Thesis (MSocSc)--University of South Australia, 1997

Source: Dissertation Abstracts International, Volume: 57-08, Section: B, page: 4985. Advisor: David Martin. Includes bibliographical references (leaves 128-131).

Thesis (Ph. D.)--United States International University, 1989. / Includes bibliographical references (leaves 156-159).

Corporate crimes have become a highly widespread phenomenon in modern industrialized societies. The aim of this paper is to offer criteria and elements to evaluate criminal liability of middle managers of a highly hierarchical company for criminal acts committed by employees, which have been adopted and conceived by top managers of the company. To this end, different theories that have arised from the criminal doctrine to penalize managers of a complex organization will be analyzed, as truemediate authorship, co-authorship, induction and authorship in the omission. The research is justified to the extent that, criminal doctrine and jurisprudence, haven’t analyzed this issue deeply and, in the few opinions that about it exist, there are discrepancies about it possible solution. / La criminalidad de empresa constituye un fenómeno altamente extendido en las sociedades industrializadas modernas. El presente trabajo busca brindar criterios y elementos para evaluar la responsabilidad penal de los mandos medios de una empresa altamente jerarquizada por hechos delictivos que cometen los subordinados y que han sido adoptados y concebidos por los altos directivos de la empresa. Para ello, se analizarán las diversas teorías que se han planteado en la doctrina penal para responsabilizar a los superiores jerárquicos de una organización compleja, tales como la autoría mediata, la coautoría, la inducción y la autoría directa por omisión. La investigación se justifica en la medida en que, en la doctrina y jurisprudencia penal, esta problemática no se ha analizado a profundidad y, de las pocas opiniones que hay al respecto, existen discrepancias sobre su posible solución.

Text in Afrikaans / Die doel van hierdie navorsing is om te bepaal tot watter mate waargenome leierskapvaardighede van die middelvlakbestuurders in 'n provinsiale hospitaal, 'n voorspeller is van topprestasie. Vanuit die literatuuroorsig word leierskapteoriee, die veranderende konteks van leierskap, leierskapstrategiee en -vaardighede bespreek. Die rasionaal vir topprestasie, visie in topprestasie-organisasies en die beginsels van topprestasie word ook bespreek. Die navorsingsontwerp is 'n beskrywende studie en maak gebruik van 'n gestratifiseerde ewekansige steekproef. Die leierskapvaardigheidsvraelys (Charlton, 1991) is vir die meet van die leierskapvaardighede gebruik en die PA VE-vraelys is gebruik vir die meet van die vlak van topprestasie in die organisasie-eenheid. Die resultate vertoon bemagtiging as die vemaamste voorspeller van topprestasie by die middelvlakbestuurders. Toekomstige navorsing kan temas insluit soos die rol en potensiaal van 'n gedeelde visie, volharding, en werkstevredenheid. Relevante sleutelwoorde is transformerende leierskapvaardighede, topprestasie, bemagtiging en middelvlakbestuurders. / The aim of this research is to determine to what extent perceived leadership competency of the middle level manager in a provincial hospital, is a predictor of peak performance. The literature highlights leadership theories, the changing context of leadership, leadership strategies and competencies. The rationale for peak performance, vision in peak performing organizations and the principles of peak performance are also discussed. The research design is a descriptive study which uses a stratified randomized sample. The leadership competence questionnaire (Charlton, 1991) is used to measure the leadership competencies. The PA VE questionnaire is used to measure the level of peak performance in the organizational unit. The results indicate empowerment as the most prominent predictor of peak performance of middle level managers. Future research may include the role and potential of a shared vision, determination and work satisfaction. Relevant keywords are transformational leadership competencies, peak performance, empowerment and middle level managers. / Industrial and Organisational Psychology / M.Com. (Bedryfsielkunde)

Thesis (MTech (Education))--Peninsula Technikon, Cape Town, 2005 / In order for productive and positive interaction and growth to occur, schools need to be regarded as organisations with a specific purpose and aim. This means that very definite duties and responsibilities need to be structured to ensure that the organisation operates smoothly and that it achieves its aims and goals. In turn, smooth organisational operation will also determine its effectiveness and efficiency and the impact it has on educators, learners and the community. A professional development programme for middle managers might help to expand a philosophy and practice, which could help to equip middle managers of primary schools for a role in bringing about qualitative changes to address educational, needs. This study attempts to investigate the skills, knowledge, values and attitudes required by middle managers of Heads of Department (HODs) to be effective in their departments. This could be used to develop a skills development programme for middle managers in primary schools. The study as a whole is set against the research literature on the professional development of middle managers in primary schools and focuses on the following aspects: (I) managing policy; (2) managing people; (3) managing teaching and learning and (4) managing resources. In the exploration of the management roles and responsibilities of middle managers in primary schools. qualitative and quantitative research approaches were used in investigating the research questions. The research instruments used in the study included 11 semi structured questionnaires, interviews and a focus-group workshop. After the development of data collection instruments, data was collected through semi- structured questionnaires from HODs at selected 18 primary schools. Interviews were also conducted with four principals, one circuit manager, the Assistant Human Resources Consultant and the Human Resource Coordinator of the WCED. A workshop was also conducted with 35 BTech students to develop a framework for a management programme for middle managers in primary schools. The research study reveals the following aspects: (I) the Western Cape Education department has no existing skills development policy for the training of middle managers in primary schools; (2) research respondents identified a need for training in the interpretation and formulation of policies within their various departments as well as training in conflict management and counselling in order to successfully manage the human resources in their department; (3) finance is available for the training of educators but not specifically for middle managers, (4) educators prefer formal training above informal training. This thesis then examines, analyses and discusses these findings with recommendations that follow in Chapter 5.

South African organizations operate in a changing environment. The ultimate criterion of organisational effectiveness is whether the organisation survives in its environment. Political, social, technological and economic changes constantly challenge businesses to adopt new approaches in this strive for survival. These challenges affect the roles, and possibly the job satisfaction levels of first-line supervisors and middle-level managers. In this paper, the writer aimed to study and compare job satisfaction levels of first-line supervisors and middle-level managers in the Nelson Mandela Metropolitan area. The effects of job satisfaction, or the lack thereof must be clearly identifiable to the top managers. These can either be positive or negative. In the case of positive effects, managers must strive to maintain the conditions that contribute to the positive effects of job satisfaction. In the study it was observed that middle-level managers scored higher and therefore they had higher overall job satisfaction levels than first-line supervisors. The job satisfaction levels of the first-line supervisors are found to be lower in all the areas that were stated as factors affecting job satisfaction. These areas were the personality job fit, the job content, the job context, the organisational environment and the macro environment. The companies therefore have a task of improving the job satisfaction levels in these areas. The writer recommends that organisations in the Nelson Mandela Metropolitan area take a closer look at the job satisfaction levels of their first-line supervisors. These managers' job satisfaction levels need to be improved from being just satisfactory to being excellent. It is mentioned in the theoretical study that firstline supervisors are very important in organisations, as they are the link between upper management and the employees. Their roles are multi-faceted as they have important functions to fulfil in the operation and ultimately success of the organization.

The research problem of this study was to assess the extent to which the appraisal system for junior and middle level managers in the South African National Defence Force (SANDF) met the requirements and guidelines for performance appraisal as stipulated in the literature. To achieve this objective, the following procedure was followed: · A survey of existing literature, related to performance appraisal, was conducted. The literature study focused on the requirements for an effective performance appraisal system, appraisal methods and appraisal errors. Attention was also focused on who should take responsibility for performance appraisal and the importance of regularly evaluating the performance appraisal system to meet the demands of a changing environment. The second part of the literature study dealt with the guidelines for establishing an effective appraisal system as well as performance management processes and cycles that are critical for the effectiveness of an appraisal system. The theoretical study formed the basis for the development of a survey questionnaire to establish the extent to which junior and middle level managers in the SANDF agreed with the theoretical guidelines. The survey was administered to a randomly selected group of junior and middle level managers who were representative of the South African Army, Airforce and Medical Services. The empirical results indicated that there was concurrence with many of the guidelines in the literature, but that there were areas that could be improved. It became evident that many respondents felt that the current system was not entirely fair and was not adapted to meet the needs of the integrated SANDF. Specifically, results indicated that the system should be re-evaluated to eliminate bias and to enhance the development of clear standards, both on a quantitative and qualitative level. It became clear that training and communication were important to the successful development and utilisation of a performance appraisal system. An effective performance appraisal system that is integrated with the overall performance management system of an organisation will enhance productivity, satisfaction and the attainment of goals.

The purpose of this study is to determine to what extent the individuals in middle management positions in campus activities perceive themselves to be effective as change agents. A thirty-three item survey was mailed to 315 directors. A total of 199 usable returns were received. The problem was investigated in terms of perceptions of (a) individual adequate training and competency to provide new and expanded service for today's student body, (b) individual influence on upper-level policy and decision making within their own reporting structure, and (c) commanding enough influence on campus to effect significant change.

Dealing with change is crucial for organizations in order to survive in today's constantly changing business environment, such tasks are included in the role of the middle managers’. There are plenty of studies made on change and how managers’ successfully should lead through change, but managers’ own perceptions and considerations of what is important when proceeding with change, seems less researched. The aim of this paper is to contribute with a better understanding of how middle managers’ perceive their own position and leadership in change. A case study was conducted on a large international company within the construction and property development industry. The study is based on significant competences and procedures required by middle managers’, when leading through change. The methodology used was a deductive and qualitative approach, and contain in-depth interviews on middle managers’ perceptions on change. In total, 18 middle managers’ was interviewed and the interviews were then transcribed, thematized and presented through quotes. Our results indicate that middle managers’ perception of leading teams through change is a difficult process due to the often short time frames, high expectations coming from above and leadership norms shaped in society. From a learning perspective, a change process is suggested to be less focused on the leader and rather enable the whole team to manage change. The most neglected aspects of learning was to take the time to reflect and to consider mistakes as part of a learning process.