, 2008. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.612149.
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Martinaitis, Žilvinas. "The political economy of skills formation: explaining differences in Central and Eastern Europe." Doctoral thesis, Lithuanian Academic Libraries Network (LABT), 2010. http://vddb.laba.lt/obj/LT-eLABa-0001:E.02~2010~D_20101102_153847-42081.
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The dissertation seeks to explain, why different skills formation systems have emerged in Central and Eastern Europe over the past 20 years. More specifically, it investigates, why the labor force acquires general skills in the Baltic States, Poland and Hungary, while specific skills are of utmost importance in the Czech and Slovak Republics and Slovenia? The dissertation argues that these differences can be explained by the labor market, economic and political institutions. Strong employers’ associations, high employment security, generous unemployment benefits, proportional electoral system and government stability are necessary for emergence of specific skills formation systems, while absence of these institutions is sufficient for the emergence of general skills formation systems. The dissertation employs fuzzy set techniques and robust regression to test the hypotheses empirically.Disertacijoje siekiama paaiškinti, kodėl Vidurio Rytų Europos šalyse išsivystė skirtingos gebėjimų formavimo sistemos, t.y. kodėl Baltijos šalyse ir mažesniu mastu Lenkijoje bei Vengrijoje per pastaruosius 20 metų iškilo bendrųjų gebėjimų formavimo sistemos, o Čekijoje, Slovėnijoje ir Slovakijoje – specifinių gebėjimų formavimo sistemos? Darbe teigiama, kad tai nulėmė skirtingos darbo rinkos, ekonominės ir politinės institucijos. Stiprios darbdavių asociacijos, aukštas darbo vietos apsaugos lygis, dosnios išmokos bedarbiams, proporcinė rinkimų sistema ir Vyriausybių stabilumas yra būtinos sąlygos specifinių gebėjimų formavimo sistemoms atsirasti. Jei vienos ar kelių iš įvardintų institucijų nėra, tuomet atsiranda pakankamos sąlygos bendrųjų gebėjimų formavimo sistemos atsiradimui. Hipotezės tikrinamos remiantis neapibrėžtųjų aibių ir apibrėžtos regresijos (angl. robust regression) metodais.
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Cerfonteyn, Henk. "The anatomy of the knowledge economy." Thesis, Stellenbosch : Stellenbosch University, 2000. http://hdl.handle.net/10019.1/51938.
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Thesis (MBA)--Stellenbosch University, 2000.ENGLISH ABSTRACT: A major trend from an information era towards a knowledge economy is currently being experienced, which can be ascribed to the growing importance of knowledge in various countries. The anatomy of the knowledge economy concerns an overall view from the perspective of the organisation. The knowledge economy is analysed in terms of what it involves, its effects on the workplace, the role of information and communication technology (lCT), and emergent key ethical issues. Production and exploitation of knowledge will become the main source of wealth in the knowledge economy. Knowledge can be regarded as value-added to data and information that can be located in organisations either explicitly or tacitly. Tacit knowledge is most prevalent and underutilised form in organisations, and can be exploited to its full extent in the form of intellectual property. A printing metaphor is used to illustrate the extent to which knowledge can become embedded in products, thus increasing intangibility levels within products. Knowledge, as a strategic asset for any organisation, can be generated by innovation and dissemination processes. Knowledge also results in more customised high-valued goods, for which clients are willing to pay more. In facilitating a favourable environment for knowledge development in organisations, governments have an essential role to play. This role includes establishing cultures of entrepreneurship, innovativeness and competitiveness through education, training and funding of appropriate organisations. In order to reap substantial benefits from the knowledge economy, various countries are transforming their economies accordingly. The United States of America, Sweden, Finland and Singapore are currently leading in this respect while others like Canada and the United Kingdom have committed themselves to the new economic order. The measurement of knowledge within organisations has not yet been resolved due to difficulties in isolating the value of knowledge at various levels within the organisation. The escalation and importance of information and knowledge in work processes have resulted in the emergence of knowledge workers at the expense of workers involved with the physical dimension of work. By defeating spatial and temporal limitations through virtualisation, ICT will offer organisations and their workers the necessary agility for survival in the knowledge economy. In response, management will have to change organisational structures and increase innovativeness. Technology, as in the past, will increase capabilities of people even more, for example in the form of supporting tools, automation, controlling devices and connectivity. ICT, being the core technology in the knowledge economy, will have a major role to play relating to knowledge development within organisations by means of the knowledge value chain. The Internet will become an important technology in the knowledge economy. Concerns about unethical and criminal practices in knowledge economies centre around the violation of rights in terms of privacy and freedom, protection of property rights, accountability and liability, reliability of systems and quality of life. To sustain a prosperous knowledge economy and just society will involve innovative stakeholders who participate actively in achieving and maintaining goals of common interest.
AFRIKAANSE OPSOMMING: Tans vind 'n belangrike neiging vanaf 'n inligtingsera na 'n kennisekonomie plaas, wat toegeskryf kan word aan die toenemende belangrikheid van kennis in verskeie lande. Die anatomie van 'n kennisekonomie behels 'n oorsig vanaf die perspektief van die organisasie. Die kennisekonomie word beskou in terme van wat dit impliseer, die effek op die werksplek, die rol van inligtings- en kommunikasietegnologie (lKT), en opkomende etiese aangeleenthede. Die produksie en benutting van kennis gaan die belangrikste bron van welvaart word in die kennisekonomie. Die verskynsel van kennis kan beskou word as waarde toevoeging tot data en inligting en is sigbaar in organisasies in die vorm van óf eksplisiete óf verskuilde kennis. Verskuilde kennis is die mees algemene, maar onbenutte vorm in organisasies kan tot sy volle potensiaal ontgin word as intellektuele eiendom. Die drukkuns word as metafoor gebruik om aan te dui tot watter mate kennis deel geword het van produkte, wat lei tot verhoging van die nie-tasbare komponent in produkte. Kennis, as 'n strategiese bate vir enige organisasie, word geskep deur middel van innovering en verspreiding. Kennis bied ook hoë-waarde aan goedere tot so 'n mate dat kliënte bereid is om daarvoor meer te betaal. Om 'n gunstige omgewing vir kennis ontwikkeling te verkry, het regerings 'n belangrike funksie met betrekking tot die daarstelling van kulture wat betref entrepreneurskap, innovering en mededingendheid deur middel van opvoeding, opleiding en befondsing van toepaslike organisasies. Verskeie land is besig om hul ekonomieë te omvorm om die beduidende voordele wat die kennisekonomie bied, te benut. Die Verenigde State van Amerika, Swede, Finland en Singapoer is tans leiers in dié verband, terwyl Kanada en die Verenigde Koninkryk hulself ook tot die nuwe ekonomie verbind het. Om kennis binne organisasies in finansiële terme te meet is nog nie uitgepluis nie, vanweë die probleme om waarde van kennis by verskeie vlakke binne die organisasie te isoleer. Die toename en belangrikheid van inligting en kennis in die werksplek het gelei tot die verskynsel van kenniswerkers, ten koste van diegene betrokke met die fisiese sy van werk. Deurdat die beperkinge van ruimte en tyd deur middel van virtualisasie opgehef is, maak IKT organisasies en sy werkers meer rats en lenig - eienskappe wat vir oorlewing in die kennisekonomie vereis word. In reaksie hierop, sal bestuur hul organisasie strukture moet aanpas en innoveringsvermoë moet opknap. Tegnologie, soos altyd, sal vermoëns van mense verder verhoog, byvoorbeeld in die vorm van ondersteunende hulpmiddele, outomatisering, beheermiddele en skakeling. IKT, as kerntegnologie in die kennisekonomie, gaan 'n sentrale posisie inneem in die ontwikkeling van kennis in organsasies met behulp van die kennis waardeketting. Die Internet gaan 'n sleutel tegnologie in die kennisekonomie word. Kommer oor onetiese en kriminele praktyke in die kennisekonomie hou verband met die oorskryding van regte in terme van privaatheid en vryheid, beskerming van eiendomsreg, aanspreeklikheid en verantwoordelikheid, betroubaarheid van IKT stelsels en lewensgehalte. Om 'n voorspoedige kennisekonomie terselfdertyd met 'n regverdige gemeenskap te handhaaf, beteken dat innoverende rolspelers aktief sal moet deelneem om gemeenskaplike doelwitte na te streef en te verseker.
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Li, Ke. "Competition and merger in network economy." Thesis, University of Southampton, 2010. https://eprints.soton.ac.uk/152455/.
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This thesis is concerned about firm’s merger and competition behavior in modern economies in which networks are ever-more important and how to optimize merger policy when network externalities present. As a demand-side economics of scale, network externalities bring benefit to consumers through merger and acquisition if the products from different firms are incompatible. Hence, a merger, which is both socially optimal and privately profitable, can exist without considering the supply-side economies of scale. Merger policy should be revised to be able to recognize these “good” mergers and encourage them. Firm’s incentive to merge is enlarged by network effect because merged entities can benefit from a larger network, which increases the demand for their product. Moreover, merger and acquisition in network world give the merged entities an advantage in competition over the firms who stand outside the merger. One of the explanations for this advantage is merged entity may inherit indirect network resources, for example complementary products producers, from all merged firms, since the mobile of these resources are costly and slow. Acquiring more firms brings more indirect network resources to merged entity, which makes the products of merged entity more valuable to the consumers. Thus the merged entity can charge a higher price or squeeze more market share. Merged entity can obtain locked-in consumers from all merged firms is another explanation of the advantage. For some information products, such as TV subscription, internet access and mobile phone service, consumers need to sign a contract with the service provider and are locked by these contracts for a fixed period. Merged entity may inherit these locked-in consumers and show a larger initial network to the consumers who are not locked at the beginning of the competition. Social planner should be cautious to the merger in network world because network externalities magnify the power of the merger, which may be utilized by the firms to get dominant position.
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Fitzpatrick, Peter George. "Integrated skills reinforcement in pharmacy personnel management /." Access Digital Full Text version, 1992. http://pocketknowledge.tc.columbia.edu/home.php/bybib/11229391.
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Thesis (Ed.D.)--Teachers College, Columbia University, 1992.Includes tables. Typescript; issued also on microfilm. Sponsor: Carmine Paul Gibaldi. Dissertation Committee: L. Lee Knefelkamp. Includes bibliographical references (leaves 164-168).
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Chinsomboon, Oonnut Mac 1969. "Incubators in the new economy." Thesis, Massachusetts Institute of Technology, 2000. http://hdl.handle.net/1721.1/9258.
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Thesis (M.B.A.)--Massachusetts Institute of Technology, Sloan School of Management, 2000.Includes bibliographical references (leaves 128-132).
In recent years, and especially during the past six to nine months, the number of new for-profit high-technology incubators has increased dramatically. Incubators in the New Economy are seen as organizations that can address the unique demands required to create today's successful new ventures: speed-to-market, synergy and network, talent cultivation, and strategic cohesiveness. This study looks at this phenomenon and explores the incubator's operating models and organizational forms, focusing specifically on the value-proposition, sustainability, and scalability factor, with a side analysis of vertically- focused incubators in the wireless-telecommunications space. The analysis consists of business articles and a total of more than 80 in-depth interviews with incubator founders, venture capitalists, New Economy analysts, New Economy visionaries, entrepreneurs, investors both public and private, and telecommunications executives. Overall, the industry is new and "hot." A handful of incubators provide obvious value while many others may not provide as much value but are changing to meet the needs of the market. Investors should watch for the effects of Darwinian Theory of Entrepreneurs and plan measures to counter them. As with any type of new industry or business, there are numerous pitfalis. NOTE: I'm now working on an extended version of this study that will cover more incubators, more venture capitalists' comments, as well as those from others in the industry, and provide my comments on other related and topical business issues. Please signup on the email list at the http://chin.mmhoon.comlinc11hator website to be notified when this new extended version is available.
by Oonnut Mac Chinsomboon.
M.B.A.
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Ubalde, Buenafuente Josep. "The social valuation of skills. An analysis through linguistic work in the new economy." Doctoral thesis, Universitat Rovira i Virgili, 2019. http://hdl.handle.net/10803/667719.
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Els canvis en el contingut i la rellevància de les competències en els mercats laborals de la nova economia ha generat diversos debats respecte a la seva conceptualització i valoració. Des del corrent principal de l'economia, la competència és considerada un dels principals ingredients del capital humà, el valor del qual està determinat per la dinàmica de l'oferta i la demanda en el mercat de treball. En canvi, des del punt de vista heterodox, les habilitats estan construïdes socialment. El valor de les competències resulta de la negociació política y reflecteix el poder i estatus de diversos grups d'interès així com les ideologies predominants en la societat. La tesi es centra en la valoració de les competències lingüístiques, un tipus d'habilitat transversal que és bàsica per al treball tant cognitiu com interactiu en la nova economia, però que està involucrada en algunes controvèrsies en relació a la devaluació i la desqualificació de treballadors i ocupacions. Des d'un enfocament de mètodes mixtos, la tesi presenta tres articles que estudien l'impacte de les ideologies i la seva institucionalització en la valoració de les competències lingüístiques. El primer dels articles analitza com les actituds cap als immigrants en diversos països europeus es relacionen amb la devaluació dels seus coneixements de llengües estrangeres. El segon article prova si aquelles habilitats lingüístiques teoritzades com a devaluades degut a la seva associació tradicional amb el treball femení, el sector de serveis de més baix estatus i l'origen ètnic, estan o no recompensades en el mercat laboral dels Estats Units. L'últim article descriu la rellevància del treball lingüístic en la definició de categories laborals en el sector dels call center a Espanya i en les lluites entre ocupadors i treballadors en relació amb la valoració de les competències lingüístiques. La tesi conclou que la valoració de les competències lingüístiques està influenciada per ideologies i institucions socials que van més enllà de la dinàmica d'oferta i demanda en el mercat. Aquestes ideologies i institucions han de considerar-se seriosament des de l’acció política i social per a una valoració justa de les competències dels treballadors de la nova economia.Los cambios en el contenido y relevancia de las competencias en los mercados laborales de la nueva economía ha generado diversos debates con respecto a su conceptualización y valoración. Des de la corriente principal de la economía, la competencia es considerada uno de los principales ingredientes del capital humano cuyo valor está determinado por la dinámica de la oferta y la demanda en el mercado laboral. En cambio, desde el punto de vista heterodoxo, las competencias están construidas socialmente. La valoración de la competencia es resultado de la negocian política y refleja el poder y estatus de diversos grupos de interés, así como las ideologías predominantes en la sociedad. La disertación se centra en la valoración de las competencias lingüísticas, un tipo de habilidad transversal que es básica para el trabajo tanto cognitivo como interactivo en la nueva economía, pero que está involucrada en algunas controversias en torno a la devaluación y la descualificación de trabajadores y ocupaciones. Desde un enfoque de métodos mixtos, la tesis presenta tres artículos que estudian el impacto de las ideologías y su institucionalización en la valoración de las competencias lingüísticas. El primero de ellos analiza cómo las actitudes hacia los inmigrantes en diversos países europeos se relacionan con la devaluación de sus conocimientos de lenguas extranjeras. El segundo artículo prueba si aquellas habilidades lingüísticas teorizadas como devaluadas debido a su asociación tradicional con el trabajo femenino, los empleos del sector de servicios de bajo estatus y el origen étnico, están o no recompensadas en el mercado laboral de los Estados Unidos. El último artículo describe la relevancia del trabajo lingüístico en la definición de categorías laborales en el sector de los call center en España y en las luchas entre empleadores y trabajadores en relación con la valoración de las habilidades lingüísticas. La tesis concluye que la valoración de las habilidades lingüísticas está influenciada por ideologías e instituciones sociales que van más allá de la dinámica de oferta y demanda en el mercado. Dichas ideologías e instituciones deben considerarse seriamente des de la acción política y social para una valoración justa de las competencias de los trabajadores en la nueva economía.
Several debates on how skills should be conceptualised and valued have arisen from changes in the content and relevance of them in the labour markets of the new economy. In mainstream economics, skill is one of the main ingredients of human capital and its value is determined by the supply-demand dynamic of the labour market. According to heterodox views, however, skills are socially constructed. The value of skills results from political negotiation, reflecting the power and status of diverse interest groups, as well as the predominant ideologies of society. The dissertation focuses on the valuation of linguistic skills, a cross-cutting kind of skill that is basic for both cognitive and interactive work in the new economy, but which is involved in controversies regarding the devaluation and deskilling of workers and occupations. From a mixed methods approach, the dissertation presents three papers that study the impact of institutionalized ideologies on linguistic skills valuation. The first paper analyses how the attitudes towards immigrants across European countries is related to the devaluation of their foreign language knowledge. The second paper test whether those linguistic skills which are devaluated for their traditional association with women’s work, low-status service sector jobs and ethnicity are unrewarded across occupations in the US labour market. The third and final paper describes the relevance of linguistic work in defining job categories in the call centre sector in Spain and the struggles between employers and workers regarding the valuation of language skills. The thesis concludes that ideologies and social institutions influence the valuation of linguistic skills above and beyond the market dynamic. A serious consideration in political and social action of such ideologies and institutions is required in order to fairly value workers skills in the new economy.
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Hayward, Sally. "Knowledge and skills in the global economy : the case of the European biotechnology industry." Thesis, Nottingham Trent University, 1997. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.363460.
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This thesis examines the suggestion that the Western economies are witnessing the globalisation of markets, production, finance and knowledge which has placed severe limits on the economic role of national governments, and that effective public policy is now restricted to the promotion of education and training which is the chief determinant of national competitiveness in the new global, knowledge-intensive economy. In practice, governments have become heavy supporters of knowledgeintensive industries through policies aimed mainly at upgrading human capital. This view of the role of economic policy amounts to a new academic and policy orthodoxy and is subject to critical examination in this thesis. This thesis contends that some convergence of economic systems has occurred with national economic development enmeshed in a global economy in which some positions are more rewarding than others. At the same time, the nation-state remains central to shaping industrial activity. Nowhere is this argument more true than in `high technology or `knowledgeintensive' sectors where increasing returns apply and where government policies continue to play a critical role in determining industrial development. These arguments are examined through a case study of skills and training issues in European biotechnology - purportedly a sector exposed to processes of globalisation. The study reveals the explanatory limits of the new orthodoxy. It reveals a picture of biotechnology in which economic development is far more complex than originally assumed at the beginning of the skill shortage study. The economic validity of the argument that investments in skills and training are a panacea to improving productivity in a knowledge-intensive industries and are thus the key to the economicprosperity of nations is criticised. It is shown how popular assumptions in relation to the scientific labour market are misplaced and inappropriate. The development of the sector is shown to have been heavily influenced by the operation of national structures and the ways in which these have structured the level and nature of demand for the industry's products and the availability of investment finance for new technologies. Significant changes in the dimensions of national biotechnology industries are acknowledged to have occurred through the globalisation of capital and markets, but the role of the national environment and of the strategic choices of governments in developing the sector are seen to have been highly influential in shaping the dynamics of the industry. Although the failure of the European biotechnology industry to develop at the pace originally envisaged has been attributed to skill shortages, it is argued that the pace of economic development in this sector has been influenced also by the power of national and transnational social groups, differential access to knowledge and finance - in short by the combination of the institutional characteristics of national societies and the emerging power of transnational movements
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Goslett, Daniel Gideon. "People management competitive practices in the new economy." Thesis, Stellenbosch : Stellenbosch University, 2003. http://hdl.handle.net/10019.1/53550.
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Thesis (MBA)--Stellenbosch University, 2003.ENGLISH ABSTRACT: People management, as a differentiating factor for an organisation in a competitive environment, has become a reality. This report focuses on practical best practices in making human capital the differentiating factor in any organisation. Eight topics are discussed, after positioning them against existing models and showing their relationship to the MARDEN diagnostic model of change management. The topics are: • Ensuring that your organisation's people management strategy delivers tangible results. • Entrenching a workplace culture that delivers optimum performance. • Creating high performance workplace practices. • Achieving growth through competency-based people performance and development. • Leveraging superior performance through team based leadership. • Strategy processes in developing supply chains and workplaces into major competitive advantages. • Transforming knowledge into power by becoming a true learning organisation. • Enabling your organisation to implement a successful change and transformation process. The topics are each evaluated in further detail, in order to drill down into specific practices and issues that need to be addressed by organisations. This ensures that practical best practices are positioned to ensure that the human capital, as a major intangible asset, is nurtured into high performing teams and a cohesive group.
AFRIKAANSE OPSOMMING: Mensebestuur as 'n differensierende faktor vir 'n organisasie in 'n mededingende omgewing is 'n realiteit. Hierdie verslag fokus op praktiese beste praktyke vir die versekering om mense-kapitaal as die differensiasie faktor te vestig in enige organisasie. Daar word agt onderwerpe bespreek teen die agtergrond van bestaande modelle, asook die verwantskap met die MARDEN diagnostiese model van veranderingsbestuur as evaluerings basis. Die onderwerpe is: • Versekering dat die organisasie se mense-bestuur strategie tasbare resultate lewer. • Vestiging van 'n werkplek kultuur wat optimale resultate verseker. • Vestiging van hoë verrigting werkplek praktyke. • Groei stimulasie deur bevoegdheid gebasseerde mense-prestasie en ontwikkeling. • Hefkrag van buitengewone prestasie deur span gebasseerde leierskap. • Strategiese prosesse deur die ontwikkeling van waardekettings en werkplek tot mededingende voordele. • Omskakeling van kennis in mag deur 'n ware lerende organisasie. • Bemagtiging van 'n organisasie deur die implimentering van suksesvolle veranderings en transformasie prosesse. Elke onderwerp word verder ondersoek in meer praktyke en detail wat deur organisasies geadresseer moet word om te verseker dat die beste praktyke toegepas word. Sodoende word die organisasie by gestaan om mense-kapitaal te posisioneer as die belangrikste ontasbare bate en ontwikkel in hoë prestasie spanne en 'n samehorige groep.
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Maier, Barcroft Kerstin. "Diversity management and the political economy of policing." Thesis, University of Stirling, 2014. http://hdl.handle.net/1893/21788.
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Diversity management and diversity training have been part of the standard management repertoire for several decades, and have recently received fresh impetus in the UK through the Equality Act 2010. The Police Services in England and Wales and in Scotland have further reasons to ensure the fair treatment of their own workforces and equality in their dealings with the public since the Macpherson Inquiry and the subsequent revelations relating to the Stephen Lawrence case. For the Police Service, diversity is particularly crucial as it forms a key element of public legitimacy and therefore impacts upon the very principle of ‘policing by consent’, the foundation of British policing (Jackson et al. 2012). However, diversity policies and diversity training tend to be viewed narrowly and used as a decontextualised medium to reduce racism (and other ‘isms’), seen as fulfilling their purpose regardless of the political and occupational context. This thesis, in contrast, suggests that there is a need to examine diversity management and diversity training, not only within an organisational context, but also within the broader political economy into which it is introduced and in which it is implemented. Tracing the various aspects that make up the political economy of policing, the thesis outlines social, economic, legal and political influences, as well as the occupational culture of the police and its emotional ecology. Given the longitudinal design of the research, and the profound changes that have occurred to the political economy of policing over a relatively short time, the thesis is able to examine the impact of these changes on diversity practices within the Police Service of Scotland. Longitudinal data collected at two points in time, 2008/9 and 2013 – straddling not only the introduction of the Equality Act 2010, but also the creation of a single Police Service in Scotland, amongst other changes – suggests that significant changes have occurred to diversity training and diversity professionals, as well as to the ways in which diversity is managed. Using the notion of emotional spaces, diversity training in particular reveals complex interactions in the context of the changes, exposing the tensions police officers and police staff are currently experiencing. Drawing on the analytical framework of emotional ecology, it is argued that in addition to other changes to the political economy of policing, diversity training courses reflect demands for the police to be more open, sensitive and collaborative, by challenging and ‘opening up’ the emotional ecology of the police during training. Interviews and longitudinal observational data suggest that this process has intensified greatly since the creation of Police Scotland, thereby placing competing demands on officers to consolidate the new with the conventional emotional ecology of the police.
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Molone, Leonard. "Equipping church leadership in developing conflict management skills." Theological Research Exchange Network (TREN), 1993. http://www.tren.com.
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Johnson, Kiana, Sarah Mapel-Lentz, Barbara McMorris, and P. Scal. "Improving Self-management Skills through Youth Centered Communication." Digital Commons @ East Tennessee State University, 2015. https://dc.etsu.edu/etsu-works/7009.
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Purpose: We tested relationships between patient-centered communication (PCC), relatedness to health care providers, and autonomy around health care management among youth with and without mobility limitations (MLs) and examined whether the relationship between PCC and autonomy was mediated by how connected youth feel to their health care providers.
Methods: Stratified multiple regression models were used to examine predicted associations for youth with and without MLs.
Results: PCC was significantly associated with relatedness to health care providers and autonomy for managing health care among youth with and without MLs. After controlling for covariates, evidence of mediation was observed among youth without MLs but not for youth with MLs.
Conclusions: For youth without MLs, mediation suggests that youth's connection to their health care provider contributes to higher levels of health-related autonomy. For youth with MLs, independent of feeling connected to health care providers, more frequent PCC resulted in higher levels of health-related autonomy.
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Xingwana, Lumkwana. "Management perceptions regarding skills shortages in gold mines." Thesis, Nelson Mandela Metropolitan University, 2012. http://hdl.handle.net/10948/d1007959.
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The skills shortages in mining and mineral sector had existed for a decade and had a widespread effect on South Africa economy. It affects the level of economic productivity and reduces the country’s capacity to develop a knowledge society. This, in turn, affects the country’s functioning in the global economy. Despite the sector’s best efforts, the shortages continue to grow and threaten the delivery of projects and growth plans. Some researchers contend with the view that the persistence of skills shortages in mining and mineral sector is largely due to entrenched attitudes among both the industry and the community. They claim that employers have the means to change the educational profile of the subsectors by appointing recruits with higher levels of schooling. However, owing to the limited number of higher educated people living in the communities surrounding the mining operations and lack of interest in mining of people with higher levels of education, to name but few, employers are perceived to have a habit of employing people with little skills. The current study was aimed at investigating the impact of skills shortage on organisational performance, propensity to leave, competitive advantage and sustainability, from the management perceptive. The main objective of this study was to incorporate and embed previous research findings and theories into a comprehensive hypothetical model. A hypothetical model showed various factors that may influence skills shortage. Four independent variables (working environment, employment conditions, resources and education and training) were identified as variables that may influence skills shortage; and mediating variable (skills shortage) was also identified as a variable that have potential to affect dependent variables (organisational performance, propensity to leave, competitive advantage and sustainability) of gold mining sector. Furthermore, eight hypotheses were developed to test the relationship between independent, mediating and dependent variables. All these variables were clearly defined and operationalized with various items obtained from measuring instruments used in other similar studies. A purposive sample of 343 respondents was drawn from the population. A seven-point Likert scale and structured questionnaire were administered in person to the respondents and of which 300 were usable and subjected further to several statistical analyses. The validity and reliability of the measuring instrument was evaluated using significant effect p< = 0.001 and Pearson’s correlation test (α = 0.05). Data gathered were fed to and analysed by STATISTICA (version 10) and factor analysis and regression analyses were the statistical procedures used to test the significance of the relationships between the various independent and dependent variables. Consequently, working environment, resources and education and training were three independent variables that were identified as having ability to predict propensity to leave, competitive advantage and sustainability. An attempt was made to establish whether various demographic variables have an influence on mediating and dependent variables through the introduction of gender and position in the organisation while conducting an Analysis of Variance and Multiple linear regressions, but they obtained negative values. The conclusion is that demographic variables do not have over mediating and depended variables. The findings of this study states that with conducive working environment, availability of resources, the high levels of education and training, the country could produce skills that would reduce propensity to leave, drive competitive advantage and sustainability, innovation and entrepreneurship, create competitive advantages and boost employment sustainability.
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Johnston, Thomas. "Leadership skills in work teams." Thesis, University of Bradford, 1990. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.316631.
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Eulitz, Christin, Fritz Klauser, Ute Moschner, and Juliana Schlicht. "Ready for the energy and water industries: knowledge and skills of business professionals and excecutives." Universitätsbibliothek Leipzig, 2016. http://nbn-resolving.de/urn:nbn:de:bsz:15-qucosa-212492.
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Dynamic changes taking place in the energy and water industries are bringing with them new and different demands on business specialists and managers of enterprises. These developments, together with an emerging, demographically induced shortages of specialists call for an industry-focused realignment of academic business education and training. This will require curricula geared to both recent scientific findings in various disciplines and the current and future needs of the energy and water industries for specialists and managers. So far, the latter have hardly been studied systematically. The present study fills this gap.
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Paul, Anil [Verfasser]. "Leadership : Skills, Behaviors & Traits / Anil Paul." Frankfurt a.M. : Peter Lang GmbH, Internationaler Verlag der Wissenschaften, 2017. http://d-nb.info/114209605X/34.
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Murray, Nicole Anne. "Who gets their hands 'dirty' in the knowledge society? Training for the skilled trades in New Zealand." Lincoln University, 2004. http://hdl.handle.net/10182/1714.
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The vision of New Zealand as a 'knowledge society' is a mantra that has opened the twenty-first century. Underpinning any 'knowledge society', however; are people who turn resources into concrete products and who build, maintain and service the technological and social infrastructure essential to society. This thesis examines the skilled trades and, in particular, how people are trained for those trades. Industry training is a crucial component of the wealth-generating capabilities of New Zealand. It is also an essential part of the way that many young people make the transition from school to work and from adolescence to adulthood. The means of training tradespeople has moved over the years from the rigid and prescriptive apprenticeship system, to the more voluntaristic, industry-led 'industry training' strategy, introduced following the Industry Training Act 1992. Regardless of the system used to organise training, however, there have been long-standing problems in New Zealand with achieving the optimum number of skilled workers, possessing the correct 'mix' of skills required. In this research, based upon semi-structured interviews with industry training stakeholders four industry case studies, policy content analysis and an in-depth examination of the Modem Apprenticeships scheme, I ask three key questions. First, what are the things that, as a country, we could or should reasonably expect a 'good' industry training system to contribute to? These may be things like: an adequate supply of appropriately skilled workers, the ability to upskill or reskill these workers as needed, clear transition routes for young people, lifelong learning opportunities, equity goals and foundation skills. Second, I ask how the current system performs against these criteria. The short answer is that the performance is 'patchy'. There are dire skill shortages in many areas. While opportunities for workplace upskilling, reskilling or 'lifelong learning' are available, I argue that they are not yet cemented into a 'training culture'. Workplace-based learning is an important transition route for a small percentage of our young people but the favoured route is some form of tertiary education, which may be an expensive and not necessarily relevant option. Third, I ask why the performance of New Zealand's industry training system is often less than desirable. My argument is that the problems and solutions thereof, of skill formation in New Zealand have been understood largely in terms of the supply-side. That is, we have either critiqued, or looked to reform, whatever system has been in place to train skilled workers. The inadequacy of this approach is evident from weaknesses in the ability of either the prescriptive apprenticeship system or the voluntaristic industry training strategy to deliver an appropriately skilled workforce. Thus, I also examine the demand side of skill formation: the wider influences that impact on employers' training decisions. Training decisions made by individual employers, the aggregation of which represent the level and quality of training for New Zealand as a whole, are influenced by a plethora of factors. At the micro level of the employer or firm, I explore barriers to training and some of the constraints to the demand for skills. I then examine broader influences, such as the changing shape of the workforce, labour market regulation and wider economic factors, all of which impact on training levels.
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Kováčová, Petra. "Rozvoj služeb z hlediska konkurenceschopnosti." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2009. http://www.nusl.cz/ntk/nusl-222369.
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Diplomová práce představuje paradigmata servisně orientované ekonomiky z hlediska konkurenceschopnosti firmy. Zaměřuje se na konkurenční výhody, kterých lze dosáhnout nebo podporovat rozvojem služeb. Teoretický základ prezentuje specifika a význam sektoru služeb v současných nejvyspělejších ekonomikách. Jmenuje hlavní konkurenční strategie používané v sektoru služeb a srovnává je se zažitými strategiemi známými z produktově orientované ekonomiky. Práce blíže analyzuje metody rozvoje služeb ve společnosti IBM GSDC Brno v oblasti globalních IT služeb. Pojednává o hlavních problémech spojených s jejich inovací a zároveň naznačuje současné a budoucí trendy v oblasti IT služeb. V praktické návrhové části jsou prezentovány nové přístupy k rozvoji služeb, které by mohly podpořit konkurenceschopnost firmy na globálním trhu služeb.
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Turner, Donna. "The Malaysian state and the régulation of labour : from colonial economy to k-economy /." Access via Murdoch University Digital Theses Project, 2006. http://wwwlib.murdoch.edu.au/adt/browse/view/adt-MU20070424.111203.
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Jenkins, Charles T. "Management and management education in a less developed economy: the case of Malawi." Thesis, Aston University, 1985. http://publications.aston.ac.uk/12157/.
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Malawi is seen as a society in transition, and as a consequence, it is argued, Malawian managers face particular problems where traditional and Western values intersect. The role of the Polytechnic of Malawi as a provider of management education in this environment is thus problematical. The thesis begins with a description of the Malawian business environment in its geographical, historical, political, cultural, economic and institutional forms, and then goes on to examine the problems practising managers themselves feel they face, and attempts to explain these problems in terms of the environmental factors described, and the environmental changes taking place. It is concluded, from the analysis conducted, that the environmental features discussed interact in a complex way to make Malawian managers averse to exercising initiative and taking decisions. The question of what the Polytechnic can do to help overcome this aversion is addressed. The field research was conducted in Malawi in the seven months January to July, 1980, during which time 207 questionnaires were administered to junior and middle managers working in all sectors of the economy at levels equivalent to Polytechnic graduate entry. In addition, a number of senior managers (both Malawian and expatriate) were interviewed, a case study was conducted in a manufacturing organisation, and a second questionnaire was administered to all business students at the Polytechnic. Extensive use of official statistics was also made where appropriate.
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Doherty, Sherri L. M. "The political economy of agricultural pest management in Ontario." Thesis, National Library of Canada = Bibliothèque nationale du Canada, 2001. http://www.collectionscanada.ca/obj/s4/f2/dsk3/ftp04/MQ56319.pdf.
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Fiddaman, Thomas S. (Thomas Scott). "Feedback complexity in integrated climate-economy models." Thesis, Massachusetts Institute of Technology, 1997. http://hdl.handle.net/1721.1/10154.
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Collis, Avinash. "How should we measure the digital economy?" Thesis, Massachusetts Institute of Technology, 2020. https://hdl.handle.net/1721.1/126980.
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Thesis: Ph. D., Massachusetts Institute of Technology, Sloan School of Management, June, 2020Cataloged from PDF version of thesis.
Includes bibliographical references.
Gross domestic product (GDP) measures production and is not meant to measure well-being. While many people nonetheless use GDP as a proxy for well-being, consumer surplus is a better measure of consumer well-being. This is increasingly true in the digital economy where many digital goods have zero price and as a result, the welfare gains from these goods are not reflected in GDP or productivity statistics. Chapter 1 proposes a way of directly measuring consumer's economic well-being using massive online choice experiments. It finds that digital goods generate a large amount of consumer surplus that is currently not captured in GDP. For example, the median Facebook user needed a compensation of around $48 to give it up for a month. Building up on these results, Chapter 2 extends the GDP framework to include welfare gains from new and free goods and construct a new metric called GDP-B, where B stands for benefits. It finds that including the welfare gains from Facebook would have added between 0.05 and 0.11 percentage points to GDP-B growth per year in the US. Chapter 3 proposes a way of measuring network effects on multi-sided platforms using choice experiments. It also models digital platforms allowing for heterogeneity in demand elasticity and network effects across users of different types. It then calibrates the model using an empirical application to Facebook and simulates six different taxation and regulatory policies. Chapter 4 looks at the impact of social media on subjective well-being and academic performance through a randomized controlled trial of University students. Chapter 5 summarizes the research agenda moving forward and concludes with a framework for measuring different aspects of well-being in the digital economy.
by Avinash Collis.
Ph. D.
Ph.D. Massachusetts Institute of Technology, Sloan School of Management
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van, Luinen Edward. "Global leadership| Strategies and practices to develop intercultural skills." Thesis, Pepperdine University, 2016. http://pqdtopen.proquest.com/#viewpdf?dispub=10139809.
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Globalization is a transformational change phenomenon that is significantly and rapidly impacting today’s organizations, leaders, and people. In turn, the role of the global business leader has become quite complex, and Fortune 500 organizations are facing a dearth of global leaders capable of addressing today’s business leadership challenges. In response to this challenge, one particular strategy for developing global leaders focuses on building intercultural skills. However, given the complexity of their roles, global leaders may face difficulties in developing these skills. By first acknowledging these obstacles global leaders can then, through their work, develop effective strategies and practices in the intercultural domain. After some time spent working in their global roles, leaders may be in the best position to measure what intercultural strategies and practices are most effective. Once global leaders possess strong intercultural acumen, they can pass on their knowledge to emerging generations of leaders by recommending a number of strategies and practices that have proven effective in navigating the global business arena.
This study took a qualitative approach through semi-structured interviews of global leaders to gain a deeper understanding of the difficulties faced in developing intercultural skills. From that vantage point, the interviewees articulated strategies they have used to nurture these critical intercultural skills. Success measures for global leaders demonstrating applicable intercultural skills may include effective communication, team cohesion, and goal achievement. Other success measures were discovered as a result of this study. Collectively, these measures inform new strategies and tools to develop and coach future generations of emerging global leaders seeking to enhance their intercultural acumen.
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Wong, Chun-wai. "Evaluating the quality of communication skills in classroom management." [Hong Kong : University of Hong Kong], 1994. http://sunzi.lib.hku.hk/hkuto/record.jsp?B13832967.
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Wood, Daniel. "Hospitality management skills an educational and workplace comparative analysis /." Online version, 2003. http://www.uwstout.edu/lib/thesis/2003/2003woodd.pdf.
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Barrientos, Piñeiro Claudio, García Patricia Silva, and Marcos Serafín Antúnez. "Management skills to promote participation families in basic schools." Pontificia Universidad Católica del Perú, 2016. http://repositorio.pucp.edu.pe/index/handle/123456789/116978.
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This article provides knowledge about the state of affairs on policies and dynamicssurrounding the performance skills of school principals regarding the promotionof participation. Using a qualitative approach and methodology Case Study resultsshowed traditionalist practices and promotion strategies, passive involvement offamilies, with minimum levels of participation were obtained. The managementperformance is presented restrictive weak presence of attitudes toward empathy,trust and do dialogic, thus weakening the commitment of parents to participatein schools. The importance it attaches to social skills, personal qualities and valuesthat should mobilize managers to adequately promote parent and communityparticipation is emphasized.El presente artículo aporta conocimiento acerca del estado de la cuestión sobrecompetencias directivas y dinámicas que circundan el desempeño de los directoresde escuelas en torno a la promoción de la participación. Utilizando un enfoquecualitativo y una metodología de estudio de caso se obtuvieron resultadosque evidenciaron prácticas y estrategias de promoción tradicionalistas, conimplicación pasiva de las familias, con niveles mínimos de participación. El haciala empatía, confianza y el hacer dialógico, lo que merma el compromiso de lospadres por participar en las escuelas. Se destaca la importancia que se le concedea las habilidades sociales, cualidades personales y valores que deben movilizar losdirectivos para promover adecuadamente la participación padres y la comunidad.
Este artigo fornece o conhecimento sobre o estado de coisas sobre as políticas edinâmica que envolve as habilidades de desempenho de diretores de escolas sobrea promoção da participação. Usando uma abordagem qualitativa e metodologiado Estudo de Casos resultados mostraram práticas tradicionalistas e estratégias depromoção, participação passiva de famílias, com níveis mínimos de participaçãoforam obtidos. O desempenho da gestão é apresentada restritiva fraca presença deatitudes em relação à empatia, confiança e fazer dialógica, enfraquecendo assimo compromisso de participação dos pais nas escolas. A importância que atribuiàs habilidades sociais, qualidades e valores pessoais que devem mobilizar gestorespara promover adequadamente pai e participação da comunidade é enfatizada.
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Hobson, Mary A. "Exploring the Financial Management Skills of Independent Rock Bands." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/1969.
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In the post-Napster era of disruptive innovations, independent artists are managing more nonmusical roles and more revenue streams to remain competitive and earn a living wage from their music. The purpose of this single case study was to explore the financial management strategies that one independent rock band needed to understand music royalties. Disruptive innovation was the conceptual framework used to guide the study. The sample was comprised of 4 members of an independent rock band based in Northeast Ohio. The selected band met the criteria for the study as members who earned revenue from copyrighted works, merchandise, and CD sales. The multiple data sources included face-to-face interviews with band members; public document review of ReverbNation standard policy, Fox licensing agreement, and the IRS W-9 Form; and direct observations of band members during a rehearsal and live performance. Member checking was used to strengthen the credibility and trustworthiness of interpretations. Four themes emerged from the data analysis: organizational governance of band member responsibilities, financial management education and skills, developing multiple revenue streams from royalties, and financial strategies to manage all revenue streams. Social change from this study might include college-level financial training certificate programs designed for artists given their time constraints, mobility, and need to attract financing sources other than major labels.
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com, cindy@macknsons, and Lucinda Samantha McDougall. "Enhancing the Coping Skills of Submariners: An Evaluation of the Effectiveness of Skills Based Stress Management Training." Murdoch University, 2007. http://wwwlib.murdoch.edu.au/adt/browse/view/adt-MU20070918.160435.
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Submariners are exposed to a unique range of stressors, such as cramped living conditions, lack of privacy, extended periods of isolation and confinement, lack of sunlight, and constant threat. These are in addition to those associated with the military environment. Due to the dangers of the work and potential for disastrous consequences, submariners need to be emotionally stable and possess good coping skills. Previous research on the Royal Australian Navy (RAN) Submarine Service indicated a need for further support to improve individual coping and organisational outcomes. Based on this research, current attitudes towards Submarine Service were examined, such as views on working hours, job demands, training and preparation, and being a submariner. Going one step further, this study investigated the effectiveness of a multimodal cognitive behavioural workplace stress management intervention with RAN submariners. A quasi-experimental design was employed and the eight-session intervention was conducted with operational submariners whilst they were working on shore. Work outcomes measured included job satisfaction, job performance, and sickbay attendance, and psychological outcomes examined were stress and strain symptoms, depression, anxiety, coping resources, health and general wellbeing. These outcomes were assessed through self-report both at sea and on shore. Stress symptoms, vocational strain, interpersonal strain, and role overload strain all decreased after the intervention, and use of social support as a coping resource and confidence in job performance both increased. Unfortunately, however, these changes were not sustained in the sea-going environment. These results are discussed in light of previous research, and recommendations for the organisation and for future research are outlined.
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Durrant, Hannah. "Governing skills, governing workplaces : state-steered voluntarism in England under New Labour." Thesis, University of Bath, 2012. https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.563991.
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This thesis examines the Skills Strategy for England under New Labour as a contested project to govern workplace high(er) skill aspiration and behaviour. It analyses differentiated state strategies to promote and (re)produce responsible skills ambitions; the engagement of employer and employee representatives with these strategies to stretch and reshape, and resist and restate the project; and the implications for skills provision. The research involved interpretive analysis of policy documents, and in-depth interviews with policy-making elites; strategic representatives of business and worker/learner interests; and skills providers. To support my empirical focus this thesis is located within theories of the changing form and function of the state. Adopting a ‘cultural political economy’ approach, and drawing on critical governance studies, to illuminate the interplay between meaning production and practice, I challenge the conclusion that mechanisms for skills creation in England are premised on a misunderstanding of the skills motivations of employers and employees. Instead I expose state work through policy to produce and export a skills logic; constituting and positioning governable subjects in relation to their internalisation of these logics; and the role of differentiated policies to manoeuvre subjects towards preferential skills behaviours. The findings highlight that what is presented as a coherent ‘partnership’ approach to producing enhanced skills can be better understood as three distinctive state strategies, (demand-led; leading demand; circumventing lack of demand) , which are aimed at differently imagined and constructed workplaces, (enlightened; inert; or deviant), depending on their demonstrable degree of responsible skills ambition. I therefore term this project ‘state-steered voluntarism’. However, I also expose the limitations and limits of this project. Attempts to present policy coherence lacquers over latent tensions and contradictions between the different skills strategies, creating policy ‘opacities’ which serve as spaces for the strategic voices of employer/employee representation to talk back; disorganising the practices and processes of skills delivery.
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Sharaaz, Mohamed Jaffar Mohamed. "Strategy and Profitability: Managing Profits in Inflation Economy." ScholarWorks, 2016. https://scholarworks.waldenu.edu/dissertations/2760.
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The inflation rate in Dubai, United Arab Emirates (UAE) rose to 5-year highs in 2014 and higher by 28% in the first half of 2015. This situation has challenged business managers to sustain business goals. Guided by Kaplan and Norton's balanced scorecard framework. the purpose of this multiple case study was to explore strategies business managers use to maintain profitability with rising operating costs. Two organizations in Dubai, United Arab Emirates were purposefully sampled for this multiple case study. Data were collected through multiple semistructured interviews of a single senior manager from each organization, then triangulated with company e-mails and focus group interviews of 2 junior managers from each of the organizations. All data were analyzed using a 5-phased cycle of compiling, disassembling, reassembling, interpreting, and concluding to understand the emerging patterns. The themes revealed cost reduction initiatives and revenue enhancements initiatives as the key strategies used by the business managers. The approach and direction used in these strategies showed variance based on cost and revenue drivers of the organizations. The findings of the study can be a guide for business managers to understand the essence of effective business strategies that counter challenging economic environments, thus sustaining profitability and developing additional employment opportunities for the surrounding community.
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Ortman, James Francis. "Strategies to Teach Customer Service Skills." ScholarWorks, 2017. https://scholarworks.waldenu.edu/dissertations/3408.
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Business managers' failure to retain dissatisfied customers leads to millions of dollars in lost revenue. The purpose of this single case study was to explore managers' training strategies to teach sales associates customer service skills. The sample included 3 training managers from the mobile phone industry in Michigan who recorded a 25 % increase in customer retention after implementing customer service training. The conceptual framework for this study was human capital theory. Data were collected from semistructured interviews and training documents. Data analysis entailed using coding techniques and cluster analysis. Member checking applied to clarify the interpretation of participants' responses and reveal missing information. The 3 themes that emerged were mentoring and recruitment, training and development, and customer satisfaction. Mentoring and recruitment surfaced from the managers' need to hire qualified sales associates. Training and development grew from the need to have a strategy to train sales associates in customer service skills. Customer satisfaction emerged from the need to retain customers for a stable business environment. The findings from this study may contribute to social change by showing the training strategies managers use to teach customer service skills to sustain business and mitigate harmful effects of job loss. The data suggested a trained sales force could work to retain customers and provide customer satisfaction. Data from this study may contribute to the prosperity of mobile phone customers from well-educated sales associates that enhance the quality of using mobile phones in the local communities. The beneficiaries of this research include business managers, sales associates, and customers.
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Clink, Stuart. "Risk management in small business." Thesis, Glasgow Caledonian University, 2001. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.364744.
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Grosser, Travis J. "SOCIAL NETWORKS, INDIVIDUAL ORIENTATIONS, AND EMPLOYEE INNOVATION OUTCOMES: A MULTI-THEORETICAL PERSPECTIVE." UKnowledge, 2013. http://uknowledge.uky.edu/management_etds/4.
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I examine individual innovation in organizations from a social network perspective. I employ two theoretical lenses to examine innovation outcomes in three separate empirical studies. First, I use a sociopolitical framework to examine how political skill and social network structure interact to predict successful innovation initiation and, ultimately, career success. I find that innovation initiation mediates the relationship between political skill and career success. Moreover, structural holes in employees’ social networks moderate the mediated relationship between political skill and career success such that the relationship is stronger for employees with many structural holes in their social network. Second, I use social resources theory to examine how the characteristics of employees’ social network contacts affect individual innovation behavior. Results suggest that there is a positive relationship between the average amount of professional experience of one’s social network contacts and individual innovation behavior. Similarly, there is a positive relationship between the average creativity level of one’s social network contacts and individual innovation behavior. Each of these relationships is moderated by social structure such that the relationships are stronger for those with fewer structural holes in their social networks. Third, I develop and validate a scale to assess employee behavioral orientations toward brokering disconnected social network contacts. The scale is found to demonstrate convergent, discriminant, and criterion-related validity based on data from two field sites and one student sample. Results indicate that the scale is positively related to innovation support behavior.