Thesis (MA)--University of Stellenbosch, 2006. / Bibliography. Also available via the Internet.

Thesis (Ph. D.)--Lehigh University, 2000. / Includes vita. Includes bibliographical references (leaves 89-104).

Thesis (Ph. D.)--Virginia Polytechnic Institute and State University, 1994. / Vita. Abstract. Includes bibliographical references (leaves 116-126). Also available via the Internet.

No description available.

Thesis (M.S.)--Boston University. PLEASE NOTE: Boston University Libraries did not receive an Authorization To Manage form for this thesis or dissertation. It is therefore not openly accessible, though it may be available by request. If you are the author or principal advisor of this work and would like to request open access for it, please contact us at open-help@bu.edu. Thank you. / 2031-01-02

Thesis (M.S.)--Boston University

M.Tech. / There was request from industry to present a life skills learning programme to supplement artisans' training. With this training, facilitors and trainers needed tools to assess the outcomes of the training. The study aims to develop an alternative assessment method and stimulus instruments in order to assess the learners' attainment of the learning outcomes of a life skills learning programme. The research concludes that life skills are a valuable supplement to artisans' training and will enhance their skills acquisition to improve their employability and adaptability in the working environment.

This study was an exploratory investigation of the perceived existence and importance of values and their influence on organizational performance. The study also included an examination of the methods used to operationalize health values; rationale used to justify the implementation of employee health programs and activities (EHPAs); importance of incentives and organizational factors for enhancing employee involvement and commitment to EHPAs; and the attributes of EHPAs and management approaches used with respect to employee health in Canada. The study was conducted among a diverse group of 187 public (including federal, provincial and municipal government entities) and private sector organizations in 1997. Conclusions of the study included that Health values were perceived to exist and be important values in respondent organizations; values heavily influence organizational performance systematically through their affect on decision-making as it relates to the identification of "desired" outcomes; the values deemed most important by participant organizations were those values perceived to influence the achievement of the identified desired organizational outcomes and the typology of those values was consistent with Hodgkinson's Value Paradigm. Conclusions drawn also included that the values held by decision-makers in positions of power and authority were more likely to influence organizational direction than those values held by members at lower levels of the organizational power structure. These values were also more likely to be included in value, mission and vision statements and other plans, policies and documentation of a strategic or directional nature. Conclusions drawn with respect to EHPAs included that programs and activities such as EHPAs are often initiated as a result of values integration or clustering which involves two or more values coming together to influence the creation of a program or initiative; organizations who agreed or strongly agreed that Health values were important values in their organizations had more extensive EHPAs and/or budgets for EIHPAs than organizations who did not agree with this statement; Health values are in transition due to the cut backs in provincial health budgets that have taken place since 1990; and, EHPAs are increasingly being recognized as a means of maintaining or controlling health costs and enhancing performance in Canadian organizations. / Graduate

One way for employers to attract and retain the services of employees who are in a position to make a material contribution to the successful operation of the employer is to offer such selected employees the opportunity to participate in an employee share incentive scheme in terms of which they will receive certain benefits. Generally, a benefit derived from the participation in an employee share scheme is taxable as employment income where the granting of such benefit is linked to the employee’s employment or in respect of services rendered by that employee to his employer. Countries often have a different basis for the taxation of benefits derived from participation in an employee share incentive scheme. In South Africa, the benefits from the participation in an employee share incentive scheme are taxed at the time such benefit vests (i.e when the employee becomes unconditionally entitled thereto). However, in Belgium, the benefits are taxed upfront at the time it is granted. While in India, the benefits are only taxed at the time of transfer or allotment (exercise). Where employees receive employee share incentive scheme benefits in respect of services rendered in more than one country, double taxation could occur as a result of each country taxing the benefits a different manner. If two or more countries seek tax the benefit or a portion thereof they often follow different approaches to the allocation, timing and characterisation of income derived from participation in an employee share incentive scheme. This could result in the measures which aim to prevent double taxation, in DTA’s as well as the South African domestic legislation, being ineffective. This study compares the tax treatment of benefits derived from the participation in an employee share scheme in South Africa, Belgium and India which each follow a different approach to the taxation of benefits derived from the participation in an employee share scheme. It aims to illustrate the possibility of double taxation from a South African resident perspective where DTAs and the South African legislation are not effective in eliminating double taxation. / Dissertation (LLM)--University of Pretoria, 2014. / lmchunu2014 / Mercantile Law / unrestricted

M.Phil. / This study was aimed at gaining a deeper understanding of employees' perceptions of workplace learning. It furthermore represents a documentation of these perceptions in the form of this report. The essay examines perspectives on workplace learning, literature on "learning organisations", as well as the current legislative framework for workplace learning, as provided by the Skills Development Act. This report highlights aspects of the Act that are congruent with learning organisation theory. A qualitative research design was utilised for exploring the perceptions of employees for this study. The primary data collection instrument was semi-structured, in-depth interviews conducted with participants in the workplace context. Thereafter, data was analysed using the constant comparative method in order to search for recurring themes and patterns. Findings which emerged from the data analysis reveal that Human Resources, which is currently an outsourced function of the organisation in question, needs to be an integral part of organisational life to coordinate and account for learning. Furthermore, a more coordinated system of knowledge management is required within the workplace in order to encourage learning, and provide information and serve as institutional memory. The third finding involves the creation of an enabling environment that will enhance learning within the workplace. The creation of a knowledge base, as well as having someone in the workplace responsible for learning, concurs with aspects of the Skills Development Act, as well as learning organisation theory.