Thesis (D. Min.)--Columbia International University, 2004. / Abstract. Includes bibliographical references (leaves 114-119).

Typescript (photocopy). / Digitized by Kansas Correctional Industries

This research examines the introduction of e-performance assessment systems in governmental organizations in the United Arab Emirates. The research also examines the influence of cultural forces in accepting the implementation of technology systems that deal with assessment and evaluation of government employees to facilitate the transitional process from manual to e-performance assessment. The methodology used in this research can be described as follows: first a descriptive method to explain the main management theories underlying employee e-performance, followed by an illustration of the concept of electronic tools, based on what has been written in the relevant literature, then conducting a pilot study. A pilot study was made to reduce uncertainty in survey questions, increase clarity, enhance questionnaire validity, and expand on factors that might affect data analysis, improve research design, and confirm the feasibility of this research study. The conceptual model of this study is determined on the based of literature analysis, the pilot study, and the empirical collection of data. A model for a performance appraisal assessment system is proposed, which shows a statistical significance between performance management, e-performance management, performance assessment, e-performance assessment, and performance standards with both perceived usefulness and perceived ease of use. This study finds that there are numerous factors shapes ethics and norms at the workplace. This study suggests that the United Arab Emirates enjoys highly structured governmental organizations. This primarily results from the naturally inherited characteristics of being a high-context society. The major findings of this research aim to contribute to available literature, as there is currently a distinct shortage of relevant academic work targeting the issue of governmental e-performance systems. Similarly no papers concerning e-performance in a UAE context actually existed prior to this investigation. Therefore, much of the available literature was found to be only semi-relevant.

Whilst a high percentage of organisations claim to be using practices associated with quality management, there has been a lack of research that explore shopfloor accounts of their experiences of quality management (Clark et al., 1998; Bacon, 1999). This research examines shopfloor worker experiences of, and responses to, quality management in two manufacturing companies, with a focus upon human resource issues. The study examines how the 'rhetoric' of quality management was experienced in the workplace. It reveals that shopfloor responses were shaped not only by the formal translation of quality management into the workplace, but also by other factors. These included the degree of acceptance from the trade union (or consultative committee). This issue has been raised in the literature (Edwards et al., 1998). However, responses were also affected by lateral relationships that fall outwith the formal management/employee interface. This has not been widely recognised to date. Specifically, informal workplace relationships formed another filter through which quality management was judged. Furthermore, responses were also moulded by perceptions of the needs of key external stakeholders. These included the customer, and non-work based stakeholders including the family and in one case presented here, the local community. This study suggests that in order to produce a deeper understanding of employee experiences of work, both vertical and lateral relationships must be acknowledged and accounted for. This approach helps explain why workers may retain their loyalty to a firm, despite downsizing, insecurity and day-to-day frustrations or why they may appear to have assimilated the quality management rhetoric, at the same time as feeling an intense alienation from work.

Recruitment and selection of employees is one of the most important activities in the personal department of company. The aim of my thesis is to analyze the process of recruitment and selection of employees, firstly from the theoretical point of view and further from the practical experience in the company ČSOB, a.s. I have summarized theoretical findings and recommendations regarding the process of recruitment and selection of employees according to the available literature in the practical part of my thesis. The practical part continue with the analysis of this process in the company ČSOB, a.s. This analysis has been realized on the basis of internal documentation, interviews with employees of the personal department and my own findings acquired by participation in selection procedure and assessment centre. As a last source of information for evaluation of this process I have used results of questionnaire examination that was realized in cooperation with the bank in April 2010. To finish my thesis I have summarized possible recommendations for improvement of the process of acquirement and selection of employees in ČSOB, a.s.

Thesis (D. Min.)--Westminster Theological Seminary, Philadelphia, 2002. / Includes vita. Includes bibliographical references (leaf 167).

Thesis (D. Min.)--Westminster Theological Seminary, Philadelphia, 2002. / Includes vita. Includes bibliographical references (leaf 167).

Thesis (D. Min.)--Westminster Theological Seminary, Philadelphia, 2002. / Includes vita. Includes bibliographical references (leaf 167).

No description available.

Payment for services has been a challenge for municipalities for sometime in South Africa. This has caused municipalities to employ a number of strategies to assist in the collection of revenue. The methods of collection that have been used in the past mostly focused on the stick approach where your services would just be cut until you make the payment. Methods like Masakhane tried to explain why ratepayers needed to pay but fell short as the emphasis was on payment for services and not on the obligation for the municipalities to provide quality services as well. Loyalty programmes are used widely by the private sector and are proving worthwhile in getting customers to become loyal. The purpose of this study therefore is to find out the effectiveness of the municipal payment incentive scheme as a loyalty programme in the City of Tshwane- Soshanguve. Relationship building, the researcher found, is an important component in establishing loyalty amongst customers. This study follows the conceptual framework for modelling customer lifetime value and building customer equity. Soshanguve which is a township was chosen as an area of focus. Soshanguve is one of the biggest areas in the City of Tshwane area. The sample had to be representative of such a big population of about 88 000 households. The study used a stratified random sampling method of 375 Soshanguve households. The results attained from Soshanguve can be applied to other townships found in the City of Tshwane as they have similar characteristics. Structured interviews were conducted with 375 respondents who were drawn from ten different wards that are billed by the municipality to represent households. The questionnaire had both open ended and closed ended questions. The data that was collected was analysed using content analysis from the computer and open ended questions were self analysed. Secondary research was done using City of Tshwane documents and its website. The researcher found that municipalities and government departments have not used this kind of a loyalty programme to encourage payment; City of Tshwane is the first in South Africa to employ such a strategy. The study found that respondents believe the City of Tshwane should offer affordable services and improve service delivery as part of improving payment for services. The incentive scheme, although in its early stages was found to be a motivating factor for the majority of the respondents to pay on time because they want to qualify to win and get the cash back rewards and prizes offered by the scheme. The study found that there was a need to use local merchants that can be accessible to a large number of people. The researcher also found that the marketing and visibility for such a scheme was of utmost importance. On the overall the respondents were happy and proud to have such a programme, for them the municipal incentive payment scheme showed a caring side of the municipality for those meeting their obligation. / Thesis (MBA)-University of KwaZulu-Natal, 2006.