Thesis (Ph. D.)--West Virginia University, 2006. / Title from document title page. Document formatted into pages; contains vii, 186 p. : ill. (some col.). Includes abstract. Includes bibliographical references (p. 170-181).

Thesis (Ph.D.)--Cornell University, January, 2009. / Includes bibliographical references (216-225 leaves).

The main purpose of this study was to assess the effectiveness of EEA policy as a tool to manage gender diversity at the workplace. The research was based on a case study using Cederberg Municipality that is located in Western Cape Province in South Africa. The primary data was sourced from employees of the municipality using questionnaire, individual interviews and focus group discursions. The study showed that EEA policy was not so effective in achieving its intended objectives of emancipating working women from all forms of discrimination such as training and developmental programs, promotions and below par remuneration at the workplace . . The study further established that in order to improve effectiveness of the EEA policy as an instrument to manage gender diversity at work, Government official as the custodians of the project need to ensure that all the processes such as planning for the project, provision of adequate training to employees, implementation and monitoring of the project are key to success. Organizations on the other hand, were identified as an impediment to the successful implementation of the project (EEA policy implementation at work). Managers were advised to familiarize themselves with the policy and its objectives, prepare their staff mentally for the smooth flow of the project and after implementation assist in monitoring the project consistently. / Thesis (MBA) North-West University, Mafikeng Campus, 2010

M.B.A. / The 1994 democratic elections in South Africa implied transformation that expected to see all the South African citizens trying to make democracy work. This included government institutions making way for a non- racial government where people of different cultures were expected to work together in order to deliver a service to a South African diverse population. The purpose of this study was to determine the impact of cultural diversity on working relations in a physiotherapy department of a South African government hospital. A qualitative research approach was followed with focus groups (N=11) and one- onone interviews (N=4) conducted with members of the physiotherapy department. Data were analysed by categorising it into thoughts and later into themes. Results showed that cultural diversity has an effect on working relations of different racial groups. In addition, cultural diversity is also influenced by religion, education, language and upbringing. Recommendations for further research were made.

Workplace bullying is a serious and frequently occurring workplace issue that can have a number of negative, sometimes devastating consequences for employees who are targeted. At the same time, there are many employees who, despite being exposed to frequent and persistent bullying in the workplace do not label themselves bullied. This thesis investigated a number of behavioural, individual and contextual variables that were predicted to have an influence on the perceived severity of workplace bullying behaviours and the actual labelling of the behaviours as bullying using established workplace bullying measures and vignettes. Overall, the results indicated that the perceived severity and labelling of workplace bullying behaviours were influenced by the behaviours involved, by characteristics of the employee being subjected to the behaviours, by characteristics of the employee perpetrating the behaviours and by the connection that the target???s co-workers had to the bullying interaction. Specifically, the analyses indicated that behaviours that personally ridiculed the target were perceived as severe and as bullying more frequently than other categories of bullying behaviour. Participant gender and current experience with workplace bullying were also revealed to be predictive of whether negative workplace behaviours were perceived as severe and bullying in nature. The formal position held by the perpetrator relative to the target was revealed to influence whether the behaviours were perceived as severe. The formal position of the perpetrator, the presence of others during the bullying act and the knowledge that others in the workplace were also being targeted significantly influenced whether the behaviours were labelled as bullying in nature.

Thesis (Ph. D.)--Case Western Reserve University, 2007. / Francis Payne Bolton School of Nursing. Includes bibliographical references.

Following the rapid improvement of technology and the increase of labor hour and workload, the stress and mistake are more and more prevalent in the workplace. As a result, the incivil, aggressive, and violent behaviors become critical factors in inducing high turnover rate and wasting work-hour. According to existing literatures, we found that past researches focused on the aspects, such as the effects to employees and the whole organization. However, the connection between manners and industries was unknown. Therefore, one of our objectives is to find the employees, in a certain industry, are more likely to behave in bad manners. The findings are shown in the following content. 1.The most common bad manners in Taiwanese workplace. (1)Arrogance, rumor, and denounce. (2)Noise. (3)Smoking. (4)Distraction. 2.The category of industry and the probability of causing bad manners are not independent. Using chi-test, we found, however, that the category of industry and the average number of bad manners are independent. 3.According to the participants, we found that conflicts not only erode the relations among colleagues, but also help to define the source of the torment. In a case, the participant believes that conflicts are able to increase the organization¡¦s energy. 4.To prevent those bad manners in our workplace, training, selection, and improving the quality of physical and non-physical environments are the first things we can do.

Thesis (M.S.)--Central Connecticut State University, 2001. / Thesis advisor: Christopher Pudlinski. " ... in partial fulfillment of the requirements for the degree of Master of Science in Organizational Communication." Includes bibliographical references (leaves 110-116). Also available via the World Wide Web.

Thesis (M.S. in Psych.)--School of Psychology, Georgia Institute of Technology, 2004. Directed by Gilad Chen. / Includes bibliographical references (leaves 90-97).

Thesis--PlanB (M.S.)--University of Wisconsin--Stout, 2000. / Includes bibliographical references.