A research report submitted to the Faculty of Management, University of the Witwatersrand, Johannesburg, in partial fulfilment of the requirements of the degree of Master of Management, Johannesburg (February, 1999) / This research report investigates the processes used by middle managers to acquire skills, knowledge and attitudes. An understanding of the processes that best develops each of these is important since each has an impact on managerial effectiveness. The literature review revealed that very little research has been undertaken to discover how middle managers acquire these necessary abilities to become effective managers. The research methodology comprised the self-completion of questionnaires. The sample consisted of 111 respondents, all of whom had at least two years experience in middle management. The. respondents were all students currently studying at the Wits Business School. Respondents rated various training techniques and learning styles and indicated whether each best developed skills, knowledge or attitudes. Quantitative data analysis such as two variable chi square tests, frequency distributions, means, and modes were used. The results revealed that skills, knowledge and attitudes are acquired differently. Furthermore, the research revealed that sector and gender did not influence the learning methods. A list of best practices for the development of skills, knowledge and attitudes was developed. / MT2017

M.A. (Industrial Psychology) / Please refer to full text to view abstract

A RESEARCH REPORT SUBMITTED TO THE FACULTY OF BUSINESS ADMINISTRATION OF THE UNIVERSITY OF THE WITWATERSRAND, JOHANNESBURG, IN PARTIAL FULFILMENT OF THE REQUIREMENTS FOR THE DEGREE OF MASTER OF MANAGEMENT (HUMAN RESOURCE MANAGEMENT) / The study was undertaken in order to determine whether it would be possible to isolate certain competencies which could be used to identify individuals with management potential in a population of branch and area managers within a financial institution. The competencies selected for study were extracted from an extensive review of the relevant literature and were selected for both relevance and ease of measurement. The competencies were Locus of Control, Achievement Motivation, Cognitive skills and Interpersonal skills. The subjects were divided into two groups on the basis of a panel assessment by senior management of the organisation. The first group consisted of those individuals who were seen as having the potential for further advancement and the second of the balance. The relevant competencies were measured for both groups. It was found that age, time spent in current position, Control of Social relationships, a sub-factor of Locus of Control and Awareness of level and Personal Excellence, sub-factors of Achievement Motivation differentiated significantly between the two groups. In addition, Cognitive and Interpersonal skills differentiated strongly between the two groups. Contrary to expectations, subjects with potential were found to be significantly more externally controlled with respect to the factor Control of Social relationships. Possible reasons for this are explored. Finally, it was attempted to construct a predictive model for use in identifying management potential. The model met with limited success, but was significant in that it highlighted the inadequacies of the "country-club" method of assessment. / Andrew Chakane 2018

Thesis (Ph.D.)--Antioch University, 2006. / Title from PDF t.p. (viewed April 10, 2007). Advisor: Jon F. Wergin . Keywords: leadership, multiple regression, assessment, Big Five Personality Model, Five Factor Personality Model, hospitals. Includes bibliographical references (p. 137-158 ).

Thesis (Ph. D.)--Open University. BLDSC no. DXN119961.

No description available.

Thesis (Ed.D.)--Teachers College, Columbia University, l988. / Typescript; issued also on microfilm. Sponsor: Ellen Condliffe Lagemann. Dissertation Committee: Victoria Marsick. Bibliography: leaves 183-187.

Thesis (Ph.D.)--Capella University, 2006. / Adviser: Kim Spoor. Includes bibliographical references.

Thesis (Ph.D.)--Antioch University, 2010. / Title from PDF t.p. (viewed March 26, 2010). Advisor: Al Guskin, Ph.D.. "A dissertation submitted to the Ph.D. in Leadership and Change program of Antioch University in partial fulfillment of the requirements for the degree of Doctor of Philosophy 2010."--from the title page. Includes bibliographical references (p. 258-265).

Dissertation--Universität St. Gallen, 2006. / Includes bibliographical references.