<p> Leadership in today&rsquo;s health care system is faced with challenges that require adequate educational training / preparation and practical experience. These challenges are manifested by a constant state of change which adds pressures and additional responsibilities to all health care providers. Adequate training / preparation can make a significant difference in the ability to appropriately and effectively improve and maintain work responsibilities. Historically, management opportunities have been available for adequately trained qualified personnel; however, consistent adequately trained first line nurse managers has not been the case. First line nurse managers are often promoted to their management position as a result of several characteristics; longevity in the nursing profession, exemplary clinical practice, or through a process of seniority, all of which may not be entirely management oriented. The literature states that promotion from nurse to a first line nurse manager position without management training may result in burnout, mistrust among colleagues, lack of respect, lack of leadership, division among departments, and overall poor performance. This study will examine the perceptions about the quality of nurse management training, and the problems encountered when such training does not occur. The study will also provide a basis for a review of the current literature to validate previous studies, provide current studies to include new input, and explore educational training ideas and suggestions addressing training concerns. This quantitative research will survey staff nurses seeking their individual perceptions of the competencies needed for first line nurse managers to be successful in their role. Data provided from staff nurses&rsquo; perceptions of the managerial skills and techniques of their current manager will be collected using a survey approach. The data will be used to analyze if there is an absence of needed managerial skills education and resolutions for a better approach. The target population for this study is staff / bedside registered nurses administering first level bedside care for patients in the hospital and/or clinical setting and from this population a sample of registered nurses currently enrolled or have been recently enrolled (within the last two years) in an associate degree to a baccalaureate nursing program.</p>

Typescript, etc. / Digitized by Kansas State University Libraries

Typescript, etc. / Digitized by Kansas State University Libraries

The purpose of this study is to analyze Volvo CE´s current innovation management strategy and compare it with the European Committee for Standardization´s (CENT/TS) standardized innovation management system. The study can be helpful for the organization to understand the gap between their current management system and the recommendations found in the CEN/TS innovation management system. A qualitative research methodology with a deductive approach combined with action research has been used to answer and fulfill the research question and purpose of this study. Our theoretical framework will introduce the five areas presented in CEN/TS IMS (2013) and describe their content more detailed with help from theoretical frameworks related to these areas. We will also consider other theorist's perspectives and compare their thoughts, description and models with what is been described in the CEN/TS regarding these five areas.Empiricism: Interviews with three of Volvo CE´s innovation coaches has been made to gain an understanding about the current status of the company´s innovation management strategies related to the requirements the five areas mentioned within CEN/TS IMS. In the Analysis section, a gap analysis has been made between Volvo CE´s current innovation management strategies and the requirements of the CEN/TS IMS for each area covered by this study. Overall, we think that Volvo CE have a good potential to develop a fully functional IMS in accordance with the requirements of CEN/TS 16555-1 into their organization with their current innovation management model as a starting point to build upon, and by following the references and recommendations provided by this study, the company has great chances in succeed with this mission

<p> Active Pharmaceutical Ingredient (API) repackagers play a niche, yet critical role in the expansive pharmaceuticals industry. Many repackagers have sub-optimally implemented quality management systems (QMS) leading to sub-optimal performance and elevated risks. This study sets out to demonstrate a strategy to strengthen the case for quality for this industry sector. Dr. Deming's Plan-Do-Study-Act cycle serves as the study's framework, while Phil Crosby's <i>Quality Is Free</i> philosophy forms the theoretical basis. An archival measure of FDA Warning Letters concerning APIs has been performed to bring a considerable failure cost factor to the forefront. A statistical analysis has been performed on data available from the study's pilot firm to demonstrate relationships between quality-related and revenue performance indicators in order to present a bottom-line approach preferred by management. Results from the study indicate a linkage between QMS factors and business outcomes and call for improved understanding, increased support, and a push towards QMS maturation.</p>

This study aims at establishing if the benefits of adopting e-Commerce can improve the airlines competitive advantage (by reducing its distribution costs) and improve the passenger travel experience. The researcher was motivated by the effective use of e-Commerce by other airlines to reduce their product distribution costs, helping them increase profits and become more competitive in the market. The researcher targeted Air Botswana primarily due to the fact that the Airline launched its e-Commerce website in January 2010. Relevant and credible literature on air transport management and e-commerce strategies is reviewed in order to ensure the research findings are credible for the purposes of developing this new and informed knowledge. This paper utilises the Saunders research 'onion' to set out a clear path for the purposes of guiding the researcher throughout the study from the initial understanding of the research philosophies, through the approaches and choice of research strategies necessary for generating and analysing quality data. The researcher also targeted 100 passengers on board various flights on Air Botswana and distributed questionnaires to capture data which would fulfil the study's objectives, mainly, to determine the significance of the adoption of e-Commerce on the passenger travel experience, and to recommend how the airline can leverage on this technology in sustaining business survival and growth. Based on the data analysis, a conclusion is drawn that, the airline has an opportunity to reduce its in-direct expenses, primarily ticket distribution costs, by selling directly on its website instead of subscribing to global distribution providers. A further conclusion is made that the passenger travel experience, which begins with a ticket purchase. is further improved by availing fares and other airline services online. This finding may motivate the airline to change its product distribution strategy in order to take advantage of the benefits of selling its ticket stock direct on-line. / Thesis (M. Business in operations and decision management) North-West University, Mafikeng Campus, 2012

The Land Board has been. experiencing delays in allocation of land to the applicants. Some applicants have been waiting for land allocation for over 12 years. Other challenges faced by the Land Board include poor records management that has led to double allocation. After identification of these challenges faced by the Land Board, the researcher was convinced that the challenges faced by the Land Board could be addressed through performance management. The current study therefore focuses on leadership practices at the Land Board and how these impact on performance management. The study was narrowed to Kgatleng Land Board. The study sought to establish the level of understanding with regard to Performance Management System (PMS), roles allocation, explore the link between · leadership and performance management as well as identification of the appropriate leadership model that can enable the organisation to better manage performance. A questionnaire was designed and administered to the employees of Kgatleng Land Board. The findings from the study revealed that employees did not fully understand the PMS concept, that the PMS initiative did not have full top management support, leadership did not have full possession of the required qualities, attributes and characteristics to enable fully managed organisational performance, leadership style practiced by the leadership was undesirable, and the employees did not know how the PMS initiative functioned within the organisation. The findings led to the conclusion that the employees need to be educated about the importance and rationale of the PMS initiative and how it functions, that there is need for full management support with regard to the implementation of the PMS initiative, a conducive leadership approach should be adopted, and the organisation should ensure that those in leadership positions have the desirable leadership qualities, characteristics and attributes. / Thesis (MBA) North-West University, Mafikeng Campus, 2012

The purpose of this study was to look at the effectiveness of School-Based Management in schools in the Mafikeng Area Office. Various research reports have shown that a lot of work is still needed to thoroughly prepare SBM stakeholders in order to ensure that School-Based Management is user friendly to not just to a certain fraction of stakeholders in the school, but rather to all of them.The study unveiled that most of the stakeholders in the Mafikeng Area Office are still grappling to come to terms with SBM as they are facing issues and challenges that are school based such as shortages of resources and inadequate training. This study was designed as a qualitative exploratory survey. Data was collected by visiting schools and conducting interviews with SBM stakeholders. The findings indicated that stakeholders hold both negative and positive views about how School-Based Management operates at school level. In the light of the findings, recommendations were made to enhance the effectiveness of SBM in the Mafikeng Area Office. / Thesis (M.Ed) North-West University, Mafikeng Campus, 2011

The quality of teaching and learning is the first priority of the Department of Education and Training. School Management Teams are responsible for quality of teaching and learning. For them to improve the quality of teaching and learning effectively and efficiently, they should he able to manage their roles and functioning successfully. School Management Teams need to assist the educators in imparting the knowledge they have to the learners. This will happen only if School Management Teams are trained and inducted in their roles and functioning. They are responsible for daily management of activities in the school. They should understand departmental policies and Acts to enable them to perform their duties well with confidence. A literature study and empirical research were undertaken and the role and functioning of School Management in School-Based Management were explored. A number of their roles were explored. Qualitative in-depth interviews formed the basis of the empirical research. Finally a consent analysis was used to categorize and evaluate data. The findings revealed that SBM is widely followed throughout the world especially in developed countries including South Africa. The role and functioning of School Management Teams under school based- management has become more important in providing the professional leadership required to provide positive learning environment. Recommendations in this study showed the need to train School Management Teams on their roles and functioning. An induction programme for newly appointed School Management Teams is viewed as ideal. Workshops are recommended for both School Management Teams and educators. The study finally identified areas where further should be done. / Thesis (M. Edu Management) North-West University, Mafikeng Campus, 2013

Background and Aim: Talent Management has become an important topic of discussion in South African organisations as it becomes more difficult to attract and retain highly qualified, skilled and talented employees. Retention of talent does not only mean of ensuring that a well qualified workforce is retained but it is also linked to how these talents can be nurtured and motivated to consistently strive for success and growth. The more employees' talents are managed and developed the more they are likely to focus their energies on improving their performance and focus their individual energy to the success of the organisation. The main aim of this research was to investigate the relationship between Talent Management, Productive Organisational Energy and Intention to Quit of employees in a Government institution in North-West. Method: A quantitative research approach was followed with data collected from employees of the North West Provincial Department (N=127). The Human Capital Index (HCI), Productive Organisational Energy Measure (PEM) and Intention to Quit Scale were administered. Principal Component Analysis, Reliability Analyses, Descriptive Analyses and Regression Analyses were applied. Results: Significant relationships exist between the following variables: • A positive relationship exists between Talent Management Practices and Productive Organisational Energy dimensions. • A significant relationship exists between Talent Management Practices and Intention to Quit. • A negative relationship exists between Talent Management Practices and Employees' Intention to Quit. • A significant relationship exists between Productive Organisational Energy and Intention to Quit. • A negative relationship exists between Productive Organisational Energy and Intention to Quit Mediator between variables: • From the Multiple Regression analysis conducted on the relationship between Talent Management, Productive Organisational Energy and the intention to quit it was determined that Talent Management Practices were not a statistically significant mediator for the relationship between Productive Organisational Energy and the intention to quit. Practice Relevance: To date there are limited empirical research studies on Talent Management in the South African context. In addition no research has been done between on the relationship between Talent Management, Productive Organisational Energy and Intention to Quit in the South African context. The study will go a long way in an attempt to identify if there is a significant relationship between the concepts, and makes a contribution to the body of knowledge surrounding the relationship between the three concepts in the South African context. Furthermore, the study of measures of organisational energy which can be applied in the South African context will assist those interested in the relationship between talent management, productive organisational energy and intention to quit in the workplace. This research will thus point out the extent to which the application of Talent Management Practices in the organisational influence the productive organisational energy of employees and hence their intention to leave the organisation. / Thesis (M.Com (Human Resource Management) North-West University, Mafikeng Campus, 2012