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A perspective on engineers during early employment in an industrial organizationGroenewald, Jacobus Stephanus 06 December 2011 (has links)
M.Ing. / Engineering is both an art and a science. Although engineering demands a lot in the way of energy, imagination and creativeness, it offers one of the most satisfying careers with a sense of adequacy and balance that may be lacking in many other occupations. To stay marketable, engineers should promote their problem solving, interpersonal, technical, financial, and communication skills. Most of these factors, however, are not necessarily part of an engineer's formal education Motivated employees with the necessary competencies and skills are generally recognized as the key to successful organizations. In order to effectively and efficiently manage technical employees, managers should gain insight into their attitudes by understanding their personality traits and core beliefs, and fostering longterm and well-conceived employee development plans. Because people are unique in their needs, values, and systems of motivation, it is practically impossible to tailor jobs and organizational objectives to individual workers. Management education is often a combination of training and experience. The optimal strategy is often not clear. It is the engineering manager's responsibility, then, to optimize the fit between factors of production and worker motivation in order to maximize the performance and productivity of the manager's department or organization. The literature indicates that turnover and motivation of engineers is the product of complex linkages among role stressors, task characteristics, job involvement, job satisfaction, career satisfaction and organizational commitment, to name but a few factors. A problem with having to deal with motivation is that there are no universal solutions. What motivates one person will not necessarily motivate another. Also, much of a person's motivation comes from within him or herself Although the perception.may exist amongst engineers that society in general has little appreciation for them and their accomplishments, engineers themselves feel positive about themselves and their careers. In general, engineers appear to be more involved, more satisfied with their jobs, and more committed to their orgmizations than the non-technical employee. It remains the responsibility of the engineers themselves to change society's preoccupation with glamorous, high-paying jobs, in order for them to be recognized for their contribution to society's standard of living and general well-being. A case study on young engineers is presented to highlight some of the above mentioned issues.
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Supply and demand for engineers in Canada 1956-1965.Prairie, J. J. 01 January 1957 (has links) (PDF)
No description available.
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Analysis of engineering retention programs and their impact on organizational dynamicsJackson, Richard John, Heard, Marshall Lee, Smith, Charles Dugan January 1976 (has links)
Thesis. 1976. M.S.--Massachusetts Institute of Technology. Alfred P. Sloan School of Management. / Microfiche copy available in Archives and Dewey. / Bibliography: leaf 307. / by Richard J. Jackson, Marshall L. Heard, and Charles D. Smith. / M.S.
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Die werkwaardes en beroepsoriëntasies van gegradueerde ingenieurs in twee werkgewersektoreSchenk, Heinz W. E. 20 November 2014 (has links)
M.Com. (Industrial Psychology) / Please refer to full text to view abstract
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The strategies that women engineers use in negotiating their work identity01 September 2015 (has links)
M.A. / Women engineers operating in a male-dominated environment face many challenges and are critical to retain in South Africa’s developing economy. The main aim of this research study was to determine the strategies that women engineers use in negotiating their work identity. The strategies were identified by using the Conceptual Model of Engineers’ Identities as a framework to develop an understanding of women engineers’ identity work. A qualitative method was employed to gather the data for this study. The research design that determined how the data would be analysed was a qualitative survey. This study consisted of ten research participants working in different organisations situated in Gauteng and Pretoria, South Africa...
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A GENERAL CLOSED-LOOP MODEL WITH APPLICATIONS IN ECONOMICSWiggins, Leonard Allen, 1942- January 1974 (has links)
No description available.
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Equity among male and female engineersMoorcroft, Karen. January 1996 (has links)
The following research used data from the SSE to determine whether socialization or discrimination can explain the lower status of female engineers, compared to men. It was learned that female engineers with children are as committed to their careers as childless female engineers. Moreover, there is no difference in income or job status between these two groups. There is also no significant difference in income between male and female engineers when controlling for employment status, degree, job status and experience. However, female engineers are not found in management positions as often as their male colleagues, even after controlling for experience. This lower job status, in turn, affects the women's incomes. A reason for the lower status of female engineers is likely due to engineering being very male-dominated. No such difference in job status exists in the field of computer science, where the proportion of women is much higher.
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Equity among male and female engineersMoorcroft, Karen. January 1996 (has links)
No description available.
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Job satisfaction: a study of engineers in a government organization : research report.January 1981 (has links)
by Ho Wai-bing, Rosalina. / Thesis (M.B.A.)--Chinese University of Hong Kong, 1981. / Bibliography: leaves 72-76.
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A comparative study of the job functions of university and university of technology graduates and diplomates in special libraries and engineering firmsRajagopaul, Athena January 2008 (has links)
Submitted in fulfillment of the requirements of the Master of Technology Degree in Library and Information Studies in the Department of Information and Corporate Management, Durban University of Technology, Durban, South Africa, 2008. / This study investigated the job functions of university and university of technology
graduates and diplomates in the staff structures of special libraries and engineering
firms in KwaZulu-Natal. The objective of the study was to draw on possible trends
and best practices in the latter for the Library and Information Services (LIS) work
environment, as engineering like LIS draws its personnel from both traditional
universities and universities of technology (UoT). Hence, the main target population
for the study was university and UoT graduates and diplomates in special libraries and
engineering firms in KZN. Graduates and diplomates were chosen for inclusion in the
study using a census because of the smallness of the staff complements in these
organizations. Two sets of self-administered questionnaires were distributed, one to
graduates/diplomates and the other to employers in the selected organizations. Data
collected was analysed using descriptive statistics and content analysis. Findings of
the study revealed inconsistencies with the National Diploma: Library and Information
Studies (ND: LIS) where these diplomates occupy paraprofessional as well as
professional positions in special libraries whilst engineering graduates and diplomates
tend to occupy job titles according to their highest academic qualifications. In both
special libraries as well as in the engineering environment there is much task overlap
and downshifting of job functions between paraprofessional and professional
university and UoT graduates and diplomates. This study has revealed a valuable best
practice from the engineering discipline for the LIS profession, which is that of
professional registration. Professional registration of engineering staff with the
Engineering Council of South Africa is a statutory requirement in the engineering
profession and allows for the growth and development of those in the profession. It is
recommended that the LIS profession, and the Library and Information Association of
South Africa (LIASA) specifically, investigate a mechanism for professional
registration of library and information workers.
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