Thesis (M.A.)--Guo li Zheng zhi da xue, 1967. / Cover title. Reproduced from typescript on double leaves. Includes bibliographical references.

Thesis (M.A.)--Guo li Zheng zhi da xue, 1967. / Cover title. Reproduced from typescript on double leaves. Includes bibliographical references.

Thesis (doctoral)--Universitẗ Göttingen.

No description available.

This study determined the benefits and risks mentors experience from participating in mentoring relationships.The first research question concluded that mentors experience many benefits from participating in a mentor/protege relationship. These benefits include being part of the protege's successes, mentor recognition, meeting organizational goals, interaction with protege, networking,assessment of the protege's talent, accelerated orientation process, and providing job continuity.Mentors indicated their prestige within the organization increased mainly amongst their superordinates (30%) and least amongst their peers (50%) as a result of participating in a mentor/protege relationship. Additionally, mentors indicated that there were significant gains in influencing the actions (85%), thinking (80%), productivity (60%), and work quality(50%) of proteges. These gains were cited by mentors as both direct benefits to themselves and indirect benefits to the organization in getting the mission accomplished, developing potentialleaders, and influencing others to strive for excellence.Seventy percent (70%) of the mentors did not feel a sense of favors owed to them by their proteges as a result of participating in a mentor/protege relationship. They indicated this was not the intent of a mentor/protege relationship. If suspected, they would address the issue andpossibly terminate the relationship if necessary.Mentors did not experience significant gains in power (75%) or respect (45%) for spotting talent and engineering the protege's advancement for the good of the organization.The second research question concluded that mentors experienced many risks from participating in a mentor/protege relationship. These risks included: wasting limited resources, destroying friendships, harm to the organization and mentor reputation if the protege is promoted into a leadership position and fails, and the perception of favoritism amongst subordinates.Mentors indicated they experienced losses in prestige from amongst superordinates (10%) and subordinates (10%) as well as loss a steady loss in influencing the actions and thinking of the protege as the relationship progressed.Mentors indicated there was a loss in the protege's work quality (60%) and work productivity (25%) during the mentor/protege relationship.Fifteen percent of the mentors experienced a sense of favors owed to them by their proteges. However this sense of favors owed decreased towards the end of the relationship. / Department of Educational Leadership

Thesis (M.A.)--Carleton University, 2004. / Includes bibliographical references (p. 141-147). Also available in electronic format on the Internet.

In certain situations, information costs and training related externalities may lead to under investment in human capital, i.e., a non-Pareto equilibrium in which marginal social return to human capital investment exceeds its marginal social cost. When this situation occurs, it may be economically sound to have the public sector make selected human capital investments. The purpose of this thesis is to assess the comparative cost-effectiveness of two general types of publicly funded training programs: those with explicit training and employment agreements between firm representatives and training officials as characterized by State Customized Training (SCT) and those with no such agreements as characterized by the Comprehensive Employment and Training Act (CETA) programs. The methodology was to conduct a cost-benefit analysis of the benefits to the programs' graduates and the costs to the public over various working-life scenarios and discount rates. The benefit-cost ratios were higher for SCT for every scenario tested. The conclusion reached was to the extent that SCT and CETA are representative of agreement/non-agreement types of training programs, training programs with training and employment agreements are more cost-effective than those programs without such agreements. / Master of Arts

Pas de résumé / Doctorat en droit / info:eu-repo/semantics/nonPublished

The role and function of application forms is for the purpose of recruitment and selection of candidates. Consequently, the role of the application form in the recruitment and selection of candidates, particularly currently being used in Africa, is investigated. the application form Z83 and Z27 public service employment in South Application forms, letters of application, curricula vitae, tests and interviews are instruments which can be used in the recruitment and selection of candidates. The source and nature of application forms enable institutions to collect and provide the required information in a precise manner compared to letters of application and curricula vitae. Application forms can provide basic information for tests and interviews. Although application forms facilitate the recruitment and selection of candidates, their completion and distribution can cause problems. However, ways and means by which the use of application form Z83 and Z27 can be improved in public service employment exist. / Public Administration / M. Admin.

The role and function of application forms is for the purpose of recruitment and selection of candidates. Consequently, the role of the application form in the recruitment and selection of candidates, particularly currently being used in Africa, is investigated. the application form Z83 and Z27 public service employment in South Application forms, letters of application, curricula vitae, tests and interviews are instruments which can be used in the recruitment and selection of candidates. The source and nature of application forms enable institutions to collect and provide the required information in a precise manner compared to letters of application and curricula vitae. Application forms can provide basic information for tests and interviews. Although application forms facilitate the recruitment and selection of candidates, their completion and distribution can cause problems. However, ways and means by which the use of application form Z83 and Z27 can be improved in public service employment exist. / Public Administration and Management / M. Admin.