This report reflects the results of and conclusions and recommendations arising from an investigation into the demand for, composition of and financial viability of a new, specialized, or niche MBA in Nature Conservation Management, to be offered by the Pietermaritzburg section of the University of KwaZulu-Natal Graduate School of Business. The report finds that nature conservation, whilst almost universally recognized as a highly desirable, if not crucial element of government responsibility, is increasingly being expected to pay its own way. This dichotomy is forcing nature conservation and protected area managers into a dual role encompassing both the science and practice of nature conservation and protected area management on the one hand and business management on the other, at least at the very highest levels of management. It is submitted that the report provides clear evidence of the need for such a programme aimed at providing senior nature conservation and protected area managers with a suite of relevant business skills including financial management; resource economics; human resource management; project management; ecotourism development, marketing and management and the like. Whilst the report ultimately recommends the implementation of the niche programme, it recognizes two concerns. • Given the very small pool of nature conservation professionals in the region and the chronic underfunding of nature conservation agencies, it is not certain that programme would, on its own, be financially viable. • The reaccreditaion process undertaken by the Department of Education has set back the university's MBA programme by several years and now is clearly not the time to attempt to launch a new offering. / Thesis (M.Bus.Ad.)-University of KwaZulu-Natal, 2004.

This report reflects the results of and conclusions and recommendations arising from an investigation into the demand for, composition of and financial viability of a new, specialized, or niche MBA in Nature Conservation Management, to be offered by the Pietermaritzburg section of the University of KwaZulu-Natal Graduate School of Business. The report finds that nature conservation, whilst almost universally recognized as a highly desirable, if not crucial element of government responsibility, is increasingly being expected to pay its own way. This dichotomy is forcing nature conservation and protected area managers into a dual role encompassing both the science and practice of nature conservation and protected area management on the one hand and business management on the other, at least at thevery highest levels of management. It is submitted that the report provides clear evidence of the need for such a programme aimed at providing senior nature conservation and protected area managers with a suite of relevant business skills including financial management; resource economics; human resource management; project management; ecotourism development, marketing and management and the like. Whilst the report ultimately recommends the implementation of the niche programme, it recognizes two concerns. • Given the very small pool of nature conservation professionals in the region and the chronic underfunding of nature conservation agencies, it is not certain that programme would, on its own, be financially viable. • The reaccreditaion process undertaken by the Department of Education has set back the university's MBA programme by several years and now is clearly not the time to attempt to launch a new offering. / Thesis (M.Bus.Ad.) - University of KwaZulu-Natal, 2004

by Terpstra Tong Jane Lai-Yee. / Thesis (M.B.A.)--Chinese University of Hong Kong, 1996. / Includes bibliographical references (leaves 99-100). / EXECUTIVE SUMMARY --- p.i / TABLE OF CONTENTS --- p.ii / LIST OF TABLES AND FIGURES --- p.v / ACKNOWLEGEMENT --- p.vi / Chapter / Chapter I. --- INTRODUCTION --- p.1 / Methodology of Studies --- p.3 / Terminology --- p.3 / Approach --- p.3 / Data Collection --- p.4 / Chapter II. --- METHODOLOGY --- p.6 / Five Competitive Forces --- p.6 / Advantages of Industry Analysis --- p.13 / Establishing Competitive Advantage --- p.14 / Putting Strategy to Work --- p.16 / Data Collection --- p.17 / Rationale and Objectives of the Questionnaire --- p.18 / Chapter III. --- AN ANALYSIS OF THE CONTINUING BUSINESS EDUCATION INDUSTRY --- p.20 / Bargaining Power of Customers --- p.20 / Bargaining Power of Supplier --- p.23 / Threat of New Entrants --- p.24 / Threat of Substitutes --- p.26 / Rivalry Among Existing Competitors --- p.28 / Is the Continuing Business Education an Attractive Industry to Get in? --- p.30 / Chapter IV. --- "THE PRODUCT, THE CUSTOMERS, AND THE CURRENT OPERATIONS" --- p.32 / The Product: Diploma Course in Management Communication --- p.32 / Customer Profile --- p.35 / The Current Operations --- p.36 / Structure of APIB --- p.36 / Structure of DMC --- p.37 / Chapter V. --- COMPETITORS OF DMC --- p.39 / Competitors for Customers that View DMC as an English Program --- p.39 / Competitors for Customers who Take DMC as a Management Program --- p.43 / Diploma Programs of APIB --- p.43 / Professional Diploma of Hong Kong Management Association --- p.44 / Other Suppliers of Diploma Programs --- p.45 / A Warning of Quality --- p.47 / Competitors that Offer Management Skills Training --- p.48 / Who to Compete With? --- p.49 / Chapter VI. --- COMPETITIVE STRATEGY FOR DMC --- p.50 / Cost is Not Manageable and Low Cost Strategy is Not Possible --- p.50 / Broad Differentiation or Focus Differentiation? --- p.52 / Proper Strategy: Focus Differentiation --- p.52 / Position as Management Skills Program --- p.53 / Putting Strategy into Action --- p.54 / Focus Differentiation Strategy: Implications and Related Issues for DMC's Operations --- p.54 / What Do the Customers Value? --- p.55 / Target Customers - Who Should DMC Focus on? --- p.55 / Market Size --- p.58 / Chapter VII. --- MARKETING COMMUNICATIONS PROGRAM / Previous Marketing Plan --- p.60 / Core Program --- p.61 / Program Brochure --- p.62 / Press Release --- p.63 / Advertising --- p.64 / Direct Mailing --- p.65 / Option One: Sales Calls to Selected Corporations --- p.67 / Option Two: Whole Day Walk-in Registration Session --- p.68 / Budget --- p.69 / Chapter VIII. --- CONCLUSION --- p.70 / APPENDIX 1 QUESTIONNAIRE --- p.71 / Chapter 2 --- RESULTS OF SURVEY ON PART-TIME STUDIES OF WORKING EXECUTIVES --- p.77 / Chapter 3 --- STUDENT PROFILE --- p.89 / Chapter 4 --- SAMPLE OF PRESS RELEASE --- p.96 / Chapter 5 --- SAMPLE ADVERTISEMENT --- p.98 / BIBLIOGRAPHY --- p.99

Hoër onderwys in SA ondergaan tans ingrypende veranderinge. Groter toeganklikheid, veranderinge in die demografiese profiel van leerders en diversiteit asook die samesmeltings tussen verskeie hoër onderwysinstellings het die landskap van hoër onderwys beïnvloed. Die proses van transformasie en die gepaardgaande paradigmaskuif na uitkomsgebaseerde onderwys hou verskeie implikasies vir die assessering van leer in. Die doel van die studie is om ‘n assesseringsraamwerk vir die vakgebied Menslike Hulpbronbestuur aan universiteite van tegnologie (voorheen technikons) wat kontakonderrig verskaf, te ontwikkel. Met hierdie doel voor oë, is ‘n omvattende literatuurstudie oor assessering gedoen. Dit het gedien as ‘n teoretiese grondslag vir die assesseringsraamwerk. ‘n Kwalitatiewe benadering tot die studie is gevolg. Fokusgroeponderhoude met die leerders en dosente aan verskillende universiteite van tegnologie is gevoer. Dit is opgevolg met individuele onderhoude met die departementshoofde en beleidsmakers (dekane en vise-rektore). Deelnemers in die industrie wat direk werk met die leerders gedurende hulle tydperk van ervaringsleer as deel van koöperatiewe onderwys in die werkomgewing, is ook genader. Temas oor die verskillende datastelle is ontwikkel waaruit verskeie implikasies en bevindinge na vore getree het en geïnterpreteer is. Van die vernaamste bevindinge dui op die strategiese en oppervlakkige leerbenadering van die leerders; oorbeklemtoning van praktiese bevoegdheid ten koste van toegepaste bevoegdheid asook die onderbeklemtoning van kontinue assessering en die onderbeklemtoning van formatiewe assesseringsmetodes. Groot klasse lei daartoe dat die dosente en departementshoofde assesseringsmetodes kies wat maklik toegepas kan word en wat in die verlede sukses getoon het. Wanneer groepassessering toegepas word, verkies die dosente dit dat die leerders die punte toeken. ‘n Gebrek aan assesseringskriteria lei tot onsekerheid oor wat gedoen moet word in take en in die industrie tydens ervaringsleer. Volgens die data is die industrie ten gunste van betrokkenheid by die assessering van ervaringsleer. Hulle benodig uitkomsgebaseerde riglyne vir die assessering daarvan. Na die eksplisitering en integrasie van al die datastelle, is die assesseringsraamwerk vir Menslike Hulpbronbestuur ontwikkel. Dit sluit ‘n doel en omvang, rasionaal, begripsverklaring, rigtinggewende beginsels en die praktiese implementering daarvan en aanbevelings of voorvereistes waaronder die raamwerk geïmplementeer kan word, in. Die raamwerk gee erkenning aan toegepaste bevoegdheid, assessering wat ‘n integrale deel van leer vorm en praktiese metodes soos oopboekassessering, gevalstudies en aanbiedings. Metodes van assessering wat tot dusver nagelaat is soos joernale, portefeuljes, uitstallings en plakkaataanbiedings is ingesluit in die raamwerk. Variasie in die toepassing van spesifieke assesseringsmetodes word aanbeveel. Die industrie dien as ‘n vennoot in die assessering van die leerders. Die studie eindig met voorstelle rakende verdere navorsing. / Prof. H.C. Geyser

The research questions of this study were to determine the specific hotel, restaurant and institutional management courses offered as required and elective courses, to determine which hospitality management courses were taught by faculty members in the hospitality management program versus being taught by faculty in other programs, to determine the teaching methods used to present hospitality curriculum, and to determine the distance learning methods currently used.

The purpose of this study was to describe senior-level hospitality programs and assess hospitality administrators' opinions concerning specialized accreditation during the 1990-91 academic year. Overall, administrators characterized the typical full-time faculty member as: being in a small program (1-3 members); being a non-ethnic minority; having a minimum four years industry work experience; having attained a doctoral degree; and holding the rank of associate professor. Part-time faculty members were described as: being in a small program (1-3 members); being a non-ethnic minority; having at leas one to three years industry work experience; having attained a master's degree; and holding the rank of instructor. Administrators characterized their programs as: located at public institutions; beginning after 1970; requiring graduates to acquire work experience; expecting increased enrollments; having placement services available; and not offering continuing education courses. Administrators indicated they were seeking accreditation or were accredited currently. They agreed slightly that accreditation would improve program image, help them meet their programs' missions and objectives, and provide assistance in planning.

The purpose of this study was to provide a snapshot of current Human Resources (HR) and Management curricula of four-year public universities in Texas in 2016 and evaluate their alignment with the competencies of the SHRM Competency Model®. This study used a mixed methods approach and analyzed course syllabi for a purposeful sample of 21 public universities in Texas. The course objectives referenced explicitly and/or implicitly all nine competencies. Three courses encompassed all nine competencies, and 84% of all programs demonstrated alignment with the competencies. “Business Acumen”, “Critical Evaluation”, “Communication” and “Relationship Management” were the most frequently referenced competencies in course syllabi. “Consultation” appeared the least frequently. This comprehensive analysis revealed that there is alignment between course curricula of public universities in Texas and competency expectations of graduates wishing to pursue a career in Human Resources. Recommendations applied to four areas including scholarship, university administration, professional associations, and practitioners.

This thesis will concentrate on a two-fold purpose: first, to determine whether an industrial management program at North Texas State College is justified; and second, to present a broad outline that will form a foundation upon which the content of such a program can be based.

The purpose of this study was to compare the perceptions held by three significant groups concerning management training programs in two-year colleges in the United States on the present and desired future importance of these curriculum objectives: semi-professional, technical, supplemental, retraining and transfer. The perceptions were determined by analyses of responses to questionnaires sent to representative members of each of three groups.

This study focused on the hotel front office management course and how this course and related topics were taught in hospitality management programs. The results of the study can guide faculty in developing and expanding the hotel front office management course, related textbooks and teaching resources to best prepare students to meet the future needs of the lodging industry.