The purpose of the present study was to conduct an in-depth investigation of daughters' perspectives on the father-daughter relationship when working together in a family-run business. Because this particular topic is under-studied, it was important to take a qualitative approach to investigate daughters' perspectives on their reasons for joining the family firm, the nature of the work and family conflict with their fathers, their coping strategies for addressing areas of concern, as well as other factors of importance to them. These issues were investigated within the theoretical frameworks of work and family balance theory, and work and family overload theory. Women's perspectives on factors that both assisted and impeded them with successfully balancing a viable career in a family run business with family life were explored. Results from the present study filled an existing gap in the literature, and may also be useful for knowledge translation purposes.

Purpose and aims of the thesis: This thesis critically reviews the current BPR literature through the perspective of the systemic/holistic management thinking, in such a way as to bring the study of BPR into a new era. Central to this holistic type of thinking are the concepts of Processes, Radicality, IT/IS, Culture and Human Element awareness: these concepts are used to explore core publications in reengineering literature. More specifically the aims of the thesis are to (i) explain why BPR needs redefining, (ii) redefine it as a holistic activity, (iii) provide guidelines to do that and also (iv) show the feasibility of this approach. Research Method: For the achievement of the above aims, a combination of research methodology strategies and techniquesw as used.T hesei nclude a documentary review approach and a comparative analysis for gathering and disseminating the data. These were complemented by case study material, which is used to assess the plausibility of the suggestions made in this particular thesis. Findings: While exploring the notion of BPR it was identified that (i) the notion has no universally accepted definition, (ii) largely the definitions and numerous core reengineering readings (Davenport 1993, Johansson et al.1993, etc.) give emphasis to different extreme orientations (e.g., IT oriented, processes oriented) and thereby attract negative criticism (Jones 1996, Case 1999), (iii) there is no code of practice (no formal guidelines) when practising reengineering, and largely (iv) there is a great amount of inconsistency between what the examined BPR authors say they do, and what they actually do in practice (e. g., Hammer and Champy 1993). Recommendations: Recognising the novel link between a number of major fields of activity (Processes, Radicality, IT/IS, Culture and Human Element), enabled a new holistic definition and a new form of guidelines to emerge, and be operationalised; that is, for this author to present a set of theoretical and practical ways of improving the BPR managerial tool. Such guidance, though, is not intended to be sterile and staid. Indeed, this guidance will itself incorporate critical thinking around the issues involved in an intervention like BPR, by the further enhancement of multi disciplinary discourse about organisational learning and awareness. It is concluded that this set of recommended guidelines could provide a framework for an enriched, holistic and successful BPR initiative.

This study originates from the search of the author, who himself is a main Agent, as per the Principal-Agent Model developed in the study, for proper Management Accountability in his public sector organization. The problem of low level of Management Accountability in the public sector of the UAE has been pervasive in the sector and raised many questions, the cardinal ones being: why has the situation arisen and what might be done to improve it? These are the main questions addressed in this study. The major objective of the study, therefore, is to identify and evaluate the factors that account for the observed low level of Management Accountability in the public sector of the UAE with the aim of finding an appropriate solution to improve the situation. To achieve this objective, both secondary and primary data/information were used extensively and intensively with a much heavier reliance on primary data because of the highly qualitative nature of the topic and the lack of appropriate secondary data. Apart from the general questionnaire survey of the public sector, two representative public sector organizations - Etisalat and Ministry of Health - were selected for indepth study of the subject-matter. Both quantitative and qualitative data were used; the latter was obtained- largely through questionnaire survey and personal interviews spread over a period of two years using purposively selected samples (purposive sampling method) from the general public and the case study organizations. Various testing techniques, including Z-test, ANOVA, Correlation and Regression analysis, were employed to test for the validity and reliability of findings of the research. We are confident of the validity and reliability of our results but we do also recognize the limitations of the study, for example, the coverage of the study in terms of the number of organizations researched, for the purpose of generalization. The main findings of the study are summarized as follows: -- The general public questionnaire survey results confirm that the level of Management Accountability in the public sector of the UAE is lower than the average of similar sectors, for example, in the UK. -- The general performance of the public sector in terms of achieving objectives is below average. -- The performance of the case-study, Etisalat, in terms of posted financial statements is encouraging but this is against the background of very weak competition because of the legislative monopolist status the corporation enjoys in the market. However, the level of Management Accountability in the corporation is less than average. -- Both the general performance in terms of achieving objectives and the level of Management Accountability in the Ministry of Health are below average. -- The causal factors are grouped into three categories: Social-cultural, Organisational and Personal factors. Each group has sub-factors that have differential effects on the confirmed low level of Management Accountability in the sector. The main recommendation made was that the Principal-Agent Model developed in the study should be adopted to streamline and formalize the five relationships involved in the model. The pillars of the recommendation are the legalisation, formalisation and control of the relationships in the model to achieve a higher level of Management Accountability in the sector. The implementation of our recommendation would require a change in attitude, perception and other social-cultural as well as organizational factors. It would require some will-power and commitment to introduce the changes that might lead to the improvements that are projected in the study. Recent developments in the country, such as the call of the Minister for Information and Culture, for constructive criticism of the activities and performance of government organizations indicates a burgeoning recognition of the problem

This thesis is about grounding an increasingly common practice in an established theory where no explicit theory currently exists. The common practice that is the subject of this study is information security. It is commonly held that information security means maintaining the confidentiality, integrity (accuracy) and availability of information. It seems that a whole industry has built up with tools, techniques and consultants to help organisations achieve a successful information security practice. There is even a British Standard containing around 130 controls, and a management system to guide organisations and practitioners. In the absence of many alternatives this British Standard has grown into something of a requirement for organisations who are concerned about the security of their information. The British Standard was developed almost entirely through the collaboration of some powerful blue-chip organisations. These organisations compared their practices and found some key areas of commonality. These common areas became the foundation of many information security practices today. Although there has been considerable evolutionary change the fundamentals, and not least the principles of confidentiality, integrity and availability, remain largely the same. It is argued in this thesis that the absence of a theoretical grounding has left the domain as weak and unable to cope with the rapidly developing area of information security. It is also argued that there was far too little consideration of human issues when the standard was devised and that situation has worsened recently with greater reliance on information security driven by more threats of increasing complexity, and more restrictive controls being implemented to counteract those threats. This thesis aims to pull human issues into the domain of information security: a domain which is currently dominated by non-social and practical paradigms. The key contribution of this thesis is therefore to provide a new model around which information security practices can be evaluated. This new model has a strong and established theoretical basis. The theory selected to underpin the new model is in the broad domain of critical social theory.

This thesis examines management educational and development processes and critically analyses the quantitative and qualitative effectiveness of the results of those processes in the workplace context. The collated data, which forms the primary research in this dissertation, was gathered through direct contact with students, (i.e. interviews/questionnaires/field visits) who were involved in management educational and development processes, with particular focus on those studying at Master's level. The student research base and sample frame, initially was concentrated in the UK. This sample frame was extended to include an international dimension; thereby facilitating measured findings through students/graduates in the United States of America, the Middle East and the Far East. The results of overseas inquiry provided the basis for a comparative analysis. In addition, corresponding employing organisations were researched, in order to quantify to what extent learning transformation was taking place within the student's theatre of activities. Such transformation was assessed in terms of increased effectiveness, both from a personal and organisational perspective. A detailed formulation of research findings is presented in support of the hypothesis, which clearly demonstrates that a disparity exists between definition and doing, a disparity between what (and how) is currently being taught in management educational -establishments and the managerial needs of public, private and voluntary organisations. Student and employer issues raised during the study are also examined and analysed. In particular, the points of generated frustration as a result of transferring management educational and development learning into the workplace and in many cases the lack of recognition of student/graduate academic achievement. Hypothesis – ‘That a disparity exists between what (and how) is currently being taught in U.K. management educational establishments and the needs of public, private and voluntary organisations.’

The main purpose of this research is to investigate and explore aspects of socio-economic life in a village, Assfan, in Saudi Arabia and to see whether there have been changes, after three decades of formal development planning in the country, and how these changes have affected the lives of the population. Three themes were explored from a structural functionalist perspective: the family system, with a special focus on marriage, as an aspect of social life; the economic system; and observance of religious duties. The study was based on questionnaires, interviews and participant observation. Questionnaires were administered to 154 younger inhabitants (aged 18 to 38 years old) and 150 older inhabitants (39 years or older), as heads of households, selected from the records of villagers in the health centre at Assfan. Women's perspectives were obtained via in-depth interviews conducted by a female assistant. In addition, in-depth study of life before 1970 was undertaken through interviews with important and elderly people of the village. Further insights were obtained through participant observation of village life. Descriptive data are presented regarding the background of the sample, followed by the respondents' answers to the three aspects of the study; marriage: labour market and religious performance. Chi square tests were used to investigate significant differences in responses between the older and younger sample groups which would constitute evidence of social change. The findings revealed evidence of change in marriage customs and economic life. There was a trend towards later marriage, related to pursuit of education, and a trend away from polygamy and cross cousin marriage. Celebrations had become more ostentatious and commercialised. In the economic sphere, a move away from agriculture and pastoralism was evident in favour of teaching and government service, as well as entrepreneurial activity providing goods and services for other villages, and for travellers. Despite changes in prosperity, however, there was no fundamental change in the value system. Regard to observance and the related norms of mutuality and reciprocation were still strong.

The dissertation brings together and reports the entire work presented and discussed throughout this pioneering and original research project. This exploratory study utilising primarily semi-structured, qualitative research methodology aimed to develop a model of executive stress by discovering, understanding, describing and sharing knowledge and experience of occupational stress caused by the basic executive functions, among the oil and gas executives in Saudi Arabia. These functions included planning, organising, leading and controlling. This interpretive investigation involved forty-three executives of five major oil and gas firms in Saudi Arabia purposively selected for participation in this exploratory study through audiotape-recorded interviews gathered over a period of eight months from June 2002 to January 2003. In addition, this primary data collection method was triangulated with other secondary methods of observations, focus groups and documentary analysis involving additional twenty executives from other neighboured Arabian Gulf countries. These considerable qualitative data were systematically managed through primarily manual analysis along with the aid of NUD*IST qualitative analysis computer program. Common recurring categories, themes and patterns were identified in relation to sources of stress, manifestations and coping strategies along with stressful factors related to internal and external environments. The study findings revealed four significant interrelated eustressful and distressful themes underpinning the basic executive functions of planning, organising, leading and controlling. These were related to information management, performance management, human resource management and strategic management. The findings revealed that the participants perceived these focused executive functions as a direct source of occupational stress instead of the basic executive functions that were thought of at the beginning of the research. The emerged key patterns related to these focused activities included difficulty of people management, micromanagement behaviour and engineering attitude. Moreover, the study resulted into additional stress factors related to the organisational structure and work style of the internal environment of the organisation. There were also other stressful contributing factors associated with Government interventions, market influences, media focus and social conflict of the external environment of the organisation. Furthermore, the study revealed important personal related factors that could shape and regulate the manifestations of executive eustress or distress. These included experience, personality type, cognitive appraisal and self-esteem factors. Accordingly, a comprehensive framework of executive stress process based on a dynamic system approach was developed summarising the explored executive stress process and its underlying attributes. This present qualitative study was designed interpretively and qualitatively for exploration or discovery of the topic under investigation. Further, the limitations of this approach were acknowledged, as being subjective perceptions, understandings and descriptions of the oil and gas executives under investigation. In view of that, this new and original study was hoped to add to the existing knowledge in various related areas such as occupational health and safety, industrial/ organisational psychology, human resource management, strategic management and organisational culture. This research could add value to the field of occupational stress in Arabic context in particular and the world in general since there was little research about the types and effects of job-related stress at the time of the study.

This study explored the broad learning patterns associated with the acquisition of managerial tacit knowledge. The study then proceeded to examine whether levels of accumulated managerial tacit knowledge (LAMTK) may be associated with managers' learning styles and/or the extent to which a person's style is consonant with the context of their work environment. The possibility that deliberate learning strategies normally associated with formal rather than informal learning would be unrelated to LAMTK was also examined. The research employed a cross-sectional, mixed-method approach incorporating both qualitative interview and survey data collection. For the qualitative element, interviews were conducted with 14 public sector managers based on a method developed by Nestor-Baker (1999). For the quantitative element, survey data were collected from 356 public sector managers attending management development training courses at the Malaysian National Institute of Public Administration. Respondents completed a questionnaire designed to measure tacit knowledge based on Stemberg et al's (2000) Tacit Knowledge Inventory for Managers, learning styles based on Geiger et al's (1993) normative version of Kolb's Learning Style Inventory, learning strategy based on Warr & Downing's (2000) Learning Strategies Questionnaire, and a range of other self developed items. The interviews revealed that most managers were unaware of the learning associated with the acquisition of tacit knowledge, as it occurs in an unplanned and unintentional manner. Several adult learning principles such as reflection and learning from experience emerged from the analyses. While learning styles were found to be significant in predicting LAMTK, a rather surprising finding was that learning strategies, believed to be associated with declarative as opposed to tacit knowledge, were also related to LAMTK. Based on these findings it was concluded that the process of tacit knowledge acquisition involves the interaction of learning that takes place in both formal and informal settings. Outcomes of the research suggest that in management development initiatives, formal approaches should be blended with informal approaches in order to achieve effective learning.

This thesis addresses the problem of human and social issues that affect software development. It is situated within the field of Information Systems and focuses on the processes of software production used within complex organisational processes: particularly decision-making, collaboration and workflow. Human and social issues are problems and situations caused by the members of the target organisations, software developers, and the dynamics of their working and social interactions. The objective of this thesis is to identify these human and social issues and see how they affect software developers' work. The methodological approach adopted here, is designed from the interpretive point of view. This study takes the perspective of software developers as they possess practical knowledge of complex business settings and current software development practices. Online ethnography is the chosen method that allows this investigation access to virtual communities in which software developers work and exchange experiences. The design of this thesis is as follows: 1. Online data is collected which reflect software developers' beliefs about their work and their target organisations. 2. Data categories are created which show a picture of the current state of affairs in software development. 3. An interpretive theory building strategy is used to create a model of software development based on data categories. The final outcome of this thesis is developed as a complement to Orlikowski's (2000) structurational model of enactment of technologies-in-practice and takes the form of a descriptive, theory based model. This model contributes to the deeper understanding of software development issues. It presents human and social issues that affect the production of software within three different contexts: software development environment, software development practices and complex business organisations. The model generated in this thesis also suggests that software developers' perceptions of human and social issues in complex business organisations are influenced by the developers' background knowledge and experience.

No description available.