Diplominiame darbe bandoma nustatyti kuo yra svarbūs žmogiškieji kapitalai organizacijoms bei visuomenei ir kiekvienam individui atskirai. Aptariamos dvasinio, žmogiškojo, intelektinio bei socialinio kapitalo sąvokos bei jų įtaka organizacijų veiklai. Kadangi dvasinis kapitalas yra kiekvieno asmens esmė formuojant jo veiklą, tad teorinėje dalyje plačiau nagrinėjama šio naujo kapitalo raiška bei pritaikymas skirtingose organizacijose – Kauno apskrities priešgaisrinėje gelbėjimo valdyboje bei AB „Lytagroje“. Tyrimas parodė, jog organizacija, kuri turi kilnesnį tikslą nei pelno siekimas bei stipresnę organizacijos kultūrą gali lengviau kauti dvasinį kapitalą, yra lankstesnė, žmonės gerbia savo vadovus bei yra lojalūs savo organizacijai. Sklandaus bendravimo dėka darbas atliekamas efektyviai ir noriai. Trečiojoje dalyje pateikiami pasiūlymai, kaip būtų galima verslo organizacijoms kaupti dvasinį kapitalą ir padidinti savo konkurencingumą rinkoje. Organizacijų vadovams patariama pasitelkti kursus, kuriuose darbuotojai butu skatinami tobulėti asmeniškai arba grupėse. Čia žmonės galėtų geriau pažinti save, išsikelti aukštesnius tikslus, labiau pasitikėti savimi, tapti lojalesniais savo kompanijai, kuri tobulėjančių vadovų dėka taptų novatoriškesne, besivadovaujančia tikrosiomis ir visuotinai priimtomis vertybėmis. / The diploma is about advantages that can give spiritual, human, intellectual and social capital to the human, organizations and community. Also, there are some discussions about the descriptions and expressions of these capitals in organizations. The spiritual capital is the force which forms the human personality, gives the motivation of what he is doing and how he does it. So, the second part of diploma tells about the research that was made to see different expression of the spiritual capital in the different types of organizations - Kaunas area Fire-prevention Saving Service and the joint-stock company Lytagra. The research showed that organization with high and noble aim and strong organization culture can more easily hill up the social capital and become flexible, effective and keep the loyalty of the workers. The third part of the diploma suggests the program to the leaders of the organizations. It is about individual ant group learning which can hell people to know better themselves and understand what hey want from their lives and to set their aims. The result of this learning can give self confidence, the loyalty to the organization and innovation by working on the real values of live.

<p>This study employs the Human Capital Theory (HCT), which postulates that the education of women is positively related to the likelihood of their labour force participation, in order to investigate quarterly dynamics in the labour force. This approach is an advancement of knowledge gained from previous studies such as Serumanga-Zake and Kotze (2004) and Ntuli (2004) who investigated the annual dynamics in FLFP. Investigating quarterly dynamics in FLFP is prudent as the market economy is very dynamic particularly at a point when the world economy is experiencing recession. Data for the study are extracted from the 2008 Quarterly Labour Force Survey conducted by Statistics South Africa. Logistic regression analysis modeling was employed with the dependent variable, FLFP, as a binary outcome. Other variables controlled in the analysis are gender, population group, age, marital status, education status, sector, main industry, main occupation and province. The results show that there is association between education status and FLFP status. Findings from this research are expected to contribute to the knowledge about trends in FLFP in South Africa and aid in planning of interventions aimed at improving the status of women as one of the critical steps in achieving the Millennium Development Goals.</p>

No abstract available. / Thesis (M.B.A)-University of KwaZulu-Natal, Pietemaritzburg, 2005.

The brain-drain phenomenon was first reported in the 1960s in India, where skilled professionals were voluntarily leaving India to settle abroad in western countries. Thereafter, most developing countries have reported witnessing brain-drain in some form or the other. In South Mrica, with the advent of the post-apartheid government, the country saw a drastic change in its social fabric. The brain-drain phenomenon has gathered momentum since, and with every passing year, more and more people continue to emigrate from the country. With skill distribution already highly skewed to the emigrating white minority, the problem of emigration attains more serious proportions as more and more white South Mricans contemplate leaving their motherland. Owing to grey emigration it is very difficult to report the exact number of skilled South Mricans that have emigrated to Australia, UK, Western Europe, and the US, however, the best estimates indicate the number to be around 233 000. While many brand these emigrants as being 'unpatriotic', the phenomenon of emigration may be occurring because of valid reasons. While many whites may claim that with a non-white government in power, their and their country's future well-being could be in jeopardy and hence the desire to emigrate, such claims may not be baseless after all. Recent studies have shown that the rate of crime and violence are increasing, and that many of the emigrants have sighted concerns of safety as their primary reason for leaving. And it should be borne in mind that the phenomenon, which is perceived to be a 'white-only' phenomenon, has lost ground as many Asians and Africans have shown an equal desire to leave, predominantly due to concerns of personal safety. Studies, newspaper reports, and magazine articles, have shown that the country is losing valuable skills in the Information Technology sector, Finance and Banking sector and in the Medical Field. These three sectors play a vital role in the development of any developing economy and loss of valuable skills in these sectors evoke serious concerns. This skill loss, while a worrisome factor, stands to be compounded if more and more highly qualified professionals actually emigrate. The study on the emigration of Masters of Business Administration (MBA) students is scant and, knowing their demand in the market and the contributions that they make to the country's economy, their loss could well seal the fate of this country. MBA students contribute to a country's economy in several ways. Firstly, they are seen as the future business leaders of the country. Through knowledge gained in their business schools (Bschools), MBAs not only manage departments but are also known to lead organisations into a better future. They contribute to their respective organisations by streamlining work flow, ensuring that productivity per person is always on the up, surveying the market to introduce products that will improve the prospects of the company and thereby, bring about growth. In the process, they create jobs that aid in the betterment of the economy. Secondly, they are involved in exports of their products to countries that demand their goods, thereby bringing in the much-needed foreign exchange. Furthermore, when foreign countries decide to set up operations locally, they rely on the skills and talents of the MBAs to spearhead operations. Needless to mention, as these foreign companies grow they again create much-needed jobs that benefit the economy. MBAs also train fresh graduates to obtain the required exposure and experience as one day these very graduates will be spearheading their own projects. Many corporate heads are also assisting the government in developing the economic and commercial policies of the country. Many MBAs, entrepreneurial in nature, venture into business themselves. This entrepreneurial flair has added to the development of many small and medium enterprises. Today's fast-paced business environment and breakthrough technological developments have necessitated greater reliance on the MBA to make critical decisions that impact upon the future of the organisation and the lives of many employees. The MBAs of today are needed to be visionaries and to lead by example. They are entrusted with the onerous task of being agents of change, to be able to see the changing business horizons and make proper investments in skills, technology and other requirements for the benefit and survival of the organisation. Indeed it may seem a daunting task, but then the salaries they receive commensurate the requirements of the job. The contribution they make is invaluable and definitely their loss can have serious ramifications for the country. The purpose of this dissertation is to study the emigration phenomenon vis-a-vis the MBA students. Looking at a sample of MBAs that is representative of the Kwa-Zulu Natal MBA programmes, this research looks into ascertaining the emigration potential of MBA students. Furthering to that, the research probes into the management orientation and leadership orientation of these emigrants. The underlying assumption is that if the potential MBA emigrant has management orientation, then the loss for the country is not all that much, as compared to the potential emigrant having a leadership orientation. This is argued by the fact that it is much easier to take a mind and train it to run a department, as most managers do, than tryiIlcg to create a mind to lead. While it is still disputed whether leadership can totally be taught, one indisputable fact is that there are aspects that can be taught and those that cannot be taught. While one can be taught interpersonal skills, communications skills and other skills, there are certain traits intrinsic to leadership that just cannot be taught, e.g. risk taking, judgement and challenging the status quo. Some have even gone to state that leadership is a life-long learning process, and most leaders have had a difficult childhood that has led to their need to prove something to the world. It is for this reason that many authors have written that leaders are 'twice born.' Anyhow, the point is that, it is easier to teach someone to manage a department than it is to teach someone to run an organisation. The third part of the research looks at the view-point of the MBA students towards their institution's orientation, i.e. are their business schools preparing them to be managers or are they being prepared to be leaders. After all, if the business community needs leaders to take over the helm of companies, and if the need of the hour is students who can work under intense pressure trying to tie decision-making with the fast-paced technological developments, the ever increasing pace of competition and the intensity with which globalisation is affecting domestic markets, then the business schools need to produce that calibre ofMBA graduates. If the students feel that their business schools have only equipped them with managerial know-how, then these very business schools are being negligent in producing leaders and need to gear their faculties and curricula towards a greater leadershiporientation. This research will indicate whether the country needs to worry about the future of their corporations being in good hands, and whether emigration is really going to sap the remaining skills that the country's business sector needs desperately. It will also reveal if there is a leadership gap in the market that business schools need to address, i.e. a demand for MBAs with leadership orientation and an under-supply of such students coming out of the current business schools. This research could be an eye-opener for business schools to realise that they are falling short in providing quality products to the market. Gone are the days of yore when the market was forced to buy what organisations produced. In today's world, the choice empowered consumer (the business community at large) will seek the desired product of their choice (MBAs that are qualified with the required skills and competencies) and if they are unable to obtain it from the current suppliers (the recognised business schools they currently depend on), they will have no option but to look elsewhere. This could well be taken as a warning sign for business schools that if the very organisations that allow select business schools to have top rankings in the country, were to take away their support and start recognising and recruiting from other, at the moment, lesser recognised B-schools, the fate of the current Bschools could well be sealed. After all history is fraught with examples, and it is a well known fact that has received much attention from consultants, business school professors and management gurus, that if external change outpaces internal change, then only one future awaits such organisations, 'doom'! / Thesis (MBA)-University of Natal, Durban, 2001.

Abstract not available. / Thesis (M.B.A.)-University of KwaZulu-Natal, Pietermaritzburg, 2005.

This thesis has three self-contained articles. Economic growth and trade in human capital: A salient empirical pattern in the East Asian “miracle” is a large increase in output and factor accumulation despite  only a modest increase in TFP. I develop and calibrate a model of growth and catch-up to provide a possible explanation. A novel element of the model is a globalized education market allowing human capital transfer from frontier to developing economies – an assumption motivated by the experience of countries like Korea and Taiwan where domestic universities employed graduates of Western universities to provide advanced training. The political economy of urban bias in dictatorial regimes. In many developing countries, public resource allocation is often biased against the rural population – a policy that hurts the vast majority of the poor living in rural areas. This paper develops a dynamic political economy model of urban bias in a dictatorial regime. A novel result of the model is that urban bias can emerge in predominantly agrarian economies even if there is no bias  in political power toward urban residents. The empirical evidence from a recently compiled country-level panel dataset on agricultural taxes/subsidies is consistent with the prediction of the model. Does agricultural growth cause manufacturing growth? Empirically assessing the impact of agricultural growth on manufacturing growth is challenging because of endogeneity concerns. This paper attempts to circumvent the identification challenge by using weather variations to instrument for agricultural growth. The IV estimations show that agricultural growth has a significant positive impact on manufacturing growth, and it is larger than the OLS estimates. I discuss the empirical implications for agricultural policies, efficiency of the manufacturing sector, and for the role of agricultural growth in Africa's industrialization.

This thesis studies the long-run relationship between gender equality and economic growth. In particular, it aims at understanding and explaining the mechanisms and determinants underpinning the development process which allowed economies to move out of a long period of stagnation into a state of sustainable economic growth. The scientific objective is to check the validity of the central hypothesis that improving equality between men and women is a key ingredient of the demographic transition and of the process of socio-economic development. Quantitative and empirical analysis of this relationship is based on a renewed cliometric approach. Hence we aim at producing a quantitative projection of social sciences in the past, structured by economic theory, mathematical modeling, and informed by statistical and econometric methods. The projected innovation is to build a bridge between the theoretical models of growth and economic history. This new line of research between pure empiricism and abstract theory allows to interpret economic issues taking into account the past and in so doing, to understand more deeply the economic and social historical processes.

This thesis highlights the formation of human capital in the European regions and its implications for economic growth. It is characterised by its combined regional, long-term and European approach. To this end, I refer to Unified Growth Theory and New Economic Geography as the most important recent theoretical contributions and construct an unparalleled new and large database on regional human capital and other economic factors from numerous diverse sources. For the empirical analysis, spatial and GIS methods are employed in addition to standard econometric models. In this way, the thesis explores human capital formation in the regions of the European continent between 1790 and 2010. Moreover, it underlines the relationship between human capital proxies, the determinants of human capital and the long-run impact of human capital on economic growth.

There is a generally accepted view that organisations that perform well in any industry are able to do so because of their ability to attract, recruit and retain a workforce of high calibre. This research report has been necessitated by the impact of factors affecting talent management at higher education institutions. In this study, two variables are under scrutiny, i.e. organisational image and talent management. A quantitative research methodology was utilised to test the effect of organisational image on talent management using responses from 252 respondents to a self-administered electronic survey questionnaire. The research instrument was composed of four major sub-scales, i.e. Personal View, Job satisfaction and Career Path, General Image and Opportunities and Rewards. Statistical data analysis reveals that respondents differ on what they perceive to be important factors on talent management and their response is affected by matters relating to organisational image. Data was stratified and compared amongst different groups, i.e. gender, race, staff category, academic title, Peromnes grade, years of lecturing experience in this institution and total years of lecturing, Faculty and College/Division. These variables in personal/biographical data were examined in relation to how respondents responded in each of the four sub-scales. Whilst personal view and opportunities and rewards aspect of talent management matter, they do not take precedence on matters relating to general image and job satisfaction and career path. / Thesis (MBA)-University of KwaZulu-Natal, Durban, 2012.

The prices of technological equipment have seen significant declines in recent decades. In Chapter 2 of this thesis, we examine the evidence and causes of these price declines. Among several factors, we focus on the learning curve effect where the cost of producing technological equipment declines as the cumulative number of produced units increases. In Chapter 3 we review the literature on technology adoption and the timing decisions of such adoptions. We aim to contribute to the literature by examining the timing of technology adoption under price declines. Furthermore, we consider the effect of human capital on such adoption decisions. We begin in Chapter 4 by developing a model of the timing of technology adoption under an exogenous price decline. Section 1 considers a single price drop in followed by multiple price drops in section 2. From the analytical results developed in these sections, we examine the effect of human capital on the adoption decision. Chapter 5 considers the price of the technological equipment to be endogenous to the model. We run computational experiments to demonstrate the declining price as a function of time. We examine the effect of the distribution of human capital on the price decline and adoption decision of the individuals of the population. We conclude with insights on the relationship between human capital inequality and technology adoption decisions.