Thesis (M.Tech.: Homoeopathy)-Dept. of Homoeopathy, Durban University of Technology, 2007 xvi, 236 leaves / The aim of this study was to shed light on the perceptions of third year medical students towards homoeopathy. Medical students represent the future health care professionals in our country, and their opinions about complementary health are very important. The data collected from the questionnaires provides valuable information towards increasing awareness and acceptance of homoeopathy amongst the medical fraternity.

Thesis (M.Tech.: Homoeopathy)-Dept. of Homoeopathy, Durban Institute of Technology, 2007 xxii, 250 leaves / This study aimed to assess the perceptions and career choices made by Technikon Witwatersrand Homoeopathy graduates from 1998 to 2004. It is noted that Technikon Witwatersrand (TWR) is now known as University of Johannesburg; however as the name change did not occur at the time of this study, this study refers to this institution as TWR throughout. The study was designed to investigate their demographic composition as well as aspects concerning career choices, the status of their practices and the reality of Homoeopathy being a viable and satisfactory career choice.

published_or_final_version / Business Administration / Master / Master of Business Administration

This mini-dissertation was submitted in partial compliance with the requirements for the Master's Degree in Technology: Homoeopathy, Durban Institute of Technology, 2007. / This study aimed to assess the perceptions and career choices made by Technikon Witwatersrand Homoeopathy graduates from 1998 to 2004. It is noted that Technikon Witwatersrand (TWR) is now known as University of Johannesburg; however as the name change did not occur at the time of this study, this study refers to this institution as TWR throughout. The study was designed to investigate their demographic composition as well as aspects concerning career choices, the status of their practices and the reality of Homoeopathy being a viable and satisfactory career choice. / M

Submitted in filfullment of the Masters of Technology: Homoeopathy, Durban University of Technology, 2007. / The aim of this study was to shed light on the perceptions of third year medical students towards homoeopathy. Medical students represent the future health care professionals in our country, and their opinions about complementary health are very important. The data collected from the questionnaires provides valuable information towards increasing awareness and acceptance of homoeopathy amongst the medical fraternity. / M

by Chan Kam-por, Ng Tat-lun. / Thesis (M.B.A.)--Chinese University of Hong Kong, 1981. / Bibliography: leaf 78.

Abstract For many years now, the base to Taiwan¡¦s economic development has been from the medium and little-sized business enterprises, but with the restrictions of domestic economic development, the rising costs of labor, and the intense competition of the international environment, many proprietors believe that for these enterprises to weather through another winter is in itself a difficult task, how would they have the time for discussions of the improvement and development of human resources? Previous academic research and models were all designed for large business enterprises, but are these models fit for those medium and small-sized enterprises? At present, local studies are short of this type case study information and research, therefore, this paper targets medium and small-business enterprises that have been through job evaluation for research in hopes to find a successful human resource management and development model for medium and small-sized business enterprises from successful relevant case studies. Ethan M. Rasiel(1999) said, ¡§No matter what you do, you will always have the chance that there will always be some other person in some other place that has done similar things as you have: learn from other people¡¦s success and lessons, cherish your precious time, don¡¦t try to reinvent tires. The main purpose of this research is to discuss the effect that compensation system design has on cognitive compensation equity and the effect cognitive compensation equity has on employee attitude. The survey method is used for research, with retrieval of 223 effective surveys. Results after analysis of the data are stated below: 1. The effect compensation system design has on cognitive compensation equity is more notable with two factors: ¡¥compensation adjustment plan¡¦ and ¡¥the degree of compensation understanding¡¦. The ¡¥performance standard factor¡¦ has almost no effect on distributional equity; this is an issue that is worth looking into. 2. The effect cognitive compensation equity has on employee attitude, among which ¡¥distribution equity¡¦ has notable effects with compensation satisfaction. Moreover, procedural equity has notable effect on moral commitment, emotional commitment and work commitment; what more to be noticed is that only external equity and compensation openness has notable effect on prolonged commitment. This explains why medium and small-sized business enterprises cannot retain employees. So is this the fate of medium and small-sized business enterprises or is it the ignorance towards compensation design? 3. This research sampled middle and small-sized companies with an employee count of 200 or less. Although there is not a great number of case studies companies, but the results are still impressive, especially the distinct improvement of employee attitude. From this research, it is shown that the cadre members of middle and small-sized business enterprises are younger, have higher academic background, have abundant source of information, like open communication and interaction, have their own opinions on how to set the human resource management system, and expect themselves to become professional managers.

Thesis (Ph. D.)--University of Missouri-Columbia, 2000. / Typescript. Vita. Includes bibliographical references (leaves 121-126). Also available on the Internet.

The purpose of this study was to investigate whether the kinds of terminology used in writing job descriptions for library assistants who provide information services affected the job evaluation rating for the jobs described. The study provided background information on the importance of the problem, pay equity and job evaluation systems, the nature and purpose of contacts in information and reference services, the changing roles of information providers and the problem of terminology in writing job descriptions. To examine whether the terminology in job descriptions made a difference in evaluation, three experienced job evaluators were asked to rate nine job descriptions representing three levels of jobs and three different terminologies: library, computer and generic. The respondents' ratings, five sets of nine ratings each, were analyzed by comparing the individual job evaluation plans, the respondents' numerical ratings and rationales. The findings revealed the similarities and differences in definitions used in each of the plans, the differences in ratings within and among plans and the extent to which the terminology used in the job descriptions could be attributed to differences in ratings. Some inconsistencies in ratings occurred. In most cases, the job description using library terminology was rated higher than its computer or generic counterparts but in two cases it was not. Of the three versions of terminology, the generic version led to the least favourable ratings. Considering the complexity of the responsibility o f contacts present to some degree in all three levels of jobs, some of the jobs may have been undervalued. Recommendations were made for action and for further study.

This study looks at designing strategy-supportive reward systems and the benefits that an organisation can obtain from such a system. Aligning the reward system to the company's strategy is one way that an organisation can gain a competitive advantage. In the literature review section of the study, the author looks at strategy formulation and its link to human resources activities. The implementation process of a selected strategy is crucial as it relies upon the human resources skills base. Therefore, employee retention and motivation is important in ensuring correct strategy implementation. Theories of motivation are highlighted s it is important to understand what motivates your workers and managers, and ensure that the reward system is congruent with the employees' motivational needs. Different performance management systems are highlighted to show how important it is to measure performance if you are to reward that performance. A case study of Chemplex Corporation shows that the company needs to improve on its communication of the chosen strategy through the hierarchy down to shop floor workers. Furthermore, Chemplex Corporation does not have a performance management system resulting in a reward system that is not aligned t the company's strategy. Recommendations are made using a model of strategy formulation and implementation that ensures participation at all levels of the organisation. The Balance Scorecard concept designed by Norton and Kaplan is recommended for performance management and ensuring that the reward system is in line with the company's strategy. Finally, guidelines on implementing a strategy-supportive reward system are given so that management knows what pitfalls to avoid. / Thesis (MBA)-University of Natal, 2003.