No abstract available. / Thesis (MA)-University of Durban-Westville, 1986.

No description available.

No description available.

No description available.

No description available.

Performance appraisal is a human resource function that has often been criticized by researchers due to its failure for making sufficient impact on employees' work performance hence organizational performance. Most authors have felt that it carries the greatest risk of either failing, falling into disuse or degenerating towards a meaningless paper work exercise if used as a stand alone process. Hence the shift by most modern organizations from the use of performance appraisal alone to manage employee performance to the use of an integrated performance management system making performance appraisal an integral part of the overall system of employee performance management. Against this back drop a study has been carried out in order to establish the perceived effectiveness of the performance management system currently in use by the department of Customs and Excise (Swaziland Civil Service) as well as to identify areas where the system can be improved upon. A self-administered questionnaire was used to collect data from employees of the department who are both in the top management level to present the managers' perceptions and the entry officers' level to present the non-managers' perceptions. The questionnaire was structured in such a way that it covers the main elements of a performance management system, which are planning performance, managing performance, reviewing performance and rewarding performance. Analysis of the data was done to ascertain the perceptions of the employees of the department on the effectiveness of the current performance management system and is presented on chapter 4 of this report. The survey data reflected an overall negative level of satisfaction with the performance management system currently in use. A majority of the responses show that the current system is not clear on how it functions and what its benefits to effective work performance. The current performance management system is considered ineffective because it: > Does not provide for meaningful, timely feedback > Is impossible to administer in an equitable objective manner. > Uses performance appraisal as a stand alone process to manage employee performance > Fails to set performance standards The impact of this performance management system is as follows: > It generates low moral > It discourages team work > It does not foster trust > It generate avoidance of assessment > It produces feelings of being judged rather than being appreciated. A recommendation was made to introduce a holistic approach of performance management that treats performance appraisal as an integral part of a bigger picture of performance management with all the elements of a performance management system. / Thesis (MBA)-University of KwaZulu-Natal, 2005.

In North American utilities, control area performance of interconnected power systems is assessed by the reliability standards imposed by the North American Electric Reliability Corporation (NERC). NERC standards on control area performance define two indices known as Control Performance Standards 1 and 2 (CPS1 and CPS2) to evaluate control area performance in normal interconnected power system operation. Out of the two indices, CPS1 evaluates the performance of a control area with respect to control of interconnection frequency and tie-line power flows. This thesis proposes a novel method to approximately estimate CPS1 for a two area power system using the probability distribution of load change. The proposed method of estimating CPS1 is validated against the time domain simulation method using a simple two-area test system. In the validation process, it is shown that the proposed method could approximately forecast CPS1 within 5% accuracy. The forecasted CPS1 value could then be used by a control area to design its future control strategies to be in compliance with NERC criteria at the minimum cost. These control actions include, but not limited to tuning governors, reducing non-confirming loads, ensuring adequate operating and spinning reserves etc.

Mainstream scientists have grave concerns regarding unsustainable lifestyles in a world with finite resources. Lack of environmental literacy, sustainability values, connectedness to nature and environmental education as a core subject need to be addressed through environmental education. This mixed-methods content analysis examines and compares five state environmental education standards, national environmental education guidelines and the Earth Charter for inclusion of sustainability values. The Earth Charter states the international consensus principles of sustainability values. Data were generated through traditional quantitative coding, computer text analysis and the creation of document profiles through qualitative methods. Triangulation of the findings from these three methods showed that state standards and national guidelines adequately address ecological integrity principles, but not environmental justice principles associated with flourishing, sustainable communities. The North American Environmental Education guidelines and Wisconsin and Colorado state standards do include reflection on environmental values, issue analysis and environmental agency objectives. The Advanced Placement Course Description, New York and Texas standards are less concerned with ethics or values and more concerned with an ecological, scientific approach to environmental education. With the current political climate, international sustainability values as expressed by the Earth Charter would not pass through policy gatekeepers. In a standards-driven climate, standards are needed to open the gate for inclusion of environmental education in school curricula.

As the business and economic world is constantly evolving due to globalization, the importance for a uniform, worldwide set of accounting standards can no longer be put to question. As each country has its own unique accounting standards, International Financial Reporting Standards (IFRS) are regarded as the solution to this concern as they would enable investors to value the financial position of a firm regardless of where it is located. While a large number of countries have already pledged to converge to these standards, a large number of accountants wonder why India (with its increasing requirement for global capital) has had significant delays in converging with IFRS. While there are significant differences between IFRS and current Indian accounting standards, this paper provides a cost / benefit analysis of what the convergence with IFRS would bring to the Indian economy. Further, it analyzes the other non-qualitative factors that have led to delay in implementation and ends by looking at what Indian convergence with IFRS would add to the world economy.

This research examines submissions from the co-operative sector in response to the exposure of Draft Interpretation D8: Members' Shares in Co-operative Entities (D8) to analyse their responses to the classification of co-operative member shares under D8. A review of extant literature revealed that the concentration of submissions to similar documents comes from investor-owned firms in developed countries; and that there is a dearth of submissions from developing countries and alternative business models, such as co-operatives. This research sought to compare and establish the similarities and differences of responses across country and regional classifications, and across income and stakeholder groups. The study conducted both qualitative and quantitative research methods of textual analysis by employing grounded theory and content analysis. The results indicate that D8 submissions primarily come from preparers in developed countries located in Europe and Central Asia and in East Asia and the Pacific regions. However, findings also show that regardless of country, regional, or income group classification, the co-operative industry expressed common concerns and issues.