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  • About
  • The Global ETD Search service is a free service for researchers to find electronic theses and dissertations. This service is provided by the Networked Digital Library of Theses and Dissertations.
    Our metadata is collected from universities around the world. If you manage a university/consortium/country archive and want to be added, details can be found on the NDLTD website.
1

An empirical analysis of two stockout models /

Walter, Clyde K. January 1971 (has links)
Thesis (Ph. D.)--Ohio State University, 1971. / Includes vita. Includes bibliographical references (leaves 216-227). Available online via OhioLINK's ETD Center.
2

An empirical analysis of two stockout models /

Walter, Clyde K. January 1972 (has links)
No description available.
3

Skill shortages and the changing structure of labour markets in high technology industry : Case studies in technological staff recruitment in Hampshire

Winstanley, D. January 1989 (has links)
No description available.
4

The Distribution of Physician Workforce in Louisiana: Implications for Outcomes of Care

January 2010 (has links)
acase@tulane.edu / Background: For the past two decades, Louisiana’s health status has ranked among the lowest in the nation. In 2009, Louisiana was ranked 47th in the nation which indicated marginal improvements from their 49th position in 2008. 1, 2 In addition, the 2009 Commonwealth State Scorecards Report ranked the Louisiana health system performance, in terms of health outcomes, among the poorest in the nation.One reason for this disparity could be attributed to shortages of physicians and other healthcare resources in the state. These shortages were exacerbated by the damage done by the 2005 hurricanes to hospitals and physicians’ practices in New Orleans, and throughout the state.3 Today, 86 percent of Louisiana parishes are designated health professional shortage areas by the Health Resources and Services Administration Shortage Designation Branch (HRSAS). 4 Specifically, 126 areas in Louisiana are considered as primary care shortage areas. 5 Louisiana is ranked 6th in the nation in percent of the population lacking access to primary care. 5According to the Medical Education Commission, approximately 40 percent of Louisiana’s medical school graduates and physicians leave the state after completing their medical residencies. 6 Study Design: Using data from the 2006-2007 Louisiana State Board of Medical Examiners (LSBME) providers’ data set and the 2007-2008 Blue Cross Blue Shield (BCBS) of Louisiana providers’ data to report active physicians by specialty and location in the state, this cross-sectional study analyzed disparities in statewide health system performance, measured by mortality amenable to healthcare (MAHC). Age-adjusted standardized mortality rates (ASMR) from all conditions amenable to healthcare were derived and extracted from the Centers for Disease Control and Prevention (CDC) The Distribution of Physician Workforce in Louisiana: Implications for Outcomes of Care Compressed Mortality File (CMF).7 The CMF is a county-level national mortality and population database spanning the years 1968-2006. The model controlled for sociodemographic factors and health care resources available in the different parishes. Population data were obtained from the 2006-2007 county-specific Area Resource File (ARF). The unit of analysis was the parish. Results: Louisiana is facing a maldistribution of physicians by specialty (primary care vs. specialty care) and geography. Furthermore, throughout Louisiana, health system performance as measured by ASMR from all conditions amenable to healthcare varied widely. Conclusion: Variations in parish physician supply did not explain variations in MAHC. Rather, significant associations were found between socio-economic factors and MAHC / 1 / Maysoun Dimachkie Masri
5

Pursuit of the Principalship

Aberg, Theresa Perrow 03 June 2014 (has links)
The school principal is one factor in student success. As the number of principals needed increases (Bureau of Labor Statistics, 2008) and the number of principals eligible to retire rises (Briggs, Cheney, Davis, and Moll, 2013), there is concern about a potential shortage of applicants. This potential shortage has been documented in professional literature and state reports, including Arkansas (Carnine, Denny, Hewitt, and Pijanowski, 2008), Massachusetts (Militello and Behnke, 2006), North Carolina (North Carolina Association of School Administrators, 2005), and Vermont (Hinton and Kastner, 2000). One concern of those who predict a shortage of qualified applicants for the principalship is that educators complete principal preparation programs but do not pursue positions. Various reasons for this reluctance to apply have been expressed, including the time, responsibility, and salary that are incommensurate with the demands of the position. The purpose of this study was to investigate the differences between those more willing and those less willing to apply for principal or assistant principal positions once they have completed preparation programs for school leaders. Interviews conducted with graduates of principal preparation programs were used to identify variables that may affect the willingness to apply for principal positions. The identified variables were formed into a questionnaire that was administered to a larger sample of graduates of principal preparation programs with faculty affiliated with the National Council of Professors of Educational Administration using the Virginia Tech on-line survey maker. Encouragement by others was an influence in the willingness to apply for the principalship in both the qualitative and quantitative portions of this research. While salary correlated with the willingness to apply in the quantitative portion of the research, it was not a strong factor in the qualitative portion of the research. Non-married respondents were more willing to apply for principal positions. Other factors mentioned by respondents in the qualitative portion of the research were not significant influences on the willingness to apply for the principalship or were not measured reliably in the quantitative portion of the research. These factors were the activity of the position, competence, stress, and the time commitment of the principalship. / Ed. D.
6

Management of skills shortages within Eskom : a case study of Medupi Power Station, Lephalale, South Africa

Ravu, Yagambram 14 January 2015 (has links)
Submitted in fullfilment of part of the requirements for the Degree of Doctor of Technology: Management Sciences, Durban University of Technology, 2014. / The study explores issues around human resources and training within Eskom using the Medupi Power Station as a case study. This power station is currently being constructed in the Limpopo province approximately 350 kilometres north of Gauteng. The main aim of the study was to identify the skills shortages on the project and make recommendations on how to manage them in the long and short term. The research objectives included ascertaining the types of skills shortages being experienced and perceptions regarding the employment of expatriates and their contribution to knowledge transfer at Eskom. The mixed methods approach was utilised to conduct the research. The combination of quantitative and qualitative methods using questionnaires and interviews provided detailed and relevant data for addressing the research questions. A sample of 48 highly skilled employees who are currently working on the Medupi Project participated in the study. They included senior management, engineering and other technical staff and human resources personnel. The results revealed the nature of the skills shortages on the Project, namely supervisory, civil engineering and contracts management skills. The findings regarding the employment of expatriates reveal that they are employed on a contract basis and can terminate their contract on a short notice. This has an adverse effect on continuity on the Project. In addition, the local employees believed that the expatriates are chiefly motivated by the financial incentives and are not fully capable of transferring skills as they do not have power station experience. The study proposes a new knowledge transfer model for the Medupi Project. According to this model, the line management’s ability to provide an enabling work environment and support for on-the-job training influences knowledge transfer. Furthermore, employee motivation to acquire and utilise a newly learnt skill on the job, the setting of goals that are achievable given the multitude of constraints experienced on the Project, and senior management support are key determinants of line managements’ success in providing an enabling knowledge transfer environment. / D
7

The development of China's coal industry, 1949-1978 : towards an analytical model

Thomson, Elspeth Bliss January 1993 (has links)
No description available.
8

An examination of shortcomings in inventory management and control in selected Saldanha Bay firms /

Diergaardt, Johannes Godfree. January 2007 (has links)
Thesis (MTech (Business Administration))--Cape Peninsula University of Technology, 2007. / Includes bibliographical references (leaves 63-64). Also available online.
9

An examination of shortcomings in inventory management and control in selected Saldanha Bay firms

Diergaardt, Johannes Godfree January 2007 (has links)
Thesis (MTech (Business Administration))--Cape Peninsula University of Technology, 2007 / The dissertation focuses on sharing experiences related to the shortcomings in the discipline of inventory management and control. The research was limited to inventory management and control practices in select manufacturing and production sites in Saldanha Bay on the Cape west coast. The shortcomings identified may be seen as holistic in inventory management and control and are thus not restricted to the Saldanha Bay area only. The results of the research provide comprehensive insight into the elementary aspects of managing inventories in fast- paced, industrial manufacturing environment. The dissertation touches on the problems that arise when inventory managers do not understand the concept of inventory management. The researcher witnessed the shortage of schooled and skilled inventory managers in both the public and privates sectors in South Africa. It is hoped that after reading the content of this research, the reader concerned with inventory management and control will be better equipped to address these issues.
10

A transformational approach to improve employment equity targets

Maboho, Phumudzo Benedictor 21 June 2014 (has links)
M.Com. (Business Management) / Compliance with Employment Equity Act no 55 of 1998 is very important for organisations in South Africa. Recent reports attested that no significant change or progress achieved as far as Employment Equity (EE) is concerned. With no doubt South Africa faces shortage of skills and this may be a hindrance to EE Transformation. The Auditor-General of South Africa (AGSA) is not isolated from the skills shortage challenges, particularly because they seek specialised skills and competencies such as those of Chartered Accountants CA(SAs). The South African Institute of Chartered Accountants (SAICA), stated in their press release (Olivier, 2012) that this particular institution has 33 167 registered Chartered Accountants in South Africa. This means a small pool from which the Auditor-General of South Africa can draw its potential employees. The AGSA is not unique to the changes and legislative requirements faced by other organisations. As a result, these organisations are required to embark on a transformation journey to ensure Employment Equity achievement within their respective environments. Although reports have been showing some encouraging progress towards achieving the objectives of the Employment Equity Act, the journey is still long. This research attempted to establish the state of transformation and the challenges faced when implementing EE in AGSA. Based on these, the researcher proposed a change process to increase attainment of EE targets. For this study, the researcher focused particularly within areas where the AGSA struggles to attract suitably qualified employees. The researcher further assessed the employees’ perceptions related to EE how these perceptions are addressed. The researcher collected by means of self-administered questionnaires, interviews, as well as a case study. The sample included Corporate Executives, Business Executives, Senior Managers, Managers and Trainee Auditors. The collected data was analysed both qualitatively and quantitatively. Findings of the study revealed that different business units were implementing different strategies in an attempt to address their Employment Equity challenges. Some areas within the AGSA realised progress while others made only minimal progress. The research further revealed the need for an integrated approach towards achievement of the EE target. This may ensure a concerted effort and eradicate working in silos. A need for appropriate and formal EE structures was also established. Recommendations for an integrated approach as well as required structures for EE were discussed in the last chapter of this research.

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