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Linkage between business strategy and human resources management: case study of a telecommunications companyin Hong KongCheng, Lai-sim., 鄭麗嬋. January 1995 (has links)
published_or_final_version / Business Administration / Master / Master of Business Administration
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Developing library middle management in the context of an Open Distance Learning (ODL) environment in South AfricaRaubenheimer, Janette 02 1900 (has links)
Managing on the middle level of the academic environment has become an essential managerial competency, particularly in a large library of an Open Distance Learning (ODL) institution which serves 400,000 students with a diverse student profile. The research focus of this study in the ODL environment is thus on management and organisational theories that indicate what it takes to be a good manager.
This is a positivist case study which triangulates data collection methods. Quantitative data and qualitative data were collected. The findings indicate a 94,7% response rate to the survey questionnaire and 100% participation of the invited ODL middle managers in interviews. Interviews were conducted with ODL Library middle managers who operate on the level of supervisor, manager, deputy director and director. Findings revealed ODL Library middle managers‟ perception of success and that they worked and planned for career progression that was facilitated by relevant qualifications and experience, that the external support received from their families and the use of develop ment strategies and various approaches, such as personal career planning; performing secondary management roles in the ODL Library; attendance at management short courses, all influenced their successful appointment as middle managers.
It further indicates that an optimum career path is influenced by factors such as ability, communication, hard work and determination. Development strategies pertain to management and leadership development which enable ODL Library middle managers to perform the role of manager in both a Library and Information Science environment, ODL environment and management environment which foster an understanding of their role in strategic planning. The most important competencies to be acquired are planning and administration, emotional intelligence and self-management, communication and teamwork. The study reveals that a high premium was placed on the importance of the selected success definitions, strategies and competencies, but that own success measured against these was lower. The subsequent recommendation is to develop ODL Library middle managers in terms of factors and strategies that lead to career success and to ensure the use thereof. / Information Science / D. Litt. et Phil. (Information Science)
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Study of the factors affecting the propensity of general staff to stay: the case of a Hong Kong based airline.January 1990 (has links)
by Cunningham King, Mimi, Li, Yuen Yu Vivien. / Thesis (M.B.A.)--Chinese University of Hong Kong, 1990. / Bibliography: leaves 105-108. / ABSTRACT / TABLE OF CONTENTS --- p.iii / LIST OF EXHIBITS --- p.viii / LIST OF TABLES --- p.ix / ACKNOWLEDGEMENT --- p.x / Chapter CHAPTER ONE --- INTRODUCTION --- p.1 / Chapter 1.1 --- Staff Turnover in Service Industry --- p.1 / Chapter 1.2 --- Outlook of Supply of General Staff --- p.2 / Chapter 1.3 --- Objective and Scope --- p.4 / Chapter 1.4 --- Significance of the Study --- p.4 / Chapter 1.5 --- Case Brief --- p.5 / Chapter CHAPTER TWO --- LITERATURE REVIEW --- p.8 / Chapter 2.1 --- Definition --- p.8 / Chapter 2.2 --- Effects of Turnover --- p.10 / Chapter 2.3 --- Costs of Turnover --- p.13 / Chapter 2.4 --- Measurement of Turnover --- p.14 / Chapter 2.5 --- Causes of Turnover --- p.14 / Chapter 2.6 --- Causes for Staying --- p.15 / Chapter 2.7 --- Developing the Theoretical Framework --- p.16 / Chapter 2.8 --- The Theoretical Framework --- p.29 / Chapter THREE --- METHODOLOGY --- p.31 / Chapter 3.1 --- Overview --- p.31 / Chapter 3.2 --- Population and Sample --- p.31 / Chapter 3.3 --- Preliminary Survey Method --- p.3 2 / Chapter 3.4 --- The Hypotheses --- p.34 / Chapter 3.5 --- Data Collection Method --- p.36 / Chapter 3.6 --- Variables --- p.38 / Chapter 3.7 --- Measurement of Variables --- p.40 / Chapter 3.8 --- Data Analysis Techniques --- p.41 / Chapter FOUR --- RESULTS --- p.44 / Chapter 4.1 --- Response Rate --- p.44 / Chapter 4.2 --- Feel for Data --- p.45 / Chapter 4.3 --- Factor Analysis --- p.49 / Chapter 4.4 --- Hypotheses Testing --- p.51 / Chapter 4.5 --- Other Analyses --- p.55 / Chapter 4.6 --- Summary of Results --- p.59 / Chapter CHAPTER FIVE --- DISCUSSION --- p.60 / Chapter 5.1 --- Significant Factors Affecting Propensity to Stay --- p.60 / Chapter 5.2 --- Factors not Correlated to Propensity to Stay --- p.62 / Chapter 5.3 --- Relationship Between Demographics and Propensity to Stay --- p.63 / Chapter 5.4 --- Departmental Variationin Propensity to Stay --- p.64 / Chapter 5.5 --- Conclusion --- p.64 / Chapter SIX --- RECOMMENDATIONS --- p.65 / Chapter 6.1 --- Recommendations to the Airline --- p.65 / Chapter 6.2 --- Recommendations for Further Research --- p.70 / APPENDIX / Chapter I --- "Places Offered by Universities, Polytechnics and Colleges" --- p.71 / Chapter II --- Title and Job Nature of Sample --- p.72 / Chapter III --- Questionnaire (in Chinese) --- p.73 / Chapter IV --- Questionnaire (English Translation) --- p.86 / Chapter V --- Distribution of Valid Cases by Rank --- p.93 / Chapter VI --- Demographics of Respondents --- p.94 / Chapter VII --- List of Mean Scores for items Measuring Independent Variables --- p.99 / Chapter VIII --- Results of Hypotheses Testing --- p.101 / Chapter IX --- "Correlation Between Number of Children, Education, Salary, Age and Length of Service" --- p.104 / BIBLIOGRAPHY --- p.105
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An HR perspective on mergers & acquisition: an AT & T case study王鳳馨, Wong, Fung-hing. January 1996 (has links)
published_or_final_version / Business Administration / Master / Master of Business Administration
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People's concept at Arthur Andersen & Co: a resource-based perspective.January 1998 (has links)
by Chow Chiu Mei, Loletta, Fok Hoi Yun, Irene. / Thesis (M.B.A.)--Chinese University of Hong Kong, 1998. / Includes bibliographical references (leaves [67-70]). / ABSTRACT --- p.i -ii / TABLE OF CONTENTS --- p.iii -iv / CHAPTERS / Chapter 1. --- INTRODUCTION --- p.1-5 / Chapter 2. --- ARTHUR ANDERSEN & CO --- p.6 -15 / Chapter 2.1 --- Vision and Mission --- p.7 / Chapter 2.2 --- Arthur Andersen Strategic Framework --- p.7-15 / Chapter 3. --- RESOURCE-BASED FRAMEWORK --- p.16 -30 / Chapter 3.1 --- Firm Resources --- p.16-18 / Chapter 3.2 --- Competitive Advantage and Sustained Competitive Advantage --- p.18-19 / Chapter 3.3 --- Resource Homogeneity and Mobility and Sustained Competitive Advantage --- p.20 -21 / Chapter 3.4 --- Firm Resources and Sustained Competitive Advantage --- p.21 -27 / Chapter 3.5 --- Applications of Resource-based Approach --- p.27 -30 / Chapter 4. --- METHODOLOGY --- p.31-33 / Chapter 4.1 --- Data Sources --- p.31 -32 / Chapter 4.2 --- Measurement --- p.32 / Chapter 4.3 --- Method of Analysis --- p.33 / Chapter 5. --- FINDINGS --- p.34 -47 / Chapter 5.1 --- Valuable --- p.35 -39 / Chapter 5.2 --- Rareness --- p.39 -45 / Chapter 5.3 --- Imperfectly Imitable --- p.45-46 / Chapter 5.4 --- Substitutability --- p.46-47 / Chapter 6. --- DISCUSSIONS --- p.48-52 / Chapter 7. --- CONCLUSION --- p.53-54 / Chapter 7.1 --- Limitations of the Study --- p.54 / APPENDICES / Chapter A. --- Big-Six Accounting Firms Comparative Data / Chapter B. --- Andersen Worldwide Facts1996 / Chapter C. --- Structure of Andersen Worldwide / Chapter D. --- Arthur Andersen Strategic Framework / Chapter E. --- Arthur Andersen Range of Services / Chapter F. --- 1996 Manpower Survey Report of Accountancy / REFERENCES
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Communication climate in a health care setting : a case studyReynolds, Kristy 06 May 1991 (has links)
The climate in which communication occurs is a result of
how employees in an organization perceive and react to such
factors as rewards, support, trust, openness, decision making,
and leadership. The purpose of this case study is to identify
and describe communication climate factors in a health care
organization which are negatively influencing employee
productivity and morale.
A literature review provides information which describes
research in areas of health care communication,
communication climate, and leadership. A multi-method
approach is used to gather information from the twelve
employees and the manager of this organization. / Graduation date: 1992
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Understanding the individual turnover decision as a temporal process : an interpretive study of physiciansKlag, Malvina. January 2008 (has links)
Though turnover researchers have called for a deeper understanding of the temporal and contextualized process of individual voluntary turnover, little empirical progress in this direction has been made. Adopting Price's (1977) dynamic conceptualization of turnover as moving from one social system to another, and drawing upon knowledge across organizational, social psychological and psychological domains, this exploratory thesis uses in-depth topical life histories to examine individual experiences with stay/leave decision processes in their construed context. / Findings challenge longstanding assumptions of linearity and continuity in turnover decision processes, as well as the conventional wisdom that utility-maximizing logic underlies these decisions. The data suggest that the pursuit of context-self congruence is a driving force in stay/leave decision processes, and that self-concept, emotions and psychological states may be under-studied influencers of these decisions. Results further uncover decision process characteristics previously rendered inaccessible to researchers, due to the predominant use of correlational studies in turnover research. These characteristics include: a) pivotal points of transition; b) the story lines that underlie influencing factors; c) the nature and role of context; and d) the consequences of engaging in these decision processes, for participants and for their workplaces, regardless of the outcome. / This idiographic study, using a purposive sample from a single population of Quebec physicians, is intended to provide turnover researchers with a starting point for cross-group retrospective and longitudinal comparisons. It also aims to stimulate hypothesis generation that accounts for time and the contextual conditions under which particular factors are likely to affect the turnover decision. From a practical viewpoint, this thesis begins to answer the call from Canadian and Quebec Health Care Human Resource specialists for a deeper understanding of the psychosocial aspects of Canadian healthcare worker turnover and retention (British Columbia Office of the Auditor General, 2004; Dubois & Dussault, 2002).
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School leadership and total quality managementPhendla, Sylvia Thidziambi 04 June 2014 (has links)
M.Ed. (Educational Management) / Why seek to develop school leadership? Apartfrom the advantages that accrue to one'scareerfrom the demonstrated ability topersuade others to work towards intended results, what does the practice of continuous small acts of leadership do for the development of one's character and accomplishment of organisational aims (Caroselli,1990:199) ? How do we persuade others? Do we persuade by resorting to Taylor's scientific management ( Sergiovanni and Starratt.1993 : 12 ) where control, accountability and efficiency are emphasised within the atmosphere of clear-cut manager-subordinate relationship, where the recipe is to identify the best way, develop a work system based on the research of, communicate expectations to workers, train workers in the system, monitor and evaluate to ensure compliance? Or as Kok, Smith and Swart (1992 : 9 ) put it, through an invitational stance of the school leader, where intentionality, respect, trust and optimism are the basic qualities of the school leader ? The invitational stance which is based on the assumptions that all persons are valuable, able and responsible and ought to be treated accordingly, that education is a co-operative process which cannot succeed without the participation of all concerned parties, that the process is just as important as the end product, that all persons have relatively untapped potential in all facets of living given the right condition, and that potentials can best be realised through places, policy, procedures and programmes which are specifically designed to invite development and by people who intentionally behave invitationally, both personally and professionally, towards others ( 1992: 2). What are these small acts of leadership? These are some of the questions which come to mind after analysing Caroselli's statement above as far as educational leadership is concerned. .Total Quality Management represents a line of thinking which resembles the ideas of many writers on business and educational management, since the start of the eighties. On the one hand writers like Sergiovanni and Starratt ( 1993 :287) see schools as non-linear and looselycoupled organisations, where employees should be bounded by a common vision and shared set of values, where colleagiality and enablement could become the main motivational factor in committing members of the organisation to a common cause. On the other hand, Blanchard, Zigarmi and Zigarmi (1987 :75) summarise four leadership styles which are appropriate for different development levels based on competence and commitment of the employee-teacher as changing from directing to coaching to supporting to delegating as performance improves. In organisations which are moulded according to the Taylor model ( Sergiovanni and Starratt, 1993 : 12) leadership is through issuing commands, enforcing compliance and controlling the activities of employees. The philosophy of Taylorism, is still in place in many schools today. The hierarchical nature of this form of organisation, implies that the teacher's priority is to please the superiors first at the expense of the customer- the student.
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Understanding the individual turnover decision as a temporal process : an interpretive study of physiciansKlag, Malvina. January 2008 (has links)
No description available.
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'n Voorgestelde generiese menslike hulpbronbestuur organisasiestruktuur vir geselekteerde departemente binne die Wes-Kaapse Provinsiale AdministrasieKreuser, Richard Gustav 12 1900 (has links)
Thesis (MPA)--Stellenbosch University, 2003. / ENGLISH ABSTRACT: The new management model for the Government places the responsibility for the
execution of the human resources function within the management domain of the
executive authority, department heads and line managers. Other than in the
past, the human resources function has been decentralised at all provincial
departments within the Western Cape. Departments subsequently went ahead
and established their own human resources components. However, the creation
and structuring of the said function within the different departments were
completed, to a great extent, in isolation with each other. Although all
departmental components had to perform the same functions within the same
regulatory framework, there was little consistency in the way it was structured.
The purpose of the research is to create a generic organisational structure to
serve as a guideline whereby departmental human resources components could
be organised. In order to design a model a literature study has been undertaken
with the emphasis on structuring of organisations and a functional analysis of the
human resources function has been done. The focus was on literature that deals
with the structuring of human resources components. An analysis was also done
on the regulatory framework in which the human resource function should
function, within the Government. In view of the preceding discussions and due to
specific principles, a generic organisational structure has been developed and is
recommended that it serve as a guide to be applied within the Western Cape
Provincial Administration. / AFRIKAANSE OPSOMMING: Die nuwe bestuursmodel vir die staatsdiens plaas die verantwoordelikheid vir die
uitvoering van die menslike hulpbronbestuursfunksie binne die bestuursdomein
van die uitvoeringsgesagte, departementshoofde en lynbestuurders. Waar die
menslike hulpbronbestuursfunksie ten opsigte van bepaalde departemente binne
die Wes-Kaapse Provinsiale Administrasie voorheen vanuit 'n gesentraliseerde
komponent gelewer is, is die funksie gedesentraliseer en het departemente
gevolglik begin om hul eie menslike hulpbronbestuur komponente te vestig. Die
vestiging en strukturering van hierdie komponente het in isolasie tot mekaar
plaasgevind, en was daar weinig sprake van patroonmatigheid in die wyse
waarop dit gestruktureer is, alhoewel almal dieselfde funksies ingevolge
dieselfde regulatoriese raamwerk moet verrig.
Die doel van die navorsingstudie is om 'n generiese organisasiestruktuur te
ontwerp om as riglyn te dien waarvolgens hierdie departementele menslike
hulpbronbestuur komponente gestruktureer kan word. Ten einde die model te
ontwerp is 'n literatuurstudie ten opsigte van organisasie-teorie met die klem opdie
strukturering van organisasies onderneem, en is 'n funksionele analise van
die menslike hulpbronbestuur funksie gemaak. Aandag is geskenk aan literatuur
ten opsigte van die strukturering van menslike hulpbronbestuur komponente en
is daar ook 'n ontleding van die regulatoriese raamwerk waarbinne die menslike
hulpbronbestuur funksie binne die staatsdiens verrig staan te word, gedoen. Op
grond van die voormelde en aan die hand van bepaalde beginsels is 'n generiese
organisasiestruktuur ontwerp, en word aanbeveel dat dit dien as riglyn vir
toepassing binne die Wes-Kaapse Provinsiale Administrasie.
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