Thesis (doctoral)--Stockholm, 1980. / Summary in English. Includes bibliographical references (p. 307-324).

This study examines the attitudes towards disciplinary measures among managers and workers at the Bophelong psychiatric hospital, Mafikeng. This is based on the fact that undisciplined workforce may lead to disorder in the workplace and eventually to an organisation's failure to reach its objectives. From a population of four hundred workers and one hundred managers. a simple random sampling technique was used to select sixty workers and forty managers. Data was collected through a structured questionnaire made up of six different sections. The data collected was sorted, coded and analysed using SPSS. Frequency counts and mean deviations were used to describe the data. The results of the study show that 47 percent of the workers and 35 percent of managers are between 30 to 40 years old. About 69 percent of workers are female while 70 percent of the managers are male. The common educational level among workers is matric while managers had Diploma and BSc degree. In terms of attitude to disciplinary measures, seventy three percent of workers agree that disciplinary measures are legal at BPH as opposed to eight percent who disagree. Seventy five percent of managers agree that disciplinary measures are legal whilst twelve percent agreed. Sixty percent of workers disagreed that disciplinary measures are non sequential at BPH whilst thirteen percent agree. In terms of knowledge of disciplinary measures, sixty six percent of workers at BPH are aware of written warning and Employee Assistance Programmes as disciplinary techniques. Sixty five percent of workers at BPH are aware of the final written warning, verbal warning and counselling as disciplinary techniques. Sixty one percent of workers at BPH are least commonly aware of the Performance Management and Development System as a disciplinary technique. Results on implementation of disciplinary measures show that seventy percent of worker mostly had verbal warnings: sixty eight percent final written warning and sixty six percent salary deductions and written warnings as disciplinary measures used against them. Fifty six percent of workers least had withholding all privileges; fifty percent demotion and forty five percent withholding certain privileges as disciplinary measures used against them. Seventy percent of managers mostly had verbal warnings: sixty eight percent final written warnings and sixty six percent salary deduct ions and written warnings as disciplinary measures used against them. Fifty six percent of managers least had withholding all privileges; fifty percent demotions and forty five percent withholding certain privileges as disciplinary measures used against them. With respect to constraints to the implementation of disciplinary measures, forty percent of BPH workers cited head office taking too long, unions being too defensive whilst workers were resistant. Twenty six percent cited unqualified managers as one of the most common constraints towards the implementation of disciplinary measures. The study concludes by advocating the need to review and enforce discipline at the work place if service delivery has to improve. / Thesis (MBA) North-West University, Mafikeng Campus, 2011

Thesis (Ph. D.)--University of Texas at Austin, 2000. / Vita. Includes bibliographical references (leaves 208-211) and indexes. Available also in a digital version from Dissertation Abstracts.

Thesis (Masters)--California Institute of Technology, 1933. / Title from home page. Viewed 02/24/2010. Includes bibliographical references.

The goal of the Daya Bay Reactor Neutrino Experiment is to determine the last unknown neutrino mixing angle θ13, in sin22θ13 to sensitivity better than 0.01 at 90% confidential level in three years of running. In order to reach the goal, background from natural radiation should be controlled less than 50 Hz, accordingly radon, which is a naturally-occurring radioactive gas, is one of the factors need to be monitored. A High-sensitivity and High-reliability Hong Kong (H3) radon monitoring system is developed to support the slow control system of the experiment. It achieves the sensitivity requirement and fulfills the data acquisition specification by using an enlarged sample chamber, an improved electronic and a designed software, in addition to the dehumidifier system for long term use. Four final products of the radon detector were well calibrated and tested before application; the sensitivities of counted progenies Po-218 and Po-214 are 3.65 ± 0.37 x10-2 cpm/Bq·m3 (C.F.is 27.4±2.7 Bq/m3/cpm) and 3.94 ±0.40 x10-2 cpm/Bq·m3 (C.F. is 25.4±2.5 Bq/m3/cpm). Its performance is the highest among the same type of commercial available products. This radon monitoring system has been successfully taking data as the background measurement of the experiment for more than half a year, and will continue to provide useful information for the following several years. From the results, the radon levels in the air in Experimental Halls and in the water of water systems were higher than expected, but still at the acceptable levels. Further works have to be done to control them at preferred levels. / published_or_final_version / Physics / Master / Master of Philosophy

Even though the literature available within the field of performance measurement and management (PMM) is extensive, a gap exists regarding how change is managed in performance measures (PM).  This gap is corroborated by the empirical data underlining that only a few organisations have mechanisms in place for managing PM change. The need to manage change in PM arises from the consensus that performance measurement systems (PMS) should reflect the strategy and direct environments of the company. As both strategies and environments are dynamic in nature the PMS ought to possess the capability to change. The paradox of combining dynamic strategies and environments with static PMS has created problems for companies as the competitive conditions change over time. With this background in mind, the purpose of this thesis is to contribute to the existing body of knowledge regarding how to manage change in performance measures. The contribution from this research will stem from analysis of six empirical studies and the results will be concluded in a set of guidelines regarding how to manage change in PM in practice. This thesis has adopted a systems perspective and takes a qualitative, case-study based approach. In total six case studies and three literature studies have been conducted. The case studies have been conducted on three different continents and have focused on the deployed ways for managing change in PM and how the PM have evolved over time. The first literature study focused on the general literature within the field of PMM, the second literature study focused on the literature revolving around keeping PM updated and relevant over time whilst the third and concluding literature study focused on further expanding the theoretical base on how to manage change in PM and how PM evolve and change after their implementation. This thesis concludes that extensive PM change is necessary over time in order to establish and maintain appropriate PM, continuously improve the measurement process and boost performance. Further, in converse to the various approaches suggested in literature, all six approaches identified in the case studies are processes. Furthermore, each PM change process differs from another as highlighted in the empirical findings chapter. Finally, 11 factors have been identified from the theoretical and empirical findings that affect the ability to manage change in PM: level of process documentation, process ownership, employee involvement and alignment (as an embedded part of the PM change process design), communication, culture, role of top-management, IT-infrastructure capabilities, resources available for facilitation, PM ownership and education. Finally, eight guidelines have been developed addressing how to manage change in performance measures.

Uppsala universitet, 1782, Thesis (doctoral). / Errata at end of text. - Goldsmiths'-Kress no. 12260.0. - OCLC, 24304216. - Reproduction of original from Kress Library of Business and Economics, Harvard University.

Thesis (doctoral)--Uppsala universitet, 1782. / Errata at end of text. Reproduction of original from Kress Library of Business and Economics, Harvard University. Goldsmiths'-Kress no. 12260.0.

Digitized by Kansas State University Libraries

Economic and social activity is increasingly reflected in operations on digital objects and network-mediated interactions between digital entities. Trust is a prerequisite for many of these interactions, particularly if items of value are to be exchanged. The problem is that automated handling of trust-related concerns between distributed entities is a relatively new concept and many existing capabilities are limited or application-specific, particularly in the context of informal or ad-hoc relationships. This thesis contributes a new family of probabilistic trust metrics based on Network Reliability called the Generic Reliability Trust Model (GRTM). This approach to trust modelling is demonstrated with a new, flexible trust metric called Hop-count Limited Transitive Trust (HLTT), and is also applied to an implementation of the existing Maurer Confidence Valuation (MCV) trust metric. All metrics in the GRTM framework utilize a common probabilistic trust model which is the solution of a general reliability problem. Two generalized algorithms are presented for computing GRTM based on inclusion-exclusion and factoring. A conservative approximation heuristic is defined which leads to more practical algorithm performance. A JAVA-based implementation of these algorithms for HLTT and MCV trust metrics is used to demonstrate the impact of the approximation. An XML-based trust-graph representation and a random power-law trust graph generator is used to simulate large informal trust networks.