張珣. / "2011年7月" / "2011 nian 7 yue" / Thesis (M.Phil.)--Chinese University of Hong Kong, 2011. / Includes bibliographical references (leaves 80-83). / Abstracts in Chinese and English. / Zhang Xun. / Chapter 一、 --- 引言 --- p.1 / Chapter 二、 --- 文献综述 --- p.7 / Chapter （一） --- 早期对职业群体的研究及其问题 --- p.7 / Chapter （二） --- 在工作场所职业群体对工作的组织与控制 --- p.9 / Chapter （三） --- 科层制与职业化 --- p.18 / Chapter （四） --- 国家与职业化 --- p.21 / Chapter 三、 --- 研究方法及样本 --- p.24 / Chapter 四、 --- 中国职业经理人的管辖权控制及其影响因素分析 --- p.26 / Chapter （一） --- 中国职业经理人在工作场所的管辖权控制 --- p.27 / Chapter 1. --- 日常工作 --- p.29 / Chapter 1) --- 日常工作中控制工作管辖权的现状 --- p.29 / Chapter 2) --- 保护及争夺工作管辖权的策略 --- p.32 / Chapter 2. --- 工作中的人际互动 --- p.40 / Chapter 1) --- 职业间的互动 --- p.41 / Chapter A. --- 与客˘″的互动 --- p.41 / Chapter B. --- 与资本所有者的互动 --- p.42 / Chapter C. --- 与其他非经理人群体的互动 --- p.44 / Chapter 2) --- 职业内的互动 --- p.46 / Chapter 3. --- 职业发展路径 --- p.47 / Chapter 1) --- 进入门槛 --- p.48 / Chapter 2) --- 职业培训及认证 --- p.52 / Chapter 3) --- 职业流动 --- p.55 / Chapter （二） --- 中国职业经理人管辖权控制的差异性 --- p.58 / Chapter 1. --- 影响因素一:科层制 --- p.60 / Chapter 2. --- 影响因素二:国家 --- p.68 / Chapter 五、 --- 结语 --- p.75 / 参考文献 --- p.80

Thesis (Ph.D.)--Drexel University, 2009. / Includes abstract. Includes bibliographical references (leaves 192-209).

Thesis--PlanB (M.S.)--University of Wisconsin--Stout, 2001. / Includes bibliographical references.

Thesis (Ph.D.) -- University of Texas at Arlington, 2008.

Thesis (M.A.)--Universitas Sriwijaya. / Includes bibliographical references (leaves 114-116).

This study is designed to explore and examine the various aspects of management attitudes, beliefs, and business culture on the West Bank. It investigates top managers personal, organisational and societal background. Within this general framework, the study aims to investigate the various aspects such as: managers characteristics, exogenous and endogenous pressures facing managers, attributes expected of managers, managers way of obtaining their present jobs. Their decision making styles, ways of handling functional problems, managers view of an ideal employee, managers nervousness, managers attitudes towards time, life insurance, mediation, nepotism, bribes, the employment of women, customs and traditions, an increase in business automation and technology, and attitudes towards jobs and various managerial functions and themes. Moreover, this study aims to explore the role of women as managers in the West Bank as well as to examine respondents needs and need satisfaction. A comparison of the major findings with other findings of relevant research will also be drawn in this study. It is believed that in order to understand managers attitudes, beliefs and behaviour, one should first understand the background which created such attitudes and beliefs. As a result the researcher opened this study with a general overview of the West Bank environment. The opening includes a discussion of the population and the geographical, historical, political, social, educational and economic environment in that region. The data for the research were gathered by interviewing a sample of l77 top Arab managers from 177 organisations in the West Bank. The average interviewing time was 40 minutes. All statistical analysis were perfonned using the statistical package for social sciences (SPSSx). The Chi-square test of association (X2)was perfonned so as to search for association between the various variables and questions. The Multivariate Discriminant Analysis (MDA) was also used for the attitudes and beliefs sections. Some of the outcomes emerging from the analysis include: 1. West Bank managers on average are highly educated 2. West Bank managers are working under enormous pressures and as a result over half of them sometimes feel nervous at work. 3. The majority of West Bank managers obtained their jobs through normal job placement methods. 4. The consultative style of decision making is the most pervasive style in the West Bank. S. Although the vast majority of West Bank managers believe that mediation, nepotism, and bribes are widely used in the West Bank, the vast majority of managers are against the use of such practices. 6. West Bank managers have a high appreciation of time and they also put a great deal of emphasis on communication and the importance of good relationships with employees. Yet the findings indicate that West Bank managers are not pro planning and forecasting. 7. As for women managers surveyed it was found that their major role in society is national and patriotic. 8. The majority of West Bank managers are pro change. They would like to see an increase in the number of working women, an increase in freedom from cultural customs and traditions and in increase in business automation and technology. 9. Although social need was considered the managers most important need, it was also found to be their most satisfied one. Finally, the study includes fruitful suggestions and recommendations for future research. All suggestions are aimed at enhancing the knowledge of West Bank management in particular and of human behaviour in the Arab and the business world in general.

This research project addresses the adoption of the Internet and implementation of webbased systems by quasi-governmental organisations responsible for the management of tourism in the small island developing states (SIDS) in the Eastern Caribbean. The key aspects of this work entail the examination oft the factors which impact upon the systems implementation process and IT-enabled organisational change, levels of Internet adoption and maturity, the extent to which the implementation of web-based systems and e-business activities are being conducted within a strategic framework and the impacts and outcomes of the e-business activities in the tourism sector in these islands. Four in-depth case studies were conducted and data collected from a wide range of sources, across five of the islands, focusing primarily on the National Tourist Offices - and the regional tourism body, the Caribbean Tourism Organisation. Several models were used to address the key aspects of this study. It was found that while Internet penetration is relatively high, most web sites and web-based systems still have a limited focus on basic information provision and communication, as opposed to distribution and transaction oriented activities. The web-based systems in the National Tourist Offices are, for the most part, not being implemented within a broader strategic framework. The central aspect of this work deals with the analysis of factors which impact upon the successful implementation of web-based systems. A conception-reality (CR) gap model was used in the assessment of the organisational context variables in the information systems implementation process. The most significant factors affecting the implementation of webbased systems, indicated by wide CR gaps, were: financing constraints, a low level of emphasis placed on these initiatives and the limited integration of IT with related business processes. A distinct `organisational lag' was noted between technological innovation and administrative or process innovations. The critical impact of the wide gap in levels of management understanding is also addressed. The technology gap was moderate, and narrow gap levels were found for communication and user participation, which correlated with narrow gaps for clarity of objectives, staff acceptance and motivation. The broader context of this work is the phenomenon often referred to as the `Digital Divide'. Based on the findings of this work, it is argued that the wide chasms between countries of the North and those of the South cannot be defined only, or indeed primarily, in `technological terms'. The utilization of the new information and communications technology (ICT), as a means of social and economic advancement in developing countries, clearly requires firstly, the successful adoption and implementation of the relevant technologies. The overriding focus, however, must be on bridging key dimensions of the `conception-reality' gap, of which `technology' is but one aspect. This would result in fundamental changes, at the individual, organisational and national levels, fostering greater levels of social and economic progress, as well as in the process, narrow the `digital divide'.

At the beginning of the 1980s Mexico's Federal Government decided to end the imports-substituting policy to join the General Agreement on Trade and Tariffs (GATT). As a result of the fast changes of the last decade in terms of international trade, Mexico's new policy rapidly evolve to one leading the country to a totally open economy. This situation moved Mexican companies towards the need to improve their competitiveness for survival. Because of the previous success of Japan in achieving an outstanding improvement on the quality of its products, most Mexican large industrial organisations have introduced TQM into their management systems. Since there was no previous knowledge on how to do that in Mexican organisations, they have had to follow the strategies used in other countries for this purpose. However, because some companies have reported some trouble in this endeavor, the initial objective of this thesis was to investigate if TQM has been useful, in terms of improving the satisfaction of stakeholders and company's profitability, for Mexican large industrial organisations. To probe the effectiveness of TQM in Mexican industry, a study was conducted on 82 large industrial organisations;7 1 (86.6%) of them reported the implementation of TQM on their management system. Initially, the degree of penetration of TQM was measured. For this purpose,a conceptual business management system as developed, incorporating in it the more popular quality management concepts or techniques, grouped in 7 sub-systems. Then the degree of TQM implementation as measured for each company and correlated to stakeholders' satisfaction and financial profitability. A good degree of correlation, given the sample size, was found between stakeholders' satisfaction and TQM (0.45), but not between this variable and the financial profitability reported by the companies investigated (0.04). However, the research found a significant correlation between the degree of implementation of some of the subsystems of the conceptual system and the profitability of certain sub-sectors of the industrial sector. For this reason, it was decided to analyse in a greater detail the strategies followed by organisations that showed a reasonable financial performance during the last four years. This analysis considered the influence of other internal and external non-TQM variables to succeed, financial speaking, in TQM implementation. As a result of the investigation, the thesis proposes a procedure for the design of a TQM system. This proposal is expected to increase the possibilities of a Mexican industrial organisation to improve its financial performance by an adequate in corporation of TQM into its management system.

This thesis traces the development of British workers' theatre in the period 1925 - 1935, focussing on the institution which eventually constituted itself as the Workers' Theatre Movement, and relating the particular character of this organisation to the nature of British theatre as a whole. Whereas previous studies have ascribed the weakness of this movement, to its political immaturity, or to its failure to make use of highly developed literary forms, the failings of the Workers' Theatre Movement are here related to the division within British theatre between "legitimate" and "variety" forms. The leaders of the Workers' Theatre Movement rejected the styles and subjects of the contemporary West End stage, but found themselves in a problematic relationship to popular theatre or variety forms, which they could not associate with the serious messages which they were trying to deliver. For this reason they looked to the workers' theatres of other countries for a formula by which they could make political theatre, but failed to take advantage of truly popular forms which would be more accessible to British workers. In addition, the Workers' Theatre Movement received little support, whether material or ideological, from the British Communist Party, which had not developed any conception of the importance of cultural issues in its political struggle. However, despite these disadvantages, the Workers' Theatre Movement did manage to produce work of some lasting value, and can beseen to have influenced later positive developments in British theatre.

Changes in the business environment have in recent years exceeded expectations and challenged the way organisations manage their businesses. Increased concentration in the marketplace following significant changes to the barriers to entry has resulted in organisations seeking to deliver competitive advantage in different ways. Some organisations have tried to strip away at non-core capabilities, redesign their processes and acquire competitors fiercely. Ultimately most of these changes have impacted the employees within the organisations. This systems science research explores the competency approach to employee management. It identifies the environmental changes that have led to such an approach including those within the field of Human Resource Management and discusses the impact of these changes on managing the performance of employees. The thesis explores the recent trend of adopting a competency strategy to concentrate employee behaviour on specific organisational capabilities. The research surveyed Human Resource directors in the UK to gauge their opinion of the difficulties and successes associated with adopting a competency strategy. A Systemic Competency Framework was developed which was initially validated with two case studies. The Systemic Competency Framework proposes a five-stage process that guides Human Resource practitioners through the design, implementation and management of a competency strategy both in an evaluative and design context.