Abstract The broadcast industry is the non-profit organization, with disseminates the news, provides the entertainment, may change audience's manner and the behavior, widespread also is profound to society's influence, therefore, broadcasts the organization to have specially to emphasize the specialty, regarding each kind of specialized talented person's demand is earnest. How however has the series to gather broadcasts the organization complex specialized talented people, and obeys leader's command, unitedly aims at a common goal struggle, broadcasts the leader to have to be skilled in the leadership series imperial method and the skill. Moreover, because the broadcast frequency channel is open, each kind of broadcasting station sets up one after another, forms hundred school of thought contends the situation, the broadcast industry must survive in the competition management environment, and has the competitive advantage, the leader must grasp the current situation pulsation, effectively carries on the organization to transform. Broadcasts the leader to be supposed to relate from the crowd embarks, understanded the solution organization team characteristic, nimbly utilizes theleadership management the technology and the main point, can displaythe team strength, strengthens the staff achievements, achieves continues forever the development goal, then has the frontageinfluence to the national society. Although the broadcast industry is suitable the crowd relations which organizes to the enterprise, but broadcasts the training and the common business management which the leader receives alien, they also must consider the broadcast industry because the dissemination science and technology unceasingly progresses, brings each kind of impact and faces each challenge. Therefore, this research specially by the home well-known five broadcasting station's manager, the department manager and the basic unit staff, the altogether twenty artificial research objects, and with the depth document interview method, carries on time the transformation from the broadcast organization, discusses the leader special characteristic and the team interaction and the team and the member achievements connection and so on the subject, even influence which develops to the whole organization, hoped takes advantage of this describes the broadcast industry management and the management strategy and the blueprint, provides individual or the social reform, and is ambitious the investment broadcast enterprise development direction. But this research discovery, broadcasts the leader to be allowed because the person, because of events, to adopt the different condition leadership way as circumstances permit, but like can unfold the transformation leadership the special characteristic, regardless of to the team strength display also or the team and the staff achievements, all has reveals the influence effect. Essential character:¡GThe organization transforms, The leadership, The team, The achievements, Depth interview.

This study aims to explore the current operation, its effects and problems faced by the Sports Teams of public elementary schools in Kaohsiung. With the adoption of questionnaire, the study has investigated the opinions of the student's affair directors, sports group leaders, guiding coaches (the teachers) and the full-time coaches who have practically participated in the operation of sports teams of public elementary schools. The research tool of the study is ¡§A Questionnaire of Current Operation and Problems Faced by the Sports Teams of Public Elementary Schools in Kaohsiung.¡¨ There are 243 copies (from 81 schools) of the questionnaire have been retrieved. The retrieving percentage is 93.1. Through analyzing the statistical materials obtaining from the questionnaire, the following conclusions are made: 1. Most operators of the sports teams are male graduated from non-sports colleges. 2. In average, each school has 3.2 teams of different events with the track and field teams mostly. 3. The primary function of parents' support association is to increase the funds and resources for the sports teams. 4. Most of the guiding coaches are male with interest or specialty in sport. 5. Most of the team members are the voluntary students from different classes. 6. Most of the sports teams have training plans. 7. Most of the schools pay much attention to the counseling and the daily behaviors of team members. 8. The period of service of the sports team leader shows obvious relevance with the sports performance of the team. 9. The effects of carrying on the sports teams are outstanding. 10. Lack of inducement is the primary reason why the teachers will not to take the work of directing the sports teams. According to the research results and conclusions, the study offers suggestions separately to the educational administration institutes, the administrative units of school and future research.

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The purpose of this study was to explore the issues that are typically encountered when using personality instruments for personnel selection. Cattell's Sixteen Personality Factor Questionnaire (16PF) was used in the study to predict job performance in a small team-based manufacturing organization. Issues including the utility of the 16PF in this setting, the bandwidth fidelity argument (to use narrow or broad traits), and whether job-specific versus company-wide profiles provide better prediction success were addressed. The usefulness of the organization's current selection process of using the 16PF to generate interview questions was also investigated. Results indicate that the 16PF can be a useful tool for personnel selection in this setting and that the 16PF was able to correctly classify if an applicant was going to be successful over 86% of the time. Evidence for using narrow factors instead of broad factors was also presented, and the benefits of using job specific profiles were discussed. The limitations of this study were addressed, which included conducting this type of research with relatively small sample sizes. Additionally, this study provides suggestions for additional research in the future.

Despite an abundance of executive turnover research in the context of large public firms, little has focused on top executive change in entrepreneurial settings. This study attempts to develop a foundation of theory and evidence on management team restructuring and executive exit in new venture firms, especially for ventures which eventually go public. Taking a political perspective, the study develops and empirically tests a power model of management team restructuring and executive exit in the pre- and post-IPO periods. A central thesis of this study is that the relative power of the executive cadre shifts as an entrepreneurial firm converts from a private venture to a public company, due to the drastic change in firm political coalition structure and the skill requirements for executives. The change of power distribution among the top executives affects the likelihood of management team restructuring and executive exit. Both firm level and individual level factors were examined. The study also investigates the performance implications of pre-IPO management team restructuring and post-IPO executive exit. Empirical results support the major propositions of the power model. VC prestige was found to have a positive impact on management team restructuring and new executive entry before the IPO. Technical skills are negatively associated with pre-IPO executive exit but positively associated with post-IPO executive exit. The addition of new senior executives in the post-IPO period increases the likelihood of executive exit. In addition, when firm performance is low, adding new outside directors tends to increase the probability of executive exit in the post-IPO stage. The study found that firms that had restructured management teams before the IPO tend to have lower likelihood of executive exit in the post-IPO period. In the post-IPO stage, executives with prior public company managerial experience have a significantly lower likelihood of exit than non-managerial executives. Further, the study found that pre-IPO management team restructuring improves the firm??s pre-money market valuation at the IPO. The exits of managerial executives in the post-IPO period have negative effects on subsequent average ROA. The exits of financial executives negatively affect average shareholder return in the years following the exit events.

The most important thing for company to stay competitive is keeping innovative. When a new product launches to the market, you must keep developing another new product to move faster than the competitors. Besides, the human resource and equipment to develop new products must be a huge investment. The returns are not always guaranteed. Without R&D investment, the company will be out of competition in a short time.The employees always be encouraged to have innovative thinking with incentives. Sometimes, their creative ideas would bring unexpected effect and benefit the company. How does R&D personnel to have innovation? The purpose of the research is to understand the elements of innovation on R&D personnel. From the case company, Taiflex Scientific Co., Ltd, to have creative employees would bring tremendous benefits to the company. Every company would ask the R&D team to keep innovative and to develop new products continuously in order to be the leader in the market. If we can understand what the elements of the innovation, we can recruit creative personnel and speed up the development. While the company can launch new products quicker and raise up the company competitiveness, R&D team is the main weapon to fight the competitors. This is a case study of Taiflex Scientific Co., Ltd. There are 5 teams in the case company and all members are treated equally under same working environment and incentive policy. This study focus on the relationship between the innovative behavior of R&D personnel, also the team innovation performance and the influencing factors. The Purpose of the study is to understand the factors of the innovative behaviors on R&D persons and the relation between innovative team and performance. The factors are personality traits and KEYS. This study adopts Five Factor Model (Big Five) that includes Neuroticism, Extraversion, Openness to Experience, Agreeableness , Conscientiousness, on the personality traits. The study of organization factors adopts KEY structure. The result is concluded from questionnaire survey and interviews. The main factors on R&D innovation are personality traits, but team atmosphere would have only certain influence. From the case study, Openness to Experience and Extraversion have higher contribution to innovative behavior than Neuroticism, Agreeableness and Conscientiousness. The freedom from the team atmosphere is the main factor for R&D personnel innovation. The challenging job is the second important factor. The case company shows that innovative team behavior has positive connection on R&D performance. The more creative team has better performance. Besides, personnel working experience and education would have certain effect. The purpose of the study is to know the requirements such as personality traits, working experience and education while recruiting R&D personnel. Then we can find the suitable person, have better performance and keep the company competitive.

Thesis PlanB (M.S.)--University of Wisconsin--Stout, 2009. / Includes bibliographical references.

Thesis (doctoral)--Hochschule St. Gallen für Wirtschafts-, Rechts- und Sozialwissenschaften, 1995.

Thesis (MTech (Business Administration))--Peninsula Technikon, 2002. / Word processed copy. Summary in English. Includes bibliographical references (leaves 67-68). Also available online.

Today it has become standard for organizations to rely on self-serving teams to make decisions since they are believed to provide access to bigger pools of information and knowledge than individual managers. However, while a lot of research has been focusing on how to improve information and knowledge sharing in teams to better promote the making of deliverables, not much has been said about how self-serving teams actually communicate information and knowledge. In this thesis a qualitative study was conducted with seven members of a software-provisioning team to, with particular focus on using IT when communicating, investigate how information and knowledge is communicated within and across team boundaries. Findings in this thesis suggest that there is a tension between information and knowledge sharing in teams. While the formalization of technological channels might facilitate effective information sharing in teams, it could have negative effects on knowledge sharing.