Knowledge management (KM) has been cited as a strategic asset and a source of competitive advantage for organisations. While the issues of KM have been widely discussed by many researchers, there is a paucity of studies pertaining to the role of KM in enhancing organisational performance, especially in the banking sector. The focus of this research was to investigate the role of KM in enhancing organisational performance in selected banks of South Africa. The objective was to find out how knowledge was identified, captured, organised and retained in order to enhance performance of the banks. There is uncertainty about whether the use of KM could partly solve the banks‟ approaches to improving their quality of service to their communities in the modern information environment. Though KM has been implemented in commercial and business environments towards operational advantages and financial gains, KM survival principles and tools might help South African banks improve performance and fulfil their mandate. Knowledge, when properly managed, can significantly enhance an organisation‟s performance. The research design that was used in this study was an embedded case study design. Quantitative data were collected from a sample of middle level managers with the aid of a survey whilst interviews and document analysis were used to collect qualitative data. The findings of this study indicated that KM concepts were not universally understood at selected banks. The findings showed that collaboration between banks and the communities in creating a meaningful and relevant knowledge environment was essential for the survival of organisations. The banking industry practices were not deliberately based on KM but the study established that they were amenable to KM practices. The recommendation was to perform a knowledge inventory which could help develop appropriate institution-wide policies and practices for proper and well-organised methods of integrating work processes, collaborating and sharing (including the efficient use of knowledge technology platforms), and developing an enabling institutional culture. / Information Science / D. Litt. et Phil. (Information Science)

Small businesses growth and profitability is a national problem in South Africa (SA) and the Emerging Contractors (ECs) in the construction industry in Gauteng Province are no exception. The SA government expect ECs to become the main players in economic transformation and growth, job creation and income generation. However, ECs fail to live up to the expectations as some are characterised by low performance levels and are at risk of business closure. The purpose of this research is to examine the perceptions of Small Business Executives (SBEs) on determinants of business performance so that a performance model that could guide ECs within the construction business is developed. The researcher used a mixed approach to examine the perceptions of SBEs on determinants of ECs’ performance by applying both qualitative and quantitative research approaches. The population from which the sample was drawn comprised of 1890 urban based ECs registered with CIDB in the construction industry in Gauteng. Systematic random sampling was utilized and a sample size of 501 ECs was used. A structured questionnaire and interview guide were administered as the data collection instruments. A pilot survey was conducted where 2 key informants (SBEs) and 15 respondents (SBEs) were interviewed as representatives of ECs. A survey was used to assess the four hypotheses in the study. Content analysis was used to identify themes that emerged from qualitative data. The analysis of qualitative data demonstrated the perceptions of SBEs that financial factors, manpower, materials, machinery and equipment, project implementation, quality of work, legal and environmental and strategic planning were the main determinants that should be addressed when setting up and running construction businesses to reduce the negative impact on business performance. Based on the perceptions of SBEs, in quantitative, the univariate and multivariate statistical methods were performed to measure the level of significance between and among the performance determinants were tested at 5% confidence interval. Multiple linear regressions carried out based on the perceptions of SBEs identified strategic planning, project implementation and project performance as the most statistically significant factors in predicting the performance of ECs in Gauteng Province. The results from both qualitative and quantitative methods were synthesised and analysed through data transformation, typological development and case study analysis and the perceptions of respondents indicated a strong agreement between the qualitative and quantitative results. Based on multivariate results which were a result of the perceptions of SBEs, a performance prediction model was developed which is the core contribution of the study. The structure of the model, how it is used, its advantages and disadvantages were presented. The model provides a platform upon which ECs could predict performance and this would benefit ECs, clients, community and policymakers. In conclusion, the study established three significant determinants that include strategic planning, project implementation and project performance as highly relevant variables to improve construction business performance. Based on the perceptions of the respondents, the study recommends ECs to acquire and develop financial management skills that would enable them to understand and manage financial requirements that stakeholders such as financial institutions need in the areas of budgeting and cash flow management, bookkeeping knowledge, financial policies and controls and project pricing strategy. On the shortage of skills, the study recommends SBEs to take an initiative role in training employees, motivating and retaining competent workforce. The government need to establish technical colleges for training workers (apprenticeship) in order to equip them with appropriate industry knowledge, skills and experience. Lack of collateral security was widely reported by most SBEs and the study recommends the formation of a sector bank that would support emerging contractor businesses. / Business Management / D.B.L.

It is generally acknowledged that the share price of listed companies is not usually a true reflection of the value imbedded in the said companies. The main purpose of this study is to explore the correlation between selected performance measurement tools, namely Return on Equity (ROE) and Economic Value Added (EVA®), and the share price of companies listed on the Johannesburg Stock Exchange. The study is a quantitative one as it uses data extracted from McGregor BFA database to investigate the relationship between the variables studied. Correlation and linear regression analyses were used in determining such relationships. This study found that there is a synergy in using ROE and EVA® as performance measurement tools and that their interaction explains 8.06% of the movement in the share price of listed companies, all things being equal. Hence it is recommended to identify and study possible synergies between other performance measurement tools. / Management Accounting / M. Phil. (Accounting Sciences)

This dissertation has shown that public procurement regulation takes place through regulatory documents that mainly underwent a name change and that the only changes are found in the reporting framework. The South African government identified public procurement as an active instrument to achieve social and economic goals. To provide substance to this realisation, public procurement was taken up in the Constitution of the Republic of South Africa 1996. The constitution prescribes a procurement system that is fair, equitable, transparent, competitive and cost-effective. / Public Administration & Management / M. Admin. (Public Administration)

Bakgrund och problemdiskussion: Mikro- och småföretag har fått en allt större betydelse för sysselsättningen och den ekonomiska tillväxten i Sverige. 22.6 % av Sveriges företag klassificeras som mikroföretag och denna storleksklass har svårt att växa vidare. I denna storleksklass är viljan att växa vidare god, dock avtar den då antalet anställda inom en organisation ökar. Detta då komplexiteten att styra och kontrollera företaget ökar. När ett företag växer ökar behovet av formell ekonomistyrning och att utveckla det kommer främja ett företags långsiktiga tillväxt. Att inte införa formell ekonomistyrning kan orsaka att ett företag inte uppnår dess fulla tillväxtpotential och kan medföra stor skada inom ett företag. Syfte: Det övergripande syftet är att utveckla en konceptuell modell som beskriver och förklarar behovet av formell ekonomistyrning hos mikroföretag i tillväxt, vilket ska möjliggöras genom två delsyften. Metod: En kvalitativ forskningsansats med flerfallstudie ansågs lämplig för studiens forskningsfråga och syfte. För empiriinsamling valdes semi-strukturerade intervjuer och dokument. Slutsats: Behovet av att införa formell ekonomistyrning tilltar under ett företags tillväxt. I uppstarten behövs det för att ett företag ska överleva, sälja och ha möjlighet att utveckla en produkt. Vid ökad efterfråga växer behovet av formell ekonomistyrning för att kontrollera tillväxten och möjliggöra arbete mot de uppsatta målen. Under ett företags utveckling utökas dess organisation vilket ökar behovet av att vidareutveckla den formella ekonomistyrningen. / Background and discussion: Micro- and small enterprises have become increasingly important for the employment and economic growth in Sweden. 22.6 % of the Swedish companies are classified as micro-enterprises, and this size class has difficulties to grow on. The desire to continue to grow in this size class is good, however it decreases as the number of employees within an organization increases. This is because the complexity of managing and controlling the company increases. When a company grows, the need for formal management control increases and to develop it will promote a company’s long-term growth. To not introduce formal management control may cause the company to not achieve its full growth potential and can also cause great damage within a company. Purpose: The overall purpose is to develop a conceptual model that describes and explains the need for formal management control of micro-enterprises in growth, which will be enabled through two smaller purposes. Method: A qualitative approach with a multiple case study was considered appropriate for the study’s research question and purpose. For empirical data collection was semi-structured interviews and documents selected. Conclusion: The need to establish formal management control increases during a company’s growth. In the start-up is it needed for a company to survive, to sell and have the opportunity to develop a product. In case of increased demand is the need for formal management control growing to control the growth and facilitate work towards the established goals. During the development of the company its organization expands, which increases the need to further develop the formal management control.

面對多元化、國際化及全球競爭的壓力，私人企業莫不採行新的績效管理制度，來創造員工、管理者及組織三贏之局面。公部門面對資源相對有限，民眾要求與日俱增之窘況，欲改進績效管理並縮小顧客不滿意之缺口，應透過全方位回饋訊息之蒐集，將民意轉化為施政知識，鼓勵人力資源管理能創新改革，以建構人力資源組織的策略地圖，因此，接受多元評估已是無法避免之趨勢。 本研究擬透過文獻分析法、問卷調查法及質化訪談法，從臺北市政府員工認知之觀點，來探究360度回饋模式在臺北市政府實施之可行性，進一步提出臺北市政府實施該模式之構想與建議。 本文計分為五章，第一章說明研究動機、目的及相關概念之界定；第二章為相關文獻之檢視，萃取國內外實證研究中影響360度回饋模式實施之相關因素，以建構第三章問卷設計及質化訪談內容；第四章則從員工認知觀點對「不同評估來源」及「360度回饋模式實施可行性」，進行知覺、差異及相關性之實證分析；第五章則針對研究發現，提出實務上的改進建議及後續研究者未來思考的新方向。 經由本研究發現，在量化問卷部分：（一）不同評估來源方面：員工認為透過不同評估來源者所提供之評估訊息，確實能提高信任感、改善彼此關係及提昇工作效率。（二）360度回饋模式實施之可行性方面：高達66.4%的受訪者支持在臺北市政府實施該模式；選擇由誰擔任評估者較適合，則以其它（視業務相關的利害關係人而定或核稿的其他長官）、自己及外部顧客（民眾）居多；以及不同評估者所提供的回饋訊息應有不同權重之限制。在質化問卷部分：八位受訪者中有五位（占63%）認為該模式在公部門應屬可行，能補充現行由上而下考核制度之不足，並針對可能遭遇的阻礙及每一類別評估者的考評分數應否有一定權重限制等，提出諸多寶貴建議。 最後，根據以上的研究發現，筆者提出對政策、組織及實務操作等三種層面的建議，在臺北市政府推動行政變革作為改進組織績效時，不妨擷取360度全方位回饋模式之精髓，並參考國外政府及企業界實行該模式之成功經驗，設計一套可補充或替換目前績效評估方式不足的評估方法。 關鍵詞：人力資源管理、績效管理、績效評估、傳統績效評估方式、360度回饋模式 / Facing the pressure of diversity, nationalization and global competition, enterprises have been adopting new performance management systems to create the win-win situation between employees and organizations. For public sector, the resources are relatively limited, and the demand of citizens is gradually growing. In order to improve the performance management and minimize the gap of customer dissatisfaction, government should collect the over-all feedback message, translate public opinions into policy context, encourage innovative human resource management. Therefore, it’s necessary to implement multi-source assessment in public sector. This study is aimed at exploring the feasibility of 360° feedback model in Taipei City Government (TCG) from the employees’ perspectives, and offering the suggestion about how to implemented this model in TCG in the future. The research methods in this study include: literature review, questionnaire survey and interview method. This study consists of 5 chapters. In Chapter 1, the motives and objectives of the study are mentioned, and the definitions of relative concepts are clarified. In Chapter 2, the relative literatures are reviewed and the factors that will influence the implementation of 360°feedback model are abstracted from domestic and foreign studies, in order to construct the quantitative and qualitative questionnaires in Chapter3 . Chapter 4 is about the positive analysis on “different evaluation sources” and “the feasibility of implementing 360°feedback model” from employee’s perspective. Based on the research findings, some suggestions and recommendations of practice and further research are offered in Chapter 5. The research findings include two parts. First, in the part of quantitative questionnaire, some conclusions have inducted: 1) about different rater sources: employees do believe that multi-source evaluation indeed could increase trust, improve relationship, and enhance efficiency. 2) about the feasibility of 360° feedback model: (A)Over 66.4% responders agree to implement 360° feedback model in TCG; (B) Majority of responders would choice the item “others” (stakeholders related with business or other superiors charged with official papers), “myself” and external customers (citizens) as the proper evaluators; (C) The feedback messages from different evaluators should be given certain limitation in weight. Second, in the part of qualitative interview, 5 of 8 (63%) interviewees thought 360°feedback model is feasible in public sector, and can compensate the shortcomings of current top-down performance system. They also offered many precious opinions and suggestions in themes such as: how to overcome the possible obstacles, and if we should limit the weights of scores from different evaluators. Ultimately, according to the research findings above, this study presents many helpful suggestions from the aspects of policy, organization and practice. If the officials of TCG would like improve the performance through administrative reform, they can adopt the spirit and essence of 360°feedback model, and learn the successful foreign experiences both from public and private sectors, then develop a performance assessment model that can compensate or even replace the current one. Key words: Human Resource Management, Performance Management, Performance Assessment, Traditional Performance Assessment Model, 360°Feedback Model.

本研究旨在瞭解臺北市優質學校評鑑指標─以行政管理向度為例之內涵。研究方法為文獻分析、問卷調查與專家訪談，其中問卷調查之樣本為臺北市公私立國民中小學學校行政人員共630位，可用問卷471份，可用率為74.76%；專家訪談對象為臺北市參與優質學校評選，並已獲獎之學校校長共4位。研究工具包含自編之「臺北市優質學校評鑑指標之研究─以行政管理向度為例調查問卷」及「臺北市優質學校評鑑指標之研究─以行政管理向度為例訪談大綱」。本研究之統計方法為描述性統計、t考驗、單因子變異數分析與Scheffé事後比較、Pearson積差相關、線性結構關係分析(SEM)等方式。根據研究結果與分析後歸納之研究結論如下： 壹、優質學校行政管理向度中的知識管理、e化管理、品質管理、績效管理 四項指標之現況 一、臺北市公私立國民中小學學校行政人員在知識管理指標量表及其分向度 的現況得分程度中上，並以「建置利於知識管理的校園環境」及「建立 學校知識庫及分享應用平台」分向度得分最高。 二、臺北市公私立國民中小學學校行政人員在e化管理指標量表及其分向度 的現況得分程度中上，並以「達成具體的e化管理的層級廣度」分向度 得分最高。 三、臺北市公私立國民中小學學校行政人員在品質管理指標量表及其分向度 的現況得分程度中上，並以「建立以需求與滿意為導向的服務」分向度 得分最高。 四、臺北市公私立國民中小學學校行政人員在績效管理指標量表及其分向度 的現況得分程度中上，並以「建立績效管理制度落實績效管理執行」分 向度得分最高。 貳、不同背景變項在知識管理、e化管理、品質管理、績效管理四項指標得分 之差異情形 一、學校行政人員背景變項中，年齡、現任職務、服務年資、學校類別於知 識管理指標得分之差異達顯著水準，但性別、最高學歷、學校屬性、學 校規模則未達顯著差異。 二、學校行政人員背景變項中，性別、年齡、現任職務、服務年資、學校類 別於e化管理指標得分之差異達顯著水準，但最高學歷、學校屬性、學 校規模則未達顯著差異。 三、學校行政人員背景變項中，年齡、現任職務、服務年資於品質管理指標 得分之差異達顯著水準，但性別、最高學歷、學校屬性、學校類別、學 校規模則未達顯著差異。 四、學校行政人員背景變項中，性別、年齡、現任職務、服務年資、學校類 別於績效管理指標得分之差異達顯著水準，但最高學歷、學校屬性、學 校規模則未達顯著差異。 參、知識管理、e化管理、品質管理、績效管理四項指標量表及其分向度得分 之相關分析 一、整體知識管理指標量表與整體e化管理指標量表間呈顯著正相關，且在e 化管理指標量表各分向度中，以「建立學校e化管理的組織制度」與知 識管理指標量表之相關程度最高。 二、整體知識管理指標量表與整體品質管理指標量表間呈顯著正相關，且在 品質管理指標量表各分向度中，以「建立學校全面品質管理的計畫或方 案」與知識管理指標量表之相關程度最高。 三、整體知識管理指標量表與整體績效管理指標量表間呈顯著正相關，且在 績效管理指標量表各分向度中，以「規劃績效管理程序訂定相關管理辦 法」與知識管理指標量表之相關程度最高。 四、整體e化管理指標量表與整體品質管理指標量表間呈顯著正相關，且在 品質管理指標量表各分向度中，以「建立學校全面品質管理的計畫或方 案」與e化管理指標量表之相關程度最高。 五、整體e化管理指標量表與整體績效管理指標量表間呈顯著正相關，且在 績效管理指標量表各分向度中，以「建立績效管理制度落實績效管理執 行」與e化管理指標量表之相關程度最高。 六、整體品質管理指標量表與整體績效管理指標量表間呈顯著正相關，且在 績效管理指標量表各分向度中，以「建立績效管理制度落實績效管理執 行」與品質管理指標量表之相關程度最高。 肆、驗證知識管理、e化管理、品質管理、績效管理四項指標之適配度 一、本研究具有良好的整體適配度，符合判斷值＜0.05的規準。 二、本研究具有良好的比較適配度，符合判斷規準。 三、本研究具有良好的精簡適配度，符合可能值域為0~1之判斷規準。 四、本研究具有良好的基本適配度，符合判斷規準。 五、本研究具有良好的內在適配度，符合判斷值須為正的實數之規準。 最後，本研究根據研究結果分別提出以下建議： 壹、對主管教育行政機關之建議 一、透過學校現場資訊瞭解，改進優質學校行政管理的評選歷程。 二、依據評選實際情況及各校建議與需求，不斷充實及修正評鑑指標。 三、學校行政管理之課程應嵌入知識分享的理論與實務。 四、挹注足夠的經費與資源，以充實優質的e化管理基礎環境。 五、落實統計資料庫之建置與參賽成果之匯整的績效管理。 貳、對學校行政人員之建議 一、擬定彈性的品質管理計畫及標準作業流程。 二、優質學校行政管理之運作須結合各校願景。 三、領導者須整合行政團隊之共識與向心力。 四、善用激勵原則，提高參與評選之動機及意願。 五、資料呈現與方案撰寫須以創意取勝。 / The main purpose of this research is to study the indicators of evaluating the quality school in Taipei city: an example of the dimension for administration management. The research methods included literature analysis, questionnaires investigation, and interviews. The research instrument was distributed to 630 school administrative personnel of public or private elementary and middle schools in Taipei city. There are 471 valid samples which were used in this study. The purpose of survey method with 4 specialists was aimed to explore the opinions of specialists. The data obtained was interpreted using descriptive statistics, t-test, one-way ANOVA, Scheffé posteriori comparison, Pearson’s product-moment correlation, and SEM through the use of LISREL 8.71. The conclusions drawn from the study were as follows : A.The existing situation in the dimension for administration management of quality school 1.The perception of school administrative personnel were above average agreement of the knowledge management indicators. For them, the best items are “establish the campus environment which favors knowledge management” and “establish the school knowledge base and the shared or applied platform.” 2.The perception of school administrative personnel were above average agreement of the e-management indicators. For them, the best item is “achieve the concrete level and breadth of e-management.” 3.The perception of school administrative personnel were above average agreement of the quality management indicators. For them, the best item is “establish the services which take the demand and satisfaction as the guidance.” 4.The perception of school administrative personnel were above average agreement of the performance management indicators. For them, the best item is “establish the system of performance management and carry out the execution of performance management.” B.The difference of each examinee in different background variable of making scores of knowledge management, e- management, quality management, and performance management indicators 1.School administrative personnel’s age, position of service, years of service, and school category have significant influences on knowledge management indicators. But School administrative personnel’s sex, highest educational degree, school attribute, and school size do not have any significant influences. 2.School administrative personnel’s sex, age, position of service, years of service, and school category have significant influences on e-management indicators. But School administrative personnel’s highest educational degree, school attribute, and school size do not have any significant influences. 3.School administrative personnel’s age, position of service, and years of service have significant influences on quality management indicators. But School administrative personnel’s sex, highest educational degree, school attribute, school category and school size do not have any significant influences. 4.School administrative personnel’s sex, age, position of service, years of service, and school category have significant influences on performance management indicators. But School administrative personnel’s highest educational degree, school attribute, and school size do not have any significant influences. C.In the aspect of relationships among the indicators and items of knowledge management, e-management, quality management, and performance management 1.There are positively correlation existed among knowledge management indicators, e-management indicators, quality management indicators, and performance management indicators. 2.There are positively correlation existed among items of knowledge management indicators, e-management indicators, quality management indicators, and performance management indicators, too. D.Confirm the model of the dimension for administration management of quality school 1.The dimension for administration management of quality school contains four indicators : knowledge management indicators, e-management indicators, quality management indicators, and performance management indicators. 2.The model of the dimension for administration management of quality school for school administrative personnel of public or private elementary and middle schools in Taipei city is proper. In the last part, based on the research results, the researcher proposed some suggestions for “educational administrative agencies”, “school administrative personnel”, and “other researchers”, hoping to benefit the improvement of indicators of evaluating the quality school in Taipei, especially in the dimension for administration management in the future.

Knowledge management (KM) has been cited as a strategic asset and a source of competitive advantage for organisations. While the issues of KM have been widely discussed by many researchers, there is a paucity of studies pertaining to the role of KM in enhancing organisational performance, especially in the banking sector. The focus of this research was to investigate the role of KM in enhancing organisational performance in selected banks of South Africa. The objective was to find out how knowledge was identified, captured, organised and retained in order to enhance performance of the banks. There is uncertainty about whether the use of KM could partly solve the banks‟ approaches to improving their quality of service to their communities in the modern information environment. Though KM has been implemented in commercial and business environments towards operational advantages and financial gains, KM survival principles and tools might help South African banks improve performance and fulfil their mandate. Knowledge, when properly managed, can significantly enhance an organisation‟s performance. The research design that was used in this study was an embedded case study design. Quantitative data were collected from a sample of middle level managers with the aid of a survey whilst interviews and document analysis were used to collect qualitative data. The findings of this study indicated that KM concepts were not universally understood at selected banks. The findings showed that collaboration between banks and the communities in creating a meaningful and relevant knowledge environment was essential for the survival of organisations. The banking industry practices were not deliberately based on KM but the study established that they were amenable to KM practices. The recommendation was to perform a knowledge inventory which could help develop appropriate institution-wide policies and practices for proper and well-organised methods of integrating work processes, collaborating and sharing (including the efficient use of knowledge technology platforms), and developing an enabling institutional culture. / Information Science / D. Litt. et Phil. (Information Science)

With the aim of identifying the challenges and determining the extent of the effect of these challenges on the effectiveness of the performance management systems, the performance management practices of selected public universities in Ethiopia were assessed. This assessment informed the identification of workable, customised balanced scorecard measurement variables that would ensure effective implementation of performance management systems and promote institutional success in the selected public universities in Ethiopia. An exploratory sequential mixed-methods design was adopted. First, literature was reviewed to learn about major concepts and theories on performance management systems and to establish the laws and directives that regulate performance management at public universities in Ethiopia. Qualitative interviews and quantitative questionnaires were used to collect data on the practices and the challenges experienced in implementing performance management systems in public universities in Ethiopia. The main practices and challenges identified include exclusion of employees from planning activities, management bias, supervisors’ failure to give feedback on performance appraisals, lack of experience among many of the professionals in the execution of performance management systems, and high employee turnover. The study presents and recommends a hexagonal hybrid balanced scorecard measurement model (the newly added variables being leadership and stakeholders) to make Ethiopian higher education institutions effective and efficient in measuring their overall performance. / Met die oog daarop om die uitdagings te identifiseer en die omvang van die uitwerking daarvan op die doeltreffendheid van die prestasiebestuurstelsels te bepaal, is die prestasiebestuurspraktyke van uitgesoekte openbare universiteite in Etiopië geassesseer. Hierdie assessering gee aanleiding tot die identifisering van werkbare, doelgemaakte veranderlikes van gebalanseerdetelkaart-meting, wat doeltreffende implementering van prestasiebestuurstelsels sal verseker en institusionele sukses in die uitgesoekte openbare universiteite in Etiopië sal bevorder. ʼn Verkennende sekwensiële gemengdemetodeontwerp is gebruik. Eerstens is literatuur bestudeer om meer te wete te kom oor deurslaggewende konsepte en teorieë rakende prestasiebestuurstelsels, en om te bepaal watter wette en voorskrifte prestasiebestuur by openbare universiteite in Etiopië reguleer. Kwalitatiewe onderhoude en kwantitatiewe vraelyste is gebruik om data in te samel oor die uitdagings en praktyke in die implementering van prestasiebestuurstelsels by openbare universiteite in Etiopië. Die grootste uitdagings en praktyke wat geïdentifiseer is behels uitsluiting van werknemers by beplanningsaktiwiteite, bestuursvooroordeel, toesighouers wat nie terugvoer gee oor prestasiebeoordelings nie, gebrek aan ondervinding by baie van die praktisyns in die implementering van prestasiebestuurstelsels, en hoë werknemeromset. Hierdie studie bied ʼn verteenwoordiging en aanbeveling van ʼn heksagonale hibriede gebalanseerde telkaartmetingmodel (die nuutbygevoegde elemente is leierskap en belanghebbers) vir hoëronderwysinstellings in Etiopië om hul algehele prestasie doeltreffend te meet. / Ngenhloso yokuhlonza izinselele, kanye nokuthola ububanzi nobukhulu bomthelela walezo zinselele ekusebenzeni ngendlela efanele kwezinhlelo zokuphatha nokulawula ukusebenza (performance), lolu cwaningo lwahlola futhi lwacubungula izinqubo zokuphatha nokulawula ukusebenza ezisetshenziswa ngamanyuvesi omphakathi athile, futhi akhethiweyo, ase-Ethiopia. Lokhu kuhlolwa kwezikhungo kwaholela ekutheni kuhlonzwe izindlela ezisebenzisekayo zombikokusebenza osekelwe phezu kwezinkomba ezine (balanced scorecard), okuyinto eyabe izoqinizekisa ukuqaliswa nokuqhutshwa ngendlela efanele kohlelo lokuphatha nokulawula ukusebenza futhi igqugquzele ukuthi yenziwe kahle, futhi ngempumelelo, imisebenzi yamanyuvesi omphakathi athile, akhethiweyo, ase-Ethiopia. Kulolu cwaningo kwasetshenziswa izindlela zokuhlola nokucwaninga ezixubile futhi ezilandelanayo. Okokuqala, kwabukezwa imibhalo ekhona njengamanje ephathelene nalesi sihloko ngenhloso yokufunda ngemiqondo engumongo futhi enohlonze, kanye namathiyori aphathelene nezinhlelo zokuphathwa nokulawulwa kokusebenza, futhi ukuze kutholakale ulwazi olunzulu mayelana nemithetho neziqondiso ezilawula ukuphathwa nokulawulwa kokusebenza emanyuvesi omphakathi e-Ethiopia. Izindlela zocwaningo ezasetshenziswa, yindlela yokuthola ulwazi ngokuxoxisana okujulile nababambiqhaza bocwaningo (qualitative interviews) kanye namaphephamibuzo ocwaningo (quantitative questionnaires), obekuhloswe ngakho ukuqoqa idatha mayelana nezinselele kanye nezinqubo okudlulwe kuzona ngenkathi kuqhutshwa izinhlelo zokuphathwa nokulawulwa kokusebenza emanyuvesi omphakathi e-Ethiopia. Izinselele ezinkulu kanye nezinqubo ezingumongo ezihlonziwe zibandakanya ukushiywa ngaphandle kwabasebenzi ngenkathi kwenziwa imisebenzi yokuhlela, ukuchema kwabaphathi, ukuhluleka kosuphavayiza ukuhlinzeka abasebenzi ngombiko noma umphumela obonisa ukuthi baqhube kanjani ngenkathi kuhlolwa umsebenzi wabo, ukungabi nesipiliyoni noma ulwazi olufanele kweningi labasebenzi abangogoti bemikhakha ethile (professionals) ngenkathi beqhuba izinhlelo zokuphatha nokulawula ukusebenza, kanye nezinga eliphakeme lokwesula kwabasebenzi emsebenzini. Lolu cwaningo lwethula futhi lwancoma ukuthi kusetshenziswe indlela yokukala ukusebenza ebizwa nge-hexagonal hybrid balanced scorecard measurement model (izinto ezintsha ezengeziwe eziphathelene nocwaningo wubuholi kanye nababambiqhaza) ngenhloso yokulekelela iziKhungo Zemfundo Ephakeme zase-Ethiopia ukuthi zikwazi ukukala kahle, vi futhi ngempumelelo, izinga lonkana lokusebenza kwazo. / Educational Leadership and Management / D. Ed. (Education Management)

Inom ekonomistyrning utgår ekonomer oftast från att målöverensstämmelse existerar och att de anställda arbetar utifrån de uppställda målen med perfekt information. Men informationsasymmetri finns överallt och kan leda till ökade kostnader, att fel uppstår och försenade leveranser. Detta är särskilt intressant inom gruvindustrin eftersom den karakteriseras av komplexitet vilket ökar svårigheter med att förmedla styrningen. Frågan blir; under vilka förutsättningar uppstår informationsasymmetri inom styrning och målöverensstämmelse samt hur kan asymmetrin reduceras inom gruvindustrin? Syftet med examensarbetet blir därmed att öka förståelse och analysera hur informationsasymmetri påverkar ekonomistyrning och målöverensstämmelse inom gruvindustrin samt hur asymmetrin kan reduceras. Arbetet utgår ifrån principal-agent teorin som grundas på antaganden om informationsasymmetri och egen nyttomaximering. Utifrån den målkonflikten grundas hypoteserna om de begrepp som ökar och reducerar målöverensstämmelse genom ökad och minskad informationsasymmetri. De olika teoretisk begreppen som undersöktes var missanpassad information, opportunism, återkoppling, internutbildning och tid. Examensarbetet utfördes genom att använda oss av Cavaye (1996) modell för flerstudieansats (eng. Multifaceted research approach) där vi har först gjort Studie 1 som grundas på kvalitativa intervjuer för att få mer information om företaget och industrin. Sedan i Studie 2 testas begreppen genom en kvantitativ enkät som skickades ut till personer inom företaget utifrån ett strategisk urval. Resultatet från undersökningen var att hypoteserna bekräftades och att agenterna anser att målen är viktiga och internutbildning var de starkaste faktorerna för att reducera informationsasymmetri och öka målöverensstämmelse. / In management control systems economist usually assume perfect information and goal congruence from the top to the bottom of the organization. But information asymmetry is everywhere and often leads to increased costs, missed deadlines and other mistakes. This is particularly interesting in the mining industry as it’s characterized by complexity which increases the difficulty of communicating the control system throughout the organization. The research question then becomes; under which circumstances does information asymmetry occur in control systems and goal congruence and how can the asymmetry be reduced in the mining industry? The purpose of the study is therefore to increase the understanding and analyze how information asymmetry impact control systems and goal congruence in the mining industry and how the asymmetry can be reduced. The study is based on the principal-agent theory is based on the assumptions of information asymmetry and self-interest between the two parties. Based on that goal conflict our hypothesis of the variables that increase and reduce goal congruence through increased and decreased information asymmetry is formed. The investigated variables were miss adapted information, opportunism, feedback, workplace education and time. The study was conducted by using Cavaye (1996) model for multifaceted research approach by starting off with Study 1, which was based on qualitative interviews to get more information about the company and the mining industry. Study 2 later tested the variables impact by conducting a quantitative study though the use of a survey that was sent to people of interest within the company though a strategic selection. The result of the study was that the hypotheses were confirmed and that workplace education training and valuing the importance of the goals where the most important variables to reduce information asymmetry and increase goal congruence.