Thesis PlanB (M.S.)--University of Wisconsin--Stout, 2006. / Includes bibliographical references.

Thesis (Ed.M.)--Boston University

Thesis (M.B.A.)--Boston University

关于变革型领导和实际经营绩效的研究比较有限，我们希望能补充这个部分的空白，因此采用了变革型领导风格中针对个体层面的两个维度：智力激发和个性化关怀，作为主要变量，提出了一个针对实际经营绩效的领导力模型。在这个模型里，领导-部署交换（LMX）作为中介变量，领导的教育程度作为调节变量。从结果看到领导-部署交换对于智力激发和部属实际经营绩效的完全中介成立，领导教育程度对于智力激发的调节作用也同样成立。研究对于变革型领导理论和领导-部属交换理论以及对于实践的意义在文章有被讨论。There is little study on the transformational leadership and its connections with real business performance. We seek to fill this gap and propose a model using intellectual stimulation and individualized consideration as key independent variables to explain real business performance. We use leader-member-exchange as a mediator and leaders' education level as a moderator. We show that the leader-member exchange fully mediate intellectual stimulation and real performance, and leaders' education level moderates intellectual stimulation. Implications for the theory and practice of leadership are discussed.

M.Com. (Business Management) / Please refer to full text to view abstract

In this dissertation, a study is undertaken of recruitment and selection policies with specific reference to the Sundays River Valley Municipality. The dissertation comprises of six chapters. The study is based on the assumptions that the Sundays River Valley Municipality does not have adequate recruitment and selection policies in place and that no clear division of duties has been made between councillors and officials with respect to the employment processes. Another assumption is that with better recruitment and selection policies in place, the Sundays River Valley Municipality will attract the best possible candidates for posts and better service delivery to communities. Further, this study is based on the assumption that in order for councillors and officials to be able to execute their duties effectively and efficiently and meet the requirements of the laws governing local government, they need to be knowledgeable and possess special skills and expertise. The primary objectives of the research included, inter alia, an investigation into theoretical processes of recruitment and selection policies with specific reference to the Sundays River Valley Municipality and motivation why the municipality needs to adopt formal guidelines to guide its recruitment and selection processes. This was followed by the constitutional and legislative measures affecting local government. The empirical survey and the research methodology are described as well as the interpretation of the research findings. This is followed by an explanation of the survey questionnaire used for the accumulation of data needed for the analysis. The research findings of the empirical survey were statistically analysed and reported. Finally, a number of conclusions are presented that were arrived at during the study, followed by specific recommendations. These are based on the findings of the empirical survey in order for Sundays River Valley Municipality councillors and officials to adopt formal guidelines to guide its recruitment and selection processes.

The present study was undertaken to determine the effects that leadership training has on employees’ morale at work. The study was conducted on 15 students from three organisations within the Buffalo City area, studying towards a Diploma in Manufacturing Management at the Johnson & Johnson Leadership Development Institute, Rhodes University, East London Campus. The main aims of the study were: · to review the literature of the leadership training conducted at the Johnson & Johnson Leadership Development Institute (JJLDI), and to assess the effects it has on employees’ morale at work. · to provide industry with documented evidence that the leadership training conducted at the JJLDI has a positive influence on employees morale. · to provide the JJLDI with valuable information as to whether or not the course material and methods has a positive impact on meeting industry demands. A secondary objective of the study was to provide a medium in which students undergoing the leadership training were able to address their concerns with regard to course content and structure. Fieldwork comprised a 5-day, week (40 hours) of intensive lectures and group discussions at Rhodes University. Students were then assigned a 4-month workbased project with the lecturer acting as mentor to each student. The researcher used self- administered electronic questionnaires as the research tool. Results revealed the following: · that the students morale increased by more than 20 percent after having undergone leadership training; that the students communication skills has increased, and, · that the students interpersonal relations with co-workers has shown a significant increase Future implications are that students exposed to this type of leadership training will have a positive influence on their co-workers. This will spurn a new organisational culture that will cope with global demands. In some cases these future leaders will be the source of sustained competitive advantage over insurgents through increasing the organisation’s human, social and knowledge capital.

D.Cur. / Supervision is not a new concept in psychiatric nursing. It has a long history in clinical practice to bridge the gap between theory and practice. However, supervision is fairly new and still emerging in the coaching profession. Bluckert (2005:1) says that if one has to trace the references to supervision in coaching books, one will barely find anything before the millennium. It is only now recently that a demand is growing in coaching professions for coaching supervision. The practice of supervision is strongly advocated by professional associations like COMENSA (Coaching and Mentors of South Africa) and EMCC (European Mentoring and Coaching Council) that business coaches and other practitioners in coaching supervision should have regular supervision. In the continuing professional development (CPD) framework, supervision gives vital support, monitors and encourages personal and professional growth of coaching supervisees, be they experienced practitioners or trainees (Stevens, 2004:18). This yields enormous benefits for business coaches, for their clients and for the organisations that employ them or purchase coaching services from them (Anonymous, 2006:52). Supervision is a complex and demanding task. It requires significant interpersonal, intellectual and communication skills on the part of the supervisor as well as the business coaches. Along with these skills, it requires high emotional awareness and competence, all of which can be exciting, energising and at the same time demanding (Hodge, 2008:3). Supervision is viewed to be an important aspect for business coaches and the supervisor in the coaching profession. Hawkins and Schwenk (2006:2) point out that even the most experienced coaches need assistance to constantly re-examine their practice to continue to develop their skills and self-awareness and to avoid being drawn into their clients’ systems. Coaching supervision should be an imperative in the coaching profession to support the business coaches and to stand back and reflect on their coaching practice. The iv aim of supervision is that the business coaches should open their work to scrutiny of supervisors. The role of supervisor is to create a safe environment for the business coaches to muse, reflect and consider alternative intervention strategies and learn in a coaching supervision relationship. Through this research, it is hoped that business coaches and supervisors will embark on this learning journey together in the context of a coaching supervision relationship grounded in an ethical framework.

M.Com. (Industrial Psychology) / The primary aim of this research project was to determine whether induction has an influence with regard to establishing a favourable organizational climate with the new employee. Two organizations were used for this research, the one with a well-planned induction programme and the other with no induction programme at ,all. The two orqanizations correspond well with regard to service conditions, fringe benefits and working hours and the administrative personnel of both were used as experimental subjects. The latter included both males and females and they were further divided according to qualifications and age group. The organizational climate questionnaire used for collection of the data, is that of Litwin and Stringer. Gelfand (1972) redeveloped the questionnaire for a South African application. The questionnaire measures nine dimensions that provide objective information regarding organizational climate. Altogether 122 questionnaires, 65 at organization A and 57 at organization B, were used for the final interpretation. The following hypothesis was made: An organization that employs a well-planned induction programme will create a more favourable organizational climate with the new employee than would an organization that does not employ any induction programme at all. In order to determine the significant differences between the two research groups, t-tests were conducted. It was expected that new employees who have followed a well-planned induction programme would from the start, reflect a more positive image of the climate within their new organization. However, with the exception of three dimensions, confirmation could not be obtained for these initial expectations. A global comparison between the two organizations also did not indicate any real differences between the two research groups.

Absenteeism in the organisation is a major problem for many South African organisations and it is a financially crippling factor. It is made worse by the fact that organisations have no proper mechanisms in place to deal with the problem of absenteeism. The goal of the study is to show that the utilisation of an EAP programme will effectively manage and reduce absenteeism for organisations. Use was made of a literature review. Recommendations are made on how to implement and manage EAPs in the organisation in order to reduce absenteeism. / Prof. F. Crous