The purpose of the present study was to determine if there are "cores" of similar personality traits among successful business and industrial managers and senior management students in the School of Business Administration at North Texas State University.

The workplace of today is global, fast paced and under intense pressure to stay competitive and achieve financial results. This makes change an inevitable part of any organisation because in order to survive and thrive in this environment organisations need to continuously change and re-invent themselves. This study was conducted in a mining company and the industry has been one of the biggest contributors to the South African economy for over a century. There have been many changes and developments within the mining industry over the years. The mining industry has also experienced a lot of transformational activities such as mergers, acquisitions, downsizing and restructuring. During these changing and uncertain times it is important to pay special attention to the employees in the organisation as people still remain the most important asset in any organisation. Change can be a pleasant or traumatic experience for people and this makes it important to ensure that with all changes to the work environment employees are well looked after and their wellbeing is maintained. Employee wellness has been a subject of much interest for many years and it has been found that organisations that invest in the wellness of their employees have greater benefits and are more successful at managing change. This study was conducted to investigate the impact of a restructuring exercise on the wellness of middle managers. The study aimed to determine the impact/effect of a restructuring exercise on employee wellness in a sample of employees in the middle management category. This research investigated possible wellness factors that were impacted on during this organisational restructuring exercise. Three wellness dimensions were looked at and these included: physical, mental and social dimensions of wellness. The intention is to use the information collected as guidelines in the development of future employee wellness programs, taking into account change management and how to better handle it. A qualitative approach was followed and employees from a mining company were asked to participate in the study. Data was collected firstly through the use of an open ended questionnaire and thereafter two focus groups were conducted. The focus group sessions were recorded and the data was transcribed. A process of coding was used to analyse and get the central themes from the data. In conclusion the results indicated that the restructuring exercise had a significant impact on the wellness of middle managers. The general responses were negative and indicated that people’s wellness was definitely impacted on. The key themes and sub themes that emerged across all dimensions were grouped into the following: communication, trust, personal health management (nutrition, physical health and fitness and sleeping habits), mental wellbeing (stress and anxiety, morale, uncertainty), workplace environment and social status. The role of managers/leaders was seen as key during this process. Also it was clear that the development and implementation of relevant wellness programs was important to manage employee wellness during such activities. Therefore recommendations and strategies for managing change and wellness offered in this study take into account the responses from the participants and the key issues identified. This study was conducted in a specific organisation with a limited number of participants from the Corporate Office and therefore the findings should not be generalised to other middle managers in other organisational contexts without a degree of caution. Another important limitation to consider is that this research was taken at a specific time during this restructuring exercise. The negative responses could have been influenced by the timing of this research, in that, although there was a lot of communication pertaining to the changes envisaged to employees, there however were no final decisions made or implemented yet. Employees were in a waiting period and they did not know what was going to be the extent of the impact of these changes on them. A recommendation is that this research is undertaken at a later stage when all changes are implemented. In this case this was however not possible due to a time factor from the researcher’s side and delays within the organisation. / Dissertation (MCom)--University of Pretoria, 2012. / Human Resource Management / unrestricted

In an increasingly competitive environment, sustaining high performance is critical. Effective performance management can enhance performance to support organisational success. Individuals in organisations want growth, and yet businesses are not leveraging the opportunity to develop them. Literature has identified four elements that influence the effectiveness of performance management. The purpose of this study is to determine the impact that the elements; employees, managers, the performance management system and context, have on the effectiveness of performance management. The study was qualitative and exploratory, involving semi-structured interviews with 22 respondents from four automotive component manufacturers in KwaZulu-Natal. The respondents comprised executives, senior managers, line managers and employees. Each interview was analysed utilising thematic analysis. Findings from the research confirmed the literature that the elements do influence performance management and highlighted two other elements, the human resource department and leadership. The relationships between the elements revealed effects that served as enablers or deterrents to the elements working efficiently. A framework emerged from findings and reviewed literature, which depicts the interconnection of the elements and aspects for businesses to consider, in order to utilise performance management effectively. The findings from this study adds to the existing literature in the field of performance management. / Mini Dissertation (MBA)--University of Pretoria, 2021. / Gordon Institute of Business Science (GIBS) / MBA / Unrestricted

This study examined the motivations of managers in a Federal government agency to participate or not participate in voluntary government-sponsored training. The researcher distributed a questionnaire, via agency electronic mail, to managers and supervisors in the Federal Emergency Management Agency (FEMA). The questionnaire comprised items selected from three instruments used and validated in previous adult education participation studies and provided the data for this study. Section 1 of the questionnaire addressed demographics, Section 2 addressed non-participation, and Section 3 addressed participation. Respondents rated the degree of influence or importance each item had on their decision to participate or not to participate in government-sponsored training.The data revealed the relative importance of the reasons for participation and non-participation and their relationship to the demographic variables. Cognitive interest and professional advancement were the primary motivations for participation in training. Lack of course relevance and time constraints were the primary motivations for not participating in training. There was no significant difference in motivation between men and women managers for either participation or non-participation. Other demographic variables had low to mid-range correlations with specific reasons for participation and non-participation, none of which were concentrated on a single cluster or factor. / Ed. D.

There are numerous factors that influence a nurse manager's job satisfaction and intention to remain in a job. The purpose of this project was to evaluate whether a formal mentorship program for nurse managers impacted job satisfaction and intention to remain in a job. A pilot program was developed and 15 nurse managers from 2 hospitals in the Pacific Northwest participated in a 6-month mentorship program. The program was guided by mentorship enactment theory and Kouzes and Posner's exemplary leadership framework. Using the Leadership Profile Inventory (LPI) and the Nurse Manager Practice Environment Scale (NMPES), job satisfaction, intention to stay in a job, and transformational leadership behaviors were measured before and after the program. Results were analyzed using a paired samples t test. There were statistically significant differences between the preprogram LPI scores (M= 212.27, SD=37.8) and postprogram scores (M=232.47, SD= 25.28); t (14) = -2.83, p =.013. There were also statistically significant differences between the preprogram NMPES Subscale 3: Culture of Generativity (M= 23.20, SD= 4.65) and postprogram scores (M= 26.20, SD= 4.74); t (14) = -2.40, p=.032. The results demonstrated a significant increase in job satisfaction, intention to stay, and transformational leadership behaviors. Implementation of this pilot program supported positive social change through reduced nurse manager turnover, resulting in a reduction of healthcare spending on replacement costs in addition to improved patient outcomes.

Thesis (M.S.)--Boston University / PLEASE NOTE: Boston University Libraries did not receive an Authorization To Manage form for this thesis or dissertation. It is therefore not openly accessible, though it may be available by request. If you are the author or principal advisor of this work and would like to request open access for it, please contact us at open-help@bu.edu. Thank you. / The selection of Microcosm was based on its isolation, both geographical and from the technology of the present time. The elements of the town can be exposed clearly due to the relative sparseness of the stimuli operating on it. The purpose of this study is first to present a complete background of the town's history and institutions and the attitudes of its people and second to present guidelines for public relations programs so that any new Town Manager might put forward his efforts in a more successful manner than in the past. The history of the town and its institutions was gathered from libraries, public documents, governmental and private sources. The attitudes of the townspeople relative to the town, its institutions and the selves were studied by eans of depth interviews and questionnaires. These two bodies of data furnish a newcomer to the town with sufficient material so that he can more quickly establish the rapport he needs to become effective. Since no natives are being trained as Town Managers, this paper serves a real need in this respect. Guidelines are presented for conducting public relations programs based on today's generally accepted methods. These are amplified by specific recommendations as to how to conduct these programs in concert with the town's needs and personality. The effects of not considering such methods in the past are demonstrated. Where practical, data is presented in tabular form. A study of the effectiveness of future Town Managers, if they use good public relations methods as compared with past performance, could yield a quantitative assessment of such practice. Also, it is suggested that the background and attitude study be periodically updated so that this work can maintain its effect. / 2031-01-01

Environmental management and sustainability have been recent important issues in the hospitality industry. The hotel industry, as a main sector of the hospitality industry, has benefited from environmental initiatives through improving corporate image and increasing resource and energy efficiency. Among various environmental issues that have been addressed in the hotel industry, managerial influence on environmental management is rarely investigated. The purpose of this study was to examine the current state of environmental management in the hotel industry. Further, this study also determined a relationship between top managers' personal environmental attitudes and organizational involvement in environmental management practices. To achieve the purpose of this study, this study examined currently adopted green practices, top managers' environmental attitudes, and their perception of advantages derived from environmental management. Hotels that participated in this study showed greater involvement in energy management, water conservation, and waste management practices than hotels examined by previous research in different geographical areas. The results of this study showed a correlation between top managers' environmental attitudes and organizational involvement in environmental management. It was also found that top managers' environmental attitudes were positively related to their perceived advantages of environmental management. These findings present various managerial and theoretical implications for related organizations and hotel management companies. The hotel industry should keep promoting green hotel practices to reduce negative impacts on the valuable environment and increase operational efficiency. In order to promote environmental management in the hotel industry, related organizations, governments, and stakeholders need to focus on raising top managers' environmental awareness as well as providing information on successful cases of environmental management. / Master of Science

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