In the last two decades of the twentieth century in particular, a renewed interest arose in the relationship between music making and intelligence. This yet again led to the question of whether or not music making has any influence on intelligence. As a result of popular views, incorrect and incomplete reports and research which has not been based on an adequate scientific foundation, however, claims about the potential of making music to increase intelligence are currently being questioned. Even though the literature study could not prove beyond all doubt that music making increases intelligence, it is nevertheless significant that most of the top achievers in the matric final examination make music, play in orchestras or sing in choirs. The main objective of the study is to determine the nature of the relationship between music making and intelligence. A further aim of the study is also to establish whether the making of music contributes towards equipping learners with life skills which enable them to be successful in their lives later on. In addition to the literature study, this study also includes an empirical investigation. For the purposes of this study the Baron Emotional Quotient Inventory: Youth Version was used. The experimental group consisted of forty nine learners who are members of either the Northwest Youth Orchestra or the Musikhane orchestra. A control group consisting of fifty learners from the same schools as the experimental group was involved as well. In-depth interviews were also held with the conductors of respectively the Northwest Youth Orchestra and the Musikhane orchestra. Questionnaires were completed by music teachers in the Northwest Province and by some of the Musikhane workers, in order to compare the qualitative results of the questionnaires and interviews with the quantitative results of the BarOn EQ-i:YV questionnaire. The findings of the study are based on an empirical study, which includes qualitative and quantitative testing. It was indicated, amongst others, that the positive influence of music making on academic achievement is to be found on the affective rather than the cognitive level. Furthermore, music making equips learners with certain life skills, like self-discipline, self-confidence and good inter- and intrapersonal relationships, which help them to be successful in other areas of their lives, such as their school work. / Thesis (Ph.D. (Music))--North-West University, Potchefstroom Campus, 2004.

In the last two decades of the twentieth century in particular, a renewed interest arose in the relationship between music making and intelligence. This yet again led to the question of whether or not music making has any influence on intelligence. As a result of popular views, incorrect and incomplete reports and research which has not been based on an adequate scientific foundation, however, claims about the potential of making music to increase intelligence are currently being questioned. Even though the literature study could not prove beyond all doubt that music making increases intelligence, it is nevertheless significant that most of the top achievers in the matric final examination make music, play in orchestras or sing in choirs. The main objective of the study is to determine the nature of the relationship between music making and intelligence. A further aim of the study is also to establish whether the making of music contributes towards equipping learners with life skills which enable them to be successful in their lives later on. In addition to the literature study, this study also includes an empirical investigation. For the purposes of this study the Baron Emotional Quotient Inventory: Youth Version was used. The experimental group consisted of forty nine learners who are members of either the Northwest Youth Orchestra or the Musikhane orchestra. A control group consisting of fifty learners from the same schools as the experimental group was involved as well. In-depth interviews were also held with the conductors of respectively the Northwest Youth Orchestra and the Musikhane orchestra. Questionnaires were completed by music teachers in the Northwest Province and by some of the Musikhane workers, in order to compare the qualitative results of the questionnaires and interviews with the quantitative results of the BarOn EQ-i:YV questionnaire. The findings of the study are based on an empirical study, which includes qualitative and quantitative testing. It was indicated, amongst others, that the positive influence of music making on academic achievement is to be found on the affective rather than the cognitive level. Furthermore, music making equips learners with certain life skills, like self-discipline, self-confidence and good inter- and intrapersonal relationships, which help them to be successful in other areas of their lives, such as their school work. / Thesis (Ph.D. (Music))--North-West University, Potchefstroom Campus, 2004.

It is very critical to understand what makes a work team to behave intelligently as individual competencies often don’t convert into the collective competence. Theoretically it has been observed and underlined by many scholars that a group might have a mind of its own which is different from its constituents. Past theories related to this have taken two opposite positions one led by Le Bon emphasizing the compromised capacity of collectives in terms of loss of rationality and the second one led by Durkhiem who has seen the collectives as super-organism. But systematic investigation of phenomena of collective intelligence has not been undertaken in the context of human groups. We took to investigate this problem, starting with theoretical analysis and critical review of literature toward understanding relevant issues and aspects. We primarily reviewed the literature in team innovativeness, learning, team cognition, emotion, structure, process, effectiveness, individual intelligence and collective intelligence. Based upon the understanding thus derived we developed the constructs of collective intelligence, cognitive intelligence, social capital,, and emotional intelligence of teams, and a theoretical model outlining their interrelationships. Four specific objectives set for this research included: 1. To develop a theoretical framework for understanding collective intelligence and relate it to social capital, cognitive intelligence and emotional intelligence 2. To compare the collective intelligence, social capital, cognitive intelligence and emotional intelligence of teams in terms of organizational type, age of the team, gender composition and team function 3. To develop aggregate and segregate structural models to validate the construct of collective intelligence 4. To explore the applicability of structural model in practical setting through qualitative case studies The data was collected from 297 teams. This data was used for scale validation through item analysis and reliability assessment. Measures of four constructs were analyzed for sub-factors identification using principal components analysis. The main analysis included a comparison of collective intelligence, social capital, cognitive intelligence and emotional intelligence across various categories followed by generation of aggregate and segregate structural models for different categories of teams, using the partial least squares (PLS) method of structural equation modeling. Partial least squares analysis supported the proposed theoretical model. For overall structural model results indicated satisfactory internal consistency (reliability), and convergent and discriminant validities (construct validity) of the measures used. All the model estimates of outer as well as inner models showed high significance level indicating the stability of estimates. Finally the R-square values indicating total variance explained, of each latent dependent variable were substantial (i.e. more than 0.30) suggested adequate predictiveness of the model. All these findings indicated that the proposed model of factor structure of team collective intelligence was based upon robust measures and had high predictiveness. For triangulation and assessment of applicability of model case studies were conducted with two teams from two different organizations. The main contributions of this research lie in the development, validation and demonstration of applicability of a model of general ability (collective intelligence) of work teams.

Este proyecto tiene como objeto de estudio a una empresa pesquera nacional líder en su sector, dedicada a la extracción, transformación y comercialización de recursos hidrobiológicos para consumo humano indirecto y directo. La presente tesis propone el análisis, diseño e implementación de un asistente virtual para gestionar permisos y atención de consultas para reducir los tiempos en los cierres de planillas semanales de tripulantes y obreros. Los procesos de estudio son la gestión de permisos y la gestión de consultas del área de Gestión Humana. En el primer proceso, las solicitudes del personal tripulante y obrero se realizan con formatos físicos y son registrados de forma manual en el sistema por los responsables de administración de personal, lo que está sujeto a errores de digitación y a que no se realicen en el tiempo oportuno lo que produce pagos incorrectos en la nómina y reprocesos. En el segundo proceso, las consultas que los colaboradores realizan a los responsables de administración de personal sobre temas relacionados a sus pagos son recurrentes todas las semanas debido a que necesitan conocer cómo se calculan sus pagos semanales que dependen de factores variables derivados de la producción. También, realizan consultas variadas como los tipos de beneficios, seguros y otras gestiones personales. Bajo esta premisa, nuestra propuesta de solución en este proyecto se basa en un asistente virtual con reconocimiento de lenguaje natural utilizando inteligencia cognitiva, con acceso mediante una aplicación móvil, para que los tripulantes y obreros puedan auto gestionar sus descansos y consultas de manera oral o escrita mediante un asistente virtual tal como si lo hicieran con una persona real. Además, dejamos abierto este canal para que pueda ser usado por otros procesos del área y de otras áreas de la empresa. Todo esto, ayudará a minimizar el tiempo de horas hombre que se invierte en registrar descansos y gestionar las consultas para que el área de Gestión Humana se pueda enfocar al cálculo correcto y oportuno de los cierres de planillas semanales, y en otras funciones propias del área. / This project aims to study a leading national fishing company, a leader in its sector, dedicated to the extraction, transformation, and commercialization of hydrobiological resources for indirect and direct human consumption. This thesis proposes the analysis, design, and implementation of a virtual assistant to manage permits and attend inquiries to reduce the closing times of weekly payroll for crew and workers. The study processes are the management of permits and the management of queries from the Human Management area. In the first process, the requests of the crew and worker personnel are made with physical formats and are manually registered in the system by those responsible for personnel administration, which is subject to typing errors since they are not always carried out in a timely fashion which produces incorrect payroll payments and the need for corrections. In the second process, the consultations that collaborators make to those responsible for personnel administration on issues related to their payments are recurring every week because they need to know how their weekly payments are calculated, which depend on variable factors derived from production. Also, they carry out various queries such as types of benefits, insurance, and other personal procedures. Under this premise, our solution proposal in this project is based on a virtual assistant with natural language recognition using cognitive intelligence, with access through a mobile app, so that crew members and workers can self-manage their breaks and consultations orally or in writing. using a virtual assistant as if they were doing it with a real person. In addition, we leave this channel open so that it can be used by other processes in the area and other areas of the company. All this will help to minimize the man-hour time that is invested in recording breaks and managing inquiries so that the Human Management area can focus on the correct and timely calculation of weekly payroll closings, and on other functions of the area. / Tesis

Text in English with abstracts in English, TshiVenda and Afrikaans / This research sought to propose a personnel selection model encompassing the influence of cognitive intelligence, ability emotional intelligence, trait emotional intelligence, and personality on job performance. Using a quantitative cross-sectional research design, the researcher investigated the interrelationships between the variables relevant to the study using a convenience sample of N = 299 that consisted of Zimbabwean supervisory and professionally qualified and experienced specialists of different ages and genders, and from different job tenures, and job types. To get a true picture of the relationships between the predictor and criterion variables, the interaction (moderating) effects between the sociodemographic variables (age, gender, job tenure, and job type) and the predictor variables (cognitive intelligence, ability emotional intelligence, trait emotional intelligence, and personality) in predicting the criterion of job performance were also examined. The researcher used correlational and inferential multivariate statistical analysis (structural equation modelling, regression analyses, and tests for significant mean differences) to test the research hypotheses. The results from the study indicated that cognitive intelligence was the best predictor of job performance, followed by ability emotional intelligence, and then by personality. Trait emotional intelligence could not account for any variance in job performance. The results showed significant interaction effects between personality and job tenure (judging-perceiving personality types) and job types (extraversion-introversion personality types) in predicting job performance. Significant sociodemographic mean differences in the levels of the predictor variables were also identified. The identified predictive powers of the variables, the interaction effects between the identified sociodemographic and the predictor variables in predicting job performance, and the significant sociodemographic mean differences in the levels of predictor variables need to be considered for personnel selection practices in order to understand the nature of variables that may enhance or inhibit job performance. From a theoretical perspective, the research advanced personnel selection theory by empirically and scientifically identifying the core elements of personnel selection, and proposing a personnel selection model for use by industrial psychologists and organisations. / Ṱhoḓisiso heyi i ṱoḓa u dzinginya tshiedza tsha maitele ane a shumiswa hu tshi tholwa vhashumi ane a katela ṱhuṱhuwedzo ya vhukoni ha muhumbulo nga u angaredza, vhukoni ha u dzhiela nṱha na u langula vhupfiwa, vhukoni ha u dzhiela nṱha na u langula vhupfiwa kha zwithu zwine zwa fana, na vhuḓifari kha kushumele mushumoni. Hu tshi khou shumiswa maitele a ṱhoḓisiso a nḓila yo dzudzanaho ya u kuvhanganya na u saukanya data u bva kha zwiko zwo fhambanaho, u guda zwine zwa khou itea kha tshigwada nga tshenetsho tshifhinga, muṱoḓisisi o ṱoḓisisa vhushaka vhukati ha zwithu zwine zwa fhambana zwo teaho kha ngudo, hu tshi khou shumiswa sambula ya vhathu vhane zwa leluwa u vha swikelela N = 299, i katelaho vhaṱoli na vhathu vha re na ndalukano dza mushumo na vhomakone vha re na tshenzhelo vha vhukale ho fhambanaho, mbeu, tshifhinga tshe vha shuma na tshaka dza mushumo kha vhathu vha Zimbabwe. U wana tshifanyiso tsha vhukuma tsha vhushaka vhukati ha zwithu zwine zwa khou humbulelwa na zwithu zwo ḓisendekaho nga zwiṅwe, ṱhuṱhuwedzo ine ya itea khathihi vhukati ha zwithu zwivhili hune u ṱangana hazwo zwa vha na ndeme khulwane u fhirisa zwipiḓa vhukati ha zwiṱaluli zwa vhathu (vhukale, mbeu, tshifhinga tshe vhashuma, lushaka lwa mushumo) na zwithu zwine zwa khou humbulelwa (vhukoni ha muhumbulo nga u angaredza, vhukoni ha u dzhiela nṱha na u langula vhupfiwa ,vhukoni ha u dzhiela nṱha na u langula vhupfiwa kha zwithu zwine zwa fana, na vhuḓifari) kha u humbulela nḓila dza kushumele mushumoni na dzone dzo ṱoḓuluswa. Muṱoḓisisi o shumisa khoriḽeshinala na siṱatisiṱiki tsha iniferinshiaḽa maḽithivareithi musi a tshi khou saukanya (tshiedza tsha siṱatisisṱika, maitele a siṱatisiṱika a u humbulela vhushaka vhukati ha zwithu, na u linga ndeme ya phambano ya siṱatisiṱika) u linga u vhonela phanḓa kha khonadzeo ya ṱhoḓisiso. Mvelelo u bva kha ngudo dzo sumbedzisa uri vhukoni ha muhumbulo nga u angaredza ho vha tshishumiswa tsha kushumele, ha tevhelwa nga vhukoni ha u dzhiela nṱha na u langula vhupfiwa, ha fhedzisela nga vhuḓifari. Vhukoni ha u dzhiela nṱha na u langula vhupfiwa kha zwithu zwine zwa fana a vhu khwaṱhisedzi phambano kha kushumele mushumoni. Mvelelo dzo sumbedzisa tshanduko ine ya vha hone kha tshithu tshithihi i ḓitika nda ndeme ya tshiṅwe tshithu vhukati ha vhuḓifari na tshifhinga tshe vha shuma (mihumbulo ine ra vha nayo ri tshi sedza zwithu na nḓila ine ra tshilisa ngayo ḓuvha ḽiṅwe na ḽiiṅwe) na tshaka dza mushumo (na tshaka dza vhuḓifari dzo sedzaho nga nnḓa na nga ngomu) kha u humbulela kushumele. Ndeme ya phambano vhukati ha zwigwada zwivhili zwa matshilisano na vhathu kha zwithu zwine zwa khou humbulelwa na zwone zwo dovha zwa topolwa. Zwithu zwo topolwaho zwine zwa khou lavhelelwa, zwithu zwivhili zwo ḓiimisaho nga zwoṱhe zwi tshi ṱangana arali ṱhuṱhuwedzo ya tshithu tshithihi i tshi fhambana yo ḓitika nga vhuimo ha zwiṅwe zwithu vhukati ha zwithu zwa matshilisano na vhathu na zwithu zwine zwa khou humbulelwa, ṱhoḓea dzine dza tea u dzhielwa nṱha kha maitele ane a shumiswa hu tshi tholwa vhashumi u itela u pfesesa lushaka lwa zwithu zwine zwa nga engedza kana u thivhela kushumele. U bva kha mihumbulo ine ya khou ṱoḓisiswa, ṱhoḓisiso yo ṱuṱuwedza thyeori ya maitele ane a shumiswa hu tshi tholwa vhashumi nga u sedza na u topola zwithu zwa ndeme zwa maitele na milayo ya sainthifiki, na u dzinginya tshiedza tsha u thola vhashumi u itela u shumiswa nga vhaḓivhi vha muhumbulo vhane vha shuma na kutshilele na kushumele kha zwiimiswa. / Hierdie navorsing het gepoog om ʼn model vir personeelkeuring te ontwikkel op grond van die invloed van kognitiewe intelligensie, vermoë- emosionele intelligensie; eienskap- emosionele intelligensie en persoonlikheid op werkprestasie. Die navorser het ʼn kwantitatiewe dwarssnitnavorsingsontwerp gebruik, en die onderlinge verbande tussen die toepaslike veranderlikes ondersoek. Die geriefsteekproef van N = 299 het bestaan uit Zimbabwiese toesighoudende, opgeleide en ervare spesialiste van verskillende ouderdomme en uit beide geslagte wat verskillende dienstydperke agter die rug het, en uiteenlopende poste beklee. Om ʼn getroue beeld van die verbande tussen die voorspeller- en kriteriumveranderlikes te kry, is die interaksie- (modererende) effekte tussen die sosiaal-demografiese veranderlikes (ouderdom, geslag, dienstydperk en soort werk) en die voorspellerveranderlikes (kognitiewe intelligensie, vermoë- emosionele intelligensie; eienskap- emosionele intelligensie en persoonlikheid) in die voorspelling van die kriterium van werkprestasie ook ondersoek. Die navorser het ʼn korrelasie- en afgeleide, meerwisselende statistiese ontleding (strukturele vergelykingsmodellering, regressieontledings en toetse vir betekenisvolle gemiddeldeverskille) gedoen om die navorsingshipotese te toets. Die uitslag van die studie toon dat kognitiewe intelligensie die beste voorspeller van werkprestasie is, gevolg deur vermoë- emosionele intelligensie en persoonlikheid. Eienskap- emosionele intelligensie kon geen rekenskap van enige veranderlike in werkprestasie gee nie. Volgens die resultate is daar betekenisvolle interaksie-effekte tussen persoonlikheid en dienstydperk (keurder-waarnemer persoonlikheidstipes) en die soort werk (ekstroversie-introversiepersoonlikheidstipes) in die voorspelling van werkprestasie. Betekenisvolle sosiaal-demografiese gemiddeldeverskille in die vlakke van die voorspellerveranderlikes is ook aangedui. Die voorspellende kragte van die veranderlikes, die interaksie-effekte tussen die sosiaal-demografiese en die voorspellerveranderlikes in die voorspelling van werkprestasie sowel as die beduidende sosiaal-demografiese gemiddeldeverskille in die vlak van voorspellerveranderlikes moet vir personeelkeuringspraktyke in ag geneem word om die aard van veranderlikes wat werkprestasie kan verhoog of inhibeer, te verstaan. Uit ʼn teoretiese oogpunt het die navorsing die persoonkeuringsteorie gevolg deur die kernelemente van personeelkeuring op ʼn empiriese en wetenskaplike wyse aan te toon, en ʼn personeelkeuringsmodel vir bedryfsielkundiges en organisasies aan te bied. / Industrial and Organisational Psychology / D. Phil. (Consulting Psychology)