Wong Wai Hong. / Thesis (M.Phil.)--Chinese University of Hong Kong, 2004. / Includes bibliographical references (leaves 79-80). / Abstracts in English and Chinese. / Chapter 1. --- Introduction and Literature Review --- p.1 / Chapter 2. --- Spinoffs in an Asymmetric Framework --- p.6 / Chapter A. --- The Model / Chapter B. --- The Analysis / Chapter C. --- Market Value Maximization / Chapter D. --- Data Description / Chapter E. --- Total Market Value Analysis / Chapter 3. --- Case Study --- p.21 / Chapter A. --- Methodology / Chapter B. --- Empirical Results / Chapter 4. --- "Growth, Profitability and Financial Health" --- p.34 / Chapter A. --- Growth / Chapter B. --- Profitability / Chapter C. --- Financial Health / Chapter 5. --- Conclusion --- p.47 / Chapter 6. --- Tables --- p.49 / Chapter 7. --- Bibliography --- p.79

Thesis (doctoral)--Universiẗat Frankfurt (Main), 2003. / Includes bibliographical references (p. 497-510).

M. Tech Business Administration / During the 2010/2011 financial year, the National Department of Human Settlements embarked on its second organisational restructuring effort, in an attempt to align and improve internal departmental performance. It is documented in the academic literature that when organisational change occurs, it impacts on employees. There are, however, few public sector studies of how change affects the psychological contracts of employees. The aim of this research is therefore to add to existing public sector literature by determining whether changes in the National Department of Human Settlements have impacted on employees' psychological contracts in a negative or a positive way. The research seeks to investigate whether the changes have affected employees' trust of their employer, their commitment, dedication, loyalty and career development opportunities.

M. Tech. Business Administration / During the 2010/2011 financial year, the National Department of Human Settlements embarked on its second organisational restructuring effort, in an attempt to align and improve internal departmental performance. It is documented in the academic literature that when organisational change occurs, it impacts on employees. There are, however, few public sector studies of how change affects the psychological contracts of employees. The aim of this research is therefore to add to existing public sector literature by determining whether changes in the National Department of Human Settlements have impacted on employees' psychological contracts in a negative or a positive way. The research seeks to investigate whether the changes have affected employees' trust of their employer, their commitment, dedication, loyalty and career development opportunities.

abstract / toc / Law / Doctoral / Doctor of Philosophy

Submitted in partial fulfillment of the requirements of Master of Business Administration, Business Studies Unit, Durban University of Technology, 2008. / South Africa is fast becoming the powerhouse of the African continent, due to its great technological advances in manufacturing, its rich diverse culture, sound business developments and stable economic policies that have seen the country shed the chains of apartheid that had plagued it for more than half a century. The need has become even greater in current economic times, for businesses to find new and innovative ways to improve production and their bottom line. Major corporations are investing heavily in upgrading the skills of their workforce in order to have a more productive workforce. Government legislation has now made it necessary, that all companies acknowledge the previously disadvantaged race groups and make sure that their workforce is fully represented as per the demographics of the country. The term affirmative action is being used more regularly in South African businesses and employees who do not comply with current legislation that seek to redress past disparities, are slapped with hefty fines. This study investigated the preferred as well as the existing culture and employee commitment levels at a South African company. The research reviewed the various types of culture, how culture is created and ways in which culture can be sustained or changed. Ways to cultivate employee commitment and retain skilled employees are also closely explored in this research study. The key results of the research findings revealed that there is a strong achievement culture prevalent at the company, with a good mix of the other culture types like, role culture, power culture and support culture. The employees at Riverview Paper Mill also strongly prefer an achievement and support type, culture. Employee commitment is very low and employees stay with the company out of necessity. Recommendations to improving the culture and commitment levels are also presented in this study.

The world is changing more rapidly than ever before. Today's most successful organizations are changing fast and having to make sure that its internal changes are keeping pace with what is happening in the external environment. The process of organizational change can be complex and messy. The responsibility of leaders is to guide employees and the organization through the change process. Employees often view change as disruptive and painful, resulting in stress. This study examines a company that has undergone, and continues to undergo a fast pace of change. The aim of this research is to examine the effect that employee perceptions of change leadership have on their level of stress with a view to exposing the linkages, if any, between these concepts. If such linkages are perceived to exist, then well-conducted and communicated organizational change will be successful in yielding the desired results. Effective change can only be achieved through employees that are motivated, participating in and owning the organizational change. / Thesis (MBA)-University of Natal, Durban, 2003.

This study examines the efficacy of change management following an acquisition by a multinational corporation. Staff turnover records are examined to determine whether there are significant changes in staff turnover before and after critical events in the change process. Staff exit questionnaires are examined to determine employees' reasons for leaving. The key change agents are interviewed to obtain their perspectives on the change process. Our conclusion is that the change has been generally well-managed, although more attention could have been paid to the individual groups that make up the staff, and that communication could have been improved. Our recommendation is that a follow-up study be conducted to gauge employee attitudes following the relocation. / Thesis (MBA)-University of Natal, Durban, 2002.

Univ., Diss.-2006--Köln, 2005. / Literaturverz. S. [346] - 376.

Univ., Diss.--Frankfurt am Main, 2003.