Global projects have a high failure rate, with many project failures attributed to lack of effective leadership. A knowledge gap about leadership requirements and complexities in a global project management environment has increased the risks in global projects. The problem is evident in the increasing project failure rate and the struggling national strategies in the oil and gas industry in the Arabian Gulf Cooperation Council (GCC). The purpose of this study was to explore the role of leadership in project success and adaptation complexities in GCC. The conceptual framework consisted of complex adaptive systems and contingency theories. A qualitative approach was used to capture common understandings of project leaders' role and the opportunities and challenges in a multicultural global project environment. Personal interviews were conducted with 25 participants from the oil and gas industry in GCC who were selected using a purposive sampling method. Six themes emerged from an exploratory and comparative analysis, including: adaptable project structure with team and environment dynamics; leadership role and the impermanent multicultural environment; project success definition and the success criteria; aligned performance and governance systems; changing organizational strategy; and team building and the project complexity management. Based on study findings, a framework was created for leading 4 organizational processes in global projects, which includes the environment, team building, leadership selection, and setting of project success criteria. Higher efficiency in leading these processes may contribute to positive social change and support practitioners to promote a project environment for active knowledge integration.

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The automotive industry is in a period of significant change with different emerging technologies trying to impact the industry. It is in a time where the fourth industrial revolution, Industry 4.0, opens up opportunities for OEMs to improve their products and services with the help of transitioning towards Asset Performance Management (APM 4.0). This master thesis has identified various OEMs values with the help of the framework Value Mapping Tool to help the companies capitalize on these opportunities. The values were divided into the following subvalues; Value Captured, Value Missed, and Value Opportunities. OEMs have to adapt their existing business models with the help of business model innovation to improve the identification of values further and stay competitive or gain competitive advantages. Literature regarding the current state of the automotive industry and transitioning towards APM 4.0 has been combined with findings from six semi-structured interviews. The findings are based on interviews with employees with different positions from various automotive companies in Sweden. Furthermore, the findings and the literature have been compared to three benchmarking studies of similar research in Germany, China, and the USA to gain an overall view of the problem. The missed values are characterized by Complexity, Ambiguity, and Knowledge. Moreover, the values captured show that new business models are needed due to the market rapidly transforming but companies lacking knowledge on how to capture value. The complexity concerns the new complex technologies arriving as well as the high level of uncertainties rising with the introduction of APM 4.0. The ambiguities indicate the problems the automotive companies have with searching for information since they do not know what to expect. The knowledge refers to knowledge gained during the process of implementing APM 4.0 in order to identify valuable unexplored data. Nonetheless, the study also led to finding potential value opportunities despite the lack of knowledge and a high level of uncertainty. There are unexplored business models which can improve the manufacturing processes for the automotive companies. Project benchmarking has shown positive signs but still has not reached its full potential due to low amounts of tests. The study concludes that many clear obstacles hinder a successful implementation of APM 4.0 within the Swedish automotive industry. In order for the automotive companies to optimize the implementation, they have to capture value relevant to their business model. / Fordonsindustrin befinner sig i en period av tydliga ändringar då ny teknologi försöker göra sitt avtryck på industrin. Det är i en tid då den fjärde industriella revolutionen, Industry 4.0, öppnar upp möjligheter för OEM:s att förbättra deras produkter och tjänster med hjälp av skiftet mot ”Asset Performance Management (APM 4.0)”. Denna masters arbete har identifierat olika värden i OEM:s med hjälp av ramverket Value Mapping Tool för att stödja företag att ta vara på dessa möjligheter. Värdena blev uppdelade i följande delvärden; Värde Fångat, Värde Missat och Värde Möjligheter. OEM:s måste anpassa deras nuvarande affärsmodell med hjälp av affärsmodellsinnovation för att kunna förbättra identifieringen av värden ännu mer och för att förbli konkurrenskraftig eller tjäna konkurrensfördelar. Litteraturen angående det rådande läget av fordonsindustrin och skiftet mot APM 4.0 har kombinerats med resultatet från de sex semistrukturerade intervjuerna. Resultatet är baserade på intervjuer med anställda inom olika positioner från varierande fordonsföretag i Sverige. Vidare, har resultatet och litteraturen jämförts med tre riktmärknings studier av liknande forskning i Tyskland, Kina och USA för att kunna få en överblick av problemet. De missade värdena karaktäriseras av Komplexitet, Oklarhet och Kunskap. Vidare, visar de fångade värden att nya affärsmodeller krävs på grund av den snabbt ändrade marknaden i samband med den nya teknologin som kommer, men företag saknar kunskap av att veta hur de ska fånga denna värde. Komplexitet berör de nya komplexa teknologierna som kommer samt den höga nivå av osäkerhet som uppstår i samband med introduktionen av APM 4.0. Oklarhet syftar på de problem som fordonsföretag har med att hitta information eftersom de inte vet vad de ska förvänta sig. Kunskap hänvisar till kunskap erhållen under implementeringsprocessen av APM 4.0 för att identifiera värdefull outforskad data. Likväl, hittade studien också potentiella värde möjligheter trots bristen på kunskap och den höga nivån av osäkerhet. Det finns oupptäckta affärsmodeller som kan förbättra tillverkningsprocesserna för fordonsföretag. Riktmärkning projekten har visat positiva tecken men har fortfarande inte uppnått sin fulla potential på grund av det låga antalet tester. Studien drar slutsatsen att det finns många tydliga hinder för en lyckad implementering av APM 4.0 inom den svenska fordonsindustrin. För att dessa fordonsföretag ska optimera implementeringen måste de fånga värde som är relevant till deras affärsmodeller.

Выпускная квалификационная работа состоит из введения, трех частей, заключения, библиографического списка и приложений. В теоретической части представлены: литература, касающаяся оценки эффективности и ее применения на уровне Многоуровневой маркетинговой компании. В практической части представлены: исследовательские инструменты, использованные для проведения исследования: социологический опросник и три психологических теста, а также результаты всех упомянутых инструментов, анализ результатов и выводы. На основе полученных данных были разработаны предложения для обеспечения эффективного измерения производительности и плавного продвижения в рейтинге лидеров InCruises’. В заключение подводятся итоги в соответствии с поставленными задачами. / The final qualifying work consists of an introduction, three parts, a conclusion, a bibliographic list, and appendixes. The theoretical part presents: the literature relative to performance evaluations and its application at the level of a Multi-Level Marketing company. The practical part presents: the research tools used to conduct the study: a sociological questionnaire and three psychological tests and findings of the all the mentioned tools. Based on the data obtained, proposals have been developed to ensure an effective performance measurement and a smooth progress at InCruises’ leadership ranks In conclusion, the results are summed up in accordance with the tasks set.

Выпускная квалификационная работа состоит из введения, трех частей, заключения, библиографического списка и приложений. В теоретической части представлены смежные понятия управления эффективностью, процесс управления эффективностью, инструменты исследования, методы исследования. Практическая часть: характеристика компании Z как объекта управления, структура человеческих ресурсов компании Z, оценка по системе PM компании Z, проблемы и причины в системе PM компании Z. На основе полученных данных разработаны предложения: Цели и принципы оптимизации, Основы построения схемы оптимизации, Мероприятия по оптимизации. В заключении подводятся итоги в соответствии с поставленными задачами. / The final qualifying work consists of an introduction, three parts, a conclusion, a bibliographic list, and appendixes. The theoretical part presents related concepts of performance management, process of performance management, research tools, research methods. The practical part characteristics of Company Z as an object of management, human resource structure of Company Z, appraisal on the PM system of Company Z, problems and causes in the company Z’s PM system. Based on the data obtained, proposals have been developed Objectives and principles of optimization, Optimization scheme design framework, Optimization measures. In conclusion, the results are summed up in accordance with the tasks set.

Tidigare forskning inom verksamhetsstyrning har fokuserat mestadels på finansiell drivna företag med hierarkisk styrning. Där den grundläggande tanken till verksamhetsstyrningen kommer från David Otleys ramverk från 1999 men har senare utvecklas. Med bland annat mer tydlighet i kommunikation och styrning mellan ledning och anställda. Det teoretiska ramverket som har används är Borys &amp; Adlers ramverk från 1996 om möjliggörande och tvingande kontroll och som innehåller fyra attribut: reparation, intern transparens, global transparens och flexibilitet.  Den datan som samlades in är insamlad med hjälp av semistrukturerade intervjuer med lärare som jobbar på grundskolor eller gymnasieskolor i syfte att ge inblick i hur de upplever verksamhetsstyrning. Lärarna kände att de fick lösa mång problem som uppstår självständigt och endast ifall det var något större och som inte lärarna enskilt kunde lösa så kopplades andra resurser och chefer in som stöd. Lärarna var autonoma i deras egna arbete och tyckte att kompetensutveckling bidrog till kunskaper som gynnade dem i deras yrkesutövning och därmed den interna transparensen. Lärarna hade även en organisationskännedom i form av samspel med kollegor med till exempel planering av ämnesöverskridande uppgifter. Det fanns även en möjliggörande flexibilitet i lärarnas arbete. / Earlier research within Management Control systems had focused on mostly the financially controlled companies with typical hierarchical guidance. There the main research thought about this type of management control or performance control system is coming from David Otley´s framework from 1999 but the framework has been further developed by him and other researchers. With, among other things, more clarity in communication and control between management and employees. The theoretical framework that has been used under this thesis research is Borys &amp; Adlers framework from 1996 about enable and coercive control which includes four different attributes which are: repair, internal transparency, global transparency, and flexibility. The data was collected in semi-structured interviews with teachers that work at primary or secondary schools with the purpose of achieving insight into how they feel about the performance management control. The teachers felt that they needed to solve many of the problems that appeared by themself  and only if the problem was too big or complex for them alone did they take help of other resources or the school management at the schools for support. The teachers were autonomous in their work and thought that competence development contributed to the knowledge that benefited them in their professional practice and therefore contributed to internal transparency. The teachers also had organizational knowledge in terms of interaction with their colleagues with, for example, the planning of cross-disciplinary courses. There was also enabling flexibility in the teachers' work. / <p>Arbetet skickades in till examinator 13/1-2022.</p><p></p>

Text in Afrikaans / Health care has typical challenges and stress factors as employees deal with people in a very personal manner. This exclusively client-centred environment requires special skills from employees if they wish to perform well. In addition to excellent interpersonal and stress management skills, they need to be able to handle their own and patients' emotions well. These skills can be referred to as emotional intelligence competencies. Emotional intelligence is a relatively new concept with many possibilities if applied correctly. This study involves 114 employees, their colleagues and supervisors in two health-care organisations. The 360° Emotional Competency Profiler was used together with the internal performance evaluation scores, and statistical techniques such as t-tests and discriminant analysis were utilized. It was found that certain emotional intelligence dimensions and work performance are related to a certain extent. However, other factors also need to be considered if one wants to make predictions in this regard. / Die gesondheidsorgomgewing het unieke uitdagings en stresfaktore omdat werknemers op 'n baie persoonlike vlak met mense werk. Die uitsluitlik klientgesentreerde omgewing verg spesiale vaardighede indien werknemers goed wil presteer. Buiten uitstekende interpersoonlike- en streshanteringsvaardighede, moet hulle ook in staat wees om hulle eie en huile pasiente se gevoelens te kan hanteer. Hierdie vaardighede kan na verwys word as emosionele intelligensievaardighede. Emosionele intelligensie is 'n relatief nuwe konsep wat baie toepassingsmoontlikhede het indien dit reg aangewend word. Hierdie studie betrek 114 beskikbare werknemers en hulle kollegas en toesighouers in twee gesondheidsorgorganisasies. Die 360° Emotional Competency Profiler is saam met die interne prestasie-beoordelingstellings gebruik en daar is gebruik gemaak van statistiese tegnieke soos f-toetse en diskriminantontleding. Daar is bevind dat sekere emosionele intelligensie dimensies in 'n sekere mate 'n onderlinge verband toon met werksprestasie. Ander faktore moet egter ook in ag geneem word indien mens 'n voorspelling in hierdie verband wil maak. / Industrial and Organisational Psychology / MCOM (Industrial and Organisational Psychology)

Text in Afrikaans / Performance management and performance appraisal plays a crucial role in developing human resources. In the social work profession the social work supervisor is the person responsible to appraise the performance of the social worker because of the excellent position to observe the job performance directly and consistently. The purpose of this study is to investigate how social work supervisors perform their supervisory functions and apply performance appraisal. The researcher used qualitative research for an exploratory and descriptive study. In-depth interviews were use as data collection method. The sample group was social work supervisors in the employment of the Western Cape Department of Social Development. Performance appraisal can be use to encourage professional growth and development of social workers. Performance appraisal is a supervisory duty and thus a component of administrative, educational and supportive supervision. It seems however that supervisors experience problems with performing supervision and to apply performance appraisal. / Thesis (M.A. (Maatskaplike Werk))

The overall aim of this study is to determine whether and how the application of Total Quality Management (TQM) can improve organisational performance in the Maluti-A-Phofung Municipality. There is a reason to believe that TQM can be and is a viable approach for improving productivity and performance in the public sector. TQM principles centred on customer satisfaction, process orientation and continuous improvement are very compatible with preferred public sector management styles. Therefore, a theoretical and conceptual analysis is undertaken of TQM as it is discussed in various volumes of published literature. As a result, quality is examined in terms of how it historically evolved during the various stages of development of mankind and overview of essential concepts that contributed to modern professional practice of the concept. Furthermore, TQM defined within a broad framework of management theory and its dimensions are scrutinised. These dimensions are analysed in such a way that describe a model of how organisations could use TQM as a management theory. A thorough analysis of individual dimension and unique contribution of each to organisational performance is made. The role of managers to implement TQM principles and practices is analysed as well as factors contributing to failures as a check list of what managers must avoid in order to implement TQM effectively. Moreover, the criterion upon which TQM in public institutions could be evaluated is also discussed as the corner stone of a performance measurement system. Local government introduced municipal performance management systems as part of the new public management paradigm shift, adopted in an attempt to find more effective and efficient methods of delivering services. Therefore, the concept of performance management and its impact on TQM on municipal performance is thoroughly discussed. The meaning of quality and performance is defined and evaluated in terms of components of performance management. In this way the fundamental value and impact TQM may have on performance management can be determined. To determine whether and how the application of TQM can improve organisational performance in the Maluti-A-Phofung Municipality, a structured questionnaire survey is undertaken based on nine TQM dimensions identified in the study. / Public Administration and Management / (M. Admin. (Public Admin.)

The advent of democracy in the Republic of South Africa has brought about fundamental changes in the spheres of governance. One of these changes is the implementation of the employee performance management and development system in the public service. One of the Constitutional imperatives of the country requires all government institutions to cultivate good human resource management and career development practices to maximise human potential. The Gauteng Department of Social Development and in particular, Father Smangaliso Mkhatswa Centre, is also expected to implement the employee performance management and development system. The study seeks to examine to what extent performance management can enhance employee‟s performance. To achieve this, a semi-structured interview was conducted with employees of Father Smangaliso Mkhatswa Centre. The findings indicate that managers use performance management as a tool to control and discipline subordinates, whilst subordinates use performance management as a means of getting extra money through performance bonuses. This could be the reason that performance assessment period is viewed as a period of high tension between supervisors and subordinates. / Public Administration & Management / M.P.A.