text:
Breathalizer Costume fails DUI
Irony. Perhaps the most misquoted and least understood word in the English language, which may in fact be an irony unto itself. When we see it, we laugh because we all appreciate the humor that irony can bring. Well, one teenager has outdone himself when it comes to winning the trophy of most ironically dressed. At a costume party, the clever boy came dressed as something everyone knew too well. He was an instant hit and everyone appreciated his look. The costume? He was a breathalizer machine, reports a New York Criminal Lawyer. Dear reader, you can imagine what happened next. Yes, the boy was pulled over late at night by a police officer and it was then that the boy also failed a breathalizer test. Yes, the breathalizer boy was driving drunk! The irony of it all!
In fact, the boy blew more than twice the state's legal limit, said a New York Criminal Lawyer. And, to make matters worse, he was not legally old enough to even drink. A search of his vehicle revealed an open container of beer and another open container of vodka, noted a New York Criminal Lawyer. Apparently the police officer did not appreciate the irony of the situation and booked the boy on driving under the influence and of driving with an open container and of driving while intoxicated while being a minor, said a New York Criminal Lawyer.
Incredibly, this is not the first time this has happened. Last year a man in Ohio fell to the same fate.
While the situations may seem funny, the consequences can be real. If you've been charged with a DUI contact a New York Criminal Attorney today.


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You searched for subject:(Executive ability). Showing records 1 – 30 of 129 total matches.
◁ [1] [2] [3] [4] [5] ▶
doctoral (38)
1. De Lange, Lesley. The fast-tracking of top talent through organisations : an exploratory study.
Degree: 2014, University of Johannesburg
Employees are young! 42% of the best company employees are under the age of 35 and only 5% are over 55, while 39% have… (more)
Employees are young! 42% of the best company employees are under the age of 35 and only 5% are over 55, while 39% have been on the job for less than 2 years (Sunday Times, 2001: 45). Eli Lilly (Pty) (Ltd) is an international pharmaceutical company which has a strong Sales, Marketing and Research & Development focus. Recently the South African Affiliate has undergone a dramatic change to a performance-based culture, in order to stay on the competitive edge. It has recognised the need to recruit talented individuals and to move them quickly through the organisational divisions and into a position where they can be most productive (effective and efficient) to the company. Lilly's stated objectives are to grow the skills of its employees by maximising their participation in development programmes, to grow new products, to strengthen the company focus on customers and to maximise the growth of its leading products. The Lilly values and its hiring, developing and retaining the best people, will make this a reality. The local Lilly affiliate underwent radical changes under the dynamic and aggressive leadership style of Ralph Hofman. A young American graduate followed in his footsteps. Jack Bailey had a leadership style that encouraged accountability, ownership and individual performance. Being the driver that he was, he took the company to be rated the third top South African company to work for in 2000/1 (Afrikaanse Handelsinstituut, 2000: 87). Jack Bailey, General Manager of the South African Affiliate (1998-2000), joined Lilly in 1993 as a sales representative and then underwent a number of assignments until he arrived in South Africa in November 1998 as General Manager. In December 2000 he left the affiliate for yet another assignment. He is an example of fast-tracking of top talent in the organisation.
Subjects/Keywords: Executive ability; Leadership
De Lange, L. (2014). The fast-tracking of top talent through organisations : an exploratory study . (Thesis). University of Johannesburg. Retrieved from http://hdl.handle.net/10210/9167
De Lange, Lesley. "The fast-tracking of top talent through organisations : an exploratory study." 2014. Thesis, University of Johannesburg. Accessed January 18, 2020. http://hdl.handle.net/10210/9167.
De Lange, Lesley. "The fast-tracking of top talent through organisations : an exploratory study." 2014. Web. 18 Jan 2020.
De Lange L. The fast-tracking of top talent through organisations : an exploratory study. [Internet] [Thesis]. University of Johannesburg; 2014. [cited 2020 Jan 18]. Available from: http://hdl.handle.net/10210/9167.
De Lange L. The fast-tracking of top talent through organisations : an exploratory study. [Thesis]. University of Johannesburg; 2014. Available from: http://hdl.handle.net/10210/9167
2. Uys, Hermanus Christiaan Steyn. Verband tussen 'n aantal biografiese veranderlikes en bestuurspotensiaal onder 'n groep Suid-Afrikaanse spoorwegamptenare.
M.Com. (Industrial Psychology)
The quality of its managers is of great importance to any organisation and therefore it is essential that only suitable persons are… (more)
The quality of its managers is of great importance to any organisation and therefore it is essential that only suitable persons are appointed in managerial positions. Various techniques have been developed for the identification of managers of which some are very expensive. If managers are characterized by certain biographical traits, this information, which can be obtained cheaply, can be used to identify persons with managerial potential at an early stage. The hypotheses that have been formulated are that persons with managerial potential and persons without managerial potential differ significantly with regard to a number of biographical variables, and that managerial potential can be significantly predicted by means of certain biographical variables. In order to test these hypotheses information was obtained by means of two instruments. Managerial potential scores were obtained by means of an assessment centre whereafter it was transformed and summed. The upper and lower 27% were used as cut-off points in order to identify the managerial potential group and the non-managerial potential group, respectively. Biographical information was obtained by administering a biographical inventory consisting of 40 questions to persons attending the assessment center...
Subjects/Keywords: Executive ability - Research
Uys, H. C. S. (2014). Verband tussen 'n aantal biografiese veranderlikes en bestuurspotensiaal onder 'n groep Suid-Afrikaanse spoorwegamptenare . (Thesis). University of Johannesburg. Retrieved from http://hdl.handle.net/10210/11578
Uys, Hermanus Christiaan Steyn. "Verband tussen 'n aantal biografiese veranderlikes en bestuurspotensiaal onder 'n groep Suid-Afrikaanse spoorwegamptenare." 2014. Thesis, University of Johannesburg. Accessed January 18, 2020. http://hdl.handle.net/10210/11578.
Uys, Hermanus Christiaan Steyn. "Verband tussen 'n aantal biografiese veranderlikes en bestuurspotensiaal onder 'n groep Suid-Afrikaanse spoorwegamptenare." 2014. Web. 18 Jan 2020.
Uys HCS. Verband tussen 'n aantal biografiese veranderlikes en bestuurspotensiaal onder 'n groep Suid-Afrikaanse spoorwegamptenare. [Internet] [Thesis]. University of Johannesburg; 2014. [cited 2020 Jan 18]. Available from: http://hdl.handle.net/10210/11578.
Uys HCS. Verband tussen 'n aantal biografiese veranderlikes en bestuurspotensiaal onder 'n groep Suid-Afrikaanse spoorwegamptenare. [Thesis]. University of Johannesburg; 2014. Available from: http://hdl.handle.net/10210/11578
3. Snyman, Louise. South African executive leadership an art form : skills requirements.
Degree: Gordon Institute of Business Science (GIBS), 2010, University of Pretoria
► Globalisation has increased the level of competition in the world economy and for South African organisations to be in a position to compete on a… (more)
▼ Globalisation has increased the level of competition in the world economy and for South African organisations to be in a position to compete on a sustainable basis, they need competitive advantage. The art of leadership is required to unlock these advantages by understanding the new reality, new leadership roles and skills requirements. The purpose of this study is to explore the understanding of South African executive leaders in relation to the literature in order to establish whether South African executive leaders are aware of the new reality, the new role they have to play within their organisations and whether they have the skills to do so. The exploratory nature of this topic lends itself to an inductive theory building philosophy and a qualitative research method is followed to explore the topic. Face-to-face semi-structured interviews are conducted with eleven South African executives. The sample is extracted from the population by using non-probability quota, judgemental and convenience sampling techniques. An inductive analysis is performed on the data gathered in order to obtain the required results. A clear understanding of what their competitive advantages are is lacking, which in turn is limiting on the executive's ability to extract value from these. The new roles of leadership are understood, but not mastered due to the fact that the skills required to master these roles are known to the executives but not internalised. Recommendations are made by the researcher to enable this. Advisors/Committee Members: Ms S Babb (advisor).
Subjects/Keywords: UCTD; Executive ability
Snyman, L. (2010). South African executive leadership an art form : skills requirements . (Masters Thesis). University of Pretoria. Retrieved from http://hdl.handle.net/2263/23491
Snyman, Louise. "South African executive leadership an art form : skills requirements." 2010. Masters Thesis, University of Pretoria. Accessed January 18, 2020. http://hdl.handle.net/2263/23491.
Snyman, Louise. "South African executive leadership an art form : skills requirements." 2010. Web. 18 Jan 2020.
Snyman L. South African executive leadership an art form : skills requirements. [Internet] [Masters thesis]. University of Pretoria; 2010. [cited 2020 Jan 18]. Available from: http://hdl.handle.net/2263/23491.
Snyman L. South African executive leadership an art form : skills requirements. [Masters Thesis]. University of Pretoria; 2010. Available from: http://hdl.handle.net/2263/23491
4. [No author]. South African executive leadership an art form : skills requirements .
Degree: 2010, University of Pretoria
URL: http://upetd.up.ac.za/thesis/available/etd-03252010-164057/
author], [. (2010). South African executive leadership an art form : skills requirements . (Masters Thesis). University of Pretoria. Retrieved from http://upetd.up.ac.za/thesis/available/etd-03252010-164057/
author], [No. "South African executive leadership an art form : skills requirements ." 2010. Masters Thesis, University of Pretoria. Accessed January 18, 2020. http://upetd.up.ac.za/thesis/available/etd-03252010-164057/.
author], [No. "South African executive leadership an art form : skills requirements ." 2010. Web. 18 Jan 2020.
author] [. South African executive leadership an art form : skills requirements . [Internet] [Masters thesis]. University of Pretoria; 2010. [cited 2020 Jan 18]. Available from: http://upetd.up.ac.za/thesis/available/etd-03252010-164057/.
author] [. South African executive leadership an art form : skills requirements . [Masters Thesis]. University of Pretoria; 2010. Available from: http://upetd.up.ac.za/thesis/available/etd-03252010-164057/
5. Li, Anran MGMT. Who can better foresee the future? the contrasting effect of managerial hubris and modesty on foresight.
URL: http://repository.ust.hk/ir/Record/1783.1-91284  ; https://doi.org/10.14711/thesis-991012565263203412  ; http://repository.ust.hk/ir/bitstream/1783.1-91284/1/th_redirect.html
► Our purpose is to contrast the effects of managerial hubris and modesty on foresight in innovation context. A key premise is that managers (executives) with… (more)
▼ Our purpose is to contrast the effects of managerial hubris and modesty on foresight in innovation context. A key premise is that managers (executives) with different self-estimations differ in temporal focus and in manners of processing information acquired from the environment. We develop two insights. First, modest executives can better foresee the future than hubristic executives. Second, institutional forces of innovation can amplify the main effects. We test our hypotheses with two-wave survey data from 530 Chinese innovation firms. Results indicate that modest executives can better foresee the future than hubristic executives. However, hubristic executives have more accurate foresight when institutional forces are high, which however, does not affect modest executives' level of foresight. This study has significant implications for the understanding of behavioral strategy in general. Key Words: Managerial foresight, managerial hubris, managerial modesty, innovation context, institutional forces.
Subjects/Keywords: Management ; Executive ability
Li, A. M. (2017). Who can better foresee the future? the contrasting effect of managerial hubris and modesty on foresight . (Thesis). Hong Kong University of Science and Technology. Retrieved from http://repository.ust.hk/ir/Record/1783.1-91284 ; https://doi.org/10.14711/thesis-991012565263203412 ; http://repository.ust.hk/ir/bitstream/1783.1-91284/1/th_redirect.html
Li, Anran MGMT. "Who can better foresee the future? the contrasting effect of managerial hubris and modesty on foresight." 2017. Thesis, Hong Kong University of Science and Technology. Accessed January 18, 2020. http://repository.ust.hk/ir/Record/1783.1-91284 ; https://doi.org/10.14711/thesis-991012565263203412 ; http://repository.ust.hk/ir/bitstream/1783.1-91284/1/th_redirect.html.
Li, Anran MGMT. "Who can better foresee the future? the contrasting effect of managerial hubris and modesty on foresight." 2017. Web. 18 Jan 2020.
Li AM. Who can better foresee the future? the contrasting effect of managerial hubris and modesty on foresight. [Internet] [Thesis]. Hong Kong University of Science and Technology; 2017. [cited 2020 Jan 18]. Available from: http://repository.ust.hk/ir/Record/1783.1-91284 ; https://doi.org/10.14711/thesis-991012565263203412 ; http://repository.ust.hk/ir/bitstream/1783.1-91284/1/th_redirect.html.
Li AM. Who can better foresee the future? the contrasting effect of managerial hubris and modesty on foresight. [Thesis]. Hong Kong University of Science and Technology; 2017. Available from: http://repository.ust.hk/ir/Record/1783.1-91284 ; https://doi.org/10.14711/thesis-991012565263203412 ; http://repository.ust.hk/ir/bitstream/1783.1-91284/1/th_redirect.html
6. Stroebel, Léon. Die verband tussen prestasiemotivering en prestasie aan 'n bestuursbeoordelingsentrum.
M.A. (Industrial Psychology)
Please refer to full text to view abstract
Subjects/Keywords: Executive ability
Stroebel, L. (2014). Die verband tussen prestasiemotivering en prestasie aan 'n bestuursbeoordelingsentrum . (Thesis). University of Johannesburg. Retrieved from http://hdl.handle.net/10210/11607
Stroebel, Léon. "Die verband tussen prestasiemotivering en prestasie aan 'n bestuursbeoordelingsentrum." 2014. Thesis, University of Johannesburg. Accessed January 18, 2020. http://hdl.handle.net/10210/11607.
Stroebel, Léon. "Die verband tussen prestasiemotivering en prestasie aan 'n bestuursbeoordelingsentrum." 2014. Web. 18 Jan 2020.
Stroebel L. Die verband tussen prestasiemotivering en prestasie aan 'n bestuursbeoordelingsentrum. [Internet] [Thesis]. University of Johannesburg; 2014. [cited 2020 Jan 18]. Available from: http://hdl.handle.net/10210/11607.
Stroebel L. Die verband tussen prestasiemotivering en prestasie aan 'n bestuursbeoordelingsentrum. [Thesis]. University of Johannesburg; 2014. Available from: http://hdl.handle.net/10210/11607
7. Singh, Nathisha. The influence of social factors in corporate governance policy on workplace commitment for female employees in the South African banking industry.
► Employment equity legislation facilitates the entry of women into the workforce; as a consequence there is now a need to investigate factors that would increase… (more)
▼ Employment equity legislation facilitates the entry of women into the workforce; as a consequence there is now a need to investigate factors that would increase female employees' commitment levels in the workplace. One such factor is perception of social aspects of the corporate governance policy. The present study investigated the influence of employee perceptions of the value of social factors of company policy, on affective, continuance and normative commitment levels. This study was conducted in order to ascertain whether a perception of high value of social factors of corporate governance correlates with high levels of organisational commitment. A positive relationship between these variables would direct and inform the corporate governance policy in an organisation, resulting in a more committed and productive workforce. The study was contextualised in the South African banking industry- in FNB, Standard Bank, Nedbank and Absa. A literature review was undertaken to gain insight into previous work in the fields of organisational commitment studies and corporate governance. A quantitative study was then conducted, using a researcher-constructed questionnaire. Data was analysed using an SPSS statistical package. Findings indicated that the respondents are satisfied that employee welfare, gender equality, increased promotion opportunities for female employees, flexible working hours, parental responsibilities, retaining, training and developing women in the workplace, and employee health and safety are all important considerations in a company's corporate governance policy. The findings revealed that overall these positive perceptions of the social factors of the corporate governance policy in respondents' organisations correlated positively with respondents' workplace commitment levels in the organisation. Findings were then discussed in relation to the literature. Conclusions, recommendations and areas for further study were presented. Copyright Advisors/Committee Members: Prof K Hofmeyr (advisor).
Subjects/Keywords: UCTD; Executive ability; Corporate governance
Singh, N. (2010). The influence of social factors in corporate governance policy on workplace commitment for female employees in the South African banking industry . (Masters Thesis). University of Pretoria. Retrieved from http://hdl.handle.net/2263/23250
Singh, Nathisha. "The influence of social factors in corporate governance policy on workplace commitment for female employees in the South African banking industry." 2010. Masters Thesis, University of Pretoria. Accessed January 18, 2020. http://hdl.handle.net/2263/23250.
Singh, Nathisha. "The influence of social factors in corporate governance policy on workplace commitment for female employees in the South African banking industry." 2010. Web. 18 Jan 2020.
Singh N. The influence of social factors in corporate governance policy on workplace commitment for female employees in the South African banking industry. [Internet] [Masters thesis]. University of Pretoria; 2010. [cited 2020 Jan 18]. Available from: http://hdl.handle.net/2263/23250.
Singh N. The influence of social factors in corporate governance policy on workplace commitment for female employees in the South African banking industry. [Masters Thesis]. University of Pretoria; 2010. Available from: http://hdl.handle.net/2263/23250
8. [No author]. The influence of social factors in corporate governance policy on workplace commitment for female employees in the South African banking industry .
author], [. (2010). The influence of social factors in corporate governance policy on workplace commitment for female employees in the South African banking industry . (Masters Thesis). University of Pretoria. Retrieved from http://upetd.up.ac.za/thesis/available/etd-03162010-160914/
author], [No. "The influence of social factors in corporate governance policy on workplace commitment for female employees in the South African banking industry ." 2010. Masters Thesis, University of Pretoria. Accessed January 18, 2020. http://upetd.up.ac.za/thesis/available/etd-03162010-160914/.
author], [No. "The influence of social factors in corporate governance policy on workplace commitment for female employees in the South African banking industry ." 2010. Web. 18 Jan 2020.
author] [. The influence of social factors in corporate governance policy on workplace commitment for female employees in the South African banking industry . [Internet] [Masters thesis]. University of Pretoria; 2010. [cited 2020 Jan 18]. Available from: http://upetd.up.ac.za/thesis/available/etd-03162010-160914/.
author] [. The influence of social factors in corporate governance policy on workplace commitment for female employees in the South African banking industry . [Masters Thesis]. University of Pretoria; 2010. Available from: http://upetd.up.ac.za/thesis/available/etd-03162010-160914/
9. Rowland, Sharon Lea. Exploring leadership wisdom.
Degree: Master of Management, Management, 2010, Massey University
► The purpose of this research has been to taken an introductory investigation into the concept of leadership wisdom. This has been done by interviewing ten… (more)
▼ The purpose of this research has been to taken an introductory investigation into the concept of leadership wisdom. This has been done by interviewing ten members from diverse departments in a large organisation and asking each one to discuss their experiences working with wise leaders. The analysis of the resulting interviews has provided a picture of how leadership wisdom is realised in the leader-follower relationship. It also implies that leadership wisdom can be found in the relationship between a leader who is both capable and willing, the level of openness of the participant to engage, and an environment conducive to encouraging such relationship. Given these three factors, the wise-leader follower relationship is one characterised by trust, emotional intelligence, effective communication and personal development.
Subjects/Keywords: Executive ability; Leader-follower relationship
Rowland, S. L. (2010). Exploring leadership wisdom . (Masters Thesis). Massey University. Retrieved from http://hdl.handle.net/10179/1972
Rowland, Sharon Lea. "Exploring leadership wisdom." 2010. Masters Thesis, Massey University. Accessed January 18, 2020. http://hdl.handle.net/10179/1972.
Rowland, Sharon Lea. "Exploring leadership wisdom." 2010. Web. 18 Jan 2020.
Rowland SL. Exploring leadership wisdom. [Internet] [Masters thesis]. Massey University; 2010. [cited 2020 Jan 18]. Available from: http://hdl.handle.net/10179/1972.
Rowland SL. Exploring leadership wisdom. [Masters Thesis]. Massey University; 2010. Available from: http://hdl.handle.net/10179/1972
10. De Bod, Adrie Dawid. Tydoriëntasie as 'n fundamentele konsep in bestuursgedrag en bestuurstalent.
It is in the interest of the modern organisation to have control over the physical passage of time. The passage of time… (more)
It is in the interest of the modern organisation to have control over the physical passage of time. The passage of time impl ies change and it is often the way in which change is handled that determines the success or failure of the organisation. Although the manager has a wide variety of means at his disposal with which he can manipulate concrete physical time within his managerial functions, it is especially his ability to move psychologically in time, either to the past or to the future, that enables him to control the passage of time. The manager's ability to orientate himself towards should, therefore, play an important part in the successful execution of his managerial functions. The importance of time orientation in management is not only self evident, but time orientation itself is increasingly receiving attention as a fundamental determinant of human behavior...
Subjects/Keywords: Time management; Time perception; Executive ability
De Bod, A. D. (2014). Tydoriëntasie as 'n fundamentele konsep in bestuursgedrag en bestuurstalent . (Thesis). University of Johannesburg. Retrieved from http://hdl.handle.net/10210/11605
De Bod, Adrie Dawid. "Tydoriëntasie as 'n fundamentele konsep in bestuursgedrag en bestuurstalent." 2014. Thesis, University of Johannesburg. Accessed January 18, 2020. http://hdl.handle.net/10210/11605.
De Bod, Adrie Dawid. "Tydoriëntasie as 'n fundamentele konsep in bestuursgedrag en bestuurstalent." 2014. Web. 18 Jan 2020.
De Bod AD. Tydoriëntasie as 'n fundamentele konsep in bestuursgedrag en bestuurstalent. [Internet] [Thesis]. University of Johannesburg; 2014. [cited 2020 Jan 18]. Available from: http://hdl.handle.net/10210/11605.
De Bod AD. Tydoriëntasie as 'n fundamentele konsep in bestuursgedrag en bestuurstalent. [Thesis]. University of Johannesburg; 2014. Available from: http://hdl.handle.net/10210/11605
11. Johnson, Andrew Joseph. The role of mental models in enhancing effective leadership behaviour.
Ph.D. (Industrial Psychology)
As a key on-going concern for modern organisations, effective leadership is the focus of this study. Effective leadership is probably the primary… (more)
As a key on-going concern for modern organisations, effective leadership is the focus of this study. Effective leadership is probably the primary factor in how well organisations deal with on-going change. This creates successful organisational cultures that are conducive to employee engagement in order to achieve outcomes of great customer service, which in turn will have desired business results. Leadership effectiveness is defined as the extent to which a leader achieves the consequences intended. In other words, that which I as a leader envisaged as an outcome of my actions has been achieved. In reality, one finds big mismatches between what leaders intend and the outcomes of their actions. This has perplexed me, even in cases of well-meaning leaders who did aspire to making themselves and their organisations more effective. This ineffectiveness has remained, notwithstanding a myriad of leadership advice on what constitutes "good" leadership, and how to implement such advice. The advice and its implementation have a poor record. At a very minimum, this advice fails because it is not actionable, and simply represents that which somebody else espouses, but cannot enact. These mismatches between what leaders say and what they actually do in practice lead to leaders being ineffective. The study endeavours to assist the executives who participated in this study in becoming aware of the root causes of this ineffectiveness. In particular, this study proposes a theory of action (Action Science) approach to explain why there is a gap between the espoused values of leaders and their actions. A theory of action asserts that human action is not accidental, it is deliberately planned, i.e., all human beings have a particular picture, model or belief of how to view the world in their minds, and go about executing a particular task within the constraints of this model.
Subjects/Keywords: Leadership; Organizational change; Management; Executive ability
Johnson, A. J. (2013). The role of mental models in enhancing effective leadership behaviour . (Thesis). University of Johannesburg. Retrieved from http://hdl.handle.net/10210/8361
Johnson, Andrew Joseph. "The role of mental models in enhancing effective leadership behaviour." 2013. Thesis, University of Johannesburg. Accessed January 18, 2020. http://hdl.handle.net/10210/8361.
Johnson, Andrew Joseph. "The role of mental models in enhancing effective leadership behaviour." 2013. Web. 18 Jan 2020.
Johnson AJ. The role of mental models in enhancing effective leadership behaviour. [Internet] [Thesis]. University of Johannesburg; 2013. [cited 2020 Jan 18]. Available from: http://hdl.handle.net/10210/8361.
Johnson AJ. The role of mental models in enhancing effective leadership behaviour. [Thesis]. University of Johannesburg; 2013. Available from: http://hdl.handle.net/10210/8361
12. Gardner, Jerome Hilton. Predicting managerial talent by means of Lawlers expectancy model.
Subjects/Keywords: Leadership; Executive ability
Gardner, J. H. (2014). Predicting managerial talent by means of Lawlers expectancy model . (Thesis). University of Johannesburg. Retrieved from http://hdl.handle.net/10210/12793
Gardner, Jerome Hilton. "Predicting managerial talent by means of Lawlers expectancy model." 2014. Thesis, University of Johannesburg. Accessed January 18, 2020. http://hdl.handle.net/10210/12793.
Gardner, Jerome Hilton. "Predicting managerial talent by means of Lawlers expectancy model." 2014. Web. 18 Jan 2020.
Gardner JH. Predicting managerial talent by means of Lawlers expectancy model. [Internet] [Thesis]. University of Johannesburg; 2014. [cited 2020 Jan 18]. Available from: http://hdl.handle.net/10210/12793.
Gardner JH. Predicting managerial talent by means of Lawlers expectancy model. [Thesis]. University of Johannesburg; 2014. Available from: http://hdl.handle.net/10210/12793
NSYSU
13. Chan, Yu-ju. Executive Job-hopping and Compensation.
Degree: Master, Finance, 2016, NSYSU
URL: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0512116-230934
► This research analyzes the incentives that induce the executives to hop to the other firms and serve as the Chief Executive Officers (CEOs). We find… (more)
▼ This research analyzes the incentives that induce the executives to hop to the other firms and serve as the Chief Executive Officers (CEOs). We find that the most critical incentives come from the increase in total pay after job-hopping, instead of firm risk or the connections to the board members of the firm the executive hops to. Job-hopping leads to an increase in the proportion of stock pay and a decrease in the proportion of less-risky pay. We do not find evidence that the increase in total pay is related to managerial ability. Advisors/Committee Members: Anlin Chen (chair), Chun-Hua Tang (committee member), Chia-fen Tsai (chair).
Subjects/Keywords: Executive; Compensation; Job-hopping; Managerial ability; Incentives
Chan, Y. (2016). Executive Job-hopping and Compensation . (Thesis). NSYSU. Retrieved from http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0512116-230934
Chan, Yu-ju. "Executive Job-hopping and Compensation." 2016. Thesis, NSYSU. Accessed January 18, 2020. http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0512116-230934.
Chan, Yu-ju. "Executive Job-hopping and Compensation." 2016. Web. 18 Jan 2020.
Chan Y. Executive Job-hopping and Compensation. [Internet] [Thesis]. NSYSU; 2016. [cited 2020 Jan 18]. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0512116-230934.
Chan Y. Executive Job-hopping and Compensation. [Thesis]. NSYSU; 2016. Available from: http://etd.lib.nsysu.edu.tw/ETD-db/ETD-search/view_etd?URN=etd-0512116-230934
14. De Beer, Christina Magdelena. Leadership shifts required to be successful in the new economy.
Degree: 2009, Stellenbosch University
URL: http://hdl.handle.net/10019.1/940
Thesis (MBA (Business Management)) – University of Stellenbosch, 2009.
ENGLISH ABSTRACT: The mass production economy of the major part of the twentieth century has undergone a… (more)
ENGLISH ABSTRACT: The mass production economy of the major part of the twentieth century has undergone a fundamental change to a global, knowledge-based and entrepreneurial-driven economy, where products and services are now fuelled by innovation, technology and knowledge. Over the last few decades, globalisation has transformed the commercial and political world, and globalisation itself is now entering a more complex phase. Centers of economic activities have shifted profoundly, not only globally, but also regionally. Along with this shift, new rules have been established. Faced with the challenges of the new economy, organisations are forced to adapt to the changes with which they are confronted as customers, markets, societies, employees, competition and technology are all impacted. The new economy requires a different type of leader. Achieving high performance in an increasingly interdependent world will become a challenge facing organisations in both developed and emerging economies. The degree of connectivity between economies, business and individuals worldwide is probably the most important element of the new economy. Highly improbable, but also highly consequential types of events will become more frequent as turbulence increases. Implausible events become possible. Leaders with the ability to anticipate the probability of such occurrences will be the ones who will reap benefits by applying the dynamics pertaining to the new economy. Interest in leadership and the theories thereof gained momentum during the twentieth century. Even though many leadership theories developed over the last decades, the core of these theories changed little. However, the new economy brings new challenges and leaders must also adapt to the changing environment. Without effective leaders companies cannot succeed. It is therefore imperative that leaders understand the qualities of the environment as well as the attributes they need to be successful. Leaders who have the foresight to take advantage of the opportunities which the new economy offers them and who have mastered the ability to react with agility to these opportunities will have the competitive advantage needed for the future.
AFRIKAANSE OPSOMMING: Die massa produksie ekonomie van die groter deel van die twintigste eeu het 'n fundamentele verandering ondergaan na 'n globale, kennis gebaseerde en entrepreneur gedrewe ekonomie, waar produkte en dienste nou deur innovasie, tegnologie en kennis aangevuur word. Globalisering het die kommersiële en politiese wêreld gedurende die laaste paar dekades getransformeer en globalisering is self besig om 'n meer komplekse fase binne te tree. Sentra van ekonomiese aktiwiteit het drasties geskuif, beide globaal en streeksgewys. Tesame met hierdie skuif het nuwe reëls ontstaan. Organisasies word gekonfronteer met die uitdagings van die nuwe ekonomie en is geforseer om aan te pas by die uitdagings wat voor hul lê, aangesien kliënte, markte, gemeenskappe,…
Advisors/Committee Members: Mathur-Helm, Babita.
Subjects/Keywords: Business management; Executive ability; Success in business
De Beer, C. M. (2009). Leadership shifts required to be successful in the new economy . (Thesis). Stellenbosch University. Retrieved from http://hdl.handle.net/10019.1/940
De Beer, Christina Magdelena. "Leadership shifts required to be successful in the new economy." 2009. Thesis, Stellenbosch University. Accessed January 18, 2020. http://hdl.handle.net/10019.1/940.
De Beer, Christina Magdelena. "Leadership shifts required to be successful in the new economy." 2009. Web. 18 Jan 2020.
De Beer CM. Leadership shifts required to be successful in the new economy. [Internet] [Thesis]. Stellenbosch University; 2009. [cited 2020 Jan 18]. Available from: http://hdl.handle.net/10019.1/940.
De Beer CM. Leadership shifts required to be successful in the new economy. [Thesis]. Stellenbosch University; 2009. Available from: http://hdl.handle.net/10019.1/940
15. Rothwell, Donald S. An enquiry into the factors that combine to explain managerial achievement.
Degree: PhD, Faculty of Management, 1973, McGill University
URL: http://digitool.library.mcgill.ca/thesisfile70934.pdf
Subjects/Keywords: Executive ability.; Management.
Rothwell, D. S. (1973). An enquiry into the factors that combine to explain managerial achievement . (Doctoral Dissertation). McGill University. Retrieved from http://digitool.library.mcgill.ca/thesisfile70934.pdf
Rothwell, Donald S. "An enquiry into the factors that combine to explain managerial achievement." 1973. Doctoral Dissertation, McGill University. Accessed January 18, 2020. http://digitool.library.mcgill.ca/thesisfile70934.pdf.
Rothwell, Donald S. "An enquiry into the factors that combine to explain managerial achievement." 1973. Web. 18 Jan 2020.
Rothwell DS. An enquiry into the factors that combine to explain managerial achievement. [Internet] [Doctoral dissertation]. McGill University; 1973. [cited 2020 Jan 18]. Available from: http://digitool.library.mcgill.ca/thesisfile70934.pdf.
Rothwell DS. An enquiry into the factors that combine to explain managerial achievement. [Doctoral Dissertation]. McGill University; 1973. Available from: http://digitool.library.mcgill.ca/thesisfile70934.pdf
16. Huang, Xuerong. Managerial Ability and Real Earnings Management.
Degree: PhD, 2013, University of Oklahoma
► In this study, I examine the relation between managerial ability and real earnings management (REM). I find that firms engaging in production REM have significantly… (more)
▼ In this study, I examine the relation between managerial ability and real earnings management (REM). I find that firms engaging in production REM have significantly worse subsequent firm performance than do other firms. And this adverse impact of production REM lasts at least three periods. I also find that firms engage in discretionary expense REM have significantly better subsequent firms performance than do others. Then I investigate the role that managerial ability plays in REM and find evidence showing that the impact of REM on future firm performance varies cross-sectionally with managerial ability. Specifically, more able managers decrease the negative impact of aggregate REM. Given that more able managers are expected to better understand the economics of their business and make better decisions, these managers' decisions to engage in REM are less harmful to future firm performance. I further investigate under which circumstances more able managers will mitigate the negative impact of production REM and find that managers of growth firms, managers of manufacturing firms, managers of young firms and managers of no analyst following firms are able to reduce the negative effect of aggregate REM. On the other hand, I find that managers of mature firms, managers of bloated balance sheet firms, managers of old firms and managers of analyst following firms can not reduce the negative effect of REM. Advisors/Committee Members: Thomas, Wayne (advisor).
Subjects/Keywords: Earnings management; Business enterprises – Finance; Executive ability
Huang, X. (2013). Managerial Ability and Real Earnings Management . (Doctoral Dissertation). University of Oklahoma. Retrieved from http://hdl.handle.net/11244/320219
Huang, Xuerong. "Managerial Ability and Real Earnings Management." 2013. Doctoral Dissertation, University of Oklahoma. Accessed January 18, 2020. http://hdl.handle.net/11244/320219.
Huang, Xuerong. "Managerial Ability and Real Earnings Management." 2013. Web. 18 Jan 2020.
Huang X. Managerial Ability and Real Earnings Management. [Internet] [Doctoral dissertation]. University of Oklahoma; 2013. [cited 2020 Jan 18]. Available from: http://hdl.handle.net/11244/320219.
Huang X. Managerial Ability and Real Earnings Management. [Doctoral Dissertation]. University of Oklahoma; 2013. Available from: http://hdl.handle.net/11244/320219
17. Kennedy, Maureen. Coaching as a development tool for managerial feedback.
Degree: MPhil, 2015, Stellenbosch University
URL: http://hdl.handle.net/10019.1/97423
► ENGLISH ABSTRACT: Giving regular performance feedback for improvement and indicating good performance is essential for individuals to function optimally in the work environment. Managers often… (more)
▼ ENGLISH ABSTRACT: Giving regular performance feedback for improvement and indicating good performance is essential for individuals to function optimally in the work environment. Managers often avoid the task of giving feedback, especially negative feedback. This avoidant behaviour is manifested in different ways, including delegating the task of giving feedback, suppressing the information which managers believe is negative, avoiding giving feedback or not giving feedback at all. This study was aimed at answering the following questions: What are the factors contributing to the phenomenon of managers' reluctance to give feedback? What are the factors contributing to the discomfort managers experience when faced with the task of giving feedback? Can coaching, as a development tool, contribute to enhancing managerial skills for executing the task of giving feedback? A qualitative study, using a case study approach, was conducted to determine the experiences, feelings and perceptions of managers when having to engage in giving feedback. The study design comprised individual coaching for participants, followed by semi-structured interviews to evaluate the learnings, changed perceptions and feelings and giving feedback, following the coaching process. The findings provided an in-depth understanding of the managers' experiences and the contributory factors influencing the manner in which the task of giving feedback was executed. Recommendations were made on how coaching as a development tool can be utilized to enhance managerial skills for the task of giving feedback. Recommendations were made for future studies relating to managers having to engage in giving feedback. Advisors/Committee Members: Cerff, Karen.
Subjects/Keywords: Executive coaching; Leadership development; 360-degree feedback (Rating of employees); Executive ability; UCTD
Kennedy, M. (2015). Coaching as a development tool for managerial feedback . (Thesis). Stellenbosch University. Retrieved from http://hdl.handle.net/10019.1/97423
Kennedy, Maureen. "Coaching as a development tool for managerial feedback." 2015. Thesis, Stellenbosch University. Accessed January 18, 2020. http://hdl.handle.net/10019.1/97423.
Kennedy, Maureen. "Coaching as a development tool for managerial feedback." 2015. Web. 18 Jan 2020.
Kennedy M. Coaching as a development tool for managerial feedback. [Internet] [Thesis]. Stellenbosch University; 2015. [cited 2020 Jan 18]. Available from: http://hdl.handle.net/10019.1/97423.
Kennedy M. Coaching as a development tool for managerial feedback. [Thesis]. Stellenbosch University; 2015. Available from: http://hdl.handle.net/10019.1/97423
18. Harris, Edwin Francis. Measuring industrial leadership and its implications for training supervisors.
Degree: PhD, Graduate School, 1952, The Ohio State University
Subjects/Keywords: Psychology; Supervisors; Executive ability
Harris, E. F. (1952). Measuring industrial leadership and its implications for training supervisors . (Doctoral Dissertation). The Ohio State University. Retrieved from http://rave.ohiolink.edu/etdc/view?acc_num=osu1486397424342264
Harris, Edwin Francis. "Measuring industrial leadership and its implications for training supervisors." 1952. Doctoral Dissertation, The Ohio State University. Accessed January 18, 2020. http://rave.ohiolink.edu/etdc/view?acc_num=osu1486397424342264.
Harris, Edwin Francis. "Measuring industrial leadership and its implications for training supervisors." 1952. Web. 18 Jan 2020.
Harris EF. Measuring industrial leadership and its implications for training supervisors. [Internet] [Doctoral dissertation]. The Ohio State University; 1952. [cited 2020 Jan 18]. Available from: http://rave.ohiolink.edu/etdc/view?acc_num=osu1486397424342264.
Harris EF. Measuring industrial leadership and its implications for training supervisors. [Doctoral Dissertation]. The Ohio State University; 1952. Available from: http://rave.ohiolink.edu/etdc/view?acc_num=osu1486397424342264
19. Williams, Donald Ervin. An analysis of selected work duties and performance of the more effective versus the less effective manager.
Subjects/Keywords: Business Administration; Executives; Executive ability
Williams, D. E. (1968). An analysis of selected work duties and performance of the more effective versus the less effective manager . (Doctoral Dissertation). The Ohio State University. Retrieved from http://rave.ohiolink.edu/etdc/view?acc_num=osu1486646068586671
Williams, Donald Ervin. "An analysis of selected work duties and performance of the more effective versus the less effective manager." 1968. Doctoral Dissertation, The Ohio State University. Accessed January 18, 2020. http://rave.ohiolink.edu/etdc/view?acc_num=osu1486646068586671.
Williams, Donald Ervin. "An analysis of selected work duties and performance of the more effective versus the less effective manager." 1968. Web. 18 Jan 2020.
Williams DE. An analysis of selected work duties and performance of the more effective versus the less effective manager. [Internet] [Doctoral dissertation]. The Ohio State University; 1968. [cited 2020 Jan 18]. Available from: http://rave.ohiolink.edu/etdc/view?acc_num=osu1486646068586671.
Williams DE. An analysis of selected work duties and performance of the more effective versus the less effective manager. [Doctoral Dissertation]. The Ohio State University; 1968. Available from: http://rave.ohiolink.edu/etdc/view?acc_num=osu1486646068586671
20. Richards, Emory Hunt. An investigation of the relationship of participation in off-job activities to the promotability of middle managers in medium-size manufacturing firms.
Subjects/Keywords: Business Administration; Executive ability; Promotions
Richards, E. H. (1971). An investigation of the relationship of participation in off-job activities to the promotability of middle managers in medium-size manufacturing firms . (Doctoral Dissertation). The Ohio State University. Retrieved from http://rave.ohiolink.edu/etdc/view?acc_num=osu1486728653392907
Richards, Emory Hunt. "An investigation of the relationship of participation in off-job activities to the promotability of middle managers in medium-size manufacturing firms." 1971. Doctoral Dissertation, The Ohio State University. Accessed January 18, 2020. http://rave.ohiolink.edu/etdc/view?acc_num=osu1486728653392907.
Richards, Emory Hunt. "An investigation of the relationship of participation in off-job activities to the promotability of middle managers in medium-size manufacturing firms." 1971. Web. 18 Jan 2020.
Richards EH. An investigation of the relationship of participation in off-job activities to the promotability of middle managers in medium-size manufacturing firms. [Internet] [Doctoral dissertation]. The Ohio State University; 1971. [cited 2020 Jan 18]. Available from: http://rave.ohiolink.edu/etdc/view?acc_num=osu1486728653392907.
Richards EH. An investigation of the relationship of participation in off-job activities to the promotability of middle managers in medium-size manufacturing firms. [Doctoral Dissertation]. The Ohio State University; 1971. Available from: http://rave.ohiolink.edu/etdc/view?acc_num=osu1486728653392907
21. Puente, Antonio Nicolas. Relationship between functional ability, cognitve reserve, personality, and executive functioining in older adults.
Degree: PhD, Psychology, 2014, University of Georgia
URL: http://purl.galileo.usg.edu/uga_etd/puente_antonio_n_201408_phd
► Medical advances have dramatically increased the average life expectancy, and as a result the number of older adults (OAs) experiencing functional impairment is growing exponentially.… (more)
▼ Medical advances have dramatically increased the average life expectancy, and as a result the number of older adults (OAs) experiencing functional impairment is growing exponentially. To decrease the impact of functional impairment it is necessary to understand all factors that impact OAs ability to complete activities of daily living, functional ability (FA). Previous research has documented the association between several factors and OAs' FA; however, two factors that have yet to be comprehensively examined are Cognitive Reserve (CR) and personality. Overall a limited literature suggests CR is positively associated with FA, but it remains unclear if the magnitude of this relationship differs across the various ways to measure CR. It also has yet to be determined how CR is related to FA. Like CR, the relationship between personality and FA has been relatively ignored but preliminary evidence suggests two personality factors, Openness and Agreeableness, are positively associated with FA. Nonetheless, it also has yet to be determined how these personality factors are related to OAs' FA. It was hypothesized that the relationship between CR and personality factors with FA would be due to a separate but positively related psychological construct, executive functioning (EF). Thus, overall this project had four aims. The primary aim of this dissertation was to clarify the relationship between CR and FA in community dwelling OAs. The second aim was to determine the impact of EF on the relationship between CR and FA. The third aim was to determine if previously documented relationships between personality factors and FA could be replicated. Finally, we aimed to understand how personality factors were related to FA. We found all CR proxies were positively related to FA, and that there were no significant differences between the various proxies and the magnitude of their relationship with FA. Mediation analyses revealed that the mechanism of action between CR and FA was EF. Despite null findings between Agreeableness and FA, the relationship between Openness and FA was replicated. Similar to CR, EF mediated its association with FA. Thus, future investigations should determine the effect on FA in OAs by improving EF. Advisors/Committee Members: L. Stephen Miller.
Subjects/Keywords: Older adults; Executive Functioning; Functional Ability; Cognitive Reserve; Personality
Puente, A. N. (2014). Relationship between functional ability, cognitve reserve, personality, and executive functioining in older adults . (Doctoral Dissertation). University of Georgia. Retrieved from http://purl.galileo.usg.edu/uga_etd/puente_antonio_n_201408_phd
Puente, Antonio Nicolas. "Relationship between functional ability, cognitve reserve, personality, and executive functioining in older adults." 2014. Doctoral Dissertation, University of Georgia. Accessed January 18, 2020. http://purl.galileo.usg.edu/uga_etd/puente_antonio_n_201408_phd.
Puente, Antonio Nicolas. "Relationship between functional ability, cognitve reserve, personality, and executive functioining in older adults." 2014. Web. 18 Jan 2020.
Puente AN. Relationship between functional ability, cognitve reserve, personality, and executive functioining in older adults. [Internet] [Doctoral dissertation]. University of Georgia; 2014. [cited 2020 Jan 18]. Available from: http://purl.galileo.usg.edu/uga_etd/puente_antonio_n_201408_phd.
Puente AN. Relationship between functional ability, cognitve reserve, personality, and executive functioining in older adults. [Doctoral Dissertation]. University of Georgia; 2014. Available from: http://purl.galileo.usg.edu/uga_etd/puente_antonio_n_201408_phd
22. Flynn, Robert Frederick. Fostering ethical competence in managerial leadership : a eudaimonistic perspective.
Degree: 2003, University of Tasmania
URL: https://eprints.utas.edu.au/19773/1/whole_FlynnRobertFrederick2003_thesis.pdf
► Since the late 1980s the need for improved ethical sensibility, on the part of those in managerial leadership roles, has been widely recognised throughout Australian… (more)
▼ Since the late 1980s the need for improved ethical sensibility, on the part of those in managerial leadership roles, has been widely recognised throughout Australian society. Unfortunately, while the hortatory nature of the discourse has been both loud and consistent, what has been lacking is any firm set of guidelines on how to bring about the necessary improvement. The argument presented in this essay represents one attempt to address that shortcoming. In particular, I will show that a discipline I call critical eudaimonistic - reflection can play a pivotal role in cultivating the sort of deliberate character needed to underwrite ethically competent leadership practice. I begin by establishing firm ground on which to postulate a robust conceptualisation of managerial leadership. In doing this, I identify the notions of trust and community as pivotal themes. Specifically, I show that an ability to build and maintain a high-trust community lies at the core of what effective managerial leadership is all about. Moreover, as trust and community are concepts rich in ethical implication, I show how a meaningful conceptualisation of ethical competence can be built around them. By way of addressing the challenge posed by the mythical figure of the hard-nosed decision-maker (the budget-conscious senior corporate executive holding the authority to commission leadership development programmes), I argue for learning to work within the prevailing corporate idiom. This includes ensuring adherence to the correct vernacular, and also the selection and adoption of suitable conceptual models. I show how one particular model of strategic change planning can be successfully employed to re-cast the development challenge in a manner that not only guarantees idiomatic compliance, but that also ensures that consideration is given to the relevant variables. One such variable consists in the need for a robust syllabus structure. I argue that when human character is the developmental focal point, the syllabus can be appropriately built on a virtue ethics platform. More specifically, I argue for adoption of one particular neo-Aristotelian expression of the ancient doctrine of eudaimonism. I go further to show how the syllabus content can be shaped so as to expedite the acquisition of competence in critical eudaimonistic reflection. I finish with the claim that neither recognition of the need for a development programme aimed at character cultivation, nor availability of a robust syllabus, will of themselves guarantee enthusiastic participation in such a project. To achieve that, in the Australian corporate context, I argue that one must be capable of overcoming the perception that the subject matter is too vague and esoteric. I address this by describing a strategy, currently being employed, with some success, a number of test sites. I close off by suggesting some ways in which it can be improved in light of lessons learned to date.
Subjects/Keywords: Aristotle; Leadership; Management; Executive ability
Flynn, R. F. (2003). Fostering ethical competence in managerial leadership : a eudaimonistic perspective . (Thesis). University of Tasmania. Retrieved from https://eprints.utas.edu.au/19773/1/whole_FlynnRobertFrederick2003_thesis.pdf
Flynn, Robert Frederick. "Fostering ethical competence in managerial leadership : a eudaimonistic perspective." 2003. Thesis, University of Tasmania. Accessed January 18, 2020. https://eprints.utas.edu.au/19773/1/whole_FlynnRobertFrederick2003_thesis.pdf.
Flynn, Robert Frederick. "Fostering ethical competence in managerial leadership : a eudaimonistic perspective." 2003. Web. 18 Jan 2020.
Flynn RF. Fostering ethical competence in managerial leadership : a eudaimonistic perspective. [Internet] [Thesis]. University of Tasmania; 2003. [cited 2020 Jan 18]. Available from: https://eprints.utas.edu.au/19773/1/whole_FlynnRobertFrederick2003_thesis.pdf.
Flynn RF. Fostering ethical competence in managerial leadership : a eudaimonistic perspective. [Thesis]. University of Tasmania; 2003. Available from: https://eprints.utas.edu.au/19773/1/whole_FlynnRobertFrederick2003_thesis.pdf
23. [No author]. Towards improving management development by understanding the perceptions of senior managers of the Khaedu Action Learning Programme : a case study in the KwaZulu-Natal provincial administration.
Degree: Business administration, 2006, University of KwaZulu-Natal
► The effectiveness of Senior Management in the KwaZulu-Natal Provincial Public is essential to effective service delivery. This study addresses the area of management development. It… (more)
▼ The effectiveness of Senior Management in the KwaZulu-Natal Provincial Public is essential to effective service delivery. This study addresses the area of management development. It is an attempt to improve management development by understanding the perceptions of Senior Managers of Action Learning as an approach to management development. One of the reasons cited for poor service delivery is the lack of management capacity. While management development is taking place its impact on individual and organisational performance is being questioned. The objectives of the research are to gather data on the perceptions of Senior Managers of action learning and to use the data to make recommendations on it as a management development approach. A self administered questionnaire comprising forced choice, closed and open ended questions was development and used to gather data. The population for the study comprised Senior Managers who attended the Khaedu Action Learning Programme with the sample being fifty. Non-probability sampling was used, with the sample selected using purposive sampling. Thirty of the fifty questionnaires were completed and returned. The data was analysed using the MoonStats Statistical Package to determine frequency of responses only. Themes were identified in the data and linked to the theory of action learning. Based on the themes conclusions and recommendations were made. The survey data reflected that Senior Managers have a positive perception of action learning as a management development methodology and that it contributed positively to their capacity and performance because of its practical learning by doing approach. The data also highlighted that it will have a positive impact on creating a learning organisation, teams and team learning and organisational improvement. (v) Perceptions about support and commitment to programme and whether the action learning recommendations will be implement were negative. The recommendations made seek to reinforce the positive perception and support the use of action learning as the core management development approach to revitalize management development. Advisors/Committee Members: Dent, Mark Clifford (advisor).
Subjects/Keywords: Management.; Executive ability.; Business administration.
author], [. (2006). Towards improving management development by understanding the perceptions of senior managers of the Khaedu Action Learning Programme : a case study in the KwaZulu-Natal provincial administration. (Thesis). University of KwaZulu-Natal. Retrieved from http://hdl.handle.net/10413/1715
author], [No. "Towards improving management development by understanding the perceptions of senior managers of the Khaedu Action Learning Programme : a case study in the KwaZulu-Natal provincial administration. " 2006. Thesis, University of KwaZulu-Natal. Accessed January 18, 2020. http://hdl.handle.net/10413/1715.
author], [No. "Towards improving management development by understanding the perceptions of senior managers of the Khaedu Action Learning Programme : a case study in the KwaZulu-Natal provincial administration. " 2006. Web. 18 Jan 2020.
author] [. Towards improving management development by understanding the perceptions of senior managers of the Khaedu Action Learning Programme : a case study in the KwaZulu-Natal provincial administration. [Internet] [Thesis]. University of KwaZulu-Natal; 2006. [cited 2020 Jan 18]. Available from: http://hdl.handle.net/10413/1715.
author] [. Towards improving management development by understanding the perceptions of senior managers of the Khaedu Action Learning Programme : a case study in the KwaZulu-Natal provincial administration. [Thesis]. University of KwaZulu-Natal; 2006. Available from: http://hdl.handle.net/10413/1715
24. Harmse, Pieter Jan Hendrik. Organisasieklimaat, organisasiedoeltreffendheid en die persoonlikheidsprofiel van die Suid-Afrikaanse bestuurder.
D.Litt.et Phil.
Subjects/Keywords: Management - South Africa; Executive ability
Harmse, P. J. H. (2014). Organisasieklimaat, organisasiedoeltreffendheid en die persoonlikheidsprofiel van die Suid-Afrikaanse bestuurder . (Thesis). University of Johannesburg. Retrieved from http://hdl.handle.net/10210/11532
Harmse, Pieter Jan Hendrik. "Organisasieklimaat, organisasiedoeltreffendheid en die persoonlikheidsprofiel van die Suid-Afrikaanse bestuurder." 2014. Thesis, University of Johannesburg. Accessed January 18, 2020. http://hdl.handle.net/10210/11532.
Harmse, Pieter Jan Hendrik. "Organisasieklimaat, organisasiedoeltreffendheid en die persoonlikheidsprofiel van die Suid-Afrikaanse bestuurder." 2014. Web. 18 Jan 2020.
Harmse PJH. Organisasieklimaat, organisasiedoeltreffendheid en die persoonlikheidsprofiel van die Suid-Afrikaanse bestuurder. [Internet] [Thesis]. University of Johannesburg; 2014. [cited 2020 Jan 18]. Available from: http://hdl.handle.net/10210/11532.
Harmse PJH. Organisasieklimaat, organisasiedoeltreffendheid en die persoonlikheidsprofiel van die Suid-Afrikaanse bestuurder. [Thesis]. University of Johannesburg; 2014. Available from: http://hdl.handle.net/10210/11532
25. Heydenrych, Charl Martin. Verband tussen selfagting en bestuursdoeltreffendheid.
Subjects/Keywords: Management; Executive ability
Heydenrych, C. M. (2014). Verband tussen selfagting en bestuursdoeltreffendheid . (Thesis). University of Johannesburg. Retrieved from http://hdl.handle.net/10210/13088
Heydenrych, Charl Martin. "Verband tussen selfagting en bestuursdoeltreffendheid." 2014. Thesis, University of Johannesburg. Accessed January 18, 2020. http://hdl.handle.net/10210/13088.
Heydenrych, Charl Martin. "Verband tussen selfagting en bestuursdoeltreffendheid." 2014. Web. 18 Jan 2020.
Heydenrych CM. Verband tussen selfagting en bestuursdoeltreffendheid. [Internet] [Thesis]. University of Johannesburg; 2014. [cited 2020 Jan 18]. Available from: http://hdl.handle.net/10210/13088.
Heydenrych CM. Verband tussen selfagting en bestuursdoeltreffendheid. [Thesis]. University of Johannesburg; 2014. Available from: http://hdl.handle.net/10210/13088
26. Matlhape, Lesenyego Winston Joseph. Effect of the long-term versus short-term employment contracts on executive leadership styles, tasks and behaviour.
D.Phil. (Leadership in Performance and Change)
Executive behaviour is a captivating socioeconomic phenomenon. Four executive-related matters attracted the researcher's interest: (a) What, indeed, is executive… (more)
Executive behaviour is a captivating socioeconomic phenomenon. Four executive-related matters attracted the researcher's interest: (a) What, indeed, is executive effectiveness?; (b) What specific executive behaviours, tasks, attributes, styles of leadership or other considerations make trendsetting executives effective?; (c) In what respects do executives who hold long-term (up-to-retirement) employment contracts differ from their fellow-executives who have opted for short-term contracts, with regard to matters such as remuneration, executive capability, executive migration, and psychosocial dynamics in the workplace?; and (d) How do executives from the public and private sectors differ in their executive job performance and what can they learn from each other with regard to executive effectiveness? Employment patterns of senior executives in many organisations change as their conditions of employment vary. In South Africa, the King report of 1994 questioned the wisdom of granting executive leaders of institutions and organisations contract terms of indefinite length. The researcher considered length of employment contract term as a critical matter. Would a reduction of stipulated duration of terms of employment in executive contracts promote executive effectiveness, result in higher productivity and restrict opportunities for deliberate corporate misconduct? In the study, the researcher intended to explore the effects of length of contract term on executive performance by comparing executives with long-term (up-to-retirement) employment contracts with executives who have opted for short-term employment contracts. The perceived differences will be apparent in criteria of effective executive leadership such as daily executive behaviours, executive tasks, and executive leadership styles.
Subjects/Keywords: Executives - Attitudes; Labor contract; Executive ability; Leadership; Organizational behavior
Matlhape, L. W. J. (2013). Effect of the long-term versus short-term employment contracts on executive leadership styles, tasks and behaviour . (Thesis). University of Johannesburg. Retrieved from http://hdl.handle.net/10210/8389
Matlhape, Lesenyego Winston Joseph. "Effect of the long-term versus short-term employment contracts on executive leadership styles, tasks and behaviour." 2013. Thesis, University of Johannesburg. Accessed January 18, 2020. http://hdl.handle.net/10210/8389.
Matlhape, Lesenyego Winston Joseph. "Effect of the long-term versus short-term employment contracts on executive leadership styles, tasks and behaviour." 2013. Web. 18 Jan 2020.
Matlhape LWJ. Effect of the long-term versus short-term employment contracts on executive leadership styles, tasks and behaviour. [Internet] [Thesis]. University of Johannesburg; 2013. [cited 2020 Jan 18]. Available from: http://hdl.handle.net/10210/8389.
Matlhape LWJ. Effect of the long-term versus short-term employment contracts on executive leadership styles, tasks and behaviour. [Thesis]. University of Johannesburg; 2013. Available from: http://hdl.handle.net/10210/8389
27. Lombard, Christoffel Nicolaas. An empirical evaluation of competency requirements for first-line managers to deal with resistance to change.
URL: http://hdl.handle.net/10210/114
► The point of departure of this study is that first-line managers play a pivotal role in the facilitation of change initiatives in organisations world-wide. Resistance… (more)
▼ The point of departure of this study is that first-line managers play a pivotal role in the facilitation of change initiatives in organisations world-wide. Resistance to change is one of the primary reasons why change interventions fail or why success is not achieved in the change process. More specific, the inability of first-line managers to deal with resistance to change has been cited as a primary cause for change projects to fail. There is no evidence that any research has been conducted on the competence requirements for first-line managers to deal with resistance to change. The identification of these competencies can enable organisations world-wide to deal with resistance to change at the organisational level that is primarily responsible for products and services. In this literature study the researcher defines first-line managers as those managers responsible for achieving results through and with operational employees to ensure that market needs are met and/or exceeded. The research suggested that first-line managers can be described through a broad spectrum of people and that the nature of organisations in this modern era will place higher demands on first-line managers as the complexity and diversity of tasks to be performed by operational employees will increase. Considering the complexity and diversity of tasks and the importance of first-line managers in ensuring results through and with other people, it is suggested that the appointment of first-line managers be based on careful consideration of the required competencies which will enable the first-line manager to manage those areas where the business is measured on a daily basis. The role of the first-line manager in change is becoming increasingly important. Organisations will benefit from acknowledging the role of first-line managers in change and investing in their development in order to prepare them for the important role that they have to play during change efforts. Research on the competencies required by first-line managers to manage change effectively proved that the ability of first-line managers to deal with resistance to change is of critical importance. Organisation-specific competencies can be used as dynamic factors mediating between the potential capacity of the individual and the requirements of the job in a stable and dynamic environment. Organisation-specific competencies can also be used effectively to develop first-line managers dealing with resistance to change. Change manifests itself in various forms in organisations. Whatever the type of change, first-line managers have a critical role to play in the successful facilitation of change in their respective areas of responsibility. The most difficult aspect of the change effort lies in changing the people. Change invariably leads to resistance. In order to facilitate successful change, first-line managers should be able to deal with resistance to change in an effective and efficient manner. First-line managers should be able to make use of an integrated approach to manage change…
Subjects/Keywords: organizational change management; executive ability
Lombard, C. N. (2007). An empirical evaluation of competency requirements for first-line managers to deal with resistance to change. (Thesis). University of Johannesburg. Retrieved from http://hdl.handle.net/10210/114
Lombard, Christoffel Nicolaas. "An empirical evaluation of competency requirements for first-line managers to deal with resistance to change." 2007. Thesis, University of Johannesburg. Accessed January 18, 2020. http://hdl.handle.net/10210/114.
Lombard, Christoffel Nicolaas. "An empirical evaluation of competency requirements for first-line managers to deal with resistance to change." 2007. Web. 18 Jan 2020.
Lombard CN. An empirical evaluation of competency requirements for first-line managers to deal with resistance to change. [Internet] [Thesis]. University of Johannesburg; 2007. [cited 2020 Jan 18]. Available from: http://hdl.handle.net/10210/114.
Lombard CN. An empirical evaluation of competency requirements for first-line managers to deal with resistance to change. [Thesis]. University of Johannesburg; 2007. Available from: http://hdl.handle.net/10210/114
28. Molteno, Louise. Understanding the potential of adult "third culture kids" as talents in multi-national corporations.
M.Phil. (Personal and Professional Leadership)
Globalisation has dramatically impacted the way business is conducted. As business becomes more global, there is a growing need for… (more)
Globalisation has dramatically impacted the way business is conducted. As business becomes more global, there is a growing need for employees, especially managers, with the right skillset to be successful in this international environment. Given the scarcity of internationally skilled employees, companies will have to look at new sources of potential talent. "Adult third culture kids" (ATCKs) are such a source of talent, as they have already acquired some of the skills necessary to be successful internationally, because of the way they had grown up. It appears, however, that ATCKs are an untapped talent source. The purpose of this study was to explore the perceptions of managers within multi-national corporations (MNCs) regarding the potential of ATCKs as a source of talent. The study aimed to establish if awareness existed within MNCs of the ATCK phenomenon, and to explore some of the reasons for the apparent under-utilisation of this source of talent. A qualitative approach with a case study design was chosen to answer the research question, as this was deemed the best method to obtain an in-depth understanding of the perceptions within MNCs of the potential of ATCKs. Five research participants from five different MNCs were identified, based on their expertise in human resource management (HRM). Data were collected by means of individual, semi-structured interviews and supporting field notes. Thematic analysis was employed to analyse this data. Three dominant themes pertaining to the research question were identified. The findings of the research revealed that there is limited awareness of ATCKs within the MNCs selected for this study. Research participants acknowledged the characteristic skillset of ATCKs to be a valuable asset to their organisations. Possible reasons for the under-utilisation of this source of talent are the limited awareness of the ATCK phenomenon and the lack of knowledge of the actual contribution of ATCKs in the workplace.
Subjects/Keywords: International business enterprises; Multiculturalism; Cosmopolitanism; Human capital; Executive ability
Molteno, L. (2014). Understanding the potential of adult "third culture kids" as talents in multi-national corporations . (Thesis). University of Johannesburg. Retrieved from http://hdl.handle.net/10210/12497
Molteno, Louise. "Understanding the potential of adult "third culture kids" as talents in multi-national corporations." 2014. Thesis, University of Johannesburg. Accessed January 18, 2020. http://hdl.handle.net/10210/12497.
Molteno, Louise. "Understanding the potential of adult "third culture kids" as talents in multi-national corporations." 2014. Web. 18 Jan 2020.
Molteno L. Understanding the potential of adult "third culture kids" as talents in multi-national corporations. [Internet] [Thesis]. University of Johannesburg; 2014. [cited 2020 Jan 18]. Available from: http://hdl.handle.net/10210/12497.
Molteno L. Understanding the potential of adult "third culture kids" as talents in multi-national corporations. [Thesis]. University of Johannesburg; 2014. Available from: http://hdl.handle.net/10210/12497
29. Nel, Albertha Hendrika. 'n Model vir leierskapsontwikkeling van verpleegdiensbestuurders.
D.Cur. (Professional Nursing)
As a result of the dynamic changes and developments which have taken place over the past years in the nursing and health… (more)
As a result of the dynamic changes and developments which have taken place over the past years in the nursing and health services it has become imperative that attention should be paid to the leadership abilities and skills of nursing service managers who are in control of such services. It is essential for nursing service managers to develop leadership qualities, because the nursing service manager is responsible for the management of nursing services. The nursing service manager is responsible for rendering quality nursing to the individual, families and the community. Therefore nursing service managers cannot afford to lag behind where development and handling of changes in health services are concerned. As the nursing service manager develops and grows personally and professionally he/she is enabled to facilitate the professional nurses' quest for wholeness. They, in their turn, can facilitate the patients' quest for wholeness. This research originated because of the needs and shortcomings with regard to inadequate management skills that became evident in conversations with nursing service managers on various management levels in practice, and also because of existing research by nursing service management experts. Research and discussion with nursing management experts showed that there is a need for leadership development in nursing service managers and that the need becomes more pronounced as a result of the dynamic changes that are taking place in the nursing and health services. These changes in their turn are brought about by the political and socia-economic demands and pressure on health services. The question arose of how to address the problem of leadership development of the nursing service manager in the best possible way. It was decided to address the problem directly through research, in order to determine how nursing service managers could and should be educated in leadership development, in order to satisfy the demands made on them. Due to the nature of the problem, it was decided to follow a qualitative, explorative and descriptive design in the research, with a theory generating approach based on the model of theory generation of Dickoff, James and Wiedenbach (1968: 415/435) . The first related and three levels viz factor isolation, factor related and situation related theories were generated. In phase one of the research an explorative, descriptive, contextual design, where a focus group technique of interviewing was used, was followed. It was done in order to investigate the leadership dimensions of nursing service managers, to address level one factor isolation of theory generation and to identify the specific concepts with regard to leadership development. After the results had been transcribed validation discussions were conducted with some of the participants, in order to enhance the credibility of the research. A control of literature was done, in order to compare the results of the study with existing literature and research on the topic. Six main concepts…
Subjects/Keywords: Health services administrators; Executive ability; Leadership - Study and teaching
Nel, A. H. (2014). 'n Model vir leierskapsontwikkeling van verpleegdiensbestuurders . (Thesis). University of Johannesburg. Retrieved from http://hdl.handle.net/10210/10542
Nel, Albertha Hendrika. "'n Model vir leierskapsontwikkeling van verpleegdiensbestuurders." 2014. Thesis, University of Johannesburg. Accessed January 18, 2020. http://hdl.handle.net/10210/10542.
Nel, Albertha Hendrika. "'n Model vir leierskapsontwikkeling van verpleegdiensbestuurders." 2014. Web. 18 Jan 2020.
Nel AH. 'n Model vir leierskapsontwikkeling van verpleegdiensbestuurders. [Internet] [Thesis]. University of Johannesburg; 2014. [cited 2020 Jan 18]. Available from: http://hdl.handle.net/10210/10542.
Nel AH. 'n Model vir leierskapsontwikkeling van verpleegdiensbestuurders. [Thesis]. University of Johannesburg; 2014. Available from: http://hdl.handle.net/10210/10542
30. Mary Catherine Wagner Fuhs. The Structure, Stability, and Prediction of Executive Functioning in Preschoolers at Head Start</h1>.
Degree: MA, Psychology, 2009, University of Notre Dame
URL: https://curate.nd.edu/show/8w32r496w5w
► Research suggests that early executive functioning skill development may enhance the school readiness of children growing up in disadvantaged homes. Questions remain, however, concerning… (more)
▼ Research suggests that early executive functioning skill development may enhance the school readiness of children growing up in disadvantaged homes. Questions remain, however, concerning both the structure and stability of executive functioning among preschoolers. Additionally, there is a lack of theoretically based research addressing potential predictors of longitudinal change in executive functioning during early childhood. This longitudinal study examined the structure of executive functioning from fall to spring of the preschool year using a multi-method battery of measures. Confirmatory factor analyses revealed a unidimensional model best fit the data at both time points. After establishing partial measurement invariance over time, results indicated that children's mean latent executive functioning scores significantly improved. Verbal ability was a significant predictor of spring executive functioning, but neither age nor negative emotionality was a significant predictor. Theoretical implications and directions for future research are discussed. Advisors/Committee Members: Jeanne D. Day, Committee Chair, Scott E. Maxwell, Committee Member, Julie M. Braungart-Rieker, Committee Member.
Subjects/Keywords: Head Start; preschoolers; verbal ability; executive functioning; cognitive development
Fuhs, M. C. W. (2009). The Structure, Stability, and Prediction of Executive Functioning in Preschoolers at Head Start</h1> . (Masters Thesis). University of Notre Dame. Retrieved from https://curate.nd.edu/show/8w32r496w5w
Fuhs, Mary Catherine Wagner. "The Structure, Stability, and Prediction of Executive Functioning in Preschoolers at Head Start</h1>." 2009. Masters Thesis, University of Notre Dame. Accessed January 18, 2020. https://curate.nd.edu/show/8w32r496w5w.
Fuhs, Mary Catherine Wagner. "The Structure, Stability, and Prediction of Executive Functioning in Preschoolers at Head Start</h1>." 2009. Web. 18 Jan 2020.
Fuhs MCW. The Structure, Stability, and Prediction of Executive Functioning in Preschoolers at Head Start</h1>. [Internet] [Masters thesis]. University of Notre Dame; 2009. [cited 2020 Jan 18]. Available from: https://curate.nd.edu/show/8w32r496w5w.
Fuhs MCW. The Structure, Stability, and Prediction of Executive Functioning in Preschoolers at Head Start</h1>. [Masters Thesis]. University of Notre Dame; 2009. Available from: https://curate.nd.edu/show/8w32r496w5w

redpajama_set_name: RedPajamaCommonCrawl


text:
Jodi@JodiSantangelo.com
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An excerpt from the DVD: "The Vortex: Where Law of Attraction Assembles All Cooperative Relationships" – a companion to the new book of the same name. Here Abraham – Non-Physical Source Energy as translated by Esther Hicks – explains their concept of The Vortex, and illustrates how it can help you get whatever it is that you may be wanting. Recorded in a March 2009 Abraham-Hicks Law of Attraction Workshop. Esther & Jerry Hicks are the authors of numerous books based on the Teachings of Abraham and their latest book, "Money and The Law of Attraction", reached #1 on the New York Times bestseller list. Esther explains that she is "translating blocks of thought" from "Non-Physical Source Energy" – which she also identifies as her "Inner Being" or "Soul" – and who refer to themselves in the plural as "Abraham" (no relation to the Biblical figure). Esther doesn't use the word "channeling" to describe her process, but understands if others do. For more information, please view our YouTube video entitled "Abraham Explains Who They Are", or go to www.abraham-hicks.com and listen to the audio entitled "Introduction To Abraham". NOTE To turn off and on video subtitles, click on UP arrow at the lower right hand corner of the video player then click on CC. To translate subtitles, mouse over the arrow to the left of the CC, select Translate Captions, and then scroll down to the language you prefer. YouTube currently offers more than 50 language options with more being added regularly …
Abraham speaking through Esther Hicks, answers the question: "What is Abraham-Hicks"? Recorded on the July, 2007 Alaskan Cruise.Esther & Jerry Hicks are the authors of numerous books based on the Teachings of Abraham and their latest book, "Money and The Law of Attraction", reached #1 on the New York Times bestseller list. For over 20 years, Esther has translated blocks of thought from "Non-Physical Source Energy" – which she also identifies as her "Inner Being" or "Soul" – and who refer to themselves in the plural as "Abraham" (no relation to the Biblical figure). Esther doesn't use the word "channeling" to describe her process, but understands if others do. For more information, please view our YouTube video entitled "Abraham Explains Who They Are", or go to www.abraham-hicks.com and listen to the audio entitled "Introduction To Abraham". NOTE To turn off and on video subtitles, click on UP arrow at the lower right hand corner of the video player then click on CC. To translate subtitles, mouse over the arrow to the left of the CC, select Translate Captions, and then scroll down to the language you prefer. YouTube currently offers more than 50 language options with more being added regularly. Also, to watch this video in high quality and stereo, simply add "&fmt=18" to the end of the URL and refresh the page.
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1.5" HOOLIGAN leather dog collar | CALIFORNIA COLLAR CO.
Our signature Hooligan leather collar is perfect for those looking for a less prickly version of a spiked dog collar. It kind of reminds us of the bulldog on those old Bugs Bunny cartoons.
Handcrafted at the California Collar Co. workshop in Los Angeles out of vegetable tanned leather and solid brass hardware.
Gorgeous on Herbie, Black & White Pit mix.


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redpajama_set_name: RedPajamaGithub


We are ready for summer with our Summer Sunsets Top! With the cutest striped detailing, front buttons, adjustable straps & the ruffle detailing - this top has it all! Style it with the matching Summer Sunsets Shorts for a cute styled look. Comes in two great colors.


Toby's Estate in West Village // Officially my favorite coffee spot in all of New York. They have a few locations all over Manhattan and Brooklyn, but their West Village location has these MASSIVE windows perfect for daydreaming and list making. It's the ALFRED of NY if that means anything to you California Dreamers.
El Rey Coffee Bar in the Lower East Side // Maybe it was the light blue neon that caught my eye or the fact their espresso was smooth, silky and strong. You won't find any under or over-pours here. Don't plan on bringing a laptop, it's all about the on-the-go lifestyle at this one.
Devoción in Williamsburg // They have a really nice green wall. They change up their coffee beans on the reg. And they have UBER COMFY couches right under their giant skylight. Also, can we talk about the people watching potential (as highlighted in the photo below) ?! Humans in 2017 fascinate me.
La Colombe in SoHo // This workplace favorite slides into the final spot. While they don't have soy milk (a travesty), their DRAFT LATTE is out of this WORLD. I don't drink milk (save the cows), but my friends swear by it. I also really appreciate their snazzy coffee bar set-up where they give you stirring spoons, sugar, galore.
Need more coffee? Read the original COFFEE list: new york city.


Destiny is a futuristic game that begins on Planet Earth. First thing's first, if you don't have wifi at your house, don't even bother getting the game. Once you start, you must choose between three classes; Hunter, Warlock and Titan. You must travel through space in your given ship as you progress through the game, and encounter different species of what seems to be ancient alien beings. The few places you travel to are the Earth (starting planet), Moon, Venus, The Reef and Mars.
The multiplayer is interesting – there are about four to five different game modes available (one of which is currently unknown) as you progress through the story-line. Your character is based on player preference. If you are more of a close ranged combatant, you may want to chose Titan. If you like to attack quickly, you will more likely choose Hunter. And finally, if you prefer to have a tactical approach, you should definitely choose the Warlock class.
In terms of gameplay, it's quite similar to most other first person shooters. It has some mechanics of C.O.D, Halo, and in a terms of weaponry, Borderlands. Each class has its own distinct set of subclasses. With Titans you get the Striker and Defender classes, and as the names imply, you focus on striking the enemy and defending yourself and fellow teammates. The other two classes aren't so selfless. Hunters have the Gunslinger and Bladedancer subclass. Gunslingers have the powerful "One shot Golden Gun" and the BladeDancers have the ArcBlade that cuts threw any piece of armour like butta'. And Warlocks are probably the most selfish due to the classes Voidwalker and Sunsinger subclasses. Sunsingers distinguish themselves by increasing their own abilities, while Voidwalkers hurl a powerful Nova Bomb that disintegrates anything within its splash range. So choose your class and help the Traveler defeat the Darkness!
Mario De Leon is an 11th grader at Lee High School.


FamilySearch.org will undergo a technical upgrade on Monday, June 27, starting at 12:00 a.m. MDT (6:00 a.m. UTC). The site may be unavailable for up to 24 hours as they test the system improvements.
It will be interesting to see what, if any, changes they make to the site! Meantime there are lots of other great sites genealogists can explore.


The Token Pass free response on the 2013 AP computer science exam has you working with an array of int values to play a game.
This one, probably more than most, you probably should head over to the College Board website and view the PDF for this problem. When we do this FRQ in class most of my students don't have problems figuring out the code, once they've figured out what it's asking. So, go ahead and follow that link, read the problem description, and come back. We'll still be here.
You are given a shell of the class with methods to implement. It looks like this.
First you are to implement the constructor for TokenPass. You're given a number of players. board needs to be instantiated and sized to that size. And then you fill in the array with random numbers from 1 to 10, inclusive.
The first line sizes board to the right size.
Next, the code loops through all of the elements in board and fill it with a random number from 1 to 10.
And last we set currentPlayer to a random player.
This is the one where students got confused. And it wasn't the problem. They tend to have trouble understanding what the problem is asking.
What you're supposed to do is pick up all the tokens at the current player's position. That is, you set that position to zero and store that number in a variable.
Then, starting at the next position, you leave one of the picked up tokens in each position. You decrement your variable and increment the value at that position. When you get to the end of the array you loop around.
When you're done, the current player is the last position you dropped a token.
Here's a working solution for part B.
The first line stores the value in currentPlayer in another variable nextPlayer so that I can change it.
Lines 2 and 3 pick up the tokens from the current player.
Then, the code loops as long as there are tokens to hand out.
I used % as a way to stay within the index boundaries of board so that I didn't have to worry about using if / else statements. Most students use if / else, and that's fine.
One thing that caught me a little off guard is that currentPlayer doesn't change as part of this method. It seems like it should. But it's in the postconditions that it shouldn't.