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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.
11

Development and validation of the evaluation process within supervision index /

Lehrman-Waterman, Debbie, January 1999 (has links)
Thesis (Ph. D.)--Lehigh University, 2000. / Includes vita. Includes bibliographical references (leaves 89-104).
12

Factors influencing employees to seek supervisory positions in manufacturing

Ficker, Liezel January 2005 (has links)
This research was undertaken at a hosiery manufacturing plant situated in Cape Town. The two research questions were: 1) What are the main factors that influenced, as well as previously discouraged, current supervisors to seek supervisory positions? and 2) What are the main factors that influence employees to want to become a supervisor, and what factors would discourage them from wanting to become a supervisor? Questionnaires were used as the measuring instrument. The results revealed that internal motivation was the most important factor that positively influenced current supervisors to seek a supervisory position. This was followed by self-perceived management ability, self-belief and confidence factors. Supervisors revealed a low social and affiliation need. Factors that discouraged current supervisors from seeking a supervisory position were limited management involvement, negative work related issues, and self-doubt factors. Most employees, who were not interested in seeking a supervisory position, indicated that there were no factors that would motivate them to want to become supervisors. Amongst the four content theories of motivation, the most relevant theory in interpreting the results was the Herzberg’s two factor theory. He stated that “employees are motivated by their own inherent need to succeed at a challenging task”. This is exactly what was also found in this research. One of the interesting findings is that Herzberg’s hygiene factors played almost no role as a motivator or demotivator for either current supervisors or employees. The significance of the findings for managers is that they should not strive to motivate employees to become supervisors, but rather select people who already have a high level of internal self-motivation. If they are simply looking for good workers, they should select a different type of employee who does not have a high need for achievement.
13

Workplace supervision of interns : roles, responsibilities & effects

Cheong Peng, Niouk Ping January 1996 (has links)
No description available.
14

Effects of experience on supervisor planning and supervision : a developmental exploratory analysis /

Marikis, Dennis Andrew January 1981 (has links)
No description available.
15

Dispositional and situational strategies for influencing poorly performing subordinates /

Chung, Joon Wha January 1985 (has links)
No description available.
16

Matching Training Time to Training Need: A Procedure for Revising an Existing Supervisory Training Program

Cuccarese, Eugene K. 01 January 1986 (has links) (PDF)
Measuring training need and in turn revising training content to reflect that need is a process that continues to plague the training practitioner. This study examines the application of Ford and Wroten's (1984) Matching Technique to a supervisory training program. Subjects were 13 non-supervisors and 13 recently promoted supervisors that were divided equally between the control and experimental conditions. A nonequivalent control group design was employed, and the data were analyzed using ANCOVA. Self-perception training need data were collected via a need survey. Both the need data and the training program content were classified in terms of management skill dimensions. Pre and post measures were collected using an In-Basket exercise and a knowledge test. The results indicate that skill performance does increase significantly for those skills requiring additional emphasis. More research is needed on this process, as only one skill dimension required more emphasis in this study.
17

Riglyne vir toesighoueropleiding in die konteks van die werknemershulpprogram van Telkom

Coetsee, Elizabeth 30 September 2015 (has links)
M.A. (M.W.) / Large companies regard the presentation of programs as very important. It is necessary so that more cost effective social work services could be given to the employees of the organizations. The evaluation of programs is an aspect that does not receive enough attention. It can enable the facilitator to improve future presentations and to make these more applicable to the client system, which in this case consists of supervisors of Telkom SA ...
18

Training for supervision : an outline and manual for those who are already supervisors, managers or executives, or those who expect to be

Taliaferro, John William 12 1900 (has links)
No description available.
19

The primary aspects of the art of supervison [sic] within a basic ministry setting

Ely, Helen E. January 1988 (has links)
Thesis (M.T.S.)--Catholic Theological Union of Chicago, 1988. / Vita. Includes bibliographical references (leaves 52-53).
20

An examination of multiple predictors and outcomes from different dimensions of LMX relationship quality

Harris, Kenneth J. Kacmar, K. Michele. January 2004 (has links)
Thesis (Ph. D.)--Florida State University, 2004. / Advisor: Dr. K. Michele Kacmar, Florida State University, College of Business, Dept. of Management. Title and description from dissertation home page (viewed Sept. 23, 2004). Includes bibliographical references.

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