A research report submitted to the faculty of commerce, law and management, university of the Witwatersrand, in partial fulfilment of the requirements for the degree of master of management (in the field of public and development management). YEAR: 2015 / Knowledge sharing is a critical component of knowledge management and a new phenomenon in the South African public sector. To introduce knowledge sharing in government, the Department of Public Service and Administration included it as one of the core management competencies for senior management service officials. There is a general perception that government employees are not keen to share what they know, as sharing empowers your colleague to compete with you for power and promotional opportunities. The purpose of this research study was therefore to investigate the perception of staff members on knowledge sharing activities in Limpopo Provincial Treasury department. In particular, the study was aimed at answering the following questions about the department: (1) What is the perception of employees on knowledge sharing as a catalyst to achieve operational and service delivery objectives? (2) What is the readiness level of LPT employees to share their experiences and know-how for the benefit of the institution? This was a qualitative research. The data was collected through the questionnaire distributed to employees grouped in two stratas, namely senior management and middle management services. Discussions were held, mostly with members of the dysfunctional knowledge management committee and other identified staff members. Relevant departmental documents were also reviewed as part of the research process. The outcome of the study is that the state of employees’ perception towards knowledge sharing is generally positive but in practice, there is little knowledgesharing taking place due to unconducive organisational culture and lack of leadership to position knowledge management as a strategic focus of the department. The study recommends that LPT adopts knowledge management as a strategic focus and put plans in place to preserve institutional memory

Thesis (M.Com. (Management))--University of the Witwatersrand, Faculty of Commerce, Law and Management, School of Economic and Business Sciences, 2016. / In an economic environment where knowledge based-work is the strategic component of value creation and competitive advantage, knowledge workers have become the engine that drives sustainability and profitability. Knowledge workers are described as workers with high degrees of education, expertise and whose primary task is to create, distribute and apply knowledge. With the increasing demand and number of knowledge workers in the work force, the productivity of knowledge workers has become an imperative management task as well as a decisive economic factor. Despite the continuous stream of research on knowledge worker productivity, knowledge worker productivity continues to be one of the greatest challenges facing managers today. Knowledge worker productivity refers to ability of knowledge workers to effectively collect, create and use inherent knowledge to produce goods and services. Inherent knowledge is highly personal and cannot be separated from the person who holds it. Further, inherent knowledge is closely related to the technical skills that an individual has and are only known to the person who possesses those skills. If organisations wish to leverage this inherent knowledge to their competitive advantage, they need to know how to engage and stimulate the deepest parts of the human mind. However, no two individuals are the same. Personnel psychology literature has long stressed that meaningful differences exist between people. These individual differences influence individual work performance and behaviour. Although several studies have addressed the issue of personality predicting job performance, there is a lack of knowledge of the relationship between personality, motivation and knowledge worker productivity, specifically in the South African context. This study attempts to address this lack of knowledge through a quantitative study of the relationship between personality, motivation and knowledge worker productivity. The study investigated whether the intrinsic personalities of knowledge workers and motivation predict knowledge worker productivity. Although several studies have directly addressed the issue of personality predicting job performance, few studies have directly investigated whether motivation mediates the relationship between personality and specifically knowledge worker productivity. Consequently, there is limited evidence to support the arguments of the present study. The theoretical and practical implications for knowledge worker productivity are discussed.

A research report submitted to the Faculty of Commerce, Law and Management, University of the Witwatersrand in 50% fulfilment of the requirements for the degree of Master of Management in the field of Public and Development Management. June, 2017 / A way to better understand the returns for investing in education is to identify the gap between education and employment. This issue has been identified not only in South Africa but worldwide. However, while it focuses on the challenges of employability there has been little research on the value of education in relation to employability and career development amongst workers’ productivity in public sector organisations. For this reason, a basic interpretative qualitative study is developed which explores this relationship with a focus on the value of the City of Johannesburg’s (COJ’s) subsidised education scheme in terms of its returns to organisational growth and human development. Through semi-structured interviews and thematic data analysis of employees’ perceptions, it is found that self-enrichment or personal development outweighs organisational benefits. A culture of life-long learning for the COJ employees has been created without the implementation of mentoring and succession planning to minimise mismatches in the workplace in order to enhance productivity. / MT2017

This study used Rahim Organizational Conflict Inventory-II, Form C to examine the preference for conflict management styles among Saudi and American faculty members. Additionally, the study examined the relationships between conflict management styles and job satisfaction, organizational commitment, and propensity to leave the job. A random sample that consisted of (N = 300) faculty members was drawn evenly from Al-Baha University (BU) and Florida Atlantic University (FAU). Multivariate analysis of variance (MANOVA) was conducted to examine whether or not there are differences between American and Saudi faculty members in their conflict management styles. Nationality was used as the factor, and the five conflict management styles (Integrating, Obliging, Dominating, Avoiding, and Compromising) were entered as dependent variables. The level of significance was 0.05. Additionally, Pearson's correlation was used to determine if a statistically significant relationship exists between the five conflict management styles and job satisfaction, organizational commitment, and propensity to leave the job. The level of significance was set at 0.05. Findings indicated that there were no statistically significant differences in conflict management styles between Saudi and American faculty members. Furthermore there were no significant correlations between any of the conflict management styles and job satisfaction, organizational commitment, and propensity to leave the job. Results were discussed in light of literature review. Practical implications, limitations of the study, and recommendations were provided. / by Mohammed Alzahrani. / Thesis (Ph.D.)--Florida Atlantic University, 2013. / Includes bibliography. / Mode of access: World Wide Web. / System requirements: Adobe Reader.

The aim of this study is to explore what the relevant factors of nurses' attitudes to and at work are. These include the separate but related hypotheses - the nature of the profession and changes in terms of management and training; the nature of the work situation including contracts and pay determination; and the nature of work relations as they impinge on nurse status including relations with co-workers and patients. All of which can be understood and compared with other workers in terms of both labour process and industrial relations as Goldthorpe (1968) did in the study of car workers. In the context of the contemporary Chinese social and political economy, the research also evaluates the roles of the government and how it affects nurses' attitudes to the profession. It is grounded in a case study of 330 nurses in a Chinese public sector hospital, using questionnaires, interviews, and documentary evidence on government policies and hospital practices. The findings suggest that nurses at the case study hospital are frequently put under pressure due to the high number of patients they are expected to care for. This was caused by insufficient government funding for public sector hospitals, and the pressure to improve overall efficiency within the health service. The use of different types of employment contracts for nurses has caused strong resentment among nurses because it fails to award 'equal pay for equal work'. In addition, the current system used in many Chinese hospitals for nurse education, recruitment, training and development, and pay have not helped establish realistic expectations of nursing or rewarded nurses for the work they do effectively.

by Tam Wing Wah, Michael. / Bibliography: leaves 35-37 / Thesis (M.B.A.)--Chinese University of Hong Kong, 1984

by Chiu Yun-ming, Leung Ka-chun. / Thesis (M.B.A.)--Chinese University of Hong Kong, 1991. / Bibliography: leaves 143-145. / ABSTRACT --- p.ii / TABLE OF CONTENTS --- p.iii / LIST OF EXHIBITS --- p.v / LIST OF APPENDIXES --- p.vi / ACKNOWLEDGEMENTS --- p.vii / CHAPTER / Chapter I. --- INTRODUCTION --- p.1 / The Performance Appraisal --- p.1 / The Importance of Appraisal System --- p.2 / The Effective Characteristic of the Appraisal System --- p.3 / The Problems for an Effective Appraisal System --- p.5 / The Significance of the Study --- p.7 / Study Object --- p.8 / Objective of the Study --- p.10 / Target of the Study --- p.11 / Scope of the Study --- p.12 / Methodology --- p.13 / Chapter II. --- THE CURRENT APPRAISAL SYSTEM --- p.17 / Bank of China (BOC) Group Background --- p.17 / The Organisation Structure of BOC Group --- p.19 / Common Methods of Appraisal --- p.29 / The Current Appraisal Method in BOC Group --- p.33 / The Appraisal Procedures --- p.38 / The Final Adjustment Process --- p.40 / Limitations of the Current Appraisal System --- p.41 / Opinion Research on Branch Manager --- p.43 / Chapter IV. --- PROPOSED APPRAISAL SYSTEM FOR BRANCH MANAGER --- p.47 / The Basic Framework of the New System --- p.47 / The Amendment of the Appraisal Factor --- p.48 / The Amendment of the Rating Method of Appraisal Factors --- p.50 / The Method of Measurement of Branch Performance --- p.53 / The Advantages of the New Appraisal System --- p.63 / Problem in Implementing the New System --- p.66 / Chapter V. --- CURRENT BRANCH PERFORMANCE MEASUREMENT METHOD --- p.68 / Availability of Management Information in the Computer Systems --- p.69 / Management Information Not Available in the Current Systems --- p.70 / Description of Current Branch Performance Evaluation Method --- p.72 / Disadvantages of Current Branch Performance Measurement Method --- p.76 / Chapter VI. --- AMENDMENTS OF THE MANAGEMENT ACCOUNTING SYSTEM --- p.81 / Transfer Pricing Analysis --- p.81 / Cost and Revenue Allocation Systems Analysis --- p.90 / Standard Costs Applications --- p.103 / Budget Planning Process --- p.108 / The Branch Profit and Loss Statement under the New Scheme --- p.116 / Chapter VII. --- INTEGRATION OF THE PROPOSED APPRAISAL SYSTEM AND THE CURRENT COMPUTER SYSTEM --- p.119 / Appraisal Factors to be Measured by Computer --- p.119 / Suggestions on the Change of Computer Systems --- p.121 / Chapter VIII. --- RECOMMENDATIONS --- p.123 / APPENDIXES --- p.127 / BIBLIOGRAPHY --- p.143

Ma Ping. / Abstract in English and Chinese. / Thesis (MBA)--Chinese University of Hongkong. / Bibliography: leaf 81. / ABSTRACT --- p.iii / TABLE OF CONTENTS --- p.iii / LIST OF EXHIBITS --- p.v / Chapter Chapter I --- INTRODUCTION --- p.1 / Definition of a MNC --- p.1 / Application of Information Flows in a MNC --- p.2 / Management of Human Resources through use of Information Flows System --- p.4 / Chapter Chapter II --- THE COMPANY IPC --- p.8 / Worldwide Operations --- p.9 / Subsidiaries --- p.9 / Groups --- p.10 / Line of Business --- p.13 / General Company Policy --- p.15 / Management of Human Resources in IPC --- p.16 / Chapter Chapter III --- PRESENT OPERATING SYSTEM --- p.18 / The SEAR of IPC Operations --- p.18 / Management of Human Resources in SEAR --- p.19 / The Manual System --- p.22 / The Problems --- p.25 / Chapter Chapter IV --- THE CONCEPTUAL DESIGN --- p.26 / Manpower Planning --- p.26 / Control Objective --- p.28 / System Requirements --- p.30 / Timeliness --- p.31 / Flexibility --- p.33 / System Specifications --- p.34 / Convenient to Use --- p.34 / Flexibility --- p.34 / Timeliness --- p.35 / Identification of Relevant Items --- p.35 / Input --- p.37 / Report --- p.40 / Justification for Automation --- p.41 / Result of Implementation --- p.45 / APPENDIX --- p.46 / BIBLIOGRAPHY --- p.81

Typescript (photocopy). / Digitized by Kansas Correctional Industries

A cultura da Inovação é algo almejado pelas organizações para a melhoria de desempenho e de sua vantagem competitiva. Num ambiente de regulação, onde a inovação é tema obrigatório, caso do setor elétrico por exemplo, passa a ser fundamental o tratamento diferenciado a este processo. No entanto, a inovação deve ser estruturada de forma que as práticas de gestão de pessoas permitam que se crie um ambiente de desenvolvimento organizacional, pois ele é um pilar importante na construção de uma cultura de inovação. A integração entre estes dois processos, portanto, torna-se fundamental e, nesse sentido, este trabalho tem como objetivo geral de Propor a integração dos processos de gestão de pessoas e inovação no Grupo CEEE e, para isso, tratou-se como objetivos específicos em dois artigos, sendo: (i) propor diretrizes para a gestão da inovação do Grupo CEEE a partir da análise das práticas de gestão de pessoas; e (ii) estruturar um programa de reconhecimento e recompensas visando o incentivar o processo de inovação Trata-se de dois estudos de caso, de natureza aplicada qualitativa exploratória, no intuito de levantar o máximo de informações acerca dos temas, tendo como principal contribuição preencher uma lacuna identificada na gestão da inovação da empresa em estudo, mas servindo também como exemplo para as demais empresas do setor de energia. Como resultados deste trabalho, foi possível propor alternativas nos processos de gestão de pessoas visando o desenvolvimento de uma cultura de inovação, além de também, propor uma metodologia visando o reconhecimento e a recompensa no processo de inovação, pilar importante do processo de gestão de pessoas para desenvolver uma cultura de inovação. Uma vez implementada estas propostas, será possível perceber a integração destes dois processos, permitindo a empresa obter ganhos em todas as dimensões da inovação, atendendo ao proposto no objetivo geral. / The culture of innovation is something pursued by organizations to improve performance and competitive advantage. In an environment regulated, where innovation is required subject, in the case of the electricity sector for example, it becomes fundamental differential treatment in this process. However, innovation must be structured so that personnel management practices allow you to create an organizational development environment because it is an important pillar in building a culture of innovation. The integration between these two processes, so it is essential and in this sense, this work has as main objective to propose the integration between the personnel management processes and innovation in CEEE Group and, therefore, treated as specific goals in two articles, namely: (i) personnel management practices in the Innovation Process; and (ii) Recognition and reward the Innovation Process. These are two case studies, exploratory qualitative applied nature, in order to get as much information about the themes with the main contribution to fill a gap identified in the company's innovation management study, but also serving as an example to other companies in the energy sector. As a result of this work, it was possible to propose alternatives in the personnel management process aiming the development of a culture of innovation, and also propose a methodology aiming to recognize and reward the innovation process, important pillar of personnel management process to develop a culture of innovation, Once implemented these proposals, it will be possible to realize the integration of these two processes, enabling the company to obtain gains in all dimensions of innovation, given to the overall objective.