Thesis (M.B.A. (Rhodes Investec Business School)) - Rhodes University, 2008. / "Thesis submitted in partial fulfillment of the requirements for the degree of Masters in Business Administration" - T.p.

Submitted by JAMILE PRISCILA SACCA null (jamilejps@hotmail.com) on 2017-05-12T00:22:53Z No. of bitstreams: 1 DissertacaoPosCivilJamile_final_entrega.pdf: 1850442 bytes, checksum: fd6f5f502d3ae7e0d86561dd32a5e9a1 (MD5) / Approved for entry into archive by Luiz Galeffi (luizgaleffi@gmail.com) on 2017-05-12T14:08:06Z (GMT) No. of bitstreams: 1 oliveira_jps_me_bauru.pdf: 1850442 bytes, checksum: fd6f5f502d3ae7e0d86561dd32a5e9a1 (MD5) / Made available in DSpace on 2017-05-12T14:08:06Z (GMT). No. of bitstreams: 1 oliveira_jps_me_bauru.pdf: 1850442 bytes, checksum: fd6f5f502d3ae7e0d86561dd32a5e9a1 (MD5) Previous issue date: 2017-03-06 / A Gestão de Resíduos Sólidos Urbanos compõe um dos principais itens para garantia de proteção ambiental. O objetivo principal da presente pesquisa é elaborar um estudo que analise a qualidade na gestão de resíduos sólidos em municípios de pequeno porte, abrangendo um estudo de caso para os municípios de Fernão e Gália, Estado de São Paulo. O presente trabalho foi baseado na pesquisa metodológica e empírica. Avaliando os dados obtidos, em relação ao diagnóstico socioeconômico e ao Programa Município Verde e Azul, conclui-se que os melhores resultados foram destacados pelo município de Fernão, considerando principalmente a disponibilidade de recursos e maior número de certificações. Quanto ao Índice de Qualidade de Gestão de Resíduos (IQR), ambos os municípios apresentaram valores compatíveis com a legislação vigente. Ressalta-se que o município de Fernão, na maioria do período analisado, esteve próximo do limite superior de qualidade. Considerando os Planos Municipais de Gestão Integrada de Resíduos Sólidos e os Planos Municipais de Saneamento Básico, verifica-se que em ambos os municípios há defasagem de conteúdo, não atendendo as exigências legais. Quanto à infraestrutura dos municípios, em ambos os casos as maiores dificuldades ou problemas estão relacionadas à participação da comunidade nas ações de gestão, a carência de recursos e a falta de aplicação da lei, por meio de fiscalizações. O IQG e IGR expõem que os municípios apresentaram um valor próximo do limite superior, destacando melhores resultados ao município de Gália. Por fim, nota-se que a participação do gestor municipal nas decisões do gestor de resíduos admite ao município melhores desempenhos nos programas governamentais. A capacitação do gestor de resíduos garante a avaliação e execução consistentes dos planos municipais de gestão e a influência política pode interferir no desempenho dos programas governamentais. Este diagnóstico poderá auxiliará as prefeituras a se adequarem à legislação vigente, garantindo a execução de suas políticas públicas estratégicas, visando o desenvolvimento sustentável e a eficiência da gestão ambiental. / The Management of Urban Solid Waste composes one of the main items to guarantee environmental protection. The main objective of the present research is to elaborate a study that analyzes the quality in solid waste management in small municipalities, covering a case study for the municipalities of Fernão and Gália, State of São Paulo. The present work was based on methodological and empirical research. Evaluating the data obtained, in relation to the socioeconomic diagnosis and the Green and Blue Municipality Program, it is concluded that the best results were highlighted by the municipality of Fernão, considering the availability of resources and a greater number of certifications. Regarding the Quality index of waste management (IQR), both municipalities presented values compatible with the current legislation. It should be noted that the municipality of Fernão, during the majority of the analyzed period, was close to the upper quality limit. Considering the Municipal Plans of Integrated Solid Waste Management and the Municipal Plans of Basic Sanitation, it is verified that in both municipalities there is content lag, not meeting the legal requirements. As for the infrastructure of municipalities, in both cases the greatest difficulties or problems are related to community participation in management actions, lack of resources and lack of law enforcement, through inspections. The IQG and IGR expose the municipalities presented a value near the upper limit, highlighting better results for the municipality of Gaul. Finally, it is noticed that the participation of the municipal manager in the decisions of the waste manager admits to the municipality better performances in the governmental programs. The training of the waste manager ensures consistent evaluation and enforcement of municipal management plans and political influence can interfere with the performance of government programs. This diagnosis will help municipalities to comply with current legislation, ensuring the implementation of their strategic public policies, aiming at the sustainable development and efficiency of environmental management.

Thesis submitted in fulfilment of the requirements for the degree Master of Technology: Public Management In the Faculty of Business and Management Sciences At the Cape Peninsula University of Technology / The aim of this study was to analyse the management of employee performance with particular reference to the challenges faced by the National Department of Rural Development and Land Reform (NDRDLR) in the Western Cape Province. The Employee Performance Management System (EPMS) provides an integrated framework to manage employee performance through continuous improvement and development. Hence, the organisation identifies the availability of skills, shortcomings and appropriate measures to overcome these shortcomings by means of training, retraining and recruiting skills for the programme or project at hand. A qualitative research methodology was applied using mainly unstructured interviews, focus groups, observation and literature review. A case study approach assisted the researcher to acquire valuable data which was collected from the sample of senior management, middle management, union representatives and human resource practitioners within the National Department of Rural Development and Land Reform (DRDLR) in the Western Cape. The study identified how the performance management systems (PMS) is applied at the DRDLR and also probed into strategies and tools for managing employee’s performance. A purposive sample was composed of managers, and staff from the DRDLR. The researcher obtained approval to conduct the study from the Deputy Director: Human Resource Management within the Department of Rural Development and Land Reform, and from the Ethics Committee at the Cape Peninsula University of Technology. Findings from this study provided some significance of performance management at the work-place, and some understanding of what is EPMS by both the employer and the employees. This study revealed that there was less understanding of the EPMS, employees’ understanding of EPMS was biased towards pay benefits and rewards. The non-compliance of participants during performance management was a barrier towards the implementation of the EPMS at the DRDLR from the top to bottom in the departmental units where the sample was extracted. The study recommends a workable approach where all affected employees should be included in the planning of performance reviews, and should be trained continuously in order to address shortcomings in the implementation of EPMS. The findings and conclusions from this study contribute to the field of Public Management, while the study also allows other researchers to conduct further research in the field of performance management.

The target of my thesis was to show that personal management is one of the very important activities of every successful company, including also performance management. The necessary part of this performance management is objective, fair and efficient appraising of performance and finding the ways how to ease off functionless parts of operation and how to reach improvement. Also assessment in concrete company declared that performance must be directed, pursued and appraised. Otherwise there is very small probability that human resources will be used at the most efficient way. In my thesis I described theoretical concept and modern trends in the area of performance management and on the base of them I put mind to the concrete company and its organization.

This master thesis examines the evaluation system and performance management of a selected organization. It describes the theoretical basis and trends that firms are currently facing. Additionally this thesis analyses the evaluation system of a selected group of employees in the organization and assesses the system based on the analysis and the results of survey. At the end recommendations how to improve current evaluation system are presented.

This work aims at informational systems – definition of basic related conceptions, determination and evaluation of usability and its effectiveness and benefits to enterprise, processes and methods of their management.

No description available.

The issue of pay satisfaction is of increasing concern to management because of today's high cost of recruiting and training employees. Also of concern to management is the impact that a high employee turnover rate, due to pay dissatisfaction, can have on organizational effectiveness. Therefore, identifying the causes of, and reducing the probability of, employee pay dissatisfaction is desirable.

This study explored the improvement of individual performance outcomes within the administrative units of UNISA. The study aimed, in particular, to explore, analyse and interpret individual performance management practices. It should be noted that this study did not attempt to cover all the areas of effective and efficient performance management. The focus was to investigate the processes and approaches for continuously managing the improvement of individual performance outcomes, which could lead towards improved institutional performance. The main aim of the study was to investigate how the performance management system at the University of South Africa can be approved. The study adopted qualitative and quantitative research paradigms, thus a combination of inductive and deductive approaches, sampling and analyses, data collection and interpretations were used. However, the research design and methodology in this study primarily focused on a case study design and a mixedmethod approach to reach valid and reliable conclusions. The first part of the thesis focused on the analysis of literature and empirical documents relating to performance management approaches and the research design and methodology applied. The second part focused on the performance management practices at UNISA, the implementation of surveys/questionnaires, interviews and group-discussions. Lastly, ideas and themes were identified from the collected data that should answer the research questions. The study found that performance management should focus on the identification of an individual’s strengths and weaknesses in order to enable improved individual performance outcomes. Therefore, if managers want to manage individuals effectively and improve individual performance, all related factors, which include motivation, coaching and monitoring, as well as influencing positive behaviours by individuals, should form part of the effective performance management system. Far too often, managers neglect objectively analysing performance appraisals’ outcomes, and compromise by allocating undeserved percentage ratings, mainly to avoid possible conflict situations. The study’s findings provided valuable insights that could improve the performance management system at Unisa. - v - Some of the recommendations include: that effective performance management entails co-analysis, co-decision, co-design and co-evaluation, which could lead to the clear objective setting of targets for implementation by individuals; the implementation of quarterly appraisals; the implementation of ‘crowdsourcing’ or 360° evaluations; continuous self-development and training. This study’s outcomes could make a significant contribution to the body of existing literature in the discipline of Public Administration. More specifically, in respect of the survey/questionnaires within three prominent constructs, the triangulation and mixed-methods approach used for this study; and the case study model applied in the research of the University of South Africa, as an institution of higher education. / Public Administration and Management / D. Phil. (Public Administration)

Managers today are faced with a bewildering choice of Management Standards that are being promoted to improve personal and organisational performance by a wide range of Standards-setting bodies. Standards-based management is a well-researched field, but all the research concentrates on individual Standards such as ISO 9000 and 14000 without identifying the influences of other Management Standards. This research seeks to extend the debate about Standards-based management and to encourage other researchers to consider it as both an entity and a phenomenon and to note its divergence from other management theories. A taxonomy of Management Standards is presented to enable the principal Standards to be categorised and a definition of a Management Standard is proposed to enable the distillation of the considerable body of literature into more manageable proportions. A chronology of Management Standards development is tabled and compared with the evolution of Quality Management and Total Quality Management (TQM) and the possible future development of Management Standards is examined. The literature research confirmed that Standards-based management approaches had increased very significantly, despite a lack of empirical research to show that this method of management yielded uniform improvements. It identified a trend for integrating Management Standards and creating a “super” Management Standard that would incorporate all the functions of management within an organisation. The Scottish Quality Management System (SQMS) is an integrated Management Standard that incorporates many of the key functions of management within an audited Management Standards framework that its architects claim is based on the principles of TQM. While originally developed for the Scottish training provider network in 1993, it has spread internationally and is currently in use by circa 600 organisations in several countries. It is the only example of a Management Standard of this kind, and despite its longevity, extensive coverage and significant public investment, it has not attracted any previous research interest. The SQMS project was ambitious, seeking to impose a major new Standard on a diverse and predominately unsophisticated population of organisations within a tight time frame. The field research surveyed the entire SQMS registered organisation population using a questionnaire that was based upon the principles of ISO 9004: 1994 and some preliminary research. The questionnaire was designed to examine attitudes and motivation, as well as gauging the effectiveness of the SQMS Standard as determined by an analysis of the improvements that could be directly associated with its implementation. The survey achieved over 70% response rate and the resulting data set was comprehensive and the analysis robust. An additional element of the research compared the results of the questionnaire response analysis with the perceptions of the SQMS Auditors who had audited a majority of the respondent organisations. The field research showed that the SQMS population was very experienced and had been working with SQMS for well over three years. This is a period that the literature research indicated was the minimum time required for the benefits of quality improvement initiatives to become measurable. In the absence of any clear published objectives for the implementation of SQMS, a number of likely objectives were postulated and these objectives were measured against the results of the research. The results of the research suggest an attitude of compliance, rather than improvement as the underlying mind-set of the SQMS organisations and an absence of quality improvement planning or measurement of key performance indicators. This attitude was no different among organisations that had also adopted ISO 9000 and IiP. SQMS accreditation had not shown to provide any marketing or promotional benefit in the same way as ISO 9000 and it had not led to increased market share or profitability. Few of the possible benefits of applying a Standard of this nature had been realised by the majority of organisations and there was little evidence of tangible organisational improvement. The Standard could not be deemed to have met its proposed objectives and a comparison with an accepted model of TQM did not find sufficient compatibility to designate SQMS as a tool for TQM implementation. The interviews with SQMS Auditors identified major discrepancies between their perceptions and the views of the organisations that they audited. The admission by over half of the respondent organisations that they produced evidence purely to satisfy audits raised questions about the effectiveness of the Standard and its audits and the competence of auditors to audit “super” Standards. The novelty of the research is examined and suggestions for future research proposed.