Employee engagement and engaging leadership are subjects receiving attention from organisations. The link between employee morale, motivation and business productivity is important as well managed organisations can derive benefit from such linkages. The aim of this study was to determine whether the engagement models, leadership practices and tools utilised by New Age Beverages (NAB) had impacted positively on the morale and motivation of NAB employees. The study also considered whether there was a positive correlation between morale and motivation of employees in relation to overall business productivity. A probability sample of 50 employees and managers were drawn from a population of 120 employees. The sample frame was drawn from the NAB employee database. A questionnaire which was comprised of 25 quantitative and 5 qualitative questions was used to elicit information from management and employees at NAB. Data mining was conducted to determine trends with regards to quantitative data over the past 3 years relating to Human Resource Key Performance Indicators. The evidence confirmed that engaging leadership has a positive impact on the morale and motivation of NAB staff. It also confirmed that employees perceived a positive correlation between leadership tools and practices such as integrated management practices and “on the level” conversations on the morale and motivation of staff at NAB. Data mining evidence confirmed that integrated management practices resulted in compliance and quality levels increasing to 100% in year 3, machine efficiency and cases produced increased from 78% to 89% and 77% to 91% respectively, proving a positive correlation between employee morale, motivation and business productivity. Key recommendations being for NAB to focus on lower scoring areas, such as trust levels between leadership and management on one hand and employee development on the other, in order to gain further benefits from their programmes. It is suggested that a qualitative study be undertaken. / Thesis (MBA)-University of KwaZulu-Natal, Durban, 2012.

The problem of this study was to identify the leadership behaviors of principals that affect teacher morale positively and negatively. Elementary schools containing a combination of kindergarten through eighth grade were included in this study. The study was conducted during the spring semester of the 1991-92 school year. The Leader Behavior Description Questionnaire--Form XII was the instrument used to assess principals' perception of their own leader behavior. The Purdue Teacher Opinionaire was the instrument used to measure teacher morale. After the population was clustered by system, a random sample of 24 schools was used. A total of 433 teachers (83%) returned opinionaires and a total of 24 principals (100%) returned questionnaires. A significant difference was found to exist between the following leader behaviors and teacher morale. The principal's leadership behavior representation revealed a significant relationship with teacher rapport with the principal, teacher salary, and curriculum issues. Tolerance of uncertainty affected teacher morale dimensions, teacher salary, rapport among teachers, community support of education, and community pressures. Leader behavior demand reconciliation revealed a significant relationship with teacher load. Persuasion affected teacher rapport with principal. Initiation of structure also affected rapport among teachers, teacher salary, teacher status, and community support of education. The score for tolerance of freedom indicated a significant relationship with teacher salary, teacher status, community support of education, and school facilities. The dimensions of teacher morale, teacher rapport with principal, rapport among teachers, teacher salary, and school facilities were affected by role assumption. Teachers, likewise, indicated the leader behavior consideration affected community support of education. A significant relationship did exist between production emphasis and rapport among teachers, curriculum issues, and school facilities. Leader behavior predictive accuracy positively affected school facilities and services. Teacher rapport with principal, curriculum issues, and school facilities and services were positively affected by leader behavior integration. Also, superior orientation affected teacher salary and status. Conclusions were based on the findings in this study. It was concluded that total teacher morale was positively related to the principal's leadership in maintaining a closely knit organization and in resolving inter-member conflict. Total teacher morale seemed to be related to the principal's leadership in allowing initiative, decision-making, and action. Other conclusions relating to the individual dimensions of teachers morale and the individual dimensions of leader behavior were drawn.

A superintendent is vital to the success of school districts. Stability of an individual in this position is important for building trust and morale for district personnel over time. Small school districts in a large southern state have experienced increased rates of voluntary or involuntary superintendent succession, having had 2 or more superintendent changes within a 6-year period. Participative leadership theory served as the framework for this study. The guiding questions for this study investigated the impact of frequent superintendent succession in small school districts and the levels of trust and morale among district personnel. The variables for the study were superintendent succession between the years 2005 and 2011 and personnel trust and morale. Data were collected from Frequent Superintendent Turnover in Small School Districts and Impact on Personnel Trust and Morale surveys. Quantitative analysis of the survey data was conducted using the Spearman Rho correlation coefficient and chi-square analysis. Key findings indicated a significant relationship between frequent superintendent succession and decreased personnel trust and no significant relationship between morale of personnel. Chi-square correlation for trust showed a correlation to turnover and morale showed no correlation. It is recommended that districts provide training for school boards on the impact of frequent superintendent succession with an emphasis on administrative stability to enhance morale and trust among personnel. These actions could contribute to positive social change by building leadership capacity and sustaining high levels of morale and trust among district personnel.

Because of more and more emphasis on citizen¡¦s welfare, governments unceasingly expand the capability in order to serve citizens. It leads to the excessive expansion of the bureaucratic systems, and increase public financial burden. However, the government expansion didn¡¦t lead to high efficiency and efficacy of administration, a instead the gigantic government bureaucratic system became more and more tardy and inefficient. In addition, under the pressure of the globalization and national competition, many countries seek to the transformation of their administrative systems. They utilize the government operative model with the concept of compression and modern business concept. Non-departmental Public Body lying between corporation and government makes carrying out policies more flexible. On one hand, NDPB apply the business management to intensify the operative flexibility and promote the national competition. On the other hand, it can promote the efficiency of the government with flexible organization and creative professionals to simplify the process. The Executive Yuan of the Republic of China amended a draft about planning the organizational transformation in which there will be combination of nine testing government organizations in order to transform to NDPB style to promote Taiwan¡¦s research standard, increase our agricultural competitive strength and confront the challenge of join WTO. Therefore, the policy of NDPB for national agricultural research administration has already been included into prior drafts of a proposed law. At the same time, the government appoints agriculture association to strengthen the declaration, especially adopt the principle with which employees will get the promise ensuring their rights and interests. Besides, they must make related people fully understand the policy in order to avoid unnacessary misunderstanding. This research takes the livestock products testing institute for example to investigate the influence of NDPB, including the extent of employees¡¦morale and the overall organizational performance. Fist, I make appointment with some specialists from all aspects, and then according to the result of the interviews with those professionals, I make a poll to investigate and analyze IV opinions and acceptance of related employees after NDPB to benefit the government to develop related measures. The main reaserch outcome is that NDPB will lead to uncertainty and change which influence employees¡¦job security and organization commitment affecting organizational performance. Especially, policy changes resulting from NDPB will lead to the changes of employees¡¦ attitude, such as the change of subsidy policy in which every institution has to expand their financial resource by itself after NDPB. Totally distinct policies will positively lead to job insecurity and hold back the efforts which will affect the most important thing, the performance.

Recently, in Taiwan, upon enforcement of national health insurance, the medical care system has suffered the tightened growth of expenses and uncertain fluctuation of point value under the global budget payment system, and the stable growth of the local medical care environment was forced to be transformed to negative growth. In order to maintain competitive strength, hospitals focused their operations on organizational reform. The reform may cause employees to feel the uncertainty of hospitals¡¦ future development and also feel terrified and unsafe, and thereby is likely to decrease employees¡¦ morale and organizational commitment, and even severely affect their performance and work satisfaction. The study is intended to explore the change of employees¡¦ organizational commitment, morale and work satisfaction prior to and after salary adjustment. Full-time employees of a district teaching hospital, including doctors, nursing staff, medical technicians and executive staff were surveyed. The survey of first questionnaire of a total of 400 copies was conducted in June 2005. The effective recalled questionnaire totaled 302 copies, with a recall rate 75.5%. The second questionnaire was released in February 2006 to 400 employees, of which the effective recalled questionnaire totaled 254 copies, with recall rate 63.5%. Reliability analysis, descriptive statistics, t-test, One-Way ANOVA and general lineal model were conducted using software SPSS. The results show that: 1.No significant differences were observed in the organizational commitment, moral and work satisfaction prior to and after salary adjustment. 2.Significant difference takes place in the organizational commitment, moral and work satisfaction with respect to the various personal characteristics of employees. 3.The organizational commitment was affected by gender, age, religion and position, regardless of the salary adjustment. The moral was affected by age, educational degree, religion and position, regardless of the salary adjustment. The work satisfaction was affected by age, religion and position, regardless of the salary adjustment.

Texte remanié de: Dissertation--Mayence, Allemagne--Universität Mainz. / Bibliogr. p. 231-242.

Extr. de: Diss. Ph. D.--Philosophy--Cambridge University, 1999. Titre de soutenance : An archaeology of "ataraxia" : Epicurus and democriteanism. / Bibliogr. p. 201-223. Index.

Tesi--Teologia--Roma--Pontificia università gregoriana, 1995. / Contient une bibliogr. des écrits de G. Gilleman et R. Carpentier, p. 213-214. Bibliogr. p. 213-239.

Texte remanié de: Ph. D. diss.--Princeton (N.J.)--University. / Bibliogr. p. 191-198. Index.

Texte remanié de: Th.--Fribourg, 2004. / Bibliogr. p. 261-267.