This research explores the nature and extent of management development and training of senior and middle managers working in Palestinian telecommunication organizations using a basic trichotomous (three-stage) model: needs assessment, training development, and evaluation. A critical review of the literature is presented to identify the different approaches and key principles that make up the field of training and development. Using the survey approach, primary data were collected to answer the research question. A total of 142 questionnaires were distributed among senior and middle managers with 110 questionnaires being completed and returned (77 per cent response rate). Field work was also supported with 10 selected interviews with high ranking officials in the surveyed organizations to help corroborate the results. Thereafter, data was analysed using SPSS and spread sheets, and then compared with data available from literature. Despite the presence of a rather systematic approach to training, the findings show that the current status of training in the surveyed organizations is inadequate with heavy emphasis on traditional methods throughout the three stages; the current system does not offer a holistic perspective to training and development. This study presents an exploratory investigation into the training status in telecommunication organizations. It provides a fundamental foundation for future research aimed at expanding the available knowledge within the context of the study. In addition, specific strengths and weaknesses in the current system are identified using the trichotomous model in a more practical manner. Overall, this thesis offers both professionals and academics a fresh perspective on training in Palestinian telecommunication organizations; it not only highlights the importance of training but also stresses that future initiatives and programs are more carefully designed and implemented.

There are many important factors that influence and even determine the work of middle and senior managers in the public and private sectors, NGOs, and international organizations such as the UN. Yet, despite this overall agreement, the study of 'managerial effectiveness' has remained relatively neglected and unexplored particularly within the developing world. The present research explores the dimensions of the managerial effectiveness of middle and senior managers who work in the Education Programme of the UN Agency in Lebanon. These managers are dedicated to refugees and their children at primary and high schools, and vocational centers. In doing so this study has adopted the framework, 'parameters of managerial effectiveness', developed by Analoui (1999) to explore and identify the factors and causal influences which form the basis for the effectiveness of these managers to develop policies and strategies for their increased effectiveness. The literature in the areas of development of management, management training and development, and recent works on managerial effectiveness confirm the importance of the parameters and interrelationship between them and the unique contextual factors, namely the personal, organizational and external factors. The Education Programme of the UNRWA in Lebanon provides a suitable case, and the middle and senior managers constitute the units of analysis. The entire cadre of senior and middle management (N= 132) were included in this first time study. The methodology adopted for collecting and generating relevant and adequate data was a combination of survey questionnaire, interviews and the use of secondary data available. The adoption of 'triangulation' as a strategy yielded adequate and relevant data which was analyzed using statistical methods. The quantitative analysis was supported by qualitative data based on senior and middle managers' own perception of their effectiveness. The results, by and large, support Anloui's (1999; 2007) theory and led to the first time discovery of the eight parameters of the managerial effectiveness in UNRWA, Lebanon. The results revealed a myriad of factors and influences concerning the middle and senior managers' perception, managerial skills and competencies, organizations criteria for effectiveness, opportunities, demands and constraints involved, as well as the inter-organizational relationship and the dominant managerial philosophy of effectiveness. The study contributes to the literature on managerial effectiveness by contextualizing the model adopted thus contributing to this neglected field of managerial studies. It also provides the basis for the formulation of policies and strategies to improved and increase managerial effectiveness in Lebanon, Syria, Jordan and Palestine, and the developing world as the whole where UN is actively operating to support refugees. Like any empirical investigation the study suffers from limitations which need to be considered in the future research in this field.

This study is an attempt to improve job satisfaction and work motivation of the Egyptian textile managers and to fill the gap in the managerial literature regarding the Egyptian textile working context. The main objective of this study is to explore the motivation and job satisfaction of the Egyptian senior and middle managers. A research model was developed in order to explain and to understand the satisfaction and motivation process of senior and middle managers and was empirically tested in the actual textile context. Egyptian textile managers' motivation and job satisfaction were explored by using a total of 247 survey questionnaires and 33 interviews. The major findings indicated that the personal, organisational, and cultural factors were found to influence managers' job satisfaction and motivation. Managers were satisfied with their working conditions, job security, and their personal relationships. However, managers were dissatisfied with their pay, promotion, company policies, training, and their appraisal system. Moreover, managers have placed more concern for job content factors rather than for job context factors. The Egyptian culture was positively related with managers' concern for good personal relationships, achievement, responsibility, and for seeking to more knowledge. However, it negatively affected women managers' status as it led to a gender-biased discrimination towards them. The findings suggest a need to consider the personal differences between managers, improve the promotion system, review salary structure, adopt a results-focused appraisal system, pay more attention to the content job factors, improve training system, increase coordination and delegation of authority, give women equal rights, and increase managers' involvement in decision-making process.

This research explores the nature and extent of management development and training of senior and middle managers working in Palestinian telecommunication organizations using a basic trichotomous (three-stage) model: needs assessment, training development, and evaluation. A critical review of the literature is presented to identify the different approaches and key principles that make up the field of training and development. Using the survey approach, primary data were collected to answer the research question. A total of 142 questionnaires were distributed among senior and middle managers with 110 questionnaires being completed and returned (77 per cent response rate). Field work was also supported with 10 selected interviews with high ranking officials in the surveyed organizations to help corroborate the results. Thereafter, data was analysed using SPSS and spread sheets, and then compared with data available from literature. Despite the presence of a rather systematic approach to training, the findings show that the current status of training in the surveyed organizations is inadequate with heavy emphasis on traditional methods throughout the three stages; the current system does not offer a holistic perspective to training and development. This study presents an exploratory investigation into the training status in telecommunication organizations. It provides a fundamental foundation for future research aimed at expanding the available knowledge within the context of the study. In addition, specific strengths and weaknesses in the current system are identified using the trichotomous model in a more practical manner. Overall, this thesis offers both professionals and academics a fresh perspective on training in Palestinian telecommunication organizations; it not only highlights the importance of training but also stresses that future initiatives and programs are more carefully designed and implemented.