Thesis (Ph. D.)--Rutgers University, 2008. / "Graduate Program in Industrial Relations and Human Resources." Includes bibliographical references (p. 141-151).

Thesis (M.S.)--Rutgers University, 2008. / "Graduate Program in Personnel management." Includes bibliographical references (p. 38-42).

Σκοπός της παρούσας έρευνας είναι να εξετάσει την ανάπτυξη του ανθρώπινου δυναμικού στις φαρμακευτικές εταιρείες. Πιο συγκεκριμένα θα γίνει εμπειρική διερεύνηση στην φαρμακευτική εταιρεία Takeda για να διαπιστώσουμε, αν η εταιρεία χρησιμοποιήσει και εφαρμόσει κάποιο συγκεκριμένο μοντέλο εκπαίδευσης και ανάπτυξης προσωπικού, αν θα βελτιώσει την εσωτερική της οργάνωση αλλά και αν θα λειτουργήσει πιο ανταγωνιστικά στην αγορά. Η έρευνα θα γίνει με την χρήση πρωτογενών εργαλείων έρευνας. Από την στιγμή που θα γίνει έρευνα σε μεγάλο δείγμα η καλύτερη μέθοδος είναι αυτή της έρευνας με ερωτηματολόγια. Βέβαια, αυτό το είδος της έρευνας δεν είναι κάτι απλό. Το πρώτο βήμα θα είναι ο σχεδιασμός ενός ερωτηματολογίου που θα έχει σχέση με τις σχετικές θεωρίες και το προτεινόμενο μοντέλο, το οποίο θα είναι των Bolton R. Και Gold J. Έτσι ο ερευνητής σχεδίασε ένα ερωτηματολόγιο που μοιράστηκε σε 100 άτομα της εταιρείας Takeda και συμπληρώθηκε από τα 84 και το οποίο βασίστηκε πάνω σε στοιχεία που έχουν δοθεί στην θεωρητική διερεύνηση. Στην συνέχεια θα γίνει ανάλυση των δεδομένων σε SPSS και θα παρουσιαστούν τα τελικά πορίσματα όταν παραδοθεί η τελική μορφή της πτυχιακής εργασίας. Τέλος τα ερευνητικά συμπεράσματα υποδεικνύουν ότι το επάγγελμα του πωλητή βασίζεται κατά πολύ στο ηθικό και τα συναισθήματα, οπότε αν θέλει η εταιρεία να επιτύχει την ανάπτυξη των στελεχών της θα πρέπει να τους στηρίξει πρώτα ηθικά και μετά να προσπαθήσει να τους μεταδώσει γνώσεις σε σχέση με την αγορά και τους πελάτες. / The purpose of this research is to examine the development of human resources for pharmaceutical companies. More specifically it will be empirical in pharmaceutical company Takeda to see if the company use and apply a particular model of education and staff development, although it will improve its internal organization, but they will operate more competitively in the market. The research will be done using primary research tools. From the moment you become a large research sample the best method is that of research questionnaires. Of course, this kind of research is not something simple. The first step will be to design a questionnaire that will be related to the relevant theories and the proposed model, which will be of Bolton R. And Gold J. So the researchers designed a questionnaire was distributed to 100 people company Takeda and supplemented by 84, which was based on figures given in the theoretical investigation. We will then analyze the data in SPSS and presented the final results when delivered the final version of the dissertation. Finally, the research findings suggest that the profession of the seller relies heavily on the morale and feelings, so if the company wants to achieve development executives should support them morally and after the first attempt to impart their knowledge in relation to the market and customers.

abstract: Human resources have always been the most critical factor in the construction industry, and now, with a historic generation entering the age of retirement, the construction industry needs to place greater effort in preparing for the succession of their most important of human resource, their leaders. A significant body of research has shown that succession planning minimizes the negative effects that come with leadership transition; however, little research has focused specifically on the construction industry. The majority of construction companies are family owned or have small pools of potential successors, which make them more susceptible to the negative impacts that occur with poor planning for succession. The objective of this research focuses on developing a methodology that will assist construction companies plan and prepare for a leadership transition. Data is gathered from case studies of twelve construction companies that have recently experienced leadership succession. The data is analyzed for practices and characteristics that correlate to successful leadership transitions. Through the findings in the literature review and data analysis of the case studies, the research successfully achieves the objective of developing a potential methodology for increasing the effectiveness of succession planning in a construction company. / Dissertation/Thesis / M.S. Construction 2012

The principal aim of this study was to obtain an understanding of the relative importance of emotion management for the Swiss private higher education sector, and for the lecturing profession in general. Extant literature has focused on the emotion management of teachers and lecturers working in the public sector but has somewhat overlooked the private higher education sector. A single case study design was selected for this research, which consisted of a well-established and highly regarded Swiss private higher education institute. Focus groups were conducted with three groups of faculty staff at the case institute. This was followed up by eleven individual interviews. Thematic analysis was then used to analyse the data, resulting in the identification of several core themes. The findings show that emotion management is an essential element of the lecturing profession within the Swiss private higher education sector. There was evidence of emotional labour in action, with participants enacting the various emotion regulation strategies as espoused throughout the literature. This study identified that ‘naturally felt emotions’ and ‘deep acting’ were the preferred emotion regulation strategies. The prescriptive and philanthropic categories of the typology of workplace emotion were found to be the primary motivators behind the faculty performance. This thesis has made strides in expanding the field by providing new insights into the relevance of emotion management for professional occupations, specifically those of faculty staff. Overall, participants reported more positive than negative outcomes associated with emotion management, suggesting less of a dichotomy of outcomes in comparison to previous studies. The findings show that a number of contextual factors also have an influence on the emotion management of individual lecturers. Backstage areas and humour were found to be the most common coping strategies which participants used to detach from the job. Unexpectedly, cultural diversity was considered as having implications for the emotion management of lecturers. The research findings represent a further step towards developing an understanding of emotions and their management in a private higher education setting.

O presente estudo tem como objetivo compreender como ocorre o processo de aprendizagem de profissionais de Recursos Humanos a partir da participação dos mesmos em um grupo de discussão da área. O grupo é composto por 45 executivos, nos cargos de gerência ou de consultoria, que trabalham em empresas de médio e grande porte de diferentes segmentos, localizadas na cidade de Porto Alegre e região. A pesquisa, cujo caráter é qualitativo, exploratório e descritivo, utilizou-se de observações de sua autora nas reuniões mensais do grupo durante oito meses e de entrevistas com dez executivos escolhidos intencionalmente como fontes de coletas de dados. A partir das transcrições das entrevistas e dos relatórios das observações foi possível, por meio do método de análise de conteúdos, categorizar os resultados obtidos em seis categorias, que são: o grupo RH Executivos - RS, formas de participação e interação, compartilhamento e trocas, estrutura do grupo, ambientes externos e aprendizagem em Recursos Humanos. Os principais resultados apontam que há momentos do grupo, em que os indivíduos buscam a aprendizagem, esta guiada por crenças e valores, especialmente nas ocasiões mais informais do grupo. Entretanto, o que os mantêm interagindo é o objetivo de network e não necessariamente, o de aprenderem juntos. / This study aims to understand whether and how is the learning process of professional human resources from their participation in a discussion group in the area. The group is composed of 45 executives in positions of management or consultancy, working in firms of medium and large companies from different segments, located in Porto Alegre and region. The survey, whose character is qualitative, exploratory and descriptive, it was used for observations of its author in the monthly meetings of the group for eight months and interviews with ten executives intentionally chosen as sources for data collection. From the transcripts of the interviews and the reports of the observations was possible, using the method of analysis of content, categorizing the results into six categories, which are the Group Executive HR - RS, forms of participation and interaction, sharing and exchange , the group structure, outdoors and learning in Human Resources. The main results show that there are moments of the group, where individuals seek to learn, that guided by beliefs and values, especially in more informal occasions the group. However, what keeps them interacting is the purpose of performing network and not necessarily to learn together.

The job diagnostic survey will be used to gather data on job satisfaction and motivation from the chosen data set. This is a structured questionnaire which provides quantitative results. These results wil be used to calculate the motivation potential score for each individual. Statistical methods will then be used to evaluate the results. This information, together with theory such as Hertsberg's 2-factor theory and Hackman and Oldham's job characteristics model will be used to propose ways of enhancing the jobs of graduate South African engineers. This will improve their job satisfaction and motivation allowing companies to attract, retain and gain greater performance from them. / This research has three main purposes. Firstly, it examines the level of job satisfaction and motivation of engineers and actuaries in South Africa and compares this with other groups. Secondly it examines the role of job design in their job satisfaction and motivation. Thirdly, it recommends ways to increase the level of satisfaction and motivation. The research methodology was based on Hackman and Oldham’s Job Characteristics Model (JCM) and accompanying Job Diagnostic Survey. It states that high satisfaction, motivation and effectiveness will result from the presence of five job characteristics as long as certain intervening factors are also present. It was found that Job design, as proposed by the model, does contribute to satisfaction and motivation. Relative to other groups of employees, actuaries and engineers in South Africa are satisfied. Of those surveyed, civil engineers had the highest level of satisfaction and electrical engineers the lowest. Actuaries scored higher than engineers. The results of this research suggest organisations should increase feedback to employees and improve opportunities for growth. Further research should be done on the intervening factors and the effects of demographic differences within the two groups.

The peaceful transition from apartheid to a democratised society is one of South Africa’s most impressive achievements. The attainment of these achievements has placed enormous pressure on the country to “shift to a higher gear”, i.e. increasing the number of players who contribute to the economic development of the country, thus building on its’ political success (Thomas, 1996). The ability to become competitive in the global economy will be determined by the capacity to increase the pool of suitably qualified people and the willingness to accept, value and empower the human talent of all South Africans.

Women around the world are not making much progress up the corporate ladder but instead; many are frustrated and choosing to leave their jobs. The purpose of this study was to identify what challenges are facing senior level women in the corporate world, which would make them leave/desire to leave work and the role played by organisations in this situation. Interviews and survey research were done on a sample of qualified, experienced women over the age of 30, who are either in the corporate world or who have left. The study showed that women are leaving or have a strong desire to leave due to a combination of workplace and personal factors, and that South African organisations are not doing much to retain them. The implication of this is that they are going to continue losing high calibre women, if they do not implement effective retention strategies very quickly.

This study examines commonalities and differences in leadership choices preferred by female leaders in Kazakhstan, Sweden and the United States of America. The results of the study show that all respondents (1) value the same leadership traits; (2) recognize the importance of mentorship; (3) share the same opinion about what is the most common mistake that can derail a leader's career and (4) face the same challenges at the workplace. The study revealed differences in following categories: (1) family-work balance issue; (2) conflicts at the workplace; (3) leadership development practices; (4) choosing among equally - qualified candidates. Since the entire Central Asian region is largely overlooked in cultural analysis of managerial styles, I also suggest an original cultural metaphor for Kazakhstan and an original dimensional analysis of Kazakh culture. I also argue that leadership choices develop and transform over the time adjusting to the changes of the social reality.