D.Com. (Industrial Relations) / This study contains the results of an investigation that was undertaken to determine managers' perceptions with respect to readiness for productivity bargaining. In the chapters dealing with the theoretical aspects, the author has defined productivity, analysed the factors that have an impact upon productivity and discussed the relationship between productivity, collective bargaining and worker participation. Remuneration systems, performance and productivity improvement were also discussed. A critical evaluation of productivity bargaining in practice was done in order to illustrate the abovementioned theoretical concepts from a practical viewpoint. A conceptual model of organisational change factors which determine the readiness for productivity bargaining and a questionnaire which was derived from it, was developed and provided the basis for the empirical research. Using the questionnaire and statistical analysis, the perceptions of management at different levels of seniority and who negotiate with trade unions on a decentralised or centralised basis within different industries in the PWV-geographical area, were tested in order to determine whether there are significant differences regarding readiness for productivity bargaining. The questionnaire addressed the following main dimensions: worker participation, productivity awareness and productivity bargaining and management behavior and values within the bargaining relationship. Three hypotheses were formulated and tested statistically. Firstly, the hypothesis was stated that there are significant differences between the perceptions of management at different levels of seniority regarding readiness for productivity bargaining. They would perceive readiness for productivity bargaining differently since it is expected that they would be at different levels of readiness for this form of collective bargaining. In order to ascertain whether the hypotheses are valid or not, a questionnaire was completed by 15 executive managers, 61 senior managers and 79 middle managers. The questionnaire was constructed using seven-point interval scales where the respondent could indicate one as extreme~y negative and seven as extremely positive in response to each item. Responses were grouped per management category in order to test the perceptions of managers at different levels of seniority regarding readiness for productivity bargaining. Use was made of a MANOVA, an ANOVA and a one-way F-test (Scheff~) and no significant differences were found between the perceptions of managers at different levels of seniority regarding readiness for productivity bargaining. The second hypothesis was formulated and stated that there are significant differences between the perceptions of managers regarding readiness for productivity bargaining in organisations with decentralised and centralised bargaining forums. The author suspected that the degree of centralisation or decentralisation of the bargaining process could have an influence on readiness for productivity bargaining. In order to determine whether the hypothesis (as stated) was correct, all responses in the two bargaining categories were compared with each other. The results were tested using the Hotelling T2 test and the author confirmed empirically that there are no significant differences between the perceptions of management which make use of different (centralised versus decentralised) bargaining forums. Thirdly the hypothesis was stated that there are significant differences between the perceptions of management regarding readiness for productivity bargaining in different industries. It was expected that industries would differ in terms of managers' perceptions of· the abovementioned aspect, but there was uncertainty as to whether these differences would be significant regarding productivity bargaining. Using a MANOVA, an ANOVA and a one-way F-test (Scheff~) it was determined that there are significant differences between the perceptions of ~anagement in different industries regarding readiness for productivity bargaining. Qualitative data which was obtained from Human Resources Managers, trade union representatives, academics/consultants and other authorities on the subject during a series of personal interviews conducted during the Pilot-study, was confirmed by the abovementioned empirical findings. The general conclusion is that there is not a readiness for productivity bargaining amongst managers in the PWV-geographical area. In order to develop this readiness, several actions are required as part of an integrated productivity strategy. Specific actions include a self-audit during which managers evaluate the present and desired levels of worker participation, productivity awareness and -bargaining and their own behaviour and values within the bargaining relationship. These recommendations are discussed in detail in the last chapter. A chapter was dedicated to the formulation of guidelines for management and organised labour regarding productivity.

Approved for public release; distribution is unlimited / The primary objective of this thesis was to critically assess the Productive Unite Resourcing (PUR) system as it is outlined in NAVSUP INSTRUCTION 7000,21A and as it being used at Navy Field Contracting Activities (NFCAs). The research was conducted by a review of current literature and extensive interviews with headquarters and field activity personnel. The research contains a review of PUR's predecessor system, the fixed workyear-cost funding methodology, an explanation of the PUR process and Procurement Cost Center algorithms, and summaries of the positive and negative impacts of PUR. Conclusions and recommendations are made concerning PUR's applicability to Navy Field Contracting Activities. Where specific problems were identified with either the process or algorithms, possible corrective actions are proposed. / http://archive.org/details/assessmentofnavy00fink / Lieutenant Commander, United States Navy

This thesis argues that the role of productivity growth in an economy is critical to the welfare of a nation. It further argues that productivity growth in an economy is dependent on the productivity growth within organisations operating in that economy. It goes on to argue that the establishment and maintenance of continuous productivity improvement requires a management role that enables all employees to interact optimally with their work environments at all times. It argues that the means to such a management role change is a formal efficient and effective integrated corporate performance communication system - A system that continuously facilitates purposeful communication between managers and their employees across all dimensions of the organisation and its environment. To demonstrate this, the research in this study identifies the main building blocks of productivity on which the performance communication system should be focused. It investigates the pitfalls of the traditional role of management namely "controller" versus the advantages of a management role of "enabler" towards continuous productivity improvement. It also investigates the pitfalls of traditional strategic planning and organisational transformation as a consequence of performance communication breakdown. A corporate performance communication system was developed based on this study, computerised and tested in theory with employees from various organisations as well as experts on this terrain. The argument is substantiated by the results from a statistical analysis based on a work environment study, the results from surveys and role-plays executed in a case study on a knowledge organisation. A summative overview of what productivity improvement and the performance communication system encompass, identifies the complex nature of productivity, as well as the minimum areas which need to be addressed when attempting to improve productivity. A detailed discussion of the method, which was employed, and the instrument developed to enhance corporate performance communication, precedes the experimental results. A critical discussion of the results obtained from the statistical analysis and the literature on productivity improvement provide a theoretical foundation on which the system was designed. The system is then explained to illustrate how organisations can apply it to facilitate a management role change that is conducive to continuous productivity improvement and how it can support organisational change as the nerve system of a learning organisation. Thereafter, a discussion of the areas which were explored and led to the development of the performance communication system, as well as an explanation of the system, provide the context in which the system should be viewed as a guideline for continuous productivity improvement and the change of the management role to enable that. This thesis recommends that, in order to continuously improve on productivity, the us-them syndrome should be eliminated by a management role change to enabler of performance. The corporate performance communication system developed in this study could be considered as a starting point. A further recommendation is that the experiment primarily based on theoretical studies and practical experience gained over a number of years could provide the need for further research. The thesis concludes that as far as could be determined, this was the first time that a study of this nature was undertaken and that the need for future research to validate this study and its results, exists. / Thesis (DCom)--University of Pretoria, 2007. / Communication Management / DCom / Unrestricted

Increasing effectiveness of use of the agents of production (efficiency) is needed to compensate for steadily rising costs of labor and equipment. Efficiency can be measured in various ways, depending on the type and scope of an operation. The methods available and the circumstances under which they can, and should, be used are the major concern of this thesis. Due to some peculiarities of primary forest production such as highly variable work conditions and irregular stand characteristics, many well known techniques of industrial engineering have not been used widely in forestry. Although progress to date has been limited, time study and several other work measurement techniques can be applied successfully. Time measurements have to be supplemented by costs and other data, to allow for comparison of alternatives. The production methods themselves should be analysed more carefully to find means for technological improvements. The role of the woods worker also deserves more attention because of his heavy and often dangerous work and his outdoor working conditions. In recent years the various activities of forest management, logging and mill supply have been viewed as part of a system which should be optimized for overall efficiency. Operations research has greatly increased the possibilities of studying the influence of variables which govern the system, although the systems approach has not yet been applied fully to an existing forest enterprise. Parts of the system or sub-systems may be complex enough to warrant the application of operations research, and its success should encourage increased research in this field. / Forestry, Faculty of / Graduate

This diploma thesis with the topic "The Producitvity - measurement and raising" involves the most important knowledge on the productivity. In the first part, author is describing theoretical concept of rasing, measurement productivity and its influence over ROI. The final part deals with practical implementation to a company struggling against its low performance. The target of this diploma thesis is to create a instruction for this company to increase the efficiency.

The thesis is about implementation of Bedaux's system at company Laufen CZ, and its influence of company even from work productivity and cost viewpoints. In first part the Bedeux's system is teoretically described as base for practical part of the thesis. In practical part is described and later evaluated the process of implementation with the results even for workers and company. By using these results from practical part the recommendations are introduced to improve Bedeux's system in company. In final part the thesis is evaluated as complex.

This paper analyzes the impact on the productivity of the U. S. interstate trucking industry of changes in the regulatory climate in 1980. Two methods of analysis are used; Total Factor Productivity (TFP) and Neo-Classical Cost Function analysis. The industry's performance in 1978 is compared to the performance in 1982. Results of the Total Factor Productivity analysis indicate the TFP of the industry in 1982, after deregulation, was lower than that of 1978. However drawing conclusions from this result would be unfounded. TFP analysis assumes constant returns to scale. Cost Function analyses find that the U. S. trucking industry exhibits significant economies of scale. As the trucking industry does not have constant returns to scale, TFP cannot be used to draw conclusions about its economic performance. The results of the Cost Function analyses are dependent on which model is chosen. The variable measuring the effect of deregulation is either positive or negative depending on exactly what other variables are included in the model. In none of the initial models is this variable found to be significantly different from zero. After deleting six data points which produce extreme residuals and correspond to questionable observations, this variable is found to be positive and significant, indicating increased costs in 1982. / Business, Sauder School of / Graduate

El presente proyecto sobre el proceso de producción de películas plásticas nos muestra el problema del incremento de devoluciones de productos de una empresa que produce películas plásticas para empaques flexibles. Entre los factores que generan el incremento de devoluciones de productos de la empresa están los defectos de los films por la mala manipulación de materiales y, sobre todo, por el punto duro en las bobinas a causa del tiempo excesivo de setup de la extrusora haciendo que el cabezal se caliente y la extrusión no sea pareja. La extrusión es un proceso clave para la producción de los materiales plásticos; puesto que, transforma el polipropileno y los aditivos en láminas plásticas. Este retraso en los tiempos de preparación de la maquinaria por parte de los operarios genera el sobrecalentamiento del cabezal y; por lo tanto, productos defectuosos en la siguiente línea de producción que son devueltos a la empresa por los clientes. Con la finalidad de enfrentar este problema se desarrolla una propuesta utilizando la herramienta SMED de Lean Manufacturing para disminuir el tiempo de preparación de la extrusora y aumentar la productividad de la empresa. Para la validación de la propuesta se simula el sistema y la reducción del tiempo en el proceso de preparación de la máquina extrusora para el cambio de producción. / The present project show the problem of an increase in product returns for a company that produces plastic films for flexible packaging. Among the factors that have resulted in the increase of returned products are defects in the films caused by the poor manipulation of materials and, above all, the hard point in the coils caused by excessive extruder preparation time, causing the extrusion head to overheat as well as uneven extrusion. Extrusion is a key process in the production of plastic materials as it transforms polypropylene and additives into plastic sheets. The delay in the preparation time caused by machine operators leads to the overheating of the extrusion head and, therefore, defective products that are ultimately returned to the company by customers. In order to confront this problem, a proposal was developed using the SMED tool of Lean Manufacturing in order to reduce the preparation time of the extruder and to increase the productivity of the company. For the validation of the proposal, we simulated the system to determine the resulting reduction in extruder preparation time. / Trabajo de Suficiencia Profesional

MPM / Oliver Tambo Institute of Governance and Policy Studies

Bibliography: p.91-95. / Increases in productivity in construction contractin0 since 1960 have not been proportional to the large amounts of money spent on mechanization and on the training of labour. Little consideration has been given during this same period to behavioural techniques and the motivation of manpower and it was therefore felt that the adoption of a behavioural approach would result in a significant increase in productivity in the industry. Since any behavioural theoretical generalization requires empiric information about any particular situation, it was necessary to collect data on certain socio-organizational characteristics of construction contracting. Data was collected mainly by means of two attitude questionnaires distributed amongst middle to lower management personnel employed in main contractor and sub-contractor companies in the Western Cape. The analysis of the data centred on the socio-organizational characteristics of contracting, their effect on motivation to obtain increased productivity on both the macro and micro levels, and the relationships between main contractor and sub-contractors. It was apparent that ample scope still existed for the development of behavioural management techniques in construction contracting.