This study aimed to evaluate the effectiveness of a modern fleet management system in improving the logistics of transporting staff, goods and materials in Kenya Power & Lighting Company, a utility firm in power distribution. In today’s competitive marketplace which is characterised by rapidly changing business requirements, leveraging leading edge technologies and adopting best practices are essential in order to ensure sound logistical support that guarantees both effectiveness and efficiency in the transportation processes. The sampling procedure of one-stage, cluster sampling and the use of the simple random sampling technique were used in this study to select a sample size which was sufficiently representative of the whole population. Both the descriptive study approach and the survey research strategy were adopted to enable the collection of data in a manner that allowed in-depth examination while gathering information that explained the relationships between constructs, in particular, cause and effect relationships. The main purpose of this dissertation was therefore to establish that the use of information technology is feasible in transport industries, explain possible obstacles and also any major advantages of its implementation. Secondly, as regards the theoretical aspect, a broadened view on the use of online tracking for vehicles using a global positioning system is presented, together with practical examples, to illustrate its successful implementation in a fleet management system. The study concludes by offering suggestions and recommendations from the research results and the researcher’s experiences for future studies. / Transport Economics, Logistics & Tourism / M. Com. (Transport Economics)

Thesis (MPA)--Stellenbosch University, 2003. / ENGLISH ABSTRACT: The new management model for the Government places the responsibility for the execution of the human resources function within the management domain of the executive authority, department heads and line managers. Other than in the past, the human resources function has been decentralised at all provincial departments within the Western Cape. Departments subsequently went ahead and established their own human resources components. However, the creation and structuring of the said function within the different departments were completed, to a great extent, in isolation with each other. Although all departmental components had to perform the same functions within the same regulatory framework, there was little consistency in the way it was structured. The purpose of the research is to create a generic organisational structure to serve as a guideline whereby departmental human resources components could be organised. In order to design a model a literature study has been undertaken with the emphasis on structuring of organisations and a functional analysis of the human resources function has been done. The focus was on literature that deals with the structuring of human resources components. An analysis was also done on the regulatory framework in which the human resource function should function, within the Government. In view of the preceding discussions and due to specific principles, a generic organisational structure has been developed and is recommended that it serve as a guide to be applied within the Western Cape Provincial Administration. / AFRIKAANSE OPSOMMING: Die nuwe bestuursmodel vir die staatsdiens plaas die verantwoordelikheid vir die uitvoering van die menslike hulpbronbestuursfunksie binne die bestuursdomein van die uitvoeringsgesagte, departementshoofde en lynbestuurders. Waar die menslike hulpbronbestuursfunksie ten opsigte van bepaalde departemente binne die Wes-Kaapse Provinsiale Administrasie voorheen vanuit 'n gesentraliseerde komponent gelewer is, is die funksie gedesentraliseer en het departemente gevolglik begin om hul eie menslike hulpbronbestuur komponente te vestig. Die vestiging en strukturering van hierdie komponente het in isolasie tot mekaar plaasgevind, en was daar weinig sprake van patroonmatigheid in die wyse waarop dit gestruktureer is, alhoewel almal dieselfde funksies ingevolge dieselfde regulatoriese raamwerk moet verrig. Die doel van die navorsingstudie is om 'n generiese organisasiestruktuur te ontwerp om as riglyn te dien waarvolgens hierdie departementele menslike hulpbronbestuur komponente gestruktureer kan word. Ten einde die model te ontwerp is 'n literatuurstudie ten opsigte van organisasie-teorie met die klem opdie strukturering van organisasies onderneem, en is 'n funksionele analise van die menslike hulpbronbestuur funksie gemaak. Aandag is geskenk aan literatuur ten opsigte van die strukturering van menslike hulpbronbestuur komponente en is daar ook 'n ontleding van die regulatoriese raamwerk waarbinne die menslike hulpbronbestuur funksie binne die staatsdiens verrig staan te word, gedoen. Op grond van die voormelde en aan die hand van bepaalde beginsels is 'n generiese organisasiestruktuur ontwerp, en word aanbeveel dat dit dien as riglyn vir toepassing binne die Wes-Kaapse Provinsiale Administrasie.

published_or_final_version / Business Administration / Master / Master of Business Administration

The purpose of this study was to determine if leadership training, given to informal leaders, had a positive effect on manufacturing productivity. The leadership attributes of informal leaders were assessed using the Leader Attributes Inventory (LAI). Furthermore, the performance of informal leaders was measured using the Leader Effectiveness Index (LEI). Non-management employees from various departments in a manufacturing facility were placed in one of four experimental groups. A Solomon four-group experimental design was employed. A one-group pretest-posttest design was used to control threats to internal validity. The one-way analysis of variance procedure (ANOVA) was used to determine if there were statistically significant increases in manufacturing productivity of informal leaders. Findings suggested that training increased the manufacturing productivity of informal leaders. The increased productivity indicated that leadership training could help manufacturing facilities increase their productivity without capital expenditures. Findings did not indicate a statistically significant difference in leadership attributes. Findings also suggested there were no significant differences in the manufacturing productivity between employees with high leader attributes and low leader attributes. Based on this study, leadership training, given to non-management employees, may yield gains in manufacturing productivity.

Call number: LD2668 .T4 1986 O77 / Master of Science / Biological and Agricultural Engineering

Pang Chun-bor. / Summary in Chinese. / Thesis (M.B.A.)--Chinese University of Hong Kong. / Bibliography: leaves 97-99.

by Chung, Sui Lun Lewis. / Thesis (M.B.A.)--Chinese University of Hong Kong, 1999. / Includes bibliographical references. / ABSTRACT --- p.ii / TABLE OF CONTENTS --- p.iii / Chapter / Chapter 1 --- INTRODUCTION --- p.1 / Outsourcing --- p.1 / Performance Issues in Outsourcing --- p.1 / Group Motivation and Vendor Management in --- p.2 / Outsourcing / The Behavioral Science Approach --- p.2 / Types of Outsourcing Studied --- p.3 / Chapter 2 --- SUGGESTED MANAGEMENT PRACTICES IN MOTIVATING VENDORS --- p.4 / Background --- p.4 / Alignment of Organizational Goals --- p.5 / Communicating the Goals to the Vendor --- p.6 / Translate the Goals to Measurable Performance Targets and Provide Regular Feedback to the Vendor on Performance --- p.6 / Reinforce Good Performance with Recognition --- p.7 / Contact Vendor Senior Management Regularly --- p.8 / Installing Job Satisfaction in Outsourcing --- p.8 / Outsource Works in Challenging Package --- p.9 / Be Result Oriented and Avoid Micro-Managing the Vendor --- p.10 / Provide an Equalized Working Environment to Vendor --- p.10 / Partnering with Vendor --- p.11 / Select Vendor with Compatible Organizational Culture --- p.12 / Ensure Vendor Outsource Manager has the Leadership Quality --- p.13 / Manage the Constituents within the Employer Organization --- p.13 / Nurture the Partnership by Top Management over Time --- p.14 / Summary of the Suggested Management Practice --- p.15 / Chapter 3 --- CASE STUDY 1: MASS TRANSIT RAILWAY CORPORATION AND DESIGN SERVICES OUTSOURCING --- p.16 / Introduction of Mass Transit Railway Corporation --- p.16 / Principle Business of MTRC --- p.16 / New Railway Extensions --- p.17 / The Role of Outsourcing in New Railway Extension --- p.17 / The Airport Railway Design Outsourcing Experience --- p.18 / Vendor Management Improvements --- p.18 / Tseung Kwan O Extension Design Outsourcing Strategy --- p.19 / Chapter 4 --- CASE STUDY 2: HONG KONG MONETARY AUTHORITY AND INFORMATION SYSTEM OUTSOURCING --- p.20 / Introduction of Hong Kong Monetary Authority --- p.20 / Organization of HKMA --- p.21 / Information Technology Division --- p.21 / Outsourcing by IT Division --- p.22 / Outsource Management at HKMA --- p.23 / Motivating Factors to Vendor Top Management --- p.23 / Motivating Factors to Vendor Staffs --- p.24 / Chapter 5 --- ANALYSIS FROM CASE STUDIES --- p.25 / Alignment of Organizational Goals --- p.25 / Communicating the Goals to the Vendor --- p.25 / Translate the Goals to Measurable Performance Targets and Provide Regular Feedback to the Vendor on Performance --- p.25 / Reinforce Good Performance with Recognition --- p.26 / Contact Vendor Senior Management Regularly --- p.26 / Installing Job Satisfaction in Outsourcing --- p.27 / Outsource Works in Challenging Package --- p.27 / Be Result Oriented and Avoid Micro-Managing the Vendor --- p.28 / Provide an Equalized Working Environment to Vendor --- p.28 / Partnering with Vendor --- p.29 / Select Vendor with Compatible Organizational Culture --- p.29 / Ensure Vendor Outsource Manager has the Leadership Quality --- p.30 / Manage the Constituents within the Employer Organization --- p.30 / Nurture the Partnership by Top Management over Time --- p.32 / Chapter 6 --- CONCLUSION AND FURTHER RESEARCH --- p.33 / Conclusion --- p.33 / Further Research --- p.34 / REFERENCES --- p.35 / APPENDIX 1 FAILED AND REALIZED OUTSOURCING EXPECTATIONS --- p.Appendix 1/1 / APPENDIX 2 OECD OUTSOURCING BEST PRACTICE GUIDELINES --- p.Appendix 2/1 / APPENDIX 3 TECHNIQUES IN MAINTAINING COMPATIBILITY OF ORGANIZATIONAL CULTURE --- p.Appendix 3/1 / APPENDIX 4 MANAGING THE CONSTITUENCY WITHIN THE EMPLOYER ORGANIZATION --- p.Appendix 4/1 / APPENDIX 5 INTERVIEWS --- p.Appendix 5/1 / BIBLIOGRAPHY Bibliography/ --- p.1

by Chan She Kei. / Thesis (M.B.A.)--Chinese University of Hong Kong, 1997. / Includes bibliographical references (leaves 85-86). / ABSTRACT --- p.ii / TABLE OF CONTENTS --- p.iv / ACKNOWLEDGMENTS --- p.vi / LIST OF TABLES --- p.vii / LIST OF CHARTS --- p.viii / Chapter / Chapter I. --- INTRODUCTION --- p.1 / Chapter II. --- RESEARCH METHODOLOGY --- p.4 / Basic Scope of the Study --- p.4 / Basic Approach --- p.5 / Confidentiality --- p.6 / Chapter III. --- LITERATURE REVIEW --- p.7 / Organisational Development --- p.7 / Emerge of Business Process Re-engineering --- p.8 / Principles and Basic Steps for Re-engineering Business Process --- p.10 / Obstacles for BPR --- p.15 / Organisational Culture and BPR in Chinese Community --- p.17 / Lessons Learnt from Experience --- p.19 / Chapter IV. --- THE BPR CASE --- p.22 / Background of Asset Creation Team --- p.22 / Urgency for Changes --- p.23 / Objectives --- p.24 / Approach --- p.25 / Issues --- p.25 / Benchmarking --- p.26 / Recommendation --- p.27 / Organisational Change --- p.28 / Implementation --- p.29 / Chapter V. --- DISCUSSION AND ANALYSIS --- p.31 / Top Management Commitment --- p.31 / BPR Team Member --- p.32 / BPR Project Process --- p.33 / The Proposed Change --- p.35 / Human Aspects of BPR --- p.42 / Chapter VI. --- EMPLOYEE SURVEY --- p.46 / Objectives --- p.46 / Survey Responses --- p.47 / Discussion on Survey Findings --- p.49 / Corporate Change Strategies --- p.49 / Corporate and Personal Culture --- p.52 / Work Organisation and Operating Efficiency --- p.56 / Impact on Employee due to the Change --- p.58 / Chapter VII. --- SUGGESTIONS FOR IMPROVEMENT --- p.61 / Suggestions for Future BPR Project --- p.61 / Suggestions for Improving Effectiveness of the New Organisation --- p.63 / Chapter VIII. --- CONCLUSION --- p.67 / APPENDICES --- p.73 / Chapter Appendix 1 : --- The Previous Organisational Chart for Design Department --- p.73 / Chapter Appendix 2 : --- The Previous Organisational Chart for Network Development Department --- p.74 / Chapter Appendix 3 : --- The Organisational Chart for New Asset Creation Process --- p.75 / Chapter Appendix 4 : --- The Previous Work Process For Asset Creation --- p.76 / Chapter Appendix 5 : --- The New Work Process For Asset Creation --- p.77 / Chapter Appendix 6 : --- The Implementation Plan --- p.78 / Chapter Appendix 7 : --- The Sample Questionnaire --- p.79 / Chapter Appendix 8 : --- The Survey Summary --- p.83 / BIBLIOGRAPHY --- p.85 / Books --- p.85 / Periodicals --- p.86

Ho, Yun Chi Maggie. / "December 2010." / Thesis (M.Phil.)--Chinese University of Hong Kong, 2011. / Includes bibliographical references (leaves 211-231). / Abstracts in English and Chinese; some appendixes also in Chinese. / ABSTRACT --- p.i / ACKNOWLEDGEMENT --- p.iv / TABLE OF CONTENT --- p.vi / LIST OF TABLES --- p.xi / LIST OF FIGURES --- p.xiii / LIST OF APPENDICES --- p.xviii / NOTATION --- p.xix / Chapter Chapter 1 --- Introduction --- p.1 / Chapter 1.1 --- Introduction --- p.1 / Chapter 1.2 --- Significance --- p.2 / Chapter 1.3 --- Objectives --- p.4 / Chapter 1.4 --- Conceptual framework of study --- p.5 / Chapter Chapter 2 --- Literature Review --- p.9 / Chapter 2.1 --- Introduction --- p.9 / Chapter 2.2 --- Definition of terms --- p.10 / Chapter 2.3 --- Indigenous community and nature reserves --- p.12 / Chapter 2.4 --- Opportunities of cooperating with indigenous community in conservation --- p.15 / Chapter 2.5 --- Incorporating indigenous knowledge --- p.18 / Chapter 2.6 --- Sacred natural sites as traditional conserved areas --- p.21 / Chapter 2.7 --- Challenges --- p.26 / Chapter 2.7.1 --- Erosion of traditions --- p.26 / Chapter 2.7.2 --- Coordination between indigenous population and conservationists --- p.31 / Chapter 2.8 --- International trend --- p.33 / Chapter 2.9 --- Local experiences in nature conservation --- p.36 / Chapter 2.9.1 --- Legislative framework --- p.36 / Chapter 2.9.2 --- Types of Protected Areas (PAs) --- p.37 / Chapter 2.9.3 --- Community involvement --- p.41 / Chapter 2.9.4 --- Privately owned land. --- p.43 / Chapter 2.10 --- Summary --- p.45 / Chapter Chapter 3 --- Methodology --- p.47 / Chapter 3.1 --- Introduction --- p.47 / Chapter 3.2 --- Research framework --- p.47 / Chapter 3.3 --- Data collection --- p.48 / Chapter 3.4 --- Analytical approach --- p.50 / Chapter 3.4.1 --- Importance-performance analysis --- p.51 / Chapter 3.4.2 --- Participation level assessment --- p.53 / Chapter Chapter 4 --- Background of Study Sites --- p.60 / Chapter 4.1 --- Introduction --- p.60 / Chapter 4.2 --- Background information on Long Valley --- p.60 / Chapter 4.2.1 --- Geographical settings --- p.60 / Chapter 4.2.2 --- Demographic information --- p.61 / Chapter 4.2.3 --- Cultural heritages --- p.63 / Chapter 4.2.4 --- Agricultural history --- p.66 / Chapter 4.2.5 --- Avifauna diversity --- p.67 / Chapter 4.3 --- Background information on Fung Yuen --- p.69 / Chapter 4.3.1 --- Geographical settings --- p.69 / Chapter 4.3.2 --- Demographic information --- p.72 / Chapter 4.3.3 --- Biodiversity --- p.73 / Chapter 4.4 --- Summary --- p.76 / Chapter Chapter 5 --- Roles of Stakeholders --- p.78 / Chapter 5.1 --- Introduction : --- p.78 / Chapter 5.2 --- Current management framework : --- p.78 / Chapter 5.2.1 --- Role of government --- p.81 / Chapter 5.2.2 --- Role of NGOs --- p.86 / Chapter 5.2.3 --- Role of local community --- p.97 / Chapter 5.2.4 --- Role of private sector --- p.98 / Chapter 5.3 --- Summary --- p.99 / Chapter Chapter 6 --- Community participation level assessment --- p.102 / Chapter 6.1 --- Introduction --- p.102 / Chapter 6.2 --- Community participation on the two sites --- p.103 / Chapter 6.2.1 --- Long Valley --- p.103 / Chapter 6.2.2 --- Fung Yuen --- p.113 / Chapter 6.2.3 --- Summary --- p.125 / Chapter 6.3 --- Motivation for participation --- p.126 / Chapter 6.3.1 --- Long Valley --- p.126 / Chapter 6.3.2 --- Fung Yuen --- p.128 / Chapter 6.3.3 --- Summary --- p.129 / Chapter 6.4 --- Identifying participation level --- p.130 / Chapter 6.5 --- Suggestions for improvement --- p.134 / Chapter 6.5.1 --- Structure --- p.135 / Chapter 6.5.2 --- Conservation --- p.139 / Chapter 6.5.3 --- Ecotourism --- p.144 / Chapter 6.6 --- Summary --- p.147 / Chapter Chapter 7 --- Performance of MA scheme --- p.150 / Chapter 7.1 --- Introduction : --- p.150 / Chapter 7.2 --- Public perception --- p.150 / Chapter 7.3 --- NGOs´ة staffs --- p.160 / Chapter 7.3.1 --- Involvement of locals --- p.162 / Chapter 7.3.2 --- Management --- p.167 / Chapter 7.4 --- Summary --- p.172 / Chapter Chapter 8 --- Sustainable ma framework --- p.175 / Chapter 8.1 --- Introduction --- p.175 / Chapter 8.2 --- Current situation --- p.175 / Chapter 8.3 --- Challenges --- p.178 / Chapter 8.3.1 --- Interest of landlords --- p.178 / Chapter 8.3.2 --- Bureaucratic problem --- p.180 / Chapter 8.3.3 --- Inadequate institutional support --- p.183 / Chapter 8.3.4 --- Development pressure --- p.185 / Chapter 8.3.5 --- Absence of ecological baseline data --- p.187 / Chapter 8.3.6 --- Rapid change of personnel --- p.188 / Chapter 8.4 --- Opportunities --- p.189 / Chapter 8.4.1 --- Adaptive management --- p.189 / Chapter 8.4.2 --- Community participation --- p.191 / Chapter 8.4.3 --- Trust fund --- p.192 / Chapter 8.5 --- Summary and suggestions for improvement --- p.194 / Chapter Chapter 9 --- Conclusion --- p.199 / Chapter 9.1 --- Introduction --- p.199 / Chapter 9.2 --- Summary of findings --- p.200 / Chapter 9.2.1 --- Roles of stakeholders --- p.200 / Chapter 9.2.2 --- Community participation level --- p.202 / Chapter 9.2.3 --- Performance of MA --- p.204 / Chapter 9.2.4 --- Suggestions for improvement --- p.206 / Chapter 9.3 --- Limitations of the study --- p.208 / Chapter 9.4 --- Suggestions for future study --- p.209 / Bibliography --- p.211 / Appendices --- p.232

Includes list of Supplementary refereed publications relating to thesis; and of Refereed conference papers, as appendix 1 / Includes bibliograhical references (p. 316-343) / xix, 381 p. : ill. ; 30 cm. / Title page, contents and abstract only. The complete thesis in print form is available from the University Library. / Focusses particularly on the purchase of wine and the factors that influence consumer choice and the values that drive the decision process across different consumption occasions. The effectiveness of occasion as part of the theoretical model of means-end chain analysis is investigated, as well as the feasibility of occasion in the Olsen and Thach (2001) conceptual framework of consumer behavior relating to wine. / Thesis (Ph.D.)--University of Adelaide, School of Agriculture and Wine, Discipline of Wine and Horticulture, 2003