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Die verband tussen lokus van beheer, transformasionele leierskap en bestuursuksesBadenhorst, Dina Carolina 30 November 2004 (has links)
The primary aim of this research was to determine whether there is a relation between locus of control, transformational leadership and management success. One hundred and one shift overseers completed selfevaluation questionnaires on locus of control and transformational leadership. Thereafter, in turn, the managers completed evaluation questionnaires on the work performance of the shift overseers. The Pearson correlation coefficient showed statistically significant interrelations between internal locus of control, autonomy and transformational leadership. The three scales of management success also showed a strong positive correlation. Canonical correlations indicated that only one variant could be interpreted and that high internal control and high autonomy are associated with high transformational leadership and laissez faire leadership style. According to the literature overview, a positive relation exists between internal locus of control, transformational leadership and management success as well as organisational performance. An attempt is made to account for these diverse findings in terms of the relevance of a performance model within an organisational context. / Die primere doel van hierdie navorsingstudie was om te bepaalof daar 'n verband is tussen lokus van beheer, transformasionele leierskap en bestuursukses. Eenhonderd en een skoftoesighouers het selfbeoordelings-vraelyste oor lokus van beheer en transformasionele leierskap voltooi. Daarna het die bestuurders beoordelingsvraelyste oor die skoftoesighouers se werksprestasie voltooi. Die Pearson korrelasietoets het getoon dat daar statisties beduidende verbande is tussen interne lokus van beheer, outonomie en transformasionele leierskap. Die drie skate van bestuursukses het onderling sterk positief gekorrelleer. Kanoniese korrelasies het aangedui dat slegs een variaat interpreteer kan word en dat hoe interne beheer en hoe outonomie geassosieer is met hoe transformasionele leierskap en lae laissez faire-leierskapstyl. Die literatuurstudie het getoon dat daar 'n positiewe verband is tussen interne lokus van beheer, transformasionele
leierskap en bestuursukses asook organisasie-prestasie. Verklarings vir hierdie teenstellende bevindings word gegee aan die hand van die relevansie van 'n prestasiemodel binne 'n organisasiekonteks. / Industrial and Organisational Psychology / M.A. (Industrial and Organisational Psychology)
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Critérios de avaliação do desempenho de gerenciamento de projetos: uma abordagem de estudos de casos. / Project management performance evaluation: a multiple case study approach.Daniel Lopes 18 September 2009 (has links)
O objeto de estudo deste trabalho são os critérios de avaliação do desempenho de gerenciamento de projetos, ou em outras palavras, aqueles critérios que podem ser utilizados pelos stakeholders para avaliar se o projeto está sendo, ou foi, bem gerenciado. O objetivo é contribuir para a pesquisa e melhoria do desempenho de gerenciamento de projetos. A primeira fase da pesquisa consistiu de uma revisão na literatura para mapeamento de critérios identificados por outros autores. Uma relação com 20 critérios foi utilizada no questionário aplicado nos estudos de casos para averiguar se tais critérios são utilizados pelas empresas estudadas, e se a seleção e a atribuição de importância dos critérios são influenciadas pelo papel desempenhado pelo entrevistado no gerenciamento dos projetos (gerente, membro de equipe e patrocinador, mais especificamente), pelas características dos projetos ou pela maturidade da empresa em gerenciamento de projetos. Os estudos de caso foram conduzidos em duas grandes empresas multinacionais com alta maturidade e em uma empresa brasileira de médio porte com baixa maturidade. Concluiu-se que, nas empresas estudadas, a seleção dos critérios está altamente associada à natureza e aos objetivos do projeto, não sendo perceptível a influência do papel desempenhado pelo entrevistado. Além disso, nas três empresas a questão da avaliação do desempenho do gerenciamento de projetos foi considerada muito importante tanto para o sucesso dos projetos como para o sucesso da própria organização, fato explicado pela forte contribuição dos projetos para os resultados das empresas e pela interpretação de que projetos bem gerenciados têm maior chance de satisfazer às necessidades e expectativas dos clientes e, desta forma, aumentam a capacidade da empresa de realizar novos negócios com o mesmo cliente e de se posicionar no mercado para realizar negócios com novos clientes. Concluiu-se, também, que a empresa com baixa maturidade apresenta uma tendência a preferir critérios financeiros para avaliação do gerenciamento de seus projetos, enquanto as empresas com alta maturidade preferem um conjunto de critérios multidimensionais. / The object of study of this research is the criteria for project management performance evaluation, in other words, those criteria used by the key stakeholders to assess whether or not a project is being or has been well managed. The objective is to contribute to the research and improvement of the project management performance. The first phase of the research consisted by the review of the literature for mapping criteria identified by other authors. A list of 20 criteria has been created and utilized for the preparation of the questionnaire applied to the case studies to verify if those criteria are used by the studied companies and if the selection and importance given are influenced by the role played in the project management by the interviewee (manager, team member and sponsor, more specifically), by the projects characteristics or by the maturity in project management of the company. The case studies were conducted in two large multinationals companies with high-maturity in project management and in a medium size Brazilian company with low maturity in project management. It was concluded that in the companies studied the selection of criteria is highly associated with the nature and objectives of the project and not influenced by the role played by the interviewee. Moreover, the three companies considered the issue of project management performance assessment very important for the success of the projects as well as the companys, fact explained by the strong contribution that projects bring to the results of the companies and by the interpretation that well managed projects are more likely to meet the customers needs and expectations, increasing the company\'s ability to conduct new business with existing clients and to position itself in the market to do business with new clients. Another conclusion is that the low maturity company is more likely to prefer financials criteria to the project management performance assess; on other hand the high maturity companies are more likely to adopt a multidimensional set of criteria.
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Gender issues in management promotions in the health services: a Malawian perspectiveChirwa, Maureen Leah 28 February 2002 (has links)
This study sought to explore gender issues affecting management promotions in Malawi's
health care services, utilising both qualitative and quantitative techniques in data collection
and analysis. Promotion patterns were compared and contrasted for male and female
managers.
The study was based on the assumptions that
• both men and women were aware of experiences that affected their promotion
opportunities
• promotion patterns showed fewer variations than did cultural, social and gender
factors
• male prejudices were maintained which oppressed women's promotions
• increased decision-making power lowered stress about professional growth and
development
The findings supported the first two assumptions, but not the last two. The findings
suggested that males and females encountered similar experiences concerning managerial
promotions in Malawi's health care services. Factors that enhanced management successes for both males and females included
management orientation and mentorship. Unclear promotion policies and procedures
hindered management promotions. Information derived from this research could enable
policy-makers to establish an environment that increases supportive networks and
interactions between male and female managers in Malawi. Furthermore, to ensure equal
opportunities in the health care services management, monitoring strategies by Malawi's
Ministry of Gender, the Department of Human Resources Management and Development,
and the Ministry of Health and Population need to be established and implemented. / Health Studies / D.Litt. et Phil. (Health Studies)
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Gender issues in management promotions in the health services : a Malawian perspectiveChirwa, Maureen Leah 02 1900 (has links)
This study sought to explore gender issues affecting management promotions in Malawi's
health care services, utilising both qualitative and quantitative techniques in data collection
and analysis. Promotion patterns were compared and contrasted for male and female
managers.
The study was based on the assumptions that
• both men and women were aware of experiences that affected their promotion
opportunities
• promotion patterns showed fewer variations than did cultural, social and gender
factors
• male prejudices were maintained which oppressed women's promotions
• increased decision-making power lowered stress about professional growth and
development
The findings supported the first two assumptions, but not the last two.
The findings suggested that males and females encountered similar experiences concerning managerial
promotions in Malawi's health care services.
Factors that enhanced management successes for both males and females included
management orientation and mentorship. Unclear promotion policies and procedures
hindered management promotions. Information derived from this research could enable
policy-makers to establish an environment that increases supportive networks and
interactions between male and female managers in Malawi. Furthermore, to ensure equal
opportunities in the health care services management, monitoring strategies by Malawi's
Ministry of Gender, the Department of Human Resources Management and Development,
and the Ministry of Health and Population need to be established and implemented. / Health Studies / D.Litt. et Phil. (Advanced Nursing Sciences)
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Selfaktualisering as voorspeller van bestuursuksesGeldenhuys, Diederik Joachim 11 1900 (has links)
Text in Afrikaans / Hierdie navorsing handel oor selfaktualisering as voorspeller van
bestuursukses. In die literatuuroorsig is bestuursukses as
afhanklike veranderlike en selfaktualisering as onafhanklike
veranderlike binne die humanistiese paradigma gekonseptualiseer
en geoperasionaliseer. Die persoonlikheidskenmerke verwant aan
die veranderlikes is bepaal en geintegreer.
Die empiriese ondersoek is binne die funksionalistiese paradigma
aangebied. Die gekose meetinstrumente, naamlik die Bestuursvaardigheidsinventaris
vir die meet van bestuursukses en die
Persoonlike Orientasie-inventaris vir die meet van selfaktualisering
is op 'n ewekansige steekproef van 51 middelvlakbestuurders
afgeneem. Die betroubaarheid van die Bestuursvaardigheids-
inventaris is met behulp van die "Cronbach Alpha
Coeffisient"- metode bepaal. Om te bepaal of selfaktualisering
'n voorspeller van bestuursukses is, is stapsgewyse regressieontledings
gedoen. Die resultate dui daarop dat die
ondersteuningsratio (innerlike orientasie) bestuursukses
beduidend voorspel, sowel as 12 van die 18 kenmerke eie aan
bestuursukses onderskeidelik. / This research deals with self-actualization as predictor of
management success. In the literature review, management
success as the dependent variable and self-actualization as
independent variable, is conceptualized and operationalized
within the humanistic paradigm. The personality chracteristics
inhirent in the variables were determined and integrated.
The empirical investigation is presented within the
functionalistic paradigm. The chosen measuring instruments,
namely the Management Skills Inventory for the measurement of
management success and the Personal Orientation Inventory for
the measurement of self-actualization were administrated by
means of random sampling to 51 middle level managers. The
reliability qf the Management Skills Inventory was determined
by means of the "Cronbach Alpha CoEHfisient"- method. To
determine if selfactualization is a predictor of Management
Success, stepwise regression analysis was done. The results
indicate that the support ratio (inner directedness) predicts
management success significantly, as well as 12 of the 18
personality characteristics inherent in management success,
respectively. / Psychology / M.A. (Industrial Psychology)
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Selfaktualiseringsbenadering tot bestuursukses binne 'n finansiële instellingEsterhuizen, Petrus Michael 11 1900 (has links)
Hierdie proefskrif handel oor 'n selfaktualiseringsbenadering tot bestuursukses binne
'n finansiele instelling. Die stand punt word gehuldig dat bestuurders wat reeds hoer
vlakke van selfaktualisering bereik het oor die persoonlikheidskenmerke (intrapersoonlike,
interpersoonlike en werkskenmerke) beskik wat tot bestuursukses lei.
Hierdie standpunt, wat gegrond is op die uitgangspunte van die humanistiese
benadering, is nog nie in finansiele instellings nagevors nie.
Die volgende literatuurdoelstellings is in hierdie navorsing bereik:
'n Ge"integreerde beskouing van die vernaamste humanistiese persoonlikheidsteoriee,
wat dien as metateoretiese raamwerk vir hierdie navorsing, is daargestel.
- Die konsep selfaktualisering is omskryf en die persoonlikheidskenmerke van die
selfaktualiserende persoon is ge"identifiseer.
- Die konsep bestuursukses is omskryf en die persoonlikheidskenmerke van die
suksesvolle bestuurder is ge"identifiseer.
- Meetbare bestuursukseskriteria asook meetinstrumente vir die meet daarvan is
ge"identifiseer.
'n Psigometriese toetsbattery is saamgestel uit die Algemene Gesondheidsvraelys,
Verstandelike-helderheidstoets, Sestien-persoonlikheidsfaktorvraelys, Persoonlikeorienteringsvraelys,
Rottervraelys, RGN Gevallestudietegniek-enbesluitnemingsvraelys
en die Biografiese vraelys. Hierdie meetinstrumente is as
klassifikasieveranderlikes gebruik om die meetbare komponente van die konstruk
selfaktualisering by bestuurders van 'n finansiele instelling te meet.
Besuursukses, as kriteriumveranderlike, is met die prestasiebestuurevaluering- en
werknemer -effektiwiteitsvraelys gemeet.
Uit die statistiese analise (meervoudigeregressie-analise) blyk dit dat 15
klassifikasieveranderlikes met bestuursukses verband hou. Die meervoudige
korrelasie R (aangepas vir getal gevalle en getal klassifikasieveranderlikes) is gelyk
aan 0,54. Daar is dus in hierdie navorsing 'n verband gevind tussen die konsepte
selfaktualisering en bestuursukses soos gemeet by bestuurders van 'n finansiele
instelling.
Verskeie klassifikasieveranderlikes toon 'n paraboliese verband met bestuursukses.
Dit dui daarop dat 'n relatiewe aanwesigheid of sterkte van spesifieke
persoonlikheidskenmerke noodsaaklik is vir bestuursukses. lndien 'n sekere
optimale punt egter oorskry word, het dit 'n nadelige effek op bestuursukses.
Die gevolgtrekking word gemaak dat die evalueringstegnieke en psigometriese
instrumente wat in hierdie navorsing gebruik is en wat 'n verband (reglynig of
parabolies) met bestuursukses getoon het, binne die finansiele instelling gebruik kan
word om bestuurders met bestuurspotensiaal te identifiseer.
Aanbevelings is ten opsigte van die gebruikswaarde van die konsep selfaktualisering
vir die praktyk en vir verdere navorsing geformuleer. / This thesis examines the self-actualisation approach to management success within
a financial institution. The premise is that managers who have already reached high
levels of self-actualisation possess the personality traits (intrapersonal, interpersonal
and work traits) that lead to management success. This premise, which is based on
the points of view of the humanistic approach, has not yet been researched in a
financial institution.
The following literature objectives were achieved in this research:
- An integrated view of the major humanistic personality theories, which serve as
metatheoretic framework for this research, has been compiled.
- The concept of self-actualisation has been defined and the personality traits of the
self-actualising person identified.
- The concept of management success has been defined and the personality traits of
the successful manager identified.
- Measurable management success criteria as well as measuring instruments for
measuring these criteria have been identified.
A psychometric test battery has been compiled from the General Health
Questionnaire, Mental Alertness Test, Sixteen Personality Factor Questionnaire,
Personal Orientation Questionnaire, Rotter Questionnaire, HSRC Case Study
Technique and Decision-making Questionnaire and the Biographical Questionnaire.
These measuring instruments were used as classification variables to measure the
measurable components of the selj-actualisation construct among managers of a
financial institution.
Management success, as a criterion variable, was measured using the performance
management evaluation and employee effectiveness questionnaires.
From the statistical analysis (multiple-regression analysis) it is evident that 15
classification variables relate to management success. The multiple correlation R
(adjusted for number of cases and number of classification variables) equals 0,54.
A relation has therefore been found in this research between the concepts of selfactualisation
and management success as measured in managers of a financial
institution.
Several classification variables show a parabolic relation to management success.
This indicates that a relative presence or strength of specific personality traits is
essential for management success. However, when a certain optimal point is
exceeded, this has a detrimental effect on management success.
The conclusion is reached that the evaluation techniques and psychometric
instruments used in this research, which showed a relation (whether rectilineal or
parabolic) with management success, may be employed at a financial institution to
identify managers with management potential.
Recommendations in respect of the usefulness of the self-actualisation concept for
the practical environment and for future research were formulated. / Industrial and Organisational Psychology / DCom (Bedryfsielkunde)
|
17 |
Gender issues in management promotions in the health services: a Malawian perspectiveChirwa, Maureen Leah 28 February 2002 (has links)
This study sought to explore gender issues affecting management promotions in Malawi's
health care services, utilising both qualitative and quantitative techniques in data collection
and analysis. Promotion patterns were compared and contrasted for male and female
managers.
The study was based on the assumptions that
• both men and women were aware of experiences that affected their promotion
opportunities
• promotion patterns showed fewer variations than did cultural, social and gender
factors
• male prejudices were maintained which oppressed women's promotions
• increased decision-making power lowered stress about professional growth and
development
The findings supported the first two assumptions, but not the last two. The findings
suggested that males and females encountered similar experiences concerning managerial
promotions in Malawi's health care services. Factors that enhanced management successes for both males and females included
management orientation and mentorship. Unclear promotion policies and procedures
hindered management promotions. Information derived from this research could enable
policy-makers to establish an environment that increases supportive networks and
interactions between male and female managers in Malawi. Furthermore, to ensure equal
opportunities in the health care services management, monitoring strategies by Malawi's
Ministry of Gender, the Department of Human Resources Management and Development,
and the Ministry of Health and Population need to be established and implemented. / Health Studies / D.Litt. et Phil. (Health Studies)
|
18 |
Gender issues in management promotions in the health services : a Malawian perspectiveChirwa, Maureen Leah 02 1900 (has links)
This study sought to explore gender issues affecting management promotions in Malawi's
health care services, utilising both qualitative and quantitative techniques in data collection
and analysis. Promotion patterns were compared and contrasted for male and female
managers.
The study was based on the assumptions that
• both men and women were aware of experiences that affected their promotion
opportunities
• promotion patterns showed fewer variations than did cultural, social and gender
factors
• male prejudices were maintained which oppressed women's promotions
• increased decision-making power lowered stress about professional growth and
development
The findings supported the first two assumptions, but not the last two.
The findings suggested that males and females encountered similar experiences concerning managerial
promotions in Malawi's health care services.
Factors that enhanced management successes for both males and females included
management orientation and mentorship. Unclear promotion policies and procedures
hindered management promotions. Information derived from this research could enable
policy-makers to establish an environment that increases supportive networks and
interactions between male and female managers in Malawi. Furthermore, to ensure equal
opportunities in the health care services management, monitoring strategies by Malawi's
Ministry of Gender, the Department of Human Resources Management and Development,
and the Ministry of Health and Population need to be established and implemented. / Health Studies / D.Litt. et Phil. (Advanced Nursing Sciences)
|
19 |
Selfaktualisering as voorspeller van bestuursuksesGeldenhuys, Diederik Joachim 11 1900 (has links)
Text in Afrikaans / Hierdie navorsing handel oor selfaktualisering as voorspeller van
bestuursukses. In die literatuuroorsig is bestuursukses as
afhanklike veranderlike en selfaktualisering as onafhanklike
veranderlike binne die humanistiese paradigma gekonseptualiseer
en geoperasionaliseer. Die persoonlikheidskenmerke verwant aan
die veranderlikes is bepaal en geintegreer.
Die empiriese ondersoek is binne die funksionalistiese paradigma
aangebied. Die gekose meetinstrumente, naamlik die Bestuursvaardigheidsinventaris
vir die meet van bestuursukses en die
Persoonlike Orientasie-inventaris vir die meet van selfaktualisering
is op 'n ewekansige steekproef van 51 middelvlakbestuurders
afgeneem. Die betroubaarheid van die Bestuursvaardigheids-
inventaris is met behulp van die "Cronbach Alpha
Coeffisient"- metode bepaal. Om te bepaal of selfaktualisering
'n voorspeller van bestuursukses is, is stapsgewyse regressieontledings
gedoen. Die resultate dui daarop dat die
ondersteuningsratio (innerlike orientasie) bestuursukses
beduidend voorspel, sowel as 12 van die 18 kenmerke eie aan
bestuursukses onderskeidelik. / This research deals with self-actualization as predictor of
management success. In the literature review, management
success as the dependent variable and self-actualization as
independent variable, is conceptualized and operationalized
within the humanistic paradigm. The personality chracteristics
inhirent in the variables were determined and integrated.
The empirical investigation is presented within the
functionalistic paradigm. The chosen measuring instruments,
namely the Management Skills Inventory for the measurement of
management success and the Personal Orientation Inventory for
the measurement of self-actualization were administrated by
means of random sampling to 51 middle level managers. The
reliability qf the Management Skills Inventory was determined
by means of the "Cronbach Alpha CoEHfisient"- method. To
determine if selfactualization is a predictor of Management
Success, stepwise regression analysis was done. The results
indicate that the support ratio (inner directedness) predicts
management success significantly, as well as 12 of the 18
personality characteristics inherent in management success,
respectively. / Psychology / M.A. (Industrial Psychology)
|
20 |
Selfaktualiseringsbenadering tot bestuursukses binne 'n finansiële instellingEsterhuizen, Petrus Michael 11 1900 (has links)
Hierdie proefskrif handel oor 'n selfaktualiseringsbenadering tot bestuursukses binne
'n finansiele instelling. Die stand punt word gehuldig dat bestuurders wat reeds hoer
vlakke van selfaktualisering bereik het oor die persoonlikheidskenmerke (intrapersoonlike,
interpersoonlike en werkskenmerke) beskik wat tot bestuursukses lei.
Hierdie standpunt, wat gegrond is op die uitgangspunte van die humanistiese
benadering, is nog nie in finansiele instellings nagevors nie.
Die volgende literatuurdoelstellings is in hierdie navorsing bereik:
'n Ge"integreerde beskouing van die vernaamste humanistiese persoonlikheidsteoriee,
wat dien as metateoretiese raamwerk vir hierdie navorsing, is daargestel.
- Die konsep selfaktualisering is omskryf en die persoonlikheidskenmerke van die
selfaktualiserende persoon is ge"identifiseer.
- Die konsep bestuursukses is omskryf en die persoonlikheidskenmerke van die
suksesvolle bestuurder is ge"identifiseer.
- Meetbare bestuursukseskriteria asook meetinstrumente vir die meet daarvan is
ge"identifiseer.
'n Psigometriese toetsbattery is saamgestel uit die Algemene Gesondheidsvraelys,
Verstandelike-helderheidstoets, Sestien-persoonlikheidsfaktorvraelys, Persoonlikeorienteringsvraelys,
Rottervraelys, RGN Gevallestudietegniek-enbesluitnemingsvraelys
en die Biografiese vraelys. Hierdie meetinstrumente is as
klassifikasieveranderlikes gebruik om die meetbare komponente van die konstruk
selfaktualisering by bestuurders van 'n finansiele instelling te meet.
Besuursukses, as kriteriumveranderlike, is met die prestasiebestuurevaluering- en
werknemer -effektiwiteitsvraelys gemeet.
Uit die statistiese analise (meervoudigeregressie-analise) blyk dit dat 15
klassifikasieveranderlikes met bestuursukses verband hou. Die meervoudige
korrelasie R (aangepas vir getal gevalle en getal klassifikasieveranderlikes) is gelyk
aan 0,54. Daar is dus in hierdie navorsing 'n verband gevind tussen die konsepte
selfaktualisering en bestuursukses soos gemeet by bestuurders van 'n finansiele
instelling.
Verskeie klassifikasieveranderlikes toon 'n paraboliese verband met bestuursukses.
Dit dui daarop dat 'n relatiewe aanwesigheid of sterkte van spesifieke
persoonlikheidskenmerke noodsaaklik is vir bestuursukses. lndien 'n sekere
optimale punt egter oorskry word, het dit 'n nadelige effek op bestuursukses.
Die gevolgtrekking word gemaak dat die evalueringstegnieke en psigometriese
instrumente wat in hierdie navorsing gebruik is en wat 'n verband (reglynig of
parabolies) met bestuursukses getoon het, binne die finansiele instelling gebruik kan
word om bestuurders met bestuurspotensiaal te identifiseer.
Aanbevelings is ten opsigte van die gebruikswaarde van die konsep selfaktualisering
vir die praktyk en vir verdere navorsing geformuleer. / This thesis examines the self-actualisation approach to management success within
a financial institution. The premise is that managers who have already reached high
levels of self-actualisation possess the personality traits (intrapersonal, interpersonal
and work traits) that lead to management success. This premise, which is based on
the points of view of the humanistic approach, has not yet been researched in a
financial institution.
The following literature objectives were achieved in this research:
- An integrated view of the major humanistic personality theories, which serve as
metatheoretic framework for this research, has been compiled.
- The concept of self-actualisation has been defined and the personality traits of the
self-actualising person identified.
- The concept of management success has been defined and the personality traits of
the successful manager identified.
- Measurable management success criteria as well as measuring instruments for
measuring these criteria have been identified.
A psychometric test battery has been compiled from the General Health
Questionnaire, Mental Alertness Test, Sixteen Personality Factor Questionnaire,
Personal Orientation Questionnaire, Rotter Questionnaire, HSRC Case Study
Technique and Decision-making Questionnaire and the Biographical Questionnaire.
These measuring instruments were used as classification variables to measure the
measurable components of the selj-actualisation construct among managers of a
financial institution.
Management success, as a criterion variable, was measured using the performance
management evaluation and employee effectiveness questionnaires.
From the statistical analysis (multiple-regression analysis) it is evident that 15
classification variables relate to management success. The multiple correlation R
(adjusted for number of cases and number of classification variables) equals 0,54.
A relation has therefore been found in this research between the concepts of selfactualisation
and management success as measured in managers of a financial
institution.
Several classification variables show a parabolic relation to management success.
This indicates that a relative presence or strength of specific personality traits is
essential for management success. However, when a certain optimal point is
exceeded, this has a detrimental effect on management success.
The conclusion is reached that the evaluation techniques and psychometric
instruments used in this research, which showed a relation (whether rectilineal or
parabolic) with management success, may be employed at a financial institution to
identify managers with management potential.
Recommendations in respect of the usefulness of the self-actualisation concept for
the practical environment and for future research were formulated. / Industrial and Organisational Psychology / DCom (Bedryfsielkunde)
|
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