published_or_final_version / Business / Master / Master of Philosophy

Thesis (Ph. D.)--University of Hawaii at Manoa, 1996. / Includes bibliographical references (leaves 304-328). / Microfiche. / xiv, 328 leaves, bound 29 cm

University, Diss.--St. Gallen, 2005.

Thesis (MTech (Business Administration))--Cape Peninsula University of Technology, 2009 / Within China's the hotel industry, they are known as expatriate managers and. on behalf of parent multinational hotel corporations, provide an element of control and co-ordination within local operating units. On average, organisations spend over two and a half times more money to send an employee on an expatriate assignment than they would if they hired employees locally. Expatriate managers have been faced with new and complex organisational cultures and work practices. In order to avoid expensive failure costs and to manage suci:essfuJly, an exploration of the issues that face international hotel managers in China. is both timely and relevant A qualitative case study approach was used for this thesis, while secondaIy dala was obtained from private, as well as public sources. Primary data was collected via questionnaires from hotel managers comprising both locals and expatriates. whilSt specific questions were exclusively posed to expatriate managers. Through collection and analysis of infonnation and data, and a thorough understanding of the research problem, this study provides a useful reference for expatriate hotel managers who are confronled with the issues of managing Chinese employees, as well as basic Chinese cultural, ethical and business valUes. Primarily this research examines challenges, which mostly arise from cross-cuIturaI differences between Westem and Chinese values, as well as a range of diverse organisational cultures and management styles within China's hotel industry. South Africa has become China's the biggest trading partner within Africa, while an increasing number of South African companies invest in China. The research is paramount to any foreign organisation that wants to conduct business in China.

Thesis (MTech (Business Administration))--Cape Peninsula University of Technology, Cape Town, 2006 / The purpose of this study is to compare the decision styles of business managers in China with those in South Africa, taking cognisance of certain variables such as nationality, gender, and occupational group within a particular homogeneous industry. The first consideration was to conduct on international comparison and compare the similarities and differences of decision styles within a rational decision-making context. The second consideration was to investigate whether decision styles vary between the variables identified above. The survey was conducted in two companies, namely South African Breweries Limited and Tsingtao Co., Ltd who conduct business in South Africa and China, respectively. The research population comprised of 180 business managers in both companies. The research study revealed that there is no significant difference of decision styles between the business managers in both companies. The conclusion drawn from this analysis is that the business managers in South African Breweries Limited and Tsingtao Co., Ltd have considerable flexibility and find little difficulty in changing from one style to another as the situation warrants. This conclusion is supported by the findings submitted by Rowe and Boulgarides in their seminal work published in 1992.

Thesis (MTech (Business Administration))--Cape Peninsula University of Technology, 2006. / The purpose of this study is to compare the decision styles of business managers in China with those in South Africa, taking cognisance of certain variables such as nationality, gender, and occupational group within a particular homogeneous industry. The first consideration was to conduct on international comparison and compare the similarities and differences of decision styles within a rational decision-making context. The second consideration was to investigate whether decision styles vary between the variables identified above. The survey was conducted in two companies, namely South African Breweries Limited and Tsingtao Co., Ltd who conduct business in South Africa and China, respectively. The research population comprised of 180 business managers in both companies. The research study revealed that there is no significant difference of decision styles between the business managers in both companies. The conclusion drawn from this analysis is that the business managers in South African Breweries Limited and Tsingtao Co., Ltd have considerable flexibility and find little difficulty in changing from one style to another as the situation warrants. This conclusion is supported by the findings submitted by Rowe and Boulgarides in their seminal work published in 1992.

Knowledge-intensive firms (KIFs) depend on their workers’ knowledge assets more than capital- and labour-intensive firms. Knowledge assets, such as human and social capital, enable KIFs to innovate, solve problems, and build relationships. But managing a highly skilled and well-connected workforce presents several HRM challenges – perhaps none more so than hiring. In tight labour markets, workers’ knowledge assets are strategically valuable and rare. To attract knowledge workers, KIFs must signal significant value from entering into employment relationships. They must use hiring strategies that communicate positive organisational attributes (employer branding), as well as HRM practices that entice job seekers (employment inducements).Previous studies on KIFs have focused largely on Western contexts. Few studies have considered HRM by KIFs in developing economies. In China, the focus of this study, KIFs are an emerging organisational form that have grown from privately owned start-ups in high-tech sectors. Such firms encounter hiring challenges at both organisational and external environmental levels. For example, privately owned KIFs face intense labour market competition from state-owned and foreign-invested enterprises for highly skilled workers. This has fuelled upsurges in wages and high turnover. Most private firms are small and vulnerable to market forces, yet scholars know little about their hiring and HRM approaches. Almost no studies have systematically examined hiring as a ‘single’ HRM issue within privately owned Chinese KIFs. By synthesising Western and Chinese HRM literatures, this study developed an analytical framework to explore organisational and external factors that explain variations in KIFs’ hiring strategies and practices. The study conducted interviews with managers and HR workers in seven privately owned KIFs and one state-funded training school.Several case firms had implemented sophisticated strategies that linked hiring with business objectives. Managers and HR workers acquired HRM knowledge from several sources including the Internet and HRM texts, management consultancies, in-house training, the state’s HR qualification, and informal HR clubs. However, firm size and reputation, as well as managers’ tacit beliefs still limited some KIFs’ abilities to attract talented individuals. Firms generally used a wide range of inducements to attract knowledge workers, including competitive salaries, career development, and ‘paternalistic cultures’. Most participants perceived worker referrals, headhunting, and universities to be effective hiring sources. Thus, some firms had developed strategic hiring approaches that enabled them to compete with state-owned and foreign-invested firms. But small KIFs, in particular, must still strengthen their employer branding to offset competition and labour market ‘invisibility’. KIFs must also deliver on their employment inducements, lest they risk high turnover and a loss of valuable human and social capital.

KOVALSKÁ, Jana. The Impact of Energy Policies of External Actors On Sudan Conflict. Praha, 2012. 71 s. Diplomová práce (Mgr.) Univerzita Karlova, Fakulta sociálních věd, Institut politologických studií. Katedra mezinárodních vztahů. Vedoucí diplomové práce PhDr. Tomáš Michalek. Abstract The thesis deals with the issue of oil exploitation companies and their impact on conflict in Sudan between the north and the south. In Sudan, the resurrection of civil war in 1983 corresponded with the oil dicovery on the borderlands between the two countries and oil has played important role also in the question of recent secession of South Sudan in January 2011 and reocurrence of violence between the two countries. The multi-national oil extraction companies are the carriers of oil money to the government so the thesis was examinig their impact on the conflict through the resources they provide the government with, the leverage they might have on the government and also direct impact on local communities. The conclusion was that the impact is negative and the capacities the companies have to influence it in positive way, are highly unexploited. Secondary research aim of the thesis was to understand the factors determining the behavior of the companies through their firm-specific intersts, relationship with the Government...

The purpose of this thesis is to investigate three aspects of Chinese industrialization: first, what are the causes of the slow growth of Chinese industries; second, what Chinese industrialization has been done by the Ching dynasty before 1912, and by National China after 1912; third, from the analysis of natural resources, from the view of past achievement in the Chinese industrialization, what will be the possibilities of Chinese industrialization in the future. The investigation and analysis are concerned with the following: 1. The basic factors for industrialization. 2. The general causes of slow growth of Chinese industrialization. 3. General growth of Chinese industries. 4. Development in particular industries: a. Steel and Iron industries. b. Coal industries. c. Electric industries. d. Textile industries. e. Machine and petroleum industries. The conclusion of this study is to show a sound policy for Chinese industrialization for the future. / M.S.

published_or_final_version / Housing Management / Master / Master of Housing Management