Thesis (M.P.A.)--Kutztown University of Pennsylvania, 1995. / Source: Masters Abstracts International, Volume: 45-06, page: 2924. Typescript. Includes bibliographical references (leaves 58-59).

Thesis (M. Phil.)--University of Hong Kong, 1977. / Typescript.

Thesis (M.S.)--Worcester Polytechnic Institute. / Keywords: Finance; risk management; portfolio theory. Includes bibliographical references.

The dissertation contains two major research projects. In the first project, we first study a multi-period inventory planning problem. In each period, the firm under consideration can source from two possibly unreliable suppliers for a price-dependent demand. Our analysis suggests that the optimal procurement policy is neither a simple reorder-point policy nor a complex one without any structure, as previous studies suggest. Instead, we prove the existence of a reorder point for each supplier. No order is placed to that supplier for any inventory level above the reorder point and a positive order is issued to that supplier for almost every inventory level below the reorder point. We characterize conditions under which the optimal policy reveals monotone response to changes in the inventory level. Furthermore, two special cases of our model are examined in detail to demonstrate how our analysis generalizes a number of well-known results in the literature. In the second project, we study a long-run inventory planning problem in which the retailer can replenish inventory and change price adjustment. We establish that it is optimal to change the price from low to high in each replenishment cycle, the optimal order-up-to level may decrease when the ordering cost increases, and fewer customers are served when the unit cost of procurement increases. Additionally, we provide efficient algorithms to compute the optimal stocking and pricing policies. / text

<p> This study examines methods and barriers to minority leadership recruitment in healthcare organizations. Minorities are underrepresented in healthcare organizations at the executive level, even though staff and patient demographics are becoming increasingly diverse. This disparity in minority representation presents the potential for staff and patient needs, interests, and values to be overlooked by senior management and the strategies, policies, and programs they implement. This study conducted interviews with human resources personnel at healthcare organizations identified as top performers to determine whether their organizations engaged in minority recruitment methods, what methods were successful, and what barriers existed to recruitment of minorities. These results were compared to survey data compiled by the Institute for Diversity in Health Management. The results show significant room for improvement in the implementation of comprehensive methods to recruit minority senior management, with significant variation among organizations in the amount and type of methods to recruit minority executives. These findings lead to the conclusion that more pressure needs to be placed on healthcare organizations to identify best practices in minority recruitment and implement these in formal, comprehensive human resources activities related to recruitment, retention, and professional development.</p>

<p>White-tailed deer (<i>Odocoileus virginianus</i>) are aesthetically and economically important to landowners in Texas. Deer herd health, productivity and survivability decline when population size exceeds the available forage. During stressful times, such as dry winter periods, nutrition is limited and forage availability decreases drastically. White-tailed deer winter diets are mainly comprised of browse species because herbaceous production decreases as winter progresses. The objective of this study was to determine the influence of winter progression on nitrogen (N) and fiber concentration as well in-vitro organic matter disappearance (IVOMD) (using white-tailed deer rumen liquid) of six browse species of moderate to high forage importance. Woody plant samples were collected during pre-frost, mid-winter, and late winter from four (replications) properties in the Cross Timbers of Texas, USA over 2 years. There was a difference between years (P &le; 0.05). There was an interaction (P &le; 0.05) between species and season for all forage values. Nitrogen, a desirable nutrient, decreased as winter progressed, IVOMD decreased as fiber increased with winter progression in five of the six browse species. The only exception was evergreen live oak (<i>Quercus virginiana</i> Mill.) which kept its leaves throughout winter and maintained an average 1.33% N with lowest fiber levels and highest IVOMD in late winter. Results confirm that nutritional value of browse, especially N and fiber, decreases after the first freeze when most browse species shed leaves. It also supports the need for plant biodiversity in white-tailed habitat that supports adequate year-round white-tailed deer nutrition. </p>

There have been calls in the P/OM literature for research aimed at a better understanding of manufacturing policy and requests in the OB literature for further clarification of the nature and effects of "contingency" variables. A field study was done in an effort to address both of these concerns. The study involved 20 manufacturing firms of 1,000 or more employees in four different industries. A theoretical model was developed which suggests a link between the degree of stability in the external environment and various aspects of structure and policy in manufacturing departments. The hypotheses tested predicted that policy would differ for firms facing different environments and that if policy and environmental conditions were appropriately matched, better departmental performance would result. Results indicate that the degree of environmental stability may relate negatively to the level of administrative intensity, the degree of preference for small versus large plants, and the degree of preference for low versus high inventories. These findings were in accord with the theory of the model. No support was indicated for predictions that the degree of environmental stability would correlate negatively with spans of control and with preferences for general-purpose equipment or for the expected positive relationship between stability and number of organizational levels or preferences for process structures. There was also no support found for the hypothesis that better "fit" of environment with policy/structure leads to better performance. There was some evidence that type of technology affects spans of control, number of levels, type of equipment preferred, and levels of inventories preferred, but no support for the importance of size (of firm) as an influence on policy and structure. The thesis discusses possible explanations for unexpected results and offers specific suggestions for future research.

No description available.

The dynamic nature of performance management is a significant issue for organisations. A review of the empirical performance management literature highlights that little research has examined an organisation�s holistic performance management framework. Most prior studies have been partial (i.e., examine various performance management elements), and there is a lack of depth in analysis (because of the short-term nature of many studies). In addition to the few studies that have examined the interconnections between the performance management elements, there has also been a lack of research examining incentive systems (especially at lower levels), target-setting, and performance evaluation. The literature review in this thesis also highlights the diversity in the performance management elements studied, the lack of theoretical development, diversity in who is interviewed and research sites, etc. This diversity in field study research provides a difficult base on which to build a cumulative body of literature (as most studies examine a different research question in a different context). This PhD research examines the overall performance management framework in a large and complex Australasian organisation, Sensol, over a 14 year period. The research is inductive, empirical and interpretative so as to gain a deeper understanding of Sensol�s performance management framework. The narrative highlights the multiple voices that exist in Sensol to illustrate the complexity of performance management at various levels. Otley�s (1999) performance management framework is a useful research tool (e.g., initial data analysis, structuring device). The documentary evidence traces the history and development of Sensol�s performance management framework. The designers� story tells about the sophisticated nature of Sensol�s approach to performance management. In contrast, the business unit managers describe the complexities in operationalising performance management in a complex, diversified and decentralised organisation. The researcher�s story explains the importance of understanding the highly interconnected nature of Sensol�s performance management framework and of understanding the behavioural issues (e.g., intense sibling rivalry, short-termism). It includes the importance of history, context (e.g., hierarchical culture), decentralised structure (e.g., interrelated business units), the trade-offs between financial and social objectives (and signalling effect of weightings), performance measurement issues (e.g., EVA�, scorecard, dominance of EBIT, transfer pricing), the subjectivity of objective setting and performance management processes (e.g., averaging, little differentiation between good and poor performers), problems with the annual incentive scheme (e.g., double dipping, risk and penalties, lack of understanding and line of sight, low trust), strategic programmes (e.g., lack of visibility), target-setting (e.g., conservative targets, impact of capping), and information flows (i.e., poor data, black boxes). The research also highlights the importance of understanding how the formal and informal performance management systems operate. There are considerable differences between the designers� rhetoric on the formal HPMF system (i.e., the intended design), compared to the system in use (e.g., formal and informal systems). This point has been recognised in some prior field studies but is an under-researched area. An understanding of the impact of the background to the performance management literature from classical management theory provides some insights into why the value-based management literature focuses on formal system design control tools, goal congruence, top-down focus, and the universal applicability of their techniques. Ignoring informal systems may be one reason that the traditional control problems remain evident with the new value-based management techniques. A final contribution of this PhD research is to use historical documents to identify how little change there has been over time and how performance management issues keep going around in circles (e.g., lack of accountability, transfer pricing). Some reasons for these circles include that history is lost, complacency, culture, communication issues (e.g., good news, blocking behaviours, standardisation). A feature of Sensol�s performance management framework is how it used EVA� and the balanced scorecard in a complementary manner. However, rather than adopting these new techniques as prescribed by consultants, Sensol built these new techniques onto their existing performance management system. This highlights the importance of understanding the history of an organisation�s performance management framework, so as to understand the reasons for the current design and operation.

Thesis (MProjectManagement)--University of South Australia, 2003.