Thesis deals with the indicator labour productivity per worker in the various sectors of the economy, and analyzes two factors that affect productivity, defined as follows - the form of ownership and the highest level of completed formal education of workers. The first part compares labour productivity per worker and labor productivity per hour in the Czech Republic and for industries. Another part is devoted to the impact of the indicator public gross value added in the overall gross value added on labor productivity in terms of level and in terms of growth. In the last part is quantified the level of education of workers in industries using several methodologies, subsequently is discussed the impact of education on labor productivity.

Based on analysis of a particular outsourcing warehousing contract held between global company and 3PL, this thesis has three goals: evaluate current contract compared to standard contractual requirements, evaluate the option of switching the outsourcing relationship from open book to closed book approach, and suggest solution that would use the potential of the provider most. Break event point analysis, labour productivity analysis and method of managerial decision making were used in this thesis. Closed book and open book approaches were analysed in original way using previously mentioned methods. The recommendation to the company is to keep current open book contract with implementing quality KPI's and performance-based outsourcing in accordance with vested outsourcing approach.

The aim of this thesis is to show effects of foreign direct investment on labour productivity in Czech automotive sector in the period 2004-2009. The effects are measured through horizontal spillovers (technology transfer) representing the influence of foreign firm on Czech automotive sector and through Herfindahl index representing market concentration in the automotive sector. Based on models used in this thesis I have found out that between labour productivity and technology transfer of foreign firms in the automotive sector is not significant relationship, but labour productivity is positively and significantly influenced by market concentration in the sector. These findings do not correspond fully to widespread opinion that foreign direct investments enhance labour productivity of domestic firms by bringing new knowledge or technology. These findings correspond only to the hypothesis that higher concentration of the sector caused by foreign presence positively influence labour productivity.

The South African agricultural sector is of great economic importance; not only does it contribute to Gross Domestic Product (GDP), it is also a significant provider of employment. On average, a South African producer feeds approximately 1 600 people compared to the average in Africa of only 26 people and, therefore, the South African agricultural sector is key in providing food security in South Africa. Over the last number of years, South African producers have experienced mounting pressure when it comes to producing profitably. A recent announcement of a 51% increase in agricultural minimum wages resulted in retrenchments by producers in an attempt to reduce production costs. Furthermore, rising production costs, including the cost of labour, have left producers considering alternatives such as mechanisation and/or diversifying into other sectors. Other more drastic measures include relocating or diversifying agricultural activities to other African countries in search of more profitable investments and other benefits such as affordable labour. However, when considering relocating, the cost of labour in the host country will be a determining factor. The main objective of this study was to determine the financial viability of producing in South Africa compared to Mozambique focusing on labour cost. In-depth, structured interviews with experts in this study field were conducted in order to determine the stability of the labour market in South Africa and Mozambique and also to examine the possibility of a link between higher wages and the level of development or mechanisation in the grain sector. The findings include that cheap labour is available in Mozambique and can possibly add value to the grain-producing value chain cycle. However, other factors including the lack of a properly developed market and insufficient infrastructure may counter the possible cost advantages that could be gained through cheaper labour costs. A decision matrix was developed for grain producers as decision-making tool when considering relocating or diversifying agricultural activities to another African country. / MCom (Management Accountancy), North-West University, Potchefstroom Campus, 2014

The South African agricultural sector is of great economic importance; not only does it contribute to Gross Domestic Product (GDP), it is also a significant provider of employment. On average, a South African producer feeds approximately 1 600 people compared to the average in Africa of only 26 people and, therefore, the South African agricultural sector is key in providing food security in South Africa. Over the last number of years, South African producers have experienced mounting pressure when it comes to producing profitably. A recent announcement of a 51% increase in agricultural minimum wages resulted in retrenchments by producers in an attempt to reduce production costs. Furthermore, rising production costs, including the cost of labour, have left producers considering alternatives such as mechanisation and/or diversifying into other sectors. Other more drastic measures include relocating or diversifying agricultural activities to other African countries in search of more profitable investments and other benefits such as affordable labour. However, when considering relocating, the cost of labour in the host country will be a determining factor. The main objective of this study was to determine the financial viability of producing in South Africa compared to Mozambique focusing on labour cost. In-depth, structured interviews with experts in this study field were conducted in order to determine the stability of the labour market in South Africa and Mozambique and also to examine the possibility of a link between higher wages and the level of development or mechanisation in the grain sector. The findings include that cheap labour is available in Mozambique and can possibly add value to the grain-producing value chain cycle. However, other factors including the lack of a properly developed market and insufficient infrastructure may counter the possible cost advantages that could be gained through cheaper labour costs. A decision matrix was developed for grain producers as decision-making tool when considering relocating or diversifying agricultural activities to another African country. / MCom (Management Accountancy), North-West University, Potchefstroom Campus, 2014

Thesis (M.B.A.)-Business Studies Unit, Durban Institute of Technology, 2005 xix, 147 leaves / There is a lack of commitment and participation in productivity initiatives at shop floor level in South Africa and companies are faced with competitive challenges of promoting innovativeness relating to productivity improvement amongst employees. South Africa’s labour productivity in the manufacturing sector is low when compared to Korea, United States of America, Taiwan, Japan, France and the United Kingdom. It has increasingly been recognised in industry that by introducing a carefully crafted incentive scheme, it may be possible to induce South African workers to work both harder and smarter and use existing technologies in new and better ways that enhance their productivity. The study proposes to evaluate to what extent gainsharing can be a solution. / M

Organisations can create a competitive advantage through the way they design their human resource systems. High involvement work systems are considered to be a way to increase organisational performance and decrease employee turnover. However, the components involved are difficult and complex to define, and the synergy amongst the different components hard to evaluate. The literature suggests that the research is not uniform in its approach, and most research does not clearly define the variables involved or agree on the expected results of such systems. This research looks at high involvement work systems in the New Zealand organisational context, and relating these systems to employee turnover and organisational performance. The results of the study suggest that there does not appears to be a relationship between high involvement work systems, and employee turnover and organisational performance; but high involvement systems may contribute to increased labour productivity in New Zealand organisations.

Thesis (M.B.A.)-Business Studies Unit, Durban Institute of Technology, 2005 xix, 147 leaves / There is a lack of commitment and participation in productivity initiatives at shop floor level in South Africa and companies are faced with competitive challenges of promoting innovativeness relating to productivity improvement amongst employees. South Africa’s labour productivity in the manufacturing sector is low when compared to Korea, United States of America, Taiwan, Japan, France and the United Kingdom. It has increasingly been recognised in industry that by introducing a carefully crafted incentive scheme, it may be possible to induce South African workers to work both harder and smarter and use existing technologies in new and better ways that enhance their productivity. The study proposes to evaluate to what extent gainsharing can be a solution.

In order to establish its status within the increasingly competitive global market South Africa needs to become a more active participant. In economic terms the current conjunction has often been characterised as a period of revitilised capital accumulation based on globalisation which in turn has helped bring about new forms ofproduction, distribution and consumption. Globalisation involves the integration of the economies of nation states through market mechanisms accompanied by increased transitional flexibility of capital, labour and new forms of technology. This insight of globalisation requires that we respond with greater competition and increased flexibility as we shift towards neo and post Fordist forms of work organisation rather than stick to outmoded practices of the past. One possible response to the requirement for greater labour flexibility lies in MultiSkilling, a system of skills flexibility recognised globally but still fairly new in South Africa. The current South Africa skills base is inadequate to meet global challenges and though change is becoming more so evident, existing education and training structures are doing little to ensure the higher degrees of skill flexibility required. This study focuses on Multi-Skilling and contextualise Multi-Skilling within the Automotive Manufacturing environment specifically where it has recently been implemented. This study shows that for Multi-Skilling to succeed, education, training and development of the workforce needs to be prioritised to uplift large numbers of employees who had been previously disadvantaged and limited to low levels of skill. Multi-Skilling will be shown to be of value and benefit to employer and employee alike as it offers opportunities for growth to particular sectors of employees, namely operatives who had previously been limited to routine and repetitive single focus tasks for years on end. lbis study shows that when the approach to Multi-Skilling involves the intention to encourage career development, improved grades and rates of pay for lower level employees, namely operatives through recognition of acquired skills, it has potential to assist the motor manufacturing industry achieve the world class manufacturing status provided that flexibility, quality and productivity of manning is accepted by the workforce as well. / Thesis (M.Ed.)-University of Natal, Durban, 2003.

This paper, exploratory in nature, analyzes and estimates the relationships between the technological and innovation capacity (CTI), diffusion of good technological practices and labor productivity of productive units of the agricultural sector undertaken by family chiefs selling their production to (domestic and external markets) and of legal conditions of ‘natural persons’ of Peru. The main source of information is the National Agricultural Census of 2012. The three main results of the estimations point out that unit sizes, family chiefs’ human capital accumulation and the geographic distance between the location of the productive unit and the capital of the district of that location were key statistical factors that determined the producer technological and innovation capacity. This CTI together with the spillover effects coming from producers associations determined the diffusion and use of technological good practices. Finally, the stock of land per workers was the key determinant of labor productivity in all the regions of Peru. / El presente trabajo, de naturaleza exploratoria, analiza y estima las interrelaciones entre la capacidad tecnológica y de innovación (CTI), la difusión de buenas prácticas tecnológicas y la productividad laboral de unidades productivas del sector agrícola comprendido por jefes de familia de condición jurídica de persona natural los cuales venden su producción al mercado(interno y/o externo). La fuente primaria y básica de información de estos productores de la agricultura comercial moderna es el Censo Nacional Agropecuario de 2012. Los tres principales resultados de las estimaciones señalan: que el tamaño de la unidad productiva, el capital humano acumulado (en niveles de educación) del productor y la distancia geográfica entre la ubicación de la unidad de producción y la capital del distrito de dicha ubicación fueron los principales factores que incidieron en la capacidad tecnológica y de innovación. Esta capacidad conjuntamente con los efectos de derramamiento derivados de las asociaciones de los agricultores determinó el uso y difusión de las seis buenas prácticas tecnológicas. Finalmente, el stock de tierras por trabajador fue el principal determinante de la productividad laboral de cada una de las regiones del Perú.