Thesis (M.S.)--Rowan University, 2006. / Typescript. Includes bibliographical references.

Production collective, la ville est notamment produite par des professionnels identifiés qui élaborent des outils et mettent en œuvre des processus. Sur un temps long - du XVIIIe siècle au milieu du XXe siècle - et sur un territoire d'étude singulier -la ville de Nantes, exemplaire par la richesse des situations expérimentées au cours de la période -le questionnement sur la fabrique de la ville parcourt deux axes: d'une part l'étude de l'organisation des services municipaux chargés de l'élaboration des projets et de la conduite des transformations urbaines, en termes de voirie, d'architecture, de réseaux et d'urbanisme, et d'autre part celle des personnalités qui constituent ces services, notamment les chefs de service, architectes, ingénieurs, urbanistes, et leurs collaborateurs immédiats. L'échelle de Nantes, une ville en croissance et en mutation, d'une dimension encore modérée en superficie et en population dans la période considérée, permet de saisir des enjeux globaux dans l'exploration des outils qui ont accompagné les transformations urbaines, les ont rendues possibles ou en ont rendu compte, en termes de réglementation, de planification, de projetation, d'exécution, de contrôle, à l'articulation du technique et du politique. / A town is a collective process, but it is also produced by specific professionals who conceived tools and apply process. Analyzing a long period ( from the 18th century to the middle of the 20th) and focused on a special area « the city of Nantes », an interesting example for this period, the case study follows two directions : the organization of the municipal services in charge of project development and the management for urban transformation, in terms of roads, architecture, networks, town planning, and at the same time the people who make up these services, particularly chiefs department, architects, engineers, town planners and their staff. The scale of Nantes, a growing city with a population and a size increasing at a moderate pace, allows understanding stakes by exploring the process of urban developments in terms of regulation, project planning, management, achievement and control, and the links between technical tools and politic aims.

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

M.Ing. / Engineering is both an art and a science. Although engineering demands a lot in the way of energy, imagination and creativeness, it offers one of the most satisfying careers with a sense of adequacy and balance that may be lacking in many other occupations. To stay marketable, engineers should promote their problem solving, interpersonal, technical, financial, and communication skills. Most of these factors, however, are not necessarily part of an engineer's formal education Motivated employees with the necessary competencies and skills are generally recognized as the key to successful organizations. In order to effectively and efficiently manage technical employees, managers should gain insight into their attitudes by understanding their personality traits and core beliefs, and fostering longterm and well-conceived employee development plans. Because people are unique in their needs, values, and systems of motivation, it is practically impossible to tailor jobs and organizational objectives to individual workers. Management education is often a combination of training and experience. The optimal strategy is often not clear. It is the engineering manager's responsibility, then, to optimize the fit between factors of production and worker motivation in order to maximize the performance and productivity of the manager's department or organization. The literature indicates that turnover and motivation of engineers is the product of complex linkages among role stressors, task characteristics, job involvement, job satisfaction, career satisfaction and organizational commitment, to name but a few factors. A problem with having to deal with motivation is that there are no universal solutions. What motivates one person will not necessarily motivate another. Also, much of a person's motivation comes from within him or herself Although the perception.may exist amongst engineers that society in general has little appreciation for them and their accomplishments, engineers themselves feel positive about themselves and their careers. In general, engineers appear to be more involved, more satisfied with their jobs, and more committed to their orgmizations than the non-technical employee. It remains the responsibility of the engineers themselves to change society's preoccupation with glamorous, high-paying jobs, in order for them to be recognized for their contribution to society's standard of living and general well-being. A case study on young engineers is presented to highlight some of the above mentioned issues.

Engineers have been presented, almost traditionally, as highly skilled specialists who tend to lack skills in the human relations area. This study evaluated a human relations training program for engineers which had been developed to fill the gap in their earlier training. The program is part of the Diploma in Administration for Engineers offered by the British Columbia Council on Continuing Education for Engineers in conjunction with the University of British Columbia. Three instruments were used in the study, namely the Leadership Opinion Questionnaire (LOQ), the Leadership: Employee Orientation and Differentiation Questionnaire (LEAD) and the Profile of Organizational Characteristics (Form-S). The LOQ is a well-established instrument which measures two variables identified as Consideration (C) and Structure (S). The LEAD instrument is relatively new and measures two variables, identified as Employee Orientation (E) and Differentiation (D), which are purported to be similar to the LOQ variables. The Form-S instrument was developed to establish profiles of the characteristics of an organization. On this study, it measured the subjects' perception of their organization at the time of the course (N = Now) and as they wanted it to be (L = Like). Matched control and experimental groups of engineers and technically-oriented personnel, each with fifteen subjects, were selected at a location in Northern British Columbia. The experimental group was exposed to approximately twenty-four hours of total course time, in two weekends spaced one month apart, of a structured human relations training course. The control group was not exposed to any training. Seven hypotheses were tested to determine the effects of the training course on the six variables of the LOQ, LEAD and Form-S instruments. Specifically, a positive increase for the C and E means of the experimental group was expected together with a positive correlation between these two variables. In addition, S and D for both the experimental and control groups were expected to remain unchanged and the two variables were expected to show positive correlation. / Education, Faculty of / Educational Studies (EDST), Department of / Graduate

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M.A. / Women engineers operating in a male-dominated environment face many challenges and are critical to retain in South Africa’s developing economy. The main aim of this research study was to determine the strategies that women engineers use in negotiating their work identity. The strategies were identified by using the Conceptual Model of Engineers’ Identities as a framework to develop an understanding of women engineers’ identity work. A qualitative method was employed to gather the data for this study. The research design that determined how the data would be analysed was a qualitative survey. This study consisted of ten research participants working in different organisations situated in Gauteng and Pretoria, South Africa...

Thesis (M.B.A.)--University of Hong Kong, 1985.