Thesis (doctoral)--Universität Greifswald.

Thesis (M.A.)--Liberty Baptist Seminary, 1983. / Includes bibliographical references.

Thesis PlanB (M.S.)--University of Wisconsin--Stout, 2009. / Includes bibliographical references.

Thesis (Ph. D.)--University of Washington, 1999. / Vita. Includes bibliographical references (leaves 123-135).

Thesis PlanA (M.S.)--University of Wisconsin--Stout, 2009. / Includes bibliographical references.

Thesis (doctoral)--University of Queensland, 1989.

Thesis (Ph.D.) - University of Glasgow, 1990. / BLL : DX189865. Thesis submitted to the Faculty of Social Sciences, University of Glasgow, 1990. Includes bibliographical references. Print version also available.

Thesis, PlanB (M.S.)--University of Wisconsin--Stout, 2004. / Includes bibliographical references.

Thesis, PlanB (M.S.)--University of Wisconsin--Stout, 2006. / Includes bibliographical references.

Most South African manufacturing companies provide some sort of training for its shop floor employees to help them improve productivity and reduce wastage. Unfortunately, training presented on-the-job to operators is more often than not implemented in an unstructured and unplanned manner, usually when a crisis occurs and fires need to be put out quickly. The introduction of the National Qualifications Framework (NQF) demands that training practitioners structure their training efforts and ensure that all training leads to national qualifications. This study is aimed at making a contribution towards the NQF and in particular, the development of shop floor employees. Firstly, a model for operator training was developed from a survey of the relevant literature. This phase of the study identified the components of the model and their respective guidelines. Secondly, the model was e.mailed to managers working in confectionery companies requesting their opinion on the guidelines of the model. Lastly, the feedback received from the empirical study was evaluated, conclusions were drawn and recommendations made, based on the information obtained from both the literature study and empirical study. The results from the empirical study indicated strong concurrence with the theoretical model on operator training. In contrast to theory that the use of rewards after training results in improved productivity, the majority of respondents disagreed with the implementation of a reward What are the long term benefits to an organization with a productivity reward system in place? · What kind of reward system would work best in the confectionery industry? · How would management implement an effective performancerelated reward system at shop floor level?