Thesis (Ph. D.)--Massachusetts Institute of Technology, Dept. of Chemical Engineering, 1990. / Includes bibliographical references (leaves 274-284). / by Arun Suresh Chandavarkar. / Thesis (Ph. D.)--Massachusetts Institute of Technology, Dept. of Chemical Engineering, 1990.

Thesis (Ph. D.)--Massachusetts Institute of Technology, Dept. of Nuclear Engineering, 1990. / Includes bibliographical references (leaves 232-238). / by Emmanouil Antony Chaniotakis. / Thesis (Ph. D.)--Massachusetts Institute of Technology, Dept. of Nuclear Engineering, 1990.

Thesis (S.M.)--Massachusetts Institute of Technology, Engineering Systems Division, Technology and Policy Program; and, (S.M. in Transportation)--Massachusetts Institute of Technology, Dept. of Civil and Environmental Engineering, 2005. / This electronic version was submitted by the student author. The certified thesis is available in the Institute Archives and Special Collections. / Includes bibliographical references (p. 125-131). / A systems perspective for regional strategic transportation planning (RSTP) for freight movements involves an understanding of Supply Chain Management (SCM). This thesis argues that private sector freight shippers and carriers do not simply need capacity improvements from the regional transportation system, but also a subtle understanding by public sector planners of their supply chain needs. The private and the public sector have different agendas and planning horizons but at the same time may have common interests in the region that involve economic robustness, environmental health, and social cohesiveness what is known as sustainability. We investigate how the largely public sector RSTP and private-sector SCM relate and suggest architectures for an integrated RSTP/SCM planning process. / by Sgouris P. Sgouridis. / S.M.in Transportation / S.M.

Thesis: E. Eng, Massachusetts Institute of Technology, Dept. of Electrical Engineering, 1959 / Includes bibliographical references (leaf 53). / by John Virgil Blankenbaker. / E. Eng / E. Eng Massachusetts Institute of Technology, Dept. of Electrical Engineering

Text in Afrikaans / 'n Ondersoek na die bestaande personeelevalueringstelsel vir professionele personeel in die Departement Biblioteekdienste van die Universiteit van Suid-Afrika word aan die hand van 'n aantal navorsingsvrae en hipoteses gedoen. 'n Selektiewe oorsig van verbandhoudende literatuur word aangebied. 'n Model vir die ontwikkeling, implementering, evaluering en instandhouding van 'n personeelevalueringstelsel is ontwerp vir moontlike gebruik in die ondersoek na personeelevaluering en/of daarstelling van 'n personeelevalueringstelsel. Ten einde die konteks van die studie uit te lig is op die personeelbeleid en struktuur van die Universiteit en van die Departement Biblioteekdienste sowel as die organisatoriese plasing, doel en funksies van laasgenoemde binne die Universiteit gelet. As empiriese navorsing is 'n kruisseksionele studie van die teikengroep waarin hoofsaaklik van die beskrywende navorsingsmetode gebruik gemaak is onderneem. Vraelyste, waarin die vraelysitems hoofsaaklik uit reeds gebruikte en getoetste vraelyste verkry is, is as primere data-insamelingsmetode gebruik. Bykomende data is deur ongestruktureerde persoonlike onderhoude ingesamel. Die Statistical Analysis System-rekenaarprogram is vir dataverwerking gebruik. In die studie is bevind dat die bestaande stelsel nie eenvormig in die Departement toegepas word nie; en dat daar 'n betekenisvolle verskil bestaan tussen die persepsies van geevalueerdes en evalueerders oor die hoofdoelwitte, doelwitte, funksies en selektiwiteit van die bestaande personeelevalueringstelsel. Dieselfde geld ten opsigte van die rol wat personeelevaluering behoort te speel en die rol wat dit tans in bepaalde personeelfunksies speel. Verder is bevind dat: die bestaande personeelevalueringstelsel vir evalueerders bruikbaar is vir eie loopbaanontwikkeling en kommunikasie met ondergeskiktes; gebrek aan kommunikasie oor die doelwitte en funksie van die personeelevalueringstelsel as die belangrikste probleem ge1dentifiseer word; en i i i die teikengroep ten gunste van die vervanging van die bestaande stelsel met 'n nuwe stelsel is. Op grand van die bevindinge is van die hipoteses aanvaar, sommige verwerp, ander kon nie as aanvaarbaar bewys of verwerp word nie. Die doeltreffendheid van die bestaande personeelevalueringstelsel kon ook nie bo alle twyfel bewys word nie. Bepaalde aanbevelings word aan die hand van die studie gemaak. / The existing personnel evaluation system for professional personnel in the Department of Library Services at the University of South Africa is studied on the basis of a number of research questions and hypotheses. A model is designed for developing, implementing, evaluating and maintaining a personnel evaluation system for possible use in the study of personnel evaluation and/or the establishment of a personnel evaluation system. To highlight the context of the study, note was taken of the personnel policy and structure of the University and the Department of Library Services as well as the organizational placement, goal and functions of the latter within the University. As empirical research a cross-sectional study was made of the target group in which mainly the descriptive research method was used. Questionnaires, in which the items were obtained primarily from previously used and tested questionnaires, were utilised as the primary method of data collection. Additional data were collected by means of unstructured personal interviews. The Statistical Analysis System computer program was used for data processing. The study showed that there is a significant difference between the perceptions of the persons being evaluated and the evaluators regarding the main objectives, objectives, functions and selectivity of the existing personnel evaluation system. The same applies to the role that personnel evaluation should play and does play in particular personnel functions at present. Additional findings were that the existing personnel evaluation system is useful to evaluators for their own career development and communication with subordinates; lack of communication regarding the objectives and functions of the personnel evaluation system is identified as the chief problem; and the target group is in favour of replacing the existing system with a new one. On the basis of the findings some of the hypotheses were accepted, others were rejected and others again could not be proved or rejected as acceptable. The effectiveness of the existing personnel evaluation system could also not be proved beyond all doubt. Certain recommendations are made on the basis of the study. / Public Administration and Management / D. Litt. et Phil. (Public Administration)

No description available.

Thesis (Ph. D.)--University of California, San Diego, 1998. / Vita. Includes bibliographical references (leaves 466-524).

Text in Afrikaans / 'n Ondersoek na die bestaande personeelevalueringstelsel vir professionele personeel in die Departement Biblioteekdienste van die Universiteit van Suid-Afrika word aan die hand van 'n aantal navorsingsvrae en hipoteses gedoen. 'n Selektiewe oorsig van verbandhoudende literatuur word aangebied. 'n Model vir die ontwikkeling, implementering, evaluering en instandhouding van 'n personeelevalueringstelsel is ontwerp vir moontlike gebruik in die ondersoek na personeelevaluering en/of daarstelling van 'n personeelevalueringstelsel. Ten einde die konteks van die studie uit te lig is op die personeelbeleid en struktuur van die Universiteit en van die Departement Biblioteekdienste sowel as die organisatoriese plasing, doel en funksies van laasgenoemde binne die Universiteit gelet. As empiriese navorsing is 'n kruisseksionele studie van die teikengroep waarin hoofsaaklik van die beskrywende navorsingsmetode gebruik gemaak is onderneem. Vraelyste, waarin die vraelysitems hoofsaaklik uit reeds gebruikte en getoetste vraelyste verkry is, is as primere data-insamelingsmetode gebruik. Bykomende data is deur ongestruktureerde persoonlike onderhoude ingesamel. Die Statistical Analysis System-rekenaarprogram is vir dataverwerking gebruik. In die studie is bevind dat die bestaande stelsel nie eenvormig in die Departement toegepas word nie; en dat daar 'n betekenisvolle verskil bestaan tussen die persepsies van geevalueerdes en evalueerders oor die hoofdoelwitte, doelwitte, funksies en selektiwiteit van die bestaande personeelevalueringstelsel. Dieselfde geld ten opsigte van die rol wat personeelevaluering behoort te speel en die rol wat dit tans in bepaalde personeelfunksies speel. Verder is bevind dat: die bestaande personeelevalueringstelsel vir evalueerders bruikbaar is vir eie loopbaanontwikkeling en kommunikasie met ondergeskiktes; gebrek aan kommunikasie oor die doelwitte en funksie van die personeelevalueringstelsel as die belangrikste probleem ge1dentifiseer word; en i i i die teikengroep ten gunste van die vervanging van die bestaande stelsel met 'n nuwe stelsel is. Op grand van die bevindinge is van die hipoteses aanvaar, sommige verwerp, ander kon nie as aanvaarbaar bewys of verwerp word nie. Die doeltreffendheid van die bestaande personeelevalueringstelsel kon ook nie bo alle twyfel bewys word nie. Bepaalde aanbevelings word aan die hand van die studie gemaak. / The existing personnel evaluation system for professional personnel in the Department of Library Services at the University of South Africa is studied on the basis of a number of research questions and hypotheses. A model is designed for developing, implementing, evaluating and maintaining a personnel evaluation system for possible use in the study of personnel evaluation and/or the establishment of a personnel evaluation system. To highlight the context of the study, note was taken of the personnel policy and structure of the University and the Department of Library Services as well as the organizational placement, goal and functions of the latter within the University. As empirical research a cross-sectional study was made of the target group in which mainly the descriptive research method was used. Questionnaires, in which the items were obtained primarily from previously used and tested questionnaires, were utilised as the primary method of data collection. Additional data were collected by means of unstructured personal interviews. The Statistical Analysis System computer program was used for data processing. The study showed that there is a significant difference between the perceptions of the persons being evaluated and the evaluators regarding the main objectives, objectives, functions and selectivity of the existing personnel evaluation system. The same applies to the role that personnel evaluation should play and does play in particular personnel functions at present. Additional findings were that the existing personnel evaluation system is useful to evaluators for their own career development and communication with subordinates; lack of communication regarding the objectives and functions of the personnel evaluation system is identified as the chief problem; and the target group is in favour of replacing the existing system with a new one. On the basis of the findings some of the hypotheses were accepted, others were rejected and others again could not be proved or rejected as acceptable. The effectiveness of the existing personnel evaluation system could also not be proved beyond all doubt. Certain recommendations are made on the basis of the study. / Public Administration and Management / D. Litt. et Phil. (Public Administration)

This study portrays the Social Service Department of the Vancouver General Hospital from the first days of its institution under the Women's Auxiliary, through the course of its growth to the present time. The history has been divided into three periods; the first, under the Women's Auxiliary; the second, after integration into the hospital administrative structure, and the introduction of trained workers; and finally, the present organization. An evaluation and comparison by standards has been included, together with suggestions for improvement of existing services. The Vancouver General Hospital has consistently maintained an "A" rating for medical service to patients. The Social Service Department is only one of the services offered by the hospital, and is not yet recognized as an essential component of the medical team. The study of its development explains the nature of the traditional ties from which the department is endeavoring to emancipate itself. The present policy is to build a gradually strengthening base upon which a truly professional service will be recognized, appreciated and sought. In order to obtain a picture as complete as possible, early documents, reports, records and files, both from the Hospital and from the Women’s Auxiliary, have been studied. Information was also secured from interviews with persons concerned with the department in the past and present. The existing department has been studied by personal observation and through contacts made while working in this setting. Inadequacies and problems which hamper the service have been revealed in the study, but also, there is indication that the department is healthily aware of these, and is planning its future with care. There is room for much interpretation of the profession of social work to the medical and administrative staff, and to the community, in order that full understanding and support may be obtained. Likewise, doubled staff will be required before the department will be able to operate as it would wish. There is a cumbersome involvement with administrative and clerical duties, particularly in Outpatients' Department, which will need to be eliminated before the staff may be free to perform its casework function. / Arts, Faculty of / Social Work, School of / Graduate

No description available.