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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.

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.

Thesis (MTech(Human Resources Management))--Cape Technikon, Cape Town, 1996 / Even though performance appraisal is used in most South African organisations, the information acquired is often not used for the purpose to which it pertains, i.e. improving work performance and identifying career, promotion and development opportunities. The former, together with the lack of formal post structures and goal orientated career plans when appointments are made, often results in secretarial personnel (especially executive secretaries and personal assistants) never receiving the necessary acknowledgement in spite of their training, competence and experience. This group of employees plays a very important support- , ing role at all levels of management; yet they are often overlooked for promotion to lower and middle management levels, despite the crucial shortage of people with high level skills. Since the largest percentage of these employees are women, they experience even more discrimination because of their gender. In the first place this investigation attempted to establish to what degree secretarial personnel's performance is appraised and to what end the results are employed. Secondly, an attempt was made to determine the degree to which the enterprises involved in the investigation have established career programmes and whether the results obtained from performance appraisals are used as criterion for promotion and career planning. Furthermore, the obstacles in the way of the development and promotion of secretarial personnel were investigated. At the same time the degree of discrimination against women in management positions was surveyed. As background to the investigation, a comprehensive literature review was conducted.

\"Geração Y\" é um tema que vem ganhando cada vez mais espaço no contexto organizacional. Com a entrada dos jovens desta geração nas empresas as discussões sobre este assunto vêm ganhando cada vez mais atenção. No entanto, existem poucos trabalhos acadêmicos publicados sobre esta questão. Em função disto, este trabalho é um estudo exploratóriodescritivo que tem por objetivo apresentar as principais características dos jovens da Geração Y que atuam em organizações complexas e apontar como os gestores conduzem estes jovens no cotidiano, aproveitando os pontos positivos e administrando as características não desejadas. Para isto, buscou-se analisar as habilidades do gestor como desenvolvedor de pessoas e o papel das ferramentas de gestão de pessoas disponibilizadas pela organização nesta condução. É importante delimitar o estudo à Geração Y que atua em organizações complexas, pois em função da desigualdade social e educacional observada em nosso país. Não é possível dizer que os resultados deste estudo abranjam todos os jovens classificados como Geração Y. Trata-se de uma pesquisa qualitativa que consultou 12 organizações e abordou 19 entrevistados, abordados a partir de um roteiro semiestruturado. Durante as entrevistas, aproveitou-se para observar o ambiente de trabalho, com intuito de trazer informações adicionais para a pesquisa. Além da visão geral, o autor segmentou as empresas participantes por setor para verificar a existência de alinhamento de características que se destacam em função da especificidade do setor. As análises das entrevistas indicam que é fundamental as organizações possuírem ferramentas e ações estruturadas de Gestão de Pessoas, pois estas apoiaram os gestores na condução dos profissionais, principalmente, os da Geração Y. Além disto, a pesquisa fala da importância do gestor atuar como \"Gestor de Pessoas\" conduzindo a equipe de forma a alinhar as expectativas da organização às dos jovens profissionais. / \"Generation Y\" is a theme that is gaining more space in the organizational context. With the entry of the young people from this generation in these companies the discussions on this subject have been gaining increasing attention. However, there are few published academic papers on this issue. Because of this, this work is an exploratory descriptive study that aims to present the main characteristics of young people of Generation Y who work in complex organizations and appoint how the managers lead these young people in everyday life, taking advantage of the strengths and managing features not you want. For this, we sought to analyze the manager\'s skill as a developer of people and the role of people management tools available for organizing this drive. It is important to delimit the study to Generation Y which operates in complex organizations, as a function of social and educational inequality observed in our country. It is not possible to say that the results of this study cover all young people classified as Generation Y. It is a qualitative study which consulted 12 organizations and 19 respondents, approached from a semi-structured script. During the interviews, used to observe the work environment, aiming to provide additional information for the research. In addition to the overview, the author segmented the companies by industry participants to check the alignment of features that stand out to the specific sector. The analysis of the interviews indicate that is critical to these organizations possess tools and structured actions of Personnel Management, as they supported the managers in the conduct of professionals, especially those of Generation Y. Furthermore, the research speaks of the importance of the manager to act as \"Manager People\" leading the team to align the organization to the expectations of young professionals.

Magister Administrationis - MAdmin / This exploratory study seeks to critically explore human resources development with regard to the career needs and stages of the Namibian Police (NAMPOL). Documents were perused on the issue of the current human resources development and its relevancy to the training and development within the Namibian Police. Questionnaires were completed by a representative sample of NAMPOL officials from different departments of the police. Interviews were also conducted with selected officials on training and development of personnel. Recommendations are given as a model for improving the Namibian Police human resources development system as an effective training and capacity building system for members of the police force to perform their tasks effectively. / South Africa

This study examined the effectiveness of intelligent tutoring system instruction, grounded in John Anderson's ACT theory of cognition, on the achievement and attitude of developmental mathematics students in the community college setting. The quasi-experimental research used a pretest-posttest control group design. The dependent variables were problem solving achievement, overall achievement, and attitude towards mathematics. The independent variable was instructional method. Four intact classes and two instructors participated in the study for one semester. Two classes (n = 35) served as experimental groups; they received six lessons with real-world problems using intelligent tutoring system instruction. The other two classes (n = 24) served as control groups; they received six lessons with real-world problems using traditional instruction including graphing calculator support. It was hypothesized that students taught problem solving using the intelligent tutoring system would achieve more on the dependent variables than students taught without the intelligent tutoring system. Posttest mean scores for one teacher produced a significant difference in overall achievement for the experimental group. The same teacher had higher means, not significantly, for the experimental group in problem solving achievement. The study did not indicate a significant difference in attitude mean scores. It was concluded that using an intelligent tutoring system in problem solving instruction may impact student's overall mathematics achievement and problem solving achievement. Other factors must be considered, such as the teacher's classroom experience, the teacher's experience with the intelligent tutoring system, trained technical support, and trained student support; as well as student learning styles, motivation, and overall mathematics ability.

Five models delineating the person-situation fit controversy were developed and tested. Hypotheses were tested to determine the linkages between vision congruence, empowerment, locus of control, job satisfaction, organizational commitment, and employee performance. Vision was defined as a mental image of a possible and desirable future state of the organization. Data were collected from 213 employees in a major flower import company. Participants were from various organizational levels and ethnic backgrounds. The data collection procedure consisted of three parts. First, a profile analysis instrument was used which was developed employing a Q-sort based technique, to measure the vision congruence between the CEO and each employee. Second, employees completed a survey instrument which included scales measuring empowerment, locus of control, job satisfaction, organizational commitment, and social desirability. Third, supervisor performance ratings were gathered from employee files. Data analysis consisted of using Kendall's tau to measure the correlation between CEO's and each employee's vision. Path analyses were conducted using the EQS structural equation program to test five theoretical models for goodness-of-fit. Regression analysis was employed to test whether locus of control acted as a moderator variable. The results showed that vision congruence is significantly related to job satisfaction and employee commitment, and perceived empowerment acts as an intervening variable affecting employee outcomes. The study also found that people with an internal locus of control were more likely to feel empowered than were those with external beliefs. Implications of these findings for both researchers and practitioners are discussed and suggestions for future research directions are provided.

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