Thesis (Ph.D.) - University of Queensland, 2003. / Includes bibliography.

Thesis (Ph. D.)--University of Wisconsin--Madison, 1966. / Typescript. Vita. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references.

No description available.

Measuring training need and in turn revising training content to reflect that need is a process that continues to plague the training practitioner. This study examines the application of Ford and Wroten's (1984) Matching Technique to a supervisory training program. Subjects were 13 non-supervisors and 13 recently promoted supervisors that were divided equally between the control and experimental conditions. A nonequivalent control group design was employed, and the data were analyzed using ANCOVA. Self-perception training need data were collected via a need survey. Both the need data and the training program content were classified in terms of management skill dimensions. Pre and post measures were collected using an In-Basket exercise and a knowledge test. The results indicate that skill performance does increase significantly for those skills requiring additional emphasis. More research is needed on this process, as only one skill dimension required more emphasis in this study.

Title from title page of PDF (University of Missouri--St. Louis, viewed February 16, 2010). Includes bibliographical references (p. 56-60).

The Buffalo City Metropolitan Municipality (BCMM) has been experiencing inappropriate job behaviour and performance from some of its workers. These inappropriate practices have been widely reported in the media, audit reports, parliamentary discussions, reports to parliament, municipal reports, and departmental reports. They include misappropriation of municipal resources, maladministration, mismanagement, lack of service delivery, fraud, and corruption. Since many BCMM workers have various levels of formal education, such practices are not expected, because the structural-functionalist assumption is that formal education is a solution to societal challenges. At the BCMM, however, formal education seemed to also serve a different purpose, that of realising the principle that says “[k]now the rules well, so you can break them effectively” (Dalai Lama 2013, 2). This study therefore hypothesises that the perpetual inappropriate job behaviour and performance at the BCMM is due to the paucity of broad skills. The concept of broad skills includes the various dimensions of knowledge (know that, know why, know how) as well as attitudes, ethics and values. Inappropriate job behaviour and performance practices thus indicate that current levels of broad skills are insufficient. This study acknowledges that labour (ability to work) is a product of multifarious forms of capital, hence this study amalgamates four forms of capital - human capital, social capital, cultural capital, and reputation capital – into a theoretical framework in order to get a broader explanation of the workers’ job behaviour and performance. The various forms of capital contribute to the formation of skill, hence the notion of broad skills. How workers discharge their responsibilities is determined by numerous factors such as cultural capital (the workers’ family background, race, ethnicity, personality, and geographical area) (Bourdieu 1977); reputation capital (the workers’ brand, public perceptions of trustworthiness, popularity, authority in the field, ethics, integrity and reputation) (Ingbretsen 2011); social capital (the workers’ social development, social relations, and social networks) (Blackmore 1997); and human capital (schooling) (Becker 1964). The value of adopting the broad skills approach lies in gaining a broader perspective on job performance as opposed to the dominant use of the human capital model alone which predominantly uses schooling to explain job performance. In practice, the human capital model is characterised by its association of job performance problems with lack of skills. However, investigation of the role of attitudes, ethics and values in the labour process reveals that the lack of will also contributes to job performance problems. In fact, the adoption of multiple perspectives for investigating the paradoxical co-existence of inappropriate job behaviour and performance with formal education reveals several factors that make this phenomenon possible, besides lack of skills. These include the job environment, ineffective performance management systems, compromised municipal effectiveness and efficiency due to the politicisation of municipal management, and manipulation of the labour process to suit the interests of the workers who want to engage in inappropriate practices.

Effective training is an investment in the human resources of an organisation, with both immediate and long-term benefits. Researching the effectiveness of training in tourism organisations in South Africa has not received much attention. The purpose of this quantitative study was to evaluate the perceived effectiveness of training programmes attended by employees located at the head office of the North West Parks and Tourism Board in South Africa. The levels of perceived training effectiveness has been proxied by the levels of overall satisfaction with training programmes participated by employees. The study also emphasized the importance of training as an important human resource development which is the present clay competitive model, Obsolescence among employees and the need to cope with the technological, organisational and social changes make continuous learning and updating of skills indispensable at the North West Parks and Tourism Board, in particular, and other organisation, in general. To address the stated study objectives, employees located at the head office of the North West Parks and Tourism Board received and completed a quantitative survey questionnaire. Data were analyzed using descriptive and inferential statistics. First and foremost, alpha analysis was used in order to judge the reliability of the data and the statistical significance of the measures of effectiveness. The results showed a high level of reliability in the data. Further results demonstrated that most employees found the training programmes they have attended to be relevant to their jobs, the trainers had been competent, training programmes participated have been interesting, training programmes participated have generally been useful, specific skills were learnt from participating in those training programmes, by participating in those training programmes their job performance has improved, they have been able to practise what they gained from participating in those training programmes, and employees f elt more effective in doing their job after participating in those training programmes. Chi-square tests were also carried out in order to analyze whether there is any association between the perceived levels of effectiveness of training programmes and some important constructs- personal elements, training environment, work environment, and perceived values and derived benefits of training. The results from analyzing the background elements did not reveal any associations with the overall levels of satisfaction with training programmes respondents have participated, which proxies the levels of effectiveness of training programmes participated by respondents. Only two physical comfort items of training environment were found to has significant relationship with the effectiveness of training programmes- the level of accessibility of training facilities at training centres and that the level of pleasantness of physical environment during training sessions. None of the training centre control items was found any significant association with the effectiveness of training programmes while none of the three items of work environment was also found to have a significant association with the effectiveness of training programmes. The results also showed no significant relationship between the level of effectiveness of training programmes attended and the level of agreement to the statement that respondents' supervisors are never interested to know what their staff learn at training and the level of effectiveness of training programmes attended, the level of agreement to the statement that supervisors encouraged them to participate in training programmes, and the level of agreement to the statement that resources are always provided so they could apply and practise what they learn. Of the nine items on the perceived values and derived benefits of training, only two were found to have significant associations with the effectiveness of training programmes - the level of improvement respondents have had after participating in training programmes and the ability to practise on the job those skills learned from participating in training programmes. / Thesis (MBA) North-West University, Mafikeng Campus, 2012

The research explored the correlates of perceived management performance (PMP) within the South African Police Service (SAPS) at six of the high-crime police stations in the Gauteng Province. A quantitative research methodology was used and involved the use of structured questionnaires to obtain data. Respondents sampled within the SAPS, had to complete these questionnaires which measured their perceptions on empowerment, commitment, trust, goal clarity, job satisfaction, organizational culture, and organizational structure towards their managers. The key finding emanating from this study is that perceived manager's performance (PMP) is positively related to trust, job satisfaction, empowerment, and organisational commitment. Improving these correlates can be expected to enhance perceived managers' performance. / Thesis (M.Public Administration) North-West University, Mafikeng Campus, 2010

After a review of the literature relevant to dismissal management systems been over time and across different government departments, this thesis confines it's relevant to case study of the department and implementation of a dismissal management system in the department of Justice (Master of the High Court). Collection followed for the relevant data by a discussion of the development and implementation of the dismissal management system at the Master of the High Court over period of five years from 1st June 2007 to 31st May 2011 . Next, an analysis of major themes that emerged from the research, in terms of important items for consideration in the development and implementation of a dismissal management system in the department of Justice. After analysing the relevant information, it became apparent that the dismissal management system has no direct influence on the delay of the Master of the High Court. Although the department of Justice is dismissal management systems undergoes continual improvement, significant inroads have been made into providing a sensible, clear and dynamic solution to the problem of rewarding efficient and effective dismissal management system in a number of ways. / Thesis (MBA) North-West University, Mafikeng campus, 2012

The aim of this study is to explore the challenges in the implementation of a performance management system in the Ministry of Trade and Industry (MTI), Botswana, achievements, as well as the limitations thereof. The researcher employed a mixed method approach whereby both the qualitative and quantitative designs were used. The quantitative approach using a schedule of predetermined questions utilized focus group discussions with the senior management teams while the quantitative data was collected by the use of a questionnaire with both closed and open-ended questions. The sampling frame was the employees of the MTI. Both stratified random sampling and proportional sampling were used to ensure homogeneity and fair population representation. The Statistical Package for Social Sciences (SPSS) was used for analyzing quantitative data while the qualitative data was grouped into themes which were then embedded in the quantitative data for analysis. The findings of the study revealed that the MTI does implement the performance management system although there are some challenges such as flawed measures, brain drain and limited resources to mention a few. The study concludes with the propositions that the outcome is not clearly defined and that PMS is not customer focused and therefore needs to be tested. / Thesis (M.Com.(Economics) North-West University, Mafikeng Campus, 2010