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1
Donnelly, Sióbhan Noelle. "The management of industrial relations (IR) and human resources (HR) in Irish-owned multinationals (MNCs)." Thesis, University of Warwick, 1999. http://wrap.warwick.ac.uk/36428/.
Повний текст джерелаАнотація:
This thesis is concerned with HRM in Irish-owned multinational companies (MNCs). For the purpose of this research, HRM is understood in its broadest sense as encompassing the policies, processes and procedures involved in the management of people within organisations (Sisson, 1989). Adopting a head office-centred approach, this thesis specifically focuses on two dimensions of FIRM: (i) the collective management of non-managerial employees, that is the management of industrial relations (IR), and (ii) the management of non-operational human resources (HR), that is the management of managers. Chapter four will outline in greater detail the rationale for this focus. Finally, given the paucity of empirical research into the behaviour of Irish-owned MNCs and the broad leaning of the Irish HRM literature towards the practices of foreign-owned MNCs based within Ireland, this research is exploratory in nature.
2
Xi, Jing. "Industrial relations and human resources management : a comparative analysis of cultural barriers in Chinese companies." Thesis, London South Bank University, 2017. http://researchopen.lsbu.ac.uk/1973/.
Повний текст джерелаАнотація:
Given the impact of global commercialization, this research focuses on the multinational corporations (MNCs) and their subsidiaries in the newly developing transition economy in China, on the different forms of foreign direct investment (FDI) and joint-venture companies (JVCs). The conceptual models on which this research is based show that, in terms of industrial relations (IRs) and human resources management (HRM), culture and languages, as invisible and forgotten factors, play important roles in promoting or hindering managerial efficiency. The research objective is to determine whether or not the linguistic and cultural barriers have a significant influence on the MNCs in particular, IRs and HRM. As China transforms its economy, MNCs play a strategic role and, in order to acquire international competitive advantages, search for efficient IRs and HRM systems and practices. The research has identified a conceptual model that allows a hypothesis to be formed. The model has the advantage of combining cultural and linguistic factors, a synthesis so far largely ignored by researchers. It is designed to explain the shape of industrial relations institutions in the fields of bargaining, the amount of federal and government involvement, the existence of works councils, the payment structure, etc. It is suggested that, in the light of what has been learned from empirical studies (Warner, 1993; Greif, 1994; Globe, 1994; Child, 2003; Feely, 2003; Black, 2005), the research will explore how cultural factors in different stratifications have had an impact on FDI and JVCs industrial relations and HRM strategies in China. The empirical work mentioned has demonstrated a deficit of research focusing on culture and language so this research will make a valuable contribution to the field. To answer what role culture/language play and how and why, both quantitative and qualitative research methods are deemed suitable. Two typical MNCs, one located in Shanghai, the Yangtze Delta Zone and the other in Canton, the Pearl River Delta Zone, are planned to be used as subjects of case studies. The research also includes a survey by using questionnaires focusing on the mass FDIs and JVCs in east and south China. We therefore have two goals: first, to build up theories of culture and language functions in international management and present evidence scientifically for further research; second, to provide references for practitioners dealing in international business, especially those who work as expatriates in transition economies. This research is expected to contribute to both theory and practice in IRs and HRM management for Anglo-Saxon culture based MNCs in China.
3
Ip, King-ming Olivia. "The building of labour market in the Shenzhen Special Economic Zone : and its impact on workplace industrial relations and human resources /." Hong Kong : University of Hong Kong, 1997. http://sunzi.lib.hku.hk/hkuto/record.jsp?B18540077.
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4
Ying, Chen. "'Managing labour' : transforming industrial relations in China's local state-owned sector." Thesis, University of Bath, 2017. https://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.720655.
Повний текст джерелаАнотація:
China’s achievement of developing a vigorous market economy is based on Chinese communist party (CCP)’s top-down reform and opening-up policies since 1978. Meanwhile, political reform of the second largest economy in today’s world is continuously delayed. Without an agenda of bringing democracy and regulation-making process into workplaces, China’s state-owned enterprises were swiftly transformed to be profit-oriented economic entities with managerial supremacy. As an authoritarian regime still run by communist party, China has to negotiate with its own socialist tradition, which entails not only restructuring labour relations in workplaces but its national ideology. This study explores Chinese Communist Party’s (CCP) politics of labour management in China’s local state sector. With use of multiple qualitative inquiring techniques, the study selects two state-owned corporations located in Shanghai region as cases, and provides an in-depth analysis on Chinese Communist Party’s (CCP) politics of managing labour force formulation as well as re-shaping employment relationship within those transitioning SOEs. The study is expected to illuminate the diversity within and across regions and industrial sectors in China. Also, these case studies suggest that CCP adopts pragmatic approaches over labour managing matters so as to ensure its sovereign influence. I will argue that the key to understand SOEs’ management rebuilding is CCP’s governing tradition of co-option and elite selection, which is a prolong legacy that has shaped the party’s personnel managing system since revolutionary era. It is also hoped that the findings of my empirical research will lead to theoretical discussion on China’s path of industrial relations in future: if such dynamic managerialism in the state sector is able to guarantee further delays of workplace political liberalisation of labour relation, or not.
5
Cutcher, Leanne Rose. "'Banking on the Customer': customer relations, employment relations and worker identity in the Australian retail banking industry." University of Sydney. Business, 2004. http://hdl.handle.net/2123/632.
Повний текст джерелаАнотація:
Previously consigned to the anonymity of �the product market� by researchers in traditional fields such as labour economics and industrial relations, the customer has recently attracted the attention of scholars from a diverse range of disciplines, including organisational behaviour, work psychology, labour process studies, gender studies, and critical management studies. In large part, this emerging interest in the customer is a result of the increasing dominance of service industries in developed economies and the recognition that service work entails a complex, three-way interaction between customers, management and workers. The literature identifies a range of competing and, at times, contradictory images of the customer. Rather than seeking to reconcile these competing representations, this thesis explores the multi-faceted nature of the customer presence and the implications for managers and workers in the retail banking industry in Australia. The thesis highlights how structural change and shifting discourses of the �customer� have influenced customer relations, employment relations, and worker identity in three areas of the retail banking industry: traditional retail banks, the credit union movement, and community banks. Drawing on detailed qualitative case study evidence, the thesis highlights the range of customers, both �real� and �constructed�, that can be found in the case study organisations. The thesis identifies the ways in which customers influence employment relations and how workers can be active in either accommodating or resisting the impact of these �customers� on workplace practice and worker identity. The central argument of the thesis is that, in addition to customers having a physical presence in and influence on organisational life, management and workers also construct �discursive customers� as a means of influencing the employment relationship and the meanings attached to service work. The study examines how these competing concepts of the customer and customer service influence both the customer-service provider relationship and service workers� relationships with one another and with management. Despite the increasing recognition that service work entails a three-way relationship between customers, management and workers, our understanding of how workers either welcome or resist the presence of this third actor in the employment relationship has, until recently remained very limited. This thesis makes a significant contribution to our understanding that for workers the customer is ever-present physically, emotionally and discursively.
6
葉景明 and King-ming Olivia Ip. "The building of labour market in the Shenzhen Special Economic Zone: and its impact on workplace industrialrelations and human resources." Thesis, The University of Hong Kong (Pokfulam, Hong Kong), 1997. http://hub.hku.hk/bib/B31235864.
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7
Gould, Anthony Morven Francis, and n/a. "Employment Relations In The Fast Food Industry." Griffith University. Griffith Business School, 2006. http://www4.gu.edu.au:8080/adt-root/public/adt-QGU20061106.114525.
Повний текст джерелаАнотація:
The McDonald's model of labour management has been widely adopted throughout the fast food industry. Literature that is critical of fast food labour management policy and practice often portrays employers as offering work that is low paid, unchallenging and uninteresting. However, others argue that the industry provides young workers with: a first resume entry, training opportunities, the chance to develop a career and a path into employment. This study interprets these two perspectives as reflecting either misalignment or alignment of employee/crew and employer preferences. Such an interpretation recognises that fast food work does not represent a career for many who do it but is short term or 'stop-gap' in nature. The study's research question is: to what extent does management preference for elements of work align with the preferred working arrangements of crew at McDonald's Australia? This research subjects McDonald's Australian stores to independent scrutiny. Previous research in this area has mostly used qualitative methods. Earlier studies, by and large, provide descriptive accounts of fast food employment however they often lack the rigour of an empirical investigation. The present research uses a structured survey method to obtain data from crew and managers. Results are analysed using descriptive and inferential statistics. Findings focus on three areas of labour management: industrial relations, work organisation and human resource management. Several themes relating to alignment of preferences in the fast food employment relationship are identified. These are: crew have scant knowledge of industrial relations, do not like aspects of work organisation, but respond positively to certain human resource management policies and practices; crew lack knowledge of labour management issues generally; crew work is simple and repetitive; and, many young crew seem to dislike aspects of fast food work as they get older but others, who have distinctive characteristics, appear to continue to like the McDonald's approach as they age.
8
Billot, Hugh. "From industrial relations to human resource management : a case study of the management of change from the steel industry." Thesis, University of Leicester, 1996. http://hdl.handle.net/2381/34518.
Повний текст джерелаАнотація:
Companies surviving the 1980s world recession have needed regularly to manage change in order to compete effectively in turbulent and often global markets. Frequently, such change has challenged the existing organization and the system of industrial relations. Today, there is considerable evidence to suggest that the more successful companies operate with more contingent forms of organization. Such forms of organization have few layers, encourage empowerment, multiskilling and job enrichment and incorporate a wide range of Japanese manufacturing techniques and personnel systems. The impact of these changes on working practices, together with continuing high unemployment and a marked decline in union membership and influence, have influenced a move from industrial relations towards human resource management approaches. This transformation has been accelerated as businesses have both realised gains and experienced further recession in the early 1990s. This case study examines how a steel company managed a complex cultural and structural change programme. Change commenced in the 1980s recession when benchmarking activities suggested that more successful steel companies invested in both capital and people. Since then, the company has invested in people through numerous programmes including continuous training, vocational education qualifications, job flexibility and mobility, delayering, standard and target setting, appraisal, performance pay to recognise individual behaviour and contribution, and management training to improve leadership and the company's ability to manage change. By 1988, the company had adopted an HRM approach. In 1992, the senior management introduced a 'harder' form of HRM by establishing a fully single status company and derecognizing the four trade unions. The company has become an exemplar of HRM. This case study adds to the HRM debate by demonstrating through a wide range of measures that HRM has given the company scope for high performance.
9
Aliyu, Balarabe. "Developing a human resources organisational model for the effective management of labour relations in the Nigerian oil and gas sector." Thesis, University of Liverpool, 2015. http://livrepository.liverpool.ac.uk/2038839/.
Повний текст джерелаАнотація:
Human Resources practises and delivery models have evolved rapidly in recent decades, influenced largely by globalisation, technology and the quest for a strategic HR role. There is a lot of debate in literature about the impact of HRM practises on organisational performance, and various HR organisational structures have emerged in trying to improve organisational effectiveness and empower managers to deploy human capital efficiently. In particular, Ulrich’s (1997) three-legged stool HR organisational model has been adapted in various forms by many organisations as they seek to improve the HR function. Despite this, there is limited research or evidence of how HR organisational structures influence the management of Labour Relations (LR) in general. The rationale for this study therefore was to evaluate how HR organisational structures drive LR Management, particularly in highly unionised workplaces. I evaluated the HR and LR practises of a leading Nigerian Oil Company, with specific focus on the Nigerian Oil Industry and the objective of developing a HR organisational model that will promote positive LR. The NOC having recently adapted the three-legged HR model focused on building an embedded HR team but experienced challenges in integrating effective LR management across the organisation. The study recommends a structure that promotes LR consultation with employees, Supervisors and Managers. Clarity of authority and responsibility of the LR function is crucial within this model, led by an experienced and empowered Manager. A structured Information and Consultation (I&C) process needs to be embedded within the LR structures. A broader base of LR management competencies will be beneficial in a highly unionised workplace. All Embedded HR Advisors as well Business line Managers require in-depth LR development to empower them handle frontline labour issues they frequently encounter. Furthermore, I recommend an integration of the country LR structure with the Regional and Global LR Networks/Centres of Expertise as well as other local associations or platforms to promote sharing of best practises. HR should explore opportunities to collaborate effectively with the union. As trust grows in the organisation, the union can become a key stakeholder to serve as an effective platform for employee engagement. An engaged workforce is a productive workforce, and the LR model developed in this study seeks to improve productivity by adapting the three-legged HR model to suit the unionised workplace.
10
McCabe, Darren. "Industrial relations, human resource management or Japanization? : a longitudinal case study of organizational change in the auto-components manufacturing sector." Thesis, University of Wolverhampton, 1995. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.260004.
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11
Vo, Ngoc Thi Cam. "The interaction of home and host country effects in a low power host environment : the case of industrial relations and human resource management in US and Japanese multinational subsidiaries in Vietnam." Thesis, De Montfort University, 2004. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.572491.
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12
Hoell, Robert Craig. "Determinants of Union Member Attitudes Towards Employee Involvement Programs." Diss., Virginia Tech, 1998. http://hdl.handle.net/10919/30741.
Повний текст джерелаАнотація:
This study investigates the role social information and personal dispositions play in the development of attitudes of unionized employees towards employee involvement programs. A theoretical model was developed in order to understand how social information and dispositions form union member attitudes towards employee involvement programs. This was designed from models of employee involvement and attitude formation.
Data were collected from employees at electrical power generation facilities. Measures of organizational and union commitment, locus of control, participativeness, social information provided by the company, social information provided by the union, and employee involvement attitudes were gathered through a survey distributed at the facilities. General affect and satisfaction towards four types of employee involvement programs union members are most likely to encounter were measured.
Specific hypotheses were developed in order to test and analyze parts of the theoretical model. While the results were at times contrary to the hypothesized relationships within the model, the data fit with the theorized model well enough to provide support for it. This model effectively demonstrated how employee involvement attitudes are formed from such data, and the relationships between the variables measured.Ph. D.
13
Busiony, Ismail Ali. "Strategic Human Resources Planning in American Industrial and Service Companies." Thesis, University of North Texas, 1988. https://digital.library.unt.edu/ark:/67531/metadc331523/.
Повний текст джерелаАнотація:
This study investigated the current practices of strategic human resources planning (SHRP) at large industrial and service companies in the United States and compared these practices with Walker's Four Stages of Human Resources planning model. The data for this study were collected from 130 industrial companies and 117 service companies listed in Fortune directories of the largest 500 industrial and largest 500 service companies in the United States. The study investigated also the impact of internal and external environmental factors on these companies' practices of SHRP. MANOVA, Factor Analysis, and Percentile Analysis were used as prime statistical methods in this study.
Environmental factors studied were found to explain 78 per cent of the variances among large American companies. No significant difference was found between industrial and service companies in their SHRP practices. Significant improvements have taken place in large United States business corporations' practices of SHRP since the introduction of Walker's model (1974). These improvements took place in human resources information systems, forecasting human resource needs, human resource planning and development, and evaluation of SHRP projects, but the improvements were unbalanced. The improvements in corporate-centered SHRP activities were greater than the improvements in employee-centered SHRP activities. The reasons for unbalanced developments were explained and future directions were predicted.
The findings of this study were compared to the findings of many recent studies in SHRP fields and future directions of the developments of SHRP were discussed. The conclusions of this study suggested that United States corporations are in need of balanced development in both employee-centered and corporate-centered SHRP. American companies are in need of advanced models to shape their practice in SHRP fields. Walker's model has been evaluated as the best available model. The study showed that mediumsized companies in the United States will benefit from SHRP and that they are able to pay the cost of SHRP projects. Several implications and recommendations for future studies and for business and educational institutions are listed.
14
Ukpere, Wilfred Isioma. "The functional relationship between globalisation, internationalisation, human resources and industrial democracy." Thesis, Cape Peninsula University of Technology, 2007. http://hdl.handle.net/20.500.11838/1760.
Повний текст джерелаАнотація:
Thesis (DTech (Philosophy (Human Resources Management))--Cape Peninsula University of Technology, 2007With the collapse of the Soviet Union in 1998 and the fall of the famous Berlin Wall, the final victory or triumph of capitalism over its alternatives, heralded a neoliberal economic system known as globalisation, which was postulated to address the problem. of humankind, including workers, on a global scale. This postulation· led many nations to rush to infuse themselves into the capitalist global system, which is reflected by the opening up of borders to the transnational juggernauts of globalisation. However, a few years into the euphoric global capitalist triumphalism, globalisation and internationalisation seems to have produced some negative consequences for human resources and industrial democracy, both in the North and South. As capital proceeds with its accumulation, expansion and profitability, unemployment has burgeoned, as the government's power to create lasting employment has been supIne owing to the privatisation of the public sector, retrenchment in the private sector, as a direct result of automation, re-engineering, outsourcing and the disastrous effect of global competition, which has eroded labour unionism. In the present state of affairs, labour has been requested to bear the burden of global capitalist hegemony, and the pro-globalist argument, that in the long-run the benefit of globalisation would yield a trickle-down effect to the worst affected workers, has turned a mirage, while the discontentment of the average working class and the majority who have lost out In the global economy, is the cause of renewed widespread global tensions. The current state of affairs has had a polarising effect on people's view, and has resulted in the development of two schools, namelythe pro-globalist and the anti-globalist camps. With the former persistently asserting that globalisation and internationalisation have positive repercussions for workers and industrial democracy, the latter strongly opposes the above assertion. The author of this study aligns more with the latter's view. Therefore, the aim of this research is to prove, beyond reasonable doubt, that there is actually a negative functional relationship between globalisation, internationalisation, human resources and industrial democracy, and to postulate some ameliorating mechanisms, which could enhance· the putative negative relationship, so that a higher human, social and economic order is realised
15
Sehi, Tamara Grullon. "Human resource professionals' perception of human resources' value to senior management." CSUSB ScholarWorks, 1997. https://scholarworks.lib.csusb.edu/etd-project/1486.
Повний текст джерелаАнотація:
This study examines and describes the perceptions of human resource professionals about their contribution and that of their departments to strategic planning and management. Human resource leaders from organizations with five hundred or more employees in Southern California responded to this survey. The significance of this study is its potential to increase our understanding of the contribution of the human resource function to strategic planning.
16
Masanja, Patrick. "The politics of workers' participation: a study of industrial relations in Tanzanian public-sector factories." Thesis, University of Hull, 1987. http://hydra.hull.ac.uk/resources/hull:3101.
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17
Haagh, Louise. "Redemocratisation, labour relations and the development of human resources in Chile (1990-1993)." Thesis, University of Oxford, 1997. http://ethos.bl.uk/OrderDetails.do?uin=uk.bl.ethos.285242.
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18
Lee, Fung-ping. "Arbitration in employment in Hong Kong with a survey of human resources professionals attitude /." access abstract and table of contents access full-text, 2005. http://libweb.cityu.edu.hk/cgi-bin/ezdb/dissert.pl?ma-slw-b20833775a.pdf.
Повний текст джерелаАнотація:
Thesis (M.A.)--City University of Hong Kong, 2005.Title from title screen (viewed 27 Mar. 2006). "A thesis submitted in partial fulfillment of the requirement for the degree Master of arts in arbitration and dispute resolution." Includes bibliographical references.
19
Davis, Carol Elizabeth. "Gender relations and networks in a West Sumatran Minangkabau village." Thesis, University of Hull, 1994. http://hydra.hull.ac.uk/resources/hull:6911.
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20
Al-Rashdy, Rabie'e Kayid S. "Role of human resources management practices in the localisation of nursing workforce in Oman." Thesis, Edinburgh Napier University, 2007. http://researchrepository.napier.ac.uk/Output/3857.
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21
Pedley, Daniel James. "Birds and people in towns and cities : an exploration of human-bird relations in urban areas." Thesis, University of Hull, 2010. http://hydra.hull.ac.uk/resources/hull:3446.
Повний текст джерелаАнотація:
Urban nature conservation and sustainability discourses regularly state a desire to bring more �nature� and wildlife into towns and cities - for the perceived good of both people and wildlife. Yet many wildlife species that already live in urban areas are often seen as undesirable by people, and are caught up in the parallel discourses and practices of pest control. This partial disparity between the types of wildlife successfully inhabiting urban areas and the types that, put simplistically, different people want or don�t want in urban areas is further complicated by the heterogeneity of humans, nonhumans, ideas, practices and space-times that co-constitute the character of, and the uneven geographies of, different human-wildlife relations in urban areas. This heterogeneity, and these uneven relations, creates practical and ethical issues, not only for those directly involved in policy and management, but also for the constitution and potential implementation of a diverse body of social science theory that is concerned with developing an expanded political collective and fostering better relations between humans and nonhumans. In light of these issues, this thesis has examined and compared the specific constitution of particular, different, and uneven human-wildlife relations in urban areas in the cases of different bird species, with a particular focus on the built environment. It has subsequently considered the problems and opportunities that arise in seeking better relations. Using an approach derived from relational thinking, the contingent knowledges/ideas, practices, and human and nonhuman agencies involved in these relations have been assessed, revealing how diverse human-bird relations, and certain urban-space times, are produced. In spite of the problems that the heterogeneity and complexity of these relations presents for living with wildlife in urban areas, this thesis concludes that creatively experimenting with the form and practice of diverse urban landscapes offers opportunities for better relations.
22
Johansson, Anna, and Wilma Swensson. "Arbetsgivares förhållningssätt till medarbetare inom besöksnäringen : En kartläggning av turismindustrins relation till genomgångsyrken." Thesis, Linnéuniversitetet, Institutionen för organisation och entreprenörskap (OE), 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:lnu:diva-100259.
Повний текст джерелаАнотація:
Syfte: Syftet med denna studie är att kartlägga arbetsgivares förhållningssätt till genomgångsyrken inom besöksnäringen. Metod: Denna kvalitativa studie baseras på ostrukturerade intervjuer med arbetsgivare och aktörer inom besöksnäringen. Resultat: Studiens slutsats är att arbetsgivarna är kluvna i sitt förhållningssätt till genomgångsyrken och personalomsättning. Arbetsgivarna har en stor acceptans för att medarbetare väljer att gå vidare i sina karriärer, samtidigt som de ser behovet av att ändra ryktet av arbetet som ett genomgångsyrke. Arbetsgivarna utför ett aktivt HRM arbete som syftar till att främja en långsiktig arbetstillfredsställelse och ett yrkesmässigt engagemang hos medarbetarna. Kunskapsbidrag: Studien belyser ett känsligt ämnesområde som påverkar en hel industri. Genom att sätta ryktet av arbetet inom besöksnäringen på agendan kan en fördjupad kunskap av förändringsbenägenheten genereras och därmed utgöra en utgångspunkt för det fortsatta arbetet att höja yrkesstatusen.
23
Brook, James. "Transformational leadership amongst S.A. human resources specialists, and the effect thereof on subordinate performance and perceptions of the leader." Master's thesis, University of Cape Town, 1993. http://hdl.handle.net/11427/13428.
Повний текст джерелаАнотація:
Bibliography: leaves 160-183.The purpose of this research was to examine whether transformational and transactional leadership would be identifiable amongst a diverse sample of HR specialists. Furthermore, the effects of these leadership styles on subordinates' perceptions, viz., willingness to exert extra effort, satisfaction with the leader and leadership effectiveness, and subordinates' performance ratings were investigated. Both self and subordinate ratings of leadership were obtained (n = 330) in order to overcome single-rater error and enhance rater accuracy. Self-rating and rater forms of Bass and Avolio's (1990b) MLQ (Form 5) were used to collect leadership data. The results of principal components factor analyses partially supported the factor structure identified in previous research. However, the four component factors comprising transformational leadership did not emerge. Descriptive analyses of composite leader and subordinate ratings showed that transformational leadership was more prevalent amongst HR specialists than transactional leadership. As found in previous research, self-ratings were inflated relative to subordinate ratings. Transformational factors of charisma, inspiration, intellectual stimulation and individualised consideration were found to be significantly and positively correlated with the perceptual outcomes, as was the transactional factor of contingent reward. No similar relatedness was found between the transactional factor of management-by-exception and these outcomes. Nonleadership, or laissezfaire leadership, was found to be negatively correlated with all these measures. Charisma and contingent reward were found to be significantly related to subordinates' performance ratings in a positive direction.
24
Dirani, Ali El. "Uncovering the role of human resources in corporate social responsibility : case evidence from Lebanon." Thesis, University of Southampton, 2012. https://eprints.soton.ac.uk/341446/.
Повний текст джерелаАнотація:
Over the past two decades, the interest in the concept of Corporate Social Responsibility (CSR) within both the academic and practitioner discourse has been rapidly increasing. CSR has developed to become a strategic objective for many organizations, with the credibility of CSR hinging on implementation as statements. This thesis aims to explore the role that Human Resources (HR) can play in CSR strategy development and implementation. Through a systematic review of relevant literatures on CSR and HR, the researcher highlights important CSR-HR interfaces and proposes a newly synthesised conceptual model, the CSR-HR value chain, which captures the CSR domain and strategy, and the domains of HR’s added values into CSR and their metaphor roles and outcome benefits. This research adopts two main theoretical frames when building the CSR-HR value chain and its initial proposition. The first frame is the strategic approach for CSR understanding and practice that draws on previous CSR models especially the CSR domains and social responsiveness approach in addition to the stakeholder theory. The second frame is the strategic HR partnership framework which includes the resource based view of the firm as a base for evaluating HR’s conurbation into CSR. Within this theoretical background, the research’s main proposition is for a strategic HR partner role within a strategic CSR approach. The CSR-HR value chain model and its embodied proposition were evaluated within the context of four organizations operating in Lebanon, a country which is witnessing a recent evolving interest in the strategic application of CSR within both the academic and managerial contexts. Within each organization, semi-structured interviews were conducted with a wide range of stakeholders in addition to gathering and analysing secondary documentation data related to the examined phenomenon. Empirical findings revealed that the role of HR is mainly being operational on the short-term range focus practiced mainly within a philanthropic CSR approach. The plausible explanation for the role of HR in CSR was thus identified and the factors affecting this role were discussed. This research contributes to knowledge through presenting the model which uncovers the role of HR in CSR and its outcome benefits. Also, this research contributes to managerial practices, especially for HR managers seeking to assume more strategic roles in CSR through providing them with the guideline for HR’s domains of added value into CSR, and the dynamics and factors shaping the role of HR in CSR.
25
Morrison, Jean. "Bajau gender : a study of the effects of socio-economic change on gender relations in a fishing community of Sabah, East Malaysia." Thesis, University of Hull, 1993. http://hydra.hull.ac.uk/resources/hull:3711.
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Bommer, Sharon Claxton. "A Theoretical Framework For Evaluating Mental Workload Resources in Human Systems Design for Manufacturing Operations." Wright State University / OhioLINK, 2016. http://rave.ohiolink.edu/etdc/view?acc_num=wright1464648924.
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Duderija, Amina, and Karlsson Frida. "Borta bra men hemma bäst? : En studie om hur Stora Enso arbetar med Gender Diversity Management i relation till nationell kultur." Thesis, Uppsala universitet, Företagsekonomiska institutionen, 2020. http://urn.kb.se/resolve?urn=urn:nbn:se:uu:diva-415742.
Повний текст джерелаАнотація:
Trots att industrin står för hela 20 % av den totala sysselsättningen i Sverige, utgörs 80 % av branschens anställda av män. I denna kvalitativa studie av det multinationella företaget Stora Enso, undersöktes företagets arbete med Gender Diversity Management på marknader med olika typer av nationell kultur. Teorier som berör International Human Resource Management, Gender Diversity Management och nationell kultur utgör studiens teoretiska referensram. Fem intervjuer har genomförts med informanter från Stora Ensos olika avdelningar. Studien visade att Stora Enso har en del lokala policys gällande GDM, men att detta bör arbetas mer konkret med på central nivå, då de anställda upplevde att företaget i vissa avseenden brast inom ämnet. Då det fanns både fördelar och nackdelar med Stora Ensos arbete med GDM på såväl hemmamarknaderna som värdmarknaden finns det inga tydliga indikationer på att olika typer av nationell kultur har varit avgörande för företagets möjlighet att bedriva GDM.
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Salters, Gregory A. "A Phenomenological Exploration of Black Male Law Enforcement Officers' Perspectives of Racial Profiling and Their Law Enforcement Career Exploration and Commitment." FIU Digital Commons, 2013. http://digitalcommons.fiu.edu/etd/877.
Повний текст джерелаАнотація:
This phenomenological study explored Black male law enforcement officers’ perspectives of how racial profiling shaped their decisions to explore and commit to a law enforcement career. Criterion and snow ball sampling was used to obtain the 17 participants for this study. Super’s (1990) archway model was used as the theoretical framework. The archway model “is designed to bring out the segmented but unified and developmental nature of career development, to highlight the segments, and to make their origin clear” (Super, 1990, p. 201).
Interview data were analyzed using inductive, deductive, and comparative analyses. Three themes emerged from the inductive analysis of the data: (a) color and/or race does matter, (b) putting on the badge, and (c) too black to be blue and too blue to be black.
The deductive analysis used a priori coding that was based on Super’s (1990) archway model. The deductive analysis revealed the participants’ career exploration was influenced by their knowledge of racial profiling and how others view them. The comparative analysis between the inductive themes and deductive findings found the theme “color and/or race does matter” was present in the relationships between and within all segments of Super’s (1990) model. The comparative analysis also revealed an expanded notion of self-concept for Black males – marginalized and/or oppressed individuals.
Self-concepts, “such as self-efficacy, self-esteem, and role self-concepts, being combinations of traits ascribed to oneself” (Super, 1990, p. 202) do not completely address the self-concept of marginalized and/or oppressed individuals. The self-concept of marginalized and/or oppressed individuals is self-efficacy, self-esteem, traits ascribed to oneself expanded by their awareness of how others view them. (DuBois, 1995; Freire, 1970; Sheared, 1990; Super, 1990; Young, 1990). Ultimately, self-concept is utilized to make career and life decisions.
Current human resource policies and practices do not take into consideration that negative police contact could be the result of racial profiling. Current human resource hiring guidelines penalize individuals who have had negative police contact. Therefore, racial profiling is a discriminatory act that can effectively circumvent U.S. Equal Employment Opportunities Commission laws and serve as a boundary mechanism to employment (Rocco & Gallagher, 2004).
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Schlingemann, Thomas. "The management of human resources on cruise ships : the realities of the roles and relations of the HR function." Thesis, University of Manchester, 2016. https://www.research.manchester.ac.uk/portal/en/theses/the-management-of-human-resources-on-cruise-ships-the-realities-of-the-roles-and-relations-of-the-hr-function(0c1fdbb9-de5d-4234-9398-7298b7806404).html.
Повний текст джерелаАнотація:
This thesis aims to contribute to a deeper understanding of human resource management (HRM) within cruise ship organizations. The cruise ship industry is one of the fastest developing sectors within the tourism industry. Therefore, it should come as little surprise that the demand for seafaring human resources has also grown. Assuming that effective management of crew members is key to the effective operation of cruise ships, the specifics and challenges for HRM in this particular organisational context are identified and analysed as well as the realities of the roles and relations of the shipboard HR function examined. The present study is original in its theoretical approach, as it brings two approaches together which obviously are not linked. Ulrich’s model talks about roles and the study used aspects of this framework in terms of the position of HRM. Goffman’s concept of total institutions was also consulted in order to frame internal business-specific conditions and social relations. The combination of both approaches allows for the examination of HR roles and professional relations in a much more detailed and contextualised manner. The cruise industry is acknowledged as being under-researched, and this is all the more true for research on HRM in this specific sector. Therefore, the nature of the research in this study is empirical and framed within an explorative approach. The analysis is based on a single case study within one cruise ship owner company, in which 23 semi-structured interviews were performed; there is also the use of ethnographic field notes recorded during a three-month assignment on one of the company’s cruise ships. The thesis contributes to the existing literature in three ways. Firstly, the research analyses shoreside HR and how it is coping with various business-specific challenges, i.e. high growth rates, a high demand for new cruise ship employees, high turnover rates of crew members and a distinctive context of ethnic and national diversity. The analysis reveals that the HRM approach of the cruise shipowner company could be characterised as generally reactive and short-term in focus, a pure strategic orientation is absent. Secondly, the thesis examines the content of shipboard HR work. The study reveals that the main focus of the shipboard HR function is on tactical HR work, especially training and development, employee relations, and advisory role in relation to shipboard leaders. The shipboard HR role includes HR activities that are not usually provided by HR business partners, such as the facilitation of training. This and the intense liaison between the shipboard HR function and its shoreside HR partners make shipboard HR work somewhat unique. Whereas a huge amount of transactional HR work does not necessarily add value to the business, strategic HR work is practically non-existent on cruise ships. Finally, the thesis examines the realities of HR roles and relations on board cruise ships. The analysis demonstrated that HRM on board cruise ships can currently be summarised as reactive and short-term in focus, and the strategic partner role is practically non-existent. It is more a series of functions with different stakeholders contributing to it in a variety of ways and with overlap in terms of task executions. This shared nature of HR adds complexity to the HRM approach. Furthermore, strong influential links from shoreside HR were identified, which undermines the ability of the shipboard HR function to become a stronger partner of the business. Nevertheless, the analysis revealed the potential in this specific sector for enhancements and for the further development of HRM on cruise ships.
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Besseling, Elizabeth Anne. "The importance of personal and collective resources in coping with stressors related to industrial action at the Coldstream sawmill." Thesis, Rhodes University, 1999. http://hdl.handle.net/10962/d1002441.
Повний текст джерелаАнотація:
The main purpose of the study is to investigate whether the stress response moderators served as effective variables in reducing the stress of the strike. For instance, if individuals differ in' their ability to actualise resources, does someone with a high SOC utilise friendships or supportive relationships more than someone with a low SOC? Does someone who has a high score for religious practice become less depressed when faced with a significant stressor than someone less involved in church activities?
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Lee, Daniel K. "Alignment Between Performance and NCAA Division I Football Head Coach Compensation." Scholarship @ Claremont, 2012. http://scholarship.claremont.edu/cmc_theses/443.
Повний текст джерелаАнотація:
According to Fama (1980), the agency theory states that in order to avoid issues of moral hazard and adverse selection problems, executive compensation should be in alignment with performance. However, it is difficult to identify specific performance measures that are both precise and sensitive, especially when concerning corporate executives who typically do not give out public information. In order to analyze the validity of the agency theory, this study uses the scope of NCAA Division I-A football to analyze the relationship between pay and performance with respect to head coaches. We investigate factors that various literature on executive compensation have identified as associated variables such as organization size, job complexity, market competition, ability to attract talent, and mentorship.
Through multiple regression analysis, results showed that size, ability to attract talent (recruiting ability), competition, and academic success were significantly positively associated with coach compensation. There was no significant association for winning games or mentorship, however. Because winning had no effect on salaries, we concluded that the agency theory did not hold for the specific context of Division I-A college football.
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Fournet, Clara, and Marissa Pauly. "How Human Resource Professionals Use Electronic Channels to Communicate CSR : A case study focused on Solvay's French industrial sites." Thesis, Linköpings universitet, Företagsekonomi, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:liu:diva-119430.
Повний текст джерелаАнотація:
Corporate Social Responsibility (CSR) has become a large concern for many companies with the rise of globalization. Oftentimes, companies are encouraged to communicate CSR externally, but not internally. This research focuses upon the internal communication of CSR, specifically how Human Resource (HR) professionals use electronic channels to communicate to employees. The scope of this research is focused solely upon HR professionals within Solvay’s French industrial sites, which produce chemicals. This research utilizes a case study to answer the research questions, which are how HR professionals electronically communicate CSR to employees, and what limitations may arise from this. Five HR Managers were interviewed from different French industrial sites. This research found that electronic channels are used as a complementary method of communication within industrial sites. HR professionals communicate to employees in two ways: directly or indirectly through an intermediary. To provide more clarity to the research problem, an electronic communication model was developed specifically for industrial sites. This model provides a framework for how HR professionals communicate CSR to employees, along with the limitations of this form of communication within industrial sites.
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Fiedler, Anne M. "The effect of vision congruence on employee empowerment, commitment, satisfaction, and performance." FIU Digital Commons, 1993. http://digitalcommons.fiu.edu/etd/3317.
Повний текст джерелаАнотація:
Five models delineating the person-situation fit controversy were developed and tested. Hypotheses were tested to determine the linkages between vision congruence, empowerment, locus of control, job satisfaction, organizational commitment, and employee performance. Vision was defined as a mental image of a possible and desirable future state of the organization.
Data were collected from 213 employees in a major flower import company. Participants were from various organizational levels and ethnic backgrounds. The data collection procedure consisted of three parts. First, a profile analysis instrument was used which was developed employing a Q-sort based technique, to measure the vision congruence between the CEO and each employee. Second, employees completed a survey instrument which included scales measuring empowerment, locus of control, job satisfaction, organizational commitment, and social desirability. Third, supervisor performance ratings were gathered from employee files. Data analysis consisted of using Kendall's tau to measure the correlation between CEO's and each employee's vision. Path analyses were conducted using the EQS structural equation program to test five theoretical models for goodness-of-fit. Regression analysis was employed to test whether locus of control acted as a moderator variable.
The results showed that vision congruence is significantly related to job satisfaction and employee commitment, and perceived empowerment acts as an intervening variable affecting employee outcomes. The study also found that people with an internal locus of control were more likely to feel empowered than were those with external beliefs. Implications of these findings for both researchers and practitioners are discussed and suggestions for future research directions are provided.
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McDonald, William James Charles. "The ideology of managers in the management of employees in small and medium sized enterprises in Australia." University of Southern Queensland, Faculty of Business, 2005. http://eprints.usq.edu.au/archive/00001470/.
Повний текст джерелаАнотація:
Alan Fox's unitarist ideology provided a useful categorisation of managerial perspectives on managing employees and the nature of organisation. However, it was an intuitive framework, developed as part of a reformist argument for a pluralist system of industrial relations. It was not based on a systematic, empirical study of managers and, while applied to research, there has been little testing of the construct. The primary research question addressed in this thesis is whether managers in contemporary SMEs exhibit unitarist characteristics. A number of subsidiary questions follow. The first set explores managers' attitudes towards managerial prerogative, conflict, collective workplace relations and trade unions. Analysis of the data produced 11 unitarist dimensions. The second addresses whether organisational and personal characteristics and managers' perceptions of the limitations on management are significant for SME managers' ideological frameworks. The third identifies whether consultative, participative and collective practices are employed in work organisations. The definition of managerial ideology, including both managers' beliefs and values and also their workplace behaviour and practices, led to testing the relationship between the unitarist dimensions and managerial practice, and managers' satisfaction with employees. Finally, the thesis investigated whether there were any significant links between managerial practices and managers' satisfaction with employee performance. The methodology included a mail survey of SME managers in Eastern Australia with 206 respondents, and an interview programme of 20 SME managers in Brisbane, Queensland. The significant findings of this research are, first, that consultative or participative managerial practices do not necessarily reflect a pluralist ideology or orientation. SME managers limit the scope of decisions for involving employees, and usually shopfloor employees, utilising practices that do not compromise managerial power or managerial prerogative. Second, organisational and personal characteristics are relatively unimportant contextual variables in management behaviour in SMEs, unless it was described as a family business. Third, this thesis provides an alternative to the conclusions of some industrial relations scholars that managers employ a mix of unitarist and pluralist strategies. The adoption of apparently pluralist management practices in consultation and employee participation are revealed in this research as being predominantly non-threatening to managerial prerogative and organisational power structures in workplaces in terms of who is involved or excluded, and about what matters employees are consulted or involved. The overall results of managers' attitudes to collective workplace arrangements and trade unions confirm a general unitarist orientation in Australian SMEs. Fourth, the evidence does not suggest any clear binding of values and beliefs with managerial behaviour. Underpinning normative perspectives on management is an underlying commitment to protecting managers' power in the work organisation. It is this fundamental political commitment that both guides and constrains strategic choice in managing employees in SMEs. Unitarist ideology is thus central to the norms of management, and goes to the core of managerial prerogative. Finally, the results indicated that SME managers in the study usually did not demonstrate strong attachments to their views on the issues presented to them.
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Wilson, Colleen. "Nurses with human immunodeficiency virus or acquired immunodeficiency syndrome." Thesis, McGill University, 1996. http://digitool.Library.McGill.CA:80/R/?func=dbin-jump-full&object_id=23974.
Повний текст джерелаАнотація:
This thesis will explore the various legal, administrative and ethical issues arising out of the situation in which nurse is HIV-positive or has AIDS. In contrast to the situation of patients suffering from AIDS or HIV, there has been little in the literature, whether legal or medical, on nurses who are infected. The rights and duties of these nurses, testing of nurses for the presence of HIV infection or AIDS and the issue of discrimination are among the matters discussed with reference to relevant legislation and ethical principles.
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Thompson, Nicholas W. "Managing the Millennials: Employee Retention Strategies for Generation Y." Scholarship @ Claremont, 2011. http://scholarship.claremont.edu/cmc_theses/240.
Повний текст джерелаАнотація:
This paper provides a comprehensive analysis of Millennials' beliefs and attitudes and how that will affect their conception of the employer-employee psychological contract. This analysis should provide a greater understanding of how the childhoods of Millennials have affected their attitudes for life and career aspirations. Further, it explores retention strategies for workplace culture, management style, and growth and advancement.
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Crawford, Madeline G. "Employee Engagement: Restoring Viability to a Corporate Cliché." Scholarship @ Claremont, 2015. http://scholarship.claremont.edu/cmc_theses/1039.
Повний текст джерелаАнотація:
Employee engagement has taken over the corporate world. Whether it is the media, consulting firms, business leaders or human resources, everyone is talking about it. Despite the buzz in the corporate world and millions of dollars pumped into the industry, employee engagement has remained relatively unchanged and our comprehension of it is hazy. Examining the concept of employee engagement from conceptualization to present day helps provide a solid understanding of its foundation and where major evolutionary failings occurred. Prompted by Gallup’s takeover of the concept – from packaging, selling, measuring and intervening – the essence of employee engagement has been lost in overdrive and is now focused on statistics rather than people. The purpose of this paper is to identify the major flaws in the current state of employee engagement using its past as a basis of restoring viability to the concept.
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Sehnalová, Petra. "Rozvoj personálního řízení firmy." Master's thesis, Vysoké učení technické v Brně. Fakulta podnikatelská, 2008. http://www.nusl.cz/ntk/nusl-221752.
Повний текст джерелаАнотація:
Master´s thesis is focusing on the development of personal management of STAS - Pavel Sehnal company. First part of the thesis describes common requirements of personal management. In the second part I analyze present state of the company. The result of the thesis are suggestions, how to improve the personal management.
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Ljutic, Nermina, and Jeanette Lundell. "Samspel och utvecklingsmöjligheter på jobbet : En kvalitativ studie om HR-medarbetares och chefers upplevelse av att arbeta tillsammans." Thesis, Högskolan i Jönköping, Högskolan för lärande och kommunikation, 2015. http://urn.kb.se/resolve?urn=urn:nbn:se:hj:diva-26755.
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Kale, Maya. "Assessing Equity in Artisanal Mines in the Democratic Republic of Congo." Scholarship @ Claremont, 2016. http://scholarship.claremont.edu/cmc_theses/1434.
Повний текст джерелаАнотація:
As a result of the continued violence and poverty in the Democratic Republic of Congo (DRC), artisanal mining serves as an opportunity for livelihood construction for the population in the Eastern DRC. Though the dominant discourse of “conflict minerals” has deemed natural resources as the cause or consequence of violence in the Eastern DRC, minerals in fact only serve as a funding tool for various foreign and local armed groups in the region. This thesis consequently explores the ways in which artisanal miners can reap the benefits of the minerals they work tirelessly to extract, using and adapting policies from two relatively successful case studies, Tanzania and Sierra Leone. In addition, this thesis proposes distinct top-down and bottom-up approaches the DRC should adopt to combat its equity issues, and finds that bottom-up methods have been the most ignored, yet successful in avoiding conflict and favoring miners’ livelihoods.
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Earhart, James J. "Desperately seeking Gerard Swope : the Clinton administration pursues a new capital-labor compact /." free to MU campus, to others for purchase, 2002. http://wwwlib.umi.com/cr/mo/fullcit?p3060094.
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Rocha, Naêde Lima de Souza da. "O Endomarketing voltado à melhoria da produtividade industrial: um estudo na empresa Mitsuba do Brasil LTDA." Universidade Federal do Amazonas, 2012. http://tede.ufam.edu.br/handle/tede/3590.
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Previous issue date: 2012-08-27Coordenação de Aperfeiçoamento de Pessoal de Nível Superior
As empresas vivem um dilema relacionado com a motivação dos seus recursos humanos e como estes podem melhorar a produtividade, em seu benefício e, especialmente em beneficio da empresa. Diante dessa declaração, foram analisados os resultados trazidos pela criação e aplicação de uma ferramenta voltada ao avanço da capacidade produtiva em uma empresa do segmento de componentes elétricos instalada no Pólo Industrial de Manaus PIM. O tema foi escolhido para desenvolver técnicas de Endomarketing e uma ferramenta metodológica para o envolvimento dos Recursos Humanos e na melhoria da produtividade industrial na empresa Mitsuba do Brasil Ltda., Como objetivo principal, desenvolver, com fulcro em técnicas de Endomarketing, proposta de um Programa, conjugando uma metodologia e uma ferramenta, que será desenvolvida e aplicada junto aos colaboradores da empresa; E como especifico analisar os programas e as metodologias aplicadas, os ganhos de produtividade na empresa, à criação e elaboração do PERC (Programa de Eficiência dos Resultados Criativos); Investigar onde o envolvimento dos Recursos Humanos pode contribuir para a redução de perdas e obtenção de ganhos no processo produtivo da organização em estudo; Descobriu-se que o retorno preterido na qualidade e efetividade nos processos produtivos em que devem se manifestar em ganhos em termos de clima organizacional e integração grupal e multifuncional em dos objetivos corporativos. Concluiu-se que a preocupação da empresa pesquisada com o desenvolvimento da criação de uma ferramenta e uma metodologia do Endomarketing voltados à motivação funcional no setor produtivo industrial, determina nos resultados organizacionais e no impulso ao melhor desempenho do colaborador. O estudo foi realizado através de dados coletados na empresa através de referências bibliográficas. A sua relevância está em conhecer o endomarketing voltado à melhoria da produtividade industrial. A elaboração do trabalho ira contribuir para futuros debate sobre a questão na área de estudos sobre Endomarketing proporcionando subsidio para novas pesquisas.
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Gabbard, Linda. "Development of a Weighted Application Blank for the Carryout Clerk Classification in a Large Retail Organization." TopSCHOLAR®, 1988. https://digitalcommons.wku.edu/theses/2376.
Повний текст джерелаАнотація:
The purpose of this study was to develop and validate a Weighted Application Blank to predict turnover for use as a selection tool for a large retail organization. Utilizing the England (1971) procedure, it was hypothesized that significant derivation and cross-validities would be obtained. The hypothesis was partially supported: the derivation validity coefficient was significant (r = .28, p < .01) and the resulting cross-validity coefficient was net significant (r = 19, p < .05). The results and recommendations for implementation of the WAB are discussed.
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Enqvist, Johan. "Stewardship in an urban world : Civic engagement and human–nature relations in the Anthropocene." Doctoral thesis, Stockholms universitet, Stockholm Resilience Centre, 2017. http://urn.kb.se/resolve?urn=urn:nbn:se:su:diva-146193.
Повний текст джерелаАнотація:
Never before have humans wielded a greater ability to alter and disrupt planetary processes. Our impact is becoming so noticeable that a new geological epoch has been proposed – the Anthropocene – in which Earth systems might no longer maintain the stable and predictable conditions of the past 12 millennia. This is particularly evident in the rapid expansion of urban areas, where a majority of humans now live and where environmental changes such as rising temperatures and habitat loss are happening faster than elsewhere. In light of this, questions have been raised about what a more responsible relationship between humans and the rest of the planet might look like. Scholars in sustainability science employ the concept of ‘stewardship’ in searching for an answer; however, with multiple different applications and definitions, there is a need to better understand what stewardship is or what novelty it might add to sustainability research. This thesis investigates stewardship empirically through two case studies of civic engagement for protecting nature in cities – Bengaluru, India and New York City, USA. Further, the thesis also proposes a conceptual framework for how to understand stewardship as a relation between humans and the rest of nature, based on three dimensions: care, knowledge and agency. This investigation into stewardship in the urban context uses a social–ecological systems approach to guide the use of mixed theory and methods from social and natural sciences. The thesis is organized in five papers. Paper I reviews defining challenges in managing urban social–ecological systems and proposes that these can more effectively be addressed by collaborative networks where public, civic, other actors contribute unique skills and abilities. Paper II and Paper III study water resource governance in Bengaluru, a city that has become dependent on external sources while its own water bodies become degraded and depleted.Paper II analyzes how locally based ‘lake groups’ are able to affect change through co-management arrangements, reversing decades of centralization and neglect of lakes’ role in Bengaluru’s water supply.Paper III uses social–ecological network analysis to analyze how patterns in lake groups’ engagements and collaborations show better fit with ecological connectivity of lakes.Paper IV employs sense of place methods to explore how personal bonds to a site shapes motivation and goals in waterfront stewardship in New York City. Finally,Paper V reviews literature on stewardship and proposes a conceptual framework to understand and relate different uses and underlying epistemological approaches in the field. In summary, this thesis presents an empirically grounded contribution to how stewardship can be understood as a human–nature relation emergent from a deep sense ofcare and responsibility, knowledge and learning about how to understand social–ecological dynamics, and theagency and skills needed to influence these dynamics in a way that benefits a greater community of humans as others. Here, the care dimension is particularly important as an underappreciated aspect of social–ecological relations, and asset for addressing spatial and temporal misalignment between management institutions and ecosystem. This thesis shows that care for nature does not erode just because green spaces are degraded by human activities – which may be crucial for promoting stewardship in the Anthropocene.At the time of the doctoral defense, the following papers were unpublished and had a status as follows: Paper 3: Manuscript. Paper 4: Manuscript. Paper 5: Manuscript.
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Camasca, Venero Cesar Gonzalo, and Tomaylla Pablo Alexis Maceda. "Relevancia del liderazgo y mentoring entre los factores de la formación de practicantes profesionales en las empresas del sector industrial de conductores eléctricos de Lima Metropolitana-2018." Bachelor's thesis, Universidad Peruana de Ciencias Aplicadas (UPC), 2019. http://hdl.handle.net/10757/628050.
Повний текст джерелаАнотація:
La presente investigación tiene como objetivo analizar los diferentes factores que intervienen en la formación profesional de un practicante, específicamente del sector industrial de conductores eléctricos de la ciudad de Lima (Perú).
Para ello, se está atribuyendo un mayor análisis al liderazgo y al mentoring, como principales habilidades y competencias atribuidas a los profesionales que ejercen los roles de tutores, por lo que se ahonda en teorías correspondientes a las mismas, así como en el contexto nacional de la industria y lo estipulado en la Ley N° 28518, “Ley de modalidades formativas laborales”.
En ese sentido, se planteará determinar la relevancia de ambas competencias de manera individual en la formación de practicantes profesionales sobre otros factores generales que intervienen a su vez.
Por tanto, se considerará un enfoque mixto para la investigación. Se acopió información a través de diversas herramientas metodológicas como entrevistas a profundidad con tutores de practicantes y especialistas relacionados al campo del liderazgo, así como la aplicación de encuestas a practicantes y la revisión de registro documentarios.
En ese sentido, se procederá a explicar si el liderazgo y el mentoring que ejercen los tutores son claves e influyen para la formación profesional de practicantes, y cómo esto puede visualizarse en la experiencia laboral que reciben y su relación con la productividad generada hacia la empresa.
Finalmente, los autores plantearán sus cuestionamientos y opiniones libres con respecto a los resultados del análisis estadístico como de la información obtenida de las entrevistas a tutores y especialistas.The objective of this research is to analyze the different factors that intervene in the professional training of a practitioner, specifically on the industrial sector of electric conductors in the city of Lima (Peru). To this end, a greater analysis is attributed to leadership and mentoring, as the main skills and competences attributed to the professionals who work as tutors, so the corresponding theories are deepened, as well as in the national context of the industry and what is stipulated in the Law N ° 28518, “Ley de modalidades formativas”. In that sense, it will be considered to determine the relevance of both competences individually in the training of professional practitioners on other general factors that also intervene. Therefore, a mixed approach to research will be considered. The information was collected through various methodological tools such as in-depth interviews with tutors of practitioners and specialists related to leadership, as well as the application of surveys to practitioners and the review of documentary records. According to that, it will proceed to explain if the leadership and mentoring exercised by tutors are important and influence the professional training of practitioners, and how this can be visualized in the work experience they receive and their relationship with the productivity generated towards the company. Finally, the authors will raise their questions and free opinions regarding the results of the statistical analysis as well as the information obtained from interviews with tutors and specialists
Tesis
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Freire, Francinete Lima Ramos. "Avaliação do desempenho como fator estratégico: um estudo de caso em uma indústria do polo de duas rodas do distrito industrial de Manaus." Universidade Federal do Amazonas, 2011. http://tede.ufam.edu.br/handle/tede/3530.
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Previous issue date: 2011-11-18Este trabalho apresenta uma análise dos resultados obtidos numa empresa do setor de Duas Rodas do Polo Industrial de Manaus, a partir da implementação de modelo de avaliação de desempenho laboral, voltado ao conseguimento de melhorias estratégicas, considerando o alinhamento das políticas e metas de recursos humanos às políticas e metas globais da empresa estudada. Dessa forma, definiu-se como objetivo geral: Implementar modelo de Avaliação de Desempenho que promova o alinhamento entre as estratégias de Recursos Humanos e as estratégias operacionais, visando à melhoria contínua do desempenho dos colaboradores do nível de gestão e consequentemente melhoria nos resultados da organização. O método escolhido para a estruturação e desenvolvimento desta pesquisa foi estudo de caso e a natureza delineada, crítica explicativa. No que tange ao tipo de pesquisa selecionado, refere-se ao descritivo e para o levantamento de dados estipulou-se os seguintes instrumentos metodológicos: pesquisa bibliográfica, pesquisa documental e pesquisa de campo. Assim, tendo em vista que as questões envolvendo a avaliação e o controle do desempenho humano no exercício das funções operacionais são fundamentais ao alcance dos resultados pretendidos pelas empresas, a importância atribuída ao estudo das metodologias e instrumentos destinados a tal medição é amplamente discutida ao longo da revisão da literatura, bem como nos resultados alcançados, que apresentam as peculiaridades das etapas de implementação do modelo estudado e as melhorias e dificuldades encontradas ao longo desse processo, discorrendo ainda sobre o cenário encontrado e as deficiências averiguadas no modelo de avaliação de desempenho anterior. Na revisão da literatura são demonstradas as principais informações e os argumentos mais relevantes acerca da avaliação de desempenho, buscando-se discutir os principais aspectos desta; abordando-se breve histórico do Recursos Humanos, inclusive em nível nacional, bem como questões acerca do diagnóstico organizacional e do papel do gerente nos tempos modernos. No capítulo final, são apresentadas as principais conclusões sobre todo o apanhado exposto no decorrer do trabalho, abordando-se os resultados obtidos e as melhorias propostas, onde os resultados da investigação demonstram que a necessidade de adequação do modelo de formulário de avaliação de desempenho utilizado pela empresa se referem tanto à questão regional, que invariavelmente contradiz alguns dos pontos estabelecidos pela matriz nipônica, quanto à adequação por parte da própria filial manauense, em vista de fatores relacionados à economia e à situação financeira da empresa
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Castellano, William G. "A framework for managing contract human capital contract human capital engagement modes and human resource configurations." 2008. http://hdl.rutgers.edu/1782.2/rucore10001600001.ETD.000050462a.
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Nqapela, Ntembeko. "The perceptions of human resources and industrial relations managers on the impact of the 2012 Marikana incident on industrial relations in South Africa." Thesis, 2016. http://hdl.handle.net/10539/19979.
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University of the Witwatersrand Discipline of Psychology
MASTERS RESEARCH REPORTThis study conducted a thematic content analysis qualitative methods approach to explore the perceptions of the “Impact of the 2012 Marikana labour unrest on labour and industrial relations in South Africa”. Perceptions of industrial relations stakeholder role efficacy; causes and consequences of labour-management conflict, intra-union conflict and inter-union conflict are discussed. Economic, political, sociological factors as well as the influence of group dynamics are discussed to frame the impact of the 2012 Marikana incident on labour and industrial relations in South Africa.
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Hong, Ying. "One size does not fit all the relations between service capabilites and human resource management /." 2009. http://hdl.rutgers.edu/1782.2/rucore10001600001.ETD.000051832.
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Colakoglu, Saba. "Subsidiary staffing and performance the case of foreign multinationals in the U.S." 2007. http://hdl.rutgers.edu/1782.2/rucore10001600001.ETD.17049.
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