Thesis (M.B.A.)--Naval Postgraduate School, December 2003. / "MBA professional report"--Cover. Thesis advisor(s): Cary Simon, Mary Malina. Includes bibliographical references (p. 39). Also available online.

Thesis (M.B.A.)--University of Hong Kong, 1987.

Thesis (Ph. D.)--University of Oklahoma, 1997. / Includes bibliographical references (leaves 153-160).

The regenerator is the key component in magnetic cycles for refrigeration and heat pumping. It works as temporal thermal energy storage and separates two thermal reservoirs. Regenerators are typically made up of porous structures which may create complex flow pathways for the heat transfer fluid through the regenerator. The periodically reversing flow allows the thermal energy exchange with the packing material in the regenerators. The performance of such thermal devices depends greatly on the geometry of the porous structure, material properties as well as operating conditions. This thesis is a study about the thermo-hydraulic properties of passive regenerators under oscillating flow conditions. The first part of the thesis presents a passive regenerator testing apparatus used to measure temperature distribution and pressure drop for various types of regenerators. Three kinds of loose spheres packed regenerator beds are characterized, and the regenerator effectiveness is evaluated. In the second part of the thesis, a numerical model is developed for the predictions of pressure drop and temperature field, and the theoretical findings are applied to experimentally obtained data to interpret regenerator performance. The dead volume is investigated quantitatively and considered to affect the regenerator performance adversely. / Graduate

The study is an exploratory and illuminative case study of a principal’s leadership of a cross section of his students. It is situated within an11-18, comprehensive school in a semi- rural, coastal town in the southwest of England. This predominantly white British school, with above national average levels of economic and social deprivation, has a recent historical context of rapid and sustained improvement in examination results at all levels over the period just before and during the study: two Ofsted inspections during this time judged the school to be good with outstanding features, following a previous judgement of ‘satisfactory’ just before the arrival of the principal. The study offers an insider perspective in the field of principal effectiveness, which is more usually dominated by research from the outside, as the principal in question is also the researcher. Equally unusually in this field, the study explores the principal’s leadership from a student’s perspective by operating at the level of student voice and collecting their personal stories and opinions using six student focus groups. The groups were constructed and facilitated by a co researcher with the purpose of protecting students’ identity, aiding reliability and adding a collaborative level of interpretation. A social constructionist approach is adopted for the study which is situated in an interpretivist methodological paradigm. The data were analysed thematically and viewed from a socio cultural perspective. The research suggests that students are able to describe and recognise the concept of the principal’s student leadership. Some, more than others, place a value on this in terms of it having an instrumental effect on their school experience and many view it from a relational perspective. These data support the findings of another piece of research from a similar perspective that suggests students value personal affirmative and affiliative qualities and traits in the leadership they experience from the headteacher (Moos et al 1998). From the socio cultural perspective of this study and the definition of social capital as being “relationships matter” (Puttnam 2000) then it may be suggested that a principal’s student leadership is likely to contribute, either positively or negatively, to students’ social capital. Although it is not possible to suggest generalisablity from these findings, due to the very limited scope of the case study and small number of participant students, practitioners may nevertheless find the study of some value. This detailed and illuminative interrogation of the principal /researcher’s specific context, may provide reflective colleagues with examples of good practice, that can be applied to their own context, when seeking ways to ensure that all students feel valued and empowered.

Introduction: Adult education and training, as part of the literacy programme of the country, is an important and developing field of activity and study. Today, the main responsibility for education and training of adults is taken by industry, with the focus on lifelong learning. It is initiated and financed by the company and has company goals. The process of education and training of adult workers enables those who were previously disadvantaged to achieve new skills and knowledge. The purpose of this study is to determine the effectiveness of adult training at a gold mine. The aim of the study: A wider range of skills is required from workers, due to changes in the working place and a higher level of specialisation is required. This study aims to determine, by means of empirical research, whether adult education and training succeeds in preparing workers for the challenges and demands that face them. This study will attempt to determine: the degree of improvement of practical skills of the worker in terms of production; to what degree there has been an improvement in the technical knowledge of the worker and the improvement in managerial skills of the worker who has been subjected to training. Method and sample: A theoretical orientation was done regarding motivation and the application of motivational theories, lifelong learning as well as legislation and structures for adult based education and training. The descriptive survey method was employed to process the data. The applicable data was collected by means of structured questionnaires, which were completed by adult workers who had been subjected to training. The questionnaire was carefully screened and protested. Unstructured interviews were conducted with unit supervisors to obtain certain important information. The research was undertaken with a large Gold Mine in the Virginia district, which uses modem and intensive training programmes to train adult workers. Records of production results of the trainees are kept and this data was also used to evaluate different facets of the training. Random sampling was used to identify 20 respondents who had already been subjected to training. A total of 20 questionnaires were distributed and received, which was considered highly satisfying feedback. This was possible owing to the fact that all questionnaires were completed at a central point, with the help of the facilitator. Core findings: Some of the major findings are reflected here. A convincing majority of the respondents indicated that they regard motivation as important; 90% of the respondents regarded money as the most important motivator; The two strongest demotivational factors indicated by the respondents were unfair treatment by supervisors and unachievable goals; Evaluation of the respondents' practical knowledge resulted in a rating of 68% of the answers given by respondents, to be correct; Results of testing of the component of technical knowledge were either average or above average; Production and safety as two of the technical components received distinctively high scores; Motivation and communication proved to be the strongest management skills the respondents had; Results of the technical knowledge per occupation revealed that the knowledge of respondents who were Team leaders was distinctively high; When the production performance of the respondents is viewed over a 12-month period, an even but definite progress can be detected. In the light of this study and its findings the conclusion can be made that the training was indeed effective and contributed to the development of the workers and their performance in the workplace. Concluding remarks: Changes in the workplace are now taking place at a constantly increasing rate. These changes focus on continuous improvement in production and worker performance. It should not be thought that training is a cure-all for whatever problem the organisation is facing. Training is a means to an end. The ultimate objective of any form of training is the development of the workers by means of improving their knowledge and skills. The desire must also, however, be established with the workers to improve their individual skills and knowledge, via certain training programmes. / Thesis (M.Com.)--North-West University, Potchefstroom Campus, 2005.

<p><font face="Arial"> <p align="left">The findings in this study demonstrate that the Child Support Grant is only effective if it is incorporated into the household income, that recipients of the grant mainly spend it on food and in paying school fees for their children. Although the recipients share the same sentiments with regards to the amount of the grant, they all agree that it does have a positive impact on the lives of the children, especially when it is combined with the household income.</p> </font></p>

This thesis employed methods used in health care decision making to evaluate strategies for prevention and treatment of febrile neutropenia (FN) in non-Hodgkin lymphoma (NHL) patients. The objectives of this thesis were to quantify the cost-effectiveness of filgrastim and pegfilgrastim as primary prophylaxis against FN in NHL patients, to develop an algorithm for converting health-related quality of life data collected in non-Hodgkin lymphoma patients into preference-based health utility values, and to evaluate NHL patients&rsquo; preferences for outpatient treatment of FN. The cost-effectiveness analysis demonstrated that neither filgrastim, nor pegfilgrastim are cost-effective, with respective incremental cost-effectiveness ratios [95% confidence interval] of $4,599,000/QALY [$597,045, dominated] and $6,272,000/QALY [$730,692, dominated], well above the normally accepted threshold of $50,000/QALY. The algorithm for deriving health utility values was based on a regression model that used health utility values obtained from the EQ-5D instrument as the outcome variable and the four subscales of the Functional Assessment of Cancer Therapy &ndash; General (FACT-G) questionnaire as the predictor variables. The model final model included three of the FACT-G subscales, and had an R-squared value of 0.502 and a mean squared error of 0.013. A discrete choice experiment was used to examine patients&rsquo; preferences for out patient treatment of FN, and demonstrated that out-of-pocket costs, unpaid caregiver time required daily, and probability of return to hospital are all significant attributes when considering outpatient therapy for FN. Adjusted odds ratios [95% confidence intervals] of accepting outpatient treatment for FN were 0.84 [0.75 to 0.95] for each $10 increase in out-of-pocket cost; 0.82 [0.68 to 0.99] for each 1 hour increase in daily unpaid caregiver time; and 0.53 [0.50 to 0.57] for each 5% increase in probability of return to hospital. These results provide important information for clinicians and health care decision makers involved in implementing programs for NHL patients with FN.

This thesis employed methods used in health care decision making to evaluate strategies for prevention and treatment of febrile neutropenia (FN) in non-Hodgkin lymphoma (NHL) patients. The objectives of this thesis were to quantify the cost-effectiveness of filgrastim and pegfilgrastim as primary prophylaxis against FN in NHL patients, to develop an algorithm for converting health-related quality of life data collected in non-Hodgkin lymphoma patients into preference-based health utility values, and to evaluate NHL patients&rsquo; preferences for outpatient treatment of FN. The cost-effectiveness analysis demonstrated that neither filgrastim, nor pegfilgrastim are cost-effective, with respective incremental cost-effectiveness ratios [95% confidence interval] of $4,599,000/QALY [$597,045, dominated] and $6,272,000/QALY [$730,692, dominated], well above the normally accepted threshold of $50,000/QALY. The algorithm for deriving health utility values was based on a regression model that used health utility values obtained from the EQ-5D instrument as the outcome variable and the four subscales of the Functional Assessment of Cancer Therapy &ndash; General (FACT-G) questionnaire as the predictor variables. The model final model included three of the FACT-G subscales, and had an R-squared value of 0.502 and a mean squared error of 0.013. A discrete choice experiment was used to examine patients&rsquo; preferences for out patient treatment of FN, and demonstrated that out-of-pocket costs, unpaid caregiver time required daily, and probability of return to hospital are all significant attributes when considering outpatient therapy for FN. Adjusted odds ratios [95% confidence intervals] of accepting outpatient treatment for FN were 0.84 [0.75 to 0.95] for each $10 increase in out-of-pocket cost; 0.82 [0.68 to 0.99] for each 1 hour increase in daily unpaid caregiver time; and 0.53 [0.50 to 0.57] for each 5% increase in probability of return to hospital. These results provide important information for clinicians and health care decision makers involved in implementing programs for NHL patients with FN.

Introduction: Adult education and training, as part of the literacy programme of the country, is an important and developing field of activity and study. Today, the main responsibility for education and training of adults is taken by industry, with the focus on lifelong learning. It is initiated and financed by the company and has company goals. The process of education and training of adult workers enables those who were previously disadvantaged to achieve new skills and knowledge. The purpose of this study is to determine the effectiveness of adult training at a gold mine. The aim of the study: A wider range of skills is required from workers, due to changes in the working place and a higher level of specialisation is required. This study aims to determine, by means of empirical research, whether adult education and training succeeds in preparing workers for the challenges and demands that face them. This study will attempt to determine: the degree of improvement of practical skills of the worker in terms of production; to what degree there has been an improvement in the technical knowledge of the worker and the improvement in managerial skills of the worker who has been subjected to training. Method and sample: A theoretical orientation was done regarding motivation and the application of motivational theories, lifelong learning as well as legislation and structures for adult based education and training. The descriptive survey method was employed to process the data. The applicable data was collected by means of structured questionnaires, which were completed by adult workers who had been subjected to training. The questionnaire was carefully screened and protested. Unstructured interviews were conducted with unit supervisors to obtain certain important information. The research was undertaken with a large Gold Mine in the Virginia district, which uses modem and intensive training programmes to train adult workers. Records of production results of the trainees are kept and this data was also used to evaluate different facets of the training. Random sampling was used to identify 20 respondents who had already been subjected to training. A total of 20 questionnaires were distributed and received, which was considered highly satisfying feedback. This was possible owing to the fact that all questionnaires were completed at a central point, with the help of the facilitator. Core findings: Some of the major findings are reflected here. A convincing majority of the respondents indicated that they regard motivation as important; 90% of the respondents regarded money as the most important motivator; The two strongest demotivational factors indicated by the respondents were unfair treatment by supervisors and unachievable goals; Evaluation of the respondents' practical knowledge resulted in a rating of 68% of the answers given by respondents, to be correct; Results of testing of the component of technical knowledge were either average or above average; Production and safety as two of the technical components received distinctively high scores; Motivation and communication proved to be the strongest management skills the respondents had; Results of the technical knowledge per occupation revealed that the knowledge of respondents who were Team leaders was distinctively high; When the production performance of the respondents is viewed over a 12-month period, an even but definite progress can be detected. In the light of this study and its findings the conclusion can be made that the training was indeed effective and contributed to the development of the workers and their performance in the workplace. Concluding remarks: Changes in the workplace are now taking place at a constantly increasing rate. These changes focus on continuous improvement in production and worker performance. It should not be thought that training is a cure-all for whatever problem the organisation is facing. Training is a means to an end. The ultimate objective of any form of training is the development of the workers by means of improving their knowledge and skills. The desire must also, however, be established with the workers to improve their individual skills and knowledge, via certain training programmes. / Thesis (M.Com.)--North-West University, Potchefstroom Campus, 2005.