Diss. Stockholm : Handelshögskolan, 1995

Competition for resources plays an important role in natural selection, creating winners and losers. Winners become socially dominant, obtain resources and so increase their fitness at the expense of losers. Provided they are heritable, phenotypic traits promoting competitive success will be inherited by subsequent generations. Thus, while resource dependent traits (e.g. growth) that rely on competitive outcomes are widely recognised as being under strong selection, this is also likely to be the case for those traits that determine competitive ability and social dominance. In addition, competition is expected to be an important source of stress, for example, harassment of subordinates by dominant individuals. Consequently individual fitness may depend not only on the ability to win resources, but also on the ability to cope with stress. This thesis proposes that social dominance is not just a simple consequence of body size or weaponry, but rather that the interplay between growth, repeatable behavioural characteristics (i.e. personality), and the ability to cope with social and environmental stressors are equally important factors. Thus the dynamic of dominance arises, a model that highlights the expectation of complex relationships between traits causal and consequent to social dominance. Here, empirical studies of Xiphophorus sp. are used to test each element in the model. First the concept of individual personality is explored, asking to what extent it is really stable over long periods of time (equivalent to lifespans). Next, the links between behaviour, physiological stress and contest outcome are considered and, using a repeated measures approach, the hypothesis that individuals differ in stress coping style is evaluated. Finally, using a quantitative genetic approach the additive genetic variance-covariance matrix (G) is estimated between behavioural and life history traits under experimentally manipulated levels of competition. In this way the contribution of genetic and environmental effects to the patterns of trait (co)variation that make up the dynamic of dominance is assessed.

This research investigated the causes of behavioural difficulties among family businessers in two studies. Study one adapted the evolutionary theory of the firm to the family business context in an empirical study that involved 370 family businessers from 46 families. The study found that: (1) stakeholder cohorts within the family (employed by the business versus not employed by the business; owners of stock versus non stock owners; related to founder versus not related; male versus female) were significantly divided on business direction and planning, the introduction of new routines to the business and various roles, habits, norms and codes that made up the collective knowledge base of the firm; (2) the founding generation reported significantly higher levels of individualism and self-belief than second and third generation family businessers; and (3) the founding generation differed significantly to the third (but not the second) generation on business direction and planning related matters.The second study was a single case design study involving two second-generation family businessers and one third-generation family businesser from three separate family businesses. Using the Skinnerian theory-based technique of functional assessment and the recently formulated Valued Outcomes Analysis (VOA) each individual’s behaviour was analyzed after an initial interview. From this analysis, causes of behaviour were derived and presented to each participant with suggestions for behaviour change. As a result of adopting the suggestions, each individual reported improved functioning at a second interview conducted after a five-week lapse. It was found that individual functioning in family business could be improved by establishing (1) the function of the behaviour, and (2) the valued outcomes that drive the behaviour. The findings of the two studies are linked, limitations of the research are addressed and future projects discussed.

This research investigated the causes of behavioural difficulties among family businessers in two studies. Study one adapted the evolutionary theory of the firm to the family business context in an empirical study that involved 370 family businessers from 46 families. The study found that: (1) stakeholder cohorts within the family (employed by the business versus not employed by the business; owners of stock versus non stock owners; related to founder versus not related; male versus female) were significantly divided on business direction and planning, the introduction of new routines to the business and various roles, habits, norms and codes that made up the collective knowledge base of the firm; (2) the founding generation reported significantly higher levels of individualism and self-belief than second and third generation family businessers; and (3) the founding generation differed significantly to the third (but not the second) generation on business direction and planning related matters.The second study was a single case design study involving two second-generation family businessers and one third-generation family businesser from three separate family businesses. Using the Skinnerian theory-based technique of functional assessment and the recently formulated Valued Outcomes Analysis (VOA) each individual’s behaviour was analyzed after an initial interview. From this analysis, causes of behaviour were derived and presented to each participant with suggestions for behaviour change. As a result of adopting the suggestions, each individual reported improved functioning at a second interview conducted after a five-week lapse. It was found that individual functioning in family business could be improved by establishing (1) the function of the behaviour, and (2) the valued outcomes that drive the behaviour. The findings of the two studies are linked, limitations of the research are addressed and future projects discussed.

The comprehension of how job satisfaction impacts employee performance is of utmost importance to an organisation. If the relationship between job satisfaction and job performance could be better understood, managers could manipulate the variables to increase job satisfaction which will in turn lead to better performance of the company. Both a theoretical and an empirical analysis were applied in this study. The quantitative research design was followed using a standardised questionnaire as measuring instrument. The questionnaire was handed to 56 employees targeted by a cross-sectional survey which was spread across all 8 departments of the company. The Pearson Correlation Coefficient was used to indicate the relationships between the variables. Company policies and practises were found to be the factor that was most significantly related to job satisfaction and job performance. Motivation and personal development was the performance factor that was most significantly related to general satisfaction and total performance. A strong positive relationship between job satisfaction and job performance was confirmed, which indicated that the more satisfied employees are the better they will perform. / MBA, North-West University, Potchefstroom Campus, 2015

The comprehension of how job satisfaction impacts employee performance is of utmost importance to an organisation. If the relationship between job satisfaction and job performance could be better understood, managers could manipulate the variables to increase job satisfaction which will in turn lead to better performance of the company. Both a theoretical and an empirical analysis were applied in this study. The quantitative research design was followed using a standardised questionnaire as measuring instrument. The questionnaire was handed to 56 employees targeted by a cross-sectional survey which was spread across all 8 departments of the company. The Pearson Correlation Coefficient was used to indicate the relationships between the variables. Company policies and practises were found to be the factor that was most significantly related to job satisfaction and job performance. Motivation and personal development was the performance factor that was most significantly related to general satisfaction and total performance. A strong positive relationship between job satisfaction and job performance was confirmed, which indicated that the more satisfied employees are the better they will perform. / MBA, North-West University, Potchefstroom Campus, 2015

Företagens konkurrenskraft beror allt mer på förmågan att attrahera, tillvarata och utveckla de mänskliga resurserna. Hur kan då arbetets organisation förändras för att åstadkomma delaktighet, kompetensutveckling och lärande? En del av detta handlar om att hitta, ge utrymme för, stödja och utveckla eldsjälar. Eldsjälar är personer som engagerar sig starkt i en verksamhet. De drivs av brinnande entusiasm. I företag och organisationer spelar eldsjälar ofta en avgörande roll för förändring och förnyelse. Det gäller inte minst i utvecklingsarbeten som berör arbetets organisation. Men vad gör egentligen eldsjälar i ett arbetsorganisatoriskt utvecklingsarbete? Vilka problem möter de? Varför engagerar de sig? Varför agerar de som de gör? Kan de lära av sina erfarenheter och vidareutvecklas som eldsjälar? Denna avhandling redovisar resultaten av en studie av eldsjälar och deras insatser. De eldsjälar som har studerats var huvudaktörer i försök med nya sätt att organisera arbetet i början av 1970-talet. I boken identifieras två grundläggande dilemman som eldsjälar måste hantera för att utvecklingsarbete ska leda till förändring och lärande. De handlingsmöjligheter eldsjälar har, beskrivs i termer av fyra metoder för aktörsskap. I avhandlingen diskuteras hur eldsjälar kan vidareutveckla sitt agerande och sin kompetens för att åstadkomma arbetsorganisatorisk utveckling. För personer som på olika sätt är involverade i organisatoriskt utvecklingsarbete erbjuder avhandlingen både praktisk och teoretisk vägledning. Avhandlingen är av speciellt intresse för chefer, fackliga företrädare, aktionsforskare, konsulter samt personer sysselsatta med personal-, organisations- och utbildningsfrågor. / <p>Diss. Stockholm : Handelshögskolan, 1988</p>

The purpose of this research is to explore individual behaviour towards authority. The psychodynamic and phenomenological paradigms are used. Unstructured interviews, conducted on five female consultants, produced themes that provide possible insight into individual behaviour towards authority. These themes were; 'daddy and mommy's little girl', need for attention, approval, to not disappoint and sibling rivalry; anxiety and the use of defense mechanisms; conditions for acceptance and/or comfort; dependency for support; clear and/or rigid boundaries; split in experience towards authority; fear of authority; power struggle; and counterdependency. These themes suggest that individual's project and transfer feelings, fantasies, expectations and wishes of their experiences with their parents, their earliest authority figures, onto other authority figures, for example, their managers. The hypothesis generated was "past experiences with authority figures influences individual experiences and hence behaviour towards present authority figures". / Psychology / M.A. (Industrial Psychology)

The purpose of this research is to explore individual behaviour towards authority. The psychodynamic and phenomenological paradigms are used. Unstructured interviews, conducted on five female consultants, produced themes that provide possible insight into individual behaviour towards authority. These themes were; 'daddy and mommy's little girl', need for attention, approval, to not disappoint and sibling rivalry; anxiety and the use of defense mechanisms; conditions for acceptance and/or comfort; dependency for support; clear and/or rigid boundaries; split in experience towards authority; fear of authority; power struggle; and counterdependency. These themes suggest that individual's project and transfer feelings, fantasies, expectations and wishes of their experiences with their parents, their earliest authority figures, onto other authority figures, for example, their managers. The hypothesis generated was "past experiences with authority figures influences individual experiences and hence behaviour towards present authority figures". / Psychology / M.A. (Industrial Psychology)

The dissertation is about employees' behaviour in the middle-sized organization. The theoretical part at first focus on individual behaviour and influences that determine this behaviour in the organization. The next theoretical part is focused on the group behaviour, working relationships and mentioned also the role of the manager. The Practical part analyses the chosen organization, where the survey was made and comes with the conclusions for the management and the organization.