The hypothesis was investigated that school training was more effective than on-the-job training. Of a sample of 349 male subjects, 217 received on-the-job training and 132 received school training. Data were collected and analyzed on tenure, performance, promotions, salary increases, and accidents. Training type had a significant positive correlation with tenure and accident occurrence at the .01 and .05 level, respectively, and a significant correlation with salary increase at the .05 level. A regression model using accident occurrence and salary increase yielded a prediction of training type significant at the .05 level. No difference was found between the two types of training, as measured by the study variables.

Beneficiarii consularis were members of the military staffs attached to Roman provincial governors of the Principate, and are well attested epigraph!cally, both at provincial capitals and at outposts along major roads and frontiers of the Western military provinces. They were usually experienced legionaries approaching retirement. and were of senior principalis rank. Each legion in a province provided the governor with (probably) sixty men of this rank. The governor's staff (the officium consularis) assisted the governor in ail his duties, administrative, judicial and military, and the beneficiarii were employed in a variety of roles, appearing in the sources as arresting officers, messengers, servants to the governor and general assistants. To indicate their status as officiales of the governor, they carried a decorated lance-symbol when operating away from the officium. In Britain and the two German provinces they were evidently outposted, apparently for periods of six months at a time, along the roads linking the provincial capitals with the frontiers, with neighbouring provinces, and with Rome, in contrast with the other Western provinces where, for the most part, no such stationes are attested. The stationes have usually been regarded as police posts for the protection of the roads, but this seems unlikely. Although a few stationes fall outside the general pattern and can perhaps be associated with the control of imperial estates, the majority are to be linked with frontier defence. Since the main network of stationes, both in the Germanies and in the rest of Europe first appears in the 160's, they may be seen as a response to the Chattan and Marcomannic attacks. The evidence is consistent with the interpretation of the stationes as relays for the improvement of military communications, those on the frontiers perhaps having an additional role in the coordination of military intelligence-gathering.

Employee training is designed to help ensure successful achievement of business goals. Training's expense encourages the investigation of behavioral changes. The present study evaluated behavioral changes that occurred as a result of a Business Process training course. A performance rating measure was designed to assess the behaviors addressed in the course. A group of 52 people took the training. Performance was measured using a pretest, and then posttest three months later. A control group of 52 people also responded to the performance measure twice, without training. A second control group of 52 took a posttest only. MANOVA results showed a significant difference between change scores at the .001 level, indicating that the training did change behavior. The control group posttest scores differed somewhat between the two control groups, indicating a possible pretest effect.

This thesis describes learning and development of employees, defines the method of coaching, describes its necessary components - asking questions, goal setting, reality, options, choice of one possibility, action plan, feedback. This thesis refers to relevant informations from technical bibliography. Thesis shows differences between coaching and other methods: mentoring, therapy and counselling. This work describes several approaches in coaching, for example coaching which cames from sport environment or coaching which is inspired by psychological approaches. Thesis allso describes two approaches, compares its consistent parts and utilization in the area of companies. Last chapter speaks about using coaching as method of development and approach to leading employees in the area of companies. Key words: coaching, development of employees

Call number: LD2668 .T4 1951 T78 / Master of Science

M.Com. / Please refer to full text to view abstract

A merger can be considered both a phenomenological and significant life event for an organisation and its employees, and how people cope with and respond to a merger has a direct impact on the institutional performance in the short to medium term. It is within this context that post-merger perceptions of a tertiary institution were gauged. Restructuring in any organisation is characterised by uncertainty, high levels of anxiety, low levels of morale, and tardy job performance, as well as high levels of absenteeism and staff turnover, all of which potentially impact on productivity and performance. Notably, the global phenomenon of transformation of higher education, taking place in most countries in the world, is an undeniable fact. The abolition of apartheid and the post-1994 aftermath period have seen South Africa undergoing tremendous transformation in its political, economic, social and technological environments. As part of the social environment, education, too, will be subjected to the restructuring and transition resulting in the new characterisation of the country and its people. Mergers are taking place between teacher-training colleges and technical colleges, as well as between universities and technikons. In South Africa to date, mergers have been limited mainly to the federal absorption of smaller, specialist institutions into universities; however larger and more unitary mergers have been advocated. Few notable studies have investigated the commitment perceptions of the employees (and the associated selected work constructs of job satisfaction and turnover intentions) who feel the full impact of these restructurings in a South African context. This subsequently results in a dearth of knowledge on the context of South African mergers and acquisitions of tertiary institutions. Human capital element in the form of teacher / facilitator / lecturer in educational institutions (knowledge intensive organisations) is much more important than in other organisations. In light of the recent restructuring of the institution in question, no attempt has yet been made to gauge the levels of organisational commitment amongst its employees. It is within this context that the research problem emerges: What are the employee perceptions of job satisfaction, organisational commitment, and turnover intentions in a post-merger tertiary institution, and how are these variables related? Job satisfaction was determined as a pleasurable or positive emotional state resulting from the appraisal of ones job or job experiences. A global approach was adopted, whereby job satisfaction is explained as a single, overall feeling toward ones job. Organisational commitment was defined as a cognitive predisposition towards a particular focus, insofar as this focus has the potential to satisfy needs, realise values, and achieve goals, and was subsequently addressed through a motivational approach. The state of commitment is not only separated from its antecedent and consequential conditions and behaviours, but also from its related affective and conative components that are also present in other widely used constructs, such as job satisfaction and turnover intentions respectively. Turnover intentions, approached as being mental decisions intervening between an individuals attitudes regarding a job and the stay or leave decision, were addressed as a planned behaviour. This is a result from the argument that behavioural intention is a good predictor of actual behaviour, in this case actual turnover. Turnover behaviour is a multistage process that includes attitudinal, decisional, and behavioural components. Furthermore the turnover process is initially stimulated by the thought of quitting, which ultimately will result in the actual process of either staying or leaving. The instance of a merger or acquisition normally results in, amongst others, lack of commitment, job dissatisfaction, increased labour turnover and absenteeism rates (even at managerial level), lowered work goals, uncertainty, and employee theft or acts of sabotage. The relationships established between the three selected work constructs, primarily in terms of mergers and acquisitions, suggest that a positive relationship exists between job satisfaction and organisational commitment, whilst also yielding a negative relationship with turnover intentions. The research approach could be described as a non-experimental and crosssectional field survey, the data as primary data, and data analysis as ex post facto and correlational. The non-probability (convenience) sample consisted of 367 employees of a South African tertiary instituition. The completion of the electronic questionnaires was personally administered and anonymously handled. Job satisfaction was assessed by the Minnesota Satisfaction Questionnaire (MSQ20). The MSQ20 measures 20 different job-related items and can be subcategorised into extrinsic and intrinsic satisfaction. The end factor analystic result revealed the need to remove three items. Commitment was addressed through the Organisational Commitment Questionnaire which consisted of 18 items, measuring different foci of commitment, namely work, career, occupational and organisational. Diagnostic analyses indicated the need to remove three items. Turnover intentions were measured by an unpublished 15 item questionnaire. The diagnostic analyses warranted the removel of two items. The analyses followed a two phase procedure. The intial phase included all diagnostic testing of the measuring instruments in order to determine the reliabilty and validty of the measuring instruments for subsequent testing purposes of the study. The tests utilised were basic descriptives, factor (first and second order) and reliability analyses and normality testing. The latter phase described the inferential section of the sample, whereby statistics are used either to infer the truth or falsify hypotheses / research objectives. The tests carried out consisted of t-tests and ANOVA, correlations, structural equation modelling, twoway ANOVA and lastly a stepwise linear regression. Fifteen predefined models were investigated whereupon the most parsimonious model was selected. In applying the stepwise linear regression for the prediction of turnover intentions, the model was determined by entering all the variables simultaneously into the regression equation. The variables determined for the inclusion on the regression were based on the results from the inferenital testing phase. The final result yielded a prediction of 47% of the variance in turnover intentions. The final (most parsimonious) model determined for turnover intentions indicated as being significantly predicted by: job satisfaction, tenure, and a combination of job satisfaction and organisational commitment. Contrary to popular belief, commitment does not correlate more strongly than satisfaction does with turnover intentions. This indicates that withdrawal entails a rejection of the job rather than of the organisation. Turnover intentions of tertiary employees can be actively managed through the manipulation of the contextual variables of organisational commitment and job satisfaction. The resulting predictive model can be regarded as an important tool for management and the Human Resource Department in effectively planning talent retention strategies focusing on its controllable dimensions. Since this model was developed based on internal components, possible strategies can be derived from this model to prevent turnover intentions. / Professor Gert Roodt

M.A. (Public Management and Governance) / Local government in South Africa faces many challenges. It is argued that these challenges could be addressed through training and skills development among senior municipal officials. This study set out to investigate the training and skills development challenges for senior municipal officials in the Johannesburg Metropolitan Municipality. The study further argued that training and skills development have the potential to direct thinking, activity and resources for the Johannesburg Metropolitan Municipality to achieve its strategic outcomes, especially the pressing issue of service delivery. This study found that despite a large financial budget being allocated to training and skills development in the Johannesburg Metropolitan Municipality, the budget is not adequately spent. The reason behind this, amongst others, rests on insufficient information regarding training opportunities, the relevant units not completing their training application requirements on time and the lack of capacity to inculcate a culture of lifelong learning. It has been found that the Johannesburg Metropolitan Municipality lacks the relevant planning and skills development initiatives for training and developing its senior managers. Investing in training and skills development would result in a cadre of senior managers who possess the relevant competencies to turn the Municipality into a world class African space. Finally, this study would prove beneficial to both policy-makers and the Department of Human Resource Development in the Johannesburg Metropolitan Municipality in that it could improve the skills development deficit.

LL.M. (Labour Law) / Please refer to full text to view abstract

Prof Peter Alexander Mr Chris Bolsmann