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A systematic, empirical study conducted in eight hospital operating rooms found that employees often select opportunity-dependent goals. These goals are self-set or chosen by the individual, but the opportunity to perform the goal chosen is dependent on others. For example, "learn to circulate on total joint surgeries" is a self-set, opportunity-dependent goal. The individual must be assigned to that job. It was found that when this type of goal is chosen and the individual is not given the opportunity to perform it, the individual attributes the failure to external causes. This failed opportunity-goal type was significantly related to lower motivation, whereas failed self-dependent goals (for example, "become more proficient on the computer") were related to higher motivation. It was found that the joint influence of the attributional dimensions of causality, stability, and control were affecting these differences for the two types of failed goal groups.

Thesis: M.S., Massachusetts Institute of Technology, Sloan School of Management, 1980 / Bibliography: leaves 110-111. / by Katherine Ann Overskei. / M.S. / M.S. Massachusetts Institute of Technology, Sloan School of Management

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M.Cur. (Professional Nursing) / Grievance procedures form an important instrument by means of which nursing staff can make their grievances known to management, thereby effecting a solution to the problem. Therefore, the way in which grievances are handled form an integral part of the staff duties of a nursing service manager. The effective handling of grievances directly influences the satisfaction of nursing staff, as well as the quality of nursing, and thus productivity. Effective handling of grievances depends on the nursing service manager's knowledge of and abiU ty to utilise grievance procedures. This implies that the nursing service manager should be willing and able to investigate all grievances that she becomes aware of, in a consistent manner. She can only fulfil this responsibility if there is an existing grievance procedure in the hospital, and if this procedure is known to all nursing staff. Utilisation of this procedure only is possible when all staff have access to it. This is ensured by training, which will equip them with knowledge and skills in the execution of grieval1ce procedures. The purpose of this study is to determine whether grievances are being handled effectively by nursing service managers in selected hospitals. A descriptive, exploratory study was done within this context by means of a historical analysis of available literature, including newspaper reports, as well as by case study analyses and interviews with nursing service managers in the selected hospitals. A self-training programme regarding the management of grievances will be developed. Analysis of the data indicates that nursing service managers in the selected hospitals do not handle grievance procedures effectively During interviews the nursing service managers indicated that grievance procedures do indeed exist at the hospitals in the Pretoria Witwatersrand area. However, a degree of uncertainty exist. about the difference between grievance procedures and disciplinary procedures.

by Mo Ka-Keung, Loar, Yuen Wai-Yiu, Elza. / Thesis (M.B.A.)--Chinese University of Hong Kong, 1996. / Includes bibliographical references (leaves 71-73). / ABSTRACT --- p.ii / TABLE OF CONTENTS --- p.iii / LIST OF FIGURES --- p.iv / ACKNOWLEDGMENT --- p.v / Chapter / Chapter I --- INTRODUCTION --- p.1 / Background --- p.1 / Objective --- p.3 / Chapter II --- LITERATURE REVIEW --- p.4 / Chapter III --- METHODOLOGY --- p.7 / Chapter IV --- ANALYSIS & RESULTS --- p.10 / Chapter V --- CONCLUSION --- p.27 / Discussion --- p.27 / Survey by Questionnaire --- p.27 / Linking Findings to Theory --- p.28 / Encouraging Opinions --- p.29 / Major Concern Areas --- p.30 / Other General Opinions --- p.33 / Summary --- p.34 / Chapter V --- RECOMMENDATION --- p.35 / APPENDIX --- p.41 / BIBLIOGRAPHY --- p.71

Thesis (MTech (Business Administration))--Cape Peninsula University of Technology, 2017. / This paper reviews retention strategies for Lesotho’s doctors and nurses and presented an implementation framework to support and promote staff retention. . Based on the increasing necessity to retain doctors and nurses, the implementation framework becomes an essential element of retention strategy. A qualitative and quantitative research design technique using a self-managed questionnaire and interviews was adopted to gather data. The 120 doctors and nurses make up a sample. The information was statistically analysed using SPSS and grounded theory. Results identified that the current implementation strategy has failed to increase the retention rate of doctors and nurses. It is hoped that the implementation framework presented in this paper would help to achieve increased retention rate for doctors and nurses.