Diss.--Zürich. / Vita. Includes bibliographical references (p. x-xxiii).

Thesis--Frankfurt am Main. / Without thesis statement. Bibliography: p. [141]-151.

Proefschrift--Louvain. / Bibliography: p. [209]-215.

Thesis (M.A.)--University of Wisconsin--Madison, 1967. / eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references.

D.Com. (Industrial Relations) / This study contains the results of an investigation that was undertaken to determine managers' perceptions with respect to readiness for productivity bargaining. In the chapters dealing with the theoretical aspects, the author has defined productivity, analysed the factors that have an impact upon productivity and discussed the relationship between productivity, collective bargaining and worker participation. Remuneration systems, performance and productivity improvement were also discussed. A critical evaluation of productivity bargaining in practice was done in order to illustrate the abovementioned theoretical concepts from a practical viewpoint. A conceptual model of organisational change factors which determine the readiness for productivity bargaining and a questionnaire which was derived from it, was developed and provided the basis for the empirical research. Using the questionnaire and statistical analysis, the perceptions of management at different levels of seniority and who negotiate with trade unions on a decentralised or centralised basis within different industries in the PWV-geographical area, were tested in order to determine whether there are significant differences regarding readiness for productivity bargaining. The questionnaire addressed the following main dimensions: worker participation, productivity awareness and productivity bargaining and management behavior and values within the bargaining relationship. Three hypotheses were formulated and tested statistically. Firstly, the hypothesis was stated that there are significant differences between the perceptions of management at different levels of seniority regarding readiness for productivity bargaining. They would perceive readiness for productivity bargaining differently since it is expected that they would be at different levels of readiness for this form of collective bargaining. In order to ascertain whether the hypotheses are valid or not, a questionnaire was completed by 15 executive managers, 61 senior managers and 79 middle managers. The questionnaire was constructed using seven-point interval scales where the respondent could indicate one as extreme~y negative and seven as extremely positive in response to each item. Responses were grouped per management category in order to test the perceptions of managers at different levels of seniority regarding readiness for productivity bargaining. Use was made of a MANOVA, an ANOVA and a one-way F-test (Scheff~) and no significant differences were found between the perceptions of managers at different levels of seniority regarding readiness for productivity bargaining. The second hypothesis was formulated and stated that there are significant differences between the perceptions of managers regarding readiness for productivity bargaining in organisations with decentralised and centralised bargaining forums. The author suspected that the degree of centralisation or decentralisation of the bargaining process could have an influence on readiness for productivity bargaining. In order to determine whether the hypothesis (as stated) was correct, all responses in the two bargaining categories were compared with each other. The results were tested using the Hotelling T2 test and the author confirmed empirically that there are no significant differences between the perceptions of management which make use of different (centralised versus decentralised) bargaining forums. Thirdly the hypothesis was stated that there are significant differences between the perceptions of management regarding readiness for productivity bargaining in different industries. It was expected that industries would differ in terms of managers' perceptions of· the abovementioned aspect, but there was uncertainty as to whether these differences would be significant regarding productivity bargaining. Using a MANOVA, an ANOVA and a one-way F-test (Scheff~) it was determined that there are significant differences between the perceptions of ~anagement in different industries regarding readiness for productivity bargaining. Qualitative data which was obtained from Human Resources Managers, trade union representatives, academics/consultants and other authorities on the subject during a series of personal interviews conducted during the Pilot-study, was confirmed by the abovementioned empirical findings. The general conclusion is that there is not a readiness for productivity bargaining amongst managers in the PWV-geographical area. In order to develop this readiness, several actions are required as part of an integrated productivity strategy. Specific actions include a self-audit during which managers evaluate the present and desired levels of worker participation, productivity awareness and -bargaining and their own behaviour and values within the bargaining relationship. These recommendations are discussed in detail in the last chapter. A chapter was dedicated to the formulation of guidelines for management and organised labour regarding productivity.

This thesis argues that the role of productivity growth in an economy is critical to the welfare of a nation. It further argues that productivity growth in an economy is dependent on the productivity growth within organisations operating in that economy. It goes on to argue that the establishment and maintenance of continuous productivity improvement requires a management role that enables all employees to interact optimally with their work environments at all times. It argues that the means to such a management role change is a formal efficient and effective integrated corporate performance communication system - A system that continuously facilitates purposeful communication between managers and their employees across all dimensions of the organisation and its environment. To demonstrate this, the research in this study identifies the main building blocks of productivity on which the performance communication system should be focused. It investigates the pitfalls of the traditional role of management namely "controller" versus the advantages of a management role of "enabler" towards continuous productivity improvement. It also investigates the pitfalls of traditional strategic planning and organisational transformation as a consequence of performance communication breakdown. A corporate performance communication system was developed based on this study, computerised and tested in theory with employees from various organisations as well as experts on this terrain. The argument is substantiated by the results from a statistical analysis based on a work environment study, the results from surveys and role-plays executed in a case study on a knowledge organisation. A summative overview of what productivity improvement and the performance communication system encompass, identifies the complex nature of productivity, as well as the minimum areas which need to be addressed when attempting to improve productivity. A detailed discussion of the method, which was employed, and the instrument developed to enhance corporate performance communication, precedes the experimental results. A critical discussion of the results obtained from the statistical analysis and the literature on productivity improvement provide a theoretical foundation on which the system was designed. The system is then explained to illustrate how organisations can apply it to facilitate a management role change that is conducive to continuous productivity improvement and how it can support organisational change as the nerve system of a learning organisation. Thereafter, a discussion of the areas which were explored and led to the development of the performance communication system, as well as an explanation of the system, provide the context in which the system should be viewed as a guideline for continuous productivity improvement and the change of the management role to enable that. This thesis recommends that, in order to continuously improve on productivity, the us-them syndrome should be eliminated by a management role change to enabler of performance. The corporate performance communication system developed in this study could be considered as a starting point. A further recommendation is that the experiment primarily based on theoretical studies and practical experience gained over a number of years could provide the need for further research. The thesis concludes that as far as could be determined, this was the first time that a study of this nature was undertaken and that the need for future research to validate this study and its results, exists. / Thesis (DCom)--University of Pretoria, 2007. / Communication Management / DCom / Unrestricted

Increasing effectiveness of use of the agents of production (efficiency) is needed to compensate for steadily rising costs of labor and equipment. Efficiency can be measured in various ways, depending on the type and scope of an operation. The methods available and the circumstances under which they can, and should, be used are the major concern of this thesis. Due to some peculiarities of primary forest production such as highly variable work conditions and irregular stand characteristics, many well known techniques of industrial engineering have not been used widely in forestry. Although progress to date has been limited, time study and several other work measurement techniques can be applied successfully. Time measurements have to be supplemented by costs and other data, to allow for comparison of alternatives. The production methods themselves should be analysed more carefully to find means for technological improvements. The role of the woods worker also deserves more attention because of his heavy and often dangerous work and his outdoor working conditions. In recent years the various activities of forest management, logging and mill supply have been viewed as part of a system which should be optimized for overall efficiency. Operations research has greatly increased the possibilities of studying the influence of variables which govern the system, although the systems approach has not yet been applied fully to an existing forest enterprise. Parts of the system or sub-systems may be complex enough to warrant the application of operations research, and its success should encourage increased research in this field. / Forestry, Faculty of / Graduate

This paper analyzes the impact on the productivity of the U. S. interstate trucking industry of changes in the regulatory climate in 1980. Two methods of analysis are used; Total Factor Productivity (TFP) and Neo-Classical Cost Function analysis. The industry's performance in 1978 is compared to the performance in 1982. Results of the Total Factor Productivity analysis indicate the TFP of the industry in 1982, after deregulation, was lower than that of 1978. However drawing conclusions from this result would be unfounded. TFP analysis assumes constant returns to scale. Cost Function analyses find that the U. S. trucking industry exhibits significant economies of scale. As the trucking industry does not have constant returns to scale, TFP cannot be used to draw conclusions about its economic performance. The results of the Cost Function analyses are dependent on which model is chosen. The variable measuring the effect of deregulation is either positive or negative depending on exactly what other variables are included in the model. In none of the initial models is this variable found to be significantly different from zero. After deleting six data points which produce extreme residuals and correspond to questionable observations, this variable is found to be positive and significant, indicating increased costs in 1982. / Business, Sauder School of / Graduate

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