This research tests the descriptive validity of Ouchi's model of organizational control when it is applied to auditing firms. An analysis of Ouchi's model and other writings indicates that the selection-socialization type of control (or clan control or control by a strong organizational culture) would be expected to be used in auditing firms and that it would he evidenced by similarities in values perceived to be held by clan members. Empirical evidence is gathered from graduating students who are accounting majors and from professional staff in auditing firms using SYMLOG to measure perceived values. This evidence provided some support for the descriptive validity of Ouchi's model, but the evidence is mixed. The sets of perceived values found in staff of auditing firms do not appear to come from a single set, but the perceived values of each firm are different. Offers do appear to be made to individuals who have different sets of perceived values when compared to people who did not receive offers. No evidence was found to indicate that length of association within firm results in more similar sets of perceived values being held by firm members.

No description available.

The purpose of this study was to design an objective-based Anonymous Screening Process (ASP) for selecting the most qualified finalists for non-tenured administrative employment searches in public higher education. The intent was to design a viable employment process that substantially meets equal opportunity mandates, the dual aim of the Federal government's affirmative action efforts to eliminate the discriminatory effects of the past and to bar future discrimination, and the goal of the U.S. Congress of improving the economic status of disabled individuals by removing discriminatory barriers to full employment. An anonymous screening process is part of a comprehensive employment process, including recruitment, application, evaluation, and selection, wherein an applicant's name, race, religion, color, sex, age, handicap, and institutional identify are unknown to all persons involved in the process through selection of the most qualified finalists. An anonymous applicant screening process will minimize evaluator bias, effectively eliminate the interjection of non-objective criteria from external sources in selecting the most qualified finalists, and provide a defensible basis for using protected class status in the final selection as an additional criterion in situations of underrepresentation. / Graduation date: 1992

No description available.

The presence of the Charter of Rights and Freedoms in the Constitution of Canada has transformed the historic discourse about what types of people should be appointed to the Supreme Court and the manner in which they should be selected. During the period between 1949, when the Supreme Court replaced the Judicial Committee of the Privy Council in Britain as Canada's highest appellate body, and the Charter's entrenchment in 1982, the debate centered almost exclusively on questions of federalism. Specifically, the provinces argued that in a federal country, it is inappropriate that the status and composition of the court of last resort be left to the sole discretion of the central government. The Charter, with its enumeration of a variety of social categories, has produced new demands that the Court be more socially representative. Feminist legal scholars and women’s advocacy groups claim that a more representative judiciary in general and Supreme Court in particular would perform both symbolic and instrumental functions, while ethno cultural organizations have to date concentrated almost solely upon the symbolic dimension. By contrast, claims for self-government and separate justice systems illustrate that many aboriginal leaders believe their peoples’ grievances can best be met through disengagement from, rather than further integration into, Canadian political and legal processes. The Charter's presence also has conditioned demands for are formed appointment process. Now that the Court is to serve as the arbiter of citizen-state relations, many suggest, it is improper for the state to have sole control over who is appointed to that body, and therefore a more participatory and pluralistic appointment process is advocated. Clearly, these two broadly-defined reform agendas can conflict with one another. While the provinces demand more diffuse government involvement in the appointment of judges, those concentrating on the Court's Charter responsibilities believe that the state already unduly dominates the process. However, the current debate has further, largely unexplored consequences for potential reform. The failure of most participants in the debate, be they governments, scholars or advocacy groups, to articulate coherent approaches to questions of jurisprudential theory, combined with the difficulties inherent in applying the concept of representation to a judicial body, renders their critiques less valuable as guides to reform. Worse, their inadequate treatment of these issues often results in such critics undermining the legitimacy of the institution whose reform they seek.

The study of promotion or executive succession has been of interest to educators since the beginning of schools. Who should be a school's principal? The purpose of this study was twofold. First to investigate executive succession within large, urban Canadian schools boards, and second, to use a dramatic work---a play---to represent the major findings. Theatre is used to present society and its workings, it is a method of data representation that permits human emotion, care, conflict and tension to become palpable, to provoke an audience. The two purposes of this study merged to provide insight unto the "reality" of school principals' promotions from the perspective of practitioners. / Data on promotion was collected from thirteen seasoned school administrators through extended interviews. Respondents were encouraged to relate stories of individual promotions, as they understood them. The data was transcribed and analyzed using the constant comparison approach. This method yielded multiple levels of analysis including areas of reference, spheres of infra-influcnce (highly related concepts), and rules of inclusion (subsuming large amounts of data). / It was clear that promotion was a "political act" where several stakeholders fought for their interests. Then followed transcendence---the movement from the naturalistically collected and analyzed data to the play---the movement from science to art form. The rules of inclusion inspired the foundations of the novella, the novella led to the play; characters, scenes and actions were developed. A group of actors rehearsed and prepared a staged reading. Tim play was presented to a group of educators who were asked to respond to it at two levels---the work as a provocation device for preparing educational administrators and the work as the "reality" of promotion. / Clearly, the theatrical work stimulated the audience and indicated there is a valid place in administrator preparation programs for dramatic works. As well, the notion of promotion as "seeking the best possible candidate" was challenged as stakeholders' Interests dictated both promotion procedures and candidate succession. The title, Transitional Wars, seemed to capture the essence of the work.

Thesis (Ph.D.)-University of KwaZulu-Natal, Durban, 2009.

This study is an investigation into the implementation of the staff selection policy in three schools in Umlazi district, south of Durban. The concerns expressed by educators and / Thesis (M.Ed.) - University of KwaZulu Natal, 2006.

There has been a significant number of disputes being declared after every selection process each year since 1998 when School Governing Bodies were given the responsibility of selecting management staff at schools (Thurlow 2003). Also, anecdotal evidence is that there is suspicion amongst educators that unfairness and favoritism in the selection of management staff is rife. Hence, the researcher sought to develop better understanding of how the selection policy is perceived to be problematic in its implementation. With this in mind the researcher examined the perception of stakeholders, namely educators and School Governing Bodies, on the selection of management staff at public schools in a suburb in the Pinetown District. The research involved all eight schools in the Suburb which comprised two secondary schools and six primary schools. All the teachers and management staff and chairpersons of the Selection Committees of the School Governing Bodies in these schools were targeted for the study. The research instruments used for this study were questionnaires that were administered on educators and interviews conducted with the chairpersons of the Selection Committees of the Schools' Governing Bodies. The findings revealed that both the educators and School Governing Bodies were disillusioned with the current selection process. While the chairpersons of the Selection Committees expressed their dissatisfaction at the training proffered by the Department of Education, the educators indicated frustration at not being promoted and perceived the selection to be unfair and based on favoritism and nepotism. Educators also felt very ABSTRACT There has been a significant number of disputes being declared after every selection process each year since 1998 when School Governing Bodies were given the responsibility of selecting management staff at schools (Thurlow 2003). Also, anecdotal evidence is that there is suspicion amongst educators that unfairness and favoritism in the selection of management staff is rife. Hence, the researcher sought to develop better understanding of how the selection policy is perceived to be problematic in its implementation. With this in mind the researcher examined the perception of stakeholders, namely educators and School Governing Bodies, on the selection of management staff at public schools in a suburb in the Pinetown District. The research involved all eight schools in the Suburb which comprised two secondary schools and six primary schools. All the teachers and management staff and chairpersons of the Selection Committees of the School Governing Bodies in these schools were targeted for the study. The research instruments used for this study were questiormaires that were administered on educators and interviews conducted with the chairpersons of the Selection Committees of the Schools' Governing Bodies. The findings revealed that both the educators and School Governing Bodies were disillusioned with the current selection process. While the chairpersons of the Selection Committees expressed their dissatisfaction at the training proffered by the Department of Education, the educators indicated frustration at not being promoted and perceived the selection to be unfair and based on favoritism and nepotism. Educators also felt very strongly that the Selection Committees were not following procedures as legislated. The findings also revealed that both sets of stakeholders felt that the Department of Education _ should take sole responsibility for selecting management staff for schools if the perceived shortcomings are to be overcome. Recommendations emanating from the above include shifting the responsibility for the selection ofmanagement staff from that of School Governing Bodies to the Department ofEducation, co-opting department officials into the Selection Committees for their knowledge and expertise, enhancing training and capacity building programs for Selection Committees and the provisioning of counseling for unsuccessful applicants. 11 strongly that the Selection Committees were not following procedures as legislated. The findings also revealed that both sets of stakeholders felt that the Department of Education .. should take sole responsibility for selecting management staff for schools if the perceived shortcomings are to be overcome. Recommendations emanating from the above include shifting the responsibility for the selection of management staff from that of School Governing Bodies to the Department of Education, co-opting department officials into the Selection Committees for their knowledge and expertise, enhancing training and capacity building programs for Selection Committees and the provisioning of counseling for unsuccessful applicants. / Thesis (M.Ed.) - University of KwaZulu-Natal, 2006.

The study examined the challenges faced by the selection committees during the selection process and recommendation of the appointment of educators particularly to promotional posts in rural schools. Through my working experience in the rural schools for the past eighteen years, I have realised that rural communities are characterized by a cocktail of social ills, such as, poverty, poor hygiene, dreadful diseases and illiteracy. From the verbal discussions with my colleagues and members of the community, it has become evident that rural schools are faced with many challenges. I have also realized that some members of the School Governing Bodies (SGBs) encounter numerous problems in performing their tasks. A School Governing Body (SGB) was constituted in terms of the South African Schools Act (SASA) No.84 of 1996. According to SASA; the SGB has many functions to perform. One of these functions is to form a selection committee to interview candidates and make recommendations to the Department of Education for the appointment of the selected educators. However, existing literature and studies revealed that the selection and appointment process in some schools is fraught with many problems. Some of the problems emanate from the nature and the way the selection committee is composed. For instance, in certain rural schools there is a low level of education amongst some parents and some members do not have conception of what is required from educators in order to qualify for employment or promotion. Subsequently, their ability to interview and select educators is questionable. The findings of the study suggested that there are also underlying factors which affected the selection process. These factors ranged from favouritism, subjectivity and biasness, impact of the Post Provisional Norm/Model (PPN/M), selection and scoring criteria, lack of expertise to manipulation by members during the selection process. Recommendations were made on the basis of these findings, however, the results of this study may not be generalized to all the rural schools in South Africa because of a few number of participants who were involved. / Thesis (M.Ed.)-University of KwaZulu-Natal, 2007.