published_or_final_version / Business Administration / Master / Master of Business Administration

published_or_final_version / Business Administration / Master / Master of Business Administration

published_or_final_version / Business Administration / Master / Master of Business Administration

published_or_final_version / Business Administration / Master / Master of Business Administration

4 pp. / As today's dairy consolidates, cows are being milked more rapidly through larger milking parlors on larger dairies than ever before. Because milk is the primary commodity and source of income for producers, the harvesting of milk is the single most important job on any dairy. Producing high-quality milk to maximize yields and economic value requires effective parlor management, an enormous challenge for producers. Managing large parlors includes managing labor, milking equipment, as well as monitoring and evaluating parlor performance. The goal of parlor management for large herds is to enhance profits by maximizing milk yield, udder health, and overall efficiency. This may be accomplished by adequately training and motivating employees to efficiently milking clean, dry, stimulated teats using proper milking hygiene.

Managers spend 75-80% of their time communicating interpersonally. Ironically, communication skills are consistently listed as a major weakness of today's managers. Furthermore, management theorists contend that management students have been mis-educated for the job of managing. This study focuses on the relationship between attitudes toward communication and managerial success. Communication attitude was measured by Hart, Carlson and Eadie's RHETSEN Scale. Success was measured as promotions in relation to years worked and salary in relation to age. The hypothesis was that the Rhetorically Sensitive manager will be most successful. Two three-way analyses of variance were performed to assess this relationship. The results indicated no significant difference in success level for the Rhetorically Sensitive manager. The exploratory research suggested several directions for future research. Implications of these findings and recommendations for future research are noted.

This study investigates human resources management, training and development and their compliance with the skills development legislation and the link to the strategic goals of the Cape Technikon. The Cape Technikon is known as a previously &ldquo / white&rdquo / or advantaged institution. The institution's political history and consequent demographic profile display some scars of ignorance. This resulted in the institution's neglecting to invest in the development of those competencies needed to function in a constantly changing education, training and development environment. The success of any organisation depends on its human resources, who are the most important asset of any organisation, therefore effective and efficient human resources management and training and development management play a critical role in the well-being of employees. Human resources training and development policies, practices and activities guide the institution with implementation and should be considered to take on a strategic role to achieve their objectives.

Thesis (MComm)--Stellenbosch University, 2012. / ENGLISH ABSTRACT: Assessor bias remains an interesting and important topic for Assessment Centre (AC) practitioners, candidates and clients, but it has received relatively little research attention. By using social identity theory, this research project studied the effects of demographic characteristics (gender, age and race) on ratings in assessment centres. We studied main and interaction effects of assessor and assessee demographic variables on ratings in a national sample of managers (N = 220). Descriptive statistics (means, SD) and inferential statistical analysis (moderated multiple regression) were used to test for both main and interaction effects (between assessor and assessee characteristics) of demographic variables on ratings. The regression analysis revealed a highly statistically significant (p < .001.) gender main effect (for assessor) — male assessors consistently rated assessees higher that female assessors did. Neither assessor nor assessee race had a main effect on ratings (p > .05). Age showed no main or interaction effects, although evidence of possible interaction effects was seen in descriptive statistics. Demographic similarity did not seem to affect assessment centre ratings in the present study. Recommendations for future research and AC practice are made. / AFRIKAANSE OPSOMMING: Assessorsydigheid het tot dusver betreklik min navorsingsaandag ontvang, alhoewel dit steeds 'n interessante en belangrike onderwerp vir alle takseersentrumbelanghebbendes verteenwoordig. Vanuit ‘n sosiale identiteitsteorieraamwerk, het hierdie navorsingsprojek die invloed van demografiese kenmerke (geslag, ouderdom en ras) op takseersentrumbeoordelings ondersoek. Beide die hoofeffekte en interaksie-effekte van assessors en assessees se demografiese veranderlikes op beoordelings is ondersoek. Die studie het ‘n nasionale steekproef van bestuurders (N = 220) gebruik om die hipoteses te toets. Beskrywende statistiek (gemiddelde en standaardafwykings) en inferensiële analises (gemodereerde meervoudige regressie-analise) is gebruik om beide hoofen interaksie-effekte (tussen die assessor en assessee se demografiese veranderlikes) op beoordelings te toets. Die regressie-analise het hoogs statisties betekenisvolle (p < .001) geslagshoofeffekte (assessor) aan die lig gebring - manlike assessors het konsekwent hoër tellings as vroulike assessors aan assessees toegeken het. Rasgroep (van beide assessor en assessee) het geen hoofeffek op beoordelingstellings gehad nie (p > .05). Ouderdom het nie hoof- of interaksieeffekte getoon nie, alhoewel bewyse van moontlike interaksie-effekte bespeur is in beskrywende statistiek. Die resultate van die studie toon dat demografiese gelyksoortigheid tussen die assessee en assessor nie ‘n beduidende effek op takseersentrumbeoordelings het nie. Aanbevelings vir toekomstige navorsing en takseersentrumpraktyk word gemaak.

Thesis (MBA)--Stellenbosch University, 2010. / The necessity for organisations to deliver exceptional service to customers remains a primary factor for sustainability. Organisations continuously seek differentiation from their competition to realise their strategic goals. The main aim of organisations is to satisfy their employees, customers, stakeholders and regulators, and in doing so they would continue to prosper and reflect a positive return on equity. Organisations strive to be market leaders in the area of customer service by ensuring that employees remain engaged and motivated at all times to ensure that a competitive advantage is evident. This study was conducted in the retail banking environment of Nedbank which investigated the link between employee motivation and how this would affect external customer service. The research results were illustrated by means of qualitative and qualitative measurement frameworks, thereby illustrating the effects of employee motivation on the levels of customer service. The study displays that employee motivation determines the outcome of service levels and the delivery of exceptional customer service by satisfied and informed employees.

The specific purpose of this investigation is to compile selected case problems for use in teaching human relations by the case method. This investigation will include those case situations that involve many of the factors that cause differences of opinion and friction between individuals or groups. The cases selected are limited to those that actually became the subject of a grievance in the aircraft industry of the Dallas-Fort Worth area of North Texas.