The objective of this study was to explore the relationship between the perceived leadership style, employee participation, and positive psychology functioning. Such functioning includes a sense of coherence, engagement in work and avoiding burnout. The Leader Behavior Descriptive Questionnaire, the Employee Participation Survey, the Orientation to Life Questionnaire the Utrecht Work Engagement Survey and Maslash Burnout Inventory General Survey were applied to a sample of 200 permanent employees of the manufacturing. The results indicate significant relationships between all the variables and the way in which employee participation is predicted by perceived leadership style, sense of coherence, and work engagement. Significant differences were found between perceived leadership style and educational levels, and functional department; employee participation and educational level, and functional department; sense of coherence and educational level; work engagement and age, and educational level; burnout and age, and educational level.The study has contributed valuable new knowledge that may be used to inform human resources practitioners and psychologist in the development and coaching of leaders and employees in manufacturing companies. / Industrial and Organisational Psychology / M. Admin (Industrial & Organisational Psychology)

The objective of this study was to explore the relationship between the perceived leadership style, employee participation, and positive psychology functioning. Such functioning includes a sense of coherence, engagement in work and avoiding burnout. The Leader Behavior Descriptive Questionnaire, the Employee Participation Survey, the Orientation to Life Questionnaire the Utrecht Work Engagement Survey and Maslash Burnout Inventory General Survey were applied to a sample of 200 permanent employees of the manufacturing. The results indicate significant relationships between all the variables and the way in which employee participation is predicted by perceived leadership style, sense of coherence, and work engagement. Significant differences were found between perceived leadership style and educational levels, and functional department; employee participation and educational level, and functional department; sense of coherence and educational level; work engagement and age, and educational level; burnout and age, and educational level.The study has contributed valuable new knowledge that may be used to inform human resources practitioners and psychologist in the development and coaching of leaders and employees in manufacturing companies. / Industrial and Organisational Psychology / M. Admin (Industrial & Organisational Psychology)

The study was undertaken to ascertain whether participatory development (PD and) by implication, the Person Centred Approach (PCA) had an impact on change in the communication patterns in the parachute packing section in the SANDF. The study was conducted in a military setting where hierarchical authoritarian structures exist. PCA and PD are used as theoretical frameworks for the study which resulted in changes in the communication patterns at the section. Change occured at two levels viz: Changes in communication amongst the participants which led to teamwork, cooperation and the avoidance of conflict. Changes in communication between management (the Officer Commanding) and the parachute packing section which lead to regular contact with the participants to address their problems. The study further highlighted the importance of learning from the community in order to avoid misinterpretation which could lead to conflict and dissatisfaction / M. A. (Social Science (Mental Health))

Thesis (MPA)--Stellenbosch University, 2002. / ENGLISH ABSTRACT: The focus of this research assignment is the evaluation of an individual Performance Management system at local government level in the Cape Metropolitan Area. The researcher has observed a possible decline in customer satisfaction towards the Cape Metropolitan Council Administration and at other Administrations within the City of Cape Town, and the press also highlighted complaints regarding the absence of an entrenched customer care ethic among municipal officials. The researcher was concerned with the way customers are being handled by municipal officials, and sought to find a solution to the problem. The researcher conducted research on what the ideal situation should be, and how to reach the ideal situation, which included South African local government legislation and discussion documents. The researcher also conducted an opinion survey (by means of a questionnaire) within the CMC Administration, in order to obtain the opinions of employees of the City of Cape Town's CMC Administration with regard to perceptions of customer satisfaction, and the possible effect on customer satisfaction should a Performance Management system be implemented within the City of Cape Town. It was found that, should a Performance Management system be introduced within the City of Cape Town, it will contribute to efficiency in service delivery, and staff will be held accountable for their work performance. It was also found that at local government institutions (locally and internationally) where effective organisational and individual Performance Management systems had been implemented, customer satisfaction at these institutions has improved. It is therefore suggested by this research that the City of Cape Town should implement an individual Performance Management system and that customer satisfaction should improve over time. / AFRIKAANSE OPSOMMING: Die fokus van die navorsings opdrag is die evaluering van 'n individuele werkverrigting- bestuurstelsel op die vlak van plaaslike regering in die Kaapse Metropolitaanse Gebied. Die navorser het 'n moontlike afname in kliënte bevrediging teenoor die Kaapse Metropolitaanse Raad (KMR) en ander Rade binne die Kaapse Metropolitaanse Gebied opgelet, en die pers het ook klagte belig betrekkend die afwesigheid van 'n verskansekliënte-sorg etiek onder munisipale amptenare. Die navorser was bekommered met die manier waarop kliënte behandel is deur munisipale amptenare, en het probeer om 'n oplossing te vind vir die probleem. Die navorser het ondersoek ingestel, wat ingesluit het Suid_Afrikaanse plaaslike regerings-wette en besprekings-dokumente, om uit te vind wat die ideale situasie is, en hoe om hierdie situasie te bereik. Die navorser het ook 'n opinie opneming ingestel (dmv. 'n vraelys) binne die KMR Administrasie, om sodoende die opinies van die werkers van Stad Kaapstad se KMR Administrasie betreffend die waarnemings van kliënt bevrediging, en die moontlike effek op kliënt bevrediging as 'n werkverrigting bestuurstelsel in werking gebring word binne die Stad Kaapstad. Daar is gevind, dat as 'n werkverrigting bestuurstelsel voorgestel word binne die Stad Kaapstad, daar 'n verbetering sal wees in doeltreffendheid van diens gelewer, en personeel sal verantwoordelik wees vir hul werkverrigtinge. Daar is ook gevind by plaaslike regering-instansies (plaaslik en internasionaal) waar daar effektiewe werkverrigting bestuurstelsels in werking gestel is, daar 'n verbetering in kliënte bevrediging was. Dus word daar gesuggereer, deur dié navorser dat die Stad Kaapstad 'n individuele-werkverrigting bestuurstelsel moet implementeer en dat kliënt bevrediging mettertyd sal verbeter.

企業內勞資雙方所扮演的角色屬於社會夥伴的形式，此種社會夥伴關係的發展，牽涉到整體經濟發展的成果分配形式；然而社會經濟的發展不應僅以工資及盈餘作為分配企業經濟成果的唯一管道，加上我國近年來貧富差距不斷的擴大，政府應當盡可能擴大勞動者的儲蓄，直接參與生產資本的投入，分享企業的經營成果，以創造更多的社會財富分配管道。 所謂勞工財務參與乃勞工參與企業經營成果之形式，不論是以利潤分享或是股票持有的形式，均得以自歐盟過去十五年的議程之間所見。因此，本研究透過比較研究之方式，以歐盟六個成員國（包含法、德、 英、愛爾蘭、荷蘭及比利時）為研究對象，藉此分析其勞工財務參與制度及社會夥伴觀點。此外，本文歸納整理歐盟成員國實施勞工財務參與所產生之問題，並介紹其建議解決方法，作為我國參考之經驗。 最後，本研究自歐盟勞工財務參與之角度，將我國企業內勞工財務參與計劃之內容（包含年終獎金、利潤分享計劃及員工所有權計劃三種類型）作一比較後，提出相關制度缺失；透過檢視歐盟勞工財務參與之八大原則，我國於制度上缺乏平等原則，成為圖利少數管理人員之工具。因此，為有效推行我國勞工財務參與制度，本研究建議勞資政三方自以下方向著手：一、政府層面：明確定義計劃中「勞工」之範圍，董監事兼具勞工身分者應排除適用；條件式地提供稅賦誘因，以促進計畫的實施；儲蓄理財制度的健全發展，協助勞工財產之形成。二、勞工層面：加強勞工財務參與之教育宣導，增進勞工的認知；建議政府設立專責主管單位監督勞工財務參與計畫之設立及運作，以確保計畫之公平性。三、雇主層面：促進企業實施勞工財務參與制度；實施廣泛勞工基礎的財務參與計劃，避免淪為少數高階人員自肥的工具；不應限制計劃的投資標的，分散投資風險性；並訂定實施辦法及專責機構辦理，以便於企業推行、增加勞工的參與率。

Thesis (M.B.A.)-Business Studies Unit, Durban Institute of Technology, 2004 xiii, 128 leaves / The research study conducted was an investigation into the change process and its effect on employees, a case study of Antalis (Pty) Ltd. The objective of the research was to achieve a better understanding of how the company had changed and whether or not the change process was the correct one to have undertaken under the circumstances, and to investigate the effects the change had on the employees and the culture of the company. / M

Submitted by Filipe dos Santos (fsantos@pucsp.br) on 2017-05-08T11:32:58Z No. of bitstreams: 1 Maria das Graças de Lima.pdf: 2064400 bytes, checksum: 98e77edd3b5bd6d7f53bf1379b0c7da0 (MD5) / Made available in DSpace on 2017-05-08T11:32:58Z (GMT). No. of bitstreams: 1 Maria das Graças de Lima.pdf: 2064400 bytes, checksum: 98e77edd3b5bd6d7f53bf1379b0c7da0 (MD5) Previous issue date: 2017-04-24 / Conselho Nacional de Pesquisa e Desenvolvimento Científico e Tecnológico - CNPq / This Research characterized as a case study and the subject of its investigation is the work relationship of two Empresas Recuperadas por Trabalhadores — ERTs (companies recuperated by workers): UNIFORJA E CONES. These companies were born from the bankruptcy of capitalist firms and became cooperatives that work under self-management system. The investigation and analysis aimed to understand to which extent these ERTs, after 20 years of existence, were or were not able to remain faithful to the self-management system. The investigation also tried to identify contradictions and ambiguities in the ERTs daily routines, as well as possibilities to overcome these contradictions, once the ERTs are embedded in the capitalist market, subdued by production logic and capital reproduction. The central point of this investigation is based on the principle of self-management as a radicality in the practice of direct democracy that seeks the meaning of its generalization in society as mean and end of the worker´s struggle against capitalism. What we found was the reproduction of capitalist work relationships mixed with a few innovations generated by attempts to remain faithful to the self-management principles. However, self-management is stumbling due to strongly hierarchical power relationships based on an egalitarian relation of duties and rights that does not promote equality of conditions and knowledge, does not develop new leadership, and does not form the workers’ critical conscience – not even the conscience of their condition as workers. Therefore, we can talk about a class division between the ERTs worker-partners based on income inequality, differentiated knowledge levels, the leaders’ ideological formation and work social division, all of which producing alienation. Our analysis corroborated our initial suspicion that, by using the same structures and models of production organization and work management, the ERTs put at risk the self-management practices. Our conclusions point towards the creation of a new model of production organization and work management based on the principles of self-management, democracy and equality, with the authentic participation of workers in every process of planning and organization of production and management, and aiming at overcoming alienated work. Based on the analysis of the objective and subjective conditions we found in the ERTs we researched and considering its ambiguities and contradictions generated by continuities and discontinuities in the processes of production organization and work management, we understand that the object of a new model of work relationships management is the effective participation of the workers in the work management, and the objective is to overcome the alienated work. Therefore, we finish by presenting a proposal to develop a New Model of Work Relationships Management, grounded in two axes: the development of Processes of Integral and Continuous Formation for the worker-partners and the creation of (or participation in) Networks of Solidarity / Esta pesquisa caracterizada como um estudo de caso, teve como objeto de investigação, as relações de trabalho em Empresas Recuperadas por Trabalhadores (ERTs): UNIFORJA E CONES. Estas são empresas que nasceram a partir da falência de empresas capitalistas e se tornaram cooperativas que funcionam sob o regime de autogestão. A investigação e análise procuraram compreender em que medida estas ERTs, depois de quase 20 anos de existência, conseguiram se manter fiéis ou não ao sistema de autogestão, buscando identificar em suas práticas cotidianas contradições e ambiguidades, e possibilidades de superação dessas contradições, já que estão inseridas que estão no mercado capitalista, subjugadas à lógica de produção e reprodução do capital. O ponto central da investigação se assenta no princípio da autogestão como radicalidade na prática da democracia direta que busca o sentido de sua generalização na sociedade, como meio e fim da luta dos trabalhadores contra o capitalismo. O que encontramos foi a reprodução das relações de trabalho do sistema capitalista, mescladas com algumas poucas inovações promovidas pela tentativa de se ser fiel aos princípios da autogestão. Contudo, a autogestão aparece cambaleante devido as relações de poder hierarquizadas, baseada na relação igualitária de direitos e deveres, sem, no entanto, ser capaz de promover a igualdade de condições, sem equiparação de saberes, sem formar novas lideranças e sem formação da consciência crítica dos trabalhadores, nem sequer sobre sua condição de trabalhadores. Nesta medida podemos falar em uma divisão de classes entre os (as) sócios (as) trabalhadores (as) das ERTs a partir das desigualdades nas retiradas, do desnível de conhecimentos, da formação ideológica dos líderes e da divisão social do trabalho que permanece produzindo alienação. Enfim a análise corroborou nossa suspeita inicial de que ao utilizar as mesmas estruturas e formas de organização da produção e gestão do trabalho, as ERTs colocam em risco a prática da autogestão. Assim, concluímos que é mister a criação de um novo modelo de organização da produção e gestão do trabalho, a partir dos princípios autogestionários de democracia e igualdade, com a participação autentica dos trabalhadores em todos os processos de planejamento, organização da produção e da gestão, tendo como objetivo a superação do trabalho alienado. Tomando como base a análise das condições objetivas e subjetivas que encontramos nas ERTs pesquisadas, considerando suas ambiguidades e contradições geradas pelas continuidades e descontinuidades nos processos de organização da produção e gestão do trabalho, compreendemos que o objeto de um novo modelo de gestão das relações de trabalho é a efetiva participação dos trabalhadores na gestão do trabalho, e o objetivo é a superação do trabalho alienado. Assim concluímos com a apresentação de uma proposta para o desenvolvimento de um Modelo de Gestão das Relações de Trabalho, ancorados a partir de dois eixos de atuação: O desenvolvimento de Processos de Formação Integral e Continuada para todos (as) sócios (as) trabalhadores (as); e a criação e/ou a participação em Redes Solidárias

Made available in DSpace on 2016-04-26T20:20:59Z (GMT). No. of bitstreams: 1 Marcus de Oliveira Kaufmann.pdf: 2222812 bytes, checksum: 6d75dda58354e1faf67b592daeb0df6d (MD5) Previous issue date: 2012-05-25 / Four themes emerge from the study that is presented in favor of the idea of a associational unionism: the action, on the global ground, of multinational companies; the response of international trade unionism, by its most eloquent actors, towards capital; the ways in which workers can, from the workplace, organize themselves to participate in the governance of the company; and the interrelationship that labour, from the workplace to the international scene, may need to keep to their survival, in an complex environment of collective labour relations, with other types of collective representations of workers, from a non-union nature, assembled by singular means (personnel delegates or elected representatives of workers) or by collective means (committees or commissions of company or factory). The debate about the connections between supposed distant themes provide the material source from which the unions can expect to face the advance of capital, while they can build, from the workplace to the global field, democratic environments for more respectful and equal coexistence between labour and capital. One of the instruments, the study presents, for the union movement, particularly in Brazil, is the idea of a associational unionism, whereby unions, in a vertical orientation, link themselves, with information and experience traffic, by holding minimum rights regarding employee participation in the governance of the company, with various levels through which workers organize from the workplace to the international stage; and, in a horizontal orientation, link themselves, with information and experience traffic through the exploitation of rights of participation in the governance of the company, with collective representations of workers of a non-union nature, from the workplace to the international scene. So far the approach of all those interrelationships is not usual for the industrial relations Law in Brazil, although present though sometimes not so quiet or in a simple manner for the union movement in European countries and to countries seen as the "North", part of the bibliographic references eminently come from European and American perspectives, but not at any time losing the horizon of the political and legal Brazilian scene, as to propose, even in the context of the restrictive Brazilian union model, or beyond that model, new ways for the unionism act and think / Quatro temas afloram do estudo que se apresenta em prol da ideia de um sindicalismo associativo: a atuação, no terreno global, das empresas multinacionais; a resposta do sindicalismo internacional, mediante seus atores mais eloquentes, ao avanço do capital; as formas mediante as quais os trabalhadores podem, desde o local de trabalho, se organizar para participar do governo da empresa; e a inter-relação que o sindicalismo, desde o local de trabalho até o cenário internacional, pode e necessita manter, para a sua sobrevivência, em um ambiente de complexas relações coletivas de trabalho, com outros tipos de representações coletivas de trabalhadores, de perfil unitário e não-sindical, montadas por vias singulares (delegados de pessoal ou representantes eleitos de trabalhadores) ou por vias coletivas (comitês ou comissões de empresa ou de fábrica). O debate em torno das conexões existentes entre supostamente tão distantes temas oferece a fonte material a partir da qual o sindicalismo pode se preparar para enfrentar o avanço do capital, ao mesmo tempo em que pode construir, desde os locais de trabalho até o terreno global, ambientes mais democráticos para a convivência, com maior respeito e equivalência, entre trabalho e capital. Um dos instrumentos que, do estudo, se apresenta para o movimento sindical, particularmente ao brasileiro, é a ideia de um sindicalismo associativo, mediante a qual os sindicatos, em uma orientação vertical, podem estabelecer relações, com tráfego de informações e de experiências, pela exploração de mínimos direitos atinentes à participação dos trabalhadores no governo da empresa, com os diversos níveis por meio dos quais os trabalhadores se organizam desde os locais de trabalho até o cenário internacional; e, em uma orientação horizontal, podem estabelecer relações, com tráfego de informações e de experiências, mediante exploração de direitos de participação no governo da empresa, com representações coletivas de trabalhadores de natureza unitária e não-sindical, desde os locais de trabalho até o cenário internacional. Em razão de a abordagem de todas essas inter-relações não ser usual para o Direito Coletivo do Trabalho no Brasil, embora presente ainda que, por vezes, não tão tranquila para o movimento sindical de países europeus e para os países tidos como do Norte , a pesquisa bibliográfica parte de referências eminentemente europeias e norte-americanas, mas sem, em nenhum momento, perder o horizonte do cenário político e jurídico brasileiro para propor, mesmo em contexto de unicidade, ou para além da unicidade, outra forma de agir e de pensar para o sindicalismo

The purposes of this cross-sectional and internet mixed methods study were: (a) to explore the level of structural empowerment (SEP), psychological empowerment (PE), participation in decision making (PDM), their relationships, and their predictors among Taiwanese nurses, and (b) to explore the influence of contextual factors (culture and gender) on the nurses’ perception on their work environment and PDM based on the feminist perspective and Laschinger’s expanded empowerment model. This study included an Internet questionnaire survey (quantitative) and a Web-based online forum (qualitative). A convenient sample of 163 Taiwanese registered nurses (a) who are currently working full time in health care institutions for at least 3 months, (b) can read and write Chinese on the computer, and (c) have access to the Internet was recruited and completed the internet survey. Among them, 20 completed the online forum discussion topics. The findings of the internet survey indicated that participants had moderate level of SEP, high-moderate level of PE and low level of PDM. Personal characteristics, such as age, education, and work experience, did not significantly correlate to Taiwanese nurses’ empowerment. However, the work structures, such as workload, types of hospitals, and work units, were significantly related to Taiwanese nurses’ empowerment and PDM. PE was a mediator between SEP and PDM, which indicated that with increased access to workplace empowerment structures, nurses perceived better personal empowerment, which in turn increased nurses’ PDM. In the online forum, two themes were discovered: (a) foot-binding unto nursing and (b) not open up. The first theme indicated that certain stereotypes regarding gender roles in Taiwanese society were restraints to the growth of nursing. Due to the stereotypes, nurses were located in the lower social status and developed powerless behaviors. The second theme indicated that communication among nurses was not sufficient, which might stem from the influence of Confucianism, collectivism, and power distance. The findings in this study extend our understanding of the empowerment and PDM among Taiwanese nurses within the context of gender and culture. / text

Thesis (M.B.A.)-Business Studies Unit, Durban Institute of Technology, 2004 xiii, 128 leaves / The research study conducted was an investigation into the change process and its effect on employees, a case study of Antalis (Pty) Ltd. The objective of the research was to achieve a better understanding of how the company had changed and whether or not the change process was the correct one to have undertaken under the circumstances, and to investigate the effects the change had on the employees and the culture of the company.