No description available.

No description available.

No description available.

No description available.

No description available.

No description available.

The global telecommunications marketplace has witnessed considerable and unprecedented changes in the past twenty-five years, so much so, that comparative recognition of most telecommunications fixed-link network operators is impossible. Consequently, industry structures, market specific structures and the internal operation of dominant firms have been transformed by visionary strategic directional changes. Demonstrably, the impact of national strategic intentions have identified clear shifts away from predominantly monopoly structured - highly bureaucratic, labour-intensive and government-run service providers, towards distinct regulated markets - supporting increasingly competitive, innovative and market-led organisations. With this in, mind, this study considers the nature of organisational strategic evolution and its associated consequences on the UK incumbent BT, since UK telecommunications privatisation. A case study approach was adopted, with face-to-face interviews being carried-out with senior executives, using semistructured questionnaire checklists. Grounded theory was applied during the analysis of data and results presented an historical examination, analysis and collation of the evolving nature of the strategic behaviour of the firm. Hence, BT was seen to evolve from a dormant, fat, inward-looking and inefficient organisation, towards a more dynamic, forward thinking, creative and global firm. Concluding remarks allude to company-specific characteristics of cultural and structural behavioural changes and the development of three conceptual frameworks, which relate to: - industry restructuring; evolving strategic focus of the incumbent; and evolving corporate level strategic decision making at BT.

Integrity within employees is on the forefront as a person with integrity is one that is honest and trustworthy. In contrast is an employee with low integrity that could be associated with acts of fraud, corruption and theft. The purpose of this report is to address the proposition that higher integrity levels within employees will lead to lower financial stock losses. In addition the integrity levels of all employees were measured to see whether the integrity level of permanent employees were higher than those of temporary employees. Strategies were implemented in order to develop the integrity level of Clover Nelspruit’s employees. The strategies included addressing the situational factors desirability, group norms and risk together with focusing on communication regarding integrity. The monthly averaged stock loss for the period June to September 05 was considerably lower than the previous eleven months which led to the confirmation that improving a person’s integrity can be positively associated with lower financial losses caused by internal theft. In considering only the employees who passed the lie factor in the measurement instrument the results were also in agreement with the theory that temporary workers might be more likely to engage in counterproductive behaviour than those employed as permanent workers.

No description available.

The literature has revealed few studies of management in Arab countries in general and particularly in Egypt. Many Egyptian organisations implemented the team concept a number of years ago, however, there do not appear to be any studies investicitaýt inc",D team work effectiveness in Egypt. The literature review and the findings of a pilot study emphasised the need for empirical research in team work in Egypt. Team effectiveness models are examined in order to identify the factors that may enhance team effectiveness in Egypt. Team behavioural models are also examined to identify the importance of balanced team membership and its relationship with team effectiveness. These models are examined with the aim of developing a team work effectiveness model to be tested in a sample of Egyptian organisations, which hopefully will inform the development of effective teams in the Egyptian context. The literature review revealed some significant predictors of team effectiveness such as team player styles, team design variables and team beliefs, which would enhance team effectiveness. The literature findings were used to develop a model for team effectiveness in Egypt. This model includes team player styles, team design variables (team autonomy, team size, team heterogeneity, team leader behaviour, team managerial support, team vision and team psychological safety), team beliefs (team potency and team efficacy) and team effectiveness (team performance outcomes). The proposed model for team work effectiveness in Egypt is tested in two larcre successful Egyptian organisations that use teams working. Data were collected using a questionnaire in both organisations with interviews with managers carried out prior to the administration of the questionnaire in both companies. In addition translation procedures and pilot studies were carried out before running the main studies. Two levels of analysis, the individual and the group level, were used and a range of statistical procedures and techniques such as descriptive statistics, estimates of reliabilities, factor analysis, correlation, t-test and regression analys's were employed. The empirical findings from both companies suggested re%'Isions to the proposed models for team effectiveness in Egypt. Another supplementary study was carned out alonCgý with the main study in the larL- c two companies with alm Of investicratinLy and examining one potential antecedent vanable in the 0 It) proposed model for team work effectiveness in Egypt. This study ývasc oncerned with testinc:- Dr the psychometnc properties of the Parker Team Player Survey that was used in this thes's, and I IV also to investigate any relationships between team player styles and the InclIvIdual dIfference vanables in Egypt. The findings from the main studies provided support for some variables in the proposed model for team work effectiveness in Egypt. The findings revealed the significant effects of some of the design variables on team effectiveness in Egypt. The finding's do not provide sufficient evidence to confirm or refute the assumption that team player styles is necessary condition for team effectiveness, however, the findings revealed its role in its relationship with other variables in the model. An amended model for team work effectiveness is developed based on the literature and on the findings of the main studies to include team player styles, team design variables (team autonomy, team size, team structure and team reward), team beliefs and team effectiveness (subjective and objective measures). The amended model also includes some antecedents such as individual differences, ore-I'anisational culture and the Egyptian culture. The amended model is sugZg-): ested for further testingZID and considered as a basis for further research in team work in Egypt.