Žilvienė S. ir Ežerskienė O. AB „ Pieno žvaigždės“ filialo „Mažeikių pieninė“ logistinės sistemos įvertinimas ir jos tobulinimas: Vadybos Magistro baigiamasis darbas / mokslinis vadovas prof. A.Garalis; Šiaulių universitetas, Vadybos katedra. – Šiauliai, 2007. – 120 p. Magistro darbe analizuojama AB „ Pieno žvaigždės“ filialo „Mažeikių pieninė“ logistikos sistema, išskiriama pagrindinė logistinės sistemos įvertinimo ir tobulinimo problema. Nagrinėjama įvairių Lietuvos ir užsienio autorių literatūra apie logistikos sistemas, analizuojamos pagrindinės logistikos sistemos sąvokos. Atlikta AB „ Pieno ��vaigždės“ filialo „Mažeikių pieninė“ logistinės sistemos SSGG analizė, aplinkos vidinei ir išorinei įmonės analizei ištirti sudarytos anketos, nagrinėjami įmonės dokumentai pagal pasirinktą temą. Gauti rezultatai patvirtina suformuluotą mokslinio tyrimo hipotezę, kad jei įmonės logistikos sistema yra tinkamai sutvarkyta, tai ji suteikia daug geresnį ir greitesnį vartotojų aptarnavimo lygį, siekiant konkurencinio pranašumo. Pateiktomis išvadomis ir pasiūlymais galės pasinaudoti AB „Pieno žvaigždės“ filialo „Mažeikių pieninė“ logistikos skyriaus vadovybė, bei kitos panašaus pobūdžio įmones. / Žilvienė S. ir Ežerskienė O. Subsidiary of AB „ Pieno žvaigždės“evaluation of „Mažeikių pieninė“ logistic system and it’s improvement: final work of a post-graduate in management / scientific prof. A.Garalis; Šiauliai university, Chair of Management. – Šiauliai, 2007. – 120 p. AB „ Pieno žvaigždės“ filialo „Mažeikių pieninė“ logistinės sistemos įvertinimas ir jos tobulinimas: Vadybos Magistro baigiamasis darbas / mokslinis vadovas prof. A.Garalis; Šiaulių universitetas, Vadybos katedra. – Šiauliai, 2007. – 120 p. Master‘s study work presents the analysis of logistics system in AB „Pieno žvaigždės“ branch „Mažeikių pieninė“ and makes out the main problem of evaluation and development of it. The work analyses the literature of various Lithuanian and foreign authors about logistics systems and main concepts of logistics systems. The analysis of AB „Pieno žvaigždės“ branch „Mažeikių pieninė“ logistics system SSGG has been done; questionnaires for analyzing internal and outer settings of a company have been done; analysis of company’s documents due to chosen theme has been done. The results confirm the hypothesis of formulated scientific inquiry that if company’s logistics system is rightly ordered it gives much better and quicker consumer’s service on purpose to seek competitive advantages. Conclusions and offers can be used by heads of Logistics Dept. in AB „Pieno žvaigždės“ branch „Mažeikių pieninė“ and other similar companies.

The motivation for this study was to increase the knowledge of foodservice personnel in mass food production in the foodservice area in which they work and by doing so, increasing their productivity. Training is often used to improve productivity and is seen as the answer to many productivity problems. Training and productivity improvement go hand in hand. Little research has been done on training and productivity in mass food production. The main objective of this study was to investigate the impact of training on the productivity of workers in mass food production by means of questionnaires. Firstly, the training needs of the workers were investigated. Secondly, training was given as needed and thirdly, follow-up questionnaires were completed to determine the impact of training. The training needs of the target group were firstly determined by means of questionnaires. The training material was then compiled from information obtained in the questionnaires. Training was given in the form of a lecture. Follow-up questionnaires were completed two and four months after training. The practical significance of the training was determined by comparing the answers of the sets of questionnaires with each other. Results: The workers' knowledge increased by 55% (supervisors), 33% (cleaners), 20% (foodservice aids) and 6.25% (cooks) after having received training. These results show that training will only be of practical significance to the supervisors when it is presented in the same circumstances as in the study. Conclusions: Training, with productivity improvement in mind, must be presented in an effective and meaningful manner to have a significant impact on the knowledge of foodservice workers. The environment, type of worker, management's involvement as well as the type of training, motivation of the worker, correct training material and whether the training will make a difference, must be taken into consideration when planning training for foodservice workers. / Thesis (M.Sc. (Dietetics))--North-West University, Potchefstroom Campus, 2005.

This study investigates the relationship between built heritage resources in community improvement projects and social, cultural and economic integrity within their geographical boundaries. These projects are concerned specifically with initiatives that strive to boost the local economy by improving aspects the built environment. These renewal projects often focus on street beautification, individual community-based culture and visually pleasing architecture which draw pedestrians, customers, tourists and businesses. More importantly, these projects are meant to give the community the opportunity to improve their properties and as a result, improve the quality of life. This study focuses on three Business Improvement Areas in the City of Hamilton, Ontario as a case study. Hamilton’s long-standing dependence on the steel industry has created its widely-recognised identity as a blue-collar town. Hamilton’s built landscape reflects this identity with numerous industrial buildings and workers housing which dominates large sections of the inner-city and shoreline. However, the end of the 20th century marked a change from an industrial-based economy, to a knowledge and technology-based economy. This translated into a built landscape in need of renewal and improvement in order to accommodate new use. Some parts of Hamilton are currently feeling the effects of urban decline, where vacancy and poorly maintained urban areas are forming a cyclical relationship between social problems, such as crime and poverty (Milgrim, 2010). Fortunately, Hamilton’s previous success in the steel industry resulted in an urban landscape full of unique old historic buildings. These buildings can be used in creating a renewed urban landscape with an authentic identity that is true to Hamilton’s history and cultural identity. Recognising this, the City of Hamilton initiated several financial incentives and grant programs in order to help the community break the cycle of community degeneration and improve the built landscape. While Hamilton has issued reports outlining its economic contributions, no studies have been conducted in order to understand how these financial incentive programs are affecting communities economically, socially and culturally in relation to the historic built landscape. Therefore, this study investigates the relationship between Hamilton’s Business Improvement Areas and the state of economic, social and cultural integrity, paying special attention to its built heritage resources. This study includes both primary and secondary data. Primary data includes a building condition and use survey, business-mail in surveys, key stakeholder interviews, and observational research. Secondary includes (but is not limited to) market evaluations from the City of Hamilton that specifically relate to the three selected Business Improvement Areas. This study ultimately concluded that the International Village Business Improvement Area compared to the Downtown Hamilton Business Improvement Area and the Barton Village Business Improvement Area had the highest scores for economic, social, and cultural integrity. It also concluded that the Barton Village Business Improvement area had the lowest scores for economic, social, and cultural integrity.

This study investigates the relationship between built heritage resources in community improvement projects and social, cultural and economic integrity within their geographical boundaries. These projects are concerned specifically with initiatives that strive to boost the local economy by improving aspects the built environment. These renewal projects often focus on street beautification, individual community-based culture and visually pleasing architecture which draw pedestrians, customers, tourists and businesses. More importantly, these projects are meant to give the community the opportunity to improve their properties and as a result, improve the quality of life. This study focuses on three Business Improvement Areas in the City of Hamilton, Ontario as a case study. Hamilton’s long-standing dependence on the steel industry has created its widely-recognised identity as a blue-collar town. Hamilton’s built landscape reflects this identity with numerous industrial buildings and workers housing which dominates large sections of the inner-city and shoreline. However, the end of the 20th century marked a change from an industrial-based economy, to a knowledge and technology-based economy. This translated into a built landscape in need of renewal and improvement in order to accommodate new use. Some parts of Hamilton are currently feeling the effects of urban decline, where vacancy and poorly maintained urban areas are forming a cyclical relationship between social problems, such as crime and poverty (Milgrim, 2010). Fortunately, Hamilton’s previous success in the steel industry resulted in an urban landscape full of unique old historic buildings. These buildings can be used in creating a renewed urban landscape with an authentic identity that is true to Hamilton’s history and cultural identity. Recognising this, the City of Hamilton initiated several financial incentives and grant programs in order to help the community break the cycle of community degeneration and improve the built landscape. While Hamilton has issued reports outlining its economic contributions, no studies have been conducted in order to understand how these financial incentive programs are affecting communities economically, socially and culturally in relation to the historic built landscape. Therefore, this study investigates the relationship between Hamilton’s Business Improvement Areas and the state of economic, social and cultural integrity, paying special attention to its built heritage resources. This study includes both primary and secondary data. Primary data includes a building condition and use survey, business-mail in surveys, key stakeholder interviews, and observational research. Secondary includes (but is not limited to) market evaluations from the City of Hamilton that specifically relate to the three selected Business Improvement Areas. This study ultimately concluded that the International Village Business Improvement Area compared to the Downtown Hamilton Business Improvement Area and the Barton Village Business Improvement Area had the highest scores for economic, social, and cultural integrity. It also concluded that the Barton Village Business Improvement area had the lowest scores for economic, social, and cultural integrity.

The purpose of this study was to research the role the development appraisal teams, namely the staff development team and development support group play in developing educators in schools. The objectives of this study were to understand the problems or challenges faced by schools in developing educators. Provide training for the School Management Team, Development Support Group and Staff Development Team to enable them to perform their roles of educator development. Evaluate and monitor the development appraisal system and educator development. The literature reviewed for this study examines key concepts of appraisal across the globe that would help me understand the South African educator appraisal system and critically evaluate it. This was done by firstly, looking at the following concepts in both business and education: performance management, performance related pay and staff development. Secondly, educator appraisal systems of a few countries are examined, to establish the background and purpose of educator development appraisal in those countries. Why such appraisal systems were introduced? What effect they had on educator development and school improvement? The study also looks at the challenges those countries faced in the implementation of educator developmental appraisal and how they dealt with those challenges. Thirdly, the guiding principles of the South African developmental appraisal system and the processes of the development appraisal were researched to compare with existing practises at the research sites. Furthermore the study explored the role and responsibilities of developmental appraisal teams, namely the Development Support Groups (DSG), the Staff Development Team (SDT) and the School’s Management Team (SMT), to establish how these teams’ contribute to educator development. The methodology used in this study is qualitative in nature. The study takes the form of a case study of 2 schools in the Pinetown district. Semi-structured interviews were conducted with 5 participants from each school. The findings and recommendations of this study reveal 3 strategies that are needed to give schools the support to overcome their difficulties. Firstly, develop strategies to support the development appraisal system at schools. This can be done by developing training mechanisms at schools to train school management teams, staff development teams and development support groups to enable these teams to perform their developmental roles. Secondly, develop strategies to evaluate and monitor the development appraisal system. This can be done by empowering all school’s management teams and staff development teams to be able to monitor and moderate all evaluations taking place during a cycle and asking for documents that support or justify each assessment. Finally, develop strategies to compensate for the challenges faced by each school, based on each school’s context. This can be done by assessing each school’s context prior to assessment being conducted and factoring these contextual issues into each of that school’s educator’s scores. / Thesis (M.Ed.)-University of KwaZulu-Natal, Durban, 2009.

Arbetsminnet är en viktig funktion för människans kognitiva förmåga. Tidigare forskning har visat det finns flera faktorer som kan påverka arbetsminnets kapacitet, ett exempel är inlärning. Den aktuella studien undersöker om om det finns ett samband med att studera på högskola och att förbättra sin arbetsminneskapacitet. I studien deltog 82 ekonomistuderanden varav 42 studeranden från andra terminen och 40 från sjätte terminen. Ett nätbaserat arbetsminnestest visade att det var en signifikant skillnad i arbetsminneskapaciteten (antalet ihågkomna ord) från andra till sjätte terminen. Det visade sig även att motivationen hade en tendens att vara högre att klara testet i sjätte terminen än i andra. Studien kan bidra till vidareforskning om en högre utbildnings effekt på olika faktorer som är förknippade med kognition.

The motivation for this study was to increase the knowledge of foodservice personnel in mass food production in the foodservice area in which they work and by doing so, increasing their productivity. Training is often used to improve productivity and is seen as the answer to many productivity problems. Training and productivity improvement go hand in hand. Little research has been done on training and productivity in mass food production. The main objective of this study was to investigate the impact of training on the productivity of workers in mass food production by means of questionnaires. Firstly, the training needs of the workers were investigated. Secondly, training was given as needed and thirdly, follow-up questionnaires were completed to determine the impact of training. The training needs of the target group were firstly determined by means of questionnaires. The training material was then compiled from information obtained in the questionnaires. Training was given in the form of a lecture. Follow-up questionnaires were completed two and four months after training. The practical significance of the training was determined by comparing the answers of the sets of questionnaires with each other. Results: The workers' knowledge increased by 55% (supervisors), 33% (cleaners), 20% (foodservice aids) and 6.25% (cooks) after having received training. These results show that training will only be of practical significance to the supervisors when it is presented in the same circumstances as in the study. Conclusions: Training, with productivity improvement in mind, must be presented in an effective and meaningful manner to have a significant impact on the knowledge of foodservice workers. The environment, type of worker, management's involvement as well as the type of training, motivation of the worker, correct training material and whether the training will make a difference, must be taken into consideration when planning training for foodservice workers. / Thesis (M.Sc. (Dietetics))--North-West University, Potchefstroom Campus, 2005.

In this study, a tool is developed for determining priorities of quality improvement activities for manufacturing operations, for the purposes of both quality and throughput improvement. This tool utilizes Quality Function Deployment (QFD), Theory of Constraints (TOC), Statistical Process Control (SPC) and Failure Mode and Effects Analysis (FMEA) methodologies. The use of the tool is demonstrated on an example problem. The results obtained under different experimental conditions are compared with solutions of more popular, simple decision-making measures, and the optimal solutions obtained from a mathematical model. The analysis shows that the proposed tool gives close solutions to optimal, and it can easily be applied in a typical manufacturing setting. This study also demonstrates how various different methodologies can be integrated for the purposes of quality and throughput improvement in shorter times.

Turkey has lived an awakening after the earthquakes of 17 August 1996 in Marmara and 12 November 1999 in D&uuml / zce. Turkey has paid the cost of a delayed awakening with the loss of approximately 45,000 citizens and 20 billion dollars. Turkey, which is located on active seismic fault lines, has previously encountered such destructive earthquakes but necessary measures have not been taken due to the previous earthquakes not striking the large metropolis and industrial zones, lower losses in terms of lives and property, and lack of interest of the media in terms of the issue. The importance and necessity of building inspection could only be realized after said disaster. Subsequently, the Ministry has worked like a factory producing laws, regulations and decrees having the force of law and has implemented numerous practices in a rush. Said practices containing the post-earthquake haste and reactive approaches are currently still being discussed and could only be regulated within a period of 2-3 years. This study will examine the building inspection system, which has been applied in Turkey prior to the earthquakes of 1999, which are considered as a sad turning point, and the laws and applications related with thereof. Subsequently, the building inspection practices of certain countries, unions and international legislations will be discussed in order to provide for examination and comparison of the laws, regulations and practices, enacted by the Ministry after 1999, at international level. The study will be concluded with the examination of the building inspection systems recommended after the year 1999, study of the inefficient aspects and recommendation of specific solutions.

Background Leadership is the process of directing the behaviour of others toward the accomplishment of some common objectives. Leadership is influencing people to get things done to a standard and quality above their norm - and doing it willingly. Leading others is not simply a matter of style, or following some how-to guides or recipes. Ineffectiveness of leaders seldom results from a lack of know-how or how-to, nor is it typically due to inadequate managerial skills. Leadership is even not about creating a great vision. It is about creating conditions under which all your followers can perform independently and effectively toward a common objective. Leadership is also a never ending process of self-studies with the purpose to know yourself and your behaviour as individual and in a group better. Understanding group dynamics is essential in order to inspire employees into higher levels of teamwork. It could be argued that for any improvement, leadership forms the main resource basis on which success of change relies. Gotland University has during several years carried out well frequented distance courses in leadership. The typical student is a person with a degree working in some organisation, often in a managerial position. Course assessments have indicated appreciation and a high level of student satisfaction. Purpose The question is if leadership theories and methodologies learnt really are put into use when the course is finished. The main purpose of this research is to explore how current leadership teaching is transferred into practical use in organisations. Another purpose is to see how current management attitudes correspond with the main theories. The results will help to improve the understanding of the practical relevance of different parts of leadership theory. Additionally the role of pedagogy and contextual factors when putting leadership theory into practise are highlighted. Methodology/Approach An alumni database for former students is used for sending a questionnaire asking for the relevance of different topics. Focus is on seeing what parts of theory have been used and to what extent. Based on the first results from the questionnaire a number of interviews are carried out to find out more detailed areas of improvement relating both to what theory to focus on and how to learn. Additionally randomly chosen written reports from courses are used to identify current managerial behaviour. Findings Preliminary findings indicate that theories are being used, but that there is improvement potential (study is still in progress). Limitations The study is limited to the theories used in the current courses. Students are practically all mature students already working. Value Leadership is a practical issue and it is important to know that what is taught is relevant and that it is being used. This paper gives a good indication of the practical relevance of important parts of current leadership theory.