Thesis (Ph. D.)--Lehigh University, 2000. / Includes vita. Includes bibliographical references (leaves 89-104).

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.

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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.

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 ...

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Thesis (M.T.S.)--Catholic Theological Union of Chicago, 1988. / Vita. Includes bibliographical references (leaves 52-53).

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.