The purpose of this study is to supply additional case material for analysis and study by the potential and beginning foreman. Since it would be impossible to cover all possible situations, only selected cases are presented. The selected cases illustrate problems in foreman-to-employee relationships, foreman-to-foreman and staff-groups relationships, and foreman-to-superior relationships. In the interest of clarity, each case was analyzed as to key points covered or contained, principles illustrated by the case, and recommendations derived from the analysis.

This study deals with the indirect effects of industrial technology upon the behavior of first-line supervisors. Homans' paradigm of the constituents of social behavior, and Woodward's observations regarding organizational correlates of technology provide the rationale for the enunciation of specific hypotheses pertaining to the nature of supervisory activities, interactions and sentiments associated with each of three categories of industrial technology. The validity of the specific hypotheses is tested thru a secondary analysis of data reported in a number of observational studies of organizational behavior. The perennial "man in the middle” concept of the first-line supervisor is rejected. It is not a valid ideal-type concept that is representative of supervisory behavior in all forms of contemporary production organizations. It appears that the dominant mode of technology within a production organization or work unit affects organization structure and processes. The latter phenomena seem to be important factors shaping supervisory role demands, characteristics of work environment, and, hence, supervisory behavior. Thus, the study suggests the utility of three ideal-type constructs of supervisory behavior; one for each of the three categories of technology. Unit-and small-batch-production technology Role demands include an important technical element. Administrative activities include personally attending to personnel matters, production reports and specifications, and coordinating and monitoring work flow through the unit. Interactions with fellow supervisors along the work flow are minimally required. Interactions with both subordinates and staff specialists are typically task-oriented, face-to-face and devoid of conflict. Interactions with superiors may be mediated by the reports of staff specialists if the latter are found in the organization. Sentiments toward subordinates, superiors and staff specialists tend to be neutral to friendly in tone and fairly constant over time. Mass-production-assembly-line technology The supervisor typically neither possesses, nor is required to possess, a significant body of technical knowledge or set of technical skills. Administrative activities are directed toward coordinating and monitoring work flow through the unit, and, in general, achieving the collaboration of others. These activities are effected by verbal interactions, mainly with non-workers such as staff specialists. The requirement for interactions with fellow supervisors along the work flow ranges from being minimally required to inherent in the productive process. Interactions with staff specialists are face-to-face, task-oriented, and typically hostile. Interactions with superiors tend to be task-oriented, hostile and heavily mediated by the reports of staff specialists. Supervisory interactions with subordinates tend to be face-to-face, frequently hostile, and primarily task-oriented. The sentiments of supervisors toward subordinates, and particularly superiors, are characteristically those of defense and hostility; they are unstable over time. Sentiments toward staff specialists tend to be neutral to hostile and generally stable over time. Continuous-process technology Role demands of the supervisor include an important technical element; technical advice is both sought from and given to subordinates and staff specialists. As the degree of automaticity of production control increases, the need for coordination of work flow within and between units decreases; similarly for the requirement for exclusively task-oriented interactions with other organization actors. Administrative activities include inspection and control functions designed to assure the safety of both personnel and the process and equipment. Interactions with subordinates and staff specialists tend to allow for the mutual evaluation of technical issues. As the degree of automaticity of production control increases, such interactions tend to be characterized by the exchange of advice and information. Sentiments are generally neutral to friendly and slightly unstable over time. V.V. Murray, Supervisor / Business, Sauder School of / Graduate

Thesis (Ph. D.)--University of Texas at Austin, 2000. / Vita. Includes bibliographical references (leaves 223-242). Available also in a digital version from Dissertation Abstracts.

The problem with which this study is concerned is that of the selection of those persons in an industrial organization who are most likely to become effective and successful foremen on the production line and of developing these persons into well-rounded, successful industrial foremen. The purpose of this study is to determine some of the major traits and qualifications which a man should possess if he is to become a successful foreman in industry.

AFRIKAANS: As gevolg van die verhoogde eise wat aan die voorman, as eerste vlak van bestuur, in die staalbedryf gestel word, is ondersoek ingestel om 'n keuringsprogram te ontwikkel vir die identifisering van geskikte kandidate vir opleiding as voormanne. Aangesien daar nie definitiewe riglyne in die beskikbare literatuur verkry kon word oor watter sielkundige voorspellers en kriteria nagevors moes word nie, is taakontledings van verskeie voormanposte gevolglik uitgevoer en gebaseer hierop, tesame met resultate van sommige ondersoeke wat in die literatuur opgespoor is, is 'n eksperimentele keuringsprogram saamgestel wat uit kognitiewe- sowel as persoonlikheidstoetse bestaan het. Beoordeling van werkprestasie, gebaseer op Flanagan se kritiese insidentetegniek, is as kriterium van werksukses aangewend terwyl 'n tweede kriterium, naamlik dienstydperk, ook in die proses wetenskaplik bestudeer is. 'n Totaal van 142 proefpersone, te wete 82 produksie- en 60 instandhoudingsvoormanne, is aan sielkundige toetsing onderwerp. Die statistiese verwerkings het korrelasieberekenings, regressieontledings, diskriminantontleding, t-toetse en die bepaling van persentielwaardes, onder andere, ingesluit. Deur gebruikmaking van die t-toets is 'n aantal statisties betekenisvolle verskille tussen die twee groepe voormanne gevind wat saaklik bespreek word. Nadat 'n meervoudige regressieontleding vir die totale groep voormanne bereken is, is afsonderlike regressieontledings vir die twee voormangroepe bereken en beter resultate is hiermee behaal ten opsigte van die statisties betekenisvolle verband tussen 'n aantal veranderlikes, oorwegend persoonlikheidsfaktore, en albei kriteria. By wyse van 'n diskriminantontleding waarmee proefpersone se groeplidmaatskap op grond van sielkundige hoedanighede voorspel word, is 76,50% van die voormanne korrek geklassifiseer as óf produksie- óf instandhoudingsvoormanne. Die voorspellingsdoeltreffendheid van die keuringsprogram insake klassifikasie, prestasiebeoordeling en dienstydperk van potensiele voormanne is dus bo alle redelike twyfel bewys. Die resultate van die huidige ondersoek is oor die algemeen beter as dié wat in verwante ondersoeke verkry is. Dit kan enersyds te wyte wees aan die aard van die sielkundige voorspellers en die criteria wat beoordeel is en andersyds aan die aanwending van diskriminantontleding en afsonderlike voorspellingsmodelle betreffende die twee voormangroepe. Die finale keuringsprogram bestaan uit biografiese gegewens asook toetse van intelligensie, meganiese insig en persoonlikheid. Ten slotte het die ondersoek bewys gelewer dat daar tog met behulp van persoonlikheidsfaktore 'n voorspelling gemaak kan word van die werksukses en dienstydperk van albei soort voormanne in die staalbedryf en dat die bestaansreg van persoonlikheidsmeting, net soos die van kognitiewe eienskappe, geregverdig is in personeelkeuring. ENGLISH: As a result of the increased demands made on the foreman, representing the first level of management in the steel industry, an investigation was conducted to devise a selection programme to identify suitable candidates for training as foremen. Since no definite guidance could be obtained from the available literature regarding which psychological predictors and criteria should be investigated, job analyses of various foremen posts had to be conducted. The findings of these analyses, as well as a certain amount of information derived from the literature, were used as a basis in compiling an experimental selection programme consisting of cognitive as well as personality tests. Ratings of job performance, based on Flanagan's critical incident technique, were used as criteria of job success, while a second criterion, viz. length of service, was also scientifically studied in the process. A total of 142 subjects, namely 82 production foremen and 60 maintenance foremen, were subjected to psychological testing. The statistical processing included, inter alia, the computation of correlations, regression analyses, discriminant analysis, t-tests and the computation of percentile values. By utilising the t-test a number of statistically significant differences were identified between the two groups of foremen, and these are discussed concisely. After a multiple regression analysis had been computed for the two groups of foremen, separate regression analyses were calculated for them and greatly improved results were obtained in respect of the statistically significant relationship between a number of variables, predominantly personality factors and both criteria. By means of a discriminant analysis by which the group membership of subjects is predicted on the basis of psychological attributes, 76,50% of the foremen were correctly classified as either production or maintenance foremen. The predictive effectiveness of the selection programme regarding classification, performance rating and length of service of potential foremen was, therefore, proved beyond any reasonable doubt. The results of the present study are in general better than those obtained in related studies. This can, on the one hand, be due to the nature of the psychological predictors and the criteria which were utilised and, on the other hand, to the application of discriminant analysis and separate prediction models for the two groups of foremen. The final selection battery consists of biographical data as well as tests of intelligence, mechanical comprehension and personality. In conclusion, this study has proven firstly that, with the aid of personality factors, a prediction can indeed be made of the job success and length of service of both types of foremen in the steel industry and secondly that the application of personality measurement, as is the case with cognitive characteristics, is justified in personnel selection. / Dissertation (MA)--University of Pretoria, 2013. / Psychology / unrestricted

Thesis advisor: Alan Lawson / Before the Civil Rights Movement began in the mid-1950s, an early movement led by white southern liberals fought for social and economic equality between the races. These men and women defied the stereotypes of bigoted white southerners and gradualist appeasers and challenged the norms and social customs of their region. Unfortunately, their legacy and accomplishments have largely been overshadowed by dramatic events of 1950s and 1960s. This thesis seeks to reexamine their work in view of their courage and unwavering determination to bring justice and equality to the South. / Thesis (BA) — Boston College, 2009. / Submitted to: Boston College. College of Arts and Sciences. / Discipline: History Honors Program. / Discipline: College Honors Program. / Discipline: History.

While the intersection of sport and the Civil Rights era has been well documented from a number of angles and approaches, perhaps no athlete has been so thoroughly connected to this period in history as Muhammad Ali. His stances on Vietnam, race relations and religion during this period have provided a fountain of historical research and narratives on this very turbulent period. However, what about the political and social activities of Ali’s contemporaries? Floyd Patterson, Sonny Liston, Joe Frazier and George Foreman were not just heavyweight champions, but also individuals who were profoundly affected by the mass exodus of Blacks out of the South and into the cities of the North and West. Known to history as the Great Migration, this movement not only affected these men physically, but also helped to shape their ideas and understandings about racial identity, civil rights and race relations in their adult lives. The purpose of this research is to examine the political and social activities and experiences throughout the lives of Floyd Patterson, Sonny Liston, Joe Frazier and George Foreman. In addition to exploring the narratives surrounding their migration experiences, it will display the differences in opinion each man had regarding issues such as segregation and how they defined themselves against Ali’s largely ignored, hardline segregationist stance. Finally, it will explore the possibilities for reexamining not just the popularly accepted narratives of these four men, but also of Ali himself.

Abstract The work outlines several key aspects of the theatrical avant garde - namely the work of Richard Foreman, Mary Overlie and Stanisław Ignacy Witkiewicz - in relation to the artistic development of the author over the past two years with detailed examples of practical work (The Water Hen, The Foreman Notebooks Workshop and Rotten Kid Dong Sells His Ma).

Idag sker flera förändringar inom byggbranschen. De senaste decenniernas utveckling inom teknik och miljö har fått allt större fokus och det finns idag idéer inom branschen att effektivisera den med hjälp av digitalisering och ny teknik.  En annan förändringsprocess i byggbranschen som sker idag gäller den allmänna attityden och företagskulturen. Den starka machokulturen försöker successivt arbetas bort samt förekomsten av mutor. För att genomföra dessa förändringar på ett lyckat sätt spelar mellanchefer en betydande roll och en roll inom byggbranschen som kan liknas vid denna är arbetsledaren. Få studier har däremot gjorts angående arbetsledarrollen och dess innebörd. Denna studie syftar därför till att skapa en större förståelse och en fördjupad kunskap om arbetsledarrollen idag och vad den innebär. Framförallt vill författarna förstå rollen ur arbetsledarens perspektiv. Studien är därför baserad på observationer och intervjuer av sex arbetsledare. Resultatet av studien visar att arbetsledarrollen idag är mer lik än vad som tidigare upplevts och innefattar en mängd liknande uppgifter. Det finns en röd tråd med en liknande struktur där det huvudsakliga ansvarsområdet är att driva produktionen framåt, vilket görs genom att leda yrkesarbetarna, samverka med berörda parter samt hantera problem och hinder som uppstår. Mer generellt innefattar rollen kommunikation, motivation samt planering och är en länk mellan flera nivåer i en organisation och en nyckelroll i förändringsprocesser. Rollen innefattar idag en majoritet av reaktiva arbetsuppgifter. De uppgifter som flest anser värdeskapande är dock de proaktiva, där planering utmärker sig extra.  Den största utvecklingen av rollen som observerats är inom ledarskapet, då rollen under senare tid gått mot ett mjukare, mer coachande ledarskap. En av de största framtida utmaningarna inom rollen är att förändra rollen och arbeta mer proaktivt istället för reaktivt, att få en bättre struktur på dagarna. Framtida utveckling inom rollen handlar därför till stor del om att försöka styra rollen mot en mer strukturanpassad roll än dagens situationsanpassade. En annan utmaning för arbetsledarna är att prioritera mellan sina arbetsuppgifter. Att hitta en bra balans och avvägning mellan ute och inne, mellan ledning och yrkesarbetare samt mellan att ha full kontroll och att våga lita på och släppa saker till andra yrkesgrupper i produktionen. / Today the construction industry is going through some major changes in several fields. The past decades development in technology and sustainability has been given larger focus and a desire to use this to improve and make the industry more efficient has developed. Another huge change has been recognized in the general culture in the industry. The industry has for a long time been tinged by male dominance and a “macho culture” which has gradually been changed. Former common occurrence of bribery is another aspect that the industry is currently trying to get rid of. To be able to successfully carry out these changes the role of the middle manager is important and within the construction industry this middle manager can be seen as the construction foreman.  However, there has been few studies based on the role of the construction foreman. The purpose of this study is therefore to create a deeper understanding and knowledge about the role and what it involves. Above all, the writers are interested in understanding the role from the foreman's perspective. The study is therefore based on observations and interviews from six construction foremen at six different projects. The results from the study shows that the role of a construction foreman is more alike than first assumed. It includes a sample of similar tasks and there is a common pattern and structure that makes the role able to define. The main responsibility is to make sure that the construction runs smoothly which is done by leading the workers, collaborate with other parties within the organisation and handle problems that occur. More general, the role includes communication, motivation, planning and acting as a link between different levels in the organisation. The majority of the tasks is reactive, while the tasks that most of the foreman consider value creating is proactive. The biggest changes in the role that has been observed is connected to the leadership. The role has moved towards a softer more coaching form of leadership compared to the previous authoritarian. One of the biggest challenges within the role is to move it towards a more proactive approach instead of today's reactive approach and thus get an even better structure throughout the day. Future development of the role is therefore most likely about trying to steer the role in this direction, trying to impose a bit more structure. Another challenge is to learn to prioritize between different assignments. To find a good balance between outside and inside, between the management and the workers and between having full control and leaving some responsibility to others.

The subject-matter of the following essay is to investigate the relationship between what is commonly called Deep Ecology or Biocentric Philosophy, as articulated by the co-founder of the Deep Ecology Movement, Arne Naess, and later proponents of the biocentric school of environmentalist thought. I contrast Naess’ concept of Self-realization as founded in his Ecosophy T to the ideas of american conservationist and co-founder of the radical green movement Earth First! Dave Foreman, and to the controversial finnish environmentalist and ecofascist Pentti Linkola’s ideological agenda of population-reduction respectively. According to some critics of the movement, especially the social ecologist Murray Bookchin and French liberal philosopher Luc Ferry, the Deep Ecology ideology is essentially misanthropic and totalitarian in structure. A central idea among deep ecologists is that ecosystems and natural entities have intrinsic value in themselves, even outside a human social context. This idea is thought of among deep ecologists to create a philosophically sound basis for counteracting the environmental global crisis. Both Bookchin and Ferry argue that this idea reduces the role of human reason and ethics in a fundamental way, especially in relation to questions concerning population-growth control. My aim is to show that the original intention of Arne Naess in his philosophy (Ekosofi T) does not resemble either Ferrys focus of critique, neither the controversial statements made by Dave Foreman and Earth First! nor Linkolas population-control agenda.