Made available in DSpace on 2014-06-11T19:27:18Z (GMT). No. of bitstreams: 0 Previous issue date: 2009-06-26Bitstream added on 2014-06-13T18:55:54Z : No. of bitstreams: 1 murakami_ktt_me_araca.pdf: 523881 bytes, checksum: d6fe2b9af367149ccbd1b4521b51f81f (MD5) / Avaliou-se o efeito da utilização de óleo de linhaça na ração de frangos de corte, substituindo o óleo de soja em diferentes períodos, sobre o desempenho, composição de carcaça e características físico-químicas da carne. Foram utilizadas 320 aves, recebendo ração suplementada com óleo de soja ou linhaça, num arranjo fatorial 4x2 (4 períodos crescentes recebendo dieta com óleo de linhaça e dois sexos). O desempenho foi avaliado por pesagens da ração e das aves nos dias 1, 21, 42 e 49, quando as aves foram abatidas. Após o abate, foi avaliado o rendimento de carcaça e a proporção dos principais cortes, vísceras e gordura abdominal. Foram avaliados os teores de lipídeos totais, umidade e colesterol na carne do peito e das coxas com sobrecoxas. A estabilidade da fração lipídica da carne mantida sob congelamento foi avaliada pelo método do ácido 2-tiobarbitúrico (TBA). A textura da carne foi avaliada pela determinação da força de cisalhamento em texturômetro. O óleo de linhaça na ração, de forma geral, prejudicou os parâmetros de desempenho avaliados (P<0,05). As fêmeas apresentaram maior proporção de peito e maior quantidade de gordura abdominal que os machos (p<0,05). As aves alimentadas com ração contendo óleo de linhaça apresentaram menor proporção de gordura abdominal e teores mais baixos de lipídeos totais e colesterol na carne do que aquelas alimentadas exclusivamente com ração contendo óleo de soja (p<0,05). Os resultados observados não permitiram uma avaliação conclusiva quanto à influência do sexo e das fontes de óleo da ração sobre a textura da carne e sua estabilidade à oxidação lipídica. / This work studied the effects of the utilization of linseed oil in broilers feeds as a substituent to soybean oil at different periods on performance and carcass composition of Cobb broilers, well as on the physicalchemical traits of their meat. Three hundred twenty birds were raised with linseed or soybean oil in the feed in a 4x2 factorial arrangement of treatments (4 growing periods receiving the experimental diets and 2 sexes). Performance was evaluated by the weighs of feeds and birds at days 1, 21, 42 and 49 of the experiment. After slaughtering, as the birds were 49 days old, carcass yield and percentages of main cuts, viscera and abdominal fat were quantified. Total lipids, moisture and cholesterol contents in breast and thighs were determined. The stability of the lipidic fraction in frozen meat was determined by the tiobabituric acid (TBA) methodology. Meat shear force was analyzed in a texturometer. In a general sense, linseed oil was harmful to broilers performance (P<0.05). Female broilers had higher breast percentage and more abdominal fat than male broilers (P<0.05). Birds fed linseed oil had less abdominal fat and lower total lipids and cholesterol contents in the meat than those fed soybean oil (P<0.05). Results did not lead to a conclusion about the influence of sex and oil source on meat texture and stability to lipid oxidation.

Contemporaneamente, o modelo de gerenciamento por competências tem alcançado o âmbito da avaliação do trabalhador na saúde e enfermagem. Nesta perspectiva, o processo avaliativo requer planejamento e organização. O objetivo geral consistiu em compreender como ocorre o preparo do processo avaliativo dos técnicos e auxiliares de enfermagem pelos enfermeiros de uma unidade de internação clínica adulto do Hospital de Clínicas de Porto Alegre, na perspectiva da gestão por competências. O estudo, caracterizado como descritivo, de abordagem qualitativa, foi desenvolvido com 13 enfermeiros e os dados coletados entre maio e junho de 2017, por meio de entrevistas semiestruturadas. A análise de conteúdo temática resultou em três categorias: processo avaliativo, uma trajetória a ser discutida; no momento da avaliação, aspectos intervenientes; e, gestão por competências, um novo modelo de avaliação. Os resultados indicam que os enfermeiros se organizam para realizar as avaliações dos técnicos e auxiliares de enfermagem no último trimestre do ano, geralmente em duplas, estabelecendo um cronograma e posterior comunicação aos avaliados. Noções sobre conhecimentos, habilidades e atitudes perpassam o entendimento dos entrevistados sobre avaliação por competências, embora ainda de modo incipiente. Houve referência à modificação no comportamento dos avaliados em momentos que antecedem à apreciação e às inconveniências logísticas relacionadas ao local das avaliações e ao tempo disponível, comprometendo a privacidade da entrevista avaliativa. Conclui-se sobre a importância de se apropriar de conhecimentos, habilidades e atitudes, bem como dos recursos proporcionados pelo sistema de gestão por competências da instituição para realizar avaliações com responsabilidade e compromisso. / Currently, the competence-based management model has reached the scope of employee assessment in health and nursing. Under this perspective, the evaluation process requires planning and organization. The general objective of this study was to understand how the nurses at an adult inpatient unit at Hospital de Clínicas dePorto Alegre prepare the assessment process of the unit’s nursing technicians and assistants based on the competence-based management perspective. This qualitative descriptive study was developed with 13 nurses, and data were collected between May and June, 2017 through semi-structured interviews. The analysis of the thematic content resulted in three categories: 1) evaluation process: a path yet to be discussed; 2) aspects that affect the moment of the evaluation; and 3) competence-based management: a new assessment model. The results indicate that the nurses usually get organized in pairs to conduct the evaluations of nursing technicians and assistants in the last quarter of the year. They design a schedule and subsequently inform these staff members. The interviewees demonstrated, although still in an incipient way, some understanding of the knowledge, skills, and attitudes involved in competence-based assessment. Changes in the behavior of the nursing technicians and assistants some moments before the assessment were reported. In addition, logistic inconveniences related to the venue and the time available for the assessment compromised the privacy of the evaluation interview. It can be concluded that it is important for the institution’s competence-based management system to master the required knowledge, skills, and attitudes, as well as to provide the necessary resources, in order to carry out evaluations with responsibility and commitment. / Actualmente, el modelo de gestión por competencias ha alcanzado el ámbito de la evaluación del trabajador en salud y enfermería. En esta perspectiva, el proceso evaluativo requiere planificación y organización. El objetivo general constituye en comprender cómo ocurre la preparación del proceso evaluativo de técnicos y auxiliares de enfermería por los enfermeros de una unidad de internación clínica adulta del Hospital de Clínicas de Porto Alegre, en la perspectiva de la gestión por competencias. El estudio, caracterizado como descriptivo, de enfoque cualitativo, ha sido desarrollado con 13 enfermeros, y los datos recogidos entre mayo y junio de 2017, a través de entrevistas semiestructuradas. El análisis de contenido temático ha resultado en 3 categorías: proceso evaluativo, una trayectoria a debatirse; en el momento de la evaluación, aspectos intervinientes; y, gestión por competencias, un nuevo modelo de evaluación. Los resultados indican que los enfermeros se organizan para realizar las evaluaciones de los técnicos y auxiliares de enfermería en el último periodo trimestral del año, generalmente en parejas, estableciendo un cronograma y posterior comunicación de los evaluados. Nociones de conocimientos, habilidades y actitudes atraviesan el entendimiento de los entrevistados sobre evaluación por competencias, aunque aún de manera incipiente. Ha sido referenciada la modificación en el comportamiento de los evaluados en momentos que anteceden la apreciación y también las inconveniencias logísticas relacionadas al local y al tiempo disponible para las evaluaciones, lo que compromete la privacidad de la entrevista evaluativa. Se concluye sobre la importancia de apropiarse de conocimientos, habilidades y actitudes, así como de los recursos proporcionados por el sistema de gestión por competencias de la institución para realizar evaluaciones con responsabilidad y compromiso.

CoordenaÃÃo de AperfeiÃoamento de Pessoal de NÃvel Superior / O exame de Papanicolaou tem reconhecimento mundial enquanto estratÃgia segura para detectar o cÃncer de colo uterino precocemente. Envolve trabalho manual, da coleta do material atà a emissÃo do resultado. Portanto, o desempenho dos recursos humanos contribui para a seguranÃa ou nÃo dos resultados. Este exame à realizado por mÃdicos e enfermeiros que compÃem as equipes do Programa SaÃde da FamÃlia (PSF), todavia, predominantemente, pelos enfermeiros. Neste contexto, decidiu-se pela realizaÃÃo deste estudo que teve por objetivo geral avaliar a coleta de material para o exame de Papanicolaou por enfermeiras e como objetivos especÃficos verificar o conhecimento e a prÃtica dessas profissionais com relaÃÃo à coleta citolÃgica; identificar a disponibilidade dos recursos materiais necessÃrios à realizaÃÃo da coleta e avaliar adequabilidade do material coletado baseado no laudo laboratorial. Trata-se de um pesquisa avaliativa, com carÃter exploratÃrio-descritivo. Realizou-se em unidades do Programa SaÃde da FamÃlia (PSF) de Maranguape-CE, cujos dados foram coletados de agosto a outubro de 2006 por observaÃÃo estruturada direta e participativa junto Ãs 21 (100%) enfermeiras, em seus sÃtios de atuaÃÃo, e atravÃs da revisÃo dos laudos laboratoriais de 63 lÃminas coletadas. A observaÃÃo estruturada seguiu o Instrumento de Reconhecimento da Qualidade da Metodologia Proquali, sendo os dados anotados mediante sistema de checagem. Dados da observaÃÃo participativa foram registrados em diÃrio de campo. Os resultados foram apresentados nos itens: caracterizaÃÃo das enfermeiras; formaÃÃo, acesso a manuais tÃcnicos e conhecimentos para lidar com a coleta citolÃgica; desempenho das enfermeiras na coleta de material para o exame (medidas de biosseguranÃa, conforto e seguranÃa das mulheres durante exame e tÃcnica de coleta); disponibilidade de recursos para a realizaÃÃo do procedimento; e adequabilidade das lÃminas. A maioria das enfermeiras tinha entre nove e 11 anos de formadas. Dezessete (81%) se auto-avaliaram seguras para realizar o procedimento e 16 (76%) demonstraram ter conhecimento adequado sobre o local da coleta citolÃgica. O acesso à prÃtica de coleta citolÃgica na GraduaÃÃo foi referida por somente 7 (33%) das enfermeiras. Apenas 4 (19%) lavaram as mÃos antes do procedimento, 21 (100%) utilizaram luvas de procedimento nas duas mÃos e o descarte do lixo mostrou-se inadequado em todas as unidades. O conforto da usuÃria avaliado sob o ponto de vista de certificar-se se a mulher havia esvaziado a bexiga antes do exame e explicÃ-lo para usuÃria foi atendido por 2 (9,5%) e 4 (19%) das enfermeiras, respectivamente. A privacidade, avaliada pelos critÃrios de cobrir a mulher, manter a porta do consultÃrio fechada e impedir o âentra e saiâ de pessoas durante o exame foi alcanÃado por 20 (95%), 17 (81%) e 14 (67%), respectivamente. A tÃcnica da coleta foi satisfatÃria entre 90,5% ou mais dos enfermeiros em sete dos 11 itens avaliados e a adequabilidade das lÃminas mostrou-se satisfatÃria em 100% dos 63 laudos. O desempenho das enfermeiras foi o ideal esperado em termos de garantir lÃminas de qualidade ao rastreamento do cÃncer de colo, todavia, lavagem das mÃos, descarte adequado do lixo, conforto e seguranÃa da usuÃria e entrevista sobre condiÃÃes da mulher para a realizaÃÃo da coleta precisam melhorar. Risco de dessecamento, presenÃa de sangue e material hipocelular foram observados, porÃm nÃo geraram lÃminas insatisfatÃrias, sobre o que se sugere que estudos sejam realizados com o objetivo de avaliar recomendaÃÃes desnecessÃrias ou excessivas à coleta. / The Pap test has world-wide recognition as a safe strategy to detect cervical cancer early. Its execution includes manual work, from the material collection to the result emission. Thus, the performance of human resources contributes to the security or not of the results. This is carried out by doctors and nurses that compose the teams of Health Family Program (PSF), but mainly by nurses. In this context, it was decided to carry out this study which had as a general objective to evaluate the material collection for the Pap test by nurses and as specific objectives to verify knowledge and practice of these professionals in relation to cytological collection; to identify the availability of material resources which are necessary for the execution of the collection and to evaluate if the collected material is adequate based on the laboratorial report. It is an evaluative research, with descriptive exploratory character. It was executed in units of the Family Health Program (PSF) in Maranguape-CE, whose data was collected from August to October, 2006, through the direct and participative structured observation made with 21 (100%) nurses, in their area, and through the review of the laboratorial reports of 63 collected slides. The structured observation followed the Instrument of Quality Recognition of Proquali Methodology, and the data was annotated using checking system. The participative observation data was registered in field books. The results were presented under nurse characterization; formation, access to technical handbooks and knowledge to deal with cytological collection; performance of nurses in the material collection for the exam (biosecurity measures, comfort and security of women during exam and collection technique); availability of resources for the execution of the procedure and; suitability of the slides. Most nurses were graduated for 9 to 11 years and had 8 years of experience with cytological collection. Seventeen (81%) evaluated themselves as secure to execute the procedure and sixteen (76%) showed to have the adequate knowledge about the exact localization of the cytological collection. The access to the practice of cytological collection at college was referred by only 7 (33%) of them. Only 4 (19%) washed the hands before the procedure, 21 (100%) used procedure gloves in both hands and the discard of the trash was inadequate in all the units. Usersâ comfort was evaluated according to the standpoint of making sure if the woman had emptied the bladder before the exam and of explaining it to the user and was achieved by 2 (9,5%) and 4 (19%) of the nurses respectively. The privacy was evaluated by the criteria of covering the woman, maintaining the officeâs door closed and preventing peopleâs getting in and out during the exam. It was achieved by 20 (95%), 17 (81%) and 14 (67%), respectively. The collection technique was satisfactory with 90,5% or more of the nursed in 7 of the 11 evaluated items and the suitability of blenders was satisfactory in 100% of the 63 reports. The nursesâ performance was the ideal expected in terms of guaranteeing slides with good quality to search cervical cancer. However, practice at college, washing of hands, adequate discard of the trash, usersâ comfort and security and the interview about womenâs conditions for the execution of the collection need improvement. It was observed risk of desiccation, presence of blood and hypocelular material, but unsatisfactory slides were not generated. It is suggested that studies need to be carried out with the objective of evaluating unnecessary or excessive recommendations for the collection.

During the last decade, the integration of management systems (this includes any management system that is used to achieve the goals of an organisation example PASCAL, ISO standards and enterprise resource planning), has become an increasingly important strategy adopted by organisations, as it represents an alternative to operating with multiple management systems in parallel (Abad, Cabrera & Medina, 2014:860). Despite the established need for the integration of management systems, research on how to carry out integration has yet to be developed fully and an elaborated methodology of integration needs full realisation (Bernardo, Casadesús, Karapetrovic & Heras, 2012; Rocha, Searcy, Karapetrovic, 2007; Wilkinson & Dale, 1999a; Zeng, Shi & Lou, 2007). The aim of the current study was to develop a framework for organisations that could be used for the integration of management systems in a structured manner. This study was undertaken by exploring the views and opinions of senior management through fourteen face-to-face semi-structured interviews. Thereafter, an online survey collected 220 responses from four South African multinational organisations involved with management system development and implementation. The research instrument used a seven-point Likert-type scale for the respondents to rate each question. The data was analysed statistically primarily using factor analysis to confirm the significant factors and then structural equation modelling to test the relationships between the factors, which ultimately confirmed the developed framework. The beneficiaries of this research are primarily organisations that have three or more management systems in an organisation. The framework will also be valuable to management in industry and policymakers since it addresses key integration issues, such as employee performance, organisational culture, employee motivation and policy as factors when considering integration of management systems. / Kule minyaka ilishumi idluleyo amaqumrhu aye aphuhlisa ngamandla icebo lobulumko lokuhlanganiswa kweenkqubo zolawulo (kuquka nayiphi na inkqubo yolawulo esetyenziselwa ukufezekisa iinjongo zequmrhu, iinkqubo ezifana nePASCAL, ISO, ne standards and enterprise resource planning). Oku kumele indlela eyenye yokusebenzisa ngaxeshanye iinkqubo zolawulo ezininzi (Abad, Cabrera & Medina, 2014:860). Ngaphandle kokuba siqondakala kakuhle isidingo sokuhlanganisa iinkqubo zolawulo, alukaphuhliswa kakuhle uphando lokuqhuba oko kuhlanganisa (Bernardo, Casadesús, Karapetrovic & Heras, 2012; Rocha, Searcy & Karapetrovic, 2007; Wilkinson & Dale, 1999a; Zeng, Shi & Lou, 2007). Injongo yolu phando kukuphuhlisa isakhelo esinokusetyenziswa ngamaqumrhu ekuhlanganiseni iinkqubo zolawulo ngendlela efanelekileyo. Esi sifundo saqhutywa ngokuphengulula izimvo neengcinga zabaphathi abakwizinga elingentla ngokuqhuba udliwano ndlebe nabaphathi abali-14 nganye nganye. Emva koko kwenziwa intlolomvo kubantu abangama-220 abasebenza kumaqumrhu amane aseMzantsi Afrika, maqumrhu lawo asebenza ngophuhliso nokusetyenziswa kweenkqubo zolawulo. Isixhobo sophando esisetyenzisiweyo sisikali esineencam esisixhenxe esiludidi lweLikert, apho abathathi nxaxheba bebeka esikalini umbuzo ngamnye abawunikiweyo. Iinkcukacha zolwazi zahlalutywa ngobuchule bezobalo, kuqukaniswa iimpendulo ezenza udidi olunye, emva koko kwasetyenziswa indlela yokuhlalutya apho kuphononongwa ukwalamana ngoonobangela neziphumo zemiba ethile, okuthe ekugqibeleni kwaveliswa isakhelo. Abancedakeleyo lolu phando ngamaqumrhu asebenzisa iinkqubo zolawulo ezintathu nangaphezulu. Isakhelo esiphuhlisiweyo siya kuba luncedo kakhulu kubalawuli nabaqulunqi bomgaqo nkqubo, kuba sijolise kwimibandela yokuhlanganisa, efana nendlela abasebenza ngayo abaqeshwa, inkcubeko yequmrhu, ukukhuthazwa kwabasebenzi nemiba emalunga nomgaqo nkqubo oqwalaselwa xa kuhlanganiswa iinkqubo zolawulo / Kule minyaka eyishumi edlule, ukuhlanganiswa kwezinhlelo zokuphatha (kufaka kukho noma yiluphi uhlelo lokuphatha olusetshenziselwa ukufeza izinhloso zenhlangano, njengePASCAL, amaqophelo e-ISO kanye nokuhlelwa kwezinsiza zebhizinisi), sekuyicebo elibaluleke kakhulu elamukelwa yizinhlangano, njengoba kumele enye indlela yokusebenza nezinhlelo eziningi zokuphatha ngokuhambisanayo (Abad, Cabrera & Medina, 2014: 860). Yize sekubonakale isidingo sokuhlanganiswa kwezinhlelo zokuphatha, ucwaningo lokuthi kuzohlanganiswa kanjani kusamele luthuthukiswe ngokuphelele kanti nendlela ecacile yokuhlanganiswa kumele ifezeke ngokugcwele (Bernardo, Casadesús, Karapetrovic & Heras, 2012; Rocha, Searcy & Karapetrovic, 2007; Wilkinson & Dale, 1999a; Zeng, Shi & Lou, 2007). Inhloso yocwaningo lwamanje bekungukuthuthukisa uhlaka lwezinhlangano olungasetshenziselwa ukuhlanganiswa kwezinhlelo zokuphatha ngendlela ehlelekile. Lolu cwaningo lwenziwe ngokuhlola imibono nemicabango yabaphathi abaphezulu ngokuba nezingxoxo eziyi-14 ezingahlelekile ngokuphelele ezibe khona kuxoxwa ubuso nobuso. Ngemuva kwalokho, ucwaningo olwenziwa ngokuqoqa imininingwane ngobuchwepheshe bekhompuyutha lwaqoqa izimpendulo ezingama-220 ezinhlanganweni ezine zaseNingizimu Afrika ezihlanganise amazwe ahlukene nezibandakanyeka ekusungulweni nasekuqaliseni ukusebenza kohlelo lokuphatha. Kusetshenziswe indlela yokucwaninga yesikali sohlobo lwe-Likert samaphoyinti ayisikhombisa abaphendulayo abakala ngaso umbuzo ngamunye. Imininingwane ihlaziyiwe ngokwezibalo kusetshenziswa ukuhlaziywa kwezinto ngokuqavile ukuqinisekisa izici ezibalulekile bese kulandelwa indlela yokulinganisa ukwakheka ukuhlola ubudlelwano phakathi kwezici, okugcina kuqinisekisa uhlaka olusunguliwe. Abahlomuli balolu cwaningo ngokuqavile yizinhlangano ezinezinhlelo ezintathu noma ngaphezulu zokuphatha enhlanganweni. Uhlaka luzoba wusizo nakubaphathi embonini nakubenzi bezinqubomgomo, njengoba lubheka izingqinamba ezibalulekile zokuhlanganiswa, njengokusebenza kahle kwabasebenzi, isiko lenhlangano, ukukhuthazwa kwabasebenzi kanye nenqubomgomo njengezinto ezibhekwayo uma kucatshangwa ngokuhlanganiswa kwezinhlelo zokuphatha. / SBL / D.B.L.

In today’s dynamic global environment, organizations need to be agile and adaptive by practicing innovative strategies in order to sustain and remain competitive. One indicator of organizational sustainability is its productivity, which translates into the productivity and performance of employees in the organization. Performance evaluation of employees is an important step in measuring the employee productivity. Such evaluations are in general conducted annually using a performance appraisal system (PAS). The annual appraisal using PAS has two major drawbacks. The first drawback is the long frequency of the appraisal process. As it is an annual affair, the errors such as subjectivity, recency error, bias, halo effect, stereotyping etc. creeps in, and as a result the evaluations will not be proper. The second drawback is with respect to fixation of target/goal achievement. While achieving the targets/goals which are fixed at the beginning of the appraisal period are important, any steps towards achieving such goals are equally important. These drawbacks can be addressed to an extent by having an ongoing or continuous method for performance evaluation of employees. Hence there is a need for continuous performance evaluation of employees (CPEE). Although the importance of CPEE has been highlighted in the literature, we are not aware of any process by which CPEE could be operationalized. In order to implement and sustain, any organizational process, it should produce certain periodic outputs, which is meaningful to its administrators and beneficiaries. In the case of CPEE one such output could be to provide a proper and timely rewards and recognition (R&R). R&R is a motivational tool used for appreciation which could boost employee performance and productivity. Research underline that R&R is strongly and positively correlated to the performance of employees. As defined in thesis, Reward is the materialistic part of the appreciation (such as memento, certificate etc.), while Recognition is the feeling of being appreciated (such as a pat on the back or a public applause). Both Reward and Recognition is considered in unison and considered as mutually inclusive in this thesis. There is some variation of R&R practiced in organizations, known as employee awards. Such awards are motivating enough for the employees. In general, the employee awards are based on nominations from the managers, which are scrutinized by an individual committee and one among the nominated employees is offered the award. Nevertheless employees are often clueless about what performance fetched them the award. In other words the criteria for such awards are often unknown. Similar to PAS, the criteria for such evaluations are developed mostly by the employers with hardly any input from the employees. Additionally the employee awards are heavily dependent upon the PAS and it is mostly an annual affair. Hence the drawbacks for PAS are also applicable for the existing employee awards process. In order to address these drawbacks, R&R should be given in an ongoing and continuous manner. Although the importance and the positive correlation between R&R and employee performance has been established, it has not known to be widely practiced in organizations. This could be due to a lack of proper framework to implement such programs. The CPEE process could be the basis for providing R&R. Therefore this thesis is aimed at developing a comprehensive framework for CPEE to offer R&R. Performance of employee is a sum total of the performances across various dimensions (such as knowledge, skills, attitudes and behaviours). As the performance for employees is a multi-dimensional concept, the criteria for evaluation using CPEE process should also be based on multiple criteria. Therefore in order to effectively address the operational process of CPEE to offer R&R, a multi-criteria decision making (MCDM) method based model needs to be developed. A focused review of the existing literature on performance evaluation of employees substantiated the research problem that there is a lack of proper framework for CPEE to offer R&R. In order to address this research problem, the main objective of this thesis is to develop a comprehensive, formal and objective method to evaluate the employee performance in a continuous manner based on multiple evaluation criteria from the perspectives of employees as well as employers to offer proper and timely reward and recognition to the best performing employee(s). In order to address the main objective of the research, the following objectives are envisaged: 1. To identify the set of variables/criteria with respect to both employees’ and employers’ perspectives and to propose an initial framework for CPEE to offer R&R. 2. To develop a final framework for CPEE to offer R&R based on the initial proposed framework and descriptive research 3 To develop a multi-criteria-decision-making (MCDM) method for the proposed framework for CPEE to offer R&R The scope of this research is limited to Information Technology (IT) organizations due to the alarming rate of attrition and the presence of younger population who are knowledge workers. They expect frequent appreciation and continuous feedback regarding their performance. In this thesis, employees are represented by Software Engineers (SEs) and the employers are represented by Project Managers (PMs). Research Objective 1: In order to address the first research objective a six phased approach is planned. In the first phase, the available literature on existing performance evaluations in general and employee motivations are reviewed to identify the possible variables/criteria for CPEE to offer R&R. This resulted in 51 variables for performance evaluation. As it cannot be confidently asserted whether these variables are applicable to employees of IT organizations, a set of unstructured interviews are conducted with Software Engineers to prepare Case-lets. This Case-let approach with Software Engineers is carried out in the second phase and 7 Case-let reports are prepared. From the analysis of the 7 Case-let reports, 27 variables are identified. As the variables identified from Case-let approach may not represent the entire IT employees, a series of semi structured interviews are conducted among 58 Software Engineers in the third phase to identify further variables/criteria and accordingly 35 variables are identified. In order to obtain the list of variables/criteria based on employers’ perspectives and to validate the set of variables/criteria suggested by Software Engineers, 31 Project Managers are interviewed following semi structured interview method in the fourth phase and 33 variables are identified. In the fifth phase, the variables identified from second to fourth phases are triangulated with those identified from literature (i.e. first phase) which resulted in 33 unique variables that could be used for CPEE of Software Engineers to offer R&R. The final set of 33 variables/criteria are appropriately grouped into variables relating to Demographic Characteristics of Software Engineers (DCSE) and Performance of Software Engineers (PSE). Accordingly, 5 variables related to DCSE and 28 variables related to PSE out of the 33 variables finalized for CPEE to offer R&R, are grouped. Utilizing these grouped sets of variables in DCSE and PSE, an initial framework for CPEE to offer R&R is proposed in the sixth phase. Research Objective 2: In order to validate and to statistically finalize the proposed initial framework, a descriptive research is conducted. For this the importance of each of the identified 33 variables are sought from 443 Software Engineers from 12 IT organizations. A bivariate analysis is planned to analyse the significance of variables of DCSE with the variables of PSE. As there are 28 variables in PSE, they are further grouped with respect to the latent structure using a factor analysis. The factor analysis yielded six factors for measuring PSE. The factors (called as main criteria) are Proactive, Prompt, Resourceful, Responsible, Diagnostic and Dynamic. Based on the bivariate analysis among variables in DCSE and the six main criteria, only three variables, out of five variables of DCSE emerged as significant. Based on the factor analysis and bivariate analysis, the proposed initial framework is modified. Appropriate hypotheses are proposed to indicate the relation between DCSE, PSE and R&R in the modified framework. The modified framework is validated by developing suitable Structural Equation Model (SEM) to verify the hypotheses. The relative influence of DCSE, PSE and R&R are identified based on statistical validation and the framework is finalized. Research Objective 3: As there are six main criteria identified in PSE for CPEE to offer R&R, the proposed framework could be appropriately modelled using MCDM method(s)/models(s). As CPEE is a continuous process, the performance evaluation using CPEE should take only a minimum time for completion of evaluation process, and it should be easy to implement and administer and also should be flexible to accommodate any changes in the criteria or alternatives. These are the preconditions to select the suitable MCDM method(s)/model(s) to operationalize the process of CPEE to offer R&R. In order to select a suitable MCDM method from the available methods, various MCDM methods are screened based on the expected preconditions of the framework. Pugh Matrix Method (PMM) is selected for the CPEE process and is modified to address the basic drawbacks of PMM so as to utilize in this thesis. Accordingly, the MCDM methods: AHP and a Modified Pugh Matrix Method (MPMM) (which are meeting the expected preconditions of the framework such as minimum time, maximum easiness and maximum flexibility) are considered to model the proposed framework for CPEE to offer R&R. The AHP is used to calculate the relative weights and the MPMM is used to compare the performance of employees to provide a relative score. Accordingly, the proposed MCDM based modelling framework for CPEE to offer R&R is demonstrated by developing a suitable example. The MCDM method for CPEE to offer R&R developed in this thesis provides a performance score for every employee for every performance-cycle of CPEE. This score could be stored in a database which could be appropriately utilized during the periodic performance appraisal process using PAS. Overall, the contributions of the research are: (i) a new research problem on CPEE to offer R&R is identified (ii) a set of variables/criteria are identified from both employees and employers perspective, particularly for IT Organizations and an initial framework for CPEE to offer R&R is proposed (iii) a statistically finalized framework for CPEE to offer R&R is presented with the variables/ criteria identified (iv) simple MCDM methods are developed for the operationalization of the proposed framework for CPEE to offer R&R and a possible integration with the organization’s existing PAS is also conceptually presented. (ii) Although the research has accomplished its objectives, there are certain limitations such as (i) the focus of research is limited only to IT organizations, and hence cannot necessarily be generalized, the sampling is based on convenience and assumed to represent the entire IT population in the country and (iii) other MCDM methods are not explored so as to develop the proposed framework. Addressing these could be some of the future research directions in this area.

The world has been facing unprecedented waves of financial crisis due to a number of challenging ethical issues and cultures within organisations, and ethical leadership and decision making amongst other things. Research has been undertaken to study the relationship between ethics and leadership. However, the assessment of interrelationships between specific ethical context dependent and independent variables are yet to be undertaken within a multi-cultural multi-industry context. Independent variables are conceptualised as organisational culture, ethical organisational climate; mediating variables are conceptualised as ethical leadership and decision making, and internal and external workplace pressures. Dependent variables are conceptualised as organisational citizenship behaviour, employee ethical behaviour and conduct, and perceived employee performance. This study examines these dynamics within a conceptual research model using a macro-meso-micro framework and establishes the interrelationships as well as mediating effects on organisational citizenship behaviour, employee ethical behaviour and conduct, and perceived employee performance. Out of an initial sample of 526, a total of 523 participants of varying backgrounds working in ‘large’ organisations across diverse industries in Mauritius (with a population of 2,534 ‘large’ establishments) were subject to empirical study. A quantitative study was performed which employed correlation, multiple regression, exploratory and confirmatory factor analysis, path analysis and model fit assessments. The outcomes of the study show that organisational culture and ethical organisational climate (as macro independent variables) jointly influence the dependent variables both directly and indirectly to varying degrees. It was also found that ethical leadership and decision making, and internal and external workplace pressures (as meso variables) have statistically significant mediating effects on the dependent variables of organisation citizenship behaviour and perceived employee performance. The model proved to have a good fit and can be adopted as a guiding model for the business and research communities. The study also helps to better understand the prevailing state of ethical climate, practices, and workplace pressures affecting employees’ ethical stance as well as the key ethics related actions that are critical for implementation as evidenced empirically in Mauritius. / Graduate School of Business Leadership / D.B.L.

Abstracts in English and Xhosa / Municipality is a sphere of government that is closest to the people and that deals with provision of services to the people of the country on daily basis. Therefore, human resource training is important to grow the skills and knowledge of the employees to improve in service delivery. Training is needed to improve performance and for organisational success. Municipal employees are the face of the government, so their performance is important on how they deliver services to the citizen. Employees in the City of Tshwane Municipality are required to provide effective and efficient, and quality service delivery. A good employee performance is required for effective service delivery, however is not the case in the City of Tshwane Municipality as it displayed by dissatisfaction from the citizen. For instance, of service delivery protests. Training helps and enables the municipal employees to deliver the service better and meet the expectation of citizens. Through training employee performance changes which influences the good service delivery and client’s satisfaction. Ever-changing, rapidly evolving working environment and changes in the needs of citizens, required the City of Tshwane Municipality to have trained and skilled, knowledgeable developed, employee to do the job well and flexible enough to adapt easily and to improve the service delivery. The human resource development is important to ensure that training and development of employees is taking place in the institution. The primary objective of this study seeks to examine whether HRD enhances employee performance in ensuring that service delivery is delivered in an efficient and effective manner. The researcher used qualitative research method to collect data from the City of Tshwane Municipality and questionnaires were used as a tool to collect data. This is qualitative study to get a deeper understanding of how human resource development can enhance employee performance. The main findings drawn from the study indicate that budget cuts and limited funds have a negative impact on training provision. Financial incapability and lack of identifying training needs leads to employees not attending training which in turn affects productivity. For training to continue requires a lot of money, training evaluation and investment specifically budgeted for employee training and development. If employees are not rewarded according to their performance, this leads to low morale and dissatisfaction. The City of Tshwane Municipality (CoT) has a training programme but extensive training is needed on technology especially when it is first introduced. The study recommends that the institution should seek advice and revisit the Skills Development Act, 1998 on increasing the levels of investment in education and training. The institution has to undertake feasibility studies in order to overcome budget. / Iziko ngalinye lidinga abasebenzi abaqeqeshiweyo, abafanelekileyo nabanezakhono ukuze liqhube imisebenzi yalo. Ukungabikho kophuhliso olusebenzayo lwemithombo yoluntu (iHRD – esi sisishunqulelo sesiNgesi esimele ihuman resource development) kuyayichaphazela indlela abasebenza ngayo abasebenzi kwakunye nokunikezelwa kweenkonzo kwicandelo lemisebenzi yoluntu. Injongo yeHRD kumaziko kukunikezela ngoqeqesho lwabasebenzi oludibene nolwazi, izakhono nesimo sengqondo esidingekayo ukuze abasebenzi bayenze ngcono imisebenzi yabo yemihla ngemihla. Kuthi kusenjalo ke, kubekho ucutho lohlahlo lwabiwo mali, ukuthotywa kwesabelo senkxaso mali, ukuhambela phambili kobuchwepheshe nokuncipha kwemithombo, ukuze zonke ezo meko zichaphazele kakubi ukulungiselela uqeqesho, ukusebenza kwabaqeshwa, ukunikezelwa kweenkonzo, nto leyo ithetha ukuba uqeqesho aluqhubeki ngokuthe gqolo. Abaqeshwa abaqeqeshiweyo, abaphuhlisiweyo nabanolwazi bawenza ngcono umsebenzi kwaye bayalinceda iqumrhu ukuba lifezekise iinjongo zalo. Icandelo likawonkewonke kwiSebe lemithombo yoluntu lifanele ukutyala imali ethe chatha kuqeqesho, ukwenzela ukuba abasebenzi bakwazi okulindeleke kubo. Injongo engundoqo yesi sifundo kukufumanisa ukuba ingaba iHRD iyakuqinisa na ukusebenza kwabaqeshwa ekuqinisekiseni ukuba ukunikezelwa kweenkonzo kwenzeka ngendlela esebenzayo nefanelekileyo na. Umphandi usebenzise iindlela zophando ezahlukeneyo ekuqokeleleni iinkcukacha zolwazi kuMasipala weSixeko saseTshwane – ndlela ezo izezokuqwalasela amanani nokuqwalasela ukuzathuza kwabathathi nxaxheba. Izintlu zemibuzo nazo zisetyenzisiwe njengesixhobo sokuqokelela iinkcukacha zolwazi. Okungundoqo okufunyaniswe kwesi sifundo kubonisa ukuba ukucuthwa kwesabelo mali nokunqongophala kwenkxaso mali kube nefuthe elingalunganga ekulungiseleleni uqeqesho. Iingxaki zemali nokungachaneki kakuhle kwezidingo zoqeqesho kukhokelele ekubeni abaqeshwa bangathathi nxaxheba kuqeqesho, nto leyo ichaphazele iziqhamo zomsebenzi. Ukuba ngaba kusafuneka uqeqesho luqhubeke, kudingeka imali eninzi kakhulu, kuvavanywe noqeqesho,kwenziwe utyalo mali olujoliswe ngqo ekuqeqesheni nasekuphuhliseni abasebenzi. Xa abasebezi bengahlawulwa ngokwendlela abasebenza ngayo, oko kukhokela kutyhafo nokunganeliseki kwabasebenzi. UMasipala weSixeko saseTshwane unayo inkqubo yoqeqesho, kodwa kudingeka uqeqesho olumandla kwezobuchwepheshe, ngakumbi xa oku kuqala ukwaziswa. Esi sifundo sicebisa ukuba eli ziko lifune iingcebiso, kwaye liphinde liqwalasele uMthetho Wophuhliso Lwezakhono (iSkills Development Act), yowe-1998, lijonge ekukhuliseni amazinga otyalo mali kwezemfundo noqeqesho. Ngaphaya koko eli ziko kufuneka lenze izifundo zophando lokufaneleka kweenkqubo, ngenjongo yokuhlangabezana nokucuthwa kwesabelo mali, nto leyo iyinxalenye yesi sifundo. / Human Resource Management / M. Admin.

While FinTech is a relatively recent subject in academic literature, it is widely acknowledged as one of the most notable innovations within the financial industry. Despite the growing interest in FinTech, there is currently a lack of comprehensive understanding regarding the exact implications it will have on established financial institutions. The introduction of FinTech solutions has brought about a significant transformation in the banking industry of Finland. Nevertheless, the influence of FinTech adoption on employee’s satisfaction and performance in banks remains uncertain. This has emphasized the need for a deeper understanding of the opportunities and challenges presented by this form of technological innovation across all aspects of the financial industry. The purpose of this research is to bridge the existing gap in literature by examining the relatively unexplored area of how the adoption of FinTech solutions influences job satisfaction and performance among employees in the context of a Finnish bank. Specifically, this research centered on OP Bank, which is recognized as one of the largest banks in Finland. By conducting an in-depth exploration of the experiences of employees at OP Bank, this research will offer valuable insights into how the adoption of FinTech solutions influences employee’s behavior in the Finnish banking industry. To accomplish this, the study utilizes a qualitative exploratory research approach, employing semi-structured interviews as the data collection method, involving 8 middle-level employees from OP Bank. This methodology facilitates a deeper understanding of employees' experiences and perspectives, thereby generating rich and detailed data. The findings of our research reveal several key conclusions regarding the varying ways that the adoption of FinTech solutions influences employee’s job satisfaction and performance. The insights gained highlight the crucial role of FinTech in transforming traditional banking practices, driving innovation, and fostering a positive work environment for employees in the financial industry. Understanding the complexities linked to FinTech adoption is imperative for banks and financial institutions to effectively leverage the complete potential of these technological innovations, thereby steering employee’s satisfaction and performance in the desired direction. Through an in-depth examination of this phenomenon, we have gained a better understanding of the benefits and challenges associated with FinTech adoption, as well as its influence on employee’s job satisfaction and performance. Moreover, this study has provided crucial insights for improving employee’s satisfaction and performance in banks that have embraced FinTech solutions, thereby contributing to a deeper understanding of successful FinTech adoption in the Finnish financial industry. Additionally, this research has contributed to the existing literature on FinTech, management of employee’s satisfaction and performance, employee behavior and technology adoption. These findings have offered practical theoretical, managerial and societal contributions.

Performance measurements have been described as a tool by which management can communicate expected standards of behavior as well as a shared meaning among members regarding the intended direction of the firm. In parallel, the organizational identity field relies on the premise that members can answer the question “who are we as an organization?” through a sense of shared understanding. The purpose of this paper is to investigate the implications a performance measurement system has on the employees’ perception of “who we are“, related to the theoretical framework of organizational identity. This paper utilizes a qualitative research method, a case-based approach of a Swedish life science company which is conducted in an exploratory manner. The case company is chosen due to its contextual setting regarding the newly implemented performance measurement system, along with the inherent characteristics of the industry in general, which is typically considered to be incongruent with such quantitative measurements. The empirical data is collected through eight interviews with members from the chosen case company, as well as through internal documents describing its performance measurement system. The authors propose a revised theoretical framework in which performance measurements and organizational identity are investigated through a conceptual model which explores their dynamic relationship. The findings reinforce well-known ideas of performance measurements and organizational identity, along with providing new insights on the dynamics between them. Keywords: Organizational Identity, Performance Measurement System, Performance Management, Identity-Dynamics