published_or_final_version / Politics and Public Administration / Master / Master of Public Administration

published_or_final_version / Politics and Public Administration / Master / Master of Public Administration

published_or_final_version / Public Administration / Master / Master of Social Sciences

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Organizacija - gyvas organizmas, kuris gali augti, klestėti arba nykti, nes čia susiduria skirtingi žmonės, turintys savus interesus, poreikius, norus ir vertybes. Čia yra skatinama konkurencijos atmosfera, tvyroja atleidimo iš darbo galimybė, egzistuoja nuolatinė darbuotojų kova dėl savo pozicijų, todėl organizaciją galima įvardinti, kaip „konfliktų kalvę“ ir visa tai dėl to, kad žmonės yra skirtingi, turintys tam tikras ydas ir tikslus. Konfliktai ne tik kuria neigiamą mikroklimatą, apsunkina vidinę komunikaciją, bet trukdo ir komandiniam darbui, nuo kurio priklauso organizacijos veiklos produktyvumas ir kokybė. Šiuolaikiniame pasaulyje komandinio darbo organizavimas suprantamas kaip efektyvesnės veiklos užtikrinimas, sėkmę lemiantis veiksnys. Organizacija, kuri darbą grindžia komandomis sudaro sąlygas sparčiau vystytis, efektyviau mokosi ir panaudoja išmoktas žinias, taupo laiką, ieško naujovių ir jas įgyvendina. Taip atliekamas darbas leidžia darbuotojams integruoti ir susieti informaciją tokiais būdais, kurių atskiras asmuo nepajėgtų įgyvendinti. Tinkamai surinktos ir efektyviai dirbančios komandos vertė akivaizdi ir neįkainojama. Deja, komandose taip pat kyla konfliktai, kurių priežastys gali būti tiek socialinės (skirtingos vertybės, įsitikinimai, išsilavinimai), tiek darbinės (kylančios dėl gautos užduoties įvykdymo). Akivaizdu, kad konfliktai įtakoja komandinį darbą. Dėl to reikia numatyti, kokia strategija kilus konfliktui yra tinkamiausia. Siekiant, kad... [toliau žr. visą tekstą] / Organization – is an alive system, which can grow, prosper and vanish, because different people meet in this system, which have their own interests, demands, wishes and valuables. Conflicts are not only the reason of a negative microclimate, conflicts are responsible for the internal communication, conflicts disturb the team work, and the team work is responsible for the organization activity’s productivity and quality. In the modern world the planning of the team work is understood as a factor which warrants the more effective activity and success. The organization which grounds its activity on team work creates conditions to develop more quickly, to learn more effectively, to use knowledge which is learned, to save time, to look for innovations and to implement them. Such manner of activity lets employees to integrate and to link the information by the means, which would be impracticable for the individual employee. The value of properly collected and effectively working team is obvious and invaluable. Unfortunately, conflicts arise in the teams too, and the reasons of these conflicts can be social (different valuables, creeds and education), and working (which appear because of the implementation of given task). It is obvious that conflicts have impact on team work. This is why it is necessary to foresee what strategy will be the most appropriate when the conflict will arise. It is necessary to solve arising conflicts quickly, effectively and correctly, seeking that... [to full text]

Wellness is becoming popular as the human factor is realised in terms of empowering employees to perform through wellness initiatives and in the long-term gaining financial success of an organisation. Wellness is bound to be of growing importance in the future, as it is a business prerequisite and has far greater significance for the organisation, employee’s managers and society as a whole. The real challenge is implementation of wellness initiatives and to gain employee and management participation. The main objective of this research was to determine conceptualisation of wellness in the minds of employees, and to identify wellness expectations in a telecommunications organisation. This study was qualitative and explorative in nature with a total of 30 participants. Of the 30 participants, 15 were on a managerial level and 15 were in non-managerial positions. Semi-structured interviews were used to collect data. The data analysis was carried out by using the content analysis method to explore the meaning, events and states experienced by the participants. The results indicated that participants viewed general health, physical and mental health; work-life balance; perceived organisational support and work environment as the 6 themes that describe wellness, with general health being the core element. Therefore, dividing general health into 4 main areas specifically; physical health, mental health, work-life balance and work health (perceived organisational support and ergonomics). Ranking the main aspects of wellness identified by participants from the highest to the lowest, the most frequently mentioned aspects not getting sufficient attention in this organisation were: ergonomics and perceived organisational support. Recommendations were made for workplace interventions. / MA, Industrial Psychology, North-West University, Vaal Triangle Campus, 2012

This thesis investigates the retention of the knowledge and skills on the Basic Offshore Safety and Emergency Training (B.O.S.E.T) which is compulsory for offshore professionals. Another aim is to identify the effectiveness of the B.O.S.E.T course. To identify the knowledge retention, test questionnaires were sent out to 119 respondents, including both first time and refresher trainees of the training programme. The questionnaire revolves around topics on Offshore Safety and Induction, Sea Survival and Helicopter Underwater Egress training (H.U.E.T). The questionnaires, designed to quantify the retention rate, were repeatedly administered every two (2) months over a period of six (6) months. The research also used role-play scenarios to identify skills retention among 38 participants. Analysis of the test data suggests that both the knowledge and skills retentions depreciate with time. However, the depreciation rate for skills (24%) is less significant than that for the knowledge (27%). Following this, it was established that knowledge and skills retention are associated with logarithmic function. Interestingly, the complexity of knowledge retention also demonstrates exponential function characteristics. This research has verified that the knowledge retention rates for Fresher and Refresher trainees are similar. The research concludes that the current B.O.S.E.T refresher system is not sufficed to ensure B.O.S.E.T knowledge is sustained at an acceptable level; hence more effort is needed to enhance B.O.S.E.T knowledge retention. A web-based solution was among several solutions proposed to enhance retention of B.O.S.E.T knowledge and skills.

The purpose of this study was to develop a weighted application blank (WAB) which would aid in the selection of employees who would be more likely to remain on the job for 3 months or more. The 31 biographical items for long- and short-tenure employees were compared to see which items differentiated. A somewhat improvised approach which compared trends of both groups (weighting group N = 169, holdout group N 89), produced five items which were significant at the .05 level and resulted in a 70% improvement over the previous method of selection. The long-tenure employee could be described as a slightly older (20 years or more) married person who lives close to the job, less educated (8th grade or less), and who can list three references.

M.B.A. / The intention of the study is to determine the effectiveness and efficiency of the training programmes run by the Training and Development section in the Office of the Auditor General (OAG). Entering into the 21st century in South Africa, training and development has emerged in business as the way to create employment and develop skills. Worldwide the economy is on a fast path of globalisation. Due to globalisation and the changes required in global markets, training and development is the driving force to meet the demand for technical staff and highly skilled workers to meet with economic challenges. The majority of the South African labour force requires new or significantly expanded skills to keep up with the demands of their jobs. This includes new technology, management, customer service and basic skills training. Through training, employees gain skills, abilities, knowledge and attitudes that help them perform effectively in present and future jobs. The literature examined the determination of training needs, developing training programmes, selection of trainees, training objectives, different training programmes, presentation of training, conditions for effective training, the training practitioner and the evaluation of training. The findings of the research have assessed the functional value of the training from literature; determined the attitudes of the participants in the training programmes; ascertained that the emotional needs of the participants have been met; determined that training and communication within the OAG is adequately managed and determined that training and customer service are sufficiently interfaced.

Introduction Low back pain can be influenced by demographic, lifestyle and co-morbid factors. No studies have been done on the relationship between these factors and low back pain in hospital employees in South Africa. The aim of this study was to determine which of these factors was present and how they influenced low back pain in staff employed at a district hospital in South Africa. Methods The study used a self-administered questionnaire on staff employed at the hospital. Results Results indicated that the point prevalence for low back pain was 47%. Most of the employees were female nurses aged between 26 and 40 years with BMI values higher than normal. The majority of the employees participated in exercises although this was mainly for 1 to 2 times a week. Among the demographic factors, only female gender was associated with increased risk of low back pain (OR 1,67 CI 1,04 ; 2,69) while for the lifestyle factors, participation in group exercises was a protective factor against low back pain (OR 1,66 CI 1,02 ; 2,70). Perceived stress all the time increased the risk of low back pain (OR 3,47 CI 1,46 ; 8,23). None of the isolated co-morbid diseases were associated with the presence of low back pain. Conclusion The prevalence of low back pain among Tshwane district hospital employees is high. Female gender and a high level of perceived stress increase the risk of low back pain while participation in group exercise reduces the risk of low back pain.