Thesis (Ph. D.)--University of Wisconsin--Madison, 1949. / Typescript. Vita. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references (leaves 476-483).

This thesis undertakes to assess the effects of technology on foreman behavior. The data were gathered by observation in a number of industrial settings in the lower mainland of British Columbia. The observer accompanied the foremen, noting the relevant technological characteristics of the foreman's area of responsibility and the time spent by him on various activities. The concept of production technology is first analyzed in terms of its two dimensions—conversion and transfer mechanization. An order for each is established. The term foreman is also considered, and some restrictions are placed on its meaning in this study. Other technological dimensions, considered relevant to foreman behavior, are then outlined. These include the existence and size of buffers, communication aids, complexity, spatial dispersion and supervisory aids. The second part of the paper is devoted to a description of the relation between the machine technologies and other technological variables. The amount of time foremen, as a group, spend on various activities is then detailed, and this is then broken down by technology. Considerable variations across technologies are found. The variation in spans of control across technologies is then described. A series of hypotheses concerning such things as spans of control, time spent on interaction of various types with subordinates, superior and other foremen, and time spent on other activities such as slack, social interaction, production and paper work are then drawn and tested. It is concluded that much of the variation that appears with technology can be explained in terms of the differential occurrence of the other technological dimensions with technology. / Arts, Faculty of / Sociology, Department of / Graduate

No description available.

Thesis (DBusinessAdministration)--University of South Australia, 2007.

Thesis (Ph.D.)--University of Tulsa, 1992. / Bibliography: leaves 141-156.

Thesis (Ph.D.)--University of Tulsa, 1992. / Bibliography: leaves 141-156.

Thesis (Ph. D.)--Ohio State University, 1962. / Includes vita. Includes bibliographical references (leaves 129-136). Available online via OhioLINK's ETD Center.

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.

Thesis (Ph. D.)--University of Wisconsin--Madison, 1965. / Typescript. Vita. eContent provider-neutral record in process. Description based on print version record.

There is no abstract available for this thesis.