Thesis (Ph. D.)--University of Wisconsin--Madison, 1964. / Typescript. Vita. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references (leaves [185]-192).

Thesis (M.Ed.)--University of Hong Kong, 1985. / Includes bibliographical references (leaf 44-49). Also available in print.

Thesis (Ph. D.)--University of Oregon, 1993. / Vita. Includes bibliographical references (leaves 259-273).

Thesis (Ph. D.)--University of Wisconsin--Madison, 1992. / Typescript. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references.

Thesis (Ph. D.)--Columbia University, 1930. / Vita. Published also as Teachers College, Columbia University, Contributions to education, no. 431. eContent provider-neutral record in process. Description based on print version record. Bibliography: 96-105.

In the 1990s, globalisation became the 'Zeitgeist', with commercial companies striving to become "global players". Under these globalising influences, European construction companies have to respond to a significant reorientation of their markets, which range from the Domestic to the European and the Global markets. They have, therefore, to formulate global strategies to create and sustain competitive positions. This thesis reviews organisation and management theory on global strategies, and applies this theory to examine how a sample of European contractors has approached this strategic challenge. In this thesis "global player" is defined qualitatively as a firm that regards the whole world as a playing field, and shows that some European contractors are leading global players. This research study determines the global position, applied global strategies and competitive advantage of the top European international contractors, for three market levels (Domestic, European and Global) and also for individual international markets. For this, a research model has been developed to illustrate a logical relationship of the factors and markets which influence the position of a company, via global strategies, to a proposed global organisation based on the principles of "glocalisation". In part inspired by Porter's (1990) work, competitive advantage of contractors has also been examined in relation to home country specific characteristics. Furthermore Michael Porter's (1980) 'five forces model' has been developed to the special characteristics of the construction industry, from a contractors perspective, into a 'seven forces model'. The study is carried out by means of in-depth interviews with executives from 11 UK and 11 German top international contractors. In addition, 68 interviews were conducted with European contractors in South East Asia (Indonesia 21; Laos 3; Malaysia 11; Singapore 3; Thailand 14; Vietnam 5); and the United Arab Emirates 11). Comparative analysis between the two contracting nations (UK and Germany), market levels, individual overseas markets and European contracting nations (France, Holland, Italy, Sweden) is carried out using quantitative and qualitative measurements. This information was supplemented by semi-structured qualitative case studies of European contractors as global players, so the applying a holistic approach to the research methodology. The study reveals that the power of the seven competitive forces is similar in each market, whilst the competition structure among contractors differed between each market, which is partly explained due to contractors' nationality. The study shows that successful strategies and operational performance of European global contractors in international contracting are especially dependent on certain markets and certain time periods, which makes them distinct global players. This non-homogenous market behaviour is proven by the underlying theory that positioning factors, global strategies in part and competitive advantage differ between markets and contractors. It is suggested that the top European contractors are global players. In their search for sustainable global, regional and local competitive advantage, towards the new millennium, they may be able to alleviate national barriers and differences among the markets from a superior global position in the ideal form of a global organisation. The realisation of glocalisation might then replace nation-specific advantages by global ownership.

O estudo teve como objetivo identificar os estilos de liderança exercidos pelos profissionais de enfermagem com cargos diretivos e sua relação com os traços de conduta tipo A e a maturidade dos colaboradores sob sua direção. O universo esteve composto por enfermeiros diretivos de cinqüenta hospitais gerais da cidade de México, Distrito Federal, sendo tomado como referencial teórico o modelo de liderança situacional de Hersey e Blanchard e a Teoria de Conduta de Friedman e Rosenman. Foi testada a hipótese de relação significante entre os estilos de liderança exercidos pelos profissionais com cargos diretivos e seus traços de conduta tipo A e os tipos de maturidade de seus colaboradores. O estudo é de caráter quanti-qualitativo. Os resultados quantitativos mostraram que os profissionais com cargos diretivos exercem diferentes estilos de liderança. Os valores de correlações foram S1 R2 0,14 dos profissionais exercem a liderança diretiva (alta preferência pelas tarefas e baixa preferência pelas relações interpessoais), S2 R2 0,59 o estilo persuasivo (alta preferência pelas tarefas e alta preferência pelas relações interpessoais), S3 R2 0,27 o estilo participativo (alta preferência pelas relações interpessoais e baixa preferência pelas tarefas) e S4 R2 0,21 o estilo delegativo (baixa preferência pelas tarefas e baixa preferência pelas relações interpessoais). A maturidade inativa, foi observado um coeficiente de correlação de R1 R2 0.14 dos participantes (baixa disposição e baixa habilidade para as tarefas); R2 R2 0,51 apresentou maturidade reativa (baixa disposição e alta habilidade para as tarefas), R3 R2 0,18 maturidade pró-ativa (alta disposição e baixa habilidade para as tarefas) e R4 R2 0,14 a maturidade interativa (alta disposição e alta habilidade para as tarefas). Em uma escada de 0 a1, a qualificação media para os traços conduta tipo A mostraram Os 74% dos profissionais com cargos diretivos. Os resultados qualitativos indicam que esses profissionais percebem um ambiente de trabalho burocrático, com características típicas de organização e regulamentação, comunicação, e hierarquia orientada ao alcance dos objetivos. O alto grau de exigência é observado na sobrecarga de trabalho, o 81% dos diretivos cumprem com jornadas de trabalho diário de mais oito horas e 64% desses diretivos têm sob sua responsabilidade entre 400 e 500 trabalhadores. Outro indicador qualitativo é o período de permanência no cargo diretivo, variando entre um a dez anos para os 81%, e a tendência à continuidade do preparo acadêmico: 62% com grau de licenciatura e 24% com pós-graduação. Conclui-se que os diretivos alcançam as metas propostas com diferentes estilos de liderança que visam a estimular os enfermeiros, que mostram estar preparados, mas com problemas de motivação. Os diretivos utilizam estratégias de persuasão para obter a colaboração dos seguidores. Na situação analisada, se cumpre o modelo Hersey e Blanchard e oferece importantes pontos de vista para o fortalecimento da liderança em enfermagem nos hospitais gerais da cidade de México, Distrito Federal. / The main objective of this study is identify the styles of leadership exercised by directive nurses at general hospitals of Mexico City, according to situational leadership model of Hersey and Blanchard and its relationship with features type \"A\" of the leaders and the degrees of the maturity of their collaborators, according to behavior theory of Friedman and Rosenman. The study is quant-qualitative and was done with cooperation of directive nurses at the mentioned hospitals. The quantitative results demonstrated four leadership styles exercised by directive nurses: directive style characterized by its high preference for the tasks and low preference for the interpersonal relationships, persuasive style characterized by its high preference for the tasks and high preference for the interpersonal relationships, participant style characterized by its high preference for the relationships interpersonal and low preference for the tasks and delegatory style characterized by low preference for the tasks and low preference for the interpersonal relationships. The directive nurses apply the directive style in coefficient determination R2 0,14 of their decisions, the persuasive style in R2 0,59, the participant style in R2 0,27 and the delegatory style in R2 0,21 of their decisions. The followers showed four grades of readiness for the execution of their tasks: coefficient determination, inactive R2 0,14 attitude characterized by their low disposition and low ability for the tasks, reactive R2 0,51 attitude characterized by its low disposition and high ability for the tasks, attitude pre-active R2 0,18 characterized by its high disposition and low ability for the tasks and interactive R2 0,14 attitude characterized by its high disposition and high ability for the tasks. The directive nurses showed features of behavior type A in 74% of the cases. The qualitative results indicate that the directive ones perceive a mechanicbureaucratic orientation of the hospitals, with their typical characteristics of norms, communication, functions and hierarchy, total orientation to the achievement of the objectives, emphasis in the tasks and routine processes. The high demand is reflected in the work overload that they experience. In 81% of cases they work more than eight daily hours, 64% supervises between 400 and 500 professionals of the health and 81% abandon their positions after 10 years. The directive personnel has tendency toward the academic advance. 62% has degree grade and 24% has postgraduate. The directive nurses achieve the goals of the organization by means of the combination of four styles of leadership to influence in their followers; most of them are well qualified but have motivation problems. The directive nurses apply, frequently, the persuasive style of leadership which is related with the reactive attitude of the followers. They solve the personnel\'s deficiencies with excessive work loads. To conclude, the pattern of situational leadership of Hersey and Blanchard is useful to diagnose the situation of the leadership of the nurses and to identify the aspects to be strengthened in the general hospitals of the city of Mexico D. F.

Como dirigentes e gestores de Secretarias Municipais e Estaduais de SaÃde avaliam e monitoram a prÃpria gestÃo governamental? A presente dissertaÃÃo teve como objetivo analisar informaÃÃes, opiniÃes e discursos acerca de processos e prÃticas de avaliaÃÃo e monitoramento da gestÃo governamental em Secretarias Municipais e Estaduais de SaÃde. Trata-se de um estudo de casos mÃltiplos, de nÃveis analÃticos imbricados e carÃter exploratÃrio, com abordagem quanti-qualitativa. Foram aplicados questionÃrios semiestruturados a dirigentes governamentais de 577 Secretarias Municipais (amostra sistemÃtica e estratificada de 10,4% do total) e 24 Secretarias Estaduais de SaÃde (amostra estatÃstica, simples e aleatÃria de 88,8% do total). No estudo qualitativo, foi realizada a tÃcnica de Grupo focal com a participaÃÃo de dirigentes governamentais de 7 (sete) Secretarias Estaduais de SaÃde, selecionados a partir de um amostra intencional, que contemplou todas as grandes regiÃes brasileiras e estados de distintos portes populacionais. Procedeu-se uma anÃlise de sÃntese por meio da triangulaÃÃo de evidÃncias, utilizando-se como escopo de anÃlise o referencial normativo dos Sistemas de DireÃÃo EstratÃgica (SDE). Na maior parte dos casos analisados, os usuÃrios das informaÃÃes produzidas ainda estÃo pouco definidos e dispersos. A massa de informaÃÃo à mais diversificada e menos seletiva, veiculada em tempo ineficaz, com uma produÃÃo tendente a centralizaÃÃo e uso mais generalizado do que especifico. SÃo poucos os indicadores e sinalizadores mais especÃficos e apropriados para a gestÃo governamental em SaÃde. Hà lacunas especÃficas e significativas no gerenciamento financeiro, de pessoal e de situaÃÃes de crise. Apesar da reconhecida incipiÃncia observada nos processos e prÃticas de Monitoramento e AvaliaÃÃo da gestÃo governamental no Ãmbito de Secretarias Estaduais e Municipais de SaÃde, denota-se a conformaÃÃo e instituiÃÃo de comunidades de prÃticas vocacionadas e implicadas nesta perspectiva de atuaÃÃo (inter) institucional, com demandas e iniciativas que indicam uma gradual consolidaÃÃo desta (sub) Ãrea. / How leaders and managers of Municipal and State Health Department evaluate and monitor their own government management? This thesis aimed to analyze information, opinions and speeches about processes and practices for evaluating and monitoring government management in Municipal and State Health Department. It is a study of multiple cases, with intertwined analytical levels and exploratory nature and with quantitative and qualitative approach. Semi-structured questionnaires were administered to 577 government leaders of Municipal Health Department (stratified systematic sample of 10.4% of the total) and to 24 leaders of State Health Departments (statistical sample, simple random and 88.8% of the total). In the qualitative study, was applied the technique of focus group with the participation of government officials from seven (7) State Health Departments, selected from a purposive sample, which included all Brazilian biggest regions and states with different population sizes. Proceeded then a synthetic analysis through triangulation of evidences, using as scope analysis the reference standard of Strategic Management Systems (SMS). In most of the cases, users of the produced information are still poorly defined and dispersed. The mass of information is more diverse and less selective, with inefficient broadcast time, a production tending to centralization and more widespread usage than specific. Few are the more specific and appropriate indicators and flags for the Health government management. There are specific and significant gaps in financial management, personnel and crisis situations. Despite the recognized incipience observed in the processes and practices of monitoring and evaluation of government management in the context of State and Municipal Health Departments, denoted conformation and establishment of communities of practice dedicated and implicated in this (inter) institutional acting perspective, with demands and initiatives that indicate a gradual consolidation of this (sub) area.

This Master Thesis is concerned with the general approach towards systems of human resources management in organizations. In this approach it strives to comprehend not only its theoretical matter, but also to give a thorough description of its practical function. This Thesis copes on a tangible level with four selected HR activities, which are measured from the perspective of their usage in different organizations. Another level of the Thesis is a change of approach towards some HR activities which was caused by the arrival of economic crisis on the Czech market during the years 2008-2010. All levels are in this Thesis defined first from the theoretical point of view and consecutively confronted by the real practice gained from its own inquiry. This thesis purveys therefore theoretical groundwork of personnel management, but also a current analysis of the whole situation in HR which was changed due to the economical crisis. It centrally offers statements of many HR employees, who are sharing their experience from the environment of their own organizations.

Sales training and feedback is an important aspect of a successful business. Sales based businesses are dependent on effective customer relations. Implementing a training program that is focused on customer service could help increase sales revenue for the business as a whole. The purpose of this research study is to make recommendations for improving the process of initially greeting a customer in order to create a more positive experience from start to finish. It also examines the importance of feedback in regard to increasing desired behavior of a salesperson. After conducting a PDC with the owner, management and salespeople; recommendations for improving upon customer greetings was given to the management team.