[Truncated abstract] This thesis is an analysis of a technology that is radically changing the location, process and position of manager learning, leveraging organisational learning agendas, and creating networks re-ordering institutional frameworks. The thesis examines the discourses, performances and productions associated with the Frontline Management Initiative (FMI) and provides a model of workplace-based management development. Academically, it provides new knowledge about the discourses constituting, enacting and producing manager development. Practically, it provides an understanding of the relations between workplace learning and outcomes that can inform practice. The FMI is a critical technology in terms of leveraging enterprise growth, due to its extensive national profile within the politically dominant societal structures of organisations, the critical interpreting role of frontline managers, and the innovative workplace-based, learner-centred framework. As the solitary Karpin (1995) report beacon, the FMI is positioned in highly contested terrain. Managing practice confronts the complexity of ordering knowledge work, where meaning and knowledge are more fluid and transient. Management development practice is more workplace located where knowing is more situated, distributed and relationally negotiated, but framed by politically endorsed competency-based frameworks. This study takes the unique opportunity to examine a learning technology that is being shaped by powerful mediating discourses. It examines how these multiple discourses construct FMI practice, what meanings of managing they develop and what effect these relational experiences have on subsequent managing practice.

Text in Afrikaans, abstract in Afrikaans and English / Die primere doelstellings van die navorsing is om die verband tussen persoonlikheid en toesighouersukses te bepaal. Persoonlikheid is deur die 16-Persoonlikheidsfaktorvraelys ( 16PF) en toesighouersukses deur 'n prestasiebeoordelingstelsel gemeet. 'n Literatuurstudie van persoonlikheidsteoriee en vorige navorsing is gebruik om die verwantskap tussen persoonlikheid en werksukses te verifieer en die navorsingsbehoefte aan te dui. Die steekproef is 74 toesighouers, hoofsaaklik blanke mans, by 'n fabriek van 'n suiwelvervaardigingsmaatskappy. Die verwantskap tussen die 16PF-resultate en toesighouersukses is statisties deur Pearson en Spearman se Produkmomentkorrelasiemetode, Standaard en Stapsgewyse meervoudige regressie en T-toetse vir onafhanklike groepe bepaal. Die resultate toon dat slegs faktore B, C, L, 0, Q4 en die tweedeordefaktor QII van die 16PF 'n beduidende verband met toesighouersukses het. Dit is bevind dat ouderdom, ondervinding en kwalifikasie nie die verwantskap tussen persoonlikheid en toesighouersukses be'invloed nie. Hoewel hierdie bevindinge nie veralgemeen kan word nie, moet persoonlikheid wel deeglik by die evaluering van personeel, byvoorbeeld in seleksie, oorweeg word. / The aim of the research is to establish the relationship between personality and supervisor success. Personality was measured with the 16-Personality Factor Questionnaire (16PF) and supervisor success through a performance measuring system. A literature study was done to verify the relationship between personality and work success. The sample consisted of 74 supervisors, mainly white males, working at a dairy factory. The relationship between the 16PF results and supervisor success has been statistically established through Pearson and Spearman's Product-moment correlation method, standard and stepwise multiple regression analysis and T-tests for independent groups. The results show that factors B, C, L, 0, Q4 and the second order factor QII of the 16PF has a meaningful relationship with supervisor success. It was found that age, qualifications and experience do not influence the relationship between personality and supervisor success. The findings cannot be generalized but personality can be taken into consideration when evaluating employees, for example in selection. / Industrial and Organisational Psychology / M. Comm. (Bedryfsielkunde)

The problem of this study was the identification of ways and means of reducing paraprofessional turnover in mental health and mental retardation facilities. The high turnover rate of mental health and mental retardation paraprofessionals has major implications for the quality and cost of client services. Several researchers have suggested that adequately trained supervisors can influence the turnover rate among employees as well as their motivation and production. A six-month study of the Texas Department of Mental Health and Mental Retardation released in March, 1980 by a blue ribbon audit team blamed bad management practices, not low pay and poor working conditions, for the high rate of employee turnover. However, few studies have investigated the effect of supervisory training on turnover and researchers have called for additional studies in the area. The purpose of this study was to employ two specific intervention techniques with supervisory personnel in order to determine their effectiveness in reducing the rate of paraprofessional employee turnover in mental health and mental retardation facilities.

M.A. / A research study is undertaken with the aim of establishing what the attitudes and perceptions of supervisors and supervisees are regarding the rendering of cultural-sensitive supervision in social work. The aim of the study is to provide supervisors in social work with recommendations regarding the rendering of cultural-sensitive supervision. The amalgamation of organisations rendering social services has brought about multi-cultural and cross-cultural supervisional relationships that could be potentially problematic. The research process followed is the process identified by Mindel and McDonald in Grinnell (1993). The research process is initiated with a literature study on the concepts of supervision and cultural diversity. The research is limited to the Gauteng area and the study did not take place on a large scale due to the qualitative design utilised. An in-depth study is mader rather than a statistical analysis. Data collection takes place by means of semi-structured interviews with social work supervisors and self-administered questionnaires, completed by both supervisors and supervisees. The target group of the study is supervisors and supervisees employed by organisations which already render cross-cultural services. Results of the study indicate that supervisors and supervises generally don't experience problems in the rendering and receiving of cultural-sensitive supervision. Cultural sensitivity is perceived as being the acceptance of cultural factors such as background and values, as well as having a working knowledge of the cultural background, values attitudes etc. of the supervisees. Communication barriers seem to be the problem experienced by the majority of the participants of the study. It is recommended that supervisors receive further training in cultural-sensitive supervision and that cultural-sensitive supervision needs to focus on cultural values rather than biographical aspects such as race. Anthropology included in social work training, could address the need to enhance the knowledge base of social workers and supervisors, to the benefit of supervisor-supervisees relationships and thus the client system. Results and conclusions drawn from this study can not be generalised to the broader population of social workers and supervisors. Further research is needed to determine whether the perceptions and attitudes established in this study are the general perceptions and attitudes of social workers in South Africa.

This research evaluates the relationship between various individual differences constructs and performance on a past behavior interview (PBI)-one of the most popular forms of personnel selection interviews used today-within a sample of business unit leader level incumbents and applicants from organizations across the United States. Correlation analysis is conducted on the relationship between overall performance on a PBI and four work-related constructs: Experience, Motivation, Personality, and Cognitive Ability. The existing literature on PBIs and the four independent variables is critically reviewed. As limited research has been conducted on the influence of Experience and Motivation on PBI performance, this study makes unique contributions to the literature regarding impact of these two constructs. The major hypotheses stated that Experience and Motivation would yield significant, positive correlations with PBI performance while Personality and Cognitive Ability would not be significantly correlated with PBIs. Results partially supported the hypotheses-Experience, Motivation, and Personality were significantly related to overall PBI score, while Cognitive Ability was not. Implications for the findings as well as suggestions for future research are discussed.

"An overview of the history and actual practice of supervision in Bay County [Florida], to attempt to state the present point of view and philosophy underlying the supervisory practices, and to formulate and present some definite plans for improvement. This study shall be limited to those phases of the Supervisor's activities which deal with the elementary schools serving the white population of Bay County"--Page 1. / "Presented to the Graduate Committee of Florida State College for Women in partial fulfilment of the requirements for the Degree of Master of Arts under Plan II." / "July, 1944." / Typescript. / Advisor: Dean R. L. Eyman, Professor Directing Paper. / Includes bibliographical references.

The purpose of this study is to deal specifically with three administrative problems which were in outstanding need of improvement in Bay County in September 1943. These problems concerned the management of textbooks, libraries, and lunchrooms. In dealing with each of these problems, a survey of the situation in September, 1943, will be presented first, then a study of accomplishments for the 1943-1944 term, and lastly tentative plans for further development and improvement. / "A Paper." / "July, 1944." / Typescript. / "Presented to the Graduate Committee of Florida State College for Women in partial fulfillment of the requirements for the Degree of Master of Arts under Plan II." / Advisor: R. L. Eyman, Professor Directing Paper. / Includes bibliographical references (leaf 50).

<p>Managers within the hospitality industry are often required to handle irate guests through various service-recovery situations and thus are exposed to frequent guest aggression. Consequently, manager work is associated with high stress and anxiety. This study used several theories to understand the complex landscape of manager stress and anxiety within the hospitality industry. The Conservation of Resource Theory (Hobfoll, 1989), Stress as Offense to Self Theory (Semmer et al., 2007), and the Social Exchange Theory (Baumeister & Leary, 2005) are used as the foundation to delineate the roles of guest aggression and workplace social support played in reducing manager turnover intention through stress and anxiety. The study results identify that stress and anxiety are vital in impacting turnover intention; however, only certain forms of workplace social support (such as appraisal support) moderate the relationship in such a way that turnover intention decreases.</p> <p>The study design utilized a moderated-mediation analysis with a two-time cross-sectional survey. Respondents were guest-facing managers in various hospitality organizations, including restaurants, hotels, and clubs. Two hundred and sixty-three participants completed the first and second waves of the survey, and after data cleaning, a total of 260 usable responses remained. This study employed Hayes' (2018) mediation analysis model 4 and the moderated mediation analysis model 58 to test all hypotheses.</p> <p>This study shows that guest aggression is a significant predictor of turnover intention, and anxiety mediates the relationship leading to turnover intention. At the same time, stress only has a direct effect itself on turnover intention. In addition, this study found that some forms of workplace social support increased turnover intention, while supervisor appraisal (words of affirmation) moderated the relationship. Ultimately, this study helps guide organizations in making decisions that may reduce managers' intention to quit while providing a foundation for future researchers to examine how workplace social support uniquely affects managers.</p>

This master´s thesis has the form of a scientific essay. Its purpose is to explore how supervisors, in supervising professionals, balance between creating security and building relationship as opposed to challenging participants by introducing unexpected elements. The purpose is also to investigate whether philosophical theories can constitute impulses and unexpected elements for reflection on the supervisor's balancing act. The essay raises the question whether philosophical theories in the same manner can constitute impulses and unexpected elements in reflection on theories and practice in supervision. Experiences and conversations constitute the empirical material of the study. Certain themes have crystallized on those basis. These themes are discussed in relation to theories in supervision and to philosophical theories. The essay has highlighted the importance of the practical knowledge that supervisors use in the balancing act. The body and its signals and memory seems to play an important role for the interpersonal contact, as well as for the conversation and for the listening. The essay also shows that the supervisor's balancing act means more complexity than the balance between security and challenge. / Denna masteruppsats har formen av en vetenskaplig essä. Dess syfte är att utforska hur handledare i handledning med yrkesverksamma balanserar mellan att skapa trygghet och bygga och behålla relation i motsats till att utmana deltagarna genom att introducera främmande moment. Syftet är även att undersöka om filosofiska teorier kan utgöra impulser och främmande moment för reflektion över handledares balansakt i handledning och i reflektion över teorier och praktik inom handledning. Gestaltningar och samtal utgör undersökningens empiriska material och utifrån dessa har teman utkristalliserats. Dessa teman diskuteras i relation till teorier inom handledning och i relation till filosofiska tänkare. Undersökningen har synliggjort betydelsen av den praktiska kunskap som handledare använder i balansakten, där kroppen och dess signaler spelar en viktig roll för såväl mötet, som samtalet, lyssnandet och den gemensamma reflektionen. Utforskningen visar också att handledares balansakt innehåller fler utmaningar och är mer komplex än balansen mellan trygghet och utmaning.

Syfte: Eftersom byggbranschen är en av de mest olycks- och dödsfallsdrabbade branscher finns det anledningar att tro att det någonstans i arbetsmiljöarbetet brister. Inom arbetsmiljö och säkerhet sker en ständig utveckling vilket påverkar hur viktigt det är med en bra kommunikation från arbetsledaren till yrkesarbetaren. Målet med studien var att identifiera kommunikationsbrister mellan arbetsledare och yrkesarbetare som kunde skapa tillfälle för olyckor och tillbud. Syftet med att göra den här undersökningen var att utveckla ett eget förbättringsförslag och implementera det i praktiken och utvärdera hur detta mottogs. Metod: Studien utfördes som en aktionsforskning där brister i dagens informationsflöde identifierades för att sedan implementera en lämplig handling för att åtgärda problemet. Efter detta utvärderades den nya handlingen. För att utföra denna undersökning och besvara frågeställningarna har flera undersökningsmetoder för datainsamlingens använts: semistrukturerade intervjuer, litteraturstudier, dokumentanalys och deltagande observationer vilka har analyserats genom en triangulering för ett trovärdigt resultat. Resultat: Informationen om de risker som identifierades i ett arbetsmoment kommunicerades genom arbetsberedningar, vilka skulle ske genom ett överlämnings möte tillsammans med yrkesarbetarna. Dagens arbetsberedningsmall upplevdes som bristfällig samt med stort rum för utveckling. I identifieringen av bristerna i dagens informationsflöde var det informationen gällande kringliggande arbeten som var mest återkommande. Detta resulterade i att förbättringsförslaget begränsades till den frågan. En ny arbetsberedning togs fram med frågeställningar berörande arbetsmoment som sker i närheten och vilka risker samt riskreducerande åtgärder som skall vidtas. Konsekvenser: Det upplevdes förekomma ett samband mellan bristande kommunikation och tillbud samt olyckor. Individers personliga inställning till arbetsmiljöfrågor ansågs vara en faktor till att det sker olyckor. Detta kunde vara en faktor till att arbetsmiljön inte prioriterades mer under arbetsberedningar och påverkade i sin tur både överlämningen samt mängden information som återkopplas till arbetsledarna. För att minska tillbud och olyckor borde yrkesarbetarna informerats om kringliggande arbeten och de risker som tillkommer. Detta bidrog även till att yrkesarbetarna kände sig mer delaktiga och involverade i frågor som berörde deras arbetsmiljö. Begränsningar: Den här studien undersökte endast kommunikationsbrister mellan arbetsledare och yrkesarbetare som påverkade arbetsmiljöns efterlevnad. Resultatet ansågs vara generaliserbart i byggbranschen. Förbättringsarbetet syftade till att förbättra redan befintliga dokument och eftersom arbetsberedningar är företagsspecifikt blir även funna brister i arbetsberedningarna det. / Purpose: Since the construction industry is one of the most harmful and lethal industries there is reason to believe that there is something wrong with the work environment planning. There is constant ongoing progress within the area of safety issues and work environment which affects how important good communication is from the supervisor to the carpenter. The objective of this study is to identify communication deficiencies between the supervisor and carpenter, which in turn raises the probability for accidents and incidents to occur. The purpose of this study is to develop an improvement proposal to implement and evaluate how it is received. Method: The study is conducted as an action research study where deficiencies are identified in today’s information channels. Furthermore, an appropriate action is proposed to address the problem, followed by an evaluation of the new action. When conducting this research, and when answering the research questions, several methods been utilized, such as: structural interviews, literature studies, document analysis, and participant observations which have been analyzed through triangulation for a credible result. Findings: The information about the risks identified in a work activity was communicated through a work sets, which was be done through a meeting with the construction workers. Today’s work set template was perceived as inadequate, with a lot of room for development. When identifying the deficiencies in today’s information flow, the information regarding surrounding work was identified as the most recurring. This resulted in the improvement proposal being limited to that issue. A new work set was made with questions regarding work activities that are taking place nearby and what risks and risk mitigation measures are to be taken. Implications: The connection between lack of communication and incidents as well as accidents was identified. An individual's attitude toward work environment issues are a factor in the occurrence of accidents. This is a factor when it comes to the work environment as it is not prioritized higher when planning work sets which affects both the handover and the amount of information that is given back to the supervisors. To reduce incidents and accidents, construction workers need to be informed about the surrounding work and the risks involved, this also makes the construction workers feel more involved in issues that affect their daily work environment. Limitations: This study only examines communication deficiencies between supervisors and construction workers regarding the work environment. The result is regarded as general to the construction industry. The improvement work is limited to improving existing documents. Furthermore, work sets are company-specific, shown deficiencies are as well.