Master of Agribusiness / Department of Agricultural Economics / Vincent Amanor-Boadu / Order picking errors have an adverse effect on performance because they contribute to lost time, resources and customer loyalty. Therefore, it is imperative that organizations reduce errors as much as possible. However, organizations cannot effectively reduce errors until they understand the factors that determine and influence them and can isolate the sources of those errors. Product distribution at Frito Lay is very critical in the supply chain activities of the company and understanding and managing the level of errors that occur at the distribution phase of operations is critical for the firm’s long term sustained competitiveness. This study examines Frito Lay’s order filling processes and how order volumes affect the level of errors. The company uses two types of order picking technologies: prepick and bulk order, conventionally also known as pick-to-light and voice-pick technology respectively. The main objectives of the study are: (a) to examine the impact of size of volume processed at the distribution center on errors recorded for each order pick technology and (b) the impact of regional and seasonal differences across Frito Lay’s distribution network. The data pertaining to pre-pick volume, pre-pick error, bulk volume and bulk error were collected for ten consecutive quarters time period ranging from first quarter of 2009 to the second quarter of 2011 and across 16 divisional distribution centers in four regions of the U.S. The data were organized into a panel for analyses using Stata® 12.1. With no a priori foundation for choosing any particular structural equation form, a number of structural equations were estimated and compared to consistency with economic theory and internal consistency. Two different sets of models were estimated: one for each technology. The regression results from the analysis from the pre-pick order picking technology models showed the quadratic model was the “best” model, whereas the linear model turned out to be the “best” structural form for bulk order picking system. This research provides valuable information to management in attempt to address errors in the order fulfillment system. Because errors may be human, and these human errors may emanate from lack of knowledge or poor skills, they can be addressed with training and education. The human errors may also be a result of processes in the plant. These could be addressed by the reconfiguration of processes and educating people about those processes. Finally, the errors may be motivational, leading to poor focus in executing responsibilities. To address these types of errors, management may choose to implement both positive and negative incentives. Positive incentives will provide rewards to employees who meet error reduction targets that are established at the beginning of certain periods. Negative incentives may include penalties for exceeding pre-specified error thresholds. The Frito Lay system would benefit more from this research if the data had included human resource demographic data as well as economic information. It would have allowed the research to estimate the effect of errors on the economic performance of the different distribution centers and help determine the economically optimal level of errors at the different centers.

Doctor of Philosophy / Department of Curriculum and Instruction / Rosemary Talab / The purpose of this study was to examine undergraduate business student perceptions of teaching presence in order to scale up online learning to improve access to quality education. This study also responded to Senate Bill 520, calling for the improved online course quality. The data were obtained from 437 undergraduate business students (response rate 79.17%). A non-experimental, cross-sectional survey design was used, incorporating the Teaching Presence Scale and Lukow’s Attitudes Towards the Use of Technology Survey. Teaching Presence was the theoretical framework. Data analysis regarding the participants’ personal characteristics indicated that their perceptions of teaching presence were not influenced by age. A statistically significant difference was found in the participants’ perception of teaching presence by gender (p<.05), as well as instructional design, and course organization. Data analysis regarding participants’ contextual characteristics indicated that perceptions of teaching presence were not influenced by course duration. However, a statistically significant difference was found in the participants’ perception of teaching presence based on class level, p<.05. Significant differences were found in communication, assessment and feedback. Data analysis of technographic characteristics found no statistically significant influence on participants' perception of teaching presence. Recommendations for the research setting were in the areas of learning environment engagement, online teaching pedagogy, online course materials development, communication and feedback, faculty development and student technology resource and support. Future research on perceptions of teaching presence from the instructor’s perspective, student characteristics in terms of race and ethnicity, impact of audio and video feedback, and expansion of the student population to other disciplines were recommended.

Master of Agribusiness / Department of Agricultural Economics / Vincent Amanor-Boadu / Most corporations seem geared to buy assets, not sell them. Estimates suggest corporations acquire three businesses for every one they divest (Mankins 2008). A corporation with a disciplined approach to divestiture seems more likely to sharpen strategic focus and deliver value to shareholders. This thesis defines and explores the concept of an orphan product as an opportunity for divestiture from a parent company and subsequent acquisition for a startup company. Orphan product is defined by reviewing literature and selecting the following criteria for a given product; the product has a lack of marketing support/focus, the product is not considered core to the parent company, product sales trend over a 5-year time frame is decreasing, cash flows are uncertain, market growth for the category the product competes in is smaller than the industry average, the product life cycle position is mature, and portfolio synergy is low due to the parent company having other products that deliver similar benefits. A scorecard is developed and used to score orphan characteristics of four products in the animal health industry. Two of the four products analyzed are classified as orphan products and therefore potential candidates for purchase by the startup company. A Strategy Canvas is developed and value curves are assigned per product to show how the startup company can market an acquired product relative to the critical success factors in the animal health industry (Kim and Mauborgne, 2005). A framework of critical questions is posed to each product resulting in recommendations for the startup on critical success factors to eliminate, reduce, raise, or create. For the orphan products, a recommendations include: raise price, increase marketing support, and/or create new factors to differentiate such as to offer additional services or to develop pricing models that are simple and clear. Application of this research can be applied to companies seeking to acquire animal health products that would like to better understand how to improve their chances for success.

Master of Agribusiness / Department of Agricultural Economics / Kevin C. Dhuyvetter / Fluid raw milk has become one of the largest agricultural commodities, as measured by gross sales, produced in the United States. Since the federal government began to loosen its control over dairy prices in the early 1980’s, farm level milk prices have seen dramatic increases in volatility. Further, shrinking profit margins are requiring more and more dairy farmers to carry a significant amount of debt. Because of the greater leverage in the industry and reduced government support, many producers desire to find mechanisms by which to reduce price risk. Class III milk futures began trading in 1996 with an objective to provide dairy industry players with a means to reduce price risk by transferring that risk to other market players or speculators. Numerous strategies have been proposed for dairy producers to use in price risk reduction that industry participants both support and denounce. One of the objectives of this thesis was to list and analyze a select number of these strategies for their risk-reducing features. Many of these systematic strategies result in lower risk, but the mean Class III price that results from their use was significantly different depending on the strategy used. Another objective of this thesis was to develop a model-based hedging strategy for Class III milk. Six models were developed to predict the Class III Milk price six months and three months into the future. The results of these models were then compared to the Class III Futures price being offered on the first trading day of the month, six months and three months prior to the production month to be priced. If the futures price was higher, a hedge was initiated. If the futures price was lower, no hedge was initiated and the cash market was used. The decision models developed and tested in this thesis not only reduced price volatility, they also increased the mean Class III price obtained as compared to a “cash-only” strategy. While the decision models were successful in-sample, their out-of-sample testing proved to be considerably less successful as all of the model-based strategies underperformed the cash market. The final area researched by this thesis was that of milk price basis. Basis, as it concerns milk prices, is extremely difficult to predict since it involves both physical milk characteristics and government controlled pricing components. While the predictive models tested gave insight into basis prediction, a clear predictive basis model was not found.

Master of Agribusiness / Department of Agricultural Economics / Arlo Biere / Laundry bar soap has been produced commercially in Venezuela for over a century and is one of the most important products for beauty and personal care throughout the Venezuela. More than 10 Venezuelan companies produce and sell it, but two companies hold almost 85 percent of the market share, with the Las Llaves brand, alone, holding nearly 70 percent. Management for Las Llaves is concerned about how to remain competitive not only with quality and acceptance of its product (effectiveness) but also with how to produce the soap efficiently (at the lowest possible cost) to remain competitive in today's global economic environment. The objective of this thesis is to identify and analyze the sourcing costs of three raw ingredients used to produce laundry bar soap in the Las Llaves facility and to provide a model scenario to support the decision making analysis within the purchasing department.

Notre recherche a pour but de mieux comprendre les comportements de citoyenneté organisationnelle et plus particulièrement ce qui peut les favoriser ou les défavoriser. Nous en avons retenu cinq pour notre recherche: les comportements de vertu civique, d’esprit d’équipe, conformistes, de courtoisie et d’altruisme Nous avons choisi d’étudier l’influence des valeurs au travail sur ces comportements et notre objectif est de vérifier l’influence de 28 valeurs au travail sur nos cinq comportements de citoyenneté organisationnelle. Par ailleurs, nous avons choisi d’inclure à notre modèle de recherche la variable des générations. Nous cherchons à savoir si les valeurs au travail peuvent changer en fonction de l’appartenance d’un individu à l’une des 4 générations présentes sur le marché du travail (Vétérans, Baby Boomers, X et Y) et si le fait d’appartenir à une géné-ration plutôt qu’une autre aura un impact sur les comportements de citoyenneté organisationnelle. Les données ont été collectées au sein de la firme de sondage l’Observateur. Au total, 278 questionnaires sont utilisables dans le cadre de notre recherche. Des analyses de régression hiérarchiques ont permis de vérifier la capacité explicative des valeurs sur les comportements de citoyenneté organisationnelle. Des tests post hoc de Scheffé ont permis de vérifier l’existence de différences de valeurs entre les générations et des analyses de variance nous ont permis de vérifier l’influence des générations sur les comportements de citoyenneté organisationnelle. Les résultats indiquent que des liens significatifs existent entre les valeurs et les comportements de citoyenneté organisationnelle permettant ainsi de confirmer l’influence favorable ou défavorable de certaines valeurs parmi les 28 à l’étude sur nos cinq comportements de citoyenneté organisationnelle. En ce qui a trait aux différences existan-tes entre nos générations à l’étude, les résultats nous révèlent qu’elles sont beaucoup moins importantes que ce que la littérature nous laisse penser. Finalement, nos résultats ne nous permettent pas de confirmer que certaines générations sont plus disposées que d’autres à adopter des comportements de citoyenneté organisationnelle. Mots-clés : valeurs au travail, génération, comportements de citoyenneté organisationnelle. / Our research aims to better understand organizational citizenship behaviors and in particular, which individual values can promote or disadvantage them. We selected five such behaviors for sour research: civic virtue, sportsmanship, conscientiousness, courtesy and altruism. We chose to study influence of 28 individually-hold work-related values on these five organizational citizenship behaviors. We also chose to include generations as an antecedent of work values. Respondents were sorted into four generation still active in the labor market (i.e., Veterans, Baby Boomers, X, Y. We also investigated whether belonging to a generation rather than another has an impact on organizational citizenship behaviors. Data were collected by a survey firm called Observateur. In total, 278 questionnaires were used in the context of our research. Hierarchical regression analysis was used to assess the explanatory power of values on organizational citizenship behaviors. Post hoc Scheffé tests verified the existence of differences in values between generations and an analysis of variance allowed us to check the influence of generations of organizational citizenship behaviors. The results suggest significant associations between values and organizational citizenship behaviors thus confirming the positive or negative influence of certain values on five organizational citizenship behaviors. With respect to the differences in values between generations, the results reveal that they are much smaller than the literature suggests. Finally, our results show that belonging to a generation rather than another has no significant impact on organizational citizenship behaviors. Keywords: work values, generation, organizational citizenship behaviors

Doctor of Philosophy / Department of Family Studies and Human Services / John E. Grable and Kristy L. Archuleta / The efficient operation and succession of family owned businesses plays a critical role in our national economic health. This study was built upon the Family Business Succession Model, which is based on family systems theory. The impact of owner characteristics, enterprise characteristics, business formalizing activities, family influence, access to resources, and external environmental conditions, all on the extensiveness of family business succession preparedness, was assessed. These results were moderated by the generation of the business. With an exploratory and descriptive methodology, primary survey data were obtained from family business owners in Missouri, Illinois, and Kansas. Research results provide family business advisors with important insight for developing recommendations around improving the extensiveness of family business succession preparedness, provide important policy implications, and serve as a basis for additional theory development in family business succession planning.

Doctor of Philosophy / Department of Personal Financial Planning / Sonya L. Britt / This dissertation explores the personal financial planning risk-assessment process. Specifically, the study has five main purposes: 1. Explore the associations among independent risk-assessment variables. 2. Explore the concept that prudent financial risk-assessment goes beyond estimating an individual’s risk tolerance. 3. Explore the impact that each risk variable has on an individual’s overall Comprehensive Risk Profile (CRP). 4. Construct a comprehensive method of risk-assessment to estimate an individual’s overall risk profile. 5. Develop a weighted risk profile score and assign it to a target asset allocation model. Risk-assessment is one of the most instrumental components of the financial planning process. Financial planners and advisors have a fiduciary, as well as a suitability, responsibility to assess the level of risk individuals should bear with respect to their financial plan (Morse, 1998). Because of this, the evaluation of one’s risk profile impacts the success of an individual’s financial plan. If the risk-assessment is accurate, financial goals will have a higher likelihood of being met. To date, little research in the personal financial planning field has attempted to model financial risk-taking behavior in a way that is useful for practitioners, academics, and policy makers. The literature has tended to focus on either models of risk-taking rooted in economic utility theory, or tests of hypotheses related to the association among demographic and socioeconomic factors and risk-taking (Grable & Lytton, 1998). Traditional economic models do not fully account for the role that personal, behavioral, and environmental factors play in influencing individuals’ behavior beyond maximizing their expected utility (Hanna & Chen, 1997). Researchers have yet to develop a risk-profiling system that uses these behavioral or personal factors, to describe an individual’s financial risk-taking framework. Ultimately, the results of this study will lead to a multidimensional, comprehensive, accurate method of risk-assessment for both academic researchers, as well as practitioners. The following will serve as the empirical model for the study.

Doctor of Philosophy / Department of Hospitality Management and Dietetics / Chihyung Ok / Employee engagement has received a great deal of attention in the last decade in the popular business press and among consulting firms and the practitioner community. They claim employee engagement is a new human resource practice that business organizations can use in order to cope with the uncertainty of turbulent industry conditions. However, in the academic community, the concept remains new, and therefore, the concept requires rigorous seminal studies to validate it. Given that practical interest in work engagement has outstripped the currently available research evidence, fundamental questions, like how it can be increased and how and why it benefits individuals and organizations, still require answers. Therefore, this study empirically tested relationships among antecedents and consequences of employee engagement in the hotel setting. In particular, this study provided theory-based empirical evidence regarding whether employee evaluations of self (i.e., core self-evaluations) and perceptions of organizational environment (i.e., psychological climate) affect employee engagement. This study also investigated how employee engagement directly and indirectly leads to intrinsic rewards, job satisfaction, personal attachment to an organization (i.e., organizational commitment), and the leader-member exchange relationship (LMX). In accordance with the purpose and objectives of the study, 11 hypotheses were proposed based on several theories: Kahn's three psychological conditions theory, job demands-resources model, social exchange theory, and conservation of resources theory. To test the hypotheses, data were collected from 394 hotel employees and managers in the United States. The proposed relationships were examined using hierarchical multiple regression and structural equation modeling. Results of hypothesis testing showed that core self-evaluations and three components of psychological climate (managerial support for service, interdepartmental service, and team communication) positively influence employee engagement. The results also revealed that employee engagement is positively associated with all the outcome variables. This study further demonstrated that LMX mediates the relationships of employee engagement with job satisfaction and organizational commitment; job satisfaction mediates the relationships between employee engagement and organizational commitment and between LMX and organizational commitment. Given that employee engagement is an important current issue for hospitality companies, the findings should provide the hotel industry with a more complete picture of how employee engagement is associated with its antecedents and outcomes. A discussion of managerial implications is included along with theoretical implications of the findings, an evaluation of research limitations, and directions for future research.

This thesis traces the history of organization from the society of Ancient Athens, through the medieval Church, the Industrial Age, and the 20th century – the latter characterized by the Bureaucratic, Administratively controlled, and Hierarchical (BAH) organization – until today’s contemporary reality of Ubiquitous Connectivity and Pervasive Proximity (UCaPP). Organizations are rarely, if ever, entirely BAH or entirely UCaPP, but do tend to have tendencies and behaviours that are more consistent with either end of a spectrum delineated by this duality. Valence Theory defines organization as being an emergent entity whose members (individuals or organizations) are connected via two or more of five valence (meaning uniting, bonding, interacting, reacting, combining) relationships. Each of these relationships – Economic, Socio-psychological, Identity, Knowledge, and Ecological – has a fungible (mercantile or tradable) aspect, and a ba-aspect that creates a space-and-place of common, tacit understanding of self-identification-in-relation, mutual sense of purpose, and volition to action. Organizations with more-BAH tendencies will emphasize the fungible valence forms, and primarily tend towards Economic valence dominance; more-UCaPP organizations tend to emphasize ba-valence forms, and are more balanced among the relative valence strengths. The empirical research investigates five organizations spanning the spectrum from über-BAH to archetypal UCaPP and discovers how BAH-organizations replace the complexity of human dynamics in social systems with the complication of machine-analogous procedures that enable structural interdependence, individual responsibility, and leader accountability. In contrast, UCaPP-organizations encourage and enable processes of continual emergence by valuing and promoting complex interactions in an environment of individual autonomy and agency, collective responsibility, and mutual accountability. The consequential differences in how each type of organization operates manifest as the methods through which organizations accommodate change, coordination, evaluation, impetus, power dynamics, sense-making, and view of people. Particular attention is paid to the respective natures of leadership, and effecting organizational transformation from one type to the other. Set in counterpoint against Zen-like, artistically constructed conversations with a thought-provoking interior sensei, the thesis offers a new foundational model of organization for the current cultural epoch that enables people to assume their responsibility in creating relationships and perceiving effects in the context of a UCaPP world.