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This thesis addresses an airline crew allocation and scheduling problem faced by certain divisions of the United States Air Force. Three variants of the problem under consideration were posed by the Brooks U.S. Air Force Base. This thesis reports on experience with two heuristic methods developed, each applicable to the different variants of the problem. Although the problem described herein is peculiar to this situation, the heuristic scheduling and dispatching rules developed have been found to be very effective, and are generally applicable in other related contexts of routing, and crew and vehicle scheduling problems as well. The two algorithms developed have been applied to a coded set of real world data. The results indicate that each one of the two methods is preferable over the other for one of the two variants of the problem, and they are equally effective for the third variant. The observations made in this study suggest an overall effective composite technique for this class of problems. / Master of Science

Merit pay refers to the awarding of differential amounts of financial rewards to deserving employees based on their individual performances as measured by Performance appraisal and Rating. The idea is that such a practice would act as a spur to all employees -- both deserving and undeserving-- to improve their productivity to earn the extra pay. The systemic effect would be enhanced organizational productivity and effectiveness. Although it has fallen in and out of favor over the years, as its long history in the public sector shows, interest in the concept endures. So has the controversy surrounding its efficacy or the lack thereof. This dissertation is an attempt to further our understanding of the potential of merit pay in the public sector. To this end, it makes a critical assessment of the efficacy or the lack thereof of merit pay programs in the public sector. This has been done by integrating the findings of thirty-six empirical studies that examined such programs. Twenty-nine of these studies elicited from employees their perceptions affected of how merit pay in their organizations has employee motivation, productivity, and organizational effectiveness. The remaining seven represent authors' (non-respondent) conclusions regarding the effect of merit pay on the above variables in the organizations they examined. Taking all in all, the findings of this study show that merit pay has not significantly enhanced employee motivation, productivity, or organizational effectiveness. In addition, virtually all of the shortcomings and organizational behavioral problems identified in the literature with regard to the implementation of merit pay were found to have plagued the merit pay programs examined in these empirical studies. These problems seem to be ubiquitous and endemic. However, the goal-setting aspect of the merit pay process was found to have led to improvement in employee performance. Two main recommendations are made. First, organizations should use goal-setting. It can yield beneficial results without the headaches of merit pay. Second, and more desirably, efforts at enduring motivation and productivity improvement should be directed toward promoting teamwork in the workplace and creating a culture that fosters commitment to organizational purposes and cooperation among persons and units within the organization. / Ph. D.

The problem with which this study is concerned is to determine the perceived attitudes of medical and health school deans toward selected factors that are related to employee assistance programs (EPAs). These factors, which are variables in this study, include perceptions toward EPAs of necessity and desirability, purposes and goals, services offered, policies and procedures, sources of referrals, and barriers to successful implementation.

published_or_final_version / Politics and Public Administration / Master / Master of Public Administration

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This study used focus groups to explore the nature and effects of gender-related microinequities on women in the upper levels of government. Microinequities were defined as subtle forms of differential treatment toward any person who is different than the others in a group. Subjects were selected from eight federal agencies and included 114 women and 30 men at the SES and GS/GM 13-15 grade levels. Each focus group was asked questions pertaining to the nature of microinequities, and the effects of microinequities on self concept, productivity, and career development. Female subjects reported experiencing a wide range of microinequities, primarily related to interpersonal relationships between men and women, attitudes about women, social support, family roles, and physical characteristics. Despite the large number of women who reported experiencing microinequities, a substantial number of women reported that men and women were treated equally in the workplace. The research question regarding the effect of microinequities on self concept yielded a small number of responses and diverse views. Some women reported experiencing self doubt when confronted with microinequities; other women reported that microinequities had no affect on self concept. Views about the effect of microinequities on energy or productivity were also diverse. Some women reported that microinequities had no effect on their energy. Other women reported that microinequities affected their energy; comments were related to stress, long hours, aggression, strategy, anger, superwoman tendencies, and coping strategies. With regard to career development, female participants generally reported that microinequities did not affect their career success. When effects were reported, they were described as short-term. Recommendations for managers based upon reported experiences were described, and implications for managers were explored. / Ph. D.

Thesis (Master of Military Studies)-Marine Corps Command and Staff College, 2008. / Title from title page of PDF document (viewed on: Feb 11, 2010). Includes bibliographical references.

Thesis (Master of Military Studies)-Marine Corps Command and Staff College, 2008. / Title from title page of PDF document (viewed on: Jan 8, 2010). Includes bibliographical references.