M.Phil. / The foundation of Earned Value Performance Management (EVPM) was the cost/Schedule Control Systems Criteria originally defined in the USA in 1967. Earned Value Performance Management has traditionally been used in Defense projects with budgets in excess of R100M. Private industry is now implementing EVPM for major projects, which are large, complex or geographically dispersed. It is the objective of this dissertation to determine whether the Earned Value concept as developed over the years to the form it is in today is being used in the South African construction industry or not. As part of this dissertation the author devised and distributed a questionnaire to a limited and targeted demographic of Project Management practitioners. The results found that the concept of Earned value is being used in some form or other in selected few companies within the South African Construction industry. While it has been recognized, it's benefits are not being fully utilized. The benefit of the Earned Value concept contributing to the successful completion of a project is being acknowledged and more and more construction companies are slowly making Earned Value an intricate part of their Project Management system

M.Cur. / The nursing service manager is accountable for the managerial outputs of the nursing service, being quality nursing care, cost effectiveness and quality nursing staff management. These managerial responsibilities will influence the overall management efficiency of the health delivery system. There is a need for a more scientific basis of staffing in South African critical care units. Various methods are used to determine staffing needs, but the most accurate and acceptable method being used is the patient classification system. The success of a critical care patient classification system is based upon the accurate determination of the ideal nurse-patient ratio. Ideal nursepatient ratio depends on matching the competency of the critical care nurse to the severity of the critical care patient's illness. Internationally and nationally very few guidelines describe the competency requirements that the critical care nurse should have to function effectively in the critical care unit. To maintain a high standard of quality nursing care, the critical care nurse should be assigned to a critical care patient according to her competency level. The aim of this study was to describe a scientific patient classification system for critical care patients according to which workload and nursing requirements can be ascertained. Secondly, to describe guidelines for the competency requirements of a registered critical care nurse assigned to nurse the different categories of critical care patients categorised by the patient classification system as prescribed. The aim of the study is justified by means of an exploratory, descriptive, contextual research design. A critical care patient classification system has been developed and validated by a group of critical care nursing experts using a structured two phase research method. The statistical validity of each item of the critical care patient classification system was determined by means of a content validity index. All the items of the critical care patient classification system were rated as valid and therefore the critical care patient classification system as a whole has been accepted as valid. The reliability of the critical care patient classification system was tested by means of a pilot study in two selected research units. It was determined that the inter-rater reliability was within the 95 per cent confidence interval, that the system could discriminate between different critical care patients and nurse-patient ratios were effectively determined by the system. Critical care nurse competency requirements were identified by critical care nursing experts by means of a focus group interview. The results obtained from the focus group interview were verified by a literature control and peer group review. Guidelines for the competency requirements of the critical care nurse were compiled. The critical care patient classification system developed will equip the critical care manager with a scientific instrument to assign personnel to critical care units. The critical care patient classification system will furthermore assist the critical care unit manager in the daily utilisation of valuable human resources, in that critical care nurses with the appropriate level of expertise can be assigned to each patient, thus facilitating quality critical care nursing.

D.Cur. / The purpose of this study was to evaluate the quality of professional conduct by the nursing practitioner in clinical nursing care as reflected in post laparotomy and respiratory disorders in selected public hospitals in the Northern (Limpopo) Province, and to develop a programme to improve the quality of professional conduct by the nursing practitioner in public hospitals. Professional conduct in this study refers to the level of compliance with the SANC/Muller (1999) practice standards as refined by the researcher. The following dimensions are addressed in relation to post laparotomy patients and patients with respiratory disorders: knowledge, skills/competencies, scientifically-based care, recording, teamwork/networking, health promotion, therapeutic environment and accountability. The hypothesis for this study was that the quality of professional conduct by the nursing practitioner in clinical nursing care as reflected in post laparotomy and respiratory disorders is inadequate and non-compliant with the standards and criteria in selected public hospitals in the Northern (Limpopo) Province. The following research questions were addressed: a) What is the quality of professional conduct by the nursing practitioner in clinical nursing as reflected in practice setting of post laparotomy and respiratory disorders in selected public hospitals in the Northern (Limpopo) Province? b) What professional conduct programme should be developed to improve compliance with the standards and criteria? A quantitative evaluative descriptive and contextual survey was conducted consisting of: 1. Refinement of standards by the researcher 2. Baseline survey to evaluate the quality of professional conduct by the nursing practitioner in clinical nursing care as reflected in post laparotomy and respiratory disorders; 3. The development of a professional conduct programme as a remedial action strategy. The data collection method utilised strategies such as the use of trained evaluators, direct and indirect observations, individual and group interviews, and documentation analysis. Population and samples were selected from public hospitals that offer clinical nursing care to both post laparotomy patients and patients with respiratory disorders. The units that offered clinical nursing care to the same patients and the nursing practitioners who provide clinical nursing care to these patients were selected. A three point rating scale consisting of compliance (C) = 1, partial compliance (PC) = 0.5 and non-compliance (NC) = 0.0 was used to collect data. Statistical analysis system was used by the statistician to analyse the data. Individual items were analysed and percentages calculated. Then mean (M) and standard deviation (SD) on individual standard were determined. The results revealed that for practice standard one the nursing practitioner showed partial compliance (M = 0.375; SD = 0.197); practice standard two, the nursing practitioner showed partial compliance (M = 0.355; SD = 0.267) slightly lower than standard one; practice standard three the nursing practitioner showed non-compliance (M = 0.319; SD = 1.211); practice standard four, the nursing practitioner showed partial compliance (M = 0.552; SD = 0.180); practice standard five, the nursing practitioner showed partial compliance (M = 0.397; SD = 0.220); practice standard six, the nursing practitioner showed non-compliance (M = 0.238; SD .= 0.257), the lowest of all the standards; practice standard seven, the nursing practitioner showed partial compliance (M = 0.396; SD = 0.237); and practice standard eight, the nursing practitioner demonstrated partial compliance (M = 0.530; SD 0.267). The first research question was what is the level of compliance by the nursing practitioner with the standards and criteria in clinical nursing care in public hospitals in the Northern Province? The overall results for the eight standards showed partial compliance (M = 0.380; SD = 0.175). The second research question was what professional conduct programme should be developed to improve compliance with the standards and criteria. The professional conduct programme was developed based on the SANC/Muller practice standards as the theoretical foundation. Further analysis was done on contributory factors. There was a relationship between the recording format (78.9% inadequate) and compliance with practice standard three; scientifically-based recording on patient records rated low at all the selected hospitals (M = 0.319; SD = 0.211). There was also an association between supervision/support (85% inadequate) and practice standard six, indicating non-compliance (M = 0.238; SD = 0.257) and practice standard seven (M = 0.396; SD = 0.237). A relationship between availability of stock and supplies (69.4% inadequate) and practice standard one and two, was observed (M = 0.375; SD = 0.197) and (M = 0.355; SD = 0.269) respectively. There was, however, no relationship between staffing and the practice standards;

M.Sc. (Zoology) / Please refer to full text to view abstract

M.Cur. / It is explicit that the change in the South African government since 1994 accompanied by the transformation of nursing services with its new policies and practices is inevitable, and poses challenges for the nursing service managers in Gauteng hospitals. The transformation of nursing services can be a difficult process creating a period of fear, uncertainty, stress and role ambiguity for the nursing service managers. The transformation has been so extensive that the nursing service manager's role responsibilities have changed to such an extent that they are now required to manage grossly reduced levels of resources, multicultural societies with different values, beliefs and attitudes and increased numbers of patients, resulting in overcrowded hospitals. The transformation of nursing services demands the demonstration of appropriate nursing service management. The abilities of the nursing service managers are critical to the effectiveness of the future. Most nursing service managers are unprepared for their new roles and the present concern is for the quality of the management of the transformation process. No written standards for transformation management in a nursing service are available in Gauteng public hospitals. Consequently, nursing service managers find themselves making major decisions about nursing service transformation with little information about the effectiveness of alternative approaches. The experiences and perceptions of the nursing service managers regarding transformation of nursing services in selected Gauteng hospitals are also not known. Understanding the nursing service managers' experiences and perceptions will provide a basis for the formulation of standards for transformation management in a nursing service.

M.Sc. (Zoology) / Please refer to full text to view abstract

Die Anpassung allgemeiner Managementprinzipien auf den Wissenschaftsbereich hat in den vergangenen Jahren das Berufsbild des Wissenschaftsmanagers hervor gebracht. Dieser Berufszweig versteht sich als Schnittstelle zwischen Verwaltung und Wissenschaft und muß sich wie jeder andere auch mit aktuellen technologischen Trends wie der Entwicklung von Web 2.0-Werkzeugen und deren Verbreitung in unterschiedliche gesellschaftliche Bereiche auseinandersetzen. Der vorliegende Beitrag zeigt zunächst die Bedingungen, Potenziale und Grenzen des Einsatzes von Web 2.0 im Wissenschaftsmanagement als einem hierarchisch geprägten und wenig Technik affinen Bereich auf und verdeutlicht die Thesen anhand eines aktuellen Anwendungsbeispiels der Gerda Henkel Stiftung.

This study investigated the perceptions of public school educators and Federal Government engineers in the Central Florida area to determine their self-perceived current and desired career stages (Dalton, Thompson and Price, 1977). The influences of age, education and tenure variables on these perceptions and on the employee's preference for a technical or managerial career track were also examined. The rationale for the study is based upon findings in the literature which indicate that both occupations are experiencing motivation and retention problems caused by the requirement to leave classrooms or technical engineering positions and enter management ranks in order to gain promotions. Questionnaires were used to collect information on the four career stages (apprentice, colleague, mentor, sponsor), demographic data and career track preferences. The data indicated that a higher percentage of engineers than educators perceived that they work in apprentice and mentor positions in their organizations. Engineers reported a desire to ultimately achieve a mentor position while educators aspired to be colleagues. Older engineers perceived themselves as mentors while educators as a group perceived themselves as colleagues regardless of age. Analyzed by tenure, engineers with 15 or more years experience perceived themselves in a mentor position. Educators perceived themselves as colleagues regardless of their experience after 5 years. Engineers holding a bachelor's or master's degree perceived themselves as working in and desiring higher career stages than did educators with those same credentials. Both educators and engineers who perceived themselves as working in an apprentice or colleague position indicated a preference for a technical career track. Those who perceived themselves as working in a mentor or sponsor position indicated a preference for a managerial career track. It was recommended that additional research on career stages be undertaken in other occupations to determine if similarities exist and that practioners begin to define and include current and desired career stage perceptions in personnel profiles to permit more effective training development and succession planning.

No / In this article we explain how the development of new organization theory faces several mutually reinforcing problems, which collectively suppress generative debate and the creation of new and alternative theories. We argue that to overcome these problems, researchers should adopt relationally reflexive practices. This does not lead to an alternative method but instead informs how methods are applied. Specifically, we advocate a stance toward the application of qualitative methods that legitimizes insights from the situated life-with-others of the researcher. We argue that this stance can improve our abilities for generative theorizing in the field of management and organization studies.

This thesis addresses the paradigm shift required for an MBA qualification in a world order of inclusive globalisation (WOIG) – where humankind‟s security is assured, and where global poverty has been eradicated. A new research methodology, termed critical metasynthesis, which is the enrichment of critical management research with metasynthesis and Socrates‟ dialectic method of systematic inquiry has been used. The critical metasynthesis derives its outcome from the insights of global leaders from the developed and developing world, refuted by Nobel Laureates from the past decade. From the Socratic dialogue an end-purpose Statement of Visions for a new world order, society, business, business leadership, and the postmodern MBA emerged, namely: to deliver a WOIG; requiring a society that finds its greatness in protecting both its humanity and its economy as a whole; requiring world-class businesses – financially robust across business cycles, with global stewardship as the dominant business logic; requiring global business leaders with an ability to envision the WOIG, and then to lead thereto in an entrepreneurial and path-breaking manner exerting leadership qualities associated with the golden Rule of Humanity; requiring an MBA that educates and inspires the business leader to lead (and, to co-lead with societal and political leaders) the planetary turn-around to a WOIG. For this, a fundamental change of paradigm for the MBA emerged as a prerequisite. The first prerequisite is a Social Contract with Business as a trichotomy of global business responsibility towards society, politics and the Earth. This, becomes the raison d‟être of the postmodern MBA. The second prerequisite is an educational context aligned with the values and aspirations of a WOIG society. The outcome of the postmodern MBA is a fundamental personal re-orientation as thé kairos moment - through holistic critical reasoning excellence and achieving a WOIG mindset. Flowing from this to craft, build and to manage enterprises for the turn-around from today‟s world order of destructive globalisation to a WOIG. The thesis contributes a new educational context, vocabulary, and guidelines for a new canon of MBA knowledge. The thesis concludes by describing new vistas of follow-up research in four interlocking priorities for the professoriate, namely: discovering, integrating, applying and teaching a postmodern MBA in a WOIG – to deliver MBA graduates who can lead any business in any industry sector in any country towards positive sustained results for all stakeholders. / Business Leadership / D.B.L.