Thesis (Ph. D.)--University of Wisconsin--Madison, 1963. / Typescript. Vita. eContent provider-neutral record in process. Description based on print version record. Includes bibliographical references.

Thesis (M.B.A.)--University of Hong Kong, 1997. / Includes bibliographical references (leaf 59).

Thesis (M.Soc.Sc.)--University of Hong Kong, 1982. / Also available in print.

Thesis (doctoral)--Maastricht School of Management, 2005. / Includes bibliographical references (leaves 125-140).

Thèse (M.Sc.)--Université Laval, 1998. / Bibliogr.: f. [91-94]. Publié aussi en version électronique.

Diss. doct.--Sc. soc.--Uppsala--Uppsala univ., 1988. / Bibliogr. p. 107-110.

D.Comm. / South African organisations seem to do very little to enhance business ethics, nor do they seem to promote employees' ethical behaviour. The possibility that the human resource management (HRM) practitioner may act as facilitator of organisational ethical behaviour was proposed as a possible solution to the aforementioned problem. This possibili~y was formulated in the form of a research question. An interdisciplinary approach which consisted of the fields of business ethics and industrial psychology, with the latter being operationalised as human resource management (HRM), was applied as theoretical foundation. It was also decided to utilise a literature study as research method. The analysis was conducted at the micro level, i.e. the intra-organisational level of business ethics analysis. The type of ethical analysis chosen for this purpose was descriptive ethics. An exploration of the importance of business ethics, and the necessity to do something about it, yielded, the following findings amongst others: empirical proof that ethics is also good business exists, it is a cost-effective option to invest in morality, and the cost of immorality is frighteningly high. It was also found that it is indeed possible to learn ethical behaviour in an organisational setting. This may be accomplished as a result of the reciprocity of social interaction which presupposes moral learning. The aspects that determine ethical behaviour in organisations were categorised as individual, external environmental and organisational determinants. Managerial interventions which can be applied at the strategic and systems levels to facilitate ethical behaviour and to create an ethical organisational culture, were identified and described. An analysis of the nature and role of the HRM function in organisations, as well as a critical exploration of the question relating to the possible role of the HRM practitioner being the most suitable candidate to assume responsibility for managing ethics in organisations, revealed that the practitioner does indeed have such a role. HRM practitioners have a responsibility for human ethical behaviour, by virtue of their knowledge of and functional involvement with human behaviour in the organisational setting. It was further determined that the HRM practitioner features as the most prominent contender to facilitate ethical behaviour in the organisation. HRM practitioners may use the principle of stewardship as the main source of energy in the establishment of an ethical orientation to enable them to facilitate ethical organisational behaviour at the strategic, systems and operational levels. Should the HRM practitioner assume such a role, a number of attitudinal, competence and accountability implications may apply. In addition to this, several factors that may inhibit the optimal fulfillment of this "new" role were identified, e.g. generic factors, factors specific to the HRM profession as well as factors unique to the South African situation. The most significant finding of this research endeavour was that despite their existing high workload, HRM practitioners are the suitable candidates to act as business ethics functionaries, e.g. as organisational ethics officers. This finding remains valid irrespective of the possibilities that this may only be a temporary• role and that practitioners may not necessarily embrace this role without reservation. The role was explained by means of a descriptive model. It is shown in the model how certain determinants (as inputs), can be transformed by practitioners possessing a specific orientation and attributes, to produce certain outcomes, which may be typified as characteristics of an ethical organisation. This transformation is executed despite the presence of some inhibiting factors.

Health sciences literature from 1970 - 1977 which pertains to monitoring and maintaining competence of health professionals is abstracted and reported. Recognizing that competence is defined by the criteria and standards used to evaluate its presence, this thesis uses Donabedian's evaluation model to organize the bulk of the literature reviewed. While the model applies to competence of the health care system, this paper limits discussion to competence of health professionals. It considers literature concerned with definition, evaluation, and restoration/maintaince action related to knowledge and skills possessed by practioners (structure), clinical performance (process), and results of care (outcome). Additionally it provides information about the historical development of and current trends in credentialing mechanisms intended to certify competence, explores in some detail the issue of mandatory continuing education, and discusses contemporary social and political phenomena which influence and are influenced by competence monitoring activities. The concluding chapter offers observations on the current state-of-the art with respect to evaluating and maintaining competence and makes recommendations for further research, development and implementation of competence monitoring activities consistent with the North American social context. Finally, several implications for continuing educators' roles and responsibilities vis a vis monitoring and maintaining health professionals' competence are discussed. / Education, Faculty of / Educational Studies (EDST), Department of / Graduate

Cette étude a évalué l'impact de l'intervention DÉCISION+2 sur l'intention des professionnels de la santé de s'engager dans le processus de la prise de décision partagée. Elle avait également pour objectif d'identifier les déterminants de l'intention. Dans le cadre d'un essai clinique randomisé par grappe, 259 professionnels de la santé ont complété un questionnaire auto-administré avant l'intervention et 231 après celle-ci. Ce questionnaire était basé sur la théorie du comportement planifié (TCP) et mesurait l'intention de s'engager dans la prise de décision partagée ainsi que les déterminants de l'intention. Nous n'avons observé aucune différence significative entre le groupe témoin et expérimental sur l'intention. Cependant, tous les déterminants de la TCP étaient corrélés avec l'intention. La perception de contrôle était le déterminant le plus prédictif de l'intention. Ces résultats aideront les éducateurs et les décideurs politiques à développer des interventions plus efficaces afin d'implanter la prise de décision partagée dans les pratiques cliniques.

It came to the attention of the Researcher that there is a lack of communication between the management and the personnel in most of the workplaces that could lead to the achievement of common objectives as set out by the organisation. Therefore this study mainly focused on the poor standards of communication within the workplace between management and subordinates. The Department of Agriculture, Conservation, Environment and Rural Development (DACE & RD), Mmabatho Chief Directorate was identified as the population for this study. Permission was then sought from the Head of the Department to use this Chief Directorate as a study population. A total group of seventy (70) out of two hundred and seventy-eight (278) employees were given questionnaires to complete, and only fifty-one (51) well completed forms were returned and analyzed by the researcher. The views of the respondents were obtained through this method. The study reflected different views of the respondents starting from the demographic data, educational background, occupation and the different opinions regarding the topic. The demographic data assisted the researcher in knowing the background of the respondents. The results of the study show that different employees have got different viewpoints regarding the flow of communication with in their work environment. The findings from this research show that most of the respondents have indicated that there is no effective communication in this department. They further show that effective internal communication, leadership and employees seem to be three crucial aspects of critical importance for the potential success of any organisation or government department. / Thesis (M.A.(Communication) North-West University, Mafikeng Campus, 2011